Corrective Action
Who should you report prohibited conduct to?
Report to a supervisor
Supervisor reports to HR
Employees can also report to Director of Compliance
How often do we get paid?
Bi-weekly
What does at will employment mean to employees?
You are free to resign at any time without notice or cause
How long do you have to respond to messages?
24 hours during the work week
True or False: we only accept payment through insurances
False: Parents can pay for treatment fully out of pocket.
Some insurances still require parents to pay a copay
Name three types of sexual harassment
(1) offensive sex-oriented verbal kidding, teasing or jokes
(2) repeated unwanted sexual flirtations, advances or propositions
(3) verbal abuse of a sexual nature
(4) graphic or degrading comments about an individual’s appearance or sexual activity
(5) offensive visual conduct, including leering, making sexual gestures, the display of offensive sexually suggestive objects or pictures, cartoons or posters
(6) unwelcome pressure for sexual activity
(7) offensively suggestive or obscene letters, notes or invitations
(8) offensive physical contact such as patting, grabbing, pinching, or brushing against another’s body
(9) sexual favoritism.
How do you get reimbursed for necessary expenses?
Submit a Certify Report with a receipt.
Admins are required to get approval from ROS before incurring the expense.
What does at will employment mean to employers?
ALP may terminate your employment at will at any time, with or without notice or cause. At-will employment also means that the Company may make decisions regarding other terms of employment, including, but not limited to, demotion, promotion, transfer, compensation, benefits, duties, and location of work at any time, with or without cause or advance notice.
Are admins allowed to answer messaged outside of normal working hours?
No, unless preapproved
What email should parents contact if they want to start services?
Intake@autismlearningpartners.com
How many consecutive days must you be absent from work without notice before it is considered a job abandonment?
3 consecutive workdays
Can non-exempt employees work overtime?
- Must be approved in advance by Supervisor
- Employees are not to work before, beyond or outside their normal working hours without such prior approval
- No approval = paid but with dispensary action
Name the three types of accommodations ALP can provide
Disability, Religious, and Pregnancy accommodations
Name 4 dress code policies that BOTH clinical and admin team are required to follow
- Closed toed shoes
-Limited perfume
- Groomed, professional look
- No vulgar or offensive messages
- No torn clothes
Name 4 services ALP does
ABA (Center and In-home)
Speech Therapy
Occupational Therapy
Physical Therapy
Diagnostic Services
Early Intervention
Name the 5 different types of corrective actions
Performance Improvement Plan (PIP), Verbal Counseling, Written Warnings, Suspension, or Termination of Employment
What are 2 rules of mileage reimbursement?
- Determined by mileage between places of work (office, client location, training location)
- over 20 miles travel = reimbursement for any miles over 20
- More than 2 hours between shifts = No drive time
- Not entitled to normal home to work commuting time
What are the conditions employees must meet if they have another job outside of ALP?
Can not negatively impact work performance or create a conflict of interest
ALP comes first, no scheduling exceptions
Conflict arises, employee may be required to term one job
True or False: You may be personally responsible for any litigation that may arise should you make unlawful defamatory, slanderous, or libelous statements against any client, funding source, payor, manager, or employees of the Company
True
Name 5 states that ALP operates in
California, Colorado, Connecticut, Florida, Georgia , Maryland, Massachusetts, New Jersey, New Mexico , New York, North Carolina, Ohio, Oregon, Rhode Island, Virginia
Name 5 examples unacceptable conduct that can result in disciplinary action.
1.Violation of Company rules, policies, or practices as set forth in this handbook or elsewhere.
2. Making or knowingly using a falsified document (e.g., timecard, including that of another employee, delivery receipt, etc.), including employee records, or the filing of a fraudulent document or claim for benefits.
3. Possession, distribution, sale, transfer, use, or working under the influence of alcohol or illegal drugs on Company property, or while on duty, or while operating Company or personal vehicles or equipment. This includes consumption, sale, or transfer of such substances during break times, meal periods, or during work time.
4. Fighting or threatening violence or bodily injury to another in the workplace, (including provoking and or instigating a fight) on Company property or on Company business.
5. Negligence or improper conduct leading to damage or loss of Company property or the property of other employees, including engaging in horseplay, scuffling, or throwing things.
6. Insubordination.
7. Violation of the Company’s Policy Against Sexual and Other Workplace Harassment including, sexual, racial, or other; telling sexist or racist jokes; making racial or ethnic slurs.
8. Possession of dangerous or unauthorized materials, such as explosives or firearms or other weapons, on Company property or while on duty, subject to applicable state law.
9. Excessive absenteeism or tardiness (excluding legally protected absences or tardiness) or any absence without appropriate notice, subject to legally required exceptions.
10.Giving, selling, publishing, or assisting in the giving, selling, or publishing, or otherwise disclosing any confidential, proprietary or trade secret information of the Company as defined in this Handbook or other applicable agreement.
11. Unsatisfactory performance or conduct.
12. Failure to cooperate fully or provide truthful information in a Company investigation.
13. Dishonesty or committing a fraudulent act or breach of trust.
14. The theft of Company property or the property of another person.
15. Conducting personal business while on duty.
16. Failure to observe safety rules as posted and common-sense safety in the operation of equipment and general performance of duties.
17. Failure to report any accidents/injuries occurring at work to management immediately.
18. Smoking in unauthorized areas.
19. Unauthorized use of Company phones; engaging in non-business use of the Internet or personal cellular telephone use including, but not limited to, texting, instant messaging, blogging, and posting during working time.
20. Posting, altering, or removing any matter on bulletin boards on Company property unless specifically authorized.
21. Recklessly driving or exceeding safe driving rules.
22. Threatening, intimidating, coercing, or interfering with fellow employees on Company property or on Company business.
23. Using profane, abusive, or threatening language at work.
24. Not showing up for a scheduled shift or leaving the workplace during worktime without permission.
25. Working overtime without authorization or failure to work assigned overtime.
26. Engaging in criminal conduct which has some bearing on work performed for the Company.
27. Sleeping on the job during working time.
28. Violation of No Solicitation policy.
How many PTO Days do employees get each year, based on years of employment?
Less than 1 year = 5 days
1 year - 5 years = 10 days
5 years - 10 years = 15 days
10+ years = 20 days
If you disagree with something in your personnel file what can you do?
The employee can add their version of any disputed item in the file
What are the two reasons as to why an off-duty employee is allowed to reenter the center?
- Parent/Guardian of a client
- Conduct company-related business (employee's normal duties, or duties specifically directed by management)
What year did Autism Learning Partners start offering services to autistic children?
1988