Transcript TIFFE&Me

TIFFE & Me: Part 2
Policies and Procedures
Human Resources
About TIFFE
•
•
•
•
Founded in August 1981
On the Big Island since July 1993
Teaching, consulting and counseling
Founders
− MJ Amundson
− Barbara Naki
− Linda Honda
− Tom Naki
− Linda Taylor
MJ Amundson, APRN, Ph.D.
• Board of Directors, President
• Director of Clinical Services
• More than 45 years of experience in:
− Behavioral health nursing
− Community mental health education
− Program development
− Administration
Barbara Naki, RN, MA
• Board of Directors, Vice-President
• Director of Prevention and Education
• Certified national trainer and
consultant for Nurturing Programs
• More than 40 years of experience in:
− Clinical services
− Training programs & curriculum design
Linda Honda, ACSW, LSW
• Board of Directors, CEO & Secretary
• Director of Human Potential
Development
• More than 25 years of experience in:
− Program development
− Clinical services
− Administration
Tom Naki, MPH
• Program Administrator, Father’s
Services
• Certified national trainer and
consultant for Nurturing Programs
• More than 30 years experience in:
− Community outreach & advocacy
− Training & education with adults & youth
− Father’s program
Linda Taylor, MSW
• Board of Directors
• 20 years of experience in counseling
with women, children, and families
• Instrumental in organizational
development for the provision of
human services and business
Mission Statement
• To help the people we serve and our
care providers to improve the quality
of their personal, family and
professional relationships.
TIFFE Office
• Office hours:
− Monday through Friday: 8am - 5pm
• Office equipment available:
− Computers, copiers, fax machine, etc.
• Please wear your TIFFE ID badge
into the office and schools
Security & Confidentiality
• Policy to protect employees,
customers, and the company
− Management has the right to examine
any person or object while on company
premises
• Policy to protect its property and
sensitive information
− No visitors or clients in the office
− Do not discuss the company or your
clients outside of TIFFE.
Work Attire & Hygiene
• TIFFE emphasizes cleanliness,
neatness and good taste
• Our objective is to make a favorable
impression on our clients by being
well groomed, cheerful and courteous
• Check with others in your work
environment as to what is expected
• Dress sensibly, i.e., no spaghetti
straps, short shorts, etc.
Equal Employment Opportunity
• TIFFE seeks to employ the best
qualified individual without regard to
an individual’s race, color, religion,
gender, age, national origin, etc.
• Report any incident of discrimination
or harassment to the Human
Resources Department
• Page 3 of Employee Handbook
Cultural Diversity
• All TIFFE services are provided in a
culturally competent manner that respects
and honors the belief systems, traditions,
behaviors, and patterns of interaction
inherent in the family background of the
person (s) served and all employees.
• Every employee is responsible for
ensuring that TIFFE programs and
services are delivered with cultural
competence and respect for diversity
within the populations served and
employee groups
Sexual Harassment &
Workplace Violence
• Zero-tolerance policy
• What is considered sexual harassment or
workplace violence?
− Unwelcome sexual advances, request for sexual favors
and other verbal or physical conduct of a sexual nature,
from anyone while at work.
• How do I report an incident?
− Incidents are investigated by HR, kept confidential, and
appropriate corrective action will be taken if warranted.
− Other Harassment? – offensive jokes or
treatment related to race, religion, etc.
− It is the person on the receiving end that
decides whether or not it is harassmentnot you.
Workplace Non-Violence
• Zero-tolerance policy
• What is considered violent behavior?
− Physical injury, threatening/intimidating
behavior, insults/taunting, weapon
possession, damage of property, etc.
How do I report an incident?
-Incidents are investigated by HR, kept
confidential, and appropriate corrective
action will be taken if warranted.
Progressive Disciplinary Action
• When performance, behavior or conduct
standards are not met, corrective action
will be taken
−
−
−
−
Initial / verbal warning
Written warning
Suspension and/or termination
(Examples include: not turning in billing
regularly/on time, refusing work, not attending
supervision, incorrect paperwork)
− Does not have to follow above order.
Depending on the issue, the first response
could either be written warning or termination.
Family Medical Leave Act
• FMLA allows employees to take
leave to care for themselves or a
family member up to a maximum of
12 weeks per year.
• Qualifying events:
− Birth, adoption or foster care
− Family illness
− Employee health
− Care for member of armed forces (up to
26 weeks per year)
Incident Reports
• Employees must report all accidents,
injuries and illnesses
• Notify supervisor & HR within 24 hrs
• Complete an Incident Report form
Complaints
• If an employee has a complaint:
− There is an opportunity to be heard without
fear of retaliation or penalty
− There is fair and courteous treatment
− There will be a timely reply
Procedure:
-There is a discussion with supervisor
- There is investigation with next level
supervisor
-There is a meeting with the HR Manager
Workers Compensation
• Provides benefits if you sustain a
work-related injury or illness
• Must be reported within 24 hours
• Incidents must be reported even if
you don’t see a doctor or miss work
• If eligible, 66⅔% compensation and
medical bills paid
Benefits
• Medical Insurance
• COBRA
• Workers
Compensation
• Temporary Disability
Insurance
• Paid Trainings
• 401(k) Plan
• Cell Phone
Reimbursement
• Federal Credit Union
• Auto Insurance
• Home Insurance
• AFLAC
Benefits: Medical Insurance
• Medical, dental, vision, prescription,
(acupuncture, chiropractic, and
massage therapy on Kaiser Plans
only)
• Eligibility:
− Work 4 consecutive weeks at 20hrs/wk
− Come see HR to fill out paperwork and
you will be enrolled effective the 1st day
of the month
Benefits: COBRA
• Continuation of medical coverage by
paying group rate + 2%
• Eligible if you lose your medical
coverage from TIFFE
− Not maintaining 20 hrs/wk
− Leaving the company (special
circumstances apply to involuntary
quits)
Benefits:
Temporary Disability Insurance
• Non-work related injury
− Birth
− Surgery
− Illness
• Available for as long as doctor
prescribes for up to 26 weeks
• To qualify, must have worked 20hrs
for 14 wks in a year at any employer
− 58% compensation
Benefits: Paid Trainings
• $7.25/hour for orientation trainings
• Additional training, $10/hr
• Community based training available
for TIFFE employees to attend at no
charge; this training is eligible
towards hourly training requirement
Benefits: 401(k)
• Eligible to enroll after:
− Three months at 20hrs / week
− 520 hours in a six month period
• American Funds
− Online or by phone enrollment
− Informational packet & PIN code will
automatically be sent to home address
• Edward Jones representative
Benefits: Match & Profit Sharing
• At end of year, Board of Directors has
the discretion to contribute through
profit sharing and a % of match
− Eligibility:
• Work 1,000 hours in plan year
• Be employed last day of the year
Benefits:
Cell Phone Reimbursement
• Automatically enrolled if have already
provided HR with cell number and
coverage provider
• $5 reimbursement per pay period
− Must turn in billing paperwork to receive
reimbursement- no retroactive amounts
paid
− Make sure you keep HR informed if you
change your number and/or provider
Benefits: AFLAC
• Available to all employees who
worked 20 hours a week or more
• Offers pre-taxed insurance plans at
group rates
Benefits: Others
• Long Term Care Insurance
• Memberships:
− Hawaii USA Federal Credit Union
− Hawaiian Tel Federal Credit Union
• Liberty Mutual:- 10%
− Auto Insurance
− Home /Rental Insurance
Compensation
• Pay dates for hourly employees:
− 7th and 22nd of each month
− Billing needs to be in by 10:00 a.m. on the 16th
and 1st of month. If you are late for turn-in you
will have to wait up to 7 days for a check and
be subject to disciplinary action if this occurs
on a regular basis.
− If pay date falls on a weekend, paychecks are
available the Friday prior
• Annual Performance Evaluation
• Overtime
− Must have prior approval, time & a half above
40 hrs.
In order to work…
• Credentialing
− DOE transcripts must be received by TIFFE directly from
the school
− DOH approval letter must be received by CAMHD
• Service Authorization/Work Order
− Any work done without service authorization will not be
compensated for
− Further information will be provided in other training
sessions.
- 19 Eligibility
- Visas/Permanent Residency cards must be up to date
with a copy on file in HR. Change of status should be
communicated to HR.
Leave Requests
• Leave of absences must be approved
by your supervisor prior to leave date
− Must complete a Leave Request form
and submit to your supervisor
− Inform Intake Coordinator for coverage
of case
− Leaves over one month require Clinical
Director Approval
Policies and Procedures
• Manual available in front office in
Suite 105 and 100
• Employee Handbook
− Rules of Conduct (pages 42-45)
TIFFE Website
• www.tiffe.org
• To access the Employee Section:
− Username = firstname.lastname
− Password = employee payroll number
− (top left hand side of paycheck stub);
Not employee number.
Any Questions?
Thank you!