Code of Ethics and Professional Responsibility

As a representative of Homewatch CareGivers, I agree to conduct myself according to the following principles:My first priority is the client and their family.I will present our services in a truthful and honest manner, treating clients, caregivers and other members of the office as if they were members of my own family.I will acknowledge the importance of the client, their family, or their advocate in the development of the customized Care Plan.I will, to the best of my ability, meet the needs of the client, caregivers and other members of the office as they define them, by listening and responding appropriately.I will keep all client information strictly confidential in accordance with HIPAA Regulations (Health Insurance Portability and Accountability Act of 1996).I will care for clients with respect and dignity because I know my actions will have a positive impact, helping them stay in their homes longer.I will report any signs of neglect or abuse to my supervisor immediately.I will conduct myself with the highest standards of integrity, compassion and responsibility, because I know my actions have far-reaching effects on Homewatch CareGivers.I will make the “Golden Rule” my daily priority – treating others as I would have them treat me.I will be courteous and prompt in handling all questions and complaints, following Homewatch CareGivers policies and procedures.I will maintain my competency with continued education, improving my skills, knowledge, commitment, and attitude, to become a better version of myself.

Code of Ethics and Professional Responsibility*Date

EMPLOYMENT ARBITRATION CLAUSE

Should any dispute between Employee and Employer arise at any time out of any aspect of the employment relationship, including, but not limited to, the hiring, performance or termination of employment and/or cessation of employment with the Employer and/or against any employee, officer, alleged agent, director, affiliate, subsidiary or sister company relationship, or relating to an application or candidacy for employment, Employee and Employer will confer in good faith to resolve promptly such dispute. In the event that Employer and Employee are unable to resolve their dispute and should either desire to pursue a claim against the other party, both employer and Employee agree to have the dispute resolved by final and binding Arbitration. The Employee and Employer agree that the Arbitration shall be held in the county and state where Employee currently works for Employer or most recently worked for Employer.

The Arbitration shall be conducted by an Arbitrator(s) provided by an impartial third-party Arbitration provider, NAM (National Arbitration and Mediation) (“NAM”), and be subject to NAM’s Employment Rules and Procedures and the Fee Schedule in effect at the time the claim is filed with NAM.

All previously unasserted claims arising under federal, state or local statutory or common law and all disputes relating to the validity of this contract, as well this Arbitration provision, shall be decided by final and binding Arbitration. Any award of the Arbitrator(s) is final and binding and may be entered as a judgment in any court of competent jurisdiction. In the event a court having jurisdiction finds any portion of this agreement unenforceable, that portion shall not be effective, and the remainder of the agreement shall remain in effect.

EMPLOYMENT ARBITRATION CLAUSE*   


   BACKGROUND RELEASE NOTIFICATION & REQUEST FORM

I understand that, in connection with my application for or employment by HOMEWATCH CAREGIVERS of Boca Raton, a background check is required by the Employer that may include information as to my character, work habits, performance and experience, along with reason for termination of past employment from previous employers. I give consent to the employer to download AHCA clearing house document.

I further understand that the Employer is requesting information concerning my motor vehicle operation history and criminal conviction history from various states, private and insurance sources, along with other available public records. Homewatch CareGivers may also deduct the cost of background checks and drug screenings from the employee’s paycheck if the employee does not remain with the company for the entire introductory period of 90 days. This fee can be up to $100 which may be deducted from the final paycheck to return the cost of fingerprinting, background checks and drug screenings that the company has paid to employ the caregiver.

I voluntarily and knowingly authorize each and every present and past employer or supervisor, college, university or other institute of education; administrators; law enforcement agency, state agency, federal agency, finance bureau/office; credit bureau; collection agency; private business; military branch or the National Personnel Records Center; personal reference; and/or other persons to give records of information they may have concerning my criminal conviction history, health, character, and employment, or any other information requested by the Employer or its authorized agent.I voluntarily, knowingly and unconditionally release any named or unnamed reporting party from any and all liability resulting from the furnishing of any information to either the Employer or its authorized agent.

This release and notification shall be valid for my term of employment from the date indicated next to my signature. A photographic or facsimile transmitted copy of this authorization shall be as valid as the original.The purpose of this release is to notify you that a consumer report will be compiled in the course of consideration for your employment. This release form must be maintained for a minimum period of twenty-five (25) months per the Fair Credit Reporting Act but will remain in effect for the length of employment as stated above.

BACKGROUND RELEASE NOTIFICATION & REQUEST FORM*Date