Clearly state that employment is at-will for both parties.
| | Description | |---|---| | Welcome & Company Overview | Mission, vision, core values, history, and organizational structure. | | Employment Basics | At-will employment disclaimer, equal opportunity employer statement, job classifications, work schedules, and attendance expectations. | | Workplace Policies | Standards of conduct, dress code, attendance, break policies, confidentiality, conflicts of interest, and use of company property. | | Compensation & Benefits | Pay periods, overtime, timekeeping, paid time off (PTO), holidays, health insurance, retirement plans, and other perks like pet insurance. | | Employee Conduct & Performance | Code of conduct, performance evaluations, disciplinary procedures, grievance reporting, and termination. | | Health & Safety | Workplace safety, infection control, emergency procedures, ergonomics, and reporting injuries. | | Leave Policies | Family and Medical Leave Act (FMLA), sick leave, bereavement, jury duty, military leave, and other state-mandated leaves. | | Compliance & Ethics | HIPAA privacy and security, anti-discrimination and anti-harassment, fraud and abuse prevention (applicable to healthcare billing). | | Acknowledgment Form | A signed statement confirming the employee has received, read, and agrees to comply with the handbook. |
Employment PoliciesThis section covers the basics of the employment relationship. It includes information on:Equal Employment Opportunity (EEO): Commitment to a diverse and inclusive workplace.At-Will Employment: Clarification of the legal nature of the employment relationship.Onboarding and Orientation: What new hires can expect during their first few weeks.
To maintain clinical hygiene and a professional environment, the handbook outlines strict uniform guidelines:
A commitment to serving senior residents with dignity, respect, and specialized care. cardon and associates employee handbook
A standard 90-day orientation for new or promoted associates.
regulations. Associates are explicitly prohibited from discussing resident health information in public or non-secure areas. Family-Centered Approach
Policies for an Equal Employment Opportunity and harassment-free workplace.
No. The handbook includes an at-will employment disclaimer clarifying that it does not create an employment contract. Employment remains at-will, meaning either party may terminate the relationship at any time. Clearly state that employment is at-will for both parties
The foundational pages of the handbook establish the organization’s commitment to dignity, hospitality, and stewardship. Employees are expected to model these values in every interaction with residents, family members, and colleagues. 2. Employment At-Will
: Maintaining accurate, complete records is mandatory. Associates must not alter or destroy records during investigations. Good attendance is a prerequisite for eligibility in special programs like educational assistance. Employee Benefits and Perks Educational Assistance :
: Translating the company's core values into daily professional behaviors.
For a comprehensive employee handbook, you should include these core sections tailored to their specific "family-first" culture and senior living environment: 1. Introduction & Mission | | Workplace Policies | Standards of conduct,
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: The handbook emphasizes professional, honest, and ethical behavior. It mandates a work environment free from discrimination and harassment. Resident Privacy : A critical component is the strict adherence to
Flexible schedules, cell phone discounts (Sprint, Verizon, AT&T), pet insurance , and travel assistance. Professional Standards and Conduct
: Explicit instructions are provided on how far in advance an employee must notify a supervisor if they cannot make a shift, ensuring adequate coverage can be arranged. Clinical Excellence and Regulatory Compliance