ASK US
You Asked. We Answer.

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Thanks for your Ask Us questions. After a backlog, we are back with a slightly new format. Some of the questions we receive can be grouped together with a single response.

We also encourage you to pose questions first to your supervisors, when possible. They have more understanding of specifics within your department.

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1. Can the Board and administration start to discuss and formulate a maternity leave policy?
2. Why do we have no specific adoption or infertility benefits available?

Thanks for your questions. As CHS grows and changes, we are always evaluating new and/or different benefits; maternity/paternity leave and adoption/infertility are among these.

During the last few years, we have added numerous benefits. Nationally, the average value of benefits is equivalent to about 30% of an individual’s wages, and we are within that range and highly competitive among nonprofits of our size. Also, please keep in mind that as a nonprofit organization, CHS’s revenue comes entirely from federal and state funding, such as Medicaid, via the United Way and from donations.

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3. I don’t feel like the question about having to use PTO when the school is closed for the three days between Christmas and New Year’s was fully addressed. Since the school is closed, we are left with limited options—work on the units, take PTO, or remain unpaid. However, why are these the only options and why can’t these three days be marked as a Holiday Pay?

Our response to the original question on this topic was this:

To understand the full impact of this request, we would need to consider it from an equity perspective. This would effectively indicate that CHS would need to increase every staff member’s paid PTO benefit by 24 hours.

CHS’s pursuit to stay competitive with other employers ensures that we will review and compare the benefits package again this year. The year-long school program at CHS is different from public school systems’ calendars, and we are grateful for the outstanding team of educators we have at our schools.

As we look at best staffing options, we will review this request to see if there are any options or opportunities to impact the requirement for using PTO hours as a first step. If we do not have available hours in the residential units, and an individual is not able to get working hours, please discuss individual situations and options with your supervisor.

To answer this follow-up question, we will reiterate that we are looking at the situation. We encourage you to discuss this with your supervisor, as the request is specific to one program.

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4. I understand the need for cyber security and have recently found out that there is a 2-step authentication now in use. What I don't understand is why I have to download an app on my personal cell phone. I don't really like doing this for work related things, that and the fact that we are told that we are not to have our cell phone on us unless we are doing a transport and then only to use in case of an emergency. Is this necessary for non-administrative staff?

Thanks for your question. To remain in compliance with legal requirements and best practices, we have implemented additional digital security measures. These affect everyone at CHS and, frankly, are not convenient for anyone—but are essential for maintaining confidentiality and security. Thank you for your understanding.

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5. When we have big snowstorms, it is very frustrating to have our supervisors tell us that we have to come to work and that we need to be making special plans to come to work during big snowstorms, yet they don’t come in.

CHS has specific blizzard policies for each location, which are shown at the bottom of the page.

We cannot stress enough that the safety of all staff is paramount when making difficult decisions. At residential facilities, we also have a duty to take care of the kids on our campus and to maintain staffing ratios.

In other words, during a weather event when travel is not recommended, we do not ask support staff or supervisors to travel if they are not required for direct care. We may make such an ask if we are critically short-staffed on campus. Each organizational role is different, and each situation is different. The leadership team is focused on assuring that our staffing needs are met to support the kids and families while limiting the number of staff who must venture out when weather is bad.

We are grateful for all the sacrifices our team makes, whether it be facing a winter storm, working overnight or filling in unexpectedly on a weekend.

As a follow-up to this question, we researched this instance and found that many supervisors actually were at work during that time, but perhaps not in the area in which the questioner works.

The Document Library located in the GOOD WORKS Portal contains policies and procedures specific to each CHS program campus. The library contains a directory of all available documents for your review, including the weather policies, at any time.

We’ve included the Blizzard Policies for each location as convenient PDF links below: 

SFCH BLIZZARD POLICY 

BHCH BLIZZARD POLICY

SHELTER BLIZZARD POLICY 

MESSENGERS BLIZZARD POLICY 

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6. Why isn't a dress code being fully enforced at the Black Hills location? When coworkers wear incredibly tight leggings, it is uncomfortable to see. This happens at the school and unit. I have seen midsections exposed, tight short biker shorts as well as leggings that show the anatomy of the person wearing them.

Thank you for your question. We suggest you also bring this to the attention of your direct supervisor. We will follow up on the issue with Black Hills leadership.

That said, some employees may be unaware of the Personnel and Policies Procedures document located on the GOOD WORKS Portal. 
The Personal Appearance Policy can be found on page 80. We've included a PDF below for easy access.

PERSONAL APPEARANCE POLICY

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