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NEW EMPLOYEE ORIENTATION

Harvest Health & Rehab of Johns Island, LLC
by

lindsay anderson

on 6 September 2016

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Transcript of NEW EMPLOYEE ORIENTATION

New Employee Orientation
Johns Island Rehabilitation & Healthcare
Welcome To Johns Island Health & Rehab!!
Today's Agenda
Ground Rules
Please TURN OFF CELLPHONES
Do not hesitate to ask a question
Listen
Provide feedback
Have FUN!
Orientation
History of our company:
HR Policy Manual
Infection Control
Break
Social Services
Lunch
Maintenance
Staff Development
Break
Human Resources
The facility was built in the 1970's and named Hermina Traeye Nursing Center Inc after Hermina Traeye.

It was shut down 17 years ago because the staff was not properly taking care of their patients.

The Director of Nursing Gene Broome along with HMR reopened the facility

We are owned by Healthcare Navigator. Health Care Navigators, LLC (HCN) was founded in June, 2011 and primarily serves clients in Boston, MA and the surrounding area. They purchased Covenant Dove in 2014.

Covenant Dove was renamed Orianna Healthcare Systems and our building was renamed Johns Island Rehabilitation and Healthcare in June 2016.
Mission Statement
"Serving the needs of our communities, one patient at a time"
Forms to fill out:
I9 (done online)
Copy Drivers license/ssc/professional license
Employee History and physical
Policies
Name tag
Employee Handbook
401k
PTO/Benefits policy
Meals
Sexual Harrassment Policy
Employee
Health
Outline
Tuberculosis Control
PPD Test Authorization
Hepatitis B Consent Form
Infection Control Program
Heimlich Maneuver
Seizures
Blood Borne Pathogens
Policies
Injury Prevention/Lift/Bed Policy
Consumer Report
Social
Services
HIPPA
PRIVACY ACT STATEMENT
MORE HIPPA
RESIDENT'S RIGHTS
ABUSE & NEGLECT POLICY
REPORTING ABUSE OR NEGLECT
NURSING
accidents & incidents
elopement risk reduction
survey
documentation
THE END
CORPORATE COMPLIANCE
FALSE CLAIM PROTECTION
MEDICAL RECORDS RELEASE
REHAB
PROPER USE OF SPLINTS
RESTRAINT GUIDELINES
INTERACTION WITH THERAPY
FIRE SAFETEY
RACE
FIRE PROCEDURE & EVACUATION PLAN
FIRE EXTINGUISHERS
PASS
ABC FIRE EXTINGUISHERS
EMPLOYEE SAFETEY
Time Clock 411
You are responsible for managing your time

You have a 7 minute window from your scheduled punch time to clock in/out

Failure to clock in/out on a regular
basis may lead to disciplinary action, up to termination.

IMMEDIATELY REPORT ANY ISSUES TO YOUR SUPERVISOR OR HUMAN RESOURCES
Call -In Procedure
Contact your supervisor at least 4 hours before your shift

failure to notify the company may result in disciplinary action/termination

You are personally responsible to notify us. Email/Text/Social Media are not acceptable ways to communicate your future absence
CELL PHONE POLICY

Use of personal cell phones during working hours is PROHIBITED.
Employees may use personal cell phones while on breaks and during lunch periods;

Employees are prohibited from using business-issued or personal cell phones in resident areas of the facilities at all times.
INTRODUCTORY PERIOD
90 DAYS

Performance reviews will be conducted after completing 90 days of employment and will occur annually thereafter on or around your hire date.
Accidents & Incidents
What do we want you to see?
Diversity & Inclusion
Orianna is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant's race, color, religion, national origin, marital status, age, disability, veteran status, sexual orientation or any other protected status.
Accessibility
Orianna seeks to reasonably accommodate qualified individuals with disabilities. Generally, reasonable accommodations will be made unless it creates an undue hardship to the company. All offices and facilities, including its programs and activities, are accessible to and usable by individuals with disabilities, including persons with mobility impairments, impaired hearing and vision, and to persons with limited English language proficiency.
Harrassment Free Workplace
Orianna supports the right of all employees and visitors to work in a productive, professional environment and, therefore, will not tolerate any form of harassment in its workplace. Harassment directed toward any employee, resident, family member, vendor or other visitor is strictly prohibited.
Non-Disclosure of Confidential Info
Employees will have access to confidential information regarding our operations, business affairs, residents, vendors and products. Under no circumstances may an employee divulge confidential information to anyone unless the confidential information is being used in the course of Orianna's business.

Employees' obligation to maintain confidentiality applies during the term of their employment with Orianna and after they are no longer an employee of Orianna.

-Pay Rates
-Supply Issues
-Pharmacy Issues
-Transport Issues
NON-SOLICITATION
Definition of solicit (v)
so·lic·it [ sə líssit ]


1.plead for something: to try to get something by making insistent requests or pleas
2.ask somebody for something: to plead with or petition a person or group for something

Open Door Communication
If you are not satisfied with the resolution of your concern, or if for some reason you do not wish to discuss the matter with any member of the Administrative staff, you may discuss your problems with another Supervisor or contact your Regional Vice President or Corporate Human Resources department.
Human Resources Policies
Examples:
Bullying
Language or comments that are offensive, including vulgarities. These may include hostile, mocking or lewd comments or jokes or intimidation that alters an individual's work efficiency.
Employment Status
Full-Time employees must maintain a minimum of 30 average hours per week.

Part-Time employees work less than 30 hours per week.
Introductory Period
The first 90 days worked with Orianna is considered to be an introductory period. During this period, the employee and Supervisor will have the time to independently evaluate whether the work is suitable for the employee

-Attendance is HUGE during your first 90 days
-Communication with your supervisor is key
-Ask as many quetions as possible
-Dont be afraid to report personal or work issues
Dress Code?
Draw on the board what clothes or accessories would be INAPPROPRIATE to wear to work!!
Cellphone Policy
Use of personal cell phones during working hours is prohibited. Employees may use personal cell phones while on breaks and during lunch periods; however employees are prohibited from using business-issued or personal cell phones in resident areas of the facilities at all times.
Personal Data Change
LET US KNOW!

When your address, phone number, emergency contact, marital status, or name changes

Your address, bank info, phone number, etc.. can now be changed online!!!
Employment Status Change
If you go from full-time to part-time to PRN or visa versa you must complete a request for the change in writing

I will notify corporate

You may start/stop accruing or lose vacation time
Anti-Nepotism
An “immediate family member” is defined as:
 Spouse
 Child (step/adopted)
 Parent (step/in-law)
 Sibling (step/in-law)
 Grandparent (step/in-law)
 Grandchild (step/adopted)
 Significant ‘other’ (living together)
ATTENDANCE STANDARDS
Attendance Record Maintenance
Reporting to work/Leaving Early
Employee Responsibilities
Failure to Notify
Direct Contact
Daily Notification
Accidents & Illnesses
Proof of Illness
Proof of Necessary Absence
Corrective Action Process
Employment Verification
The only info I will give for verification over the phone is your dates of employemtn and your position all other info must be provided via fax or email
Exit Interviews
We schedule exit interviews for every employee voluntarily leaving the company the week before their last day of work
Job Posting
Hourly positions are posted for 3 days

Salaried positions are post for 5 days in house
Parking
Please Please Please do not take our visitor spots!

Keep your vehicle locked at all times

We are not liable for loss or damage
Relocation
The company will pay for one pre-assignment site visit including spouse not to exceed 3 days
Secondary Employment
All full-time employees are expected that their work here at Johns Island Rehab and Healthcare is primary to other employment

Work schedules are subject to change any time based on the needs of the business
voluntary Separation vs Involuntary Separation
voluntary = your descision we appreciate a 2 week notice for hourly employees and 4 weeks for salaried employees

involuntary = termination based upon our disciplinary process
Human Resources Policies Continued...
Smoking
SMOKING IS PROHIBITED EVERYWHERE BUT THE ONE DESIGNATED AREA!!!!!!!!!!!!!!!!!!!!!!!!!!!!

You must smoke in the designated area
Use of Personal Vehicle for Harvest
DONT DO IT...
Visitors
Must sign in at the nurses station or the reception desk depending on what entrance they come in
Transfers
Voluntary = when you apply for a posted position

Involuntary = your position is eliminated

You must meet HR criteria to transfer
Standards of Performance
1. Verbal Warning

2. First Written Warning

3. Final Written Warning

4. Termination
Standards of Performance Cont...
We must be honest, respectful ADULTS at work!
Performance documentation should be completed for all employee related issues
Constructive Correction = management will try to redirect/guide/assist any way possible to avoid disciplinary action
Suspension
HR Review
Discharge with out notice
Work Week & Pay Day
Pay day is on tuesday

We are paid bi-weekly

We require direct deposit

You can split your direct deposit
Overtime
Your supervisor MUST approve overtime in advance

Employees working OT will be paid in any and ALL circumstances

Any hours over 40 hours between tuesday and monday is OT/time and a half
Holidays
New Years Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Black Friday
Christsmas Day
Vacation
It's paid time off, PTO, etc...
All full-time employees accrue it based on their length of serivce and how many hours they work

You must put in your request 2 WEEKS IN ADVANCE!!!

A request is just that, its on a guarantee
Bereavement
Only the death of an immediate family member will be recognized for the purposes of this policy, and employees may be asked to furnish proof of relationship to the deceased.
Immediate family is defined as:
 Spouse
 Child (step/adopted)
 Parent (step/in-law)
 Sibling (step/in-law)
 Grandparent (step/in-law)
 Grandchild (step/adopted)
Jury Duty
Full-time employees summoned for jury duty will be paid for the days they render service up to five (5) days or according to state or Federal law. Proof of service will be required. Jury Duty time does not count towards hours worked for the calculation of overtime.
Critical Personal Leave
FMLA

Pregnancy Related Accomodations
FMLA
Family Medical Leave Act

To be eligible for FMLA leave, an employee must:

have been employed by Orianna for at least 12 months AND have worked at least 1,250 hours in the preceding 12 months from the date FMLA is to be used
What's the benefit of FMLA
You may secure your job for up to 12 weeks

There is no monitary benefit
In what situations may FMLA apply?
For your own serious health condition

For a family member's health condition

To care for a US Military Member
Where do I get the paperwork?
HR!!!!

It must be returned to HR filled out completely within 15 days
Personal & Sick Time
Date of Hire Sick Time Granted in Year One
January 1 – February 24 = 100% of one week’s regular work schedule
February 25 – April 19 = 80% of one week’s regular work schedule
April 20 – June 13 = 60% of one week’s regular work schedule
June 14 – August 7 = 40% of one week’s regular work schedule
August 8 – October 2 ` = 20% of one week’s regular work schedule
October 3 – December 31 = 0% of one week’s regular work schedule
Can be used after your 90 days
Requests must be made 2 weeks in advance
REMEMBER:

1. Attendance Problems always lead to disciplinary action
2. Know and follow the on-call policy

On Call Policy:
1. Whoever is on call is assigned that duty for 1 week
2. You are responsible to fill open shifts or work if you cannot cover the shift
3. All time spent working outside of work will be paid for
4. On Call Employees receive bonuses
5. On call will be on duty approx. every 11 weeks
Questions?!?
Full transcript