{ "document_id": 11774, "page": 9, "width_pt": 612, "height_pt": 792, "rotation": 0, "pipeline_version": "paddleocr-vl-1.6+paul-48", "engine": "paddleocr_vl", "source_run_id": 11885, "item_count": 15, "counts_by_type": { "footer": 1, "heading": 5, "text": 9 }, "build_ms": 2, "items": [ { "id": "p9.1", "order": 1, "type": "text", "bbox": { "l": 82.56, "t": 719.76, "r": 541.68, "b": 693.36 }, "text": "including reassignment or suspension, while the matter is reviewed. Any employment action will be taken in accordance with applicable law and AIM policy." }, { "id": "p9.2", "order": 2, "type": "heading", "bbox": { "l": 83.28, "t": 681.12, "r": 253.92, "b": 669.6 }, "text": "Documentation and Confidentiality", "attrs": { "block_label": "paragraph_title" }, "level": 3 }, { "id": "p9.3", "order": 3, "type": "text", "bbox": { "l": 82.56, "t": 668.88, "r": 542.16, "b": 629.04 }, "text": "All Criminal History Record Check documents must be maintained in confidential files by Human Resources in accordance with applicable requirements. Access is limited to authorized parties, their designees, and the relevant applicant, except as otherwise permitted or required by law." }, { "id": "p9.4", "order": 4, "type": "text", "bbox": { "l": 82.08, "t": 618.48, "r": 543.12, "b": 580.08 }, "text": "The Criminal History Record Check Consent form will be maintained in the applicants file for at least seven (7) years after the applicant separates from service or is no longer subject to a criminal history record check." }, { "id": "p9.5", "order": 5, "type": "heading", "bbox": { "l": 82.8, "t": 567.84, "r": 234, "b": 555.12 }, "text": "K. REPORTING ARRESTS", "attrs": { "block_label": "paragraph_title" }, "level": 3 }, { "id": "p9.6", "order": 6, "type": "text", "bbox": { "l": 82.32, "t": 553.92, "r": 541.92, "b": 502.08 }, "text": "Employees must notify Human Resources of an arrest within 48 hours. Employees subject to the Federal Drug-Free Workplace Act must also notify Human Resources of a conviction for a criminal drug offense occurring in the workplace no later than five calendar days after the conviction. AIM will evaluate the information under applicable law and determine any required action or reporting." }, { "id": "p9.7", "order": 7, "type": "heading", "bbox": { "l": 82.8, "t": 489.6, "r": 296.64, "b": 476.88 }, "text": "L. EXCLUSION SCREENING POLICY", "attrs": { "block_label": "paragraph_title" }, "level": 3 }, { "id": "p9.8", "order": 8, "type": "text", "bbox": { "l": 82.32, "t": 475.68, "r": 541.68, "b": 436.32 }, "text": "In accordance with AIM's corporate compliance program and applicable law, AIM has a continuing obligation to screen current employees to determine if they have been excluded or terminated from participation in federal health care programs or New York Medicaid." }, { "id": "p9.9", "order": 9, "type": "text", "bbox": { "l": 82.32, "t": 425.28, "r": 542.16, "b": 360.24 }, "text": "For purposes of this policy, “Exclusion Lists” means: (1) the List of Restricted, Terminated, or Excluded Individuals or Entities published by the New York State Office of the Medicaid Inspector General; (2) the List of Excluded Individuals/Entities published by the U.S. Department of Health and Human Services Office of Inspector General; and (3) the System for Award Management exclusion records maintained by the U.S. General Services Administration." }, { "id": "p9.10", "order": 10, "type": "text", "bbox": { "l": 82.08, "t": 349.44, "r": 542.16, "b": 297.6 }, "text": "AIM will screen current employees against the applicable exclusion lists each month. The Compliance Officer will document each screening and retain the records for the required period. A verified match on an exclusion list will result in termination of employment. AIM will determine any required report to the Office of the Medicaid Inspector General based on the facts and applicable requirements." }, { "id": "p9.11", "order": 11, "type": "heading", "bbox": { "l": 83.52, "t": 285.6, "r": 226.56, "b": 272.88 }, "text": "M. OPEN DOOR POLICY", "attrs": { "block_label": "paragraph_title" }, "level": 3 }, { "id": "p9.12", "order": 12, "type": "text", "bbox": { "l": 82.08, "t": 271.92, "r": 541.92, "b": 207.12 }, "text": "Employees should raise workplace questions, suggestions, or concerns promptly with their supervisor. Self-hired staff should first discuss concerns with the person they support and, when applicable, that person's family. If the employee is uncomfortable using that route, the concern involves the supervisor, or the issue remains unresolved, the employee may contact Human Resources or another appropriate member of management. AIM prohibits retaliation against employees who raise concerns in good faith." }, { "id": "p9.13", "order": 13, "type": "heading", "bbox": { "l": 83.04, "t": 195.12, "r": 228.72, "b": 182.16 }, "text": "N. OPENINGS/POSTINGS", "attrs": { "block_label": "paragraph_title" }, "level": 3 }, { "id": "p9.14", "order": 14, "type": "text", "bbox": { "l": 82.08, "t": 180.96, "r": 536.4, "b": 103.44 }, "text": "AIM generally posts vacant positions for at least one week and lists the job title, qualifications, and schedule. Employees may apply by submitting a Transfer Request Form to Human Resources. AIM may consider internal and external candidates and will select the candidate it determines is best suited for the position. AIM may choose not to post a position when an occupied role changes in hours, title, salary, or duties and the current employee remains qualified. A lateral move within a location or department may be considered when requested in writing and agreed to by the affected parties." }, { "id": "p9.15", "order": 15, "type": "footer", "bbox": { "l": 302.16, "t": 36.96, "r": 309.6, "b": 27.84 }, "text": "8", "attrs": { "block_label": "number" } } ], "excluded_furniture": { "first": [], "last": [] } }