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Alternative Family Living, Inc..
E MP LOYEE HANDBO O K
2009
Mission Statement (Purpose)

 Our mission is to serve developmentally disabled and
dual diagnosed individuals with a high degree of staff
competence, quality of care and accountability.
Role

• AFLI is a community service provider and placement
agency that serves individuals with developmental
disabilities. Alternative Family Living, Inc. contracts
with Area Lead Management Entities throughout the
Western North Carolina Region. Provider services
include Alternative Family Living (AFL) funded by
Residential Supports, Community Based Services
(CBS), Home and Community Supports (HCS),
Personal Care and Respite Services. AFLI specializes
in the area of AFL and Respite services providing
superior services and support to the communities we
serve. It is also our responsibility to carry out the
individual’s outcomes as written in the Plan of Care
and to provide feedback of that plan to facilitate the
achievement of the individual’s full potential.
Philosophy

• AFLI believes that all individuals should achieve
their full potential and that all attempts should be
made to maximize each individual’s independence,
productivity, talents and quality of life according to
his/her preference as well as support each person’s
choice of living environment, learning techniques,
play, work and retirement AFLI believes that each
person should be empowered to make true choice in
daily life by being informed of the consequences of
the choices made and to afford the dignity of risk.
Hours of Operation

• Office Hours for AFLI are
• Monday-Friday
• 9:00am-1:00pm
• Please call the office number below during
regular office hours for regular business
issues.
• If you should have an emergency outside of
office hours, please call our on- call pager at
the number below.
Phone Numbers

• Office: 367-2714 Fax:233-5508
• Tracy’s cell: 231-9235
• Call During Off Hours when Emergency
828-231-9235
Your Responsibility as Employee
As an Employee of AFLI Inc., you have agreed to provide the best quality of care for the person we
are serving. I understand that my training/credentialing must be current in order to continue
working for AFLI. It is a policy of AFLI Inc. that no individual will be left alone with another
person unless that person has had the minimum training and has been approved by AFLI Inc. The
minimum training requirements are: Criminal background check, current CPR and 1 ST Aid
certification and Introduction to Developmental Disabilities (this may be waived if the person has
verifiable experience in this field). There may be additional requirements based on the needs of the
individual served. A close friend or a family member may provide care for a short period of time
while the Employee has an errand to do, but only if they meet the requirements listed
above. I understand that AFLI is responsible for the safety and well being of the individual in my
care. I agree to abide by all required State, Medicaid and CAP rules. I realize that if I wrongfully bill
services to Medicaid, I may have to pay a fine and/or serve a prison sentence depending on the
outcome of the court hearing. I also understand that if I am convicted of Medicaid fraud I will be
ineligible to work in any industry where Medicaid is billed. Some examples of Medicaid
fraud: Double billing (example: working with more that one individual at a time
and creating paperwork to show different times, or working with more than one
individual at a time and billing different agencies) Over billing (example: turning in
more hours for an individual that could possibly be done in one day, in most cases
you are limited to 16 hours or less per day) turning in time for someone else or
turning in time that you did not actually do. These are just some examples, this is
not a complete list. I understand that I cannot provide service to more than one individual at a
time for a one to one service (examples: Residential, CBS/Developmental Therapies, Personal Care,
Respite). I understand the requirements of the services that I am to provide to the individual(s)
that I serve. I agree to these terms and I understand that if I do not abide by these rules I will be
terminated immediately.
How to Complete Habilitation Service Notes

• Use the client’s name as is printed on Medicaid Card
• The Client # as been assigned by the LME
• The month and year in which the service is being provided
• The type of service that is being provided
• The correct goals.
• The number or letter as specified in the key, which reflects the intervention/activity
(CAP KEY
MENU Page 13)
• The number or letter as specified in the key, which reflects the assessment of the
consumer’s
progress Towards goals (CAP KEY MENU Page 13)
• The units per day, which is 1 for this service.
• The date for that day
• Your initials NOTE: See Documentation on form above. This is what this means. DB
who
• was
Working with Tracy, had to physically prompt Tracy to complete her exercise routine.
Tracy
needed more than verbal prompts to complete goal, so she did not meet the goal for
the day.
• Complete items in grid on the back of the RS sheet as personal care tasks completed by
staff
• but not addressed in formalized goals on front of data sheets.
How To Complete Respite Form

• Use the client’s name as is printed on Medicaid Card
• The Client # as been assigned by the LME
• Medicaid ID number
• The month and year in which the service is being provided
• The type of service that is being provided
• Full date 12/31/09
• For Respite, use corresponding date and write a brief
summary of the activities during the time you spent with
the client.
• Explanation should support duration.
• Print Your Name
• Sign your name in cursive and provide the credential for
the service you provided
• Print your initials
CAP Documentation: Residential Supports
North Carolina Division of Mental Health/ Developmental Disabilities/ Substance Abuse Services
Consumer Name: Record Number Month/Year____________________ Shift
N/A
Specific Service: Residential Support Level 2 T2014 Program/LME: WHLME Service Provider/ Agency: AFLI

Goals Key 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15

Tracy will follow her exercise program with verbal prompts only 3 times I 1 PP
per week for 12 consecutive years.

(A) B
A

(I)

(A)

(I)

(A)

(I)

(A)

(I)

(A)

Units 1

9/3/05
Date:

Initials: DB
DATE

Comments

ALL STAFF PERSONS WORKING WITH THIS INDIVIDUAL MUST FILL OUT THE INFORMATION BELOW

STAFF NAME (PLEASE PRINT) STAFF SIGNATURE (credential) INITIALS
Key I = Intervention
KEY 1
I G VP M PP N/A R
Independent Gesture Verbal Model Physical Non- Refused
Prompt Prompt Applicable

KEY 2
Y N N/A R
Yes No Non-Applicable Refused

KEY 3
Y N CS WS H C NC
Attended Absent Client Sick Worker Holiday Completed Not
Sick Completed

Key 5
Amount of Time
Key 6
Number of Prompts

Key A=Reflects
Assessment
A B C
Met goal Did not meet goal Goal not trained
Credentials

 Respite – RCP
 Home and Community – HCSP
 Personal Care – PCP
 Personal Assistance – PAP
 Alternative Family Living – AFLP or RSP
 Enhanced Respite – ERCP
 Enhanced Personal Care – ERCP
 Enhance Personal Care –EPCP
 Developmental Therapy – DTP
 Home Supports - HS
Developmental Therapies
How to Write “PIE” Note

• P = Purpose: State the goal. What are you going to
accomplish, train, work on, or implement with the client?

• I = Intervention: What did YOU do. How did you train,
work on, implement the goal? How did you assist the
client to complete the goal? Was this goal ran, monitored
or implemented throughout the day? Use wording such as
assisted, trained, implemented, monitored, role-played,
teach, etc…

• E = Effectiveness: How did the CLIENT respond to your
intervention. Did they complete the goal? Did they show
any behaviors? Did they refuse to work on the goal? Did
they do something well? Did they attempt to complete the
goal, but not quite succeed?
Sample Goal and Note

• Goal: Tracy will exercise to increase emotional well being
and decrease depressive like symptoms on a daily basis,
for six consecutive months.

• P: Exercise to increase emotional well-being and decrease
depressive like symptoms daily.
• I: Suggested a walk in the park to enjoy the sunshine
today. Trained on the positive benefits of exercise such as
increased energy, possible weight loss and better nights
sleep. Prompted to walk at least 3 times around park
today instead of just 2.
• E: Tracy chose to walk 2 full times around the park, but
detoured to the ice cream truck at the beginning of the
third lap. Tracy said she understood the benefits of
exercise, but that her stomach couldn’t stand one more
step without an ice cream sandwich.
INCIDENT AND DEATH RESPONSE SYSTEM

1. Purpose
The purpose of the DHHS Incident and Death Document all Level I, II and III incidents (as
Report (DMH/DD/SAS Form QM02) is to ensure that defined below) and analyze as part of your quality
serious adverse events involving persons receiving assurance and improvement processes. Report all
publicly-funded mental health, developmental Level II or III incidents that occur while the
disabilities, and/or substance abuse (mh/dd/sa) services individual is under your care.
are addressed quickly and analyzed for ways to prevent
future occurrences and improve the service system.  Individuals receiving residential services are
Effective October 1, 2004, for reporting deaths from considered under the provider’s care 24 hours a day.
unnatural causes to DHHS, pursuant to G.S. 122C-31. Individuals receiving crisis services, day services or
periodic services are considered under the provider’s
2. Confidentiality care while a staff person is actively engaged in
providing a billable service.
All incident reports are confidential quality assurance
documents, protected by G.S. 122C-30, G.S. Definitions:
122C-31, G.S. 122C-191, and G.S. 122C-192. AFLI will not  Incident: An “incident,” as defined in 10A NCAC
file incident reports in the individual’s service record. and 27G .0103(b)(32), is “ any happening which is not
will use this form according to confidentiality consistent with the routine operation of a facility or
requirements in NC General Statutes and Administrative service or the routine care of a consumer and that is
Code and in the Code of Federal Regulations: likely to lead to adverse effects upon a consumer.”
§ NC General Statutes 122C-52 through 56 and Some variation in reporting requirements occurs due
Administrative Code 10A NCAC 26B to differences in the types of services being provided
§ Federal regulations 42 CFR Part 2 and 45 CFR Parts 160 to or sought by the individual. There are three levels
and 164. Approved use of this form is of response to incidents, based on the potential or
permitted under the audit or evaluation exception of 42 actual severity of the event.
CFR Part 2.53, which allows disclosure of
information without the individual’s consent. Re-
disclosure of information is explicitly prohibited
except as provided in 42 CFR Part 2.

3. What/where to file
AFLI will report any adverse event that is not consistent
with the routine operation of a facility or service or the
routine care of a consumer. There are three levels of
response to incidents, based on the potential or actual
severity of the event.
Levels of Incidents

Level I Level II

• includes any incident that does not meet the • includes any incident, as defined in 10A
definition of a Level II or III incident. Level I NCAC 27G .0602, that involves a threat to
incidents are events that, in isolated numbers, do a
not significantly threaten the health or safety of
an individual, but could indicate systematic consumer’s health or safety or a threat to
problems if they occur frequently. the health or safety of others due to
• Level I incidents may signal a need for the consumer behavior.
provider to review its clinical care and practices, • Level II incidents may signal a need for
including supervision and training.
the LME to review the provider’s clinical
• These incidents require communication among care and
the provider’s staff, documentation of the
incident, and report to other authorities as practices and the LME’s service
required by law. In addition, aggregate management processes, including service
information on Level I incidents involving coordination, service oversight, and
restrictive interventions, medication errors, and technical assistance for providers.
searches/seizures must be reported to the host
LME, according to guidelines provided by These incidents require communication
DHHS. between the provider and LME,
documentation of the incident, and report
to the LME and other authorities as
required by law.
Level III

• includes any incident, as defined in 10A NCAC 27G .0602,
that results in (1) a death or permanent physical or
psychological impairment to a consumer, (2) a death or
permanent physical or psychological impairment caused by a
consumer, or (3) a threat to public safety caused by a
consumer. Level III incidents signal a need for the DHHS and
LME to review the local and state service provision and
management system, including coordination, technical
assistance and oversight. These incidents require
communication among the provider, LME and DHHS,
documentation of the incident, and report to the LME, DHHS
and other authorities as required by law. Level III incidents
also require a formal peer review process to be initiated by the
provider within 24 hours of the incident, according to
guidelines provided by DHHS.
When to File Report:

Type of Incident Report to Report to Report to Report to DFS
Host LME Home LME DMH/ DD/SAS (122C-Licensed
(all providers) providers only)

Level I Written report to AFLI
within 24 hours

Level II incident (including Written report If required by No report No report
death within 72 hours contract
from natural or unknown
cause)

Level III incident (other than Verbal report Verbal report Written report No report
death) immediately immediately within 72 hours _________________
Death from suicide, Written report Written report Written report
accident, within 72 hours within 72 hours within 72 hour
homicide or other violence

Death within 7 days of Written report Written report Written report Written report
seclusion or restraint immediately immediately immediately immediately
Universal Precautions
 AFLI Requires that each
and Post Exposure
Procedures
Staff Member Make Basic
First Aid Supplies
Bloodborne
Pathogens. Accessible in the Home and
Each Alternative Family
Living home and
in the Vehicle.
Employee shall use
Universal
Precautions to protect
 Universal Precautions is the
themselves from
infectious diseases that term for infection control
are contracted by contact
with bodily fluids that measures that all health care
may contain blood. The
AIDS virus and Hepatitis
B are contracted through
workers should follow to protect
contact with blood and
other bodily fluids. At themselves from infectious
this time, AFLI does not
require HIV testing. disease.
Hand washing is required:

 after diapering and toileting
 after handling bodily fluids of any kind
 before and after giving First Aid
 after cleaning up spills or objects containing body
fluids
 after taking off disposable gloves
Latex Gloves

• should be worn by all people
• when they come into contact with body fluids of any
kind which contain blood such as vomit or feces
which contain blood that you can see
• when individuals have cuts, scratches, or rashes,
which cause breaks in the skin of the hands
Remember: wearing gloves does not mean
that you don't have to wash your hands!
Environmental Disinfecting

• should be done regularly and as needed
• means cleaning personal items, surfaces and
diapering areas with a solution of 5.25 percent of
sodium hypochlorite,
• household bleach, diluted between 1:10 and 1:100
with water
• ·Blood spills or objects with blood on them
need a stronger solution of 1/4 cup of bleach to
2 1/2 cups of water
Proper Disposal of Materials

 materials soaked or caked in blood requires double
bagging in plastic bags that are securely tied. If
washing items, wash separately form other items.
 Sharps containers are used to dispose of lancets
and/or syringes
Hepatitis B Vaccination and reporting procedures

• AFLI will provide initial and annual training on blood
borne pathogens, pay for the Hepatitis B vaccinations
and an exposure kit. If AFL provider has previously
received vaccinations and initial training within the
calendar year of becoming a employee, the provider must
produce documentation of training and vaccination. If
vaccination is declined, a signed release by the employee
documenting the refusal of Hepatitis B will placed in the
permanent file. If there is an exposure and the employee
refuses to seek treatment, a statement documenting
treatment refusal will be placed in the permanent file.
Exposure Reporting Procedures

• Post Exposure Procedures:
• If an exposure occurs such • The following procedures are to
as contact with broken be followed after an exposure to blood
skin (cuts, scratches, open or other potentially infectious
materials. Exposure will be limited to
rashes or chapped skin) or emergency situations as all AFL
mucous membranes (in contract providers and employees have
been trained and will follow universal
the mouth eye or nose), it precautions. If it is uncertain whether
must be reported to the an exposure has taken place, proceed
with this set of instructions until a
QP immediately. The determination can be made.
incident will be
documented and placed in • A possible exposure is defined
as any cut, puncture or other
the provider's file. See percutaneous entry; a splash to a
Post Exposure mucous membrane or eye or other
contact with blood or other potentially
Procedures. infectious materials on skin that is a
result of carrying out your duties as an
AFL contract provider/employee.
The following procedures will be followed in case of possible
exposure:

After a Mucous Membrane • After a needle stick or cut, if
or Eye Splash or Skin you answered yes on the
Exposure: Testing Consent Form,
immediately seek medical
(1) Immediately wash skin treatment and testing at the
generously with soap and local emergency room.
water. Complete the exposure form
(2) Flush mucous membrane or within 72 hours of the event
eyes with water only. and return to your supervisor.
(3) Contact your immediate If you answered no on the
supervisor within 24 hours to Testing Consent Form,
report the incident. complete the exposure form
and return to your supervisor
within 72 hours of the event.
Corporate Compliance

 Compliance Resolution

WHEREAS, the Ownership desires to affirm its commitment to ensure that Alternative Family Living, Inc. operates its business in full
compliance with the laws and regulations of the United States and the state of North Carolina; and

WHEREAS, it is in the best interest of the organization to demonstrate ethical, legal, and solvent business practices by adopting an d supporting a
formal compliance program to prevent, detect, investigate, and correct instances of noncompliance, whether intentional or uni ntentional; and
WHEREAS, the position of a Corporate Compliance Officer has been created and given authority to develop and implement an effective c ompliance
program for AFLI; and

WHEREAS, the Corporate Compliance Officer is authorized to provide regular reports to the management team that detail assurances of
appropriate practices and ongoing compliance activities and issues; and

THEREFORE, BE IT RESOLVED, that the Ownership of AFLI do hereby support the development of a corporate compliance plan and program
for the organization and assign the responsibility for the implementation of the plan to the Corporate Compliance Officer wit h the support and
assistance of the management of AFLI.
Corporate Compliance

 Compliance Resolution

 Letter to Employees
 Corporate Compliance

Dear Colleague,

 AFLI is committed to providing quality care to our consumers. Within this commitment, we strive to ensure that the highe st ethical standards are evident in our
delivery of behavioral healthcare. We must demonstrate as individuals and as an organization that all our actions are founded on the principles of accountability
and integrity.

 I recently completed a resolution establishing a Compliance Program within our organization. AFLI’s development and integration of a Compliance Program
will provide guidance to ensure that our services are provided in an ethical and legal manner. The program emphasizes the shared common values that guide
our behaviors and contains resources to assist in resolving questions about appropriate conduct in the work place.

 AFLI has appointed a Compliance Officer to ensure that the program is fully operational and meets the intended goal of organizational accountability and
integrity. As a Employee of AFLI, you will be provided with a variety of training and education to assist in your full partic ipation in the program. As will become
evident as the program is integrated into our daily culture, you will be an important component through assisting with the mo nitoring of compliance within the
organization.

 If you have any questions regarding this program or encounter any situation that you believe violates the provisions of the p rogram, please consult with you
supervisor, contact the Compliance Officer, or provide information through the reporting mechanisms in place designed to protect your anonymity. I assure you
that there will be no retribution for asking questions or raising concerns about the program, or for reporting possible impro perconduct.

 We are committed to the ideals reflected in our Mission and Core Values and in the Compliance Program. We are equally committed to assuring that our actions
reflect our words. We trust you as a valuable member of our behavioral healthcare team, and ask you to assist our organizatio n in supporting the Compliance
Program and the values and principles critical to achieving our mission.


Drug-Free Workplace Statement

Commitment to Drug-Free Workplace
• AFLI is committed to maintaining a drug-free workplace, which the safety and well being
of its consumers, staff, and families are of the utmost importance. The abuse of illicit
drugs directly interferes with the development and the performance of the individual
and the effects that use/abuse diminish the working environment for all. It is the policy
of AFLI that drugs in the workplace will not be tolerated. Employees must abide by the
policy as a condition of employment.

DRUG-FREE WORKPLACE STATEMENT
• All employees are prohibited from engaging in any activity relating to the unlawful
manufacture, distribution, dispensation, possession or use of illicit substances during
working hours, anywhere.

Commitment to Drug-Free Workplace
• AFLI is committed to maintaining a drug-free workplace, which the safety and well being
of its consumers, staff, and families are of the utmost importance. The abuse of illicit
drugs directly interferes with the development and the performance of the individual
and the effects that use/abuse diminish the working environment for all. It is the policy
of AFLI that drugs in the workplace will not be tolerated. Employees / and/or Employees
must abide by the policy as a condition of employment/contractual status.

DRUG-FREE WORKPLACE STATEMENT
• All employees and Employees are prohibited from engaging in any activity relating to the
unlawful manufacture, distribution, dispensation, possession or use of illicit substances
during working hours, anywhere.

• For the purposes of this statement, “illicit substance” refers to any drug, intoxicating
amounts of liquor or other substances that are illegal to possess, use sell or otherwise
promote. Examples of illicit substances include but are not limited to: intoxicating
amounts of liquor or beer, cocaine, heroin, marijuana, hashish, amphetamines,
barbiturates, hallucinogens, and other controlled substances which have a dangerously
stimulative or depressive effect on the central nervous system; Anabolic steroids and drug
paraphernalia.
Drug Free Policy
Discipline and Discharge Counseling and Rehabilitation
• Disciplinary action shall be imposed on any Programs
employee or Employee who engages in any of the
above-prohibited activities. Disciplinary action may
include suspension with or without pay pending an
investigation and final decision on the appropriate  An employee that is disciplined for a
disciplinary response. Because violation of the Drug-
Free workplace statement may also constitute a violation of the drug-free workplace
violation of law, persons believed to be offenders statement must notify AFLI within 10
would be referred for prosecution. Depending upon
the circumstances of the violation, AFLI may days after receiving notice of a
terminate an employee or cancel any contract with conviction and within 30 days of
sub-Employee for the first offense.
conviction notice, the employee will
actively and satisfactorily participate in
Condition of Employment /Contract status a drug abuse assistance or
rehabilitation program, approved by
• As a condition of employment, all employees must Federal, State, or local health, law
abide by the terms of the drug-free workplace
statement and must notify AFLI of any drug statue enforcement or other appropriate
conviction for violation occurring in the workplace or
while on working time no later than 5 working days agency.
after such conviction. An employee and/or contract
provider’s failure to comply with this provision
whenever discovered may result in immediate
discharge or cancellation of contract.
Smoke Free Workplace

Purpose of Policy
• It is the philosophy of AFLI to provide its employee and contract providers
with a work environment that offers the opportunity and resources to
optimize their personal health and well-being. In accordance with this
philosophy, the convincing evidence of the negative effects of side stream
(passive) smoke, and the Public Law 103-227, Part C Environmental
Tobacco Smoke also known as the Pro-Children Act of 1994, it is AFLI’s
intent that all offices or buildings owned or leased by AFLI maintain a
Smoke-Free Environment.

Extent of Policy
• The no-smoking policy will apply to all physical locations or vehicles owned
or leased by AFLI. Smoking will be permitted outside of physical locations
only. For employees or contract providers who provide services in their
own home or vehicle, smoking will only be permitted around clients being
served with the client / legally responsible person’s awareness and verbal
permission.
Safety Policy

“We must consider health and safety in every decision we
make and in every activity we perform. We care about the
health and safety of our fellow employees, Employees,
their families, their communities, our consumers and
visitors.”

• We hold health and safety among our highest values.
• Health and safety are everyone’s responsibility.
• All accidents and injuries are preventable.
• All employees understand the value of active, healthy lifestyles.
• Health and Safety metrics are key indicators of organizational
excellence.
• Attaining healthy and safe lifestyles with our Employees and their
families will create a Competitive Advantage.
Safety Policy

• Inform your AFLI representative, QP, or others of workplace hazards.
• Attend established education and training sessions and comply with health and safety directions.
• Ask your supervisor whenever you have a concern about an unknown or hazardous situation.
• Follow safe operating procedures associated with your job tasks.
• Use proper personal protective equipment
• Know emergency plans and procedures for your work area.
• Analyze work procedures to identify hazards; ensure measures are implemented to eliminate or
control those hazards.
• Use appropriate personal protective equipment as determined by your supervisor.
• Report unsafe conditions and potential hazards to your supervisor without fear of reprisal. These
include work-related fires, accidents, incidents, injuries, illnesses, and property damage.
• Warn co-workers about hazards.
• Ensure that environmental, health and safety obligations are carried out by everyone working in
their operations.
• Participate in required inspection and monitoring programs.
• Ensure that proper hazardous waste disposal procedures are followed.
Safety Policy

• As an Employee, you are entitled to employment in as safe a
workplace as is reasonably achievable. As an Employee you also
have the right to:
• Receive general training in safe work practices and specific training
with regard to hazards unique to the job assignment.
• Be given training in potential health hazards of materials to which
you may be exposed.
• Observe any monitoring or measuring of harmful substances in the
workplace.
• Know the potential hazards associated with your work and work
area as well as the control measures being used to protect you from
those hazards.
• Report potential hazards without fear of reprisal or punishment.
Disaster Preparedness

• Planning ahead for • First aid kit
disasters is critical for • Contact information of
being able to recover nearby hospitals, police
safely and quickly. and fire departments.
Understand and know • Evacuation routes in the
the location and proper event of fire, earthquake
use of fire extinguishers, or other natural
fire alarms, emergency disasters.
exits, telephones,
eyewash fountains and
safety showers.
• The disaster kit should
contain the following:
Personnel should be prepared to respond safely to the
following:

• Fire. As a general rule, AFLI does not expect
its employees to fight fires. Just sound the
 Fire or evacuation alarm
pull the fire alarm or call 911 – and get out of
the building as quickly as possible and do not
alarm; re-enter the building until you have been
notified by the authorities to do so.
 Injury of a co-
• Accidents. All accidents and near miss
incidents must be reported immediately to
worker; AFLI.

 Earthquake; and • Electric shock. Do not touch persons
rendered unconscious by electric shock
 Other natural or man- unless you are sure that they are no longer in
contact with the source of the electricity or
that the power has been turned off.
made disaster
• Earthquake. During any earthquake, you
should take cover immediately. After the
quake, assess the situation and follow
instructions given by the supervisor. If the
earthquake is severe, you will be asked to
evacuate the building. Wait for instructions
before reentering the building or before
leaving the area.
Driver Policy

Purpose and Scope Responsibility
 This policy is governed and administered by
 The purpose of the Driver Policy Alternative Family Living, Inc.. Any decision
is to: or interpretation of the Policy by AFLI is
binding and final upon
 Ensure that only driver’s whose employment/contract.
records demonstrate a history of Driver Qualifications
safe driving are authorized to  (a)Driver selection is a one-time process.
drive consumers or accept Assuring that the driver remains qualified is
an on-going process. Motor Vehicle Record
employment for which driving is Checks will be obtained every three years for
a requirement. all Employees/ Employees. Driver
qualifications files will be maintained to
 Promote driver safety for persons facilitate review of a employee’s/Employee’s
employed/ contracted by AFLI adherence to the Policy.
while engaged in driving the  Drivers will attend a driver safety course.
consumer.  (b)Prior to employment/contract, all
candidates will be required to sign a Driver
 All employees are responsible for Record Release form authorizing AFLI to
adhering to this policy as a obtain a MVR from the state where the driver
holds a license. Failure to authorize AFLI to
condition of obtain a MVR by not signing the Release
employment/contract. form will result in the withdrawal of an offer
of employment/contract.
Driver Safety

Conditions of Contract Status for Drivers
• It is the Employee’s responsibility to maintain a driving record that is within the limitations of this
Policy and applicable state laws.
• The Employee must, at all times, maintain a valid driver’s license in North Carolina.
• All moving violations must be reported to Alternative Family Living, Inc. within 24 hours of the
violation. All moving violations received while operation any motor vehicle will be used to
determine the Driver’s continuing eligibility for contract services; this includes, but is not limited
to, citations received while operation a privately owned vehicle for personal use. The license is
attached to the driver, not the vehicle.
• A candidate for contract services with more that three (3) minor moving violations over the
preceding thirty-six month period is not eligible to drive or operate a vehicle with the
client/consumer.
• In the event the
• Employee’s driver’s license is suspended or revoked, the Employee is required to report such
occurrence to Alternative Family Living, Inc. within 24 hours of the revocation or suspension and
must immediately cease driving for company purposes until further notice from Alternative Family
Living, Inc.. Failure to report the revocation or suspension of the Driver’s license will result in
immediate termination of contract with Alternative Family Living, Inc..
• Other grounds for immediate termination contract include, but are not limited to:
• Receiving a DUI (driving under the influence) of alcohol or drugs or DWI (driving while
intoxicated) charge.
• Suspension of Driver’s license due to points and/or accidents over the previous thirty-six (36)
months.
Driver Safety Rules

• Employees driving vehicles while on AFLI business are expected to perform in
accordance with the following objectives:
• Avoid vehicle accidents and moving violations by driving defensively
• Avoid vehicle abuse by proper vehicle care, maintenance, and use
• Be courteous to other drivers
• Never pick up hitchhikers
• Carry no more than two passengers in the front seat
• Avoid talking on cellular/mobile phones while driving. Pull over or out of traffic or
use a speakerphone or ear piece to keep both hands on the steering wheel.
• Never drive under the influence of drugs or alcohol. Check with your doctor on
possible adverse effects from prescription or over-the-counter medications.
• Always use sear belts, shoulder restraints and ensure that passengers do, as well
• Always lock an unattended vehicle
• When parking, try to leave the vehicle in a well-lighted, secure area
 Harassment is Prohibited
Anti-
Harassment
 It is the company’s policy to prohibit
Policy and prevent harassment in the
AFLI is committed to a
work environment in
workplace based upon race, color,
which all employees are religion, sex, national origin, age,
treated with respect and
dignity. Each individual
martial status, disability, sexual
should be able to work in orientation, veteran status or any other
a professional
atmosphere that
category protected under applicable
promotes equal laws. We do not tolerate harassment
employment
opportunities and
and hostile actions in the workplace
prohibits discriminatory and will take prompt action to correct
practices and
harassment. Therefore,
any such situations we are notified of.
we expect that all Violation of the anti-harassment policy
relationships among
persons in the office will is grounds for disciplinary action, up to
be business-like and free and including termination of
from bias, prejudice and
harassment. employment or of your contract.
Sexual Harassment

 AFLI will not tolerate any form of sexual harassment
in the workplace, including off-site or off-hours.
Sexual harassment includes, but is not limited to,
unwelcome sexual advances, requests for sexual
favors, or other verbal or physical conduct of a sexual
nature where.
Examples of sexual harassment include:

 Verbal conduct-such as derogatory. Offensive or
insulting comments, threats, slurs, jokes, or other
verbal conduct. This includes unwanted sexual
advances, insinuations, comments and innuendos.
 Visual Conduct-such as derogatory posters, cartoons,
drawings, leering, or gestures per the use of the
internet, voice mail and e-mail systems in ways that
are illegal, disruptive or offensive to others or
harmful to morale.
 Physical Conduct-such as hitting, pushing, advances
or unwelcome touching.
Individuals and Conduct Covered

 This policy applies to all AFLI employees, applicants
for employment, independent Employees, and other
third parties doing business with us, including but
not limited to, outside venders, clients/customers,
consultants, or visitors who may have interaction
with AFLI employees in the workplace. It prohibits
harassment, inappropriate behavior and workplace
violence by any level of employee and also applies to
conduct which occurs outside of the workplace,
including but not limited to, Company Trips, off-site
Company meetings or Company sponsored events.
Reporting Harassment

AFLI STRONGLY ENCOURAG ES THE REPORTING
OF ALL PERCEIVED INCIDENTS OF
DISCRIM INATION OR HARASSM ENT,
REGARDLESS OF THE OFFENDER ’S IDENTITY
OR POSITION IN THE COM PANY . THE COM PANY
M UST BE M ADE AW ARE OF DISCRIM INATION
AND HARASSM ENT BEFORE W E CAN ACT TO
PREVENT OR STOP IT. W E CANNOT TAKE
CORRECTIVE ACTION UNLESS W E HAVE
KNOW LEDGE THAT A PROBLEM EXISTS.
ANY ONE W HO EXPERIEN C ES DISCRIM INATION
OR HARASSM ENT, M UST REPORT THE
INCIDENT AS SOON AS POSSIBLE.
Consequences of Harassment

ANYONE WHO ENGAGES IN HARASSM ENT IN
VIOLAT IO N OF THIS POLIC Y W ILL BE
SU BJ ECT TO APPROPRIA T E D ISCIPL IN AR Y
ACTION , U P TO AN D IN CLU D IN G
TERM IN ATI ON . AN Y EM PLOY EE HAVIN G
KN OW LED GE OR S U S PICION OF
HARASSM ENT IS REQU IRED TO TAKE ACTION
TO S TOP IT AN D REPORT IT. FAILU R E TO D O
S O M AY RES U LT IN D IS CIPL IN AR Y ACTION ,
U P TO AN D IN CLU D IN G TERM IN A TI ON
Retaliation Prohibited

AFLI W ILL N OT TOLERA T E AN Y RETALI A T IO N
AGAIN S T AN Y EM PLOY EE FOR M AKIN G A
GOOD FAITH REPORT OF VIOLA T I ON S OF
THIS POLICY OR FOR COM PLAIN IN G TO OR
PARTICIPA T IN G IN AN INVESTI GA T I ON
U ND ERTAKEN BY A FED ERAL OR STATE
EN FORCEM EN T AGEN CY. AN Y RETALI A T IO N
OR ATTEM P T TO RETALI A T E W ILL BE
SU BJ ECT TO APPROPRIA T E D ISCIPL IN AR Y
ACTION , U P TO AN D IN CLU D IN G
TERM INATI ON .
False Claims

 The federal False Claims Act and other federal and state laws prohibit
submission of a knowingly false or fraudulent claim for payment to the United
States or state government. These laws also prohibit knowingly making or using
false statement to get a claim paid or approved. A violation of these laws can be
subject to significant civil monetary penalties and possible exclusion of the
person or company from any form of participation in federal or state health
programs, including Medicaid or Medicare. Criminal penalties also are possible.
The federal laws referenced are sections 3729 through 3733 of title 31, United
States Code and Chapter 38 of title 31. Each state may have its own separate
False Claims Act as well. The federal False Claims Act and similar state laws
include a “whistleblower” provision that provides protection for an employee
who investigates and allegedly false claim or assists with testimony or otherwise
in a false claim prosecution. These laws entitle whistleblowers to protection
against workplace retaliation including employment reinstatement and back
pay. A whistleblower with actual knowledge of an allegedly false claim also is
permitted to a file a lawsuit on behalf of the government to enforce the False
Claims Act. This organization maintains detailed policies and procedures for
preventing, detecting, and eliminating fraud, waste, and abuse. These policies
include compliance education, auditing and monitoring, enforcement of
compliance standards, and a process for employee reporting of suspected
noncompliant or false claim related activity. To review the details of these
policies and procedures, please contact the company’s Director of Clinical
Services.