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 tries to promote from our current staff whenever possible. Job-related factors such as work performance, attendance, experience/educational preparation, and seniority are areas that contribute toward consideration for promotion. To apply for a promotion, employees must submit an updated resume/application along with a completed Transfer Request Form. The agency reserves the right to select the applicant most suitable for the position.
Requests for transfers are to be submitted to the Human Resources Department on a Transfer Request Form. Qualifications, work performance, attendance, and needs of the agency and the people we serve will be considered with all transfer requests. Employees are generally expected to remain in a position for at least 90 days, however, Senior administration, including the Chief People Officer, may approve an earlier transfer when warranted, including for a promotion, agency benefit, or other reasons. The agency reserves the right to select the applicant determined most suitable for the position. The agency also reserves the right to administratively transfer an employee based on agency need or the needs of the people we serve.
The dependable attendance of employees is a crucial factor in providing consistent high-quality supports and services. Because of our unique responsibility for the well-being of the people we support, it is essential that our employees report to work as scheduled. When employees fail to take this responsibility seriously time-consuming arrangements and costly replacements are necessary to maintain appropriate levels of support. Reasonable, regular attendance is an essential function of every job.
The agency does, however, recognize that there are times when illnesses, accidents, or other unforeseen circumstances cause employees to be absent or tardy. Agency policy provides employees with time away from work for illness, holidays, personal days, jury service, funerals, family and medical leave, personal leave, and military leave.
AIM’s attendance policy is broad enough to accommodate those circumstances. Fortunately, very few employees experience attendance problems serious enough to warrant a coaching memoranda or disciplinary action, but on those occasions when an employee’s attendance does become a concern, it is important to have a policy that provides for fair standards and consistent application throughout AIM Services, Inc.
Supervisors/Managers are expected to evaluate the attendance of their employees in their supervisory meetings and must address attendance as outlined below:
Attendance standards apply only to absences that are not protected by law or AIM policy. Protected leave, including available New York Paid Sick Leave, FMLA leave, approved disability accommodation leave, Paid Family Leave, and other legally protected time, will not be counted for discipline. After applicable protected leave is exhausted, subsequent unprotected absences may be addressed under the