Employee Handbook
I. Introduction
A. Welcome to Sequoia Living
Through our mission of providing housing and services for healthy aging, we have been able to achieve a long history of providing excellent service to our residents and clients. We have been able to do this because of the quality of our employees.
We are happy to have you join our organization. Since each and every job at Sequoia Living is important, we ask that you do your best work. As part of the Sequoia Living team, you have an opportunity to contributeyour talents and skills to improve the working environment and the quality of service we provide.
We welcome your suggestions on how to better do your job and to better serve our residents and clients. Please share them with your supervisor or with any member of our management staff. In certain cases, we may even provide cash awards for some suggestions.
B. Purpose of the Employee Handbook
The purpose of the Employee Handbook is to introduce you to Sequoia Living policies, procedures, and benefits that affect you as a Sequoia Living employee. The Handbook outlines our expectations for all employees, including those covered under a collective bargaining agreement (unless the contract or NLRA law states differently).
You are responsible at the beginning of your employment to thoroughly read the Handbook. We realize that no employee handbook can cover every aspect of the employment relationship. Therefore, we encourage you to ask your supervisor any questions you may have about your Sequoia Living employment or about the information in this handbook.
Note: This Handbook is not a contract of employment. Only the Sequoia Living President/CEO can approve changes to the Handbook and must do so in writing.
C. Sequoia Living Programs and Services
Founded in 1958, Sequoia Living is a nonprofit corporation that provides housing, health care, and services to residents and clients. We have four continuing care retirement communities (CCRCs),where residents pay an entrance fee and a monthly care fee to receive lifetime housing,meals, and health care, as well as other services.
SequoiaLiving also has three affordable housing communities forlow-to-moderate income clients.
In total, Sequoia Living operates seven residential communities that serve approximately 2,000older adults from San Jose to Marin. These facilities include The Sequoias San Francisco, The Sequoias Portola Valley, Viamonte at Walnut Creek, and The Tamalpais in Marin (Continuing Care Retirement Communities), Eastern Park Apartments, Western Park Apartments, and Town Park Towers (government-subsidized housing facilities for low-income clients).
Through our Community Services programs, the Sequoia Living mission extends to the greater Bay Area community, creating a lasting positive impact on older adults. Each year, Sequoia Living CommunityServices programs help more than 10,000 residents and clients maintain theirhealth, remain independent,and stay engaged in society.
D. Sequoia Living Organization
A volunteer Board of Directors governs Sequoia Living. Every year, the board members contribute many hours, setting strategic initiatives for Sequoia Living. Under the direction of the President/CEO, the Executive Staff at the Home Office and the Executive Directors, Administrators, and Managers of the Sequoia Living communities manage the day-to-day operations of the organization.
E. SequoiaLiving MissionStatement
The Sequoia Living Mission Statement is to provide homes and services for healthy and joyful aging.
F. Sequoia Living Core Values
Our service philosophy is motivated by our respect for older persons. We recognize that the quality of care and service is directly related to the performance of our employees.
The Sequoia Living employees, residents, and board members have developed the following Core Values. The primary purpose of these Core Values is to guide Sequoia Living operations while embracing a customer focus philosophy.
• Accountability: We are responsible to ourselves and others, we know and exceed expectations, and we know our outcomes.
• Caring: We are respectful and inclusive, we listen and seek to understand, and we act with good intentions.
• Teamwork: We actively look for ways to help, we acknowledge and celebrate often, and we embrace common goals.
G. Commitmentto Diversity, Equity, and Inclusion
Diversity is the joyful recognition that, as human beings, we are all alike and at the same time we all reflect a rich tapestry of differences. Affirming diversity means that we accept all persons and value the variations among our residents, clients, and employees.
Sequoia Living values the rich variety of human life and celebrates the benefits of diversity in our communities and programs.
We are committed to establishing and maintaining an inclusive, supportive, and responsive organization in which differences among all people are understood and appreciated. We affirm the uniqueness of all persons board members, employees, residents, and clients as members of the human family.
We believe that valuing diversity is an attitude and an environment which will be created through the implementation of our Mission Statement, fair and equitable policies and procedures, and our Strategic Plan. We also will create this environment through our respect and treatment of all
individuals and through the efforts of dedicated people at all levels of the corporation.
H. At-Will Employment
Sequoia Living is an at-will employer which means that you may resign, or Sequoia Living may separate you from service, with or without cause at any time for any reason. There is nothing written in this Handbook that guarantees continued employment or any of the conditions of your job.
Sequoia Living, to meet its obligations to its residents and clients, maintains the right to change the terms and conditions of employment as we determine what is best for the organization.
II. POLICIES AND PROCEDURES
A. Equal
Sequoia Living provides equal employment opportunities to all applicants and employees in accordance with local, state, and federal employment legislation. Employment selection is based on qualificationswithoutreference tosex,race,color,religion,nationalorigin,ancestry,age,pregnancy, physical disability, mental disability, medical condition, marital status, sexual orientation,transgender status, gender identity, gender expression, family care leave status, veteran status, and any other protected class of people under California or Federal regulations. Sequoia Living also prohibits discrimination based on the perception that anyone has any of these protected characteristics or is associated with a person who has or is perceived as having of these protected characteristics.
Sequoia Living will make reasonable accommodation to allow individuals with disabilities to perform the essential functions of their job. You are responsible for notifying your supervisor if you need reasonable accommodation and for providing the necessary information to determine whether the accommodation is possible.
B. Harassment
Sequoia Living is committed to providing a workplace free of sexual harassment (which includes harassment based on gender, pregnancy, childbirth, or related medical conditions), as well as harassment based on such factors as race, color, religious creed, national origin, ancestry, age, sex (including pregnancy, childbirth, breastfeeding or related medical conditions), gender (including gender identity and gender expression), transgender status, marital status, domestic partner status, actual or perceived sexual orientation, physical or mental disability, medical condition, genetic information, veteran status, family care or medical leave status, or any other basis protected by law. Sequoia Living also prohibits discrimination based on the perception that anyone has any of those characteristics or is associated with a person who has or is perceived as having any of those characteristics. Sequoia Living's policy prohibiting discrimination applies to all persons involved in Sequoia Living's operations, including supervisors, managers, co-workers, vendors, customers, independent contractors, unpaid interns, volunteers, persons providing services pursuant to a contract, and/or any other workplace source, including any other third party who comes into contact with a current or prospective employee. It also applies to all areas of employment, including recruitment, hiring, training, transfer, promotion, compensation, and benefits. Employees who engage in harassing conduct will be subject to corrective action up to and including termination.
Harassing conduct can take many forms and includes, but is not limited to, slurs, jokes, bullying, statements, gestures, pictures, stereotyping, or cartoons regarding an employee’s sex, race, color, national origin, religion, age, physical disability, mental disability, medical condition, ancestry, marital status, sexual orientation, gender identity, gender expression, transgender status, family care leave status, or veteran status. Sexually harassing conduct includes unwelcome conduct such as requests for sexual favors, conversation containing sexual comments, and unwelcome sexual advances.
Sequoia Living defines bullying as repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment. Such behavior violates the Sequoia Living Core Values and Standards of Conduct which clearly state that all employees will be treated with courtesy, dignity, and respect.
Any employee who believes they have been a victim of harassment or who have observed an incident of harassment should report it immediately to their supervisor or to any member of management, including the Chief People Officer or the President/CEO. Sequoia Living will investigate and document all such reports carefully, impartially, and promptly to the extent possible in a confidential manner. Sequoia Living will not tolerate retaliation against any employee for cooperating in an investigation or for reporting or complaining to Sequoia Living about harassment.
C. Abusive Conduct
Abusive conduct means conduct of an employer or employee in the workplace, with malice, that a reasonable person would find hostile, offensive, and unrelated to an employer’s legitimate business interests. Abusive conduct may include repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets, verbal, or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of a person’s work performance.
Any employee who believes they have experienced or witnessed conduct that may be abusive should report it immediately to their supervisor or to any member of management, including the Chief People Officer or the President/CEO. Sequoia Living will investigate and document all such reports carefully, impartially, and promptly to the extent possible in a confidential manner. Sequoia Living will not tolerate retaliation against any employee for cooperating in an investigation or for reporting or complaining to Sequoia Living about abusive conduct.
D. Elder Abuse
Sequoia Living is committed to providing its residents with care and services of the highest possible quality. We will not tolerate any physical, sexual, verbal, mental, financial, or other abuse of residents, including abandonment, isolation, or neglect. Employees who witness, have knowledge of, or reasonably suspect such abuse are required to report it to their supervisor immediately.
You are expected to become familiar with and comply with elder abuse prevention, investigation, and reporting procedures. Engaging in conduct constituting elder abuse or failing to report known or suspected incidents of elder abuse will be grounds for disciplinary action, up to and including termination. Sequoia Living prohibits retaliation against employees who report suspicions of elder abuse.
E. Employment Categories
▪ Regular Full-time Employee - An employee who regularly works 40 hours per week.
▪ Regular Part-time Employee - An employee who regularly works a scheduled work week of fewer than 40 hours but at least 30 hours. Actual hours and schedule of Regular Part-time Employees may fluctuate based on business need.
▪ Casual/On Call Employee - An employee who works intermittently for a specific period of time, usually 90 days or fewer, or who is hired to work a regularly scheduled week of fewer than 30 hours.
▪
F. Exempt/Non-Exempt Status
Positions are classified as either “exempt" or "non-exempt":
▪ Non-exempt positions are generally clerical or non-managerial and are eligible for overtime pay.
▪ Exempt positions are generally supervisory or managerial and are not eligible overtime pay.
G. Physical Exams
Sequoia Living may require that some employees, depending on their work assignment, have an annual physical examination. We reserve the right to require a "fit for duty" test or physical examination when an employee’s ability to safely perform the responsibilities of the job is in question, or when there is a request for a leave of absence or reasonable accommodation.
H. Criminal Record Clearance
Employees working in communities licensed by the Department of Social Services (DSS) who have frequent or routine contact with residents must be fingerprinted on or before their first day of employment, or before their first shift on the first day of work. If the DSS does not issue a criminal record clearance, the employee will be ineligible for employment and will be separated from service. We will not apply for criminal record exemptions for employees with criminal records, and we reserve the right to decline a DSS waiver if we determine the criminal record to be such that it poses a risk to residents.
I. Introductory Period
Your first 90 days on the job as a new Sequoia Living employee is considered an Introductory Period. Its purpose is to assess your ability and interest in the job. During this time, you will have a chance to evaluate Sequoia Living as a place to work, and we will have a chance to evaluate your suitability for the position. You become a regular employee after successfully completing the Introductory Period, which Sequoia Living may extend for any reason. Sequoia Living expects all employees, regardless of status, classification, or length of service, to meet and maintain the standards for satisfactory performance and conduct.
J. Hire Date and Benefit Date
▪ Hire Date: Your hire date is the date you begin current paid employment with Sequoia Living. If you are rehired after an interruption in employment, you will have a new hire date, which is the date when you began your current employment.
▪ Benefit Date: Your benefit date is either your hire date or the date when you are reclassified from casual to regular employee status and become eligible for benefits.
K. Position Description
A position description outlines the major responsibilities of a job. Depending upon Sequoia Living needs, we may change your position description. Occasionally we may ask you to perform duties and handle responsibilities that are not part of your position description.
L. Performance Evaluations
You will receive a performance evaluation from your supervisor around the time your Introductory Period ends. In order to attain regular employee status, an employee must receive a satisfactory Introductory Period Performance Evaluation. Sequoia Living will evaluate your
performance at least once annually, thereafter, during the first quarter of the calendar year, or at any time during your employment.
The performance evaluation helps you and your supervisor to focus on the quality and quantity of your work, your relationships with employees and residents, trends in performance and goals, and future expectations.
once annually, thereafter, during the first quarter of the calendar year, or at any time during your employment.
The performance evaluation helps you and your supervisor to focus on the quality and quantity of your work, your relationships with employees and residents, trends in performance and goals, and future expectations.
M. Job Postings
Sequoia Living generally posts vacant positions. We encourage you to apply for open positions for which you are qualified.
N. Grievance Procedure
No matter how well we all try to work together, individual problems may occur. We encourage you to report any grievances to the appropriate person(s), as described below.
l. If you have a grievance, you must speak with your immediate supervisor or department head within seven calendar days of the occurrence of the event that gave rise to the grievance.
Your immediate supervisor must respond to your grievance within seven calendar days of the initial conversation with you. This response may be a notice stating the need for additional time for an investigation.
2. If you do not agree with the decision of your immediate supervisor, you may request a review of the decision by the Executive Director or Administrator. You must submit this request to management with the description of the grievance in writing and within seven calendar days of the date you received your immediate supervisor's decision.
Management must respond in writing to your written grievance within seven calendar days of the date of receipt of the written grievance, even if the response is a notice stating the need for additional time for investigation.
3. If you do not agree with management's decision, you may request a review of the decision by the Chief People Officer in the Sequoia Living Home Office. The request must be in writing and must be submitted to the Home Office within seven calendar days of the date you received the community management's decision.
The Chief People Officer or his/her designee must respond in writing to your written grievance within seven calendar days of the date of receipt of your written grievance, even if the response is a notice stating the need for additional time for investigation. The decision of the Chief People Officer or designee is final.
If you have a grievance, you may ask another employee to assist or accompany you in presenting your grievance, as outlined in Steps 2 and 3 of the Grievance Procedure. Sequoia Living will place all notes, memos, and letters regarding a grievance in your employee file. Employees covered under a collective bargaining agreement should refer to their grievance procedure.
O. ConflictsofInterest
1. Employment of Relatives
a. Sequoia Living allows employment of relatives under certain conditions and seeks to avoid potentialproblems, such as preferential treatment or conflicts of interest. One such condition is that a family member may not supervise another family member (e.g., spouse, children, stepchildren, grandchildren, parents, stepparents, grandparents, mother/father-in-law, sisters, brothers, sisters/brothers-in-law, and domestic partners). Employees who marry or who become related through marriage may continue to work at the same community as long as neither one supervises theother.
2. Dating, Intimate, or Close Personal Relationships
a. Workplace complications can happen when a supervisor develops a dating, intimate, or close personal relationship with an employee. To avoid conflicts of interest, the appearance of favoritism, and the potential for harassment allegations, supervisors involved in such relationships must disclosethem to management so that the situation can be managed appropriately.
3. Financial Dealings with Employees
a. Employees are not to engage in any financial dealings of a personal nature with other employees.This includes but is not limited to office pools, pyramids schemes, lottery playing, and loaning ofmoney. Supervisors are not to engage in any personal financial interactions with employees.
4. Financial Dealings with Residents and Clients
a. It is our goal that each resident or client should be equally well treated. As a Sequoia Living employee, you must never give preferential treatment to a resident and/or client. You may not accepta tip or gift from a resident except the holiday gift from the Residents’ Association. Any tips or favors from residents should be politely refused and reported to management.
b. You may not work directly for a resident at any time. If a resident or their family/representative asksyou to work directly for them (either on a one time or continuing basis), politely refuse and suggest the resident contact your supervisor to have you perform the task during your regular working hours if it is within your regular scope of duties. You also may tell the resident that your supervisorcan assist them in getting outside help.
c. Occasionally, residents may be interested in disposing of certain assets by selling those assets to staff. Such sales are arranged by administration and are available to all employees on an equal basis.You may purchase assets from a resident if you have prior permission from your supervisor, obtain abill of sale from the resident, and give a copy of the bill of sale to your supervisor.
d. If you receive assets from a deceased resident by gift or bequest, you must notify management.
Failure to do so is grounds for immediate termination. Upon notification, management will investigate the facts and circumstances to ensure there is no evidence of inappropriate conduct orfavored treatment of the resident. If there is, you will be subject to corrective action, up to and including termination.
5. Working for Other Employers
Sequoia Living discourages, but does not prohibit, employees from non-Sequoia Living employment or business activity. However, when you work for other employers, you are automatically ineligible to receive Workers Compensation from Sequoia Living for any disability resulting from such outside employment.
Some circumstances resulting from outside employment may be grounds for termination. They include those situations when the outside employment:
▪ Negatively affects job performance or availability for work at Sequoia Living.
▪ Interferes or conflicts with Sequoia Living business activities.
▪ Is performed on Sequoia Living's time and premises, or with Sequoia Living's supplies or materials.
▪ Involves the disclosure of confidential information concerning Sequoia Living or Sequoia Living residents.
▪ Is secured based on the employee's position with Sequoia Living or when an advantage in business is gained based on employment with Sequoia Living.
▪ Is for a resident.
P. Attendance
You are expected to be at work on time on each scheduled workday and be prepared to perform your assigned duties. Failure to meet this commitment can affect the quality of life of our residents and clients and it puts an increased burden on your fellow employees.
If you are going to be absent, late, or unable to work your scheduled day, you must tell your supervisor as soon as possible. Some departments may require that you call in one to two hours before your shift if you are going to be absent. See your supervisor for departmental house rules that may apply.
If an absence lasts more than one day, you must inform your supervisor when you will return, or you must call in each day unless you have previously submitted a doctor’s note indicating you are unable to work. You must keep your supervisor informed of your status when you are off work for any reason. If you fail to notify us or report to work, we may presume that you have resigned and remove you from the payroll.
If you are habitually absent, tardy, or unable to work on your scheduled workday, regardless of notice, you will be subject to corrective action, including termination. Management reserves the right to require a physician’s note for any absence due to illness.
If you leave work for any reason before the end of your shift, you must notify your supervisor.
Q. EmployeeFile
Sequoia Living keeps a confidential record of your Sequoia Living work history in your employee file. We may allow access to persons with a business need to review employee records. You may make an
appointment to review your employee file. You also may request copies of documents in your file.
If you have a change in any of the following items, please tell your supervisor and/or Human Resources as soon as possible so that your records can be updated.
a. Legal name (name on your social security card)
b. Homeaddress
c. Primary telephonenumber
d. Emergency contact person
e. Marital status
f. Number of dependents
g. Number of exemptions on your W-4 tax form
h. Changeof beneficiary (related to benefits provided by SequoiaLiving)
i. Driving record or status of driver's license (if you operate any Sequoia Living vehicles and/or required to drive for company business).
j. Status of driving record in the federal DOT Clearinghouse for class B drivers.
R. Resignation
If you decide to resign from Sequoia Living employment, please notify your supervisor in writing of your last day of employment at least two weeks before you leave, so that an orderly transition can be made. The resignation process includes returning Sequoia Living property, receiving necessary information, completing the required forms, and having an exit interview. If you are retiring and eligible for Sequoia Living pension and wish to commence your benefit payments, notify Human Resources prior to your last day of work in order to initiate your pension application. The process typically takes three months following your date of termination before you will receive your first payment.
S. ExitInterview
Before your last day of Sequoia Living employment, an exit interview will be arranged. Its purpose is to give you an opportunity to discuss your reasons for leaving and to give any suggestions about ways we can enhance Sequoia Living as a workplace.
T. BulletinBoards
Each Sequoia Living community has a bulletin board to provide employees with information including mandatory posters and internal employment opportunities. All other postings must be job-related and approved by management.
III. SCHEDULING AND PAY PRACTICES
A. WorkSchedule
The regular operating hours at many Sequoia Living locations are24 hours a day, 365 days a year. Therefore, some employees may be scheduled to work during the evening, on the weekend, or on holidays, or be on call for weekend or evening emergencies.
Each supervisor is responsible for the work schedules in his/her department. Your supervisor will assign your schedule, which includes hours of work, meal period, and rest breaks, and notify you as soon as possible if a change in your schedule is necessary. If you have any questions about or need to request any changes to your work schedule, please contact your supervisor.
B. Workweek/Pay Period
For payroll purposes, the Sequoia Living workweek begins at 12:00 a.m. on Monday and ends at 11:59 p.m. on the following Sunday. Workdays start at 12:00 a.m. and end at 11:59 p.m. Sequoia Living pays employees by direct deposit or check every other Friday unless otherwise indicated.
C. Recording Time
Sequoia Living requires all non-exempt employees to record time worked. If you use a time clock, you must punch in at the start of your shift, punch in and out for meal periods, and punch out at the end of your shift. If you use an electronic timecard, you are required to complete and approve your timecard.
Sequoia Living prohibits employees from recording time for others. Never ask or permit another employee to record your work time or to punch in or punch out for you. Your supervisor will verify the entries on your automated timecard. False time entries or having another person record your time is grounds for immediate termination.
Employees must not punch in more than seven minutes before the start of your shift or punch out more than seven minutes after the end of your shift, without your supervisor’s permission. Sequoia Living’s payroll system rounds recorded time to the nearest one-quarter hour.
D. Meal Periods and Rest Breaks
Non-exempt employees scheduled for five or more hours in a day must take one 30-minute unpaid, uninterrupted meal period. You must clock out and back in for meal periods. In addition, for every four hours worked, employees also receive a paid, uninterrupted ten-minute rest break. The supervisor will schedule both the meal period and rest breaks. Employees may not work through their meal period unless the position includes an On-Duty Meal Period. Your supervisor will tell you if this pertains to your position/shift.
Employees desiring to express breast milk may take a break concurrent with the break time already provided for this purpose. Reasonable efforts will be made to provide employee with the use of a room or other location, other than a toilet stall, in close proximity to the employee’s work area and a refrigerator, for the employee to express milk in private. Additional break time will be provided to employees needing additional time to express breast milk, however additional time beyond the standard break will be unpaid.
E. OvertimePay
All non-exempt employees may be required to work overtime, which must be approved in advance by a supervisor. Due to vacations, illnesses, or operational requirement, your supervisor occasionally may schedule you to work overtime.
Non-exempt employees will receive time and one-half pay for:
• Over 8 hours of work in a workday
• Over 40 hours of work in a workweek
• The first 8 hours of work on the seventh day in a workweek
Non-exempt employees will receive double-time pay for:
Over 12 hours of work in a workday
Over 8 hours of work performed on the seventh consecutive day of work in a workweek.
If you work up to 8 hours on your day off, you will not receive overtime pay unless the total hours worked for the week exceed 40 hours. Paid time-off benefits such as PTO, vacation, holiday, sick leave, jury duty, bereavement leave, etc., are not used in computing overtime eligibility.
Exempt employees are not eligible for overtime pay.
F. Call-In and Report-In Pay
Non-exempt employees who are called into work after their shift, on a day off, or report to work as scheduled and no work is available will receive call-in pay when they report to work. They are paid a minimum of four hours pay at the regular or overtime rate. However, employees whose regular schedule is four or fewer hours a day will receive a minimum of two hours call-in pay.
G. Payroll Deductions
Sequoia Living is required by law to make certain deductions from your paycheck, including federal, state, and local income taxes, State Disability Insurance (SDI), and your Social Security contribution. The amount of the deductions, which are listed on your pay stub, depends on your earnings and on the number of dependents/exemptions you claim on your W-4 form.
Please immediately report any change in your name, address, telephone number, marital status, or number of exemptions to Payroll to make sure that the correct deductions are made. If you have any questions about your deductions, please contact the Human Resources department at your community or yoursupervisor.
SequoiaLivingwillnotifyyouif there is acourt-ordered wageassignment orgarnishment against your wages. An administrative fee may be charged for processing the garnishment.
H. Direct Deposit
Sequoia Living strongly encourages all employees to have their paycheck deposited automatically into a bank account or debit card. Contact the Accounting/Payroll Department to arrange direct deposit.
I. WageAdvances
Sequoia Living rarely grants requests for wage advances. We will only grant a salary advance on earned wages, including Paid Time Off (PTO) days, in the case of an emergency situation in which the employee would suffer a significant hardship. We will not consider requests for salary advances on unearned wages. All wage advances must be requested in writing and approved by Management Staff.
J. Temporary Assignments
Occasionally, Sequoia Living may find it necessary to assign employees to other duties on a temporary basis. If this happens to you, we will pay you at your regular rate of pay, unless the job to which you are temporarily assigned calls for a higher rate of pay. We will then pay you at the higher rate for all the hours worked in this higher classification.
IV. EMPLOYEE BENEFITS AND SERVICES
A. Eligibility
Regular full-time and regular part-time employees are eligible to enroll in the benefits described below beginning the first of the month following 30 days of employment.
Casual employees who are reclassified as regular full-time or part-time employees become eligible for benefits on the first of the month following reclassification if they have been employed by Sequoia Living for at least 30 days.
Your supervisor or Human Resources will provide you a copy of the Employee Benefits Guide (it is also available on My Sequoia Living). Sequoia Living provides benefits strictly in conformity with the governing plan documents. For details of benefit coverage, please contact your supervisor, community HR Representatives, the Sequoia Living Director of Total Rewards or Benefits Manager.
B. Group Medical, Vision, and Dental Insurance
Sequoia Living sponsors your medical, vision and dental insurance plans. You may enroll your eligible dependents in the plans. Premiums for your enrolled dependents (e.g., child, spouse, domestic partner) are paid through payroll deductions. You must report the following dependent changes within 30 days of their occurrence: birth of a child, adoption, marriage, death, divorce, change in your or your spouse’s work status that affects benefits eligibility, becoming eligible for domestic partner status in accordance with Sequoia Living’s Domestic Partner policy, becoming eligible for Medicare or Medicaid during the year, change in your children’s eligibility for benefits, or emancipation of dependents.
Thereis an annual Open Enrollment provision for Group Health Insurance.
C. COBRA
If you lose your Sequoia Living medical, vision, and/or dental insurance coverage because of a status change, loss of job, or disability, you may continue this insurance at your own cost for yourself, and in most circumstances for your dependents if also enrolled at the time of your status change, under the Consolidated Omnibus Budget Reconciliation Act (COBRA). If you are enrolled in a Flexible SpendingAccount at the time your loss of coverage occurs, you may be eligible to continue your contributions.
D. HealthCare and Dependent (Child) FlexibleSpending Accounts
Benefit eligible employees may participate in Health Care and/or Dependent Care Flexible Spending Accounts (FSA). These FSAs allow you to set aside pre-tax dollars through regular payroll deductions to pay for out of pocket, qualified health and dependent care expenses.
E. Basic Life / Accidental Death and Dismemberment
SequoiaLiving provides two kinds of insurance at no cost to benefit-eligible employees:
Life Insurance: Sequoia Living provides you with your current base annual salary amount in basic lifeand accidental death and dismemberment (AD&D) insurance, rounded to the next highest $1,000 to a maximum of $150,000. A reduction applies starting at age 65.
Benefit eligible employees can purchase additional life and Accidental & Dismemberment (AD&D). Employees must elect voluntary life insurance for themselves and may elect voluntary life insurance for spouse/domestic partner and/or child(ren).
Employee Voluntary Life/Accidental Death and Dismemberment Insurance: Employee may elect $10,000 increments up to $500,000 maximum. Guarantee Issue Amount is $100,000
Spouse/Domestic Partner Voluntary Life/Accidental Death and Dismemberment Insurance: Employee may elect $5,000 increments not to exceed 50% of employee amount or $250,000 maximum. Guarantee Issue Amount is $25,000.
Child(ren) Voluntary Life/Accidental Death and Dismemberment Insurance: Birth to age 20 (26 if full time student): $5,000 increments not to exceed $10,000. Guarantee Issue Amount is $10,000.
F. Retirement Plans
1. 403(b)Retirement Savings Plan
All employees over age 18 may voluntarily participate in the 403(b) plan and may enroll at any time. You may contribute a percentage of your gross salary into a 403(b) each pay period. You may invest your contributions in a diverse selection of investments.
In addition, Sequoia Living makes a discretionary contribution to your account in the 403(b) (Defined Contribution Plan). Effective April 1, 2022, the employer contribution increased from 2.5% to 4% of your eligible earnings. To receive the employer contribution, an employee must be 18 years of age, have completed one year of service, and worked a minimum of 1,000 hours in a plan year.
2. Pension Plan
On and after April 1, 2022, the Pension Plan (Defined Benefit Plan) will be frozen to new entrants and accruals. If you were hired after March 1, 2021, you will not participate in the Pension Plan at all. The Pension Plan will be frozen effective on March 31, 2022, for those currently participating. This means any compensation you earn and any service you perform for Sequoia Living, Inc. after this date will not count toward the amount of your benefit under the Pension Plan.
G.
Time Away from Work
1. Paid Time Off (PTO)
Sequoia Living provides Paid Time Off (PTO) which eligible employees are required to use to cover time away from work for illness, personal reasons, or vacations.
PTO is earned at the following rate:
Continuous Service
Amount of PTO Earned From Date of Hire through the end 1.5dayspermonth(18daysperyear) of 4th year (48th month of service)
Beginning 5th year (49th month) through 1.92days permonth (23 days per year)
end of 9th year (108th month)
Beginning 10th year (109th month) 2.33 days per month (28 days per year)
PTO should be scheduled and approved two weeks in advance, except in cases of emergency or illness.
Employees are responsible for managing their time off and time off requests. If an employee requests and is approved advanced PTO, the employee does so with the understanding they must have accrued and available PTO to cover the time off they are requesting. If PTO is not available, the supervisor may deny the time off.
Maximum accrual is two times the current accrual entitlement. PTO will stop accruing when the maximum accrual is reached.
Employees who have completed the 90-day Introductory Period may use earned PTO. Employees who have not completed the 90-day Introductory Period earn but may not use PTO.
If you leave Sequoia Living after the completion of your 90-day Introductory Period, you will be paid for accrued and unused PTO.
Note: PTO may not apply to employees covered by a collective bargaining agreement.
2. California Paid Sick Leave / San Francisco Paid Sick Leave
On-Call/Casual employees who are not eligible for Sequoia Living Paid Time Off (PTO) or Vacation and Sick (union employees) benefits are entitled to paid sick leave under either California law or San Francisco ordinance. To qualify for paid sick leave, an employee must work for 30 days or more within a year and be employed for at least 90 days.
Such employees will accrue paid sick leave at the rate of one hour for every 30 hours worked. An employee is entitled to use (take) paid sick leave beginning on the 90th day of employment and may use up to 40 hours (5 days) per calendar year (no limits for San Francisco employees). Paid sick leave caps at 80 hours and may be carried over from one calendar year to the next, up to the cap.
Employees can use (take) paid sick leave for oneself or a family member, for preventative care or diagnosis, care or treatment of an existing health condition, or for specific purposes if employee is a victim of domestic violence, sexual assault, or stalking. Family members include the employees’ spouse, registered domestic partner, child, parent, sibling, grandparent, or grandchild. Preventative care would include annual physicals or flu shots. The employee may decide how much paid sick leave he or she wants to use (for example, whether to take an entire day or only part of a day) up to the amount of time available in the employee’s bank.
Unused paid sick leave under this ordinance is not paid out at termination of employment.
3. Holidays
Sequoia Living recognizes the following holidays:
NewYear's Day
Martin Luther King Day
President's Day
Memorial Day
IndependenceDay
Labor Day
ThanksgivingDay
Christmas Day
January1
Third Monday in January
Third Monday in February
Last Monday in May
July 4
First Monday in September
Fourth Thursday in November
December 25
Holiday Pay will be used on all Sequoia Living recognized holidays (worked or not worked) unless the employee notifies the supervisor in writing prior to the holiday. Employees who work on a holiday may choose to receive the holiday pay or have the holiday hours added to their PTO balance. A holiday which occurs during an eligible employee’s Paid Time Off will be paid as Holiday Pay and not PTO.
4. Salary Continuation and Kin Care
Benefit-eligible employees may qualify to use Salary Continuation while on an approved leave of absence for their own illness or injury, or kin care, which includes cases of illness, injury, medical appointments, or other medical needs for the employee’s spouse, registered domestic partner, child, parent or guardian, sibling, grandparent, or grandchild.
After any required use of PTO during a medical leave, Salary Continuation provides a percentage of your pay per day from accrual up to a maximum of 180 days. You earn Salary Continuation at the rate of one-half day for each full month of service or six days per year, up to a maximum of 180 days.
In cases of kin care, an employee may use up to one-half of their annual Salary Continuation accrual (3 days) for kin care, provided it is available at the time of need.
Unused Salary Continuation is not paid out at termination of employment.
Note: Salary Continuation may not apply to employees covered by a collective bargaining agreement.
5. Jury Duty
If you are selected for jury duty and you are a benefit-eligible employee, you will be granted time off with pay. When you receive payment for your jury duty service, you must submit the payment to the Business Office at your community. Non-benefit-eligible employees receive time off without pay.
It is important that you tell your supervisor as soon as possible after receiving a notice to report for jury duty. If you are excused from jury duty, please inform your supervisor by telephone and, if requested, return to work, and complete your workday.
6. Bereavement/Funeral Leave
For casual/on-call or temporary employees, if there is a death in your immediate family, you can take up to five unpaid days off after at least 30 days of employment, if requested. For benefiteligible employees, if there is a death in your immediate family, Sequoia Living will grant you up to five days off, three days with pay and two days without pay, if requested. Immediate family members include your spouse, domestic partner, child, stepchild, grandchild, parents, stepparents, grandparents, (step) sister, (step) brother, mother-in-law, father-in-law, or parent of a registered domestic partner . For benefit-eligible employees, if the funeral occurs 500 or more miles from your residence, funeral leave of up to five days with pay will be granted. If you are unable to attend a funeral over 500 miles away, you may request two days of paid bereavement leave. For additional time off, you will need to use your PTO. You can take leave days consecutively or intermittently. The leave must be completed within three months of the date of death. An employee may use bereavement leave for multiple qualifying occurrences, meaning for each death of a qualifying family member.
7. Voting
If, because of your Sequoia Living work schedule, you need to take extra time off to vote, you may request up to two hours’ time off with pay (at the beginning or the end of the day) for the purpose of voting. You must request this time off from your supervisor at least two (2) working days before Election Day.
8. Medical Appointments
Non-exempt employees who need to take time off for a medical or dental appointment must request approval from their supervisor in advance and must use PTO for this purpose.
9. Military Service Leave
Military service leave is available for employees who need to be absent from work due to "service in the uniformed services". "Uniformed services" is defined by USERRA to include: Army, Navy, Air Force, Marine Corps, Coast Guard (and Reserves for those branches), Army and Air National Guard, National Disaster Medical System, U.S. Public Health Service Commissioned Corps, and any other category of persons designated by the President in time of war or emergency. "Service" is defined as duty on a voluntary or involuntary basis, including active duty, active duty for training, initial active duty for training, inactive duty training, full- time National Guard duty, legally authorized funeral honors duty, absences for examinations to determine fitness for service duty.
10. School Functions
An employee may take off forty (40) hours each school year, not to exceed eight (8) hours in any calendar month of the school year, to participate in activities of the school or licensed childcare provider of any child or grandchild. Sequoia Living requires that an employee use accrued PTO or if PTO is exhausted the time off will be without pay.
H. Leaves of Absence
Leaves of Absence are granted or denied to Sequoia Living employees in writing for all leave categories including but not limited to: Family and Medical Leave; Extended Medical Leave; Pregnancy Disability; Workers Compensation; and Personal Leave.
Leaves of absence are unpaid unless covered by PTO (Sick and Vacation for Union employees) or the Salary Continuation Program. PTO and Salary Continuation are not earned during a leave of absence, except during the time you are paid PTO or Salary Continuation previously earned. Employees on an approved leave of absence do not gain nor give up any previously accrued benefits, provided they return to work by the expiration date of the leave of absence.
To request a leave of absence, you must submit acompleted Request for Leave of Absence form, to your community Human Resources team. If you are absent for illness for more than 5 days, you must submit a doctor’s noteto Human Resources and may be placed on medical leave if warranted as a serious medical condition. Leaves are granted in writing by Management Staff in consultation with Human Resources. Leave of absence processing is completed using an outside vendor in order to maintain your privacy and confidentiality. See your local Human Resources
team for assistance.
You must keep in contact with Human Resources during your leave and give prompt notice if there is any change in your return-to-work date. You must notify Sequoia Living at least two weeks before your expected return date and confirm your intention to return from a leave of absence, so that your supervisor can schedule you.
If you fail to follow the terms and conditions of a leave of absence, you may forfeit your employment rights. If you work another job while on any approved leave of absence, you may be subject to immediate termination.
1. Family and Medical Leave of Absence (FMLA) and California Family Rights Act (CFRA)
Eligible employees may take up to 12 work weeks of approved Family and Medical Leave in a 12month period, measured back from the time the employee requests the leave. If the employee is still disabled after 12 work weeks, he/she may apply for an Extended Medical Leave which may be granted for a total leave of absence, including the time on FMLA, not to exceed 180 days.
Eligibility for FMLA: To be eligible for FMLA, an employee must have been employed by Sequoia Living for at least 12 months and have worked at least 1,250 hours during the 12 months preceding the request for a family or medical leave.
FMLA is available for:
i. The serious health condition of the employee
ii. An employee’s need to care for a spouse, child, parent, or qualified domestic partner who has a serious health condition
iii. Baby-bonding after birth of a child
iv. The placement of a child with the employee for adoption or foster care
Requesting and Scheduling a FMLA: To request a FMLA, please contact Human Resources for a Request for Leave of Absence form and give at least 30 days' notice before the projected start of the leave, if possible, and if the reasons are known in advance (e.g., pregnancy, adoption, planned medical treatment, or surgery). When possible, please try not to schedule such leaves during the holidays or during peak vacation times. The employee will also need to create a case with our thirdparty administrator and provide medical certification as required.
For more details about FMLA/CFRA, consult Human Resources.
2. Extended Medical Leave of Absence
Except for disability because of pregnancy, employees who have completed one year of service are eligible for an Extended Medical Leave of Absence. Except for pregnancy, you must first apply for a FMLA. After using the 12 weeks of FMLA, you may apply for Extended Medical Leave for a period not to exceed a total of 180 days’ leave for both categories of leave. Extended Medical Leaves must be substantiated by your treating healthcare provider’s statement, indicating the date you are or were unable to work and the expected date of your return to work.
3. Pregnancy Disability Leave
Regardless of length of service, employees who are disabled because of pregnancy or pregnancyrelated complications are eligible for up to a total of four months (17 1/3 weeks) of Pregnancy Disability Leave, as determined by their health care provider, per pregnancy. To apply for a Pregnancy Disability Leave of Absence, the employee must provide Human Resources with a completed Request for Leave of Absence form, create a case with our third-party administrator, and provide a certification from the employee’s treating healthcare provider. Accrued PTO hours (Sick time for Union employees) may be used at the employee's request.
An employee returning to work from a Pregnancy Disability Leave of Absence must submit a physician's statement indicating that they are able to return to work. They will be reinstated to the same or comparable position.
After taking a Pregnancy Disability Leave of Absence, an employee who qualifies may apply for additional time off under a Family Medical Leave of Absence for baby bonding.
4. Workers’ Compensation Leave
An employee who has a work-related injury or illness and is receiving Workers’ Compensation benefits may be entitled to a leave of absence based on the work status report. Specific criteria forthis leave will depend on individual situations. If the employee is eligible for a FMLA Leave, Workers’ Compensation Leave will be counted as FMLA Leave. Please see your supervisor for additional information.
5. Personal Leave
Personal Leaves of Absence may be granted at Sequoia Living’s discretion to regular full-time and regular part-time employees who have completed one year of service and have satisfactory performance. You must apply in writing for a Personal Leave of Absence, explaining the reason for the leave, providing the date on which you wish the leave to begin, and the date on which you will return to work. Personal Leaves are generally limited to emergency and/or compelling circumstance and may not exceed 30 calendar days.
I. Scholarship Opportunities
Sequoia Living has established a Scholarship Program, sponsored through the Senior Services for Northern California (SSNC), to provide employees with the opportunity to develop their skills in current or future positions within the organization.
The program assists employees in pursuing courses and educational programs which are of benefit to the employee in any field of study. Employees with one or more years of employment may be reimbursed for a portion of tuition costs, enrollment fees, and costs for books for courses taken at a recognized educational institution.
For more information and to apply for a scholarship, please contact your supervisor or Human Resources. Recommendations for scholarships are made by Management Staff and submitted to Chief Philanthropy Officer and Home Office HR for final approval.
J. Employee Recognition Program
Sequoia Living appreciates the important role that you play in caring for and serving our residents and clients. Customer Service is paramount to our success. We recognize outstanding service, significant contributions beyond your normal job responsibilities, and significant years of service. Recognition is also based on the quality of your service and delivery of the Sequoia Living Core Values of Accountability, Caring, and Teamwork.
K. Employee Suggestions
Sequoia Living encourages you to make suggestions on ways to improve the quality of care for our residents, increase efficiency, and control costs by revising procedures or reallocating resources. Please submit your suggestions in writing to your supervisor. If your suggestion is adopted or implemented, you may receive a cash award.
L. Employee Assistance Program
The Employee Assistance Program (EAP) is a confidential counseling and consultation service which is available at no cost to you and your eligible dependents. The EAP service provides counseling and consultation in the following areas: personal and family, substance abuse, financial and credit concerns, managing stress, child or elder care, pre-retirement planning, and legal issues. For information about EAP, contact your supervisor or Human Resources.
M. EmergencyRelief Fund
Sequoia Living has an Emergency Relief Fund to help Sequoia Living Employees who have completed the Introductory Period and who are experiencing a financial crisis (e.g., a fire in their home). Grant applications are available from your supervisor or Human Resources. Grants, which are usually no more than $1,500, are discretionary and confidential, and are provided within 24 hours of receipt and approval of the application by the Senior Services for Northern California. You may make contributions to this Fund through payroll deduction or cash contributions.
N. Credit Union
You are eligible to participate in a credit union which offers a wide variety of financial services. Please contact your supervisor or Human Resources for more information.
V. SAFETY AND SECURITY
A. Safety and Security
Sequoia Living strives to provide safe working conditions for you and requires that you observe all safety regulations. Maintaining a safe work environment is the responsibility of every employee, including reporting any safety concerns to management either verbally or in writing. You may report anonymously.
Sequoia Living is committed to the health and safety of our staff and residents. Because of this, staff may be required to undergo a variety of screening procedures as outlined in this handbook. Additionally, we strongly prefer that all staff receive annual vaccinations against communicable illnesses, including, but not limited to flu and Covid-19.
Sequoia Living maintains a Safety Program, including an Injury and Illness Prevention Plan and a Hazard Communication Program that provides communication and training on safe working conditions. Each community has a Safety Committee and Safety Coordinator.
B. Sequoia Living Property
You must return any Sequoia Living property that was issued to you (e.g., keys, credit cards, cell phones, corporate manuals, or computer equipment) when you leave Sequoia Living or when your supervisor requests that you return these items. You may be responsible for paying for any lost or damaged items.
C. Searches
Sequoia Living authorities may search Sequoia Living communities and property, such as desks, lockers, computers, email, or other files, at any time with or without notice.
Sequoia Living may search your personal property if we have reasonable suspicion to believe you are in violation of a Sequoia Living policy or when Sequoia Living's valid business interest justifies a search.
D. Packages and Mail
You may not bring packages onto Sequoia Living property without your supervisor’s approval. You must leave any packages (other than your lunch or clothing) with your supervisor or other designated custodian and retrieve them at the end of your shift. All packages or containers brought on Sequoia Living property are subject to inspection. Personal packages may not be mailed to or received at your work site without prior approval from management.
E. Internet, E-mail, and Voicemail
Sequoia Living makes email and internet access available to employees for business purposes and expects them to use these tools responsibly. Sequoia Living prohibits inappropriate or excessive use of email or the Internet and prohibits sending or receiving email or voicemail messages that contain harassing, offensive, discriminating, or disruptive content. Passwords should never be shared with
anyone except for Information Technology staff members. Management reserves the right to enter, retrieve, and review your email and voicemail at any time. Remember that electronic communications are not private or confidential. When information needs to be kept confidential, please do not use email. Merely erasing an email or voicemail message may not delete the message from the company systems .
F. Lockers
Sequoia Living may provide lockers and locks to employees. We are not responsible for the loss of personal articles stored in these lockers and recommend that any valuable items are kept at home. Locks for lockers will be issued by management. Lockers are the property of Sequoia Living and management may search them at any time.
G. Parking
Parking is permitted in designated employee parking lots only, unless you have prior written authorization from management. In those locations where Sequoia Living provides employee parking, we ask that you lock your car and drive cautiously to avoid accidents. If you should damage another car in the parking lot, please immediately report the incident to your supervisor, providing the license numbers of both vehicles and any other important information. Sequoia Living does not assume any liability for any loss or damage to you or your vehicle while in Sequoia Living provided parking areas.
VI. EMPLOYEE CONDUCT
A. Standards of Conduct and Corrective Action
In any workplace, some standards of conduct are needed to help everyone work together effectively to achieve the company’s goals. Sequoia Living is no exception. By accepting employment with Sequoia Living, you agree to follow Sequoia Living policies and procedures and to maintain appropriate and professional behavior in the workplace. Failure to meet these standards will result in one of the following forms of corrective action: verbal warning, written warning, suspension, or termination.
In deciding the form of corrective action, Sequoia Living will consider the following:
• The seriousness of the infraction
• The past record and length of service of the employee
• The circumstances surrounding the matter
• Sequoia Living operational needs
Although there is no way to identify every possible violation of standards of conduct, the following are examples of conduct or behaviors that will result in corrective action:
1. Performance which does not meet the requirements of the position (e.g., lack of attendance, unreliability, neglect of duty, failure to follow instructions, or failure to perform assigned duties)
2. Failure to have or maintain required licenses, certifications, or Department of Social Services (DSS) clearances
3. Conduct contrary to Sequoia Living harassment, abusive conduct, and bullying policies
4. Resident abuse
5. Falsifying an employment application, time records, resident records, or any other Sequoia Living documents or records
6. Unauthorized possession of Sequoia Living, resident, or employee property
7. Gambling, carrying weapons or explosives, violating criminal laws while on Sequoia Living premises, fighting, or other disorderly conduct, which may endanger the wellbeing of any individual on Sequoia Living premises
8. Engaging in acts of dishonesty, fraud, theft, or sabotage
9. Threatening,intimidating, coercing, using abusive or vulgarlanguage, or otherwise interfering with the performance or job environment of other employees
10. Unauthorized use of Sequoia Living material, time, equipment, or property or willfully damaging or destroying Sequoia Living property
11. Release of confidential employee, resident, or Sequoia Living information, including but not limited to protected health information
12. Negligence in observing fire protection and safety rules
13. Working privately for residents or accepting tips and gratuities from residents, patients, or their families
14. Conduct that Sequoia Living feels reflects adversely on the employee or the community or engaging in other practices that Sequoia Living determines may be inconsistent with ordinary and reasonable rules of conduct necessary to the welfare of Sequoia Living, its employees, residents, or clients
15. Failure to follow any Sequoia Living policy or procedure
16. Other circumstances for which Sequoia Living feels corrective action is warranted
B. Corporate Compliance and Ethics Program
Sequoia Living strives to provide quality care and services to its residents and clients and complies with all applicable laws and regulations. Details about compliance responsibilities are outlined in the Sequoia Living Corporate Compliance Plan.
Key compliance responsibilities include the following:
• Promote quality of care
• Assure resident’s rights
• Always follow policies and procedures for your department
• Avoid inappropriate referral activities
• Decline inappropriate gifts
• Generate accurate billing and claims
• Always document care and services accurately
• Ensureall care and services are medically necessary andappropriate
• Always obey thelaw
Sequoia Living has whistleblower anti-retaliation provisions that generally provide that employer may not discharge or otherwise retaliate against an employee because the employee has filed a complaint or exercised any rights provided to employees.
If you are unsure about what to do in certain situations, please contact your supervisor or the Compliance Reporting System at 1-888-568-8568.
C. Confidential Information
As a Sequoia Living employee, you may become aware of confidential information concerning residents, employees, and/or Sequoia Living. You must keep such information confidential.
Staff will not disclose any protected health information (PHI) without written authorization.
D. Drug-Free Workplace
Sequoia Living is a drug-free workplace. We prohibit the use, possession, distribution, or influence of illegal substances in the workplace. We also prohibit the misuse of prescription or other drugs in the workplace. Whenever the use or abuse of any mood-altering substance (including alcohol or other legal or illegal drug) interferes with a safe and effective workplace, we will take appropriate action.
The legal use of a controlled substance, such as an over-the-counter drug or a drug prescribed by a licensed physician, is not prohibited. However, if as a result of such use, you cannot perform all the essential functions of your job safely and satisfactorily, Sequoia Living may need to take steps to restrict your job or remove you from the work environment.
Substance abuse counseling services are available through the Employee Assistance Program (EAP).
E. Smoking
Smoking of all substances through all delivery methods including e-cigarettes and vaporizers is prohibited on all Sequoia Living property except in the community’s designated smoking area.
F. Threats and Workplace Violence
Sequoia Living strives to maintain a safe and pleasant workplace for all employees. Behavior such as threats or acts of violence (regardless of intent), physical abuse, fighting, vandalism, and carrying weapons is prohibited. If you believe you have been subjected to acts of violence or if you have witnessed acts of violence or threats against someone else, you must report to your supervisor or any other member of management immediately. All complaints will be promptly and completely investigated. Any employee who engages in threats or workplace violence will be subject to corrective action, up to and including termination.
G. Dress and Personal Appearance
Sequoia Living expects employees to maintain an appropriate appearance that is businesslike, neat, and clean, as determined by the requirements of the department. Employees shall not be inhibited from expressing natural hairstyles. Sequoia Living does not prohibit the wearing of particular head coverings or other religious dress or hairstyles, upon request from your supervisor. Uniforms may be designated for various job classifications. If you are required to wear a uniform or special clothing, your supervisor will discuss this with you. If your supervisor feels you are not appropriately dressed, they will ask you to leave (without pay) and return properly dressed for the workplace. You are expected to maintain good personal hygiene habits. For the comfort of others, Sequoia Living may need to limit the use of colognes and fragrances.
Because Sequoia Living employees serve our residents in their homes, we must be careful not to engage our residents, intentionally or unintentionally, in political or other controversial matters. Accordingly, Sequoia Living prohibits employees from wearing buttons, pins, stickers, or any other personal items which espouse slogans or campaign positions or reflect any position about political or other controversial subjects. However, this policy does not prohibit small, tasteful membership pins.
H. Telephone Usage
Personal phone calls should be made only during your meal period or rest breaks. Do not use personal cell phones during working hours.
I. Workplace Visitors
Please do not invite family or friends to visit or call you at your worksite.
J. Operation of Motor Vehicles
Employees whose work requires operation of a motor vehicle must present and maintain a valid driver's license, a clean driving record, and proof of current automobile liability insurance. You must report any changes in your driving record to your supervisor immediately. Employees who frequently drive personal vehicles while conducting Sequoia Living business and/or employees that transport residents and/or employees in their personal vehicle must be added to the DMV Pull Notice Program. Employees who use a class B license in the performance of their job are subject to additional regulations as indicated by the federal Clearinghouse.
Prior to getting authorization to drive a Sequoia Living vehicle, you must be cleared by Sequoia Living’s insurance company. We may revoke this authorization if your driving record indicates that you
If you are authorized to operate your own vehicle when performing your job, or if you are operating a Sequoia Living vehicle, you are completely responsible for any fines or traffic violations incurred.
K. Resident Relationships
Staff must maintain a professional standard of conduct while protecting the interests of residents and the reputation of Sequoia Living. It is imperative that all Sequoia Living employees:
• not enter into any financial transactions with residents, including borrowing, lending, buying, selling, exchanging, or bartering for goods and services.
• not visit residents’ homes outside of the scope of their job duties, invite residents to visit their homes, or engage in other social activities.
• not give out their personal contact information, such as phone numbers, e-mail addresses, or social networking requests to residents.
• not engage in overly personal conversations with residents
• not provide any services outside the scope of employment.
L. House Rules
Besides the information in this Handbook, your community and/or department may have additional House Rules.
VII. ACKNOWLEDGEMENT FORM
Ihave received a copy of the Employee Handbook for Sequoia Living. Ihave been asked to read it and know I have an opportunity to ask questions about its content.
I understand that my employment with Sequoia Living is employment at-will. This means I may resign, or Sequoia Living may terminate my employment with or without cause, at any time. If you are represented by a union, please refer to your Collective Bargaining Agreement.
Employee Name (Printed)
Employee Signature Date
Place original in employee’s file.