Order of Contents.................................................................= .............................................................. ............................... 1

2.A.: Philosophy and V= alues.................................................................= ...........................................................................= . 3

2.A. 1: Safeguard Intrinsic Human Rights = and Dignity.............................= .................................... ............................... 3

2.A. 2: Self-determination..........................................= ........................................................................ ............................... 3

2.A. 3: Community Inclusion..........................................= ................................................................... = ............................... 3

2.A. 4: Personal Growth through Individua= lly Relevant and Measured Goals.........= ................ ............................... 3

2.A. 5: Behaviour is viewed as Communicat= ion..........................................= ................................... ............................... 4

2.A.&nbs= p; 6: Support Family and Significant Others Involvement..........................................= ............. ............................... 4

2.A. 7: Staff with a Value Base and Personality Factors Consistent with Philosophy............. ............................... 4

2.A. 8: Person Centred Planning..........................................= ............................................................. ............................... 5

2. B.:Ethics.................................................................= ...........................................................................= ............................... 5

2.B. 1: Overview.................................................................= ...........................................................................= ...................... 5

2.B. 2: Definitions.................................................................= ...........................................................................= .................... 5

2.B. 3: Ethical Responsibility in the Delivery of Services to People Supported........................................................ 6<= /o:p>

2.B. 3. a) Conflicts of interest..........................................= ...........................................................................= ....................... 6

2.B. 3. b) Exchange of gifts, money, and gratuities..........................= ...........................................................................= ... 6

2.B. 3. c) Personal fund raising..........................................= ...........................................................................= .................... 6

2.B. 3. d) Person property..........................................= ...........................................................................= ............................. 7

2.B. 3. e) Setting boundaries..........................................= ...........................................................................= ........................ 7

2.B. 3. f) Witnessing of documents..........................................= ...........................................................................= ............. 7

2.B. 4: Ethical Responsibility to the Com= pany..........................................= ..................................................................... 7

2.B. 5: Ethical Responsibility as a Busin= ess..........................................= ......................................................................... <= /span>7 &= nbsp;

2.B. 6: Ethical Responsibility in Marketi= ng Services............................= ......................................................................... <= /span>7

2.B. 7: Ethical Responsibility to Profess= ions..........................................= ........................................................................ 8

2.B. 8: Ethical Responsibility as an Empl= oyee..........................................= ...................................................................... 8

2.B. 9: Ethical Responsibility to Colleag= ues..........................................= ......................................................................... <= /span>8

2.B. 10:Ethical Responsibility in Human Resources...........................= ...........................................................................= 8

2.B. 11:Ethical Responsibility as a Compa= ny to the Community and Taxpayer.......= ................................................. 9

2.B. 12:Procedures to deal with allegatio= ns of violations of ethical codes......= .......................................................... 9

2.B. 13:Education of personnel and other stakeholders on ethical codes of conduct............................................. 9

2:B. 14: Demonstrated corporate citizensh= ip..........................................= ........................................................................ 9

2.C.: Planning<= /u> .................................................................= ...........................................................................= .......................... 10

2.C. 1: Overview.................................................................= ................................................................. ............................... 10<= o:p>

2.C. 2: Accessibility Planning..........................................= ................................................................. ............................... 11<= o:p>

2.C. 3: Technology Plan..........................................= ...........................................................................= ............................... 11<= o:p>

2.C. 4: Risk Analysis Plan..........................................= ........................................................................ ............................... 11<= o:p>

2.C. 5: Continuous Quality Improvement Pl= an..........................................= ..................................... ............................... 11<= o:p>

2.C. 6: Strategic Plan.................................................................= .......................................................... ............................... 11<= o:p>

2.C. 7: Human Resources Plan..........................................= ................................................................ ............................... 11<= o:p>

2.C. 8: Annual Review of Formal Complaint= s..........................................= ....................................... ............................... 11<= o:p>

2.C. 9: Occupational Health and Safety Re= port..........................................= .................................... ............................... 11<= o:p>

2.C. 10:Annual audits.................................................................= ........................................................ ............................... 12<= o:p>

2.C. 11:Incident Reporting: Summary Repor= t..........................................= ........................................ ............................... 12<= o:p>

2.C. 12:Succession Planning..........................................= ................................................................... = ............................... 12<= o:p>

2.D.: Technology .................................................................= ...........................................................................= ................... 12

2.D. 1: Overview.................................................................= ................................................................. ............................... 12<= o:p>

2.D. 2: Use of technology..........................................= ........................................................................ ............................... 12<= o:p>

2.D. 3: People supported and computers..........................................= .............................................. ............................... 12<= o:p>

2.D. 4: Back up and safe storage..........................................= ............................................................ ............................... 13<= o:p>

2.D. 4. a) Disaster Recovery..........................................= ...........................................................................= ......................... 13

2.D. 5: Security and Virus Protection..........................................= ..................................................... ............................... 13<= o:p>

2.D. 6: Installation and Maintenance..........................................= ..................................................... ............................... 13<= o:p>

2.D. 7: Warranties.................................................................= .............................................................. ............................... 13<= o:p>

2.D. 8: Assistive technology..........................................= ................................................................... = ............................... 13<= o:p>

2.D. 9: Internet Use.................................................................= ............................................................ ............................... 14<= o:p>

2.D. 10:E-Mail Use.................................................................= ............................................................. ............................... 15<= o:p>

2.D. 11:Faxes................................................................= ........................................................................ ............................... 15<= o:p>

2.D. 12: Telephones.................................................................= ........................................................... ............................... 15<= o:p>

2.D. 13: Voice Mail.................................................................= ............................................................. ............................... 16<= o:p>

2.D. 14: Cellular Phones..........................................= ...........................................................................= ................................ 16

2.D. 15: Personal Musical Devises..........................................= ...........................................................................= .............. 16

2.D. 16: Confidential Documents on Home Computers...........................= ...................................................................... 16

2.D. 17: Face Book and Social Networking Sites...............................= ...........................................................................= .. 16

2.D. 18: Website.................................................................= ...........................................................................= ...................... 17

2: E: Research<= /u>.................................................................= ..................................................................... ............................... 17<= o:p>

2. F: The Law: .................................................................= .................................................................... ............................... 18<= o:p>

2.F. 1: Subpoenas.................................................................= ...........................................................................= .................... 18

2.F. 1 a): Definitions= ..........................................= ...........................................................................= ............................... 18

2.F. 1 b): Rights and responsibilities of employees.......= ...........................................................................= ............. 18

2.F. 1 c): Compelled W= itness..........................................= ...........................................................................= ................ 19

2.F. 1 d): Voluntary W= itness..........................................= ...........................................................................= ................ 19

2.F. 2: Search Warrants..........................................= ...........................................................................= ................................. 19

2F. 2 a): Introduction= ..........................................= ........................................................................ ............................... 19<= o:p>

2.F.2 b): Receipt of a Search Warrant......................= ................................................................ ............................... 19<= o:p>

2.F. 3: Persons Supported and Legal Matte= rs..........................................= ...................................................................... 20

2.F. 4: Criminal Offenders..........................................= ...........................................................................= .............................. 21

2.F. 5: Legislation and references codes = of ethics..............................= ...........................................................................= 21

2.G. Unanticipated ser= vice modifications, reduction or exits/transitions..= ................................................................. 23=

2.G. 1: Service modifications, reductions= ..........................................= ...........................................................................= .. 23

2.G. 1. a) Procedures:= ..........................................= ...........................................................................= ............................. 23

2.G. 2: Exits/transitions..........................................= ...........................................................................= .................................. 24

2.G. 3: Guiding principles: ..........................................= ...........................................................................= ............................ 24

2.A.:= Philosophy and Values

2.A. 1: Safeguard Intrinsic Human Rig= hts and Dignity

The intrinsic human rights of the people we support mu= st be protected by the diligent efforts of all staff members. This requires that staff members are vigilant, not only with regard to their own behaviour but also that of others, to ensure that these basic rights are not compromised. These basic rights include, but are not limited to, safety, health care, nutrition, comfort, privacy, dignity, choice, shelter, social interaction a= nd emotional nurturance. Our services comply with the B.C. Human Rights Act; B= .C. Human Rights Code and the Canadian Charter of Rights and Freedoms.

2.A. 2: Self-determination=

People express who they are by the choices they make in life: for example, their choice of foods, cultural connections, favourite colours, styles of clothing, types of recreation, type of music, the everyd= ay decisions of “what to do” and “when to do it”. They make choices about things that matter to them. Personal choice is an essent= ial component to a person’s quality of life. We must afford the people supported by us the greatest possible respect for their personal choices, by offering them varied, new opportunities, and also by educating them in safe= and responsible choices with their risks and rewards.

2.A. 3: Community and Social Inclusio= n

Community is not simply a geographical concept, but is= more importantly a social one. Com= munity inclusion is therefore not merely a matter of visiting places, and making u= se of community’s resources. Community inclusion is more importantly a matter of forming relationships, especially relationships beyond those defi= ned by a person’s need for paid support staff. Community and social inclu= sion is also a matter of contributing something, perhaps in some small way, to t= he community. People supported need to be informed and exposed to what is avai= lable to them in their communities and encouraged to participate in decisions that affect them. The community needs to be challenged, encouraged and assisted = to make their services as accessible as possible to people with disabilities. Kardel provides a monthly calendar of events, as well as community guides to the people supported to inform and support them in participation in a varie= ty of activities. Our goal is to ensure they participate in community life in roles they and society value.

2.A. 4: Personal Development through Individually Relevant and Measured Goals

An environment must be created that supports growth for individually relevant and measured challenges. The individual goals do not = have to be large, just clear, written, and able to stand out consistently against the background of day-to-day distractions. This allows the support staff to remain focused on the long-term goals of the individual and to measure their progress towards these desired outcomes. Our aim is to provide opportunities for the pers= on to develop and practice skills in self-sufficiency.

The degree to which an activity or a goal is meaningfu= l and beneficial to an individual may be difficult to determine and a number of factors must be considered. The most critical is the individual’s own expression of choice. Where the nature of the disability is such that the individual’s capacity to comprehend and to make independent choices is limited, support people must discern on behalf of the person with input from families, advocates, and team members who know the person supported well and their wishes. These judgments are made in accordance with accepted social n= orms and in a manner that sensitively balances individual freedoms within the broader social context; i.e. ensures that the expression of individual choi= ce does not jeopardize the rights and privileges of others nor exposes the individual to risk judged to be unacceptable by the person’s support team.

2.A. 5: Behaviour is viewed as communication

It is important to view behaviour as “communication” and to recognize that some behaviour, although inappropriate, fulfills some purpose in the individual’s life. Effect= ive behaviour change requires that we understand what purpose or function the inappropriate behaviour serves for the person. The most desirable and effec= tive means for behaviour change are based on functional assessments and pro-acti= ve positive approaches.

2.A. 6: Support Family and Significant Others Involvement

Family involvement is to be welcomed and supported. Pa= rents and other family members should be encouraged to participate to the degree = that they feel comfortable, in the decision-making that may influence the qualit= y of life afforded each person. To this end, it is important to keep parents and significant others informed of the progress and events in the lives of the people supported.

As members of a supportive network, parents have the r= ight to expect open, tactful, timely and honest communication. Their family strengths should be recognized and their knowledge and history with the per= son valued. Their joy in their family member’s achievements should be sha= red with them. Staff members should have an empathic approach to the emotions families experience especially when a major change is contemplated or is oc= curring. If, for whatever reason family is not involved, staff members assist the pe= ople supported as needed.

Children and youth will be assisted in maintaining communication or contact with their families and others of significance wit= hin the context of the plan of care. Staff members will assist the people they support in coping with the impact of either having or not having communicat= ion or contact with their parents, families and others of significance.

The history, culture and personal beliefs of the people supported needs to be respected and preserved.

2.A. 7: Staff with a Value Base and Personality Factors Consistent With Philosophy

The support person’s presence should signal safe= ty, security and a positive relationship and through the development of this relationship, the support person earns respect to serve as an effective hel= per and support person.

A great deal of care is exercised in the selection of = staff members, particularly since dependent and therefore, vulnerable individuals= may be alone with a support worker for significant portions of time. In additio= n to the obvious factors of education and work experience, the selection process should be one that examines value base and personality factors. The focus of the selection process should be to identify those individuals whose philosophical orientation and emotional disposition are already consistent = with the principles outlined here, and are compatible with the personalities of = the people supported.

To the extent that such staff members are recruited, i= t is believed that a collaborative management structure, characterized by shared decision making, candid expressions of opinion, team work, the collaborative resolution of differences, and effective supervision will support the expression of these philosophical principles, the development of creative s= taff initiatives and foster harmonious staff relationships.

2.A. 8: Person Centered Planning

The aforementioned principles of “self-determination” and “personal growth” are translated into service through the process of Person-Centered Planning. Th= is involves respecting the choices of the person supported, and defining how an individual’s strengths, the resources of family, friends and support staff, can come together to help the person achieve the desired goals. Kard= el is committed to Person-Centered Planning and will produce a plan annually f= or each individual that guides service delivery and clearly defines measurable outcomes.

Policy: = ; &n= bsp; Leadership: Philosophy and Values

Issued: = ; &n= bsp; 1992

Revised: &nbs= p; &= nbsp; August 2000; April 2001, March 2002; September 2002, October 2003; August 2005; Ju= ly 2010

Reviewed: &n= bsp; Jan= uary 2008; July 2009;

References: &= nbsp; Community Living Services: Province= of B.C.; Guiding Principles for Service Delivery: Staffed Resources

= &nb= sp; Quality of Life Indicators: Dr. Robert Schalock

2.B. Ethics

2.B. 1: Overview

This Code of Ethics provides guidelines for decision-m= aking that is reflective of moral principles and core values of the organization.= The Code is intended to promote high standards of service delivery and business conduct. Kardel employees are required to adhere to this Code as well as any Code of Ethics pertaining to professional affiliations. All new employees a= re oriented to the Code of Ethics during Kardel’s Central Orientation and are given a copy of the Code. The Kardel Handbook contains an abbreviation = of this document and it is provided to all people entering services and their families. It is also available to other stakeholders on request.

Kardel’s philosophy is based upon recognition of= basic human rights and the treatment of all persons with dignity and respect. The underlying premise is that no person shall be subject to discrimination on = the basis of disability (physical, developmental or mental), gender, age, race = or culture, religion, spiritual beliefs, sexual orientation, ethnicity, marital status, socio-economic status, or political affiliation. Services will cent= re on individual needs and encompass the social, physical, spiritual, emotional and psychological aspects of each individual.

2.B. 2: Definitions:

Confidentiality: information received or observed abou= t a person served, or about an employee that is held in confidence and disclosed only when properly authorized or obligated legally or professionally to do = so.

Ethics: the discipline dealing with good and bad and w= ith moral duty and obligation.

Stakeholders: all who have a vested interest in an iss= ue. Within Kardel it may include the person with disabilities, their family members, advocates, staff members, other agencies, funding sources, employe= rs, regulatory bodies and the general community:

2.B. 3: Ethical Responsibility in the Delivery of Services to People Supported

To maintain the best interests of the person supported= , and advocate for those interests as circumstances require.

To foster self-determination and to encourage individu= ality accepting each person as unique and valuable.

To respect and individualize services based upon the person’s culture, language, age, gender, sexual orientation, spiritual beliefs and socio economic status.

To maintain confidentiality.

To respect each person’s privacy.

To be non-judgmental and supportive.

To encourage and support connections to the personR= 17;s cultural heritage as desired;

To support their choice to either participate or not participate in religious or spiritual instruction or activities and to resp= ect their culture;

To protect the people supported from abuse and neglect= and avoid participation in practices that are disrespectful, degrading, intimidating, psychologically damaging or physically harmful.

To encourage them to talk about their feelings, teach = them coping strategies and problem solving;

To provide assistance to the person to access appropri= ate and relevant services and to work cooperatively with other services in the community to ensure cohesive service delivery.

To use work time solely for the benefit of the people supported and not personal interests.

2.B. 3. a) Conflicts of interest

Staff members who wish to become home share providers = are directed to another host agency to avoid any potential conflict of interest. Referen= ce 3.d.2. Employment of relatives 3.D.2.a); Outside Employment and other activities 3= .D. 2 b);

&nb= sp;

2.B. 3. b) Exchange of gifts, money, and gratuities

No employee shall accept compensation, gifts or reward= s from the people supported, their families or other agencies because of the posit= ion they occupy within the organization. With the exception of cards or small tokens of appreciation, money or other gifts offered should be firmly but kindly refused. If a person supported or his/her family insists, and the gi= ft is not extravagant and costly, it may be accepted with the knowledge and approval of the manager or program coordinator. If problems arise, employees should seek advice from the Director of Programs and Quality Assurance.

Under no circumstances should staff members borrow mon= ey or items of value from people supported or their families or support network. =

&nb= sp;

2.B. 3. c) Personal fund raising

Personnel soliciting of funds on behalf of a personal = cause i.e. selling cookies for daughter’s girl scouts, sponsorship for a swimathon for Hospice etc. may occur with other staff members with Manager’s approval. However, no personal fund raising may be done with the people supported. Staff members should not be placed under undue pressu= re to support personal fund raising. It should not detract from work time.

Reference also 6.F

2.B. 3. d) Personal property

To prevent breakage or loss, staff members are discour= aged from bringing their personal property to the work site. The property needs = of the people supported are provided within their homes/programs. Exceptions m= ay occur with Manager’s permission. If, for example, a staff person wish= es to bring in a personal DVD for sharing with the person’s supported, t= he details should be documented in the communication book and the DVD should be taken home when completed. Staff members are not to borrow or buy the perso= nal property of the people supported. On occasion a person supported may wish to sell their stereo because they have been given a better stereo. Fair market value would have to be determined and agreed to by the person and their fam= ily prior to the transaction taking place.

Reference: 3.D. 13; 7.A. 4

&nb= sp;

2.B. 3. e) Setting boundaries

Reference 7.D. 2 Guidelines for staff re: touch; and 2= .B. 8 Ethical Responsibility as an Employee.

2.B. 3. f) Witnessing of documents

Because of a potential perceived conflict of interest,= staff members are not to witness documents such as “No Cardiopulmonary Resuscitation” or “Representation Agreement”. Staff membe= rs may witness a signature for documents such as “Confidentiality Agreement”. Requests for witnessing of other documents should be forwarded to the Director of Human Resources or the Director of Programs and Quality Assurance for direction.

2.B. 4: Ethical Responsibility to the Company

To work towards achieving the mission of the company.<= /p>

To assist Kardel in providing the highest quality of service, taking account of changing personal, interpersonal and societal circumstances.

To be knowledgeable of and abide by the companies poli= cies and procedures.

To maintain confidentiality concerning information obt= ained in the course of providing services, and make disclosures only with the con= sent of service users, or, where required by the order of a court.

To promote a positive image of the company in the comm= unity through friendly, respectful and cooperative interactions.

2.B. 5: Ethical Responsibility as a Business

To adhere to General Accepted Accounting Practices

To work towards “customer satisfaction”

To participate in the community as a good corporate ci= tizen

To work cooperatively with aligned businesses for the betterment of the service sector

To provide a safe and healthy worksite for our employe= es and the people we support.

2.B. 6: Ethical Responsibility in Marketing Services

To reflect accurately the policies/positions of the co= mpany in public statements and to avoid any possible misrepresentation of personal opinion as company policy/position.

To clearly define the service that the company has the mandate and capacity to deliver.

To maintain the overall goal of building communities t= hat best meets the needs of people with developmental disabilities with a cooperative approach to promoting our services.

To ensure other services are not denigrated as part of= our own marketing.

To promote a positive, respectful image of people with developmental disabilities.

2.B. 7: Ethical Responsibility to Professions

To maintain membership in relevant regulatory bodies a= nd other relevant practitioner associations.

To ensure the knowledge and skills of professional sta= ff are used to greatest advantage in service delivery.

To ensure that neither the standards nor practices of = the organization nor the job description and performance expectations of the profession conflict with the profession’s regulatory and ethical requirements.

2.B. 8: Ethical Responsibility as an Employee

To maintain high personal standards of professional co= nduct, avoiding any acts that may bring the profession or service into disrepute or which may diminish the trust or confidence of any stakeholders

To avoid any conflict of interest situations.

To refuse any gift, favour or compensation which might= be influential in obtaining preferential consideration.

To carry out professional duties and obligations with integrity and objectivity and to recognize how personal values, opinions, experiences, limitations and biases can affect personal judgment.

To maintain appropriate boundaries between personal and professional relationships.

To avoid inflicting personal religious convictions or personal biases based on culture onto others;

To acknowledge limitations in knowledge and competence= .

To not use drugs or alcohol prior to, or during work.<= /p>

To maintain standards of safety through the use of appropriate equipment, clothing and procedures.

2.B. 9: Ethical Responsibility to Colleagues

To establish and maintain relationships of mutual resp= ect, trust, courtesy and cooperation with colleagues.

To foster a culture in which excellence in practice is pursued in all activities.

To act as a team member, supporting other members of t= he team by maintaining consistent standards and by offering and receiving supp= ort, especially in crises.

To maintain clear, open communication with individuals= , team members and management.

To not engage in sexual harassment or other forms of personal harassment towards any person served, colleagues, managers or stakeholders.

To offer both positive feedback and constructive criti= cism.

To ensure fair and equitable distribution of work.

2.B. 10: Ethical Responsibility in Human Resources

Pursuant to Human Rights Legislation, to provide equal employment opportunity to qualified individuals able to fulfill the job description regardless of disability, race, ethnicity, religion, gender, socio-economic status, marital status, sexual orientation, national origin, political affiliation, age or status. Harassment and misconduct are unacceptable behaviours for all employees of the company.

To ensure employees work time is a resource committed = to service delivery and not diverted to personal pursuits.

To ensure employees receive recognition for dedication= to company and services.

To ensure that discipline, where necessary, is based on thorough investigation and fair and objective treatment of culpable employe= es.

2.B. 11: Ethical Responsibility as a Company to the Community and Taxpayer

To foster a spirit of cooperation with other service agencies, educational programs and volunteer organizations involved in community living services.

To maintain a commitment to high standard of service, continuing quality improvement and prudent financial stewardship.

To deal with others, both inside and outside the compa= ny, based on unquestioned integrity, open communication, social responsibility.=

To behave in full and complete compliance with all applicable laws and regulations. In addition, our dealings with others will= be based on complete candor, cooperation, honesty and mutual respect.

To ensure that company property or the owned property = of the people we support is not used in order to obtain personal benefit. This eth= ics policy prohibits employee theft, fraud, and embezzlement or misappropriatio= n of property belonging to the company or the people supported, another employee= or any associate or supplier of the company.

To report financial results in accordance with general= ly accepted accounting principles. Those reports will fairly present Kardel’s financial position and operating results.

To purchase supplies from reputable suppliers who will= treat our company and employees with respect. Kardel shall interact with their suppliers in an open, honest and timely manner. Such communication will cre= ate positive partnerships that will benefit the overall operation.

To use suppliers of goods and services on the basis of price, quality and service only. In selecting suppliers, we also will be mindful of our commitment to supporting businesses that hire people with disabilities. No employee may profit personally from a relationship with a supplier.

To be respectful corporate citizens in the community, = we will participate in activities within the community for the betterment of t= he community.

2.B. 12: Procedures to deal with allegations of violations of ethic= al codes

Any allegation of violations of ethical codes or complaints/concerns regarding actions is to be dealt with following the complaints resolution process (See section 1: Complaints).

2.B. 13: Education of personnel and other stakeholders on ethical c= odes of conduct

Upon hire, all staff members are given a booklet to re= view that outlines ethical codes of conduct. The handbook, given to consumers and families and other stakeholders interested in our services, also outlines ethical codes of conduct. Staff members attend a session that teaches Kardel’s ethical code of conduct.

Procedures for lodging a complaint are outlined in the Handbooks that are circulated to people served, their families, staff membe= rs and stakeholders.

2.B. 14: Demonstrated Corporate Citizenship

Kardel works to be a good corporate citizen. Scholarsh= ips have been provided to Cam= osun College to support = two students seeking further education in community living. Kardel has representatives on the College’s advisory committee for the LPN progr= am, Community Support Worker/Teacher Assistant Program and the Resident Care Aide/Home Support Worker program. Staff members devote significant time to participation on provincial committees.&nb= sp; Kardel has a representative on the “One Day Celebration” that is the kick off to community living month. Kardel also has a representative on “South Island Education Committee” which coordinates planning events for front line staff members.

In keeping with environmental sensitivity, all of our = homes use environmentally friendly cleaning products, and in most situations, LCD lights. An extra effort is made to celebrate earth day throughout the compa= ny.

Our organization usually puts a Kardel team in Operati= on Trackshoes, an annual provincial track and field event.

2.C.:= Planning

2.C. 1: Overview

The following are included as part of the company busi= ness improvement plans and distributed to all homes and programs: accessibility plan; technology plan; risk analysis plan; continuous quality improvement p= lan; strategic plan; staff training plan; and annual review of formal complaints, grievances and appeals. All people supported, families, stakeholders and st= aff are surveyed annually and input is used for our continuous quality improvem= ent planning. Summaries of the pl= an are circulated to each home/program for the people supported and mailed to fami= lies and stakeholders.

2.C. 2: Accessibility Planning

Our goal is to continually improve identification of barriers in our services: architectural, environmental, attitudinal, financ= ial, employment, communications, transportation and any other that keep people w= ith disabilities from being fully included in our services and our community.

The Continuous Quality Improvement (CQI) Committee sel= ects a coordinator of the accessibility plan. The coordinator reviews the standard= s of accreditation annually to ensure that we continue to meet the standards. A spreadsheet regarding accessibility issues is used to track progress.

Surveys are circulated annually in June by the coordin= ator for input by staff members and people served. Results are summarized and presented to the CQI Committee. In July, priorities for work are approved by the CQI Committee, and then forwarded to the management group for final approval. The Accessibility P= lan is circulated company wide in July. The Plan outlines the person(s) responsible and the dates for follow up action. The accounting administrator is aware of the items in the Accessibility Plan to assist with financial planning towar= ds meeting our goals.

Throughout the year, many advocacy efforts occur on be= half of people supported to ensure an accessible community. These efforts may be initiated by staff members or managers in the home and program based on an observed need. The coordinator keeps a file of activities and tracks the results. Positive community action may be reported in the company newslette= r as appropriate and will be summarized as part of the accessibility plan. Staff members are encouraged to bring plans forward for approval and endorsement company wide.

2.C. 3: Technology Plan

A plan is put together on technology requirements bi-annually (April) and the growth that is expected based on the budgets available. The Technology Plan is circulated to the management team. Gaps in technology are identified by managers and forwarded to the CEO for consideration in planning. A report on progress proceeds the next planning phase.

2.C. 4: Risk Analysis Plan

At the end of the year (December 31) a report and anal= ysis is completed on the risks faced by the company. A plan is completed bi-annu= ally The Director of Programs and Quality Assurance assembles a draft with input form the Director of Human Resources and Finance. The CEO reviews the plan = and approves it. It is circulated to the homes/programs.

2.C. 5: Continuous Quality Improvement Plan

Surveys are sent to all the people we support, familie= s, advocates, and stakeholders annually in January. The Director of Programs a= nd Quality Assurance collates the information. Meetings are held in January/Fe= bruary with each home and program operated by Kardel to review the results and to = set effectiveness goals for the year ahead. An efficiency goal is established company wide and this is reviewed with each section of the company. The information is assembled into our plan for Continuous Quality Improvement. = The complete plan is distributed to our funding body as well as all administrat= ive staff, and to each home and program. A one-page summary is distributed to t= he people we support, their families and other stakeholders.

2.C. 6: Strategic Plan

Annually, managers and administration come together to complete a Strategic Plan based on the feedback received and the issues highlighted in the Continuous Quality Improvement Plan. Working groups and = work assignments occur at the Strategic Planning session. The Strategic Plan is circulated to all the homes and programs. Strategic Planning occurs in September.

2.C. 7: Human Resources Plan

In January, a report is produced summarizing the turno= ver and retention of staff. Planning occurs to determine how we can decrease turnover and increase retention. Variables that may affect turnover are evaluated. The Human Resources Plan is distributed for posting to each home= and program.

2.C. 8: Annual Review of Formal Complaints, Grievances and Appeals<= o:p>

In December, a report is produced summarizing formal complaints and appeals with non-identifying information. Trends and problem= s to be addressed are summarized. The report is distributed for posting to each = home and program. Staff memberR= 17;s grievances are tracked and summarized separately by the Director of Human Resources for trends.

2.C. 9: Occupational Health and Safety Report

In January, a report is produced summarizing time loss, hours lost, days lost throughout the calendar year. Committee composition is reviewed and progress during the year is summarized. Goals are established = for the year ahead and success with meeting the goals from prior years is summarized.

2.C. 10: Annual audits

In August, we complete an information and a file audit= to ensure that the current information is available in the homes/programs and = that the files of the people supported are complete. We also complete an administration audit.

2.C. 11: Incident Reporting

In December of each year a summary is made of critical incidents to detect trends and areas needing collective action. Minor incid= ents are summarized in the OH&S statistics and OH&S committee reviews for any areas of concern.

2.C. 12: Succession Planning

Kardel has an emergency succession plan that outlines = the person(s) to assume responsibility in key positions in case a staff member = is unable to fill their duties on short notice. A succession plan has also been developed for key positions within the organization that outlines training = and opportunities that should be provided to potential candidates for more seni= or positions.

2.D.: Technology

2.D. 1: Overview:

Kardel continues to work towards the best use of techn= ology for increased efficiency and effectiveness as an organization. Computers ow= ned by the people we support are intended for the sole use and benefit of that person. Managers/PICs are responsible for the computer in their home(s)/programs and the designation and supervision of staff members for t= asks involving computers. Managers or acting PIC maintain the password and do the assignments for computer usage. Training is provided as appropriate to the task.

2.D. 2: Use of technology:

The computers owned and provided by Kardel are meant f= or the sole purpose of Kardel business. Under no circumstances may computers be us= ed to access pornographic sites or downloading any imagery, information, softw= are unrelated to program objectives. Personal use of the computers by staff mem= bers may result in discipline up to and including termination of employment. Technology should be used to reduce faxes and paper correspondence. To rema= in environmentally sensitive, as well as to ensure confidentiality, computers should be turned off at the end of the Managers/Administrators/PIC workday.= For cost effectiveness, bulk copies should be made on the photocopier in the of= fice and not printed in the home i.e. flow sheets, log notes etc.

2.D. 3: People supported and computers:

Many of the people we support require assistance to use their computers. Kardel helps people supported in pursuing personal interest and activities. Within the homes/programs where people are using computers,= a plan for support will be developed and included in Individual Care Plans. We wish to ensure staff members have adequate skills to provide support requir= ed; however, we cannot guarantee competence to meet every level of need on every shift.

For computers owned by the people we support, costs associated with computer repair, internet services, general maintenance and virus protection are the financial responsibility of the owners. At Futures Club, the fees paid by the participants as part of their monthly fee for attendance at the program, cover these costs.

When people supported express goals associated with technology, these will be indicated in the PCP /IPP plans with an appropria= te measure to track success. Individual Care Plans will be expanded to include necessary information for all staff members to be oriented to the process to assist the person with computer usage. The issue of security of the data sh= ould be addressed within the plan.

2.D. 4: Back up and Safe Storage:

Managers= /PICs, and the person primarily responsible for computer integrity, are to back up their essential data on diskette weekly and maintain off site in a safe and secure location. Space is available at the office for this purpose.

Weekly backup of financial tapes is stored off site by= the Director of Finance. Crucial = data stored on computers located at Kardel office is backed up by copying data to portable storage devices (i.e. diskettes, flash drives). The Director of Finance backs up AccPac.

2.D. 4. a) Disaster Recovery: = Communication Headquarters would alert Directo= r of

Finance to commence recovery of information from the b= ack up files that are kept off site.

2.D. 5: Security and Virus Protection:

LAN firewall is in place at the office. Anti-virus Protection is located on each station throughout the company. The Manager/P= IC through the use of a password may access the computer. Computer technician = will arrange with the Manager/PIC for changes in the password as appropriate. Ma= nagers are to inform the Director of Finance of their two passwords for Central of= fice Records. Managers are not to share their password, except when they are des= ignating a PIC.

2.D. 6: Installation and Maintenance:

Technical support and maintenance services are purchas= ed as necessary. Refer questions to the Director of Finance.

2.D. 7: Warranties:

Warranties are retained in the office of the Director = of Finance.

2.D. 8: Assistive Technology:

Through augmentative and alternative communication ser= vices, we access voice output devices; Easy Talk; Voice pal max hardware: switches, switch-adapted mouse. We have access to lap top computers and teletype is u= sed in one of the homes.

Software: Speaking Dynamically Pro, Boardmaker (also available at Futures Club), Writing with Symbols 2000, Early and advanced Switch Games, Biggy. We have access to WiVik (on-screen keyboard with voice output)

2.D. 9: Internet Use:

All persons authorized to use Kardel’s electronic network systems (“users”) are limited to using the internet responsibly to further the goals and objectives of the organization.

Any questions regarding internet use policy should be directed to the Director of Finance.

Rules:

See prohibited use below.
Kardel assumes no liability for any direct or indirect damages arising from t= he user’s connection to the internet.
Kardel is not responsible for the accuracy of information found on the intern= et and only facilitates the accessing and dissemination of information through its systems.

Prohibited use (includes but is not limited to):

= 1. Individual internet use will not interfere with others’ use of the internet. Use= rs will not violate the network policies of any network accessed through their account.

= 2. Employees shall not use the internet to play games, enter chat rooms or join discussi= on groups.

= 3. The internet may not be used for illegal or unlawful purposes, including but not limited to copyright infringement, obscenity, libel, slander, fraud, defamation, plagiarism, harassment, intimidation, forgery, impersonation, illegal gambling, soliciting, or computer system tampering.

= 4. The internet may not be used to access free web-based mail services (e.g. hotma= il) or engage in instant messenger services (e.g. MSN).

= 5. The internet may not be used in any way that violates existing policies, rules = or administrative orders including, but not limited to, Kardel policies.

= 6. Individuals may not, without authorization, access, view, alter, or destroy data, softw= are, documentation, or data communications belonging to others.

= 7. In the interest of maintaining adequate network performance, users should not = send unreasonably large electronic data sets.

2.D. 10: E-Mail Use:

Access to e-mail is provided to users for the purposes= of assisting them in performing their work. “User” is defined as a= ll persons authorized to access Kardel’s electronic mail service. Within= the homes, Managers or PICs are authorized to send and receive email. There is = only one e-mail account in each home. Uses are:

Communication with stakeholders, other services within the system, families, healthc= are professionals, within the context of an assigned responsibility;
Acquiring or sharing information necessary or related to the performance of an assigned responsibility;

E-Mail must be password protected to ensure confidenti= ality of the information. Computers should be shut down at the end of the workday= to prevent unauthorized access. Any questions regarding e-mail use policy shou= ld be directed to the Director of Programs and Quality Assurance.

2.D. 11: Faxes:

Transmitting information electronically contains risks= that the information will go astray, thereby breaching our commitment to confide= ntiality. To ensure due diligence, the following practices should be observed:

Only send electronic information containing confidential information in urgent situations; otherwise, use phone or regu= lar mail;

In regard to facsimiles con= taining confidential information, phone the receiving agency to notify them the “fax” is coming, and ask them to notify you if it is not receiv= ed. Stay at the fax machine until the transmission is complete so that you personally retrieve the original.

Policy: &nbs= p; &= nbsp; Leadership

Issued: = ; &n= bsp; February 2003,

Revised: &= nbsp; January 2004, May 2006; November 2006; November 2007; July 2009

Reviewed: &nb= sp; July 2010

Reference: = &nb= sp; Freedom of Information and the Protection of Privacy Act: A Guide for Staff at the Lodge at Broadmead; page 22; adapted from Mission Association for Community Living Internet and Email use

2.D. 12: Telephones:

Kardel telephones are for Kardel business and emergenc= ies only. If it is necessary to make personal telephone calls, either on Kardel phones or personal communication devises, employees should endeavour to make these calls at times that do not interrupt their duties in the home and to = keep them short.

2.D. 13: Voice Mail:

Managers and administrative staff are to ensure their recorded voice mail messages are appropriate, informative and timely. Manag= ers and administrative staff are responsible for the security of their account = and password and for taking precautions to prevent unauthorized access to mail boxes.

The Accounting Administrator records voice mail passwo= rds and keeps them in a secure place.

2.D. 14: Cellular phones:

Managers provided with cell phones must be aware that cellular transmissions are not secure and use discretion in relaying confidential information. Kardel cell phones are for Kardel business and emergencies only. For cost effectiveness, a land line should be used when possible.

For cell phones owned by the company all passwords sho= uld be registered with the Director of Finance.

Do not use the cell phone while driving a vehicle.

2.D. 15: Personal Musical Devises

The use of personal musical devises is not appropriate= while working within the homes and programs. As part of a person centred service, staff members need to be fully engaged in attending to the communication and the needs of the people they are supporting. Personal musical devises may interfere with the ability to hear and fully attend to people’s needs= .

2.D. 16: Confidentiality: Documents on Home Computers

Staff members may request the option of completing Per= son Centered Plans or Individual Program Plans on home computers for convenienc= e. Under no circumstances is there a requirement for staff members to complete documents related to their employment and job expectations on home computer= s. However, in situations where this is the staff member’s choice and preference, it is essential that confidentiality of the material be maintai= ned. Staff members request a copy of the current template from the employee scheduler. The employee scheduler will sign out the disk to the employee, a= nd the original disk must be returned to the employee scheduler with the mater= ial to be copied and distributed. The disk must be kept confidential and in a secure place while in the possession of the employee. No material is to be saved to the hard drive of personal computers. Our philosophy and ethics pertaining to confidentiality are printed on the front of the envelope with= the disk for review. The disks are labeled confidential. Flash drives are not t= o be used.

2.D. 17: Facebook and Other On line Social Networking Sites.

For personal web spaces created outside of the workpla= ce and on personal time, the information can disseminate world-wide. Comments writ= ten on Facebook may link the author to the workplace, despite the unintended connection. In doing so, employees making unsavory or unmonitored comments = can potentially compromise the reputation of the organization. This also creates the potential for the release of confidential information, libelous comment= s or “virtual” harassment such as:

Inappropriate and/or unauthorized photos;
Information about the people supported that would identify their location or divul= ge confidential information or invade their privacy;
Depiction of the organization that may misrepresent the principles and philosoph= y of the organization.

Staff members assisting a person supported with access= ing Facebook and writing on Facebook must teach personal safety on social networking sites. Plain language materials are available through the office= .

Pictures of the people supported and information about= the people supported should not be included on Face Book sites without the expressed consent of the person supported and in situations where they are = not able to give this consent, the consent of an appropriate family member i.e.= representative or temporary substitute decision maker.

Kardel may discipline an employee for off-duty conduct= that adversely affects its operation or puts its employees or people receiving services at risk or breaches confidentiality or privacy.

2.D. 17: Webs= ite:

Kardel has a company website at http://kardelcares.ca/ Director of Fina= nce updates the website as required. Inquired should be directed to the Directo= r of Finance.

2: E:= Research

Research is important for the long-term improvement of services and Kardel will cooperate with researchers and work with them to facilitate their work under the following conditions:

q = All requests to engage in research on behalf of the company must be approved by= the owner/operator prior to proceeding;

q = A written outline of the hypothesis and the methodology must be submitted to = the owner/operator;

q = People supported by Kardel involved in research endorsed by Kardel will be individ= uals that are able to provide informed consent for their participation; participation is completely voluntary; participants may refuse to respond to any questions or ask that the tape recorder be turned off;

q = Participants may withdraw at any time, without explanation. They may choose to have their contribution to date destroyed or not included in the study.

q = Kardel form: Interview/Photographs/Video Consent Form will be explained and comple= ted with the person supported. A copy of this form will be given to the manager= /PIC, with the person’s permission, and is placed in the binder within their service area;

q = The managers/PICs responsible for the individual’s support, or their caregiver/parents with whom they reside, will receive a detailed descriptio= n of the project prior to discussions with the person involved.

q = Research results will not identify individuals by name or identifying information; <= /p>

q = Kardel will receive a copy of the research on completion;

q = Kardel has the right to deny access to people on Kardel property.

q = The researcher must agree to comply with the ethical standards of Kardel as outlined in our policy and procedure manual.

q = Original tapes, notes etc. will be destroyed after analysis and the writing of the f= inal copy of the research.

q = Researcher must be affiliated with a college or university and research proposal must = be in compliance with their research ethics committee where applicable.

2.F: = The Law

2.F. 1: Subpoena

2.F. 1 a): Definitions:

Court:

A judicial body su= ch as the BC Supreme Court. For the purpose of this Policy, the word “Court” also includes administrative tribunals or an arbitrator whose position is governed by law. It also refers to any proceeding or acti= vity in a Court, including proceedings or activities other than trials.

Subpoena:

A writ commanding un= der law a person designated in it to appear in court under a penalty for failure. T= he documents requiring such appearance and testimony are called “Summons” or “Subpoenas”.

Voluntary Wit= ness

A person who volunteers to appear and testif= y in court. One example is of a person who has information about an accident, a crime, or business dealing and feels obliged to “do the right thing”.

Compelled Witness

A person compelled= to act as a witness to provide information. The information may usually be considered to belong to the Company or to be confidential under the terms of employment and the subpoena requires them to testify.

<= /span>

2.F. 1 b): Rights and Responsibilities of Employees

The purpose of this policy is to ensure that employees are aware of their public, legal responsibilities to the Court to testify when subpoenaed and to tell the tr= uth. This policy is also to make employees aware that they:

= · have some rights with respect to testifying in Court, as indicated below;

= · have a duty to the Company as their employer;

= · can exercise their rights;=

= · must disclose to the Company (CEO) any request or summons to testify to the company, well before any scheduled Cou= rt date to the CEO;

= · emphasize that the overarching purpos= e of the Company is to act in the best interests of people with disabilities.

The purpose is als= o, wherever legally possible, that employees of the Company:

= · do not consent to testify in Court regarding any question that might, in any way, compromise the Company’= ;s purpose and duty to act in the best interests of people with disabilities;<= o:p>

= · ensure that any information that is t= he property of the Company is not utilized in a Court without the Company’s knowledge and permission;

= · employees who become aware that information has been subpoenaed or otherwise compelled from the Company, as= evidence in Court or by the police, must inform the CEO immediately. Only the CEO may provide such information or delegate the provision thereof.

<= /span>

2.F. 1 c): Compelled Witness

A subpoena or summ= ons to testify in Court raises special questions, places an employee in unusual circumstances, and imposes very serious legal obligations to the Court, as = well as to the Company.

<= /span>

When employees are compelled, under the law through a subpoena to testify in Court, they do not have a choice about attendance. They must testify according to their legal obligations and they must tell the truth. The evidence that they give may or may not be in the best interests of the Company or of a person with a disability. However, depending on the circumstances, employees have a right= , within the law, to ask to not testify or ask to not answer some questions or parts= of some questions. These rights are part of the Law of Evidence under our syst= em of law. Employees may wish to seek legal advice.

<= /span>

2.F. 1 d): Voluntary Witnesses

When employees are asked to voluntarily act = as witnesses in a Court, their testimony may or may not be in the best interes= t of the Company or a person with a disability. They must first notify the CEO in writing of their intention, and receive his/her prior permission in writing= to do so. The Company may decide to require the employee to not testify under those circumstances. Similarly, when an employee is asked to voluntarily provide information to= the police or some person or organization, which is not a Court, doing so may or may not be in the best interest of the Company or a person with a disabilit= y.

<= /span>

The Company may de= cide to not permit the employee to provide such information under those circumstances, provided it is legal to do so. Non-compliance could result in discipline, up to and including termination of employment.

Policy Group: &= nbsp; Leadership

Issued: = ; &n= bsp; February 2005

Reviewed: &n= bsp; = ; December 2007; July 2009; July 2010

Reference: &n= bsp; = ;

2.F. 2: Search Warrant

2.F.2: a): Introduction

Search warrants are another investigative device used to obtain documentary and other physical evidence in corporate criminal investigations. The police prior to executing the warrant do not provide the reason for the search warrant. The government agents are authorized to enter premises by force if necessary and immediately seize the materials that fall within the scope of the warrant.<= /p>

For a search warrant to be issued it must be demonstra= ted to a neutral and detached magistrate that there is probable cause to believe t= hat a crime has been committed and that evidence, fruits, or instrumentalities = of the offence will be found in the place to be searched.

2.F.2: b): Receipt of a Search Warrant

= 1. If the government agents present a search warrant, copies of the search warrant should be requested.

= 2. Verify that the search warrant actually is addressed to the facility that the agen= ts seek to search. It must descr= ibe specifically the places to be searched and the items subject to seizure.&nb= sp; The agents may only search in those areas identified as subject to the sear= ch and may seize only those items identified as subject to seizure.

= 3. Identify safety and security concerns for the agents e.g. needs of the people suppor= ted

= 4. Advise the CEO as soon as possible.

= 5. Materials for which a claim of privilege may be made should be segregated and the age= nts advised that the materials should remain sealed until the parties (or the c= ourt if the parties cannot reach agreement) can resolve their status. For exampl= e, binders of the people supported that are not identified in the search warra= nt may be questioned.

= 6. The manager or designate on site would act on behalf of the organization’s interests during the search. This person should not interfere w= ith the agents, but should keep a detailed list of the areas searched, any ques= tions asked by the agents, and any materials seized.

= 7. The manager or designate should be adequately familiar with the material subjec= t to seizure to be able to identify any potentially privileged materials. Essent= ial business records (including computerized records) should be identified and backups maintained (off premises).

= 8. Do not forcibly interfere with or willfully obstruct the conduct of search. Obstruction of justice may result in arrest and prosecution. If agents do something in excess of the warrant, object, but do not resist.

= 9. Do not allow interviews on the company's premises. Designating an "interv= iew room" may be deemed consent to interview. The warrant does not permit government agents to make use of home or program facilities.

= 10. Emplo= yees should cooperate with agents conducting the search. Agents have a right to search for and take documents but do not have a right to compel employees to tell them where a particular document is located.

= 11. Emplo= yees have a right to speak or not to speak to the agents; it is their choice. The company takes no position on the issue.&nb= sp; Employees may choose to speak first with personal counsel in order to protect their individual rights.

= 12. The agents/police have the right to contact employees at their homes.

= 13. Emplo= yees have the right to have a union rep present during debriefing.

= 14. Polic= e may confine staff members and restrict the use of telephones and computers as p= art of an initial "security sweep." They do not have the right to und= uly restrict a person's freedom of movement for a period longer than a few minu= tes, and employees may object. With a longer time frame, you may wish to ask whe= ther persons whose movements are restricted are "under arrest".

2.F. 3: Persons supported and legal actions:

Kardel helps a person supported involved in legal acti= ons by identifying appropriate legal assistance and through personal support.

Kardel does not assume responsibility for resolving le= gal actions involving persons supported except in cases where Kardel is named in the legal action. We work cooperatively with a probation officer to facilit= ate compliance with orders from the Court.&nbs= p;

Procedures:

If a person served is involved in legal action, such as receiving a summons= or subpoena, being asked to be a voluntary witness, or charged with an offence, the Manager supports the person served to:

a) notify family member(s), guardian (if applicable) and CLBC contact;

b) access appropriate legal representation;

c) understand the nature of the person’s involvement, rights and responsibilities a= nd assist them with understanding the process using plain language.

d) Seek out additional expertise and resources as necessary in the best interest of= the person.

e) Accompany the person to appointments if required and requested

2.F. 4: Criminal Offenders:

Kardel considers each request for admission based on t= he suitability of placement. Where there has been a history of criminal behavi= our, Kardel would

access the potential impact on other people in the home/program; we would not accept a person where there is a probability of placing other vulnerab= le people at risk; however, we would assist in either designing a more appropriate service under the auspices of the company, and informing C= LBC and the planners of the resources required to assist in their search f= or a more appropriate resource;
history of the criminal activity and chances of recidivism
access the resources required to meet the need and our ability to provide tho= se resources
work cooperatively with the probation officer and/or other members of the t= herapeutic team and the courts to assist in the rehabilitation if the person is admitted to our services. These service providers would become stakeholders in our services for the person and there input would be sought into the quality of our services in our annual satisfaction surveys. The Manager is responsible for the coordination of services. Incident reports would be forwarded to CLBC, central office and licens= ing as appropriate.
Report any breaches of probation and keep on going progress notes on the pers= ons behaviour

Policy Group: = Leadership

Issued:&n= bsp; = ; &n= bsp; November 2006

Reviewed; &n= bsp; April 2010

Reference: &n= bsp; VIHA Community Care Facilities Licensing: Incident Reports;

2.F. 5: Legislation and Referenc= ed Codes of Ethics

The following is a listing of legislation that impacts Kardel’s delivery of Service. As well, relevant Codes of Ethics, and reference policy and procedure manuals are listed.

*Indicates a copy is in Kardel Library

q = Legislation:

*Adult Guardianship Act

*B.C. Human Rights Act; B.C. Human Rights Code

Canadian Charter of Rights and Freedoms

Child Welfare Act

Child, Family and Community Service Act

Coroner’s Act

Companies Act

*Community Care Facilities Act & Adult Care Regula= tions

*Community Care and Assisted Living Act

*Community Care Interim Authority Act

*Criminal Records Review Act

*Document Disposal Act

*Emergency Program Act 1993

*Employment Standards Act

*Freedom of Information and Protection of Privacy Act;= & Regulations

Gain Act; Gain Regulations

*Health and Social Services Delivery Improvement Act

*Health Care (Consent) and Care Facility (Admission) A= ct

*Human Resource Facility Act

Motor Vehicle Act

*Multiculturalism Act

*Nurses Act

*Representation Agreement Act

*Psychologists Act

* Public Guardian and Trustee Act; & Public Guardi= an and Trustee Regulation

*Social Work Act

*Personal Information Protection Act

*Workers Compensation Act; WCB Regulations; Occupation= al Health and Safety Regulations

q = Ethics

Code of Ethics for Alcohol and Drug Service Providers = 1996

*Social Work Code of Ethics 2010

Child and Youth Care Practitioner’s Professional= Code of ethics

*Community Support Workers’ Code of Ethical Cond= uct 1999

*MCFD: Community Living Services: Province of B.C.; Guiding Principles for Service Delivery: Staffed Resources Revised 1999; Revised 2001

q = References: Policy and Procedures

*CARF Employment and Community Services Standards Manu= al

*Community Care Facilities Programs: Policies and Proc= edures

*Field Guide on Death and Dying, MCFD

*Community Social Services Employers (CSSEA) Associati= on: Personnel Policies and Procedures

Community Support Services Policies and Procedures

*Collective Agreement HEU

2.G. Unantici= pated service modifications, reduction or exits/transitions

As a service provider dependent on funding from Commun= ity Living British Columbia, licensing regulations, and B.C. Housing provision of home= s, we are vulnerable to unanticipated changes being forced upon us by issues such= as a change in CLBC direction, budget shortfalls, or a licensing mandated reso= urce closure/change. The following represent the procedures that direct and affe= ct our actions:

2.G. 1: Servi= ce modifications, reductions

2.G. 1. a) Pr= ocedures:

Time Frames for Home Share contracts: Kardel may make alternate arrangement= for a person in a home share situation with 30 (thirty) days notice. Home Share Providers (Contractor’s) are required to give ninety (90) = days notice for requests to have a person moved from their home.
Time Frames for ISN contracts: 60 days (between 30 and 365 days) written no= tice must be given by one party to the other that the CLBC component schedu= le is to end.
Time Frames for Futures Club: = 60 days (between 30 and 365 days) written notice must be given by one par= ty to the other that the CLBC component schedule is to end.
Time Frames for homes: 60 days (between 30 and 365 days) written notice mus= t be given by one party to the other that the CLBC component schedule is to end.
Licensing require one years notice for service modifications/closures. Where possible, we will comply with this requirement. If CLBC funding mandate does not allow a year advance notice, we will partner with CLBC to pre= sent the issue to licensing.
Under labour standards section 54 the Union requires sixty (60) days notice of closures that significantly impact staffing. Under our collective agreement 13.6 requires staff layoff no= tification varying from one week to eight weeks depending on staff member’s length of service.

2.G. 2: Exits= /transitions

Transitions and exit plans for the people supported will occur with team planning = by the people that know the person best. See Policy and Procedure manual 1.C.3 for greater detail. Exits/transitions may be determined by the entities noted above.
Our aim is to maintain services for the person within the Kardel range of = services for consistency and ease of transition e.g. from a group home to a home share for consistency for the person supported and the family; e.g. fr= om Futures Club to ISN etc.
A carefully executed exit or transition will occur at any time if a person’s health, safety or well-being is at risk. Other considerations for exiting a program/homes are as follows:

Futures: A person may be ready to exit f= utures when they:

= &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; i. &nb= sp; Demonstrate competence in a volunteer capacity

= &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; ii. &n= bsp; Succeed at work experience

= &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; iii. &= nbsp; Are able to handle a job

= &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; iv. &n= bsp; Have learned bus independence

= &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; v. &nb= sp; Have learned basic safety in the community and are = able to be alone in the community

Home Share: A person may be ready to exit a home share situation when:

= &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; i. &nb= sp; The persons needs become too complex to be accommod= ated in a home share

= &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; ii. &n= bsp; The home is not accessible and the person has a need for an accessible home

= &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; iii. &= nbsp; Person wants to move

= &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; iv. &n= bsp; Person demonstrates the skills to live more independently…potential referral to individual support network

Group Homes: A person may be ready to exit a group home when:

= &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; i. &nb= sp; The person requests a move

= &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; ii. &n= bsp; The home does not meet the accessibility needs of t= he person

= &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; iii. &= nbsp; Composition of the home with roommates no longer wo= rks

= &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; iv. &n= bsp; The person does not require the level of support provided within the group home

= &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; v. &nb= sp; The person could be safely supported with more resources than available

= &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; vi. &n= bsp; The person’s needs are beyond the staffs̵= 7; scope of practice

= &nbs= p; &= nbsp; &nbs= p; &= nbsp; &nbs= p; vii. &= nbsp; The person’s quality of life could be improve= d in a more independent setting

2.G. 3: Guidi= ng principles:

Families and people supported will be informed of potential service modificatio= ns and reductions as early as possible to keep them abreast of changes. T= heir input would be very important for planning.
Managers and staff members, as well as administrative staff will be informed of potential service modifications or reductions of services as early as possible to assist with effective and efficient changes.
CEO will work cooperatively with CLBC to develop the best plan possible to meet the needs of the people we support in as cost effective a manner = as possible.
Company newsletter and additional written communication as necessary will be a vehicle for keeping all stakeholders advised of changes.
Our aim is to keep up with current trends and adjust our services in keepi= ng with those trends to remain viable. For example, a greater emphasis is being placed on referrals from Futures Club to customized employment counselors in keeping with CLBC’s direction away from day programs towards “work first”.
As an agency, our aim is to continue to advocate for services that ensure pe= ople with disabilities have a good life and to respect their personal choic= es. Hence, our agency is part of the Federation of family serving agencies= , an advocacy group.

Policy Group &= nbsp; = Leadership

Issued:<= span style=3D'mso-tab-count:2'> &= nbsp; &nbs= p; May 2010

Referenc= e: &= nbsp; &= nbsp; CARF ECS 2010 Section 2 A. 5

&= nbsp; &nbs= p; Colle= ctive Agreement: 13.6

&= nbsp; &nbs= p; Labour Standards: Section 54

&= nbsp; &nbs= p; Compo= nent Schedules: CLBC

&= nbsp; &nbs= p; Commu= nity Care and Assisted Living Regulations Part 2: 9

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