Hello BIS Team,
Happy Fri~YAY! It’s a new month and we’ve got a lot new topics to cover! First off, it’s time Spring Forward- Daylight Savings time this weekend!
Time Change Spotlight: Daylight saving time starts at 2 a.m. on March 10, 2024, the second Sunday of March. The morning will stay dark a little later than you’re used to, but that also means daylight will stretch an hour further into the afternoon and evening.
By the miracle of modern technology, your smartphones and watches will automatically adjust to the change. But if you have an analog watch, appliances that tell time or old-school clocks sitting around your house, you will need to adjust those yourself.
Women’s History Month Spotlight: Women’s History Month had its origins as a national celebration since 1981. In 1987 after being petitioned by the National Women’s History Project, Congress passed Pub. L. 100-9 which designated the month of March 1987 as “Women’s History Month.” These proclamations celebrate the contributions women have made to the United States and recognize the specific achievements women have made over the course of American history in a variety of fields.- https://womenshistorymonth.gov/about/ pics from https://www.loc.gov/item/2017878793/
Gateway DSP Award Spotlight: The Gateway Coalition of Service Providers is looking for its 2024 Direct Support Professional Award Recipient and we know we have plenty of wonderful DSPs who are greatly deserving of that recognition. The award is designed to recognize those individuals who demonstrate consistent dedication and who are frequently going above and beyond their typical day-to-day responsibilities.
Today is the last day for submission! Get them in NOW! Answer the following questions and send them to lbrook@bis-stl.com for submission!
1. Name of DSP you would like to nominate?
2. How does your DSP nominee use original ideas to provide supports while respecting individuals’ choices?
3. How does your DSP nominee respect dignity, independence, culture, and rights of individuals with developmental disabilities?
4. How does your DSP nominee encourage activities to affect positive change on behalf of individuals with developmental disabilities?
5. How does your DSP nominee serve as a role model for other staff?
2024 DSP Conference Spotlight: every year there is a DSP conference and this year we’d love to send you! In addition to amazing learning content and presentations, attendees will also include lunch for the day and some sweet swag!
If you’re interested in attending this special event please reach out to Pierre Dobbins (pdobbins@bis-stl.com) to submit your interest. We will be doing a drawing for those who get to attend. There are 4 slots for attendance!
Setworks Spotlight: as a reminder Setworks BIllNotes are required to be “Signed” in order to be complete. Incomplete notes or notes that are missing are paid at minimum wage. When saving your note- be sure to click “Sign and Save” to finalize your note and save it for documentation and processing. If the note is not signed, it will be minimum wage. For steps on how to Set up (i.e. Edit) Your Pin see below.
- Log into Set Works at www.set-works.com (username is always the email address you provided to us, password is set up on your first day of training. Need a reset? Contact Andy Szabo at aszabo@bis-stl.com .
- Setworks From the home page, click on the gear or flower icon in the upper right corner
, this should bring you to the My Profile page
- Click on the Edit My Pin button to set up your 4 digit pin for signing notes.
| SET-Works – Electronically manage your disability service agencywww.set-works.comOrganizations use SET-Works to manage their client records and all documentation and reporting needs, across all their programs. SET-Works connects directly to funders, and interfaces with internal billing, payroll, and HR systems. |
Attendance Spotlight: February 2024
We had some stellar attendance for last month! I’m happy to announce that our Perfect Attendance Winner for the month of February 2024 is Kimberly Martin! Kim is a DSP who is PRN. She’s been with BIS since February 2018 and we are so lucky to have her! Thanks so much for your great attendance last month! In order to show our appreciation you will be a receiving a $50.00 gift card. Also, you are eligible to spin the prize wheel up at the BIS office! Look out for a separate email from me on how to claim your prize. Congratulations Kim!
BIS Bucks Spotlight: BIS Bucks is going to be getting a New LOOK! We’ll be updating the employee recognition system beginning Friday, 3/15/24 to 4/1/24. During this time you will not be able to use the bucks system. You can keep track with good old’ paper and pen, keep a running list in your “Notes” or send an email, and then submit that once the system is up and running again. Some of the updates we’ll be incorporating:
- Easier calculation of total bucks when cashing out
- Adding job titles to track data on the utilization of recognition
- Incorporating clients to be able to send/ receive BIS bucks
- Making shouts outs “public” so more people see what an amazing job you did!
Tiers for Success Spotlight: We are excited to announce a new and exciting opportunity for DHSS and DSP career advancement within our organization. The Tiers to Success process will present a unique chance for individuals who have demonstrated exceptional skills, commitment, and leadership qualities to further contribute to their own knowledge and skills within the direct support roles we provide with our clients. It also presents an opportunity for wage increases upon each stage of completion. Please review the attached documents for information on how to sign up and become eligible for the Tiers to Success and the pay increases.
1. Frequently asked questions about the BIS Tiers to Success
2. Relias MODD DSP Comptency Modules
If you have any questions or need further information about the application process, please feel free to reach out to Jamie Klamert, HR Director (jklamert@bis-stl.com) or Sheena Cole, Staff Training Coordinator (scole@bis-stl.com) .
Health & Wellness Spotlight: Even with warmer weather there is still a lot of illness going around. Employees who are sick are encouraged to stay home and utilize available leave time. If coming to work when feeling under the weather are requried to wear a 3-ply mask or an N95 while in close proximity to any client or coworker. If a client a is sick, staff are strongly encouraged to wear a mask when supporting the sick individual. As a reminder, clients are not and should not be required to a mask at anytime in their own home. If an individual is able to wear a mask, they can be encouraged to do so when in a vehicle or group setting outside of the home.
Policy Spotlight: *Policy Update*
701 Employee Conduct and Work Rules
Effective Date: 1/1/2015
Revision Date: 11/28/2023
To ensure orderly operations and provide the best possible work environment, BIS expects employees to follow rules of conduct that will protect the interests and safety of all employees and the agency.
Employees are expected to exercise common sense and courtesy at all times for the benefit of clients, coworkers, and the Company as a whole. Professionalism is expected, as is respect for the safety and security of people and property. Failure to meet these expectations may be grounds for discipline, up to and including termination. The following are examples of unacceptable conduct, but employees should be aware that this is not an exhaustive list:
· Failure to follow the policies outlined in this handbook.
· Negligent, careless, or inconsiderate treatment of clients or their information.
· Theft, misappropriation, or unauthorized possession or use of any property that does not belong to the employee.
· Unauthorized removal of Company property from the premises.
· Sharing trade secrets or other confidential business information with anyone who does not have an official need to know.
· Accessing, without authorization, confidential information about clients or employees.
· Falsifying or changing any type of Company, client, or employee document or record without authorization.
· Willfully, negligently, or carelessly damaging, defacing, or mishandling property of the Company, a client, or an employee.
· Taking or giving bribes of any nature.
· Entering Company premises without authorization.
· Violating security, safety, or fire prevention regulations, or tampering with safety equipment.
· Unauthorized use of a personal vehicle for Company business.
· Conduct that is illegal under federal, state, or local law.
· Creating a disturbance on Company premises.
· Use of abusive language.
· Any rude, discourteous, or unbusinesslike behavior, on or off Company premises, which is not protected by Section 7 of the National Labor Relations Act and that adversely affects the Company services, operations, property, reputation, or goodwill in the community, or interferes with work.
· Insubordination or refusing to follow instructions from a supervisor or manager; refusal or unwillingness to accept a job assignment or to perform job requirements.
· Leaving during scheduled work hours without permission; unauthorized absence from an assigned work area during regularly scheduled work hours.
· Sleeping during regular working hours.
· Recording time for another employee or having time recorded by another employee.
· Use or possession of illegal drugs on Company premises at any time.
· Use of alcohol or illegal drugs during working hours, or working under the influence of intoxicants.
Any employee arrested or convicted of an illegal activity (or pleading no contest to such a charge) must notify their supervisor and the Human Resources Director immediately. The employee will need to provide legal documentation within five business days before returning to work. Failure to do so will result in termination. A reference check will be completed to ensure eligibility of employment. The HR Director will review the documentation and verify the employee is still eligible for employment.
Employees are responsible for keeping their personal items secure. BIS is not responsible for lost, stolen or damaged property.
Employment with BIS is at the mutual consent of BIS and the employee, and either party may terminate that relationship at any time, with or without cause, and with or without advance notice.