Due to the nature of Individualized Supported Living, the hours vary according to the needs of individuals supported by Creative Concepts for Living.

The regular workweek for full-time hourly employees consists of at least 35 hours.

  1. Full time employees are expected to maintain a minimum of 35 hours per week by working or use of PLT.
  2. If a full time employee does not work at least 35 hours per week and does not have PLT to apply, they are in violation of their full time employment agreement.
  3. Incidents of full time employees not working 35 hours per week nor having PLT available will be tracked. Excessive incidents of being under 35 hours per week will be addressed in corrective action, and may result in the loss of full time status to include their seniority calculation for PLT and full time benefits. Also may result in loss of assigned full time schedule. Employee must interview and be approved for a part time or PRN position or will be dismissed. When an employee loses Full time status due to failure to fulfill full time obligation, employee is not eligible for rehire or reinstatement to Full Time for 90 days.
  4. Excessive incidents of full time employees not working 35 hours per week nor having PLT available is currently defined as three incidents within a three-month period.

Part-time hourly employees are expected to fill their scheduled number of hours per week by working assigned hours or use of PLT.

  1. If a Part time employee does not work their scheduled hours each week and does not have PLT to apply, they are in violation of their part time employment agreement.
  2. Incidents of part time employees not working their scheduled number of hours nor having PLT available will be tracked. Excessive incidents of being under scheduled hours per week will be addressed in corrective action, and may result in the loss of part time schedule. Employee must interview and be approved for a part time or PRN position or will be dismissed.
  3. Excessive incidents of part time employees not working scheduled hours per week nor having PLT available is currently defined as three incidents within a three-month period.

Work schedules for PRN employees are arranged week to week based on agency staffing needs and availability of PRN employees.

  1. PRN employees are expected to work a minimum of 16 hours per pay period.
  2. If a PRN employee does not work at least 16 hours per pay period, they are in violation of their PRN employment agreement.
  3. Incidents of PRN employees not working at least 16 hours per pay period will be tracked. Excessive incidents of being under required hours will be addressed in corrective action, and may result in termination.
  4. Excessive incidents of PRN employees not working 16 hours per pay period is currently defined as three incidents within a three-month period.

It is the policy of the agency that all employees report to work as scheduled and agreed upon in the terms of employment.  The following procedures apply:

  1. Time is accurately reported on an agency provided recording document.
  2. Documentation of services must be completed on a daily basis according to policy, with the exact time you begin and end work.
  3. Documentation of service must be completed each shift, for each individual supported.
  4. Failure to complete required documentation accurately and within required timeframes may result in corrective action, up to and including termination.
  5. Failure to complete required documentation accurately and within required timeframes may result in delayed compensation and/or lack of compensation.
  6. No employee will work more than 18 hours in a 24 period hour without the approval from a supervisor.
    • Failure to get approval may result in corrective action, up to and including termination.
    • Staff members are responsible for managing their own time and being aware of the number of hours and locations they are agreeing to work.

Employees do not receive time off for meal breaks during his/her shift.

  1. If an employee requires a break during his/her shift, they need to contact his/her supervisor, prior to the beginning of his/her shift to arrange for coverage during his/her break.
  2. Although they are not automatically granted, all efforts will be made to accommodate any such requests.
  3. Employees will be required to clock out during any such break times and will not be compensated during break periods.

Employees providing direct care to may not leave shift until they have been relieved from another employee to maintain correct staffing ratio and protective oversight for the individuals supported.