Advantage Master Part 2

By checking this box, I am stating that I would like to receive the Hepatitis B vaccination and be reimbursed by Advantage Home Care for the cost to do so. I acknowledge that it is in my best interest to consult with my physician prior to receiving the vaccination. I understand that I am responsible for setting up my own appointment for vaccination, preferably at the local health dept., and am responsible for providing Advantage Home Care with the full receipt and proof of vaccination in order to be reimbursed for my expenses.

I understand that due to my occupational exposure to blood and other potentially infectious materials, I am at a higher risk of acquiring hepatitis B virus (HBV) infection. However, at this time I have decided to waive the opportunity for Advantage Home Care to pay for me to get the hepatitis vaccine. I understand that if I change my mind during the course of employment, it is my responsibility to contact Advantage Home Care in order to arrange for reimbursement for the vaccine.

The Pay schedule can be found here click to download

Please download and agree.

The Pay schedule can be found here click to download

Please download and agree.

o Advantage Homecare strives to only be engaged in activities that comply with Federal and state law. The Medicare/Medicaid Fraud and Abuse Anti-Kickback provisions make it illegal to knowingly and willfully solicit or receive any remuneration (including any kickback, bribe or rebate) directly or indirectly, overtly or covertly, in cash or in kind, (a) in return for referring an individual to a person for the furnishing or arranging for the furnishing of any item or service for which payment may be made in whole or in part under Medicare or Medicaid or (b) in return for purchasing, leasing, ordering or arranging for or recommending, purchasing, leasing or ordering any goods, facility, service or items for which payment may be made in whole or in part under Medicare or Medicaid. Missouri also has a similar Anti-Kickback provision.

o Advantage Homecare desires that all compensation paid to employees falls within the Federal and Missouri laws and regulations regarding such compensation. Advantage Homecare is aware that both Federal and Missouri law allows reasonable incentive compensation, bonuses, and commissions (“Incentive Compensation”) to be paid only to employees. In its desire to provide appropriate compensation to employees, Advantage Homecare will consider providing Incentive Compensation only in accordance with the following procedures:

§ Only W-2 employees may receive Incentive Compensation.

§ Total compensation (base compensation plus Incentive Compensation) shall be consistent with fair market value of the services rendered by the employee.

§ All employees who receive Incentive Compensation shall be subject to applicable employment policies, including discipline procedures.

§ All employees who receive Incentive Compensation must participate in compliance training.

§ All employees who receive Incentive Compensation shall understand that terms of employment, including the payment and receipt of Incentive Compensation, are confidential.

§ Employees cannot offer anything of value to any referral source, physicians, discharge planners, patients or families and will be trained regarding such prohibition.

§ All employees will understand that homecare services must be medically necessary.



If I become an employee of an Advantage Home Care company, I understand and agree to adhere to the Employee Incentive Compensation Policy.

Title: Visit Nurse – Missouri
Reports To: MO Geriatrics Nursing Supervisor and Area Manager
Department: Missouri Geriatrics
Qualifications:
• Must be at least 18 years of age and be able to read, write and follow directions.
• Must meet one of the following qualifications:
o Have at least 6 months paid experience as an agency homemaker, nurse aide, maid and/or household
worker OR
o Have at least 1 years experience paid or unpaid in caring for children, aged individuals and/or the sick OR
o Have successfully completed formal training as a home health aide, CNA, LPN or RN.

Job Summary:
A licensed practical nurse (LPN) or registered nurse (RN), with valid nursing license, provides nursing care to adult
clients in their homes on a per visit basis. Nurse drives to each client’s home and provides care that may include
medication set ups, diabetic nail care, skin monitoring, etc. as well as an assessment of the client’s health and
suitability of the care plan. These services shall include any referral or follow up action indicated by the nurse’s
assessment. Nurse speaks with the client, physician and pharmacy ensuring the overall health and wellbeing of the
client ensuring the plan of care is being met, in conjunction with the other members of the health care team. While
on the job, the nurse is required to complete agency documentation of visit nursing assessments and completed
tasks. Nurse must be able to adequately respond to emergency situations and perform life saving measures if the
need arises.
Required Qualifications:
• Graduate of an approved program of practical or professional nursing.
• Licensed as a licensed graduate practical nurse (LPN) or registered nurse (RN) in the state of Missouri, and in good
standing with State Board of Nursing.
• 2 references
• Passes all required background checks upon hire and throughout employment; including but not limited to: Family Care Safety

Registry (FCSR), Employee Disqualification List (EDL), Office of Inspector General (OIG), Criminal/State Highway Patrol, E-
Verify.

• Must have current CPR certification for health care providers. No online cards accepted.
Responsibilities:
• Supports and adheres to the agency’s mission, philosophy, policies and service approach.
• Provides direct patient care using holistic approach, within the scope of knowledge and experience base.
• Visits clients in their homes per the frequency on the care plan. Must including one of the following tasks:
o May fill a 1 week supply of insulin syringes for diabetics who can self-inject the medication but cannot fill their
own syringe. This service would include monitoring the patient’s continued ability to self-administer the insulin.
Make sure manufacturer recommendations don’t contradict with this.
o The nurse may set up oral medications in divided daily compartments for a client who self-administers
prescribed medications but needs assistance and monitoring due to a minimal level of disorientation or
confusion.
o The nurse may monitor a client’s skin condition when a client is at risk of skin breakdown due to immobility,
incontinency, or both.
o The nurse may provide nail care for a diabetic or client with other medically contradicting conditions, if the client
is unable to perform this task.

o The nurse will be authorized to visit all personal care clients who also receive advanced personal care, on a
monthly basis, to evaluate the adequacy of the authorized services to meet the needs and the conditions of the
client, and to assess the advanced personal aide’s ability to carry out the authorized services.
o The nurse may provide on-the-job training to advanced personal care aides.
o The nurse visits authorized may be carried out by an LPN, if under the direction of an RN, except the task
training of the advanced personal care aides and the 6 month visits of the advanced personal care clients.
• Maintains client confidentiality in accordance with HIPAA and agency policy standards.
• Attends all staff meetings, case conferences and required in-services.
• Participates in the planning and coordination of total patient care in conjunction with the RN and the physician’s
plan of treatment/physician’s orders.
• Follows the plan of treatment and nursing care plan for each assigned client.
• Follows all state and federal guidelines.
• Observes the client; evaluates the care of the client: applies nursing skill knowledge to the patients to whom is
assigned.
• Accurately reports and records the patient’s condition and care, including signs and symptoms which may be
indicative of change.
• Prepares clinical/progress notes on the day of the shift. Clinical/progress notes are due in the agency per protocol.
• While visiting the home checks to make sure the environment the patient is living in is adequate and safe.
• Confirm on a weekly basis, the scheduling of shifts.
• Contact physician to obtain orders or clarify existing orders over the phone.
• Assist in administration of prescribed medications and treatments. Maintains an ongoing knowledge of current drug
therapy.
• An RN may be asked to review an LPN’s documentation, provide training as well as provide oversight to branch
LPN, Home Health Aides and CNAs.
Functional Abilities:
• Communicates effectively, both orally and in writing, to client, family and/or caregiver, supervisor and other health
team members.
• Able to transfer, lift, move, and turn client to or from a bed, wheelchair, hoyer lift, toilet, tub, and shower frequently.
• Able to read a thermometer and B/P readings, count pulse/respirator rates.
• Expected to respond to emergency situations involving the safety of clients.
• Must be able to stoop and bend; must be able to lift and transfer patients up to 50 lbs.
• Must be able to push pull 100 lbs.
• Must be able to travel to prospective patient’s residence or nursing facilities.
• Must have vehicle insurance if driving to and from work.

This contract is meant to solidify the employment relationship that has been entered into by the CONSUMER
and ATTENDANT named below. The CONSUMER has verbally given the VENDOR the authority to hire and
onboard named ATTENDANT to provide home care services to them. The ATTENDANT understands and agrees that
there is no employment relationship between ATTENDANT and the VENDOR and/or the State of Missouri. The
ATTENDANT understands and agrees that pursuant to this Contract, he/she is employed solely by CONSUMER.

1. Definitions:
a) CONSUMER: The individual identified above that is authorized for Consumer Directed Services through
Missouri Medicaid. CONSUMER is the employer of the ATTENDANT and is responsible for hiring, firing,
directing, managing, training, scheduling (within the parameters of the care plan), and supervising
ATTENDANT.
b) ATTENDANT: The individual identified above that agrees to provide personal care services to
CONSUMER for reimbursement from Missouri Medicaid. ATTENDANT can reside in the same residence
as the CONSUMER and can be a family member of CONSUMER but cannot be CONSUMER’s spouse.
ATTENDANT agrees that they meet the following qualifications for hire: 18 years of age; able to read
write and follow directions; able to meet the physical and mental demands required to perform tasks as
required by the CONSUMER; agree to maintain confidentiality; be emotionally mature; be able to handle
emergency type situations; not be the spouse of the consumer; and agree to report Abuse and Neglect.
c) VENDOR: The agency selected by CONSUMER to act as the third party vendor between CONSUMER,
ATTENDANT and Missouri Medicaid. VENDOR is an enrolled provider with MO Healthnet and is
authorized as an Organized Health Care Delivery System with the Department of Health and Senior
Services, Division of Senior and Disability Services.

2. Spouse Rule: ATTENDANT understands that they can never be employed to care for their spouse.
3. Employment Relationship: ATTENDANT understands that the Consumer named above has selected him/her to
be their attendant. The CONSUMER has verbally given the VENDOR the authority to formally hire and onboard.
The attendant agrees that this Contract is non-exclusive. CONSUMER may terminate this contract with
ATTENDANT or modify working hours at any time. Similarly, ATTENDANTS may enter into one or more
Employment Contracts with other Consumers. Each contract is independent of each other. ATTENDANT
understands and agrees that this Contract does not guarantee him/her work or any specific number of hours.
ATTENDANT understands and agrees that he/she may not act as CONSUMER’s personal representative in matters
regarding financial, and or budgetary decision making. ATTENDANT understands and agrees that he/she may not
act as CONSUMER’s personal representative in matters regarding medical treatment unless and if ATTENDANT is

2
designated as authority in CONSUMER’s Durable Power of Attorney for Healthcare document and is acting within
the scope of his/her legal authority.
4. Termination of Contract by CONSUMER: ATTENDANT understands and agrees that CONSUMER may terminate
the Contract with ATTENDANT if they choose to do so with or without cause. It is the responsibility of CONSUMER
to notify ATTENDANT of the termination of contract. CONSUMER is also responsible for notifying VENDOR.
5. Termination of Contract by ATTENDANT. ATTENDANT may terminate this Contract, with or without cause. It is
suggested that the ATTENDANT give CONSUMER at least seven (7) days notice. It is the responsibility of
CONSUMER to notify VENDOR if ATTENDANT decides to terminate the Contract.
6. Termination of Contract by VENDOR: VENDOR holds the right to terminate the Attendant Employment Contract
if it is determined or suspected that ATTENDANT is committing fraud, abuse/neglect, misappropriation of funds,
etc and/or has violated any of VENDOR’s policies or procedures. In addition, if ATTENDANT is found to have
findings with the Family Care Safety Registry, EDL, OIG or any other criminal background search, VENDOR holds
the right to suspend or terminate the contract depending on the offense. The VENDOR will notify both the
ATTENDANT and CONSUMER.
7. Contract term. This contract is valid until one of the parties (CONSUMER, ATTENDANT, and VENDOR) decides to
end the contract.
8. Disclosure of Background Findings: ATTENDANT understands that the VENDOR is mandated to conduct multiple
background checks upon hire and throughout employment. Any findings can be disclosed to the CONSUMER in
order for them to decide if they want to employ or continue to employ you as their ATTENDANT.
9. Communication with Vendor: The ATTENDANT or CONSUMER must keep open communication with the VENDOR
regarding scheduled hours and when services are not able to be delivered. The VENDOR will also conduct
mandatory monthly telephone check in calls as well as an annual face to face visit in order to monitor services
being delivered.
10. Electronic Visit Verification: CONSUMER and ATTENDANT agree to use Electronic Visit Verification (EVV) at the
start and end of every shift. Failure to do so could result in termination of contract and being turned over to
Missouri Medicaid for failure to comply with state and federal regulations.
11. Services Delivered: ATTENDANT understands that the CONSUMER must be home in order for services to be
rendered. Also, the ATTENDANT understands that they are only authorized to work the hours listed on the care
plan. Any additional hours worked are not authorized, thus will not be paid.
12. Non-discrimination. The parties to this Contract agree that they will refrain from discrimination of the basis of
race, religion, nationality, sex, age, familial status, color, disability or any other basis not permitted by law.
13. Miscellaneous provisions.
Under no circumstances may ATTENDANT assign his/her obligations, duties, or rights pursuant to or connected
with this Contract to any other person or entity. At the time of termination of this contract, whether for cause,
end of term, or otherwise, ATTENDANT agrees to promptly deliver to CONSUMER or VENDOR, any and all records,
timesheets, Care Plan or other documents that pertain to CONSUMER.
By signing below, you acknowledge you have read this contract, you accept, and agree to its terms. You also
acknowledge that you have had the opportunity to ask questions regarding this contract.

Job Title: Advantage CDS Face to Face Visit Assessor
Reporting to: CDS Service Coordinator
Salary Range: Negotiable Based on Experience
Hours: PRN employment based on availability & need
Purpose of the position: the Face-to-Face Visit Assessor position is a field position that
performs in-home assessments on Consumer Directed Clients “Consumers”.
Key responsibilities & duties:

Task / Duty

Review the current care plan with the client to make sure they understand what
services are authorized and make sure that it meets their current needs.

Complete Electronic Face to Face Assessment in clients home using a device
provided by the assessor.

Communicate client feedback/possible changes to the Advantage Service
Coordinator after the assessment is complete.

Remove any outdated documents (remove old timesheets and correction forms) to
ensure only current forms are being utilized

Other duties assigned by Management, as needed

Job description | Page 2 of 2

Education: High school graduate or equivalent
Experience: Minimum of 2 years health care experience

Title: Certified Nursing Assistant Missouri
Reports To: Branch Staffing Coordinator, Branch LPN/RN, Area Manager

Job Summary:
The Certified Nursing Assistant (CNA) and In-Home Aide assists the client with activities of daily living and performs various personal care, homemaker chore and respite tasks based on the client specific care plan.

Qualifications:
• Passes all required background checks upon hire and throughout employment; including but not limited to: Family Care Safety Registry (FCSR), Employee Disqualification List (EDL), Office of Inspector General (OIG), Criminal/State Highway Patrol, E-Verify.
• Must be at least 18 years of age and be able to read, write and follow directions.
• Not be the immediate family member of the participant for whom personal care is to be provided. Immediate family is defined as a spouse; parent; sibling; child by blood, adoption, or marriage (step-child); grandparent; or grandchild
• Must be able to speak, read, write, comprehend and communicate in English.
Essential Job Functions:
• Independently perform the client specific tasks as assigned on the client’s Care Plan. Tasks range from personal care, homemaker chore, respite and advanced personal care in nature.
• Observe, report, and document any physical and/or behavioral changes in the client and/or unsafe living and working conditions promptly, accurately, and precisely.
• Completes appropriate reporting documents such as EVV, EVV correction forms, progress notes, incident reports, etc. as outlined by agency policies and procedures.
• Able to communicate effectively both orally and in written form.
• Able to quickly respond to emergency situations involving the safety of the client.
• Attend all in-services, staff meetings and case conferences.
• Provide excellent customer service to all agency clients and employees.
• Follows all agency policies and procedures as well as state and federal guidelines.
• Maintains confidentiality of client information.
• CNA – operate under “scope of knowledge” as governed by the Nurse Practice Act.
• Must have a form of reliable transportation in order to get to and from work in a timely manner.
• Must have valid driver’s license and vehicle insurance if driving to and from work and running quick errands for the client (Geriatric in-home program allows for errands. The pediatric un-skilled program does not).

Physical Requirements
• Able to push/pull a patient at a minimum of 100 pounds.
• Able to lift a patient at a minimum of 50 pounds.
• Able to work unassisted in client home.
• Ability to move in tight spaces, between objects and furniture.
• Able to perform duties which require standing, walking, squatting, climbing stairs, bending, kneeling, twisting, sitting, reaching at, below, and over shoulder limits.
• Able to continuously perform physical functions from up to an hour without rest.

This job description is meant to be an overview of general duties assigned to this position. I understand that there may be times that the job requirements may need to be altered to meet the needs of client. If I ever have any questions or concerns regarding work requested of me from the client I will contact my supervisor.

Title: In-Home Aide - Missouri
Reports To: Branch Staffing Coordinator, Branch LPN/RN, Area Manager

Job Summary:
The Certified Nursing Assistant (CNA) and In-Home Aide assists the client with activities of daily living and performs various personal care, homemaker chore and respite tasks based on the client specific care plan.

Qualifications:
• Passes all required background checks upon hire and throughout employment; including but not limited to: Family Care Safety Registry (FCSR), Employee Disqualification List (EDL), Office of Inspector General (OIG), Criminal/State Highway Patrol, E-Verify.
• Must be at least 18 years of age and be able to read, write and follow directions.
• Not be the immediate family member of the participant for whom personal care is to be provided. Immediate family is defined as a spouse; parent; sibling; child by blood, adoption, or marriage (step-child); grandparent; or grandchild
• Must be able to speak, read, write, comprehend and communicate in English.
Essential Job Functions:
• Independently perform the client specific tasks as assigned on the client’s Care Plan. Tasks range from personal care, homemaker chore, respite and advanced personal care in nature.
• Observe, report, and document any physical and/or behavioral changes in the client and/or unsafe living and working conditions promptly, accurately, and precisely.
• Completes appropriate reporting documents such as EVV, EVV correction forms, progress notes, incident reports, etc. as outlined by agency policies and procedures.
• Able to communicate effectively both orally and in written form.
• Able to quickly respond to emergency situations involving the safety of the client.
• Attend all in-services, staff meetings and case conferences.
• Provide excellent customer service to all agency clients and employees.
• Follows all agency policies and procedures as well as state and federal guidelines.
• Maintains confidentiality of client information.
• CNA – operate under “scope of knowledge” as governed by the Nurse Practice Act.
• Must have a form of reliable transportation in order to get to and from work in a timely manner.
• Must have valid driver’s license and vehicle insurance if driving to and from work and running quick errands for the client (Geriatric in-home program allows for errands. The pediatric un-skilled program does not).

Physical Requirements
• Able to push/pull a patient at a minimum of 100 pounds.
• Able to lift a patient at a minimum of 50 pounds.
• Able to work unassisted in client home.
• Ability to move in tight spaces, between objects and furniture.
• Able to perform duties which require standing, walking, squatting, climbing stairs, bending, kneeling, twisting, sitting, reaching at, below, and over shoulder limits.
• Able to continuously perform physical functions from up to an hour without rest.

This job description is meant to be an overview of general duties assigned to this position. I understand that there may be times that the job requirements may need to be altered to meet the needs of client. If I ever have any questions or concerns regarding work requested of me from the client I will contact my supervisor.

Title: LPN - Missouri
Reports To: Branch Staffing Coordinator, Branch LPN/RN, Area Manager

Job Summary:
The Certified Nursing Assistant (CNA) and In-Home Aide assists the client with activities of daily living and performs various personal care, homemaker chore and respite tasks based on the client specific care plan.

Qualifications:
• Passes all required background checks upon hire and throughout employment; including but not limited to: Family Care Safety Registry (FCSR), Employee Disqualification List (EDL), Office of Inspector General (OIG), Criminal/State Highway Patrol, E-Verify.
• Must be at least 18 years of age and be able to read, write and follow directions.
• Not be the immediate family member of the participant for whom personal care is to be provided. Immediate family is defined as a spouse; parent; sibling; child by blood, adoption, or marriage (step-child); grandparent; or grandchild
• Must be able to speak, read, write, comprehend and communicate in English.
Essential Job Functions:
• Independently perform the client specific tasks as assigned on the client’s Care Plan. Tasks range from personal care, homemaker chore, respite and advanced personal care in nature.
• Observe, report, and document any physical and/or behavioral changes in the client and/or unsafe living and working conditions promptly, accurately, and precisely.
• Completes appropriate reporting documents such as EVV, EVV correction forms, progress notes, incident reports, etc. as outlined by agency policies and procedures.
• Able to communicate effectively both orally and in written form.
• Able to quickly respond to emergency situations involving the safety of the client.
• Attend all in-services, staff meetings and case conferences.
• Provide excellent customer service to all agency clients and employees.
• Follows all agency policies and procedures as well as state and federal guidelines.
• Maintains confidentiality of client information.
• CNA – operate under “scope of knowledge” as governed by the Nurse Practice Act.
• Must have a form of reliable transportation in order to get to and from work in a timely manner.
• Must have valid driver’s license and vehicle insurance if driving to and from work and running quick errands for the client (Geriatric in-home program allows for errands. The pediatric un-skilled program does not).

Physical Requirements
• Able to push/pull a patient at a minimum of 100 pounds.
• Able to lift a patient at a minimum of 50 pounds.
• Able to work unassisted in client home.
• Ability to move in tight spaces, between objects and furniture.
• Able to perform duties which require standing, walking, squatting, climbing stairs, bending, kneeling, twisting, sitting, reaching at, below, and over shoulder limits.
• Able to continuously perform physical functions from up to an hour without rest.

This job description is meant to be an overview of general duties assigned to this position. I understand that there may be times that the job requirements may need to be altered to meet the needs of client. If I ever have any questions or concerns regarding work requested of me from the client I will contact my supervisor.

Title: In-Home Aide - Illinois
Reports To: Branch Staffing Coordinator, Branch LPN/RN, Area Manager

Job Summary:
The Certified Nursing Assistant (CNA) and In-Home Aide assists the client with activities of daily living and performs various personal care, homemaker chore and respite tasks based on the client specific care plan.

Qualifications:
• Passes all required background checks upon hire and throughout employment; including but not limited to: Family Care Safety Registry (FCSR), Employee Disqualification List (EDL), Office of Inspector General (OIG), Criminal/State Highway Patrol, E-Verify.
• Must be at least 18 years of age and be able to read, write and follow directions.
• Not be the immediate family member of the participant for whom personal care is to be provided. Immediate family is defined as a spouse; parent; sibling; child by blood, adoption, or marriage (step-child); grandparent; or grandchild
• Must be able to speak, read, write, comprehend and communicate in English.
Essential Job Functions:
• Independently perform the client specific tasks as assigned on the client’s Care Plan. Tasks range from personal care, homemaker chore, respite and advanced personal care in nature.
• Observe, report, and document any physical and/or behavioral changes in the client and/or unsafe living and working conditions promptly, accurately, and precisely.
• Completes appropriate reporting documents such as EVV, EVV correction forms, progress notes, incident reports, etc. as outlined by agency policies and procedures.
• Able to communicate effectively both orally and in written form.
• Able to quickly respond to emergency situations involving the safety of the client.
• Attend all in-services, staff meetings and case conferences.
• Provide excellent customer service to all agency clients and employees.
• Follows all agency policies and procedures as well as state and federal guidelines.
• Maintains confidentiality of client information.
• CNA – operate under “scope of knowledge” as governed by the Nurse Practice Act.
• Must have a form of reliable transportation in order to get to and from work in a timely manner.
• Must have valid driver’s license and vehicle insurance if driving to and from work and running quick errands for the client (Geriatric in-home program allows for errands. The pediatric un-skilled program does not).

Physical Requirements
• Able to push/pull a patient at a minimum of 100 pounds.
• Able to lift a patient at a minimum of 50 pounds.
• Able to work unassisted in client home.
• Ability to move in tight spaces, between objects and furniture.
• Able to perform duties which require standing, walking, squatting, climbing stairs, bending, kneeling, twisting, sitting, reaching at, below, and over shoulder limits.
• Able to continuously perform physical functions from up to an hour without rest.

This job description is meant to be an overview of general duties assigned to this position. I understand that there may be times that the job requirements may need to be altered to meet the needs of client. If I ever have any questions or concerns regarding work requested of me from the client I will contact my supervisor.

Title: In-Home Aide - Tennessee
Reports To: Branch Staffing Coordinator, Branch LPN/RN, Area Manager

Job Summary:
The Certified Nursing Assistant (CNA) and In-Home Aide assists the client with activities of daily living and performs various personal care, homemaker chore and respite tasks based on the client specific care plan.

Qualifications:
• Passes all required background checks upon hire and throughout employment; including but not limited to: Family Care Safety Registry (FCSR), Employee Disqualification List (EDL), Office of Inspector General (OIG), Criminal/State Highway Patrol, E-Verify.
• Must be at least 18 years of age and be able to read, write and follow directions.
• Not be the immediate family member of the participant for whom personal care is to be provided. Immediate family is defined as a spouse; parent; sibling; child by blood, adoption, or marriage (step-child); grandparent; or grandchild
• Must be able to speak, read, write, comprehend and communicate in English.
Essential Job Functions:
• Independently perform the client specific tasks as assigned on the client’s Care Plan. Tasks range from personal care, homemaker chore, respite and advanced personal care in nature.
• Observe, report, and document any physical and/or behavioral changes in the client and/or unsafe living and working conditions promptly, accurately, and precisely.
• Completes appropriate reporting documents such as EVV, EVV correction forms, progress notes, incident reports, etc. as outlined by agency policies and procedures.
• Able to communicate effectively both orally and in written form.
• Able to quickly respond to emergency situations involving the safety of the client.
• Attend all in-services, staff meetings and case conferences.
• Provide excellent customer service to all agency clients and employees.
• Follows all agency policies and procedures as well as state and federal guidelines.
• Maintains confidentiality of client information.
• CNA – operate under “scope of knowledge” as governed by the Nurse Practice Act.
• Must have a form of reliable transportation in order to get to and from work in a timely manner.
• Must have valid driver’s license and vehicle insurance if driving to and from work and running quick errands for the client (Geriatric in-home program allows for errands. The pediatric un-skilled program does not).

Physical Requirements
• Able to push/pull a patient at a minimum of 100 pounds.
• Able to lift a patient at a minimum of 50 pounds.
• Able to work unassisted in client home.
• Ability to move in tight spaces, between objects and furniture.
• Able to perform duties which require standing, walking, squatting, climbing stairs, bending, kneeling, twisting, sitting, reaching at, below, and over shoulder limits.
• Able to continuously perform physical functions from up to an hour without rest.

This job description is meant to be an overview of general duties assigned to this position. I understand that there may be times that the job requirements may need to be altered to meet the needs of client. If I ever have any questions or concerns regarding work requested of me from the client I will contact my supervisor.

1. I understand that Advantage only authorizes me to work up to the total authorized hours for the
month and nothing more. I know I will not be paid for any additional hours submitted that exceed
the total authorized hours for the month.
2. I understand that I cannot service my client while they are not home; including while they are admitted
to the hospital or at a doctor’s appointment. I understand that if this is discovered, I will have to repay
any funds previously given to me and will more than likely be hotlined to Missouri Medicaid for fraud.
3. I understand that I must use EVV for every shift worked and that I will NOT be paid for time unless
Advantage Consumer Directed Services receives a full report of services rendered. This includes time
in, time out and tasks completed.
4. I have been provided the payroll cycle and I fully understand when I will be paid for time worked.
5. I understand that Advantage has the right to question or deny EVV records and EVV Correction Forms
that are submitted that do not follow the care plan and/or are suspicious for fraud.
6. I understand that Advantage Consumer Directed Services is NOT my employer and that I am to talk to my consumer/client about employment related issues prior to contacting Advantage for help.

1. Basic Definitions:
 Vendor= Advantage Consumer Directed Services
 Consumer= The Medicaid participant eligible for services. The Consumer is considered your employer.
 Attendant= You, the person who has been selected to be the caregiver/employee.
 Consumer Directed Services= Home care services authorized and paid for by Missouri Medicaid in
which the consumer (client) manages/directs their own care and assumes many responsibilities noted
below.
2. Consumer Responsibilities:
 Finding and selection of their own attendant
 Offering a job to their own attendant
 Training attendant to perform the tasks authorized on the consumer’s care plan
 Supervising attendant to ensure they are able to meet personal care needs of consumer
 Firing attendant if needed
 Providing supplies needed to complete tasks on care plan
 Communicating at a minimum monthly with Advantage Consumer Directed Services per state
regulation.
 Ensuring attendant provides Advantage Consumer Directed Services with the appropriate information
in order to be paid for services. The use of Electronic Visit Verification (EVV) is now mandatory per the
state and federal governments.
 Ensuring the time submitted by the attendant does not exceed the amount authorized for. Example:
Client is authorized for 200 units (50 hours) of services per month- the consumer must ensure that by
the end of the month, the attendant does not turn in time over the 200 units (50 hours) authorized.
 Notifying attendant if client is not home to receive services or need to alter schedule
 Receiving care only from attendants registered and screened by the Missouri Family Care Safety
Registry and the Office of Inspector General and Employee Disqualification List.
 Promptly notifying the state and /or Advantage Consumer Directed Services within 10 days of any
changes in circumstances affecting your CDS plan of care and/or changes in where you live
 Prompt notification to Advantage Consumer Directed Services regarding any problems resulting from
the quality of services delivered by your attendant
 Accept or select an attendant without regard to race, color, national origin, sex, age, religion, political
beliefs or disability.

2 | Page
3. Vendor Responsibilities:
 Providing assistance in the general orientation of attendants as requested by the consumer
 Payroll and Accounting functions on behalf of the consumer including collecting EVV records for
services rendered and verifying their accuracy, paying the attendant, ensuring all taxes are paid and
filing claims for Medicaid reimbursement, preparing annual W2s, etc.
 Making contact with each consumer monthly in order to provide ongoing monitoring of services,
ensuring the plan of care is sufficient and being followed and other services as needed to live
independently
 Processing of consumers’ and/or attendants’ inquiries and problems
 Public information, outreach and education activities to ensure that persons with disabilities are
informed of the services available and have maximum opportunity for participation
 Maintain confidentiality of consumer’s records, including eligibility information from DSDS, according
to federal and state laws and regulations
 Ensure the consumer has an emergency and/or back up plan
 Monitor utilization of units by the consumer at least monthly
 Providers must maintain a list of eligible attendants
 Ensure that all attendants are screened and employable according to the Family Care Safety Registry
(FCSR), the Office of Inspector General (OIG) and the Employee Disqualification List (EDL).
 Ensure the attendant is not the consumer’s spouse
 Notify the attendant of their responsibility to comply with applicable state laws and regulations
regarding reports of abuse and neglect.
 Maintaining confidential consumer and attendant files that are available for inspection
 Submission of quarterly and yearly reports to Medicaid Audit and Compliance.
 Advantage Consumer Directed Services will not discriminate regarding employment on the basis of
race, color, national origin, age, sex, handicap/disability, and religious beliefs.
4. Attendant Responsibilities:
 Provide personal care tasks to the consumer
 Follow the Care Plan for the consumer
 Provide “hands on” assistance with physical tasks that benefit the consumer (no time is allocated for
stand-by assistance like prompting or cueing). No time can be allotted for respite care or time spent
waiting for a consumer at a doctor’s office or any other appointment
 Use electronic visit verification (EVV) to record time in, time out and tasks completed during shift.
 Provide open and accurate communication to Advantage
 Agree to only provide services to the consumer and not the family or anyone else living with the
consumer
 Agree to not commit any acts of fraud, waste or abuse.
 Agree that as a mandated reporter, a personal care attendant is required to report all reasonable
suspicion or observation of abuse, neglect, exploitation, possible imminent physical harm or bullying
that would require protective services, etc. (MO Adult Abuse and Neglect Hotline: 1-800-392-0210)
 Must meet the other initial requirements listed below.

3 | Page
5. Attendant Qualifications:
 Be at least eighteen (18) years of age
 Be able to meet the physical and mental demands required to perform specific tasks required to meet
your care plan needs
 Agree to maintain confidentiality
 Be emotionally mature and dependable
 Be able to handle emergency type situations
 Not be the consumer’s spouse
 Be registered with and screened by the Family Care Safety Registry (FCSR), Employee Disqualification
List (EDL) and Office of Inspector General (OIG). Advantage Consumer Directed Services will run these
background checks to ensure the person you are trying to hire is eligible.

6. Required Background Checks:
 Advantage will run the necessary background checks to ensure a person is eligible to work as an
attendant. This includes being screened by the Family Care Safety Registry, Office of Inspector General
and Employee Disqualifying List. If an attendant has lived outside of Missouri for the past 5
consecutive years, a nationwide background screening will also be conducted. If there is a finding on
one of the background checks, we will determine if the crime is listed on the disqualifying crimes list
per the Missouri Medicaid Audit and Compliance: https://mmac.mo.gov/wp-
content/uploads/sites/11/2019/06/Disqaulifying-Factors-FCSR.pdf
 If the crime is listed on the disqualifying list, the person will need to apply for a Good Cause Waiver if
they have not previously obtained a Good Cause Waiver. They MUST obtain this waiver before they
can be hired.
 At times, there may be a finding that is not severe enough to be on the official disqualifying crimes list
but could be something that either a consumer or the vendor is not comfortable with. Both the
consumer and Advantage Consumer Directed Services (vendor) holds the right to not enter into an
employment contract with someone that has such a criminal record.
 Advantage Consumer Directed Services holds the right to run background checks on attendants
routinely throughout their active employment status. At any time in their employment, if it is
discovered that an attendant has a recent finding that is on the disqualifying list, the consumer and
attendant will be notified that services must stop immediately. The attendant cannot resume services
until a good cause waiver is obtained. We do hold the right to end or suspend our employment
contract with the attendant for any finding discovered that we are uncomfortable with. You will be
notified promptly when and if this does need to occur.
 Advantage will complete an I-9 on all attendants and check the E-Verify to ensure they are legally able
to work in the United States. You are required to show proof of a photo ID and social security card.
7. Tasks that may be performed during CDS Services: The consumer will have a care plan that has been
tailored to meet their individual needs. The care plan is NOT written by Advantage Consumer Directed

4 | Page
Services. At a minimum, the tasks on the care plan must be performed. Additional tasks may be
performed but the time spent cannot exceed the time authorized on the care plan.
 CDS may include the following tasks:
o Bathing; including shampooing hair
o Dressing/grooming; includes dressing/undressing, combing hair, nail care, oral hygiene and
denture care and shaving
o Ostomy/catheter hygiene
o Bowel and Bladder routine
o Assistance with toileting
o Use of transfer devices/assistance with mobility issues/prostheses
o Passive Range of Motion
o Manual assistance with medications (prompting while assisting, opening mediplanner, handing
a glass of water, steadying the glass of water)
o Turning and positioning
o Treatments
o Cleaning and maintenance of equipment
o Clean bath
o Make Bed
o Change linens
o Clean floors
o Tidy and dust
o Laundry (home or off-site)
o Trash
o Read/write essential correspondence
o Meal prep and/or assistance with eating
o Wash dishes
o Clean Kitchen
o Essential transportation- Essential shopping/errands, school or employment. (See
transportation questions manual for further details. )
8. Services that are NOT included as a part of the CDS program:
 Tasks that would primarily benefit people other than the client (others that reside in the home)
 Tasks that others living in the household may reasonably be expected to do or share, unless the task is
above and beyond typical activities that would be provided for a household member without a
disability.
 No time can be provided for stand by assistance, prompting or cueing.
 No time can be provided for respite care or time spent waiting for you at a Doctor’s visit or other
appointment
 Tasks that must be performed by a licensed professional (example: nurse, doctor, therapies, etc)
9. Care Plan Training

5 | Page
 Missouri Medicaid has made a Care Plan that has been tailored to meet the individual needs of your
consumer. It is crucial that this care plan is always followed. If changes need to be made, your
consumer should call the state.
 The Care Plan consists of:
o Start date and end date
o The vendor agency chosen to provide services
o The monthly units authorized for (In order to determine how many hours this equates to follow
the formula:
i. Total units – transportation units= Units of personal care
ii. Units of personal care / 4 = Total hours of personal care each month
iii. Transportation units / 4= Total transportation time each month
o Tasks that should be performed by personal care attendant during each shift
iv. You will notice that there is a time frame associated with each task. This is the
time that you should spend doing each task. You must ensure that if you work a certain
amount of hours, that you also record enough tasks to warrant those hours. Example:
The attendant works 2 hrs so they need 2 hours worth of tasks marked for the day. This
is extremely important!

10. Scheduling:
 It is the consumer’s decision on what time of day services are rendered. We do ask that you provide
Advantage information on when transportation will be provided each week, as the information is
needed for our EVV system.
 Remember, you have a care plan to follow so the schedule needs to be at a time of day that allows the
care plan tasks to be done. For example, if the consumer goes to bed at 9pm then it does not make
sense for you to come at 10pm.
 It is generally best if the consumer determines ahead of time, what their typical schedule will look like
each month. This helps you follow the care plan and also helps to ensure all hours are used but that
you don’t go over at the end of the month.
11. Electronic Visit Verification (EVV):
 EVV is short for Electronic Visit Verification which is a timekeeping system that requires you to
electronically verify you are present and working by means of calling from the consumer’s land line or
using a smart phone based app. It is required by Federal and State law for all Medicaid funded personal
care services. EVV eliminates the need for paper timesheets and allows the attendant to provide the
same information, just in electronic format at the exact time the services are being rendered instead of
turning in timesheets days later.
 In order to get paid for your time working, you must submit clear and accurate information to
Advantage that proves you did provide services to your consumer.
 The information that must be recorded is your consumers name, your name, the tasks that were
performed, date, clock in time, clock out time and location of where service delivery begins and ends
(GPS).

6 | Page
 Rules for EVV: Your goal as a CDS attendant is to successfully use the EVV system 100% of the time
without the need for manual edits of your electronic records.  
o If you have any problem at all using EVV, it is your responsibility to promptly call Advantage’s
EVV Call Center to get assistance.
o You must use EVV at the start and end of every shift in the consumer’s home with the
consumer present.
o Effective 3/27/22 all visits that require a daily correction form / paper timesheet will have their
pay rate (for that specific shift) reduced to the branch base pay rate.
o Effective 3/27/22 all shifts that come through the EVV system cleanly (no correction form
needed) will be paid a special “EVV Incentive” rate.
o If the shift information is not complete or accurate in the EVV system, you are required to
submit a signed Daily EVV Correction Form to the office to verify the details of your shift. This
must be submitted within 48 hours of the worked shift. If this is not submitted in time, your
pay may be delayed and pushed back to the next payroll period. (We will not accept the weekly
timesheet to be used)
o When clocking out, you are required to enter task codes that correspond with the services
rendered. It is important that the care plan is being followed and that enough tasks are being
performed for the time spent clocked in. For example: If you are clocked in for two hours, you
should enter two hours worth of tasks. You cannot clock in for two hours but only enter thirty
minutes’ worth of tasks. In this scenario, initially you will only be paid for the time spent
providing tasks to your consumer (30 min). If you feel there has been a mistake made and need
to submit additional tasks to reach the full clock in time (2 hours), you will have to submit a
signed Daily EVV Correction Form listing the additional completed tasks in order to be paid for
the full shift. If not completed within 48 hours of the shift, it will be considered late and will be
processed during the next payroll cycle.
o We will not contact you regarding missing or incomplete EVV records. YOU are required to call
the EVV call center if you have any problems using the electronic system. These calls must be
made while you are the home, when the issue occurs. Any changes to an electronic visit will
require the completion of a Daily EVV Correction Form which must be submitted to the office
within 48 hours of your scheduled shift in order to avoid payroll delays. The Daily EVV
Correction form must be completed accurately and must be signed by the client in order for the
change to be submitted to payroll. Advantage will not process missing or incomplete payroll
records for any reason whatsoever. Failure to submit accurate payroll records could result in
delays to when you receive your check.

 Adverse Actions:
o The state of MO is closely monitoring EVV records for every provider. They can view all records
in live time and will know when manual changes to electronic records occur. As a result, the
manual editing of visits must be kept to an absolute minimum. If you are found to be
repeatedly out of compliance with EVV rules and using the Daily EVV Correction Form too often,

7 | Page

your direct deposit may be turned off and your pay will be delayed. In extreme cases,
Advantage may have to suspend services until all parties agree to be complaint.
o If the Daily Correction Form is not turned into the office within 48 hours of the shift, it will be
considered late and will be processed during the next payroll cycle. This means it would be paid
out 1 week later than it would if it were on time. Refer to payroll calendar for payroll dates.
o After adequate training has been provided to you, if you are still having to use Daily EVV
Correction Forms each and every week, you will be notified that your direct deposit will be
turned off & you will have to come into the office to pick up your paycheck. We may also elect
to put your paycheck in the mail on your pay date. Your direct deposit will be turned back on
once you demonstrate for 2 weeks in a row 100% EVV compliance (i.e you can use the system
without the needing a Daily EVV Correction Form).
o In extreme cases, if all parties are still out of compliance and all efforts have been exhausted to
help you, Advantage may have to terminate the attendant employee contract.

12. Client/Consumer EVV FOB Policy:
 Regulation:
o State and Federal regulation requires all Medicaid home care recipients to allow the use
Electronic Visit Verification (EVV) in their home. EVV can be administered through a smart
phone based APP, through a landline telephone in the client’s home or through the use of a
validator box that is secured in the client’s home. The validator box is called a FOB. The FOB
must be secured in the home so it cannot be easily removed. The FOB must be in a location
that is easily accessible to the caregiver to use at the start and end of their shift, as they are
required to use it to clock in and out.

 Responsibilities:
o In situations that require the use of a FOB, Advantage Home Care will provide the FOB to the
client along with examples of how to secure it in their home. It is the responsibility of the
client to ensure that the FOB is secured in the home and that it stays in the home at all times. If
at any time, the client discovers that the FOB is missing, it is the client’s responsibility to notify
the office immediately. Upon termination of services, we ask that the FOB be returned to the
office
o Employee/Attendant Responsibility: If it has been decided that you are required to use a FOB
in order to clock in and out, it is your responsibility to notify the office if you see that the policy
requirements are not being followed by the client.  In no circumstances are you allowed to
remove the FOB from the client’s home unless the branch office has instructed you to retrieve
the FOB and bring it back to the office.   If it is discovered that you have tampered with or used
the FOB outside of the client’s home in order to clock in and out; you could face termination of
your attendant employment contract and be hotlined to the Medicaid Fraud Unit.     

13. Post Merger Integration Strategy:

8 | Page
 Advantage Home Care acquires many attendants by means of acquisition. Advantage Home Care will
initiate a Post Merger Integration Strategy (PMIS). This will grant the new attendant a short grace
period after the sale to allow them time to comprehend and transition to following Advantage policies
and procedures. During this transition time, it is the mission of Advantage Home Care to provide the
field employee with feedback, re-education, extra training and guidance in order for them to find
success in their role as Attendant before all policies and procedures are strictly enforced. Please note,
this grace period does NOT mean that we can allow for unethical, fraudulent, or dangerous behavior.
There is no grace period for actions or behaviors that fall under those categories. The grace period is
directly related to payroll functions and procedures.
14. Payroll Process and schedule:
 Each payroll week is Sunday through Saturday
 Upon hire, CDS attendants will be provided with a pay schedule that clearly outlines when each week
will get paid out. At the start of the new year, it is the attendant’s responsibility to call the office and
ask for a new payroll schedule.
 Advantage only authorizes attendants to submit time up to the total hours authorized on the
consumer’s care plan. For example: if the care plan allows for 80 hrs per month, the attendant can
only submit and be paid for 80 hours. Any additional hours submitted that exceed the total authorized
hours on the care plan are not authorized and will not be paid.
15. Fraud of the Program: Below is a list of situations or circumstances that would be considered fraud and
should be avoided.
 Your consumer must be present in order to receive services. Example: Your consumer cannot be at
the movies or visiting with a neighbor while you are clocked in at their home.
 Your consumer cannot be receiving care at a facility or hospital during CDS hours. Example: They are
admitted to the hospital for 2 days but you go to their house each day to walk the dog and tidy up. Or,
you come to the hospital to visit each day and decide to clock in while you are visiting because you
help while you are there. Both of these situations would be considered fraud. Services can start back
up once your consumer is discharged and back at their home.
 Your consumer cannot clock you in and out because you cannot make it one day. Example: you are
out sick on Tuesday but you really need the money so you have your consumer clock you in and out
even though you did not work. This would be considered fraud.
 You cannot have your consumer clock you out later if you have to leave early. This would be
considered fraud.
 You cannot submit fraudulent time for services not delivered. Example: You are submitting time for
working but have not been actually providing you any services. If your consumer makes a suggestion
like this, you should not turn a blind eye to this behavior or you are also committing a crime. Always
call Advantage or the Missouri Fraud Hotline: 573-751-3285

16. Consumer Rights:

9 | Page
 Receive services without regard to race, color, national origin, sex, age, religion, political beliefs, or
disability.
 To be treated with respect and dignity
 Have all personal and medical information kept confidential
 Have direction over services provided as long as care plan is being followed.
 Know the providers established grievance procedure and how to make a complaint about the service
and receive cooperation to reach a resolution without fear of retribution
 Hearing Rights: (per 19 CSR 15-8.500 Hearing Rights)
o When a consumer is determined ineligible for consumer-directed services (CDS) or when a
dispute arises concerning the provision of CDS, after the preparation of the CDS plan (plan of
care), or termination of CDS, the consumer may request in writing a hearing with the Dept of
Social Services (DSS).
o A consumer may request a hearing by contacting Department of Health and Senior Services
(DHSS) in writing within 90 days of denial or eligibility, denial of financial assistance, the
determination of financial assistance, discontinuation, suspension or reduction of CDS.
o If the consumer appeals in writing within 10 days of the mailing of the notice regarding denial,
suspension, reduction or termination of CDS, DHSS will not suspend, reduce or terminate
services provided to a consumer under an existing plan of care pending a decision from a
hearing, unless the consumer requests in writing that services be suspended, reduced or
terminated.
17. Consumers are not allowed to:
 Threaten or abuse or allow other members of your household (or guests) to threaten or abuse provider
staff. This will result in your services being terminated
 Expect care to be provided to your pets, friends or visitors. This is not allowed under the CDS program.
 Allow services to be provided in your home when you are not home.
 Engage in activities that would be considered fraud of the program, for example: submitting time for
payment for services that were not actually provided. This could result in your services being
terminated.
18. Essential Transportation
 Some CDS consumers will be authorized essential transportation on their Care Plans. This includes all
essential shopping/errands (whether or not the participant is with the CDS attendant), school and
employment. For the participant to be eligible for transportation assistance there must also be an
identified need for personal care assistance, even if that need is met by supports other than CDS.
 CDS Transportation does NOT include transporting to medical appointments when that appointment is
covered under the NON-Emergency Medical Transportation (NEMT) program. To determine if the
medical appointment is covered by NEMT, contact the NEMT provider at 1-866-269-5927.
 There are many questions that arise when determining if a situation would be authorized under
Essential Transportation. Please feel free to ask a vendor representative or refer to the Policy
Clarification Questions and Answers located at: https://health.mo.gov/seniors/hcbs/pdf/pcq.pdf.

10 | Page
19. Liability for injuries, illness and damage
 The attendant is the employee of the consumer and is never considered an employee of the vendor,
Advantage Consumer Directed Services. With that being said, Advantage Consumer Directed Services
is not liable for any illness or injuries sustained by the attendant or consumer. Advantage Consumer
Directed Services also has no liability towards damages done to possessions of the attendant or
consumer.

20. Drug Free Workplace:
 It is expected that all parties maintain a drug free environment in which services are to be delivered.
Services can be suspended or terminated by any party if another member should be in breach of this
policy.

21. Consumer Emergency and Backup Plan:
 Each Consumer is required to have an emergency and backup plan in case of emergencies. It is your
responsibility to make yourself familiar with this plan.
22. Emergency Preparedness:
It is crucial that you are prepared to handle emergency type situations that arise in an appropriate manner.
Emergencies can arise in many forms but some common examples are dangerous weather, home fires, and
medical emergencies. It is imperative that you are familiar with the fastest escape routes from your client’s
place of residence. Make sure that the path/door is not blocked and is easily assessable by you and your client
in order to exit quickly. You should talk to your client about what their fire and dangerous weather safety plan
is incase such a situation should occur. You should make sure that there is a way to communicate with
emergency personal via landline or cell phone during each shift. It is recommended that during extreme
weather you have a way (either via television, radio or internet) to stay informed of potentially damaging and
dangerous whether in your area and should have a plan to get yourself and your client to a safe place. During
medical emergencies, you are not authorized to perform medical treatments/procedures outside of your
scope of practice, however we do expect that you stay calm and follow the agencies emergency protocol listed
below in the next section. DHSS has an entire portion of their website dedicated to preparing for emergencies.
Some of this information is provided to your client upon initiation of services however, it is recommended that
you also are familiar with the information provided. It can be found here for Missouri residents:
https://health.mo.gov/emergencies/.
23. Vendor Text/Email Notifications
 Advantage Consumer Directed Services may send out text/e-mail notifications to consumers or
attendants to pass on information. If you wish to not receive any updates from the agency via text or
e-mail, you have the ability to opt out/unsubscribe at any time.
24. Employee Reference Requests:

11 | Page
 As a vendor for the MO Medicaid CDS program, we are not required to check employment references
upon hire for attendants. However, if a consumer would prefer that references are obtained we would
be happy to either pass on the information to the consumer so they can call on the reference or we
can obtain the reference ourselves upon Consumer request.
25. Vendor Oversight:
 The Attendant and Consumer must keep open communication with the VENDOR regarding scheduled
hours and when services are not able to be delivered. The VENDOR will also conduct mandatory
monthly telephone check in calls as well as an annual face to face visit in order to monitor services
being delivered.
26. Grievance Policy and Procedures:
 It is the policy of this Vendor to provide all attendants and those seeking services with a copy of the
Grievance Policy and an opportunity to file a grievance. If you choose to file a grievance, be assured
that no adverse repercussions will occur to you in any future interaction with this vendor.
 You can file a grievance in three ways. You will receive a response in a timely manner.
o Call the Your Voice Matters Reporting Hotline: 314-530-7979.
o Email: reporting@advantagehomecare.com
o Writing a letter to the Director of Advantage Home Care at 11796 Westline Industrial Dr.
St. Louis, MO 63146
27. Vendor Mission and Values
 Mission Statement: We help people remain safe, healthy and independent in the comfort of their own
homes by expanding our customers access to choice.
 Vision Statement: Advantage’s culture is driven by exceptionalism, integrity & innovation. We are
obsessed with providing exceptional customer service & promote transparency, and collaboration in all
that we do. We pride ourselves on communication & measure success by the value we create in the
communities we serve.
 Core Values:
o Customer Service: Provide fanatical customer services in all that we do.
o Integrity: Always do the right thing, even when no one is looking.
o Respect: Always treat clients, employees, coworkers & referral sources with dignity & respect.
o Innovation: Promote a culture of innovation and continuous improvement throughout our
organization.
o Culture: Foster a family friendly culture that others want to be a part of by being professional,
happy and fun.
o Exceptionalism: Show our passion for what we do by always striving to be the best that we can
be.
o Communication: Promote open, honest, clear and concise communication at all times
o Community: Remain active participants in the communities we serve & try to help others
anytime we can.

12 | Page
28. Vendor Confidentiality Policy- CDS:
It is expected that vendor employees and attendants maintain the confidentiality of “protected health
information” (“PHI” as defined by HIPAA) and other information that is deemed to be confidential by law,
regulation and per agency policy. This information includes but is not limited to, medical, personal, and
social information on patients, patient’s families, vendor employees, and other attendants. This also
includes information about the company’s financial and business operations and practices. The company’s
financial and business operations should never be discussed with clients or other outside
vendors/sources. Confidential information may be information in any form: written, electronic, oral,
overheard or observed. Information should only be disclosed to authorized individuals and as needed to
complete job duties and never during personal discussions, etc. Attendants must be alert to others
overhearing their professional discussions especially regarding a patient’s condition. Any information
regarding business operations will be released to clients via letter. If attendants have any questions
regarding acceptable conversations with clients regarding business operations, it is advised they speak
with a member of vendor management. This policy holds true regardless of whether attendants are
actively employed, on leave, or their employment with the consumer ends (for any reason). If inquiries are
made from outside the Company, particularly from the press, the attendant should not answer, but direct
all such questions to the vendor. Attendants who disclose such sensitive information will be held
accountable, up to and including immediate termination of employment contract. If their employment
contract terminates for any reason, they must promptly return all confidential documents and other
materials that they have. Attendants are not permitted to retain copies of any such documents or
materials.
29. COVID Notice:
Under state law, any individual entering the premises or engaging the services of the business, waives all civil
liability against the individual or entity for any damages based on inherent risks associated with an exposure
or potential exposure to COVID-19, except for recklessness or willful misconduct.
30. Pandemic Policy
In the instance of a confirmed local, statewide, regional, national or worldwide pandemic, the agency will
establish a specific policy tailored to meet the concerns surrounding the pandemic at hand IF the general
communicable disease policy is not sufficient in limiting transmission amongst employees and participants. i.e
COVID-19 Pandemic Policy. All pandemic policies shall follow guidance from the CDC and local health
departments, state and federal rules and regulations as applicable.
In the instance that a pandemic shall interfere with the regular course of business operations, the agency will
follow the following protocol:
 Communication: All phone lines will remain intact and will be answered as close to normal business
hours as possible. After hours on call services will remain available. Communication from the agency
to participants and employees regarding the pandemic may come via telephone, text message, email
or through our website at www.advantagehomecare.com
 Office hours: Office hours at branch office locations may be affected due to constraints on employee
staffing. Prolonged changes in office hours will be communicated appropriately to applicable parties.
Agency staff will remain available via telephone during temporary office closures.

13 | Page
 Employee Staffing Constraints: In the instance the pandemic results in employee staffing constraints
and interruptions to service delivery becomes unavoidable, we will urge participants to utilize all
applicable back up plans and emergency contacts in order to stay safe and healthy during unstaffed
hours. As required by regulation, the agency will remain in contact with Priority 1 participants and
communicate with all state agencies and funders sources as required during an interruption of
services.
 Preparedness
 At initiation of services, all participants will be asked to complete an Emergency Plan that
includes emergency contact information, back up plans, evacuation routes and a list of
required medications. This plan shall be housed in the participant file at the office.
 At the initiation of services, all Missouri participants shall be provided with Ready in 3
Emergency Preparedness information sponsored by the Missouri Department of Health and
Senior Services.

31. HIPAA Policy
Advantage will maintain the confidentiality of “protected health information” (“PHI” as defined by
HIPAA), of all individuals served. PHI may be information in any form: written, verbal, electronic, or
observed. Employees shall never disclose PHI except as permitted or required by state and federal
law or with the individual’s written authorization.
Procedure:
 Any request to release client medical records to an entity other than the funder source,
regulatory review agencies (i.e., Medicaid Audit and Compliance, Attorney General’s Office),
other covered entities associated with the individual (i.e doctors, pharmacies, health
insurance companies, etc.), business associates of Advantage In-Home Services, LLC with a
written business associate contract and subpoenas require a written client authorization
which includes:
o Exactly what information is allowed to be released, and
o Who the information is allowed to be released to, and
o A time frame for how long the authorization is valid, and
o a signature from the individual or their guardian.
 Team members shall not discuss client PHI with anyone other than need to know staff, the
individuals personal physician, the individuals guardian, the funder source, and regulatory
review agencies (i.e. Medicaid Audit and Compliance, Attorney General’s Office) unless
authorized to do so by the Chief Compliance Officer or HIPAA Security Officer. Only the
minimum necessary information should be disclosed.
 All patient information shall be kept secure:
o Paper records shall be stored in a locked cabinet or a locked room. Paper records
shall not be stored in unattended areas accessible to unauthorized individuals.
o Electronic records can only be accessed by using protected individual passwords
assigned by authorized IT personnel. Computer screens must be positioned away

14 | Page

from view from unattended viewers. When a computer is not in use, the employee
shall log out so others cannot access information. Systems do automatically log
users out after a short period of inactive time has passed.

 Team members may utilize paper and electronic PHI while planning or providing care. All
team members will observe confidentiality when using PHI in this manner. The following
measures will be taken to ensure confidentiality:
o Team members will maintain control of all client information while providing client
care. PHI shall never be left out for others to view or in an unsecure location.
Clinical record information with patient identification information will be kept in
protective files. Laptops will be turned off and stored in carrying cases.
o If using electronic medical records in a home, team members shall only view the
client they are seeing at the time.
o Clinical record information/laptops will not be left unattended in an unlocked car
and/or visible to the public.
o Team members will dispose of written documents containing protected health
information by disposing of papers in the agency’s designated shred box.
o Paper records (i.e EVV Correction Forms) from field staff must be sent and received
via reachout hub and cannot be accessed through personal emails, text messages,
etc. between office staff and field staff.

 All offsite storage facilities utilized by the agency will be HIPAA compliant.
 All electronic communication that includes PHI must be done through encrypted messages.
All other forms of communication are prohibited. Field staff are prohibited from sending in
paper records like EVV correction forms via personal emails and text messages to office
staff.
 Anyone who discloses any PHI will be subject to prosecution and termination.
 The HIPAA policy and procedure will be reviewed, signed and dated annually by all team
members.
 All team members will receive HIPAA training annually. Proof of training shall be kept in the
employee record.
 The HIPAA Security Officer
o TPC Advantage has designated a HIPAA Security Officer, and any questions or issues regarding
PHI should be presented to the HSO for resolution. The HSO is also charged with the
responsibility for:
 Issuing procedural guidelines for access for PHI.
 Developing a matrix for personnel who will need access to PHI.
 Developing guidelines for describing how and when PHI will be maintained, used,
transferred, or transmitted.

15 | Page

 Maintaining a log of HIPAA violations and ensuring the agency is following all state and
federal notification laws surrounding violation reporting.

32. False Claims Act Policy
 Overview: It is the policy of Advantage In-Home Services, LLC, Advantage Consumer Directed Services
and its affiliates (collectively referred to as “Advantage”) to comply with all applicable federal and state
laws regarding fraud, waste and abuse. Advantage acknowledges its participation as a Government
Programs contractor in federal and state sponsored health care programs, including Medicaid. As a
Government Programs Contractor, Advantage is subject to specific state and federal regulatory
requirements related to these programs. To comply with Section 6032 of the Deficit Reduction Act of
2005, Advantage provides this policy, which includes information about its policies and procedures and
the role of certain federal and state laws in preventing and detecting fraud, waste and abuse in
government-sponsored health care programs.
This policy applies to all employees, contractors, and agents of Advantage. The false claims laws
described in this policy create a system for preventing and detecting fraud, waste and abuse in federal
and state health care programs by providing governmental agencies with the appropriate authority
and mechanisms to investigate and punish fraudulent activity.
All Advantage employees will be educated about Fraud, Waste and Abuse, including, but not limited to,
the foregoing laws and corresponding regulations. All reports are taken seriously. Employees who
make a report cannot be guaranteed anonymity, but all reasonable efforts will be made to conceal the
employee’s identity if requested. Legal counsel will be notified of allegations/criminal violations.
In the event a suspected problem is substantiated, and it is found erroneous payments have been
made to the agency, the agency will hotline the individual(s) if applicable and the agency will
participate in all state and federal investigations regarding the matter.

 Administrative Guidelines: Procedures for Detecting and Preventing Fraud, Waste and Abuse
Advantage maintains a Corporate Compliance Program that includes activities for the detection,
prevention and investigation of fraud, waste and abuse. Advantage is charged with maintaining a
program to detect, investigate, prevent, and recover the loss of corporate, government and customer
assets resulting from fraudulent and abusive actions committed by providers, members,
subcontractors and employees. To notify Advantage of potential fraud and abuse issues or compliance
concerns call its toll free number, 888-678-2464. Advantage acts on referrals received from internal
and external sources of potential fraud and/or abuse. Additionally, the company uses other methods
to identify potentially fraudulent activity such as claim data extracts.
 Federal Laws Governing Fraud, Waste and Abuse (FWA)
 False Claims Act; 31 U.S.C. §§ 3729 – 3733: The federal False Claims Act imposes liability on any
person or entity who:

16 | Page

 Knowingly files a false or fraudulent claim for payments to Medicare, Medicaid, or
other federally funded health care programs;
 Knowingly uses a false record or statement to obtain payment on a false or
fraudulent claim from Medicare, Medicaid or other federally funded health care
programs; or
 Conspires to defraud Medicare, Medicaid or other federally funded health care
programs by attempting to have a false or fraudulent claim paid.
 Knowingly avoids or decreases an obligation to pay or transmit money or property to
the government.
 “Knowingly” means:* Having actual knowledge that the information on the claim is
false;* Acting in deliberate ignorance of whether the claim is true or false; or* Acting
in reckless disregard of whether the claim is true or false.

A person or entity found liable under the False Claims Act is, generally, subject to civil money
penalties of between $5,000 and $10,000 per claim, as adjusted by the Federal Civil Penalties
Inflation Adjustment Act of 1990, and three times the amount of damages that the government
sustained because of the illegal act.
Under the False Claims Act individuals with knowledge of potential violations may file suit on
behalf of the government in federal court. These individuals may be entitled to a percentage of
the amount recovered by the government. The False Claims Act also provides protection from
retaliation and discrimination for individuals that engage in lawful acts done in furtherance of
an action under the False Claims Act or in an effort to stop a violation of the False Claims Act.
 Program Fraud Civil Remedies Act; 31 U.S. C. §§ 3801- 3812: The Program Fraud and Civil
Remedies Act (“PFCRA”) creates administrative remedies for making false claims and false
statements. These penalties are separate from and in addition to any liability that may be imposed
under the False Claims Act. The PFCRA imposes liability on individuals or entities that file a claim
that they know or have reason to know:* Is false, fictitious, or fraudulent;* Includes or is supported
by any written statement that contains false, fictitious or fraudulent information;* Includes or is
supported by a written statement that omits a material fact, which causes the statement to be
false, fictitious or fraudulent, and the individual or entity submitting the statement has a duty to
include the omitted fact; or* Is for payment for property or services not provided as claimed. A
violation of this section of the PFCRA is punishable by a $5,000 civil penalty for each wrongfully
filed claim and an assessment of twice the amount of any unlawful claim that has been paid.
 Anti-Kickback Statute: The federal anti-kickback statute prohibits Advantage, its employees, and
contractors from offering or paying remuneration in exchange for the referral, recommendation or
arrangement of Government Programs business. Under the anti-kickback statute remuneration is
considered to be anything of value that is exchanged. Penalties that may be imposed under this
statute for violations include criminal penalties, exclusion from participation in government
programs and civil monetary penalties.
 Stark Laws: The Physician Self-Referral Act or Stark Law prohibits physicians from making referrals
for certain health services that are payable by Medicare or Medicaid to any entity with which the
physicians have a financial relationship. A financial relationship means either an ownership interest
or a compensation arrangement. The purpose of the Stark Law is to ensure that referrals for
services are made in the best interests of the patient.
 Health Care Fraud (18 U.S.C. § 1347) : It is illegal to knowingly and willfully execute or attempt to
execute a scheme to either defraud a health care benefit program or to obtain money or property

17 | Page

from a health care benefit program by means of false pretenses or representations. Penalties can
include fines and/or imprisonment.
 Missouri State Laws Regarding Fraud, Abuse and Waste
 Missouri Health Care Payment Fraud and Abuse statutes (Mo. Rev. Stat. §§ 191.900-914):
Missouri law addresses false Medicaid claims. Specifically, Missouri law prohibits:
 Knowingly presenting a claim for payment that falsely states the health care provided was
medically necessary;
 Knowingly concealing an event affecting initial or continued payments by a medical
assistance program for providing care;
 Knowingly concealing or failing to disclose any information in order to obtain a payment
from a medical assistance program to which the health care provider is not entitled or
improperly increasing the amount of any such payment to which the health care provider is
entitled; or
 Knowingly making a claim for payment for health care that was provided that has a lesser
value than the amount of the claim.

Criminal Penalties range from imprisonment up to seven years, restitution, and civil penalties of $5,000
to $10,000 per violation, plus triple damages measured as three times the amount of damage
sustained by MOHealthNet as a result of the false claim activity. Alternatively, Missouri law authorizes
the attorney general to initiate civil actions for violations of Missouri’s false claims laws and recover up
to two times the amount of payments received by the person as a result of making false statements or
false representations, as well as the state’s cost in pursuing the action.
 Missouri Whistleblower protections: Missouri law prohibits retaliation against an employee who
initiates, assists in, or participates in a proceeding or court action under the Missouri Health Care
Payment Fraud and Abuse statutes.

Sources:
http://www.ilga.gov/legislation/ilcs/ilcs3.asp?ActID=2058&ChapterID=57
http://www.mmac.mo.gov/

33. Abuse & Neglect Policy
It is the policy of Advantage that all CDS attendants take the appropriate steps to prevent the occurrence of
abuse, neglect or misappropriation of client funds and to ensure that all alleged violations of any of the before
mentioned are reported immediately to:
Missouri Elderly Abuse/Neglect Hotline (1-800-392-0210)
Missouri Child Abuse/Neglect Hotline (1-800-392-3738)
Long Term Care Facility Residents Hotline (1-800-392-0210)
Illinois Adult Protective Services Hotline which services persons with disabilities aged 18-59 and all
persons aged 60 and older living in the community (1-866-800-1409)
Illinois Child Abuse/Neglect Hotline (1-800-252-2873)
TN Child Protective Services   Phone: 1-877-237-0004 https://apps.tn.gov/carat
TN Adult Protective Services Phone: 1-888-277-8366 https://reportadultabuse.dhs.tn.gov/

18 | Page
Training: Upon hire all attendants are educated on abuse, neglect and fraud. All attendants are informed that
they are mandated reporters and what the expectation and responsibilities are to the client and Advantage.
Attendants are educated about the Employee Disqualification List and what the ramifications are for fraud,
abuse or neglect.
Procedure: Identification / Reporting
Any attendant who has cause to believe that a client has been subjected to abuse, neglect or any fraudulent
activity should report it immediately to the Division of Elder Abuse for Missouri and your supervisor at
Advantage. The agency will fully cooperate with the state and federal authorities regarding any investigations.
Any attendant making the report should be prepared to give: The client’s name, address, phone number, and
date of birth; Provider Name and address; attendant’s name, attendant’s social security number, attendant’s
address, date of birth, telephone number; Witnesses & telephone number; Information regarding the nature
of the abuse; Reporter’s name and telephone number; Any other relevant information.

In the instance of a confirmed local, statewide, regional, national or world wide pandemic, the agency
will establish a specific policy tailored to meet the concerns surrounding the pandemic at hand IF the
general communicable disease policy is not sufficient in limiting transmission amongst employees and
participants. i.e COVID-19 Pandemic Policy. All pandemic policies shall follow guidance from the CDC
and local health departments, state and federal rules and regulations as applicable.
In the instance that a pandemic shall interfere with the regular course of business operations, the
agency will follow the following protocol:
1. Communication: All phone lines will remain intact and will be answered as close to normal
business hours as possible. After hours on call services will remain available. Communication
from the agency to participants and employees regarding the pandemic may come via telephone,
text message, email or through our website at www.advantagehomecare.com
2. Office hours: Office hours at branch office locations may be affected due to constraints on
employee staffing. Prolonged changes in office hours will be communicated appropriately to
applicable parties. Agency staff will remain available via telephone during temporary office
closures.
3. Employee Staffing Constraints: In the instance the pandemic results in employee staffing
constraints and interruptions to service delivery becomes unavoidable, we will urge participants to
utilize all applicable back up plans and emergency contacts in order to stay safe and healthy during
unstaffed hours. As required by regulation, the agency will remain in contact with Priority 1
participants and communicate with all state agencies and funders sources as required during an
interruption of services.
Preparedness
1. At initiation of services, all participants will be asked to complete an Emergency Plan that includes
emergency contact information, back up plans, evacuation routes and a list of required
medications. This plan shall be housed in the participant file at the office.
2. At the initiation of services, all Missouri participants shall be provided with Ready in 3 Emergency
Preparedness information sponsored by the Missouri Department of Health and Senior Services.

I hereby authorize the Illinois Department of Public Health (the Department), the Department's designee, educational entities that train and/or test health care workers, staffing agencies, my current or potential employer, or a health care facility where I want to volunteer to initiate/request a CHRI check on me. I further authorize the Illinois State Police (ISP) and/or the Federal Bureau of Investigation (FBI) to release information and photographs relative to the existence or nonexistence of any criminal record, which it might have concerning me, to any initiator/requestor solely to determine my suitability for training or testing in health care training program, employment, continued employment, or to work as a volunteer. I further authorize any entity that maintains criminal records and photographs relating to me, including but not limited to a local unit of government in any State, to release those records and photographs to the ISP, FBI, or the Department. I authorize the Department to provide any health care facility, training program or staffing agency, to which I have provided this authorization and disclosure form, a copy of my ISP CHRI and a determination of eligibility of the FBI CHRI. I certify that the ISP, FBI, any entity that maintains criminal records and photographs, the Department, and any of their employees or officers who furnish this information shall be held harmless from all liability, which may be incurred as a result of releasing such information. I further acknowledge that a educational entity or a health care employer shall not be liable for the failure to hire or retain me as an applicant, student, employee, or volunteer if I have been convicted of committing or attempting to commit one or more of the offenses stated in the Health Care Worker Background Check Act (225 ILCS46/25).

I understand that any false statements or deliberate omissions on this document may be grounds for disqualification from employment, training, or volunteering, if discovered after employment, training, or volunteering begins, and can result in discipline up to and including my termination of employment, being a volunteer, or a student.

I understand that the information requested regarding gender, race, height, eye color, hair color, weight, place of birth and date of birth is for the sole purpose of identification and the accurate gathering of the criminal history record information, and that it will not be used to discriminate against me in violation of the law. I understand that the provision of my Social Security number is required by law. A facsimile or photographic copy of this authorization will be as valid as the original.

The information provided in this application is complete and accurate to the best of my knowledge. I understand it is unlawful to withhold or falsify information required on this form. I grant my permission for the Missouri Department of Health and Senior Services (DHSS) to obtain any and all background information authorized by law to process this request. Furthermore, I authorize the DHSS to release the fact that I am a registrant in the Family Care Safety Registry (FCSR) and any related background information to the requester of the FCSR for employment purposes only, as provided in §210.921, subsection 1, subdivisions (1) and (2), RSMo. For purposes of the FCSR, “employment purposes” includes direct employer/employee relationships, prospective employer/employee relationships, and screening and interviewing of persons or facilities by those persons contemplating the placement of an individual in a child care, elder care or personal care setting. I understand that if I dispute the information contained in the FCSR I have the right to appeal the accuracy of the transfer of information to the FCSR within thirty (30) days of receiving the results of the background screening.