TIFFE & Me: Part 2

1. TIFFE & Me: Part 2 Policies and Procedures Human Resources

2. About TIFFE • Founded in August 1981 • On the Big Island since July 1993 • Teaching, consulting and counseling • Founders • MJ Amundson • Barbara Naki • Linda Honda • Tom Naki • Linda Taylor

3. MJ Amundson, APRN, Ph.D. • Board of Directors, President • Director of Clinical Services • More than 45 years of experience in: • Behavioral health nursing • Community mental health education • Program development • Administration

4. Barbara Naki, RN, MA • Board of Directors, Vice-President • Director of Prevention and Education • Certified national trainer and consultant for Nurturing Programs • More than 40 years of experience in: • Clinical services • Training programs & curriculum design

5. Linda Honda, ACSW, LSW • Board of Directors, CEO & Secretary • Director of Human Potential Development • More than 25 years of experience in: • Program development • Clinical services • Administration

6. Tom Naki, MPH • Program Administrator, Father’s Services • Certified national trainer and consultant for Nurturing Programs • More than 30 years experience in: • Community outreach & advocacy • Training & education with adults & youth • Father’s program

7. Linda Taylor, MSW • Board of Directors • 20 years of experience in counseling with women, children, and families • Instrumental in organizational development for the provision of human services and business

8. Mission Statement • To help the people we serve and our care providers to improve the quality of their personal, family and professional relationships.

9. TIFFE Office • Office hours: • Monday through Friday: 8am - 5pm • Office equipment available: • Computers, copiers, fax machine, etc. • Please wear your TIFFE ID badge into the office and schools

10. Security & Confidentiality • Policy to protect employees, customers, and the company • Management has the right to examine any person or object while on company premises • Policy to protect its property and sensitive information • No visitors or clients in the office • Do not discuss the company or your clients outside of TIFFE.

11. Work Attire & Hygiene • TIFFE emphasizes cleanliness, neatness and good taste • Our objective is to make a favorable impression on our clients by being well groomed, cheerful and courteous • Check with others in your work environment as to what is expected • Dress sensibly, i.e., no spaghetti straps, short shorts, etc.

12. Equal Employment Opportunity • TIFFE seeks to employ the best qualified individual without regard to an individual’s race, color, religion, gender, age, national origin, etc. • Report any incident of discrimination or harassment to the Human Resources Department • Page 3 of Employee Handbook

13. Cultural Diversity • All TIFFE services are provided in a culturally competent manner that respects and honors the belief systems, traditions, behaviors, and patterns of interaction inherent in the family background of the person (s) served and all employees. • Every employee is responsible for ensuring that TIFFE programs and services are delivered with cultural competence and respect for diversity within the populations served and employee groups

14. Sexual Harassment & Workplace Violence • Zero-tolerance policy • What is considered sexual harassment or workplace violence? • Unwelcome sexual advances, request for sexual favors and other verbal or physical conduct of a sexual nature, from anyone while at work. • How do I report an incident? • Incidents are investigated by HR, kept confidential, and appropriate corrective action will be taken if warranted. • Other Harassment? – offensive jokes or treatment related to race, religion, etc. • It is the person on the receiving end that decides whether or not it is harassment- not you.

15. Workplace Non-Violence • Zero-tolerance policy • What is considered violent behavior? • Physical injury, threatening/intimidating behavior, insults/taunting, weapon possession, damage of property, etc. How do I report an incident? -Incidents are investigated by HR, kept confidential, and appropriate corrective action will be taken if warranted.

16. Progressive Disciplinary Action • When performance, behavior or conduct standards are not met, corrective action will be taken • Initial / verbal warning • Written warning • Suspension and/or termination • (Examples include: not turning in billing regularly/on time, refusing work, not attending supervision, incorrect paperwork) • Does not have to follow above order. Depending on the issue, the first response could either be written warning or termination.

17. Family Medical Leave Act • FMLA allows employees to take leave to care for themselves or a family member up to a maximum of 12 weeks per year. • Qualifying events: • Birth, adoption or foster care • Family illness • Employee health • Care for member of armed forces (up to 26 weeks per year)

18. Incident Reports • Employees must report all accidents, injuries and illnesses • Notify supervisor & HR within 24 hrs • Complete an Incident Report form

19. Complaints • If an employee has a complaint: • There is an opportunity to be heard without fear of retaliation or penalty • There is fair and courteous treatment • There will be a timely reply Procedure: -There is a discussion with supervisor - There is investigation with next level supervisor -There is a meeting with the HR Manager

20. Workers Compensation • Provides benefits if you sustain a work-related injury or illness • Must be reported within 24 hours • Incidents must be reported even if you don’t see a doctor or miss work • If eligible, 66⅔% compensation and medical bills paid

21. Medical Insurance COBRA Workers Compensation Temporary Disability Insurance Paid Trainings 401(k) Plan Cell Phone Reimbursement Federal Credit Union Auto Insurance Home Insurance AFLAC Benefits

22. Benefits: Medical Insurance • Medical, dental, vision, prescription, (acupuncture, chiropractic, and massage therapy on Kaiser Plans only) • Eligibility: • Work 4 consecutive weeks at 20hrs/wk • Come see HR to fill out paperwork and you will be enrolled effective the 1st day of the month

23. Benefits: COBRA • Continuation of medical coverage by paying group rate + 2% • Eligible if you lose your medical coverage from TIFFE • Not maintaining 20 hrs/wk • Leaving the company (special circumstances apply to involuntary quits)

24. Benefits: Temporary Disability Insurance • Non-work related injury • Birth • Surgery • Illness • Available for as long as doctor prescribes for up to 26 weeks • To qualify, must have worked 20hrs for 14 wks in a year at any employer • 58% compensation

25. Benefits: Paid Trainings • $7.25/hour for orientation trainings • Additional training, $10/hr • Community based training available for TIFFE employees to attend at no charge; this training is eligible towards hourly training requirement

26. Benefits: 401(k) • Eligible to enroll after: • Three months at 20hrs / week • 520 hours in a six month period • American Funds • Online or by phone enrollment • Informational packet & PIN code will automatically be sent to home address • Edward Jones representative

27. Benefits: Match & Profit Sharing • At end of year, Board of Directors has the discretion to contribute through profit sharing and a % of match • Eligibility: • Work 1,000 hours in plan year • Be employed last day of the year

28. Benefits: Cell Phone Reimbursement • Automatically enrolled if have already provided HR with cell number and coverage provider • $5 reimbursement per pay period • Must turn in billing paperwork to receive reimbursement- no retroactive amounts paid • Make sure you keep HR informed if you change your number and/or provider

29. Benefits: AFLAC • Available to all employees who worked 20 hours a week or more • Offers pre-taxed insurance plans at group rates

30. Benefits: Others • Long Term Care Insurance • Memberships: • Hawaii USA Federal Credit Union • Hawaiian Tel Federal Credit Union • Liberty Mutual:- 10% • Auto Insurance • Home /Rental Insurance

31. Compensation • Pay dates for hourly employees: • 7thand 22nd of each month • Billing needs to be in by 10:00 a.m. on the 16th and 1st of month. If you are late for turn-in you will have to wait up to 7 days for a check and be subject to disciplinary action if this occurs on a regular basis. • If pay date falls on a weekend, paychecks are available the Friday prior • Annual Performance Evaluation • Overtime • Must have prior approval, time & a half above 40 hrs.

32. In order to work… • Credentialing • DOE transcripts must be received by TIFFE directly from the school • DOH approval letter must be received by CAMHD • Service Authorization/Work Order • Any work done without service authorization will not be compensated for • Further information will be provided in other training sessions. • 19 Eligibility • Visas/Permanent Residency cards must be up to date with a copy on file in HR. Change of status should be communicated to HR.

33. Leave Requests • Leave of absences must be approved by your supervisor prior to leave date • Must complete a Leave Request form and submit to your supervisor • Inform Intake Coordinator for coverage of case • Leaves over one month require Clinical Director Approval

34. Policies and Procedures • Manual available in front office in Suite 105 and 100 • Employee Handbook • Rules of Conduct (pages 42-45)

35. TIFFE Website • www.tiffe.org • To access the Employee Section: • Username = firstname.lastname • Password = employee payroll number • (top left hand side of paycheck stub); Not employee number.

36. Any Questions? Thank you!