Employees are expected to maintain a reasonable standard of dress. Clothing worn on the job should reflect the requirements of the job and working conditions. Check with your supervisor for specific dress requirements.

PERSONNEL FILE

Your official personnel file is maintained in the Central Office and kept confidential. A request to review your personnel file can be made at any time during standard business hours. When such a file is reviewed, your immediate supervisor, Area Director, or CEO must be present. It is the employee’s responsibiltiy to pay the expense of copies requested by the employee.

The personnel file includes such records as: employment application and letter of application (and resume, if submitted); letter of employment; job description; direct deposit authorizations; performance evaluations (originals); commendations; disciplinary actions; valid driver’s license; leave records and requests; authorization for payroll deductions; any required military orders; a copy of education credentials; I-9 form; copies of verification for citizenship or alien's with proper identification; W-4; insurance information; physical form; waiver of health benefits; and inservice participation/employee development (Inservice information is maintained by the Area program).

Performance evaluations and disciplinary actions cannot be placed in your personnel file without your knowledge.

WORKING DAY

The normal working day for full-time employees will consist of a minimum of 8 hours of service, with hours to be determined by the employee's immediate supervisor. It is recognized that exempt employees may work beyond the normal eight-hour day. The nature of work performed at NorthStar Services often requires work to be accomplished during evening hours, etc. Therefore, you and your immediate supervisor need to establish working hours in recognition of your area of responsibility and the nature of work to be performed.

Any absences from the normal work day require the permission of your supervisor. All employees are encouraged to follow the schedule of the approved work week. Employees away from their job duties for reasons unrelated to work must record this time as appropriate leave time.

DEFINITION OF TERMS

Exempt Employee: Those employees exempt from the
Fair Labor Standards Act.

Non-exempt Employees

If it is necessary for non-exempt employees to work beyond the daily schedule, and work load precludes granting "rescheduled" time, overtime will be paid for over 40 hours per week.

ATTENDANCE, ABSENTEEISM, AND TARDINESS

As an employee of the agency, you are expected to report to work as scheduled and to be on time. Your employment could be jeopardized by chronic or unexplained absenteeism or tardiness.

The agency recognizes that certain situations exist which are out of your control and could result in needing to use personnel leave or being tardy. The employee has the responsibility to ensure the supervisor is aware within a reasonable time frame of your whereabouts, whether ill or tardy. Failure to comply with these standards means the employee is subject to the appropriate disciplinary action, which ranges from counseling to employment termination. The type of personnel action depends upon the circumstances, as well as consideration for provision of basic services to individuals served.

When unable to report to work because of illness or medical appointment, notify your supervisor as soon as possible. Further, when knowing this in advance, you must obtain written approval of that absence. This advance notice allows the supervisor the needed time to reassign the workload, as well as provide adequate staff coverage in your absence. Absence of ten (10) days or more due to serious illness (e.g. surgery, mental health, or medical treatment) requires a physician's release statement, which must be submitted to the appropriate supervisor prior to returning.

NorthStar Services has a procedure concerning prevention of transmission of chronic infectious diseases. See the Procedure Manual under Procedure Concerning Prevention of Transmission of Chronic Infectious Diseases.

EMPLOYMENT OF RELATIVES

While the agency welcomes your recommendations for hiring qualified people, the agency does not give preferential treatment to friends or relatives in hiring or supervising. Everyone who is interested in working will be considered on his or her merits and qualifications to fill the vacancy.

To prevent an awkward supervisory relationship, the following is also in effect:

No employee may supervise an immediate family member in the supervisory management chain.

TIME/ATTENDANCE RECORDS

You will be expected to record and account for actual time worked, including overtime and leave used in accordance with the agency's policy and practice. Should an inaccurate record be presented, errors will occur in your pay.

It is important that your time sheets are accurate and signed by you before it is given to your supervisor for processing.

Should you falsify your time sheet or another employee's time sheet, you are subject to immediate termination of employment.

PUBLIC INFORMATION - RELEASE OF INFORMATION TO THE MEDIA

The Area Director will have the authority for releasing general public information. If the media contacts you with a request for information, refer the person to the Area Director's office. In emergency or crisis situations, the CEO is the sole contact and will be directly responsible.

USE OF AGENCY-OWNED VEHICLE

Personal use of any agency-owned vehicle is prohibited, unless approved by the Governing Board and must be reimbursed to the agency. Violation of this policy is subject to immediate termination of employment.

LIABILITY FOR PERSONAL VEHICLES

It is required by NorthStar Services that employees have their own liability coverage. In the case of an accident while an employee is driving his/her own vehicle, primary coverage will be provided by the employee's own insurance company. If the employee's insurance does not cover the entire amount of the claim, NorthStar Services does carry an umbrella insurance policy.

POLICY CONCERNING EMPLOYEE DRIVING RECORDS

Since it is possible that every employee may be required to transport an individual served in case of an emergency or use his/her vehicle for agency-related business (i.e. staff training), the Policy Concerning Employee Driving Records shall apply to all NorthStar Services employees. This policy is to assure that all NorthStar Services staff driving records meet the minimum standards outlined below to minimize the risk of an individual served or third party injury due to the driving record of NorthStar Services’ staff.

All employees determined to be unacceptable based on the below criteria will be given two (2) weeks to resign. Should the employee choose not to resign, the employee will be terminated at the end of the two (2) weeks.

ALL NORTHSTAR SERVICES EMPLOYEES MUST HAVE A VALID DRIVER'S LICENSE!

Minimum Standards: Drivers are unacceptable if the following violations have occurred:

Within the last three (3) years
1) Leaving the scene of a personal injury accident
2) Four (4) moving violations
3) Failure to submit to a chemical test

Within the last two (2) years
1) Three (3) moving violations

Within the last twelve (12) months
1) Convicted of driving under the influence of alcohol and/or drugs
2) Accumulation of ten (10) points

POLICY CONCERNING WORKPLACE VIOLENCE

I. Policy Statement

All employees have the right to expect a place of employment that is free from behavior that can be considered harassing, abusive, disorderly or disruptive. Any violent behavior or behavior that creates a climate of violence, hostility or intimidation will not be tolerated, regardless of origin. Due to concerns for the safety of all employees and all persons in the work environments, including but not limited to the persons served by NorthStar Services, it is the policy of NorthStar Services to maintain a work environment that is free from workplace violence.

Any threats or acts of violence against an employee, person served, or anyone in the workplace will not be tolerated. Any employee determined to have committed such acts will be subject to disciplinary actions, up to and including termination of employment. Where appropriate, the agency will report violent incidents to local law enforcement authorities.

II. Definitions

Concealed shall mean totally hidden from view.

Deadly weapon shall mean any firearm, knife, bludgeon or other device, instrument, material, or substance, whether animate or inanimate, which in the manner it is used or intended to be used is capable of producing death or serious bodily injury.

Handgun shall mean any firearm with a barrel less than sixteen (16) inches in length or a firearm of any barrel length designed to be held and fired with one hand.

Premises includes all buildings/houses operated by NorthStar Services and all agency vehicles, including private vehicles being used on agency business.

Work environment is hereby defined as any place or time when an employee is being paid to perform their job.

Workplace violence includes, but is not limited to the following behaviors and situations:

• Violent or threatening physical contact (including fights, pushing and physical intimidation)
• Direct or indirect threats
• Threatening, abusive or harassing phone calls
• Possession of a weapon on company property
• Destructive or sabotaging actions against company or employees’ personal property
• Stalking
• Violation of a restraining order
• Threatening acts or abusive language that leads to tension within the work environment

III. Concealed Handguns/Deadly Weapons

Background: Effective January 2, 2007, Nebraska law permits qualified individuals to obtain a license to carry a concealed handgun in Nebraska, including into private businesses; individuals must carry a valid license and identification when carrying the concealed handgun. This policy sets forth the agency’s restrictions regarding firearms and other deadly weapons, including concealed handguns, and serves as notice of these restrictions.

Firearms and other deadly weapons of any kind are strictly forbidden on the premises of NorthStar Services. This prohibition shall not prevent firearms from being kept secure in private vehicles in parking lots or garages if those vehicles are not being used for agency business. This policy applies to employees that have a permit to carry a concealed handgun. It does not prohibit law enforcement officers from carrying a firearm on NorthStar Services premises.

Employees who have a permit to carry a concealed handgun will need to inform Management staff of the permit and of the ongoing status of the permit.

Signs will be posted at all entrances of the agency announcing the policy prohibiting
firearms and other deadly weapons on the premises of the agency. These signs shall be placed in conspicuous places at each entrance of all buildings and houses operated as part of the agency. Signage shall state:

IV. Reporting Obligations

All employees are encouraged to report any incident that may involve a violation of this policy that is designed to provide a comfortable workplace environment. Concerns should be presented to the supervisor.

If any person is seen with a gun on the agency’s premises or if any person is making substantial threats, exhibiting threatening behavior or engaging in violent acts, law enforcement will be called to investigate. The person shall be removed from the premises as quickly as safety permits and shall remain off the premises pending the outcome of an investigation. Failure to report knowledge of the presence of any concealed weapon on agency premises may subject the employee to discipline. Under no circumstances should any employee take any unnecessary risk or compromise his/her safety. Local law enforcement should be contacted immediately at any time deemed necessary.

All reports will be investigated and information will be kept confidential.

All employees who obtain a protective restraining order which lists NorthStar Services premises as being a protected area must provide to their immediate supervisor a copy of any temporary or permanent protective or restraining order.

V. Employee Assistance Program

The agency provides an Employee Assistance Program (EAP) for all employees. This EAP offers services to all employees and their eligible dependents. While the agency receives periodic reports on the number and types of visits or calls made to the EAP, information about the individual contacts is not shared.

Each employee is encouraged to use the EAP whenever there is a need for guidance in coping with life’s difficulties. The EAP is a confidential service to be used when employees need help.

VI. Staff Notification

All employees will receive the Policy Concerning Workplace Violence within the first three months of employment and will be informed that disciplinary action may be imposed on employees for violations of this policy.

Revised 9/27/07