Employee Handbook
Premier Pediatrics LLC
Modified August 03, 2015 TABLE OF CONTENTS
INTRODUCTION About Us Premier Pediatrics Mission Statement Employee Mission Statement
EMPLOYMENT POLICIES Introductory Period Personnel/Employee Files Personnel and Date Changes At-Will Employment Immigration Law Compliance Equal Employment Opportunity Employer Reasonable Accommodations
ANTI-DISCRIMINATION, ANTI-HARASSMENT, & ANTI-RETALIATION Policy Prohibiting Harassment, Discrimination & Retaliation Reporting/Investigation of Discrimination, Harassment & Retaliation Confidentiality of Investigations
SOLICITATIONS, DISTRIBUTIONS & USE OF BULLETIN BOARDS
CONFIDENTIALITY & NON-DISCLOSURE OF PREMIER PEDIATRICS INFORMATION/TRADE
SECRETS & ETHICAL OBLIGATIONS Ethical Standards/Conflict of Interest Off Duty Conduct Outside Jobs Gifts & Entertainment
EMPLOYEE STATUS Classification of Employees
WORK SCHEDULES & PAID & UNPAID LEAVES Attendance & Punctuality Rest, Meal, Lactation or Other Breaks Paid Time-Off Holidays Military Leave Return From Military Leave Domestic Violence Leave Breavement Leave Voting Jury & Witness Duty Workers’ Compensation & Return to Work Severe Weather Policy
COMPENSATION & BENEFITS Payment of Salary Bonuses Overtime Pay Payroll Corrections Time Records/Time Clocks Insurance Benefits EMPLOYEE CONDUCT & WORK RULES General Policy No Copying or Removal of Files or Premier Pediatrics Information
Prohibition Against Workplace Violence
2 Telephones Professional Appearance Standards Substance Abuse Searches Smoking
COMMUNICATIONS/E-MAIL/INTERNET/INTELLECTUAL PROPERTY No Expectation of Privacy Social Media & Social Networking Monitoring of Computer Usage Prohibited Computer/Internet Related Activities
HOUSE KEEPING, FOOD AND BEVERAGES, SAFETY & HEALTH AND SECURITY REMINDER
RESIGNATION & SEPARATION Return of Premier Pediatrics Property References Premier Pediatrics Policies Surviving Post-Separation
RECEIPT AND ACKNOWLEDGMENT
INTRODUCTION
In any organization, it is necessary to have written policies, procedures and general rules of behavior to serve as guidelines for all. It is also important to know what Premier Pediatrics LLC (“Premier Pediatrics”) does for you. You will find that this Handbook explains much of what you may expect from Premier Pediatrics, as well as much of what will be expected of you. This Handbook replaces any and all earlier personnel handbooks, policies and procedures, and memoranda, whether written, oral or established by practice. Individual written employment contracts may supersede some of the provisions of this Handbook.
There are several things that are important to keep in mind about this Handbook. First, it contains only general information and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. For that reason, if you have any questions concerning eligibility for a particular benefit, or the applicability of a policy or practice to you, you should address your specific questions to your supervisor or to Premier Pediatrics President. Neither this Handbook nor any other Premier Pediatrics document confers any contractual right, either express or implied, to remain in Premier Pediatrics’ employ. This Handbook does not guarantee any fixed terms and conditions of your employment. Your employment is not for any specific time and may be terminated at will, with or without cause and without prior notice, by Premier Pediatrics, or you may resign for any reason at any time. No supervisor or other representative of Premier Pediatrics LLC, except for Premier Pediatrics’ President, has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the above.
This Handbook and the information in it should be treated as confidential. No portion of this Handbook should be disclosed to others, except Premier Pediatrics Employees and others affiliated with Premier Pediatrics whose knowledge of the information is required in the normal course of business.
Business needs are constantly transitioning and changing. Premier Pediatrics reserves the right to modify, revise, revoke, suspend, terminate or change any or all such plans, policies, procedures, or benefits, in whole or in part, with or without notice at any time. The content of some items contained in this
3 Handbook may not be current. As policies, procedures, rules and benefits change, Premier Pediatrics will make efforts to communicate them to you in as thorough and timely manner as possible or as required by law. You should always check with Premier Pediatrics’ President your supervisor for the most current policies and procedures, as the current policies may not be the ones presented here.
Premier Pediatrics’ benefit plans, if any are offered, are defined in legal documents such as insurance contracts, official plan texts, Summary Plan Description (SPDs) and trust agreements. This means that if you are offered benefits by Premier Pediatrics and if a question ever arises about the nature and extent of the plan benefits and/or coverage, or if there is conflicting language (verbal or written), the formal language of the plan documents govern. Plan documents, if applicable, are available for your inspection. ABOUT US
Premier Pediatrics LLC is a first-class, comprehensive medical center that offers a wide range of quality medical services from newborn to late adolescence. Our Vision: Is to provide the best care within the shortest time frame, by the highly qualified personnel who are happy to be on our team. Nothing less than 100% is our goal.
Our Mission: Healing and helping our future with love, respect and expertise.
Our Core Values : P - Patient First R - Responsiveness E - Excellence M - Memorable I - Individuality E - Efficiency R - Reliability
EMPLOYEE MISSION STATEMENT
Employees must be dedicated to remaining educated regarding their roles at Premier Pediatrics, and about the services provided by Premier Pediatrics to its clients.
Employees will make an ongoing effort to understand the goals that have been set for them and will follow those goals as closely as possible.
Employees will be punctual and focused while at work.
Employees will keep personal interference with job functions to a minimum.
Employees will communicate openly and professionally with Premier Pediatrics’ management team, with co- workers, and with clients.
Employees will satisfy customer expectations through quality service, in a manner which will encourage long term customer relationships.
EMPLOYMENT POLICIES Introductory Period
An introductory period of ninety (90) days applies to all new Employees. A formal performance evaluation may be conducted at the end of ninety (90) days to determine if an Employee is meeting the requirements for the position. At that time, an Employee’s introductory period may be extended, removed, or separation from Premier Pediatrics may occur. If an Employee is separated from Premier Pediatrics for any reason during the introductory period, the Employee will not be eligible for unemployment benefits.
4 If at any time during this process you have questions, you are encouraged to talk to your supervisor. All employment, both during and after the introductory period, is at-will, and the completion of the introductory period does not confer any rights for continued employment. Personnel/Employee Files Employee files are maintained by Premier Pediatrics and are considered confidential. Supervisors and the Executive Team may have access to personnel file information on a need-to-know basis. Employees have no right to access their personnel/employee files. As an Employee of Premier Pediatrics you have no right to view, add, or remove any documents in your personnel file.
Personnel and Data Changes
It is the responsibility of each Employee to promptly notify Premier Pediatrics of any changes in his or her personnel data. Information related to an Employee’s educational or licensure information must be kept accurate and current.
If you dispute any information Premier Pediatrics may have provided to any of its third party vendors, please advise Premier Pediatrics as to the specific nature of your dispute. Premier Pediatrics will investigate your complaint, and if the complaint is relevant and not frivolous, within thirty days of the receipt of your complaint, Premier Pediatrics will provide you with information regarding the results of the investigation. If necessary, Premier Pediatrics will contact its third party vendors to correct erroneous information.
At-Will Employment
All Employees of Premier Pediatrics are at-will Employees. Accordingly, this means that either you or Premier Pediatrics may end the employment relationship at any time, for any reason, with or without cause. No person at Premier Pediatrics except Premier Pediatrics’ President has authority to enter into any employment agreement with you. Nothing anywhere in this Handbook alters the at-will employment relationship. Nothing in this Handbook, or verbal or written statements made to the employee or any other personnel document, including benefit plan descriptions, creates or is intended to create a promise or representation of continued employment, employment in a specific position, or employment at a specific rate of pay.
Equal Employment Opportunity Employer
Premier Pediatrics provides equal employment opportunities to qualified persons without regard to race, sex, religion, national origin, disability, age, marital status, pregnancy, sexual orientation, veteran status, genetic information or make-up, or any other protected category enumerated by applicable local ordinance, state law, or federal law.
Immigration Law Compliance
Under the Immigration Reform and Control Act (IRCA) ,employers are prohibited from employing workers who are not authorized to work in the United States .IRCA also requires employers to take certain steps ( i. e completing form I-9 ) to ensure that newly hired employees are eligible to work. We are committed to only hiring individuals who are authorized to work in the United States.
Reasonable Accommodations
It is recognized that prospective or current Employees may experience either a temporary or permanent impairment which may impact the Employee’s ability to perform any, or all of the essential requirements of their job duties. Premier Pediatrics will engage in a dialogue with Employees who have impairments to discuss the essential functions of the job and Premier Pediatrics’ ability to accommodate the Employee. Employees who fail to engage in this interactive dialogue impair Premier Pediatrics’ ability to engage in productive discussions about accommodating the Employee’s needs.
5 Anti-Discrimination, Anti-Harassment & Anti-Retaliation
Premier Pediatrics expressly prohibits discrimination, harassment and retaliation based on race, sex, religion, national origin, disability, age, marital status, pregnancy, sexual orientation, veteran status, genetic information or make-up, or any other protected category enumerated by applicable local ordinance, state law, or federal law.
Premier Pediatrics’ policies regarding anti-discrimination, anti-harassment and anti-retaliation apply to applicants and Employees and prohibit harassment, discrimination and retaliation whether engaged in by co-workers, by a supervisor or manager, or by someone not directly connected to Premier Pediatrics such as outside vendors, consultants, professional colleagues or clients. Premier Pediatrics will not tolerate any attempts of retaliation against an Employee who raises a sincere and valid concern regarding harassment or discrimination. Anyone engaging in discrimination, harassment, or retaliation is subject to disciplinary action up to and including termination.
As used in this policy, the term “harassment” refers to conduct relating to or targeting a person’s race, sex, religion, national origin, disability, age, marital status, pregnancy, sexual orientation, veteran status, genetic information or make-up, or any other protected category. Harassment that is forbidden by this policy can take several forms, including but not limited to:
• Unwanted sexual advances, whether verbal or physical in nature.
• Offering employment benefits in exchange for sexual favors.
• Making or threatening reprisals after a negative response to harassment.
• Visual conduct such as leering, making sexual gestures, displaying or distributing sexually suggestive objects or pictures, cartoons or posters, making derogatory comments, epithets, slurs, or jokes.
• Physical conduct or threat of physical conduct, such as touching, assault, or impeding or blocking movements.
Premier Pediatrics prohibits retaliation against Employees who make complaints about any real or reasonably perceived illegal policies, practices, or activities.
An Employee should follow Premier Pediatrics’ complaint procedure and immediately bring to the attention of Premier Pediatrics President the activity, policy, or practice that the Employee believes is in violation of the law. The Employee must allow Premier Pediatrics a reasonable opportunity to correct the practice, policy or activity.
Premier Pediatrics will not discriminate or take retaliatory action against an Employee because the Employee has:
disclosed or threatened to disclose to an appropriate government agency, under oath, in writing, an activity, policy or practice of the employer that is in violation of a law, rule, or regulation;
provided information to, or testified before, any appropriate governmental agency or person conducting an inquiry regarding the violation of a law, rule, or regulation by the employer; or,
6 Objected to, or refused to participate in, any activity, policy, or practice of the employer which is in violation of a law, rule, or regulation.
Premier Pediatrics will not discriminate or take retaliatory action against any Employee because the Employee has taken authorized medical leave, military leave, or used any Premier Pediatrics benefit.
Reporting/Investigation of Discrimination, Harassment & Retaliation
Premier Pediatrics requires the reporting of incidents of discrimination, harassment or retaliation, regardless of the offender's identity or position. Individuals who believe they have experienced or witnessed discriminatory, harassing, or retaliatory conduct must report such conduct to Premier Pediatrics’ President.
Anyone who believes he or she is being subjected to discrimination, harassment, or retaliation or who has witnessed such conduct must report the conduct to Premier Pediatrics’ President. Premier Pediatrics will use an internal investigation process to respond to any such complaints.
Premier Pediatrics will not retaliate against victims or witnesses for good faith participation in an investigation. Anyone who knowingly fails to report an incident of discrimination, harassment, or retaliation may be subject to disciplinary action, up to and including termination. Anyone who reports a claim of discrimination, harassment or retaliation and refuses to participate in an investigation of such claims may be subject to disciplinary action, up to and including termination.
Confidentiality of Investigations of Harassment, Discrimination & Retaliation
Reasonable efforts will be made to protect the privacy of the individuals involved in a harassment, discrimination and retaliation complaint and investigation. In many cases, however, Premier Pediatrics' duty to investigate and remedy harassment, discrimination or retaliation makes absolute confidentiality impossible. Premier Pediatrics will try to limit the sharing of confidential information with Employees to a need to know basis. Employees who assist in an investigation are required to maintain the confidentiality of all information they learn of or provide. Violation of confidentiality can result in discipline, up to and including termination.
SOLICITATIONS, DISTRIBUTIONS, AND USE OF BULLETIN BOARDS
Employees may not solicit any other Employee during working time for personal ventures, for the purchase of products, to join in any activity or organization, nor may Employees distribute literature in work areas at any time. Persons not employed by Premier Pediatrics may not solicit Premier Pediatrics’ Employees for any purposes on premises.
Bulletin boards maintained by Premier Pediatrics are to be used only for posting or distributing notices containing matters directly concerning Premier Pediatrics business, and announcements of a business nature that are equally applicable and of interest to Employees.
All posted material must have prior authorization from the President of Premier Pediatrics. All Employees are expected to check these bulletin boards periodically for new and/or updated information and to follow the rules set forth in all posted notices. Employees are not to remove or alter material from the bulletin boards without prior approval from Premier Pediatrics’ President.
7 CONFIDENTIALITY AND NON-DISCLOSURE OF PATIENTS, PREMIER PEDIATRICS INFORMATION/ TRADE SECRETS AND ETHICAL OBLIGATIONS
HIPAA
Premier Pediatrics employees must ensure the privacy of Protected Health Information (PHI) of our patients and follow established HIPAA guidelines. HIPAA violation is a serious crime and will result in discipline up to and including termination.
Ethical Standards/Conflict of Interest
Premier Pediatrics believes in conducting business activities with integrity, fairness, and in accordance with the highest possible ethical standards. As an Employee, you enjoy the benefits of Premier Pediatrics’ reputation in the community and are obligated to uphold Premier Pediatrics’ ethical standards in every business activity.
Exactly what constitutes a conflict of interest or an unethical business practice is both a moral and a legal question. Premier Pediatrics recognizes and respects your right to engage in other activities outside of your employment that are private in nature and do not in any way conflict with or reflect poorly on Premier Pediatrics. Premier Pediatrics reserves the right, however, to determine when an Employee’s activities reflect poor judgment or represent a conflict of Premier Pediatrics’ interests; Premier Pediatrics further reserves the right to take whatever action is necessary to resolve the situation, including but not limited to termination.
If you are ever in doubt whether an activity violates Premier Pediatrics’ ethical standards, may be a conflict of interest, or may compromise Premier Pediatrics' reputation, please discuss it with your supervisor, Premier Pediatrics’ President prior to engaging in such activity.
Off Duty Conduct Employees are expected to conduct their personal affairs in a manner that does not adversely affect Premier Pediatrics’ integrity, reputation or credibility. Off duty conduct that adversely affects Premier Pediatrics’ legitimate business interests or the Employee’s ability to perform his or her work will not be tolerated and may result in discipline up to and including termination. If an Employee is terminated due to off duty conduct that impact’s the Employee’s job at Premier Pediatrics, the Employee may be denied unemployment compensation benefits.
While Premier Pediatrics does not seek to interfere with an Employee’s off duty conduct, certain types of off duty conduct may interfere with Premier Pediatrics’ legitimate business interests. Engaging in social media activities, including but not limited to posting information on Facebook, Twitter, LinkedIn, that violate Premier Pediatrics’ policies and ethics may result in discipline up to and including termination.
Outside Jobs
Premier Pediatrics discourages Employees from holding other jobs as Premier Pediatrics expects the full attention and efforts of its Employees. Any Employee found to be working in any capacity for a competing medical practice without having obtained prior written permission to do so from Premier Pediatrics’ President will be immediately terminated.
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8 Gifts & Entertainment
Business connected social contacts on a limited basis can be in the best interest of Premier Pediatrics when properly conducted. Entertainment which would likely result in a feeling of expectation of personal obligation should not be extended or accepted. Entertainment, hospitality or gifts from any business entity doing or seeking to do business with Premier Pediatrics are discouraged and any gifts exceeding $100 in aggregate value per year must be declined or relinquished to Premier Pediatrics’ President . This includes but is not limited to meals, sports tickets, or liquor. Premier Pediatrics’ President must approve any exceptions to this policy in advance of acceptance.
EMPLOYEE STATUS Classification of Employees
The Fair Labor Standards Act (FLSA) has provided rules to employers for determining if an Employee is eligible to receive overtime. This determination is based on the Employee’s job classification/position. Employees are classified as either exempt or non-exempt for the purposes of paying overtime. An exempt Employee is not paid overtime, does not earn an hourly minimum wage, or both. Non-exempt Employees are eligible for overtime for all hours worked over 40 hours per week and must be paid at least the hourly minimum wage set by law.
Employees are also classified as full-time, part-time, or temporary. Eligibility for benefits, if offered, is based on these specific categories. Any Employee who regularly works more than 37.5 hours per week is considered a full-time employee; any employee who works less than 37.5 hours per week is considered part-time Employee. Part-time Employees are not eligible for benefits from Premier Pediatrics. A temporary Employee is one who is hired or assigned for a specific length of time or job assignment; temporary Employees are not eligible for benefits offered by Premier Pediatrics. Premier Pediatrics’ contribution towards insurance premiums, if any, may differ based on longevity of employment with Premier Pediatrics. Premier Pediatrics reserves the right to modify, revise, revoke, suspend, eliminate or change Premier Pediatrics’ contribution, if any, towards insurance premiums with thirty days prior notice.
WORK SCHEDULES & PAID LEAVES
Attendance & Punctuality**** Premier Pediatrics has an obligation to our patients, families and their needs. Our employees play a significant role in the overall success of our practice. Absenteeism and Tardiness affects the entire practice by not allowing us to work on schedule budget and limits our ability to provide exceptional care to our patients.
Every employee is expected to be at their work station at the time they were scheduled to arrive. Tardiness is defined as arriving after your scheduled arrival time. When an employee arrives late it causes a burden to coworkers and to Premier Pediatrics. Tardiness is not acceptable; employees who arrive late excessively are in violation of this policy and are subject to disciplinary action up to and including termination.
Although Premier Pediatrics understands that emergency situations such as unforeseen or unexpected illness or other extenuation circumstances may arise in their employee’s personal life, it is the responsibility of each employee to report to work when scheduled. Absenteeism directly affects the operations of our practice and limits our ability to provide exceptional care to our patients.
9 Unexcused absence- Calling out when scheduled-for any reason. If out for more than 2 consecutive days a Dr’s note may be required to hold your position or to return to work. Failure to provide a Dr’s note if required by management, could result in discipline up to and including termination.
No Call No Show- This is unacceptable and will be considered a voluntary resignation of employment and may result in immediate termination with Premier Pediatrics
Excused absence- A prearranged- preapproved scheduled absence
Rest, Meal or Other Breaks ****
Employee working 8 hrs a day takes 1 hr unpaid lunch break, those who work between 5-8 hrs takes 30 min unpaid break, those who work less than 5 hrs may take 30 min unpaid break if desired. Lactating mothers may take up to 20 min paid break for lactation needs. If any of the employees child is sick and being seen by our office and it’s required for collection of history of illness the mother may take up to15 min unpaid break to be in the exam room with the child . During unpaid meal breaks employees are required to be fully relived from all duties and are required to inform about the break if he or she has been requested to perform a work unknowingly. Employees must punch out and punch in during meal break or other breaks lasting > 20 min. While on meal breaks employees must leave their work area. You may utilize the provided break room or leave the premises. Employees should not use their work stations to observe their allotted rest time because it can be distractive to fellow coworkers who are assigned tasks or duties during this time.
Vacation (Paid Time Off):
Paid Time Off or "PTO" is given in recognition of service with Premier Pediatrics as well as to provide Employees with time off to relax, for illness, for general well being and/or participate in outside activities. All regular, full-time Employees are eligible for paid time off in accordance with the schedule provided by Premier Pediatrics provided below. Premier Pediatrics reserves the right to change the amount of PTO given to each Employee.
PTO must be accrued before it is used. All regular full-time employees will accrue PTO benefits at the rate described below:
After completion of 1 year of eligible service, which includes the ninety (90) day introductory period, the employee is entitled to earn up to 5 days of PTO each year.
After completion of 4 years of eligible service, the employee is entitled to earn up to 10 days of PTO each year. Executive or management level PTO may be modified at the discretion of Premier Pediatrics’ President.
A minimum of four-week notice of an employee’s request for PTO must be given or else PTO leave may not be approved. If the employee chooses to take PTO leave that has not been approved, Premier Pediatrics’ job abandonment policy will apply.
Premier Pediatrics has a policy of not providing wages in lieu of PTO, though there could be exceptions in individual cases.
PTO will be integrated and/or simultaneously used with Workers’ Compensation Insurance and Workers’ Compensation leave, with any military leave, with Family Medical Leave Act leave, if applicable, or any other leave policy. Exceptions to this policy will be considered on a case by case basis. Such leaves will run simultaneously until all PTO leave is exhausted so that an employee will receive up to, but no more than, one hundred percent (100%) of his or her rate of pay.
10 PTO will be approved at Premier Pediatrics’ discretion based on factors such as business needs, availability and seniority. Employees should avoid financial commitments, such as the purchase of airline tickets, prior to receiving Premier Pediatrics’ approval for PTO leave. Unused PTO leave will not be paid at termination, whether such separation is voluntary or involuntary. PTO leave cannot be used during or simultaneous with the required two (2) week notice.
Holidays
Eligible Employees who have successfully completed their ninety (90) day introductory period may receive pay at the discretion of Premier Pediatrics for Premier Pediatrics’ recognized holidays. Premier Pediatrics will observe the following holidays and close the office if any of these holidays fall on a weekday:
New Year’s Day - January 1 Memorial Day Independence Day - July 4 Labor Day Thanksgiving Christmas Day - December 25
If New Year’s Day , Independence Day or Christmas Day occurs on weekends Premier Pediatrics will pay employee for 1 additional day or give employee a paid day off depending on schedule.
Employees must work a full scheduled day the day before and after Premier Pediatrics’ scheduled holiday in order to be eligible to receive pay. Employees are not allowed to take a day off before or after the holiday without approval of supervisors. Part-time Employees, temporary Employees, and Employees on leave of absence are not eligible to receive holiday pay. Premier Pediatrics may address exceptions to this policy on a case by case basis.
Paid time off for holidays will not be counted as hours worked for the purposes of determining whether overtime pay is owed in any given week.
Military Leave
Upon request, Employees are eligible for a leave of absence to serve in the active or reserve military services of the United States in accordance with applicable law. Premier Pediatrics complies with the Uniform Services Employment and Re-Employment Rights Act (USERRA). This act applies to all Employees who voluntarily or involuntarily perform services in the Armed Forces, Army National Guard, Public Health Services, or any other category of service designated by the President in time of war or emergency. • Employees are required to give their employers advance written or verbal notice of an absence for military service unless circumstances make it unreasonable or impossible to do so.
• Employees may use any accrued PTO during the military leave.
After the conclusion of their military service, Employees must report to their Employers, or submit an application for re-employment within a prescribed timeframe, which varies depending on the length of the leave of absence.
Employees are entitled to take a cumulative leave of absence due to military service for up to five (5) years, including prior leaves of absences.
11 Employees eligible for PTO or other paid leave time should contact their supervisor for specific details.
Return from Military Duty
Re-employment and/or reinstatement of employment will be made in accordance with all federal and/or state law. Employees should contact Premier Pediatrics’ President for specific information regarding return to work procedures.
Domestic Violence Leave Premier Pediatrics provides up to three days leave for certain activities connected with domestic violence. Employees who have worked for Premier Pediatrics for three (3) months or longer are eligible. This leave is in addition to and separate from other leaves and paid time off policies offered by Premier Pediatrics. Activities covered by this leave include but are not limited to: • Seeking an injunction for protection against domestic violence. • Obtaining medical care or mental health counseling or both for the Employee or a family or household member to address injuries resulting from domestic violence. • Obtaining services from victims services organizations such as a domestic violence shelter or rape crisis center. • Making the Employee’s home secure from the perpetrator of domestic violence or finding a new home to escape the perpetrator. • Seeking legal assistance to address issues arising from domestic violence or attending or preparing for court-related proceedings arising from the act of domestic violence. Employees are required to provide Premier Pediatrics with appropriate advance notice of the need for leave, unless the Employee is prevented from doing so because of imminent danger to the health or safety of the Employee or a family member. Any information received or provided to Premier Pediatrics relating to this leave will be kept confidential.
Bereavement
In the event of an unfortunate death of a family member or close relative employee may take up to 3 days of unpaid leave. Since we are a small company if the absence lasts longer than 3 days we may not be able to hold the position.
Voting
Premier Pediatrics encourages all Employees to fulfill all civic responsibilities and to vote in all official public elections. Generally working hours are such that Employees have time to cast their votes before or after working hours, or through the use of early voting opportunities or absentee ballot. If an Employee has insufficient time to vote due to overtime work, etc., please discuss the matter with your supervisor or Premier Pediatrics’ President .
Jury and Witness Duty
An Employee should bring any juror’s questionnaire or subpoena to Premier Pediatrics’ President immediately after it is received so that arrangements to accommodate the Employee’s absence may be made. An Employee may be required to provide Premier Pediatrics with written proof of having appeared for or served jury duty.
Employees are expected to return to work, when reasonable, during regularly scheduled business hours if released from a jury or judicial proceeding earlier than anticipated. Jury and witness duty leave is unpaid. An Employee charged with a crime or an Employee who is a party in a civil lawsuit who is required to attend a judicial proceeding
12 is not covered by this policy, and in such cases the Employee should request leave pursuant to Premier Pediatrics’ PTO policy.
Workers’ Compensation & Return to Work
All workplace injuries must be reported immediately to the Employee’s supervisor or to Premier Pediatrics’ President. No matter how small the injury or accident, it must be reported. Failure to follow this reporting policy may result in discipline, up to and including termination.
A modified duty position may be offered to Employees that suffer an occupational injury/illness. Employees that are released by their physician to return to work less than full-time or with physical work Restrictions may be eligible for a modified duty position. Modified duty positions may be a temporary reassignment to another position within Premier Pediatrics, or the Employee’s current position may be reviewed to determine if reasonable accommodations can be made within the prescribed work restrictions. Modified duty positions may not be available. Reasonable accommodations may be considered pursuant to the “Reasonable Accommodations” section of this Handbook. Pay will be at the rate of the new job classification, if applicable.
Reassignment to modified duty or providing a reasonable accommodation to assist an Employee in your current position requires compliance with the following procedures:
• When an Employee is released to work from a work-related injury, the Employee must provide Premier Pediatrics with written authorization to return to work for full or light duty. The Employee cannot return to work without written authorization from the Employee’s workers’ compensation physician.
• The Employee should tell a supervisor or Premier Pediatrics’ President if the Employees has any difficulty with assigned work. Employees are advised never do work beyond what your physician has determined is safe for you.
• Reassignment to a modified duty position may require an Employee to change his or her regular days off or work hours.
• Employees are required to schedule doctor’s appointments around the Employee’s work schedule, whenever possible.
If the Employee’s physician releases him or her to work and modified work is offered, the Employee’s refusal to participate in the modified duty program may result in the reduction or discontinuation of wage benefits from Workers Compensation, or in termination from employment. If the Employee is returned to work with permanent restrictions that exceed the requirements of your job duties, the Employee may be terminated.
If the Employee’s workers’ compensation leave exceeds the leave periods prescribed in this Handbook, the Employee may be terminated. Severe Weather Policy Premier Pediatrics will make every effort to maintain normal work hours even during severe weather. If a natural disaster causes Premier Pediatrics to be closed for any reason, no compensation will be paid to
13 non-exempt Employees for time not worked. Employees should contact Premier Pediatrics’ President for further details about the expected date for the re-opening of Premier Pediatrics.
Prior to normal business starting time, when it is announced that Premier Pediatrics is in an area declared by the Governor as an evacuation zone due to an approaching hurricane or other natural disaster, Premier Pediatrics will be closed without pay.
COMPENSATION & BENEFITS Payment of Salary
Salary payment is made BI-WEEKLY on Fridays. Work week starts on Wednesdays and ends on Tuesdays. Salary is paid in arrears. Commission, if applicable, is paid on a separate schedule. Overtime payments are calculated weekly with such payment covering hours worked in the prior week and are paid on the normal pay periods.
It is Premier Pediatrics' policy that Employee paychecks will be direct deposited.
If the normal payday falls on Premier Pediatrics recognized holiday, paychecks will be distributed one workday prior to the aforementioned schedule. Under no circumstances will Premier Pediatrics release any paychecks prior to the announced schedule. When an employee is separated from the practice the final paycheck will be issued only during regular pay day. A statement of earnings is given each pay period to Employees indicating gross pay, statutory deductions and voluntary deductions.
The number of exemptions claimed on Form W-4, Employee's Withholding Allowance Certificate, affects the amount of Federal withholding. If an employee fails to furnish a valid W-4 (no cross out, white out or correction allowed) withholding will be at single and zero. If an Employee's marital status changes or the number of exemptions previously claimed increases or decreases, the Employee must provide a new Form W-4 to Premier Pediatrics. It is Premier Pediatrics’s policy not to make salary advances.
Bonuses
Bonuses may be paid at the sole discretion of Premier Pediatrics’ President and are not to be expected by any Employee.
Overtime Pay Non-exempt Employees are eligible for overtime. Overtime will be paid at a rate of one and one-half times the regular rate for actual hours worked in excess of forty (40) hours in one pay week. Pay received for hours such as PTO or Premier Pediatrics recognized and approved holidays is not considered time worked for purposes of computing overtime.
Requests to work overtime must be approved in advance of working overtime. If an Employee engages in unapproved overtime, the Employee will be paid for such time worked but will also be subject to discipline, including but not limited to suspension without pay or termination.
Payroll Corrections
Premier Pediatrics takes all reasonable steps to ensure that Employees receive the correct amount of pay in each paycheck and the Employees are paid promptly on the scheduled payday. In the unlikely event that there is an error in the amount of an Employee’s paycheck, the Employee should promptly bring the
14 discrepancy to the attention of Premier Pediatrics’ President so that an investigation and possible correction can occur as soon as possible.
Time Records/Time Clock
The attendance of all Employees is recorded daily by each Employee clocking in and out via Premier Pediatrics’ computer system. Employees are required to use the time clock system to record their hours worked for payroll and attendance purposes.
Employees are required to clock in and clock out within ten (10) minutes of the Employee’s scheduled start time. Lunch time is one unpaid hour or half-hour. Employees are to clock out when taking their lunch break and clock back in when returning from lunch. Employees should clock out within ten (10) minutes of the end of the Employee’s shift. Employees are strictly prohibited from altering, falsifying , tampering with time records or clocking in and out for each other.
Time clock system is considered the only valid proof of employee attendance and work hours. If employee erroneously or intentionally misses recording their time, Management will not invest resources to verify whether the employee was working or not by other means such as interviewing witnesses, checking computer soft ware, EMR etc to gather proof. After 2 warnings for time record violation management may proceed to discipline the employee, up to termination .For missing punches management may implement following disclipline measures:
AM: punch in Lunch break: PM : Punch in End of the day : Company assigned punch Punch out punch out in/out time Missing 12:00 pm 1 PM 5 PM 11 AM in 8.00 AM 12 PM 1 PM Missing 2 PM out 8.00 AM Missing 1 PM 5 PM 9 AM out 8.00 AM 12 PM Missing 5 PM 4 PM in Missing Missing Missing 5 pm 4 PM in 8.00 AM Missing Missing Missing 9.00AM out 8.00 AM Missing Missing Any time Subtract 1 hr for lunch
At the end of each pay period employees are given their time record to review. Employees must review carefully and resolve any time discrepancy before signing. Once it’s signed, the time record becomes final and gets submitted to Payroll Company. No further request for alteration can be accepted.
Employees are not allowed to claim any hours for working from home or during their absences in the office (vacation/paid or unpaid days off / sick days etc ) without prior written approval from the Management. If approval was given employee must present a written detailed report of the performed job and hours worked to the Management on the first day of return. Otherwise the claim will be considered invalid and not subject to be paid. Violation of these policies will lead to discipline, up to and including termination.
If there is a problem with Premier Pediatrics’ time clock, Employees should notify Premier Pediatrics’ Management immediately.
Premier Pediatrics expects Employees to commence work once the Employee has clocked in. Clocking in and proceeding to take a break, chatting with colleagues, or getting coffee is a violation of Premier Pediatrics policy. Employees engaging in such behavior will be disciplined, up to and including termination.
Insurance Benefits
15 Starting from May 15, 2012 Premier Pediatrics, LLC will no longer offer any health insurance benefits to new employees. If a full time employee buys his/her own health insurance, Premier Pediatrics, LLC will contribute up to $100/mo towards the premium payment. Such payment will be made only after providing the proof of purchase of insurance and will be included in the first pay check of the month.
EMPLOYEE CONDUCT AND WORK RULES
Premier Pediatrics expects its Employees to behave professionally and ethically. Employees need to conduct themselves in such a manner that everyone can work safely and effectively. These rules apply to all Employees.
Examples of impermissible conduct are identified below to promote understanding of what is considered unacceptable conduct. It is impossible to provide an exhaustive list of types of conduct that may result in disciplinary action. The following list is not exhaustive but it does contain some examples of conduct that may lead to the imposition of discipline up to and including possible immediate termination.
a. Excessive absenteeism or tardiness, including a pattern of absenteeism or tardiness;
b. Violation of Premier Pediatrics’ attendance, absence or tardy policies;
c. Theft, stealing, or removing without permission any property belonging to Premier Pediatrics, another Employee, a customer or a visitor;
d. Unauthorized use of Premier Pediatrics equipment, including computer equipment and services, time, materials or facilities;
e. Use, possession, or sale of drugs or alcohol while on Premier Pediatrics premises or while on duty, or reporting to work under the influence of alcohol or any unlawful drugs;
f. Bringing or possessing firearms, weapons, or other hazardous or dangerous devices or substances onto Premier Pediatrics property, unless such weapon is stowed out of sight in your vehicle and you have the required Concealed Weapons Permit;
g. Failure to perform work or job assignments satisfactorily and efficiently;
h. Destruction or damage to the property of Premier Pediatrics, another Employee, a customer or a visitor;
i. Unlawful harassment of, or discrimination against, other Employees or clients;
j. Threatening, intimidating or coercing other Employees;
k. Horseplay, fighting or provoking a fight on Premier Pediatrics time or property;
l. Refusal to do job assigned or perform work in a manner described by Premier Pediatrics;
16 m. Disrespect, belligerence, discourtesy or open hostility to management, co-workers, or clients;
n. Falsifying, altering, destroying or willfully omitting information from any time card or Premier Pediatrics record (including employment applications);
o. Obtaining employment by means of false or misleading information;
p. Failure to follow Premier Pediatrics procedures for maintaining the confidentiality of Premier Pediatrics’ confidential information.
The above list is illustrative only and was not intended to include every instance of misconduct imaginable. It must be remembered that the employment relationship between you and Premier Pediatrics is at-will.
Premier Pediatrics is unable to provide day care services. Employees are required to arrange care for their children when they are sick or their schools are closed. Bringing children to work not only interferes with employee’s duty to Premier Pediatrics; it also increases the risk of employer liability by having employee children in the premises. It’s prohibited to bring children to work or entertaining spouses, friends or relatives during work hours.
No Copying or Removal of Premier Pediatrics Information
All files, all appointment books, all calendars, whether kept in paper format or electronically, should be kept organized and within the confines of Premier Pediatrics, unless Premier Pediatrics elects to have certain information stored off-site. No Employee should participate in any activity that would result in the loss, damage, misplacement, destruction, disclosure, or compromise of any of Premier Pediatrics’ information.
Employees may never copy, e-mail, delete, fax, forward, remove, distribute or otherwise duplicate any document, file, appointment book, calendar, or compilation of documents or files of any sort, whether stored or maintained electronically, on paper or otherwise, for any reason that is not specifically related to Premier Pediatrics’ official business. This paragraph includes, but is not limited to, placing computer files of any kind on any type of disk, in an e-mail, over the internet, through any upload format, on a portable hard or thumb drive, or on any other recording medium and causing or allowing them to be removed from or accessed anywhere outside of Premier Pediatrics’ office.
With regard to Premier Pediatrics’ official business, only Premier Pediatrics’ President may physically remove Premier Pediatrics documents or data from Premier Pediatrics’ offices for an out of office meeting, hearing or other similar event. Violation of this policy may result in discipline, up to and including termination. Emergencies or the need of emergency coverage of an event specifically relating to Premier Pediatrics’ official business may require temporary suspension of this policy with approval from Premier Pediatrics’ President .
Prohibition against Workplace Violence
Premier Pediatrics strives to provide its Employees with a safe and secure work environment. The possession of weapons inside the workplace by anyone is strictly prohibited. Violence in the workplace, threats, bullying or physical or verbal intimidation is contrary to Premier Pediatrics’ objectives and policies and will not be tolerated. Employees who are involved in a fight and become injured may be denied workers’ compensation benefits.
Premier Pediatrics reserves the right to search any areas on Premier Pediatrics’ premises for weapons, including but not limited to, lockers, furniture, containers, drawers, equipment, lunch boxes, briefcases, personal bags, personal toolboxes or tool kits, parking lots, Premier Pediatrics vehicles and personal vehicles parked on Premier Pediatrics premises. You, as an Employee of Premier Pediatrics, agree to
17 these searches. Failure to permit such searches may result in discipline, up to and including immediate termination. If a search of your personal vehicle is requested and you poses a valid concealed weapons permit, and you have a legally owned firearm locked in your personal vehicle, please advise Premier Pediatrics of this prior to the search and you will suffer no repercussions related to having a legally obtained and validly licensed firearm in your vehicle. Employees should report any concerns about potential or actual violent behavior to Premier Pediatrics’ President .
Cell Phones & Company Telephones ****
Personal calls during the workday, regardless of the phone used, can interfere with safety as well as productivity. Personal calls also can be a disturbance and annoyance to others. Your focus while working with Premier Pediatrics is to be engaged with our patients and your assigned tasks and duties.
Cell phone use in work areas is strictly prohibited, whether you are on or off duty; this is a no tolerance policy. Premier Pediatrics understands that cell phones may be your only contact with children and family, and therefore you are permitted to keep your cell phone in your pocket on vibrate out of sight of our staff and patients. Under no circumstance should your phones be visible on desk top nor should your phone be answered in work areas. In the event of a true emergency and you must return a call you need to make a supervisor aware of the situation and either step out side or use the break area to resolve the situation then promptly return to your work station.
Personal calls to the company phone should be reserved for true emergencies only, and should not be handled in an area where patients are being assisted. There are areas within our practice that emergency calls can be taken privately, for assistance in finding an appropriate area please consults a supervisor.
Violation of this policy will result in disciplinary action which is as follows: 1st offense- Verbal Warning, which will be documented in your employee file 2nd offense- Written Warning and you will not be permitted to have your cell phone on Your person during your scheduled work hours, it will need to be left at Home or in your vehicle. 3rd offense- A third offense would represent an unwillingness to abide by our Policy and Procedures and could result in Suspension without pay or possible Termination at the discretion of management and or the President of Premier Pediatrics.
If the Employee’s cell phone has a camera or camera capacity, Premier Pediatrics reserves the right to inspect the Employee’s personal phone at any time to determine if improper camera use has occurred and confidential and trade secret information belonging to Premier Pediatrics has been compromised. Refusal to allow such inspection can result in disciplinary action up to and including termination.
Employees agree not to drive a vehicle for work-related activities and use a cell phone unless hands-free technology is used. If you receive an urgent call from Premier Pediatrics or one of Premier Pediatrics’ patients while driving a vehicle and you do not have access to hands-free technology, you as an Employee agree to put safety first and ask the caller to please hold while you pull over to a safe spot in which to continue the conversation. Violation of this policy may result in discipline up to and including termination.
Professional Appearance Standards ****
18 Our goals at Premier Pediatrics are to create and maintain a safe and productive work environment and to not only portray a professional business image but to represent one. Our employees are expected to report to work in your assigned work attire. Your attire should be clean, wrinkle free, and appropriate for the position in which you are assigned. Front Office and Medical Assistants should report to work in appropriate Scrubs. On Friday’s and Saturday’s Jeans with a Scrub top will be permitted. Some positions may require you to be on your feet for long periods of time, your shoes should be appropriate for the position in which you are assigned.
When an employee violates the appearance policy, management may send the employee home to change into acceptable attire. During this absence the employee will clock out and will not be paid. Repeated violations of this policy can result in discipline, up to and including termination.
Substance Abuse
Premier Pediatrics is committed to having a workplace free from the improper use of narcotics and other controlled substances (commonly referred to as illegal drugs), the abuse of alcohol, and the misuse of legal or prescription drugs. The sale, use, and abuse of drugs and alcohol threaten the safety, morale, and public image of both you and Premier Pediatrics. The following practices will be used to ensure a drug free environment:
• Use, presence in the body, sale, solicitation, distribution or possession of illegal drugs by Employees, while present on Premier Pediatrics’s premises or during scheduled working hours, including break or meal periods, is strictly prohibited and is grounds for termination;
• An Employee who is taking prescription medication or other legal drugs that might impair their physical or mental faculties should provide prompt notice of this fact to his/her supervisor. Employees should not report to work under the influence of any drug that creates an impairment or a safety risk;
• The use or possession of alcoholic beverages on Premier Pediatrics premises, except for authorized events, is also prohibited. Reporting to work or working under the influence of alcohol is cause for termination.
Any current Employee who recognizes their own need for counseling or medical assistance due to dependence upon drugs or alcohol may voluntarily contact their supervisor or Premier Pediatrics’ President to receive confidential assistance in determining what options are available and ways in which Premier Pediatrics may support his or her recovery. Premier Pediatrics conducts reasonable suspicion drug testing. All Employees are subject to such testing and will be directed to the appropriate facility if suspected by a supervisor and corroborating witness of being under the influence of drugs or alcohol.
Searches
Premier Pediatrics may conduct unannounced searches for drugs, alcohol, or for any other purpose Premier Pediatrics deems appropriate. Premier Pediatrics may conduct these searches while the Employee is on Premier Pediatrics premises, or may conduct such searches on Premier Pediatrics vehicles, even if such vehicles are not on Premier Pediatrics premises. Premier Pediatrics may also conduct a search on the personal vehicles of Employees who have parked their vehicles on Premier Pediatrics premises, or who have driven their vehicles to a Premier Pediatrics event. Employees have no expectation of privacy while at the workplace or at Premier Pediatrics events. Employees are expected to cooperate in the conducting of such searches. Searches of Employees and their personal property,
19 including desks, packages, purses and backpacks, may be conducted when there is reasonable suspicion to believe that the Employee or Employees are in violation of this Policy. Anyone with a valid concealed weapons permit who has a weapon in their personal or Premier Pediatrics car will not be disciplined for having a weapon if the Employee tells Premier Pediatrics’ President about the weapon and provides to Premier Pediatrics’ President a copy of the concealed weapons permit.
An Employee’s consent to a search is required as a condition of employment and the Employee’s refusal to consent shall result in immediate termination.
Smoking
As part of Premier Pediatrics’ efforts to provide a safe and healthy workplace, smoking is prohibited on our property including your vehicle if parked on our property. If you choose to smoke, although we would encourage you to consider quitting for health benefits, you must leave the premises when doing so. If you are interested in quitting and would like a printout on tips to help, please let management know.
COMMUNICATIONS / E-MAIL/ INTERNET / INTELLECTUAL PROPERTY/TRADE SECRETS POLICIES
The E-mail and Internet policies and standards established by Premier Pediatrics are designed to minimize the potential exposure to Premier Pediatrics from damages that may result from unauthorized use of Premier Pediatrics resources. Damages may include but not be limited to the loss of sensitive or confidential information and/or intellectual property, damage to public image, damage to critical Premier Pediatrics systems, and computer virus infections.
This policy also applies to all Premier Pediatrics owned or personally owned computer, workstation, cell or smart phone, or any electronic means or method used to connect to any Premier Pediatrics network or systems. This policy also applies to any remote connections used to do work on behalf of Premier Pediatrics (if otherwise allowed, in accordance with this Handbook) including but not limited to reading or sending e-mail, text messages, and viewing web and system resources. Any Employee found to have violated this policy may be subject to discipline, up to and including termination. Premier Pediatrics’ policies regarding its confidential information, intellectual property and trade secrets survive the Employee’s termination. The Employee agrees that if he or she violates any of these policies subsequent to termination, the Employee will be responsible for all attorney’s fees and costs incurred by Premier Pediatrics in enforcing its rights under these policies. Premier Pediatrics has systems in place for use in conducting Premier Pediatrics business. All communications and information transmitted by, received from, or stored in Premier Pediatrics’ system are the property of Premier Pediatrics. The systems are to be used for Premier Pediatrics purposes only. Use of these systems for personal purposes is prohibited.
Employees have no right of personal privacy in any matter stored in, created, received, or sent over Premier Pediatrics’ e-mail, internet, pager, or cell or smart phone systems. Therefore, Employees should not use these systems to store or transmit any information that they do not want management or other Employees to see, hear or read.
Premier Pediatrics in its discretion as owner of the systems, reserves and may exercise the right to monitor, access, retrieve, duplicate or transmit, and delete any matter stored in, created, received, or sent over the systems, for any reason and without the permission of any Employee.
20 Even if Employees use a password to access the system, the confidentiality of any message stored in, created, received, or sent from Premier Pediatrics’ systems will not be assured. Use of passwords or other security measures does not in any way diminish Premier Pediatrics' rights to access materials on its system, or create any privacy rights of Employees in the messages and files on the system. Premier Pediatrics’ President will set the passwords for various programs, and the Employees are expected to use the passwords assigned. Any Employee that desires a new password should discuss the matter with Premier Pediatrics’ President to obtain permission to change the password. Any password used by Employees must be revealed to Premier Pediatrics as files or data may need to be accessed by Premier Pediatrics in an Employee's absence.
Employees should be aware that deletion of any electronic messages or files will not truly eliminate the messages from the system. All messages are stored on a central back-up system in the normal course of data management.
Premier Pediatrics' policies against harassment and discrimination apply fully to Premier Pediatrics’ electronic systems, and any violation of those policies is grounds for discipline up to and including termination. The e-mail system may not be used to solicit for any non-job related solicitations.
Premier Pediatrics’ systems shall not be used to send (upload) or receive (download) copyrighted materials, trade secrets, proprietary financial information, or similar materials without prior authorization from Premier Pediatrics’ President. Employees, if uncertain about whether certain information is copyrighted, proprietary, or otherwise inappropriate for transfer, should resolve all doubts in favor of not transferring the information and consult Premier Pediatrics’ President .
No expectation of privacy
The computers and computer accounts given to Employees are to assist them in performance of their jobs. Employees should not have an expectation of privacy in anything they create, store, send, or receive on the computer system. The computer system belongs to Premier Pediatrics and should only be used for business purposes. Any materials contained in Premier Pediatrics systems or hardware, or created during Premier Pediatrics time are considered the property of Premier Pediatrics.
Social Media and Social Networking
Online social media, social networking and blogging activities including but not limited to Facebook, Twitter, LinkedIn, Youtube, MySpace, Wikipedia, Yelp, Flickr, Second Life, Yahoo groups, Wordpress, and ZoomInfo are subject to all of Premier Pediatrics' policies and procedures, including, Premier Pediatrics' policies protecting the confidentiality of Premier Pediatrics information, Premier Pediatrics’ policies prohibiting harassment, discrimination and retaliation, and Premier Pediatrics’ computer and electronic systems policies.
Employees are prohibited from disclosing or discussing any of Premier Pediatrics' confidential or proprietary information, or any information regarding Premier Pediatrics' patients or business partners, or details of a particular client engagement, in any online social networking, social media, and blogging activities, or in any other manner. Employees must be made to understand that even the fact that a particular entity or person is a client or business partner of Premier Pediatrics must be treated as confidential, and should not be mentioned in any online social networking, social media and blogging activities.
21 Employees are prohibited from using Premier Pediatrics’ name, trademarks, logos, other identifying marks or copyright-protected material belonging to Premier Pediatrics or Premier Pediatrics’ clients in any online social networking, social media and blogging activities. Employees are prohibited from including or using their Premier Pediatrics email address, if any, when using social networking or social media sites for personal purposes.
Employees must speak respectfully about Premier Pediatrics’ current, former and potential patients, partners, Employees and competitors. Employees should not engage in name-calling or behavior that will reflect negatively on the Employee’s or Premier Pediatrics’ respective reputations. Material should not be posted that is obscene, vulgar, defamatory, threatening, discriminatory, harassing, abusive, hateful or embarrassing to another person or Premier Pediatrics.
Social networking, social media, and blogging sites are not the forum for venting personal complaints about supervisors, co-workers, or Premier Pediatrics. Employees are individually responsible for the content they post and that information remains in cyberspace forever.
If you see unfavorable opinions, negative comments or criticism about yourself or Premier Pediatrics, in cyberspace, do not try to have the post removed. Do not send a comment or reply and forward the information to Premier Pediatrics’ President may respond appropriately to the situation.
Employees who violate Premier Pediatrics’ Social Networking and Social Media policy may be subject to discipline, up to and including termination.
The Employee agrees that if he or she violates any of these policies subsequent to termination, the Employee will be responsible for all attorney’s fees and costs incurred by Premier Pediatrics in enforcing its rights under these policies.
Monitoring Computer Usage
Premier Pediatrics has the right, but not the duty, to monitor any and all of the aspects of its computer systems, including, but not limited to, on-line activities of Employees.
Prohibited Computer/Internet Related Activities
Material that is fraudulent, harassing, embarrassing, sexually explicit, profane, obscene, intimidating, defamatory, or otherwise unlawful, inappropriate, offensive (including offensive material concerning sex, race, national origin, religion, age, marital status, veteran status, sexual orientation, disability, genetic make-up or information, or other characteristic protected by law), may not be downloaded from the Internet or displayed or stored in Premier Pediatrics' computers. Employees may not illegally copy material protected under copyright law or make that material available to other Employees for copying. Employees encountering or receiving any prohibited materials should immediately report the incident to their supervisor or to Premier Pediatrics’ President. Any violation of those policies is grounds for discipline up to and including termination.
HOUSE KEEPING,FOOD AND BEVERAGES,SAFETY & HEALTH AND SECURITY REMINDER
Housekeeping ****
Premier Pediatrics has a professional cleaning service to provide us with our major cleaning needs, however day to day cleaning is the responsibility of every employee. Office entrances, waiting room, hallways, exam rooms, bathrooms, and break rooms should be kept neat, clean, free of clutter, or garbage.
22 Cleanliness and orderliness within the facility will not only give a good impression to our patients and their families it will aide us in providing a safe efficient work place.
Food and beverages ****
Food in work areas is strictly prohibited; consumption of food should be reserved for meal or other breaks and only in assigned break areas. Once again Premier Pediatrics’ goal is to provide a safe and healthy environment to out patients and staff, food can attract unwanted bugs such as roaches, and there are no exceptions to this policy.
Drinks are not allowed in patient care areas such as nursing triage area or lab, front reception area, or any other patient care area or areas in view of our patients. Consumption of beverages under the following circumstances is permitted;
1. There are specific areas approved for the consumption of beverages and these are the only permitted areas. 2. Beverage containers must have a lid, cap, or be spill proof. Cups of any sort that cannot be sealed are prohibited. 3. To prevent spilling, you are responsible for sealing your beverage container when you are not directly using it. In an effort to protect our equipment and ensure the safety of our patients and staff there are no exceptions the rules above. If you violate any of the above policies you may lose your privilege to have a beverage anywhere in the facility other than the break room, or be subject to discipline up to and including termination of employment.
Safety, Security & Health Reminder ****
Maintaining a safe, healthy and secure work place is the responsibility of every employee. Employees are responsible for reporting any potentially hazardous situation to a direct supervisor or management immediately upon discovery.
It is the responsibility of the employee to report any work related injury immediately, no matter how small you think the injury may be. Failure to report an injury may result in denial of follow up care and workers compensation benefits.
Security of the facility is necessary for providing a safe work place for every employee and patient. When closing the facility make sure every door is locked, and alarm (if applicable) is set. Be aware of the locations of alarms and fire extinguishers. Familiarize yourself with our emergency policies and procedures. Make sure cash is properly secured. Report any concerns regarding safety or security to your immediate supervisor or management upon discovery.
RESIGNATION & SEPARATION
23 If you find it necessary to resign your employment with Premier Pediatrics, you are asked to give at least two (2) weeks advance notice to your supervisor, in writing, specifying your last day of work. Employees who do not provide the requested notice will be considered ineligible for rehire. In case of violation of our rules, policies and standards by any employee we will try to use a corrective action procedure designed to offer the employee every reasonable opportunity to improve. The corrective action procedure will be as follows: Verbal warning/counseling. Written warning/counseling. Termination. Some times after verbal and written warning/counseling Premier Pediatrics, LLC may place an employee on Probation or Suspension without pay for a specific period of time before termination. Circumstances may exist where Premier Pediatrics will exercise its right to immediately accept an Employee’s resignation and to accelerate the final date of employment. Premier Pediatrics reserves its right to accept a resignation and recognize an Employee’s termination date as any date Premier Pediatrics chooses between the date the resignation is submitted and the date designated by the Employee as the last day of employment.
Return of Premier Pediatrics Property
Employees are responsible for all Premier Pediatrics property, uniforms, tools, materials or written information issued to them or in their possession or control. Employees must return all such property, materials or information immediately upon request, or at the time of separation from employment with Premier Pediatrics. Should an Employee fail to return any of Premier Pediatrics’ property, or should any of the property be returned in a broken or damaged condition, as a result of the Employee’s willful act or gross negligence, Premier Pediatrics may deduct the reasonable, depreciated value of the property from the Employee’s paycheck(s), and may reduce the Employee’s paycheck to minimum wage. Premier Pediatrics may also take all appropriate legal action to recover its property.
References No references will be given concerning any present or past Employee of Premier Pediatrics unless Premier Pediatrics has received a written request for such a reference. Only Premier Pediatrics’ President or his assigned officer may respond to a request for a reference.
Premier Pediatrics Policies Surviving Post-Separation
As an Employee, you agree to keep Premier Pediatrics’ confidential information confidential even when you no longer work for Premier Pediatrics. Your separation from Premier Pediatrics does not void your agreement to keep Premier Pediatrics’ confidential information confidential. Failure to keep Premier Pediatrics’ confidential information confidential could result in legal action against you, and under the law, you would likely have liability for Premier Pediatrics’ fees and costs incurred in protecting its confidential information.
24 Receipt for Employee Handbook
I acknowledge that I have received a copy of Premier Pediatrics LLC Employee Handbook. I agree that I was given an opportunity to read the Handbook. I agree that I was given an opportunity to ask questions about the policies and procedures contained in the Handbook. I agree that if there is any policy or provision in the Handbook that I do not understand in the future, I will seek clarification from Premier Pediatrics LLC President. I understand that Premier Pediatrics LLC is an "at will" employer and as such employment with Premier Pediatrics LLC is not for a fixed term or definite period and may be terminated at the will of either party, with or without cause, and without prior notice. No one other than the President of Premier Pediatrics LLC has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the above. In addition, I understand that this Handbook provides Premier Pediatrics LLC’ policies and practices in effect on the date of my hire. I understand that nothing contained in the Handbook may be construed as creating a promise of future benefits or a binding contract with Premier Pediatrics LLC for benefits or for any other purpose. I also understand that these policies and procedures are continually evaluated and may be amended, modified or terminated at any time.
I have read, reviewed and understand the policies and procedures provided in this Handbook.
Please sign and date this receipt and return it to President of Premier Pediatrics LLC.
Date: ______
Signature: ______
Print Name: ______
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