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    Justin Hinkley
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    Michigan Department of Health & Human Services Work Rules

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    Michigan Department of Health & Human Services Work Rules

    Copyright:

    © All Rights Reserved
    Download as PDF or read online from Scribd
    Flag for inappropriate content
    156 views14 pages

    Michigan Department of Health & Human Services Work Rules

    Uploaded by

    Justin Hinkley
    Michigan Department of Health & Human Services Work Rules

    Copyright:

    © All Rights Reserved
    Download as PDF or read online from Scribd
    Flag for inappropriate content
    of 14
    DEPARTMENT OF HEALTH AND HUMAN SERVICES WORK RULES: Effective February 1, 2016 The purpose of work rules isto set standards of behavior that the Department of Health and Human Services (MDHHS) expects of all employees. Violation of work rules may lead to counseling or disciplinary action, which may range from reprimands through discharge. ‘Although disciptinary action wil normally be progressive In nature nothing in these work rues prohibits or mits the Department's right to invoke a penalty propertionate to the eeriousness of an incvidual incident or situation. The following lst of work rules serves to provide examples of Situations for which an employee might be counseled or disciplined. Employees are also responsible for complying wth Civil Service Rules which are found atthe Civil Service web ste The Department's work rules have two sections: Section | Misconduct and Section II Recipient Rights!Mental Health Code Violations. Section | applies to all employees of MDHHS. Section I only applies to MDHHS Hospitals and Centers employees. Section |- Misconduct 1. Neglect of duty 2. Failure to comply, evforce or observe rules/polces/regulationsiprocedures. 3. Failure to meet accaptable attire or grooming standards. Acceptable attie or grooming ‘may vary according te working condone, job dues and contact with others Explanation: Employees are responsible for adherence to the local office grooming and atte policy. Failure to conform may result in the employee being sent home to change, Repeated incidents may result in charging the absence to annual leave andlor lost ime. 4. Actual o attempted falsification of records or reports. Examples of falsification incude but are not limited to + Knowingly provides false information or omiting pertinent information on an employment apoication, or on ather required paperwork, including time reports, travel vouchers and requests for reimbursement of costs. + Providing falsiies or altered medical statements or other documents required to support of a mesial leave or use of sick or annual leave. + Falsitying, altering or destroying work related records including medical documentation of a recipient or client. + Documenting, irdiating or stating required case actions were completed when they were not completed, ‘+ Documenting heme calls, phone calls orn person visits that never occurred. ‘+ Incicating that certain required actions were completed when they were not ‘+ Deliberately recording inaccurate names, addresses, dates or other information ‘+ Changing infomation on any electronic data base system without proper documentation, computations of appropriate actions being completed, sometimes accomplished trough a "computer review." 1 ‘A computer review includes: Changing a review date or other eigilty authorization document and antering or causing the infermation to be entered into @ MDHHS. computer authovzation system without having obtained proper dacumentation, For ‘example, changing the date one month so that the case does not appear on statistical reporis as overdue for review. Entering the appropriate date and information without the proper processing of documents, Processing a review on & MOHHS computer authorization system as complete when the worker never sam or interviewed the sient, andlor has ne documentation to suppor the review. Filing out registrations forthe purpose of preventing applications from going overdue. 5. Improper release of confidential information. Explanation: Unauthorized use, review, release, copying, or otherwise divulging of work ‘elated confidential information, reports, records, chars, or data i strictly prohibited. Confidential information may incude not only Department cient and recipient information Dut also could inciude proprietary or protected system or data information. It should be noted thatthe Department has State and Federal statutes, regulations and policies ‘lated tothe safeguarting of cient and recipient information. Compliance with these ‘applicable laws is expected and fale to adhere fo applicable laws may not only be a Violation ofthese work rules but in some instances could be a criminal actor an act that has potential civ liabities, Improper release isnot limited to the physical sharing of documents but could also be an ‘employee teling the details of any cate (o a person has no business reason to hear ‘such information or posting statements or pictures on social media sites or other internet Site that identifies or coud idenify an individual as a client or recipient ofthe Department ‘of Heath ana Human Services, 6. Supplemental emplayment without or beyond the scope of departmental authorization 7. Use of or-auty ime conauct personal or non-state business, '8. Involvement in a conflict of interest situation, or failure to propery report possible confct of interest stuations. Explanation: Employees must not accept from a client, recipient or business, any git loan or special fave" consistent with Civil Service Commission (CSC) Rules and al state ‘employees are responsible to review and comply with CSC R 2-8 Ethical Standards of Conduct. Similarly, employees are prohibited from offering gifts, loans or special favors requiring some for of reciprocity or that might actualy result in substantial favotism to selected individuals or organizations. If you knowingly intend to employ a former recipient in any capacity or intend to sell or rent property to a former recipient you must provide fll details to the Human Resource Office, or inthe case of MDHHS Hospitals land Centers to the human resources officer. If you knowingly intend to employ a client of ‘any beneft or assistance program administered by the Department in any capacty, oF Intend to rent or se property to a cient you must provide details to the supervisor of the 10 1" 12, 18, staff person who determines the client's or recipient's eligibility for any beneft or ‘assistant program administered by the Deparment ‘An employee who isa clent of any benefit or assistance program administered by the Department must ensure full reporting of income or other pertinent circumstances to your assigned case worker. You may apply to provide foster care or adopt a child however, you are expected to review, understand and folow the Department's polices to ‘avoid any conflict o interest when applying to become a foster or adoptive parent or at the time of placement of any child into your care. ‘Smoking in an unauthorized area inciuding within 25 feet of non MDHHS Hospitals and Centers. Possession or use of any tobacco based products in and on the grounds of MDHHS Hospitals and Centers. Tobacco products must be kept in an employee's personal locked aulomobile or vehicle parked on State hospitalfacilty property. This includes electronic cigarettes (E-

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