EMPLOYEE HANDBOOK - Monarch Healthcare Management
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Welcome to Monarch Healthcare Management!About UsOn behalf of Monarch Healthcare Management, welcome to theMonarch family! Your facility utilizes Monarch as its managementcompany. This Employee Handbook has been developed to helpyou become acquainted with our company and answer many of yourinitial questions.Monarch Healthcare Management is an assisted living and sub-acutehealthcare provider.We are ecstatic that you have joined our team where care andcustomer service is our priority. Our goal is to deliver the highestlevel of services to our clients with a smile on our face. Therefore,we expect only the finest from you as an employee of our facility.Monarch Healthcare Management is committed to providingexcellence in health and housing services by recognizing the worthand potential of each client, their family, and our staff. We endeavorto rehabilitate and improve the clients’ health, and when necessary,help them to accept decline with dignity and comfort in a loving,caring atmosphere. At any of these junctures, a smile goes a longway!Your most important responsibility is to treat each client withthe utmost kindness and respect. We exist to serve our clientsand their families. They have honored us by choosing to livehere. We are employed because of their decision to trust us toprovide services to them.It is our policy to recruit and maintain high level, professional staffwho take pride in their responsibility to provide individual care andservice, and who strive to restore or maintain the client’sindependent state of wellness. In whatever department you areworking, be proud of the fact that you have chosen a career ofservice that will make a difference in people’s lives.We are glad you have joined us, and we hope you willfind your work to be both challenging and rewarding!i07/2021Monarch’s Mission: Monarch’s mission is to change the wayshort-term rehabilitation and long-term healthcare is delivered.Through our commitment to Innovative Care and 5-starCustomer Service, we strive to put our residents, tenants, andfamilies first.Monarch was created with the intent to: Fulfill the community’s need for health and housing incomfortable, well equipped, pleasant, home-likesurrounding.Provide for the total physical, emotional, psychologicaland spiritual needs of our clients.Provide rehabilitative services when the need exists.Identify the changing needs of health and housingservices and develop the best means of meeting thoseneeds.Work cooperatively with community and local socialagencies.The core principals our group has established has led us to successin all our facilities. Our #1 priority is and will always be resident care.Second, we focus our attention to employee satisfaction and wellbeing. Our belief is with happy staff, you will have happy residents,which leads to equally happy families. We strive to ensure we areproviding the best resident care, our employees are satisfied, and thatwe continue to enhance the family atmosphere surrounding theproperties. This has also allowed us to reinvest in our properties andcreate the most updated facilities to continue servicing ourcommunities.ii07/2021
Code of EthicsCore ValuesUpon joining our company, to the best of your knowledge andability, we ask you to commit to:Monarch Healthcare Management believes all of our services shouldbe guided and directed by the following beliefs: Respect the confidentiality of information acquired inthe course of employment.Ensure protection of clients from abuse and neglect inany form and promptly reporting any concerns.Share knowledge and maintain skills and qualificationsnecessary and relevant to Monarch’s needs and yourposition requirements.Proactively promote ethical and honest behavior withinthe work environment.Assure responsible use and control of all Monarchassets, resources and information.Act ethically, honestly and with integrity, including theethical handling of actual or apparent conflicts ofinterest in personal and professional relationships.Avoiding the appearance of accepting favors or beingunfairly benefited for yourself or family member ns, favors from suppliers, clients, familymembers and visitorsReport concerns of potential unethical practices.Avoid conflicts of interest, which should includedisclosure of any material transaction or relationshipthat reasonably could be expected to give rise to sucha conflict.Strive to understand and comply with applicable laws,rules and regulations of federal, state, and localgovernments and other appropriate private and publicregulatory agencies.Ensure that clients, and others making payment onclient’s behalf, are billed only for services for whichthere is complete and truthful documentation.Report promptly any violations of this Code.iii07/2021Excellence: We strive to not only meet but exceed theexpectations of the people we serve. Our services focus notonly on the individual’s physical needs, but their spiritual,environmental, social, and emotional needs as well.Individual Needs: Our foundation is person-centered care.Meeting the individual needs of each person is the centralfocus of our mission. Our employees take great pride inunderstanding the unique circumstances of each person andcreating a unique, personalized care and service experiencefor every resident.Dignity and Respect: All persons will be treated with dignityand respect in our communities. All information will be heldin the strictest confidence. It is our job as health careproviders to honor the wishes of our residents and theirfamilies and to deliver care that enriches their everyday lives.Teamwork: We employ a team of professionals from multipledisciplines to ensure our residents and families receive thecare and services they have come to expect. Our priority isto work together with allied health and human serviceproviders in your local community to provide quality servicesto those that we care for.Hospitality: Hospitality involves showing respect for ourresidents, visitors and community. We do this in a warm,friendly, and generous way each and every day. We strive toprovide a superior experience for all who cross ourthresholds.iv07/2021
TABLE OF CONTENTS* policies that must be formally acknowledgedSECTION 1: THE WAY WE WORK– The Monarch Way!A Word About This Handbook .1Equal Employment Opportunity .3Americans with Disabilities Act .3Pregnancy Accommodation .4* No Harassment .5* No Bullying .8Preventing Violence in the Workplace .9Anonymous Ethics Hotline . 10Our Employee Relations Philosophy . 11Talk to Us . 12SECTION 2: EMPLOYMENT ORIENTATIONNew Employee Orientation .1Immigration Reform and Control Act (Form I9) .1E-Verify .1Categories of Employment .2Introductory Period .3Job Descriptions.3Driver’s License / Driving Record .4ORIENTATION TOPICS SPECIFIC TO SNFs and ALsBackground Study .4Current Licenses and Certifications .5Tuberculosis Screening . 7Hepatitis B Vaccination Program .7New Hire Training .7SECTION 3: YOUR TIME - HOURS, BREAKS AND PAY* Mandation . 2* Open Shift Scheduling. 3* Attendance and Punctuality . 5* Recording Your Time 7Overtime. 9Meal Break . 9Rest Break . 10Nursing Mothers Break . 11Your Pay . 11Pay Increases . 12Loan/Salary Advances . 12SECTION 4: TIME AWAY FROM WORK AND OTHERBENEFITSPTO . 1Serious Health Condition Pay (SHC Pay) . 3Holidays . 4Family and Medical Leave Act (FMLA) . 5Leave of Absence (LOA) . 9Bereavement Leave . 12Bone Marrow Donation Leave . 13Civil Air Patrol Leave . 13Election Judge Leave . 13Family Military Leave/Leave for Military Ceremonies . 14Jury Duty . 15Political Activity Leave . 15School Visitation Leave . 15Sick Care / Safety Leave . 15Victims of Crime Leave . 16Voting Leave . 16Witness Leave . 17Employee Referral Bonus . 17Weekend / Holiday Bonus . 17Scholarships . 18Work Schedules .1v07/2021vi07/2021
Insurance Benefits . 18COBRA . 19Section 125 Plans (FSA, HSA) . 19401(k) Qualified Retirement Plan . 20Conflict of Interest . 8Keeping in Contact . 9Electronic Communications (Acceptable Use) . 9Non-Solicitation . 11Distribution . 11Personal Phone Calls . .12SECTION 5: GENERAL POLICIES ON THE JOBAccess to Personnel Files .1Bulletin Boards .1Care of Equipment .2Changes in Personal Data.2Company Vehicles .2Contact with the Media .3Dress, Appearance and Grooming .3Employment of Relatives .5Expenses .6Good Housekeeping .6Outside Employment .6Personal Property .6Wage Disclosure Protection .7SECTION 6: NURSING HOME and ASSISTED LIVINGRELATED POLICIES* Abuse and Neglect .1HIPPA and Confidentiality of Client Matters .4Infection Control .5Mandatory Reporting .5Person-Centered Care . 5Quality of Care .6Training .7SECTION 7: CONDUCT, PERFORMANCE AND SAFETYStandards of Conduct .1Professional Boundaries .2Corrective Action .3Cellular Phones .7Client and Public Relations .8vii07/2021viii07/2021
Protecting Company Information . 12Smoking in the Workplace . 12* Social Media . 13Substance Abuse . 17Performance Reviews . 18Job Postings, Transfers and Promotions . 19Safety – Each Employee’s Responsibility . 20In an Emergency . 21No Weapons in the Workplace . 22Workplace Searches . 22If You Must Leave . Xix07/202107/2021
The Way We Work – The Monarch Way!1
If you are a member of a union and have a collectivebargaining agreement, any benefits referenced are null andvoid. In addition, any policies set forth in your collectivebargaining agreement supersedes said policies in thishandbook.About This HandbookThis Handbook contains information about the employment policiesand practices of Monarch. We expect each employee to read thisEmployee Handbook carefully, as it is a valuable reference forunderstanding your job and our company. The policies outlined inthis Handbook should be regarded as management guidelines,which in a developing business will require changes from time totime. Monarch retains the right to make decisions involvingemployment as needed to conduct its work in a manner that isbeneficial to both employees and the company. This Handbooksupersedes and replaces all prior Employee Handbooks and anyinconsistent verbal or written policy statements. This Handbook isupdated annually.Monarch Healthcare Management complies with federal and statelaw and this handbook generally reflects those laws. Monarch alsocomplies with any applicable local laws, even though there may notbe an express written policy contained in the handbook.Except for the policy of at-will employment, Monarch HealthcareManagement reserves the right to revise, delete and add to theprovisions of this Employee Handbook at any time without furthernotice. All such revisions, deletions or additions to the EmployeeHandbook must be in writing and must be signed by an officer ofMonarch Healthcare Management. No oral statements orrepresentations can change the provisions of this EmployeeHandbook. The provisions of this Employee Handbook are notintended to create contractual obligations with respect to anymatters it covers. Nor is this Employee Handbook intended to createa contract guaranteeing that you will be employed for any specifictime period. Any agreement to employment for a specified periodof time will be put into writing and signed by an officer of MonarchHealthcare Management of Monarch Healthcare Management.107/20211Nothing in this Employee Handbook is intended to unlawfullyrestrict an employee's right to engage in any of the rightsguaranteed them by Section 7 of the National Labor RelationsAct, including but not limited to, the right to engage in concertedprotected activity for the purposes of their mutual aid and/orprotection. Nothing in this Employee Handbook will beinterpreted, applied or enforced to interfere with, restrain orcoerce employees in the exercise of Section 7 rights.OUR COMPANY IS AN AT-WILL EMPLOYER. THIS MEANS THATREGARDLESS OF ANY PROVISION IN THIS EMPLOYEEHANDBOOK, EITHER YOU OR MONARCH IONSHIP AT ANY TIME, FOR ANY REASON, WITH ORWITHOUT CAUSE OR NOTICE. NOTHING IN THIS EMPLOYEEHANDBOOK OR IN ANY DOCUMENT OR STATEMENT, WRITTENOR ORAL, SHALL LIMIT THE RIGHT TO TERMINATE EMPLOYMENTAT-WILL. NO OFFICER, EMPLOYEE OR REPRESENTATIVE OFMONARCH HEALTHCARE MANAGEMENT IS AUTHORIZED TOENTER INTO AN AGREEMENT— EXPRESS OR IMPLIED—WITHANY EMPLOYEE FOR EMPLOYMENT FOR A SPECIFIED PERIODOF TIME UNLESS SUCH AN AGREEMENT IS IN A WRITTENCONTRACT SIGNED BY AN OFFICER OF MONARCH HEALTHCAREMANAGEMENT.This Employee Handbook may refer to current benefit plansmaintained by Monarch Healthcare Management. Refer to theactual plan documents and summary plan descriptions if youhave specific questions regarding the benefit plan. Thosedocuments are controlling. Likewise, if a written contract isinconsistent with the Employee Handbook, the written contractis controlling.207/2021
Pregnancy AccommodationEqual Employment OpportunityMonarch Healthcare Management is committed to equalemployment opportunity. We will not discriminate in any aspect ofemployment including recruiting, hiring, placement, transfer,training, promotion, rates of pay and other compensation,termination and all other terms, conditions, and privileges ofemployment. Our company will not discriminate based on anylegally-recognized basis including, but not limited to: race; color;creed; religion; genetic information; national origin; sex; pregnancy,childbirth and related disabilities, age, including over the age ofmajority; disability; citizenship status; uniform servicememberstatus; marital status; status with regard to public assistance;sexual orientation, off duty usage of lawful products, such astobacco and alcohol; status as a patient enrolled in the marijuanaregistry program; or any other protected class under federal, state,or local law. You may discuss equal employment opportunityrelated questions with your HR Director or Administrator.When an employee requests a reasonable accommodation,Monarch Healthcare Management will explore with theemployee the possible means of providing the reasonableaccommodation, which may include, but are not limited to: allowing more frequent breaks or periodic rest;assisting with manual labor;modifying job duties;modifying work hours/schedules;temporary transfer to a less strenuous or less hazardousposition; or providing a leave of absence.Monarch Healthcare Management may require the employee toprovide a certification in connection with a request forreasonable accommodation that includes the following:Americans with Disabilities ActOur company is committed to providing equal employmentopportunities to qualified individuals with disabilities. This mayinclude providing reasonable accommodation where appropriate inorder for an otherwise qualified individual to perform the essentialfunctions of the job. It is your responsibility to notify your HR Directorof the need for accommodation. Upon doing so, your HR Directormay ask you for your input or the type of accommodation youbelieve may be necessary or the functional limitations caused byyour disability. Also, when appropriate, we may need yourpermission to obtain additional information from your physician orother medical or rehabilitation professionals. Monarch HealthcareManagement will not seek genetic information in connection withrequests for accommodation. All medical information received byMonarch Healthcare Management in connection with a request foraccommodation will be treated as confidential.31Reasonable accommodations will be provided to the directlyaffected employee related to pregnancy, childbirth, or relatedmedical conditions, to the extent the accommodation can bemade without imposing an undue hardship on the business.07/2021 the date the reasonable accommodation becamemedically advisable; the probable duration of the reasonable accommodation;and an explanatory statement as to the medical advisability ofthe reasonable accommodation.If leave is provided as a reasonable accommodation, such leavemay run concurrently with any leave where permitted by stateand federal law.For more information, or if you require an accommodation,please contact your HR Director.407/2021
No HarassmentHarassment is a form of employment discrimination marked byunwelcome conduct based on a protected class. We prohibitharassment of our employees by another employee, supervisor orthird party for any reason based upon an individual’s race; color;creed; religion; genetic information; national origin; sex (includingsame sex); pregnancy, childbirth and related disabilities; age,including over the age of majority; disability; marital status; statuswith regard to public assistance; sexual orientation, off duty usageof lawful products, such as tobacco and alcohol; status as a patientenrolled in the marijuana registry program; or any other categoryprotected under federal, state, or local law (protected class).Harassment is defined as conduct or language that creates anintimidating, hostile or offensive work environment. This conductincludes but is not limited to spoken and written comments andmaterials that are degrading, graphic, or negative stereotyping.Sexual harassment is defined as unwelcome sexual advances,requests for sexual favors and other verbal or physical conduct ofa sexual nature when: (1) submission to such conduct is madeeither explicitly or implicitly as a term or condition of an individual'semployment (2) submission to, or rejection of such conduct by anindividual is used as the basis for employment decisions affectingsuch individual or (3) such conduct has the purpose or effect ofunreasonably interfering with an individual's work performance orcreating an intimidating, hostile, or offensive work environment.Violation of this policy will result in disciplinary action, up toand including immediate termination.If you have any questions about what constitutes harassingbehavior or what conduct is prohibited by this policy, please discusswith your HR Director and/or your Administrator. At a minimum, theterm “harassment” as used in this policy includes any of thefollowing activities pertaining to an individual’s protected class:507/20211 Offensive remarks, comments, jokes, slurs, threats, orverbal conduct. Offensive pictures, drawings, figurines, writings, or othergraphic images, conduct, or communications, including textmessages, instant messages, websites, voicemails, socialmedia postings, e-mails, faxes, and copies. Requests for sexual favors regardless of the gender of theindividuals involved; and Offensive physical conduct, including touching andgestures, regardless of the gender of the individualsinvolved.We also absolutely prohibit retaliation, which includesthreatening or taking any adverse action against an individual for(1) reporting a possible violation of this policy, or (2) participating inan investigation conducted under this policy.Our supervisors and managers are covered by this policy andare prohibited from engaging in any form of harassing,discriminatory, or retaliatory conduct. No supervisor or othermember of management has the authority to suggest to anyapplicant or employee that employment or advancement will beaffected by the individual entering into (or refusing to enter into)a personal relationship with the supervisor or manager, or fortolerating (or refusing to tolerate) conduct or communication thatmight violate this policy. Such conduct is a direct violation of thispolicy.Non-employees are covered by this policy. We prohibitharassment, discrimination, or retaliation of our employees inconnection with their work by non-employees. Immediatelyreport any harassing or discriminating behavior by nonemployees, including contractor or subcontractor workers. Anyemployee who experiences or observes harassment,discrimination, or retaliation should report it using the steps listedbelow.Due to the very serious nature of harassment, discrimination andretaliation, if you have any concern that our No Harassmentpolicy may have been violated, you must immediately reportyour concerns to one of the individuals below:607/2021
You will not be penalized or retaliated against for reportingimproper conduct, harassment, discrimination, retaliation,or other actions that you believe may violate this policy.1. Discuss any concern with your HR Director.Name:2. Phone #:1E-mail:3. If you feel you cannot speak to your HR Director or arenot satisfied after speaking with them, discuss yourconcern with your Administrator.Name:We are serious about enforcing our policy against harassment.Persons who violate this or any other company policy are subjectto discipline, up to and including termination of employment. Wecannot resolve a potential policy violation unless we know aboutit. You are responsible for reporting possible policy violations tous so that we can take appropriate actions to address yourconcerns.Phone #:No BullyingE-mail:4. If you feel you cannot speak to your Administrator or arenot satisfied after speaking with them, discuss yourconcern with the Employee Relations Consultant orAnonymous Ethics Hotline at 888-579-1848.Name:Phone #:E-mail:If an employee makes a report to any of these managementmembers and does not receive a response or they do not respondin a manner the employee deems satisfactory or consistent with thispolicy, the employee is required to report the situation to the VicePresident of Human Resources.You should report any actions that you believe may violateour policy no matter how slight the actions may seem.We will investigate the report and then take prompt, appropriateremedial action. Monarch Healthcare Management will protect theconfidentiality of employees reporting suspected violations to theextent possible consistent with our investigation.707/2021Workplace bullying is repeated abusive conduct against one ormore staff members that causes stress, hurts morale or resultsin other adverse effects. Workplace bullying stems from thedesire to control others and takes the form of intimidation,humiliation, threats, interference or sabotage of work or verbalabuse. Some examples of workplace bullying can include use ofabusive language, insults, spreading rumors, makingunreasonable criticisms, isolating people, belittling suggestions,excluding others and playing practical jokes. Bullying is theenemy of teamwork and creativity as it reduces productivitythrough creating an environment of fear. Bullies do not just hurttheir coworkers, but negatively affect the motivation of the facilityas a whole.If you feel that you have been the victim of workplace bullying orif you have witnessed someone being bullied at work, report it toyour manager or your HR Director immediately. If you do not feelcomfortable speaking to either of these members of themanagement team, please bring your concern to theAdministrator. If you feel you cannot speak to your Administratoror are not satisfied after speaking with them, discuss yourconcern with the Employee Relations Consultant orAnonymous Ethics Hotline at 888-579-1848.807/2021
The situation will be investigated, with the first concern of ensuringthe reporting staff member’s safety, if applicable. The results of theinvestigation will not be made public but will be concluded within (5)business days, barring any unusual circumstances.1individual. If you encounter an individual who is threateningimmediate harm to an employee or visitor to our premises, call911 immediately.Anyone reporting instances of workplace bullying or taking part inthe investigation is protected from retaliation. Retaliation will not betolerated in any form. If it is found that false reports of bullying weremade, corrective action, up to and including termination will result.All reports of work-re
Monarch Healthcare Management is an assisted living and sub-acute healthcare provider. Monarch's Mission: Monarch's mission is to change the way short-term rehabilitation and long-term healthcare is delivered. Through our commitment to Innovative Care and 5-star Customer Service, we strive to put our residents, tenants, and families first.
Monarch Airlines is one of the oldest and leading UK-based scheduled leisure airlines operating from 6 bases in the UK. Monarch airlines operates flights to holiday destinations around Mediterranean, ski destinations in winter and the Canary Islands. (Monarch , 2014) Monarch airlines is a Monarch Group Company.
Conservation and Management of Monarch Butterflies Monarch Biology Life Cycle In order to understand the habitat needs of the monarch, it is essen-tial to first become familiar with its life cycle. The monarch has four distinct life stages: egg, larva (caterpillar), pupa (chrysalis), and adult.
The National Geographic Society’s time-lapse video of the monarch life cycle, excerpted from its National Geographic Channel program Great Migrations, is an excellent resource for learning more about the monarch’s annual migration and breeding cycle. The monarch life cycle
Monarch Butterfly to go from egg to full grown adult butterfly. Monarch Butterflies are poisonous to eat because they eat milkweed . Below is a diagram of the life cycle of the Monarch Butterfly. Use the word bank to fill in the blanks to
announce the 2015 Monarch Festival. For Immediate Release The Festival, to be held at lank Park Zoo on Sunday, September 20 from 12-4 PM will be a celebration of the monarch's journey from anada, through Iowa, to Mexico. "Each fall, the iconic monarch butterfly sets it sights on the mountains of Mexico.
The Amazing Monarch Migration! By Erin Cord The Monarch butterfly (Danus plexippus) is one of our most charismatic and well-known insects. You probably know what they look like, and may have even seen one or two monarch caterpillars in your yard or garden. Fall is an exciting time for monarch-enthusiasts because it is migration season.
MONARCH GUIDELINS 3 Brand Statement Monarch has been one of the most trusted food brands in America for more than 150 years. Monarch is rooted in a provisions company that sold flour, bacon, sugar and other food staples to wagon trains heading west during the 1850s gold rush. brand statement defines the products and benefits of the brand.
Dictator Adolf Hitler was born in Branau am Inn, Austria, on April 20, 1889, and was the fourth of six children born to Alois Hitler and Klara Polzl. When Hitler was 3 years old, the family moved from Austria to Germany. As a child, Hitler clashed frequently with his father. Following the death of his younger brother, Edmund, in 1900, he became detached and introverted. His father did not .
