3. Our contact information We are located at 1015 ROANOKE AVENUESUITE A ROANOKE RAPIDS NC 27870 Our phone and fax numbers are : Phone# 252-537-2473 Fax# 888-315-1326
4. Hours of Operation Our hours of operation are Mondays, through Thursday 9:00 am-3:30 pm Fridays by appointment We are closed on most holidays and some days we do not provide in home aide services.
5. Holidays The company is officially closed on these days: New Year’s Day Good Friday Memorial Day Independence Day Labor Day Columbus Day Veteran’s Day Thanksgiving Day Day after Thanksgiving Christmas You will be given a schedule of the days at the beginning of each year
6. Who we are licensed by We are licensed under the name of AGAPE HEALTHCARE SYSTEMS, by North Carolina Department of Health Regulations. We are a North Carolina Medicaid Provider. We are certified by the North Carolina Communicable Disease Branch.
10. Personnel policies and Procedures Continuity of Policies - Right to Change or Discontinue The policies and procedures in this manual are not intended to be contractual commitments by this agency and personnel shall not construe them as such. They are intended to be guides to management and merely descriptive of suggested procedures to be followed. Agape Healthcare Systems reserves the right to revoke, change, or supplement these guidelines at any time without notice. Such changes shall be effective immediately upon approval by management unless otherwise stated. No policy is intended as a guarantee of continuity of benefits or rights. No permanent employment or employment for any term is intended or can be implied by statements in this manual.
12. Successful business operation and reputation of Agape Healthcare Systems AND ITS AFFILIATES is built upon the principles of fair dealing and ethical conduct of our personnel. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity. The continued success of Agape Healthcare Systems AND ITS AFFILIATES is dependent upon our clients' trust and we are dedicated to preserving that trust. Personnel owe a duty to Agape Healthcare Systems AND ITS AFFILIATES to its clients, to act in a way that will merit the continued trust and confidence of the public.
13. Agape Healthcare Systems and its affiliates will comply with all applicable laws and regulations and expects its directors, officers, and personnel to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct. In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your immediate supervisor. Compliance with this policy of business ethics and conduct is the responsibility of every Agape Healthcare Systems staff and its affiliates.
14. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment. Should you be terminated due to violation of code of ethics, this agency will consider it a voluntary quit and you will not be able to collect benefits from state, local, federal or agency levels. As members of the healthcare Agape, we recognize the importance of codifying and making known to the profession and to the general public the ethical principles that guide the work of professionals providing services, . Ethical dilemmas occur when values are in conflict. Agape Healthcare Systems AND ITS AFFILIATES states the values to which we are committed, and embodies the ethical responsibilities of the profession in this changing information environment.
15. Equal opportunity Statement It is the policy of the Agape Healthcare Systems and its affiliates will provide equal opportunity employment without regard to race, color, religion, national origin, sex, age, sexual orientation, disease or disability. Agape Healthcare Systems AND ITS AFFILIATES strive to provide an excellent environment free from harassment or intimidation directed at any person’s race, color, religion, national origin, sex, age, sexual orientation, disease or disability. Any form of harassment will not be tolerated
16. Sexual Harassment Policy Agape Healthcare Systems will not allow any form of sexual harassment within the work environment. Sexual harassment interferes with work performance and creates an intimidating, hostile or offensive work environment. Sexual harassment influences or tends to affect the career, salary, working conditions, responsibilities, duties or other aspects of career development of an personnel or prospective personnel; or creates an explicit or implicit term or condition of an individual’s employment. It will not be tolerated. Sexual harassment, as defined in this policy, includes, but is not limited to, sexual advances, verbal or physical conduct of a sexual nature, visual forms of a sexual or offensive nature (e.g., signs and posters) or requests for sexual favors. Any intentional sexual harassment is considered to be a major violation of company policy and will be dealt with accordingly by corrective counseling and/or suspension or termination, depending upon the severity of the violation.
17. Employment Classifications Employment Classifications There are three classifications of personnel: Introductory- All new and rehired personnel work on an introductory basis for ninety days. Introductory personnel can only have three unexcused absences. No reports will result in automatic voluntary termination. During this time , introductory staff will be evaluated on the following: attendance lates/tardies attitude dress following of policy and procedures * NOTE: Introductory personnel is not eligible for any benefits.
18. Probationary- After completion of the first three months, if personnel successfully complete the first phase they will go into probationary status. Probationary status last for 180 calendar work days after their introductory status. Personnel can only have four unexcused absences during this time. No reports will result in voluntarily termination. During this time introductory staff is not eligible for any benefits. They are not eligible for : VACATION UNEMPLOYMENT INSURANCE PAID HOLIDAYS Upon satisfactory completion of the initial introductory period, personnel enter the "regular" employment classification. Temporary — An personnel hired for a position required for only a specific, known duration, this is for three consecutive months. This person is not entitled to regular benefits. A temporary personnel may be full-time or part-time. In addition to the use of this classification for secretarial or clerical positions, it applies to students working part-time and those who work during the summer. All personnel are classified as exempt and nonexempt according to these definitions: If you are uncertain as to your status, please contact your supervisor/manager. REGULAR EMPLOYMENT Regular Full-time — Personnel who works a minimum 40-hour workweek on a regularly scheduled basis. Regular Part-time — Personnel who works less than a normal workweek on either a regularly scheduled basis or on an irregular basis.
19. CALL IN POLICY CALL IN POLICY Your timely attendance at work is crucial to making the organization run smoothly. We must meet requirements to satisfy our client’s demands. You need to do your part in achieving this goal, and one way is to maintain a good attendance record. Any absence or tardiness becomes a part of your employment record. Punctuality requirements. Personnel are expected to be at their work stations on time. Tardiness is defined as being at your work station at least [1] one minute past your scheduled starting time. You should also notify the appropriate person when you know you may be late for work. Being on time makes it easier for all of us because tardiness hinders teamwork among personnel. Being tardy for work or leaving the job station before quitting time will be considered cause for corrective action. ALL PERSONNEL, REGARDLESS OF TYPE OR STATUS IS EXPECTED TO BE AT THEIR WORK STATION AND BE CLOCKED IN AT THEIR START TIME. IF YOU NEED ANY TIME OFF YOU SHOULD COMPLETE A FORM 1004. ANY MISSED OR LATE TIME THAT DOES NOT HAVE A FORM 1004 TO ACCOMPANY IS CONSIDERED UNEXCUSED.
20. PLEASE FOLLOW THIS PROCEDURE DIAL 1-252-537-2473 LEAVE YOUR NAME & A BRIEF MESSAGE EXPLAINING THAT YOU WILL EITHER BE LATE OR ABSENT FOR THE DAY. MAKE SURE THAT YOUR MESSAGE IS SAVED. YOU NEED TO CALL IN AT LEAST 2 HOURS BEFORE YOUR START TIME, ANYTHING LESS THAN TWO HOURS IS CONSIDERED UNEXCUSED. UNLESS YOU ARE IN A SITUATION THAT YOU CANT CALL. THOSE SITUATIONS ARE AND ARE NOT LIMITED TO: ACCIDENT BEYOND YOUR CONTROL DEATH IN THE FAMILY THINGS TO REMEMBER IF YOU ARE A HEALTHCARE TECHNICIAN YOU NEED TO TRY AND CALL THE OFFICE AS SOON AS POSSIBLE SO THAT WE GET A REPLACEMENT. DO NOT CONTACT THE CLIENT YOUR SELF OR MAKE ANY ARRANGEMENTS WITH THE CLIENT. THIS IS A DIRECT CORRECTIVE ACTION. IF IT IS AN EMERGENCY SITUATION THEN CALL OR HAVE SOMEONE TO CALL WHEN YOU ARE AVAILABLE. YOU STILL MAY OR MAY NOT BE CONSIDERED AN UNEXCUSED LATE/TARDY OR ABSENCE.
23. PLEASE FOLLOW THE COLOR CODES IN ADVERSE WEATHER CODE GREEN REPRESENTS THAT THE OFFICE WILL BE OPEN. THE START TIME MAY OR MAY NOT BE DELAYED.
24. CODE ORANGE CODE ORANGE REPRESENTS IS AN OPTIONAL WORKDAY FOR PERSONNEL THE START MAY OR MAY NOT BE DELAYED. THIS MEANS YOU ARE NOT REQUIRED TO COME TO WORK BUT YOU MUST CALL IN IF YOU ARE NOT REPORTING TO YOUR ASSIGNED AREA. THIS WILL COUNT AS AN EXCUSED ABSENCE AS LONG AS YOU CALL IN. FAILURE TO CALL IN WILL BE AN UNEXCUSED ABSENCE. THIS AGENCY WILL ASSUME THAT IF YOU DO NOT CALL IN THAT YOU ARE ATTENDING WORK AND IF THIS AGENCY FINDS OUT DIFFERENTLY YOU WILL BE DISCIPLINE, YOU MAY BE TERMINATED.
25. CODE RED CODE RED REPRESENTS THAT THE OFFICE WILL BE CLOSED. THIS MEANS THAT THE WEATHER IS SEVERE OR MAY BE SEVERE BEFORE THE CLOSE OF A NORMAL BUSINESS DAY. ALL STAFF WILL NOT BE WORKING ON THIS DAY. YOU DO NOT HAVE TO REPORT. YOU DO NOT HAVE TO CALL IN. THIS IS AN EXCUSED ABSENCE.
26. Other employment/ Resignation OTHER EMPLOYMENT: If an personnel decides a second job is necessaryit should be remembered that the personnel must be available to fulfill the responsibilities of his/her assignment with the agency. However if you choose to work for another agency that services are similar to this agency; you may need to talk with your supervisor to make sure you are not in conflict of interest. NoticeofResignation Agape Healthcare Systems AND ITS AFFILIATES One (1) week written notice is required. Two weeks written notice is requested for the management position. Quitting without notice will cause DO NOT REHIRE TO be put in your personnel file and you will not be considered for reemployment with Agape Healthcare Systems AND ITS AFFILIATES for at least two years from the last day you work.
27. PERSONAL APPEARANCE Dress, grooming, and personal cleanliness standards contribute to the morale of all personnel and affect the business image Agape Healthcare Systems AND ITS AFFILIATES presents to clients and visitors. During business hours or when representing Agape Healthcare Systems AND ITS AFFILIATES HEALTHCARE SYSTEMS, you are expected to present a clean, neat, and tasteful appearance. You should dress and groom yourself according to the requirements of your position and accepted social standards. This is particularly true if your job involves dealing with clients or visitors in person.
29. We are a drug free and alcohol free Agape Healthcare Systems AND ITS AFFILIATES is committed to protecting the safety, health and well being of all employees and other individuals in our workplace. We recognize that alcohol abuse and drug use pose a significant threat to our goals. We have established a drug-free workplace program that balances our respect for individuals with the need to maintain an alcohol and drug-free environment.
30. No staff relations policy STAFF NO RELATIONS POLICY Pursuant to the Division of Facility Services and the Division of Medical Assistance a PCS Aide Qualifications, a personal care service aide must fall within the guidelines of the Home Care Licensure Rules, (10 NCAL 3L.1110) and 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. I hereby understand that by signing this form that I fall within the guidelines set forth by North Carolina Administrative rules and the Division of Medical Assistance and other relevant agencies.
31. Theft Policy Staff is not permitted to accept gifts or money for clients as a reward for their services. If staff is found to have accepted any gifts or money from clients as a reward for their services, the personnel will be subject to termination. In the event that staff steals from a client the following procedure will be followed:
32. No Smoking Policy SMOKING POLICY Because Agape Healthcare Systems AND ITS AFFILIATES is open to the general public, smoking at Agape Healthcare Systems AND ITS AFFILIATES is governed by state law or local ordinance. Agape Healthcare Systems AND ITS AFFILIATES does not allow any clients to smoke in or around the building. Please observe the posted no smoking signs.
33. No Workplace Violence Policy This organization has a policy of zero tolerance for violence. If you engage in any violence at the client’s homer, or threaten violence, you will be discharged. If a client engage in or threatens violence their sever ices will be terminated. No talk of violence or joking about violence will be tolerated. “Violence" includes physically harming another, shoving, pushing, harassing, intimidating, coercing, brandishing weapons, and threatening or talking of engaging in those activities. It is the intent of this policy to ensure that everyone associated with this business, including participants and personnel, never feels threatened by any participant’s actions or conduct.
34. Compensation Equal Pay Agape Healthcare Systems will not pay wages to any personnel at a rate less than the company pays personnel of the opposite sex for work that is substantially equivalent requiring comparable skills. This policy is to be construed in accordance with applicable federal and state laws and regulations.
35. Pay dates are the 15th and last day of the month. All documentation and timesheets must be turned in on time and must be correct. Late timesheets and or documentation will result in late paychecks Falsification of timesheets and documentation will result in recoupment of pay. Falsification of timesheets and documentation may result in criminal and civil prosecution
