SUPREME CHOICE HEALTHCARE

WHERE WE TAKE PERSONAL CARE…PERSONALLY!!

EMPLOYEE HANDBOOK

Corporate Office

1100 Hardee Road

Suite 115

Kinston, NC 28504-2429

1866-859-9271

AGENCY PHILOSPHY

Home health is a very important part of our community, and an agency must provide an irreplaceable service to that community in the regards that we, the very people that deliver that service, may and will become a consumer of that service in the future. SUPREME CHOICE HEALTHCARE, LLC. wants to make healthcare accessible, affordable, and propriety to all qualified members of this element.

It is the mission of Supreme Choice HealthCare to provide healthcare services that are effective in nature, presented with quality and carried out with class, respect and dignity. Our services are provided in a safe and productive environment with our consumers, stakeholders and affiliates in mind as our top priority.

AGENCY PURPOSE

  1. SUPREME CHOICE HEALTHCARE, LLC. is an essential element with the delivery of health care. By providing continuing care to clients in their homes reduces the probability of injuries or accidents.
  1. SUPREME CHOICE HEALTHCARE, LLC. understands the process of aging is inevitable, and it is a part of life that has to be cherished. SUPREME CHOICE HEALTHCARE, LLC. understands the struggles to longevity, and wants to make contributions back to these citizens who have made it possible for members of this organization and society to thrive and live a prosperous life.
  1. SUPREME CHOICE HEALTHCARE, LLC. wants to educate staff, clients, family members, and all concern citizens about being health-wise. We want to teach the aged how to keep living, and give them something to live for in the future. We want to teach the young how to reach the plateau of their epoch; and teach them to learn integrity, and that their actions today will have an effect tomorrow.
  1. SUPREME CHOICE HEALTHCARE, LLC. understands the fragility of most aged people, and We want to facilitate these individuals with simplicity – ADLs, medication, appointments, & etc. Our purpose is optimization of health and subsistence for our community and abroad.
  1. SUPREME CHOICE HEALTHCARE, LLC. is committed to the rehabilitation of illness, diseased, aged, or disable members to fight for existence and possible independency again. When rehabilitation is not possible, then we are committed to the hospice care of that individual with respect and compassion for those individuals.

SUPREME CHOICE HEALTHCARE

Organizational Chart

CONFLICT OF INTEREST

POLICY

No staff or governing body members shall place themselves in a position where a personal interest may influence decisions between Agency and other entities. All officers, directors, and management shall adhere to the policy regarding avoiding conflicts of interest to ensure the agency’s mission is not harmed by their relationships.

PURPOSE

To assure the mission of SUPREME CHOICE HEALTHCARE, LLC. is not harmed by relationships of staff or governing body members, and maintain a healthy environment for staff members and clients.

PROCEDURE

  1. No member of management shall solicit or accept any gratuities, gift, favors, or significant monetary value from any person or party while representing SUPREME CHOICE HEALTHCARE, LLC. Significant monetary value shall be anything beyond the amount of $20 or gifts that cannot be consumed within 24 hours.
  1. All members of management shall not place themselves in a vulnerable position that coincides with conflict of interest.
  1. If a member notices a conflict of interest, it shall be report to higher authority immediately for appropriate actions.
  1. If there are any situations that aren’t clearly defined as a conflict of interest, notify higher authority for extended guidance.

NOTE

A conflict of interest may occur when the home care agency officers, directors, or management staff enter into a relationship with another organization or person, which in its content or process, may result in a compromise of SUPREME CHOICE HEALTHCARE, LLC. obligation to act in the best interest of its clients.

EQUAL EMPLOYMENT OPPORTUNITY

POLICY

SUPREME CHOICE HEALTHCARE, LLC. provides equal employment opportunities for any and all whom apply for employment without regards to race, color, creed, sex, national origin, age, or handicap/disability.

PURPOSE

  1. To ensure that every applicant has an equal opportunity for employment regardless of demographic disparities.
  2. To ensure that there isn’t any harassment of any employee due to that employee’s race, color, creed, sex, national origin, age, or handicap/disability is strictly forbidden.
  1. Any employee experiencing such harassment should report the incident immediately to his/her supervisor or any other member of management.
  1. To ensure that SUPREME CHOICE HEALTHCARE, LLC. is in compliance with Federals laws pertaining to Medicaid providers
  2. Title VI of the Civil Rights Act of 1964
  3. “No person in the United States shall, on the grounds of race, color, or national origin, be excluded from participation under any program or activity receiving federal financial assistance.”
  1. Section 504 of the Rehabilitation Act of 1973
  1. [amendment] “No otherwise qualified handicapped individual in the United Stated shall, solely by reason of his handicap, be excluded from the participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving federal financial assistance.”
  1. Americans with Disabilities Act of 1990
  1. Prohibits exclusion from participation in or denial of services because the agency’s facilities are not accessible to individuals with a disability.

PROCEDURE

1)Applicants will be attrition through the use of evaluating qualifications, skills, and experience as being the primary attributes when targeting a specific job.

2)Once the criteria have been met, then the correlation of job specifics will be coordinated with selected applicants.

3)Selection of applicants for the position is usually no more than 3 qualified prospects that will be called in for an interview.

  1. Interview will be conducted in accordance with federal regulations under the supervision of the HR team.
  2. Selection of designated applicant will be the determination of the hiring official.

ORIENTATION

POLICY

All staff members of SUPREME CHOICE HEALTHCARE, LLC. will complete a basic orientation program.

PURPOSE

  1. To orient new SUPREME CHOICE HEALTHCARE, LLC. staff members to the philosophy, services, policies, and procedures of SUPREME CHOICE HEALTHCARE, LLC.
  1. To orient new SUPREME CHOICE HEALTHCARE, LLC. staff members to their respective roles.

PROCEDURE

  1. The RN Supervisor and Agency Director ensures that all pre-requisites for employment have been met prior to scheduling a SUPREME CHOICE HEALTHCARE, LLC. staff member for orientation:
  1. Nursing Staff – must be currently licensed in North Carolina and preferably have at least one year of nursing experience.
  1. In-Home Aides – must have completed an approved training and competency evaluation program for the level of services to be provided or are enrolled in an agency sponsored training and competency or competency evaluation program.
  1. The RN Supervisor ensures a basic individualized orientation program for each new SUPREME CHOICE HEALTHCARE, LLC. staff member, immediately prior to employment, and includes the following as a minimum:
  1. Philosophy and objectives of the SUPREME CHOICE HEALTHCARE, LLC.
  1. A review of pertinent personnel policies of the care agency.
  1. A review of the individual’s job description and additional information concerning the duties of each staff member’s position.
  1. A review of SUPREME CHOICE HEALTHCARE, LLC. organizational chart including other client care positions, how the positions relate to one another in the provision of client care and the supervisory chain of command.
  1. A review of record keeping and reporting responsibilities.
  1. Client’s rights, including confidentiality.
  1. For licensed staff and all hand-on caregivers, Infection Control, including OSHA mandated training on airborne and blood borne pathogens, universal precaution, and SUPREME CHOICE HEALTHCARE, LLC. specific exposure control plan and post-exposure follow-up procedures.
  1. Documentation of orientation is included in each employee’s personnel record.

EMPLOYMENT

POLICY

SUPREME CHOICE HEALTHCARE, LLC. strives to employ the most qualified individuals for all positions within the organization and to provide equal employment opportunities to all employees and applicants regardless of race, color, creed, sex, national origin, age, handicap, sexual orientation, marital status, and status with regard to public assistance or Veterans’ employment.

SUPREME CHOICE HEALTHCARE, LLC. will hire and develop employees basing judgment solely on job related qualifications. All vendors, independent contractors, subcontractors, referral sources, clients, and others doing business with SUPREME CHOICE HEALTHCARE, LLC. will be informed of the organization’s adherence to equal opportunity principles. Advertising for prospective staff members will identify the agency’s equal employment opportunity position.

For all professional positions, the agency will employ only individuals who meet the licensure or certification requirements for the particular professional position and are in good standing there under.

PURPOSE

To establish a control mechanism to hire qualified individuals while relinquishing liability against Fair Labor laws.

PROCEDURE

  1. Staffing
  • Part-time and on-call personnel may be utilized in instances when the type of work, working schedule, and duration of employment permit.
  1. Minors
  • State and federal legislation imposes certain limitations on the employment of persons under the age of 18. Therefore, applicants shall be required to furnish proof of age after an offer of employment has been made. Offers of employment shall be automatically revoked when applicants under 18 are not able to provide a work permit.
  1. Interviews
  • Pre-employment interviews are required for all positions. Interviews may be scheduled according to agency needs. Applicants who qualify for employment will be referred to the responsible supervisor for a second interview. The final decision to hire shall be made by the supervisor and approved by the Administrator. The job will be made by the immediate supervisor.
  1. Tests
  • Written skills tests and competency testing shall be administered to all Home Health Aides.
  1. Human Immunodeficiency Virus
  • Equal employment opportunities shall be provided to persons who test positive for HIV or related conditions.
  1. Health Screening
  • Health Screening is required by all employees for TB testing (refer to Health Screening Policy). The agency reserves the right to request any applicant (after and offer of employment is extended) or current employee, to undergo a physical examination where the position or physical condition of the individual may warrant.
  1. Reference Check
  • Information supplied on the application form or during an interview will be subject to verification. Reference checks shall be made by the agency and may be conducted by phone or mail.
  1. License Certification
  • For professional positions, all applicants must be able to furnish for inspection their current license or certificate. A copy of the applicant’s original license or certificate shall be retained for the employment file. The agency shall obtain copies of updated licensure on an ongoing basis.
  1. PCS Aide Qualifications
  • Must meet the in-home aide qualifications in the Home Care Licensure Rules, Licensing of Home Care Agencies (10 NCAL3L. 1110).

Can not be the patient’s spouse, child, parent, sibling, grandparent or grandchild. This also includes any person with an equivalent step or in-law relationship to the patient.

EMPLOYEE RIGHTS

POLICY

Employees have the right not to participate in cares or treatments that are in conflict with their cultural values or religious beliefs.

PURPOSE

To identify an employee’s right to not participate in activities that are in conflict with his/her cultural values or religious beliefs.

PROCEDURE

  1. Prospective employees and agency representatives shall discuss performance expectation during the interview process. This would include rotating work schedules, weekend assignments, etc. If a prospective employee is not available for such a schedule, the employment offer may be deferred on the basis of inability to meet expected job requirements.
  1. After an employment offer has been made and accepted by the applicant, the agency representative may ask if there are any restrictions to type of care or client populations based on religious or cultural beliefs.
  1. Employees with religious beliefs celebrated on nontraditional agency holidays will be instructed to request personal time off in such situations. Time may or may not be paid depending on employment status. Adequate notice must be given to allow the agency to arrange alternate staffing.
  1. Specific care activities or procedures which are in conflict with religious belief or cultural practice may be refused by employees without fear of discrimination or reprisals.
  1. Situations where employees request not to work in certain geographic areas or refuse to perform activities they do not feel qualified for will be addressed in competency assessment and staff safety policies and procedures. Employee concerns will be addressed with their immediate supervisor and/or RN Supervisor, as appropriate.

HOURS OF WORK

POLICY

Hours of work shall be determined by each area. All full-time salaried employees will work 40 hours each week. Hourly employees will be compensated for those hours reflected on his/her time sheets.

PURPOSE

To establish a uniform policy for employees and agency to adhere to, and to notify employees of their requirements to fulfill the position.

PROCEDURE

  1. Regular Hours
  • Normally, office hours are Monday through Thursday, from 9:00 a.m. to 4:30 p.m. Starting and quitting time for full-time employees may vary according to each area. Employees shall be entitled to an hour lunch.
  • Normal Office employees work hours are from 8:30 a.m. to 4:30 p.m. and. Any time before the regular schedule work time is not considered pay rate hours, and any time beyond normal regular schedule work time is not considered pay rate hours, unless Administrator request employee to work over.
  1. Overtime
  • The U.S. Fair Labor Standards Act requires that all employees be paid overtime for hours worked beyond 40 hours in any one week except those employed as executive, professional, and administrative employees. By common usage, the “exceptions” are referred to as “exempt employees”, the others are referred to as “nonexempt”. Any nonexempt employee who works over 40 hours in any one week will be paid time and a half of their regular pay for the number of hours worked over the standard. Authorization of overtime and payment must be approved by the immediate supervisor.
  1. Punctuality
  • All employees will be expected to report to work on time. If an employee will be delayed, the employee shall call his/her supervisor and inform him/her of the reason for late arrival and the employee expected time of arrival.
  1. Payday
  • Supreme Choice Healthcare will reimburse staff members for all documented time work every other Friday. Pay Dates and times will be discussed upon hire.

ATTENDANCE AND REPORTING

POLICY

SUPREME CHOICE HEALTHCARE, LLC. employees shall have regular attendance and punctuality at scheduled work times.

PURPOSE

To ensure employees understand requirements for promotions, salary increases, and transfers.

PROCEDURE

  1. Absence:
  • Absence:The failure to report to work at the scheduled time and is defined as lost time (partial or full day) due to illness, injury, personal business, or other reasons for which the agency is not responsible.
  • Calling in absent:Employees shall notify their supervisor as soon as the employee is aware of the need to be absent, no later than two hours before the scheduled starting time. If possible, the expected duration of the absence should be communicated to the supervisor in advance.
  • Emergency Conditions: In the event an emergency or hospitalization occurs due to illness or accident, the immediate supervisor should be notified by the employee’s designated emergency contact as soon as possible. A doctor’s statement should be sent to the agency within three (3) working days. If the immediate supervisor is not available, the next level of supervision should be notified.
  • Doctor’s Statement:A doctor’s statement may be required for any illness. The agency may request a corroborating statement from a consulting physician.

 The doctor’s statement must indicate:

The nature of the illness

The expected duration of the illness

The anticipated return date

  1. Excessive Tardiness/Absenteeism
  • When determining whether an employee should be disciplined for excessive tardiness or absenteeism, the supervisor should apply sound judgment based on knowledge of the circumstances.
  • Any disciplinary action taken must be consistently applied in like situations.
  • An administrative team (RN Sup, Office Manager, and Director) shall make the final decision in any situation.
  1. Each disciplinary action will not reflect exactly what is entailed in this manual mainly to include, but not limited to: the nature of offense, severity of offense, frequency, and past employee performance.

CODE OF ETHICS

POLICY

SUPREME CHOICE HEALTHCARE, LLC. has an established code of ethics which addresses SUPREME CHOICE HEALTHCARE, LLC. practice guidelines for management of internal and external customers.

PURPOSE

To articulate the guidelines for ethical conduct of the SUPREME CHOICE HEALTHCARE, LLC. and its employees in a written code. These guidelines shall include, but are not limited to:

Client rights

Client/family responsibility

Agency rights/responsibilities

Interagency relationships

Fiscal responsibilities

Agency marketing and public relations

Personnel

Ethical issue review process

Staff rights

PROCEDURE

  1. Client Rights, as outlined in the Home Care Bill of Rights, are protected and promoted by SUPREME CHOICE HEALTHCARE, LLC. A copy of these rights is provided to individuals at time of admission. Also provided are the address and phone number of the Office of Health Facility Complaints and a brief explanation of how to file a complaint.
  2. Client/Family Responsibilities

At the time of admission, clients are informed of their responsibilities related to the care or service to be provided.

  1. SUPREME CHOICE HEALTHCARE, LLC. reserves the Rights to:
  1. Refuse admission based on admission criteria.
  2. Be assured of a safe work environment for its employees.
  3. Expect the client/family to participate in the development of plans for care and subsequent changes.
  4. Discontinue services based on SUPREME CHOICE HEALTHCARE, LLC. policies.
  1. Agency Responsibilities

Once a client is admitted for care, the agency has a responsibility to provide services that are within the agency capabilities, mission, and applicable laws and regulation. If a conflict arises that might results in denial of care, services, or payment, the client’s specific needs will dictate the decision regarding discharge/transfer.