Residential Services of NE MN, Inc.

Employment Relationship/Terms of Employment

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 employment-at-will arrangement applies to all sections of this Employee Handbook. Successful completion of a training period is not a guarantee of continued employment. Your employment status is subject to change at any time. The receipt of benefits or other privileges is not a guarantee of continued employment.

The initial 90 day introductory period of employment for all employees will be considered a training period. Before completion of the training period, a meeting will be set up by the employee’s supervisor to evaluate the employee's job performance, set goals, discuss any problems which must be resolved for the introductory period to end, and to identify further training needs. This performance review will be completed by the immediate supervisor or his/her designee.

Employees who leave employment and are later rehired will be required to complete another training period.

Employees who accept promotions or change positions resulting in a new job description will be required to complete a new training period. The subsequent training periods will be under the same conditions as initial training.

New employees will be oriented to the organization during their first thirty (30) days of employment. Orientation will be documented on approved forms, and completed within the designated time period. Employees who have not completed their initial training within their first 90 days of employment will be taken off of the schedule and put on administrative leave until they have completed their required training.

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Employment Classification

Throughout this Handbook, you will see references to several employee categories with which you should become familiar. They are as follows:

Positions are determined to be exempt or non-exempt based upon job responsibility, and in accordance with the federal Fair Labor Standards Act and Minnesota wage and hour laws.

Exempt

Those employees excluded from the overtime provisions of both the Fair Labor Standards Act and Minnesota wage and hour laws.

Non-Exempt

Those positions eligible for overtime pay if more than 40 hours are worked in a workweek.

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Employment Status

Company policies apply to all categories of employees. Employees are divided into the following categories for the purpose of compensation and benefits.

Full-Time

Employees hired into full-time (40 hours a week) benefit-eligible positions are considered full-time employees for compensation and benefit purposes.

Part-Time

Employees hired into non-benefit-eligible positions, and whose work schedule is generally less than full-time (less than 40 hours a week) on a regular basis, are part-time employees for all compensation and benefit purposes. Those employees who are in a part-time position but work full time hours must sign a waiver acknowledging that they are waiving their benefits.

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New Hire Requirements

Physicals/Health

Some employees may need to show evidence of freedom from tuberculosis, depending upon the program and position into which they are hired.

Job Descriptions

Job descriptions have been developed for each position. Employees will be required to READ and SIGN a copy of their respective job description during New Employee Initial Orientation and annually thereafter, during the annual review process. The signed copy will be placed in personnel files and another copy will be given to the employee.

Training

New employees will be required, as part of their employment, to complete all of their initial training during their first 90 days of employment. In addition, new employees hired into positions where administering medication is an essential requirement of the job will be required to become med qualified during their first three months of employment. Failure to meet these qualifications will result in the employee being removed from the schedule and possible termination.

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Employee File - Access to Personnel Records

You have a right to review your official personnel record. During the term of your employment by RSI, upon submitting your written request, you have the right to review your official personnel record unless you have reviewed the record in the previous six months. Frequency, time, location, and other information regarding access to personnel records by both current and former staff are available in the “Personnel Records Access Policy”. Contact Human Resources for more information on obtaining information from your official personnel record.

Your Official Personnel Record

Your official personnel record with RSI consists only of the following records:

• Your application for employment;
• Your wage and salary history;
• Notices of commendation, warning, discipline or termination;
• Your authorization for deductions or withholding of pay;
• Fringe benefit information;
• Leave records;
  and
• Your employment history with RSI, including:
  1. job titles;
  2. dates of promotions, transfers, and other changes;
  3. attendance records;
  4. performance evaluations; and
  5. retirement records

A listing of the information not considered to be a part of your official personnel record is contained in Minnesota Statutes § 181. 960, subd. 4 (2007)

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Job Posting Procedures

All regular FT exempt and FT non-exempt job openings are posted on the career section of RSI’s website. All jobs are posted for a minimum of five business days. Applications will not be accepted once the posting has been removed from the website. Any exceptions to this will be at the discretion of the Human Resources Director.

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Internal Bidding Processes/Promotions

Employees who have been in their current position for at least 6 months may apply for internal job openings. This waiting period may be waived with the consent of the employee’s supervisor and Human Resources. Applicants may submit a resume or a letter of intent to the Human Resources department. All applicants for a posted vacancy will be considered on the basis of their qualifications and ability to perform the job successfully. Internal candidates who are not selected will be notified by Human Resources. Once transferred to a new position, employees will enter into a 90 day training period for the new position. Supervisors of the program to which the employee is being transferred are responsible for submitting the status change form to payroll.

All supervisory and administrative position vacancies will be posted agency-wide before being filled. Applicants from within RSI will be considered on the basis of qualifications, past performance, and ability to perform the duties of the job. Although efforts will be made to promote from within RSI, the final decision with respect to any position must be based on the qualifications of the candidates and the needs of the agency as determined by management.

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Transfer Between Programs

Voluntary transfers are at the discretion of the supervisor of the program to which the employee requests transfer. In order to transfer to another program, the employee must have completed their training period. Any exceptions to this must be approved by the Human Resources Director and the supervisor. Employees interested in transferring to another program should contact Human Resources. The employee must work all remaining scheduled shifts at the program he or she is leaving. Failure to work all scheduled shifts at either site during the transfer will be treated the same as missed shifts and may result in disciplinary action.

Supervisors or administrators may require a staff member to transfer involuntarily for many reasons, including the following:

• The program is a better match for the employee's skills,
• The employee's health or physical status creates limitations that can be more reasonably accommodated in another program,
• The employee requires more intensive supervision and/or training that can be provided in a different setting,
• Changes in the workforce in one program require re-assignment of staff.

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Cross-Training at Other Programs

Cross-training provides an opportunity for employees to develop new skills and gives employees more flexibility in picking up additional hours.

Expectations of Employees

• Employees are expected to initiate a request to cross train at another program by completing the “Request to do Cross Training” form which can be obtained from the Human Resources Department.
• Employees are expected to fulfill the scheduling needs of the primary program first.
• Employees are responsible to attend the primary program’s staff meeting and read the staff meeting minutes for any cross-trained programs.
• Employees are expected to adhere to any program-specific procedures, as well as following all RSI policies and procedures.
• Employees are expected to maintain confidentiality and refrain from discussing clients or coworkers between the programs.
• Employees must agree to commit to a minimum number of hours as agreed upon upfront by the secondary supervisor based up on the needs of the program.
• Employees will complete all scheduling forms (shift differential, switching shifts, request for time off, etc) at the program whose schedule is affected.

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Service Awards

RSI values long-term service and has established a service award program to recognize RSI employees for their dedication and years of service. All full-time employees, and part-time employees who work 1,000 hours or more per year, are eligible for a service award in the year in which they complete five, 10, 15, 20, 25, 30, 35, and 40 years of service.

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Resignation/Separation

An employee voluntarily terminating employment is expected to give a 14 day written notice, and supervisory staff are requested to give a 30 day written notice to terminate employment without prejudice.

All caregivers must work with their supervisor to insure continuity of care of their clients and completion of all necessary paperwork prior to separation.

Final wages are paid in accordance with state and federal laws.

All employees are to return RSI equipment such as laptops, building/program keys, medical equipment, or any other RSI property to their immediate supervisor or to the Human Resource department no later than the last day worked.

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Termination of Employment

Involuntary Termination

In accordance with the “at-will” status of all RSI employees, RSI retains the right to discharge any employee at any time with or without notice.

Voluntary Termination

An employee voluntarily terminating employment is requested to give a 14 day written notice, if possible. Supervisory staff are requested to give a 30 day written notice to terminate employment At RSI’s discretion, we may ask you to leave before the expiration of the notice. In this event, you will be paid as if you had worked the entire notice period, and the effective date of termination will be the last paid day.

All caregivers must work with their supervisor to insure continuity of care of their clients and completion of all necessary paperwork prior to separation.

Final wages, through an employee’s final date of employment will be paid in accordance with state and federal laws.

All employees are to return RSI equipment such as laptops, building/program keys, medical equipment, or any other RSI property to their immediate supervisor or to the Human Resource department no later than the last day worked. RSI reserves the right to recover from the employee, the replacement cost of any equipment not returned.

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