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Easy Care
Health Care Equipment Company
BUSINESS MANAGEMENT 295

November 12, 2017

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Table of Contents

Introduction ................................................................................................................................2

Section 1: Recruitment and Selection ........................................................................................4

Selection Process ...............................................................................................................12
Notification ........................................................................................................................15

Section 2: Training and Professional Development.................................................................16

Training ..............................................................................................................................17
Professional Development .................................................................................................20

Section 3: Performance Appraisal ...........................................................................................22

Annual Performance Evaluation ........................................................................................24

Section 4: Employee Relations ................................................................................................26

Equal Employment Opportunity Policy and Training .......................................................27
Workplace Harassment Policy ...........................................................................................29
Union Management ............................................................................................................24

Section 5: Benefits and Compensation ....................................................................................32

Medical, Dental, Leave, Retirement and other benefits.....................................................32
Maternal Leave ..................................................................................................................34

Section 6: Occupational Safety ................................................................................................32

Glossary ...................................................................................................................................36

Appendix ..................................................................................................................................44

Work Citation...........................................................................................................................46
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Introduction

Easy Care is a medical supplies and equipment company in the state of Washington. The

headquarter office is located at Easy Care building at 12345 Steilacoom Boulevard, Steilacoom

WA. We currently have 3 stores in the Puget Sound area, one in Seattle located at 123 easy

drive, in Tacoma we are located at 232 Ruston way and in Renton we are located at 101 Boeing

Ave.

The company offers a variety of home care medical supplies and equipment products. Some

of the popular items we sell are: wheelchairs, blood pressure monitors, pulse oximeters and

medical emergency alarms.

At Easy Care we take pride in having well trained, knowledgeable, and caring employees.

We provide extensive training to ensure our employees can excel at their jobs and provide

excellent customer service. Knowledge is a value, knowledge is also a tool. Easy Care is always

available to answer your questions and provide expertise that allows you to excel and deliver the

best possible care for your clients

The Human Resource Department in Easy Care Company promotes and supports our

published mission statement. This manual will identify and describe the duties and

responsibilities of the department. There are six sections in this manual to detail specific

activities of the functions of the department:

 Section 1: Recruitment and Selection identifies the two important functions of the

department: analysis and design of work, and recruitment and selection. It also describes

the responsibilities of planning and forecasting to support company strategy.

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 Section 2: Training and Professional Development describes employee orientation, skills

training and career development.

 Section 3: Performance Appraisal describes the company’s performance management

measure, performance appraisal and discipline.

 Section 4: Employee Relations describes record keeping responsibility. This section also

explains labor, personnel and company policies to ensure employee and company

behaviors are in compliance with the laws.

 Section 5: Benefits and Compensation describes wage and compensation administration.

 Section 6: Occupational Safety describes company safety measures to ensure lawful

behavior.
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Section 1: Recruitment and Selection

This section identifies the two important functions of the department: analysis and design of

work, and recruitment and selection. It also describes the responsibilities of planning and

forecasting to support company strategy.

Here is a list of responsibilities of Human Resource Professionals

 Recruit, hire, and promote with EEO principles in mind, by implementing practices

designed to widen and diversify the pool of candidates considered for employment

openings, including openings in upper level management.

 Monitor for EEO compliance by conducting self-analyses to determine whether

current employment practices disadvantage people of color, treat them differently, or

leave uncorrected the effects of historical discrimination in the company.

 Analyze the duties, functions, and competencies relevant to jobs. Then

create objective, job-related qualification standards related to those duties,

functions, and competencies. Make sure they are consistently applied when choosing

among candidates.

 Ensure selection criteria do not disproportionately exclude certain racial groups

unless the criteria are valid predictors of successful job performance and meet the

employer’s business needs. For example, if educational requirements

disproportionately exclude certain minority or racial groups, they may be illegal if not

important for job performance or business needs.

 Make sure promotion criteria are made known, and that job

openings are communicated to all eligible employees.

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 When using an outside agency for recruitment, make sure the agency does

not search for candidates of a race or color. Both the employer that made the request

and the employment agency that honored it would be liable.

There are various reasons that we will recruit new employees. As a Human Resource

Professional, you will be responsible for filling positions. You will be responsible for forecasting

and anticipating the needs of the business regarding when employees will need to be hired for the

business. We are responsible for the hiring decisions. We want to hire the best possible people

for the job.

We will have both external and internal job applicants. Internal job applicants may also be

looking to move locations or to an open position in a different store. We will be using a few

different options for recruitment sources. However, all applicants will be directed to e-mail

resumes or applications to the applicant e-mail address provided. Below is a list of recommended

recruitment sources.

 EasyCare.com

 Indeed.com

 In store advertising

 Notice on Facebook

 Craiglist.org
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To recruit the best qualified workers to fill a vacant position. Human Resource Professionals

need to be involved in the following process:

 Human Resource Planning

o Every year, the Human Resource department will perform an in depth need

analysis. Human Resource Professionals and managers will together evaluate and

analyze the previous year labor data and forecast the need for workforce

adjustments. The Human Resource Professionals will examine the internal and

external labor markets to forecast the trend in human resource management.

Human Resource Professionals will also perform audits on new work in each

work section or department, identify the number and types of workers needed for

the organization and make recommendations to the management.

o Human Resource Professionals must thoroughly analyze factors that influence

human resource trends and forecasts. Here are some of the important factors:

 Changes in labor force with older and more diverse workforce

 Provide retirement planning for increasingly older labor force

 Maintain an organization culture that values diversity

 Comply with Equal Employment Opportunity laws and regulations

 Transformation to high-performance work systems

 Establish a for high-performance work system training program

 Recruit knowledgeable workers

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 Utilize modern technology to store human resource and employee

information

 Implement programs to develop and empower the workforce

 Here is a workplace scenario that reflects current human resource trends:

 Karen is a 56 years old employee who has many years of

experience working with COPD patients. She knew the right kind

of questions to ask to assist customers with their need. With in-

service computer training, Karen has learned how to create and

update customer billing and insurance information using the new

computer system. Even though she has to work with other younger

employees, she seamlessly fit into the team. She has contributed to

the team by maintaining a clean and pleasant work environment.

 As Karen is approaching retirement age, she will need to complete

her retirement briefing online through the Electronic Human

Resource Management (eHRM).

 Job analysis and job design

o Human Resource Professionals will conduct job analysis each year. They will

gather detailed information about specific jobs of all vacant positions. Human

Resource Professionals will then develop, update or rewrite job descriptions to

reflect the current or new work tasks and duties.

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 Job specification

o Job descriptions must define the qualities and requirements that a potential

candidate needs to possess to successfully fulfill job responsibilities. Two

examples of job descriptions are listed below:

 Job Title: Customer Service and Sales Associate

 Accept payments for purchases

 Answer basic questions related to equipment

 Inform clients about services or products that the store offer

 Set up deliveries for customers by inputting customer information

accurately into computer systems

 Assisting customers in care credit application

 Create and update customer billing and insurance information

accurately

 Send and receive faxes

 Ensure store is organized and clean

 Assist with stocking shelves

 Job Title: Store Manager

 Train Customer Service and Sales Associates

 Review customer accounts before fully submitted to ensure there

are no errors from set up or update

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 Review end of night registers and safe for cash and receipt

accuracy

 Confer with insurance companies when issue appear

 Review quarterly employee’s performance

 Job evaluation

o Human Resource Professionals will calculate the value of the job to the

organization to determine a fair pay scale for workers. In order to provide

incentive to the best qualified workers, officers need to analyze the trends in

human resource management accurately to provide the workers with competitive

pay and benefits.

Company Overview:

This business provides highly experienced, skilled and licensed electricians to perform

residential electrical maintenance and system upgrades, to include design and installation. We

value our customers and deliver cost effective solutions that meet or exceed customer

expectations.

Job Title: Journeyman Electrician

Essential duties

The Journeyman Electrician is responsible for but not limited to evaluating customer service

requests, to include site conditions, problems, and compliance issues with local, state and the

national electrical codes. Electricians perform inspections, troubleshooting and scope service

repairs to include all typical activities associated with replacement, repairs and installation of
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new service panels. Circuits upgrades, new service, testing, switch and or receptacle replacement

and upgrades, and extending service. This position is responsible for maintaining, restoring and

installing code compliant equipment, fixtures and systems. This position may involve working

alone or as a team member.

Job Title: Front Office Administrator

Essential duties

The Office Administrator is responsible for but not limited to efficiently managing all office

operations and developing procedures.

 Be the initial contact person in the office for customers and vendors

 Operation of computers, and business software.

 Answering calls and responding to customers,

 Documenting customer service requests, to include all related problems or compliance

issues.

 Answer and direct phone calls.

 Take and forward messages.

 Set up and schedule appointments.

 Provide information to customers and employees.

 Data entry.

 Invoicing completed work.

 Filing.

 And other duties as assigned.

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Required education:

 High school or equivalent or 2 years office management experience

Recruiters will actively engage in the recruitment and selection process. They will be

enthusiastic, informative and knowledgeable about the jobs and provide information and

feedback in a timely manner.

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Selection Process:

To streamline the selection of employees we have a “points” system. Basically, what this

does is for each skill that they have they get a point. This helps to narrow down the pool of

people from which you will hire.

Interview/Application Checklist

REQUIRED ITEMS

High School Diploma YES NO

Computer Skills

Read and Write English

Flexible Availability

Able to Lift 50 LBS

TOTAL:

ADDITIONAL SKILLS EXPERIENCE

Bilingual

Knowledge of Medical Terms

Insurance Experience

Billing Experience

Knowledge of various Computer Programs

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Data Entry

Medical Office Experience

Infection Control/Infectious Disease

Once an applicant is selected for interview, the person will be contacted by phone to set up an in-

person interview.

Job Fair, Job Posting,

Internet Job
Announcement

Examine resumes Interview candidates

evaluation candidates skills,

such as verbal skills, team-
check if qualifications meet
check references building skills, decision-
job specification
making skills and other
needed skills for the job.
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Apply fourth-fifth rule to

ensure all applicants have
equal employment
opportunities

Calculate ratio of non-

Calculate ratio of white
white applicants to
applicants to selected Compare the two ratios.
selected non-white
white applicants
applicants
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Notification

When an application has been received electronically a standard thank you e-mail will be

sent to the applicant. Please see example below

Dear Jane Doe,

We do wish to thank you for taking the time to apply for a position with us here at Easy

Care. We have received your application and it will be reviewed to see if you are a fit for the

position in question. Your resume or application will be kept on file for a maximum of 60 days

after receiving. If you are selected to move on in the next step of the process you will be notified

by Phone. This email is not any form of a job offer but only to notify you we have received your

information. Thank you for considering Easy Care.

Sincerely,

Jim Do
Human Resource Specialist
253-222-3333
JimDo@EasyCare.com

Once a decision is made, the best qualified candidate will be notified by and email and mail.
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Section 2: Training and Professional Development

Besides competitive pay and benefits, Human Resource Professionals also need to focus on

employee development and empowerment to motivate employees. The performance of the

organization relies on knowledgeable workers. It is important to provide employees with training

not only to keep their skills update, but also to enhance their soft and technical skills.

Easy Care knows that by providing motivational professional development training

would help to maintain and build a competent workforce to meet the ever changing demands of

our society. Additionally to textbooks shows that individuals who access professional

development (company supported or not) are more engaged and committed to meeting the

challenges of working at a dynamic organization. Easy care is committed to give that training to

all our employees that way they would be more likely to be loyal and apply all their newly

developed skills and knowledge to the success of our grow and theirs.

The Human Resource Professionals focus an extraordinarily high value on a person who

can set priorities and move quickly to get the job done. Speed and dependability in job

completion is one of the most valued traits in Easy care. We know that when our employees can

be given a task and the manager can walk away and not worry about it again, we have moved our

staff onto the fast track. The subsequent promotion and increased pay are virtually guaranteed for

all the employee for the extra motivation.

Employees should develop a positive mental attitude in the company. When employees

make an effort to cultivate an attitude of friendliness toward people, they will open doors for

them and the company

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Training

Easy care will provide training material to all the employees for them to add more

education and skills to their work performance .Easy care will help staff plan their career paths

by conducting regular meeting to discuss how to help them meet their goals

The first goal of Easy Care is customer satisfaction. We believe by developing the right

training to our employees, we can accomplish our goal and have a fruitful and productive

workforce for the company. Our team members and trainees should have a sense of urgency - the

ability to get the job done fast.

The training of our employees would be linked to the company needs in order to be more

productive. Training and video classes are some of the tools that we will offer to insure the

employee have an extended knowledge of their full duty as well of the job expectation. It is

important for Easy Care that each employee make successful transition to the new work

environment, this is why our training would focus in all types of employee regardless if they are

entry level or manager level.

Here are 8 basic step that we would use for training and development

1. List tasks that new employees need to learn: each employee would be trained with the

basic duty of work and standards of procedure.

2. Break each task down into a series of steps. This would guide the new employees so

that they do not get overloaded with the new information.

3. Have a colleague review the tasks to be sure they are clear and completed. Team work

is essential in our organization, supervisor and manager would work together to verify all the

work is completed.
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4. Provide on-The-List supplies, workspace, and equipment necessary for training on

each task.

5. Require employees to perform the task immediately after they are trained.

6. Review and periodically review the employee's competence on each task.

7. Improve training based on employee feedbacks and performance.

Here are some of the basic topics of training:

 Expected daily duty: this topic would present the basic job expectation for All

the Easy-Care employees. Every employee is expected to be on time to the work,

act and conduct his or her job to the higher stand of their job specification.

 Customer service: Easy Care take number one priority the satisfaction of our

customer. Each employee is in the duty of fulfilling this priority. Starting by

listing to the customers and to understand their needs would be an essential key

for this matter. It is important to always act with care and respect, if by any reason

the customer is dissatisfy with the product or the experience star by apologizing

and ask how you can make it better. If the employee it is in a situation when he

cannot resolve the problem, please contact the manager right away for further

assistant.

 Basic product knowledge: As a medical supply company each employee would

be training in the basic knowledge of each one of our product, by understanding

each product function the employee would be better preparing to assist and

recommended each client with the necessary equipment that would fit their

special need. Also, the staff would be training in basic sale tool to help the

productivity of the company as well the levels of commission for the employee.
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 Sexual Harassment and misconduct: Easy Care would not have tolerated any

type of sexual harassment of discrimination of any kind in the work area, each

employee would conduct in a professional and respectful way with each coworker

and all the staff member of the organization.

On the Job training is provided for our employees for both entry-level Positions as well

as management positions.

Tier I Training:

 Cash Handling/ register

 Expected daily duties

 Stocking the store

 Unloading Freight

 Basic Product Knowledge

Tier II Training:

 Entering Orders for items not on site

 Setting up appointments for delivery

 Credit Applications for Care Credit

 Insurance Billing

Easy Care does encourage advancement within the company. After one year of

employment Easy Care is willing to offer partial reimbursement on applicable tuition towards a

degree related to the business.

Easy Care will offer $1,000 a year for tuition in leadership development training for

employees who show interest in becoming a leader in management position.

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Professional Development
Easy Care knows that professional development helps to maintain and build a competent

workforce to meet the ever-changing demands of our society. Easy care is committed to give that

training to all our employees that way they would be more likely to be loyal and apply all their

newly developed skills and knowledge to the success of our grow and theirs. You will have a

mentor that you are able to reach out to. This mentor will help you develop your personal

SMART goals and will also make recommendations as well if they are necessary. Having a

mentor helps our employee’s when to develop into a more knowledgeable employee with the

help of their mentor.

Not only for the growth of our company is it important but also the growth of our team

member. Our human department would take the time to listen to each individual employee to get

to know what are their professional goal and help then to implement trains for then such as

informal training, formal training and are some of the tool that we would use to improved morale

and greater job satisfaction. Beside those tools here are some other that our HUMAN resource

would use to really implement them.

1. Easy care would share opportunities with your employees. Post a list of upcoming

training and/or certification events. As a company, we know employees find education

important, many miss out for simply not knowing about opportunities, but we will work

to make sure everyone is aware of the opportunity.

2. Provide in-service training. Easy Care believe learns new skills while also participating in

a collaborative team-building activity it is an essential key to success.

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3. Create a video library. Compile materials from past training sessions, industry books, and

other literature in an online context and allow employees to study the materials as

needed.

4. Help our employees with their career plans. Human Resource will meet with our

employees to discuss the trajectory of their careers. Discuss how you can actively help

them meet their goals.

5. We would be open with our staff. We would let our employee to choose training

opportunities that they find interesting and worthwhile. It encourages them to search for

new opportunities.

6. Cross-train. Cross-training not only creates greater flexibility within our company, it also

helps employees learn new skills and combat boredom.

7. Post opportunities for promotion with the company. Hiring from within is one of the best

ways to invest in our future top talent employee. It also would help us to develop new

leaders and improve retention, while also sending a message to your team that the

organization values advancement.

8. Create an Easy-Care mentorship program. This program would help employees take an

active role in sharing knowledge throughout the organization through mentoring. It also

would help develops individuals and improves leadership skills.

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Section 3: Performance Appraisal

To measure employee performance, Easy Care managers will complete quarterly

performance counseling. In addition to quarterly performance counseling, Human Resource

Professionals will complete annual performance appraisal based on manager’s feedback on a

standard form.

Easy Care knows that by providing motivational professional development training would

help to maintain and build a competent workforce to meet the ever-changing demands of our

society. Additionally, textbooks show that individuals who access professional development

(company supported or not) are engaged and committed to give that training to all our dynamic

organization. Easy Care is committed to give that training to all of our employees, so they will

more then likely be more loyal and apply all of their newly developed skills and knowledge.

Here is a list of topics on quarterly performance counseling:

 Attendance

o Attendance is reviewed quarterly

o Rewards will be given for not missing work

o Sick leave with doctor’s notes is authorized and will not count against your

performance.

o Switching shift with another employee will not count in a negative way

o Absence without finding coverage will count

 Teamwork

o Sales are rewarded on a team/store basis rather than individual.

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o Building a better relationship between employees is more productive than

competing with each other

o Helping each other and work together builds team spirit

 Customer Service

o Customer service is reviewed for each store

o Customer satisfaction surveys are made to evaluate the store and employee’s

performance.

o Positive and constructive comments from the customers are used to provide

learning opportunities for all employees

Employee Evaluation:

Employees will be scored based on attendance, customer service surveys, and accuracy of

data entry. Attendance score is based on the amount of days you’ve missed. Customer service

scores based on surveys performed by customers will get a 1-5-star rating.

Accuracy is important with these:

 Attendance days missed

 Customer service

 Accuracy
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Annual Performance Appraisal

Human Resource Professionals will create a standard performance appraisal form for

managers to fill out annually. There will be many questions with the scale from 0 to 10 evaluate

employee performance. Managers will complete the form no later than April 30 each year. If

employees have a score below 7 employees will be re-trained in the area that they failed. They

will also be assigned a mentor to help them develop a plan of action that they can take to

facilitate their professional development SMART goals. Mentor will make recommendations to

the managers to help employees develop their skills on the job.

Discipline

There will be zero tolerance for sexual harassment, racist comments, bigotry and violence.

Every accusation that is made will be investigated and if someone is found to have performed

any of these actions they will be immediately terminated.

The disciplinary form (See Appendix for the form) is the recommended form for verbal,

written and final warnings. For final warnings, this is the last before termination. Two from

human resources or in the supervisory team must be present at time of final warning.

All warnings will remain active in the employee’s files for a rolling twelve months. These

will no longer be counted towards warning process or reviews after the rolling 12 months.

However, any disciplinary forms will be kept on file.

The verbal and first written warnings have no action other than forms filed. The second warning

will end in a one day suspension. Third warning will be two days and the 3rd warning will have a

three day suspension. The last warning will end in termination of the employee.

Reasons for possible infractions include:

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Attendance

Theft

Incompetence

Insubordination

Violation of Workplace Safety

Non-Compliance of Workplace policies

Use of cellular devices is okay if no work is needed or no customers are in store.

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Employee Relations

Easy Care is an equal employment opportunity employer. Our company will provide equal

employment opportunity for all legal workers without discrimination. We will also provide

reasonable accommodation for disabled workers.

Easy Care is committed to maintain a drug free environment. Employees will undergo a

background and drug test when hired. There will also be random drug test on planned days.

When there is drug-related incidence at work that resulted in visit to the ER, employees will also

be required to do a drug test.

When you are hired you will be required to get a background check done within ten days of

being hired as well as a drug test. We deal with patients and need to have employees conduct

themselves in appropriate behaviors. If you do not follow these requirements then you will not be

moved on in the hiring process. If something were to happen that you must make an emergency

trip to the hospital, we also require a drug test at that time as well. This will help ensure us that

the incident did not happen due to drugs or anything else.

HIPPA

All employees will be trained for HIPPA (Health Insurance Portability and Accountability

Act). We are not a medical office however we do handle prescriptions for medical equipment

and insurance billing information. Our client’s privacy is important.

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Equal Employment Opportunity Policy and Training

All the employees and team members of Easy Care trainees are covered in the Equal

employment opportunity (EEO) legislation. This legislation outlaws discrimination and

harassment in the workplace based on certain characteristics, or protected classes. The EEO is

regulated by federal laws. Easy care would follow the implementation of federal laws that

prohibit unfair treatment by employers based on race, sex, color, national origin, religion,

disability, age (40 or over), genetic information and retaliation of complainants or witnesses to

illegal activity.

The Easy care would develop intense and knowledge training to all the new employee, to

guarantee the safety implementation of the EEO guidelines, making our workplace a more

productive environment and preventing our corporation with expensive lawsuits by unhappy

employees.

We strongly believe that given our employee with the full guide line of the EEOC

commission can hell to raise the levels of productivity in our as well to create a friendly

environment in the company.

One of the option that Easy care would use for the training of our employee to have an

EEOC representative to explain the expectations of management and the complaint and remedy

procedures. Emphasize that complaints must be kept confidential, but Easy-Care employees

would be told that you will be notified of issues that arise. Since retaliation also is illegal, we will

train our supervisors not to take adverse action against an employee for filing a complaint.

Here are some basic guides of training for the EEOC web page that EASY Care would use

https://www.eeoc.gov.
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General

 Train Human Resources managers and all employees on EEO laws. Implement

a strong EEO policy that is embraced at the top levels of the organization. Train

managers, supervisors and employees on its contents, enforce it, and hold them

accountable.

 Promote an inclusive culture in the workplace by fostering an environment of

professionalism and respect for personal differences.

 Foster open communication and early dispute resolution. This may minimize the

chance of misunderstandings escalating into legally actionable EEO problems.

An alternative dispute-resolution (ADR) program can help resolve EEO problems

without the acrimony associated with an adversarial process.

 Establish neutral and objective criteria to avoid subjective employment

decisions based on personal stereotypes or hidden biases.

Easy Care also would Give each employee a copy of the policy and post one at a common

location, such as the break room. Schedule a mandatory meeting to discuss details of the

guidelines and answer questions that arise. In the case of a violation of the EEOC rule, EASY

Care will address the acts without revealing the identity of a particular employee. If a staff

member wants to discuss a personal issue in front of the group, the Human Resource

Professionals department would will schedule a separate appointment in private as soon as we

can.

Easy Care will also comply with the Americans with Disabilities Act of 1990, which

prohibits discrimination against individual with disabilities. Reasonable accommodation will be

made to assist those special needs employees.

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Work Place Harassment Policy

According to Equal Opportunity Employment Commission, sexual harassment is a form of

employment discrimination. Easy Care will prevent, eliminate and minimize the sexual

harassment in work place. Employees will attend three classes of sexual harassment training

every year. Employees have a right to file a complaint when incidents occurred.

Adopt a strong anti-harassment policy, periodically train each employee on its contents,

and vigorously follow and enforce it. The policy should include:

 A clear explanation of prohibited conduct, including examples;

 Clear assurance that employees who make complaints or provide information related

to complaints will be protected against retaliation;

 A clearly described complaint process that provides multiple, accessible avenues of

complaint;

 Assurance that the employer will protect the confidentiality of harassment complaints

to the extent possible;

 A complaint process that provides a prompt, thorough, and impartial investigation; and

 Assurance that the employer will take immediate and appropriate corrective

action when it determines that harassment has occurred.

Easy Care will use the following flowchart to handle all harassment complaints (Source:

https://www.ftc.gov/sites/default/files/attachments/filing-complaint-discrimination-federal-trade-

commission/eeocomplaint-flowchart.pdf):
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Union Management
Easy Care and its employees are not currently involved with a Union. We will not stop

employees from starting a union if they so decide to start one. We do encourage employees to

provide us with information for improve ourselves as an employer.

According to National Labor Boards, “Congress enacted the National Labor Relations

Act ("NLRA") in 1935 to protect the rights of employees and employers, to encourage collective

bargaining, and to curtail certain private sector labor and management practices, which can harm

the general welfare of workers, businesses and the U.S. economy.”

The advantage of forming a union is that employees have collective bargaining power for

their rights. It helps to negotiate the difference between the management and the employees. The

disadvantage is that if the union decides to go on strike, all workers have to do it. The situation

may create financial hardship for some workers.

Here are the steps to form a union, according to https://aflcio.org/formaunion/4-steps-

form-union,:

1. Get together with your co-workers who may share a common interest in organizing a

union.

2. Talk to a union organizer to strategize and to learn the next steps.

3. Talk to your co-workers to build support for the union.

4. Show that support through an election or a card-check once you have a strong majority.

5. Once your union is official, you’ll choose your leaders and negotiate a contract. The

process is democratic, and the more inclusive you can be, the stronger your union will be.
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Section 5: Benefits and Compensation

Easy Care offers a comprehensive benefits package that include medical, vision, dental,

holidays pay, maternal leave and retirement. Easy care provides a comprehensive employee

package. Here is a list of benefits that full-time and part-time employees will be entitled to:

o Medical

o Dental

o Retirement

o 401K retirement plan - Matching up to 3%

o Holiday

o 10 federal holidays after 6 months (See appendix for federal holidays)

o Maternal leave

o 10 weeks maternal leave

o Temporary workers will be hired to cover the absence of leave

o Vision

o Offered after 6 months of employment

o Vacation leave

o Two weeks of vacation leave every year after one-year probationary period

o Sick leave

o One week of sick leave every year after one year of employment

o Two weeks of sick leave every year after the third year of employment
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Part-time employees will have a portion of the benefits in proportion to the weekly hours

they work.

If you have an interest in being a leader and want to become one, we offer $1,000 a year for

tuition to be able to move your education to the next level. We want the best for our employees

and want to make sure that you are always going to feel welcomed and feel important. This

opportunity is available to all full-time employees. You must show that you are willing to work

towards this goal and are being serious about wanting to become a leader.

After one year you will receive more benefits such as:

 Sick leave

o One week for the first three years

o Two weeks after you have been with us for three years

Paid Time Off, we lump both Sick and vacation days together

 1 year = 1 week paid sick/vacation

 3 years = 2 weeks

401k/Retirement is offered after one year with 1% employer matching, after 3 years of

employment up to 3% employer matching (I am not 100% sure employers of a smaller company

as this will offer this).

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Maternity Leave

We are required to allow reasonable accommodation for a new mother for the period of

disability due to having over 8 employees. This could change due to the company growing

however if we were to grow to over 50 employees this would be decided by the requirements by

law. We will allow for paid time off to be used for the period of time the mother takes off for

leave. For the non-birthing parent, we will allow for one week of time off.
Page 35 of 47
Page 36 of 47

Occupation Safety

Easy Care will promote employee’s health and safety in the work place by conducting semi-

annual safety training, maintaining a safe work environment, and complying with Occupational

Safety and Health Act (OSHA). Here is a list of policies that are put in place to promote

occupational safety:

o Safety Visit

o Human Resource Professionals will conduct safety visit quarterly to identify

potential hazards in the workplace.

o Managers will conduct safety check daily and report any potential hazards to

Human Resource office.

o Lifting

o lifting more than 50 lbs. with just one person is prohibited

o training will be provided to include steps on how to lift the correct way

o team lifting is the preferred way to lift heavy objects

o Use the five L’s of back safety:

o Load

o Lungs

o Lever

o Legs

o Lordosis

 Keeping your back straight

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o How to lift properly in a team:

o Make sure that you are coordinated

o The people helping should be roughly the same size for team lifting

o One person should be responsible for the control of the action. This person should

be in charge of letting everyone know when to start moving and lifting

o Use clear communication with the others

o How to lift properly by yourself:

o Check the size and space around you for movement

o Make sure that your footing is good, so you will not trip or stumble over anything

in the way

o Check your balance and make sure it is good

o Bend the knees

o Grab the load with the palm of your hands and fingers. Make sure you have a grip

o Start with using your body weight and then lift up by pushing up with your legs

o Always keep your arms and elbows close to the body

o Carry your load close to your body

o Make sure that you are aware and able to see where you are walking

o Bend your knees to lower the object.

o Do’s and Don’ts of proper lifting:

o Don’t…

 Use your back muscles

 Try and lift an item that is over 50lbs

 Twist or turn your body while you’re carrying an object

Page 38 of 47

o Do’s…

 Tuck your chin in to keep your back straight as possible

 Make sure you are lifting with the strong leg muscles

 Always ask for help with the awkward and strong items over 50lbs

 If/when possible use mechanical equipment to move the heavy items

o Accidents

o Accident reports need to be filed when accidents occur.

o Poster will be posted in work place to show steps to file the reports

o Human Resource Professionals will be called upon when accident occurs

o Call 911 for life threatening emergency

o Report to your manager/supervisor

o Go to the doctor or emergency room

o If it is work related, make sure to tell them what happened

o The provider will give you paperwork to fill out

o Take further action if necessary on getting the incident better

o Listen to what the provider tells you and make sure that you keep your boss or

supervisor in the loop

o Workman compensation claims

o Information about how to file a workman compensation claim will be provided at

Human Resource office.

Page 39 of 47

o Samples of workman compensation claim form will be posted at Human Resource

office

Since Easy Care subcontract delivery work to Uber, delivery drivers who deliver

equipment for Easy Care will follow safety policies of their parent company.

As an employee at Easy Care we do require you to be able to lift over 50lbs. This is due

to the fact that some of the equipment that we sell can be heavy as well as the fact that on

occasion you may be needed to assist with unloading freight and stocking shelves. Below we will

describe the proper way to life without injuring yourself.

(Citation: http://www.lni.wa.gov/IPUB/FSP0-918-000.pdf )

(Citation: http://www.lni.wa.gov/IPUB/FSP0-918-000.pdf )
Page 40 of 47

(Citation: Modern Safe Lifting Posters Free and Nice Ideas of 10 Best Images Safety Poster 4

http://www.togomeetings.com/37543/safe-lifting-posters-free.html/modern-safe-lifting-posters-

free-and-nice-ideas-of-10-best-images-safety-poster-4 )

Employee Rights under WISHA

Labor and industries requires a Safety Bulletin Board be provided. Please provide the

following information for employees in a visible area. Any business that has 8 or more

employees but display this information.

 Safety bulletins

 Safety Newsletters

 Safety posters

 Accident statistics
Page 41 of 47

 Other safety educational material

Provide the Emergency Phone numbers on the board

 911

 Local Police

 Fire Department

(Citation information http://www.lni.wa.gov/Safety/Rules/chapter/800/WAC296-

800.PDF#WAC_296_800_190 page 42)

WAC 296-800-200 WISHA Poster

Another required poster to inform employees “of their safety and health protection rights.”

Must be kept in good condition and visible as well.

You may get copies of posters required by labor and industries from any office as well as at:

 1-800-4BE-SAFE (1-800-423-7233)

 http://www.lni.wa.gov/wisha/question.htm#contact.

(Citation information: http://www.lni.wa.gov/Safety/Rules/chapter/800/WAC296-

800.PDF#WAC_296_800_200 page 43)

INJURIES AT THE WORKPLACE

Employees have a right file a claim if injured, select a doctor, and decide if another

person is to accompany for medical treatment.

(Citation: http://www.lni.wa.gov/ClaimsIns/Insurance/Injury/Accident/GetHelp/Default.asp)

Here are the steps to follow after the employee’s incident.

1. Ensure the employee receives medical attention. This may be first aid, calling 911 for an

ambulance or leaving to a hospital or a doctor.

Page 42 of 47

2. As an employer you must file an Employer Report of Accident (EROA)

a. Report injury or death

b. Submit the Employers Report of Accident

c. Inform the employee and medical provider to file a Report of accident

(Citation: http://www.lni.wa.gov/ORLI/ECS/default.asp?Pub=Employer)

Incident Report Paper:

Please include the Following on the Incident Report

1. Name of employee

2. Date and time of incident

3. Location injury took place

4. A description of events from the employee and witnesses

5. What medical attention was received (Band-Aid, doctor appointment, 911/trip to

hospital) or if medical attention was denied at the time

6. Name of manager in charge and employees who witnessed

7. What caused the injury (this can help in the future to avoid the injury)

We as an employer must also file a claim with labor and industries

Page 43 of 47

Glossary

1. Job analysis – gathering of detailed information about specific jobs of all vacant positions

2. Auditing – examination of a specific human resource function

3. Job design - developing, updating or rewriting job descriptions to reflect the current or

new work tasks and duties

4. Job description – description of the qualities and requirements that a potential candidate

needs to possess to successfully fulfill job responsibilities

5. Job specifications – qualities or requirements to perform a specific job

6. Need analysis – evaluation and analysis of the previous year labor data and forecast for

the need for workforce adjustments

7. Job evaluation - performance appraisal to determine rewards and discipline

Page 44 of 47

Appendix

According to https://www.opm.gov, here is a list of ten federal holidays:

The following Federal holidays are established by law (5 U.S.C. 6103):

 New Year's Day (January 1 closed/paid).

 Birthday of Martin Luther King, Jr. (Third Monday in January).

 Washington's Birthday (Third Monday in February).

 Memorial Day (Last Monday in May).

 Independence Day (July 4).

 Labor Day (First Monday in September).

 Columbus Day (Second Monday in October).

 Veterans Day (November 11).

 Thanksgiving Day (Fourth Thursday in November Closed/Paid).

 Christmas Day (December 25 closed/paid).

Page 45 of 47

EASY CARE DISCIPLINARY FORM

Employee Name: Date of Counseling: Date of incident:

Employee Position: Date of Hire: Department:

Store:

Verbal:

Written: 1st 2nd 3rd

Final:

Human Resources Name: Supervisor Name:

Description/Reason:

Employee Action Plan:

Human Resources/Supervisor Expectations/Plan of Action

Printed Name Signed Name Date

Employee

Supervisor/HR

Supervisor/Human
Resource
Professionals
Page 46 of 47

Work Citation

1. https://aflcio.org/formaunion/4-steps-form-union

2. https://www.opm.gov/faqs

3. http://www.google.com

4. https://www.ftc.gov/sites/default/files/attachments/filing-complaint-discrimination-

federal-trade-commission/eeocomplaint-flowchart.pdf

5. Fundamental of Human Resource, Noe, Raymond Hill A., McGraw-Hill Education, 2017

6. http://nasdonline.org/39/d001607/safe-lifting-and-carrying-techniques.html

7. http://ergo-plus.com/wp-content/uploads/WA-Handout-Team-Lifting-Guidelines.pdf

8. https://www.augusta.k12.va.us/cms/lib/VA01000173/Centricity/Domain/10/Safe_Lifting

_and_Carrying_Techniques.pdf

9. https://yourbusiness.azcentral.com/advantages-disadvantage-labor-unions-3553.html

10. https://www.nlrb.gov/rights-we-protect/employerunion-rights-and-obligations

11. https://www.nlrb.gov/resources/national-labor-relations-act

12. https://www.osha.gov/dcsp/osp/stateprogs/washington.html

13. http://www.lni.wa.gov/Safety/Rules/Chapter/800/helpfultools/HT1-CR.pdf