• Timekeeping

Avenue Home Care expects all employees to accurately record their time worked. Upon being hired, you will be instructed on how to use the telephony system from your cell phone. It is the employee’s responsibility to clock “in” and “out” daily. Having someone else clocking for you is immediate termination for both parties. Excessive neglect to clock “in” or “out” will result in disciplinary action. If you forget to clock in or out, you must notify your supervisor immediately. Your supervisor will document each violation.

You are required to clock “out” if you leave the client’s home at any time during your shift for personal reasons (Provided you have proper approval to leave). Upon your return, you should clock “in”. Leaving the client home at any time during your shift while still clocked “In” is grounds for corrective action. You are not permitted to clock-in more than 5 minutes before your scheduled start time, nor are you permitted to punch out or quit working later than 5 minutes past your scheduled stop work time.

Altering, falsifying, tampering with timekeeping records is grounds for immediate termination. If corrections or modifications are made to the time record, both the employee and the supervisor or designee must verify the accuracy of the changes. Please bring any discrepancies in your paycheck to the agency administrator’s attention immediately. When the discrepancy is verified, the adjustment will be reflected as soon as administratively possible.

• Payday

Avenue Home Care employees are paid monthly bi-weekly. Each workweek begins at 12:00 am on Sunday and continues through 11:59 pm on Saturday. Employees should always review their paycheck statement for accuracy. Mandatory deductions, such as federal, state, and local income taxes and contributions to Social Security and Medicare will be itemized on the payroll check stub. Employees should notify their supervisor or administration immediately if they believe an error has occurred with their pay so that corrective action can be taken.

Employees will be advised whenever the agency is required to make other mandatory deductions from their paycheck, such as court-ordered garnishments or support orders. Employees are responsible for reporting entitled deductions accurately. Ensure you have an accurate, current W-4 form on file at all times.

Please be sure that you clock “in” and “out” every time you work in order to keep accurate timekeeping records so that we can process our payroll in a timely and efficient manner. Each paycheck will include earnings for all work performed through the end of the previous payroll period, as long as timekeeping records confirm the hours worked and are approved prior to the payroll being finalized for payment processing.

If you have questions or concerns about your paycheck, including any deductions from your paycheck, you should contact the agency administrator right away so that the agency can investigate your concerns and correct any possible errors.

• Pay Options

Your paycheck can be automatically deposited into your bank through direct deposit. Your paycheck can be deposited into the financial institution of your choice, at no cost to you, and your money is available for use on payday. You may obtain a direct deposit application from the office.

• Overtime Pay (Non-exempt Employees)

The agency at times may require employees to work overtime. Prior approval by a supervisor or administration is required before any non-exempt employee works overtime. Employees working overtime without approval will be subject to disciplinary action.

Non-exempt full-time employees are eligible for additional pay for work performed beyond their regularly scheduled 40 weekly hours as well as after 9 consecutive hours in a 24 hour period. The first five hours after the normal 35 hours worked in a week are paid at the employee's regular hourly rate. Non-exempt employees will receive one and one-half times their regular hourly rate for hours worked exceeding 40 hours per workweek. Exempt employees are not entitled to overtime pay. 

All overtime payments will be made in the pay period following the period the overtime was worked.

• On-Call Pay (Non-exempt Employees)

An on-call employee who is called back to work outside his or her normal work schedule shall be paid for the time worked or a minimum of two hours, whichever is greater.

Time worked while on-call will be calculated at the employee’s regular rate of pay. If an employee is called back to work, he or she will be paid for travel time. If an on-call employee is not called back, no pay will be earned. Overtime compensation is applicable only when total hours worked exceed 40 hours in a workweek.

• Holiday Pay

Avenue Home Care observes the following holidays: New Year’s Day, Memorial Day, Easter, 4th of July, Labor Day, Thanksgiving Day, and Christmas Day.

At the discretion of the agency when a holiday falls on a weekend, the Friday preceding or Monday following will be designated the observed holiday. Regular full time employees are paid eight hours for each holiday. Temporary employees are not paid for holidays, unless they are specifically requested to work on the designated holiday. Full-time non-exempt employees will be paid one and one half their regular hourly rate when requested to work on an agency-designated holiday. Part-time employees will be paid one and one-half times their regular hourly rate for working on an agency-designated holiday. Exempt employees are not entitled to holiday pay.

• Travel and Expense Reimbursement

Avenue Home Care will reimburse employees for expenses incurred on behalf of the agency. These expenses may include, but are not limited to car allowance or mileage for travel, excluding normal commute to and from work, lodging, meals, and phone calls when out of town on business, and the purchase of necessary supplies and equipment. When employees do travel they should seek to incur the lowest reasonable travel expenses and exercise care to avoid the appearance of impropriety.

Employees must provide appropriate receipts or explanation for each expenditure that must be approved by their supervisor or administration. Whenever possible, all expenses must be approved in advance. Expenses will be reimbursed on the next regular payday following submission.

Exempt employees will be paid their regular salary for weeks in which they travel. Nonexempt employees will be paid for travel time in accordance with federal and state wage payment laws

• Employee Referral Bonus

To encourage and reward Avenue Home Care employees who refer qualified candidates for job positions within the agency, we sponsor an employee referral incentive program. When a current active employee refers an individual to this agency for employment, and that person is hired the referring employee will receive a bonus of $25 when the new employee has worked 30 days or more.  The current employee must notify the office that they are referring a new applicant, and the applicant must indicate the employee's name on the application.

• Client Referral Bonus

Avenue Home Care employees who refer a client to us will receive a bonus of $50, provided the client stays with the agency for 30 days. The bonus will be paid on the first regular payday following the 30 days.