Employee_Handbook_2014.txt

Table of Contents

I. Introduction

A. Welcome Statement						 

B. Description of Handbook					 

II. Employment Relationship

A. Employment					 

B. Equal-Opportunity Employer					 

C. Immigration Law Compliance 				 

	D. Working Together						 

III. Commencing Employment

A. Background Checks						 

B. Reference Checks						 

C. Personal Information						 

D. Employee Status						 

E. Introductory Period						 

F. Job Duties							

G. Dress and Appearance					

H. Smoking Policy						

I. Transportation					

J. Travel Reimbursement						

IV. Payroll

A. Working Hours & Schedule					

B. Timekeeping Procedures					

C. Payment of Wages						

D. Salary Pay Policy						

V. Personnel								

A. Open-Door Policy						

B. Unlawful Harassment						

C. Prohibited Conduct						

D. Conduct & Employment Outside Work			

E. Drug & Alcohol Abuse					

F. Punctuality & Attendance					

G. Investigations of Current Employees				

H. Performance Evaluations					

I. Solicitation of Home Care Assistance Clients			

J. Confidentiality						

K. Visitors and Client’s Telephone				

L. Loss Prevention						

VI. Home Care Assistance Facilities

A. Policies Against Workplace Violence				

B. Operation of Vehicles						

C. Use of Equipment						

D. Health & Safety 						

VII. Benefits

A. Holidays						

B. Worker’s Compensation					

C. Leaves of Absence						

ACKNOWLEDGEMENT AND AGREEMENT				

I. INTRODUCTION 

A. WELCOME STATEMENT

Home Care Assistance was founded on the principle of doing business in an honest, ethical manner.  We are committed to the highest standards of business conduct.  We believe that our success depends on our commitment to integrity and quality in everything we do. 

Every Employee has an important role in our operations and we value the abilities, experience and background that you bring with you to our company. It is our Employees who provide the excellent services that our clients rely upon and enable us to grow and create new opportunities in the years to come. 

Home Care Assistance management intends to provide you with all of the support and the resources you will need to perform your job effectively. If, at any time, you need assistance or guidance, please do not hesitate to ask any of the members of our management team. They are here to help you perform to the best of your abilities. 

Each of us is responsible for upholding our company’s reputation for excellence, and continuing to meet the high standards that have made Home Care Assistance a leader in the industry.  We expect you to give Home Care Assistance your best efforts at all times, and to always act with integrity and professionalism.

Carolina Orosa

President
Home Care Assistance	

B. DESCRIPTION OF HANDBOOK

This Employee Handbook contains information about the employment policies and practices of Home Care Assistance. We expect each Employee to read this Employee Handbook carefully as it is a valuable reference for understanding your job and Home Care Assistance. During your initial orientation, you will be given an opportunity to sit down and carefully review this Employee Handbook with your Supervisor. This Employee Handbook supercedes all previously issued Employee Handbooks and inconsistent verbal or written policy statements. 

Home Care Assistance reserves the right to revise, delete, and add to the provisions of this Employee Handbook without notice. We will do our best to let you know about any changes affecting your employment as soon as possible.  All such revisions, deletions, or additions must be in writing and must be signed by an officer of Home Care Assistance. No oral statements or representations can change the provisions of this Employee Handbook.  

This Employee Handbook is the property of Home Care Assistance. All rights are reserved. No part of this Employee Handbook may be reproduced in any form or by any electronic or mechanical means, including information storage and retrieval systems, without permission in writing from an officer of the Company.

This Employee Handbook is provided for general guidance only. Not all Home Care Assistance policies and procedures are set forth in this Employee Handbook. We have summarized only some of the more important ones. You are responsible for abiding by all local, provincial and federal laws in Canada, as well as the laws of any foreign country in which Home Care Assistance does business.  You are also responsible for following the policies in the handbook and all other Company policies.  Violations of these policies may result in corrective action up to and including termination.

The policies and procedures expressed in this Handbook, as well as those in any other personnel materials which may be issued from time to time, do not create a binding contract or any other obligation or liability on the Company. If you have any questions or concerns about this Employee Handbook or any other policy or procedure please ask your Supervisor. 

II. EMPLOYMENT RELATIONSHIP 

A. EMPLOYMENT

Your employment may be terminated by the Company at any time and without notice for a breach of the terms and conditions of this offer of employment or for just cause.  

The Company may terminate your employment without just cause at any time by providing you with written notice of termination, payment in lieu of such notice, or a combination of written notice of termination and payment in lieu of such notice, in the amount payable to you pursuant to the Employment Standards Act of British Columbia. You agree that the amount payable to you pursuant to this clause shall be the maximum compensation to which you are entitled in lieu of reasonable notice and the Company will have no further obligation to you with respect to the termination of your employment, including without limitation further compensation, severance pay or damages.

You may resign from your employment with the Company at any time by giving the Company two (2) weeks' prior written notice of the effective date of your resignation, which notice may be waived in whole or in part by the Company.

B. EQUAL-OPPORTUNITY EMPLOYER

Home Care Assistance is an equal-opportunity employer and strives to comply with all applicable laws prohibiting discrimination based on race, color, creed, sex, age, national origin or ancestry, physical or mental disability, veteran status, marital status, medical condition, sexual orientation, as well as any other category protected by federal, state, or local laws. All such discrimination is unlawful and all persons involved in the operations of Home Care Assistance are prohibited from engaging in this type of conduct.  This policy applies to our employees, applicants, customers, and business partners (including franchisees, independent contractors, vendors and suppliers).

C. IMMIGRATION LAW COMPLIANCE

Home Care Assistance is required by Citizenship and Immigration Canada to verify the identity and legal authorization to work of all employees. In keeping with this obligation, Home Care Assistance must inspect documentation that shows each employee's legal authorization to work in Canada. Under the Canadian Immigration Act only the following persons are authorized to work in Canada: Canadian citizens; Permanent residents; or Persons who have a valid employment authorization.

D. WORKING TOGETHER

At Home Care Assistance, we are committed to maintaining a positive environment for our employees.  We believe it is in everyone’s best interest to work in a union-free environment.

III. COMMENCING EMPLOYMENT 

A. BACKGROUND CHECKS

Home Care Assistance recognizes the importance of maintaining a safe workplace with Employees who are honest, trustworthy, qualified, reliable, and nonviolent, and do not present a risk of serious harm to their coworkers or others. For purposes of furthering these concerns and interests, Home Care Assistance reserves the right to investigate an individual's prior employment history, personal references, and educational background, as well as other relevant information that is reasonably available to Home Care Assistance. Home Care Assistance may review an applicant's or an Employee's credit report and criminal background, if any. In the event that a background check is conducted, Home Care Assistance will comply with any applicable Federal and provincial laws, including providing the job applicant or Employee with any required notices and forms. Consistent with these practices, job applicants or Employees may be asked to sign certain authorization and release forms. Consistent with legal requirements, Home Care Assistance reserves the right to require job applicants or Employees to sign the forms as requested as a condition of employment. 

B. PERSONAL INFORMATION

Social Security and income tax regulations require us to maintain a record of your current name, address and marital status.  If any of this information changes, please contact your Supervisor.  Your Employee File contains information required by law, such as work and salary history, and performance evaluations.  To see this file or to obtain copies of any documents you have signed, provide a written request containing your name to your supervisor and requests will be complied with as soon as possible.  Employee Files may not be removed from Home Care Assistance premises.

C. EMPLOYEE STATUS

Employees at Home Care Assistance are classified as exempt or non-exempt. 

1. Exempt

Exempt employees are salaried employees acting in a managerial capacity who supervise or direct other workers or resources in the company. Exempt employees could also be any other employee that falls under the “exempt” category based on the BC employment standards act.

2. Non-Exempt

Non-Exempt employees are hourly employees who are paid based on the amount of hours that they work. Non exempt employees are subject to al BC labour standards act provisions including the payment of overtime.  

E. INTRODUCTORY PERIOD

The first three months of continuous employment at Home Care Assistance will no doubt be a learning experience. You will learn your job duties and responsibilities, get acquainted with your Supervisor(s) and fellow Employees, and familiarize yourself with Home Care Assistance in general. We refer to this initial period of employment as your introductory or probationary period. At the end of the introductory period, you and your Supervisor should meet to review your performance.

While we understand that you will be learning a lot about your new job, you are still expected to perform satisfactorily and your performance will be reviewed closely. Also, please understand that completion of the introductory period is not a guarantee of continued employment, nor is employment guaranteed through the entire introductory period.

F. JOB DUTIES

As part of your initial orientation, you will learn the various duties and responsibilities of your job. You will be provided with a copy of the written job description for your individual position. Home Care Assistance maintains certain expectations and standards applicable to your job position. Your Supervisor should review these with you. 

It is expected that Employees will perform additional duties and assume additional responsibilities as needed by their Supervisor for the efficient operation of Home Care Assistance. 

In order to adjust to changes in our business, it may become necessary to modify your job description, add to or remove certain duties and responsibilities, or reassign you to an alternate job position. 

G. DRESS AND APPEARANCE

All employees will practice good hygiene. Clothing is expected to be neatly laundered. Jewelry must be kept to a minimum.  

Attire must be clean and appropriate to the job function. This excludes inappropriate attire, such as: tank tops, tube tops, bare midriff styles, sun dresses, t-shirts, sweat pants and shirts, shorts, and cut-offs.

Office staff are expected to wear business attire and maintain a professional appearance at all times.

H. SMOKING POLICY

Smoking is strictly prohibited in all locations on agency premises and in client’s homes.  See Home Care Assistance Smoking Policy for more details.

I. TRANSPORTATION 

Transportation to and from assignments is your responsibility. You will have access to a company vehicle if one is available. The company vehicle will be filled up with fuel from time to time, if however you need to use the company vehicle and there is little or no fuel, inform your supervisor before filling up with more fuel.

Regardless of who owns the vehicle, if you are driving a client, it is a requirement of Home Care Assistance to have a copy of your Certificate of Insurance and your current driver’s license on file. The client or client's representative must also sign a Waiver of Liability if you decide to use your personal vehicle or the client’s vehicle to transport a client. 

It is the responsibility of every Employee to drive safely and obey all traffic, vehicle safety, and parking laws or regulations. Drivers should demonstrate safe driving habits and not drive fast or recklessly.  

J. TRAVEL REIMBURSEMENT

Mileage is reimbursed by HCA at the reimbursement rate of $.50 per km on occasions where an employee uses their personal vehicle for business purposes outside of regular business hours, i.e transporting clients, meeting with caregivers or clients or responding to emergency calls.  The number of kilometers and reason for travel should be recorded. 

Travel time to and from work or home is not included in the working day. Travel mileage to and from the job is also not reimbursable.  If you are using your personal vehicle and are involved in an accident while conducting company business, your automobile insurance is responsible for responding to the incident.  If your job assignment requires you to use your personal vehicle for more than 10% of its overall use, you are required to obtain business rated insurance from ICBC.

IV. PAYROLL 

A. WORKING HOURS & SCHEDULE

For the purposes of payroll processing, the workweek is defined at Monday through Sunday.  Hours and employee work schedules vary by job and location.  You will be assigned a work schedule and you will be expected to begin and end work according to the schedule.  Because of employee illness and unplanned changes in business, it may be necessary to change individual work schedules on either a short-term or long-term basis.  

Occasionally, employees may be scheduled for more hours than their normal schedule (e.g., scheduled to arrive earlier or stay later).

Exempt employees are excluded from Parts 4 and 5 of the Employment Standards Act, which covers hours of work, overtime entitlements and statutory holiday pay. On occasion, exempt employees may be expected to work outside of a standard work week and in these situations every attempt will be made to agree upon and the alternate work schedule in advance or identified when he/she is hired. 

At times, emergencies such as power failures, road closings, earthquakes, fires, or severe weather may interfere with Company operations. In such an event, Home Care Assistance may order a temporary shutdown of part or all of its operations. Depending on the circumstances, time off may or may not be paid. 

B. TIMEKEEPING PROCEDURES

Employees must record their actual time worked for payroll purposes. Employees should record the time work begins and ends. Employees must also record any departure from work for any non-work-related reason. 

Altering, falsifying, and tampering time records, or recording time on another Employee's time record is prohibited and subject to disciplinary action, up to and including termination of employment. 

Employees may also be required to record their time worked and report full days of absence from work for reasons such as leaves of absence, sick leave, or personal business. 

It is your responsibility to sign your time record to certify the accuracy of all time recorded. Any errors in your timecard or payroll statement should be reported immediately to the a company officer.

C. PAYMENT OF WAGES

1. Pay Periods

Paydays are bi-weekly and are processed on Friday of a payroll week.

2. Paycheck Policies

Paychecks or direct deposits are normally available by 12:00 p.m. on a payday. If there is an error in your check, please report it immediately to your supervisor. No one other than the Employee to whom the paycheck is written will be allowed to pick up a paycheck unless written authorization has been given for another person to do so. 

D. SALARY PAY POLICY

Employees will be paid a salary for all the work they do for Home Care Assistance (less withholding taxes and authorized deductions) in accordance with applicable federal and provincial law. Although Employees are generally entitled to their salary for any week in which work is performed, deductions can and will be made when permitted by law. For example, an Employee's salary may be reduced for complete days of absence for personal reasons and incomplete initial or final weeks of work. If you have a question about your salary, please contact your Supervisor.

V. PERSONNEL 

A. OPEN-DOOR POLICY

Home Care Assistance recognizes that Employees will have suggestions for improving the workplace, as well as complaints about the workplace. The most satisfactory solution to a job-related problem or concern is usually reached through a prompt discussion with your Supervisor. Please feel free to contact your Supervisor with any suggestions and/or complaints. 

While Home Care Assistance provides you with this opportunity to communicate your views, please understand that not every complaint can be resolved to your satisfaction. Even so, Home Care Assistance believes that open communication is essential to a successful work environment and all Employees should feel free to raise issues of concern without fear of reprisal. 

Please feel free to contact your Supervisor with the suggestions. Employees who have any questions or problems regarding their employment may bring the matter to the attention of their immediate supervisor within five (5) days of the date the employee knew or should have known about the problem.  

B. UNLAWFUL HARASSMENT

Home Care Assistance is committed to providing a work environment free of unlawful harassment. Company policy prohibits sexual harassment, and harassment based on pregnancy, childbirth or related medical conditions, race, religious creed, color, national origin or ancestry, physical or mental disability, medical conditions, marital status, age, sexual orientation or any other basis protected by federal, provincial or local law or ordinance or regulation. All such harassment is unlawful. The Company's anti-harassment policy applies to all persons involved in the operation of the Company and prohibits unlawful harassment by any employee of the Company, including supervisors and co-workers. 

1. Sexual Harassment Defined

Applicable state and federal law defines sexual harassment as unwanted sexual advances, requests for sexual favors, or visual, verbal, or physical conduct of a sexual nature when: (1) submission to the conduct is made a term or condition of employment; or (2) submission to or rejection of the conduct is used as basis for employment decisions affecting the individual; or (3) the conduct has the purpose or effect of unreasonably interfering with the Employee's work performance or creating an intimidating, hostile, or offensive working environment. This definition includes many forms of offensive behavior. The following is a partial list: 

a. Unwanted sexual advances;

b. Offering employment benefits in exchange for sexual favors;

c. Making or threatening reprisals after a negative response to sexual advances;

d. Visual conduct such as leering, making sexual gestures, or displaying sexually suggestive objects, pictures, cartoons, or posters;

e. Verbal conduct such as making or using derogatory comments, epithets, slurs, sexually explicit jokes, or comments about any Employee's body or dress;

f. Verbal sexual advances or propositions;

g. Verbal abuse of a sexual nature, graphic verbal commentary about an individual's body, sexually degrading words to describe an individual, or suggestive or obscene letters, notes, or invitations;

h. Physical conduct such as touching, assault, or impeding or blocking movements; and

i. Retaliation for reporting harassment or threatening to report harassment. 

It is unlawful for males to sexually harass females or other males, and for females to sexually harass males or other females. Sexual harassment on the job is unlawful whether it involves coworker harassment, harassment by a Supervisor, or harassment by persons doing business with or for Home Care Assistance. 

If you believe that you have been unlawfully harassed, provide a written complaint to your own or any other company supervisor or an officer of the Company as soon as possible after the incident. Your complaint should include details of the incident or incidents, names of the individuals involved and names of any witnesses. Supervisors will refer all harassment complaints to an officer of the Company. The Company will immediately undertake an effective, through and objective investigation of the harassment allegations. 

If the Company determines that unlawful harassment has occurred, effective remedial action will be taken in accordance with the circumstances involved. Any employee determined by the Company to be responsible for unlawful harassment will be subject to appropriate disciplinary action, up to and including termination. A Company representative will advise all parties concerned of the results of the investigation. The Company will not retaliate against you for filing a complaint and will not tolerate or permit retaliation by management, employees, or co-workers. 

The Company encourages all employees and independent contractors to report any incidents of harassment forbidden by this policy immediately so that complaints can be quickly and fairly resolved. 

2. Home Care Assistance Complaint Procedure

Home Care Assistance' complaint procedure provides for an immediate, thorough, and objective investigation of any claim of unlawful or prohibited harassment, appropriate disciplinary action against one found to have engaged in prohibited harassment, and appropriate remedies for any victim of harassment. A claim of harassment may exist even if the Employee has not lost a job or some economic benefit. 

If you believe you have been harassed on the job, or if you are aware of the harassment of others, you should provide a written or verbal complaint to your Supervisor or to any other Supervisor with Home Care Assistance or to the President as soon as possible. Your complaint should be as detailed as possible, including the names of individuals involved, the names of any witnesses, direct quotations when language is relevant, and any documentary evidence (notes, pictures, cartoons, et cetera). 

Applicable law also prohibits retaliation against any Employee by another Employee or by Home Care Assistance for using this complaint procedure or for filing, testifying, assisting, or participating in any manner in any investigation, proceeding, or hearing conducted by a governmental enforcement agency. Additionally, Home Care Assistance will not knowingly permit any retaliation against any Employee who complains of prohibited harassment or who participates in an investigation. 

All incidents of prohibited harassment that are reported will be investigated. Home Care Assistance will immediately undertake or direct an effective, thorough, and objective investigation of the harassment allegations. The investigation will be completed and a determination regarding the reported harassment will be made and communicated to the Employee who complained and to the accused harasser(s). 

4. Liability for Harassment

Any Employee of Home Care Assistance, whether a coworker or Supervisor, who is found to have engaged in prohibited harassment is subject to disciplinary action, up to and including discharge from employment. 

C. PROHIBITED CONDUCT

In order to assure orderly operations and provide the best possible work environment, Home Care Assistance expects Employees to follow rules of conduct that will protect the interests and safety of personnel. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace, but the following are examples of infractions of rules of conduct that may result in disciplinary action, including suspension up to termination of employment.  

1. Falsification of employment records, employment information, or other records.  

2. Recording the work time of another Employee, allowing any other Employee to record your work time, or allowing falsification of any time card, whether your own or another Employees.  

3. Theft or the deliberate or careless damage of any Home Care Assistance property or the property of any Employee or client.  

4. Removing or borrowing Home Care Assistance property without prior authorization.  

5. Unauthorized use of Home Care Assistance equipment, time, materials, or facilities.  

6. Working under the influence of alcohol.  

7. Possessing, distributing, selling, transferring, or using--or being under the influence of--alcohol or illegal drugs in the workplace.  

8. Carrying firearms or any other dangerous weapons, at any time, on premises owned or occupied by Home Care Assistance.  

9. Engaging in criminal conduct whether or not related to job performance.  

10. Causing, creating, or participating in a disruption of any kind during working hours or on premises owned or occupied by Home Care Assistance.  

11. Using profane or abusive language at any time during working hours or while on premises owned or occupied by Home Care Assistance.  

12. Failing to notify the appropriate Supervisor when unable to report to work.  

13. Unreported absence of two consecutive scheduled workdays.  

14. Failing to obtain permission to leave work for any reason during normal working hours.  

15. Excessive and repeated personal use of the telephone or internet during working hours.  

16. Wearing extreme, unprofessional, or inappropriate styles of dress or hair while working.  

17. Violating any safety, health, or security policy, rule, or procedure of Home Care Assistance.  

18. Committing a fraudulent act or a breach of trust in any circumstances.  


D. CONDUCT & EMPLOYMENT OUTSIDE WORK

In general, Home Care Assistance does not seek to interfere with Employees off-duty activities. However, Home Care Assistance cannot tolerate off-duty conduct that impacts negatively on Home Care Assistance, either in terms of an Employee's individual work performance or the business interests of Home Care Assistance, including its reputation. For example, Home Care Assistance prohibits any illegal or immoral conduct by an off-duty Employee that affects or has the potential to affect Home Care Assistance. Also, Home Care Assistance prohibits outside employment (including self-employment) that conflicts with employment at Home Care Assistance, impacts the Employee's work performance or schedule, and/or affects the business interests of Home Care Assistance. Employees must contact the president of Home Care Assistance prior to engaging in any outside employment.  

E. DRUG & ALCOHOL ABUSE

The use of alcohol, illegal drugs, intoxicants, and controlled substances, whether on or off duty, can impair Employees' ability to work safely and efficiently. Home Care Assistance prohibits the use of these substances to the extent that they affect, or have the potential to affect, the workplace. Home Care Assistance will not jeopardize the safety of the Employee, other Employees, our clients, the public, and Home Care Assistance operations due to an individual's poor judgment. Accordingly, Home Care Assistance prohibits the following: 

1. Possession, use, or being under the influence of alcohol or an illegal drug, intoxicant, or controlled substance during working hours. 

2. Operating a vehicle owned or leased by Home Care Assistance while under the influence of alcohol or an illegal drug, intoxicant, or controlled substance. 

3. Distribution, sale, manufacture or purchase--or the attempted distribution, sale, manufacture or purchase--of an illegal drug, intoxicant, or controlled substance during working hours or while on premises owned or occupied by Home Care Assistance. 

F. PUNCTUALITY & ATTENDANCE

Home Care Assistance expects you to report to work on a reliable and punctual basis. Absenteeism, early departures from work, and late arrivals burden your fellow Employees and Home Care Assistance. If you cannot avoid being late to work or are unable to work as scheduled, you must call your Supervisor as soon as possible. 

Every time you are absent or late, or leave early, you must provide your Supervisor with an honest reason or explanation. You must also inform your Supervisor of the expected duration of any absence. Home Care Assistance will comply with applicable laws relating to time off from work, but it is your responsibility to provide sufficient information to enable Home Care Assistance to make a determination. You must notify your Supervisor of any change in your status as soon as possible. 

Excessive tardiness, early departures and unscheduled absenteeism may lead to disciplinary action, up to and including termination of employment. Continuing patterns of absences, early departures, or tardiness, regardless of the exact number of days, may warrant disciplinary action. 

If you fail to report for work without any notification to your Supervisor, you may be considered to have abandoned your employment. 

Individuals with disabilities may be granted reasonable accommodation in complying with these policies if undue hardship does not result to operations of Home Care Assistance. However, regular attendance and promptness are considered part of each Employee's essential job functions. 

G. INVESTIGATIONS OF CURRENT EMPLOYEES

Home Care Assistance may occasionally find it necessary to investigate current Employees, where behavior or other relevant circumstances raise questions concerning work performance, reliability, honesty, trustworthiness, or potential threat to the safety of coworkers or others. Employee investigations may, where appropriate, include credit reports and investigations of criminal records, including appropriate inquiries about any arrest for which the Employee is out on bail. 

H. PERFORMANCE EVALUATIONS

Performance evaluations are conducted from time to time to provide both you and your Supervisor with the opportunity to discuss your job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss methods for improving your performance. However, please understand that a positive performance evaluation does not guarantee an increase in salary, a promotion, or even continued employment. Compensation increases and the terms and conditions of employment, including job assignments, transfers, promotions, and demotions, are determined by and at the discretion of Home Care Assistance. 

In addition to these more formal performance evaluations, Home Care Assistance encourages you and your Supervisor to discuss your job performance on an ongoing basis. 

I. SOLICITATION OF HOME CARE ASSISTANCE CLIENTS

Under no circumstances should an employee solicit private work of any kind from a Home Care Assistant client.  Be aware that should you leave the Company and decide to work privately for a Home Care Assistance client, you are in violation of Company policy and are liable to cover the expenses Home Care Assistance incurred for your recruitment and training.  Home Care Assistance reserves the right to contact said previous clients and demand payment of these fee.  All legal means will be employed to collect these fees.

J. CONFIDENTIALITY

Information about Home Care Assistance, its Employees, clients, suppliers, and vendors is to be kept confidential and divulged only to individuals within Home Care Assistance with both a need to receive and authorization to receive the information. If in doubt as to whether information should be divulged, err in favor of not divulging information and discuss the situation with your Supervisor. 

All records and files maintained by Home Care Assistance are confidential and remain the property of Home Care Assistance. Records and files are not to be disclosed to any outside party without the express permission of an office of the Company. Confidential information includes, but is in no way limited to: financial records; business, marketing, and strategic plans; personnel and payroll records regarding current and former Employees; the identity of, contact information for, and any other account information on clients, vendors, and suppliers; inventions, programs, trade secrets, formulas, techniques, and processes; and any other documents or information regarding Home Care Assistance' operations, procedures, or practices. Confidential information may not be removed from Home Care Assistance premises without express authorization. 

Confidential information obtained during or through employment with Home Care Assistance may not be used by any Employee for the purpose of furthering current or future outside employment or activities or for obtaining personal gain or profit. Employees may be required to enter into written confidentiality agreements confirming their understanding of Home Care Assistance' confidentiality policies. 

K. VISITORS AND CLIENT’S TELEPHONE

Client telephones must be kept open for emergencies at all times.  Use of client’s phones to make outgoing local or long-distance personal phone calls is prohibited.  All incoming personal phone calls are not allowed.

Inviting visitors to a client’s home is strictly prohibited.

L. LOSS PREVENTION

When you accept a position with Home Care Assistance, you accept the responsibility to protect our client’s property.  We place great trust in you as a team member and hope you will keep in the following:

• Perform your work carefully and accurately

• Follow procedures. If you’re not sure, ask your Supervisor

• Never assume anything. When in doubt, ask your Supervisor

• Wearing or using client property is strictly prohibited

VI. HOME CARE ASSISTANCE FACILITIES 

A. POLICIES AGAINST WORKPLACE VIOLENCE

1. Statement of Policy

We believe that the safety and security of Home Care Assistance Employees are paramount. Therefore, Home Care Assistance has adopted this policy regarding workplace violence. 

Acts or threats of physical violence, including intimidation, harassment, and/or coercion, that involve or affect Home Care Assistance or that occur on Home Care Assistance property or in the conduct of Home Care Assistance business off Home Care Assistance property, will not be tolerated. This prohibition against threats and acts of violence applies to all persons involved in Home Care Assistance operations, including, but not limited to, Home Care Assistance personnel, contract workers, temporary employees, and anyone else on Home Care Assistance property or conducting Home Care Assistance business off Home Care Assistance property. Violations of this policy, by any individual, will lead to disciplinary and/or legal action as appropriate. 

This policy is intended to bring Home Care Assistance into compliance with existing legal provisions requiring employers to provide a safe workplace; it is not intended to create any obligations beyond those required by existing law. 

2. Definitions

Workplace violence is any intentional conduct that is sufficiently severe, offensive, or intimidating to cause an individual to reasonably fear for his or her personal safety or the safety of his or her family, friends, and/or property such that employment conditions are altered or a hostile, abusive, or intimidating work environment is created for one or several Home Care Assistance Employees. Workplace violence may involve any threats or acts of violence occurring on Home Care Assistance premises, regardless of the relationship between Home Care Assistance and the parties involved in the incident. It also includes threats or acts of violence that affect the business interests of Home Care Assistance or that may lead to an incident of violence on Home Care Assistance premises. Threats or acts of violence occurring off Home Care Assistance premises that involve Employees, agents, or individuals acting as a representative of Home Care Assistance, whether as victims of or active participants in the conduct, may also constitute workplace violence. Specific examples of conduct that may constitute threats or acts of violence under this policy include, but are not limited to, the following: 

a. Threats or acts of physical or aggressive contact directed toward another individual; 

b. Threats or acts of physical harm directed toward an individual or his/her family, friends, associates, or property; 

c. The intentional destruction or threat of destruction of Home Care Assistance property or another Employee's property; 

d. Harassing or threatening phone calls; 

e. Surveillance; 

f. Stalking; 

g. Veiled threats of physical harm or similar intimidation; and  

3. Enforcement

Any person who engages in a threat or violent action on Home Care Assistance property may be removed from the premises as quickly as safety permits and may be required, at Home Care Assistance' discretion, to remain off Home Care Assistance premises pending the outcome of an investigation of the incident. 

B. OPERATION OF VEHICLES

The use of Home Care Assistance-owned or Home Care Assistance-leased vehicles is limited to authorized Employees. These vehicles must only be used in work-related activities and may not be used for personal business or activities without the express prior approval of management. 

All Employees authorized to drive Home Care Assistance-owned or Home Care Assistance-leased vehicles in conducting Home Care Assistance business, must possess a current, valid driver's license and an acceptable driving record. Any change in license status or driving record must be reported to management immediately.  

A valid driver's license must be in your possession while operating a vehicle off or on Home Care Assistance property. 

C. USE OF EQUIPMENT

All Home Care Assistance property-including desks, storage areas, work areas, file cabinets, credenzas, computer systems, office telephones, cellular telephones, modems, printers, facsimile machines, and duplicating machines-must be used properly and maintained in good working order. Employees who lose, steal, or misuse Home Care Assistance property may be personally liable for replacing or fixing the item and may be subject to discipline, up to and including discharge.  

Home Care Assistance reserves the right, at all times and without prior notice, to inspect and search any and all of it’s property for the purpose of determining whether this policy or any other policy of Home Care Assistance has been violated, or when an inspection and investigation is necessary for purposes of promoting safety in the workplace or compliance with provincial and federal laws. These inspections may be conducted during or after business hours and in the presence or absence of the Employee.  

Home Care Assistance technical resources, such as its computer system, voice mail system, and e-mail, are provided for use in the pursuit of Home Care Assistance business and are to be reviewed, monitored, and used only in that pursuit, except as provided in this policy. As a result, computer data, voice mail messages, and e-mail transmissions are readily available to numerous persons. If, during the course of your employment, you perform or transmit work on Home Care Assistance computer systems or other technical resources, your work may be subject to the investigation, search, and review of others in accordance with this policy. In addition, any electronically stored communications that you either send to or receive from others may be retrieved and reviewed when doing so serves the legitimate business interests and obligations of Home Care Assistance. 

Employees are otherwise permitted to use Home Care Assistance equipment for occasional, non-work purposes with permission from their Supervisor. Nevertheless, Employees have no right of privacy as to any information or file maintained in or on Home Care Assistance property or transmitted or stored through Home Care Assistance computer systems, voice mail, e-mail, or other technical resources. 

Employees may access only files or programs, whether computerized or not, that they have permission to enter. Therefore, Employees may not load personal software onto Home Care Assistance' computer system, and may not copy software from Home Care Assistance for personal use. All Employees must inform an officer of the company prior to installing any software on Home Care Assistance computer system. Unauthorized review, duplication, dissemination, removal, installation, damage, or alteration of files, passwords, computer systems or programs, or other property of Home Care Assistance, or improper use of information obtained by unauthorized means, may be grounds for disciplinary action, up to and including discharge.  

Messages stored and/or transmitted by voice mail or e-mail must not contain content that may reasonably be considered offensive or disruptive to any Employee. Offensive content would include, but not be limited to, sexual comments or images, racial slurs, gender-specific comments or any comments or images that would offend someone on the basis of his or her age, religious or political beliefs, national origin, or disability.  

E. HEALTH & SAFETY

The health and safety of Employees and others on Home Care Assistance property are of critical concern to Home Care Assistance. We strive to attain the highest possible level of safety in all activities and operations. Home Care Assistance also intends to comply with all health and safety laws applicable to our business. 

To this end, Home Care Assistance must rely upon Employees to ensure that work areas are kept safe and free of hazardous conditions. Employees should be conscientious about workplace safety, including proper operating methods and known dangerous conditions or hazards. You should report any unsafe conditions or potential hazards to your Supervisor immediately, even if you believe you have corrected the problem. If you suspect a concealed danger is present on Home Care Assistance' premises, or in a product, facility, piece of equipment, process, or business practice for which Home Care Assistance is responsible, bring it to the attention of your Supervisor immediately. Supervisors should arrange for the correction of any unsafe condition or concealed danger immediately and should contact the president regarding the problem. 

Any workplace injury, accident, or illness must be reported to your Supervisor as soon as possible, regardless of the severity of the injury or accident. If medical attention is required immediately, Supervisors will assist Employees in obtaining medical care, after which the details of the injury or accident must be reported. 

VII. BENEFITS 

A. HOLIDAYS

Company holidays for Canada offices are as follows:

* New Years Day

*Family Day

* Good Friday

* Victoria Day

* Canada Day

* British Columbia Day

* Labour Day

* Thanksgiving Day

* Remembrance Day

* Christmas Day

If a holiday falls on a weekend day, it is usually observed on the proceeding Friday or the following Monday. Holiday observance will be announced in advance.  

To qualify for paid statutory holidays, employees must have been employed for 30 calendar days prior to the statutory holiday and have worked or earned income on 15 of the previous 30 days.

Exempt employees are excluded from Parts 4 and 5 of the Employment Standards Act, which covers hours of work, overtime entitlements and statutory holiday pay. 

B. WORKER’S COMPENSATION

You must immediately phone to report the following types of incidents to the WorkSafeBC's emergency and accident line whether there is an injury or not:

Any incident that kills, causes risk of death, or seriously injures a worker 

Any blasting accident that results in injury, or unusual event involving explosives 

A diving incident that causes death, injury, or decompression sickness requiring treatment 

A major leak or release of a dangerous substance 

A major structural failure or collapse of a structure, equipment, construction support system, or excavation 

Any serious mishap

C. LEAVES OF ABSENCE

Pregnancy leave 

A pregnant employee is entitled to up to 17 consecutive weeks of unpaid pregnancy leave. This leave may start no earlier than 11 weeks before the expected birth date, and must end no earlier than six weeks after the birth date unless the employee requests a shorter period. 

If pregnancy leave is not requested until after the birth of a child or after termination of the pregnancy, the employee is entitled to up to six consecutive weeks of leave beginning on the date of birth or termination date. 

An initial period of leave may be extended up to six consecutive weeks if an employee is unable to return to work for reasons relating to the birth or termination of a pregnancy. 

A request to return from leave earlier than six weeks after the birth must be made in writing at least one week before the proposed return date.  

An employer may require an employee to provide a doctor’s certificate in support of a request for leave or a leave extension. 

Parental leave for birth and adopting parents  

A birth mother who takes pregnancy leave is entitled to 35 consecutive weeks of unpaid parental leave. A birth mother must begin her parental leave immediately after her pregnancy leave ends, unless she and the employer agree otherwise.  

A birth mother who does not take pregnancy leave, a birth father, or an adopting parent is entitled to up to 37 consecutive weeks of unpaid parental leave. The leave can begin anytime within 52 weeks of the birth or placement of the child.

An initial period of parental leave may be extended up to five consecutive weeks if the child requires an additional period of parental care. 

An employer may require an employee to provide a doctor’s certificate or other evidence that the employee is entitled to the leave or leave extension. 

Request for Leave

The Act says that a request for pregnancy or parental leave must be made in writing at least four weeks before the proposed start date.  However, the courts and the Employment Standards Tribunal have said that failure to give written notice does not affect the employee’s entitlement to the leave.  Employees are encouraged to tell their employers the date they will be going on leave well in advance and to put it in writing to avoid misunderstandings.

Family responsibility leave 

An employee is entitled to up to five days of unpaid leave in each employment year to meet responsibilities related to the care, health or education of any member of the employee’s immediate family.* 

“Employment year” means a year beginning on the date the employee commenced employment. 

Family Responsibility Leave does not accumulate from year to year. 

Compassionate care leave  

An employee can take up to eight weeks of unpaid leave within a 26 week period to care for or support a gravely ill family member. 

The employee must obtain a medical certificate which states that the family member is gravely ill with a significant risk of death within 26 weeks.  

“Family member” means someone who is:

in relation to an employee:

a member of an employee’s immediate family*;

an employee’s step-sibling, aunt or uncle, niece or nephew; 

a current or former foster parent, foster child, ward or guardian; or

the spouse of an employee’s sibling or step-sibling, child or step-child, grandparent, grandchild, aunt or uncle, niece or nephew, current or former foster child or guardian. 

in relation to an employee’s spouse:

a parent or step-parent, sibling or step-sibling, child, grandparent, grandchild, aunt or uncle, niece or nephew, current or former foster parent, or current or former ward; and

anyone who is considered to be like a close relative regardless or whether or not they are related by blood, adoption, marriage or common law partnership.

Bereavement leave 

An employee is entitled to up to three days of unpaid leave on the death of a member of the employee’s immediate family.* These days do not have to be consecutive, or start on the date of death. 

*“Immediate family” means the spouse, child, parent, guardian, sibling, grandchild or grandparent of an employee; and any person who lives with the employee as a member of the employee’s family. 

Jury duty

An employee who is required to attend court as a juror is considered to be on unpaid leave for the period of the jury duty.

Reservists’ leave

An employee who is a reservist is entitled to unpaid leave if the employee is deployed to a Canadian Forces operation outside Canada, is engaged in pre- or post-deployment activities either inside or outside Canada, or is deployed inside Canada to assist in dealing with an emergency or its aftermath.

The employee must give the employer four weeks’ written notice of the date the leave will begin and end. If the employee receives less than four weeks’ notice of a deployment, he or she must give the employer as much notice as is practicable. 

If the deployment is extended, the employee must give the employer notice four weeks before the date the leave was to have ended, or as soon as practicable. 

If the employee proposes to return to work earlier than originally specified, the employee must give the employer at least one week’s notice.

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ACKNOWLEDGMENT AND AGREEMENT

This is to acknowledge that I have received a copy of the Home Care Assistance Employee Handbook and understand that it sets forth the terms and conditions of my employment as well as the duties, responsibilities, and obligations of employment with Home Care Assistance. I also acknowledge that my employment with Home Care Assistance is not for a specified period of time and can be terminated at any time for any reason, with or without cause or notice, by me or by Home Care Assistance. I acknowledge that no oral or written statements or representations regarding my employment can alter the foregoing. I also acknowledge that no Supervisor or Employee has the authority to enter into an employment agreement--express or implied--providing for employment other than at will. 

I also acknowledge that, except for the policy of at-will employment, Home Care Assistance reserves the right to revise, delete, and add to the provisions of this Employee Handbook. All such revisions, deletions, or additions must be in writing and must be signed by the President of Home Care Assistance. No oral statements or representations can change the provisions of this Employee Handbook. I also acknowledge that terms and conditions of employment with Home Care Assistance may be modified at the sole discretion of Home Care Assistance with or without cause or notice at any time. 

I understand that the foregoing agreement concerning my employment status and Home Care Assistance right to determine and modify the terms and conditions of employment is the sole and entire agreement between me and Home Care Assistance. I further understand that this agreement supersedes all prior agreements, understandings, and representations concerning my employment with Home Care Assistance. 

My signature reflects that I have read and understood the Employee Handbook.

Print Name:

Signature:

Date: