(Insert Name) Chiropractic Clinic

SAMPLE Chiropractic Employee Handbook

SAMPLE CHIROPRACTIC EMPLOYEE HANDBOOK TABLE OF CONTENTS MESSAGE FROM THE CLINIC DIRECTOR______3 WELCOME TO THE STAFF OF SAMPLE CHIROPRACTIC______4 EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION______5 GUIDELINES ON SEXUAL HARASSMENT______5 TYPES OF EMPLOYMENT______6 PROBATIONARY TRIAL AND TRAINING PERIOD______6 CONFIDENTIALITY OF PATIENT AND EMPLOYEE INFORMATION______7 RELEASE OF PATIENTS' RECORDS AND/OR X-RAYS______7 CONF IDENTIALITY OF FACILITY OPERATIONS______8 UNPROFESSIONAL CONDUCT______9 PROGRESSIVE DISCIPLINARY ACTION______11 PAYCHECKS______12 COMPENSATION______13 OVERTIME RATES______14 ABSENCES AND TARDINESS______14 PUNCTUALITY______14 SICK TIME/PERSONAL TIME______15 CONVERSION OF SICK TIME TO PERSONAL TIME______15 LEAVE OF ABSENCE______16 BEREAVEMENT LEAVE______17 JURY DUTY______17 DENTAL OR DOCTOR APPOINTMENTS______17 HOLIDAYS OBSERVED______17 VACATIONS______18 SEMINAR ATTENDANCE______19 STAFF PHYSICAL EXAMINATIONS AND FAMILY HEALTH CARE______19 ADDRESSING DOCTORS______19 OFFICE APPEARANCE______20 TELEPHONES______20 TELEPHONE MESSAGES______20 TELEPHONE ANSWERING______20 VOICE______21

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VISITORS______21 HEALTH CARE CLASS______21 PERSONAL VALUABLES______21 PATIENTS' VALUABLES______21 CONVERSATION DURING WORKING HOURS______22 OFFICE ATTIRE______22 PERSONAL HYGIENE______22 SMOKING______23 FOOD AND DRINKS______23 ALCOHOL AND DRUGS______24 VARIATIONS OF RESPONSIBILITY______24 PARKING______24 CLINIC MEETINGS______24 SOCIALIZING WITH PATIENTS______25 STAFF PROPOSALS______25 SOLICITATION______26 TELEMARKETING______26 CLINIC EQUIPMENT______26 COPYING MACHINES______27 EQUIPMENT MAINTENANCE AND REPAIRS______27 REPAIRPERSONS, INSPECTORS, DELIVERYPERSONS______27 MERCHANDISE DELIVERIES______28 REQUISITION SLIPS AND ORDERING SUPPLIES______28 FOLLOW POLICIES AND PROCEDURES______29 CHANGE OF ADDRESS, PHONE NUMBER, OR NAME______29 DEMOTION______29 RESIGNATION, TERMINATION AND DISCHARGE______29 RESIGNATION______29 TERMINATION______30 DISCHARGE______30 ACCRUED VACATION TIME______30 EMAIL, INTERNET USAGE, CELL PHONES______30 INTERNET______30 EMAIL USAGE AT CLINIC______31 EMAILS THAT DISCRIMINATE______31 CLINIC OWNS EMPLOYEE EMAIL______31 CELL/MOBILE PHONES______31 CONCLUSION______31

EMPLOYEE HANDBOOK

MESSAGE FROM THE CLINIC DIRECTOR

We are happy to present you with this copy of our employee handbook. This booklet has been designed to help you know your job at our clinic better.

Now that you have accepted employment at this clinic, we ask you to consider going one step further. This step would be to commit yourself completely to develop an attitude of service and dedication to your patients and co-workers at this clinic during your working day. We realize that you have responsibilities and occasional personal problems in your private life. You are no different than anyone else working at this clinic in this regard. Others, however, have found that by dedicating themselves to their job for the short space of time that they spend at this clinic, they gain fulfillment and energy that helps them deal with the problems of their private life.

Please understand that this booklet cannot anticipate every situation or answer every question about your employment here. It is not an employment contract. Policies will change and be updated from time to time and your input is appreciated.

We look forward to sharing with you the fulfillment that comes through developing an attitude of service here at SAMPLE Chiropractic.

Clinic Director SAMPLE Chiropractic

WELCOME TO THE STAFF OF SAMPLE CHIROPRACTIC

In writing this office policy, we have sought to clarify any questions which may arise during the course of your employment. We ask that you read this policy thoroughly at the beginning of your employment and clear up any questions you may have with your Office Manager or Clinic Director. We ask that you refer to this policy whenever a question arises. If a question arises which does not appear to be covered in this policy, please deliver a written inquiry to the Office Manager or Clinic Director.

First, we would like to acquaint you with the main goal and purpose of our office. We have dedicated ourselves to getting as many sick people well as possible and, once well, to keeping them that way. We are also vitally interested in preventative or maintenance health care wherein our patients and their families are provided care as a means of maintaining good health and handling serious health problems. We also provide health care for children. Just as regular dental checkups are vital for a growing child, regular health checkups are vital to take care of small problems before they develop into big problems.

It is our desire to provide these services to our patients in a congenial atmosphere where people work together in harmony achieving our common goal. By using good business procedures, it is our desire to function profitably, thus providing secure, stable jobs and benefits for our staff members. As we grow and function profitably, it will enable us to grant wage increases and provide additional staff benefits, so it is to the benefit of all staff members to do their part to contribute to the growth and team spirit of this organization.

You will soon discover that a smoothly running and efficient office depends upon teamwork. Each member of our office "team" here at SAMPLE Chiropractic is assigned a role to play which moves us toward our main goal of preventing and relieving illness and pain. Efficient procedures give an aura of order, and good business and management practices to the patient. This is established by utilizing proper procedures from the very beginning of the new patient's first visit, and includes such steps as consultation, thorough examination, x-ray, and establishing financial arrangements with the patient.

Each staff member at SAMPLE Chiropractic is an extension of the doctor. We rely heavily upon you and the flow of necessary business procedures to ensure that the patient flow in to and out of the office is smooth and uninterrupted.

This office policy is written to help us achieve our goals by establishing uniform policies that we can all work by. This office policy is not intended as a contract of employment and does not constitute one. This manual is considered to be accurate at the date of publication, but is subject to revision.

EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION

It is the policy of SAMPLE Chiropractic to provide equal employment opportunity to all individuals regardless of their race, creed, color, religion, sex, age, national origin, handicap, veteran status or other area of prohibited discrimination. SAMPLE Chiropractic is committed to this policy and believes in the concept and spirit of the law.

The SAMPLE Chiropractic is further committed to assuring that:

All recruiting, hiring, training promotion, compensation, etc., programs are granted fairly to all persons on an equal opportunity basis without regard to race, creed, color, religion, sex, age, national origin, handicap, veteran status, etc.

All personnel actions, such as compensation, benefits, training, social and recreational programs, etc., are administered without regard to race, creed, color, sex, age, national origin, handicap, veteran status, etc.

All employees are responsible for supporting the concept of equal opportunity and affirmative action and assisting the SAMPLE Chiropractic in meeting these goals.

GUIDELINES ON SEXUAL HARASSMENT

As part of its commitment to Equal Employment Opportunity, SAMPLE Chiropractic prohibits acts of harassment on the part of its employees on the basis of race, sex, color, religion, age, national origin, sexual preference, marital status, physical condition or developmental disability. The Equal Employment Opportunity Commission published guidelines relating specifically to sexual harassment which we endorse in keeping with our long standing commitment against any form of harassment in the work environment.

In keeping with the spirit of these guidelines, we reaffirm our belief that every employee must be treated with dignity and respect. Any complaints of sexual harassment or questions regarding this policy should be directed to the Office Manager or Clinic Director, who is responsible for investigating such complaints and recommending appropriate action to resolve the complaint.

We ask the help of all of you to help us meet our obligations by acting in accordance with our stated commitment and by bringing any violations of this policy to our attention.

TYPES OF EMPLOYMENT

An employee may be employed in any of the following classifications: 1. REGULAR FULL-TIME EMPLOYEE: An employee who is regularly scheduled for at least 40 hours a week and has worked more than 520 regularly scheduled hours (three months). Eligible for benefits. 2. ORIENTATION/TRIAL WORK PERIOD FULL-TIME EMPLOYEE: An employee who is regularly scheduled for a least 40 hours a week and who has not yet worked 520 hours (three months). Does not receive benefits. 3. TEMPORARY FULL-TIME EMPLOYEE: An employee who is regularly scheduled for at least 40 hours a week and whose length of employment will be less than six months. Does not receive benefits. 4. REGULAR PART-TIME EMPLOYEE: An employee who is regularly scheduled for less than 40 hours a week and who has worked more than 520 regularly scheduled hours (three months). Does not receive benefits. 5. ORIENTATION/TRIAL WORK PERIOD PART-TIME EMPLOYEE: An employee who is regularly scheduled for less than 40 hours a week and who has not yet worked 520 hours (three months). Does not receive benefits. 6. TEMPORARY PART-TIME EMPLOYEE: An employee who is regularly scheduled to work less than 40 hours a week and whose length of employment will be less than six months. Does not receive benefits. Continuous temporary service by an employee will count toward completion of the Orientation/Trial Work period, and will be considered part of the total length of service, if the employee is transferred to Regular employment status. Employment is considered “at will” and is terminable at the discretion of the employee or employer at any time during the course of employment. In no event are these employment classifications meant to be construed as, or determined to be, creating any contract by implication.

PROBATIONARY TRIAL AND TRAINING PERIOD

All new employees are employed on a trial status for the first 90 days of employment with us. This period is designed to enable the clinic to evaluate work habits, attendance, and an employee's overall attitude. It also affords the employee the opportunity to decide whether they wish to pursue their working career at our clinic. Upon successful completion of the Trial and Training Period an employee will be eligible for a review and, based on performance, a wage increase. No bonuses or other benefits are paid during the first 90 days of employment. Completion of the trial/training period does not guarantee a wage increase.

The Orientation/Trial Work period does not in any way constitute a contractual agreement that guarantees employment for any specified time period. Continued employment is conditioned on satisfactory (or better) job performance. If job performance has been satisfactory, the employee will be recommended to be transferred to a Regular employment status.

CONFIDENTIALITY OF PATIENT AND EMPLOYEE INFORMATION

Confidential information is defined as any information found in a patient’s chiropractic record, personal and work-related information in an employee’s personnel record, as well as an employee’s salary. All information relating to a patient’s personal information, care and services, treatment or condition constitutes confidential information. Employees shall never discuss a patient’s chiropractic or medical condition with other personnel, friends or families. Employees shall never furnish phone numbers or addresses of patients or employees. Confidential matters should not be topics for conversation at coffee breaks or in areas where they might be overheard. A patient’s presence in the clinic could also indicate the nature of the patient illness and therefore should not be disclosed without proper authorization. Any unauthorized disclosure by employees could render the clinic liable for damages on grounds of defamation or invasion of right to privacy. Any employee who violates the confidentiality of chiropractic or medical - or employee-related information is subject to serious disciplinary action, up to and including termination from employment.

Curious patients may ask you personal questions about other patients, staff, you, or the doctor. You must firmly, without giving offense, refuse to give information. You could say "I'm sorry, but the doctor-patient relationship is confidential, and we can't give information about other patients." or "I'm not permitted to give information about our staff members (or doctors)." A tactful, courteous refusal will discourage further questioning. Then change the subject. Some patients will query you about their own case. Refer them to their doctor for such information. Don't advise patients, even when they seek your advice on personal matters, since patients tend to identify your every remark with the doctor him/herself.

RELEASE OF PATIENTS' RECORDS AND/OR X-RAYS

All patient records, files, information, and x-rays remain the property of this Clinic. Never at any time is it permissible to give information from our files or x-rays to anyone, including the patient (this includes verbal information, photocopies, or original copies), unless these two steps have been completed: 1) The patient has signed a release form authorizing the release of the x-rays, file, or information. 2) The treating doctor has given permission for the release of the information.

The above applies no matter who is asking for patient records, including the patient, the patient’s insurance company, the patient’s lawyer, etc.

If someone calls to ask about a patient, you must ensure that the person calling is authorized to obtain information on the patient’s behalf and that the patient has signed a release of information form.

CONFIDENTIALITY OF FACILITY OPERATIONS

Discussing facility business within earshot of a patient is forbidden and is grounds for termination or suspension. Any discussion of in-house situations or sensitive operations within earshot of a patient is subject to termination or suspension of the offending employee. It is unfair competition to steal, copy, communicate or transmit an employer’s—current or former—trade secret information. A trade secret is defined as “the whole or any part of any scientific or technical information, design, process, procedure, formula or improvement that has value and that the owner has taken measures to prevent from becoming available to persons other than those selected by the owner to have access for limited purposes.” The following information, in whole or part, is considered confidential or a trade secret of this clinic’s operations: 1. Clinic/facility Operations. 2. Treatment and/or equipment available. 3. Forms, documents, handouts. 4. Policy and Procedures Manuals. 5. Employee Handbooks. 6. Patient information. 7. Staffing Information. 8. Computer Software. 9. Equipment, Property, Supplies. An individual commits a felony by the unauthorized taking, copying or communication of the clinic’s trade secrets. To ensure the day-to-day operations of the clinic, management will exercise its right to seek immediate legal action, injunctive relief, monetary damages or criminal prosecution in the event of any malicious acts, verbal or nonverbal, of the following: 1. Violation of any information considered to be confidential or a trade secret. 2. Computer tampering, including any unauthorized entering, deleting, editing, copying or taking of computer software. 3. Removal of any equipment, property or supplies from the premises. Because all employees have free access to confidential clinic information and trade secrets, in whole or in part, ALL employees will be required to sign an Acknowledgment of Confidentiality of Facility Operations Statement which states, in part, that the

employee has received a copy of, read, understands and agrees to uphold the provisions of this policy. The signed Acknowledgment of Confidentiality of Facility Operations Statement will be kept on file in the employee’s personnel file.

UNPROFESSIONAL CONDUCT

The clinic, like any healthcare facility, must institute certain employee regulations to survive and prosper as a successful business. The clinic simplified its “rules and regulations” as much as possible. Rules are created in response to problems. They make our work less difficult and more enjoyable, while establishing a policy of fairness for all. The clinic expects all employees to be conscientious, reliable and honest; to become proficient in their work in a reasonable amount of time; and to get along with others (e.g., co-workers, supervisors and management, patients, doctors and visitors). The clinic hires quality personnel and needs fewer rules and regulations. However, there are some guidelines that must be followed to assure fair and equal treatment of all employees. Some violations of rules are considered more severe than others. There are a few violations considered so severe that they will result in immediate dismissal. When an employee fails to meet his/her responsibilities or the standards of their job, the Office Manager or Clinic Director may impose progressive disciplinary action including, but not limited to, the following: 1. Verbal counseling. 2. Written reprimand, which the employee signs and is included in their personnel file. 3. Disciplinary probation, during which period of time no wage increases are granted, no benefits are granted, and no paid time off is permitted. 4. Discharge from employment.

Examples of actions which may result in progressive disciplinary action include, but are not limited to, the following: 1. Time misuse including: a) Clocking in or out for another employee or permitting another employee to clock in or out for you. b) Repeated failure to clock in or out. 2. Commencing work before one’s scheduled shift or working beyond one’s scheduled work time without supervisory approval. 3. Absenteeism in excess of two instances in a 12-month period. The Office Manager or Clinic Director retains the right to initiate disciplinary action prior to two instances as the violation relates to clinic needs and the severity of the case.

4. Unfit to perform job duties (e.g., lack of sleep, consumption of alcohol less than eight hours before scheduled shift, personal problems, illness, etc.). 5. Habitual tardiness, or reporting for work after scheduled start time, whether or not excused, in excess of four instances in one year. The Office Manager or Clinic Director retains the right to initiate disciplinary action prior to four instances as the violation relates to clinic needs and severity of the case. 6. Leaving an assigned work area or job during working hours without the permission of your immediate supervisor. 7. Smoking in an unauthorized area. 8. General acts of misconduct, including, without limitation: a) Gambling during working hours or on clinic premises. b) Rudeness or acts of discourtesy to patients, visitors, doctors or other employees. c) Horseplay. d) Sexual Harassment of any employee, patient, doctors, guest or visitor of the clinic. e) Discriminatory conduct in regards to an individual’s race, color, sex, creed, disability and/or handicap.

Employees may be discharged without prior reprimand for gross misconduct including, but not limited to, the following: 1. Insubordination, which includes, without limitation: a) Deliberate refusal to comply with work assignments or instructions. b) Deliberate disobedience of any clinic rule or regulation after it has been specifically called to the attention of the employee. c) Belligerent, defiant, abusive or threatening conduct or speech—directly or indirectly—toward any supervisor and/or other management personnel and/or business operations. 2. Intentional conduct or neglect which results in the risk of injury or actual injury to oneself or another person or damage to property. 3. Distributing literature or other materials in patient care/service areas or during working time, unless the activity has been authorized in writing by the Office Manager or Clinic Director. 4. Possession of pornographic material in any form on clinic premises. 5. Leaving the clinic on personal business without clocking out. 6. Repetition of any action which written reprimand stated would result in discharge. 7. Violation of any clinic safety or security policy.

8. Falsification of any reports, communications or records, including, without limitation: employment applications, personnel records, claims for benefits, time records and patient records. 9. Unauthorized possession, control, use, distribution or sale of drugs, narcotics or controlled substances on clinic property, inside or outside, or being at work or on the property under the influence of drugs or narcotics (except as prescribed by a physician for treatment of an employee’s personal illness). 10. Destruction, defacement, concealment of theft of clinic property, employee property, supplier, visitor or patient property, whether or not such property is actually removed from the premises. 11. Reporting for work under the influence of alcohol, or the consumption of alcoholic beverages on clinic property, inside or outside. 12. Carrying or possession of weapons or explosives on clinic property, whether or not concealed. 13. Divulgence of information about patients, employees, doctors or the clinic/facility without authorization, regardless of intent. 14. Absence of two consecutive work days without proper notification of the proper authority—your immediate supervisor and the Office Manager or Clinic Director. 15. Sleeping in the clinic during work time, break time or lunch break. 16. Conviction of a felony, regardless of time and place of commission. An employee charged with an off-duty felony may be suspended pending the outcome of the criminal prosecution. 17. Threatening or abusing (verbally or physically) any patient, employee, guest or visitor. Failure to immediately report to your immediate supervisor and/or Office Manager or Clinic Director the personal observation of any violation or clinic work rules is neglect of duty and may result in disciplinary actions. Management reserves the right to conduct investigations of alleged employee misconduct. Such an investigation will be undertaken at management’s discretion. This is not an exhaustive list of unprofessional conduct that may result in progressive disciplinary action up to and including termination. Additionally, this policy is considered to be each employee’s first written warning on topics concerning unprofessional conduct.

PROGRESSIVE DISCIPLINARY ACTION

The clinic may, from time to time, be obligated to impose progressive disciplinary action on an employee whose conduct or work performance is not within accepted clinic standards. Examples of acceptable and unacceptable conduct in the workplace are

listed in the Unprofessional Conduct Policy. That policy lists only examples, however, and the employee should be aware that the policy is not all-inclusive. Management reserves the right to determine, at its discretion, what type of progressive disciplinary action is warranted in any given situation. The types of progressive disciplinary actions listed below are not an exhaustive list, and is not intended to create a contract, or any contractual obligation. Except for major offenses (see Unprofessional Conduct Policy and Resignation, Termination, and Discharge Policy), the clinic will usually follow the below listed steps in Progressive Disciplinary Action: 1. Verbal Reprimand. 2. Written Reprimand. 3. Suspension. 4. Termination/Discharge. Management will investigate all violations of clinic policy, rules and/or regulations at its own discretion and impose Progressive Disciplinary Action as it deems fit. Any Progressive Disciplinary Action imposed on an employee will become a part of the employees’ permanent work record. Any Progressive Disciplinary Action taken that an employee feels is excessive or unfair may be appealed to the Office Manager or Clinic Director in writing for review. Appeals should have specific contested points listed for review. Additionally, any employee who receives a written reprimand has the option of providing a statement of his or her own describing their view of the circumstances of the situation or incident concerned. The decision concerning appeals rests with the Office Manager or Clinic Director, and that decision is final.

PAYCHECKS

Hourly employees are paid bi-monthly, on the first and the fifteenth of each month. If, however, either of those days falls on a Saturday, paychecks will be given out on Friday. If payday falls on Sunday, paychecks will be given out on Monday.

Each employee is responsible for completing his/her time card and routing it to the Office Manager or Clinic Director on the last day of the pay period.

If, due to illness, you want someone else to pick up your paycheck, please sign a written note identifying the person to whom it is to be released to, or call the Office Manager.

The law requires our clinic to deduct Federal and State withholding taxes along with Social Security taxes. No check can be distributed to an employee until he/she has signed a W-4 form which declares the number of dependents. Deductions will be made accordingly and will include Federal Withholding, Social Security, State Withholding,

City or County withholding (if applicable), and State Disability (if applicable). These will be itemized with each paycheck.

COMPENSATION

Employee performance will be reviewed periodically, and a written evaluation will be submitted to the Office Manager or Clinic Director. These performance evaluations will be made at three months, 12 months, and each year thereafter, or more often if necessary. Reviews will be held annually on the employee’s anniversary date. The Office Manager or Clinic Director and department supervisor(s) will prepare the evaluation and discuss it with the employee. The employee will be given an opportunity to ask questions and discuss matters of concern. The Office Manager or Clinic Director, department supervisor(s) and the employee will sign the evaluation at the completion of the review. All evaluations become part of the employee’s permanent personnel file. A review of salary and wages may also occur at the review times mentioned above. Salary or wage increases will be in accordance with approved scheduled wages, unless otherwise authorized. Performance evaluations are also important when an employee is promoted, transferred or terminated. Evaluations should be completed promptly and forwarded to the Office Manager or Clinic Director. Pay increases are not automatic; rather, a recommendation for an increase in pay may be made and must be accompanied by the performance evaluation. Increases become effective the first pay period after the tenure date and after the employee’s evaluation and Attendance Record Sheet have been received. The Office Manager or Clinic Director can delay pay increases based on poor attendance, as indicated on the Attendance Record Sheet, or substandard performance. No decision or evaluation will be based on or influenced by any individual’s race, color, religion, sex, age, national origin, disability or handicap. The performance evaluation will be scored and based on the employee’s performance and work quality in the following areas: 1. Execution of job description(s) 2. Compliance with office policy and procedure manual 3. Personal productivity 4. Clinic productivity 5. Dependability/initiative/adaptability 6. Attitude/interpersonal skills

All pay rates are considered confidential between you and the Clinic Director and Office Manager. Because of upsets that can occur, it is advisable not to discuss your pay or salary with anyone other than the Office Manager or Clinic Director.

Overtime Rates It is clinic policy that all overtime must be approved by the Office Manager or Clinic Director in advance of it being worked. If overtime is not pre-approved, the employee may be disallowed those hours and not compensated. Employees who are considered “nonexempt” are entitled to overtime pay at the rate of not less than one-and-a half times their regular pay for any portion of hours worked in excess of 40 hours per single workweek. A single workweek consists of seven consecutive days or 168 hours. If the 40-hour requirement has not yet been met, an employee will not be paid overtime for hours in excess of eight per day, or for work on Saturdays, Sundays, holidays or regular days of rest. Any overtime compensation earned during a specific pay cycle will be paid on the regular payday for the period in which that pay cycle ends. Exempt employees are not entitled to overtime rate.

ABSENCES AND TARDINESS

Good attendance on the part of every employee is essential to the efficient operation of our clinic. It is equally important that you be on time each day and that you remain on the job until the end of your scheduled work shift.

Absences, tardiness, and leaving early not only result in smaller paychecks, but also places an unfair burden upon your fellow employees and makes it difficult to meet the completion and delivery of services to our patients.

We know that there are times when absences and tardiness are unavoidable. When these do occur, prompt notice to the Office Manager or Clinic Director is required.

If your tardiness or absence is unexpected you are required to call the Office Manager or Clinic Director no later than your normal start time on that day to let him/her know when you will return to work. Inability to call the office is not an excuse for non- notification.

Excessive tardiness or absence may result in disciplinary action, up to and including suspension or discharge. During the first 90 days of employment, tardiness and absence are grounds for immediate dismissal.

Punctuality As an employee of this clinic, you are expected to be working at your job by the time designated as your starting hour. If you start at 8:00, you should be able to actually begin your job by 8:00, not arriving or getting set up, but you should be able to begin your job by that time. You are expected to arrive daily on time and not leave for lunch early. You are expected to be back from lunch and working by the designated hour, as well as working up to the time you are scheduled to leave. Because we are in a service business providing care for patients, there may be times that you will be required to stay later than your regularly scheduled shift. If there are circumstances that will not permit

you to stay, you should notify the Office Manager or Clinic Director in advance.

SICK TIME/PERSONAL TIME

All regular full-time employees will be eligible to use sick leave. This benefit will be accrued with a maximum benefit of four days per year or 1.231 hours per pay period. Sick leave begins accruing at hire date; however, none of it may be used until completion of the trial work period. Unused sick leave will not be paid out upon termination of employment. Sick time may be carried over from year to year to a maximum of four days. No further time will be accumulated unless the balance is less than four days. Sick time may be utilized for the employee only. If time off is needed for care of a sick child or other family emergency, then vacation time, personal leave or non-paid time off may be requested. Accrued sick leave may be used as follows: 1. Benefits start on the first day of illness for all regular full-time employees with greater than one year of continuous service, if hospitalized. 2. Benefits start on the second continuous day of illness for all regular full-time employees with less than one year of continuous service. If hospitalized, accrued sick leave may be used for the first day of illness. 3. Paid sick leave will continue until the employee returns to work or the amount of accrued sick leave has been used. 4. A doctor’s certification may be required at the discretion of your immediate supervisor or the Office Manager or Clinic Director as proof of absence due to illness or accident for any time off greater than two (2) days.

Conversion of Sick Time to Personal Time An employee may choose to convert unused accrued sick time to personal time. The conversion rate is as follows:  Two unused accrued sick days to one personal day.  Four unused accrued sick days to two personal days. This may be done once a year to be effective Jan. 1 of the following year. Personal days are to be scheduled with your immediate supervisor or the Office Manager or Clinic Director in accordance with the other requested time-off policies and may be used during the current year.

[alternatively:

All regular full-time employees may have up to 4 personal days per year. These can be used for any reason, including illness, family chores or emergiencies. This benefit will be accrued with a maximum benefit of four days per year or 1.231 hours per pay period. Personal Time begins accruing at hire date; however, none of it may be used until completion of the trial work period. Unused Personal Time will not be paid out upon

termination of employment. Personal Time may be carried over from year to year to a maximum of four days. No further time will be accumulated unless the balance is less than four days. Sick time may be utilized for the employee only. If time off is needed for care of a sick child or other family emergency, then vacation time, personal leave or non-paid time off may be requested. Accrued sick leave may be used as follows: 1. Benefits start on the first day of illness for all regular full-time employees with greater than one year of continuous service, if hospitalized. 2. Benefits start on the second continuous day of illness for all regular full-time employees with less than one year of continuous service. If hospitalized, accrued sick leave may be used for the first day of illness. 3. Paid sick leave will continue until the employee returns to work or the amount of accrued sick leave has been used. 4. A doctor’s certification may be required at the discretion of your immediate supervisor or the Office Manager or Clinic Director as proof of absence due to illness or accident for any time off greater than two (2) days.

LEAVE OF ABSENCE

An employee requesting a leave of absence must complete a request form. Each request for leave will be given individual consideration, and must be routed through the Office Manager or Clinic Director for approval.

Leaves of absence for emergency illness are automatically granted. Requests for leaves of absence for health reasons, other than emergency illness, must be accompanied by a letter from the attending physician, specifying the ailment and the recommended duration of the leave.

Leaves of absence cannot be granted to allow for employment elsewhere. If the employee uses the leave of absence for any purpose other than that stated in the written request, or fails to return to work at the agreed upon time, that employee will be subject to dismissal.

Employees granted leave of absence shall return under the same privileges as enjoyed before such leave of absence as long as the following requirements are met:

a) The employee presents a release from his or her physician. b) That an opening for work does exist at our clinic.

Employees requesting a leave of absence other than for emergency illness must use up all of their available vacation time prior to the start of such leave. Exceptions to this rule may be made at the discretion of management.

The clinic will comply with Federal and State legislation relative to military service.

BEREAVEMENT LEAVE

Regular full-time employees with greater than one year of continuous service may be granted up to two days of paid leave if there is a death in the immediate family. Immediate family is defined as spouse, parent, brother, sister and/or child. One day of paid leave will be granted to attend the funeral of the employee’s mother-in- law, father-in-law, grandfather, grandmother, grandson or granddaughter. However, if you are not a regular full-time employees with greater than one year of continuous service, the funeral leave will not be paid

JURY DUTY

If you are called for Jury Duty, present the notice to your immediate supervisor and the Office Manager or Clinic Director so that you may receive a leave of absence. During your jury duty service, you will receive the difference between your regular straight pay and what you will be receiving from the court for up to five days of jury duty service. It is understood that the employee will return to work the day that said employee is excused from the court, if it is a regular scheduled day of work.

To receive this pay, an employee must provide to the Office Manager a copy of the summons and a record of the amount received for Jury Duty pay.

If an employee is not required to serve on the jury on a particular day or is excused early, the employee must report to work.

DENTAL OR DOCTOR APPOINTMENTS

Due to hardships imposed on maintaining a smooth flow in the office when staff members are absent, it is preferred that dental or doctor appointments be handled before or after work, on a day when the clinic is ordinarily closed, or on your lunch hour. In instances where this is not possible, crisis pay can be used if no less than four (4) working days notice is given to the office manager. Such appointments are to be scheduled on a day when the clinic is least busy.

HOLIDAYS OBSERVED

Paid holidays are a benefit provided by the clinic for eligible employees. The holidays listed below, if they fall within the normal work week and/or hours of operation, are recognized as paid holidays, and eligible employees (i.e. regular full-time) will be compensated for the appropriate number of hours on the following paycheck as if they had worked. If the employee’s scheduled vacation has a holiday within it, then the employee will be paid for the vacation time use only and not both the vacation and the holiday.

To be eligible for Holiday pay, an employee must work his/her regularly scheduled day (shift) before and after the holiday. Holiday pay will be equal to the number of regularly scheduled hours per shift not to exceed eight hours. Employees on leave of absence or sick leave are not eligible for holidays occurring during that respective leave. If an employee is required to work on a paid holiday, he/she will receive pay for the hours worked plus holiday pay (maximum of eight hours). The clinic will be closed on the following holidays: Christmas Day New Year’s Day Memorial Day Independence Day Labor Day Thanksgiving Day Employees who wish to observe any other national, state or religious holiday may do so by submitting a written request to the Office Manager or Clinic Director in advance, but they will NOT receive holiday compensation of wages. Additionally, the requirements of patient care/services come first, and it is up to your immediate supervisor and the Office Manager or Clinic Director as to how many employees may be released for non-paid holiday observances at any one time.

VACATIONS

Annual paid vacation time is a benefit provided by the clinic for eligible employees. An employee becomes eligible when they have completed one year of continuous employment as a regular full time employee. Eligible employees are entitled to the following:

Five days of paid vacation after one year. Ten days of paid vacation after two years. One month written notice is required when an employee wishes to use their vacation time. The Clinic Director and/or Office Manager must approve the requested vacation dates. Preference of vacation dates will be based on seniority. Vacation time does not accrue from year to year. Vacation time is a use-or-lose benefit. Vacation earned in a calendar year must be used within that same calendar year.

Vacation pay is computed on the basis of your regular straight time hourly rate times the normally scheduled straight time hours per day.

Where an employee who is entitled to a vacation in the current year is granted an excused leave of absence by the clinic, such employee must use all available vacation prior to such excused absence. Exceptions to this rule may be made at the discretion of management.

SEMINAR ATTENDANCE

You may be asked to attend certain meetings, seminars, and/or workshops during the course of your employment. These form part of your ongoing education, and can be viewed positively as an opportunity few other jobs provide. Expenses and your time will be paid for required seminars.

Since there is considerable expense involved in sending employees to seminars, it is very important to understand that when sent to a seminar you are expected to attend all the meetings or classes, arriving on time and staying until the end. Time spent in seminars can be considered as an investment in yourself and your future through the increased professional skills, knowledge, and understanding gained through seminar attendance. Also during your training period you may be asked to read some literature, learn vocabulary terms, and listen to training records or tapes.

Occasionally an employee may wish to further his or her job proficiency by attending an optional or non-required meeting or seminar. In these instances the clinic may elect to pay all, part, or none of the expenses involved. Requests of this nature are to be submitted in writing. The degree to which the clinic will assist in expenses of optional meetings or seminars is determined by the availability of funds and by determining how valuable the knowledge gained will be to our organization.

STAFF PHYSICAL EXAMINATIONS AND FAMILY HEALTH CARE

Physical and x-ray examinations are given free of charge by this Clinic to all new staff members. This is to confirm physical fitness for work and to familiarize you with the procedures used on our patients. Staff members, their spouse and children are eligible for care as needed. If you do not have insurance coverage, this is provided free of charge with the exception of orthopedic supplies and vitamins, which will be supplied at our cost. If the care needed is from an auto or work injury, due to legal requirements and obligations this will be documented and the care billed to the appropriate parties. This should be at no expense to you. Other care insurances will be billed. Any care received at no charge should be scheduled during slow patient times, unless emergency treatment is required.

ADDRESSING DOCTORS

To maintain the professional relationship with our patients, all staff doctors will be addressed as "Dr.", for example: Dr. Smith. While in the office the doctors will address one another and refer to one another as "Dr.".

OFFICE APPEARANCE

The visual image we project will have an impact on our patients, as nothing can get a patient down more than a messy or dirty office or treatment room. Therefore, it behooves each and every one of us to keep the office and ourselves neat and clean. This means we must all pick up and clean whenever the occasion calls for it, whether it is in our department or not. A dirty bathroom (or any other office area) suggests laxity to the patient and can undermine his/her confidence in us as professionals.

If you observe a situation that you cannot immediately clean up or rectify, at once call it to the attention of someone who can handle it. Take personal responsibility for your own work area. Keep it neat and clean to the degree that you would always be proud to have someone see it. Clutter, dirt, or dying plants or flowers are not conducive to a health environment.

TELEPHONES

We do not allow personal telephone calls and or visits during work hours. This includes cell phones, text messaging, and emails. These can be done during office breaks. There may be occasional exceptions to this, such as calls to arrange transportation, check on the safety of immediate family, and other important calls may be made. Incoming calls need to be extremely brief and avoided if possible. Incoming calls should be kept to a minimum, restricted primarily to emergency messages. Employees whose work is frequently interrupted by personal calls or visits may be subject to progressive disciplinary action.

Non-emergency personal calls can be handled from a cell or phone booth on your lunch hour or break. Absolutely no personal long distance or toll calls are to be made on office phones. Long distance and toll call phone numbers appearing on the phone bill are checked each month, and unauthorized calls are investigated.

Telephone Messages All telephone messages are to be written down on the telephone message slips located throughout the office. These record books provide a copy of each telephone message which is a "security system" in the event the original message is misplaced. Write down the caller's name, number, and message. If you take the call it is your responsibility to see that the message gets to the proper party promptly. Ask each doctor's preference as to where s/he would like the message posted in her/his treating area or office so that they can easily see and pick up messages between treating patients. If you notice the doctor hasn't picked up his/her messages, or in the event of urgent message(s), hand them to him/her personally. Telephone Answering Telephone courtesy is essential. Incoming calls should be answered by their second ring or before. When you answer the phone, clearly and cheerfully say "Good Morning/Afternoon, Clinic Name, this is ______(your first name)."

Voice How you sound is as important as how you look. Cultivate a pleasant, calm voice and don't use slang or bad grammar in your conversation with patients. The people who visit the doctor's office are ill and sometimes supersensitive to a loud voice. It is especially necessary to speak softly when you are taking down personal information or discussing something of a confidential nature with a patient or co-worker. If someone has trouble understanding you, please do not shout, but speak more clearly and more slowly.

VISITORS

The clinic is not an appropriate place for personal visits. Personal visits should be scheduled after work hours and away from the clinic. Work should not be interrupted by personal visitors. If, however, parents or close relatives should visit, particularly from out of town, show them the clinic, providing scheduling will accommodate a brief absence and permission is received from your immediate supervisor and/or Office Manager or Clinic Director.

HEALTH CARE CLASS

Health Care Classes are given by the doctors for the purpose of educating new patients so that these patients can intelligently participate in their health care program. Each new employee will attend these classes soon after the start of employment so they can understand our services better and be able to answer questions patients may ask from time to time. This class will be regarded as part of your new job training. You will be paid at your hourly rate for time attending the class if it falls outside your normal work hours.

PERSONAL VALUABLES

Our insurance agent has advised us that there is no way we can insure against theft of employees' personal property, and this office can assume no responsibility should such theft occur. Therefore, please refrain from bringing large sums of money or other valuables to work. Employees should take care not to leave their wallets, money or other valuables in their jackets or purses when they hang them up in closets or treatment rooms.

PATIENTS' VALUABLES

We also cannot obtain insurance against theft of patients' personal property. Therefore, please tell patients to keep their purses, wallets, jewelry, and any other valuables with them, and do not permit patients to leave valuables unattended in treatment or reception rooms. It is especially important to remember this if it is necessary to move a patient from one treatment room to another, in particular from the x-ray room to another room. If a patient's personal property is found in a treatment room, make an immediate effort to locate the owner and return the item(s). If you cannot locate the owner, turn the

item(s) in to the lost and found at the Front Desk.

CONVERSATION DURING WORKING HOURS

Conversation with co-workers is to be "business only" during working hours. Negative comments, loud talking, hysterical laughing and giggling, gossiping, or other immature employee behavior have no place in the Clinic as these things may cause upsets to patients and to co-workers. A professional manner is desirable at all times in which we maintain an atmosphere of friendliness and warmth with co-workers and with our patients.

In your conversation with patients, cultivate the "you" attitude by demonstrating a sincere interest in the patients you come in contact with. Radiate an attitude of service and love to the patient. Find something about the patient that you can genuinely like, and compliment them on it. For example, "Your hair looks especially nice." "That is certainly a nice dress." "You have such a nice smile, it makes us glad to see you come in." Such comments, if made sincerely, convey to the patient your interest in them and assists in making them feel welcome and at ease.

OFFICE ATTIRE

Staff members will wear freshly laundered, neatly pressed clothes. Shoes will be clean and polished. Dirty, smudged clothes and shoes will not be tolerated. Make-up should be moderate and in good taste, keeping in mind that the amount of make-up and jewelry used should be appropriate for your work environment. Body piercings are limited to one earring per earlobe. As some of our patients are allergic to perfumes, please limit the use of perfumes and/or colognes.

Doctors can wear a lab coat while treating. Male doctors are expected to wear a tie in the clinic when treating, and should always look professional while in the Clinic, even when not treating.

Staff should not wear blue jeans, sweats, or tennis shoes in the Clinic when patients will be present.

PERSONAL HYGIENE

Attending to personal hygiene is a must. Unpleasant body odors are offensive to patients and to co-workers. A bath or shower and use of an underarm deodorant should be part of your daily preparation for work. See that fingernails are clean and well groomed. Regular dental checkups and proper dental hygiene should be adhered to. Shampoo your hair regularly and set it neatly and attractively. Follow the rules of good health - get plenty of sleep and eat balanced meals. Our purpose in this Clinic is to promote good health, and your personal appearance as a staff member should reflect that image.

Self accountability for personal hygiene is the responsibility of each and every employee. Each employee should follow these basic guidelines to good sanitation habits. Hair Washing—Oily, dirty hair is a magnet for bacteria. Dandruff is undesirable for a patient to see. Please keep your hair clean. Styling and color should be appropriate. Bathing—You must bathe daily. Body odor is offensive to patients as well as the employees you work with. A dirty body is a prime area for bacteria to grow. WEAR WRINKLE FREE CLOTHES. Hand Washing—This is the most important item associated with personal hygiene that you can control. Dirty hands are the number one source of bacteria. You should wash your hands several times during a shift. It is mandatory that you wash your hands properly when you arrive for your shift. You should also wash your hands in any of the following situations: 1. Any time you have had to touch your mouth, ears or hair. 2. After using the restroom. 3. After eating. 4. After any contact with a dirty work area. 7. After sneezing or coughing. 8. Upon arrival (and frequently throughout your work day). 9. If treating patients, between each patient

SMOKING

Smoking is not permitted anywhere in the Clinic. This applies at all times, including after hours. Staff members are discouraged from smoking in their personal time for health reasons. Additionally, our staff is expected to set a good example for health and do all they can to improve their health. If you personally smoke, you should consider quitting as this may be grounds for dismissal. Clinic personnel smoking in any areas other than those designated will be subject to disciplinary action.

FOOD AND DRINKS

Food and drinks are prohibited in patient care areas. Food is allowed only in designated break/rest areas. Drinks are allowed at some stations on a limited basis and only in closed containers at management discretion.

ALCOHOL AND DRUGS

The use of alcohol, drugs, or tobacco is not permitted in the Clinic. Coming to work under the influence of alcohol or illegal drugs or the possession of alcohol or drugs in the clinic will be cause for immediate termination.

There may be times when you have to take prescribed medication. Please let the Office Manager or Clinic Director know what it is you must take. If it causes drowsiness, depression, etc., you may be requested to take a personal or sick day to avoid inefficiency in performing your job.

VARIATIONS OF RESPONSIBILITY

Although you may be hired at this clinic to perform certain tasks, you may be called on at other times to perform other tasks in the clinic. As an employee of this clinic, you will be expected, if called upon, to perform other functions performed in the clinic.

PARKING

There is designated patient parking and staff parking areas. Please park in the appropriate designated spot.

CLINIC MEETINGS

In order to provide an open and constant flow of information between management and staff and to keep all employees informed of all happenings at the clinic, it is our policy that the meetings listed below will be a regular part of clinic operations. These meetings allow for the exchange of ideas, monitoring of quality care and resolution of problems, increasing the effectiveness of clinic operations, and continuing education. Participation is mandatory. If you cannot attend due to illness or vacation, it is your responsibility to get any information regarding the meeting and to familiarize yourself with the topics discussed through communication with the Office Manager or Clinic Director.

The regular may include the following.

1. Patient care meetings. These meetings are made up of the staff involved in direct patient care, the Office Manager or Clinic Director and the chiropractic staff representative. 2. Clinic staff meetings. As scheduling permits, these meetings are tentatively to be held over the lunch hour. This meeting hour will be used to review any new policy changes, information presented at management meetings, general clinic information pertaining to employees and so on. Such meetings are held to provide a sounding board and clearinghouse for problems, information,

suggestions and any policies that might affect the operation of the business, the status of its employees, and patient care. 3. In-service education meetings. These meetings shall include, but are not limited to, a combination of videotapes, lectures, meetings with sales representatives and assigned readings. Employees’ signatures will signify completion of the program. It is the responsibility of the administrator/office manager and/or his/her designee to schedule “in-services”, determine the effectiveness and appropriateness of all topics and training and consult individuals responsible for organization-wide education when necessary. 4. Clinic management meetings. These meetings are made up of the Office Manager or Clinic Director and all supervisors. Topics discussed include operations, patient care, the Performance Improvement Plan, policies and procedures, marketing and promotion of clinic services, clinic budget, clinic staffing, new equipment assessment, increased space assessment and continuing education. 5. Doctor meetings. These meetings are made up of the Office Manager or Clinic Director and staff doctors, to discuss relevant issues and patient care. 6. Business office representative meetings. The Office Manager or Clinic Director, business office representatives and chiropractic staff representative will attend these meetings to promote the efficiency of the clinic by eliminating the need of the business office staff to hunt down doctors every time they have a question concerning insurance claims, patient diagnosis, coding and so on.

SOCIALIZING WITH PATIENTS

We believe that socializing with our patients after working hours could weaken the doctor-patient relationship and could be detrimental to the patient's progress and the control necessary to get that patient well. While we realize that there is no way to prevent socializing with patients, we do discourage it. We ask that you exercise discretion in keeping your social life separate from your business life and realize that socializing with our patients after working hours, if any, should be very discreet and certainly very selective.

In the event one of our patients wishes to socialize with another patient and asks you to reveal the phone number or address of another patient, politely refuse and explain that our patient files are confidential and you are not permitted to give out patient phone numbers or other patient information.

STAFF PROPOSALS

From time to time staff members may feel a change in job procedure or office policy will improve Clinic efficiency or morale. The staff member may then submit a staff proposal or a solution or plan for a more workable idea. Staff proposals must include specific facts and not personal judgments or generalities. The facts, which include time, place,

event, etc., are to be submitted in duplicate to the Office Manager or Clinic Director. It will then either be approved or disapproved or it will be sent back to you for more information or clarification.

Employees should at all times be aware that management ONLY has the authority to change policy or procedure. All jobs and procedures MUST be performed according to office policy and job description, and an employee cannot change any policy, job procedure or stop doing some part of his or her job simply because he or she thinks it would be easier or work better. Staff members can change policy only through the proper channels or through Staff Proposal forms.

If a staff proposal is approved, the matter approved will be worked out in detail and put into effect by the executive having approved it. Upon approval, make sure the change is noted in your job description summary if this change is going to alter your job procedure.

SOLICITATION

Unauthorized sales solicitation is not permitted in our Clinic as this can interrupt our service to our patients. You are asked to exercise caution in the event salespersons selling candy, office supplies, jewelry, etc., enter the Clinic, especially those who tend to loiter or wander about. Explain politely to anyone of a suspicious nature that we cannot permit sales soliciting in our Clinic, ask them to leave a card or brochure and we'll call if we are interested in their products, and ask them to leave. If they give you any trouble, immediately ask the Office Manager or one of the doctors to assist you in getting the person(s) to leave.

Telemarketing Our clinic does not review or purchase any products or services over the telephone. If a telemarketer calls, advise them that our clinic makes purchasing decisions based on written information only, and that they can mail any information to the clinic.

Because of many fraudulent telemarketing schemes, under no circumstances should you give a telemarketer or “vendor” information about clinic equipment, including equipment model types and numbers.

CLINIC EQUIPMENT

Our clinic has invested thousands of dollars in equipment which is designed to enable you to do your work more efficiently and to serve our patients better.

Your cooperation in the care and use of this equipment is essential. You are expected to know the proper usage of each piece of equipment. Manuals are available explaining each one.

Equipment must be maintained in a safe, workable condition at all times. Please notify

the Office Manger/Clinic Director if any of our equipment is defective so that repairs can be made.

Copying Machines Before using for the first time, read instructions or ask a staff member to show you how the machine operates. Find our where supplies are kept. See that supplies are kept neatly and in order.

The Clinic copying machines are for Clinic use only, and personal use is not permitted. If a unique situation arises wherein you need to make copies of something for your personal purposes, and you don't have access to a copier, you can make copies for 10 cents per copy.

EQUIPMENT MAINTENANCE AND REPAIRS

From time to time machines that are used in the performance of your job such as typewriters, adding machines, etc. will malfunction. Whenever this occurs, the following should be done immediately in order to assure that staff time is not wasted.

1. Determine if the equipment is plugged into a working wall socket. 2. Is the malfunction caused by a blown fuse or circuit breaker? 3. Can it be fixed with a slight adjustment? 4. Is there anyone in the office who would know what the problem is and how to fix it? 5. If none of the above applies, you are to immediately notify the Office Manager or Clinic Director who will have the equipment serviced. Most of our equipment is under a service contract. There is no need for any piece of equipment to remain malfunctioning for any length of time. Therefore, do not allow yourself to be held up in your job performance by faulty equipment. Handle it per the above at once.

REPAIRPERSONS, INSPECTORS, DELIVERYPERSONS

We ask that you exercise caution at all times in regard to the above persons. If someone arrives at the Clinic or calls the Clinic to say they are coming in for some purpose, be sure to check with the Office Manager or Clinic Director to confirm that their visit is authorized.

Never admit anyone to the Clinic premises or release Clinic machines or equipment to anyone without finding out whether or not such actions have been authorized by management. Anyone claiming to be an "Inspector" of any kind must show their identification and be cleared by the Office Manager or Clinic Director before being allowed to enter Clinic premises.

MERCHANDISE DELIVERIES

Refer all deliveries to the Office Manager. Please do not accept deliveries before they have been verified.

These procedures are to be followed by any staff member receiving a delivery:

1. Ask delivery person for a packing slip or delivery receipt. Please be sure the receipt shows from what company the merchandise was received. Sign your name and the date on it. Route the slip to the Office Manager. 2. If no delivery receipt is available, indicate on a piece of paper that a delivery was received on date, from company name, and your name. 3. Advise the Office Manager the merchandise has arrived, and place delivery notice in the Office Manager’s mailbox or give it to deliver it personally. All delivery receipts and notices must be saved.

REQUISITION SLIPS AND ORDERING SUPPLIES

The purpose of the requisition slip is to have a written notice of supplies to be ordered to submit to the Office Manager. This avoids the confusion of making verbal requests to a person who has his or her attention on something else and also enables us to streamline our supply ordering procedures. Therefore, all supplies must be requested on a requisition slip or put in writing to the Office Manager or Clinic Director.

1. Be sure to specify how many, what size, what kind, and what brand. Include any information which will enable us to order what you need without having to contact you to ask you more questions about it. If you have any descriptive literature, catalogs or order forms for what is needed, it is helpful and a real time-saver to have them attached to the requisition slip. 2. Fill in all the appropriate information on the requisition slip. If you don't know the information, indicate that. Indicate form number or model number, if any. 3. If you are requesting a printed form, attach a sample of the form to the requisition slip. If the printed form is to be copied by the printer, make sure it is a good clean copy and DO NOT WRITE ON THE FORM OR STAPLE IT. Remember, for forms that must be photographically reproduced, it is imperative to save one good, clean, unmarked copy for re-order purposes. Each work area using printed forms will keep a file with sample copies of each for re-order reference. 4. If several items are to be ordered from one supplier, group all of them on one requisition slip. For example, if five different forms are to be ordered from Acme Specialties, attach samples of the five forms to one requisition slip and indicate how many are needed of each. Stationary supplies should be grouped together on one requisition slip. Supplies that can be ordered from one supplier should be grouped together on one requisition slip. 5. If you notice a necessary item is missing or has been missing for some time from

an area you are not responsible for, note this on a requisition slip and give it to the Office Manager. If you feel some item would be helpful in any area or would benefit the Clinic, note it on a requisition slip as a "suggestion".

FOLLOW POLICIES AND PROCEDURES

Each employee is expected to follow the policies and procedures of the office. A certain amount of time will be permitted for the employee to become competent at the procedure. Training should be requested by the employee if necessary. Failure to follow polices or perform procedures competently may result in demotion or termination.

CHANGE OF ADDRESS, PHONE NUMBER, OR NAME

Personnel files are kept on each staff member for personal tax status, phone numbers, commendations, reprimands, etc. You are required to keep the clinic informed, in writing, on changes of any of the following:

1. Name 2. Phone Number 3. Address 4. Marital Status 5. Number of Dependents

DEMOTION

An employee can be demoted at the discretion of the Office Manager or Clinic Director when the employee is unable to perform the duties listed in his or her Job Description effectively. Demotion can also be an alternative to termination in selected cases, as a means of disciplinary action. If the Office Manager or Clinic Director offers demotion to an employee as an alternative to termination and the employee rejects the demotion, termination of employment is automatic.

RESIGNATION, TERMINATION AND DISCHARGE

Resignation Should an employee decide to end his or her employment, we request advance notice of one month for all clinic managers/supervisors and registered/licensed personnel. All other employees are requested to give two weeks notice. Upon receiving a voluntary resignation notice from an employee, management reserves the right to allow the employee to continue employment through their date of resignation or to accept the date of notice as the employee’s last date of employment. Resignation should be

submitted in writing to the Office Manager or Clinic Director. If notice of resignation is not received as requested, an employee will be deemed not to have resigned in good standing and therefore will not be eligible for re-employment.

Termination Termination may be initiated by management for non-disciplinary reasons including, but not limited to, the following: 1. Completion of work assignment (temporary employee). 2. Reduction in work force. a) Position abolished and the employee cannot be transferred to another position. b) Decreased work load or change in work assignments.

Employees terminated for any of the above reasons may be deemed to have been terminated in good standing and are eligible for re-employment.

Discharge Discharge is immediate dismissal by the clinic for misconduct. No advance notice is given, and terminal pay covers only the time actually worked prior to discharge.

Accrued Vacation Time Accrued vacation time will be compensated according to clinic policy in force at the time of termination. Any compensation due to the terminated employee as a result of accrued vacation time will be included in the final paycheck and will also be listed on the pay stub separately from wages due. In the case of an employee discharged for gross misconduct, all compensation that may be due for unused vacation time is forfeited.

EMAIL, INTERNET USAGE, CELL PHONES

Voice mail, email, and Internet usage assigned to an employee's computer or telephone extensions are solely for the purpose of conducting Clinic business. Some job responsibilities at the Clinic require access to the Internet.

Internet Internet use, on Clinic time, is authorized to conduct Clinic business only. Internet use brings the possibility of breaches to the security of confidential Clinic information. Internet use also creates the possibility of contamination to our system via viruses or spyware. Spyware allows unauthorized people, outside the Clinic, potential access to Clinic passwords and other confidential information.

For this reason, and to assure the use of work time appropriately for work, we ask staff members to limit Internet use.

Email Usage at Clinic Email is also to be used for Clinic business only. Clinic confidential information must not be shared outside of the Clinic, without authorization, at any time. You are also not to conduct personal business using the Clinic computer or email.

Please keep this in mind, also, as you consider forwarding non-business emails to associates, family or friends. Non-business related emails waste Clinic time and attention.

Viewing sexual material via email can be considered sexual harassment and will be addressed according to our sexual harassment policy.

Emails That Discriminate Any emails that discriminate against employees by virtue of any protected classification including race, gender, nationality, religion, and so forth, will be dealt with according to the harassment policy.

These emails are prohibited at the Clinic. Sending or forwarding non-business emails will result in disciplinary action that may lead to employment termination.

Clinic Owns Employee Email Keep in mind that these services are assets of the Clinic. The Clinic owns any communication sent via email or that is stored on Clinic equipment. Management and other authorized staff have the right to access any material in your email or on your computer at any time. Please do not consider your electronic communication, storage or access to be private if it is created or stored at work.

Cell/Mobile Phones Cell or mobile phones may not be used during work hours. Their ringers should also be turned off. Staff may use them during breaks but should not be a distraction for other staff or patients. This includes texting as well. The exception might be a family emergency.

CONCLUSION

We hope that you find this Employee Manual informative concerning the policies, work rules, and benefits at SAMPLE Chiropractic. We are all part of a team, working together to service our patients with quality services. This, we feel, is the best job security that any of us can have.

In our mind, the only challenges that cannot be resolved are those we do not know about. Accordingly, we welcome your ideas suggestions, or dissatisfactions concerning

the operation of our clinic.

We are certain that it is this type of team work which will result in the continuing development of our business as a strong, growing and prosperous enterprise through which we all can mutually benefit.

I ATTEST THAT I HAVE READ AND UNDERSTOOD THE SAMPLE CHIROPRACTIC EMPLOYEE HANDBOOK AND WILL DO MY BEST TO ADHERE TO IT.

______Employee Signature Date

______Witness Signature Date