Minimum Hospitality Pool Requirements
- Valid Food handler certification
- Ability to pass a criminal background check
- Successful completion of a drug screen
- 3.0 Rating or higher on Quality Assurance Reviews after 60 days in the pool
Food Handler Certification
A valid Food Handler Certification is a requirement for Dean's Professional Services. Click the links below to be redirected to the food handler certification websites in the following states:
Additional Healthcare Compliance Options
In order to be eligible to work for a healthcare system or specific educational systems, employees may be required to present additional compliance requirements. See the list below of additional compliance details below:
- Current TB Skin Test or Chest X-Ray
- Current CPR Certification
- Nicotine Testing
- Influenza (FLU) Vaccination *in season
- Varicella Immunization / Titer
- MMR Immunization / Titer
- Hepatitis B Immunization / Titer
- Td / Tdap Immunization / Titer
Employee Benefits Information
Dean's Professional Services offers an ACA (Affordable Care Act) Compliant Health Benefits Plan for DPS Hospitality Employees. Eligibility for the DPS Healthcare Benefits Program includes employees who have completed 30 days of employment with an average of 30 hours per week.
DPS is now using WebCenter for Time & Attendance
Based on re-occurring performance issues and feedback received, Dean’s Professional Services will no longer be utilizing the Tempbuddy application for scheduling, time entry and approval. Effective immediately, we will be utilizing the DPS WebCenter moving forward.
Dean’s Professional Services has utilized WebCenter since 2012. The DPS WebCenter, provides employees with the opportunity to submit time through the portal and see a list of their current/active assignments, as well as view check stubs/W2s. The DPS IT Team is working diligently to ensure that the systems put in place continue to provide an added value to our employees and clients.
You will receive correspondence via email and a phone call to discuss how to utilize the DPS WebCenter and to provide you with a new username and password by 5:00pm, Thursday, May 5, 2017.
We thank you for your feedback and patience throughout this process.
For questions, please contact your staffing coordinator at 713-785-7483 (talk / chat) - or 800-805-9318 (toll free)
Notable Policies and Procedures
Uniform & Personal Appearance Policy
As a DPS employee, it is important that you present a professional image to clients, patients and visitors. A major focus for our clients is patient/customer satisfaction and the dress code complements the quality of service offered to the patients and customers. The dress code is not intended to restrict employees, but to ensure that DPS maintains the highest standards of safety and professionalism. It is the employee’s responsibility to exercise good judgement in matters of appearance, attire, and grooming while on duty.
All DPS Hospitality Pool members are required to be in their designated uniforms ANYTIME they are on-site at any Sodexo/Aramark campuses. It is imperative that all team members present themselves professionally at all times. DPS Hospitality Pool members are to be a walking representation of professionalism, please note the following:
- Acrylic Nails are not to be worn
- Nails should be neat and clean
- Natural Hair color must be worn at all times
- Tattoos should be covered at all times
- Uniforms should be pressed, neat and clean at all times
- DPS Employee ID Badge must be worn at all time in a visible location with the unobstructed picture side of the badge displayed
- Clean shaven or neatly trimmed facial hair; Neatly trimmed hair
- Polished shoes or clean athletic shoes where appropriate
- Appropriate leg wear
Designated DPS Hospitality Pool Uniform
Please note: white button down shirt, black pants and skid resistance shoes are required. This uniform may change depending on your position and the site managers’ requirements.
Unacceptable Attire / Appearance
- Blue Jeans or denim wear
- Unclean or wrinkled clothing (including uniforms)
- Blouses / shirts with open collars that provide inappropriate exposure, T-shirts
- Bare Midriff tops, halters or mini-skirts
- Untrimmed beards, sideburns or mustaches
- Shaggy and unsightly hair, non-traditional hair coloring (green, blue, purple, etc.)
- Excessively long and / or garishly colored finger nails
- Rings, bracelets, necklaces, and earrings (jewelry of any kind should not be worn)
- Exposed body piercing, facial (except for religious purposes) or tongue studs
- Exposed tattoos (reasonable efforts should be made to cover tattoos, such as wearing long sleeves)
- Hats / head coverings unless required for safety, hygiene or religious purposes
- Frayed, ripped, stained or damaged uniforms
Dress Code Violation - Disciplinary Action Policy
First Violation – Employee is told by DPS staff or on-site manager to change clothes or remove items in question. If the employee must go home to change clothes, he or she will not be paid for time off work.
Second Violation – Employee is told by DPS staff or on-site manager to change clothes or remove items in question. Employee will not receive compensation for time off work to go home to change clothes. Written progressive correction notice which will be placed in the employee’s file.
Third Violation – Employee will receive further disciplinary action including probation, up to and including termination from the DPS Hospitality pool.
Standards of Conduct - Disciplinary Action Policy
Employees are expected to conduct themselves in accordance with Dean’s Professional Services (DPS) and Sodexo/Aramark for general standards of conduct and professionalism. Violations of standards may be grounds for discipline, up to and including dismissal.
The following general rules on employee conduct have been developed to provide employees with an understanding of what is inappropriate and what disciplinary action may be appropriate if employee misconduct occurs. These rules supersede and replace all prior published and unpublished policies.
The list provides only a guide as to what discipline may be appropriate for the situations listed. Neither these rules nor other policies are a contract or other promise of employment and in no way alter the fact that employment is terminable at will and can be severed by either party at any time for any reason not prohibited by law.
Additionally, all licensed, certified, or professionally affiliated employees may be reported to their respective authority (Licensing Board, Certification Board, etc.) for violations.
Examples of these violations include, but are not limited to the following:
- Violation of Employee policies and procedures, instructions or established practice
- Violation of state or federal law
- Patient abuse or disregards of safety or patient care practices
- Theft or abuse of Company or Client time or material
- Theft or abuse of Employees or Employee’s property of Company or Client
- Use of Personal Cell phone while on site while working
- Unauthorized possession or removal of Company or Client, visitor or patient property
- Gross misconduct
- Falsifying documents or transmitting false information, including omission of relevant information
- Unauthorized possession of firearms, explosives or other weapon on Company or Client property
- Violation of patient confidentiality (including when the patient also is an Employee)
- Violation of the Drug & Nicotine Testing Policy
- Unauthorized sleeping on job
- Failure to perform assigned duties or follow instructions of your supervisor or insubordination
- No call/no show
- Excessive absenteeism and/or tardiness
These are not the only grounds for discipline or termination. DPS reserves the right to take disciplinary action, including termination, even though violations are not specified above.
Progressive Disciplinary Action Steps
- A verbal “coaching” warning - may be given for first offenses, except in cases where the nature of the offense is considered serious enough to warrant a written warning, suspension, or discharge.
- A written Disciplinary Action Notice warning - may be given for second offenses or initial offenses too serious for a verbal warning but that do not warrant discharge.
- Termination - may occur when all other efforts have failed to produce the desired result or in the event of a violation of the Policy and Procedures.
- Termination may also be considered in a situation where an individual establishes a consistent historical pattern of repeated violations that by themselves would not result in termination within the normally stated time periods.
- Any three (3) disciplinary action notices given within a year will result in disciplinary action up to and including termination.
Attendance - Disciplinary Action Policy
It is imperative that every employee be present when scheduled to fulfill customer expectations. This includes practicing good attendance habits. All employees should regard coming to work on time, working their shift as scheduled, and leaving at the scheduled time as essential functions of their jobs, i.e., good attendance habits form an integral part of every employee’s job description.
Definition of “walk off/abandonment”
- Walk off - If you think the job you have been assigned to is unsafe or you have a problem or concern, call the office. DO NOT walk off the job.
- Resignation without Notice - Failure to provide Dean’s Professional Services with a 5 day notice before leaving a position is considered job abandonment.
- No Call No Show – Failure to report your designated assignment without providing notice of absence is considered job abandonment.
- The above actions will result in the employee being paid minimum wage on the last check.
Definition of Failure to notify DPS of your continued availability
- After your assignment has ended, it is your responsibility to call DPS and notify your Staffing coordinator of your availability. Failure to do so will be considered a voluntary resignation (and may affect unemployment benefits).
If you "walk off/abandon" a job, you will be terminated and paid the minimum wage for all unpaid hours worked.
Time Off Request Policy
Please ensure that if you require time off work, that a Time Off Request Form is completed. This form is located on www.dps-hospitality-staffing.com (employee intranet). All Time Off Requests must be submitted at least 2 weeks in advance. Approval will be requested from your on-site manager. Once approval is received, you will be notified via email whether your time off has been granted. Requests that are not submitted within the required timeframe (2 weeks), will not be approved unless the Project Manager
Quality Assurance Feedback Policy
Failure to meet Dean’s Professional Services and Sodexo/Aramark acceptable performance standards during any given evaluation period will result in disciplinary action up to and including termination. Acceptable Feedback evaluation score = 3 (three) and above.
If you are for any reason made a Client DNR (Do Not Return), DNU (Do Not Use) , DWB (Do Not Want Back), your status and incident will reviewed by management and the final determination emailed/mailed to you.
· Once dismissed from a client site for any reason, you are not to return to that site without the express written permission or communication of DPS.
Exit Interviews & DO NOT RETURNS
You will be required to report for an EXIT INTERVIEW upon dismissal from the Pool. You are required to report IMMEDIATELY to Dean's Professional Services Human Resources Department.
- You will be required to return your badge
- You will be required to return any uniforms supplied by Dean's Professional Services
- You will be given the opportunity to list any personal items left on site. - A time, date and place will be established for you to pick up your personal items from a member of the DPS Team.
Return of Company Property
The separating employee must return all company property at the time of separation, including uniforms, keys and identification cards. Failure to return some items may result in deductions from the final paycheck.
Fingernail Hygiene Policy
Background Information: Recent scientific studies have shown that artificial nails and appliques worn by health care workers (HCWs) have been contaminated with germs (both bacteria and fungi) that have been passed to patients and caused serious infections. These studies have proven that hospital personnel with nail enhancements had more bacteria both before and after hand washing than did personnel with natural nails. For this reason, hand washing alone cannot suffice.
Policy Statement: The employees and staff have a responsibility for maintaining hand hygiene by adhering to specific infection control practices. Artificial fingernail enhancements contribute to nail changes that can increase the risk of colonization and transmission of pathogens to patients and are therefore forbidden. This policy applies to all employees in the following departments:
- Medical Staff
- Allied Health Professionals
- Environmental Services
- Nutritional Services
- Physical Therapy
- Respiratory Therapy
- Sterile Processing
- Surgical Services
- Fingernails are to be neatly manicured and of reasonable length (1/8” beyond finger tip).
- Nails must be rounded rather than pointed
- Artificial nail enhancements are not to be worn. Nail polish is permitted but must be in good condition with no chipping visible.
- Anything applied to the nails other than polish is considered an enhancement. This includes, but is not limited to:
- Artificial nails, tips, wraps, appliques, acrylics, gels
- Any additional items applied to the nail surface.
- Individual departments may institute measures, in addition to those above, to comply with established standards of care in specialty areas.