CERTIFICATE OF ETHICAL COMPLIANCE

This is to certify that I have read and understand the Faith Medical Services code of ethics, and I will fully adhere to the spirit and intent of the policy. I have reviewed the code of ethics with the hiring agent. I also understand it is my responsibility to report any activity that may be an exception to this policy

I certify never to have been shown by credible evidence (e.g. a court or jury, a department investigation, or other reliable evidence) to have abused, neglected, sexually assaulted, exploited, or deprived any person or to have subjected any person to serious injury as a result of intentional or grossly negligent misconduct as evidenced by an oral or written statement to this effect obtained at the time of application.

Employee Policies

Callout Policy and Procedures

Faith Medical Services goal is to ensure all our clients are staffed always. Read out call-out policy and procedure. All employees requesting off work should inform the agency 2 weeks in advance so that the shift can be covered. In case of emergency please inform the agency as soon as possible with a 4-hr. minimum requirement so that your shift can be covered. Please do not call off work using email format, ensure to speak with your supervisor. Failure to comply with company polices will result in disciplinary actions. We thank you for your cooperation in advance.

Read our No Call/No Show Policy and Procedures. The company has a zero tolerance for No Call/No Shows. No Call/Shows are ground for automatic termination. Anyone that performs a No/Call Show must be in extreme medical condition which would not allow you to call into work. Proper documentation must be presented to excuse your absence. You are only allowed one call-out per month, any hours on the day or period you call out after the approved one time will be paid at the minimum wage. If you quit an assignment without proper notification (two weeks' notice your last check will be paid at minimum wage. We thank you for your cooperation in advance.

This is to inform all Faith Medical Services Employees of the policies and procedures when you are removed or want to be removed from a case. All employees that are W2 employees should allow 2 to 4 weeks for reassignment. All employees that are Independent Contractor/1009 employees will be reassigned on as need basis.

All employees must use our Matrix clocking System. This system is a part of your job and is monitored daily. You are to use the system as you enter the client’s home and when you exit. IF YOU FORGET TO CLOCK OUT, OR YOU DID NOT CLOCK IN AT ALL, we will count it as a missed visit unless you have an issue and you called us immediately. After two weeks of the pay day you provided service, we can no longer pay you. Ensure to send in your visit records at the company stated times. The time records must be in compliant with our rule to get paid.

This is to verify that you have received Faith Medical Services Payroll Calendar along with the payroll violation rules and regulations. Violations will attract a $35 fee payable to the 3rd party payroll company.

All employees are always required to wear their name badges while on duty. The fee to replace the company name badges is $25. In the event you are no longer employed with our company, you are required to return the name badge to us within 2 business day; otherwise, a fee $25 will be deducted from your last check.

This is to verify that you have received the Faith Medical Services employee handbook along with all policies and procedures. Adhere to all policies and procedures always. Disciplinary actions will follow with any violations to the company’s polices.

It is your responsibility to update your credentials always (this includes yearly training), failure to do so will result in disciplinary action and up to termination.

INCIDENCES AND OCCURRENCES

Faith Medical Services

1590 Phoenix Blvd, Suite 260 Atlanta GA 30349 U.S.A.

Tel (770) 907-7226 Fax (404) 506-9400

Emergency Procedures

In case(s) of all serious emergencies (falls, unconsciousness, and everything that looks like it)

□ Ensure client is safe
□ Call 911 immediately for all life-threatening issues
□ Report incidence to the office immediately
□ Make an incidence report and send to the office ASAP!

Whenever you have any situation (Client refused bath, bruises or sores, changes in client conditions…) with your client, these are the procedures to follow:

□ Ensure client is safe
□ Call family member (look on your care plan for clients representative contacts)
□ Call and notify the office immediately
□ Make reports on your progress notes or incidence report forms and send to the office ASAP!

You must also report the following to the office immediately:

□ Client hospitalized
□ Client out of home
□ All client complaints about their health status
□ Client refused services

PS: If the incidence happened when you are not on assignment but was brought to your attention, it must still be reported!

Report all incidences no matter how irrelevant it may appear! All incidences must be reported as soon as it occurred (i.e. within the hour).

Numbers to reach us at: 770-996-8180, 404-506-9400(fax)

I acknowledge and pledge to abide by the above instructions.

CONFIDENTIALITY POLICY

Nursing Policy

MEDICATION ADMINISTRATION

At each visit, nurses must review all of the patient’s medications, dose and frequencies. Often, the physician’s office will notify patients of changes but not the nurse or agency. Changes should be called into the office immediately so that the computer records can be changed. At each Start of Care, the RN must review all medications and complete, date and sign the Medication Profile. It is important that you review the actual bottles for both prescription and over the counter medications and supplements to ensure that you have the correct spelling of the name, doses and frequencies. It is also important that you get the patient’s pharmacy name, address, and telephone number to record on the form. It is a State regulation that we have the pharmacy name, address, and telephone number. At each Follow-up and Resumption of Care, the RN must review the medication list, note changes on the on visit form. If there are no changes, the nurse should write “No changes”.

CHECKLIST FOR COMPLETING PROPER STEPS IN THE ADMINISTRATION OF MEDICATIONS

• Washes hands using proper technique.
• Does not handle pills with bare hands.
• Checks the medication 3 times during preparation.
• Ensures they have identified the right client.
• Explains the administration procedure(s) to the client.
• Adheres to the 8 Rights of Medication Administration.
• Observes the client take the medication or after the medication administration.
• Documents the administration of each medication on the visit note.
• Dispose supplies
• Wash hands

RIGHTS OF MEDICATION ADMINISTRATION

1. Right patient
   Check the name on the order and the patient.
   Use 2 identifi ers.
2. Right medication
   Check the medication label.
   Check the order.
3. Right dose
   Check the order.
   Confi rm appropriateness of the dose using a current drug reference.
   If necessary, calculate the dose and have another nurse calculate the dose
4. Right route
   Again, check the order and appropriateness of the route ordered.
   Confirm that the patient can take or receive the medication by the ordered route.
5. >b>Right time
   Check the frequency of the ordered medication.
   Double-check that you are giving the ordered dose at the correct time.
   Confi rm when the last dose was given.
6. Right documentation
   Document administration AFTER giving the ordered medication.
   Chart the time, route, and any other specific information as necessary. For example, the site of an injection or any laboratory value or vital sign that needed to be checked before giving the drug.
7. >b>Right reason
   Confirm the rationale for the ordered medication. What is the patient’s history? Why is he/she taking this medication?
8. Right response
   Make sure that the drug led to the desired effect. If an antihypertensive was given, has his/her blood pressure improved? Does the patient verbalize improvement in depression while on an antidepressant? Be sure to document your monitoring of the patient and any other nursing interventions that are applicable.

GENERAL PROCEDURES OF ADMINISTERING MEDICATIONS BY THE VARIOUS ROUTES PREPARATION:

1. Compare the physician order with the medication provided by the pharmacy. Resolve any discrepancy in accordance with facility/agency policies before proceeding with the administration of the medication(s).
2. Obtain the necessary supplies needed for the type of medication(s) to be administered such as medication cups, proper measuring devices, cotton balls, disposable gloves, tissues, crushing or splitting device, round nose tweezers.

METRIC - decimal system of weights and measures using the gram, meter and liter.
LIQUID: cubic centimeter (cc) = milliliter (ml)
SOLID: 1 gram (gm) = 1000 milligrams (mg)
HOUSEHOLD - system based on common, though not standard, measuring devices.
tsp. = teaspoon
Tbsp. = tablespoon
oz. = ounce
1 tsp. = 5 cc
3 tsp. = 1 Tbsp. = 15 cc
2 Tbsp. = 30 cc = 1 oz.

START OF CARE/MISSED VISIT POLICY

ALL START OF CARE per standard protocol is 24hrs except otherwise stated by the MD orders. Wound Vac standard protocol is 24-48 hrs depending on the last dressing change prior to discharge.
When a client refuses services, do the following:

• Call the Office or the clinical supervisor immediately.
• Call and report to the client’s MD office immediately.
• Document the missed visit and the reason then fax or bring to the office within 24 hours.
• Follow up with the client next day and/or follow the agency’s instructions to you, whichever comes first. Report any problems back to the office immediately.

All Nurses are required to inform the Office Staff before missing the visit in advance to allow us locate a suitable cover. However, if you have a missed visit because of a patient (e.g. patient was at the doctor’s appointment), you MUST notify the office immediately. A revisit schedule will be given to you by your supervisory, also communicate any rescheduling done by the patient.

JOB DESCRIPTION

Direct Support Staff

DEFINITION

Direct Support Staff individuals with disabilities in community – based residential homes and family support services. Direct Support Staff assist individuals with daily living skills development, health and wellness management, medication administration, behavioral and communication development and personal caress. Quality support services will be delivered with dignity and respect for each and individual’s unique needs. Direct Support Staff advocate for individuals to be fully integrated into community life.

Duties and Responsibilities

1. Implement each person’s Individual Daily Program Plan
• Assists each person with his or her personal cares and daily routine.
• Shows respect and dignity while assisting each person.
• Provides choices and promotes independence at home and in the community.
• Supports people in establishing and maintaining relationships with friends, family, and community connections.
• Clearly and accurately documents information related to each person’s daily program plan.
2. Follows Abuse Prevention Plan as written for each person
• Demonstrates ability to support each person’s dignity of risk while following through with specific plan/s to reduce vulnerability in identified areas.
• Clearly and accurately documents incidents related to the person’s vulnerabilities and communicates information as outlined in the person’s individualized plan.
3. Follows Health Plans as written for each person.
• Administers medications and treatments as directed • Is able to locate and use medical information established by the program nurse
• Clearly and accurately documents changes in the person’s condition and communicates this information to the nurse and coordinator.
4. Completes work duties as assigned
• Provides a clean and safe environment for each person.
• Prepares and provides balanced meals according to the basic food groups.
• Clearly and accurately documents and reports maintenance or household needs to the appropriate supervisor
• Arrives on time and works his/her scheduled shift.
• Maintains staff coverage until relief staff are on duty or until a charged person has given the approval to leave
• Accepts and offers guidance and instruction to to//from co-workers in a helpful manner.
5. Work hours range from 10 to 40 hours weekly. All staff is evaluated annually and go through scheduled training to enhance to equality of work being delivered.

Qualifications

• Must be at least 18 years of age
• Ability to speak, write, and comprehend the English Language
• A valid driver’s license and satisfactory motor vehicle record is required for morning and evening shifts
• Upon hire, candidates must provide proof of employment eligibility and proof of being free from tuberculosis. All candidates must successfully pass a State of Georgia background check before working unsupervised.

High Performance Objectives/Competencies

• Communicates clear and accurate information to FMS team members, quality circle members, and community stakeholders in a professional manner.
• Maintains confidentiality.
• Accepts and is able to provide constructive feedback in a respectful manner.

Accountability

• Takes responsibility for carrying out essential job duties in a competent manner.
• Adheres to agency policies and procedures
• Completes training requirements according to FMS staff development standards.
• Represents FMS in a positive and respectful manner.
• Works safely; uses equipment properly and as directed.

Proactive

• Uses information and data to improve the quality of service provided.
• Takes initiative to improve personal skills, knowledge and team performance.

Team Player

• Shows respect for others’ perspectives, styles, and ideas
• Works with others to meet agreed timelines and objectives.
• Is flexible and willing to respond to changes needed to improve service.

Documentation

• Documents all program data, including but not limited to: individual plan data, behavior plan data, community integration logs, assessments, individual funds requests, mileage logs, maintenance requests forms, and supply acquisition forms;
• Documents individual’s health (i.e. seizure charts, weight, bowel movements, fluid intake.
• Ensures that all documentation is completed clearly and accurately in a timely manner
• Ensures Medication Administration Record (MAR) entries are completed daily
• Completes communication logbooks during shift
• Clocks in and out before and after every shift and submits Leave Request forms when applicable

Working Conditions

The physical demands described below are representative of those that must be met in order to successfully complete essential job functions. In compliance with the Americans with Disabilities Act, reasonable accommodations will be considered.
• Frequent pushing, pulling, grasping, reaching below shoulder level, and lifting/carrying up to 35 lbs. unassisted may be required
• Occasional bending stooping, squatting, kneeling, climbing, crawling, walking on uneven ground, reaching above shoulder level, and lifting/carrying in excess of 35 lbs. unassisted may be required.
• This position requires spending the majority of the work day standing or walking
• This position requires working 75-90 percent indoors and 10-25 percent outdoors.
• This position may require work with household cleaning solutions, electric wheelchair batteries, and refueling vehicles.
• This position may require work with moderate noise and/or pets
• This position may require work with the following equipment: wheelchairs, manual and electric; adaptive positioning equipment; household appliances; household cleaning equipment; manual, hydraulic, electric lifts or ramps; wheelchair hook-ups; battery charger; garbage/recycling bins; manual or electric bed, bed rails; office equipment; oxygen tank; mist or suction machine; augmentative communication device; gas or charcoal grill; sprinkler or garden hose; snow shovel or scraper
I have read and understand the information contained within the job description

• An individual may bypass Faith Staffing Agency, Inc. procedures at any time during the grievance process and contact the Office of External Affairs. The phone number is 404-657-5964.
• The director will meet with the individual, legal guardian, or family and anyone involved in the grievance within 24 hours to discuss the issue.
• The director will work with the individual, legal guardian or family member to reach a mutually beneficial solution that is satisfactory to the individual.
• The director shall report back to the individual/legal guardian or family member with a resolution within 5 business days.
• If an individual is not satisfied with the outcome of the grievance or complaint, the individual or responsible part may contact the Department of Behavior Health and Developmental Disabilities Office of External Affairs.       The contact information is:

• Create a plan pull together everyone in your household and make a home evacuation plan with two ways out of each room, including windows. Don’t forget to make the location of each smoke alarm and make sure everyone including children knows how to identify the sound of the alarm.
• Make sure family members know to leave the house immediately if the smoke alarm sounds. Do not investigate to find out why it went off.
• Practice your evacuation plan, practice escaping by each route; practice in the dark
• The plan should include an arranged meeting place for your family.
• Teach family members that once they are out of the house during an emergency, stay out never go back into the house or burning property. Call 911 from a neighbor’s home, a cell phone or other electronic device. Do not waste time attempting to save property. If someone is missing fell the firefighters who are equipped to perform rescues.

• Crawl low under the smoke
• Use the top of your hand(s) to feel top of doors, doorknobs and the cracks between doors and door frames to make sure fire is not on the other side. If heat and smoke come in when you open the door, slam it shut and use an alternate route.
• If you are unable to leave the building, seal doors and vents with duct tape or towels to prevent smoke from entering the room. Open a window at the top and bottom so fresh air can enter. Be ready to close the window immediately if it draws smoke into the room. Call the fire department and let them know you are trapped inside, wave a flashlight or light-colored clothing to let rescuers know when you are located.

Reporting Abuse or Exploitation of Participants

• “Abuse” means any intentional or grossly negligent act or series of acts or intentional or grossly negligent omission to act which causes injury to a participant, including, but not limited to, assault or battery, failure to provide treatment or care, or sexual harassment of the participant.
• “Exploitation” means an unjust or improper use of another person or the person’s property through undue influence, coercion, harassment, duress, deception, false representation, false pretense, or other similar means for one’s own profit or advantage.
• “Participant” means any person receiving services from the agency.

• Any:
• Administrator, manager, physician, nurse, nurse’s aide, orderly or other employee in a hospital or facility;
• Medical examiner, dentist, osteopath, optometrist, chiropractor, podiatrist, social worker, coroner, clergyman, police officer, pharmacist, physical therapist, or psychologist; or
• Employee of a public or private agency engaged in professional services to participate or responsible for inspection of agencies providing services to individuals with developmental disabilities

• Any other person who has knowledge that participant of former participant has been abused or exploited while receiving services from the agency may report or cause a report to be made to the appropriate law enforcement agency.
• A report of suspected abuse or exploitation shall include the following:
• The name and address of the person making the report unless such person is not required to make a report;
• The name and address of the participant or former participant;
• The name and address of the facility;
• The nature and extent of any injuries or the condition resulting from the suspected abuse or exploitation;
• The suspected cause of the abuse or exploitation; and
• Any other information which the reporter believes might be helpful in determining the cause of the participant’s injuries or condition and in determining the identity of the person or persons responsible for the abuse or exploitation.
• Upon receipt of a report of abuse or exploitation, the department may notify the appropriate law enforcement agency. In the event a report is made directly to a law enforcement agency, under subsection (a) or (b) of this Code section, that agency shall immediately notify the department.
• The department shall maintain accurate records which shall include all reports of abuse or exploitation, the results of all investigations and administrative or judicial proceedings, and a summary of action taken to assist the participant.

• The department shall immediately initiate an investigation after the receipt of any report. The department shall direct and conduct all investigations; however, it may delegate the conduct of investigations to local police authorities or other appropriate agencies. If such delegation occurs, the agency to which authority has been delegated must report the results of its investigation to the department immediately upon completion.
• The investigation shall determine the nature, cause, and extent of the reported abuse or exploitation, an assessment of the current condition of the participant, and an assessment of needed action and services. Where appropriate, the investigation shall include a prompt visit to the participant.
• The investigating agency shall collect and preserve all evidence relating to the suspected abuse or exploitation.
• All state, county, and municipal law enforcement agencies, employees of the facility, and other appropriate persons shall cooperate with the department or investigating agency in the administration of this article.

• Upon the receipt of the results of an investigation, the department, in cooperation with the investigating agency, shall immediately evaluate such results to determine what actions shall be taken to assist the participant.
• The department or an agency designated by the department shall assist and prevent further harm to a participant who has been abused or exploited. The department may also take appropriate legal actions to assure the safety and welfare of all other participants of the facility where necessary.
• Within a reasonable time not to exceed 30 days after it has initiated action to assist a participant, the department shall determine the current condition of the participant, whether the abuse or exploitation has been abated, and whether continued assistance is necessary.
• If as a result of an investigation a determination is made that a participant has been abuse or exploited, the department shall contact the appropriate prosecuting authority and provide all information and evidence to such prosecuting authority.

• Any agency or person who in good faith makes a report or provides information or evidence pursuant to this article shall be immune from liability for such actions.
• Neither the department nor its employees, when acting in good faith an with reasonable diligence, shall have any liability for defamation, invasion of privacy, negligence, or any other claim in connection with the collection or release of information pursuant to this article and neither shall be subject to suit based upon any such claims.

1. "Individualized Service/Program Plan": An organized statement of the proposed treatment/habilitation process to guide the service provider and client throughout the duration of service at the Program.
2. Each plan shall clearly include but is not limited to:

1. The development of an individualized service/program plan shall be governed as

1. Each client shall have the right to receive prompt treatment services on a voluntary, confidential basis including:

1. Each client shall have the right to retain his own personal effects, clothing, and money.
2. Each client shall have the right to converse privately, have convenient and reasonable access to the telephone and mails, and to see visitors, except if denial is necessary for treatment or habilitation, as documented in the client's record by a physician or licensed psychologist.
3. Each client shall have the right to exercise the civil, political, personal, and property rights to which he is entitled.
4. Each client shall have the right to pursuit of employment, education, and religious expression.

1. A client's rights may be restricted/denied only on a temporary basis and in order to protect the health and safety of the client or others;
2. If restriction, abridgement, or denial of a client's rights are instituted, other than those pursuant to 290-4-9-.02(1)(c)1.(iii) of these regulations, the nature, extent and reason shall be entered in the client's record as a written order approved by a physician or licensed psychologist. Review of such restriction will occur in the approved treatment or habilitation review process. Any continuing denial or restriction shall be reviewed every 15 calendar days and shall be entered into the client's treatment or habilitation record.

1. Physical restraints shall not be used in any program governed by these rules and regulations; provided, however, that emergency receiving, evaluating and treatment facilities may use restraints in accordance with Rules and Regulations for Patients' Rights, Chapter 290-4-6. For the purposes of this subsection, those devices which restrain movement, but are applied for the protection of accidental injury or required for medical treatment of the client's physical condition or for supportive or corrective needs of the client, shall not be considered physical restraints. However, such devices used in such situations must be authorized and applied in compliance with the Program's policy and procedures. The use of such devices shall be a part of the client's Individual Service/Program Plan.
2. Time-out procedures shall be used solely for the purpose of providing effective treatment and protecting the safety of the client and other persons and shall not be used as punishment or for the convenience of staff. It shall be documented in the client's record, prior to the use of time-out procedures, that less restrictive methods of modifying the problem behavior have been systematically tried and found to be ineffective.
3. The use of time-out shall be governed as follows:

1. The attending physician is responsible for assuring, and documenting in the client's record, that the benefits, side effects, and risks of psychotropic medication are explained to the individual, commensurate with the individual's abilities of comprehension and understanding.
2. All medications shall be administered or prescribed solely for the purpose of providing effective treatment or habilitation and/or protecting the safety of the client and other persons and shall not be used as punishment or for the convenience of staff.
3. If not judicially declared incompetent, all adults shall give signed consent to the administration of medication. If an adult client has been judicially determined to be incompetent to give signed consent or to make decisions of a similar nature, signed consent to the administration of medication shall be obtained from the client's guardian with capacity to make such decision. If the client is a minor, such signed consent shall be obtained from the minor's parent or legal guardian.
4. Only in cases of emergency, where the physician determines that immediate intervention is necessary to prevent the death of or serious consequences to a client and where delay in obtaining signed consent would be unsafe for the client or others then immediate essential intervention may be administered without the consent of the client or other person. In such emergency cases, a record of the determination of the physician shall be entered into the client's record, and this will be the prior consent for such intervention. An attempt to expeditiously resolve the emergency situation must then be demonstrated.

1. Each Program Director shall appoint a Clients' Rights Subcommittee to review the rights of the clients receiving services from programs contracted by the Department, a Regional Board, or a Community Service Board either directly or indirectly. The Clients' Rights Subcommittee functions as a part of the program's ongoing quality improvement program, as described in the Program's Quality Improvement Plan.

• Completion of new hire paperwork (Use employment packet)
• Faith Medical Services Mission, Vision and Core Values
• Employee policies and procedures
• Code of ethics/Customer service
• Job description
• Individual’s contact information and demographic location
• Cultural Competency
• Documentation task (person- centered notes, goal, HRST and health tracking, etc.)
• Long Term Abuse Act
• Critical Incident Reporting
• HIPPA/Grievance Polices
• Client’s Right and Responsibilities
• Infection Control Procedures
• Emergency Procedures
• Work Schedule
• Absenteeism/Tardiness/Time-Off Request (refer to employee handbook)
• In-service Training (16 hours mandatory) employee will be receive Relias online login info
• Training Log
• Mileage (1XWD MD appointments only, unless otherwise approved)
• Discuss dress code (refer to employee handbook)
• Cogent (background check)
• CPI/Crisis Intervention (Relias)
• W-2/Independent Contractor
• Payroll Calendar

EMERGENCY PROCEDURES

In case(s) of all serious emergencies (falls, unconsciousness, and everything that looks like it)
□ Ensure client is safe
□ Call 911 immediately for all life-threatening issues
□ Report incidence to the office immediately
□ Make an incidence report and send it to the office ASAP!

Whenever you have any situation (Client refused bath, bruises or sores, changes in client conditions…) with your client, these are the procedures to follow:

□ Ensure client is safe
□ Call family member (look on your care plan for clients representative contacts)
□ Call and notify the office immediately
□ Make reports on your progress notes or incidence report forms and send them to the office ASAP!

You must also report the following to the office immediately:
□ Client hospitalized
□ Client out of home
□ All client complaints about their health status
□ Client refused services

PS: If the incident happened when you are not on assignment but was brought to your attention, it must still be reported!

Report all incidences no matter how irrelevant it may appear! All incidences must be reported as soon as it occurred (i.e. within the hour).

Numbers to reach us at: 770-996-8180, 404-506-9400(fax)

I acknowledge and pledge to abide by the above instructions.

New Hire Orientation

WELCOME TO FAITH MEDICAL SERVICES

• Diversified and specialized services
• On-Site Visitation
• We provide Ongoing Staff Training
• Prompt Response with excellent customer service
• 24 hour On-call Emergency Contact
• Experienced & Professional team

Time Slips/Paychecks

Cancellations

Punctuality

Dress Code

Availability and Scheduling

Unusual Occurrence

24 Hour Staffing Service

Staffing

• Contact Faith staffing Agency, Inc on a weekly basis to report availability, verify work schedule, or request work assignments.
• Have all schedule changes and work assignments arranged, coordinated, and approved. You cannot go over or change your assigned schedules.
• Contact Faith Staffing Agency, Inc if a client or client family members desire different staffing arrangements.
• Hours worked by staff members must coincide with the hours approved by Faith Staffing Agency, Inc in order for the staff member to be paid.
• Accept work assignments only if there is certainty that the shifts, days and hours in the assignments can be worked.
• Report for accepted work assignments.
• Arrange schedules to avoid conflict with accepted work assignments, especially if you are working for another employer in addition to working for Faith Staffing Agency, Inc.
• Give an advance four-hour minimum notice to Faith Staffing Agency, Inc coordinator if a work assignment is cancelled due to unforeseen events such as illness, injury, or emergency situations.
• Be on time for scheduled work assignments. If you are not able to be on time due to a legitimate emergency, you must contact the Staffing Coordinator, rather than contacting the client.
• Contact the Staffing Coordinator if the work assignment is completed before the scheduled work time is up.
• The hours you work as reflected on your time card coincide with the hours approved by the Staffing Coordinator in order for you to be paid for the hours worked.
• Report for work assignments at 15 minutes early for orientation/report especially when you are unfamiliar with policies and procedures, equipment and routine.

Job Performance

• Wear casual clothes, such as skirts, slacks, and shirts when asked by the facility.
• Maintain a professional appearance.
• Wear a clean uniform.
• For women: wear shirt hemlines at knee length; pant hemlines at ankle length; comfortable, enclosed toe and heel shores; and nylons or stockings.
• For men: wear pant hemlines at ankle length: comfortable, enclosed toe and heel shoes, and socks.
• Wear an identifying nametag.
• Keep fingernails clean
• Wear jewelry sparingly, for example, a ring and small earrings.
• Function within limits set by Faith Staffing policies and procedures.
• Duty to document task done and report on client condition
• Do not use slang or foul language.
• Be considerate and courteous in contacts with clients and other persons.
• Treat clients with respect and recognize their need for privacy.
• Ensure client confidentiality with respect for client’s histories, conditions, and behaviors.
• Do not accept gratuities from clients.
• Maintain a calm and reassuring attitude in crisis situations.
• Be tactful in manners and attitudes when dealing with clients and other persons.
• Complete all assignments satisfactorily.
• Seek clarification of assignments as necessary.
• Seek assistance when unable to complete assignments.
• Contact the staffing coordinator within 24 hours if injured while on duty.
• Do not abuse chemical substances, such as alcohol or drugs.
• Do not sleep on duty unless live-in services are being provided to the client, and only as outlined in the live-in policy and procedure. Any medication that may make you drowsy is not to be taken while on duty.
• Do not use cell phones while in the home, except for emergency purposes!
• Do not smoke in the client’s home even if you have the client’s permission.
• Do not witness signatures on any papers (i.e., sale of house or last will and testament).
• Do not violate staff members’ confidentiality. This means that staff member’s addresses and personal phone numbers are not to be released to clients or person not affiliated with Faith Staffing Agency Inc. If a request is received to release this information, notify the office immediately.
• Do not falsify time slips. The time that is written on the time slip is to reflect the time that is actually scheduled and worked.
• You cannot under any situation sign your time slip for your clients. This is fraud! Don’t be cut! In the case where your client is unable to sign, report to your supervisor immediately!
• Do not discuss salary with clients or client family members.
• You cannot provide services in client’s house when the client is absent from home.

Benefits/Bonuses

• Being on time to assignments
• No call out or cancellations
• Excellent job performance
• Good conduct
• Appearance/Professionalism

• Salary - starting from $10.00 PCA/CNA, LPN $25/hour, $25-$30/visit-LPN, $35-$50 per hour/visit/RN
• $50.00 referral fee (client must be enrolled and services initiated to qualify)
• Special per hour rates on weekends if you work on call.
• Incentives where applicable.

• Have read and understood the policy and procedures of Faith Medical Services its scope of service, type of clients it serves, client’s rights and responsibilities, client assurance policies and complaint handling procedure.
• Have being orientated, read and understood Faith Medical Services policy and procedure for Call outs, Cancellations, lateness.
• Have, read, understood and acknowledge the risks, safety guidelines, and emergency procedures listed in the packet. I agree and comply with these guidelines, in addition to any specific safety instructions provided by the Faith Medical Services procedures informational packet.

• Understand employee’s assigned duties and responsibilities
• How to document tasks done, clients condition and problems affecting clients
• Procedure for handling emergencies and reporting ALL incidences (falls, injury, accidents….)
• My obligation to report known exposure to tuberculosis and hepatitis to Faith Medical Services
• Have never been shown by credible evidence (e.g. court or jury, a department investigation or other reliable evidence) to have abused, neglected, sexually assaulted, exploited, or deprived any person or to have subjected any person to serious injury as a result of intentional or grossly negligent misconduct as evidenced by oral or written statement to this effect obtained at the time of application.
• Participated in the orientation and training organized by FMS and given the employee handbook.
• Participated in the orientation and training organized by FMS and given the employee handbook. I have read the GAPP policy (if applicable)
• I am aware that all assignments are on PRN basis and there are no guaranteed hours. Cases are assigned as available.
• I acknowledge according to Faith Medical Services policies that if I quit an assignment without following the procedure laid out, my last check pay rate will be dropped to minimum wage.
• Have not made any material false statements concerning qualifications requirement either to Faith Medical Services or to the GA department of Human Resources.

Job Description

Nursing Supervisor Experience/Qualifications Shall Include But Not Limited To

MINIMUM REQUIREMENTS:

Job Description

Certified Nursing Assistant (CNA)

DUAL DIAGNOSIS

What you should know about Dual Diagnosis: Dual diagnosis (also referred to as co-occurring disorders) is a term for when someone experiences a mental illness and a substance use disorder simultaneously. Either disorder—substance use or mental illness—can develop first. People experiencing a mental health condition may turn to alcohol or other drugs as a form of self-medication to improve the mental health symptoms they experience.
Symptoms:
Because many combinations of dual diagnosis can occur, the symptoms vary widely. Symptoms of substance use disorder may include: withdrawal from friends and family, Sudden changes in behavior, Using substances under dangerous conditions, Engaging in risky behaviors, Loss of control over use of substances, Developing a high tolerance and withdrawal symptoms, Feeling like you need a drug to be able to function. Symptoms of a mental health condition can also vary greatly. Warnings signs, such as extreme mood changes, confused thinking or problems concentrating, avoiding friends and social activities and thoughts of suicide, maybe reasons to seek help. How Is Dual Diagnosis Treated?
The best treatment for dual diagnosis is integrated intervention, when a person receives care for both their diagnosed mental illness and substance abuse. Treatment planning will not be the same for everyone, but here are the common methods used as part of the treatment plan:
Detoxification. The first major hurdle that people with dual diagnosis will have to pass is detoxification. Inpatient detoxification is generally more effective than outpatient for initial sobriety and safety. During inpatient detoxification, trained medical staff monitors a person 24/7 for up to seven days. The staff may administer tapering amounts of the substance or its medical alternative to wean a person off and lessen the effects of withdrawal.
Inpatient Rehabilitation. A person experiencing a mental illness and dangerous/dependent patterns of substance use may benefit from an inpatient rehabilitation center where they can receive medical and mental health care 24/7. These treatment centers provide therapy, support, medication and health services to treat the substance use disorder and its underlying causes. Supportive Housing, like group homes or sober houses, are residential treatment centers that may help people who are newly sober or trying to avoid relapse. These centers provide some support and independence. Sober homes have been criticized for offering varying levels of quality care because licensed professionals do not typically run them. Do your research when selecting a treatment setting. Medications are useful for treating mental illnesses. Certain medications can also help people experiencing substance use disorders ease withdrawal symptoms during the detoxification process and promote recovery. Self-Help and Support Groups. Dealing with a dual diagnosis can feel challenging and isolating. Support groups allow members to share frustrations, celebrate successes, find referrals for specialists, find the best community resources, and swap recovery tips. They also provide a space for forming healthy friendships filled with encouragement to stay clean. Here are some groups NAMI likes: Double Trouble in Recovery is a 12-step fellowship for people managing both a mental illness and substance abuse.

NOTICE OF DRUG-FREE WORKPLACE

POLICIES ACKNOWLEDGEMENTS

Callout Policy and Procedures

Faith Medical Services goal is to ensure all our clients are staffed always. Readout call-out policy and procedure. All employees requesting off work should inform the agency 2 weeks in advance so that the shift can be covered. In case of an emergency please inform the agency as soon as possible with a 4-hr. minimum requirement so that your shift can be covered. Please do not call off work using email format, ensure to speak with your supervisor. Failure to comply with company policies will result in disciplinary actions. We thank you for your cooperation in advance.

No Call/No Show Policy and Procedures

Read our No Call/No Show Policy and Procedures. The company has a zero-tolerance for No Call/No Shows. No Call/Shows are ground for automatic termination. Anyone that performs a No/Call Show must be in an extreme medical condition that would not allow you to call into work. Proper documentation must be presented to excuse your absence. You are only allowed one call-out per month, any hours on the day or period you call out after the approved one time will be paid at the minimum wage. If you quit an assignment without proper notification (two weeks' notice your last check will be paid at minimum wage. We thank you for your cooperation in advance.

Removal from Case

This is to inform all Faith Medical Services Employees of the policies and procedures when you are removed or want to be removed from a case. All employees that are W2 employees should allow 2 to 4 weeks for reassignment. All employees that are Independent Contractor/1009 employees will be reassigned on as need basis.

Matrix and time record

All employees must use our Matrix clocking System. This system is a part of your job and is monitored daily. You are to use the system as you enter the client’s home and when you exit. IF YOU FORGET TO CLOCK OUT, OR YOU DID NOT CLOCK IN AT ALL, we will count it as a missed visit unless you have an issue and you called us immediately.
After two weeks of the payday you provided service, we can no longer pay you. Ensure to send in your visit records at the company stated times. The time records must be compliant with our rule to get paid.

Payroll Calendar

This is to verify that you have received Faith Medical Services Payroll Calendar along with the payroll violation rules and regulations. Violations will attract a $35 fee payable to the 3rd party payroll company.

Name Badges

All employees are always required to wear their name badges while on duty. The fee to replace the company name badges is $25. In the event you are no longer employed with our company, you are required to return the name badge to us within 2 business day; otherwise, a fee $25 will be deducted from your last check.

Employee Handbook

This is to verify that you have received the Faith Medical Services employee handbook along with all policies and procedures. Adhere to all policies and procedures always. Disciplinary actions will follow with any violations of the company’s policies.

Credentials

It is your responsibility to update your credentials always (this includes yearly training), failure to do so will result in disciplinary action, and up to termination.

INFECTION CONTROL PROCEDURES

RESTRICTIVE COVENANT AGREEMENT

NURSE NEW HIRE ORIENTATION

All employees must fill out the competency skill form. *All employees must go through the standard nursing protocols. You will receive a link to orientation after this application.

Completion of the new hire paperwork
Skill/Competency checklist
Faith Medical Services Overview- Vision, Mission, and Core Values
Employee policies and procedures (Use new hire orientation booklets)
Code of ethics
Dress code
Job description
Confidentiality of client’s information (HIPPA)
Client’s rights and responsibilities
Documentation (See documentation policy)-
Go over Initial assessment, Visit notes, Supervisory visits, Physician summary report, Physician order form, care plan, Discharge form.
Doctor’s orders (See policy)
Start of care (SOC)/Absenteeism/Tardiness/Missed visit (See policy)
Nursing standard protocols (Use protocol procedures)-IV, Wound care, Medication Infection control procedures (See policy)
Emergency procedures
Obtaining Supplies
Drug screening
P-ayday & p-ay rates (Use p-ayroll calendar)/W2/1099 Timesheet /Mileage (See mileage form)
Updating Credentials

Employee Authorization For Direct Deposit