Introduction

Using the Handbook

This Handbook applies to all employees of Adult Assist and is intended to give basic information about policies, procedures and benefits. Please read it carefully. Adult Assist reserves the right to interpret, amend, modify, cancel or withdraw any section at any time. No employee is authorized to make oral or written modifications to this Handbook.

Our Team

One of the most critical elements to the Company's business success is the ability to attract, retain and develop outstanding people. The Company's basic belief: if employees are treated with dignity and respect, their strengths and needs are valued and addressed, and they are kept informed and involved in the business, the Company will build an unbeatable team.

Employee Rights and Expectations

• A working environment which is healthy, safe, and free of discrimination
• Protection from unlawful treatment
• The ability to inspect their personnel file as described in this Handbook
• The Company will not disclose personal information without the employee's knowledge and approval, except as required by law
• The Company will conduct performance reviews

Company Rights and Expectations

• All employees should respect, support and share in the Company's vision and goals
• Each employee treats all other employees, clients, and the public with dignity and respect
• All employees display honesty, integrity and security awareness in every interaction
• Regular and timely attendance and honest recording of time worked
• All employees project a professional image and the highest ethical standards at all times

Equal Opportunity Employment

The Company is an equal opportunity employer. Company policy prohibits unlawful discrimination on the basis of race, color, national origin, ancestry, religion, creed, age, sex, sexual orientation, pregnancy, marital status, physical or mental disability, medical condition or any other consideration made unlawful by federal, state or local laws.

Discrimination / Harassment

The Company maintains a strict policy prohibiting sexual harassment and harassment based upon any basis protected by applicable law. Harassment and discrimination will not be tolerated.

Complaint Procedures

If an employee believes they have been subjected to any form of unlawful discrimination, they should provide a written or verbal complaint to any of the Partners or the Office Manager, including details of the incident(s), names involved, and any witnesses.

Governing Laws & Regulations

Adult Assist Inc. operates under the following laws and regulations. All employees must familiarize themselves with these requirements:

• Lanterman Developmental Disabilities Services Act (W&I Code §4500 et seq.) — The foundational California law governing services to individuals with developmental disabilities through Regional Centers.
• Title 17, California Code of Regulations — Governs vendorization, SLS standards, incident reporting, and quality assurance for DDS-funded providers.
• HCBS Final Rule (Federal) — Requires that services be provided in integrated, community-based settings that promote independence and full participation in community life.
• Welfare & Institutions Code §4502 — Client Rights — Clients have the right to dignity, respect, privacy, freedom from abuse, and full participation in their Individual Program Plan (IPP).

Mandatory Reporting

All Adult Assist Inc. employees are mandated reporters under California Penal Code §11166. If you know of or reasonably suspect child abuse, elder abuse, or dependent adult abuse, you are legally required to report it immediately to the appropriate authorities. Failure to report is a criminal offense.

In addition, all unusual incidents involving clients must be reported as Special Incidents (SIR) per Title 17 requirements. See the General Administration section for a full list of reportable incidents.

At-Will Employment

Employment with the Company is at-will and may be terminated with or without cause and with or without notice at any time by the employee or the Company.

Probationary Period

New employees will be evaluated at the end of the initial 90-day probationary period by their immediate supervisor.

Attendance & Leave

General Guidelines

Regular and timely attendance is essential to delivering quality care. Employees are expected to report to work on time and as scheduled.

Notification

Employees must notify their Supervisor as early as possible when unable to report to work. Failure to provide proper notice may result in disciplinary action.

Job Abandonment

An employee who fails to report to work for two (2) consecutive scheduled workdays without notice will be considered to have voluntarily terminated employment.

Tardiness / Leaving Early

Tardiness and leaving early without authorization are not acceptable. Excessive tardiness or absenteeism may result in disciplinary action including termination.

Leave Policies

• Religious Observances: Reasonable accommodation will be provided.
• Pregnancy-Related Disability Leave (PDL): Available per California law.
• Lactation Area Policy: The Company will provide reasonable break time and a private location for nursing employees.
• Extended Personal Leave of Absence: Subject to Administration approval.
• Bereavement Leave: Reasonable time for the death of an immediate family member.
• Election Day: Employees are permitted time to vote per California law.
• Jury Duty: Employees summoned for jury duty will not be penalized. Notify your Supervisor immediately upon receiving a summons.
• Military Leave: Provided in accordance with applicable federal and state laws.

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Paid Vacation Policy

Eligibility & Waiting Period

Regular, full-time employees working 40 hours per week are eligible to participate in the Company's paid vacation plan. Part-time, seasonal, and temporary employees are not eligible for paid vacation benefits.

New employees do not earn, accrue, or vest any vacation time during their first sixty (60) days of employment.

Accrual Rate

Vacation time begins accruing on the 61st day of active employment.

• First Year (Months 3–12): Vacation accrues at 0.0231 hours per hour worked, up to a maximum of 40 hours.
• Subsequent Years (Year 2+): Beginning on the employee's one-year anniversary, the rate adjusts to 0.0192 hours per hour worked, earning exactly 40 hours over a standard 52-week year.

Accrual Cap

Vacation accruals are capped at 60 hours (1.5× the annual allocation). Once an employee reaches this cap, vacation stops accruing. Accrual resumes once the employee uses vacation time and falls below the cap.

Separation of Employment

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Paid Sick Leave Policy

Eligibility & Grant Date

In compliance with California law, all employees — including full-time, part-time, and temporary staff — who work in California for at least 30 days within a year are eligible for Paid Sick Leave (PSL).

The Company provides a lump-sum grant of 40 hours (5 days) of PSL at the beginning of each calendar year on January 1st. For new hires, this 40-hour grant is provided on their first day of employment.

Waiting Period for Use

New employees begin tracking sick leave immediately upon hire but must complete 90 days of employment before they are permitted to use any PSL hours.

Permitted Uses

Paid Sick Leave may be used for:

• Diagnosis, care, or treatment of an existing health condition for the employee or an eligible family member
• Preventive care for the employee or an eligible family member
• Reasons related to domestic violence, sexual assault, or stalking
• Seeking safety during local emergency conditions

No Carryover & Separation

Meal & Rest Period Policy

Meal Periods

Employees scheduled to work more than five (5) hours must take a thirty (30) minute uninterrupted, unpaid meal period that must begin before the end of the fifth hour of work. During this time, employees are fully relieved of all duties and are free to attend to personal matters.

Six-Hour Shifts

Employees working a six (6) hour shift may voluntarily waive the meal period by executing a Six-Hour Shift Meal Waiver Form. This waiver must be in writing and may be revoked at any time.

Shifts Over Ten (10) Hours

Employees working more than ten (10) hours are entitled to a second thirty (30) minute meal period before the end of the tenth hour of work. This second meal period may be voluntarily waived only if:

• The employee executes a Twelve-Hour Shift Meal Waiver Form, and
• The first meal period was taken and not waived

On-Duty Meal Periods

Where the nature of client care requires continuous supervision, an employee may be assigned an on-duty meal period. On-duty meal periods are paid at the employee's regular hourly rate and require a signed On-Duty Meal Agreement (see next section).

• Employees have the right to agree or decline an on-duty meal period
• One on-duty meal period is permitted per five (5) hours of work
• Eight (8) hour shift: one on-duty meal period permitted
• Twelve (12) hour shift: two on-duty meal periods permitted

Rest Periods

The Company provides a paid ten (10) minute rest period for every four (4) hours worked or major fraction thereof:

• Under 3.5 hours: No paid rest period
• 3.5 to 6 hours: One (1) ten-minute rest period
• 6 to 10 hours: Two (2) ten-minute rest periods
• 10 to 14 hours: Three (3) ten-minute rest periods

Check with your supervisor for the appropriate time to take meal and rest breaks.

Policy Rules

• It is against Company policy to perform any work during a meal or rest period
• It is against Company policy to return to work before the end of a 30-minute meal period or 10-minute rest break
• It is against Company policy to work "off the clock" — performing work without recording it on your timesheet
• Employees are free to leave the work premises during meal and rest periods

Reporting Missed or Interrupted Breaks

If for any reason an employee cannot take a paid rest break or duty-free meal period, the employee must promptly notify their supervisor or a member of management in writing, stating whether the break was late, short, interrupted, or missed, and the reason why. Failure to report missed breaks may affect the employee's rights under California law.

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The undersigned acknowledges that he or she has read and understands the foregoing Meal and Rest Period Policy.

On-Duty Meal Agreement

To ensure the safety and needs of our clients, it is sometimes necessary for the assigned staff person to maintain supervision throughout the meal period. Employees have the right to agree or not agree to remain on-duty and to have an on-duty meal period when assigned.

Employees are entitled to an on-duty meal period for every five (5) hours of work. On-duty meal periods are paid at the employee's regular hourly rate. During an eight (8) hour shift, one on-duty meal period is permitted; during a twelve (12) hour shift, two on-duty meal periods are permitted.

Option One — Agreement to On-Duty Meal Period

I agree that the nature of the work prevents me from being relieved of all duty during my shift to take a thirty (30) minute unpaid meal period (where applicable). I agree to waive the required meal period and to work during it. I understand I will receive my normal hourly wage rate during the on-duty meal period. I understand I may revoke this agreement at any time in writing.

Option Two — Decline of On-Duty Meal Period

I do not wish to have an on-duty meal period. I understand that this may result in a change in my hours and schedule so that the organization can meet the needs of its clients.

HR / Management Sign-Off

Paid Vacation Policy

Eligibility & Waiting Period

Regular, full-time employees working 40 hours per week are eligible for the Company's paid vacation plan. Part-time, seasonal, and temporary employees are not eligible for paid vacation benefits.

New employees do not earn, accrue, or vest any vacation time during their first sixty (60) days of employment.

Accrual Rate

Vacation time begins accruing on the 61st day of active employment.

• First Year (Months 3–12): Accrual rate of 0.0231 hours per hour worked, up to a maximum of 40 hours per year.
• Subsequent Years (Year 2+): On the employee's one-year anniversary, the rate adjusts to 0.0192 hours per hour worked, earning exactly 40 hours over a standard 52-week year.

Accrual Cap

Vacation accruals are capped at 60 hours (1.5× the annual allocation). Once the cap is reached, vacation stops accruing until the employee uses time and falls below the cap.

Using Vacation Time

• Vacation requests must be submitted to and approved by your Supervisor in advance
• The Company reserves the right to schedule vacation time based on operational needs
• Vacation may not be taken before it is earned
• Vacation time cannot be used in lieu of a notice period upon resignation

Separation of Employment

Paid Sick Leave Policy

Eligibility & Grant Date

In compliance with California law, all employees — full-time, part-time, and temporary — who work in California for at least 30 days within a year are eligible for Paid Sick Leave (PSL).

The Company provides a lump-sum grant of 40 hours (5 days) of PSL:

• Existing employees: Granted on January 1st each calendar year
• New hires: Granted on their first day of employment

Waiting Period for Use

New employees begin tracking sick leave immediately upon hire but must complete 90 days of employment before they may use any PSL hours. This waiting period applies only in the first year of employment.

Permitted Uses

Paid Sick Leave may be used for:

• Diagnosis, care, or treatment of an existing health condition for the employee or an eligible family member
• Preventive care appointments for the employee or an eligible family member
• Absences related to domestic violence, sexual assault, or stalking
• Seeking safety during local emergency conditions

Eligible family members include: spouse, child, parent, grandparent, grandchild, sibling, registered domestic partner, or parent of a domestic partner.

Requesting Sick Leave

• Notify your Supervisor as early as possible when you need to use sick leave
• The Company will not require documentation for absences of fewer than three consecutive days unless there is a pattern of abuse
• Sick leave may not be used in a manner inconsistent with its permitted purposes

No Carryover & Separation

Compensation & Benefits

Payment of Wages

Employees are paid on a semi-monthly basis. If a regular payday falls on a weekend or holiday, employees will be paid on the following business day. In the event of unusual circumstances, wages may be delayed and employees will be verbally informed.

Time Sheets

All employees must clock in and out via telephone to Administration or designated timekeeper. Time sheets must be submitted no later than two working days after the close of the pay period.

• Clock in at the start and clock out at the end of each workday — record only actual time worked
• The accuracy of the time sheet is the responsibility of the employee
• Any corrections must be initialed in ink by the employee's supervisor only
• Falsification of time records is grounds for discipline up to and including termination

Payroll Deductions

Mandatory deductions include federal and state tax withholding, Social Security (FICA), State Disability Insurance (SDI), and applicable local taxes.

Reimbursement of Expenses

The Company will reimburse employees for reasonable, pre-approved expenses incurred in performing job duties, including travel, mileage, and ground transportation. An approved Expense Report with receipts is required.

Insurance & Benefits

• Group Health Insurance: Adult Assist, Inc. does not provide medical and dental coverage.
• Workers' Compensation: Provided to all employees at no cost for work-related injury or illness. Report any injury to your Supervisor immediately.
• State Disability Insurance (SDI): Available for non-work-related injuries or illnesses lasting more than 7 calendar days. SDI premiums are deducted from your paycheck.
• Unemployment Insurance: See edd.ca.gov for details.

Standards of Conduct

Discipline Policy

The Company expects high quality work and professional conduct. If discipline is necessary, the Company may issue an oral warning, written warning, suspension, demotion, or termination. Conduct deemed inappropriate may result in immediate termination.

Unacceptable Conduct

The following conduct is unacceptable, regardless of position. This list is not exhaustive:

• Disorderly, disruptive, inappropriate or unprofessional conduct
• Verbally or physically abusing, harassing, intimidating, or threatening a client, employee, or visitor
• Possession of a firearm, knife or other weapon on Company premises or while on Company business
• Possession of or being under the influence of alcohol or controlled substances during working hours
• Excessive tardiness or absenteeism
• Falsification or material omission from any Company report, form or document
• Embezzlement or theft of Company and/or Client personal property or funds
• Unauthorized disclosure of confidential Company information
• Insubordination, including willful refusal to comply with the direction of a Supervisor
• Failure to attend Company trainings and mandatory staff meetings
• Allowing non-approved individuals into a client's home or workplace

Conflict of Interest

Employees must avoid any potential or actual conflicts of interest, including accepting inappropriate gifts, working for a competitor, or engaging in outside employment adverse to the interests of the Company.

Confidentiality

Employees may have access to sensitive and confidential information concerning the Company, its clients, business practices, and trade secrets. Employees must execute and abide by a separate Confidentiality Agreement and must safeguard all such information.

Computer, Email & Internet Use

Company electronic systems are for business use only. Employee usage may be reviewed and/or monitored at any time without prior notice. No employee has any expectation of privacy in information stored on or transmitted by Company systems.

Alcohol and Drugs

All employees are expected to report to work in a condition suitable for performing their job duties. The illegal use, sale, distribution or possession of narcotics while on the job will result in disciplinary action or termination.

Health & Safety

Non-Smoking Policy

Company policy and California law requires a smoke-free environment. Smoking is prohibited on Company premises at all times. Cigarette butts must never be thrown on the ground due to clients with pica tendencies.

Safe Working Environment

Each employee is expected to adhere to all safety rules and immediately report any unsafe condition to a Supervisor. The Company maintains an Injury and Illness Prevention Program as required by California law.

Workplace Violence Policy

Acts of violence or threats of violence will not be tolerated. Employees must report any incident to their Supervisor and the Office Manager immediately.

Security

• Report any suspicious persons or activities to the Office Manager or Supervisor
• Secure your desk and work area at the end of the day or when called away for an extended time
• Take reasonable steps to safeguard Company property and confidential information
• Authorized individuals on premises: medical professionals, paramedics, police, and repairmen only

Cal OSHA Policy

• Immediately report any on-the-job injury or illness to your supervisor
• Report to supervisor prior to returning to work after any injury or illness
• Wash hands with soap and water for at least 20 seconds prior to and after any contact with clients
• Immediately report any unsafe act or condition to your supervisor

Medical Examinations

Adult Assist requires medical examinations upon hire, including tuberculosis (TB) testing and clearance. All employees are required to have a physical health screening upon hire.

Employment & Selection

Employee References

The Company will disclose only dates of employment and the title of the last position held. With written authorization, salary information may also be disclosed. All reference requests must be directed to the Office Manager or Director.

Performance and Wage Reviews

New employees will be evaluated at the end of the initial 90-day probationary period. The Company will attempt to evaluate performance annually from the date of hire. Performance appraisals do not constitute a salary review.

Voluntary Termination / Resignation

An employee who voluntarily resigns or fails to report to work for two (2) consecutive scheduled workdays without notice will be considered to have voluntarily terminated employment. Employees who fail to give at least two (2) weeks' notice will not be eligible for re-hire.

General Administration

Personnel Records

Employees must notify their Supervisor or Office Manager immediately of any change in name, home address, phone number, marital status, dependents, or emergency contact information.

Personal Appearance and Attire

Appropriate Attire

• Khaki pants, slacks, or clean denim
• Buttoned-down or pullover shirt (tucked in); ties not required
• Closed-toe soft-sole shoes (sneakers/tennis shoes permitted)

Inappropriate Attire During Work Hours

• Pajamas, open-toe shoes, high heels, sandals (no heels of any kind)
• Soiled or torn clothing, hats/caps/bandanas/head wraps
• Low-cut tops, crop tops, clothing that reveals undergarments
• Clothing displaying derogatory, offensive, foul, or discriminatory language or images

In-Service Training

Employees are required to complete twelve (12) hours per year of continuing education. Training curriculum per Title 17: Medication Review, HIV and Tuberculosis, Infection Control, Special Incident Reporting, and CPR & First Aid. Attendance at In-Service Training is not considered "working hours" and will not be paid.

Staff Meetings — Mandatory

All employees will be paid their regular hourly wage for attendance at mandatory staff meetings. Failure to attend is a breach of your responsibilities as an employee.

Title 17

Employees must familiarize themselves with Title 17 of the California Code of Regulations. For more information, visit dds.ca.gov.

Client Rights (W&I Code §4502)

Adult Assist Inc. is committed to upholding and protecting the rights of every client. All employees must respect and actively support the following rights:

• The right to dignity, respect, and humane care in a safe environment free from abuse, neglect, or exploitation
• The right to privacy and confidentiality of personal and medical information
• The right to participate in the development of their Individual Program Plan (IPP)
• The right to make choices about daily activities, living arrangements, and social interactions
• The right to access community services and participate in community life (HCBS Final Rule)
• The right to communicate freely and privately
• The right to be free from unnecessary restraint, seclusion, or psychoactive medication used for convenience

Non-Medical Agency Disclaimer

Adult Assist Inc. is a non-medical Supported Living Services agency. We do not provide licensed nursing or medical care. All medical decisions and treatment orders must come from a licensed physician. Employees are not authorized to:

• Diagnose any medical condition
• Alter, modify, or discontinue prescribed medications without physician direction
• Sign medical authorization forms on behalf of a client
• Administer medications beyond the scope authorized in the client's care plan

When in doubt about any medical situation, contact your Supervisor immediately and seek appropriate professional medical attention for the client.

HCBS Final Rule Compliance

As an HCBS-compliant provider, Adult Assist Inc. is committed to ensuring that clients receive services in integrated, community-based settings. Employees must:

• Support clients in accessing the broader community — not just their home
• Encourage and facilitate client choice in all daily decisions
• Never isolate or segregate clients from the general community
• Respect clients' rights to control their own schedule, activities, and personal resources
• Ensure services promote independence rather than dependence

Client Care Policies

Medication Handling

• All medication must be prescribed by the attending physician
• All MAR forms must be used to record medication name, dosage, and frequency
• Medication must be destroyed by the Pharmacy ONLY
• Count pills at the beginning of each shift and verify against the previous count

Communication Books / Daily Notes

All employees must complete communication books and daily notes including date, consumer's name, and a summary of each consumer's behavior and overall review of the day. All documentation must be legible and completed daily.

Mandatory Reporting & Special Incident Reports (SIR)

All Adult Assist employees are mandated reporters under California Penal Code §11166. You are legally required to report known or reasonably suspected abuse, neglect, or exploitation of any client, child, elder, or dependent adult to the appropriate authorities immediately — regardless of whether anyone else has already reported it.

Additionally, per Title 17 regulations, all unusual incidents must be documented as a Special Incident Report (SIR) and reported to the Westside Regional Center within required timeframes. Failure to report may result in disciplinary action, loss of DSP certification, and criminal liability.

Reportable incidents include (but are not limited to):

• Aggressions towards others (attempted and/or actual)
• Death, biting, elopement (wandering), or exposing oneself
• Property damage (vandalism) or self-inflicted abuse
• Seizures, suicidal or homicidal threats
• Theft or verbal or physical abuse

Cellular Telephone Policy

Employees should refrain from using cellular telephones while on duty. This includes internet browsing, social media, games, and online shopping. Non-work-related text messaging while on duty is prohibited.

Company Vehicles

Employees are not authorized to drive clients in their personal vehicles. The use of public transportation is strongly encouraged.

Acknowledgements

Information and Non-Disclosure Agreement

In accepting employment with Adult Assist, Inc., I agree to maintain the confidentiality of all client and Company information. I understand that the unauthorized disclosure of confidential information is grounds for immediate termination and may also expose me to legal liability.

Acknowledgement of Receipt of Employee Handbook

I acknowledge that I have received a copy of the Adult Assist, Inc. Employment Policies, and I commit to read and follow these policies. I am aware that these policies do not form a contract of employment and are not a guarantee of the conditions and benefits described. I agree that I shall abide by its provisions.

Acknowledgement of Policy on Confidential Information

I acknowledge receipt of the Adult Assist, Inc. policy on confidential information and dissemination of patient information and understand my obligations thereunder.