Iowa Admin. Code r. 441-105.3 - Personnel policies
(1)
Policies in writing. The following personnel policies and
practices of the agency relating to a specific facility shall be described in
writing and accessible to staff upon request:
a. Affirmative action and equal employment
opportunity policies and procedures covering the hiring, assignment and
promotion of employees.
b. Job
descriptions for all positions.
c.
Provisions for vacations, holidays and sick leave.
d. Effective, time-limited grievance
procedures allowing the aggrieved party to bring the grievance to at least one
level above that party's supervisor.
e. Authorized procedures, consistent with due
process for the suspension and dismissal of an employee for just cause.
f. Written procedures for annual
employee evaluation shall be in place for each facility and available to all
staff upon request.
(2)
Health of employees. Each staff person who has direct client
contact or is involved in food preparation shall be tested for tuberculosis and
have had a physical examination within six months prior to hiring, unless the
staff can produce valid documentation of the physical and tuberculosis test
from within the previous three years. Physical examinations shall be completed
at least every three years thereafter, or whenever circumstances require them
more frequently. Evidence of these examinations or tests shall be included in
each personnel file. The examinations or tests shall be completed by one of the
following:
a. A physician as defined in Iowa
Code section
135.1(4);
b. An advanced registered nurse practitioner
who is registered with and certified by the Iowa board of nursing to practice
nursing in an advanced role; or
c.
A physician assistant licensed under Iowa Code chapter 148C.
(3)
Personnel
records. A record shall be maintained by the facility as applicable
for each volunteer who has direct responsibility for a child or access to a
child when the child is alone and for each employee. The record shall contain
at least the following:
a. Name, address, and
social security number of the volunteer or employee.
b. A job application containing sufficient
information to justify the initial and current employment.
c. Verification of education and experience.
Applicants for positions having educational requirements shall be permanently
employed only after the facility has obtained a certified copy of the
transcript, diploma, or verification from the school or supervising agency.
Applicants for positions having experience requirements shall be permanently
employed only after the facility has obtained verification from the agency
supervising the experience.
d.
Verification of license. Applicants for positions requiring licenses shall be
permanently employed only after the facility has obtained written verification
of their licenses. Evidence of renewal of licenses as required by the licensing
agency shall be maintained in the personnel record.
e. References. At least two written
references or documentation of oral references shall be contained in the
volunteer's or employee's personnel record. In case of unfavorable references,
there shall be documentation of further checking to ensure that the person will
be a reliable volunteer or employee.
f. A written, signed and dated statement
which discloses any substantiated instances of child abuse, neglect or sexual
abuse committed by the volunteer or job applicant.
g. Documentation of the submission of Form
470-0643, Request for Child Abuse Information, to the central abuse registry,
the registry response, the department's evaluation of any abuse record
discovered, and a copy of Form 470-2310, Record Check Evaluation, if the
volunteer or staff person has completed and submitted it.
h. A written, signed and dated statement
furnished by the new volunteer or applicant for employment which discloses any
convictions of crimes involving the mistreatment or exploitation of a
child.
i. Documentation of a check
with the Iowa department of public safety on all new volunteers and applicants
for employment using Form 595-1396, DHS Criminal History Record Check, Form B;
a copy of the department's evaluation of any criminal record discovered; and a
copy of Form 470-2310, Record Check Evaluation, if the volunteer or applicant
has completed and submitted it.
j.
Documentation of any checks with the Iowa department of public safety for
persons hired before July 1, 1983, for whom the agency has reason to suspect a
criminal record.
k. Current
information relative to work performance evaluation.
l. Records of preemployment health
examination or a record of a health report as required in 105.3(2) as well as a
written record of subsequent health services rendered to an employee as
necessary to ensure that all facility employees are physically able to perform
their duties.
m. Information on
written current reprimands or commendations.
n. Position in the agency, and date of
employment.
Notes
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