Work Environment
It is expected that employees will adhere to the agency’s commitment to a respectful work
environment at all times when interacting with co-workers, clients, and management.
Personal Issues
During your employment, there may be occasions when personal or work problems arise. When these occur, we ask that you seek help from the Human Resources Manager, not the client and/or their family members.
Problem Resolution Procedure/Employee Grievances
Employees will have the right to express concerns regarding any aspect of services or the application of policies or procedures. Any dispute or controversy should be brought to the attention of the Human Resources Manager. If the Human Resources Manager cannot resolve the issue, the issue may be referred to the CEO. Every attempt will be made to resolve the issue confidentially.
Dress Code
It is SARA Companion Home Care Services’ policy that all employees present themselves in a professional way. All field employees are required to be neat and clean and to wear a clean uniform consisting of solid and/or multi-colored scrubs, printed smocks, sneakers, or nursing shoes. The following articles are not acceptable:
- ~ Sweatpants
- ~ Spandex
- ~ Shorts
- ~ Tank tops
- ~ Open-toe shoes or sandals
NEVER WEAR another agency’s uniform while caring for a patient of SARA COMPANION HOME CARE SERVICES.
Failure to follow dress code will result in disciplinary action.
Personal Phone Calls
Employees are asked not to make personal phone calls while on duty. Occasionally there may be times when calls need to be made for family, medical, or personal emergencies. When necessary, such calls should be brief and made while you are on your break.
The client’s phone is only to be used to make calls to the SARA Companion Home Care Services office, on- call, nurse or the EVV telephony system to clock in/clock out. At no time should personal phone calls be made with the client’s phone.
Solicitation
Employees will not solicit for any purpose on either onsite or at the client’s home property. Any charitable efforts or fund-raising solicitations are to be handled by the CEO and/or Human Resources Manager.
Smoking
In accordance with New York State Law, neither employees nor clients are allowed to smoke in the agency. Specifically, employees are not allowed to smoke within 50 feet of the agency or at a patient’s residence.
Sexual Harassment
SARA Companion Home Care Services strictly prohibits sexual harassment. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature if:
- a. Submission to such conduct is explicitly or implicitly made a term or condition of an individual’s employment;
- b. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting that individual: or
- c. Such conduct unreasonably interferes with an individual’s work performance or creates an intimidating, hostile, or offensive work environment.
- d. Any harassment that is directed at a person because of that person’s gender is also sexual harassment, regardless of whether it is sexual in nature. Conduct of this nature is prohibited by the practice, whether the person engaging in such conduct is a manager, supervisor, coworker, or third party (such as suppliers, customers, and service personnel). If an employee thinks he or she has been subjected to sexual harassment, or is aware of sexual harassment in the workplace, it should immediately be brought to the attention of the Administrator. If the complaint is directed against the Administrator, then the employee should bring it to the attention of the CEO. All complaints will be investigated, and the appropriate parties will be notified of the results. Investigations will be conducted as confidentially as possible. Any employee found to have engaged in sexual harassment will be subject to disciplinary action, up to and including termination. SARA Companion Home Care Services will not retaliate against employees for making sexual harassment complaints or bringing possible sexual harassment to the agency’s attention.
- e. Sexual harassment prevention training is required annually by all employees of SARA Companion Home Care Services.
Drugs and Alcohol
To ensure a safe and productive work environment, SARA Companion Home Care Services prohibits the use, purchase, sale, possession, or transfer of any alcoholic beverage or nonmedical prescribed controlled drug while on agency property, client property, or during scheduled SARA Companion Home Care Services working hours.
SARA Companion Home Care Services also prohibits employees from reporting for or being at work while under the influence of alcohol or drugs. Employees who are using a prescribed drug which might in any way affect job performance should report this to the HR Manager.
Any violation of this policy will result in disciplinary action, including termination. Any employee found to have possession or be under the influence of alcohol or drugs will be terminated immediately. Any possession of illegal drugs either through purchasing or selling while at the practice will involve police notification.
Social Media and Internet
Employees may choose to use social media websites e.g. Facebook, Linked In, Instagram, TikTok, YouTube, etc. as a medium of self-expression, and SARA Companion Home Care Services respects the right of employees to use such sites.
You may not put your client nor your client’s information on any social media platforms or any internet platform, nor on any other type of media (i.e. television, print, radio, out-of-home, flyers, etc.)
However, if an employee chooses to identify him or herself on such Internet venues, the following code of conduct is expected:
- ~ Employees must be professional, truthful and respectful in all communications and blogs. Employees must not use obscenities, profanity, or vulgar language.
- ~ Employees must not use blogs, public websites, review websites, or personal websites to disparage SARA Companion Home Care Services or share any confidential information.
- ~ Employees may not use blogs or personal websites to harass or intimidate other employees as defined above.
Employees may not use blogs, public websites, review websites, or personal websites to discuss engaging in behavior that is prohibited by company policies, including, but not limited to, the use of alcohol and drugs, sexual activity, sexual harassment.
Any employee found to be in violation of any portion of this Social Networking Policy may be subject to immediate disciplinary action, up to and including termination of employment.
Gifts, Gratuities and Business Courtesies
It is SARA Companion Home Care Services’ Policy to discourage employees from accepting, extending or soliciting courtesies to/from clients, vendors, service referral sources, or other individuals/entities who have a financial interest in SARA Companion Home Care Services. While this policy is not intended to prohibit employees from accepting or extending nominal non-cash business courtesies (e.g. meals, refreshments, goods valued at less than $25.00, etc.), employees should exercise the utmost care in such matters to avoid any semblance of impropriety or unethical business practice.