Silver Home Care Policies, Procedures & Guidelines
Dear Team Member,
Welcome to the Silver Home Care team! We are thrilled to have you join us.
This Employee Handbook has been prepared to inform you of Silver Home Care's expectations, benefits, policies, and procedures. Please read it carefully and keep it for future reference. It is meant to serve as a guide to working at Silver Home Care.
The information in this handbook applies to all employees. Following the policies described in this handbook is a condition of employment. However, nothing in this Employee Handbook alters an employee's status. The employment relationship between you and Silver Home Care is referred to as "employment at-will." This means your employment can be terminated at any time, for any reason, by you or by Silver Home Care.
We wish you success in your job and hope that your employment with Silver Home Care will be rewarding and challenging.
Kelly Schmunk
Administrator
Patti Carvalho
Staff Supervisor
Silver Home Care is a Non-Medical Home Care Agency established in October 2016. Our office is located at 37 N Pennsylvania Ave., Morrisville, PA 19067, and we service Bucks, Philadelphia, and Montgomery Counties.
We are proud to work with the following insurance providers:
Silver Home Care is an Equal Employment Opportunity Employer and does not discriminate based on race, color, religion, sex, national origin, age, disability, or any other characteristic protected by applicable law.
Silver Home Care is committed to providing a work environment that is free of discrimination and unlawful harassment. Actions, words, jokes, or comments based on an individual's sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated.
Harassment or discrimination of any kind will not be tolerated and may result in disciplinary action, up to and including termination. Any employee who feels they have been harassed or discriminated against should immediately report the incident to their supervisor or Administrator.
Silver Home Care complies with the ADA and will provide reasonable accommodations to qualified individuals with disabilities, provided such accommodations do not create an undue hardship on the Company. Employees requiring an accommodation should contact Human Resources.
Silver Home Care is committed to providing a drug- and alcohol-free workplace. The use, possession, distribution, or being under the influence of alcohol or illegal drugs during work hours or on Silver Home Care property is strictly prohibited.
Violation of this policy will result in disciplinary action, up to and including termination, and may have legal consequences.
Your employment with the Company is on an at-will basis. This means your employment may be terminated at any time, with or without notice and with or without cause. Likewise, we respect your right to leave the Company at any time, with or without notice and with or without cause. Nothing in this Employee Handbook or any other Company policy shall be interpreted to be in conflict with or to eliminate or modify in any way, the employment-at-will status of Silver Home Care employees.
Any controversy or claim arising out of or relating to your employment with the Company, or the termination of your employment, must be settled by binding arbitration. This includes claims for breach of contract (express or implied), tort claims, discrimination claims, and any and all other disputes. The arbitration will be conducted in accordance with the Employment Arbitration Rules of the American Arbitration Association.
Silver Home Care expects all employees to conduct themselves in a professional manner. Unacceptable conduct may result in disciplinary action, up to and including termination.
Examples of unacceptable conduct include, but are not limited to: insubordination, excessive absenteeism or tardiness, unauthorized use of Company property, falsification of records, theft, fighting or threatening violence, possession of weapons on Company property, and violation of Company policies.
Excessive absenteeism or tardiness is disruptive and places a burden on other employees. If you are unable to report to work, or if you will arrive late, you must notify your supervisor as far in advance as possible. Failure to report absences or repeated lateness may result in disciplinary action, up to and including termination.
Your work schedule will be determined by your supervisor. You are expected to be at your workstation or assignment at your scheduled start time and remain until the end of your scheduled shift. If you need to leave early or will be late, contact your supervisor as soon as possible.
All employees are expected to maintain open communication with their supervisor regarding scheduling, availability, and any concerns. Employees must have an active cell phone and email address on file and respond to communications within 24 hours.
To avoid disruption of business operations and disturbance of clients and others, Silver Home Care has implemented a Solicitation Policy. Solicitation of any kind by employees is prohibited during working time. Distribution of literature is prohibited in work areas at all times.
Company phones, computers, and email systems are provided for business purposes. Personal use should be kept to a minimum. The Company reserves the right to monitor phone and email usage.
You are expected to present a clean, neat, and professional appearance. Casual business attire is generally acceptable. However, any clothing that detracts from a professional work environment is not permitted. Employees working in client homes should dress appropriately for the assignment.
All employees are required to undergo criminal background checks, child abuse clearances, and FBI fingerprinting as required by Pennsylvania law. These clearances must be kept current. Failure to maintain required clearances will result in suspension or termination of employment.
Employees may have access to confidential information about clients, including medical records, financial information, and personal details. All such information must be kept strictly confidential and may only be shared with authorized personnel for legitimate business purposes.
Silver Home Care complies with HIPAA (Health Insurance Portability and Accountability Act) regulations. All employees are required to complete HIPAA training and sign a confidentiality agreement.
Breach of confidentiality is grounds for immediate termination and may result in civil or criminal penalties.
Employees are prohibited from posting any information about clients, coworkers, or the Company on social media. This includes photos, names, locations, or any other identifying information. Employees should not identify themselves as Silver Home Care employees when posting personal opinions that could reflect negatively on the Company.
Social media use during work hours should be limited to breaks and should not interfere with job duties. Violation of this policy may result in disciplinary action, up to and including termination.
Silver Home Care maintains an open-door policy to encourage open communication between employees and management. If you have questions, concerns, or suggestions, you are encouraged to speak with your supervisor or the Administrator. All concerns will be addressed promptly and confidentially.
Employees are paid weekly. Paychecks are distributed every Friday for the previous workweek. If payday falls on a holiday, checks will be distributed on the last business day before the holiday. Employees are strongly encouraged to enroll in direct deposit.
Pennsylvania law requires all home care visits to be tracked using Electronic Visit Verification (EVV). Employees must clock in and out for each visit using the designated EVV system.
Employees are responsible for ensuring their hours are accurately recorded. Falsification of time records is grounds for immediate termination.
Important: All new employees must complete EVV training within 90 days of hire. Failure to use the EVV system properly may result in delayed or unpaid wages.
If you fail to clock in or out, you must notify your supervisor immediately and complete a Missed Punch Form. Repeated missed punches may result in disciplinary action.
Non-exempt employees will be paid overtime at a rate of one and one-half times their regular rate of pay for all hours worked in excess of 40 hours in a workweek. All overtime must be approved in advance by your supervisor.
Silver Home Care observes the following holidays: New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, and Christmas. Employees who work on these holidays may be eligible for holiday pay at time and a half, subject to client funding and supervisor approval.
Silver Home Care conducts performance evaluations on an annual basis. Your performance review is an opportunity to discuss your job performance, set goals, and identify areas for professional growth.
Full-time employees are eligible for paid time off based on length of service. Eligibility and accrual rates will be communicated to you by Human Resources. PTO must be requested in advance and approved by your supervisor.
Silver Home Care complies with Pennsylvania sick leave laws. Employees who are unable to work due to illness must notify their supervisor as soon as possible, preferably before the start of their shift.
Silver Home Care observes six paid holidays per year. Because our clients require continuous care, employees may be required to work on holidays. Employees who work on holidays may receive holiday pay as outlined in the Compensation section.
Silver Home Care complies with federal and state laws regarding leaves of absence, including:
Eligible employees may take up to 12 weeks of unpaid leave for qualifying reasons, including the birth or adoption of a child, a serious health condition, or to care for a family member with a serious health condition.
Employees who are members of the military reserves or National Guard are entitled to time off for military training or service in accordance with federal and state law.
Employees who are summoned for jury duty should notify their supervisor immediately. Time off for jury duty is unpaid, but employees will not be penalized for serving.
In the event of a death in your immediate family, you may be eligible for bereavement leave. Contact your supervisor to discuss your situation.
If you use your personal vehicle for work, you must maintain the following:
Proof of insurance and a valid driver's license must be on file with the Company.
You may be asked to drive a client's vehicle as part of your duties (for example, to take the client to appointments). Before driving a client's vehicle:
Important: Never use a client's vehicle for personal errands or purposes unrelated to the client's care.
All employees who drive as part of their job duties must follow safe driving practices:
Always Do
Never Do
Employees who receive traffic violations or have their license suspended must notify the Company immediately. Failure to do so may result in termination.
You may be required to wear personal protective equipment (gloves, masks, etc.) when providing care. PPE will be provided by the Company when needed. You are responsible for using PPE appropriately and following infection control procedures.
Employees may be exposed to bloodborne pathogens (such as Hepatitis B, Hepatitis C, and HIV) when providing care. All employees must complete Bloodborne Pathogens training.
If you are exposed to blood or bodily fluids, wash the area immediately with soap and water, report the exposure to your supervisor right away, and seek medical attention.
All bloodborne pathogen exposures must be reported within 24 hours.
Silver Home Care has zero tolerance for any form of client abuse, neglect, or exploitation. All employees are mandated reporters and must report any suspected abuse immediately.
If you suspect abuse, neglect, or exploitation of a client, you must report it to your supervisor and/or the Pennsylvania Department of Aging's Elder Abuse Hotline at 1-800-490-8505.
Failure to report suspected abuse is a violation of Pennsylvania law and Company policy and may result in termination and legal consequences.
Clients have the right to be treated with dignity and respect. You must:
If you are injured on the job, you must report the injury to your supervisor immediately. Workers' compensation insurance may cover medical expenses and lost wages for work-related injuries. Failure to report an injury promptly may jeopardize your claim.
Report all workplace injuries within 24 hours, even if the injury seems minor.
Due to the nature of home care work, employees are encouraged to stay current on the following vaccines:
To protect yourself while providing care:
Silver Home Care maintains an open-door policy. If you have concerns about safety, working conditions, or any other workplace issue, you are encouraged to speak with your supervisor or Administrator. Your concerns will be addressed promptly and confidentially.
If you wish to resign, you are asked to provide at least two weeks' notice in writing. Your letter should be submitted to your supervisor or the Administrator and should include your last day of work.
Providing adequate notice allows the Company to make arrangements for coverage and ensures a smooth transition for our clients.
Employment may be terminated by the Company at any time, with or without cause, in accordance with Pennsylvania's employment-at-will doctrine. Reasons for termination may include, but are not limited to:
Upon termination of employment, all Company property must be returned, including:
Note: Final paychecks will be issued in accordance with Pennsylvania wage payment laws.
Departing employees may be asked to participate in an exit interview. This is an opportunity to provide feedback about your experience with the Company and help us improve our workplace.
I acknowledge that I have received a copy of the Silver Home Care Employee Handbook and understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it.
I understand that this handbook is not a contract of employment and that my employment is at-will. I also understand that the Company reserves the right to change policies at any time.
All employees will be required to sign a physical acknowledgment form.
If you have any questions about the policies in this handbook, please don't hesitate to reach out to our HR team or your supervisor.
Kelly Schmunk
Administrator
Patti Carvalho
Staff Supervisor
37 N Pennsylvania Ave, Morrisville, PA 19067
