Employee Handbook

This Handbook has been prepared to provide all of our employees an overview of basic company policies, practices and benefits in

effect at the time of publication. We believe that understanding the company and how it works is an important step in developing and

maintaining productive employer/employee relationships.

COMPANY CONFIDENTIAL

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IMPORTANT NOTICE

ALWAYS BEST CARE OF GREENVILLE/SPARTANBURG AT-WILL EMPLOYMENT

THIS POLICY AND PROCEDURE MANUAL DOES NOT CREATE A CONTRACT OF EMPLOYMENT

BETWEEN THE EMPLOYEE AND ALWAYS BEST CARE SENIOR SERVICES, HEREINAFTER

KNOWN AS ABC, OR GUARANTEE ANY SPECIFIC TERMS, CONDITIONS, OR LENGTH OF

EMPLOYMENT. YOUR EMPLOYMENT WITH ABC IS “AT-WILL”, MEANING THAT EITHER YOU OR

ABC MAY TERMINATE YOUR EMPLOYMENT AT ANY TIME WITH OR WITHOUT CAUSE. NO

SUPERVISOR OR MANAGER HAS THE AUTHORITY TO ALTER YOUR AT-WILL EMPLOYMENT OR

TO CREATE A CONTRACT BETWEEN YOU AND ABC, EITHER OR VERBALLY OR IN WRITING.

THIS POLICY AND PROCEDURE MANUAL SUPERCEDES ANY POLICY AND PROCEDURE

MANUAL AND/OR HANDBOOK PREVIOUSLY ISSUED BY ABC, AND THUS ANY POLICY AND

PROCEDURE MANUAL AND/OR HANDBOOK PREVIOUSLY ISSUED BY ABC ARE HEREBY

REVOKED.

I HAVE READ AND UNDERSTAND THE ABOVE STATEMENT.

_______________________ ___________________________________________ DATE EMPLOYEE NAME (PRINT)

___________________________________________ EMPLOYEE SIGNATURE

________________________ ___________________________________________ DATE COMPANY REPRESENTATIVE

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Dear Always Best Care Senior Services Employee:

We welcome you to Always Best Care Senior Services (ABC) and hope your association with us is

enjoyable and mutually rewarding. We trust you will achieve a high level of fulfillment as you work toward

the primary mission of the company: to deliver the highest level of care possible to our clients, their loved

ones, and co-workers.

We will deliver this care through a professional, well-trained team. ABC will maintain an environment

which supports and encourages employees to enhance their professional competencies through internal

and external development programs, and provides opportunities for career growth based on performance

capabilities.

In all instances, the highest level of integrity will be maintained with customers, suppliers and employees.

Again, welcome to the company!

Bruce Meyer

Bruce Meyer, Owner / Director of Operations

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ABOUT YOUR HANDBOOK

This Handbook has been prepared to provide all of our employees an overview of basic company policies, practices

and benefits in effect at the time of publication. We believe that understanding the company and how it works is an

important step in developing and maintaining productive employer/employee relationships. Please take the time to

read the Handbook. It won’t take you very long. It contains important information that will affect you every day.

Nothing in this Personnel Guide creates, or is intended to create, a promise or representation of continued

employment for any employee. Employment at the Company is employment at-will. Employment at-will may be

terminated at the will of either the employer or the employee. Employment and compensation may be terminated

with or without cause and with or without notice at any time by you or the Company. Other than the Officers of the

Corporation, no manager, supervisor or representative of the Company has any authority to enter into any

agreement for employment for any specified period of time or to make any agreement for employment other than at-

will. Only the Officers of the corporation have the authority to make any such agreement and any such agreement

must be in writing signed by both you and the Manager.

Company Policies: The policies outlined in the Handbook reflect the usual way of handling various situations. It’s

important for you to understand these policies in order to be a well-informed employee. Except for employment at-

will status and the arbitration agreement, the Company reserves the right to change, in its sole discretion, all such

policies and practices and the hours, wages, working conditions, job assignments, position titles, compensation rates

and benefits for any employee. We will distribute updates to you as policies and benefits are changed. Please keep

this Handbook readily available and insert the revised material promptly so that your Handbook is kept current at all

times.

Your Supervisor: Each new employee is assigned to a supervisor who will help you adapt to your work routines and

procedures. Supervisors also offer guidance and may assist you in communications with management, as well as

encourage your career growth and development.

Management is also available to help you and your supervisor maintain a productive relationship with each other and

with the company. If at any time you have questions, concerns or suggestions about your work, policies or the

operation of the company in general, feel free to sit down and discuss them with your supervisor. While your

supervisor is not authorized to modify or amend a policy nor is a supervisor’s interpretation of a policy or procedure

final and binding, your supervisor’s insight may be helpful to you. Should you have questions or concerns about a

policy after speaking with your supervisor, you should seek further guidance from management. Our goal is to share

with employees the company’s mission of providing high-quality service while promoting a sincere pride in the

workplace. We can only do this by working closely together.

This Employee Handbook and Policy Manual are provided for employee use as a reference and as a summary of

Always Best Care Senior Services (hereinafter referred to as ‘ABC’) policies, practices and benefits. It replaces

and supersedes all previous handbooks, policies, and practices of ABC. It is designed to acquaint employees with

the ABC’s policies as efficiently as possible. Accordingly, you will find it to your advantage to review the entire

handbook promptly so that you will have a complete understanding of the material covered.

Because we are a rapidly growing and changing organization, policies, practices and benefits will change from

time to time. Consequently, ABC reserves the right to revise, supplement or rescind any provisions of the

handbook as it deems appropriate without advance notice.

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Company Contact Directory

Street Address / Mailing Address: The Office Center at the Point 33 Market Point Drive Greenville, South Carolina 29607-5768 Office Phone: 864-527-0464 (24/7) Office Fax: 877-351-8705 (24/7) Website: www.AlwaysBestCare-GSP.com Staff Direct Lines: Mary Beth Culbertson, Community Relations Manager (p,t) 864-770-5464 (new clients) Email: mculbertson@abc-seniors.com Denise Harris, Case/Safety Manager (p, t) 617-212-3011 (family/client care) Email: dharris@abc-seniors.com (9am – 5pm week days) Bruce Meyer CSA, Owner, Director of Operations (p, t) 864-304-3544 (24/7) Email: bmeyer@abc-seniors.com Helen Meyer, Business Office Manager (p) 864-527-0464 (billing, payroll) Email: hmeyer@abc-seniors.com Jessica Padilla CNA, Scheduling Coordinator (p, t) 864-905-1113 (24 hr Hotline) Email: jpadilla@abc-seniors.com (ph calls 24/7, texts 8a-5p wk days)

Rev. 170423

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JOB DESCRIPTION

JOB TITLE: Caregiver

REPORTS TO: Supervisor / Manager

Job Summary (rev. 05/26/10)

The main function of the care-provider is to provide care for clients in a safe, secure professional

environment which meets their needs. Care-providers help assist with ADL’s (the activities of daily living)

such as bathing, dressing, grooming, personal hygiene, continence care, meal preparation, running

errands, medication reminders, light housework, keeping the home safe, as well as the overall supervision

of the clients’ physical and mental well being. Lifting up to 25 lbs may be required several times a day.

Care can be scheduled 24 hours a day, 365 days a year based upon client needs and caregiver

availability.

During Start of Care (SOC) specific duties and/or responsibilities will be reviewed and agreed upon with

the client. A copy of the client care sheet is available for reference. This is to serve as a ‘baseline’ and

can/will be adjusted as needed.

It is the caregiver’s responsibility to be proactive! ASK what you can do to assist the client in both their

personal needs as well as caring for their environment, and communicate changes in your client’s

condition promptly to your supervisor.

YOUR EMPLOYMENT (rev. 5/26/10)

What the Company Expects from You:

In order to achieve our goal of delivering the highest quality service, the company expects in turn that:

You will put forth your best effort to complete all your assigned duties.

You will be regular and punctual in your attendance.

You will cooperate with your co-workers in a spirit of teamwork.

You will comply with all established company policies.

You will ask when you don’t know, question when you don’t understand, and suggest when you see a better way.

You will take initiative for your career development through available training programs and advise your supervisor or management if you wish to be considered for another job opportunity in the company.

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Authorizations and Screens as part of Employment Application

Motor Vehicle Reports

I am aware that consumer and Motor Vehicle Reports must be provided as part of the evaluation of my job

application and/or employment. The report is to be provided by the applicant at the time of hire and must

be no older than 30 days from the application date (rev. 11/01/14), or it may be procured by ABC, or its

insurance company representative(s), and may include personal information obtained from State Motor

Vehicle Departments, my driving record, an assessment of my insurability for the insurance program, or

other consumer reports.

Applicant Information Release

I hereby authorize any person, educational institution, or company I have listed as a reference on my

employment application to disclose in good faith any information they may have regarding my

qualifications and fitness for employment. I will hold ABC Senior Services, any former employers,

educational institutions, and any other persons giving references free of liability for the exchange of this

information and any other reasonable and necessary information incident to the employment process.

Criminal Record Checks (rev. 11/01/14)

Per South Carolina DHEC Regulation 61-122, Standards for Licensing In-Home Care Providers, the

following is required for criminal record checks for direct care staff prior to being employed:

(1) A direct caregiver applicant shall provide verification of residency for the twelve months preceding the

date of the employment application. The direct care entity shall conduct a state criminal record check

(SLED) if the applicant has resided in South Carolina during that twelve-month period and can verify

residency through:

(a) A driver's license or identification card issued by the State of South Carolina;

(b) Rent, mortgage, or utility receipts in the applicant's name for a home within South

Carolina;

(c) Pay stubs in the applicant's name from a business located in South Carolina; or

(d) Bank records in the applicant's name showing a deposit or checking account held in a

South Carolina branch office of a bank.

(2) A direct care entity unable to verify South Carolina residency for a direct care applicant for the

preceding twelve months shall conduct a state criminal record check on the applicant prior to employment

and shall commence a federal criminal record check after employment. However, if the direct care entity

can verify residency in another state for the preceding twelve months, the direct care entity may conduct

only a state criminal record check in the applicant's resident state or jurisdiction where the applicant

previously resided.

Caregivers shall not have prior convictions or have pled no contest (nolo contendere) to crimes

related to theft, abuse, neglect, or exploitation of a child or vulnerable adult, for child or adult

abuse, neglect or mistreatment, or a criminal offense similar in nature to the crimes listed in this

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subsection. Further, caregivers shall not have prior convictions or have pled no contest (nolo

contendere) to crimes related to drugs within ten years of providing in-home care to clients.

Applicants who are unable to meet these requirements are ineligible for hire; employees who fail

to meet these requirements post-hire will be terminated. (Rev. 04/01/17)

Per state regulations the company is required to conduct a criminal background check prior to hire and the

cost shall be deducted from the employee’s first paycheck. (Rev. 05/01/16)

The company may use outside agency(s) to research and verify the information I have provided on my

application for employment, including my personal background, character, professional standing, work

history and qualifications.

By signing the employment application and background verification authorization form(s), I hereby provide

my authorization for ABC, its insurance company and/or its representative(s) to procure such information

and reports, as well as additional reports about me from time-to-time as deemed appropriate, to evaluate

my insurability or for other permissible purposes. Misrepresentations of any past records not uncovered in

our search and not disclosed by applicant/employee is grounds for immediate dismissal.

Applicant/employee agrees to disclose any information that relates to any of the above that occurs during

employment, and understands that failure to disclose this information within 30 days is grounds for

immediate dismissal.

This authorization and consent, in original, faxed, photocopied or electronic form, shall be valid for this and

any future reports and updates that may be requested by ABC.

Drug Screen (rev. 11/01/14)

Reference Substance Abuse Policy starting on page 40 in this Employee Handbook.

New Hire On-Board Expense (rev. 05/01/16)

A onetime payroll deduction of $35.00 will be deducted from the employee’s first paycheck to cover the

costs of criminal background and drug screens.

Employee Health Assessment (rev. 05/12/16)

Per South Carolina DHEC Regulation 61-122, Standards for Licensing In-Home Care Providers all staff

members and caregivers who have contact with clients shall have a health assessment within twelve (12)

months prior to initial client contact. This shall be updated annually on your anniversary.

Certified Nursing Aide (CNA) Record Checks (rev. 12/21/16)

The company checks the CNA registry and the Office of Inspector General (OIG) exclusions list for all Certified Nursing Aides. A copy of the search results page will be maintained in each employee’s personnel file. Anyone appearing on either of these lists will not be allowed to provide services for Always Best Care and will be terminated or not hired. The website addresses are listed below:

CNA Registry - www.pearsonvue.com

OIG Exclusions List - http://www.oig.hhs.gov/fraud/exclusions.asp

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These record checks will be conducted upon hire and annually thereafter.

EQUAL EMPLOYMENT OPPORTUNITY (rev. 5/26/10)

Title VII of the Civil Rights Act prohibits discrimination in employment, in hiring, firing, compensation and terms, condition or privileges of employment on the basis of race, color, age, religion, national origin, sex, genetic information or any other characteristic protected by Federal, State or Local Law.

As an equal employment opportunity employer, Always Best Care Senior Services does not discriminate in its employment decisions on the basis of race, color, religion, national origin, sex, genetic information or on any other basis that would be in violation of any applicable federal, state, or local law.

AMERICANS with DISABILITIES ACT (AND IT’S AMENDMENTS) (rev. 5/26/10)

The ADA and its Amendments prohibits discrimination in all employment practices, including job application procedures, hiring, firing, advancement, compensation, training, and other terms, conditions and privileges of employment. Always Best Care Senior Services recognizes and complies with the Americans with Disabilities Act. Furthermore, Always Best Care Senior Services may make reasonable accommodations for qualified individuals with disabilities recognized by law, unless doing so would result in an undue hardship or direct threat. IMMIGRATION LAW COMPLIANCE

The Company is committed to employing only United States citizens and aliens authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin.

In compliance with the Federal Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with the company within the past three (3) years, or if their previous I-9 is no longer retained or their previous work authorization is no longer valid.

On June 27, 2011, South Carolina Governor Nikki Haley signed into law amendments to the South Carolina Illegal Immigration Reform Act. The amended law requires all employers to enroll in the E-Verify system beginning January 1, 2012 and to verify the legal status of all new employees through E-Verify within three business days of hiring. In addition, employers may no longer confirm new workers’ employment authorization with a driver’s license or state identification card.

Employees with questions or who seek more information on immigration law issues are encouraged to contact their supervisors. Employees may raise questions or complaints about immigration law compliance without fear of reprisal.

HEALTH INSURANCE PORTABILITY and ACCOUNTABILITY ACT (HIPAA) (rev. 5/26/10)

The Health Insurance Portability and Accountability Act of 1996 (HIPAA) protects your personal health

information against unauthorized use and disclosure. Questions or concerns may be addressed to the

HIPAA Compliance Manager/ Supervisor at Always Best Care Senior Services.

AT-WILL EMPLOYMENT

The Company’s policy is that employment is “at will.” You are free to leave the Company at any time, with or without a reason and with or without notice. The Company also has the right to end your employment at any time, with or without a reason and with or without notice. Although the Company may choose to end your employment for a cause, cause is not required. Further, the Company has the right to manage

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its work force and direct its employees. This includes the right to hire, transfer, promote, demote, reclassify, lay off, terminate, or change any term or condition of employment at any time, with or without a reason and with or without notice unless otherwise required by law.

No one other than an Officer of the Company may enter into an agreement for employment for a specific period of time or make any agreement contrary to the policy of at-will employment. Any such agreement must be in writing signed by the Manager and you.

DATE OF HIRE (rev. 05/12/16)

The Date of Hire will be when an applicant accepts and signs her employment offer letter.

INTRODUCTORY/TRAINING PERIOD

All new and rehired employees, and employees transferring internally to new positions, work on an

introductory/training basis for the first 90 calendar days after the date of hire, rehire or transfer.

The introductory/training period gives the supervisor the opportunity to determine the ability with which the

employee performs his or her job. It also provides the employee with the opportunity to decide if he or she

is satisfied with the position. If the Company decides you should continue to be employed, you will be

advised of any improvements expected from you and you will be given the opportunity to express any

recommendations that you have to improve the efficiency of the Company. Completion of the

introductory/training period does not change the at-will nature of your employment with the Company.

Both you and the Company are free, at any time, with or without advance notice, and with or without

“cause,” to end the employment relationship.

There is a 30 day waiting period from date of hire before the Company will complete any employment

confirmation or verification forms for all new hires. (rev. 09/01/14)

CAREGIVER PERFORMANCE EXPECTATIONS & MEASURES (rev. 04/03/15)

The company is dedicated to hiring and developing the finest caregivers for our clients based upon these

attributes. Caregivers are regularly monitored for their performance in these areas and measured after

their first 1,000 hours of service and every 2,000 hours (live-in shifts = 16 hours per shift) thereafter with

development and training programs assigned in deficient areas. Continued deficiencies could lead to

termination of employment. Pay rate adjustments are based upon these performance measures:

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Item Attribute Description

1 They Show Sound

Judgment and Confident

Care

Great caregivers have a sense of what an elder might not be able to

communicate verbally. This ability takes focus, courage, and confidence.

Speaking up and sometimes speaking out to meet the needs of our aging

population is vital to the well-being of our elders.

2 They Show Initiative and

Quick Response

Good caregivers know what needs to be done. They have the energy, the

capability, and the drive to take action. They're always aware of the physical

and emotional needs of those in their care, noticing when something is "off,"

and they don't give up until they figure out how to address the problem. Our

elders need caregivers with these traits, because often they can't communicate

themselves, or they simply don't know what's wrong. These caregivers possess

the courage and tenacity to make sure our elders receive the best of care.

3 They Have Enthusiasm for

the Work They Do and for

Those in Their Care.

Exceptional caregivers love what they do -- and it shows. They know that elders

face many challenges, from isolation and loss of personal freedom to pain and

confusion to depression and financial worries. Exceptional caregivers light up

the room. They smile, listen, laugh, hug, and do all they can to get their folks up

and moving.

4 They're a New Generation

of Caregivers

The world of eldercare is changing. With approximately 10,000 baby boomers

turning 65 today and every day for the next 19 years, the need for caregivers is

growing. America is a land of diversity, and families of all ethnicities and

lifestyles need help caring for their aging family members. Women, traditionally

caregivers, aren't the only ones answering the call. The need is tugging at the

hearts of our youth, our men, and even seniors who are finding second careers

caring for our nation's elders.

5 They Help Make Your Home

Your Haven

When our elders lose their ability to keep house because of physical or memory

issues, they don't realize that their homes lose some of their hominess. Great

caregivers know just what's needed to give our seniors a place of warmth and

hope. It's the little touches that make a big difference. Whether it's serving a

nutritious meal, placing a cozy lap blanket over chilly legs, or scooping a bowl of

their favorite ice cream as an afternoon treat, great caregivers combine

excellent care with thoughtful details.

6 They Look at the Whole

Picture.

Sometimes things just don't add up, and it takes a good caregiver super sleuth

to look past the obvious and find out what's really going on. Many factors must

be considered when it comes to elder care: Medications and their interactions,

dietary needs, underlying "silent" issues that haven't been diagnosed, and

emotional and cognitive concerns can all be at play. Good caregivers step back

and look at the whole in order to better understand their clients' needs.

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7 They Complement Family

Care

Stepping into a family during the time when care is needed for a loved one can

be tricky. It's important to complement the family and become part of the

elder's circle of care. Sometimes that means slipping in quietly and finding out

what needs to be addressed without adding stress to already strained family

dynamics. It's important to be diplomatic and to quell family disagreements

whenever possible. At other times, an exceptional caregiver knows intuitively

when to step up and do the right thing even when it's not easy.

8 They Get Elders Back in the

Game

The golden years are supposed to be golden! Yet too many of our elders have

forgotten that they are still amazing and have much left to give. A good

caregiver sees our elders for the fabulous folks they are. They get them up,

talking, dancing, and doing the things they love to do.

9 They Take Control When

Needed

Sometimes it takes a strong person to get the job done, and Caring Champions

will do whatever is necessary to protect and provide for elders in need. They'll

do what they have to do and won't back down until their elders receive proper

attention

10 They're Great

Communicators.

Good care relies on good communication. Caring Champions know just how

important it is to be able to connect with elders and their families and convey

important information in way that's clear, concise, and creates an atmosphere

of trust for everyone involved. Caregivers must also be able to communicate

effectively with their employers and others in the elder-care field. Many

misunderstandings, overlooked issues, and even serious health and safety

issues can be avoided with clear communication.

11 They are Skilled and

Trained at Providing the

Level of Care they are

Certified for.

Clients and their families depend on their caregivers to be properly trained and

skilled to provide for their loved ones needs safely and with confidence, and

exceptional caregivers are always learning, always improving their skills, and

always looking for opportunities to pick up new care technique and approaches

to do this. Our physical care skills are important so that our clients have

confidence in our ability to care for them safely and with respect, and so they

are not frightened or embarrassed. The explosion of dementia among our

elderly requires that we are skilled and current in our techniques to deal with

their many moods and help them age with the peace and dignity they deserve

during this horrible disease.

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12 They are Dependable,

Reliable and Punctual to

their Scheduled Shifts

We all want people in our lives that we can count on to do what they say, when

they say they are going to do it, and on time, and this is especially true for

seniors and their families who rely on us. Surprises happen to everyone and

Caring Champions take the proper steps to have backup plans in place for the

unexpected surprises with their family, home, phone or car that happen to

everyone so they can continue to provide care without interruption. These

personal "safety nets" enable them to meet this expectation and avoid

disappointing their client(s). Attendance and being on time to work is a priority

for all excellent caregivers.

13 They are Accessible and

Responsive to their Office

Staff

The business of providing care for families is high paced and ever changing.

Needs appear or change suddenly and many times without notice and it's our

responsibility to be responsive and flexible to meet these needs, whether it is

with schedules or care plans. Caring Champions understand this and are always

accessible and responsive to their office staff who works to meet these

changes.

14 They are Flexible and

Adaptable

No two people are the same, no two situations are the same and no two

families are the same but one thing is always the same: the need for

compassionate, reliable and skilled care. Great caregivers understand this and

exhibit great flexibility in delivering great care when and how needed, adapting

their skills and approach to the needs, situation and personality of their clients.

15 They Meet all State

Licensing Requirements

South Carolina requires that all Caregivers who work for licensed agencies

maintain minimum documentation, screening and training requirements to be

employed by that licensed agency; excellent caregivers meet all state

requirements thoroughly, accurately and on time.

CAREGIVER TRAINING PROGRAM (rev. 02/15/17)

The professional development of the ABC Care Team is of vital interest to the company, our clients and to

you. We provide a comprehensive training program consisting of on-line and/or in-service training classes

and all caregivers are expected to complete the minimum state DHEC mandated training areas prior to

receiving any hours as follows:

1) Basic first aid;

2) Medication assistance, if applicable;

3) Depending on the type of clients, care services for persons specific to the physical and/or mental

condition of the individual, for example, Alzheimer’s disease, related dementia, cognitive disabilities, or

similar disabilities;

4) Confidentiality of client information and records and the protecting of client rights, including prevention

of abuse and neglect;

5) Documentation and recordkeeping procedures;

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6) Ethics and interpersonal relationships;

7) Proper lifting and transfer techniques, if applicable; and

8) Infection control techniques.

Client assignments will be offered upon successful completion of these training requirements; failure to

complete these classes will result in a supervisory meeting to discuss future employment. Additional

training opportunities will be offered to help you continue your professional development.

EMPLOYEE CONDUCT AND WORK BEHAVIOR POLICIES

To assure orderly operations and provide the best possible work environment, the company expects

employees to follow rules of conduct that will protect the interests and safety of all patients, employees

and the company. Conduct that is offensive to clients or fellow employees, discredits the company,

interferes with business operations, or any other conduct deemed adverse to the company’s interest will

not be tolerated.

GENERAL

It is not possible to list all forms of behavior considered unacceptable in the workplace. However, the

following are examples of improper or inappropriate conduct or behaviors in or away from the work place

that cause disruption on the job, or reflect unfavorably on the company that may result in immediate

corrective action, up to and including termination of employment:

1. Theft or inappropriate removal or possession of company or client property;

2. Recording the work time of another employee or allowing any other employee to record your work

time, or allowing falsification of timekeeping records or falsification of other company documents or

records;

3. Working overtime without authorization or refusing to work assigned overtime by nonexempt

employees

4. Providing false information in connection with any company investigation;

5. Failure to report overpayment of wages, benefits, or perquisites;

6. Reporting to work or working under the influence of alcohol or drugs;

7. Possession, distribution, sale, transfer, or use of alcohol or drugs in the workplace, while on duty,

or while operating employer-owned vehicles or customer-owned property;

8. Unlawful or unauthorized possession, display, or use of a dangerous or deadly weapon in the

workplace;

9. Provoking a fight or fighting during work hours or on Company property;

10. Boisterous or disruptive activity in the workplace;

11. Negligence or improper conduct leading to damage of any Company property, or the property of

any employee, client or family member.

12. Insubordination, including but not limited to, failure or refusal to obey the lawful orders or

instructions of a supervisor or member of management, or the use of abusive or threatening

language toward a supervisor, member of management, co-workers, clients or their families (rev.

01/12/17);

13. Violation of safety or health, security or Company rules;

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14. Making derogatory racial, ethnic, religious or sexual remarks or gestures; any violation of the

Prohibited Harassment policy; or using profane or abusive language at any time on Company

property;

15. Failure to timely notify your supervisor when you are unable to report to work;

16. Failure of a nonexempt employee to obtain permission to leave work for any reason during normal

working hours;

17. Abuse of sick leave

18. Failure to provide a physicians certificate when requested or required to do so;

19. Unauthorized absence by an nonexempt employee from work station during the work day;

20. Unsatisfactory performance or conduct;

21. Dishonesty;

22. Engaging in any type of client abuse or failing to report observed or suspected client abuse;

23. Accepting tips, money or gifts;

24. Smoking in unauthorized areas;

25. Failure to observe working schedules, including rest and lunch periods by nonexempt employees;

26. Unreported absence of three (3) scheduled workdays.

27. Giving unauthorized medical services, including administering medications which is not allowed

28. Endorsing outside services to clients, clients or families;

29. Disclosing confidential information concerning employees, clients or the company;

30. Performing personal business on work time;

31. Sleeping or malingering while on duty;

32. Committing any unlawful act on company property or at a client’s home;

33. Violation of any policy communicated in this handbook, or company policy or procedure.

34. Soliciting other employees for membership, funds, or other similar activity in connection with any

outside organization during working time or the working time of the employee solicited;

35. Distributing unauthorized literature or any written or printed material during working time or in work

areas. (“Working time” does not include your meal and break periods.)

36. Making or accepting personal telephone calls during working hours except in emergencies;

37. Threatening, committing or encouraging any act of violence in the workplace or against any

employee or client of the Company. Workplace violence is not a joking matter; all statements will

be taken seriously.

Non-Compliance (rev. 5/26/10)

Violations of this policy will lead to immediate counseling and corrective action, up to and including

termination of employment. Any corrective action requiring the employee to refrain from reporting to

work for a period of time may be without pay. No statement in this list or elsewhere in the Employee

Handbook is intended to or should be taken to affect the at-will employment relationship between the

Company and its employees.

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VIOLENCE IN THE WORKPLACE POLICY

At ABC the safety and security of our employees are of vital importance. Acts or threats of physical

violence, including intimidation, harassment and/or coercion, which involve or affect the company, or

which occur on company property, will not be tolerated from anyone. The prohibition against threats and

acts of violence applies to all persons involved in the operation of the company and its personnel, contract

and temporary works and anyone else on company property. Violations of this policy, by any individual,

will result in corrective action, up to and including termination of employment, and/or legal action as

appropriate. ABC is a zero tolerance company.

SEXUAL AND OTHER UNLAWFUL HARASSMENT POLICY

The Company maintains a strict policy prohibiting sexual harassment and harassment because of race,

religious creed, color, age, sex, sexual orientation, gender identity, national origin, religion, marital status,

medical condition, disability, military service, pregnancy, childbirth and related medical conditions, or any

other classification protected by federal, state, and local laws and ordinances. This policy applies to all

persons involved in the operations of the Company and prohibits such harassment by any employee of the

Company, including supervisors and co-workers. Prohibited harassment in any form, including verbal,

physical and visual conduct, threats, demands, and retaliation will not be tolerated whether or not it is

severe enough to be unlawful. Harassment because of race, religious creed, color, age, sex, sexual

orientation, gender identity, national origin, religion, marital status, medical condition, disability, military

service, pregnancy, childbirth and related medical conditions or any other protected basis includes, but is

not limited to:

1. Verbal conduct such as epithets, derogatory comments, slurs, or unwanted sexual advances,

invitations, or comments

2. Visual conduct such as derogatory posters, photography, cartoons, drawings, or gestures

3. Physical conduct such as unwanted touching, blocking normal movement, or interfering with work

directed at you because of your sex or any other protected basis

4. Threats and demands to submit to sexual requests in order to keep your job or avoid some other

loss, and offers of job benefits in return for sexual favors

5. Retaliation for opposing, reporting or threatening to report prohibited harassment, or for

participating in an investigation, proceeding or hearing conducted by any state or federal agency.

Applicable state and federal law specifically defines unlawful sexual harassment as unwanted sexual

advances, requests for sexual favors, or visual, verbal, or physical conduct of a sexual nature when: (1)

submission to the conduct is made a term or condition of employment; or (2) submission to or rejection of

the conduct is used as basis for employment decisions affecting the individual; or (3) the conduct has the

purpose or effect of unreasonably interfering with the Employee’s work performance or creating an

intimidating, hostile, or offensive working environment. This definition includes many forms of offensive

behavior. The following is a partial list:

1. Unwanted sexual advances;

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2. Offering employment benefits in exchange for sexual favors;

3. Making or threatening reprisals after a negative response to sexual advances;

4. Visual conduct such as leering, making sexual gestures, or displaying sexually suggestive objects,

pictures, cartoons, or posters;

5. Verbal conduct such as making or using derogatory comments, epithets, slurs, sexually explicit

jokes, or comments about any Employee’s body or dress;

6. Verbal sexual advances or propositions;

7. Verbal abuse of a sexual nature, graphic verbal commentary about an individual’s body, sexually

degrading words to describe an individual, or suggestive or obscene letters, notes, or invitations;

8. Physical conduct such as touching, assault, or impeding or blocking movements; and

9. Retaliation for reporting harassment or threatening to report harassment.

It is unlawful for males to sexually harass females or other males, and for females to sexually harass

males or other females. Sexual harassment on the job is unlawful whether it involves coworker

harassment, harassment by a manager or supervisor, or harassment by persons doing business with or

for the Company.

You may have a claim of prohibited harassment even if you have not lost a job or some other economic

benefit. Prohibited harassment that impairs your working ability or emotional well being at work violates

this policy and will not be tolerated.

If you believe you are being harassed on the job because of your sex, race, ancestry, or other prohibited

basis, or if you are aware of any employee violating this policy, you should use the procedure outlined in

this policy to file a complaint and have it investigated. The Company encourages all employees to report

conduct prohibited by this policy whether or not they are personally involved. The confidentiality of a

harassment complaint will be protected to the extent possible.

You have a right to redress for prohibited harassment. In order to secure this right, provide a complaint,

preferably in writing, to your own or any other Company supervisor or the Manager as soon as possible

after any incident you feel is prohibited harassment. Your complaint should include the details of the

incident or incidents, the names of the individuals involved and the names of any witnesses. Supervisors

will refer all complaints of prohibited harassment to the Manager. Your supervisor or his/her designee will

undertake an investigation of the harassment allegations. This investigation will be completed and a

determination regarding the harassment alleged will be made and communicated to you as soon as

practical.

If the Senior Management or his/her designee determines that prohibited harassment has occurred, the

Company will take remedial action commensurate with the severity of the offense. Action will also be

taken to deter any future harassment. These measures may include, but are not limited to, counseling,

suspension, or immediate termination. Anyone, regardless of position or title, whom the Company

determines has engaged in conduct that violates this policy will be subject to discipline, up to and

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including termination. Whatever action is taken against the harasser will be made known to you and the

Company will also take action to remedy any loss to you resulting from harassment.

The Company will not retaliate against you for filing a complaint or providing information related to a

complaint and will not knowingly permit retaliation by management employees, your coworkers, or others

in the workplace. If an employee believes someone has violated this no-retaliation policy, the employee

should bring the matter to the immediate attention of your own or any other Company supervisor or the

Manager as soon as possible. Anyone, regardless of position or title, whom the Company determines has

engaged in conduct that violates this policy against retaliation will be subject to discipline, up to and

including termination.

The Company encourages all employees to report any incidents of harassment forbidden by this policy

immediately so that complaints can be quickly and fairly resolved.

EMPLOYEE RELATIONS/OPEN DOOR POLICY

We believe that the work conditions, wages and benefits we offer to our employees are competitive with

those offered by other employers in this area and in this industry. At some time or another, you may have

a complaint, suggestion, or question about your job, your working conditions, treatment you are receiving,

etc. Your suggestions for improving the Company’s operations are always welcome. Your complaints or

questions are also of concern to the Company. For issues other than prohibited harassment,

discrimination or retaliation, we ask that you take your concerns first to your supervisor, following these

steps:

1. Within a week of the occurrence, bring the situation to the attention of your immediate

supervisor, who will investigate and provide a solution or explanation.

2. If the problem is still not resolved, you may, not more than one (1) week after your supervisor

has responded to you, present the problem in writing to Senior Management of the Company, who

will give you a final answer.

Nothing in this Open Door Policy is intended to or should be taken to limit the employment at-will

relationship between you and the Company. Either you or the Company can terminate your employment

at any time with or without “cause” and with or without advance notice.

Remember, if you have questions or concerns about work conditions or compensation, you are strongly

encouraged to talk openly and directly with your supervisor(s).

Our experience has shown that when employees deal openly and directly with supervisors, the work

environment can be exceptional, communications can be clear, and attitudes can be positive. We believe

that the company has demonstrated and will continue to demonstrate its commitment to employees by

responding effectively to employee questions and issues. In an effort to protect and maintain direct

employer/employee communications, we will respect and protect the right of employees to speak for

themselves.

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HOLIDAY POLICY (rev. 01/05/15)

Always Best Care Senior Services provides care for clients 365 days a year – caregivers will be paid 1.5x

their standard hourly or live-in pay rate when they work on the following holidays unless otherwise

indicated:

New Years Day Memorial Day Thanksgiving Day

Martin Luther King Day Independence Day Christmas Eve

President’s Day Labor Day Christmas Day

Easter Sunday Veteran’s Day New Years Eve

DRESS CODE POLICY (rev. 04/18/16)

Our healthcare environment demands that all staff dress safely and professionally, with careful attention to

cleanliness, neatness, and the image presented by their dress. Additionally our dress must be respectful

to the elderly clients we serve:

SCRUBS with no logos are to be worn on all shifts in a home setting or retirement community

setting – must be clean and in good repair. T-SHIRTS are not allowed.

Company collared POLO SHIRTS may be worn on live-in assignments or in retirement

communities with full length, solid colored PANTS (blue jeans or denim are not permitted), with

approval. The company will issue the first shirt at company expense; additional shirts are available

to employees at $15.00 each, paid for by payroll deduction.

Employee BADGES must be worn at all times while on the clock

If worn, MAKE-UP is to be minimal and FINGERNAILS are to be clean, trimmed (max length: end

of finger) and with clear or lightly colored nail polish.

If worn, JEWLERY is to be minimal. Staff working directly with clients may not wear large rings,

bracelets, and necklaces on the outside of their clothing, large (1/2” max diameter) or dangling

earrings or nose rings. Visible STUDS or PIERCINGS are not permitted while on shift other than

small earrings.

TATOOS are to be covered while on shift.

HAIRSTYLES must be well kept and in good taste. Employees giving direct client care must keep

their hair pulled back off the face to avoid interference or accidents. Long hair must be worn in

such a fashion that it will not fall in the client’s face when giving care. Mustaches, beards, and

sideburns are to be neatly trimmed.

HATS, visors, bonnets, etc. are not permitted while on the clock.

PERFUME, cologne or scented hand cream or hair sprays are not allowed.

SHOES must be are low heeled and rubber soled to prevent slippage, and have closed toes and

heels

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FOOD POLICY (rev. 05/15/12)

You are expected to bring your own food and beverages to any shift longer than five (5) hours – eating or

drinking our clients’ food and beverages is strictly prohibited. Snacks/meals can be eaten while the client

is eating their meal or during similar client “down times” when your care is not immediately needed. Note

you are on call during this time if needed by the client and must immediately tend to the client if needed

during this time.

SMOKING POLICY (rev. 05/15/15)

It is the policy of Always Best Care Senior Services that smoking is not permitted in client homes, yards or

automobiles or while in the presence of a client or their family. This includes, but is not limited to

cigarettes, cigars, pipes, e-cigarette and vaporizers. Great care should be taken to insure that you do not

smell of smoke upon arrival to your client, or smoke while working. Complaints from clients will result in

disciplinary action up to and including termination. If you smoke, notify the Scheduling Coordinator the

longest you can go without smoking so we can limit your shifts to this length. Violations of this smoking

policy will result in disciplinary action, up to and including termination.

GIFT POLICY (rev. 01/3/11)

Employees are not allowed to accept gifts from clients, their families or friends – monetary or non-

monetary. If you receive a gift you are required to report it to your supervisor immediately. Your

supervisor will then return the gift.

PERSONAL BELONGINGS POLICY (rev. 08/11/14)

You are responsible for your personal belongings while at your client’s home or room – it is advisable that

you not bring any personal items of financial or sentimental value to work with you. Neither the company

nor the client is responsible for any lost, broken or misplaced personal belongings while on the clock.

RESIDENT/CLIENT’S PHONE POLICY

Client telephones are to be used for client or client-related purposes only, including telephony. The

following guidelines are also to be followed.

Personal calls, via your cell phone, may be made, but only while you are on a break.

Under no circumstances, are long distance phone calls to be made from the client’s home.

Unless it is an emergency, the office does not forward personal messages.

Under no circumstances do you give the client’s phone number to anyone, nor should your phone number be given to the client or any other unauthorized individual.

Unauthorized usage of a client’s telephone will result in corrective action, up to and including, immediate termination. Any incurred long distance charges made by the care providers on the client’s telephone will result in termination and deducted from your final pay check.

CLIENT ERRANDS/SHOPPING POLICY (rev. 12/30/16)

Shopping is permitted only if listed in the care providers’ instructions and the family approves leaving client

alone while gone. If in the care plan the procedure that should be followed is:

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1. Prepare list with client or client representative assistance, being as specific as possible with the

brand, size, quantity, etc. of the items to be purchased to avoid purchasing the wrong items.

2. Be sure it is safe to leave the client alone while you are out shopping – contact your Case Manager if you have any questions about this. Be sure client is left in a safe position and situation before you leave.

3. Employees are to call / text the office to advise them that you are leaving the client’s home to do shopping/errands for client.

4. Upon return to the home, sign the receipt for the items purchased and hand the receipt to the client along with any change for his/her safekeeping and records, and complete a mileage log form if you drove your car and have client initial and sign the report.

5. Promptly put food away

6. Call / text the office to advise them that you have returned to the client’s home and all is well.

OFF-DUTY VISTING WITH CLIENT POLICY

Off duty visiting with clients is strictly prohibited.

FAMILY, FRIEND & PET VISITATION POLICY (rev. 01/27/16)

Visits to the client’s home by friends, family members and/or pets while on the clock are strictly prohibited.

POST-ASSIGNMENT CLIENT / COMPANY TERMINATION CLIENT POLICY(rev. 11/16/15)

Visiting, calling or contacting clients in any way after being terminated or reassigned is strictly prohibited.

CAREGIVERS PRESENT IN HOME WITHOUT CLIENT POLICY

For your protection, if the client must leave for any reason, you should call the office for instructions as to

whether you should leave or accompany the client.

CAREGIVER RELATIONSHIP AND BEHAVIOR RULES

The following guidelines have been established to allow the best, most professional care possible. The

caregivers at Always Best Care have a special duty to help others through being professional, honest,

objective, encouraging, consistent, and ethical. Care may be jeopardized if there are unrealistic

expectations of the caregiver/client relationship.

1. A caregiver is not allowed to establish a “special” relationship with a client.

2. Caregivers are not allowed to receive gifts or tips from, buy things from, or sell things to

clients.

3. No romantic or sexual relationships are allowed between caregivers and clients and will not be

allowed unless the professional relationship ends.

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4. Caregivers are not allowed to spend their personal time with clients unless, in a special

circumstance, it is approved by management.

5. Caregivers will not provide services to clients while “off the clock” except in rare circumstances and

only if pre-approved by management.

6. Caregivers may not give clients their personal phone numbers without permission from your

supervisor (rev. 6/1/11) or regularly talk with clients when they are “off the clock”

7. Caregivers will not make changes with the client directly without permission from management.

8. Caregivers are strictly forbidden to bring their friends, family members or pets to a client’s home

unless for professional reasons and pre-approved by management (a HIPAA violation) (rev.

05/12/16).

9. Caregivers will not share their personal hardships with their clients or place personal

burdens or worries on their clients – disciplinary action will be taken if we are made aware

of violations to this policy, up to and including termination. (rev. 05/12/16).

10. Caregivers will not discuss details of their personal lives or personal opinions that may make their

clients uncomfortable (i.e. discussions of personal relationships or difference of opinion regarding

religion or politics.)

11. Caregivers will provide caring, compassionate, respectful, professional services to their clients at

all times.

12. Caregivers must clock themselves IN and OUT using the client’s or community’s phone.

Under no circumstances may a client, or anyone else, use any portion of the clocking

system on your behalf. Zero Tolerance - failure to comply WILL result in immediate

termination.

13. Personal cell phones must be kept on Vibrate only and kept in your purse or pocket; NO

calls or text messages are to be made/sent or answered while you are on duty unless

to/from the office or a family emergency call. NO EXCEPTIONS. This includes text

messaging. All personal calls are to be returned at the end of your shift. NOTE: Immediately

return phone calls or text messages to the office since we may be alerting you to a change or

cancellation to your next appointment.

14. No personal electronic devices of any kind are to be taken into your client’s home. This includes,

but is not limited to, iPod, MP3, computers, books, etc.

15. You are expected to be Pro-Active in engaging your client during your entire shift. This means

you are expected to be working while you are on duty. The majority of our shifts are short in

duration and should not require a break. It is NOT permissible to sit and watch TV with your client,

read a book (except reading aloud to a client), take a nap, or anything else that is ‘personal’ time.

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YOU ARE AT WORK! Failure to comply is cause for disciplinary action, up to and including,

termination.

16. We are there for Personal Care of the client. This includes, but is not limited to, bathing, dressing,

assisting with ambulation, feeding, etc. Refer to your Care Chart for a list of duties. When this is

complete then you should ask the client what chores you can assist them with. If the client

refuses to allow you to assist them with additional chores you must call the office and report this to

your supervisor. You are NOT permitted to be in your client’s home without being engaged

in some activity that is for the betterment of the client. If all work is complete and there is time

remaining on your shift then you may engage your client in activities such as working a puzzle,

playing cards, ROM, etc. Stay active!

Upon accepting employment with ABC I understand that a caregiver/client relationship is a professional

relationship that involves closeness, caring, and understanding, and in the best interest of the client, is

not a personal friendship. Failure to follow these guidelines is cause for disciplinary action, up to

and including termination.

TRANSPORTATION POLICY

Getting to and from assignments is your responsibility and reliable transportation is a requirement (rev.

6/1/11). Other than normal to and from work, your assignment may require use of your personal vehicle or

the client’s personal vehicle on a limited basis. In situations where transporting clients is required, the

following policy must be followed:

1. It is the caregiver’s responsibility to be able to get to their assignments without asking the client for directions by accessing this information in her portal and her GPS. If there is an issue with this the caregiver is to call the office for help in getting there, and NOT the client!

2. Transporting a client in either your own or the client’s car, without prior authorization from the office, is prohibited.

3. All transportation forms must be on file before transportation will be authorized. 4. Authorization may be granted or denied, based on the documentation received by the office. 5. Transportation forms/documents including the following may be required of the client and/or you as

necessary:

Presentation of a current driver’s license.

Recent DMV printout – within the past 12-months

Proof of automobile insurance with minimum limits of $100,000/$300,000 bodily injury and $30,000/property damage

Employee vehicle use waiver form

Notice of cancellation authorization form 6. Riding in the client’s car and/or with the client’s friends or family members, without prior

authorization from the office, is prohibited. 7. The client cannot drive you at any time without prior consent. 8. Maintenance and operation of your vehicle or the client’s vehicle is solely the responsibility of you

and/or the client and beyond the control of Always Best Care Senior Services. You automobile must be in safe working condition, with proper seatbelts, etc.

9. When authorized to transport clients, you agree to provide ABC with a copy of your current driver’s license and to notify ABC in writing, in the event that your driver’s license is suspended, revoked, or is not renewed at expiration. You authorize ABC to obtain, at any time, a report or reports of your driving records.

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It is important that ABC know where you and the client are at all times in the event of an

emergency; therefore, when authorized to transport clients, you are required to:

1. Call the office prior to leaving the client’s home and state the destination, purpose and the approximate time for return.

2. Call the office upon returning to the client’s home. 3. If involved in a vehicle accident, regardless of property damage, and you are transporting the client

in either your vehicle or the client’s vehicle, you agree to call 9-1-1 immediately. Always immediately report any client-related automobile accidents to the office.

MILEAGE REIMBURSEMENT (rev. 2/20/12)

You will be reimbursed for mileage when driving on the client’s behalf while “on the clock” at the rate of

$0.500 per mile.

Mileage will not be paid to or from your client’s home (i.e. commuting) or for miles driven in the client’s car.

The following procedures must be followed when submitting mileage reports:

1. You must track all mileage accurately on the “Mileage Report” form.

2. Mileage Reports must be submitted to the office by noon every Monday for driving that occurred

the week before (rev. 04/03/15):

a. Drop off or mail report to the office (33 Market Point Drive, Greenville, SC 29607)

b. Fax to the office (877-351-8705)

c. Email to the office (hmeyer@abc-seniors.com)

3. Blank Mileage Reports can be picked up at the office when you drop off completed reports.

4. Mileage Reports must be signed by the client and completed accurately, legibly and completely.

5. There shall be one Mileage Report per client.

6. The system (i.e. ClearCare) mileage log entry is for reference only; all reimbursements will be per

these signed hard copy mileage log sheets. (rev. 05/12/16)

7. Mileage Reports must be submitted to the office by noon every Monday for driving that

occurred the week before – reports received late will NOT be accepted and mileage on late

reports will not be reimbursed. (rev. 04/03/15)

8. All mileage expenses properly reported will be paid during the pay period following submission of the Mileage Report.

Compensation for travel time between split shifts during one work day (Rev 03/23/15)

The Wage and Hour Division of the US Department of Labor said that if a caregiver has a significant gap in

time between Client A and Client B, "long enough to engage in purely personal pursuits, only the time

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necessary to make a trip" between client A and client B is compensable. Workers who travel to more than

one worksite for an employer during the workday will be paid for travel time between each worksite; if the

travel is not direct because the employee is relieved from duty long enough to engage in purely personal

pursuits, only the time necessary to make the trip will be paid.

The company will pay for the time it takes to travel between two clients scheduled two hours apart or less at

a rate of $7.25/hour. Travel time to and from clients scheduled more than two hours apart is considered

commute time and noncompensable.

PERSONAL PHONE POLICY (Rev 04/03/15)

It is mandatory that all employees have a properly working and active phone available to them at all times.

If your phone is damaged, lost, inoperable or deactivated by your phone company for any reason you are

required to notify the office immediately and provide an alternate phone number for communication.

Disciplinary action, up to and including termination is possible if this policy is not adhered to.

SHIFT AND SCHEDULE POLICIES (Rev 11/15/13)

1) You MUST clock in/out from the client’s or community’s telephone (instructions below). If you

forget to clock in then your client will need to confirm that you arrived on time. If you arrive on time

and your client is on the phone, call or text the Scheduling Coordinator (864-905-1113) from

your cell phone and they will clock you in.

2) Always return phone call or texts and accept or decline new shifts in your portal with-in TWO

HOURS. If you need time to consider the case that we are calling you about, call us and tell us. If you

will be out of town, call us and tell us. If you are busy, call us and tell us. If you’re answer is no, call

us and tell us. We are calling you about one case but we are handling situations for MANY cases and

cannot continually follow up! Not returning calls means lost opportunities for you and will move

you to the bottom of the list for the next case! We are expected to respond to clients or prospects

quickly or our company loses the case! If we are calling you it is because you are qualified and

appropriate for this case based upon Level of Care, personality, geography and schedule.

3) You MUST have a working telephone where you can be reached, preferably a cell phone. It is

essential that we be able to reach you for changes to your schedule and new opportunities and other

business matters. Not having a working telephone will move you to the bottom of the list for the

next case! See above. (Rev 6/1/11)

4) You MUST notify the Scheduling Coordinator (see next page) immediately about any change to

your schedule and availability (864-905-1113)! Notifying the client does not constitute notifying the

Scheduling Coordinator. NOTE: Telling us that a change is coming – without the exact info of what

the change is – is not sufficient. We cannot put an ambiguous change into a computer system. We

need to tell the system WHAT THE CHANGE IS so please have all information ready when you call.

5) We must have at least a 4 hour notice on any call-outs. Call outs for early morning shifts should

take place the night before to make sure a suitable replacement is assigned. All call outs must be

via phone call (864-905-1113), NOT text message, to the Scheduling Coordinator (see next page).

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6) Routinely clocking in late for your shifts or calling out for your shifts will lead to one verbal

warning, followed by one written warning if this continues, followed by termination if there is

no improvement (Rev. 04/03/15)

7) If you do not show up for an assigned shift without calling the Scheduling Coordinator at 864-

905-1113 (“no call, no show”) you are subject to disciplinary action, up to and including

immediate termination. This is considered client abandonment which the caregiver is

personally liable for.

8) Caregivers are not to leave their shift prior to their scheduled end time without permission from

the Scheduling Coordinator or Supervisor (864-905-1113). Failure to do so is considered client

abandonment which the caregiver is personally liable for. (Rev. 05/12/16)

9) You must reply to all alerts for shift change or additions in your portal within 12 hours of

notification or face disciplinary action, up to and including immediate termination. (rev.

04/03/15):

Who do I contact for shift or schedule questions, issues, or changes? (Rev 07/26/15)

Shift Schedule Needs:

1. Questions, issues, changes or needs concerning your shift, schedule or clocking in/out: CALL, do

NOT text (864) 905-1113 (24 hrs a day)

2. Call-outs: CALL, do NOT text (864) 905-1113 (24 hrs a day) at least 2 hours before your shift, or

the night before

3. Clock in or out issues: Mon-Fri, 8am to 5pm TEXT (864) 905-1113, call this number after hours

nights and weekends

4. PTO requests: submit PTO form to the Scheduling Coordinator in the office at least 2 weeks before

your requested day(s) off. Requests submitted with less than 2 wks notice may not be approved.

5. For any other shift or scheduling needs or changes 24 hrs/day, CALL (864) 905-1113 (DO NOT

TEXT!!). Important Note: texts to this number are NOT READ before 8am or after 4:30pm

Monday-Friday, weekends or holidays.

Scheduling Phone Numbers:

1. (864) 905-1113: CALL 24 HOURS A DAY with urgent or emergency questions, issues, changes

or needs concerning your shift, schedule, call outs, changes to your availability or any other clock

in/out issues or emergencies

2. (864) 905-1113: you may TEXT Jessica Monday thru Friday 8am to 4:30 pm with any clock in or

out issues, and confirmations or questions regarding schedules in your portal.

REMEMBER TEXTS TO (864) 905-1113 ARE NOT READ AFTER 4:30 PM OR BEFORE 8 AM MONDAY

THRU FRIDAY, OR AT ALL ON WEEKENDS AND HOLIDAYS!

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DO NOT SEND URGENT OR EMERGENCY TEXTS TO THIS NUMBER DURING THESE HOURS –

THEY WILL NOT BE READ UNTIL THE OFFICE OPENS!

CALLS TO THIS NUMBER ARE ANSWERED 24 HOURS A DAY, 365 DAYS A YEAR!

This all boils down to one easy rule of thumb – if you need to tell the office something immediately

CALL (864) 905-1113 ANYTIME – do not text!

Texts to this number are only read Monday thru Friday from 8am to 4:30pm.

(Bruce reads texts to his phone (864-304-3544) after hours, weekends and holidays if needed.)

ClearCare Automated Time and Attendance Telephony Clock In/Out System (rev. 04/03/15)

This system allows you to clock in, clock out, be reminded of and update the status of tasks as you

complete them, and record the reason when a task is not completed. You will receive shift offers via email

and/or text, shift reminders via email and/or text, and an invitation to use our Caregiver Portal.

Our goal is to improve the quality of care we provide and offer much needed peace of mind to our clients

and their families. While we realize that any change takes some getting used to, we’re confident you will

love this new system and appreciate how easy it is to use.

To be able to clock in you HAVE to accept your shifts ahead of time in your portal after you have received

an alert – if you don’t accept your shifts the system won’t have a shift for you to clock in against and you

will be told you don’t have a shift! This also updates your schedule calendar in your portal.

To use the Telephony system and report your hours, please follow the steps below at every shift, or in

between shifts if you are working multiple live-in day shifts in a row:

1. Clock In

a) Dial 1-855-982-3096 from your client’s landline phone no sooner than 5 minutes before the start of your

shift to clock in!

b) Please remember to arrive at your client 10 minutes early for your report and to get organized for your

shift, and then clock in as soon as your shift starts – don’t delay!

c) If there is more than one caregiver assigned to that client that day, you will be asked to identify yourself

by punching in the correct number. For example:

Press 1 if you are Jennifer Caregiver.

Press 2 if you are Ronald Caregiver

Press the number that corresponds with your name.

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d) You will then be told you have clocked in and your tasks for that shift will be read off to you as a

reminder of what is required on that shift. Once you’ve listened to your tasks you can hang up…no need

to punch any other buttons!

2. Clocking out and updating task status

a) Your Supervisor, Scheduling Coordinator or Case Manager will assign tasks to you, such as bathe and

dress, prepare breakfast, or provide medication reminders, to name a few.

b) When you clock out (1-855-982-3096) you will be asked to update the status of these tasks, or you can

update your tasks discretely during your shift as you complete them…BUT DO NOT CLOCK OUT UNTIL

YOUR SHIFT IS OVER.

c) Press 1 to mark a task as complete or press 2 to mark a task as incomplete. If incomplete you will then

be asked to record a reason for the task not being completed. Please speak slowly and clearly when you

leave your message.

3. Mileage

If you have driven the client or run errands for the client while you are on the clock in your car you will be

asked to enter your mileage by pressing 7. IMPORTANT: you are still required to complete a mileage

log, have it signed by the client and submit it to the office by the following Monday at noon to be

reimbursed for your gas…the miles punched in during clock out simply alerts the office to be on the

lookout for your mileage report. If the mileage log is not received in the office by the following Monday you

will not be reimbursed for these miles.

4. General Comments

You will be asked to punch 8 if you have any general comments to make about your client’s status or

anything else of significance about your shift. These comments are to be about your client ONLY and

nothing else! Please speak slowly and clearly when you leave your message.

5. Safe/unsafe shifts (Rev 12/21/16)

You must punch 9 to record a safe shift and clock out; after pressing 9 you will be asked to punch 1 if

your shift was safe or 2 if your shift was not safe. If your shift is unsafe and you press 2 you will be asked

to leave a message explaining why your shift was unsafe so the office can work with the family to correct

this situation. Please speak slowly and clearly when you leave your message.

6. Clock out

a) After you have recorded your safe shift status you will be clocked out.

b) Do not hang up until you hear “Good Bye” or else your clock out may not be recorded by the system.

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TIME CLOCK (Rev 11/15/13)

The ClearCare clocking system that we use is exactly like a time clock at any other job. It validates the

arrival and departure time for you. It also serves additional purposes above and beyond a normal time

clock:

1) It is the official record of the time that you worked

2) It automatically generates your time for paychecks

3) It automatically generates the billing information for our clients

It is extremely important that it be accurate! This information is saved and is a part of our company

records to validate billing and payments. In the event of an audit this information is the company’s way of

validation. Just as at any other job with a time clock, it is YOUR responsibility to insure that you clock IN &

OUT accurately. We cannot allow any ‘sloppiness’ in this system. To that end, the following rules must

be followed EXACTLY:

If you forget to clock IN or OUT so that your shift is not ‘completed’ you will NOT BE PAID for that

shift unless you report the situation to the Schedule Coordinator (864-905-1113).

If you ‘forget’ to clock IN or OUT and then remember a few minutes later you MUST have your

arrival or departure time verified by your client. Otherwise you will be clocked IN or OUT at the

time you generate the call to the Scheduling Coordinator (864-905-1113).

If, upon arrival to or departure from the client’s home, someone is using their phone and you are

unable to clock IN or OUT, you must immediately call the Scheduling Coordinator (864-905-1113)

from your cell phone or some other phone and have someone at the home verify that you are

present.

You are expected to arrive to your shift 10 minutes before your scheduled time. If you

habitually clock in 1 or 2 minutes late and/or habitually depart 1 or 2 minutes late you will be

subject to disciplinary action. This is no different than any other job. You should be arriving 10

minutes early to get organized and to get your report (if relieving someone), clock IN within 5

minutes of your scheduled start time, and be WORKING at your scheduled time. (Rev. 05/12/16)

Clocking OUT is the same. You should clock OUT at your schedule time THEN put on your coat,

etc. Most of our assignments are only a few hours in length and you are paid for that time,

therefore you are expected to be WORKING for that time.

Two caregivers working consecutive shifts are expected to clock in and out of their respective shifts at the

same time at the beginning of the shift to avoid double billing the client. This can occur before shift

change with agreement of the outgoing caregiver and the office is notified. Overlaps are permitted by

exception only when needed to discuss a client care giving issue and the office is notified. (rev. 3/26/11)

Any changes to your appointment MUST be changed in the system! NO EXCEPTIONS. Regardless of

the reason, call the Scheduling Coordinator (864-905-1113). We will change the appointment time to

coincide with your clocking time. The time that you clock IN or OUT must match the time that you are

schedule for. If it does not then you must call the Scheduling Coordinator (864-905-1113) and have the

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schedule changed in the system so that they do match. We will also note the reason for the change in our

system.

You must work the amount of time that you are scheduled for. If a client tells you to leave early because

there is ‘nothing for you to do’ then it is your responsibility to FIND something to do - make suggestions. If

the client persists in asking you to leave then we must honor their wishes and leave, but you must follow

procedure above. If it is a regular occurrence, then a meeting will be scheduled with you at the client’s

home to discuss what we can do to fill the time or make a permanent change to the schedule to better

reflect the client’s needs.

When you are “On the Clock” you are expected to be working. Again, we are no different than any other

job – you are being paid to work, therefore you are expected to be working. You MUST NOT, FOR ANY

REASON just sit. If all household chores are complete and there is time left over, then you may engage

your client in mind stimulating activities, such as card games, puzzles, etc. Watching TV together is NOT

allowed unless invited by the client for companionship purposes. ‘Sitting’ while on the job and playing on

your phone is grounds for disciplinary action up to and including termination, the same as if you were at

any other job. We make random home visits as well as ask the client’s family for feedback regarding your

work habits when we do our quarterly assessments. Sleeping during any shift unless permitted in the

Care Plan is grounds for disciplinary action, up to and including immediate termination.

Attendance, Personal Time Off & Vacation Policies (rev 03/10/17)

Clients and their families (our CUSTOMERS) depend on us to be with their loved one, on time and as

scheduled. Caregivers & employees are expected to be at their assigned client’s location or work area,

clocked in and engaged in ABC business, at their scheduled start time and for the duration of their assigned

shift or work day. Unnecessary absenteeism and tardiness is expensive, disruptive and places an unfair

burden on fellow employees, supervisors and clients / families.

Attendance Policy:

1. Call Outs / Missed Shifts: Caregivers are allowed four call-outs in a rolling twelve month period and

written warnings will be issued after the third and fourth absences regardless of the reason. After a

fifth call out absence in twelve (12) months, the employee will be terminated with cause. Exceptions

can be made by the Director of Operations in the event of an extended illness (with a doctor’s note

excusing you from work) or a life event (birth, death, marriage, etc.).

2. A No Call / No Show to an assigned shift will result in an immediate termination with cause.

3. Punctuality / Tardiness: If an employee clocks in more than ten minutes late for a shift, a late notice

will be issued and noted on the employee record. Two instances of being more than ten minutes

late to a shift is considered an absence and will be handled as detailed in the Call-Out / Missed Shift

Policy above. Exceptions can be made by the Scheduling Coordinator if the client is on the phone or

the employee has to tend to the client upon arrival, with confirmation from the client.

Emergency Call Outs: If you have to call out in an emergency, you should CALL out with as much notice

as possible and at least 4 hours before your shift is scheduled to begin to allow us time to secure a

replacement caregiver for your client. If an employee calls out, an unexcused absence will be issued and

noted as per Policy 1 above, and upon a third occurrence will receive a written warning as noted in our

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Attendance/Punctuality Policy 1 above. When employees call-out, he/she must provide the reason for the

call-out, a doctor’s note (i.e. illness) or police report (i.e. car accident) when applicable, and when return to

work is expected.

If you must call out in an emergency, YOU MUST CALL our 24 hour scheduling number (864) 905-

1113. You can NOT call out by sending a text or email. You can NOT call out by responding to a system

message. You MUST speak to the Scheduling Coordinator or the On Call person (864-905-1113) to

let them know you will be late or calling out, or leave a message if your call is not answered.

Sending text messages or emails increase the likelihood that we might not get the message in time to get

someone to cover your shift and leave the client without care. Call outs received as a text, email, or

system message will result in disciplinary action, up to and including termination.

Unpaid Personal Time Off (PTO) Policy: Employees are permitted up to three (3) unpaid PTO days off

every six (6) months starting ninety (90) days from date of hire. We require you submit a PTO Request Form

to the Scheduling Coordinator in the office at least two (2) weeks ahead of time for approval. This is to

ensure we have sufficient time to fully cover your assignment(s). PTO requests received with less than a

two (2) week notice cannot be approved. Personal issues requiring time away from your work, such as

doctor’s appointments or other personal matters, should be scheduled during your non-working hours if

possible, and back up childcare and/or transportation arrangements should be made ahead of time for sick

children and/or car issues. Approved time off will not count towards your Call Out / Missed Shift count;

unapproved time off will apply towards your Call Out / Missed Shift count as per Policy 1 above.

Unpaid Vacation Policy: Employees are permitted up to seven (7) unpaid vacation days off every six (6)

months starting six (6) months from date of hire. We require you submit a PTO / Vacation Request Form to

the Scheduling Coordinator at least one (1) month ahead of time for approval. Vacation requests received

with less than a one (1) month notice cannot be approved. Approved time off will not count towards your

Call Out / Missed Shift count; unapproved time off will apply towards your Call Out / Missed Shift count as

per Policy 1 above.

Punctuality in being on-time for scheduled shifts is critical. You are expected to arrive 5 minutes BEFORE

your shift starts to clock in. If a caregiver is running late to a scheduled shift, the employee is required to

CALL the Scheduling Coordinator or On-Call person (864-905-1113) to let her/him know that you will be late

and why, and the estimated arrival time to the client work location. Ongoing tardiness will result in

disciplinary action as noted in the attendance policy above.

As stated above, ongoing attendance problems are disruptive, place an unfair burden on fellow employees,

supervisors and clients / families and impact the quality of care we provide our clients. Failure by an

employee to correct attendance problems will result in disciplinary action as detailed above, up to and

including termination.

SEVERE WEATHER / DISASTER PLAN & POLICY (Rev. Jan. 07, 2015)

It is the policy of Always Best Care that proper, timely communication, planning and preparation occur as

soon as there are forecasts of severe weather, and in response to any disasters that occur, expected or

unexpected. We are expected to provide care during inclement weather and early preparation is key to

making this happen safely. The safety and wellbeing of our clients and our employees are our number one

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concern and priority – questions or concerns should be addressed immediately to the Case Manager or

Scheduling Coordinator (864-905-1113).

Client Preparation

1. Provisions made for priority attention by local utility companies in the event of a power/utility outage

2. Alternate source of energy when needed for client monitoring or care (i.e. generator or battery

backup for oxygen generators, alarms, etc, or manual cranks for mechanical equipment such as

hospital beds, lifts, etc.)

3. Alternate lighting sources, ideally battery operated (i.e. flashlights, battery operated lanterns, etc.)

4. Supply of batteries for equipment requiring batteries for operation or backup

5. Safe, alternative heating or cooling sources provided in the event of HVAC failure or power outage

(i.e. fireplace/wood/matches, space heaters, fans, etc.)

6. Provisions made for backup water in the event of an interruption to the water supply for personal

hygiene and/or consumption

7. Provisions for ice to keep refrigerator and freezer cold in the event of a power failure.

8. Provisions made for an adequate supply of food, medicines and medical/household supplies for

clients and pets.

9. Salt to de-ice frozen walks, driveways, etc.

10. Contact our Scheduling Coordinator 24/7 (864-905-1113) with any questions or concerns

Caregiver Preparation

1. Have a “Go Bag” with you at all times in your car for backup clothing, personal toiletries, food,

beverage, phone charger, etc. in case you need to stay with your client longer than originally

scheduled or need to respond rapidly to new unexpected shifts when called.

2. When severe weather is forecasted, make arrangements for childcare and other family obligations

ahead of time in the event you need to stay with your client longer than originally scheduled,

ESPECIALLY when there is a school opening delay or when school is closed.

3. Insure your car is in good working order at all times, including battery, adequate fuel, tire air

pressure, windshield wipers, etc. and especially prior to the onset of any forecasted severe weather

4. Keep battery jumper cables, ice scraper, bag of sand and a blanket in your car

5. In extremely cold weather start your car earlier than normal prior to leaving for your shift to insure it

is in proper working order and warmed up when you leave

6. When severe weather is forecasted, make arrangements for backup transportation and/or assistance

starting your car ahead of time in case you have an unexpected problem to insure you can make it to

your clients as scheduled.

7. During extreme summer or winter weather leave for your shift earlier than normal to accommodate

challenging road conditions; call the Scheduling Coordinator 24/7 if roads in your area are

impassable (864-905-1113).

8. Wear closed toe, rubber toed shoes or boots to avoid slipping on wet, slick, slippery surfaces

9. Make sure your cell phone is fully charged and in good working order at all times. When there is a

risk of power failure use your cell phone as your alarm clock in case your power goes out.

10. Insure you have your teammates’ phone numbers saved in your phone at all times

11. CALL (do not text) your teammate at your client’s home AND CALL (do not text) our 24 hour

scheduling hotline (864-905-1113) if you have any difficulties getting to work on time. Confirm that

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your message has been received in the event you leave a voicemail to make sure everyone is aware

of your situation.

Communication

1. Severe weather planning and preparation shall be initiated by the Supervisor and Scheduling

Coordinator with the client and/or the client’s family and the Care Team via phone calls and texts as

soon as there are forecasts for severe, inclement weather. Early planning, preparation and

communication are key elements of safe, organized care for our clients

2. Modify schedules if needed with notifications to Care Team, client and/or client’s family

3. Insure that all cell phones are fully charged prior to the onset of severe weather in the event of a

power and/or landline phone outage

4. Primary contact direct phone numbers:

a. Scheduling Coordinator: Jessica Padilla (864) 905-1113

b. Case Manager Denise Harris (617) 212-3011

c. Owner: Bruce Meyer (864) 304-3544

SHIFT DOCUMENTATION POLICY (rev. 11/15/13)

Always Best Care care binder and log sheets are provided for each client. For every shift you are

expected to note your name, the date and time of your shift, how you received and discharged your client

and the care you provided during the shift. You are to also note any unusual or unexpected behavioral or

health changes or events that occur during your shift as well as visitors to the home. Suggestions for care

plan changes or modifications should be brought to the Case Manager for review – your Case Manager

will modify the care plan accordingly and inform that team. These suggestions are NOT to be

communicated in the log sheet without prior approval from your Case Manager. Situations with ABC

teammates are NOT to be noted in the log sheet but reported to the Case Manager for action. Note these

are legal documents.

Occasionally there will be care plan check lists to be completed for more advance cases or for insurance

claims. This will be communicated prior to your shift and these are to be completed in addition to the ABC

log book at the close of your shift. Note these are legal documents and can be used in a court of law.

(rev.05/12/16)

This is in addition to updating the Client Task List in Clear Care during clock out. (rev.05/15/15)

CLIENT MEDICAL EVENTS AND INCIDENTS (rev. 08/11/14)

The caregiver is to call 911 if your client is experiencing the following:

Chest Pain

Difficulty or Not Breathing

Severe Bleeding

Sudden Weakness, Numbness or Delusion

Stroke Symptoms

Blood Pressure Below _(ref care plan)__

A Fall Resulting in Loss of Consciousness or Injury

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Other Medical Emergencies (i.e. chronic serious vomiting, diarrhea, fever, seizures, etc.)

Or as instructed in the Client Care Plan.

These events and incidents – and any other medical or health event, accident or incidents not

requiring 911 attention – are to be reported to the Case Manager as soon as the situation is stabilized.

The family will also need to be notified in accordance with the care plan. Following these situations an

Always Best Care Incident Report (following) is to be completed, reviewed and signed off by the Case

Manager.

SC DHEC Reporting

South Carolina licensed in-home care agencies are required to report serious incidents to DHEC. A

serious incident is one that results in death or a significant loss of function or damage to a body structure

not related to the natural course of a client’s illness or underlying condition and resulting from an incident

that occurs during staff contact with clients. A serious incident shall be considered as, but is not limited to:

1. Falls or trauma resulting in fractures of major limbs or joints; 2. Client suicide; 3. Criminal events or

assaults against clients which are reported and filed with the police; and/or 4. Allegations of client abuse,

neglect, or exploitation, as defined in S.C. Code Section 43-35-5 et seq., by an employee. Additionally the

provider shall report any allegation of abuse, neglect, or exploitation of clients to the Adult Protective

Services Program in the Department of Social Services in accordance with S.C. Code Section 43-35-25,

or Child Protective Services, as appropriate. You are required to report all serious incidents to your Case

Manager and complete a company incident report. You are also required to report any concerns you have

about the appropriateness of your care plan versus your client’s needs for review and possible revision.

Company incident reports are available at the office (next page); blank copies should be maintained at

your client's home.

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ALWAYS BEST CARE ACCIDENT / INCIDENT REPORT (Attach additional pages if necessary to provide full report)

Client Name: _________________________________________________________ Individual’s Age: _____ Sex: ______ Date and Time of the Incident/Injury: _____________________________ Specific location of the incident/injury ___________________________________________________________ Incident witnessed by: Staff ____ Other client/patient/resident/family _____ Visitor ______ Names of Witnesses: _______________________________________________________________________ _________________________________________________________________________________________ Describe the extent and type of incident/injury, and how treated: _____________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ What caused the incident/injury? If internal investigation is incomplete, summarize action(s) to determine cause: _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ At the time of this report, if the internal investigation has not been concluded; investigative results will be forwarded: _____ (Check if applicable) Was the responsible party notified? Circle: Yes No Date/Time ______________ Was the physician notified? Circle: Yes No Date/Time ______________ Was the individual hospitalized? Circle: Yes No Date/Time/Location _____________________ Was the incident reported to other agencies with oversight of care such as law enforcement, Ombudsman, etc.? Circle: Yes No Date/Time: ________________ ______________________________________ _____________________________________ Signature and Title of Person Making Report Case Manager Signature ______________________________________ _____________________________________ Print Name and Date Print Name and Date

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ARBITRATION AGREEMENT

READ THIS AGREEMENT CAREFULLY BEFORE YOU AGREE TO IT.

In any organization, disputes will arise from time to time. Occasionally, these disputes require resolution

through a formal proceeding. Traditionally, court proceedings have been used for the ultimate resolution

of disputes. However, our court system too often has proven to be an exceedingly costly and time

consuming process which fails to meet the needs of the parties involved.

With this in mind, ABC proposes to follow arbitration agreement. We hope your employment will be free of

the disputes covered by this Agreement and that we will never need to use it. If that is not the case, we

believe that, when possible, a dispute brought before an arbitrator in an orderly and cost efficient manner

will benefit both parties.

To resolve disputes which might otherwise become civil court cases, you and ABC agree to submit all

disputes arising out of your employment which may lawfully be the subject of pre-dispute arbitration

agreements to final and binding arbitration after the conclusions of any relevant administrative

proceedings. Arbitration shall be the exclusive means of resolving any such disputes and no other action

will be brought in any court.

Either party may begin the arbitration process by delivering a written request for arbitration to the proper

party within the time limits, which would apply to the filing of a civil complaint in court. A late request will

be void.

If we are unable to agree upon a neutral arbitrator, we will obtain a list of arbitrators from the American

Arbitration Association. The arbitrator shall be bound by the arbitration procedures set forth in the Model

Employment Arbitration Procedures of the American Arbitration Association, including the requirement for

a written decision. Each party shall bear its own costs of arbitration. The arbitrator shall have the

authority to order any legal and equitable remedy, which would be available in a civil or administrative

action on the claim.

PLEASE NOTE: Nothing in this agreement affects National Labor Relations Board proceedings, petitions

for judicial review of a decision issued by the Fair Employment and Housing Commission after an

administrative hearing, South Carolina Labor Commissioner claims, workers’ compensation benefit claims

or the ability of either party to seek appropriate interim injunctive relief pursuant to the South Carolina

Code of Civil Procedure before or while arbitration proceedings are pending. The parties retain all rights

to enter into agreements regarding arbitration after any dispute has arisen. Each party agrees Arbitration

shall be held in Greenville County.

If any court of competent jurisdiction declares that any part of the Arbitration Agreement is illegal, invalid

or unenforceable, such a declaration will not affect the legality, validity or enforceability of the remaining

parts of the Agreement and the illegal, invalid or unenforceable part will no longer be part of this

Agreement.

THIS AGREEMENT IS A WAIVER OF SOME RIGHTS TO A CIVIL JURY TRIAL FOR CLAIMS ARISING

OUT OF YOUR EMPLOYEMENT.

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Always Best Care Non-Disclosure, Non-Solicitation Agreement

I understand that during the term of my employment with, I will have access to and become acquainted

with various trade secrets including but not limited to ABC's advertising and promotional strategies, care

home customer lists, (RCFE), which contain an accumulation of

information on the facilities which has taken ABC a great length of time and energy to page accumulate,

process compilations of information, including records, forms, manuals, database of information,

marketing material, website, all designed by ABC and which are used in our business operations. Access

to ABC's client list which contain but is not limited to social workers, discharge planners, case managers,

nurses, home health agencies, hospitals, skilled nursing homes, in-home care clients, Lifeline Systems

clients, all of which give ABC their business.

I will not disclose any of the aforesaid trade secrets, directly or indirectly, or use any of them in any way,

either during the term of my employment with ABC or at anytime thereafter, except as required in the

normal course of my employment with ABC. All files, records, documents, forms, and similar items relating

to the business of ABC shall not be removed from the premises of ABC or copied for personal use outside

of ABC during or after employment under any circumstances.

I acknowledge and agree that the names, addresses, telephone numbers of ABC customers/

clients/placements constitute trade secrets of ABC and that the sale or unauthorized use or disclosure of

any of ABC trade secrets including, but not limited to, the names, addresses, and telephone numbers of

ABC customers/residents/placements obtained by me during my employment with ABC constitutes unfair

competition, in which I promise and agree not to engage.

I further agree that for a period of three (3) years immediately following the termination of my employment

with ABC, whether by my own doing or not, I will not directly or indirectly make known to any person, firm,

or corporation within Greenville and/or Spartanburg Counties any of ABC trade secrets, including names

of clients, customer lists, placement lists, addresses, phone numbers, or any information pertaining to

them. Nor shall I call on, solicit, or take away any clients, customers or placements of ABC with whom I

became acquainted with in Greenville and/or Spartanburg Counties during my employment with ABC, or

with whom I knew prior to my employment with ABC, but did business with or socialized with in a different

capacity than I otherwise would while at ABC, whether for myself or for any other person, firm or

corporation. (rev. 09/01/14)

I further agree that all records of the accounts of customers, clients and placements or any other records

books and manuals relating in any manner whatsoever to the customers/clients/ placements of ABC,

whether prepared by me or otherwise coming into my possession shall be the exclusive property of ABC.

I further agree that the word "customer" refers to all care facilities that ABC has contracted with during or

prior to my employment. The word "client" refers to all persons such as but not limited to discharge

planners, case managers, social workers, and entities such as but not limited to hospitals, skilled nursing

facilities, rehabilitation centers, hospice organizations, and home health agencies that refer individuals or

placements to ABC whether due to relationships I have prior to my employment, or due to relationships I

developed during my employment or to relationships ABC has prior to my employment. The word "client"

also refers to all in-home care clients which ABC provides care for, and the word "client" refers to all ABC

Lifeline subscribers. The word "placement" refers to the individuals you place during your employment at

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ABC or that have inquired about, requested, or negotiated for a care home (RCFE) to be supplied to them

by ABC at any time before or during my employment with ABC.

Confidentiality Policy per the Insurance Portability and Accountability Act of 1996 (HIPAA)

Information regarding the admission and treatment of any client/resident is confidential. The

client’s/resident's very presence in a facility is confidential information.

In addition, preadmission, inpatient and continuing care records, any information you may hear, or

personal situations revealed to you may not be discussed outside of the work situation. Releasing

information, verbally or in writing other than through prescribed procedures is a serious matter and is

cause for disciplinary action.

Personnel may not discuss an individual client/resident nor give a medical record or any portion thereof or

any treatment information whatsoever to any unauthorized person. All requests for information should be

handled through the main office.

Every person working for Always Best Care must comply with these HIPAA confidentiality policies and

procedures. Note it is a federal offense to violate this HIPAA policy; violators are personally liable

for this violation and subject to fines and/or jail time. (rev. 05/12/16)

TUBERCULOSIS COMPANY POLICY (rev. 02/02/15)

1. All employees who will have contact with clients must be aware of the possibility of exposure to an

individual with known or suspected tuberculosis.

2. All employees, including employees working under contract, will receive infection control orientation

and training during their agency orientation.

3. Infection control practices including those related to tuberculosis exposure will be reviewed at least

annually and as deemed necessary.

4. All employees, including employees working under contract, who are at risk for exposure to individuals

with known or suspected tuberculosis, will have personal protective equipment issued to them. This

specifically includes a NIOSH approved N95 respiratory protective device (TB mask) for tuberculosis

prevention.

5. All employees who may have contact with individuals suspected of having tuberculosis will be

informed prior to accepting assignment with the client.

6. Always Best Care of Greenville/Spartanburg will identify and report incidences of infectious diseases

identified in clients and employees, as appropriate.

7. Always Best Care of Greenville/Spartanburg will establish a mechanism to prevent exposure, identify

exposures and implement treatment to prevent disease:

TB skin tests (Mantoux) will be given at the time of employment, in compliance with SC DHEC

Regulation 61-122. The tests will be repeated annually and/or at the time of suspected or known

exposure.

Employees with known or suspected infectious disease exposure will be monitored on a regular

schedule.

Employees who have a positive Mantoux test prior to employment must show evidence that they

have been evaluated by a physician and have no evidence of active disease.

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If an employee’s skin test converts to positive, they would be referred for a chest x-ray and

physical examination.

If an employee exhibits symptoms of tuberculosis, they would not be allowed to provide direct care

until they had received a release from the physician.

If a client exhibits symptoms of tuberculosis, employees will observe infection control precautions

including wearing the particulate respirator until they are informed the client does not have the

disease. Clinical supervisors will notify the client’s physician and request that the client be

evaluated for the disease.

8. Employees with signs and symptoms of a communicable disease will be directed not to work during

that time unless approved by a physician. All staff members directly exposed to any pathogens during

client care activities will be directed to a physician for evaluation and follow-up.

9. All Always Best Care of Greenville/Spartanburg employees who have tested positively for TB will be

reported on the Infection Control Log, found in this document.

10. Immediate actions are taken to prevent the transmission of infection, such as isolation procedures,

family/client education, etc.

11. Always Best Care of Greenville/Spartanburg will contact DHEC of any infected employee.

Tuberculosis Pre-Hire and Annual Testing Policy (rev. 02/02/15)

1. No previous TST or BAMT result – baseline two step Tuberculin Skin Testing (TST) or single Blood

Assay for Mycobacterium Tuberculosis (BAMT) test is required upon hire and prior to client

contact. There shall be no more than 30 days between TST steps (“sticks”).

2. Previous negative TST or BAMT result > 12 months before new employment - two-step baseline

TST or single BAMT completed upon hire and prior to client contact. There shall be no more than

30 days between TST steps (“sticks”).

3. Previous documented negative TST result within 12 months before employment - single TST

needed for baseline testing; this will be the second step.

4. Previous documented negative BAMT result within 12 months before employment - single BAMT

needed

5. If TST or BSMT test is positive, or employee or caregiver is symptomatic, obtain chest X-ray and

refer to Health Department for a symptom assessment and medical evaluation and add employee

or caregiver name to company Infection Control Log

6. Perform/obtain ANNUAL single step TB screening test (TST, BAMT or symptom assessment) for

each employee and caregiver – number 5 above applies following each annual test.

7. Perform/obtain annual symptom assessment by RN if documented prior positive TST or BAMT

test, or has documentation of prior active TB disease.

8. Persons identified as a contact to an infectious case and having unprotected exposure will be

evaluated in accordance with the Health Department’s contact investigation policies and

procedures.

TB Testing Summary Statement (rev. 04/03/15): initial 2 step test baseline upon hire, and a single

step test every 12 months thereafter. If you miss this 12 month test you will need to do a 2 step test

for another baseline.

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Annual TB Testing Reimbursement Program (rev 05/15/15)

South Carolina requires a single step TB test every 12 months; this cost will be the responsibility of all new

hires. For employees who have been active with the Company for at least the past 12 months and are

working at least 30 hours per month the Company will pay for your annual single step test when

performed by Any Lab Test Now when taken before the one year expiration date.

Note that if you miss your 12 month expiration date the state requires you to take a 2 step TB test – if you

miss your 12 month expiration date this 2 step TB test will be at the employee’s expense and is not

eligible for this Company program.

SUBSTANCE ABUSE POLICY (rev.12/01/14)

Always Best Care is committed to a workplace environment that promotes the safe and efficient

performance of job duties and supports the health and well being of all employees. For this reason, the

company is striving to maintain a drug and alcohol free workplace to safeguard its employees, clients and

all related stakeholders, the quality of its services, and its reputation in the community.

POLICY STATEMENT

The company has a zero tolerance policy for any employee who manufactures, uses, possesses, sells,

purchases, transfers, dispenses or distributes alcohol or illegal or unauthorized drugs while on client

premises or company property or time (this does not prohibit the appropriate use of legally prescribed

drugs). Client premises includes the property surrounding the exterior of the home or facility in which the

client lives, the entire interior of the home or facility in which the client lives and, where applicable, the

client’s vehicle. Company property includes parking lots, company vehicles, or company approved

vehicles used to transport employees. Company time includes hours spent on and off company or client

premises during official working hours and four hours previous to start of job related functions.

It is a violation of company policy for any employee to report to work under the influence of alcohol or

illegal or unauthorized drugs. The employee must also inform the management staff if they are using any

legal “over-the-counter” medications that may cause impairment.

It is a violation of company policy for any employee to have the detectable presence of any unauthorized

legal or illegal drug in their system at any time.

Employees who violate any of the provisions of this policy are subject to disciplinary action up to and

including immediate termination for violation of company policies.

COMPLIANCE

This drug-free workplace / substance abuse program satisfies the requirements of the following South

Carolina state regulations:

1. The DHEC 61-122 regulation for in-home care providers and license

2. The private sitter requirements from DHEC 61-17 licensing for nursing homes

3. The private sitter requirements from DHEC 61-84 licensing for residential care facilities

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TESTING PROCEDURE (rev.11/30/15)

The Company requires a minimum five (5) panel urine drug screen that tests for a minimum of cannabis,

cocaine, amphetamines, opiates, and phencyclidine; tests for additional drugs can be performed at

company discretion. When the company requests a drug test from an applicant or employee, he/she is

requested to read and sign a company consent form for the test, indicate any prescription drugs he/she

may be taking prior to taking the test, and provide confirming documentation from their physician and/or

pharmacist – see forms at end of section. He/she is then accompanied to a private collection site on

premises without any personal belongings to provide the test sample in a urine drug test cup provided.

The urine samples goes through a specified ‘chain of custody’ from applicant/employee to tester to ensure

that it is not tampered with or invalidated through error. The applicant’s/employee’s urine is collected in a

specially designed secure cup obtained from reliable suppliers that indicates negative, positive or invalid

results. The results are reviewed and documented together with the applicant/ employee and co-signed

with the tester – see document form at end of section. See below for actions to be taken in the event of

positive or invalid results. The company reserves the right to select a certified laboratory to perform the

testing.

All samples that are reported as suspect will subject the employee to a possible second (supervised)

retest within thirty (30) minutes following receipt of the initial test result, or the employee will be terminated

immediately, at the company’s sole discretion. Failure to submit to the retest will be considered a refusal

to be tested. Violators may be terminated for noncompliance with company policies.

POLICY VIOLATION

1. Refusal to be tested is a violation of this policy.

2. Sell, give away, distribute, transport or market human urine;

3. Attempt to defeat a drug or alcohol screening test by the substitution of a sample;

4. Adulterate urine or other bodily fluid sample with the intent to defraud a drug or alcohol

screening test.

5. Failure to comply with request for a retest.

EMPLOYMENT APPLICANTS TESTING

All individuals applying for employment shall, upon a conditional offer of employment, be required to

undergo drug testing as a condition of employment. Applicants, who refuse to test or have a confirmed

positive test, will be considered ineligible for hire.

RANDOM EMPLOYEE TESTING

All employees are subject to and must pass random drug testing in order to preserve the safety and well

being of both employees and clients. At the start of each calendar quarter (January 1st, April 1st, July 1st,

October 1st) the Owner or Business Office Manager will create a list of all active employees. This list is

exported to an Excel spreadsheet where a column is added containing a random number generated by

the built-in Excel function “=RAND{}”. These random numbers are then converted to fixed values by the

built in Excel command “Paste Special – Values” to avoid recalculation. This employee list will then be

sorted in descending order by the random value and the top 25% of the employees listed will be selected

for that quarter’s random drug testing. This list will then be provided to the Scheduling /HR Coordinators

to perform and/or oversee this testing. This testing will be completed by the end of that quarter.

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Employees selected will be tested without notice, and are required to report to the testing location or

facility when notification is received.

TESTING OF EMPLOYEES FOR CAUSE/REASONABLE SUSPICION

If management determines that there is reasonable cause to suspect an employee is under the influence

of drugs or alcohol, they may require the employee to be tested. Reasonable grounds would include, but

not limited to:

Inappropriate behavior or performance problems on the job

An accident in the workplace or while operating a company or client vehicle

Observable indications of substance use

Direct observation of the individual taking drugs or alcohol

TESTING EMPLOYEES POST ACCIDENT

The company reserves the right to require an employee to submit to substance abuse screening within

two hours after notifying management of an incident including, but not limited to:

Injury involving loss of time on a job

Injury requiring medical attention

Accident causing injury to client and/or client’s property

Moving traffic violation resulting from the accident on company time

Any accident resulting in a fatality

It is a violation of company policy for any employee to delay notification of a job-related accident of any

kind to the employer.

POSITIVE / INVALID RESULTS PROCEDURE - ALCOHOL

Initial alcohol tests will be performed by either a Breath Alcohol Technician (BAT) using an Evidential

Breath Testing device or any DOT-approved Saliva Alcohol Test. A trained, designated employee may

administer an Instant Oral Fluids Alcohol Test. Any positive or invalid results will be confirmed by a Breath

Alcohol Technician (BAT) using an Evidential Breath Testing device.

POSITIVE / INVALID RESULTS PROCEDURE - DRUGS

Applicants/employees who have positive or invalid test results may be directed to a certified laboratory for

follow-up testing at the company’s discretion.

CONSEQUENCES OF POSITIVE TEST RESULTS

Any employee with positive test results shall be immediately terminated from the company, per company

policy and DHEC regulations and requirements.

SEARCHES

The company maintains the right to carry out reasonable searches of employees' personal belongings,

work area, desks, packages, and vehicle while on company or client property, and company or client

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vehicles at any time and place. The purpose of such searches is to deter the use, possession,

transportation or sale of illegal or unauthorized drugs in order to maintain a safe work environment. Such

searches may be initiated by the company without prior announcement, and will be conducted at such

times and locations as deemed appropriate. An employee's consent to such searches is required as a

condition of becoming and remaining an employee of this company. Refusal to allow a search by

management may result in termination.

________________________________________________________________________________

South Carolina Wage Notice

SALARY ADMINISTRATION PLAN

It is the policy of this company to strive to pay wages and salaries which are: 1) internally equitable, based on job

content and individual performance, and 2) competitive with comparable jobs in the established marketplace, subject

to the company’s ability to pay, and 3) adhere to regulations established by various Federal and State laws. The

intent of this policy is to administer wages and salaries of all employees equitable and consistently.

PROCEDURE

The wage and salary program consists of the following elements:

1. Criteria-based job descriptions

2. Job evaluation system based on job content

3. Annual market analysis system

4. Guidelines for administering personnel actions such as new hire, promotions, and transfers

5. Annual performance appraisal.

Hourly Salary Acceptance: (Rev. 02/15/17)

I understand and accept that I will receive an hourly pay rate as indicated in the official offer letter. There

may be times when a different compensation amount is allowed for specific types of cases or holidays and

this information will be given to me at the time I am offered the assignment. Note that your pay rate

(hourly, overtime, holiday or live-in) is considered confidential information and not to be shared

with co-workers, clients or their families. Violations will result in disciplinary action up to and

including termination, at the sole discretion of the company.

Overtime Pay: (Rev. 10/12/15)

In accordance with the U.S. Department of Labor Wage and Hour Division Fair Labor Standards Act

(FLSA), any employee who works over 40 hours during one work week (Monday, 12:00 am thru Sunday,

11:59 pm) shall be paid time and a half over time pay (1.5x regular base pay rate) for all hours worked

over 40 during that work week.

Mileage Reimbursement: (rev. 05/15/12)

Caregivers who utilize their own vehicle to transport a client or run errands on behalf of a client while “on

the clock” will be reimbursed for mileage at a rate of $0.500 per mile. Caregivers will NOT be paid

mileage when using the client’s car or when commuting to and from the client’s residence. Google Map

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will be the reference for all miles driven. Signed mileage reports must be submitted by noon each

Monday for the miles driven the week before to be reimbursed – mileage reports received late will

NOT be reimbursed.

Compensation for travel time between split shifts during one work day (Rev 03/23/15)

The Wage and Hour Division of the US Department of Labor said that if a caregiver has a significant gap in

time between Client A and Client B, "long enough to engage in purely personal pursuits, only the time

necessary to make a trip" between client A and client B is compensable. Workers who travel to more than

one worksite for an employer during the workday will be paid for travel time between each worksite; if the

travel is not direct because the employee is relieved from duty long enough to engage in purely personal

pursuits, only the time necessary to make the trip will be paid.

The company will pay for the time it takes to travel between two clients scheduled two hours apart or less at

a rate of $7.25/hour. Travel time to and from clients scheduled more than two hours apart is considered

commute time and noncompensable.

Training Pay: (rev. 04//01/16)

Pay for mandatory state required training is $50.00, payable upon successful completion of all classes, on

first paycheck following initial care assignment/hours. Pay for new hire orientation will be $15.00, payable

as above. Additional mandatory on-site training sessions and ‘shadowing’ at client’s residence for training

will be $7.25/hour. (rev. 05/12/16)

Employee Referral Bonus: (rev. 05/15/12)

A bonus of $25.00 is paid for every qualified referral that results in ABC employment. The bonus is paid

following his/her 5th completed shift. PLEASE NOTE: If you do not automatically receive your bonus

CALL THE OFFICE!

Payroll Deductions:

Certain deductions required by Federal and State law will be taken from each employee’s wages. Written

authorization from employees is required for all other payroll deductions.

Deductions required by law include Federal and State income taxes, social security taxes (FICA) and

State Disability Insurance (SDI) payments. These deductions will be made regularly each pay period.

Other deductions may be made from each employee’s wages upon written authorization.

Pay Periods – Bi-Weekly: (rev. 02/14/14)

Pay periods start on Monday at 12:00 am and end on the second Sunday at 11:59 pm; checks are dated

and issued the following Friday. Note that your paychecks will come from Charis Unlimited, LLC, our

parent company.

Checks can be picked up IN PERSON at the office (come to our employee entrance at the back of the

building) on Friday paydays from 9am to 4pm. If the office staff is out of the office there will be a sign on

our door directing you to pick up your check in the front lobby. If you have asked someone to pick up your

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check for you, you must email this information with the name of your substitute to your Scheduling / HR

Coordinators prior to payday with your authorization or else your check will not be released.(Rev. 09/17/15)

Direct Deposit: (rev. 02/15/17)

Direct deposit pay is available for any employee upon completion of their state DHEC mandated training

and whose documentation is current. Direct deposit may be withdrawn, with notice, whenever your

documentation is out of date and re-instated upon compliance.

Resignation: (rev. 02/15/17)

A minimum of one week notice is required when resigning from the company to allow us time to replace

you with your client and provide the care we committed to. Your final paycheck will be withheld if you

resign with less than one week’s (7 days) notice.

ON-LINE PAYROLL ACCESS:

All employees are encouraged to sign up for on-line payroll access so you can view all of your payroll information

and get on-line copies of your pay stubs – it’s easy to set up and will give you access to whatever information you

need about your pay.

Note after you set up your access and you are looking at your information on the main screen, the information

automatically defaults to 2015 – if you want to look at information from previous years simply look at the upper right

hand corner of the screen in the blue banner where you can select an earlier year from a drop down box.

EMPLOYEE LOGIN INSTRUCTIONS

To view your paystubs and personal information you will need to sign up for online access with PropelHR by going to

https://Webportal.summit-sw.com/C00054 and follow the instructions below.

1. Click <Employee Signup> and a new box will appear: “New User Signup”:

2. In the New User Signup screen enter your information below:

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3. Click <Submit> and a message will appear that says “You have been successfully added as a user. An email will

be sent shortly with your temporary password”. When you log in for the first time, you will be prompted to change

your password. AND YOU’RE DONE!

This site gives you access to your past pay stubs so you can see them and print them whenever you need them.

You can also review your tax options: dependents, exemptions, withholdings, etc.

Contact Michelle at (864) 679-6057 or Lori at (864) 312-3546 if you need any help setting up your access or have

any questions about getting around this website or can’t find what you are looking for.

CNA License Renewal Program (rev 09/17/13)

Making the effort to become a Certified Nurse Aide is a major investment in your career and your future,

and maintaining your license is equally important and we want to help you with this by paying for your

renewal fee when you meet the following 3 requirements:

1. Have been an active Always Best Care employee for at least the past 12 months

2. You must be working at least 30 hours per month, and

3. You must get your completed and signed CNA renewal form to the office (Helen) no later than 2

weeks before your license expires.

You can get your completed and signed application to Helen by dropping it off or mailing it to the office (33

Market Point Drive, Greenville, SC 29607), emailing it to her (hmeyer@abc-seniors.com) or faxing it to

her (877-351-8705).

You worked hard to earn your CNA license – keep it current to avoid taking the CNA course all over again.

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Affordable Care Act (ACA) (rev 08/11/14)

Beginning October 1, 2013, all individuals will have access to health coverage through a health insurance

market known as an “Exchange” or “Marketplace” as a key provision of the Affordable Care Act (ACA), or

“Obamacare” – see following Federal announcement. You access this marketplace at this website -

https://www.healthcare.gov - where you will have options on insurance providers and types of health

plans. Coverage begins January 1, 2014 if you enroll in a plan during 2013 - you have until March 31,

2014 to enroll in a plan. Following this initial open enrollment period you can only enroll if you have a

qualifying life event (ref website above). Open enrollment will occur at the end of each calendar year.

It is the goal of the Administration that all Americans have health insurance, which is what this is all about

and why these exchanges have been created. Most people must have health coverage in 2014 and

beyond or pay a government penalty. If you don’t have coverage in 2014, you will have to pay a penalty

of $95 per adult, $47.50 per child, or 1% of your income (whichever is higher). This fee increases every

year. Some people may qualify for an exemption to this fee – go to this website to learn more about these

exemptions: https://www.healthcare.gov/exemptions/.

In July, 2013 the Administration announced that “it will provide an additional year before the ACA

mandatory employer and insurer reporting requirements begin.” In plain English, this means that the

Obama Administration is delaying the employer mandate to provide health insurance to their employees

for one year, which is subject to change or extension in future years.

The company does not offer health insurance so you will need to maintain the coverage you have with

your existing plan or provider, or look into the plans available to you in the Exchange to avoid these

penalties, unless you qualify for one of the exemptions noted in the website above. The company can

help you find the coverage and plan that’s best for you and your family.

To learn more about this Health Insurance Marketplace simply go to https://www.healthcare.gov – this is a

very informative website and very easy to navigate.

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Company Health Plans (rev 10/04/13)

Our health is one the most valuable things we have and something we need to protect to provide for our

families, our jobs and our clients. Three ways the company wants to help you stay healthy as we enter

into the cold and flu season, and beyond:

1. Flu Shots – It is important that employees get their annual flu shot to avoid getting sick, losing hours and infecting clients and families. We have a company flu shot discount at Any Lab Test Now near the office (1140 Woodruff Rd, Greenville, SC 29607) – this expanded 4 strain shot is $21.25 versus their normal $25.00. Their hours are 9am to 6pm, Monday thru Friday, and 8am to 12pm on Saturdays. Drop a copy of your receipt (regardless of where you get your shot) at the office for our files.

2. Always Best Care Drug Discount Card – this free card is available for all employees, your families, friends and neighbors! Simply present this card at any of our participating retail pharmacies (most national chains and many independents) and save up to 65% on all of your generic and brand name prescription drugs and medicine. No enrollment form, no membership fee, no limit and available for immediate use. You can pick up a card in the lobby at the office, or go to our website (http://www.alwaysbestcaregreenville.com/) and click on the “Free Rx Card” next to our phone number at the top to learn more and to print out your own card. Depending on your situation this could be a great way to save money and get the meds you need to keep you and your family healthy!

3. Telehealth Program – We have a partnership with eDocHome to assist you with your medical needs! This telehealth program provides you with a board certified physician via phone or on-line video 24/7/365 to help you with your medical needs, saving you the hassle of traveling to a doctor’s office (where others are sick too!), urgent care center or emergency room for the common medical conditions that often come up: colds, flu, sinus problems, allergies, insect bites, ear infections, stomach issues, etc. These doctors will diagnose your illness, recommend treatment and even call a prescription in for you to your local pharmacy. There are 3 levels of this program: Basic @ $15/mo, Plus @ $25/mo and Advantage @ $30/mo for everyone in your family – this is NOT per person! And this is for unlimited access to their physicians! You can find more information online at http://www.edochome.com/. This service will help you save money and time, keep you and your family healthy, and help protect you from having to call out sick! Let the office know if you are interested in learning more or to sign up. Note this telehealth program is not insurance.

4. Supplemental Benefit Program (Rev 04/23/15) – Allstate provides our group Accident and Disability, and Critical Illness and Cancer supplemental benefit programs for all employees. These programs are paid for by the employee and provide valuable cash benefits for qualifying events to offset the extra expenses often incurred with an accident or serious illness.

It is important that we all stay as healthy as possible and that our families stay as healthy as possible, to

avoid the pain and agony of being sick or having our loved ones sick, and to avoid calling in sick, missing

work, disappointing our clients and hurting our paychecks. The company encourages everyone to take

advantage of these programs.

Rev. 10/04/13

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Caregiver Recognition and Incentive Program

“Always the Best”

Always Best Care is pleased to provide a recognition and incentive program, “Always the Best” to

caregivers that consistently clock in on time and do not call out for their shifts.

Who is eligible?

- Caregivers that work 30 hours or more in a month

- Caregivers that clock in on time to each of their scheduled shifts for that

month*

- Caregivers that do not call-out for the month

At the end of the month, all eligible caregiver’s will have their name put in a drawing to win a $50.00 cash

bonus** and one caregiver will be chosen. In addition, this caregiver will be featured in our newsletter as

the “Always the Best” recipient.

All caregivers that reached the eligibility for the month will be invited for a drop in celebration at the office

once a quarter as a thank you for your hard work and dedication as an “Always the Best” caregiver.

*must clock in using the telephony system within 5 minutes of your scheduled time. If you are unable

to do so, you must call (no texting) Jessica with an explanation (i.e. client is on the phone)

**Cash bonus will be deposited into your paycheck for that month.

Rev. 04/01/13

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Caregiver Recognition for Responsiveness

“Always Available”

Always Best Care is pleased to provide a recognition and incentive program, “Always Available” to

caregivers that consistently fill in for last minute shifts.

Who is eligible?

- Caregivers that work 30 hours or more in a month

- Caregivers that accept and work a requested shift within a 24 hour period of the request.

- Caregivers that clock in on time to each of their scheduled shifts for that

month*

- Caregivers that do not call-out for the month

At the end of the month, an eligible caregiver with the most accepted and completed last minute shifts will

win a $50.00 cash bonus** . In addition, this caregiver will be featured in our newsletter as the “Always

Available” recipient.

*must clock in using the telephony system within 5 minutes of your scheduled time. If you are unable

to do so, you must call (no texting) Jessica with an explanation (i.e. client is on the phone)

**Cash bonus will be deposited into your paycheck for that month.

Rev. 04/01/13

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Special Employee Handbook Policy Addendums

Employment Status

I understand and accept that while significant company marketing efforts and expenses are invested in recruiting and

signing up Always Best Care clients, client census does vary and that my employment status will vary from zero

hours to forty hours or more based on this census.

By signing below I acknowledge, understand and agree to this employment status.

Attendance, Personal Time Off & Vacation Policies

Attendance problems are disruptive, place an unfair burden on fellow employees, supervisors and clients / families

and impact the quality of care we provide our clients. Failure by an employee to follow our attendance, personal time

off and vacation policies will result in disciplinary action as detailed above, up to and including termination.

By signing below I acknowledge, understand and agree to this policy.

Private Duty Agreement

Significant company marketing efforts and expenses are invested in signing up Always Best Care clients and Always

Best Care caregiving employees are assigned to these clients based upon a number of factors. To protect these

investments and client relationships it is company policy that employees are not to take on any private hours with the

clients assigned to them by Always Best Care or engage in any business relationship with them related to their care.

Failure to do this will result in immediate termination and legal action resulting in a $4,000.00 fine. (Rev 05/12/16)

By signing below I acknowledge, understand and agree that I will be terminated if I take any private hours with any

clients assigned to me by Always Best Care.

SC DHEC Reporting

South Carolina licensed in-home care agencies are required to report serious incidents to DHEC. A serious incident

is one that results in death or a significant loss of function or damage to a body structure not related to the natural

course of a client’s illness or underlying condition and resulting from an incident that occurs during staff contact with

clients. A serious incident shall be considered as, but is not limited to: 1. Falls or trauma resulting in fractures of

major limbs or joints; 2. Client suicide; 3. Criminal events or assaults against clients which are reported and filed with

the police; and/or 4. Allegations of client abuse, neglect, or exploitation, as defined in S.C. Code Section 43-35-5 et

seq., by an employee. Additionally the provider shall report any allegation of abuse, neglect, or exploitation of clients

to the Adult Protective Services Program in the Department of Social Services in accordance with S.C. Code Section

43-35-25, or Child Protective Services, as appropriate. You are required to report all serious incidents to your case

manager and complete a company incident report. You are also required to report any concerns you have about the

appropriateness of your care plan versus your client’s needs for review and possible revision. Company incident

reports are available at the office; blank copies should be maintained at your client's home.

By signing below I acknowledge, understand and agree to this SC DHEC requirement.

___________________________________ _____________________________________

Caregiver Signature Supervisor/Manager Signature

___________________________________ _____________________________________

Caregiver Name / Date Supervisor/Manager Name / Date

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Always Best Care Professional Code of Conduct

Company Mission:

To honor God by providing kind, reliable and compassionate care to enhance my clients’ dignity and quality

of life, in a Christ-like fashion.

Company Code of Conduct:

1. Focus: My single priority while on shift is my client; no other distractions will be permitted or tolerated. I am in their home for them, not for me.

2. Respect: I will respect my co-workers, clients and their families, exhibiting patience, compassion and understanding for each other in all that I do.

3. Courtesy: I will be courteous to my co-workers, clients and their families.

4. Privacy: I will not burden my co-workers, my clients or their families with my private affairs, pry into my co-workers’, clients’ or their family’s private affairs, or gossip or talk badly about my co-workers, clients or their families with others.

5. Timeliness: I will report to my shifts as scheduled and remain on shift as scheduled, unless otherwise approved by management.

6. Reliability: I will not miss any shifts unless approved by management.

7. Cooperation: I will support my co-workers’ efforts to care for my client.

8. Care Plan: I will abide by the prescribed Care Plan, offering input and reports to my case manager in the best interest of my client.

9. Golden Rule: I shall do unto others as I would have them do unto me.

I agree to abide by this Professional Company Code of Conduct and understand that any violation of these

Codes could result in client reassignment or employment termination.

Employee Signature: _____________________________ Date: _____________________

Employee Print: _________________________________

Rev. 10/10/12

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EMPLOYEE HANDBOOK ACKNOWLEDGMENT FORM (rev. 05/26/10)

I have received my copy of Always Best Care Employee Handbook, and have read it, understand it and agree to abide by the provisions therein, including the arbitration agreement.

Specifically, I understand and agree that my employment is at-will and may be terminated by me or the Company with or without advance notice and with or without “cause.”

I also understand and agree that, except for the at-will relationship and the arbitration agreement, the Company may change any policy or practice and/or my hours, wages, working conditions, job assignments, position title, compensation rates and benefits in its sole discretion.

I, ___________________________________ understand that this handbook remains the property of ABC and must be returned, along with name badge, upon termination of employment. I also understand that if I do not return both the handbook and the name badge that I willingly incur a charge of $25.00 FOR EACH until their return, deducted from my final paycheck in accordance with all local, state and federal laws.

Initials_____________

Company Policies –

Observes all policies and procedures regarding but not limited to pay, severe weather, attendance, dress, smoking, substance abuse, timeliness, company rules, documentation, training, teamwork, customer service and other polices/procedures that may be introduced from time to time. By signing below, you are acknowledging all of these topics have been reviewed with you, and you understand all of the above topics and can perform all duties required of you. Initials_____________ I understand that Always Best Care Senior Services has a ZERO TOLERANCE policy regarding substance abuse, “No Call/No Show”, smoking, and personal phone usage while on shift (calls and texts). I understand that violations of these policies are grounds for disciplinary action, up to, and including, immediate termination. Violations of attendance, personal time off and vacation policies are also grounds for disciplinary action, up to and including immediate termination.

Initials___________

This Handbook is not a contract guaranteeing employment for any specific period of time. While we certainly hope that your employment relationship will be successful and long term, either Always Best Care or employee may end this relationship at any time, with or without cause, notice or reason. No manager, supervisor, case manager, coordinator or representative other than Bruce Meyer has the authority to enter into any agreements guaranteeing you employment for any specific period of time, or to make any written or oral promises, agreements or commitments contrary to this policy. Further, any employment agreement entered into by Bruce Meyer will not be enforceable unless it is in writing and signed by all interested parties. This handbook replaces and supersedes all earlier Always Best Care personnel practices, policies and guidelines. ___________________________ ___________________________ _________ Employee printed name Employee signature Date