CORPORATE
EMPLOYEE
HANDBOOK
10TH Printing
October 2014
. . . Equal Opportunity Employer. . .
TABLE OF CONTENTS
About Firely Pediatric Services
1
About Home Care
2
About PPECC
3
About Home for Kids
4
About Richie’s Place
5
About the Firely Foundation
6
Philosophy and Mission
7
Employment At-Will Policy
8
Employment Classification
9
Welcome Message and Handbook Receipt
10
Important Phone Numbers
11
Equal Employment Opportunity
12
Americans with Disabilities Act
12
Uniform Service Leave of Absence
13
Immigration Law Compliance
14
Maintaining Personnel Files
15
Access Personnel Files
16
Attendance
17
Bereavement Leave
18
Jury and Witness Duty
18
Inclement Weather
19
Personal Time Off
20
Paid Time Off Request Form
21
Scheduling Policies
22
Outside Employment
23
Nursing/Aide Responsibilities
24
HIPPA Compliance Policy
25
Dress Code
26
Employee Health
27
Education
28
Human Resources and Payroll
29
Employee Benefits
30
Referral Bonus
31
Anniversary Date
31
Evaluations
31
Referral Bonus Plan
32
Health Insurance
33
Voluntary Dental Insurance
33
401K Plan
33
Section 125 Cafeteria Plan
34
Family Medical Leave Act
35
Policies and Procedures
36
Social Media Policy
37
Smoking Policy
38
Retention Policy
39
Cell Phone Policy
40
Surveillance Camera Policy
41
30 Day Probationary Period
42
Behavioral Expectations
43
Drug and Alcohol
44
Harassment
45
Open Door Policy (Grievances)
46
No Compete Claus
47
Termination of Employment
48
Voluntary Termination (Resignation)
48
Involuntary Termination
49
Disciplinary Guidelines
50
Security and Safety
51
Workers’ Compensation
52
About . . .
1
Firely Pediatric Services
Firely Pediatric Services (FPS) is a company that provides Skilled Nursing Services for
Pediatric Clients in their home setting (Home Care), at our Prescribed Pediatric Extended Care
Center (medical daycare), and our pediatric residential homes (Home For Kids); along with a nonprofit organization – The Firely Foundation which provides for a weekend camp for medically
fragile children.
Firely Pediatric Services (FPS) also provides Skilled Nursing Services for medically fragile
young adults in our homes for young adults (Richie’s Place).
Additionally, we provide contracted Physical Therapists, Occupational Therapists, Speech and
Feeding Therapists, and Social Work Services.
We believe that our personnel are our most valuable resource. We understand the importance
of providing clear and comprehensive information to you regarding Firely Pediatric Services and
its’ operations.
WELCOME TO Firely Pediatric Services!
Marty and Holly Firely
About . . .
2
Home Care
Firely Pediatric Home Care provides Skilled Nursing Services for Pediatric clients in their
homes. Having received Medicare and Joint Commission Certifications, we continually strive to
maintain the high quality of services initiated when we opened the agency in 1998. Additionally,
we provide Social Work Services, and contracted Physical Therapists, Occupational Therapists,
and Speech and Feeding Therapists.
. . . A State-Certified, Joint Commission-Accredited Company. . .
About . . .
3
“Prescribed Pediatric Extended Care Center” (PPECC) Building
Blocks Program
A Daycare for medically fragile children
The PPECC is a Prescribed Pediatric Extended Care Center that was created to meet the needs
of families with medically fragile and / or technology dependent children who require skilled
nursing services.
The thought behind this unique place was to allow medically fragile children the chance to go to
pre-school outside the home environment, just like their brothers, sisters, and friends.
The consistency that the PPECC offers allows parents to work, go to school, and take care of
other family responsibilities while their medically fragile child is cared for by a professional
nurse in a fun and child friendly atmosphere. This reliable nursing care is provided by our
experienced pediatric nursing staff and, unlike homecare, offers guaranteed coverage which
may help children and families avoid unnecessary ER visits, prolonged hospital stays or
residential placement.
Currently we offer one location –
Harleysville
364 Maple Avenue
Harleysville, PA 19438
About . . .
4
Pediatric Residential Homes
(Home For Kids)
The owners of Firely Pediatric Services have become aware of the acute need for a residential
home for children who require 24 hour nursing. Home for Kids offers a warm, comfortable,
home-like environment to medically fragile children who have severe needs and cannot remain in
a hospital or home-setting for various reasons. The families of our residents are encouraged to
visit their children as often as possible.
We currently offer four residential Home For Kids
Allentown
2402 Sunshine Road
Allentown, PA 18103
Bradford
14975 Berwick Turnpike
Gillett, PA 16925
Harleysville
364 Maple Ave
Harleysville PA 19438
Pottstown
3082 Pruss Hill Road
Pottstown PA 19464
About . . .
5
Young Adult Residential Homes
(Richie’s Place)
Richie’s Place is named after the owner’s brother, Richie who was born medically fragile. This
opened up the world of the needs of the medically fragile community for the owners. Seeing
this need, the owners opened up a Home Care Agency, a home for kids, and a daycare for
medically fragile children. But as our children grew up, we saw a new need for adults.
Therefore Richie’s Place was created. Richie’s Place is where medically fragile young adults can
live in a home like setting, allowing them independence while having their medical needs met.
We currently offer three Richie’s Places
All in Norristown
1729 W. Marshall St.
Norristown PA 19403
207 Beechwood St
Norristown PA 19401
254 Bryans Road
Norristown PA 19401
About . . .
6
The Firely Foundation
“Camp For Kids”
Respite
Funds to help Financial Needs
The Firely Foundation is a non-profit (501 c3) organization designed to provide medically fragile
children the opportunity to attend weekend camping excursions in Bradford County,
Pennsylvania and to help offset the costs associated with raising a medically fragile child.
Camp for Kids is an opportunity for medically fragile children to attend summer camp. This
summer camp includes; boating, fishing, horseback riding, visiting a farm and of course plenty of
arts and crafts.
The Foundation covers expenses incurred with running the camp, which include but are not
limited to transportation, activities, housing, supplies and the skilled nursing care that falls
outside of normal authorized nursing hours.
PHILOSOPHY… MISSION
7
Having grown up with a medically fragile brother, followed by working in the home care field for
various nursing companies, the owners became acutely aware of the need for a new approach to
Home Care. We are committed to providing skilled, empathetic, compassionate nursing care.
MISSION
INTEGRITY - HONESTY - TRUST
Firely Pediatric Services is committed to meeting the needs of our clients through providing
individualized care while maintaining the highest level of ethical standards.
INTEGRITY:
The Company was built on firm principles, backed by the Joint Commission
and the State of Pennsylvania, in which we incorporate high moral and
professional standards. Firely Pediatric Services strives to maintain these
principles throughout the company by our open door policy and our commitment to
education and communication.
HONESTY:
The Company strives to be fair, truthful, and morally upright in all its
dealings with employees, clients, families, doctors, contractors and hospitals. The
sincerity in which Firely Pediatric Services approaches their clients and employees
has helped Firely Pediatric Services continually grow as a company.
TRUST:
One of the principles our company was built on is Trust. Our clients and
families have grown to know that they can rely on Firely Pediatric Services. We
have shown our company to be consistently honest, fair, caring and reliable while
providing a high level of skilled nursing care. Trust is of utmost importance when
you are caring for loved ones.
Firely Pediatric Services is committed to upholding “our mission” through continual open
communications among all the different levels of care; through the nursing staff, aides,
families, office staff, doctors and therapists.
It is the responsibility of all personnel to uphold these standards. If you have any questions
regarding our mission statement, please contact Human Resources. If, at anytime, this standard
is violated, please notify the main office.
Disclaimer
8
It is expressly understood that the contents of this manual do not constitute the terms of a
contract of employment, but rather employment with Firely Pediatric Services is on an “at-will”
basis, which means either myself or Firely Pediatric Services may, at any time, terminate the
employment relationship with or without cause. I understand that written or oral statements
made to me are not to be interpreted in any way that would modify this at-will relationship.
No statements to the contrary, written or oral made either before or during an individual’s
employment can change this. No individual, director, manager, or officer can make a contrary
agreement, except for the president, and even then, such an agreement must be set forth in a
written employment agreement signed by the employee and the president.
All procedures, including the disciplinary procedures in the handbook are advisory and are not
binding on Firely Pediatric Services and may be adjusted or modified, at any time, due to the
discretion of Firely Pediatric Services.
At any time, Firely Pediatric Services may change any terms or conditions of employment,
whether these are stated in the handbook or are established through employment practices.
The policies and procedures in this manual supersede all other previously written policies and
procedures, and any alterations will be in writing and signed by the president.
Employment At-Will Policy
Firely Pediatric Services maintain an “at-will” work policy. This means that a FPS employee can
be terminated for any reason and may leave for any reason.
If at any time, Firely Pediatric Services Management becomes aware of a violation of a policy or
procedure, Firely Pediatric Services may take disciplinary action up to and including termination
of employment.
Firely Pediatric Services employees who fail to meet expectations of their positions including
but not limited to, education requirements, hiring requirements and health requirements, may be
disciplined through:
1.
2.
3.
4.
Verbal Warning
Written Warning
Suspension
Termination
Firely Pediatric Services “at-will” Policy provides the option to terminate any employee without
Steps 1 through 3 or to modify, skip, or alter the order of the disciplinary procedures.
Employment Classification
9
Regular Full-Time – is an employee who has no termination date and who is regularly scheduled
to work 36 to 40 hours per week in one FPS facility. Regular Full Time employees are eligible
for Health Insurance.
Corporate Full Time – is an employee who has no termination date and who is regularly
scheduled to work 36 to 40 hours per week, but the hours are split between two or more of FPS
facilities. Corporate Full Time employees are eligible for Health Insurance.
Regular Part-Time – is an employee whose position has no termination date and who is
scheduled to work 8 or more hours, but less than forty hours per week. Part-time employees are
not eligible for Health Insurance.
Temporary Employee – is an employee who is hired for a certain length of time, with a hire
date and an ending date. A temporary employee will not receive any benefits or holiday pay.
Per Diem Employee – is an employee who has no guaranteed or regularly scheduled hours.
However all Per Diem employees are still required to maintain their employee files which
includes health forms and education. Per Diem Employees are not eligible for Health
Welcome Message
10
Handbook Receipt and Acknowledgment Form
Dear Employee,
Welcome to Firely Pediatric Services! (FPS)
At Firely Pediatric Services we value our employees and appreciate their dedication to the
Clients we provide care for. Providing high-quality health care depends largely on the knowledge
and skills of each employee. We are excited to have you as part of our team!
We have developed a handbook for employees to facilitate a better understanding of Firely
Pediatric Services operations, the benefits for working at FPS and employees’ responsibilities
to the children, families, and Firely Pediatric Services alike. Please sign the bottom of this
sheet to indicate receipt of your copy of the “Firely Pediatric Services Employee Handbook.”
As always, if you have questions, please contact the Main Office for assistance - we are eager
to assist you and to help you succeed. You will find phone numbers on the following page.
Welcome To FPS
Sincerely,
Marty & Holly Firely
I acknowledge that I have received a copy of FPS Employee Handbook. I understand that the working conditions,
policies, procedures, and benefits described in this handbook are confidential and may not be distributed in any
way or discussed with anyone who is not an employee of FPS. I understand that the policies and benefits described
are subject to change at any time at the sole discretion of FPS and may be revised based on FPS particular
circumstances. I understand that it is my responsibility to read and comply with all policies in this manual and any
revisions made to it, which may be circulated. I understand that if I have questions or concerns at any time about
the handbook, the Policies or the standards of Conduct, I will consult my Case Coordinator, Human Resources, the
Administrator or the CEO for clarification.
It is expressly understood that the contents of this manual do not constitute the terms of a contract of
employment, but rather my employment with Firely Pediatric Services is on an “at-will” basis, which means either
myself or Firely Pediatric Services may, at any time, terminate the employment relationship with or without cause.
I understand that written or oral statements made to me are not to be interpreted in any way that modifies the
“at-will” relationship.
Print Name: ___________________________________________________
______________________________________________
Employee Signature
____________
Date
Important Phone Numbers
11
Main Number…………………………………………………………………………….215-513-7455
Fax…………………………………………………………………………………..………….215-513-7454
Office Manager………………………………………………………..…….……….215-513-7455 ext. 200
Payroll………………………………………………………………………….…….………215-513-7455 ext. 212
Human Resources ………………………………………………….……….………215-513-7455 ext. 213
Education………………………………………………………………………….……....215-513-7455 ext. 213
Trainer………………………………………………………………………...………..….215-513-7455 ext. 217
Social Worker……………………………………………………………….……..….215-513-7455 ext. 219
Home Care Scheduler……………………………………………………………215-513-7455 ext. 205
Home Care On-Call Phone ……………………………………………………215-513-7455
follow prompts
PPECC………………………………………………………………………………………..215-513-1662
PPECC fax…………………………………………………………………………………215-513-3031
Harleysville Home For Kids…………………………………………………..267-932-8013
HHFK fax………………………………………………………………………………….267-932-8019
Lehigh Valley Home For Kids…………………………………………………610-797-1027
LVHFK fax ………………………………………………………………………………..610-797-4969
Bradford County Home For Kids……………………………………………570-596-3899
BCHFK fax………………………………………………………………………………….570-596-3893
Pottstown Home For Kids………………………………………………………..484-949-9721
PHFK fax …………………………………………………………………………………….484-949-9734
Richie’s Place 1 – Marshall St……………………………………………………484-231-8210
RP Fax……………………………………………………………………………………………484-231-8660
Richie’s Place 2 – Beechwood St……………………………………………..484-231-1272
Richie’s Place 3 – Bryans Rd………………………………………………………484-322-2403
Camp for Kids…………………………………………………………………………………570-596-2351
Communications
Firely Pediatric Services will make every effort to communicate information that is desirable or
necessary to all employees including updates for this Employee Handbook. The following
methods may be used:
 E-Mail
 Mass Mailing (letter, memo, newsletter, etc)
 Pay Envelope
 In-Service
 Education
 Monthly Schedules
 Telephone
 Voicemail
 Texting
 Bulletin Boards
Also, kept in the Main Office and at each facility are company bulletin boards with important
company updates, safety meeting minutes and other important information such as policy and/or
procedure changes. Please be sure to check these bulletin boards as often as you can.
Equal Employment Opportunity Employer
12
Firely Pediatric Services is an equal opportunity employer. Firely Pediatric Services is
committed to abide by the equal employment opportunity rights of all qualified persons. No
person is unlawfully excluded from consideration for employment because of race, color,
religious creed, national origin, ancestry, sex, age, veteran status, marital status, or physical
challenges or any other category protected by applicable state or federal law. This policy
applies not only to recruitment and hiring practices, but also includes affirmative action in the
area of placement, promotion, rate of pay and termination. Any FPS employee who engages in
discrimination will be subject to suspension or termination. Furthermore, we will not tolerate
any form of discrimination or harassment of our employees by co-workers, supervisors, clients,
or vendors.
Americans with Disabilities Act Compliance
Firely Pediatric Services adheres to the Americans with Disabilities Act (ADA), as amended,
and makes every effort to ensure that qualified individuals with a disability are not
discriminated against in any terms, conditions or privileges of employment. The ADA requires
employers to provide a reasonable accommodation to qualified individuals with known disabilities
in all aspects of employment, unless the accommodation would cause an undue hardship to the
employer.
A qualified individual is a person with a disability who meets the skill, education, experience,
training and other job-related requirements of the position, and who, with or without
reasonable accommodation, can perform the essential functions of a job, unless such
accommodation would create an undue hardship to FPS.
Undue hardship is defined as an action requiring significant difficulty or expense when
considered in light of factors such as an employer's size, financial resources, and the nature
and structure of its operation.
Firely Pediatric Services is not required to lower quality or production standards to make an
accommodation; nor is Firely Pediatric Services obligated to provide personal use items such as
glasses or hearing aids.
Americans with Disabilities Act Compliance
13
Medical Examinations and Inquires:
Firely Pediatric Services may not ask job applicants about the existence, nature, or
severity of a disability. Applicants may be asked about their ability to perform specific
job functions. A job offer may be conditioned on the results of a medical examination,
but only if the examination is required for all entering employees in similar jobs. Medical
examinations of employees must be job related and consistent with the employer's
business needs.
If you need an accommodation under the ADA, you should immediately notify the main office.
Uniformed Service Leave of Absence
The policy prohibits discrimination against a person who: (1) is a member of or applies to be a
member of the uniformed services, (2) performs or has performed in the uniformed services,
(3) applies to perform active duty, or (4) has an obligation to perform service in any uniformed
service.
Generally, only individuals discharged under honorable conditions who were regular full-time or
regular part-time employees are eligible for re-employment. Under USERRA (Uniformed
Services Employment and Reemployment Rights Act), the individual is generally required to give
advance notice of the leave, be on leave for no more than 5 years, and reapply for reemployment within specified time frames. The advance notice may be written or verbal. No
prior notice is required if it is precluded by military necessity or such notice is impossible or
unreasonable. The 5-year limit is the cumulative length of absence from a job.
If you are re-employed under USERRA, you are entitled to all seniority-based benefits for the
time accrued, including your uniformed service time.
Any applicable payroll deductions for benefits still apply while on a uniformed service leave.
According to USERRA, you may waive your rights of non-seniority-based benefits
by knowingly providing a written notice of intent not to return.
Temporary employees are not eligible for reinstatement.
Under USERRA, employees who were about to be discharged for misconduct had they not left
for uniformed service are not eligible for reinstatement and will not be rehired.
Immigration Law Compliance
14
In accordance with the Immigration Reform and Control Act of 1986 (IRCA), Firely Pediatric
Service only employs individuals who are legally authorized to work in the United States.
Furthermore, FPS does not continue to employ any individual whose legal right to work in the
United States has been terminated.
U.S. Citizenship and Immigration Services Form I-9 is used to verify your identity and
employment eligibility. You must complete the employee section of Form I-9 and provide the
required documentation supporting your identity and employment eligibility before you may
begin working.
I-9 Forms will be retained for three years after the date of hire, or one year after the
individual’s employment is terminated, whichever is later. These files will be made available for
inspection by the Federal Government upon written notice.
FPS will assist those persons lawfully in the US and applying for a change in immigration status
by providing verification of employment through the Human Resources Department.
Maintaining Personnel Files
15
Firely Pediatric Services maintain personnel records for applicants, employees, and past
employees to document employment decisions, evaluate and assess policies, and comply with
government record keeping and reporting requirements.
Firely Pediatric Services seeks to balance its need to obtain, use, and retain employment
information with a concern for each individual's privacy. To further this goal, Firely Pediatric
Service seeks to maintain only the personnel information that is necessary for the conduct of
its business or required by federal, state, or local law.
The Human Resources department or the Director of the Home is responsible for overseeing
recordkeeping for all personnel information and will specify what information should be
collected and how it should be stored and secured.
It is important that personnel records of FPS be accurate at all times. In order to avoid
problems with your benefit eligibility, tax liability, or our ability to communicate with you
regarding shift changes and the like, FPS requires that you will promptly notify, in writing, your
supervisor or human resources of any change in your name, marital status, home address,
telephone number, cell phone number, emergency contact information, number of dependents,
payroll tax changes, or any other information pertinent to your employment with FPS.
Employees who have a change in the number of dependents or marital status are to complete a
new W-4 form or similar state form for income tax withholding purposes. Please contact Payroll.
Employees who change their position from part time to full time or full time to part time; or
employees who pick up extra shifts from another branch of FPS, are to contact Human
Resources to complete a new Staff Benefit Form.
All Firely Pediatric Services Employees must maintain up-to-date information. The Human
Resources and Education Departments or the Director of the Home, monitor all Employee Files
that include, but are not limited to:
 Professional Licensure - All employee licenses (original or photocopy) will be
verified with the State immediately upon receipt, and at least annually. Hereafter,
Firely Pediatric Services reserves the right to verify any license at any point in
time. Renewal fees are paid by the employee.
 CPR Certification - Available through Firely Pediatric Services at a nominal fee.
Contact the Education Department for information or to register for a class.
Payment is expected at the time of the class. If CPR is obtained at another Center


any fees incurred are the employee’s responsibility.
Education Requirements – See “Education” Section
Employee Health Requirements - See “Employee Health” Section
16
As employees who will have regular contact with children, Firely Pediatric Services, in following
State Regulations, requires the following background checks upon hiring: (Fees incurred are the
employee’s responsibility)



Pennsylvania Child Abuse History Clearance
Pennsylvania State Policed Criminal Record Checks
FBI Criminal History Background Checks (fingerprinting)
Also during the hiring process, FPS will contact your references and previous places of
employment.
Annually, Firely Pediatric Services requires all employees who will have regular contact with
children to complete:
1. An Employee Health Update
2. A Criminal Background Update form
Access Personnel Files
Upon request, employees may inspect their own personnel records and may copy, but not remove,
documents in the file. Likewise, in accordance with applicable law, employees may inspect their
medical records and may copy, but not remove, documents in the file. A verbal or written
request to inspect a personnel file should be submitted to the Human Resources department or
to the Director of the Home and appointments will be scheduled at a mutually convenient time.
All inspections must be conducted in the presence of a designated member of the Human
Resources department. Employees may be charged for the cost of making numerous copies of
documents in the personnel file.
Attendance
17
Employees are expected to report to work on time, on each day scheduled. If you are unable to
arrive at work on time, or must be out for an entire day, employees must contact and speak to
someone at the facility, the Director, the Scheduling Coordinator, Case Coordinator, the office
manager, the Administrator or the On Call Person.
Each facility has its own Attendance guidelines. Please see your FPS facilities Employee
Handbook Addendum for more specific information.
Full Time Employees with Benefits:
If you miss work for any reason; you call off, inclement weather or your patient is sick or
hospitalized, it is your responsibility to contact the scheduler or the director to see how to
handle the missed time pertaining to your health insurance. It is your responsibility to maintain
your benefit contribution each pay.
Physician’s Note - Calling Out for three or more consecutive scheduled shifts requires a
Physician’s Note stating the nature of the illness, the approved return-to-work date, and any
restrictions. No employee will be permitted to return to a client’s home or the center until
Human Resources or the Director receives the Physician’s note. Any additional scheduled shifts
missed while obtaining and forwarding a note to Firely Pediatric Services will be considered
“unexcused absences” and may result in loss of work.
“Unexcused Absences”
Failure to show up or call out for a scheduled shift will result in an “unexcused
absence”. Two (2) consecutive “unexcused absences” may result in "voluntary quit.”
Failure to comply with obligated shifts as they appear on the monthly schedule,
without consulting with the scheduler, the appropriate Director or Administrator
within the appropriate timeframe will result in an “unexcused absence.”
Make-up hours for an “unexcused absence” are different for each facility. Please see your
Facility Employee Handbook for details.
Note: Attendance, Tardiness, and/or Unexcused Absences may, at the very least, negatively
influence future salary increases, but also may lead to termination.
Bereavement Leave
18
Firely Pediatric Services recognize that a death in the family creates a very difficult time.
Firely Pediatric Services seek to ensure that the employee is able to attend to family matters.
Firely Pediatric Services have adopted the following guidelines for bereavement leave:
Amount of time:
Absence due to a death in an employee’s immediate family (mother, father, sister, brother,
spouse, children, or individual who took the place of parents in the employee’s childhood), will be
an unpaid excused absence. The duration and starting date of a leave will be discussed with
and, agreed to with Firely Pediatric Services President or Administrator mutually.
A one-day absence to attend a funeral of a relative not in the immediate family will be granted
as an “excused absence.” Time off for other funerals will be considered on an individual basis.
If employee has accrued personal time, they may utilize this benefit towards paid time off.
Employee Procedure:
Employees must contact and speak to the scheduling coordinator, appropriate Director,
Administrator, or the person on call after normal business hours.
Note: During regular business hours employees are not to leave a message on anyone’s voicemail
or e-mail if calling out for any reason, you must speak to a person.
.
Jury and Witness Duty
Serving as a juror or testifying as a witness is a civic duty and, as such, is fully supported by
Firely Pediatric Services.
Please notify your Director or the Scheduling Coordinator as soon as you receive your notice to
serve. This will help ensure we keep coverage for our clients while you are serving.
Inclement Weather
19
Firely Pediatric Services will not have employees’ safety put at risk; so please listen to the radio
for news alerts about road conditions, consider the vehicle you will be driving and make a
decision if it is safe or not safe to travel.
If you are unable to arrive at work on time, or must be out for an entire day, employees must
contact and speak to someone at the facility, the Director, the Scheduling Coordinator, Case
Coordinator, the office manager, the Administrator, or the On Call Person.
*If calling the On Call Person – please call at a reasonable hour.*
Each Facility has different policies and procedures for Inclement Weather, Please refer to
your Employee Handbook Addendum.
Personal Time Off
20
See “Employment Benefit Plans” for Personal Time entitlement
Employee may take Personal Time Off with or without pay.
For facility specific information on taking time off, please see your Employee Handbook
Addendum
Each facility has specific guidelines for taking Personal Time Off with and without pay.
See also “Scheduling” for more information on time off.
Paid Personal Time Off (PTO) is found on your pay stub. Personal Time is accrued for hours
worked each pay period and will appear on your pay stub (See “Staff Benefits Form” for the
plan you are on to see your personal time entitlement). If you have questions, please contact
Human Resources/Payroll Department.
PAYROLL - Once an employee meets the requirements of the Full-time or Part-time entitlement
described on the “Staff Benefits Form”, the employee is granted Paid Personal Time Off. The
employee may also take Paid Personal Time Off on a day they are not scheduled to work and
receive the extra income, however, be aware that Personal Time hours taken are not included in
the overtime calculation. The employee must have the “Paid Time Off Request Form” sent in
before the end of the payroll period the employee wishes to be paid for.
SCHEDULING - First always discuss time off, both paid and not paid, with your scheduling
coordinator or Director, to ensure the dates are approved.
Please see Scheduling for more information
Paid Time Off Request Form
Name:
21
Today’s Date:
SCHEDULING OFF REQUEST: All Personal Time Off requests must be submitted to the
Scheduling Coordinator by email thirty days prior to the date(s) being requested off.
PAID TIME OFF REQUEST: If you have accrued Paid Personal Time Off- and wish to use your
accrued Paid Personal Time Off; in order to be PAID properly, please indicate how many hours
you will be taking off with pay.
Please return this form to the Payroll dept. before the end of the payroll period the employee
wishes to be paid for.
Client Name
Date of
Request
Example:
4/1/2014
Shift
Example:
8am –
4pm
Is shift
covered?
If YES, Please give
Name of person
covering shift
Do you want
to be paid
for shift?
Yes or No
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Employee Signature:
Human Resources, Employee Handbook ~ LMFM ~ 2/14;5/14;7/14
or
or
or
or
or
or
or
No
No
No
No
No
No
No
Date:
Number of
hours to be
Paid
Example: 8
hours
Scheduling Policies
22
Each Firely Pediatric Services Facility has its own Scheduling Policy. Please see your Employee
Handbook Addendum for facility specific Scheduling Policies
Guidelines for All Firely Pediatric Services Employees:
Time Off: Employees may take time off with or without pay. But first always discuss time off,
both paid and not paid, with your scheduling coordinator or Director, to ensure the dates are
approved.
Please see “Personal Time Off” for more information
Call Outs: Employees are expected to report to work on time, on each day scheduled. If you
are unable to arrive at work on time, or must be out for an entire day, employees must contact
and speak to someone at the facility, the Director, the Scheduling Coordinator, Case
Coordinator, the office manager, the Administrator or the On Call Person.
Each facility has its own Attendance guidelines.
Handbook Addendum for more specific information.
Please see your FPS facilities Employee
Physician’s Note: Calling Out for three or more consecutive scheduled shifts requires a
Physician’s Note stating the nature of the illness, the approved return-to-work date, and any
restrictions. No employee will be permitted to return to a Client’s Home or a FPS Facility until
Human Resources or the Director receives the Physician’s Note. Any additional scheduled shifts
missed while obtaining and forwarding a note to Firely Pediatric Services will be considered
Unexcused Absences (see “Attendance Policy”).
Overtime - will be avoided if at all possible. In the event that an employee works over 40 hours
in the pay week, time-and-one-half will be paid to any hours over 40. Firely Pediatric Services
has the right to replace any employee in overtime with an employee who is not in overtime.
Outside Employment
23
Firely Pediatric Services is committed to meeting the needs of our clients through providing
individualized care while maintaining the highest level of ethical standards. We are committed
to providing skilled, empathetic, compassionate nursing care.
In order to give our best to our clients, we need our employees to be at their best. Therefore
it is FPS policy to put limits on how long an employee can work in one day. If you are employed
outside FPS as well as work for FPS, you must notify your Director or Scheduler. We will be
happy to work with your schedule so that you are not scheduled too many hours in one day and
so that you get sufficient sleep and rest, to do your job successfully at both work places.
Nursing/Aide Responsibilities
24
Upon hiring, all applicants review the responsibilities of their intended position for employment
with Firely Pediatric Services. The Firely Pediatric Services “Nursing Staff Responsibilities”
form or “Nursing Aide Responsibilities” form is signed by the applicant and placed in his/her
employee file. A copy of the form can be found in the Employee Handbook Addendum.
See also “Behavioral Expectations”, “Dress Code”, “Education” and “Health” for more Nursing
and Aide Responsibilities.
As the result of your employment at Firely Pediatric Services, you will acquire and have access
to confidential information belonging to the client, the client’s family and FPS. Under HIPPA
regulations, you are required to keep all personal and medical information confidential. As a
condition of employment you must also keep FPS operating information confidential.
Violation of our confidential information policy and HIPPA policy may result in disciplinary
actions, up to and including terminations.
If an employee fails to uphold his/her nursing/Aide responsibilities, disciplinary action will be
taken. See “Employee At-Will Policy” for further details.
FPS HIPPA Compliance Policy
PC.02.02.01
25
POLICY:
Firely Pediatric Services will not use or disclose protected health information without the consent or
authorization of its patients (Patient’s Parent or Guardian) for purposes other than treatment, billing or
operations related to treatment and billing. All personnel will understand and be able to identify the elements of
protected health information.
PROCEDURE:
1. Protected health information is any individually identifiable information contained in the patient’s medical
record or files. This includes the patient’s name, address, diagnosis, chart notes, lab results, treatment plan,
insurance or financial information.
2. Every chart should contain a signed consent form from the patient that authorizes or prohibits the practice
from using or disclosing protected health information. The consent from must be signed at the opening of each
case.
3. Authorized Personnel may use and disclose protected health information for treatment, billing or operations
related to treatment and billing without patient consent. Any other use of protected health information must be
authorized by the patient and documented in the chart.
4. It is expected that authorized personnel who release protected health information for any reason will release
only the minimum amount of information necessary based on the purpose of the request. For example, if an
insurance company requests chart notes for the purpose of reviewing a claim, only the notes specific to that date
of service and procedure under review should be released.
5. If protected health information is used or disclosed for any other purpose than treatment, billing or operations
related to treatment and billing, the information must be “de-identified” by removing any and all information
that would distinguish the individual’s record from a group.
HIPPA Compliance Policy Pennsylvania Office of Long Term Living ~ LMFM 4/2013
Dress Code
26
The purpose of the dress code is to portray a confident, neat, professional image to our clients,
their families and visitors. Each FPS facility has a different Dress Code; please refer to the
Employee Handbook Addendum for specific Dress Code for your employment. However for all
of FPS facilities attire should be clean, neat and not in need of repair. The following guidelines
must be adhered to for all employees who have direct contact with our clients:
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Shirts must have sleeves (cap to long)
Skirts/Dresses may not be shorter than knee length
Shorts are not permitted
Adequate foot protection must be clean, with heels less than two inches high
Jewelry must be kept to a minimum so as to not interfere in delivering care and
services to the child {visible pierced jewelry, aside from ears, is not permitted}
Hair must be clean, neat, and of natural hues; it should be worn so as to not fall
forward while working
Fingernails/toenails must be clean and well-trimmed
Male facial hair must be clean, trimmed and shaped
Use of perfumes and cologne is not acceptable
Extreme make-up styles are not permitted
Employee Health
27
Firely Pediatric Services regards the health status of its employees providing Care and
Services in the homes and facilities as a critical aspect of protecting the health of its Clients
and client’s families. Throughout employment, all Firely Pediatric Services employees are
required to maintain an up-to-date health file. Information is requested upon hiring and at
least annually thereafter. All Firely Pediatric Services health files are maintained in the Human
Resource Office or in the office of the Directors of the Home, according to HIPPA
Requirements.
Upon hiring, all Applicants are required to provide the following items for their Health File:
 Communicable Disease Clearance Form signed by a Physician
 A completed current “Employee Health Update” form and
 Tuberculin Skin Testing or proof of current Tuberculosis Screening results dated
within one (1) year from the interview date.
And Updated Annually;
 Tuberculin Skin Test
 Employee Health Update
All health care workers exposed to those who are at high risk for developing TB are at risk for
developing TB themselves. All Firely Pediatric Services employees who come in contact with
Firely Pediatric Services clients are required to comply with Firely Pediatric Services
Tuberculosis Control Plan.
Most persons can safely receive TB testing. Such testing is only contraindicated for those who
have displayed a severe reaction from previous testing {i.e., necrosis, blistering, anaphylactic
shock, or ulcerations}, as well as those who have received either a live-virus measles or smallpox
vaccine within the past six (6) weeks. It is not contraindicated for any other persons, including
infants, children, pregnant women, breastfeeding women, persons who are HIV-infected, or
persons who have been vaccinated with BCG longer than five (5) years.
*High Risk Employee Requirements:
Upon Hiring ~
Chest X-Ray {negative results}
MD Note {stating no TB symptoms present}
TB Questionnaire
Annually ~
TB Questionnaire
Employee Health
Additionally, all employees are encouraged to receive the Hepatitis B Vaccination Series for
their own personal protection, as well as that of others.
In the event a Firely Pediatric Services employee is unable to function at their capacity, the
situation will be evaluated by Firely Pediatric Services Governing Body {at least two members}.
No one will be permitted to enter a Client’s home or Center unless Firely Pediatric Services
Management is certain they will not compromise the integrity of Care and Services provided to
that Client. Firely Pediatric Services will make every effort to support employees in this
situation.
Please Note:
 Firely Pediatric Services provide PPD’s to active employees.
 Additionally, Firely Pediatric Services is not responsible for any fees an employee incurs
through obtaining these tests/vaccines elsewhere.
Education
28
All employees of Firely Pediatric Services are required to complete mandatory Orientation
education and mandatory yearly education. The education is mandated to FPS by the Joint
Commission and by the State of Pennsylvania. The education is a condition of continued
employment with Firely Pediatric Services.
Each facility has different education
requirements.
Please see the Employee Handbook Addendum for the facility for which you are employed for
more specific education requirements.
In addition, FPS offers Pediatric Care Classes and Trach and Vent classes.
If you are interested in taking a class, please contact the Education Dept.
Human Resources and Payroll
29
Paychecks and Payday
Firely Pediatric Services issues Paychecks bi-weekly. Upon hiring you received a Pay Schedule
that listed the Pay Period Begin, Pay Period End and the Pay Date. If you need another copy of
this schedule, please contact the Main Office.
All time sheets and Progress Notes are to be handed in weekly, but on Pay week, they need to
be in the Main Office by 12:00 noon on the Monday before Pay Day. Any time submitted after
12:00 noon on the Monday of our Pay Week, will be added to the next Pay.
Mail Progress Notes/Timesheets to:
Firely Pediatric Services
364 Maple Avenue
Harleysville, PA 19438
Direct Deposit is available by contacting Human Resources.
Firely Pediatric Services are also a member of American Heritage Federal Credit Union
(AMHFCU) which offers many services. Please contact Payroll for more information regarding
the Credit Union.
Orientation Rate:
 Any orientation is paid at the current orientation rates.
 Any active employee who is taking a FPS training class will be paid for class time at the
current orientation rates.
Shift Differential;
FPS does offer shift differential, please see your “Staff Benefit Form” for the exact shift
differential you are eligible to receive.
HOLIDAY PAY:
When Holiday hours are worked the pay is at time and a half.
Handbook Addendum for accurate Holiday hours.
Please check your Employee
To see your pay rate, base pay, any differential that may be offered or any holiday or personal
time pay you may be eligible for, please see the Staff Benefit Sheet you signed at your hiring.
If you need another copy – please contact Payroll or the Director of the facility.
Human Resources and Payroll
The Human Resources department or the Director of the Home is responsible for overseeing
recordkeeping for all personnel information and will specify what information should be
collected and how it should be stored and secured.
It is important that personnel records of FPS be accurate at all times. In order to avoid
problems with your benefit eligibility, tax liability, or our ability to communicate with you
regarding shift changes and the like, FPS requires that you will promptly notify, in writing, your
supervisor or human resources of any change in your name, marital status, home address,
telephone number, cell phone number, emergency contact information, number of dependents,
payroll tax changes, or any other information pertinent to your employment with FPS.
Employees who have a change in the number of dependents or marital status are to complete a
new W-4 form for income tax withholding purposes. Please contact Payroll.
Employees who change their position from part time to full time or full time to part time; or
employees who pick up extra shifts from another branch of FPS, are to contact Human
Resources to complete a new Staff Benefit Form.
Daylight Savings Time, Night shift (11pm to 7am) or (7pm to 7am):
In the Spring, clocks are turned ahead one (1) hour, thus losing an hour. In the Fall the clock is
turned back on (1) hour, thus gaining an hour. Employees are not paid for the lost hour, unless
they physically work an eight (8) hour shift, nor can an employee work an extra hour without
prior permission from their Director.
The employee has two (2) options; work the total hours allotted (scheduled hours) to the shift,
regardless of time change, or not. The time out on progress note is the actual time on the reset
clock that morning.
Examples:
Spring:
Option 1: 2300 to 0700 is an actual seven (7) hour shift
Option 2: 2300 to 0800 is an actual eight (8) hour shift
Fall:
Option 1: 2300 to 0600 is an actual eight (8) shift.
Option 2: 2400 to 0700 is an actual eight (8) shift
(if parent/guardian wishes employee to be in home until 0700, the shift cannot
start until midnight)
Note: Falsifying information on the Progress Note or Timesheet may result in immediate
termination.
Employee Benefits
30
Upon hire, Firely Pediatric Services require an employee to sign the “Staff Benefits Form”,
which is specific to each job and each facility. Each employee will be given two Staff Benefits
Forms, one which will be kept in their personnel file, and the other is for the employee to keep.
As benefits plans change, including salary, throughout each employee’s relationship with Firely
Pediatric Services, all employees will be notified through verbal or written communication.
Appropriate documentation of the employee’s change will be kept in the personnel file.
If the employee has an opportunity to work at more than one FPS facility, that employee must
then fill out the “Staff Benefits Form” for each facility.
Firely Pediatric Services conform to all State and Local Law Requirements regarding the
following:
 FMLA - (Family Medical Leave Act) Unpaid Family/Medical Leave of Absence
available to all eligible employees. Notify Firely Pediatric, Human Resources, or
Scheduling Coordinator or your Director as soon as an FMLA decision has been
made.
 COBRA - Extension of Medical Benefits available at employee’s cost upon
termination. Firely Pediatric Services contracts an insurance/financial service
company to administrate COBRA. Firely Pediatric Services Human Resources
Department will notify the administrator of COBRA of your termination.
 ADA - (American Disabilities Act) - Reasonable Accommodation
 USERRA – Uniformed Services Employment and Reemployment Rights Act
Firely Pediatric Services offer the following benefits to all eligible employees:
 Health Insurance
 Voluntary Dental Insurance
 401K
 Voluntary STD (Short Term Disability)
 Personal time off
To see your specific job Benefits, please refer to your facilities Employee Handbook Addendum.
Note: Benefits may change at any time and Firely Pediatric Services Handbook may
not be immediately updated. If Benefit’s change you will be notified either in
writing or verbally, then we will follow up with documentation of the change in two
forms – one form will be for you to sign for our files and the other form will be for
you to keep.
Referral Bonus
31
A lump sum bonus will be awarded to any Employee who has referred an RN, LPN or Home Aide
to Firely Pediatric Services. Contact Human Resources for the latest referral incentive.
Anniversary Date
The first day of work is your “anniversary date.”
conditions and benefits.
The date is used to compute various
Evaluations
Evaluations are given to all FPS employees. Each facility has its own evaluation policy. Please
see the Employee Handbook Addendum for specific evaluation information.
Referral Bonus Plan
32
Effective March 31,2014:
A FPS employee refers a Nurse to us for a Full Time Position. If he/she stays in the Full Time
Position for a period of six months, then the FPS employee, who referred the nurse, will receive
a bonus of $250.
A FPS employee refers a Nurse to us for a Part Time Position. If he/she stays in the Part Time
Position for a period of six months, then the FPS employee, who referred the nurse, will receive
a bonus of $100.
A FPS employee refers an Aide to us. If the Aide stays in the position for a period of six
months, then the FPS employee, who referred the Aide, will receive a bonus of $100.
Please Print:
FPS Employee making the Referral:
Name of Referral:
Is Referral an RN, LPN, or Aide?
Referral was hired for Full Time or Part Time?
Assignment:
Beginning Date of Assignment:
Date Eligible for Bonus:
Human Resources – FPS Handbook – LMFM 3/2014
Health Insurance
33
For Full Time Employees; Firely Pediatric Services pay a portion of the premium for eligible
employees. Additional coverage for dependants is available at employee’s cost.
For an information packet on our Health Care Insurance, please contact Human Resources or
your Director.
The Health Plan can be changed or canceled by a “life-changing event”, during open enrollment,
or change of a benefit plan. To change an insurance plan during the plan year there must be a
“life-changing event.” New Hire Enrollment is within 30 days after the 15th of the month from
date-of-hire and Open Enrollment is once a year.
Employees who elect this coverage will receive a “Summary Plan Description”, which details the
benefit.
Voluntary Dental Insurance
Available to all eligible employees at employee’s cost. Employees who elect this coverage will
receive a “Summary Plan Description”, which details the benefit.
For an information packet on our Voluntary Dental Insurance, please contact Human Resources
or your Director.
401K Plan
All employees are eligible to enroll in our 401K plan after one year of employment and one
thousand hours worked.
For an information packet on our 401K plan, please contact our Payroll Dept.
Section 125 Cafeteria Plan
34
(Premium Only Plan POP)
Eligible employees who have elected to participate in Firely Pediatric Services health insurance
and/or dental insurance are entitled to the “pre-taxed dollars” benefit. The plan reduces the
employee’s taxable salary by the health/dental deduction and increases the percentage of takehome pay.
Family Medical Leave Act (FMLA)
35
Firely Pediatric Services provides family and medical leaves in accordance with applicable law.
Eligible employees are entitled to up to 12 weeks of unpaid leave per a 12-month period, for one
of the following reasons: the birth or adoption of a child and in order to care for that child; to
care for a seriously ill member of the employee's immediate family (parent, child, or spouse); or
for the employee's own serious illness that makes the employee unable to perform an essential
function of the employee’s job. This policy also provides up to 26 weeks of unpaid leave in a 12month period to care for Military Service members in compliance with the expansion of FMLA
under The Support for Injured Servicemembers Act of 2007.
An "eligible employee" is one who has been employed for at least 12 months and must have
provided at least 1,250 hours of service during the 12-month period.
The principles established under the Fair Labor Standards Act (FLSA) determine the number
of hours worked by an employee. The FLSA does not include time spent on paid or unpaid leave
as hours worked. Consequently, these hours of leave are not counted in determining the 1,250
hours eligibility test for an employee under FMLA.
An eligible employee can take up to 12 weeks (or up to 26 weeks of leave to care for an injured
or ill servicemember) under this policy during any 12-month period.
If a husband and wife both work for the Company and each wishes to take leave for the birth
of a child, adoption or placement of a child in foster care, or to care for a parent (but not a
parent in-law) with a serious health condition, the husband and wife may only take a combined
total of 12 weeks of leave. If a husband and wife both work for the Company and each wishes to
take leave to care for a covered injured or ill servicemember, the husband and wife may only
take a combined total of 26 weeks of leave.
An employee whose spouse, son, daughter or parent either has been notified of an impending call
or order to active military duty or who is already on active duty may take up to 12 weeks of
leave for reasons related to or affected by the family member’s call-up or service. Reasons
related to the call-up or service includes helping the family member prepare for the departure,
caring for children of the servicemember, attending certain military events, addressing certain
financial and legal arrangements, attending certain counseling sessions, and attending postdeployment reintegration briefings. The leave may commence as soon as the individual receives
the call-up notice.
Employees requesting this type of FMLA leave must provide proof of the qualifying family
member’s call-up or active military service before leave is granted.
Family Medical Leave Act (FMLA)
35
Leave to care for an injured or ill servicemember may extend to up to 26 weeks in a 12-month
period for an employee whose spouse, son, daughter, parent or next-of-kin is injured or
recovering from an injury suffered while on active military duty and who is unable to perform
the duties of the servicemember’s office, grade, rank or rating. Next-of-kin is defined as the
closest blood relative of the injured or recovering servicemember. An employee is also eligible
for this type of leave when the family servicemember is receiving medical treatment,
recuperation or therapy, even if the servicemember is on temporary disability retired list.
Employees requesting this type of FMLA leave must provide certification of the family member
or next-of-kin’s injury, recovery or need for care. This certification is not tied to a serious
health condition as for other types of FMLA leave. This is the only type of FMLA leave that may
extend an employee’s leave entitlement beyond 12 weeks to 26 weeks. Other types of FMLA
leave are included with this type of leave totaling the 26 weeks.
Leave does not necessarily have to be taken all at once. Leave may be taken on an intermittent
basis (i.e., one week per month) or on a reduced schedule basis (four or five hours per day).
Intermittent or reduced schedule leave taken for a serious health condition — either of the
employee or of an immediate family member — may be taken "if medically necessary."
Intermittent or reduced schedule leave taken for the birth or adoption of a child may only be
taken if approved by a manager.
If an employee's request for intermittent leave is foreseeable based on planned medical
treatment, he or she may be required to transfer temporarily to an alternative position (with
equivalent pay and benefits) in order to better accommodate repeated periods of absence.
Employees must first use any available Paid Time Off (PTO) while on FMLA leave.
Employees are to give 30 days' written notice for leave taken for the birth or adoption of a
child, assuming the employee is able to give such notice; if not, the employee must give such
notice as is practicable.
A serious health condition is an illness, injury, impairment, or physical or mental condition that
involves either an overnight stay in a medical care facility, or continuing treatment by a health
care provider for a condition that either prevents the employee from performing the functions
of the employee’s job, or prevents the qualified family member from participating in school or
daily activities. Subject to certain conditions, the continuing treatment requirement may be
met by a period of incapacity or more than 3 consecutive calendar days combined with at least
two visits to a health care provider or one visit and a regimen of continuing treatment, or
incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may
meet the definition of continuing treatment.
Family Medical Leave Act (FMLA)
35
Leave taken on the basis of an employee’s serious health condition requires the employee to
provide doctor certification of the condition and of the inability to perform the required job
functions. Doctor certification is also required for leave where the employee is the caregiver
for a parent, child, or spouse. Failure to provide the requested medical certification in a timely
manner may result in denial of the leave until it is provided.
In the case of intermittent leave, this certification must also provide the dates and durations
of the treatments to be given. The Company has the right to seek a second opinion at its
expense.
An employee returning from approved family and medical leave will be restored to the position
held when the leave commenced, or to an equivalent position.
Before the employee returns to work from FMLA leave for the employee's own serious health
condition, the employee is required to submit a fitness for duty certification from the
employee's health care provider, with respect to the condition for which the leave was taken,
stating that the employee is able to resume work. An employee failing to provide a fitness for
duty certification will not be permitted to resume work until it is provided.
All applicable benefits continue during the approved family and medical leave subject to the
appropriate employee payroll deductions. Employees who fail to make the appropriate timely
payment for health and dental insurance have a 30-day grace period to make their premium
payment. If payment is not received in a timely matter, the employees coverage may be
cancelled. The Company will provide a written notice of cancellation at least 15 days prior to
the policy cancellation.
Service time for the purpose of PTO accrual continues while the employee is on FMLA. Any
earned vacation during leave will be paid out when the employee has returned to active work for
30 days.
If at the end of FMLA leave, an employee is not able to return to their job because they are
unable to perform the job, either with or without reasonable accommodation, due to illness or
injury, then Firely Pediatric Services will allow the employee to bid for any unfilled position that
the employee is qualified for and capable of performing with or without accommodation.
Employees who bid and are selected for open, unfilled positions may have their pay adjusted
appropriately for that position.
Family Medical Leave Act (FMLA)
35
Employees unable to return to their job or an unfilled position which they are qualified for and
capable of performing, either with or without reasonable accommodation, after the exhaustion
of FMLA leave will be terminated.
Firely Pediatric Services will inform employees requesting leave whether they are eligible under
FMLA. If they are, the notice will contain the employee’s rights and responsibilities. If they
are not eligible, Firely Pediatric Services will provide the reason for ineligibility.
Policies and Procedures
36
The policy of Firely Pediatric Services is to maintain a basic Policy and Procedure Manual, for
each FPS facility at each FPS facility. During the Interview Process, all prospective employees
are oriented to selected policies and procedures that pertain to their job with FPS. Then once
hired, the employee will work through an Orientation packet which will include FPS Policies and
Procedures for that Facility. New updates that involve Employees are relayed through various
types of Staff Education, Staff Memos and the mandatory Skills Lab. Employees are urged to
call the Main Office, at any time, to clarify a specific policy and/or procedure. Someone will be
glad to answer questions and/or help solve a problem.
In addition, please check your Employee Handbook Addendum for job specific Policies and
Procedures.
A few Policies that pertain to All FPS employees has been included in this handbook and can be
found on the pages following this page.
Social Media Policy
37
INTEGRITY – HONESTY – TRUST
In keeping with our mission statement, FPS has developed a Social Media Policy. Nurses are
obligated to hold confidential any information that they learn while treating a patient. All
patients are entitled to privacy, which includes the right to be treated with dignity and respect.
All patients are also ethically and legally entitled to confidentiality through state and federal
government laws, this includes HIPAA. This policy is made to reinforce the federal
government’s HIPAA policy.
Patient confidentiality can be inadvertently breached by using social media. If you post any
details about any patient you may be possibly indentifying the patient. HIPAA defined patient
identifiers as any information that can be used to identify the individual.
“Nurses must recognize that it is paramount that they maintain patient privacy and
confidentiality at all times, regardless of the mechanism that is being used to transmit the
message, be it social networking or a simple conversation. As licensed professionals they are
legally bound to maintain the appropriate boundaries and treat patients with dignity and
respect,”i
The risks of using social media are;
• The information can take on a life of its own where inaccuracies become “fact”
• Patient privacy can be breached
• The public’s trust of nurses can be compromised
• Individual nursing careers can be undermined as well as the company they work for
Therefore FPS is following American Nurses Association’s (ANA) Principles for social media;

FPS nurses and staff must not transmit or place online individually identifiable patient
information. Please note ~ even if a patient is not identified by name or record number in
a Facebook or social media posting, other information could identify the patient. All
patients have the right to receive care without being the subject of a Facebook
discussion.
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Remember that standards of professionalism are the same online as in any other
circumstance.
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FPS nurses and staff must observe ethically prescribed professional patient-nurse
boundaries.
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Do not share or post information or photos gained through the nurse-patient relationship.
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Maintain professional boundaries when using any electronic media.
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FPS nurses and staff should not make disparaging remarks about patients, employers, or
co-workers, even if they are not identified clearly in the post, someone may recognize
them.
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FPS nurses and staff should be aware that patients, colleagues, institutions and
employers may view postings.
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FPS nurses and staff are not to take photos or videos of patients on personal devices,
including cell phones, without the written consent of the patient. If the patient is a
minor, you need the written consent from the patient’s parents or guardian.

FPS nurses and staff should promptly report a breach of confidentiality or privacy.

And remember anything you post can be disseminated anywhere. Anything you post can
hang around forever. So stop and think before you post.
References:
American Nurses Association. (2011, September). Principles for social networking and the nurse.
Silver Spring, MD: Author.
National Council of State Boards of Nursing. (2011, August). White Paper: A nurse’s guide to the use
of social media. Chicago, IL: Author.
Smoking Policy
38
Firely Pediatric Services maintains a no smoking policy so that we may offer a
safe and healthy work environment. The use of tobacco products, such as cigars,
pipes, cigarettes, and chewing tobacco, is prohibited during work time. This policy
is in effect in any area of any FPS’s facilities, in all of our client’s homes, as well
as during transportation of any resident, at any time.
In addition, because employees and clients may have allergies or be sensitive to
the smell of smoke on clothing or hair, employees may not come to work or return
from a break smelling of smoke.
At no time is the use or possession of tobacco products permitted by any
resident.
A designated outdoor smoking area, as well as his/her personal vehicle, may be
used by any adult, following these restrictions:
Use of any tobacco products shall be out of the sight of the residents/clients;
Following proper protocol regarding fire safety must be maintained at all times;
Waste from use of tobacco must be discarded properly; and
Staff Members must have completed the Fire Safety portion of their Initial
Orientation prior to using any tobacco product on premises.
All adults, including staff members, resident families, and visitors, may be denied
the privilege of using tobacco products on site if the above restrictions are not
maintained. All staff members are to report any observed violation of these
restrictions to the Director, Administrator, and/or CEO ASAP.
Employees who violate this policy will be subject to discipline, up to and including
the immediate termination of employment.
RETENTION POLICY
39
Firely Pediatric Services relies heavily upon the professionalism of its nurses and staff. Without
our professional nurses and dedicated staff we could not uphold our Mission - “FPS is
committed to meeting the needs of our Clients through providing individualized care while
maintaining the highest level of ethical standards.” FPS believes that our nurses and staff are
our most valuable resource. Therefore FPS works hard to keep our nurses and staff happy and
productive.
FPS works to retain our valuable employees by offering the following;
Holiday Pay
Health Insurance
Voluntary Dental Insurance
Voluntary Short Term Disability
Unpaid Family/Medical Leave
Personal Time
Vacation Pay
Referral Bonus
On Job Training/Orientation
Reimbursement for Travel
Advancement Training.
But most importantly, FPS is a Family run business, working hard to help and support its
employees and clients families. FPS keeps open communication among all companies staff and
clients. You can find important phone numbers to reach our owner, administrator, case
coordinators, and/or our scheduler in our Family Handbook and our Employee handbook.
INTEGRITY - HONESTY - TRUST
HR Policy ~ LMFM 1/2011, 1/2012
FPS CELL PHONE POLICY
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This policy about cellular phone usage applies to any device that makes or receives phone calls, leaves
messages, sends text messages, surfs the Internet, or downloads and allows for the reading of and
responding to email whether the device is company supplied or personally owned.
This policy applies to all FPS employees, part time, full time or per diem.
Driving
Distracted driving is a major cause of vehicle crashes and incidents.
Distractions take both the driver’s eyes and attention off of the road.
Distractions can consist of cellular phones, eating or drinking, grooming or talking with passengers.
Therefore use of cellular phones or any similar device while driving is prohibited. This includes
company issued cell phones, or personal cell phones.
An employee who uses a company-supplied device or a company-supplied vehicle is prohibited from using a
cell phone, hands on or hands off, or similar device while driving, whether the business conducted is
personal or company-related. This prohibition includes receiving or placing calls, text messaging, or any
other activity on your cell phone or similar device.
Pennsylvania State Law prohibits any texting while driving.
FPS Cell Phone Policy prohibits any cell phone or similar device to be used at all while you are operating a
vehicle.
Some tips from OSHA;
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Turn cell phone off or set on “silent” or “vibrate” before starting the car
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Pull over to a safe place if a call must be made or received while on the road
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Modify the voice mail greeting to indicate that the employee is unavailable to answer calls or
return messages while driving
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Inform clients of this policy
If there is an emergency and you need to use your cell phone to get help, first you must pull over to a
safe spot and stop the vehicle before you use your cell phone to call for help.
Any violation of this policy will result in disciplinary action and possible termination.
While Working Day Shift
Cell phones are to be used briefly and for emergencies only.
Violation of this policy will result in disciplinary action and possible termination.
While Working Night Shift
While the patient is sleeping you may use your cell phone or lap top or another electronic device quietly
to help you stay alert during the night shift.
However, the device should be quiet and should never be streaming anything that contains anything
offensive in any way.
Also, you must always be prepared to jump up at any time when the client awakes or needs your
attention.
Camera Phones
Employees may not use any cameras, video and/or audio recordings devices at work. These devices may
cause a violation of privacy and breaches of confidentiality of fellow employees and clients.
Acknowledgement
I acknowledge that I have read and understand FPS Cell Phone Policy.
Printed Name:
Date:
Signature:
Surveillance Camera Policy
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Policy Statement
1. Surveillance cameras may be installed in situations and places where the security of
either property or people would be enhanced.
2. When appropriate, cameras may be placed inside and outside of buildings.

Cameras will be used in a professional, ethical, and legal manner consistent with all
existing State laws and policies.

Camera use will be limited to situations that do not violate the reasonable
expectation of privacy as defined by law.
3. The Director and Supervisor will function as the Surveillance Camera Coordinators.
Reason for Policy
1. The purpose of this policy is to regulate the use of surveillance cameras to protect the
legal and privacy interests of FPS employees.
2. The function of surveillance cameras is to assist in protecting the safety and property of
FPS employees and clients.
3. The primary use of surveillance cameras will be to record images for future identification
of individuals in the event of legal or policy violations.
4. The exterior surveillance cameras will be used to identify employees and visitors at the
doors during office hours, when exterior doors are locked.
Police Requirements
1. Only authorized personnel, as determined by this policy and authorized by the
Surveillance Camera Coordinators, will be involved in, or have access to, surveillance
camera data.
2. When an incident is suspected to have occurred, designated personnel only, may review
the images from surveillance camera data.
3. Surveillance cameras will not record or monitor sound.
HFK /Policies/Surveillance Camera Policy LMFM 10/13; 4/14
FPS 30 DAY PROBATIONARY PERIOD
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STATEMENT OF UNDERSTANDING
Employee Printed Name:
Date:
Position:
Address of FPS Facility:
Every employee’s first thirty (30) days of employment are on a trial basis and are considered a continuation of the
employment selection process.
PURPOSE
The purpose of the 30 day probationary period is to provide the staff member and the supervisor a means by which
to evaluate the work environment.
During the 30 day probationary period FPS has the opportunity to observe and evaluate the skill set of the
employee, which includes the employee’s ability to satisfactorily perform all the essential functions, tasks and
responsibilities of his or her job; and to observe and evaluate the employee’s work habits, job skills and conduct,
including attendance and the employee’s relationship with the clients, coworkers and supervisors.
During the probationary period, FPS may terminate employment immediately, with or without cause and with or
without notice. Likewise, the employee may also terminate his or her employment with FPS at any time, with or
without notice and with or without cause.
This 30 day probationary period is not a term or condition of any temporary employment relationship and is not
intended, nor does it impact the ‘At-Will’ nature of the temporary employment relationship between FPS and the
employee.
END OF PROBATION
At the end of the 30 day probationary period, the supervisor will evaluate your performance. This evaluation will
include, but be limited to; attendance, punctuality, quality of work, and relationships with clients, staff, co-workers
and others. The evaluation will be used to assess and evaluate your employment status.
EXTENSION
The probationary period may be extended for an additional period of 30 days, if the supervisor determines in his
or her judgment that additional time is necessary.
During the extended 30 day period, the supervisor will continue to monitor the staff member in areas where
improvement is deemed warranted or necessary.
I have read the above statement and understand that during my first 30 days and additional 30 day period with
FPS, I am a probationary employee and may not be selected for hire, without cause or may resign my position.
Employee’s Signature:
Date:
Supervisor’s Signature:
Date:
Human Resources/Employee Handbook/ LMFM 8/14; 10/14
Behavioral Expectations
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When providing care and services to Firely Pediatric Services Clients, it is expected that all
Employees will maintain conduct that is nothing less than commendable. The following list of
requirements is not all inclusive:
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Uphold “Client Confidentiality” at all times - there should never be a situation
when you need to discuss a Client with a person not associated with that Case.
Respect the privacy of Firely Pediatric Services Clients and their Families.
Never post on any social media anything about the client or the family
Do not contact the Family from your home or give your phone number to the
Client’s family - this can cause future problems that can be very difficult to
resolve.
Do not use abusive or foul language
Speak respectfully to client and client’s family
Keep the work area clean, neat, and orderly.
Always follow all Safety guidelines
All potentially unsafe items must be kept out of the reach of children consider when storing or disposing of medical equipment and/or medical waste.
Use your time appropriately - extended time away from the Client is not an
acceptable way to fill “downtime.”
Cell phones are to be used briefly for Emergencies only!
Some conduct resulting in immediate disciplinary action up to and including termination includes
but is not limited to:
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Any employee discussing salaries with associates (co-workers) may be
disciplined
Accessing confidential information
Sharing confidential information in any way – especially on social media
Stealing
Behavioral Expectations
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Insubordination or refusal to follow and or carry out reasonable instructions.
Dishonesty
Gossiping, any form of gossiping, with coworkers, clients, families, anyone.
Harassment
Misconduct
Any type of disruptive behavior
Any type of abuse or neglect
Violent Behavior
Threat of Violence
Substance abuse on the job
Arriving to work under the influence of abusive substances
Possessions of weapons or contrabands
Violation of any policy in this handbook
Leaving work early
Arriving late to work
Sleeping on the job
Gambling
Negligence
Falsifying documents
NOTE: Firely Pediatric Services Staff are not permitted to accept gifts from Clients, except
items like flowers, candy, or a small token of appreciation may be acceptable; not to
exceed a value of $25.
Each FPS Facility has its own Behavioral Expectations. Please refer to your Employee
Handbook Addendum for more specific expectations.
Drug and Alcohol
44
Firely Pediatric Services has adopted a Policy on Drugs, alcohol, and other prohibited items.
 To help ensure a safe, healthy, and productive drug-free work environment for the
employees of Firely Pediatric Services and others on the properties or in the Client’s
home,
 To protect the properties and assets of FPS and our clients and families,
 To maintain favorable public image,
 And to assure efficient operations,
It is the policy of Firely Pediatric Services to provide a drug-free work environment that is
both safe for our employees, and conducive to efficient and productive work standards. This
policy restricts certain items and substances from being present on any Firely Pediatric
Services property or any Client’s home, nondependent of whether on duty. This policy restricts
employees from having detectable levels or identifiable trace quantities of certain drugs and
other substances, and prohibits the unauthorized possession of certain materials.
Prohibited Items
The use, possession, sale, manufacture, distribution, dispensation, concealment, receipt,
transportation or being under the influence of any of the following items or substances:
 Illegal drugs, controlled substances, marijuana, intoxicants (legal or illegal), "look-alike"
substances, designer drugs, counterfeit or synthetic drugs, inhalants, and any other
drugs or substances that will, in any way, affect safety, work ability, alertness,
coordination, judgment, response or the safety of others on the job.
 Alcoholic beverages, consuming alcoholic beverages while driving or driving any vehicle
for Firely Pediatric Services business while intoxicated is prohibited. The consumption
of alcohol on Firely Pediatric Services properties or on Client’s property is prohibited.
Consuming alcohol in a Client’s home is prohibited. Consuming alcohol at anytime when
working is prohibited.
 Drug paraphernalia.
 Prescription drugs and over-the-counter medications, except under the following
conditions:
(a) The drugs have been prescribed by an authorized medical practitioner for current use
(within the past 12 months) for the person in possession of the drugs.
(b) The drugs/medications, both prescribed and over-the-counter, are limited to a one day's
supply, or must be kept in their original container and must be taken in accordance with the
dosage recommendations and usage cautions and may not affect the person's ability to perform
work safely.
(c) Firely Pediatric Services reserves the right to consult with a medical doctor to determine if
a drug or medication produces hazardous or non-safe effects and may restrict the use of any
such drug or medication accordingly on Company property.
Drug and Alcohol
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Firely Pediatric Services also reserve the right to require an employee to undergo a fitness for
duty medical examination by a physician of Firely Pediatric Services choosing. This may include
restricting or altering the individual's work activity or presence at the worksite.
Policy Enforcement
Because of the importance of this Policy, Firely Pediatric Services reserve the right, at all
times, while on Firely Pediatric Services, or Clients premises and property and when
circumstances warrant, to have Firely Pediatric Services management and/or authorized Search
and Inspection Specialists, including scent-trained dogs, to conduct searches and inspections of
employees, or other persons, and their personal property and effects for the purpose of
determining if such employees or other persons are using, possessing, selling, manufacturing,
distributing, dispensing, concealing, receiving or transporting any of the prohibited items and
substances contained in the Policy.
The employee's manager and a Firely Pediatric Services Officer have the right to conduct an
on-the-spot search and inspection of employees, or others, and their personal property and
effects, as described, if said manager has a reason to believe that employees, or others, are in
direct violation of any part of this Policy. All searches and inspections conducted by outside
authorized specialists will be in the presence of a Firely Pediatric Services Officer.
All employees are expected to cooperate with any investigation regarding this policy. Failure to
cooperate, or providing false information or omitting information, may subject any employee to
disciplinary action up to and including termination of employment.
Harassment
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Firely Pediatric Services complies with all federal, state, and local laws concerning prohibition
of harassment.
Any kind of harassment by or against a FPS employee is prohibited.
Firely Pediatric Services will not tolerate any form of sexual harassment or any offensive
conduct that has the effect of severely interfering with an employee's work performance or
creating a pervasive, intimidating, hostile, offensive work environment.
An employee who sexually harasses others will be disciplined.
Disciplinary action can include suspension, dismissal, or any other action appropriate under the
circumstances.
Sexual harassment includes, but is not limited to, demeaning, abusive, hostile, insulting,
embarrassing, sexual, or intimidating behavior, sexual advances, such as unwelcome physical
contact, gestures, jokes or slurs, any pornographic material such as cartoons, pictures or
photos, requests for sexual favors that directly or indirectly affect work or career
advancement or any requests for sexual favors.
Any employee who believes that he or she has been the victim of sexual harassment should
report it immediately to his or her Administrator. Confidentiality will be maintained to the
extent permitted under such circumstances.
Additionally, any employee who observes harassment of any type is to report it to his or her
Administrator. Administrator will take appropriate action.
Retaliation is Prohibited:
Firely Pediatric Services prohibits retaliation against any individual who reports discrimination
or harassment or participates in an investigation of such reports. Retaliation against an
individual for reporting harassment or discrimination or for participating in an investigation of a
claim of harassment or discrimination is a serious violation of this policy and like harassment or
discrimination itself, will be subject to disciplinary action.
All employees are expected to cooperate with an investigation of any type of harassment.
Failure to do so may lead to discipline, including termination. Information provided by an
individual will be treated as confidential and only provided to those who have the need for the
information, or when it is required in the course of investigating the complaint. False
information provided in the course of an investigation may lead to discipline, including
termination. Employees accused of harassment may be suspended pending the outcome of the
investigation.
Harassment
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Important Notice:
If you have experienced conduct you believe is Harassment, you have an obligation to report the
incident. Your failure to report the incident could affect your rights in pursuing legal action.
Early reporting and intervention have proven to be the most effective method of resolving
actual or perceived incidents of harassment.
Firely Pediatric Services strongly urge the
prompt reporting of complaints or concerns so that rapid and constructive action can be taken.
The availability of harassment reporting does not preclude individuals who believe they are
being subjected to harassing conduct from promptly advising the offender that his or her
behavior is unwelcome and requesting that it be discontinued.
The following examples have been compiled. This is not a comprehensive list, but only examples:
It is sexual harassment for any supervisor to condition the granting of any benefit based on
sexual favors.
It is racial harassment for any employee to make any joke that disparages any race.
It is harassment for any employee to use any racial, ethnic, or sexual slur or comments to or
about an individual.
The display of any explicit photographs, posters, and the like is sexual harassment.
It is sexual harassment for any employee to make an explicit comment about an individual of
the opposite sex, such as "She has great buns," or "She is well endowed."
It is sexual harassment for any employee to smirk at another employee.
It is harassment for any employee to deface the personal property of an employee for
purposes of a racial, ethnic, or sexual "joke".
It is sexual harassment for any employee to repeatedly ask a co-worker out after being
rebuffed.
It is sexual harassment for any employee to inquire about the sexual activities of an
employee.
Open Door Policy (Grievances)
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The “Open Door Policy” is a policy designed to encourage employees to voice their workplace
concerns before greater problems arise.
Firely Pediatric Services encourage its’ Employees to voice their concerns, seek information,
provide input, grievances, and/or complaints through their Case Coordinator, Administrator, or
Director, or as appropriate, consult with management towards a resolution.
All employees are encouraged to call, email, or walk in to talk to their Case Coordinators,
Directors or the Administrator whenever they need to discuss something.
If it is something serious and a grievance report needs to be filed, please know that:
 All grievances are addressed confidentially.
 Case
Coordinator,
Administrator,
or
Director
will
listen
to
employees’
concerns/grievances, encourage their input, and seek clarity in resolving problems and
issues.
Procedure for Filing a “Grievance Report:”

The grievance must be submitted verbally or in writing to any Firely Pediatric
Services Office/Staff Member. If verbally submitting, a “Grievance Report”
will be completed by the Office/Staff Member receiving the grievance.
No Compete Clause
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Firely Pediatric Services maintain a “No-Compete Clause” which prohibits any Employee
associated with a Firely Pediatric Services Client from providing Nursing Services to that Client
through another agency for a period of one year from any of the following:

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Client’s Discharge Date,
Employee’s last date of providing care to the Client through Firely Pediatric Services, or
Employee’s Date of Termination from Firely Pediatric Services.
Any Employee found in violation of this policy is subject to fines of up to $3,500.00.
Termination of Employment
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Terminations fall into two categories – Voluntary (Resignation) and Involuntary. Any Employee is
free to voluntarily terminate (resign) his/her employment for any reason. However we do
request at least two weeks’ notice prior to the employees last day so that we can find coverage
for the client. Also any Firely Pediatric Services Employee can be fired (Involuntary
Termination) for any reason.
Voluntary Termination (Resignation)
When resigning from your position from Firely Pediatric Service, FPS asks for as much notice as
possible, but at least two weeks’ notice. FPS needs this time to find coverage to keep all our
clients safely covered at all times.
Resignation letters are requested. Please send your resignation letter to your Scheduler or
Director.
All Employees are encouraged, however, to discuss their decision with Firely Pediatric Services
Administrator, Assistant Administrator, and/or Director prior to submitting written
notification.
Shifts the Employee is currently scheduled for on the posted Schedules are expected to be
fulfilled during the final two weeks.
All time worked will be paid for, up to and including the last day worked. Paid time off will be
included in the last paycheck, after any outstanding debits are paid in full
Involuntary Termination
49
Involuntary Termination can be due to, but not limited to Temporary Layoffs, Permanent
Layoffs, Poor Performance, Misconduct, or Criminal Behavior as follows:
Temporary Layoffs - a temporary response to changed business conditions.
* Permanent Layoffs - a permanent response to changed business conditions with no near-term
prospect of rehiring.
* Poor Performance - includes, but is not limited to failure/unwillingness to follow Firely
Pediatric Services Policies and Procedures and/or failure to meet responsibilities of the
position.
* Misconduct - Includes a wide range of unacceptable behaviors, but is not limited to lying,
stealing, violent behavior, the threat of violence, substance abuse on the job, arriving for work
under the influence of abusive substances, bringing a weapon to work, accessing confidential
information, and/or disregarding the safety of Firely Pediatric Services Clients, their
Families, and/or Fellow Employees. See also Behavioral Expectations
*
The circumstances surrounding an Employee Termination may be discussed during Staff
Meetings, Nursing Rounds, or Governing Body Meeting. The final decision regarding the
Termination of an Employee will be a unanimous decision made by Firely Pediatric Services CEO
and/or Administrator.
All Firely Pediatric Services Employees have the right to request a Termination Meeting that
may include the presence of and/or the following:
CEO
Administrator
Assistant Administrator
Director
and at least one additional member of management as determined by the CEO. The Employee
will be given ample opportunity to respond and is encouraged to voice suggestions regarding
improving Firely Pediatric Services daily operations.
Once the Employee has been notified of the termination, Firely Pediatric Services Management
has the right to address the situation to the remaining Firely Pediatric Services Employees,
Clients, and Families. If the termination was not harmonious, the Employees will be told that the
individual is no longer employed with Firely Pediatric Services and the reasons are confidential.
The willingness of Employees, Clients, or Families may be sought to provide any information
concerning whether the terminated Employee has attempted to solicit business from the agency
or has slandered Firely Pediatric Services in any way.
Disciplinary Guidelines
50
At Firely Pediatric Services we value our employees and appreciate their dedication to the
Clients we provide care for. Each employee is a reflection of FPS as a whole, so a high standard
of care and consistency must be adhered to.
Your employment with FPS is an “At-Will” employment which means that either the employee or
FPS can terminate the employment relationship at any time, with or without advance notice, and
with or without cause.
Certain behavior will result in immediate termination, this behavior includes, but is not limited
to; sleeping on the job, falsifying documents, drug or alcohol use while working, and/or any type
of abuse or neglect of our clients.
But other violations will result in other disciplinary actions, such as verbal or written warnings
or a scheduled conference with the Director or Administrator. These violations include, but are
not limited to: violation of completion of hiring paper work, violation of completion of education
paperwork, falsifying documentation, violation of dress code, tardiness, excessive absences,
excessive requests for time off, and/or certain unacceptable behavior.
All warnings, both verbal and written and all conferences will be documented and kept in the
employees file.
Security and Safety
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Security and Safety is a priority at Firely Pediatric Services. FPS strives to provide a clean,
hazard-free, and safe environment for employees, clients and their families in accordance with
all state laws. As an employee, you are expected to take part in maintaining this environment.
When you are hired, part of your orientation is safety training. During training you will learn
the location of all safety and emergency equipment, as well as the safety and/or emergency
phone numbers. Once trained you must continue to observe all posted safety rules, adhere to
all safety instructions provided by your supervisor, and use safety equipment when required.
You may be required to purchase and maintain some of your own safety equipment. Any problem
with FPS provided equipment should be reported to your supervisor. If it is not safe to work
for any reason, report the problem to your supervisor immediately.
All work related accidents are covered by Worker’s Compensation Insurance under State Law.
In order to maintain our safe environment a Safety Committee has been formed. Our Safety
Committee has representation from each one of our facilities. The purpose of our Safety
Committee is:
 To work together to build a safety culture through communication and involvement
 Educate and train employees on safe practices, safe work spaces and safe living
 Educate and train employees on reporting unsafe areas and practices
 Investigate all reports; determine root causes to unsafe acts or conditions
 Conduct inspections; create a safety action plan.
 Promote safe work conditions
 Evaluate our safety progress and reassess yearly
The Safety Committee meets regularly, and, once approved, all minutes are posted in the Main
Office and in each of FPS other Facilities. As new policies are implemented, all staff is notified
either through education, memos or postings.
Workers’ Compensation
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All work related accidents are covered by Worker’s Compensation Insurance under State Law.
If you are injured on the job, you must contact your Director or your Case Coordinator
WITHIN 24 HOURS of the injury in order to be eligible for Worker’s Compensation.
The Director or the Case Coordinator will then notify our Incident Manager, who will contact
you directly to let you know the appropriate course of action.