Guidelines on avoiding personal interests that could influence professional duties. 3. Compensation & Work Schedules
While employees may use personal cell phones or other devices during breaks or meal periods, the use of personal devices during working hours is discouraged. Employees may not use personal devices to access, store, or transmit confidential company or resident information.
Furthermore, the handbook is used during internal audits. Compliance officers randomly check if employees are following PPE protocols and computer use policies as written.
To maintain a safe, professional, and therapeutic environment for residents, the handbook enforces strict workplace standards. Attendance and Punctuality cardon and associates employee handbook
Understanding your classification is vital because it dictates your eligibility for health insurance, 401(k) matching, and paid time off (PTO). The handbook explicitly states that misclassification of hours must be reported immediately to Human Resources.
To provide compassionate, high-quality care and lifestyle support services that enhance the dignity, independence, and well-being of every resident we serve. We are committed to creating vibrant, safe, and nurturing communities where residents feel at home and team members feel valued.
Reformat for usability (high priority)
CarDon & Associates conducts regular performance evaluations to provide employees with constructive feedback, recognize achievements, and identify opportunities for professional growth. Full-time employees typically receive a formal evaluation annually. Performance evaluations may also be conducted at any time to address specific performance issues or to consider employees for promotion.
Make policies practical and example-driven (medium)
Because employees represent the face of CarDon to residents, families, and state surveyors, professional appearance standards are strictly enforced. Employees may not use personal devices to access,
CarDon & Associates strictly prohibits retaliation against any employee who, in good faith, reports a violation of law, company policy, or professional standards, or who participates in any investigation. Any employee who believes they have been subjected to retaliation should report it immediately to the human resources department.
The handbook also outlines dispute resolution procedures, encouraging open communication. Employees are urged to resolve conflicts directly with supervisors or utilize the "open-door policy" to escalate concerns to executive management or Human Resources. Conclusion: A Tool for Mutual Success
