Residential Services of Northeastern Minnesota, Inc.
2900 Piedmont Ave
Duluth, MN 55811
Phone: (218) 727-2696
Fax: (218) 727-2893
Website: http://www.residentialservices.org
Residential Services of Northeastern Minnesota, Inc.
2900 Piedmont Ave
Duluth, MN 55811
Phone: (218) 727-2696
Fax: (218) 727-2893
Website: http://www.residentialservices.org
Residential Services of NE MN, Inc.To: New Employee
From: Jon Nelson, Executive Director
On behalf of the Board of Directors, it is my pleasure to welcome you as an employee of Residential Services of NE Minnesota, Inc. (RSI)! We are pleased you have made the decision to come to work for us. We will strive to provide you with the tools and supports you need to be successful in your new role.
You have joined a team of qualified professionals dedicated to serving the needs of persons with disabilities. Together we will work to achieve our mutual goal of providing the highest quality of services to the people we serve.
RSI has a culture of innovation and values the contributions of each of its staff. We encourage you to bring forth any ideas you have that will help us to improve the quality of work we do at RSI. We know the dedication and compassion of our staff is what makes us successful in meeting our mission.
Please familiarize yourself with RSI’s Mission, Vision, and Values, as well as with this handbook. Use the handbook as a tool to assist you in your employment here at RSI. Congratulations on becoming the newest member of the RSI team!
| Back to HandbookEnhancing the lives of people with disabilities by providing innovative services that promote inclusion and self-determination.
| Back to HandbookProvide the highest quality services that meet the changing needs of people with disabilities to assure that every person, regardless of ability, reaches their fullest potential.
| Back to HandbookResidential Services of Northeastern Minnesota is a private non-profit corporation serving adults and children with disabilities since 1978. We believe that all people with disabilities can live successfully in the community with the right supports.
Our primary goal is to help our clients live as independently as possible in the communities and homes of their choice. We provide a broad range of services designed to support our clients' goals, hopes, and dreams. The goals of RSI's mission are:
RSI was originally formed by a group of parents who wanted their children with severe, multiple disabilities to be able to live in Duluth. They had been told that their children could only be served in institutional settings. These parents refused to take no for an answer and found some professionals to help them create RSI and open our first program in 1978. Their belief was that any person, regardless of the severity of their disability or injury, could be successful living in a community setting given the appropriate supports. We continue to hold this belief 30 years later, and have contributed to the success of many clients throughout this period.
From this beginning, RSI has continued its tradition of developing creative supports to help people live in their community. Examples of RSI's innovative services and strengths include:
RSI has also grown to provide supports to individuals, families, and children who have disabilities of all kinds, including:
RSI is a private nonprofit organization overseen by a volunteer Board of Directors responsible to the mission of the organization. There is not an "owner" of RSI and no one makes a profit on the services we provide. Everyone who works for RSI is an employee and is paid a wage or salary set by the management or Board of Directors.
RSI has a volunteer Board of Directors that serves as our governing body. Each board member serves a three-year term and may serve a total of two terms, or six years. The Board of Directors has officers (such as the Executive Committee which consists of President, Vice-President, Treasurer and Secretary) and several committees. The Board of Directors sets policy for the organization and helps plan for the future. They hire and evaluate the Executive Director. The Executive Director manages the day-to-day operations of the organization. The Management Team manages various departments and services.
| Back to HandbookThis handbook has been prepared for all employees of Residential Services of Northeastern MN, Inc. (RSI). The acronym RSI will be used to refer to this organization throughout this policy. It is provided as a resource guide and a summary of the various policies, benefits and workplace procedures. It also summarizes the general conditions of employment and your rights and responsibilities as an employee. You are responsible for reading and understanding the information in this employee handbook. The material in this handbook is not exhaustive. Although we have attempted to cover matters of general applicability to employees, we know that it doesn't cover every situation which may arise from day to day. When further information is needed, employees will need to review any applicable policies or may contact their supervisor or the Human Resources Department.
| Back to HandbookRSI reserves the right to make changes at any time; with or without notice, and to interpret these policies and procedures at the discretion of the company. The information in this handbook is intended to be as accurate as possible, however, should there be differences between this handbook and provisions of insurance contracts, plan documents and/or policies, the provisions of those insurance contracts, plan documents and/or policies will govern. When there is a change in policy, we will update this Handbook as soon as we can.
| Back to HandbookThis Employee Handbook does not constitute a contract, term or condition of employment, but is intended only as general statements of policy. The Board of Directors of RSI may, at its discretion, change, supplement, delete, or vary from any or all of the contents of this Employee Handbook at any time. All employees of RSI are employed “at will”. Employment “at will” means that either the employee or RSI may terminate the employment relationship for any reason at any time. This at will employment arrangement applies to all sections of this Employee Handbook.
| Back to HandbookRSI seeks to offer its clients the highest quality of service. In order that such services be consistent and in accord with professional standards, trained and experienced personnel must be recruited and oriented to our mission.
Proper administration of the organization requires that all staff perform within certain levels of expectation. It is the responsibility of each employee to exercise maturity and judgment so that this level of expectation may be maintained. It is the intent of RSI to staff each residence with people who reflect a sincere interest in their vocation and who show initiative, patience, and understanding to the needs and abilities of the clients we serve.
RSI utilizes the concept of Team Management in order to provide the highest quality of service to the clients we serve. All staff are encouraged to participate fully in the team process.
RSI works hard to create a supportive workplace environment that values cooperation and mutual respect, nurtures a spirit of community and rewards hard work and dedication. Employee recognition is an important part of the culture of RSI and all employees, supervisors and managers are encouraged to regularly recognize others for a job well done. Formal recognition programs are in place to recognize, praise, and thank employees for their commitment to RSI and for their positive contributions to the organization’s success.
| Back to HandbookRSI is an equal opportunity and an affirmative action employer. It is the policy of RSI to recruit, hire, assign, and promote employees on the basis of their qualifications and without regard to age, race, color, creed, national origin, sexual orientation, gender/sex, religion, marital status, disability, genetic information, public assistance or other legally protected status. This commitment to non-discrimination also extends to the clients we serve. Any employee who feels that he/she has been subjected to discrimination and/or harassment should bring these matters to the attention of the Human Resources Department immediately.
| Back to HandbookRSI strongly supports the policies of the Americans with Disabilities Act and is committed to treating all applicants and employees with disabilities in accordance with the requirements of that Act. The company judges individuals by their abilities, not their disabilities, and seeks to give full and equal employment opportunities to all persons capable of performing the essential functions of the job successfully in the company’s positions. The company will provide reasonable accommodations to any persons with disabilities who require them. Employees need to advise the company of their particular needs. Information concerning individual’s disabilities and their need for accommodation will, of course, be handled with the utmost discretion.
| Back to HandbookThe term “diversity” is used to refer to many variables, including, but not limited to, race, religion, color, gender, national origin, disability, sexual orientation, age, education, geographic origin, and skill characteristics. Diversity really means respecting others and enjoying our uniqueness. We believe that it makes a more creative, innovative, and inclusive workplace.
Knowledge about diversity and culture is acknowledged as essential in increasing the potential for successful outcomes in treatment. Thus, it is incorporated into applied models of treatment. It is essential for staff to honor and respect cultural diversity and differences that include developing openness to cultural variability. Staff are encouraged to learn the history, influence of religion or spirituality, and traditions of clients and families they are working with. This may include personal study, cultural training within the system, learning from clients and families, utilization of interpreters and consultants that are experts on the culture, and learning from staff employed who represent various cultures, whenever possible. We are committed to being sensitive to not stereotyping others, recognizing that communication styles and therapeutic techniques vary in effectiveness in cross-cultural work. We must recognize and understand the contributions of various cultures and learn to appreciate and work with the client’s natural helping system, including indigenous healers when appropriate. We are dedicated to continuing to adapt our skills and increase our knowledge base to serve our clients more effectively.
| Back to HandbookRSI is firmly committed to maintaining a positive work environment, which is free of illegal harassment, intimidation, and coercion, not only because it is the law, but also because we are committed to maintaining a work environment which is pleasant and supportive for all employees. If we become aware that any employee is being subjected to harassing conduct, either by a manager or supervisor, a coworker, a volunteer, a resident, or a third party, we will take appropriate action to correct the situation, including possible disciplinary action if the offender is an employee of RSI.
Harassment consists of unwelcome conduct, whether verbal or physical, that is based upon an individual’s sex, race, religion, national origin, age, disability, or other classification protected by law. No harassment will be tolerated that affects pay or benefits, that interferes with an employee’s work performance, or that creates an intimidating, hostile, or offensive working environment.
All harassment is prohibited, but sexual harassment deserves special reference. Unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct constitute sexual harassment when submission to such conduct is explicitly or implicitly a term or condition of employment. It is sexual harassment when submission to, or rejection of, such conduct is a basis for employment decisions, or such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment. Under these guidelines, dating a subordinate is not appropriate.
Any employee who feels harassed should take his or her concerns to the employee’s immediate supervisor, their supervisor's manager, the Director of Human Resources, or the Executive Director. All complaints will receive immediate attention and will be investigated promptly, thoroughly and impartially. If such investigation warrants it, appropriate disciplinary and other corrective action will be taken to stop the harassment and prevent its recurrence. This may include any disciplinary action deemed necessary, up to and including termination of employment, based on the seriousness of the offense. To the fullest extent practical, complaints and related investigations will be kept confidential.
For a complete copy of the Harassment & Offensive Behavior Policy, please contact the Human Resources Department.
| Back to Handbook
