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 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 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 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 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. • 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 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 / 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.