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.Upon accepting employment at RSI, you have made a commitment to join a team of professionals dedicated to providing the highest quality of supports to persons with disabilities. This section of the handbook sets forth the expectations for Standards of Conduct that we have of all RSI employees.
RSI developed these standards as a framework to help all staff provide quality services to clients and to help RSI provide a positive work environment for all employees. They are not intended to be all-inclusive. Adhering to the standards outlined in this section will assure that our clients are receiving your full participation and the highest quality of care at all times.
It is your responsibility to inform the Human Resource department immediately if your name, address, phone number, or tax status changes. This will keep your records accurate. Also, keep your supervisor informed of your current phone number at all times.
| Back to HandbookEffective 2-way communication is very important to the success in a team-based work environment. Working effectively together, building trust, and consistently modeling respectful communication between you and your clients and co-workers is expected. Understanding the RSI Communication Policy, and implementing it consistently, is very important to your role as an employee at RSI.
Working at RSI will allow you to become familiar with different computing software depending upon your position. Upon hire, each staff will be given an account for our online documentation software, which is used to store client documentation and electronic messaging that is sensitive/confidential in nature.
Staff in a supervisory or administrative role will also receive an RSI email address which can be used for communicating non-confidential information.
Passwords are an integral part of computing security at RSI and are to be treated as confidential information. Therefore, do not share with anyone except authorized IT or management personnel. If you should lose or forget your password, or if you feel that someone has figured it out, please contact either your supervisor or the IT department immediately.
Users should be aware that the data they create while working at RSI, on either the corporate system or employee-owned devices, remains the sole property of RSI. Employees are responsible for exercising good judgment regarding the reasonableness of personal use. Practices regarding personal use of RSI computers are established by individual department managers; however, the user is reminded that use of any and all RSI property is primarily for the purpose of RSI business. Any personal use of computers and Internet is not to interfere with the person's job responsibilities.
Before utilizing any RSI computing devices, including the network, all staff are to read and sign/date the acknowledgment sheet accepting the terms of the following policies. Please speak with your supervisor if you are unaware of where these are located.
The use of personal laptops and computing devices is allowed with supervisor permission. Keep in mind that all employee-owned devices must comply with RSI standards before being connected to the network. This includes having the IT department inspect the computer before being used for RSI business, and again when the employee leaves their position at RSI or at the request of management personnel. The IT Department reserves the right to inspect and reconfigure RSI-owned laptops at any time for audit, security, or other justifiable purpose.
| Back to HandbookAs a new employee to RSI, please understand that we are entrusting you with information pertaining to our clients' diagnosis, disability, social history, etc, some of which may include some very sensitive and legally protected information. We expect that this information is handled with respect and an understanding this is absolutely private information and is to be treated with integrity.
Regulations mandate that clients have the right to privacy and respect of their personal information. Public disclosure of client information is a violation of these laws, and could be cause for discipline, including immediate termination. Likewise, disclosure of confidential information concerning employees or operations of RSI could be cause for corrective action, up to and including termination.
As a condition of employment, you must agree that all client information is the exclusive property of the company, and that you will not at any time divulge or disclose to anyone, except in the responsible exercise of your job, any such information, whether or not it has been designated specifically as “confidential”.
| Back to HandbookEvery employee, regardless of level or capacity, including officers, managers and the Executive Director, is expected to make decisions in the best interest of RSI, and not for personal gain. Conflict of Interest is defined as an actual or perceived interest by any employee in an action that results in or has the appearance of resulting in personal, organizational, or professional gain. A Conflict of Interest occurs when an employee may, or may appear to, have a personal interest in a professional decision. RSI prohibits “moonlighting” to provide the same or similar services or products to another agency that shares clients with RSI. If you have a question about whether there is a conflict of interest, please contact Human Resources.
This also means that you have a duty of loyalty to RSI and a duty to refer all inquiries regarding services or products to RSI while you are employed by RSI. If you discover that coworkers are offering services or products similar to those which RSI provides while they are not working for RSI, you have a duty to report such conflicts of interest to your immediate supervisor.
Your duty of loyalty (and confidentiality), under Minnesota law, continues after your employment ends. You are not permitted to use information received or generated by you in your employment at RSI for your personal interests, or the interests of a third party after your employment ends.
| Back to HandbookIt is a basic requirement of your job that you cooperate fully with the company in any investigation concerning your conduct or the conduct of other employees. Your cooperation includes the requirement that you provide truthful information and that you not conceal information or provide misleading information. Failure or refusal to fully cooperate in a company investigation, including the reasonable search of your property or person, may result in disciplinary action up to, and including, termination.
| Back to HandbookEvery employee at RSI is employed “at will.” This means that we are free to terminate the employment relationship at any time for any reason. Disciplinary action may be taken by management in cases of violations of the policies set forth in this manual or for any instance of conduct deemed inappropriate by management.
Depending on the circumstances, disciplinary action may take any or all of the following forms, even on a first infraction:
Good common sense and judgment on your part will make disciplinary action unnecessary. Should you be in doubt, consult this manual, your supervisor, HR, or the Executive Director.
| Back to HandbookRSI wishes to provide a drug and alcohol free working environment for its employees to promote the health and welfare of employees and to safeguard its clients and the operation of its facilities. By definition, a drug and alcohol free workplace is a place of employment where employees are prohibited from engaging in the manufacture, distribution, dispensing, possession, or use of alcohol or controlled substances, or the abuse of prescription and/or over the counter medications. RSI requires its employees to report for work and perform their duties without the influence of alcohol, drugs, or abused medications.
To enforce this policy, RSI has established a Drug and Alcohol Testing in the Workplace Policy. Under the policy, RSI may test an employee if there is a reasonable suspicion that an employee is using, selling, possessing, transferring, or under the influence of alcohol or unauthorized drugs while at work.
For more information please refer to the Employee Drug & Alcohol Policy, available from Human Resources.
| Back to HandbookIt is the Company's intent to provide an effective way for employees to bring problems concerning their well-being at work , or operations in the workplace to the attention of RSI’s management. Therefore, the following grievance procedure has been established for the benefit and use of the employees. When an employee believes a work condition or treatment is unjust, inequitable, a hindrance to effective operation, or creates a problem, he/she is encouraged to discuss the condition or treatment with his/her supervisor.
Misunderstandings or conflicts can arise in any organization and should be resolved before serious problems develop. Most incidents resolve themselves naturally; however, should a situation persist that the employee believes is detrimental to himself/herself or RSI, the employee should follow the procedure described here for bringing the complaint to management's attention. A grievance may be filed WITHOUT fear or threat of any reprisal. Grievances must be filed using the following procedures:
Possession of firearms, hunting/personal knives, other weapons, or explosives on company property, any premises occupied by RSI or its employees, or while on duty is strictly prohibited. Staff are expected to cooperate with RSI in any searches or inspections undertaken to determine compliance with this rule.
| Back to HandbookNo employee shall solicit or accept for personal use, or for the use of others, any gift, favor, loan, gratuity, reward, promise of future employment, or any other things of monetary value that might influence or appear to influence the judgment or conduct of the employee in relation to RSI business. Any exceptions to this must be approved by the Executive Director.
Staff may not accept gifts of any monetary value from clients without approval from the client's legal guardian. Staff members receiving gifts from the client are responsible to make sure that such permission has been obtained, to document the gift in the client's permanent record, and to inform their supervisors that they have received such gifts. When a client is a legal adult without a guardian, inform your supervisor that you have received a gift. Use cautious judgment regarding accepting gifts of high monetary value.
| Back to HandbookYou are expected to follow the directions of your supervisor as well as others serving in a supervisory role: members of the management team, on-call supervisors and nursing staff, etc.. You must also refrain from engaging in any verbal or physical conduct towards your supervisor which disrupts the company’s operations or tends to undermine your supervisor’s authority or control.
| Back to HandbookIf your position requires professional licensure or certification, it is your responsibility to provide your manager with a current copy of the license/certification upon hire and also upon renewal, for submission to Human Resources, no later than the date the previous license/certification expires.
| Back to HandbookAt locations where parking facilities are provided, you are required to follow posted rules and regulations.
| Back to HandbookRSI has the expectation that all employees will dress professionally, in an appropriate and safe manner for the job being performed. Quality of service is reflected in every aspect of our business, including appearance. All employees are expected to be well-groomed at all times. Poor hygiene or an unprofessional personal appearance diminishes perceptions of professionalism in the eyes of clients, peers, supervisors, and the community.
RSI wishes to provide a work environment that is free of safety hazards, offensive behavior and harassment of any kind. Some of our clients may misinterpret attire that is too casual or suggestive and respond in an inappropriate manner. Our clients deserve that we show our respect by dressing appropriately. Due to the variation of clients and their types of disabilities, supervisors may provide additional guidelines for the programs they serve. The guidelines may not be all inclusive; employees should use common sense and good judgment in determining what is appropriate and what is not.
While the Company observes a casual dress environment, there may be situations requiring more formal attire. If you are conducting or attending training, meetings, interviews, seminars, roundtables, etc. where you come in contact with other professionals, you are expected to represent RSI in a professional manner and dress appropriately for conducting such business. Know your audience, remember what you represent, and dress accordingly.
| Back to HandbookDuring working hours, staff shall keep the number of personal phone calls to a minimum, both in frequency and length of call (preferably no longer than two minutes). Employees should always be respectful of the clients they serve as well as their fellow coworkers when engaging in personal phone calls.
Increasing numbers of staff members carry mobile phones. Policy for phone calls described above also applies to mobile phones and includes text messaging. Direct service staff members working with clients are asked to keep their mobile phones off during shifts working with clients, unless needed for specific work-related purposes, in cases of emergency, or with permission from a supervisor.
Cell phone use is subject to supervisor’s discretion. Decisions requiring the appropriateness and necessity of cell phone usage will be based on the clients’ health and safety needs as well as other factors. Cell phones may be used during lunch periods or breaks.
Texting on cell phones is similarly restricted during working hours Texting is absolutely prohibited while driving as part of your employment duties.
| Back to HandbookProfessionalism and the boundaries you define between you and your clients and coworkers are very important to the effectiveness of your job. Maintaining consistent professional boundaries promotes trust, effective communication, good health, safety, and a sense of security for yourself and others. Asking yourself "What is in the best interest for my client and how will this information or action benefit them?" will help ensure quality of care and client centered focus.
Personal issues or information should not be brought into the workplace. Maintaining clear boundaries between your personal life and the workplace is crucial to your role here at RSI. Being able to separate home from work is important and necessary for you to provide quality of care.
Using "rational detachment" when working with clients is necessary at all times. Staying calm, remaining in control and not personalizing the situation or behavior is essential. Understanding your personal boundaries and how they affect others is also very important.
| Back to HandbookWe view service to our clients and their families as our most important responsibility. You are expected to help us carry out this policy by extending every courtesy and assistance towards clients and families, your coworkers, and any member of the client support team.
Employees of RSI are expected to accept certain responsibilities, adhere to accepted business and professional practices in manners of personal conduct, and exhibit a high degree of personal integrity at all times. This responsibility involves sincere respect for the rights and feelings of others and demands that, both in their professional and in personal lives, employees refrain from any behavior that might be harmful to the employee, clients, or coworkers, or that might be viewed unfavorably by clients or by the public at large.
| Back to HandbookEmployees are obligated to advise their supervisor and/or the Human Resource Department of incidents of alleged harassment, retaliation, and discrimination at the time they occur. Please refer to the Harassment and Offensive Behavior Policy.
| Back to HandbookRSI and its staff will comply with all applicable Federal, State, and local laws. Fraud and abuse will not be tolerated in any aspect of service or programs. Examples of fraud include, but are not limited to: documenting services that have not yet happened, inaccurately documenting services, falsifying your time sheet and punching a time clock for someone else. You are expected to perform your job duties free of fraud and abuse, and to report any instances of fraud and abuse to the Human Resources Director and/or Executive Director. No employee will be disciplined, harassed, or retaliated against in any aspect of employment for any good faith disclosure related to actual or perceived fraud or abuse.
| Back to HandbookEmployees are expected to be good stewards and treat RSI property, which includes the client’s homes, with the utmost respect and care. When entering the homes, please be respectful and knock on the doors, as you would any private residence, so as not to surprise the clients.
The theft, attempted theft, or unauthorized possession, of any property or money belonging to the company, another employee, an RSI client, or any other person is prohibited and may be grounds for immediate discharge. You are expected and required to cooperate fully with the company in any inspections or searches undertaken to determine compliance with this rule.
| Back to HandbookSleeping on the job, or giving the appearance of sleeping on the job is prohibited unless working an asleep overnight position. Sleeping on the job could impact the safety of the clients and it is absolutely not acceptable. Due to the potential seriousness of this, periodic spot checks may be performed by supervisory staff to ensure compliance.
It is your responsibility as an overnight staff to find ways to keep busy and avoid putting yourself in a position where you can fall asleep. If you observe another staff sleeping on the job you must immediately report the instance to your immediate supervisor, Program Manager, or the Human Resources Director.
| Back to HandbookRSI respects the freedom of allowing staff to give coworkers an opportunity to participate in fund-raising and other activities such as home parties. RSI will allow this type of activity as long as it is done in a break room situation and is not done while an employee is on the clock. For example: if you are assisting a child with the sale of Girl Scout cookies, you may place the sign-up sheet in a break room or common area, such as near the communication book. You may not, however, ask people if they would like to purchase the items. Face-to-face solicitation or messages through Messaging are not allowed.
Any questions regarding what is appropriate or not should be directed to the Program Manager or the Human Resources Director.
| Back to HandbookStaff meetings will be scheduled according to the needs of the program. Staff meetings are held for the dissemination of information as well as resolving issues, interacting with peers, and discussing client specific issues. Staff meetings are mandatory and are treated the same as a scheduled shift.
If you are not able to attend a staff meeting, you must notify your supervisor prior to the scheduled meeting or it will be treated as a missed shift. If you are not able to attend a staff meeting, you will be required to read the staff meeting notes and sign off that you have read them by the end of your first scheduled shift once the meeting notes have been posted. In addition to reading the meeting notes you may need to do additional follow-up training.
| Back to HandbookAs an agency that provides services to people with disabilities, we encourage healthy choices for both our clients and our staff. Modeling healthy choices to our clients has a profound impact on how they lead their lives and the choices they in turn will make. In addition, we strive to be good neighbors to other residents in the area; smoking in front of homes and throwing cigarette butts in driveways, on the street, etc. does not promote this respectful relationship.
We do recognize that there are staff who choose to use tobacco products. If you do while at work, we ask that you consider the needs of the clients first and foremost. If you use tobacco products, you must adhere to the following expectations:
Staff found not complying with this policy will be subject to disciplinary action. Additionally, staff who disregard individual abuse prevention plans by using tobacco products around a vulnerable adult or child will be at risk of abuse or neglect.
| Back to HandbookRSI provides transportation for clients when public transportation is not available or not appropriate. For this purpose, RSI owns and maintains several vehicles and trains staff in use of these vehicles and in safe driving techniques. RSI staff will not be allowed to transport clients in their own cars either during work or volunteer time, except with the approval of the Program Manager. Staff who are required to drive as part of their job are required to read and understand the “Transportation of Clients” policy which outlines qualifications for driving, training needed and maintenance/record-keeping expectations.
All accidents involving RSI vehicles, whether or not damage or injury occurs, are to be reported immediately to the RSI On-Call Supervisor (218-733-9225) and the police before leaving the scene of the accident. In addition, staff must report any property damage that occurs as a result of an accident such as buildings, overhead canopies, light poles and signs.
RSI staff should refer to the Operational Procedures for complete instructions are accident reporting. Each vehicle should have instructions on accident reporting in the glove compartment.
| Back to HandbookRSI respects the privacy and home life of our clients whether they live in a RSI-owned home or their own home. Due to this sensitivity, RSI staff that are working direct care with clients are not allowed to have any outside visitors (i.e.: family members, friends) at the home/program while providing support services to clients. The only exception to this is under special events such as a program party or picnic when permission has been granted by the Program Manager.
Friends or family may come to work for emergency reasons or to drop off, or pick up, personal effects. If a situation should arise on an overnight shift, the visitor must only come to the door, not entering the home, to give or get something from the working DSP. These visits must be brief - five minutes or less and not as a regular occurrence.
DSP Staff are not to come to the program when not working a shift, and should not report to work any sooner than 10 minutes before the shift is to begin and to leave after punching out.
Please remember that RSI programs are our clients' homes and we must respect their privacy at all times.
Visitors are allowed in the workplace with supervisor pre-approval. Employees should be respectful, making sure that the visit does not distract themselves or their coworkers from performing their duties. It is also their responsibility to make sure that the visitor does not have access to any confidential information.
| Back to HandbookRSI is obligated to prevent theft by or from employees, clients, and vendors, and to prevent contraband including, but not limited to, pornography, weapons, alcohol, and illegal drugs from being brought into the RSI workplace. RSI reserves the right to search its employees and to inspect all packages and parcels entering and leaving RSI property. All offices, filing cabinets, desks, program facilities, computers, related hardware and software, and telephones, including the voicemail system, are considered work areas that belong solely to RSI and are subject to search. All personal computers, desktops or laptops, and all files created or maintained therein, are also considered work areas, and may be inspected or seized at any time without notice. There should be no expectation of privacy with individual e-mails, files, Internet activities, or telephone calls.
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