Supervisor Portal

1. Purpose

New Day Recovery is committed to maintaining client safety from the moment they enter the facility. Many clients arrive in vulnerable conditions, and leaving the premises on foot can place them at risk. This policy establishes transportation requirements to ensure safe arrival and departure.

2. Policy Statement

Once a client steps foot inside the building, they are considered under New Day Recovery’s care for the duration of their visit. Clients may not leave the facility on foot and must depart with an approved ride, such as:

• A designated family member or guardian
• A verified transportation provider
• A staff-approved ride service
• A program-approved transport vehicle

This policy is for safety only and does not constitute detainment, restraint, or holding a client against their will.

3. Voluntary Participation

Clients remain free to discontinue services at any time. However, for safety reasons, they cannot exit the building without transportation arranged. If a client wishes to leave:

• Staff will assist in arranging a safe ride
• Staff will ensure the client is not placed at risk by walking away
• Staff will document the departure for safety and compliance

4. No Signature Required

This policy does not require client signature or consent. It is a standard safety protocol applied to all clients entering the building.

5. Staff Responsibilities

• Ensure clients do not exit the building on foot
• Verify transportation before allowing departure
• Document any refusal of transportation or safety concerns
• Notify a supervisor if a client insists on leaving without a ride

6. Exceptions

Exceptions may be approved only by:

• Program Director
• Clinical Supervisor
• On-Duty Management

Exceptions must be documented and justified based on safety.

7. Rationale

This policy protects clients who may be:

• Under emotional distress
• Experiencing withdrawal
• At risk of harm
• Without stable transportation
• In need of supervised care

The goal is client safety, not restriction of rights.

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Confidential clinical/incident documentation — complete promptly and according to New Day Recovery policy, applicable law, and clinical emergency procedures.

Important Safety Notice

This form documents a disclosure, observed warning signs, staff response, notifications, and follow-up. It does not replace a clinical suicide risk assessment, emergency evaluation, medical evaluation, or the facility’s emergency response protocol. If there is an immediate danger, do not leave the resident alone; initiate the facility’s emergency procedure and obtain emergency/clinical assistance as required.

1. Resident & Incident Information

• Resident Name: __________
• DOB: __________
• Date of Disclosure/Incident: __________
• Time: __________ ☐ AM ☐ PM
• Location: __________
• Room/Unit: __________
• Shift: ☐ Morning ☐ Afternoon ☐ Evening ☐ Overnight
• Staff Member Receiving Disclosure/Observing Concern: __________
• Other Staff/Residents Present or Witnesses: __________
• Report Date/Time: __________

2. Type of Concern / Disclosure

• ☐ Direct statement of suicidal intent
• ☐ Suicidal thoughts/ideation reported
• ☐ Self-harm thoughts or intent
• ☐ Suicide plan disclosed
• ☐ Suicide attempt or interrupted attempt
• ☐ Self-harm behavior observed
• ☐ Preparatory behavior / gathering means
• ☐ Threat or concerning statement reported by another person
• ☐ Significant behavioral change / warning signs
• ☐ Other: __________

3. Resident’s Disclosure — Document Objectively

Document the resident’s words as accurately as possible. Use quotation marks for direct statements. Avoid interpretation, diagnosis, or conclusions in this section.

• Resident’s exact statement(s): __________
• What the resident reported about current thoughts, feelings, or urges: __________
• Additional relevant observations / behavior: __________

4. Immediate Risk Indicators Reported or Observed

• ☐ Current suicidal thoughts
• ☐ Intent to act now / imminently
• ☐ Specific method identified
• ☐ Access to identified means
• ☐ Timeframe identified
• ☐ Location identified
• ☐ Prior suicide attempt disclosed
• ☐ Recent self-harm disclosed
• ☐ Substance use/intoxication concern
• ☐ Agitation / severe distress observed
• ☐ Hopelessness / feeling trapped reported
• ☐ Giving away possessions / goodbye behavior
• ☐ Recent major loss or crisis
• ☐ Commanding voices / unusual perceptions reported
• ☐ Unable/unwilling to agree to immediate safety measures
• ☐ Protective/supportive factors identified
• ☐ No current intent reported
• ☐ Unable to determine

5. Plan / Means / Access — Document Only What Was Disclosed or Observed

• Method or means identified (if any): __________ (☐ None disclosed ☐ Unknown)
• Access to means reported/observed: __________ (☐ No access identified ☐ Unknown)
• Timeframe disclosed: __________ (☐ None ☐ Unknown)
• Location disclosed: __________ (☐ None ☐ Unknown)
• Additional details: __________

6. Immediate Safety Actions Taken

• ☐ Resident remained continuously supervised / not left alone
• ☐ Resident moved to designated safe/observable area
• ☐ Potentially dangerous items/means secured or removed per policy
• ☐ Clinical supervisor / licensed clinician notified
• ☐ Program/facility leadership notified
• ☐ Emergency medical/behavioral health evaluation initiated
• ☐ 911 / emergency services contacted
• ☐ Mobile crisis / crisis service contacted
• ☐ Responsible party/emergency contact notified per policy
• ☐ Prescriber/medical provider notified per policy
• ☐ Resident safety plan / crisis plan reviewed or initiated
• ☐ Observation level increased per clinical direction/policy
• ☐ Transfer to higher level of care arranged
• ☐ Other: __________

7. Notifications & Contacts

• Person/Role Notified: __________ Date: __________ Time: __________
• Method: ☐ In person ☐ Phone ☐ Secure message ☐ Other: __________ Response/Instructions: __________
• Person/Role Notified: __________ Date: __________ Time: __________
• Method: ☐ In person ☐ Phone ☐ Secure message ☐ Other: __________ Response/Instructions: __________
• Emergency Services / Crisis Service (if applicable): __________ Call Time: __________ Reference/Incident #: __________

8. Incident Timeline

Record significant events in chronological order. Use additional pages if necessary. Columns: Time — Event / Observation / Statement / Action — Staff Initials. (Six timeline rows on the printed form.)

9. Follow-Up / Disposition

• ☐ Returned to program only after appropriate clinical clearance
• ☐ Remained under enhanced observation
• ☐ Transferred to emergency department / higher level of care
• ☐ Transported by emergency services
• ☐ Family/responsible party assumed care, when clinically appropriate and authorized
• ☐ Additional clinical evaluation scheduled
• ☐ Treatment / safety plan updated
• ☐ Staff handoff completed to next shift
• ☐ Incident report completed separately, if required
• ☐ Other: __________

• Disposition / follow-up narrative: __________

10. Staff Attestation & Signatures

I attest that I documented the information known to me at the time of this report as accurately and objectively as possible and that required notifications/actions were initiated according to New Day Recovery policy and applicable clinical/emergency procedures.

• Reporting Staff Name/Title: __________
• Signature: __________
• Date: __________ Time: __________ Shift: ☐ Morning ☐ Afternoon ☐ Evening ☐ Overnight
• Supervisor/Clinical Reviewer: __________
• Signature: __________
• Review Date: __________ Time: __________ Additional follow-up required: ☐ Yes ☐ No

CONFIDENTIAL — Maintain and disclose this document only as permitted by New Day Recovery policy, applicable privacy requirements, and authorized clinical/administrative procedures.

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Mission Statement

New Day Recovery exists to empower individuals on their journey toward long-term recovery by providing compassionate support, evidence-based guidance, and a safe, respectful environment. Our mission is to help every person build stability, strengthen resilience, and reclaim control of their life with dignity and hope.

Purpose of the Mission

The mission guides all staff actions, service delivery, and organizational decisions. It ensures that New Day Recovery remains focused on:

• Client-centered support
• Ethical care
• Recovery-oriented practices
• Community integration

Core Values Supporting the Mission

• Respect — Every individual is treated with dignity, compassion, and cultural sensitivity.
• Integrity — Staff uphold ethical standards and professional conduct at all times.
• Empowerment — Clients are supported in making informed choices and building independence.
• Safety — A secure, structured environment is maintained to promote healing and stability.
• Hope — Recovery is possible, and every person deserves the opportunity to thrive.

Commitment to Recovery Support

New Day Recovery is dedicated to:

• Providing peer-based recovery support
• Encouraging healthy routines and accountability
• Offering guidance, mentorship, and structure
• Supporting employment, education, and life-skills development
• Creating a community of encouragement and positive change

Staff Responsibilities in Upholding the Mission

• Model recovery-focused behavior
• Maintain professional boundaries
• Promote a safe, substance-free environment
• Support clients with empathy and non-judgment
• Encourage personal responsibility and growth
• Document interactions accurately and ethically
• Report safety concerns immediately
• Participate in ongoing training

• Employee Signature: __________
• Human Resource Signature: __________
• Date: __________

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1.0 Policy Statement

New Day Recovery affirms that every individual served is entitled to safe, ethical, respectful, and person-centered care. This policy outlines the rights afforded to individuals receiving services and the responsibilities expected of them to support a safe and effective treatment environment.

2.0 Purpose

The purpose of this policy is to:

• Define the rights of individuals served.
• Establish responsibilities necessary for safety and therapeutic progress.
• Ensure compliance with federal, state, and accreditation requirements.

3.0 Scope

This policy applies to:

• All individuals served by New Day Recovery.
• Parents, guardians, or legally authorized representatives.
• All New Day Recovery employees, contractors, interns, and volunteers.

4.0 Definitions

• Individual Served: Any person receiving services from New Day Recovery.
• Representative: A parent, guardian, or legally authorized decision-maker.
• Staff: Any person employed or contracted by New Day Recovery.

5.0 Rights of Individuals Served

5.1 Dignity and Respect — Individuals have the right to be treated with dignity, courtesy, and respect, free from discrimination based on race, ethnicity, gender, sexual orientation, disability, religion, age, or socioeconomic status.

5.2 Privacy and Confidentiality — Individuals have the right to:

• Confidential handling of personal information in accordance with HIPAA and state law.
• Access their own records as permitted by law.
• Private communication and secure storage of personal data.

5.3 Safe Environment — Individuals have the right to:

• A safe, clean, and supportive environment free from abuse, neglect, exploitation, harassment, or retaliation.
• Report concerns without fear of punishment.
• Protective interventions when clinically or legally necessary.

5.4 Participation in Treatment — Individuals have the right to:

• Participate actively in treatment planning and decision-making.
• Receive clear explanations of services, risks, benefits, and alternatives.
• Refuse services within legal and programmatic limits.

5.5 Communication and Advocacy — Individuals have the right to:

• Communicate freely with family, guardians, or chosen supports.
• Access advocacy resources, including legal counsel or ombudsman services.
• File grievances and receive timely, documented responses.

5.6 Quality of Care — Individuals have the right to:

• Competent, ethical, and evidence-based services delivered by qualified staff.
• Continuity of care without unnecessary disruption.
• Notification of changes in services, schedules, or providers.

6.0 Responsibilities of Individuals Served

6.1 Respectful Conduct — Individuals are responsible for:

• Treating staff, peers, and property with respect.
• Refraining from harmful, threatening, or disruptive behaviors.

6.2 Participation in Treatment — Individuals are responsible for:

• Engaging in treatment planning and following recommendations when able.
• Communicating needs, concerns, or changes honestly and promptly.

6.3 Providing Accurate Information — Individuals are responsible for:

• Providing truthful and complete information relevant to their care.
• Informing staff of changes in health status, medications, or personal circumstances.

6.4 Adherence to Policies — Individuals are responsible for:

• Following program rules designed to ensure safety and quality.
• Using equipment, facilities, and resources appropriately.

6.5 Attendance — Individuals are responsible for:

• Attending scheduled appointments and treatment sessions.
• Notifying staff in advance of cancellations or scheduling conflicts.

7.0 Grievance Procedure

New Day Recovery will:

• Acknowledge grievances within three (3) business days.
• Conduct a prompt and impartial investigation.
• Provide a written resolution within thirty (30) days, unless additional time is required and documented.

8.0 Compliance

This policy is maintained in accordance with:

• Federal and state regulations governing behavioral health and recovery services.
• HIPAA privacy and security requirements.
• Accreditation standards applicable to New Day Recovery.

9.0 Review and Revision

Policy E-3 shall be reviewed annually by the Compliance Department and updated as needed to reflect regulatory changes, accreditation requirements, or organizational improvements.

10.0 Approval & Signature Block

• Approved By: __________
• Title: __________
• Date: __________

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1. Purpose

The purpose of this policy is to ensure that all care, treatment, and services provided by New Day Recovery are delivered ethically, respectfully, and in alignment with professional standards, legal requirements, and the organization’s mission.

2. Scope

This policy applies to all New Day Recovery personnel, including clinical staff, administrative staff, contractors, volunteers, and any individual involved in providing or supporting client care.

3. Definitions

• Ethical Care — Care delivered in accordance with moral principles, professional codes, and respect for client rights.
• Informed Consent — A voluntary agreement to treatment after receiving clear information about risks, benefits, and alternatives.
• Confidentiality — Protection of client information from unauthorized disclosure.
• Professional Boundaries — Limits that protect the therapeutic relationship and prevent conflicts of interest.
• Ethical Dilemma — A situation where values or obligations conflict, requiring careful decision-making.
• Safeguarding — Actions taken to protect clients from abuse, neglect, or exploitation.
• Equitable Access — Fair and unbiased availability of services to all clients.

4. Ethical Principles

• Autonomy — Respecting client choice and decision-making.
• Beneficence — Acting for the client’s well-being.
• Nonmaleficence — Avoiding harm.
• Justice — Ensuring fairness and nondiscrimination.
• Fidelity — Maintaining trust, confidentiality, and integrity.

5. Staff Responsibilities

• Protect Client Rights — Ensure dignity, respect, cultural sensitivity, and privacy in all interactions.
• Provide Accurate Information — Explain treatment options, risks, benefits, and alternatives clearly.
• Maintain Confidentiality — Follow HIPAA and organizational standards for information protection.
• Uphold Professional Boundaries — Avoid dual relationships, favoritism, or personal involvement with clients.
• Report Ethical Concerns — Notify supervisors or compliance personnel of any violations or unsafe practices.
• Document Ethically — Ensure records are accurate, timely, objective, and free of bias.
• Promote Safety and Safeguarding — Identify and report signs of abuse, neglect, or exploitation immediately.
• Practice Cultural Competence — Deliver care that respects cultural, religious, gender, and identity differences.
• Participating in Training — Complete required annual ethics, confidentiality, and safeguarding training.

6. Procedures

6.1 Ethical Decision-Making Procedure

1. Identify the ethical issue — Determine which principles or rights are involved.
2. Gather relevant information — Review client needs, risks, laws, and organizational policies.
3. Consult appropriate resources — Supervisor, clinical director, ethics committee, or legal guidance.
4. Evaluate possible actions — Consider consequences, fairness, and alignment with ethical principles.
5. Decide — Choose the option that best protects client rights and safety.
6. Document the process — Record the issue, consultation, decision, and rationale.

6.2 Informed Consent Procedure

1. Provide clear, understandable information about treatment.
2. Assess client comprehension.
3. Allow time for questions.
4. Obtain voluntary consent without coercion.
5. Document consent in the client’s record.

6.3 Confidentiality Procedure

1. Store client information securely.
2. Share information only with authorized individuals.
3. Obtain releases of information when required.
4. Report breaches immediately to compliance leadership.

6.4 Safeguarding Procedure

1. Identify signs of abuse, neglect, or exploitation.
2. Ensure immediate client safety.
3. Report concerns to supervisors and authorities as required.
4. Document all observations and actions taken.

6.5 Professional Boundaries Procedure

1. Maintain therapeutic relationships free of personal involvement.
2. Avoid gifts, favors, or dual relationships.
3. Report boundary concerns immediately.
4. Document incidents or corrective actions.

7. Reporting Ethical Concerns

Staff must report concerns to:

• Clinical Supervisor
• Program Director
• Compliance Officer
• Anonymous reporting system (if available)

Retaliation for reporting is prohibited.

8. Training Requirements

All staff must complete annual training in:

• Ethical care
• Confidentiality and HIPAA
• Cultural competence
• Safeguarding
• Professional boundaries

9. Compliance

Failure to comply with this policy may result in corrective action, up to and including termination.

10. Review Cycle

Policy E-3 will be reviewed annually and updated as needed.

• Employee Signature: __________
• Human Resources Signature: __________
• Date: __________

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Section 1 — Policy Statement

New Day Recovery is committed to providing a workplace and service environment that is inclusive, culturally safe, respectful, and free from harassment or unethical conduct. This policy outlines expectations for professional behavior and safeguards for clients, staff, and the community.

Section 2 — Purpose

This policy establishes standards to:

• Promote cultural diversity awareness and sensitivity.
• Prevent and address sexual harassment.
• Identify and manage conflicts of interest.
• Ensure cultural safety in all recovery environments.
• Support ethical, trauma-informed, and culturally respectful service delivery.

Section 3 — Scope

This policy applies to:

• Employees
• Clinical staff
• Administrative staff
• Volunteers
• Contractors
• Students and interns
• Any individual representing New Day Recovery

Section 4 — Definitions

• 4.1 Cultural Diversity — Respect for differences in ethnicity, language, religion, values, traditions, and worldviews.
• 4.2 Cultural Safety — An environment where individuals feel respected, valued, and protected from cultural harm or discrimination.
• 4.3 Sexual Harassment — Unwelcome sexual behavior, comments, gestures, or physical contact that creates a hostile or unsafe environment.
• 4.4 Conflict of Interest — A situation where personal, financial, or relational interests compromise — or appear to compromise — professional judgment.

Section 5 — Policy Components

5.1 Sensitivity to Cultural Diversity — Staff must:

• Demonstrate respect for cultural differences.
• Avoid stereotypes, assumptions, or culturally insensitive language.
• Adapt communication styles to meet diverse client needs.
• Participate in annual cultural competency training.
• Support culturally relevant recovery practices.

5.2 Cultural Safety — New Day Recovery will:

• Provide culturally informed and trauma-aware care.
• Ensure clients feel safe expressing cultural identity.
• Prevent cultural harm or discrimination.
• Encourage staff to reflect on biases and assumptions.
• Prioritize cultural needs in treatment planning.

5.3 Sexual Harassment Prevention — Sexual harassment is strictly prohibited, including:

• Unwelcome sexual comments or jokes.
• Requests for sexual favors.
• Inappropriate touching.
• Displaying sexually explicit materials.
• Any conduct creating a hostile environment.

Staff responsibilities:

• Maintain professional boundaries.
• Report incidents immediately.
• Cooperate with investigations.
• Complete annual harassment prevention training.

5.4 Conflict of Interest — Prohibited situations include:

• Personal relationships influence decisions.
• Financial gain from client referrals or vendors.
• Accepting gifts or incentives that affect judgment.
• Using organizational resources for personal benefit.

Staff must disclose potential conflicts immediately.

Section 6 — Responsibilities

6.1 Leadership — Leadership must:

• Enforce this policy consistently.
• Provide training and resources.
• Investigate reports promptly and confidentially.
• Document incidents and resolutions.
• Take corrective action when necessary.

6.2 Staff — Staff must:

• Follow all components of Policy E-3.
• Report violations or concerns.
• Participate in the required training.
• Maintain professional conduct.
• Support culturally safe environments.

Section 7 — Reporting & Response

7.1 Reporting Options — Reports may be made to:

• Supervisors
• Human Resources
• Program Directors
• Compliance Officers

Reports may be verbal, written, or anonymous (if available).

7.2 Investigation Process — All reports will be:

• Taken seriously
• Investigated promptly
• Handled confidentially
• Documented thoroughly

7.3 Possible Outcomes

• Coaching or retraining
• Formal warnings
• Suspension
• Termination
• Referral to external authorities when required

Section 8 — Non-Retaliation

Retaliation against anyone who reports concerns or participates in an investigation is prohibited and will result in disciplinary action.

Section 9 — Training Requirements

Mandatory annual training:

• Cultural competency
• Sexual harassment prevention
• Ethics and conflict-of-interest
• Cultural safety workshops

Section 10 — Policy Review

This policy will be reviewed annually or sooner if:

• Regulations change
• Organizational needs evolve
• Incident trends indicate updates are needed

Section 11 — Approval

• Approved By: __________
• Effective Date: __________
• Review Date: __________
• Document control — Policy Number: E-3; Policy Category: Ethics, Conduct & Safety; Review Cycle: Annual; Applies To: All Staff, Volunteers, Contractors, Students, Interns; Effective Date and Approved By are completed on the signed copy.

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1. Purpose

The purpose of this policy is to ensure that all clients and employees of New Day Recovery have access to a fair, transparent, and unbiased process for resolving disputes, appealing decisions, and requesting formal review of actions that affect their rights, services, or employment status.

2. Scope

This policy applies to:

• All clients receiving services
• All employees
• All supervisors, managers, and administrative staff
• Any individual affected by a decision made by New Day Recovery

3. Definitions

• Fair Hearing — A formal review process where an individual may challenge a decision and present evidence.
• Appeal — A request for reconsideration of a decision believed to be incorrect, unfair, or improperly handled.
• Decision — Any action taken by New Day Recovery that affects services, rights, or employment.
• Reviewer/Panel — The designated person(s) responsible for evaluating the appeal.
• Notice of Decision — Written communication explaining the decision being appealed.

4. Rights of Individuals

Every client or employee has the right to:

• Request a fair hearing
• File an appeal without retaliation
• Receive written notice of decisions
• Present evidence, witnesses, or documentation
• Be treated with dignity and respect throughout the process
• Have an advocate or representative present
• Receive a written outcome of the hearing

5. Grounds for Appeal

An appeal may be filed for reasons including:

• Denial of services
• Discharge from the program
• Rule violations or sanctions
• Employment-related disciplinary actions
• Perceived unfair treatment
• Violations of rights or policies

6. Appeal Submission Procedure

Step 1: Request an Appeal — The individual must submit a written appeal within 10 business days of receiving the decision. The appeal must include:

• Name
• Date of decision
• Reason for appeal
• Any supporting documentation

Step 2: Acknowledgment of Appeal — New Day Recovery will provide written acknowledgment within 3 business days confirming:

• Receipt of appeal
• Next steps
• Assigned reviewer or panel

Step 3: Scheduling the Fair Hearing — A hearing will be scheduled within 10 business days of acknowledgment. The individual will receive:

• Date, time, and location
• Names of reviewers
• Instructions for submitting additional evidence

Step 4: Conducting the Hearing — During the hearing:

• The individual may present evidence
• Witnesses may be called
• The reviewer/panel may ask questions
• All parties must behave respectfully and professionally

Step 5: Decision & Notification — A written decision will be issued within 5 business days after the hearing. The decision will include:

• Summary of the hearing
• Findings
• Final determination
• Any corrective actions or next steps

7. Confidentiality

All information related to appeals and hearings will be kept confidential and shared only with individuals directly involved in the process.

8. Non-Retaliation

No individual will face retaliation for filing an appeal or requesting a fair hearing. Any retaliation will result in disciplinary action.

9. Record Keeping

All appeal documents, hearing notes, and decisions will be securely stored for a minimum of 5 years.

10. Policy Review

This policy will be reviewed annually and updated as needed to ensure compliance with state regulations and best practices.

Fair Hearing Request Form

1. Individual Information

• Name: __________
• Date of Birth: __________
• Phone Number: __________
• Email Address: __________
• Address: __________

2. Type of Individual: ☐ Client ☐ Employee ☐ Other: __________

3. Decision Being Appealed

• Date of Decision: __________
• Person/Department Who Issued Decision: __________
• Describe the decision you are appealing: __________

• 4. Reason for Requesting a Fair Hearing — Explain why you believe the decision was incorrect, unfair, or improperly handled. Reason: __________
• 5. Supporting Evidence — Documents: __________; Witnesses: __________; Additional Evidence: __________
• 6. Representative or Advocate (Optional) — Name: __________; Relationship: __________; Phone: __________
• 7. Requested Outcome — Describe what you hope will result from the fair hearing. Requested Outcome: __________
• 8. Signature — I certify that the information provided is accurate and that I am requesting a fair hearing according to New Day Recovery’s Fair Hearing & Appeal Process. Signature: __________ Date: __________
• 9. Office Use Only — Date Received: __________; Received By: __________; Hearing Date Scheduled: __________; Reviewer/Panel Assigned: __________

Staff Training Sheet: Fair Hearing & Appeal Process

Purpose of this training sheet: to ensure all staff understand their responsibilities in the Fair Hearing & Appeal Process, including how to respond to appeals, protect client rights, and maintain compliance with Policy E-3.

1. Key Concepts Staff Must Know

• Fair Hearing — A formal review where a client or employee challenges a decision and presents evidence.
• Appeal — A written request asking New Day Recovery to reconsider a decision.
• Non-Retaliation — Staff must never penalize or treat someone differently for filing an appeal.
• Confidentiality — All appeal information must be kept private and shared only with authorized personnel.

2. Staff Responsibilities

• Explain the process clearly — Ensure clients/employees understand their rights and how to file an appeal.
• Provide the correct forms — Offer the Fair Hearing Request Form or Appeal Submission Form immediately upon request.
• Assist with accessibility — Help individuals complete forms if they have literacy, disability, or language barriers.
• Document accurately — Record dates, conversations, and submitted materials in the appropriate system.
• Submit appeals promptly — Forward completed forms to the supervisor or designated compliance officer within 24 hours.
• Maintain neutrality — Do not influence, discourage, or encourage appeals. Remain unbiased.
• Protect confidentiality — Store all appeal documents securely and discuss them only with authorized staff.
• Report concerns — Notify leadership if you observe retaliation, bias, or mishandling of appeals.

3. Step-by-Step Staff Workflow

• Step 1: Receive the Appeal — Accept the appeal without judgment; provide the correct form if needed; help only if requested.
• Step 2: Document the Interaction — Note the date and time; record who submitted the appeal; log any supporting documents received.
• Step 3: Forward the Appeal — Send the completed form to the supervisor or compliance officer within 24 hours; ensure the appeal is timestamped and stored securely.
• Step 4: Prepare for the Hearing — Provide the individual with hearing details once scheduled; ensure they understand they may bring evidence or a representative.
• Step 5: Maintain Professional Conduct — Treat all parties respectfully; avoid discussing the appeal outside authorized channels; do not attempt to influence the outcome.
• Step 6: Follow Up — Ensure the individual receives the written decision after the hearing; document any follow-up actions required.

4. What Staff Must NEVER Do

• Discourage someone from filing an appeal
• Retaliate or treat someone differently for appealing
• Share appeal information with unauthorized individuals
• Alter or delay appeal paperwork
• Make promises about the outcome
• Attempt to influence the reviewer or panel

5. Quick Reference: Timelines

• Appeal must be filed within 10 business days
• Acknowledgment issued within 3 business days
• Hearing scheduled within 10 business days
• Decision issued within 5 business days

• 6. Contact Information — Supervisor: __________; Compliance Officer: __________; Program Director: __________
• 7. Staff Signature — I acknowledge that I have reviewed and understood the Fair Hearing & Appeal Process. Staff Name: __________ Signature: __________ Date: __________

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1. Purpose

This policy establishes guidelines for the appropriate use of technology, personal devices, and social media within New Day Recovery. The goal is to protect client confidentiality, maintain professionalism, and ensure a safe and distraction-free environment.

2. Scope

This policy applies to all employees, including Recovery Support Advocates, CNAs, Med Techs, Receptionists, Administrative Staff, and Management.

3. Technology Use Expectations

A. Personal Device Use

• Personal phones may not be used during active work duties. (Unless for emergencies or staff with children)
• Devices must remain silent while on shift.
• Personal device use is limited to designated break only.
• Staff may not record audio, video, or take photos inside the facility.

B. No FaceTime / Video Calling Rule

• FaceTime, video calls, Zoom, Google Meet, or any live video communication are strictly prohibited inside the building.
• This rule protects client privacy, prevents accidental recording, and maintains a professional environment.
• Video calls may only occur outside the building and off the clock.

C. Internet & Wi-Fi Use

• Facility Wi-Fi is for work-related tasks only.
• Streaming, gaming, or personal browsing is not permitted on facility networks.
• Staff may not access inappropriate or non-professional content while on duty.

4. Social Media Policy

A. Professional Conduct Online — Employees must:

• Maintain professionalism on all social media platforms.
• Avoid posting content that reflects negatively on the facility or clients.
• Avoid engaging in online conflicts or inappropriate discussions related to work.

B. Confidentiality — Employees may not:

• Post photos, videos, or information about clients.
• Discuss client cases, incidents, or facility operations online.
• Share any identifying information about staff or clients.

C. Representation of the Facility

• Employees may not present themselves as official spokespeople for New Day Recovery.
• Any work-related posts must be approved by the administration.

5. Communication Expectations

A. Work-Related Communication

• Use approved communication channels only.
• Do not use personal messaging apps (e.g., Facebook Messenger, Snapchat, WhatsApp) for client or staff communication.
• Maintain professional tone at all times.

B. Emergency Use

• Personal devices may be used in emergencies only.
• Supervisors must be notified immediately after emergency use.

6. Prohibited Technology Behaviors

• FaceTime or any video calling inside the building
• Recording audio or video
• Taking photos inside the facility
• Using social media during work hours
• Sharing confidential information
• Using devices during client interactions
• Streaming or gaming on facility Wi-Fi
• Allowing clients to use staff devices

7. Disciplinary Action for Violations

Violations of this policy may result in:

• Verbal warning
• Written warning
• Final warning
• 90-day probation
• Termination (for severe or repeated violations)

8. Employee Acknowledgment

I acknowledge that I have read, understand, and agree to comply with the Technology & Social Media Policy for New Day Recovery, including the no FaceTime/video calling rule.

• Employee Name: __________
• Position: __________
• Employee Signature: __________ Date: __________
• Supervisor Name: __________
• Supervisor Signature: __________ Date: __________

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1. Purpose

This policy ensures New Day Recovery maintains a safe, professional, and drug-free environment for clients, staff, and visitors. Substance use or impairment by employees threatens safety, violates ethical standards, and undermines the mission of the recovery facility.

2. Policy Statement

New Day Recovery is a strict drug-free workplace. Employees are not permitted to:

• Use illegal drugs
• Possess illegal drugs
• Be under the influence of illegal drugs
• Use unauthorized substances
• Use or possess drug paraphernalia
• Use vapes or vaping devices anywhere on facility property

This applies to:

• All indoor and outdoor areas
• Parking lots
• Company vehicles
• Off-site work assignments
• Any time an employee is clocked in or representing the facility

3. No Vaping Rule

To maintain safety and professionalism:

• No vaping is allowed anywhere on facility property.
• This includes nicotine vapes, THC vapes, CBD vapes, disposable vapes, and refillable devices.
• Vaping is treated as a policy violation and may trigger disciplinary action.
• Vaping inside the building is considered a major violation due to fire, safety, and client-impact concerns.

4. Suspicious Activity & On-Site Drug Testing

If an employee demonstrates suspicious behavior suggesting drug use or impairment, the following steps will occur:

A. Supervisor Observation — Suspicious activity may include:

• Slurred speech
• Unsteady movement
• Smell of drugs or vape odor
• Visible paraphernalia
• Behavioral changes
• Unsafe or inconsistent actions

B. Immediate On-Site Drug Test — If suspicion is justified, the employee will be required to complete an on-site drug test immediately. Refusal to test = automatic positive result.

5. Consequences for Positive Drug Test

If an employee tests positive for any illegal drug, the following disciplinary actions apply:

First Positive Test

• 2-day suspension without pay
• Mandatory meeting with supervisor
• Written warning placed in employee file

Second Positive Test

• Termination of employment

This is a zero-tolerance policy. No additional chances or extensions will be granted.

6. Consequences for Vaping Violations

Vaping violations follow the same disciplinary structure:

• First violation: Written warning
• Second violation: 2-day suspension without pay
• Third violation: Termination

If vaping involves illegal substances, the drug-test policy applies immediately.

7. Additional Prohibited Behaviors

Employees may not:

• Bring illegal substances onto the property
• Use drugs before or during their shift
• Provide drugs or vapes to clients or coworkers
• Be under the influence while clocked in
• Use prescription medication not prescribed to them
• Use vapes or e-cigarettes anywhere on property

8. Confidentiality

All drug test results and disciplinary actions will be handled confidentially and stored securely for a minimum of 5 years.

9. Employee Rights

Employees may:

• Request a second test (same day) if they believe the result is inaccurate
• Provide documentation for legally prescribed medications
• Ask for clarification on any part of this policy

10. Employee Acknowledgment

I acknowledge that I have read, understand, and agree to comply with the Drug-Free Workplace Policy for New Day Recovery, including the no vaping rule and the consequences for violations.

• Employee Name: __________
• Position: __________
• Employee Signature: __________ Date: __________
• Supervisor Name: __________
• Supervisor Signature: __________ Date: __________

Drug Test Consent Form (Employee Acknowledgment & Authorization)

1. Employee Information

• Employee Name: __________
• Position: __________
• Department: __________
• Supervisor: __________
• Date of Consent: __________

2. Purpose of Drug Testing — New Day Recovery maintains a drug-free workplace. Drug testing is required when:

• Suspicious Behavior is observed
• Policy Violations occur
• Safety Concerns arise
• Drug-Free Workplace Policy requires testing

Testing ensures the safety of clients, staff, and the facility environment.

3. Employee Consent — By signing this form, I acknowledge and agree to the following:

• I consent to undergo an on-site drug test administered by authorized personnel.
• I understand that refusal to test will be treated as a positive result.
• I understand that a positive test for any illegal drug will result in: 2-day suspension without pay (first offense); Termination (second offense).
• I understand that vaping violations may also result in drug testing.
• I understand that all results will be kept confidential and stored securely.
• I certify that all information I provide during the testing process will be truthful.
• I understand that I may request a same-day retest if I believe the result is inaccurate.

4. Testing Authorization — I authorize New Day Recovery to:

• Conduct an on-site drug test
• Verify results through approved testing methods
• Document the results in my employee file
• Take disciplinary action according to the Drug-Free Workplace Policy

5. Acknowledgment of Consequences — I understand that failure to comply with testing procedures or providing false information may result in:

• Written warning
• Suspension
• Probation
• Termination

6. Employee Statement — I have read and understand this consent form. I agree to comply with all testing procedures and acknowledge the consequences of a positive result or refusal to test.

• Employee Signature: __________ Date: __________
• 7. Supervisor Verification — I confirm that the employee was informed of the reason for testing and provided this consent form prior to administration. Supervisor Name: __________ Supervisor Signature: __________ Date: __________
• 8. Test Administrator Section (To be completed by authorized staff) — Test Type: __________; Time Administered: __________; Result: ☐ Negative ☐ Positive ☐ Refused; Administrator Signature: __________; Date: __________

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1. Purpose

This policy establishes clear expectations for employee conduct, outlines disciplinary procedures, and defines the conditions of 90-day probation for staff who fail to meet performance or behavioral standards. The goal is to maintain professionalism, safety, and accountability within the recovery support environment.

2. Scope

This policy applies to all employees, including Recovery Support Advocates, CNAs, Med Techs, Receptionists, Administrative Staff, and Management.

3. Definitions

• Disciplinary Action — A corrective measure taken when an employee violates policy or fails to meet expectations.
• Probation — A formal 90-day period during which an employee must demonstrate improvement and compliance.
• Violation — Any action or behavior that breaks facility rules, policies, or expectations.
• Performance Deficiency — Failure to meet job standards, documentation requirements, attendance expectations, or conduct guidelines.

4. Grounds for Disciplinary Action

Disciplinary action may occur for:

• Failure to follow policies or procedures
• Incomplete or inaccurate documentation
• Attendance issues or tardiness
• Unprofessional conduct
• Failure to wear badge or follow dress code
• Parking violations
• Breach of confidentiality
• Failure to follow supervisor instructions
• Unsafe behavior or neglect of client safety
• Repeated performance deficiencies

5. Levels of Disciplinary Action

• A. Verbal Warning — Issued for minor or first-time violations. Documented by supervisor.
• B. Written Warning — Issued for repeated violations or more serious concerns. Includes corrective expectations.
• C. Final Warning — Issued when performance or conduct continues to decline or when a serious violation occurs.
• D. 90-Day Probation — Employee is placed on formal probation with strict expectations and monitoring.
• E. Termination — If the employee fails probation or commits a major violation, employment may be ended.

6. 90-Day Probation Policy

Employees placed on probation must meet all expectations listed below.

A. Probation Requirements

• Attend all scheduled shifts
• Arrive on time with no tardiness
• Complete documentation accurately and on time
• Follow all facility rules and policies
• Demonstrate professional conduct
• Maintain positive communication with supervisors
• Correct all previously identified deficiencies
• Participate in required training or coaching

B. Supervisor Monitoring — Supervisors will:

• Conduct weekly check-ins
• Review documentation accuracy
• Monitor attendance and conduct
• Provide feedback and corrective guidance
• Document progress or continued deficiencies

C. Failure to Comply — Failure to meet probation expectations may result in:

• Extension of probation
• Additional disciplinary action
• Termination of employment

7. Examples of Probation Violations

• Missing shifts or arriving late
• Incomplete or late documentation
• Failure to follow dress code
• Parking in restricted areas
• Not wearing badge
• Unprofessional communication
• Ignoring supervisor instructions
• Unsafe behavior or neglect of client needs

8. Successful Completion of Probation

An employee successfully completes probation when:

• All deficiencies are corrected
• No new violations occur
• Supervisor verifies consistent improvement
• Employee demonstrates full compliance with policies

Upon completion, the employee returns to regular employment status.

9. Documentation & Record Keeping

All disciplinary actions, probation forms, and supervisor notes will be stored securely for a minimum of 5 years.

10. Employee Acknowledgment

I acknowledge that I have received, read, and understand the Disciplinary Action & 90-Day Probation Policy for New Day Recovery. I agree to comply with all expectations and understand the consequences of failing to do so.

• Employee Name: __________
• Signature: __________
• Date: __________
• Supervisor Name: __________
• Supervisor Signature: __________
• Date: __________

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1. Payroll Submission Schedule

All employees must follow the weekly payroll timeline below:

Payroll Timeline

• Time Sheets Due: Every Monday at 10:00 AM
• Supervisor Approval Deadline: Every Tuesday by 10:00 AM
• Payroll Finalization: Every Wednesday by 12:00 PM (Noon)

Pay Period

• Start: Saturday
• End: Friday
• Pay Frequency: Weekly

2. Compensation & Benefits

• No PTO (Paid Time Off) currently
• No Sick Leave currently
• No Benefits currently offered
• Pay Raises: Based on annual performance reviews and disciplinary/logistic compliance

3. Workplace Logistics & Conduct Requirements

Parking Restrictions — Employees may NOT park in the following areas:

• Employee of the Year parking spot
• Administration parking spots
• Handicap parking spots (unless legally permitted)

Badge Requirement

• All employees must always wear their badges while on property
• Badges must be visible and not covered by clothing or accessories

4. Employee Acknowledgment

I acknowledge that I have read and understand the payroll schedule, workplace rules, and compensation guidelines listed above.

• Employee Name: __________
• Signature: __________
• Date: __________

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1. Purpose of This Agreement

This agreement confirms that the employee has received, reviewed, and understands all current policies, procedures, rules, expectations, and guidelines established by New Day Recovery. It also confirms the employee’s commitment to comply with these standards at all times while employed.

2. Acknowledgment of Receipt

I acknowledge that I have received the following documents, including but not limited to:

• Employee Handbook
• Job Description
• Dress Code Policy
• Disciplinary Action & Probation Policy
• Workplace Conduct Expectations
• Safety & Confidentiality Requirements
• Payroll & Attendance Policies

I understand that these documents outline the standards required for employment and ongoing performance.

3. Agreement to Comply

By signing this agreement, I confirm the following:

• I have read and understood all the policies and procedures provided to me.
• I agree to comply fully with all organizational rules, expectations, and standards.
• I understand that failure to comply may result in disciplinary action, including warnings, probation, or termination.
• I understand that I am responsible for asking questions if any policy or procedure is unclear.
• I agree to uphold professional conduct, confidentiality, safety protocols, and ethical behavior at all times.
• I understand that policies may be updated, and I agree to comply with future updates as they are provided.

4. Employee Responsibilities

I understand that my responsibilities include:

• Following all written and verbal instructions from supervisors
• Maintaining accurate documentation
• Adhering to dress code and badge requirements
• Respecting client confidentiality and safety
• Demonstrating professionalism and reliability
• Complying with disciplinary and probation expectations if applicable

5. Employee Certification

I certify that:

• I have received all required policy documents
• I have had the opportunity to ask questions
• I understand the expectations of my role
• I agree to comply with all policies and procedures

6. Signatures

• Employee Name: __________
• Position: __________
• Employee Signature — I agree to comply with all policies and procedures provided to me. Employee Signature: __________ Date: __________
• Supervisor Verification — I confirm that the employee received all required documents and training. Supervisor Name: __________ Supervisor Signature: __________ Date: __________

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Definition of Role

A Recovery Support Advocate provides direct, hands-on support to individuals in recovery. RSAs maintain structure, safety, documentation, and daily engagement within the facility. They serve as mentors, monitors, and advocates who help clients build stability and progress toward recovery goals.

Position Summary

Recovery Support Advocates are responsible for monitoring client activity, documenting daily interactions, supporting group participation, responding to crises, enforcing facility rules, and maintaining a safe, supportive environment. RSAs are frontline staff and play a critical role in client success.

Essential Duties & Responsibilities

Client Support & Engagement

• Conduct required client check-ins
• Encourage participation in groups and activities
• Provide emotional support and guidance
• Model recovery-oriented behavior
• Always maintain professional boundaries

Documentation & Reporting

• Complete daily notes accurately and on time
• Document client interactions, behaviors, and concerns
• Submit incident reports immediately when needed
• Maintain confidentiality and HIPAA compliance

Safety & Facility Monitoring

• Monitor client movement and facility activity
• Conduct safety rounds and room checks
• Respond to crises using approved protocols
• Report unsafe conditions or behaviors

Policy Enforcement

• Ensure clients follow facility rules
• Enforce curfews, sign-ins, and expectations
• Maintain fairness and consistency
• Uphold ethical and professional standards

Team Collaboration

• Communicate effectively with supervisors
• Support coworkers during busy or crisis periods
• Participate in staff meetings and trainings
• Share observations that support client progress

Required Skills & Competencies

• Communication Skills
• Crisis Response Ability
• Documentation Accuracy
• Professional Conduct
• Ethical Decision-Making
• Team Collaboration
• Cultural Sensitivity
• Boundary Awareness

Workplace Expectations

• Always wear staff badge
• Follow parking rules (no parking in Employee of the Year, Administration, or Handicap spots unless permitted)
• Maintain confidentiality
• Follow all policies and procedures
• Arrive on time and complete scheduled shifts
• Demonstrate respect, professionalism, and integrity

Physical Requirements

• Ability to walk rounds and monitor facility
• Ability to respond quickly during emergencies
• Ability to complete documentation using computers or tablets

Schedule & Compensation

• Weekly pay Every Friday at 8:00 am (Saturday–Friday pay period)
• No PTO, sick leave, or benefits currently
• Raises based on annual performance review and disciplinary/logistical compliance

Reporting Structure

• Reports directly to: Assistant Manager
• Works closely with: Case Managers, House Managers, Compliance Officer

Employment Conditions

• Must pass background checks
• Must complete required training
• Must comply with all facility policies
• Must maintain professional boundaries with clients

Employee Acknowledgment

I acknowledge that I have received, read, and understand the Job Description for the Recovery Support Advocate position at New Day Recovery. I agree to perform my duties according to these standards and uphold all organizational policies.

• Employee Name: __________
• Signature: __________
• Date: __________
• Supervisor Name: __________
• Supervisor Signature: __________
• Date: __________

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Role Definition

A Recovery Support Advocate / CNA provides direct support, monitoring, and clinical assistance to clients in a recovery environment. This dual-role position blends behavioral support with CNA-level clinical care, ensuring clients receive safe, structured, and compassionate assistance.

Position Summary

The RSA/CNA is responsible for client engagement, facility monitoring, documentation, crisis response, medication assistance (if certified), and CNA-approved clinical tasks. This role requires professionalism, accuracy, empathy, and strong communication skills.

Essential Duties & Responsibilities

A. Recovery Support Advocate Duties — Client Engagement

• Conduct required client check-ins
• Encourage participation in groups and activities
• Provide emotional support and guidance
• Maintain professional boundaries

Facility Monitoring & Safety

• Monitor client movement and facility activity
• Conduct safety rounds and room checks
• Enforce curfews, sign-ins, and facility rules
• Report unsafe conditions or behaviors

Documentation

• Complete daily notes accurately and on time
• Document client interactions, behaviors, and concerns
• Submit incident reports immediately when needed
• Maintain confidentiality and HIPAA compliance

Crisis Response

• Respond to behavioral or emotional crises
• Support clinical staff during emergencies
• Follow approved crisis protocols

B. CNA Duties (If Licensed) — Direct Client Care

• Assist clients with ADLs (hygiene, grooming, mobility, comfort)
• Provide supportive physical care within CNA scope
• Monitor clients experiencing withdrawal or medical instability

Clinical Monitoring

• Perform vital signs checks
• Observe and document changes in client health
• Assist nursing staff with CNA-approved clinical tasks
• Support intake assessments under supervision

Medication Assistance (If also certified as a Med Tech)

• Administer medications per physician orders
• Maintain accurate MARs
• Monitor for side effects or adverse reactions

Required Skills & Competencies

• Professional communication
• Crisis response capability
• Documentation accuracy
• Confidentiality & HIPAA compliance
• CNA-level clinical skills (if licensed)
• Ethical decision-making
• Team collaboration
• Boundary awareness

Qualifications

• CNA license (active and in good standing)
• Med Tech certification (preferred but not required)
• CPR/First Aid certification
• Experience in behavioral health or recovery settings preferred
• Clean background check

Workplace Expectations

• Always wear staff badge
• Follow dress code (collared shirt, khaki/black/navy pants, no jeans, no rips, closed-toed shoes)
• Maintain confidentiality and professional boundaries
• Arrive on time and complete scheduled shifts
• Follow all facility policies and medical protocols

Physical Requirements

• Ability to stand, walk, and move throughout the facility
• Ability to respond quickly during emergencies
• Ability to lift to 25 lbs.
• Ability to use medical devices and documentation systems

Schedule & Compensation

• Weekly pay Friday 8:00 am (Saturday–Friday pay period)
• No PTO, sick leave, or benefits currently
• Raises based on annual performance review and disciplinary/logistical compliance

Reporting Structure

• Reports to: Nurse Supervisor / Program Director
• Works closely with: Recovery Support Advocates, Case Managers, Administrative Staff

Employment Conditions

• Must pass background checks
• Must complete required medical and facility training
• Must comply with all policies and procedures
• Must maintain confidentiality and professionalism

Employee Acknowledgment

I acknowledge that I have received, read, and understand the Job Description for the Recovery Support Advocate / CNA position at New Day Recovery. I agree to perform my duties according to these standards and uphold all organizational policies.

• Employee Name: __________
• Signature: __________
• Date: __________
• Supervisor Name: __________
• Supervisor Signature: __________
• Date: __________

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Role Definition

A Medical Technician / CNA provides essential medical and clinical support within the recovery facility. This role includes medication administration, client health monitoring, documentation, and direct care tasks permitted under CNA licensure. Staff who hold a CNA license may perform additional clinical duties as outlined below.

Position Summary

The Med Tech/CNA is responsible for administering medications, monitoring client health, documenting medical interactions, responding to health concerns, and supporting clinical staff. CNA-licensed employees may also assist with basic nursing care, ADLs (Activities of Daily Living), and enhanced client monitoring.

Essential Duties & Responsibilities

A. Medication Administration (Med Tech Duties)

• Administer medications according to physician orders
• Maintain accurate medication administration records (MARs)
• Monitor for side effects or adverse reactions
• Ensure proper storage, labeling, and handling of medications
• Report medication discrepancies immediately

B. Client Health Monitoring

• Conduct routine vital signs checks
• Observe and document changes in client health or behavior
• Respond to minor medical concerns
• Notify clinical staff of urgent issues
• Support clients in understanding medication routines

C. Documentation & Compliance

• Complete medical notes accurately and promptly
• Maintain HIPAA-compliant medical records
• Document medication administration in real time
• Follow all state and facility medical protocols
• Assist with audits and compliance reviews

D. Safety & Crisis Response

• Respond to medical emergencies using approved procedures
• Support Recovery Support Advocates during crises
• Maintain calm, professional behavior under pressure
• Ensure medical equipment is functioning and accessible

Additional Duties for CNA-Licensed Staff

If the employee holds an active Certified Nursing Assistant (CNA) license, they may also perform the following:

A. Direct Client Care

• Assist clients with ADLs (as needed and appropriate): Hygiene; Grooming; Mobility support; Basic comfort measures
• Provide supportive physical care within scope of practice

B. Enhanced Clinical Monitoring

• Perform more frequent or advanced vital sign checks
• Assist nursing staff with clinical tasks permitted under CNA regulations
• Monitor clients experiencing withdrawal symptoms or medical instability
• Support intake assessments under supervision

C. Clinical Communication

• Provide detailed clinical observations to nursing staff
• Assist with care coordination and follow-up
• Support clients with health-related questions within CNA scope

Required Skills & Competencies

• Medication administration proficiency
• Strong documentation accuracy
• Confidentiality & HIPAA compliance
• Crisis response capability
• Professional communication
• Attention to detail
• Ethical decision-making
• Team collaboration
• CNA-specific clinical skills (if licensed)

Qualifications

• Certified Medication Technician (CMT) or equivalent
• CNA license (optional but preferred)
• CPR/First Aid certification
• Experience in behavioral health or recovery settings preferred
• Clean background check
• Ability to work in a structured, fast-paced environment

Workplace Expectations

• Wear staff badge at all times
• Follow dress code (collared shirt, khaki/black/navy pants, no jeans, no rips, closed-toed shoes)
• Maintain confidentiality and professional boundaries
• Arrive on time and complete scheduled shifts
• Follow all facility policies and medical protocols

Physical Requirements

• Ability to stand, walk, and move throughout the facility
• Ability to respond quickly during emergencies
• Ability to lift up to 25 lbs (medical supplies, equipment)
• Ability to use medical devices and documentation systems

Schedule & Compensation

• Weekly pay (Saturday–Friday pay period)
• No PTO, sick leave, or benefits at this time
• Raises based on annual performance review and disciplinary/logistical compliance

Reporting Structure

• Reports to: Nurse Supervisor / Program Director
• Works closely with: Recovery Support Advocates, Case Managers, Administrative Staff

Employment Conditions

• Must pass background checks
• Must complete required medical training
• Must comply with all facility policies
• Must maintain confidentiality and professionalism

Employee Acknowledgment

I acknowledge that I have received, read, and understand the Job Description for the Medical Technician / CNA position at New Day Recovery. I agree to perform my duties according to these standards and uphold all organizational policies.

• Employee Name: __________
• Signature: __________
• Date: __________
• Supervisor Name: __________
• Supervisor Signature: __________
• Date: __________

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Morning Opening Duties — 8:00 AM–8:45 AM

• Check all voicemails/emails (newdaysenath25@outlook.com)
• Check for daily transport if scheduled
• Review daily schedule for assessments to be sure residents listed aren’t on transport schedule.
• Be sure all intake forms and policies are stocked (do not allow stock to get below 5 pages.)
• Be sure Group forms; Housing Forms are also stocked for the week. (MIN 5 PAGES)
• Be sure all intakes or loose files are filed away once they are done in the medical records room. (Files are not complete until Mrs. Suzanne has completed her portion & Vanessa has given file back to you.)

If assessment is scheduled during morning task please prioritize assessments; assessments are done in conference room & client may be left in room alone for privacy.

Important information from the source sheet: Daily email to check: Newdaysenath25@outlook.com. Computer pin and mailbox password are provided by administration in person — they are not printed on this desk. Receptionist under DHR: Vanessa Jones.

Intake Rules

• First step: All belongings must be documented by tech checking client’s items. Tech checking client must go over rules of facility with client. Be sure to provide tech with documents needed.
• Second: Be sure to scan the following if available: birth cert, SSN, License & insurance. If client does not have License, please place post-it on folder that states (needs residency letter).
• Third: Once your portion of intake has been completed, update the New Day Client List. If Mrs. Suzanne is at facility, provide her with your completed portion of intake; once she has completed 2nd half of intake update (assessment column with date completed in New Day Client List spreadsheet). Once her portion has been completed, provide Vanessa with a file to scan in and follow the fourth step. If Mrs. Suzanne is not at facility, provide Vanessa with file immediately after and move forward straight to step 4.
• Fourth: Always ask clients for food stamps, Medicaid, social security, and TANF status. If needed or interested after intake, begin application for the following requested. Also, if clients do not have birth cert, ID or SS Card make them aware there is a $15–30 fee to retrieve the following & assist with the following documents needed. Once this has been completed, ask Vanessa: Has intake been scanned in & has Mrs. Suzanne done her portion; once both things have been completed docs may now be filed in medical record room.
• Fifth: Notify Med Technician that a new intake has been completed, and she will need to go over new client’s medical records and medications. She is to be notified once you have completed your portion of the intake.

If No Intakes Are Being Done — Tasks 9:00 AM–3:00 PM

• Be sure all clients that need benefits have applied; if not, schedule clients to start their benefits; applications must be sent out upon completion. (Create a folder with all completed applications to be sent out.)
• (Refer to management to confirm dates for benefit runs; which entails going to SS office, DMV, Food stamps office and store runs.)
• If there are visitors, be sure visitors have been scheduled and have signed in prior to meeting with residents & have signed out prior to leaving. (No outside food or drinks allowed; residents may walk visitors to outside door of facility no further.)
• No medications can be received without signatures; must sign and date name & facility from where medication is received. (Med Tech will always sign for medications; you will provide worker with sign in log prior to Kela signing for medication. If she is not in the office you may sign for medications; do not open medication, place unopened bag on her desk.)
• Follow up on emails throughout the day. If any vouchers are received, these must be printed, signed and dated by resident on the same day email has been received. If Vanessa is not physically in office documents must be scanned in and emailed back to Ndsenath25@gmail.com.

Closing — Monday, Tuesday & Thursday, 3:30 PM

• Find stopping points on task if able and do not start any newer task.
• Last email responses
• Be sure there aren’t any last-minute vouchers to be signed.
• File any completed tasks in the medical record room.
• Make a list of follow-up tasks for the next day. (If you find this useful for yourself or if you are aware you will be off work so that your teammates know where to begin the day.)

Wednesday Closing — Starts 3:00 PM

On Wednesday be sure all major tasks have been completed; all schedules are updated for visitations, assessments have been confirmed, follow up on residents’ benefits if needed. Any emails that may have not been finalized be sure they have all been responded to, referrals if any have been completed.

• On your Wednesday you want to use it to prepare for Thursday to transition into a new week seamlessly.

Thursday Closing — Starts 3:00 PM

• Be sure to leave Maddison a small note to know where to pick up from tasks that need completion on Fridays if she is not physically in office.
• Ask if more Housing and Group logs are needed; if so, restock folders with new docs for Friday–Sunday.

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Employee Information

• Employee name: __________
• Department/position: __________
• Supervisor: __________
• Date submitted: __________

Requested Time Off

• First day off: __________
• Last day off: __________
• Return-to-work date: __________
• Total hours/days requested: __________

Type of Leave

• ☐ Vacation
• ☐ Personal
• ☐ Medical
• ☐ Emergency
• ☐ Other: __________

• Reason or additional details: __________

Time-Off Request Rules

1. Requests must be submitted at least two weeks before the first requested day off.
2. Submitting a request does not guarantee approval. Employees should wait for written approval before making final plans.
3. Requests submitted with less than two weeks’ notice must involve a legitimate emergency.
4. Emergency requests should be reported to a supervisor as soon as reasonably possible.
5. If a late request is not an emergency, the company’s attendance or point system will take effect.
6. Employees remain responsible for following all call-in and attendance procedures.
7. Approval depends on staffing needs, scheduling requirements, and applicable company policies.

Employee Acknowledgment

I understand the time-off request rules above. I acknowledge that a non-emergency request submitted with less than two weeks’ notice may result in points under the company’s attendance policy.

• Employee signature: __________
• Date: __________

Management Use Only

• ☐ Approved
• ☐ Denied
• ☐ Pending
• ☐ Emergency exception approved
• ☐ Attendance points apply

• Manager comments: __________
• Manager name: __________
• Manager signature: __________
• Date: __________

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1. Employee Information

• Employee Name: __________
• Position: __________
• Department: __________
• Supervisor: __________
• Date of Report: __________

2. Type of Disciplinary Action

(Supervisor checks one)

• ☐ Verbal Warning
• ☐ Written Warning
• ☐ Final Warning
• ☐ 90-Day Probation
• ☐ Termination Recommendation

3. Reason for Disciplinary Action

Select all that apply:

• ☐ Policy Violation
• ☐ Attendance/Tardiness Issue
• ☐ Documentation Inaccuracy or Delay
• ☐ Unprofessional Conduct
• ☐ Dress Code Violation
• ☐ Parking Violation
• ☐ Failure to Follow Supervisor Instructions
• ☐ Client Safety Concern
• ☐ Other: __________

4. Description of Incident or Violation

Provide a factual, detailed description of what occurred.

5. Previous Related Incidents

List any prior warnings or disciplinary actions related to this issue.

6. Corrective Action Required

Describe what the employee must do to correct the issue.

7. 90-Day Probation (If Applicable)

(Supervisor completes only if probation is assigned)

• Start Date: __________
• End Date: __________

Probation Requirements

• ☐ Attendance Compliance
• ☐ Documentation Accuracy
• ☐ Policy Adherence
• ☐ Professional Conduct
• ☐ Weekly Supervisor Check-Ins

• Additional expectations: __________

8. Consequences for Failure to Comply

Failure to meet corrective expectations or probation requirements may result in:

• Further disciplinary action
• Extension of probation
• Termination of employment

9. Employee Response (Optional)

Employees may provide comments or explanations.

10. Signatures

Employee Acknowledgment — I acknowledge that I have received and reviewed this Disciplinary Action Report. My signature does not indicate agreement, only acknowledgment.

• Employee Signature: __________ Date: __________
• Supervisor Confirmation — Supervisor Signature: __________ Date: __________
• Administration Review (If Required) — Administrator Signature: __________ Date: __________

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Employee Information

• Employee Name: __________
• Position/Title: __________
• Department: __________
• Supervisor: __________
• Review Period: __________
• Date of Review: __________

1. Performance Overview

A brief summary of the employee’s overall performance during the review period. Summary: __________

2. Core Performance Categories

Each category is rated: ☐ Excellent ☐ Good ☐ Satisfactory ☐ Needs Improvement ☐ Unsatisfactory — with comments.

A. Job Knowledge & Skills

• Understands job duties
• Applies skills effectively
• Stays updated on required training
• Demonstrates competency in assigned tasks

B. Quality of Work

• Accuracy and thoroughness
• Completes tasks on time
• Follows policies and procedures
• Produces reliable work

C. Communication

• Communicates clearly and respectfully
• Responds appropriately to clients and staff
• Maintains confidentiality
• Uses professional language

D. Professionalism & Ethics

• Demonstrates integrity
• Upholds ethical standards
• Maintains boundaries
• Represents New Day Recovery positively

E. Teamwork & Collaboration

• Works well with others
• Supports team goals
• Shows respect and cooperation
• Contributes to a positive work environment

F. Attendance & Reliability

• Arrives on time
• Follows schedule
• Provides proper notice for absences
• Demonstrates dependability

3. Goals & Development Plan

• A. Goals Achieved This Period: __________
• B. New Goals for Next Review Period: __________
• C. Training or Support Needed: __________

4. Supervisor’s Overall Comments

• Comments: __________

5. Employee Comments

• Comments: __________

6. Signatures

• Employee Signature: __________ Date: __________
• Director/Administrator Signature: __________ Date: __________

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