Open Items - The Healing Haven Employee Manual

This page collects every “Not yet set” marker in the manual. It’s what makes the manual honest rather than aspirational. When an item is decided, the page it lives on is updated, the marker is removed, and the row here is marked resolved with the date. All items were opened September 3, 2026. Markers are greppable as OPEN-2026-09-03-NN.

Still open

Both remaining items are facts waiting on an outside party, not policy decisions.

ID	Item	Where	Owner	Blocks
03	Helen’s Division-approved Clinical Supervisor status under R156-60e (course plus DOPL application, required for all supervisors by January 1, 2027), and written DOPL confirmation that a for-profit PLLC qualifies as a supervised-hours setting	Clinical supervision	Sonja (driving), Helen (completing)	Any CSW hire’s supervised hours counting
13	New suite details: address, access system, keys, evacuation route, assembly point, building emergency procedures	Office and facility, Evacuation	Sonja, with Zack and building management	First in-office day at the new location

Items that need an attorney before adoption

Not policy gaps, but findings the practice should have confirmed by a Utah employment attorney before the manual is adopted. Listed in the repository README, not here, because they’re for the practice’s leadership rather than for employees.

Resolved

All resolved September 3, 2026, by Zack Scriven for the practice, unless noted.

ID	Item	Decision	Where
01	Home for I-9s and personnel files	I-9s in Gusto’s I-9 feature; personnel files in the Admin drive under Staffing Confidential, one folder per person; medical and accommodation records in a separate restricted folder; signed contracts under Legal Documents	Personnel records
02	Background checks	Yes, on every clinical hire, through the vendor integrated with Gusto, with the full FCRA disclosure, authorization, pre-adverse, and adverse-action steps	Background checks
04	Session-count reconciliation	Monthly: practice manager pulls the PracticeOS report by the third business day, clinician confirms, Helen approves, entered in Gusto for the next run	Production bonus
05	CE stipend mechanics	Reimbursement against receipts, no rollover, prorated by month in the first year	CE stipend
06	Health stipend structure	Renamed the benefits allowance. Paid as taxable cash by default; the pool that benefits elections draw from first. Elections model adopted with a 10% administration fee, subject to the written conditions on the page	Benefits allowance, Benefits elections
07	PTO	No PTO bank. The four-day week is the time off. Days can be banked by working a fifth day, or taken on credit (up to four) and worked off within four weeks. No payout at separation	Time off and the four-day week, Final pay
08	Holidays	No separate paid holidays. Holidays are always closed; a holiday on a working day swaps with that week’s normal day off. Closure list published each December	Holidays
09	Sick time	No separate bucket. Sick days within a working week are paid with no makeup and no bank charge	Sick time
10	Internal messaging tool	No single tool imposed. Client information only on covered channels (PracticeOS, phone); anything else on any channel under the initials-only rule	Devices, mobile, and texting
11	Retention schedule	Written schedule adopted as policy; no Utah rule for minors exists, so the practice sets 10 years or age 28. Still on the attorney list for confirmation	Records retention
12	After-hours clinical backup	None, by design. Clients go to 988 or 911; clinicians are not on call; Helen is backup during business hours only	Emergency and after-hours coverage
14	Non-solicitation clause	None. The practice imposes no non-solicitation obligation	What survives employment
Bonus period	Not numbered; conflict between weekly and monthly	Monthly. Tiers stay per week; the month’s bonus is paid on the first payroll after month-end, matching the hiring site	Production bonus

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