and report unusual incidents, injuries, allegations, interactions that could be misunderstood, or other circumstances requiring review under AIM policy.
AIM may take corrective action when an employee performs unsatisfactorily, engages in misconduct, or violates a policy or procedure. Depending on the circumstances, corrective action may include a verbal warning, written warning, suspension, transfer, demotion, or termination. Employment remains at will and if the circumstances warrant, immediate termination may be appropriate.
An employee suspected of a serious work-related offense may be suspended while AIM reviews the matter. The Chief People Officer or their designee will notify the employee whether and when to report to work. Suspension pay will be determined in accordance with applicable wage-and-hour law, including salary-basis requirements for exempt employees.
Authority for transfers, demotions and other status changes lies with the Chief Executive Officer, appropriate administrator, or designee. A thorough review of all pertinent documentation will be conducted by the Chief Executive Officer, appropriate administrator, or designee.
AIM employees are employed “at-will,” meaning that no one has a contractual right, express or implied, to remain in AIM’s employ. Authority for termination rests with the Chief Executive Officer, the appropriate administrator, or a designee. When applicable, the decision will include a review of relevant documentation.
AIM is committed to person-centered services and recognizes that employee development directly affects service quality. AIM provides orientation, mandated training, annual updates, and ongoing learning opportunities that help employees build skills, understand new practices, and meet the needs of the people they support. The agency maintains and regularly updates training records for all employees.
To give employees the opportunity to learn their job and the agency the opportunity to train and evaluate their performance, the first three months of employment, promotion or position change (as applicable) is considered an orientation period. During this three-month period, employees are expected to become familiar with the agency, its policies/procedures, regulatory requirements and their job description and duties.
All new employees must complete orientation training appropriate to their roles. Training may include an introduction to the people AIM supports; an overview of AIM and its benefits; applicable COBRA and HIPAA requirements; agency policies; fire, safety, and health procedures; crisis-intervention training; and abuse-prevention and reporting requirements. Additional mandatory training may be assigned based on the employee's duties, program, or regulatory requirements.
Specific orientation to the position/duties will be provided by a direct supervisor/designee or, in the case of self-hired co-employment, the person receiving services and/or their family. Employees are encouraged to ask questions regarding their role and responsibilities with the agency. AIM is interested in providing accurate information to assist in familiarizing employees with the job requirements and expectations.