Opportunity House, Inc.
Table of Contents
Section A: What You Need to Know About Your Job
a. Reference tool.
b. O.H. property.
c. Not a contract.
b. Rights of O.H.
a. Deal directly with your supervisor.
c. Hiring contingencies/employment requirements [driver’s license, CBC].
a. Access to your personnel file.
b. Limitation on releasing personnel information.
a. Notify us if changes occur [address, marital status, direct deposit, etc.].
a. Physical exam required of only some staff due to licensing requirements.
b. Staff Medical History required of all staff.
c. T.B. tests - CLF staff tested upon employment.
d. Infectious illness requirements.
e. Bloodborne pathogens training.
f. Hepatitis B vaccinations and Consent and Refusal Form.
a. Employment is at-will. Can be ended by either you or O.H. at any time.
b. No contracts unless approved by the Executive Committee of the Board.
c. Regular and temporary employment.
d. Probationary period for first three months.
a. Three-month probationary period and appraisal.
b. Extension of probationary period up to 8 weeks.
c. How break in service affects returning employee and probationary status.
a. Supervisor schedules work times.
b. Emergency duty.
c. Workweek defined.
d. Expectations of residential staff in group homes.
a. Rest periods set by supervisor.
b. Are some restrictions on missed breaks, remaining on premises while on break, etc.
c. “Continuous operation” basis work and lunch periods.
a. Excess hours and overtime to be avoided if possible.
b. Excess hours [more than your normal schedule] vs. overtime [more than 40 in a week].
c. Approvals needed for both excess hours and overtime.
d. Overtime compensation.
a. Notifying your supervisor.
b. Recording work time.
c. Overnight residential staff working Saturday night into Sunday morning.
d. Excessive absenteeism or tardiness.
e. Medical absences - medical certification, return to work medical statement.
a. Annual review.
b. No pay advances.
c. Pay periods.
d. Place and time of payment.
e. Pay during vacation or sick leave.
f. Holiday pay for on duty staff at one and 2 times the hours worked.
g. Special hourly rate for certain residential staff working overnight shifts.
a. Initial training, in-service training, general staff meetings, O.H. library.
b. Seminars and conferences at O.H. expense.
a. Three-month probationary appraisal and annual appraisal.
16. General Conduct
a. Honesty, confidentiality, respect for clients, care of O.H. property, no alcohol/drugs, etc.
a. Take problems to supervisor first.
a. Corrective or disciplinary action depends on circumstances.
b. Types of correction and discipline.
c. Dismissal with notice.
d. Dismissal without notice for gross or blatant violations.
e. O.H. will prosecute if criminal conduct occurs.
a. Written 2 or 4 weeks notice requested.
b. Exit interview.
c. Last day of employment.
d. Final performance is rated for future references.
a. Notice given if termination due to budget cuts, program reduction, etc.
b. Layoff and recall.
21. Exit Procedure
a. Employees ending employment have stuff they must do.
b. Final paycheck.
c. How benefits are handled when person leaves [health insurance, vacation leave, etc.].
22. Inactive – Sexual Harassment. See Code of Conduct.
23. Inactive – Code of Ethics. See Code of Conduct.
24. Inactive – Fraud. See Code of Conduct.
25. Inactive – Communication with Media. See Code of Conduct.
a. Special arrangements for residential staff and Job Coaches.
b. Part-time, temporary staff and subs are paid at two  times hours worked.
a. Leave is earned at the end of the month.
b. Supervisor’s approval needed.
c. Minimum use is 4 hours.
d. Maximum accrual of 20 days.
3. Sick Leave
a. Notify supervisor, not other staff.
b. Medical certification needed under certain conditions.
c. Excessive absenteeism may result in discipline regardless of available sick leave.
d. Reimbursement for unused sick leave each year.
a. Professional leave to attend seminars, etc.
b. Bereavement leave, jury duty leave, voting time, and personal leave.
a. Leave of up to 12 weeks per year. Must have worked for O.H. the last 12 months for
1,250 or more hours to be eligible.
b. Benefits status while on leave of absence.
c. Medical statements required.
a. Approval needed. Benefits status while on leave.
b. School visitation and military leave.
a. Enrollment requirements and waiting period. Claims procedures.
b. When insurance ends if employment ends.
a. Eligibility of age 21 and service of 1,000 or more hours in a 12-month period.
9. Blank – Inactive.
a. Report accidents promptly.
b. Status of pay if injured.
c. Benefits status if off work due to injury.
a. At the Main Building, the area in front is reserved for boarding or exiting of clients. The two handicapped parking places are reserved also.
a. O.H. pays ½ of the membership dues of a professional organization you join.
a. Must work full-time and have 2 years of service to be eligible.
b. Are several conditions to meet to get the class reimbursed.
a. Plan allows employees to pay for medical and dependent care costs on a pre-tax basis.
b. Eligibility is being a full-time employee, and enrollment is annual.
a. If a full-time employee is disabled, pay will continue at the percentage of pay stated in the Summary Plan Description.
a. Policy – up to 12 weeks of unpaid leave per year.
b. 48 hours advanced notice required.
c. Certification must be provided within 15 days.
a. Staff must know “Clients’ Rights”.
b. Staff must report suspected or witnessed violations of clients” rights.
c. Staff must report client abuse or neglect.
d. Certain relations with clients not permitted.
e. Information about clients and O.H. to be kept confidential.
a. Correct or report hazards.
b. Use seat belts.
c. Lifting rules.
d. Restrictions on using tobacco products at work.
a. O.H. isn't responsible for employees' damaged or lost personal property at work.
a. Destruction, theft, and malicious waste of O.H. property not permitted.
b. What to do before disposing of damaged or not used O.H. property.
c. Bulletin boards used for O.H. information. No posting of non-O.H. business stuff on bulletin boards without permission.
d. Personal phone calls should be limited and long distance calls made collect, charged to a credit card or on cell phone.
5. Inactive - Conflict of Interest
a. Let your supervisor know if you hold other employment.
b. Selling to clients or accepting gifts - are restrictions.
c. Solicitation and distribution of materials not permitted by non-employees. Restrictions on soliciting by employees and clients.
d. Client financial and contractual matters.
a. Don’t have personal mail sent to O.H.
b. Outgoing mail is handled through the main office.
c. Controversial mail or mail which may have legal ramifications must be approved by a supervisor.
d. Don’t use O.H. stationary for personal use.
7. Bad Weather
a. Coming in to work late, missing work, or leaving early due to bad weather.
a. Passenger vans - only for O.H. business use; priority is transporting clients.
b. Driver’s license and driving record checked.
c. Your own insurance covers you while driving your vehicle on O.H. business.
d. Seat belts.
e. Safe and courteous driving.
f. Accident procedures.
g. Emergency phones.
h. Age & experience requirements.
i. Use of personal vehicle.
a. Routine versus non-routine purchases and approvals required.
b. Purchase orders.
b. Mileage reimbursement rate.
c. Petty cash.
a. Inform someone when leaving.
12. Substance Abuse
a. Policy - cannot be under the influence of drugs or alcohol, etc.
b. Drug or alcohol testing may be required under certain conditions.
c. Federal regulations for “safety sensitive” positions.
d. Employee assistance.
a. Work status and accommodations.
14. Inactive - Mobile Phone Use
a. Personal use of cell phones
b. Driving on company business
a. Business purposes only.
b. Company property of electronic files.
c. Monitoring Confidentiality.
d. Internet Usage & Social Networking.
e. Privacy & Passwords.
f. Solicitation prohibited.
g. Reporting Problems.
F:\STAFF\SHARED\Personnel Policies\Pers. Pol. Table of Contents.doc rev. 10/11