DDS Handbook DDS Work Rules

Employee Handbook

DEPARTMENT OF DEVELOPMENTAL SERVICES (DDS) WORK RULES

First Issued: April 23, 1999
Revised to reflect department name change: October 1, 2007
Revised to reflect respectful language: December 1, 2015
Revised in whole: June 16, 2017
Redistributed Date: September 1, 2017

These DDS Work Rules are fundamental standards of conduct for all employees of the Department of Developmental Services. DDS employees are expected to act in a professional manner at all times and to treat all individuals eligible for or receiving funding or services from the department and their families, their co-workers, and members of the public with respect and dignity. These DDS Work Rules do not supersede any applicable collective bargaining obligations. A violation of these DDS Work Rules may result in disciplinary action, up to and including suspension or dismissal from employment.

Physical, psychological, sexual, or verbal abuse, financial exploitation, or neglect of an individual with intellectual disability or any other individual eligible for or receiving funding or services from the department is prohibited.
All observed or suspected instances of abuse or neglect of an individual eligible for or receiving funding or services from the department shall be reported immediately to the proper authority in accordance with DDS policy and procedure.
Employee behavior, conduct, and language shall provide a good example for all individuals eligible for or receiving funding or services from the department and shall reflect well on both the employee and the department at all times. Any employee behavior that endangers the safety or welfare of any individual eligible for or receiving funding or services from the department or the department’s employees, including intimidation, verbal or physical fighting, inappropriate teasing or horseplay is prohibited. Direct or implied threats, even those made in a joking manner, are prohibited. Direct or implied threats may include, but are not limited to, harassing behaviors conducted by employees outside of the workplace via electronic or social media.
Abusive, immoral, indecent, or racially derogatory language or conduct toward any individual eligible for or receiving funding or services from the department, co-workers or members of the public is prohibited.
In accordance with federal and state law, all forms of harassment or discrimination are prohibited including those based on a person’s age, ancestry, color, gender identity or expression, genetic information, intellectual disability, learning disability, marital status, present or past history of mental disability, national origin, physical disability, including, but not limited to, blindness, race, religious creed, sex, sexual orientation or status as a veteran.
Retaliation or threat of retaliation by an employee against any person who files or participates in the filing of a complaint, reports misconduct of any kind, or reports a violation of DDS policies, procedures or work rules is prohibited.
Employees shall not photograph, videotape or tape record any individual eligible for or receiving funding or services from the department or at any DDS worksite, unless this activity is specifically authorized by an appropriate DDS supervisor, manager or administrator.
In accordance with federal law, state statute, and the department's confidentiality policies (I.H.PO.001 Privacy of Health Information and I.H.2.PO.001 Security of Health Information), employees shall not discuss or disclose confidential information except in accordance with federal law, state statute or regulation and as authorized by an appropriate DDS supervisor, manager or administrator.
Employees are prohibited from taking any individual eligible for or receiving funding or services from the department to an employee's own home or business, or the home or business of an employee's relative without prior authorization of a DDS supervisor, manager or administrator.
Employees shall comply with the provisions of the state’s Code of Ethics for Public Officials as set forth in chapter 10 of the Connecticut General Statutes. These provisions include, but are not limited to, the following:
1. Employees are prohibited from using the resources of any individual eligible for or receiving funding or services from the department for personal gain or the personal gain of the employee’s family members.
2. Employees are prohibited from borrowing or using money or possessions or trading possessions with any individual eligible for or receiving funding or services from the department.
3. Employees shall not engage in any personal financial transaction with any individual eligible for or receiving funding or services from the department or any family member of the individual.
4. Employees shall not accept gifts from any individual eligible for or receiving funding or services from the department or any family member of the individual.
Insubordination, which for the purposes of the department, means the refusal or failure to carry out a direct, job-related work order given by a DDS supervisor, manager or administrator who has appropriate authority, is prohibited.
Employees may not bring illegal drugs or alcohol to any worksite. Employees may not use, consume or be under the influence of illegal drugs or alcohol while on duty or at any worksite. Employees are required to comply with the current Connecticut’s Policy for a Drug-Free Workplace.
Employees who, for legitimate health reasons, bring prescription or over-the-counter medication to work shall be responsible for keeping it secured. Employees shall inform their supervisor of any side effects that they may experience at work due to taking or discontinuing such medication.
Employees shall be awake, alert, attentive, and medically fit at all times while on duty. Employees are prohibited from sleeping while on duty.
Firearms or weapons of any kind are strictly prohibited on state property or at any DDS worksite. (See The State of Connecticut Violence in the Workplace Policy and Procedure Manual)
No employee shall engage in activity that is illegal under municipal, state or federal law.
Smoking is prohibited in state owned or operated facilities as per section 19a-342 of the Connecticut General Statutes or in state vehicles as per DAS General Letter No. 115 - Policy for Motor Vehicles Used for State Business.
Employees shall not falsify any reports, program data or records concerning an individual eligible for or receiving funding or services from the department, or employee records including, but not limited to, attendance or injury reports, or any other work-related document.
Employees shall not remove any property, records or other materials belonging to the state, the department, or any individual eligible for or receiving funding or services from the department without proper authorization.
Theft of funds or other property by an employee from the state, the department, any individual eligible for or receiving funding or services from the department, or co-workers is prohibited.
Employees shall not conduct personal business during working hours. Employees shall not use equipment or resources belonging to the state, the department or individuals eligible for or receiving funding or services from the department for the conduct of personal business.
Employees shall not engage in political activity during working hours and shall not use state or department resources or equipment for such activities as per DAS General Letter No. 214D – Political Activity.
Employees who operate any motor vehicle while on state business or on state property shall do so in accordance with all applicable state laws, regulations, policies and procedures. This includes, but is not limited to, possessing a valid operator's license, obeying speed limits and other posted traffic and parking signs, using seat belts, and driving in a safe manner. Employees shall immediately notify their supervisor and the DDS Human Resources Office of any change in their driver's license status. Employees are personally responsible for paying any motor vehicle fines incurred while at work or while operating a state-owned vehicle and may be subject to DDS disciplinary action for motor vehicle violations. Employees shall park vehicles only in designated areas. Employees are responsible for keeping a vehicle’s keys secure at all times. Employees shall turn off a vehicle’s engine, remove the keys from the ignition and take the keys when leaving the vehicle. Employees shall not transport unauthorized passengers while at work or while operating a state-owned vehicle.
Unauthorized visitors, including off-duty employees, are prohibited from being at any DDS worksite.
Employees' clothing and personal grooming shall be appropriate to their work assignments, safety and surroundings as determined by a DDS manager or the manager’s designee.
Employees shall perform work in conformance with safety regulations and approved safety standards. Any safety hazard shall be reported to the employee's immediate supervisor or the supervisor’s designee as soon as possible.
Any employee injury shall be reported to the employee’s immediate supervisor at the time the injury occurs or before the employee goes off duty. Appropriate forms shall be completed by the employee’s supervisor and submitted immediately to the DDS Human Resources Office.
Employees shall be responsible for all materials and equipment assigned to them. Employees shall report lost, damaged or stolen state or department property, including keys, immediately to their supervisor. Unauthorized duplication or possession of any department or facility key by an employee is prohibited. Employees who transfer to another worksite or separate from DDS employment shall return all keys, ID cards or any other state or department property in their possession to their supervisor or other designated DDS employee not later than the employee’s last workday.
Employees shall provide written notification to the DDS Human Resources Office, not later than two weeks after any change to their personal data occurs, such as a change of name, address, phone number or any other information that affects the employee’s benefits, including the number of dependents an employee claims or the name or names of beneficiaries.
Employees shall notify the DDS Human Resources Office immediately if they are arrested for or convicted of a crime.
Employees in positions that require licensure or certification are responsible for meeting the requirements to maintain such licensure or certification. These licensed or certified employees also are required to attend and participate in any assigned in-service training and meet all requirements of the training, including providing any required signatures to acknowledge receipt of such training and any materials provided.
Employees, who work directly with individuals eligible for or receiving funding or services from DDS, are required to be able to implement all the programs and services of the individuals with whom they work.
Employees are required to report to work as scheduled, including for any voluntary overtime assignments, at their assigned worksite and be ready to perform their required duties.
1. Employees, at worksites where there are continuous operations, may not leave at the end of their shift without being properly relieved of duty.
2. Employees may not be late for their scheduled workday, returning from a break or returning from meals. Employees may not leave their assigned worksite without authorization.
3. Employees are required to work overtime as directed.
4. Medical documentation, consistent with collective bargaining agreements and state regulation, is required for any employee absence of five (5) days or more due to illness, or any period of time less than five (5) days if the employee does not have sick leave accruals to cover the absence.
5. DDS Employees who are unable to report for work shall call their supervisor or the supervisor’s designee, daily, unless otherwise directed, to provide the reason for the employee being late or absent or to request the use of earned time, as required. Those DDS employees at worksites where there are continuous operations shall call not later than one hour before the start of their scheduled shift. All other DDS employees shall call not later than one-half hour before the start of their scheduled workday.
Employee requests for time off, except for unscheduled use of sick leave or personal leave, are required to be approved in advance by the employee’s supervisor consistent with the respective collective bargaining agreement and state regulation.
Employees are required to cooperate with any investigations, including but not limited to, those concerning alleged employee misconduct or alleged abuse or neglect. Cooperation shall include attending hearings or investigatory meetings, maintaining confidentiality, and being forthright and truthful.
Employees shall report any alleged violation of DDS work rules, policies, procedures or regulations immediately to their supervisor or to the DDS Human Resources Office.

A copy of the Department of Developmental Services Work Rules is given to each employee upon employment. The employee shall sign for receipt of the DDS Work Rules. The employee is expected to comply with the DDS Work Rules. These DDS Work Rules do not constitute the entire list of violations for which DDS employees may be disciplined. Other rules of employee conduct are provided in state statute and regulation and in administrative procedures established by the Commissioner or the Commissioner’s designee. Violations of such rules by an employee also may result in appropriate disciplinary action. Additional work rules may be established by the Commissioner or the Commissioner’s designee to meet special requirements of the department or DDS work units as circumstances require.

Any questions regarding the Department of Developmental Services Work Rules should be addressed to the DDS Human Resources Office.