Take Care began with an office staff of three and a field staff of five. During the following years, it has grown to a staff of over employees. Many of the first-year hires remain with the company due to excellent growth management by the company and the heart-felt support of all employees. From the beginning, the goal of Take Care has been to be the best regional provider of private duty home health care. This is still the major focus of Take Care. Our satisfied clients are the best source of future business.
They and their families, physicians, and financial managers continue to refer their friends and clients to Take Care for quality service. In , Susanne recognized a need for geriatric care management and opened Take Care Advisor. Take Care continues to be on the cutting edge of health care. Together, they ensure a continuity of character and consistency of values, which is the stabilizing force that propels the creativity and innovation needed to move Take Care forward.
Their business ethics and the value of relationships combine to make a caring, dependable, and trustworthy service. Furthermore, the dedicated Take Care team works collectively to ensure the efficacy and standards of home health care and RN geriatric care management are upheld to the highest degree—everyone deserves the best in care.
Our goal for the future is to continue to provide the highest quality home health care along with geriatric care management to enhance and spread our excellent reputation in the community. Each employee of Take Care is an at-will employee. This means, as an employee of Take Care, the employee may terminate his or her employment at any time, for any reason, or no reason, and the company has the same right. This Employee Handbook or any other employment policy or form, is not intended to create a contractual relationship with the employee.
This lack of guarantee and lack of employment contract also applies to other benefits, working conditions, and privileges of employment with Take Care. Take Care provides equal employment opportunities EEO to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws.
Take Care complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
Take Care expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Take Care employees to perform their expected job duties is absolutely not tolerated. The Americans with Disabilities Act ADA and the Americans with Disabilities Amendments Act ADAAA , are federal laws that prohibit employers with 15 or more employees from discriminating against applicants and individuals with disabilities and that when needed provide reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable accommodations, so that they may perform the essential job duties of the position.
It is the policy of Take Care to comply with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission EEOC.
Furthermore, it is our company policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions, and privileges of employment. Contact Human Resources with any questions or requests for accommodation. Take Care does not believe it is necessary to have a third party intervene between the corporation and our employees.
Take Care relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented.
Any misrepresentation, falsifications, or material omissions in any of this information or data may result in exclusion of the individual from further consideration for employment at any time during the hiring process, or, if the person has been hired, termination of employment may occur.
Human Resources reviews all application and reference information that has been verified. Those selected for further consideration are contacted and scheduled for a personal interview. After the interview, Human Resources will determine if the applicant will be hired. If hired, an appointment will be made with the future employee for orientation training in the Take Care office. Safe working environment policies are in effect for all Take Care employees.
In compliance with these policies, at the time of acceptance of a conditional offer of employment, the new employee will also be required to satisfy the following conditions of employment:. As part of the hiring process, the employee will sign a notarized affidavit to initiate the background check, as stated in Florida Statutes Section If disposition information is missing on the criminal record, it is the responsibility of the person being checked to obtain and supply the missing information within 30 days.
Failure to do so will result in automatic disqualification of employment. Take Care may not use this background information for any purpose other than determining that the employee meets minimum standards of good moral character for home health agency personnel.
These standards as established by the Agency for Health Care Administration ensure that all home health employees have not been found guilty of, regardless of adjudication, or entered a plea of guilty to any offenses prohibited under any of the provisions of Florida statutes as included in the employment application.
This orientation process may include the following orientation sessions: Human Resources, Clinical, and Safety. Orientation is paid to new field employees at minimum wage. Applicants and candidates for employment with Take Care are expected to provide complete and accurate information regarding their background, employment history, credentials, and qualifications for employment.
If, following employment, Take Care learns that an employee intentionally provided false or misleading information, or intentionally omitted pertinent information regarding essential background, employment history, credentials or qualification for employment, Take Care may discipline the employee up to and including termination, regardless of the time elapsed before the discovery. For purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.
Take Care hires qualified relatives of employees if the employment does not create an actual or perceived conflict of interest. If a supervisor is placed in a position of supervising a relative, the supervisor is responsible for using good judgment and impartiality in all decisions affecting the relative. Employees and former employees must refer all such inquiries to Human Resources. Human Resources will only respond to reference check inquiries that are submitted in writing. Take Care employees are designated as either non-exempt or exempt under federal law and state wage and hour laws.
In addition to the above classifications, each employee will belong to one of the following categories:. Overtime work may be available. Overtime is paid according to State and Federal regulations for non-exempt employees and is based on actual hours worked. For purposes of performing overtime calculations, time off for PTO paid time off , holidays, or any other leave of absence will not be considered hours worked.
Any unapproved absence will be considered an unexcused absence. If planning to take time off, the employee must fill out a Notification of Days Off form located in every Take Care office and give to Human Resources or the Office Coordinator. If an employee suspects he or she is ill, the employee must immediately call to the Take Care office.
Employees who are sick with a communicable illness should not report to work until the risk of infecting others has passed and they are able to satisfactorily perform their job duties. Communicable illnesses for purposes of this policy are those such as colds, flu, measles, mumps, and chicken pox, etc.
Such communicable illnesses are transmitted by the spread of viruses and bacteria in airborne droplets through coughing and sneezing, and by touching and hand contact on shared items. If the illness does not pose a risk to co-workers or clients, and if the employee can perform the job duties with or without reasonable accommodation, the employee is encouraged to discuss t heir return to work with Human Resources. All employees are expected to be at their assigned shift ready to work on time, and are expected to work the exact scheduled time.
If an employee is late or expects to be late for any reason, the employee is required to notify Take Care Scheduling as soon as possible. Failure to do so may result in disciplinary action. If a client wishes to alter the shift time, the client must call to Take Care Nursing. Caregivers are not to leave shift at any time other than what is scheduled unless the caregiver has spoken with Take Care Nursing and received approval while still on shift.
Unexcused tardiness or leaving early without approval will not be tolerated and will result in disciplinary action up to and including possible termination. If an employee has an emergency and will not be able to report to work, the employee must notify the Supervisor whether during business hours or during afterhours with as much advance notice as possible prior to their scheduled start time preferably at least 8 hours prior.
If an employee suspects he or she is ill, immediately call to the Take Care office. All employees are expected to be at their assigned work station ready to work on time, and expected to work the exact scheduled time. If the employee is late or expects to be late for any reason, the employee is required to notify the Take Care Supervisor as soon as possible. Office Employee time worked is reported via ADP input and must be completed by the end of every work week.
Failure to report time worked for any employee will result in a delayed paycheck. Take Care utilizes electronic visit verification through a telephony system. This is a requirement of the job. Accurately recording time worked is the responsibility of each employee. Falsifying information on Take Care documentation will result in disciplinary action.
An employee falsifying time worked will be placed on probation or terminated. Federal and State laws require Take Care to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked over that which is scheduled must be pre-approved by the client and confirmed by an RN Clinical Supervisor or by a Triage Nurse if after hours. Overtime work must always be pre-approved before it is performed.
If the telephony system should fail and not by user error , time slips and additional documentation such as ADLs will be required. In addition, in special circumstances where a client does not permit the use of their phone, time slips and paper ADLs will be required. That documentation is to be submitted to a Take Care office by AM every Monday and must be submitted following the guidelines below:. Separate Time Slips must be filled out for each client during each time period, including couple care.
Employees should accurately record the time they begin and end their work. Each Time Slip must be signed by the Employee and by the Client or their representative. Falsifying information will result in disciplinary action. An instructional guide is provided to each employee.
The employee is required to complete a detailed mileage log form, which includes the specific addresses and verified Google Maps mileage on the Take Care Mileage Log. Mileage reports will only be honored for one month following the period in which the mileage was incurred.
One mileage log is to be completed per client. If traveling out of the area on Take Care business, Take Care will pay reasonable pre-approved transportation costs, lodging and meal expenses. Some expenses may be prepaid by Take Care such as airline tickets and other expenses will be reimbursed upon return such as hotel and meals.
Receipts must be obtained for all expenses to be reimbursed. Example: RN travels to potential client home for a courtesy visit. If an Office Hourly Employee is asked to go to the Field, then they are reimbursed for miles from and to the Take Care office to the client or errand location. Those are reimbursable miles. Example: CG is asked to come to a Take Care office to pick up equipment. Take Care employees are paid weekly on Fridays. Each paycheck will include earnings performed through the end of the previous payroll period.
A payroll period starts and ends at a. Paychecks are generally available between a. In the event that a payday falls on a holiday, payday information will be posted for employees in each office.
The privilege of direct deposit will be forfeited if this requirement is not fulfilled. Take Care takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday. In the unlikely event that there is an error in the amount of pay, the employee should bring the discrepancy to the attention of Payroll by calling the Sarasota Take Care Office.
If corrections are warranted, they will be processed in a timely manner. Live paychecks must be cashed within 6 months of issuance. Take Care will make one attempt to contact the employee before the paycheck is cancelled. All cancelled paychecks will be sent to the Florida Department of Financial Services as unclaimed property after one year. Live paychecks that are cashed prior to the actual check payday will incur an early cashing fee.
Take Care employees may have their pay directly deposited into their bank accounts if they provide advance written authorization to Take Care. Employees will receive an itemized statement of wages when their pay is direct deposited. The itemized statements of wages must be routinely picked up at the Take Care office every 3 weeks or the privilege of direct deposit will be forfeited. Take Care employees will receive their last payment in a form of a check. The employee must be in good standing until the very last day to receive their last payment via Direct Deposit.
This will be on a discretionary basis. Take Care establishes an employee file when employment begins. It is important that accurate employment records be kept for each employee. Take Care uses continuous performance evaluation and feedback to keep employees informed of their performance and to offer guidance for clarifying and reaching position goals.
Performance feedback may be given in two formats: verbally or in writing. Every employee has the duty and the responsibility to be aware of and abide by existing rules and policies. Employees also have the responsibility to perform their duties to the best of their ability and to the standards as set forth in their job descriptions or as otherwise established.
Take Care supports the use of progressive discipline to address issues such as poor work performance or misconduct. Our progressive discipline policy has been designed consistent with our organizational values, HR best practices and employment laws. Take Care reserves the right to determine the appropriate level of discipline for any inappropriate conduct, including verbal and written warnings, suspension with or without pay, demotion and termination.
It may be necessary for Take Care to take disciplinary action against an employee. The severity of the disciplinary action depends on the nature of the offense.
Discipline may range from a verbal warning s , to a written warning s , to temporary suspension from work, or to immediate termination. Outlined below are the steps of our progressive discipline policy and procedure. Take Care reserves the right to combine or skip steps in this process depending on the facts of each situation and the nature of the offense. The level of disciplinary intervention may also vary. These categories of termination are defined below.
Employees who voluntarily separate their employment are urged to give a minimum of two weeks written notice four weeks for Clinical Supervisors and six weeks for all Clinical Directors and Administrators prior to the separation date. This will be an opportunity to give feedback concerning employment at Take Care.
Take Care may, in its sole discretion, reassign or transfer an employee. An employee may be asked to accept a reassignment to assist Take Care when the need arises. Reassignment may be used as an alternative to termination in instances in which a recently promoted employee cannot adequately perform new job duties after a sufficient trial period has elapsed.
Any medical, personal, and social information about a client or employee and also proprietary information regarding the operation of our business that is not generally known or disclosed to the public are confidential.
Confidential information may only be discussed with employees who have a work-related need to know. Employees will not discuss confidential information with any persons outside of Take Care. Clients should not be discussed with family, friends, or other clients. Failure to protect confidential information is a serious offense. An employee who violates this policy is subject to disciplinary action, up to and including termination. An actual or potential conflict of interest occurs when a Take Care employee is in a position to influence a business decision by Take Care or by a client of Take Care that may result in a personal gain for that employee or for a relative of any employee.
For the purpose of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.
However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose the existence of any actual or potential conflict of interest to the CEO or President of Take Care, as soon as possible, so that safeguards can be established to protect all parties.
An employee may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with Take Care. No employee may conduct personal business during working hours either at a Take Care office or if the employee works remote. No Take Care equipment may be utilized to conduct personal business. Field Employees are required to wear scrubs at all times unless otherwise instructed. As professionals, first impressions can be lasting ones.
This means that although a suit and tie is not required every day, a professional appearance is required every day. Safety needs to be taken into consideration when it comes to footwear. This includes safe footwear if the employee is going out to see clients and performing such tasks as transfers. Employees need to make sure their footwear is sturdy no open back shoes.
The above is provided for guidance. If there are additional questions, employees should talk with their manager. Please restrict any smoking to the designated area outside of all Take Care offices please see Human Resources for instruction.
Smoking is not permitted while on shift under any circumstances. Please refrain from smoking immediately before shift. Equipment essential to job duties may be expensive and difficult to replace. When using equipment owned by Take Care or the client, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines. Please notify the office if any equipment appears to be damaged, defective or in need of repair.
This pertains to all damages, regardless of size. Employee will not be expected to pay for damages resulting from an accident, which occurs in the normal course of work. Employees are not permitted to place personal cell phone calls or receive personal cell phone calls while working for a client. Our preference is that employees do not take their personal cell phone on shift. Making or receiving personal calls is an inappropriate distraction, along with texting.
Employees who violate this policy will receive disciplinary action up to and including possible termination. If a family member needs to reach an employee because of an emergency, the family member should call the main Take Care number. The employee immediately will be reached. Since the telephone is a very valuable tool for Take Care, all employees are expected to use it in a professional manner.
From time to time it may be necessary to make or receive personal telephone calls while on the job. Please limit these calls to 5 minutes or less. Step outside if this is on a cell phone and be sure to sign out and back in at the front desk.
If a personal call is in progress when a business call is received, the business call must be first priority. Either place the personal call on hold or call back later. Excessive use of cell phones for personal calls and texting will not be tolerated. It may result in disciplinary action, up to and including termination.
All passwords are the property of Take Care. Employee will use only passwords known to the Employer. Employees using computers are to save all company documents and files on the Take Care corporate server only.
All data stored on the Take Care servers are property of Take Care. Data should not be taken off-site for any unauthorized use. The following guidelines have been established for using the Internet, company-provided cell phones and e-mail in an appropriate, ethical, and professional manner:. All company-supplied technology and company-related work records belong to the company and not to the employee. Take Care routinely monitors use of company-supplied technology. Inappropriate or illegal use or communications this includes but not limited to emails, office telephones, cell phones, texting and instant messaging may be subject to disciplinary action up to and including termination of employment.
Employees are required to exercise caution and follow all operating and safety instructions. Employees are required to obey all applicable laws when operating a vehicle. Employees MUST notify the office if any client vehicle appears to be damaged, defective or in need of repair.
No more than one 1 moving violation which is not a major violation in 3 years or no more than 6 points in 7 years. This may be considered when planning staffing for a long-term case that involves driving. Employee is to be professional and respectful with co-workers, management, clients, and the public. Take Care will not tolerate employee behavior that creates a disruptive, intimidating, threatening, violent, bullying, hostile or offensive working environment. Any employee who creates or adds to such an environment—whether verbal, physical or otherwise—will be subject to disciplinary action, up to and including termination.
Take Care is dedicated to serving clients and the public with the highest ethical standards. Gaining and keeping the trust and goodwill of our clients and the public is our highest goal.
Each employee represents Take Care to our clients and to the public. It is important when performing employee duties that they are always done so honestly, fairly, legally, and ethically. Employees will deal with co-workers, clients, and members of the public cheerfully and with respect. Take Care expects every employee to meet standards of satisfactory work performance and to observe basic rules of good conduct and professional behavior. Any employee exhibiting unacceptable behavior will be disciplined up to and including termination.
Following are some examples of unacceptable behavior. Other situations and behavior may warrant disciplinary action up to and including termination.
This list is not all inclusive of unacceptable behavior:. Take Care employees have the responsibility to serve all clients and their families equally. Take Care employees are not to solicit gifts or gratuities from clients as an inducement to provide services. Accepting gifts, gratuities or favors creates a possible conflict of interest and may result in unethical business practices. If a Take Care client offers an employee a gift, monetary or otherwise, the employee must notify Take Care Nursing.
This policy protects the employee and Take Care. Failure to adhere to this policy may result in discipline up to and including termination. Take Care prohibits employees from accepting gifts or favors of any kind from individuals or organizations that do business with, or may wish to do business with Take Care.
Before speaking to the media or to any other persons outside this organization about Take Care, employees must obtain approval from the Director of Business Development, the President, or the CEO and Owner. Failure to do so could result in disciplinary action up to and including termination. Take Care strives to provide a drug-free, healthful, and safe workplace. To promote this goal, Take Care has a zero-tolerance policy where drug and alcohol use are concerned.
Employees are expected to adhere to the policies and procedures found within. For the purpose of this policy, Take Care Office work hours are defined as a. Use of key cards is restricted to Office Staff. All key cards must be signed out upon receipt and returned upon termination of employment.
Office Staff must notify their supervisor prior to accessing any Take Care office during non-working hours. All Take Care Offices are electronically locked during non-working hours. For personal security, any employee that finds an outside access door open during non-working hours should never enter the premises without first notifying the after-hours supervisor prior to entering. Field employees are not permitted to be inside Take Care offices after hours without approval from a Supervisor.
All passwords are changed periodically and kept confidential. Anti-Virus software scans are performed daily. The network is to be backed up nightly to a separate location.
In the event of an emergency, all electronic equipment is to be shut down immediately and backup tapes are to be taken off premises by the Director of Business Operations at the Sarasota Office. For the purpose of this policy an emergency is defined as a life threatening or perceived life-threatening situation whether on or off the Take Care premises. Emergency situations may include a bomb threat, physical violence, robbery, fire, hurricanes, and flood, among others.
In the event of an emergency, employees are to report to their supervisors for instruction. Take Care is proud of its safe work record. To maintain this record, employees are expected to follow the safety policies and procedures contained in the Safety Manual and safe work practices that have been verbally communicated.
The Safety Manual is to be used by employees as a guide to aid in safety and the safety of others. A copy has been provided during orientation. As required by the Occupational Safety and Health Administration OSHA , employees must immediately report all injuries or illnesses that occur or originate while on the job.
If an office employee is aware of any unsafe conditions in the workplace, notify Human Resources. Take Care requires that all field employees notify Human Resources of any accident, injury or otherwise restricting condition that occurs away from work, which may prohibit one from performing essential job functions.
All information will be confidential. If an employee has questions or needs additional information about this program, contact Take Care Nursing. Specific use of personal protective equipment is explained to employees in detail during their initial orientation and upon request.
Take Care has a Zero Tolerance Policy on workplace violence. All employees must behave professionally and treat others with courtesy and respect at all times. Any inappropriate or threatening conduct will not be tolerated. Employees should promptly inform Human Resources of any protective or restraining order that the employee has obtained that lists the workplace as a protected area.
Take Care will not retaliate against an employee who makes a good faith report. Employees are expected to follow the policies and procedures contained in the Safety Manual. A copy has been given to each employee during that orientation. Employees may sometimes have problems and questions related to their work. It is important that each employee discuss and resolve these problems quickly, before serious conflict and misunderstanding develop.
A grievance shall be considered to be any problem that may result from an action in any level of the organization that is construed by an employee as not reasonable. It is strongly encouraged that all grievances be resolved through informal discussion. Good communication is encouraged and important to Take Care. When resolution cannot be achieved through informal discussion, the following steps will be taken:. Take Care has a Zero Tolerance Policy on any form of harassment. Take Care is committed to a work environment in which all individuals are treated with respect and dignity.
Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, Take Care expects that all relationships among persons in the office will be business-like and free of bias, prejudice, and harassment.
It is the policy of Take Care to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran.
Take Care prohibits any such discrimination or harassment. Take Care encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of Take Care to promptly and thoroughly investigate such reports. Take Care prohibits retaliation against any individual who reports discrimination or harassment or who participates in an investigation of such reports. Sexual harassment constitutes discrimination and is illegal under federal, state and local laws.
Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Harassment on the basis of any other protected characteristic is also strictly prohibited. These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or someone not directly connected to Take Care e.
Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events. Individuals who believe they have been the victims of conduct prohibited by this policy statement or who believe they have witnessed such conduct should discuss their concerns with their immediate supervisor, Human Resources, or any member of management.
When possible, Take Care encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and request that it be discontinued. Often this action alone will resolve the problem. Take Care recognizes, however, that an individual may prefer to pursue the matter through complaint procedures. Take Care encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained.
Therefore, although no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.
Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action. 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.
Acts of retaliation should be reported immediately and will be promptly investigated and addressed. Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. False and malicious complaints of harassment, discrimination or retaliation may be the subject of appropriate disciplinary action.
Computers, software, and other equipment, including facsimiles, copy machines, scanners, telephones, and other electronic equipment are not to be used by any employee for personal needs, correspondence, or messages, or for personal business. Any electronic communications that are the property of Take Care may not be used for solicitation or to harass another employee, client, or otherwise.
Computer files and electronic and telephonic communications, including e-mail and fax communication are not private. All employees have no expectation of privacy in e-mail, which is the property of Take Care. Employees are obligated to follow all applicable federal and state laws, regulations, policies ex: copyright, defamation, privacy, publicity, etc. Employees should have no expectation of privacy while engaging in work for Take Care or on the premises of any Take Care workplace.
Consent to Take Care inspecting or monitoring any packages or personal possessions brought in to Take Care workplace, computer files and electronic and telephonic communications, including e-mail and fax communications at any time, is a condition of employment. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist employees in making responsible decisions about their use of social media, we have established these guidelines for appropriate use of social media.
In the rapidly expanding world of electronic communication, social media can mean many things. Ultimately, each employee is solely responsible for what he or she posts online. Before creating online content, consider some of the risks and rewards that are involved. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject employees to disciplinary action up to and including termination.
Always be fair and courteous to fellow employees, customers, suppliers, or people who work on behalf of Take Care.
Also, keep in mind that work related complaints are more likely to be resolved by speaking directly with co-workers or by utilizing our Open-Door Policy than by posting complaints to a social media outlet. Nevertheless, if employees decide to post complaints or criticism, they avoid using statements, photographs, video, or audio that reasonably could be viewed as malicious, obscene, and threatening or intimidating, that disparage employees, customers, or suppliers, or that might constitute harassment or bullying.
Employees should make sure they are always honest and accurate when posting information or news, and if they make a mistake, correct it quickly. Be open about any previous posts that have been altered. Remember that the Internet archives almost everything; therefore, even deleted postings can be searched. Never post any information or rumors that are personally known or suspected to be false about Take Care, fellow employees, customers, suppliers, and people working on behalf of Take Care or competitors.
Employees are prohibited from using social media while on work time or on Take Care equipment including, but not limited to computers and cell phones. Do not use Take Care email addresses to register on social networks, blogs or other online tools utilized for personal use. Take Care prohibits taking negative action against any employee for reporting a possible deviation from this policy or for cooperating in an investigation.
Any employee who retaliates against another associate for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.
Take Care has established a variety of benefits for eligible employees. Benefit eligibility is dependent upon a variety of factors, including employee classification. Others, such as paid time off and K participation, only apply to regular full-time office staff and part time office staff that qualifies. Some benefits programs require contributions from the employee and some are fully paid by Take Care.
In addition, all policy statements in this Employee Handbook that describe various insurance benefits are merely brief summaries of the plans. Details of each plan and what employee opportunities are in the plan are contained in individual plan summary booklets or documents. These are provided to employees who participate in the plans.
If any statement in this Handbook or plan summary booklet or document is in conflict with an official plan document from the provider, the official plan document will control.
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