The Vision of Wesleyan Homes
A faith-based ministry providing comfort and care for residents and their families in a place called home.
The Mission of Wesleyan Homes
Wesleyan Homes strives to be the premier provider of supportive care and services in Central Texas, open to all senior adults.
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Welcome to Wesleyan Homes, Inc., which includes The Wesleyanat Scenic Healthcare & Rehabilitation, The Wesleyanat Estrella Assisted Living and Memory Care, The Wesleyanat Estrella Independent Living and Wesleyan Hospice. We value you and your decision to work with us. We hope you will find satisfaction in your work and your relationship with our residents.
Wesleyan Homes, Inc. is a charitable non-profit The Wesleyan, incorporated under the state laws of Texas. The governing body is composed of the 35 members of the Board of Trustees who are elected by the Central Texas Conference of the United Methodist Church. Wesleyan Homes, Inc. is a dedicated ministry to the seniors stressing a philosophy of Christian concern to preserve and enhance the dignity and individuality of each person we serve.
Wesleyan Homes is an Equal Opportunity Employer. We believe that all persons are entitled to equal employment and do not discriminate against employees or applicants for employment, training or advancement because of race, color, religion, national origin, age, sex, or disability.
The admissions policy of Wesleyan Homes considers admission of all persons to its facilities on a non-discriminatory basis. All potential residents are considered for admission and, if admitted, will receive benefits and services without regard to race, color, religion, national origin, age, sex, disability or medical condition including AIDS or HIV.
Potential residents of The Wesleyanat Scenic Rehabilitation and are assessed by the Nursing Department to determine their total care needs. The Wesleyan at Scenic will admit and retain only residents whose needs can be met through services from the facility staff or in cooperation with outside resources. Potential residents having mental and/or physical diseases which may endanger other residents may be admitted or retained only if adequate rooms and care are available to protect other residents. Each potential resident is considered on an individual basis with regard to his/her particular circumstances and the facility’s ability to meet those needs.
Wesleyan Homes, Inc. does not subscribe to the Texas Workers' Compensation Act, and employee injuries are handled in accordance with facility policies and procedures. The Employee Handbook and other policies are designed to inform you about how to handle work related injuries as well as other employee policies and benefits. It is important that you understand and comply with these guidelines.
Safety of our employees and residents is our top concern. Please study the policies in this Employee Handbook and in the Employee Guide for Safety and Health. Always follow the safety rules as you do your job. Be on the watch for hazards and never let an unsafe situation go unreported and uncorrected.
We are pleased you have chosen to be part of our team and take on the responsibility of caring for the seniors.
Wesleyan Homes, Inc.
NOTICE
Employment with Wesleyan Homes, Inc. is at-will. Either you or Wesleyan Homes, Inc. may terminate the relationship at any time, for any reason.
This handbook is intended as guide and nothing contained herein shall be deemed to create a contract of employment.
Wesleyan Homes, Inc. reserves the right to amend or alter any provision of this handbook.
TABLE OF CONTENTS
Hand Book Interpretation...... 7
Equal Opportunity Employer...... 7
Work Ethics...... 8
Conflict of Interest and Nepotism...... 9
Resident Mistreatment or Neglect...... 9
Confidential Information...... 9
Conduct and Responsibility...... 9
Orientation...... 10
Communication...... 10
Open Door Policy...... 10
Staff Meetings...... 10
Supervisors...... 11
Licenses, in Services and Health Examinations...... 11
Health Requirements...... 11
Dress Code Policy...... 12
Employee ID Cards...... 12
Attendance and Punctuality...... 12
Job Assignment...... 13
Job Group and Employment Classifications...... 14
Working Hours...... 14
Employee Pay...... 15
Social Security and Withholding Taxes...... 16
Garnishments...... 16
No Personal Loans and Salary Advances...... 16
Seniority and Anniversary Date...... 16
Promotion and Transfer Opportunities...... 16
Benefits...... 16
Retirement Benefits...... 18
Paid Time Off Accrual...... 18
Use of Paid Time Off...... 19
Jury Duty...... 20
Bereavement Leave...... 20
Family & Medical Leave Act...... 20
General Leave...... 24
Military Leave...... 24
Returning to Work After Leave...... 24
Reduction in Force...... 24
Termination...... 25
Disciplinary Action...... 25
Grievance Procedure...... 27
Workplace Harassment...... 29
Safety Program...... 32
Employee Injury Medical Treatment & Wage Continuation...... 33
Light/Transitional Duty...... 33
Safety Bonus...... 34
Drug and Alcohol Policy...... 34
Security...... 35
Participation in Disaster Plan Drill...... 36
Workplace Violence...... 36
Vehicle Safety...... 37
Leaving Facility Premises & Loitering...... 38
Solicitation and Distribution...... 38
Visitors...... 38
Lost and Found...... 39
Property, Equipment & Supplies...... 39
Cell Phone / Telephone...... 39
Computer / Email Usage...... 39
Social Networking...... 40
Paging System...... 41
Smoking/Tobacco...... 41
Parking...... 41
Employee Meals...... 41
Voting...... 42
Personnel Records...... 42
Employee Acknowledgement Form...... 43
HANDBOOK INTERPRETATION
The information in this handbook will be helpful in familiarizing new employees with The Wesleyan and its policies. This handbook, however, cannot anticipate every situation or answer every question about employment. The Wesleyan must demonstrate flexibility in the administration of policies and procedures, and reserves the right to change or revise policies and procedures without notice when such action is deemed necessary.
NEITHER THIS HANDBOOK NOR ANY PROVISIONS IN THIS HANDBOOK CONSTITUTES A CONTRACT OF EMPLOYMENT OR ANY OTHER TYPE OF CONTRACT.
EQUAL OPPORTUNITY EMPLOYER
Wesleyan Homes, Inc. is an Equal Opportunity Employer, employing persons without regard to race, color, religion, national origin, age, sex or disability; but on a basis of the capacity to perform the particular job applied for and willingness to work with others to perform assigned tasks and serve residents in a kind, efficient manner.
Wesleyan Homes believes that all persons are entitled to equal employment and does not discriminate against employees or applicants for employment because of race, color, religion, national origin, age, sex, or disability provided they are qualified and meet the physical requirements established for the job.
Further, we will not retaliate against anyone who has opposed employment practices which may be illegal under the Acts or because they have testified or participated in any proceedings under the Acts.
Wesleyan Homes Inc., will make reasonable accommodations for qualified individuals, with known disabilities unless doing so would result in undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.
Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor or Human Resources. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.
Wesleyan Homes, Inc. complies fully with:
- Titles VI and VII of the Civil Rights Act of 1964;
- Section 504 of the Rehabilitation Act of 1973;
- Age Discrimination Act of 1975;
- The Americans with Disabilities Act of 1990; and
- Family and Medical Leave Act of 1993.
WORK ETHICS
Wesleyan Homes will comply with all applicable laws and regulations and expects its directors, supervisors,volunteers and employees to conduct business in accordance with the letter and spirit of relevant laws and refrain from dishonest or unethical conduct.
Residents must be able to place their trust and confidence in the employees. Situations that appear to take advantage of this relationship should be avoided. Employees shall act in a manner which will inspire public trust in their integrity, impartiality and devotion to the best interests of the Wesleyan and its residents.
To ensure ethical and impartial business, it is prohibited for Wesleyan Homes employees to:
- Offer, accept or solicit money, property, service or other items of value by way of gift, favor, inducement or loan with the intent that the offer would influence or the recipient would be influenced by such conduct in the discharge of public duties.
- Engaging in private business dealings with a resident or family member.
- Becoming a beneficiary in the will of a resident who is not a relative.
- Receiving payment of any kind for caring for a resident on leave or recent former resident.
- Using any type of equipment or property belonging to a resident.
- Conducting Wesleyan business for private benefit.
- Using their official position, uniform or badge to secure special advantage in business, personal gain or other benefit derived from such relationship.
- Using any The Wesleyan-owned facility, building, equipment, materials or vehicle for their personal use or benefit, or for the personal use or benefit of any other individual; without the specific permission of their business unit administrator or the PRESIDENT. An exception to this rule is specific conditions of employment such as the provision of an automobile for an executive or a parsonage for a chaplain. No employee shall have unauthorized possession of The Wesleyan property.
In general, the use of good judgment, based on high ethical principles, will be the guide with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter must be discussed with the immediate supervisor and/or the Department Director.
Approval must be obtained from the President of Wesleyan Homes, Inc. for these or other situations involving a potential conflict of interest.
CONFLICT OF INTEREST AND NEPOTISIM
Employees shall refrain from and avoid conflicts of interest or appearances of conflicts between their private interests and their official responsibilities with Wesleyan Homes. A potential conflict of interest occurs when an employee or a relative has a personal, financial, or business interest, direct or indirect, in a transaction that is taking place on behalf of Wesleyan Homes. Outside employment is strictly prohibited in any circumstance where the employment creates the potential for or the appearance of a conflict with the business or other interests of Wesleyan Homes.
Employment of relatives (including spouses) will be reviewed on a case-by-case basis to insure that such employment does not involve conflicts of interest or other potential adverse consequences to business operations.
RESIDENT MISTREATMENT OR NEGLECT
Residents must be treated with dignity and respect under all circumstances. Mistreatment, abuse, or neglect of any nature will not be tolerated. Allegations of physical or verbal abuse or negligence will result in immediate suspension followed by a prompt investigation. Employees determined to be responsible for abuse or neglect will be discharged and will be reported to law enforcement and the appropriate state regulatory agency as required by law. Any incident or suspicion of abuse or neglect must be reported to the facility’s administrator. Failure to report abuse or neglect is a violation of law.
CONFIDENTIAL INFORMATION
All information concerning residents' medical and financial status such as charts, medication records, financial records, doctors' orders, etc., must be kept strictly confidential. This information may not be used, released, or discussed with anyone outside the facility without authorization from administration. Requests for such information should be referred to the facility administrator or his/her designee.
Only the facility administrator and his/her designee will be authorized to provide information concerning administrative, technical, or financial data about The Wesleyan and its residents and personnel. All information regarding a resident's medical condition, medical treatment, etc., is confidential and may not be released without written consent of the resident or resident's guardian. Refer any request for information to the administrator, including requests from the news media. Medical and financial information may not be shared with employees who are not involved in a resident's care or financial administration, respectively. Failure to maintain confidentiality may result in disciplinary action up to and including discharge.
CONDUCT AND RESPONSIBILITY
When an employee accepts a job at The Wesleyan, there is a responsibility to work with co-workers and supervisors to provide quality resident care while making the working environment as pleasant and fulfilling as possible.
Employees help create The Wesleyan's reputation by their conduct and must show respect and courtesy to residents, visitors, and fellow employees. Employees should never allow complaints, problems, or arguments to be overheard by the residents' families or visitors.
ORIENTATION
New employees are required to attend New Employee Orientation that covers basic policies, procedures and benefits. Additionally, each department will give new employees orientation and training about specific job duties, job safety, and departmental rules and regulations. The supervisor of each department will assist new employees to learn job assignments.
COMMUNICATION
A free exchange of information about matters that concern employees and The Wesleyan facilities is important for efficient operation and good employee morale. The Wesleyan will strive to keep employees informed and to provide an atmosphere that encourages open, honest, and straightforward two-way communication.
Employees are encouraged to ask questions and make suggestions for improving the work environment. Day to day communications and opinion surveys may be conducted occasionally to obtain ideas and suggestions.
Written communications will be provided to inform employees about policies and trends pertaining to the job. This may include newsletters and magazines concerning long-term care and the seniors.
Bulletin boards are maintained at facilities and are an important means of communication. They will contain notices of events, policies, and other information that should be checked on a daily basis. Items may be posted on the Employee Bulletin Board only after the administrator’s or supervisor's approval.
Electronic communication is provided on The Wesleyan Intranet and is for employees only. Employees can find information about benefits, policies, events, etc. Contact Human Resources for your Username and Password for access to the Intranet.
OPEN DOOR POLICY
The "Open Door" policy at The Wesleyan provides employees an opportunity to communicate freely with all levels of management. The Wesleyan believes employees should feel free to express concerns, grievances and complaints without fear of reprisal.
STAFF MEETINGS
Periodically The Wesleyan has staff meetings where information and ideas are exchanged to help improve quality of resident care. Occasionally these meetings will be mandatory, requiring all off-duty personnel to sign-in and all on-duty personnel to remain clocked in until the meeting has adjourned. Employees will be paid for attending mandatory meetings, in-services and training sessions. Only the administrator or supervisor has the authority to excuse an employee from a mandatory meeting. Should an employee miss or be excused from a mandatory meeting/in-service, the employee is still required to make up that training. Being in compliance on state and facility mandatory in-services is a condition of employment. Failure to be in compliance may result in discharge.
SUPERVISORS
Questions about the job, pay, benefits, co-worker relations, policies and procedures, or the facility in general should be directed to Human Resources or the employee’s supervisor. The supervisor is responsible for directing an employee's work, evaluating job performance, providing instruction and guidance in the job, and taking any disciplinary action that may be necessary. Disrespect for a supervisor's or administrator's authority will not be tolerated and will be cause for discharge.
Periodically work performance will be formally evaluated and discussed with each employee. An employee who feels the evaluation is unfair should discuss any concerns with his/her supervisor, Human Resources or the facility administrator in accordance with the Grievance Procedure.
LICENSES, IN-SERVICES AND HEALTH EXAMINATIONS
Any required licenses are the responsibility of the applicant/employee and must be presented prior to employment and kept current.
Health certificates required by state or local ordinances must be obtained and renewed at the employee's expense.
Mandatory in-services must be completed by due dates. All in-services are expected to be completed during working hours.
HEALTH REQUIREMENTS
Each employee must be physically and emotionally capable of performing the essential functions of their job.
Employees with an infectious disease that can be communicated at work will not be permitted to work for the duration of communicability. If an employee becomes ill while on duty he or she must report to the supervisor immediately.
If an employee has excessive absences from work due to illness, his/her physical condition may be reviewed to determine his/her ability to continue in that position and a physician's release may be required for the employee to return to work.
DRESS CODE
All employees will wear clean neat clothing while on duty. Employees required to wear uniforms must conform to their particular department's uniform and other dress code requirements. If Fridays are designated as casual days, employees may wear casual clothing that allows them to do their job safely and is in good taste and appropriate for a faith-based environment.
All employees are required to maintain the highest standards relating to personal hygiene including regular bathing and use of deodorant, brushing of teeth and use of mouthwash as necessary, maintaining clean hands and fingernails at all times. Hair must be clean and combed and worn pulled back, away from the face and not allowed to hang loose. Hairnets or hats must be worn when working with food. Facial hair must be neatly trimmed.
Logos worn on clothing and/or headwear must be approved by your supervisor.
Visible tattoos must be approved by your supervisor and may be required to be covered. Employees must limit their jewelry to small items that will not harm residents during close contact or become caught in equipment or machinery. With the exception of limited ear piercings, visible body piercing is not allowed.