Employee Definitions
PCA (Personal Care Attendant)
PCA means Personal Care Attendant. PCAs shall only perform personal services. See page 5, above, and the PCA job description starting on page 59-61 of this Handbook. Policies in this Handbook that specifically apply to PCAs will use the term “PCA”
HHA (Home Health Aide)
HHA means Home Health Aide. HHAs shall only perform home health services for clients at the direction of the Director of Nursing. See page 5, above, and the HHA job description starting on page 59-61 of this Handbook. Policies in this Handbook that specifically apply to HHAs will use the term “HHA.”
Employee
Policies in this Handbook that use the terms “employee” or “you” apply to you, whether you are a PCA or a HHA.
Company And Agency
Policies in this Handbook that use the term Company or Agency apply to both Companies (ComForCare Home Care and ComForCare Home Health) or the Company relevant to the subject of the policy. “ComForCare” is used interchangeably with the term Company or Agency and refers to both independently owned Companies.
As Needed
All PCAs and HHAs are employed as needed. This means that the employee works whenever the Company’s and clients’ needs require it. While we will strive to provide consistent client assignments for “as needed” employees, they do not have a guaranteed work schedule. The employee’s work schedule is based on client needs. Hours of work are determined by availability and available work assignments at any given time, therefore assignments cannot be guaranteed. ComForCare does not have an obligation to offer a set number of hours in any given workweek. “As needed” employees will have the opportunity to accept or decline an assignment at the start of each assignment. Once accepted, the employee is expected to continue working for that client as needed, in compliance with Company scheduling and policies.
Nonexempt
All PCAs and HHAs are nonexempt employees. The term “nonexempt” is used under the Fair Labor Standards Act for purposes of wage and hour requirements. A nonexempt employee is entitled to be paid at least minimum wage for all actual hours worked and overtime at a rate of one and one-half the employee’s regular rate of pay for all hours worked over 40 in a workweek.
Per Diem / PRN
An employee who works shifts only when he or she is called in to work is considered a Per Diem and/ or PRN employee and is not eligible for benefits (e.g., case opening nurses). While Per Diem and/or PRN employees are also “as needed,” they are not provided with consistent client assignments or scheduling. Per Diem employees may accept or decline work when called upon, in compliance with Company policies.
Domestic Partner
“Domestic Partner,” as used throughout this Handbook, means same-sex or opposite-sex couples who have registered with any state or local government domestic partnership registry. To establish domestic partnership status, there is no waiting period, and the Company will only require proof of the relationship to the same extent that it requires proof of a marital relationship in the case of spouses. If no proof is required for spouses, then no proof is required for domestic partners.