When starting a non-medical home care agency, it is important to have an employee handbook in place. This will help outline the policies and procedures for your employees, as well as adhere to any federal, state, or local regulations. In this article, we will discuss what should be included in a non-medical home care employee handbook.
Importance of an Employee Handbook for Non-Medical Home Care Agencies
An employee handbook is important for a non-medical home care agency for several reasons. First, it will help ensure that all employees are on the same page in terms of expectations and policies. Second, it can help protect the agency from legal liability. And, third, it can serve as a reference point for employees if they have any questions about their rights or responsibilities.
Start with a List of Priorities
Before you start writing the employee handbook, it is important to sit down and make a list of priorities. What is most important for your employees to know? What do you want to make sure is included in the handbook? Once you have a list of priorities, you can start to outline the employee handbook.
Reiterate the Mission of the Non-Medical Home Care Agency
The first thing that should be included in the employee handbook is a reiteration of the mission of the non-medical home care agency. This will help employees understand the purpose of the agency and what you are trying to achieve. For example, if the mission of the non-medical home care agency is to provide high-quality care for seniors, this should be clearly stated in the employee handbook.
Outline an Organization Chart with Q & A Section
Another important item to include in the employee handbook is an organization chart that details the ways decisions are made in the agency and who is responsible for oversight of those decisions. Include those who oversee personnel, equipment, duties, work schedules, etc. This will help employees know who to go to with their questions or concerns. Include in the chart a section for employees that includes, “frequently asked” questions and answers to provide solutions for employees in an easy and non-threatening format.
What to Include in a Non Medical Home Care Employee Handbook
Now that you know the priority items that should be in the employee handbook, let’s take a look at other items to be included in the handbook.
Non-Medical Home Care Agency Policy and Procedure
One of the items you will want to include in the employee handbook is a “policy and procedure” overview for the non-medical home care agency. This should include an outline of the agency’s policies and procedures, as well as any specific procedures that employees need to follow. For example, a procedure for reporting abuse or neglect is typically included and this should be clearly stated in the employee handbook.
Adhering to Federal, State, and Local Regulations
Another important item to include in the employee handbook is information on federal, state, and local regulations. This will help employees understand what they need to do in order to comply with these regulations. Employees remain responsible for keeping their licenses and certifications up to date. Therefore, the non-medical home care agency should have a policy in place for license and certification renewals that adheres to federal, state, and local regulations.
Employee Code of Conduct
The next item that should be included in the employee handbook is a code of conduct. This will outline the expectations for employee behavior. You might expect employees to dress professionally, arrive on time for their shifts, and respect the privacy of clients. The code of conduct should also include a policy on social media use. For example, you might require employees to refrain from posting confidential information about clients on social media.
You can also address workplace safety. For example, you might have a policy that requires employees to wear gloves when they are cleaning.
Benefits and Compensation
Another important item to include in the employee handbook is information on benefits and compensation. This will help employees understand what they are entitled to and how they will be compensated for their work. Home care workers earn an average of $17 to $30 per hour, according to the Bureau of Labor Statistics. Wages can vary widely, depending on experience, education, and location.
Some non-medical home care agencies offer health insurance to their employees. Others offer paid time off, holiday pay, or other benefits. It is important to include this information in the employee handbook so that employees know what to expect.
Another thing that should be included in the employee handbook is information on performance reviews. This will help employees understand how their performance will be evaluated. For example, you might have a policy that requires employees to complete a certain number of tasks during their shift. Employees who do not meet this requirement may be subject to a performance review.
Employee Discipline Procedure
Another element to add to the employee handbook is a discipline procedure. This will outline the steps that will be taken if an employee violates the code of conduct. For example, you might have a three-strike policy. This means that an employee who violates the code of conduct three times will be subject to disciplinary action, which could include a suspension or termination.
It is important to have a discipline procedure in place so that employees know what to expect if they violate the code of conduct. This will help to set strong standards for behavior and create a more positive work environment.
Home Care Agency Expectations
New hires should know what your agency expects of them in any position. Include a section on the expectations of the home care agency. This will help employees understand what is expected of them in terms of their work.
Privileges and Responsibilities of Management and Employees
The final thing that should be included in the employee handbook is a section on the privileges and responsibilities of management and employees. This will help employees understand their rights and responsibilities within the agency. For example, you might have a policy that requires employees to take client calls during their shifts. Employees who do not comply with this policy may be subject to disciplinary action.
By including all of this information in the employee handbook, you can help ensure that your employees are well-informed and that they understand the expectations of the agency. This will help to create a more positive work environment and to reduce the risk of legal liability.
When to Update the Employee Handbook
It is important to periodically review and update the employee handbook. This will help to ensure that the information is accurate and up-to-date. You should also update the employee handbook if there are changes to federal, state, or local regulations.
This is a basic outline of what should be included in a non-medical home care employee handbook.
An employee handbook is an important tool for any non-medical home care agency. It can help protect the agency from legal liability, ensure that employees are well-informed, and create a more positive work environment.
For more specific information, you may want to consult with an attorney or human resources professional.