Thank you for your dedication to the people we support and commitment to AIM's mission. This handbook explains the employment policies, workplace expectations, benefits, and reporting responsibilities that apply to employees. Because clear and consistent practices support both employees and effective services, each employee is expected to read the handbook, follow its requirements, and ask Human Resources when guidance is needed.

AIM will review this handbook and the policies it contains at least annually and more often as needed to reflect changes in law, regulation, agency operations, or practice. The handbook will be posted in AIM's HR/Payroll software platform, included in new-hire training, and included in AIM's annual training bundle for all employees so that staff remain informed of current policies and expectations.

This handbook replaces previously issued employee handbooks. AIM may revise, delete, or add provisions in writing at any time. Oral statements or representations do not change this handbook. The handbook is not an employment contract and does not guarantee benefits or conditions of employment. Applicable laws and regulations, formal benefit plan documents, and separately issued policies identified as controlling remain governing authorities.

AIM Services, Inc. is dedicated to empowering people with intellectual and developmental disabilities to embrace their strengths, pursue their goals and dreams, and lead independent, fulfilling lives.

AIM is an approved provider of services through the New York State Office for People with Developmental Disabilities (OPWDD). Pay rates, employee categories, and benefits may differ depending on the department or service to which an employee is regularly assigned.

In Self-Direction, self-hired staff work under a co-employment model. The person receiving services, and, when applicable, their family or circle of support, chooses staff, determines compensation within allowable limits, provides day-to-day supervision, direction and training, monitors performance, and may end the staff member's services. AIM manages onboarding, payroll, benefits, required background and reference checks, basic OPWDD training, and compliance with applicable OPWDD and labor requirements.

Staff who do not work under the co-employment/self-hired model in Self-Direction may be referred to as Legacy or Traditional staff; this simply denotes that they work in a capacity outside of the co-employment model that exists in Self-Direction.

AIM Services, Inc. is an equal opportunity employer. AIM prohibits discrimination in recruitment, hiring, employment, promotion, termination, compensation, and other terms and conditions of employment based on race, ethnicity, color, creed, religion, gender identity, age, marital status, disability, arrest record, sexual orientation, predisposing genetic characteristics, domestic violence victim status, or any other status protected by applicable law. Employment decisions are based on individual qualifications and the ability to perform the essential functions of the position.

The agency has established a procedure for reporting instances of discrimination that provides for prompt consideration of and resolution of complaints of harassment and protection against retaliation. See Policy Against Unlawful Discrimination and Harassment.

In compliance with the Americans with Disabilities Act, as amended, and the New York Human Rights