WORK EXPERIENCE

Please complete all appropriate items, even if you have already provided us with a resume.

REFERENCES - Please list three individuals with whom you have worked who were in a position to evaluate your performance.

Personal Appearance and Hygiene

Employees are expected to present a professional image, both through behavior and appearance. Accordingly, employees must wear work-appropriate attire during the workday or any time they are representing the company. Clothing does not need to be expensive, but should be clean and neat in appearance. Employees should consider their level of customer and public contact and the types of meetings they are scheduled to attend in determining what attire is appropriate.

The following are not acceptable: Barefoot or flip flops, Spandex, sweats, or work out attire .

Sagging pants, shorts, or skirts, Sexually provocative clothing or exposed undergarments .

Clothing with offensive slogans or pictures, Clothing showing excessive wear and tear .

Any clothing or accessories that would present a safety hazard. Visible tattoos that are not “appropriate in content” .

All employees are expected to maintain appropriate oral and bodily hygiene. Hair (including facial hair) should be clean and neat. Accessories should not interfere with an employee's work. The excessive use of perfume or cologne is unacceptable, as are odors that are disruptive or offensive to others or may exacerbate allergies. .

Managers are responsible for enforcing dress and grooming standards for their department. Any employee whose appearance does not meet these standards may be counseled. If their appearance is unduly distracting or the clothing is unsafe, the employee may be sent home to change into something more appropriate. Reasonable accommodation will be made for employees' sincerely held religious beliefs and disabilities when such accommodations do not cause an undue burden. If you would like to request an accommodation or have other questions about this policy, please contact your supervisor..

All About You Home Health Care .
610-553-5595.
AllAboutYouHomeCare@outlook.com.

CODE OF ETHICS

● Employees will assure that the patient/client receives appropriate quality care. Each patient/client is to be treated with courtesy, respect and regard for privacy. Patients/clients have the right to be informed concerning their care and have the right to participate in planning the care they receive.

● Each employee shall be responsible for developing, adopting, and observing Patient/Client Rights and Responsibilities in a manner necessary to establish and maintain professional and effective patient/client care and satisfaction;

● Each employee will ensure quality by complying with accepted standards of professional practice.

● Employees will place the well-being of the patient/client above personal gains. In this regard, employees shall collaborate to assure comprehensive services to patient/clients and will honestly and conscientiously cooperate to assure the patient/client’s best interest and comfort.

● Each employee shall refrain from inducing, persuading or coercing a patient/client to change other home care providers.

● Employees will provide human resource management to ensure qualified staff

● Each employee will provide human resource management and supervision to ensure qualified staff render competent and comprehensive patient/client care.

● Employees will promote home health services in a manner that demonstrates a positive image of All About You Homecare, LLC.

● Employees will conduct business in accordance with fair business practices and accepted industry and regulatory standards/guidelines.

● Employees will abide by and promote the company’s mission in a positive and ethical manner.

Consent for Participation in Employment interview

I agree to participate in an interview by AAYHHC. Interview from the Upper Darby, PA Division, the purpose of this document is to specify the terms of my participation in the hiring process through being interviewed.

1. I have been given sufficient information about this interview. The purpose of my participation as an interviewee in this interview has been explained to me and is clear.

2. My participation as an interviewee in this interview is voluntary. There is no explicit or implicit coercion whatsoever to participate.

3. Participation involves being interviewed by (a) AAYHHC HR MGRT (s) from All About You Home Health Care. The interview will last approximately [30] minutes. I allow the interviewer (s) to take written notes during the interview. I also may allow the recording (by audio/video tape) of the interview. It is clear to me that in case I do not want the interview to be taped I am at any point of time fully entitled to withdraw from participation.

4. I have the right not to answer any of the questions. If I feel uncomfortable in any way during the interview session, I have the right to withdraw from the interview.

5. I have been given the explicit guarantees that my confidentiality as a participant in this interview will remain secure. Subsequent uses of records and data will be subject to standard data use policies at All About You Home Health Care.

6. I have been given the guarantee that the interview has been reviewed and approved by (HR) All About You Home Health Care. For interview problems or any other question regarding the interview, All About You Home Health Care may be contacted through [AllAboutyouhomecare@outlook.com].

7. I have read and understood the points and statements of this form. I have had all my questions answered to my satisfaction, and I voluntarily agree to participate in this interview.

8. I have been given a copy of this consent form co-signed by the interviewer.

Employment & Confidentiality Agreement

This Agreement is made between hereinafter “Employee” and All About You Home Healthcare and/or any affiliate of All About You Homecare, LLC, hereinafter referred to as the “Company.” An Affiliate is defined as any person that directly or indirectly through one or more intermediaries controls or is controlled by or is under common control with All About You Home Healthcare, Inc. In consideration of employment and/or continued employment of Employee in such capacity as may be determined appropriate by the Company, and in consideration of the expense, time, and effort expended in providing the Employee specialized and unique training involving trade secrets, marketing techniques, services, and products related to the business of the Company, Employee agrees as follows:

1. Access to Trade Secrets and Confidential Information. Employee recognizes that Employee shall be employed in a sensitive position in which, as a result of a relationship of trust and confidence, Employee will have access to trade secrets and other highly confidential and sensitive information. Employee further recognizes that the knowledge and information acquired by Employee concerning the Company’s customer lists and materials regarding employer/employee contracts, customers, pricing schedules, is a vital part of the Company’s business and constitute, by their very nature, trade secrets and confidential knowledge and information. Employee hereby stipulates and agrees that all such information and materials shall be considered trade secrets. If it is at any time determined that any of the information or materials identified above are, in whole or in part, not entitled to protection as trade secrets, they shall nevertheless be considered and treated as confidential information that is protected under this Agreement, in the same manner as trade secrets, to the maximum extent permitted by law. Employee agrees that Employee will not directly or indirectly use or cause the use of any trade secret or confidential information in a manner that conflicts with the best interests of the Company.

2. Restrictions on Use of Proprietary Information. In addition to the obligations contained in Section 1, Employee agrees that Employee will not, either directly or indirectly, or for competitive or other purposes, disclose or cause to be disclosed or make or cause any unauthorized use of any trade secret or confidential knowledge or information either during Employee’s employment or at any time thereafter. Employee also agrees that all such trade secrets or other confidential information, and any copy, extract or summary thereof, whether originated or prepared by or for Employee or otherwise coming into Employee’s knowledge, possession or control, shall be and remain the exclusive property of the Company.

3. Upon termination of employment, employees shall deliver to the Company all petty cash, equipment, records, manuals, training materials, copies of records, documents, keys, and other property of whatever nature, tangible and intangible, which belong to the Company and are then in Employee’s possession or control.

4. During the entire period Employee is employed by the Company, Employee agrees to devote his/her best efforts during the entire working day to advance the interests of the Company and shall not, alone or as a member of partnership, officer, director, stockholder, agent or employee of any other corporation or business, be engaged in or connected with any business that is in competition with the Company or similar to the Company’s without written authorization of the Company.

5. Protection of Company’s interest in Customers. Employee agrees that during the term of Employee’s employment by the Company and for a period of one (1) year thereafter, Employee will not, either directly or indirectly, either for Employee or for any other person, firm, or corporation, make known or divulge the names or addresses of any of the customers of the Company at the time Employee entered the employ of the Company or with whom Employee became acquainted after entering the Company’s employ, to any person, firm or corporation, and that Employee will not, directly or indirectly, whether for Employee or for any other person, firm, company or corporation, call upon, solicit, divert or take away, or attempt to solicit, call on, divert or take away any of the Company, customers, business, or clients, including but not limited to, those upon whom Employee called on whom Employee solicited or the whom Employee catered or provided services or with whom Employee became acquainted while engaged as an employee in the Company’s employ.

6. Competitive Business. During the period of Employee’s employment, Employee agrees that Employee will not undertake to perform any planning for, or engage in the organization of, any business activity that is actually or potential competitive with the Company’s business, or combine or conspire with any other person, entity or employees or representatives of the Company for the purpose of organizing any such competitive business activity.

7. Agreement Not to Disrupt or Interfere with Company’s Business. Employee specifically agrees that during the period of Employee’s employment with the Company and following its termination, for any reason whatsoever, Employee shall not disrupt, damage, impair, or interfere with the business of the Company in any manner, including without limitation, either by directly or indirectly inducing or attempting to induce any employee to leave the employ of the Company, or by inducing or attempting to induce any employee, consultant, sales representative or any independent contractor to sever or modify that person’s relationship or engagement with the Company, by 15 interfering with or raiding the Company’s employees, disrupting its relationships with customers, agents, representatives or vendors, or otherwise it is specifically understood that this provision shall survive and continue in effect for a period of one (1) year following employee’s separation from the Company’s employ, whether voluntarily or involuntarily

8. Employee agrees that if he/she violates the covenants and agreements set forth above, the Company shall be entitled to an accounting and repayment of all profits, compensation, remuneration or benefits which Employee directly or indirectly has realized or may realize as a result of, growing out of, or in conjunction with any violation of any partial and justified liquidated damages; such remedies shall be in addition to an not in limitation of any injunctive relief or other rights or remedies to which the Company is or may be entitled at law or in equity under this Agreement and that, in the event the Company is required to enforce the terms of this Agreement including but not limited to the enforceability of the arbitration provision contained herein and/or any award there under, through court proceedings, the Company shall be entitled to reimbursement for all legal fees, costs and expenses incident to enforcement. The parties hereby agree that if the scope of enforceability of the restrictive covenant is in dispute, a court or other trier of fact may modify and enforce the covenant to the extent that it believes it to be reasonable under the conditions existing at this time. In order to determine whether or not the Employee has violated the restrictive covenants of this Agreement, either party may require that the controversy be submitted to final and binding arbitration. THIS CONTRACT CONTAINS A BINDING PROVISION THAT MAY BE ENFORCED BY THE PARTIES. In the event of a dispute involving the restrictive covenants contained herein, the offended party must request a panel of five (5) arbitrators from the Federal Mediation and Conciliation Service designating a panel drawn geographically from the state in which Employee was last employed by the Company. By alternatively striking names with Employee going first and the Company going second, an arbitrator shall be selected from the panel. Said selection must occur within ten (10) days following receipt of the panel. The Company and the Employee shall split the cost of the arbitrator, including travel expenses, evenly. In the event the arbitrator finds the restrictive covenants to have been violated, the arbitrator may award damages, return of documents, cessation of Employee activities or such other relief as shall make the Company whole. The company shall have a right to proceed to court for enforcement of the arbitrator’s award.

9. Termination. It is understood that the employment relationship between Employee and the Company is at the mutual consent of both parties. Accordingly, either the Employee or the Company can terminate the employment relationship at will, at any time, with or without cause or advance notice. It is further understood that no employee or representative of the company, other than the president of the Company, has any authority to enter into an agreement for any specified period of time, or to make any agreement contrary to the foregoing. Moreover, the parties agree that there are no express or implied agreements contrary to the foregoing if the president does so in a formal written agreement that is fully executed by the president and Employee.

10. Obligations Binding. Employee’s obligations under this Agreement shall continue in effect beyond Employee’s period of employment and such obligations shall be binding on Employee’s assigns, administrators, and other legal representatives. The rights and obligations of the Company under this Agreement shall inure to the benefit of and shall be binding on the successors and assigns of the Company.

11. Purpose of Agreement to Maximize Enforceability. The parties acknowledge that they have attempted to limit Employee’s rights to compete only to the extent permitted by law, including to the extent necessary to protect the Company from unfair competition. The parties hereby agree that if the scope of enforceability of the restrictive covenant is in dispute, a court or other trier of fact may modify and enforce the covenant to the extent that it believes it to be reasonable or necessary under the conditions existing at this time to make it enforceable to the maximum extent permitted by law.

12. Separability. The provisions of this Agreement are severable, and if any one or more provisions is or may be determined by a court of competent jurisdiction to be unenforceable, in whole or in part, the remaining provisions of the Agreement shall nevertheless be binding and enforceable to the maximum extent permitted by law.

13. Employee Representations. Employee represents and warrants that Employee is free to enter into this Agreement and to perform each of the terms and covenants of the Agreement. Employee further represents and warrants that Employee is not restricted or prohibited, contractually or otherwise, from entering into and performing this Agreement, and that Employee’s execution and performance of this Agreement is not a violation or breach of any other agreement between Employee and any other person or entity.

14. Non-Waiver Provision. The failure of a party to insist upon strict adherence to any term of this Agreement or to object to any failure to comply with any provision of this Agreement, shall not (a) constitute or operate as a waiver of the term or provision, (b) estop that party from enforcing that term or provision, or (c) preclude that party from enforcing that term or provision or any other term or provision by laches. The receipt of a party of any benefit from the Agreement shall not effect a waiver or estoppel of the right of that party to enforce any provision of the Agreement.

15. Final Agreement. This Agreement supersedes all previous agreements, whether written or oral, expressed or implied, relating to the above subject matter, and shall not be changed or subject to change orally. 16. Employee acknowledges that Employee has carefully read and considered the provisions above and has had an opportunity to consult independent legal counsel and accepts employment on these terms on or on Employee’s hire or promotional if after.

Complete the required information. Allow at least 2-3 weeks for processing. For checking accounts, a copy of a voided check must be provided. For savings accounts, a copy of a deposit slip must be provided.

ATTACH A COPY OF A VOIDED CHECK / SAVINGS DEPOSIT SLIP

In order for this direct deposit authorization to be valid, the name of the employee must be on the voided check or deposit slip. A notice from the bank authorizing the employee to deposit funds into the account will be accepted.

I hereby authorize my employer to deposit any amounts owed me by initiating credit entries to my account at the financial institution(s) listed above. Further, I authorize the financial institution(s) listed above to accept and to credit any entries indicated by All About You Home Healthcare to my account. In the event that All About You Home Healthcare deposits funds erroneously into my account, I authorize All About You Home Healthcare to debit my account not to exceed the original amount of the erroneous credit.

This authorization is to remain in full force and effect until All About You Home Healthcare has received written notice from me of its termination in such a time and in such a manner as to afford All About You Home Healthcare a reasonable amount of time to act on it.

(1) I am not the perpetrator of a founded report of child abuse committed within the last five years and I am not the perpetrator of a founded report for a school employee committed within the last five years; and

(2) I have not been convicted of any of the following offenses under Title 18 of the Pennsylvania Code (relating to crimes and offenses), or of an offense similar in nature under the law or former laws of the United States or one of its territories or possessions, another state, the District of Columbia, the Commonwealth of Puerto Rico or a foreign nation, or under a former law of this Commonwealth:

(a) Chapter 25 (relating to criminal homicide)

(b) Section 2702 (relating to aggravated assault)

(c) Section 2709.1 (relating to stalking)

(d) Section 2901 (relating to kidnapping)

(e) Section 2902 (relating to unlawful restraint)

(f) Section 3121 (relating to rape)

(g) Section 3122.1 (relating to statutory sexual assault)

(h) Section 3123 (relating to involuntary deviate sexual intercourse)

(i) Section 3124.1 (relating to sexual assault)

(j) Section 3125 (relating to aggravated indecent assault)

(k) Section 3126 (relating to indecent assault)

(I) Section 3127 (relating to indecent exposure)

(m) Section 4302 (relating to incest)

(n) Section 4303 (relating to concealing death of child)

(o) Section 4304 (relating to endangering welfare of children)

(p) Section 4305 (relating to dealing in infant children)

(q) A felony offense under section 5902(b) (relating to prostitution and related offenses)

(r) Section 5903(c) or (d) (relating to obscene and other sexual materials and performances)

(s) Section 6301 (relating to corruption of minors)

(t) Section 6312 (relating to sexual abuse of children)

(u) The attempt, solicitation or conspiracy to commit any of the above offenses; and

(3) I have not been convicted of a felony offense under the act of April 14, 1972 (P.L. 233, No.64), known as The Controlled Substance, Drug, Device and Cosmetic Act, committed within the last five years.

I further swear and affirm that I have or will apply:

(4) to the Pennsylvania State Police to determine whether any criminal history record information relating to me is contained in the Pennsylvania State Police Central Repository; and

(5) to the Department of Human Services for a search to determine whether I am named in the statewide database of alleged perpetrators in a pending child abuse investigation or as a perpetrator of a founded report or an indicated report; and

(6) for a report of federal criminal history record information by submitting a full set of my fingerprints to the Pennsylvania State Police for the purpose of a record check, and I have instructed the Pennsylvania State Police or its authorized agent to submit the fingerprints to the Federal Bureau of Investigation for the purpose of verifying my identity and obtaining a current record of any criminal arrests and convictions.

I understand that if any of the above is found to be false, or if any of the information obtained from the above-referenced requests reveals that I am disqualified from employment under 20 Pa. C.S. § 6344(c), that I will be immediately dismissed from employment by All About You. I also understand that during the ninety (90) day conditional period until all of the information referenced above is received, I am not permitted to work alone with minors under the age of eighteen (18) and that I must work in the immediate vicinity of a non- conditional employee

Childline Verification

BACKGROUND CHECK AUTHORIZATION

In the interest of maintaining the safety and security of our customers, employees, and property, All About You Homecare (the “Company”) will order a “consumer report” (a background report) or “investigative consumer report" on you in connection with your employment application, and if you are hired, or if you already work for the Company, may order additional background reports on you for employment purposes. The background check company, Pennsylvania State Police (the "Background Check Company"), will prepare the background report for the Company.

The Pennsylvania State Police can be reached by phone at (888) 783-7972 or at their Internet Website Address https://epatch.state.pa.us. The background report may contain information concerning your character, general reputation, personal characteristics, mode of living, and credit standing. The types of information that may be ordered include but are not limited to: Social Security number verification; criminal, public, educational and, as appropriate, driving records checks; verification of prior employment; reference, licensing and certification checks; credit reports; drug testing results; and, if applicable, workers compensation injuries.

Workers’ compensation information will only be requested in compliance with federal Americans with Disabilities Act and/or any other applicable federal, state, or local laws and only after a conditional job offer is made. Credit history will only be requested when permitted by law and where such information is substantially related to the duties and responsibilities of the position for which you are applying. The information may be obtained from private and public record sources, including personal interviews with your associates, friends, and neighbors. (An “investigative consumer report” is a background report that includes information from such personal interviews, except in California where that term means any background report that is not a credit report.)

The nature and scope of the most common form of investigative consumer report is an investigation into your education and/or employment history conducted by the Background Check Company or another outside organization. You may request more information about the nature and scope of an investigative consumer report, if any, by telephoning the Company at (610) 553-5595.

A summary of your rights under the Fair Credit Reporting Act is also being provided to you with this form. The Fair Credit Reporting Act gives you specific rights in dealing with consumer reporting 25 agencies. You will find these rights summarized in A Summary of Your Rights Under the Fair Credit Reporting.

AUTHORIZATION FOR BACKGROUND CHECKS

After carefully reading this Background Check Disclosure and Authorization form, I authorize the Company to order my background report, including investigative consumer reports. I understand that the Company may rely on this authorization to order additional background reports, including investigative consumer reports, during my employment without asking me for my authorization again as allowed by law.

I also authorize the following agencies and entities to disclose to the Pennsylvania State Police and its agents all information about or concerning me, including but not limited to: my past or present employers; learning institutions, including colleges and universities; law enforcement and all other federal, state and local agencies; federal, state and local courts; the military; credit bureaus; testing facilities; motor vehicle records agencies; if applicable, workers compensation injuries; all other private and public sector repositories of information; and any other person, organization, or agency with any information about or concerning me. Workers’ compensation information will only be requested in compliance with federal Americans with Disabilities Act and/or any other applicable federal, state or local laws and only after a conditional job offer is made. The information that can be disclosed to the Background Check Company and its agents includes, but is not limited to, information concerning my employment history, earnings history, education, credit history, motor vehicle history, criminal history, military service, professional credentials and licenses and substance abuse testing.

I agree the Company may rely on this authorization to order background reports, including investigative consumer reports, from companies other than the Pennsylvania State Police without asking me for my authorization again as allowed by law. I also agree that a copy of this form is valid like the signed original. I certify that all of the personal information I provided is true and correct.

*For applicants that have not been a resident of the States for more than two years you will be required to get FBI clearance done through Pa Safe check by IDEMIA and a Letter of Determination from the Department of Aging. If you have any questions about the Letter of Determination, please contact the Department of Aging at www.aging.pa.gov or call 717-265-7887. If you have questions about FBI clearances, please contact the FBI Background Check Unit at 717-783-6211 or 1-877-371-5422. For questions about IDEMIA registration, processing, or billing, please contact IDEMIA/IdentoGo at 1-844-321-2101

Criminal History

STATE DISCLOSURES

CALIFORNIA: You may view the file that the Background Check Company has for you, and order a copy of the file, upon submitting proper identification and paying copying costs, by coming to their offices, during normal business hours and on reasonable notice, or by certified mail or mail. You may also ask for a file-summary by telephone. The Background Check Company can answer questions about the information in your file, including any coded information. If you come in person, another person can come with you, so long as that person can show proper identification.

MAINE: If you ask us, you have the right to know whether the Company ordered an investigative consumer report on you. You may request the name, address, and telephone number of the nearest office for the Background Check Company. You will get this information within 5 business days of our receipt of your request. You have the right to ask the Background Check Company for a free copy of the report.

MARYLAND: If the Company obtains credit history information on you, it will be used to evaluate whether you would present an unacceptable risk of theft or other dishonest behavior in the job for which you are being considered.

MASSACHUSETTS/NEW JERSEY: If you submit a request to us in writing, you have the right to know whether the Company ordered an investigative consumer report from the Background Check Company. You may inspect and order a free copy of the report by contacting the Background Check Company. 28

MINNESOTA: If you submit a request to us in writing, you have the right to get from the Company a complete and accurate disclosure of the nature and scope of the consumer report or investigative consumer report ordered, if any.

NEW YORK: If you submit a request to us in writing, you have the right to know whether the Company ordered a consumer report or an investigative consumer report from the Background Check Company, and you will be provided with the name and address of the Background Check Company. You may inspect and order a free copy of the reports by contacting the Background Check Company. By signing below, you certify you have received a copy of Article 23A of the New York Correction Law is being provided with this form.

OREGON: If the Company obtains credit history information on you, it will be used to evaluate whether you would present an unacceptable risk of theft or other dishonest behavior in the job for which you are being considered.

WASHINGTON STATE: If you submit a request to us in writing, you have the right to get from the Company a complete and accurate disclosure of the nature and scope of the investigative consumer report we ordered, if any. You also have the right to ask the Background Check Company for a written summary of your rights under the Washington Fair Credit Reporting Act. If the Company obtains information bearing on your creditworthiness, credit standing or credit capacity, it will be used to evaluate whether you would present an unacceptable risk of theft or other dishonest behavior in the job for which you are being considered.

A Summary of Your Rights Under the Fair Credit Reporting Act

The federal Fair Credit Reporting Act (FCRA) promotes the accuracy, fairness, and privacy of information in the files of consumer reporting agencies. There are many types of consumer reporting agencies, including credit bureaus and specialty agencies (such as agencies that sell information about check writing histories, medical records, and rental history records). Here is a summary of your major rights under the FCRA. For more information, including information about additional rights, go to www.ftc.gov/credit or write to: Consumer Response Center, Room 130- A, Federal Trade Commission, 600 Pennsylvania Ave. N.W., Washington, D.C. 20580. You must be told if information in your file has been used against you. Anyone who uses a credit report or another type of consumer report to deny your application for credit, insurance, or employment - or to take another adverse action against you - must tell you, and must give you the name, address, and phone number of the agency that provided the information. You have the right to know what is in your file. You may request and obtain all the information about you in the files of a consumer reporting agency (your "file disclosure"). You will be required to provide proper identification, which may include your Social Security number. In many cases, the disclosure will be free. You are entitled to a free file disclosure if: 29 a person has taken adverse action against you because of information in your credit report; you are the victim of identity theft and place a fraud alert in your file; your file contains inaccurate information as a result of fraud; you are on public assistance; you are unemployed but expect to apply for employment within 60 days. In addition, by September 2005 all consumers will be entitled to one free disclosure every 12 months upon request from each nationwide credit bureau and from nationwide specialty consumer reporting agencies. See www.ftc.gov/credit for additional information.

You have the right to ask for a credit score. Credit scores are numerical summaries of your creditworthiness based on information from credit bureaus. You may request a credit score from consumer reporting agencies that create scores or distribute scores used in residential real property loans, but you will have to pay for it. In some mortgage transactions, you will receive credit score information for free from the mortgage lender.

You have the right to dispute incomplete or inaccurate information. If you identify information in your file that is incomplete or inaccurate, and report it to the consumer reporting agency, the agency must investigate unless your dispute is frivolous. See www.ftc.gov/credit for an explanation of dispute procedures.

Consumer reporting agencies must correct or delete inaccurate, incomplete, or unverifiable information. Inaccurate, incomplete or unverifiable information must be removed or corrected, usually within 30 days. However, a consumer reporting agency may continue to report information it has verified as accurate.

Consumer reporting agencies may not report outdated negative information. In most cases, a consumer reporting agency may not report negative information that is more than seven years old or bankruptcies that are more than 10 years old.

Access to your file is limited. A consumer reporting agency may provide information about you only to people with a valid need -- usually to consider an application with a creditor, insurer, employer, landlord, or other business. The FCRA specifies those with a valid need for access.

You must give your consent for reports to be provided to employers. A consumer reporting agency may not give out information about you to your employer, or a potential employer, without your written consent given to the employer. Written consent generally is not required in the trucking industry. For more information, go to www.ftc.gov/credit.

You may limit "prescreened" offers of credit and insurance you get based on information in your credit report. Unsolicited "prescreened" offers for credit and insurance must include a toll- free phone number you can call if you choose to remove your name and address from the lists these offers are based on. You may opt-out with the nationwide credit bureaus at 1-888-5-OPT OUT (1- 888-567-8688).

You may seek damages from violators. If a consumer reporting agency, or, in some cases, a user of consumer reports or a furnisher of information to a consumer reporting agency violates the FCRA, you may be able to sue in state or federal court.

Identity theft victims and active duty military personnel have additional rights.For more information, visit www.ftc.gov/credit.

States may enforce the FCRA, and many states have their own consumer reporting laws. In some cases, you may have more rights under state law. For more information, contact your state or local consumer protection agency or your state Attorney General. Federal enforcers are:

Consumer reporting agencies, creditors and others not listed below: Federal Trade Commission: Consumer Response Center- FCRA Washington, DC 20580 - 1-877-382-4357 National banks, federal branches/agencies of foreign banks (word "National" or initials "N.A." appear in or after bank's name): Office of the Comptroller of the Currency Compliance Management, Mail Stop 6-6 Washington, DC 20219 - 1-800-613-6743

Federal Reserve System member banks (except national banks, and federal branches/agencies of foreign banks): Federal Reserve Board Division of Consumer & Community Affairs Washington, DC 20551 - 1-202-452-3693

Savings associations and federally chartered savings banks (word "Federal" or initials "F.S.B." appear in federal institution's name): Office of Thrift Supervision, Consumer Complaints, Washington, DC 20552 - 1-800-842-6929 Federal credit unions (words "Federal Credit Union" appear in institution's name): National Credit Union Administration, 1775 Duke Street, Alexandria, VA 22314 - 1-703-519-4600

State-chartered banks that are not members of the Federal Reserve System: Federal Deposit Insurance Corporation, Consumer Response Center, 2345 Grand Avenue, Suite 100 Kansas City, Missouri 64108-2638 - 1-877 275-3342

Air, surface, or rail common carders regulated by former Civil Aeronautics Board or Interstate Commerce Commission: Department of Transportation, Office of Financial Management, Washington, DC 20590 - 1-202-366-1306

Activities subject to the Packers and Stockyards Act, 1921: Department of Agriculture Office of Deputy Administrator - GIPSA, Washington, DC 20250 - 1-202-720-7051

Time Clock Policy

Notice to all PCA’s

Thank you to all employees for the success of this quarter’s activities. All departments have been hitting their targets and our records show that everyone is doing their part to keep our company a safe and healthy place to work. In effort to support this ongoing success.

All About You Home Health Care has enhanced our time-keeping policy. Please help us to accurately keep time records by reading and implementing the following policy information.

Policy: The law requires that all non-exempt personnel record daily hours worked. These hours are recorded in HHA Exchange (an Internet-accessible hosted workforce management system) and employees are responsible for its accuracy. Employees may not clock in or out for another person. Falsification of timesheets is strictly prohibited and will result in disciplinary action up to and including termination.

Purpose: To establish guidelines for hourly employees to have a record of hours worked using HHA Exchange, our web-based timekeeping system.

It’s not the company’s responsibility to remind anyone about missed Schedule corrected time sheets.

The following regulations will apply:

1. Employees are required to use the HHA system to clock in and out. You are expected to be at your assigned location and clocked in at the start of your shift.

There is a grace period of 15 minutes before and 15 minutes after.

For example: If your start time is 8:00am, you may clock in at 7:45am.

Any time you clock in before/after this grace period is considered a missed clock. You will have to notify scheduling. An electronic timesheet will be sent directly to your consumers to verify you completed your assigned shift for the day. You, the PCA/HHA will need to be in person at the office to complete your corrected timesheet. All timesheets must be turned in for the current week in question by 1:00 pm the following Monday. If they are not received and approved by your supervisor, you will not be paid for those days! (NO Exceptions)

2. Employees are required to clock out any time they leave the work site for any reason other than assigned work duties.

3. Unless permission to do otherwise by the employee's supervisor, no employee may clock in more than 15 minutes prior to the start of their shift.

4. Employees may not clock out after 15 minutes following the end of their scheduled work time.

5. Clocking in within the timeframe specified will be an on-time report for duty.

6. Employees will be paid in accordance with verified time sheets and or recorded times in HHA Exchange.

7. Any adjustments to the recorded time must be approved by the employee's supervisor.

8. If an Employee forgets to clock out a signed timesheet by the consumer you were scheduled and approved by a supervisor well be required before you can get paid for those days. (NO Exceptions)

Violations of these procedures may result in disciplinary actions, including oral or written warnings, suspension without pay and/or termination. Under no circumstance may one employee clock in or out for another employee. Any employee with multiple violations will face immediate termination.

Human Resources,

O: 610-553-5595

F: 610-622-2027

Clocking-In, Clocking-Out

Fully Integrated EVV Solution that Sits at the Center of Our Operations

Electronic Visit Verification, or EVV, is a technology solution which electronically verifies that home and health aide services are performed, introducing a new level of accountability and transparency for providers and payers. While EVV has been around for more than two decades, with the passing of the 21st Century CURES Act, Medicaid homecare providers are now required to implement EVV by 2020.

As part of this Act, visits must be electronically verified for the type, date, and location of service performed, the individual receiving the service, the caregiver or aide performing the service, and the time service begins and ends.

Providers have often adopted EVV as a stand-alone technology tool, resulting in a cluttered agency environment with multiple disparate systems. However, EVV should be viewed as the central engine that drives successful agency management.

More than EVV

HHAeXchange’s electronic visit verification system works seamlessly within your existing environment. Regardless of the method of EVV. When a caregiver completes a visit, the visit is automatically associated with the schedule and authorization for the services performed. Additionally, plan of care tasks and duties are also captured at the time of EVV clock-out.

HHAeXchange EVV Methods

● Telephone/Land-Line ● GPS Enabled Caregiver Mobile App ● FOB Device ● Bluetooth Beacon

Link to Instructional Video on how to Clock-in and Clock-Out.

Check out “HHAeXchange EVV” from HHAeXchange on Vimeo.

The video is available for your viewing pleasure at https://vimeo.com/375471984

We Here at All About You Home Health Care use and abide by all federal and state laws when using HHA eXchange's EVV Call to Clock-in System.

Clock In Instructions:

● Call 1-866-983-4501 36

● At the prompt press “1”.

● At the prompt, put in Assignment ID, and

press “1” to confirm.

Clock Out Instructions:

● Call 1-866-983-4501

● At the prompt press “2” .

● At the prompt, put in Assignment ID .

● Must press “1” to confirm Assignment ID .

● Then, enter Duty ID :

Template" (101,111,115,117,123,124,126,130,131,205,311,502,511)

Your Duty ID/number sequence represents the list of task performed the day of service, ALL duty ID codes must be entered at this stage of clocking out,

● After you enter the last Duty Code press “00” in order for your Duty ID's and Hours to be saved and uploaded.. If you have any Issues with clocking-in or out you must call the office in order to be clocked-in or out. Failure to do so will result in a loss of Hours…. Absolutely No one's times sheets will be corrected 30 mins after your Scheduled work hours. First time offenders will be issued a written warning, Second Violators will be Suspended, any one failing to comply with All About You Home Health Care and HHAeXchange Clock-in and Out System Will be Terminated.

● Listen to prompt press “0” to end call

IF YOU HAVE ANY PROBLEM CLOCKING IN OR OUT PLEASE CALL THE OFFICE IMMEDIATELY 610-553-5595 FAILURE TO CLOCK IN OR OUT MAY RESULT IN LOSS OF PAY

Benefit Acknowledgement Form

ALL ABOUT YOU HOME HEALTH CARE Company Insurance

I acknowledge that my employer has started participating in the Aflac health insurance program. Starting (7 /15/2023). All employees who wish to enroll in this program are asked to complete this form and return it back to the office. An authorized Aflac agent will be scheduled to the office to help with the enrollment process. An AAYHHC office rep will contact us to schedule your meeting with our AFLAC Representative.

753 w Cheltenham Ave, Unit C

Melrose Park, Pa 19027

O: 610-553-5595

F: 610-622-2027

Email: allaboutyouhomecare@outlook.com

WORKERS’ COMPENSATION EMPLOYEE NOTIFICATION

The Pennsylvania Workers’ Compensation Act is designed to provide reimbursement for reasonable medical care for someone who suffers an injury arising in the course of his/her employment and causally related thereto. Pursuant to the Act, your employer will provide payment for reasonable surgical and medical services, services rendered by physicians or other health care providers, medicines and supplies, as and when needed.

If you require emergency medical treatment, you may seek it from any provider; however, any subsequent nonemergency treatment shall be obtained from one of the designated health care providers whose names appear on the list posted on your employer’s premises. If you are faced with a medical emergency, you may secure assistance from a hospital or physician/health care provider of your choice. However, once the emergency no longer exists, the injured employee must be treated with a listed provider for the remainder of the ninety (90) day period.

During the initial ninety (90) days from the date of your first visit, you have the right to switch from one health care provider on the list to another, and your employer will pay for that treatment.

If a designated health care provider refers you for treatment to another health care provider whose name is not on the list, your employer will pay for the treatment rendered by the provider to whom you were referred.

Naturally, you have the right to seek treatment or medical consultation from a non-designated health care provider during the initial ninety (90) day period following the first visit, but you are personally responsible for payment for those services.

You have the right to seek treatment from any health care provider at the expiration of the ninety (90) day period from the date of first visit. Your employer will pay for this treatment unless the treatment is found to be unreasonable or unnecessary by a utilization review organization pursuant to the utilization review process contained in the Workers’ Compensation Act.

Your employer will be responsible for the cost of that treatment after the initial ninety (90) day period has ended but only if you notify the employer that you are receiving treatment from non-designated health care provider and only if that notice is provided to your employer within five (5) days of the first visit to that provider. If you provide notice to your employer of treatment by a non-designated provider more than five (5) days after the first visit to that provider, the employer will not be responsible to pay for treatment rendered by that non-designated provider until it receives notification from you that you are receiving such treatment.

Should a designated health care provider prescribe invasive surgery, your employer will pay for an additional opinion from a health care provider of your choice. If the additional opinion differs from the opinion of the designated health care provider and if the additional opinion provides a specific and detailed course of treatment, you will then determine which course of treatment to follow. If you choose to follow the procedures recommended in the additional opinion, your employer will pay to have such procedures performed by one of its designated health care providers and will not be responsible for payment for treatment provided by a non-designated provider for a period of ninety (90) days from the date of your visit to the health care provider from whom you obtained the additional opinion

I HEREBY ACKNOWLEDGE THAT I HAVE BEEN INFORMED OF AND UNDERSTAND MY RIGHTS AND DUTIES UNDER THE PENNSYLVANIA WORKERS’ COMPENSATION ACT AS SET FORTH HEREIN.

Aide Competency Test