> ## Documentation Index > Fetch the complete documentation index at: https://handbook.helendelovely.com/llms.txt > Use this file to discover all available pages before exploring further. # Open Items > Every policy in this manual that hasn't been decided yet, with an owner and what it blocks. This is the punch list. 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](/employment/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](/operations/office-and-facility), [Evacuation](/operations/emergency-evacuation-and-fire-safety) | 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](/employment/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](/employment/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](/pay-and-time-off/production-bonus) | | 05 | CE stipend mechanics | Reimbursement against receipts, no rollover, prorated by month in the first year | [CE stipend](/pay-and-time-off/continuing-education-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](/pay-and-time-off/benefits-allowance), [Benefits elections](/pay-and-time-off/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](/pay-and-time-off/time-off-and-the-four-day-week), [Final pay](/leaving/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](/pay-and-time-off/holidays) | | 09 | Sick time | No separate bucket. Sick days within a working week are paid with no makeup and no bank charge | [Sick time](/pay-and-time-off/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](/privacy-and-security/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](/privacy-and-security/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](/clinical-practice/emergency-and-after-hours-coverage) | | 14 | Non-solicitation clause | None. The practice imposes no non-solicitation obligation | [What survives employment](/leaving/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](/pay-and-time-off/production-bonus) |