TIFFE & Me: Part 2TIFFE & Me: Part 2

Policies and Procedures

Human Resources

About TIFFEAbout 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

MJ Amundson, APRN, Ph.D.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

Barbara Naki, RN, MABarbara 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

Linda Honda, ACSW, LSWLinda 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

Tom Naki, MPHTom 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

Linda Taylor, MSWLinda 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

Mission StatementMission Statement

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

TIFFE OfficeTIFFE 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

Security & ConfidentialitySecurity & 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.

Work Attire & HygieneWork 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.

Equal Employment OpportunityEqual 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

Cultural DiversityCultural 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

Sexual Harassment & Workplace Sexual Harassment & Workplace ViolenceViolence• 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.

Workplace Non-ViolenceWorkplace 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.

Progressive Disciplinary ActionProgressive 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.

Family Medical Leave ActFamily 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)

Incident ReportsIncident Reports

• Employees must report all accidents, injuries and illnesses

• Notify supervisor & HR within 24 hrs

• Complete an Incident Report form

ComplaintsComplaints

• 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

Workers CompensationWorkers 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

BenefitsBenefits

• 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: Medical InsuranceBenefits: 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

Benefits: COBRABenefits: 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)

Benefits: Benefits: Temporary Disability InsuranceTemporary 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

Benefits: Paid TrainingsBenefits: 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

Benefits: 401(k)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 representativeEdward Jones representative

Benefits: Benefits: Match & Profit SharingMatch & 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

Benefits: Benefits: Cell Phone ReimbursementCell 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

Benefits: AFLACBenefits: AFLAC

• Available to all employees who worked 20 hours a week or more

• Offers pre-taxed insurance plans at group rates

Benefits: OthersBenefits: Others

• Long Term Care Insurance

• Memberships:− Hawaii USA Federal Credit Union− Hawaiian Tel Federal Credit Union

• Liberty Mutual:- 10%− Auto Insurance− Home /Rental Insurance

CompensationCompensation

• Pay dates for hourly employees:− 7th and 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.

In order to work…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.

Leave RequestsLeave 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

Policies and ProceduresPolicies and Procedures

• Manual available in front office in Suite 105 and 100

• Employee Handbook− Rules of Conduct (pages 42-45)

TIFFE WebsiteTIFFE 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.

Any Questions?Any Questions?

Thank you!