Subject 290-2-17 ORGANIZATION AND ADMINISTRATION
The purpose or function of the Maternity Home shall be clearly defined in its charter and/or constitution and by-laws.
The Maternity Home shall meet a need in the geographical area it serves or plans to serve.
Each Maternity Home shall have a board of directors which operates as the governing board of the agency. The governing board shall be organized so that legal responsibility and administrative authority shall be clearly defined. This applies only to Maternity Homes chartered for non-profit operation. In a privately owned home where maternity care is provided, the owner and/or operator is legally responsible for the establishment and enforcement of policies and the operation of the Home.
|(a)|| Composition of Board.
|(b)|| Function and Responsibility of
the Board. The governing board of a Maternity Home is responsible for
establishing and maintaining its corporate entity. In carrying out this
responsibility it is the duty of the Board to:
The Agency shall have a sound plan of financing which assures sufficient funds to enable it to provide effective services. A new Agency shall have sufficient funds to finance its first year of operation. All accounts shall be audited at least annually by a certified public accountant and the report made a part of the Agency record. An estimated budget, showing details of income and expenditures for the approaching fiscal year, shall be prepared and approved by the board prior to the beginning of each fiscal year. Board officers and staff responsible for handling a substantial amount of funds shall be bonded. Fund raising shall be carried on according to approved and ethical processes. Unless specifically exempt by law, the Maternity Home must be registered with the Secretary of State as a charitable organization. For nonprofit agencies fees for clients shall be flexible, based on actual per diem cost rate. A sliding scale based on the client's ability to pay or her resources to meet the cost and the community's responsibility to provide an adequate facility is desirable.
|(1)||The Agency shall have a written statement of purposes and objectives, services offered, eligibility requirements for service and the procedures for implementing services. These should be incorporated in an Agency manual which would be available for guidance of the board of directors, Agency staff and to referring agencies.|
policies and procedures of the Maternity Home should carry out the purposes of
services to unmarried parents:
|(3)||No Maternity Home shall assume responsibility for placement directly or indirectly of children for adoption unless the Home has a child-placing license. Any evidence of violation of this requirement shall be sufficient ground for non-issuance of a license, or for revocation of a license already issued.|
|(1)||Staff should be selected not only for their training and competence for the particular position to be filled, but also for their ability to develop and maintain those attitudes which will contribute to the therapeutic climate of the agency and which will enable them to work effectively with unmarried parents. The work program for the unmarried mother shall not be used as a substitute for financing adequate staff. When unmarried mothers are housed on different floors there shall be at least one resident staff member on each floor. There shall be on duty at all times two adults serving in the capacity of housemother and an alternate person to be on call. There shall be on call at all times a registered nurse.|
|(5)|| Maintenance and Domestic Staff.
|(6)||Clerical Staff. Each Maternity Home shall have adequate clerical services to keep correspondence, records, bookkeeping and files current and in good order. Unmarried mothers shall not be used in this capacity.|
|(7)|| Medical Staff.
|(8)||Consultants and Other Specialists. Complete services to unmarried parents require utilization of many professional skills. Qualified specialists, including physicians, psychiatrists, psychologists, religious counselors, and attorneys should be available for direct work with the unmarried mother, and for consultation and interpretation to staff.|
The Agency shall have written personnel policies and operating practices which
should be available to all staff members. These should define:
|(2)||Physical Examinations. All staff shall have a physical examination prior to employment and annually thereafter. A report of each examination shall be made a part of the employee's personnel file.|
|(3)||Salaries. A salary scale for each type of position shall be established. Salary should be adequate to attract and keep competent staff, should be equivalent to prevailing rates and commensurate with the duties and responsibilities of the position.|
|(4)||Living Arrangements. Resident staff shall be provided with quarters which are comfortable, insure reasonable privacy, rest during hours off duty, provision for personal belongings, and shall have bath and toilet facilities separate from those used by the unmarried mothers.|
|(6)||Insurance and Retirement. Plans for social security, hospital and/or health insurance, and workmen's compensation should be made available for all staff.|