CGS DISCIPLINE/COUNSELING
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  • Step 1. Whatsapp with HISC Colleagues now

    Copy and paste

    (*) COUNSELING - we are counseling [Name of CG] because [reason] and we will do it [in person or telephonically]

    Any suggestions or comments?

    Step 2. Was the CG "ratted out" by another CG or client? We need to protect the person who informed us. If the reason why the "Violating CG" is being counseled is because we were told by another CG, ask CMS whether or not we need to say that in fact the issue was discovered by our nurse (not the person who told us)

    This means you need to tell the "Informant CG" (CG who informed) us to maintain this story

    Copy and paste

    (*) We found out about this through [explain and explain if we need to protect the whistle blower]

    Step 3. When you talk to the "Violating CG", you must tell them that based on the nature of the complaint, you are calling them to rectify things so that their record is not affected for purposes of benefits and for their name to be unblemished (list of benefits)
  • NOTE

    1. If via telephone, make sure the CG is not near the client and are in a place that they will take this seriously.

    2. Also, if they are or become VERY upset or overly defensive or become that way, stop the counseling and tell them that this is not the right time based on how they are taking this (repeat that you are here to help clear up any facts that might otherwise jeopardize their standing with the agency) and reschedule.
  • **** NOTE 3 THINGS ****

    1. DO NOT BREACH CONFIDENTIALITY - CG needs to be told that if this counseling session or any aspect of it gets back to the family and gets back to us, we will take that as a breach of confidentiality (the confidentiality that they are NOT to discuss this with Anyone).

    2. PROFESSIONALISM - maintain this and learn from this as a professional. We are here to support you, not to hurt you.

    3. ELDER ABUSE - Let them know that if they mention this to (i) the client (ii) a family member or (iii) another CG, we will feel that they are doing it to garner sympathy and this is even borderline elder abuse.
  • Unless the PCA is being terminated, ask them to take notes to give them the opportunity to truly learn from this.

  • RELEVANT AREA OF COUNSELING NECESSARY

  • HR ACTIONS

  • HR ACTIONS

    TERMS OF EMPLOYMENT

    All employment relationships with Home Instead Senior Care are on an “at-will basis”. This means that neither employee nor HISC have entered into a contract that specifies duration of employment. Employees are free to terminate their employment with or without reason, with or without cause, and with or without prior notice. Likewise, HISC has the right to terminate employees’ employment, with or without reason, with or without cause, and with or without notice.

    HISC does not guarantee full time work to its employees. As it is standard in the home care industry, hours of employment can vary according to case availability and client preferences. HISC employees are hired as variable hour employees, since at the time of employment it cannot be determined if they are reasonably expected to work the average of weekly hours that would grant them full time status.

    No employee can enter into any agreement contrary to these policies. Exceptions can apply to office administrative staff.
  • 1. Go to the link
    2. Review and see if CG is a Violator in these areas
    3. If so, review those violations
  • AS OF 2016, CMS WANTS ALL CGS WHO ARE COUNSELED (UNLESS TERMINATED) TO FILL OUT THE FRAUD FORM. IT IS EXPLAINED THAT THIS IS A MANDATORY REVIEW FOR ALL CGS BEING COUNSELED AND IF THEY HAVE ANY QUESTIONS, TO ASK FOR GUIDANCE BEFORE SUBMITTING

    1. Go to the link
    2. Even if they already filled it out, explain how important this is and make them do it again
  • 1. Go to the link
    2. Review all the green highlighted benefits
    3. Review that all of those are for all CGs but as it stands, the violations are affecting the CG's ability to get them and so they need to fix things
    4. Mention that you want to make sure they get it but the report made will affect them so please fix things quickly
  • 1) Unless the PCA is being terminated, hopefully they took notes

    2) Ask the CG to repeat the areas and make sure they will fix it

    3) tell them they will be called in 3 weeks to review this exact area and make sure they know THEY will need to review this with us, not vice versa
  • Make sure its on Calendar

    - Click Create
    -Then Add Guests and add hr@seniorcaremanhattan.com
    - Calendar: choose Office Tasks
    - Date should be 3 weeks out a date where they need to call office

    Event Title in Calendar: To read HR Telephone Policy Review [Name of CG]

    Description: remember to have CG review the following with us and ask colleagues to see if there has been an improvement in this area
  • - Same calendar rules as above
    - Choose the day before next payroll
    Event: HR - payroll insert [CG name]
    Create a notecard reminding them of the date they need to call to review
  • In CC for this CG

    - adjust stars accordingly
    - add to HR Notes
    - make a clear note in CC describing this
  • copy and paste to HISC colleagues in Whatsapp

    (*) COUNSELING with [Name of CG]. Conclusion

    [describe how it went, any disciplinary actions taken etc]
  • Clear
    If
    - CG refuses to sign write (CG Refuses to sign)
    - CG is not present to sign, write CG NOT PRESENT TO SIGN