IRTS Personnel Policies

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IRTS Personnel Policies

Sexual Contact Violations

  • Policy: No staff member is allowed to engage in sexual contact or penetration with clients.
  • Definitions:
    • Sexual Contact: Intentional touching of intimate parts without consent, with or without clothing, involving coercion or authority misuse.
    • Sexual Penetration: Includes intercourse and any intrusion into genital or anal openings without consent, using coercion or authority.
  • Consequences: Violation leads to investigation and reporting to authorities.
  • Legal References: Minn. Stat. §245I.03, Subd. 8 (3); §609.341, Subd. 11,12; §609.344, Subd. 1; §609.345, Subd. 1.

Prohibiting Abuse

  • Policy: Staff are prohibited from neglecting, abusing, or maltreating clients.
  • Definitions:
    • Neglect: Failure to provide necessary care or services.
    • Abuse: Physical, emotional harm, or exploitation, including inappropriate sexual conduct.
    • Maltreatment: Combination of neglect, abuse, and financial exploitation.
    • Financial Exploitation: Unauthorized use of funds or property of a vulnerable adult.
  • Reporting: Suspected maltreatment must be reported and will be investigated.
  • Legal References: Minn. Stat. §245I.03, Subd. 8(4); §626.5572, Subd. 2, 9, 15, 17, 20; §626.557, Subd. 1.

Alcohol and Drug Policy

  • Policy: Prohibits staff from using, possessing, or being under the influence of alcohol, drugs, or non-prescribed medications while responsible for clients or on Company premises.
  • Testing: Staff may be subject to drug/alcohol testing based on reasonable suspicion, random selection, post-accident, or as part of a treatment program.
  • Legal References: Minn. Stat. §245A.04, Subd. 1(c); §245I.03, Subd. 8(5).

Disciplinary Action, Suspension, or Dismissal Policy

  • Purpose: To address performance issues and unacceptable conduct.
  • Process:
    • Progressive Steps: Oral warning, written warnings, corrective action plans, suspension (with or without pay), and termination.
    • Criteria: Includes unsatisfactory performance, policy violations, and unacceptable conduct.
    • Documentation: Supervisors must document all disciplinary actions and performance evaluations.
  • Definitions:
    • Unsatisfactory Job Performance: Failure to meet job requirements.
    • Unacceptable Personal Conduct: Violations of policies, laws, or unprofessional behavior.
    • Gross Inefficiency: Severe performance failures causing significant harm or risk.
    • Insubordination: Refusal to follow reasonable orders.
  • Legal References: Minn. Stat. §245I.03, Subd. 8(7).

IRTS Personnel Policies

Sexual Contact Violations

  • Policy: No staff member is allowed to engage in sexual contact or penetration with clients.
  • Definitions:
    • Sexual Contact: Intentional touching of intimate parts without consent, with or without clothing, involving coercion or authority misuse.
    • Sexual Penetration: Includes intercourse and any intrusion into genital or anal openings without consent, using coercion or authority.
  • Consequences: Violation leads to investigation and reporting to authorities.
  • Legal References: Minn. Stat. §245I.03, Subd. 8 (3); §609.341, Subd. 11,12; §609.344, Subd. 1; §609.345, Subd. 1.

Prohibiting Abuse

  • Policy: Staff are prohibited from neglecting, abusing, or maltreating clients.
  • Definitions:
    • Neglect: Failure to provide necessary care or services.
    • Abuse: Physical, emotional harm, or exploitation, including inappropriate sexual conduct.
    • Maltreatment: Combination of neglect, abuse, and financial exploitation.
    • Financial Exploitation: Unauthorized use of funds or property of a vulnerable adult.
  • Reporting: Suspected maltreatment must be reported and will be investigated.
  • Legal References: Minn. Stat. §245I.03, Subd. 8(4); §626.5572, Subd. 2, 9, 15, 17, 20; §626.557, Subd. 1.

Alcohol and Drug Policy

  • Policy: Prohibits staff from using, possessing, or being under the influence of alcohol, drugs, or non-prescribed medications while responsible for clients or on Company premises.
  • Testing: Staff may be subject to drug/alcohol testing based on reasonable suspicion, random selection, post-accident, or as part of a treatment program.
  • Legal References: Minn. Stat. §245A.04, Subd. 1(c); §245I.03, Subd. 8(5).

Disciplinary Action, Suspension, or Dismissal Policy

  • Purpose: To address performance issues and unacceptable conduct.
  • Process:
    • Progressive Steps: Oral warning, written warnings, corrective action plans, suspension (with or without pay), and termination.
    • Criteria: Includes unsatisfactory performance, policy violations, and unacceptable conduct.
    • Documentation: Supervisors must document all disciplinary actions and performance evaluations.
  • Definitions:
    • Unsatisfactory Job Performance: Failure to meet job requirements.
    • Unacceptable Personal Conduct: Violations of policies, laws, or unprofessional behavior.
    • Gross Inefficiency: Severe performance failures causing significant harm or risk.
    • Insubordination: Refusal to follow reasonable orders.
  • Legal References: Minn. Stat. §245I.03, Subd. 8(7).