> For the complete documentation index, see [llms.txt](https://docs.arborconnect.com/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://docs.arborconnect.com/understanding-expectations/onboarding-and-conduct.md). # Onboarding, House Rules, and General Conduct ## Getting started at Arbor Over your first 30 days of employment, you will learn the ins and outs of your new job and about the residents we all serve. To make sure we get off on the right foot, we want to highlight some of the important rules we live by. The remainder of the Team Member Handbook contains other important employment-related provisions. You also need to carefully review and consistently practice our emphasis on Customer Service and Workplace Safety. If you have questions about any of these policies or procedures, talk to your supervisor. ## House rules The following House Rules help highlight behavior that is NOT acceptable. The following conduct is prohibited for all Arbor team members and may result in disciplinary action up to and including termination of employment: * Neglect or carelessness that results in damage to or destruction of resident or Community property or endangers the life or health of any person. * Failing to observe health, fire and safety practices; failure to report injuries sustained while on duty or unsafe actions of other team members. * Entering or leaving Community premises without permission. * Refusing a job assignment. * Sleeping on the job. * Missing a scheduled work day without informing your supervisor (No Call/No Show). * Abuse or neglect of residents; failure to report observed or suspected abuse or neglect. * Unauthorized disclosure of resident personal or confidential information, Community business secrets or other confidential information to any unauthorized person(s) or without an official need to know. * Assisting residents with their finances or giving residents advice about their finances. * Accepting tips, money or gifts (clothes, jewelry, etc.) from a resident or resident's family member; borrowing money from a resident or resident's family member. * Reporting for work under the influence of intoxicants or drugs, drinking alcoholic beverages, using drugs, or the possession of intoxicants, drugs or alcohol while on Community time or premises. The Community may conduct a random drug test at any time and will terminate any team member who tests positive for any illegal drug. * Eating or lounging during work time or in unauthorized areas. * Theft of any kind, including theft from residents, the Community or co-workers, and unauthorized use of Community property or taking "found" items. * Refusal or inability to maintain satisfactory job performance, including work output/quality. * Arrests or convictions for crimes or serious traffic violations. * Falsification of documentation, including but not limited to: your own time recording, another team member's time recording, omitting care information from a resident's chart, falsifying medication information, falsifying an application. * Bringing any weapon onto Community property. * Any rude, disrespectful, discourteous or unbusinesslike behavior on or off the Community's premises, which is not protected by Section 7 of the National Labor Relations Act (NLRA) and which adversely affects the Community's residents, services, operations, property, reputation or goodwill in the local community or interferes with work. * Using profane, abusive or threatening language toward residents, family members, fellow team members, supervisors or management. * Workplace bullying (verbal, nonverbal, psychological or physical mistreatment that causes either physical or emotional harm and/or humiliation). * Engaging in immoral or indecent conduct on Community property, while on Company paid time or at any time the team member is representing The Arbor Company. * Making or publishing false, vicious or malicious statements concerning The Arbor Company, the Community, residents, fellow team members or supervisors that are not protected by Section 7 of the National Labor Relations Act (NLRA). * Poor attendance, tardiness or unexcused absences. * Failure to attend mandatory meetings or training sessions. * Inappropriate dress. * Making or accepting excessive personal calls during work. * Use of cellphone while on duty, or in resident apartments, in violation of the cellphone usage policy. * Intimidation, harassment or threats toward fellow team members or supervisors or otherwise interfering with the job performance of fellow team members or visitors. (This is not intended to interfere with any team member's exercise of any legal rights, particularly Section 7 rights.) * Failure to cooperate with management or co-workers. * Failure to respond timely to the emergency call system. * Calling resident families without first consulting with the Executive Director or Resident Care Director. * Any conduct contrary to common decency or morality or liable to incite, provoke or discriminate against anyone because of race, color, sex, age, religion, disability, national origin or sexual orientation. It is The Arbor Company's policy that all team members are expected to comply with the Community's standards of behavior and performance and that any noncompliance with these standards be corrected. However, the Community's enforcement of these standards of behavior are not intended to interfere with any team member's exercise of any legal rights, including Section 7 rights under the National Labor Relations Act (NLRA). The above list is not all-inclusive. When necessary, additional policies will be established, and supervisors may set up specific rules to govern team member actions. ## Initial employment period All team members are considered to be in an initial employment period during the first 90 days of employment. The purpose of this time is to verify your skills, capabilities and suitability for your new job. We hope this will be a good fit and a long relationship. During the initial employment period, your supervisor will evaluate your work performance, attendance, rate of learning and job interest. Be sure to let your supervisor know if you are ever uncertain of your job responsibilities or performance standards. ## Discipline If, at any time, your supervisor decides that your work performance is unsatisfactory, or if you violate any of the rules mentioned in this handbook, he or she will respond with disciplinary action which may include: * A Coaching conversation. * A written Coaching conversation. * Suspension. * Termination of Employment The Community has the right to discipline any team member or terminate the employment relationship at any time for any reason not in violation of the law. --- # Agent Instructions This documentation is published with GitBook. GitBook is the documentation platform designed so that both humans and AI agents can read, navigate, and reason over technical content effectively. 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