Human Resources

2.0 Administrative Provisions

2.1 Job Description

Upon hire, transfer or promotion, each employee will receive and sign a copy of his/her job description outlining the essential functions and requirements of the job. Job descriptions will be reviewed regularly, and employees will be notified of any changes in the essential functions and requirements of the job. Riverside reserves the right to modify or change job descriptions for any reason, including funding requirements, consumer needs, or administrative necessity. Every effort will be made to provide three weeks’ notice to the employee whose job functions or job requirements change.

2.2 Work Schedules

Work schedules will vary from program to program based on consumer needs or program/administrative requirements. Each employee's work schedule will be established at the time of hire and reviewed during orientation by the hiring program/department. Riverside reserves the right to change an employee’s scheduled days and hours in response to programmatic/organizational needs. Every effort will be made to give an employee at least three weeks’ notice prior to a schedule change.

If an employee wishes to request a change in their schedule within a pay week, in order to accommodate personal or work related needs, they must request the change to their supervisor at least 24 hours in advance.  The supervisor will make a reasonable effort to approve the flexible schedule after considering programmatic/organizational needs.

2.2.1 Maximum Work Hours Allowable in 24 Hours

Except in emergency situations, no employee may be scheduled, or permitted to work in an "awake" capacity extending beyond eighteen consecutive hours. This includes consecutive shifts in different programs. After eighteen consecutive hours on awake duty an employee must be scheduled for at least an eight-hour "asleep" shift, or time off, prior to returning to awake duty.

2.2.2 Time Sheets

All employees are required to complete and sign a bi-weekly time sheet indicating the hours worked and any leave time used. Supervisors must review time sheets for accuracy and the availability of any leave time used, and must sign indicating their approval of the hours shown before forwarding to Payroll. When unearned leave time is paid in error, adjustments in hours and pay will be made during the next payroll cycle.

Time sheets are legal documents that provide the basis for issuing payroll checks and are the Organization’s record of payroll costs for financial audits. They must be written and signed in ink. Any changes must be made by drawing a single line through the error and clearly initialing the correction. Deliberate falsification of time sheets will result in disciplinary action, up to and including termination of employment.

2.2.3 Meal and Other Breaks

2.2.3.1 Meal Breaks

Riverside provides non-exempt staff working six hours or more in a day with the opportunity to take a one-half hour paid meal break. Staff whose work schedule consists of a shift of ten or more consecutive hours may take two paid meal breaks of up to thirty minutes each. All non-exempt staff must notify their supervisor prior to taking a meal break and must receive prior approval from their supervisor to take meal breaks in excess of thirty minutes. The additional time is unpaid. Staff may not take meal breaks at the start or end of any shift/work day.

Non-exempt staff working in residential homes/respite must remain onsite and available to maintain consumer safety during meal breaks unless prior approval is given by Program Director/Manager.

2.2.3.2 Intermittent Breaks

Riverside believes that non-exempt staff should be able to take a break during work hours to the extent practical. Break time should not exceed ten minutes for each four hours of work.

Intermittent breaks are intended to provide an opportunity for increased comfort and to take care of personal needs. Breaks may not be used to shorten the duration of a workday or to be combined with a meal break.

Prior to taking any break, an employee must first inform his/her supervisor in order to ensure adequate coverage during the requested break.

2.2.4 Inclement Weather and Emergency Closings

As healthcare and human service providers, we must ensure that programs continue to operate as scheduled, except in the most extreme circumstances. Decisions concerning weather emergencies, emergency closing of programs/sites, will be made by the President/CEO or designated management staff.

In the event of severe weather conditions, employees should call posted emergency telephone numbers to listen to a recorded announcement as to whether programs or administrative offices are open or closed. Emergency telephone numbers and weather emergency instructions are posted at all program/administrative sites.

2.2.4.1 Inclement Weather

All employees scheduled to work are expected to make every effort to come to work on time.

During inclement weather, non-exempt employees who arrive for work more than one half-hour after their scheduled start time or who do not come to work, must use accrued holiday, personal or vacation time to cover their scheduled time absent. When accrued leave time is not available, the employee will not be paid.

Exempt employees who report to work late will be expected to complete all duties as assigned regardless of the number of work hours they are absent as a result of inclement weather. Exempt employees who miss an entire day and do not have holiday, personal, or vacation time to cover the day, will not be paid.

Relief, Per Diem, Fee-for service and Respite Provider staff who report to work late as a result of inclement weather will only be paid for the hours actually worked.

2.2.4.2 Emergency Closings

Even if an emergency closing is declared, residential programs and emergency services cannot be closed at any time. Staff on duty must remain at the program until relieved. Consumers requiring continuous staff supervision must not be left alone. Non-exempt regular and relief staff who work will be paid at a rate of one and one-half their regular rate of pay during the effective hours of the declared emergency closing. Exempt employees, who work in residential programs and emergency services, will be paid their regular rate of pay.

Administrative staff and staff working in programs whose work day is cancelled because of the emergency closing, will be paid their regular rate of pay for the hours they were scheduled to work.

Relief, Per Diem, Fee-for-service staff and Respite Providers, who do not report to work, will not be paid.

Staff with previously approved time off requests that coincide with emergency closing dates must use their holiday, vacation or personal time as planned.

2.3 Employment Categories

2.3.1 Full-Time

Full-time employment is a regularly scheduled work week of forty hours for all programs except the emergency services. Full time employment for designated staff in the emergency services is defined as a regularly scheduled work week of thirty-six hours, consisting of three twelve-hour shifts. A full-time position is defined as 1.0 full-time equivalent (FTE).

2.3.2 Part-Time

Part-time employment is a regularly scheduled work week of less than full- time hours. The position is defined by the fraction of full-time hours for that program. (For example: Full-time = forty hours. A part-time position is twenty-four hours. 24/40 = 0.6. This is a 0.60 FTE position. For designated staff in emergency services, a part-time position is defined as a fraction of a full-time, thirty-six-hour position. For example: certain designated eighteen-hour positions in emergency services would be considered a 0.5 FTE position.)

Fringe benefits and paid leave time benefits are available for part-time staff who work in positions between 0.50 FTE and 1.0 FTE. Benefits are pro-rated as a percentage of full-time benefits. Part-time staff working less than the equivalent 0.50 FTE are not eligible for fringe benefits or paid leave time.

2.3.3 Relief Staff

Relief staff do not have regularly scheduled hours. These employees are hired to work on an on-call basis to provide coverage in the absence of a regular employee. Relief staff are not eligible for fringe benefits or paid leave time. Riverside reserves the right to periodically review relief lists and to delete staff from these lists at our discretion.

2.3.4 Per Diem Staff

Per Diem staff are hired to provide direct clinical services to consumers. In addition, psychiatrists may provide clinical consultation to staff. Payment is based on services completed as defined by the specific hiring program. Per Diem staff are not eligible for fringe benefits or paid leave time.

2.3.5 Temporary Staff

Temporary employees are hired on a temporary basis and may work either a full-time or a part-time schedule for a period not to exceed six months. Temporary staff are not eligible for fringe benefits or paid leave time unless their employment status changes to regular employment status as outlined in Section 1.11 of these policies. In this case, benefits eligibility will be effective on the date the employee changes employment status.

2.3.6 Respite/ Support Provider Staff

Respite providers are employees who provide services in their homes or in the homes of consumers. Respite providers are not eligible for benefits. Riverside reserves the right to periodically review respite/support provider lists and to delete staff from these lists at our discretion.

2.3.7 Live-In Staff

Staff who are hired to provide live-in coverage are generally not eligible for Riverside benefits, except as outlined in their live-in agreement. Live- in staff who are also employed in other Riverside position(s) will be eligible for benefits consistent with the benefits-eligibility status of their non-live-in position.

2.3.8 Exempt Employees

The Federal Fair Labor Standards Act (FLSA) classifies employees as either "exempt" or "nonexempt" for overtime purposes. Employees who are designated as "exempt" are paid on a salary rather than an hourly basis and are not paid overtime for hours worked in excess of forty per week. Exempt employees fall into one of the following job classifications:

Executive—Examples of some Riverside jobs that fall into this classification include Senior Managers, Division Directors, Program Directors and Department Managers.

Administrative—Examples of some Riverside jobs that fall into this classification include the Training Coordinator, Benefits Administrator and Health and Safety Coordinator.

Professional—Examples of some Riverside jobs that fall into this classification include Supervisors and Assistant Program Directors in non-residential programs, Social Workers, other clinicians, Occupational and Physical Therapists.

2.3.9 Non-Exempt Employees

As outlined by the FLSA, all employees who are not classified "exempt" as defined above, are considered "non-exempt" and receive overtime pay for all hours worked in excess of 40 hours in any single work week. Some examples of jobs that fall into this category include Residential Counselors, Office and Clerical Staff, Clubhouse Coordinators, Maintenance Workers and Aides.

2.4 Salary

Salaries are established by senior management and approved by the President/CEO, Chief Operating Officer and Chief Financial Officer. Every attempt is made by Riverside to offer competitive salaries, merit consideration, and cost of living adjustments. In the event of funding reductions, it may be necessary to adjust salaries accordingly.

2.4.1 Overtime

Overtime is defined as hours actually worked in excess of forty hours per week, for non-exempt staff, as defined by the Fair Labor Standards Act. Unproductive hours—such as paid leave time for holidays, vacations or sick leave—are not included in the calculation of hours for overtime purposes. Overtime will be paid at the rate of one and one-half (1 ½) times the hourly rate.

Employees may be asked to work overtime to provide program/ department coverage or to assist with special projects. Overtime is not required, except when designated by the Program Director/Manager as essential to meet the coverage needs of the program/department. Questions regarding the need to work required overtime hours may be referred to the Division Director or designated Senior Manager. The Division Director or other designated management staff must approve overtime in advance.

2.4.2 Compensatory Time

Compensatory time off is not a substitute for overtime pay for hours actually worked in excess of forty hours in one week. Riverside’s policy on compensatory time is consistent with standards set by the U.S. Department of Labor.

2.4.3 On-Call Coverage Compensation

Exempt employees who are required to be regularly available for after-hours program back-up coverage, who carry a pager provided by the Organization, will accrue one week’s additional vacation leave per year.

Organization policy does not permit any employee to earn more than five weeks’ vacation in one fiscal year. If an employee covered by this policy has reached the vacation maximum, s/he will receive a one-time salary adjustment each year s/he continues to provide on-call coverage as described above. The one-time adjustment will be made at the end of each fiscal year. Employees who reach their maximum leave compensation prior to, or during the first half of the fiscal year, will receive the full compensation. Employees who reach their maximum leave compensation during the second half of the fiscal year will receive one half of the compensation. Compensation for employees in pager rotation will be determined annually by the President/CEO.

2.4.4 Overnight Trips

This policy applies to employees who are required, as part of their job duties, to attend overnight trips with consumers served by the Organization. Overnight trips include staff accompanying consumers on consumers’ vacations. Compensation for staff attending trainings/conferences with consumers in other cities is addressed in Section 2.4.4.3.

2.4.4.1 Defining Hours of Work

Employees who are assigned as part of their job duties to care for consumers on overnight trips are considered to be working from 7:00 a.m. until 11:00 p.m.

2.4.4.2 Night-Time Hours

During the sleeping hours of any overnight trip (11:00 p.m. until 7:00 a.m.), one employee may be designated as the on-call to respond to consumer emergencies.

During the sleeping hours of any overnight trip (from 11:00 p.m. until 7:00 a.m.), the on-call employee will be paid the prevailing minimum wage for four hours per night. These hours will not count as hours worked for overtime purposes. If the employee is interrupted during the overnight shift to attend to a consumer emergency, the employee will be paid his/her regular hourly rate for each hour that s/he is attending to consumers.

If, as a result of interruptions, employees on-call do not get at least five hours of sleep during their scheduled sleeping period, the entire time period will be considered working time and the employee will be paid his/her regular hourly rate. The regular rate includes applicable overtime.

Employees who are required to attend overnight trips with consumers but who are not on-call at night, will go off duty no later than 11:00 p.m. and will go on duty no earlier than 7 a.m. the next morning.

2.4.4.3 Training Trips

Employees who attend trainings/conferences with consumers, but are not responsible for the consumers’ care and well-being, are considered to be working during actual training/conference hours only. For example, if a training/conference lasts for three days, employees will be paid for the length of each daily training/ conference session per day, or a minimum of eight hours daily.

2.5 Personnel Files

The Human Resources Office maintains a Personnel Record that includes paper copies of documents in the personnel file and electronic data stored in the Human Resources Information System (HRIS). The Personnel Record contains an ongoing record of an employee’s employment status, benefits eligibility and enrollment, performance progress, payroll-related information and pertinent personal information. Employee medical files, including Family Leave requests, worker compensation incidents, immunizations, information on exposure incidents, and records of any other medical conditions are maintained in a separate secure file to ensure confidentiality.

The contents of personnel files and HRIS are considered the property of the Organization. The files are kept and secured in the Human Resources Office and are accessible only upon the approval of the Human Resources Director or designee. The files are confidential and are available only to the employee upon written request. Appropriate supervisory and/or management staff have access to only the job-related documents of personnel files. Personnel files may be made available to persons outside the Organization only as required or permitted by law, or as required by insurance providers in determining eligibility for benefits or upon written approval of the employee. The data in the HRIS file is password-secured and is accessible only to authorized Human Resources staff, appropriate supervisory and/or management staff.

Employees who wish to review their file must submit a written request to the Human Resources Director and provide three business days notice. The files may not be removed from the Human Resources Office. An employee may not demand that any document be removed from his/her personnel file. Documents may only be removed from personnel files when mutually agreed upon by the Program Director/Manager, designated Senior Manager, and the employee in consultation with the Human Resources Director. Employees may submit written comments to any document in their file and these written comments will be incorporated into the file. Employees who wish to have a copy of their personnel file released to themselves or to a third party must submit a written request to the Human Resources Director.

2.6 Driving on the Job

As part of their job description many Riverside employees are required to drive in the course of their work. This may include use of Organization-owned vehicles and/or use of the employee’s own car. Each program in which employees may be required to drive has a Vehicle and Transportation Manual on site. The manual must be read and understood by all employees who drive as part of their job.

2.6.1 Mileage Reimbursement

Employees who are required to use their own vehicles while performing Riverside business, excluding the cost of commuting to and from work, will be reimbursed for mileage, parking and tolls. Reimbursement will be consistent with Riverside’s annual budget guidelines. All such expenses must be submitted to Payroll at the end of each month and must be submitted on a travel reimbursement form signed by the immediate supervisor. Due dates for mileage reimbursement are published in the calendar section of the Riverside newsletter. Reimbursement may be denied for expenses that are more than two months old.

2.6.2 Use of Personal Vehicles

Employees who are required to use their own vehicles in the normal course of their employment at Riverside must carry their own auto liability insurance. Riverside strongly urges the employee to notify his/her insurance company that s/he is driving for business purposes. Riverside maintains a supplemental insurance policy that provides additional coverage, if necessary, when an employee is involved in an auto accident while conducting business for Riverside.

2.6.3 Use of Organization Vehicles

Vehicles owned or leased by Riverside may only be used for business purposes. An employee driving Organization vehicles must have a valid driver's license, obey all traffic laws, and comply with Riverside's policy regarding safe driving. Unauthorized use of an Organization vehicle will result in disciplinary action up to and including termination.

2.6.4 Safe Driving Policy

Riverside employees using their personal vehicles or an Organization vehicle while on Riverside business must have a valid driver's license and obey all traffic laws. Employees providing transportation to consumers or riding with other staff members on Riverside business, whether in their own vehicle or an Organization vehicle, must use seat belts, and must assure that consumers also comply with this mandate.

When safe driving records are required as outlined in Section 1.5.5, employees found to have an unsafe driving record, as determined by Riverside’s Healthcare and Safety Committee, will not be eligible for positions with driving requirements. In such cases, the employee may be subject to termination.

2.6.5 Accidents/Traffic Violations

An employee who is involved in a motor vehicle accident, or who receives a citation for a traffic violation while on Riverside business, must report it to his/her supervisor immediately. Payment of traffic citation fines and parking tickets is the responsibility of the driver of the vehicle, and is not reimbursable.

In the event of an accident, a Riverside Auto Accident Form must be completed and submitted to the Dedham Office Manager within three working days, accompanied by a Massachusetts Operator’s Report of Motor Vehicle Accident form (over $500 damage or personal injury). A Worker’s Compensation Incident Report form must be completed when there is any injury to a staff person. If consumers were in the vehicle and injured as a result of the accident, an Incident Report Form must also be completed as outlined in Riverside’s Incident Reporting and Investigations Manual and forwarded to the Quality Management Staff. Failure to comply with this reporting requirement may result in disciplinary action up to and including termination.

As outlined in the Drug and Alcohol Policies, Section 9.0, any employee who is involved in an automobile accident while driving an Organization vehicle or driving consumers in an Organization or personal vehicle, may be asked to undergo drug and alcohol testing.

2.7 Other Administrative Provisions

2.7.1 Changes of Personal Information

Employees are expected to keep Human Resources informed of any changes in address, telephone number, or person to be notified in case of emergency. It is also important that Human Resources be informed of changes in family status, such as change in marital status or domestic partner, the addition of dependents, tax status and other personal information.

These changes must be submitted to Human Resources on the appropriate personnel change form or Change in Family Status form. Forms may be obtained from supervisors or by calling Human Resources. Changes in family status, such as the birth of a child, a spouse’s job change, an employee’s change in employment status, etc., may impact benefits eligibility and must be submitted to Human Resources within thirty days of the change.

2.7.2 Organization Property

All employees will sign a Statement of Receipt of Riverside Property documenting the value of all Organization property issued to them and a statement clarifying that the value of lost, damaged or unreturned items at the time of termination is deducted from the employee’s pay as allowable under applicable Massachusetts wage and hour laws. Such property includes, but is not limited to, cellular phones, pagers and computers. Any property issued to an employee remains the property of the Organization and is intended for use in the performance of his/her duties for Riverside exclusively. Lost or damaged property must be reported immediately to the employee’s supervisor. All Organization property must be returned upon termination.

2.7.3 Personal Property

Employees are discouraged from bringing personal property to the work site. Riverside is not responsible for the loss, theft or damage to personal property while on the Organization’s premises.

2.7.4 Organization Communications

Riverside publishes a regular newsletter containing information of interest and importance to all employees. Included in each issue is a calendar of Riverside events and administrative deadlines, as well as articles about the health care and human services industry and various Organization programs. All employees are encouraged to read the newsletter.

Employees may submit articles and suggestions to the newsletter editor in care of the Administrative Office and may join the Newsletter Committee when openings exist.

Many Riverside locations have bulletin boards where notices of training programs, position openings and other announcements are posted. Employees are encouraged to regularly check the bulletin boards at their work sites and at the Administrative Office. Bulletin boards are restricted to Organization business and health or Organization-sponsored items for public information. Employees who wish to post notices on program bulletin boards may submit materials for approval by the Program Director/Manager. Each administrative site will designate and post the name of the manager who is responsible for reviewing and approving materials to be posted on bulletin boards. Non-approved materials are not permitted on Riverside bulletin boards and will be removed.

Division Directors/Senior Managers and Program Directors/Managers receive announcements and memos for distribution to staff. They are responsible for ensuring that their staff is aware of any special announcements or information.

In an effort to maintain open lines of communication, program visits may be conducted by members of Executive Management to discuss current issues affecting the programs and the organization. All employees are encouraged to attend and to openly discuss issues and topics of interest.

2.7.5 Smoking Policy

Riverside strives to provide a safe and healthful environment for consumers, staff and visitors. All administrative offices and most program sites are designated as "non-smoking." In these sites, smoking is only permitted outside in designated areas. Program sites that do allow smoking have designated rooms where smoking is allowed. Smoking is allowed only in these designated areas. In residential programs, smoking is never permitted in bedrooms.

2.7.6 Political Activity

From time to time, consumers may choose to advocate on a variety of issues. Staff members are permitted to provide support for these efforts during working hours to further consumers’ community integration. No other political activity by employees is permitted during working hours. Any employee engaging in political activity on his/her own time may not associate Riverside with this activity.

2.7.7 Solicitation/Distribution of Materials

Any solicitation or distribution of materials by non-employees on premises owned, operated, leased or controlled by Riverside or in Riverside programs is prohibited. Employees are encouraged to report any unauthorized solicitation or distribution of materials to their Supervisor immediately.

The solicitation and distribution, by employees, of items and materials including literature, circulars, notices, papers and leaflets is prohibited during working time and on premises owned, operated, leased or controlled by Riverside. Such solicitation and distribution is prohibited in any Riverside program or premises including residential programs, emergency programs, outpatient programs, day treatment programs or any other program including clubhouses and in administrative offices, waiting rooms, corridors, conference room, areas used for storage, receiving, distribution, housekeeping, repair or maintenance.

Only the President/CEO may authorize non-Organization related fund drives by a limited number of charitable organizations (i.e., United Way).

2.7.8 Conflict of Interest

No Riverside employee may engage in outside activity, including employment, that conflicts with regular working hours, impairs efficiency or is considered a conflict of interest in the performance of assigned duties as determined by the President/CEO or designated management staff. No employee may use his/her employment to solicit gifts, loans, gratuities or services. No employee may accept gifts in excess of $50.00 in value and must notify his/her supervisor when a gift has been accepted, regardless of the value. No Organization time, resources, or confidential information is to be used to personal advantage.

2.7.8.1 Private Practice and Outside Clinical Employment

No employee may engage in private practice or employment at another clinic in the same, or contiguous, city or town as the Riverside program in which they are employed without the written approval of their Division Director. An employee who maintains a private clinical practice may not solicit or accept referrals from Riverside without the written approval of the Division Director. Requests for such approval must be made in writing and be submitted to the appropriate Division Director. Employees leaving Riverside and starting a private practice are prohibited from soliciting Riverside consumers or engaging in any other unethical behavior designed to influence a consumer’s decision in choosing a clinician or other care provider.

2.7.9 Out-of-Pocket Expenses

Employees are discouraged from using their own resources to purchase items for the Organization. In most instances, petty cash funds or Organization charge accounts are available for emergency purchases. With prior approval of a supervisor, an employee may incur out-of-pocket expenses. Reimbursement will be made upon presentation of receipts and a "Check Request" form approved by the Program Director/Manager or designated Senior Manager.

2.7.10 Work-Related Injuries

Any employee who sustains a work-related injury must report the incident to his/her supervisor immediately. A Worker’s Compensation Incident Report of the injury must be completed and submitted to Human Resources within forty-eight hours of the injury. If the injury requires medical attention and/or results in the loss of five or more work days, the employee's wages may be covered by Worker's Compensation Insurance. Failure to report a work-related injury may result in the loss of benefits.

2.7.11 Dress and Appearance

The dress and appearance of Riverside staff has a direct impact on the confidence people have in the services we provide. It also reinforces with consumers, colleagues, families, the public and our payers that we are professionals and perform important work for the community.

Employees are expected to dress appropriately and have a well-groomed appearance. Appropriate dress may vary across work settings based on the nature of the work and health and safety considerations. Senior Managers will define specific dress requirements in keeping with the needs of each work setting, and divisions may create additional dress policies. In all cases, employees are expected to wear attire that is clean and neat and appropriate for the work they are performing.

When attending trainings, orientations, and meetings in the administrative offices in Dedham, or at State agencies or other professional offices, staff are expected to wear clothing appropriate to an administrative setting (see below).

This policy includes examples of acceptable and unacceptable clothing. Since not every situation can be covered by this policy, managers and supervisors will exercise reasonable judgment in applying these standards.

Riverside has created two categories of dress based on the needs of employees working in each group. The first category includes staff working in administration, career services, clinical programs (i.e.: outpatient, emergency services, and day treatment) and all receptionist/office staff. The second category includes all staff working in residential programs and programs such as clubhouses, early intervention, outpatient CRS, respite programs, and youth and family services.

Acceptable dress for administration, career services, clinical programs and receptionist/office staff includes:

• business dress including dress slacks or skirts with blouses, shirts or sweaters, or dresses for women; dress slacks with collared shirt, sweater or shirt and tie for men.

Unacceptable dress for administration, career services, clinical programs and receptionist/office staff includes:

• sweatshirts and t-shirts
• blue jeans or other clothing made from blue denim material
• shorts
• any hats worn indoors

Acceptable dress for residential, clubhouse, early intervention, outpatient CRS, respite programs and youth and family services includes:

• casual clothing that is neat, comfortable, practical, safe for the setting, appropriately sized and appropriate to the task.

Unacceptable dress for all staff throughout the entire organization includes:

• overly revealing clothing including: mini skirts, short shorts, halter or spaghetti strap tops, see through clothing, clothing exposing undergarments or a bare midriff
• excessively form fitting clothing
• clothing that is worn out, frayed, ripped or torn
• pajama bottoms or gym clothes, including muscle shirts and sweat pants
• clothing or hats with offensive or obscene printed material
• plastic or rubber flip flops

Employees who have questions regarding the appropriateness of clothing should direct them to their manager.

Managers/supervisors have the discretion to send staff in violation of the policy home to change. Repeated violations will result in disciplinary action, refer to Riverside's policy 6.0 Counseling, Warning and Disciplinary Action.

Should an employee not be able to comply with the dress and appearance policy due to a medical condition, religious beliefs etc., the employee may request a waiver.  All waiver requests should be directed to their manager/supervisor and will be reviewed by Human Resources.    

2.7.12 Travel Expense Guidelines and Procedures

Riverside employees traveling on behalf of the Organization who are attending conferences and meetings are encouraged to consider the lowest cost alternatives possible for such items as air travel, hotel, etc. Ground transportation and food expenses are subject to limits imposed by the President/CEO or designee. The Organization will not reimburse for alcoholic beverages.

Staff may pay for travel related expenses with a Riverside credit card or out-of-pocket with written receipts for each expense item. Staff paying out-of-pocket must submit receipts along with a "Check Request" form approved by the Division Director to the Accounts Payable Department requesting reimbursement consistent with the above guidelines. In certain instances, the Program Director/Manager may provide staff with cash advances for expenses. When this occurs, staff is required to submit receipts to the Program Director/Manager for all cash expenditures.