compensation community comfort health care system employee benefits health support service exceeding expectations patient-centered care team community thank you best place to receive care storytelling san diego’s health care leader finance caring paid time off making a difference passion teamwork best place to work duration pillars of excellence leader clinical excellence recognition best place to work excellence reflections growth vision and values dedication explanation patient-centered care integrity performance evaluations performance evaluations support thank you integrity hospitals service vision and values quality compassion creating memorable experiences Sharp HealthCare acknowledge grattitude collaboration clinical excellence introduce healing community leader advanced technology innovation Employee HanFrontdbo Coverok duration grattitude malcolm baldrige holidays families caregiver health care system behavior standards journey AIDET leader vision and values team member transforming the health care experience explanation leader must haves vision and values best place to practice medicine employee assistance program best in the universe Produced by Sharp HealthCare Human Resources 2014 “The future is not someplace we are going to, but a place we are creating. The paths to it are not found, they are made.”—Jane Garvey

Dear Team Member:

Welcome to Sharp HealthCare!

We are an organization filled with passionate, determined and ambitious people — all dedicated to transforming the health care experience for our patients and their families. It’s what we call The Sharp Experience. Our vision is to be the best place to work, practice medicine and receive care, and ultimately the best health care system in the universe.

This employee handbook is your guide to being a Sharp team member and living The Sharp Experience every day. The handbook includes helpful information about our organization’s mission, vision and values, and reviews the foundational elements of our culture. In addition, you’ll learn about workplace policies and procedures, and employee benefits.

I encourage you to take time to familiarize yourself with this handbook. If you have questions about the information provided, contact your supervisor or the Human Resources Operations Department at your entity (see back cover for phone numbers).

We are excited you are part of our journey to create a new kind of health care experience and a new kind of health care organization — unlike any that has come before.

Sincerely,

Christopher D. Howard President and Chief Executive Officer Sharp HealthCare

Welcome 1

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Table of Contents

Welcome 1 Other Specialized Services 12

Sharp Home Care 12

Section 1: Sharp Home Infusion Services 12 Overview of Sharp HealthCare 6 Sharp HospiceCare 12

Our Mission 6 Sharp System Services 12

Vision and Values 6 Sharp-Affiliated Medical Groups 12

Sharp Community Medical Group 12

Section 2: Sharp Rees-Stealy Medical Group 13

The Sharp Experience 7 The Foundations of Sharp HealthCare 13 Pillars of Excellence 7 Sharp Health Plan 13 Behavior Standards 7

Must Haves 8 Section 4: AIDET 9 Sharp HealthCare Employee Relations and Operations 14

Section 3: Employee Relations 14 The Sharp HealthCare System 10 Employee Handbook 14

Sharp Hospitals 10 Employee Relations 14

Sharp Chula Vista Medical Center 10 Labor Agreement 14

Sharp Coronado Hospital 10 Management Sponsored Meetings 14

Sharp Grossmont Hospital 10 Employee Operations 15

Sharp Mary Birch Hospital Introductory Period: The First 90 Days 15 for Women & Newborns 10 Employment Categories 15 Sharp Memorial Hospital 11 Business Hours 15 Sharp Mesa Vista Hospital and Sharp McDonald Center 11 Workday 15 Work Week 16

Meal Periods 16

Rest Periods 16

continued on next page

Table of Contents 3 Table of Contents continued

Section 5: Sharp HealthCare Employment Policies and Procedures 16 Paydays and Pay Periods 22

Communication and Technology 16 Payroll Deductions 22

Cell Phone Use 16 Shift Differential 23

Computer Software Use 16 Employment Policies 23

Electronic Communication 17 Appearance 23

Internet Use 17 Bulletin Boards 23

Inventions, Patents and Copyrights 17 Lactation Accommodation 23

Photography and Video Restrictions 17 Personal Visits 24

Sharp Telephone Systems 17 Solicitation and Distribution of Literature 24

Social Media 18 Fire Safety, Injury Prevention and Security 24

Corrective Action Process 18 Fire Safety 24

Work Behavior and Performance 18 Injury Prevention 24

Informal Corrective Action 19 Security 25

Formal Corrective Action 19 Holidays 26

Termination of Employment 19 Sharp-Recognized Holidays 26

Employee Appeal Process 20 Working on a Holiday 27

Disability Insurance 20 Leave of Absence 27

Social Security 20 Paid Leave 27

State Disability Insurance 20 Paid Time Off and Extended Sick Insurance 27

Unemployment Insurance 20 Insurance Premiums on Paid Leave 28

Employee Assistance Program 20 Consolidated Omnibus Budget Reconciliation Act EAP Services 20 (COBRA) 28

Employee Compensation 21 Performance Evaluations 28

Acting Capacity 21 Promotions 28

Cancellation of Hours 21 Merit Increases 28

Consecutive Hours Worked 22 Privacy and Confidentiality 29

Demotions 22 Federal Privacy Laws 29

Garnishments 22 California Privacy Laws 29

On-Call and Callback Pay 22

4 Sharp HealthCare Employee Handbook The best place to work, best place to practice medicine, best place to receive care Confidentiality of Employee Information 29 Service Credit 32

Medical Records 29 A Change in Employment Status 33

Recruitment 29 Employment Break In Service 33

Equal Employment Opportunity 29 Employment of Relatives 33

Application Process 30 Employment Outside of Sharp HealthCare 33

Transfer Applications 30 Other Terms and Conditions of Employment 33

Employee Referral Program 30 Resignation and Termination 33 Transfer of Personnel 34 SharpChoice Benefits 30

Benefits Overview 30 Time and Attendance (API) 34

Direct Deposit 31 Meal Periods 34

Credit Unions 31 Attendance and Tardiness 34

Standards of Employee Conduct 31 Unlawful Harassment and Sexual Harassment 34

Breach of Confidentiality 31 Steps to Resolving Complaints 35

Code of Conduct 31 Workers’ Compensation 35

Conflict of Interest 3 1 Injuries on the Job 35

Dishonesty 31 Employees Sustaining Occupational Injury 35

Failure to Cooperate 31 Reporting Occupational Injuries 36

Gifts and Gratuities 31 Workers’ Compensation Benefits 36

Gross Misconduct 31

Insubordination 32 Section 6: Substance Abuse 32 Appendix 37

Supervisor/Subordinate Relationships 32 Family and Medical Leave Act 38 Threats 32 California Family Rights Act 39 Unethical Behavior 32 Employee Handbook Acknowledgement of Receipt 41 Unlawful Harassment 32

Unsatisfactory Attendance 32 An electronic copy of the Sharp HealthCare Employee Terms and Conditions of Employment 32 Handbook can be found in the Human Resources section Employment Record 32 on SharpNET.

Table of Contents 5 Section 1: Overview of Sharp HealthCare

For more than 50 years, Sharp HealthCare has been Our Mission committed to improving the health of everyone we serve. And today, Sharp touches the lives of more San Sharp’s mission is to improve the health of those we Diegans than any other health care system. Sharp serve with a commitment to excellence in all that we is not for profit, but for people, which means all of do. Our goal is to offer quality care and programs our resources are dedicated to providing the highest that set community standards, exceed patients’ quality care, the latest medical technology, and expectations and are provided in a caring, convenient, superior service for our patients and their families. cost-effective and accessible manner.

Sharp is the largest private employer in San Diego Vision and Values County. The Sharp system includes four acute care Our vision is to transform the health care experience hospitals, three specialty hospitals, two affiliated and make Sharp: medical groups, a health plan and other facilities and • the best place for team members to work, services throughout San Diego. • the best place for physicians to practice medicine, and Sharp HealthCare is proud to be a recipient of the • the best place for patients to receive care. 2007 Malcolm Baldrige National Quality Award, the And, ultimately, to become the best health care nation’s highest presidential honor for organizational system in the universe. performance excellence. Sharp was the first health care provider in California and the eighth in the Sharp’s core values are integrity, caring, innovation nation to receive this recognition. In addition, Sharp and excellence. is ranked as the No. 1 integrated health care network in California*.

*Modern Healthcare/SDI, 2011

6 Sharp HealthCare Employee Handbook The best place to work, best place to practice medicine, best place to receive care Section 2: The Sharp Experience

In 2000, the people of Sharp came together with a Finance—Continually improve financial results to burning desire to imagine a new future for Sharp and ensure Sharp’s ability to invest in new technology and for the entire health care industry. After a rigorous, provide quality health care services nationwide, best-practice investigation of what companies across all industries were doing to create Growth—Achieve consistent net revenue growth to exceptional employee and customer experiences, enhance market dominance, sustain infrastructure and after conducting more than 100 focus groups improvements and support innovative development of Sharp team members, physicians and patients, a framework for the future of the organization was Community—Be an exemplary community citizen meticulously crafted. And so The Sharp Experience — an organization-wide commitment to enhance the way Behavior Standards we interact with colleagues and affiliated physicians, The 12 Behavior Standards were created by Sharp and serve our patients and their families — was born. team members to provide a clear and simple description of exactly what is expected of every Sharp The Sharp Experience isn’t any one thing. It’s employee — what it should look like, sound like, and everything we do at Sharp — and it begins with you. feel like at Sharp. The Behavior Standards remind us of the importance of our everyday actions and provide Pillars of Excellence the framework for how to interact with each other, our Sharp HealthCare adopted six Pillars of Excellence as patients and guests. the foundation for its vision. The pillars are a visible It’s a Private Matter testament to Sharp’s commitment to becoming the best health care system in the universe by achieving Confidentiality—Sharp HealthCare protects excellence in these areas: customers’ confidentiality, privacy and modesty in all situations. We are sensitive to the personal nature Quality—Demonstrate and improve clinical excellence of health care, and we do everything we can to earn and patient safety to set community standards and the trust that others place in us. We strive to promote exceed patient expectations peace of mind and relieve anxiety.

Service—Create exceptional experiences at every To “E” or Not to “E” touch point for customers, physicians and partners Email Manners—Using email may save the sender by demonstrating service excellence time, but may not always be the most appropriate or expedient way to communicate. Use discretion People—Create a workforce culture that attracts, in sending, responding to and forwarding email. retains and promotes the best and brightest people Remember that electronic messages can be who are committed to Sharp HealthCare’s mission, subpoenaed and used as evidence in legal proceedings. vision and values

The Sharp Experience 7 Behavior Standards continued Vive la Différence Make It Better

Diversity—At Sharp HealthCare, we know that our Service Recovery—When The Sharp Experience differences, unique talents and varied backgrounds doesn’t go right for a customer, we pledge to make come together to create a stronger whole. things better. We listen and respond with empathy, and apologize for not exceeding expectations. We Get Smart are proactive in making amends, even in difficult Increasing Skills and Competence—Sharp HealthCare situations. is committed to helping its employees, leaders and Think Safe, Be Safe physicians learn and grow. Professional development demonstrates a desire to continually enhance the Safety at Work—It is essential that we provide a delivery of health care. We encourage innovation and hospitable, healing, healthy and safe environment at constant improvement in efficiency and effectiveness. Sharp HealthCare. We identify and report safety hazards promptly, and apply remedies whenever needed. Attitude Is Everything Look Sharp, Be Sharp Create a Lasting Impression—We treat every customer as if he or she is the most important person Appearance Speaks—When we dress, groom and in our workplace. Our behavior and attitude create a maintain our workplace with care, we show respect for positive first impression that is lasting. We strive to our customers and give them confidence in our ability exceed expectations. to care for them.

Thank Somebody Keep in Touch

Reward and Recognition—Reward and recognition Ease Waiting Times—Keeping our customers are central to the Sharp culture. We express gratitude informed puts them and their families at ease. We are and appreciation to one another. We celebrate our committed to sharing information and acknowledging accomplishments and hard work to make Sharp the presence of our customers at all times. the best place to work, practice medicine and receive care. Must Haves Make Words Work Sharp’s Must Haves define the little details and set expectations for all team members. These small acts Talk, Listen and Learn—We communicate with of kindness go a long way with colleagues, affiliated courtesy, clarity and care in all verbal and non- physicians and patients and family members. verbal messages. We listen attentively to customers

to understand their needs and to ensure they • Greet people with a smile and “Hello,” using their comprehend information we provide to them. name when possible. • Take people where they are going, rather than All for One, One for All pointing or giving directions. Teamwork —Sharp team members share a common • Use key words at key times. “Is there anything else I purpose: to serve our customers. We build up each can do for you? I have the time.” other; we share our successes, failures, information • Foster an attitude of gratitude. Send thank-you and ideas. notes to deserving employees. • Round with reason to better connect with staff, patients, family and other customers.

8 Sharp HealthCare Employee Handbook The best place to work, best place to practice medicine, best place to receive care AIDET “Dr. Heart had to attend to an emergency. He was concerned about you and wanted you to know that AIDET is a framework for Sharp team members to it may be 30 minutes before he can see you. Are communicate with patients and their families as well as you able to wait or would you like me to schedule an with each other. This acronym represents a powerful appointment for tomorrow?” way to interact with people who are often nervous, anxious and feeling vulnerable. It can also be used as “I’m so sorry Mr. Jones, clearly we did not meet your we converse with colleagues, especially when we are expectations. How can I make it better?” providing an internal service. Explanation

Acknowledge Advise others what you are doing, how procedures Greet people with a smile and use their names if work and whom to contact if they need assistance. you know them. Eye contact, a warm smile and a Narrate the steps and communicate the specifics. positive attitude set the stage for a memorable Make sure patients and guests understand what is Sharp Experience and create a lasting impression. taking place and what they can do. Make words work. Talk, listen and learn. Make time to help. Ask, “Is there “Good morning Mr. Smith. Welcome to Sharp Rees- anything else I can do for you?” Stealy. We want to make your visit as convenient as possible. Would you please take a moment to confirm “The test has three components. First, I will provide that we have your most current information?” an ultrasound of the area which will help the doctor pinpoint the placement. Then the doctor will conduct a Introduce needle biopsy of tissue. We’ll numb the area first — so

Introduce yourself to others politely. Tell them who the most you should feel is a pinch. We’ll conclude by you are and how you are going to help them. Our bandaging the area and providing you with an ice pack patients and guests gain confidence and comfort and home care instructions. We’ll talk you through when we tell them who we are and describe our everything. Do you have any questions?” qualifications. Take people where they need to go “Here are your evening medications. I’ve placed the rather than pointing or giving directions. water, your phone and call light within reach. Would

“My name is Susan and I will be conducting your test you like your light on or off? Is there anything else I today. I am a certified ultra sonographer and I do can do for you? I have the time.” about six of these procedures a day. The doctors say Thank you that my skills are among the best. Do you have any questions for me?” At Sharp we foster an attitude of gratitude and our thanks is manifested in many different ways. With “Let me take you to Steve in the lab, he’ll be drawing every encounter, take time to say thank you for your blood today. You are in very good hands with choosing Sharp. To leave a lasting impression, send a Steve.” hand-written thank you note to the home of a patient Duration or to a colleague who has gone above and beyond. For colleagues, there are many ways to reward Ensure that patients and guests know how long and recognize great work — from e-cards to award something will take or how long the wait will be. When nominations. patients and guests are kept informed of timing and delays, we reduce anxiety and enhance their trust “Thank you for entrusting us with your care. We were in us. If waits are longer than expected or there is a honored to serve you and wish you good health.” service breakdown, make it better by using service “Your hard work and dedication made all the recovery methods. difference. Thank you for your gracious assistance with the project.”

The Sharp Experience 9 Section 3: The Sharp HealthCare System

Sharp Hospitals

Sharp Chula Vista Medical Center Sharp Grossmont Hospital

As the leading provider of health care services in the Sharp Grossmont Hospital is the largest not-for- South Bay, Sharp Chula Vista Medical Center delivers profit, full-service acute care hospital in the region. high-quality care designed to meet the needs of the The hospital has outstanding programs in heart care, community. Home to the region’s most comprehensive orthopedics, rehabilitation, robotic surgery, stroke heart program, it also has the area’s only radiation care and women’s health. In addition, the hospital’s oncology center and certified community hospital Emergency and Critical Care Center is one of the most cancer program. The hospital has San Diego County’s technologically advanced emergency and intensive only comprehensive Bloodless Medicine and Surgery care facilities in the nation. Center, which serves patients who wish to avoid blood transfusions for personal or religious reasons. Sharp Grossmont Hospital is nationally recognized as a MAGNET®-designated hospital for patient care Sharp Chula Vista is currently doubling the size of and nursing practices. This designation is the “gold its Emergency Department and building a new standard” for patient care and nursing excellence and Cancer Center, a unique healing environment with is the highest honor awarded by the American Nurses the most advanced medical technology available for Credentialing Center. cancer treatment. Sharp Mary Birch Hospital Sharp Coronado Hospital for Women & Newborns

From emergency services to a nationally recognized As San Diego’s only hospital dedicated exclusively to total joint replacement program, Sharp Coronado caring for women and newborns, Sharp Mary Birch Hospital has a long tradition of providing top-quality, offers a full range of medical and surgical services for comprehensive health care. all stages of life — from pregnancy to menopause to healthy aging. Sharp Coronado incorporates many personalized aspects into its care philosophy — including patient Nearly 8,500 babies are born at Sharp Mary Birch empowerment, patient and family education, and Hospital each year, more than any other hospital in a physical environment that promotes healing California. The hospital’s Level III Neonatal Intensive through complementary therapies such as clinical Care Unit is the largest of its kind in San Diego and aromatherapy, massage and Healing Touch. Sharp cares for more than 1,100 babies annually. Sharp Mary Coronado Hospital is one of the first five hospitals Birch also provides the latest options in minimally nationally — and the only one in California — to invasive gynecologic surgery, including robotic be designated as a Patient-Centered Hospital by surgery for gynecologic cancer, uterine fibroids, Planetree, an organization committed to personalizing, infertility and hysterectomies. humanizing, and demystifying the hospital experience for patients and their families.

10 Sharp HealthCare Employee Handbook The best place to work, best place to practice medicine, best place to receive care Sharp Memorial Hospital Sharp Mesa Vista Hospital and

Sharp Memorial Hospital — the first hospital in Sharp McDonald Center San Diego with all private patient rooms — is As the largest behavioral health care provider in dedicated to providing the highest-quality, patient- San Diego, Sharp Mesa Vista Hospital provides a full centered care. Designed to promote comfort and range of programs to people of all ages including healing with the use of natural light and soothing children, adolescents, adults and seniors challenged colors, the hospital offers the latest medical technology by depression, substance abuse or serious mental and is home to San Diego’s largest, most modern illness. The hospital’s robust Clinical Research Emergency and Trauma Center. Program has conducted more than 250 clinical trials of investigational medications since its inception in Sharp Memorial is known for outstanding programs 1963, providing new options and hope for people with in cardiac and vascular care, cancer treatment, mental illness. orthopedic and neurological services, rehabilitation, robotic surgery and multiorgan transplantation, and Offering the only medically supervised substance has been recognized as a MAGNET®-designated abuse recovery facility in San Diego County, the hospital for nursing excellence. Sharp McDonald Center provides patients an individually tailored approach to drug and alcohol Sharp Memorial Outpatient Pavilion, located next detoxification and rehabilitation in a supportive, to Sharp Memorial Hospital, offers a wide array of structured, homelike setting. services including cancer treatment, laser vision correction, general and women’s imaging, outpatient Both Sharp Mesa Vista and Sharp McDonald Center surgery, endoscopy, diabetes education, and a provide inpatient care and offer outpatient programs community conference center and health library. At throughout the community. the heart of the Pavilion is the Cushman Wellness Center — providing comprehensive health evaluations tailored to an individual’s age and lifestyle, and integrative therapies to enhance physical, mental and spiritual health.

The Sharp HealthCare System 11 Other Specialized Services

Sharp Home Care Sharp System Services

With a focus on maximizing recovery, independence Sharp System Services — Ruffin, SOC and Spectrum and long-term wellness, Sharp Home Care provides office locations — provides centralized support services diabetes care instruction, specialty nursing, to the operating entities within Sharp HealthCare. These rehabilitation, and senior behavioral health services include: Clinical Effectiveness, Contracts, Corporate to individuals throughout San Diego County. Compliance, Facilities Development, Finance, Human Resources, Information Systems, Information Sharp Home Infusion Services Technology, Internal Audit, Marketing and Sharp Home Infusion employs pharmacists who Communications, Legal, Risk Management and provide clinical evaluation and management, Insurance, Strategic Planning and Business pharmacy technicians who prepare and package Development, System Supply Chain Services, and infusion products, a dietitian for nutritional The Sharp Experience and Sharp University. consultations, as well as specially trained home- infusion nurses, all who coordinate care for patients Sharp-Affiliated in their homes. Medical Groups Sharp HospiceCare Sharp Community Medical Group Sharp HospiceCare is dedicated to providing Sharp Community Medical Group, San Diego’s largest comprehensive care and compassionate support to group of private-practice physicians, is dedicated to individuals facing life-limiting illnesses, along with providing high-quality, affordable medical care. The their families and friends. Services range from relief of Sharp Community network includes more than 200 physical discomfort to emotional and spiritual support. primary-care physicians and 500 specialists who practice independently in offices that are conveniently Sharp HospiceCare provides in-home services and located throughout San Diego County to serve also provides the region’s first freestanding hospice families in all communities. homes, LakeView Home in La Mesa and ParkView Home in Del Cerro, which offer end-of-life patients Sharp Community doctors admit to all Sharp hospitals an alternative to nursing-home placement. The and Rady Children’s Hospital. In addition, Sharp homes — staffed 24 hours a day by licensed nurses — Community patients have access to urgent care offer a comfortable and supportive environment for centers throughout the county. up to four patients at one time in each home.

12 Sharp HealthCare Employee Handbook The best place to work, best place to practice medicine, best place to receive care The Foundations of

Sharp Rees-Stealy Medical Group Sharp HealthCare

With 400 primary and specialty care physicians As a not-for-profit organization, Sharp HealthCare providing care at 19 facilities throughout the region, relies on philanthropic support to further improve the Sharp Rees-Stealy Medical Group is one of the largest, health care experience for patients and their families. most comprehensive medical groups in San Diego Through its three foundations — Coronado Hospital County, and is recognized for excellence in patient Foundation, Grossmont Hospital Foundation and satisfaction and clinical care. For patient convenience Sharp HealthCare Foundation — Sharp is able to fund and improved coordination of care, Sharp Rees-Stealy essential capital improvements, advanced medical offers services like laboratory, radiology, physical equipment, clinical research to enhance patient care, therapy and urgent care within each clinic or nearby. education for patients and health care providers, and community-wide outreach programs. Employee In 2012, Sharp Rees-Stealy will be opening a donors play a critical role in the financial support remarkable state-of-the-art medical office building of Sharp, and can make tax-deductible donations in Downtown San Diego that will provide the through automatic payroll deduction, unused paid community with leading edge care for decades to time off hours or a one-time donation. come. This new structure will replace the existing Downtown facility that has served the community for more than 80 years. Sharp Health Plan

Sharp Health Plan is San Diego’s largest locally based commercial health plan. With a personal approach and a network of medical groups and physicians, Sharp Health Plan advocates for its members by providing unparalleled quality and access to health care services. It operates as a not-for-profit health plan, committed to delivering the best health care for the best value.

As the top-rated health plan in California*, Sharp Health Plan serves a growing number of companies, large and small, in San Diego and southern Riverside counties.

* Consumer Assessment of Healthcare Providers and Systems (CAHPS) Survey, 2010

The Sharp HealthCare System 13 Section 4: Sharp HealthCare Employee Relations and Operations

Employee Relations reserves the right to modify, rescind, Sharp HealthCare in an delete or add to the provisions of administrative capacity. Employee Handbook this handbook periodically at the sole discretion of management, Labor Agreement The Sharp HealthCare Employee provided that no modification can As of May 31, 1998, Sharp Handbook is provided to be made that would alter the at- Professional Nurses Network employees to assist in awareness will nature of employment by (SPNN), an affiliate of United Nurses and understanding of the general Sharp HealthCare. Association of California (UNAC), policies and practices of the became the representative of the organization. It is not a contract of If any section of this handbook bargaining unit (BU) for specific employment. requires clarification, the employee classifications of registered nurses should contact his or her local Notwithstanding any other employed by the hospital care Human Resources Department or provision of this handbook, no division of Sharp HealthCare. discuss concerns with management. one is employed for a specified Generally speaking, bargaining Human Resources and benefit term. Sharp HealthCare is an unit employees are subject to the information is accessible via at-will employer. The employer guidelines in this handbook. If there SharpNET, Sharp’s Intranet. or employee may terminate the is a contradiction between this handbook and a labor agreement employment relationship with Employee Relations or without cause. This at-will* between Sharp HealthCare and The best and most rewarding employment status may be changed SPNN/UNAC, the labor agreement partnership between employees and only if there is a written agreement will take precedence. management is the result of open, to the contrary, signed by the direct and honest communication. Employees should contact their employee and also by an officer of manager or the Human Resources Sharp HealthCare. Personnel policies and practices Department for clarifications on BU have been designed to resolve This handbook supersedes all other rules and employee responsibilities. problems that may arise. The previously distributed handbooks. A copy of the Collective Bargaining organization continually works Although every effort has been Agreement is available at your local toward improving policies, staff made to make this handbook as Human Resources Department or by communications, employee benefit comprehensive as possible, it writing SPNN/UNAC. programs and working conditions. cannot answer every question or SPNN/UNAC anticipate every situation. In order 10405 San Diego Mission Road The term “management” will be Suite 106 to retain necessary flexibility in used throughout the handbook as San Diego, CA 92108-2173 the administration of policies and a collective term to mean any level procedures, Sharp HealthCare of administrative or supervisory Management Sponsored Meetings *No oral agreement of any kind can alter personnel coordinating or directing the at-will status (see Labor Agreement staff positions or representing It is the practice of Sharp HealthCare section). to limit the participation at employee

14 Sharp HealthCare Human Resources, Revised 2014 meetings to members of Employment Categories They will include the number and management. Third party, non- types of shifts, weekends and Employees are hired into one of Sharp participants are not given holidays. Per Diem employees the following categories. These access to meetings of any kind are not eligible for most Sharp categories allow flexibility for both unless specifically retained by HealthCare benefits; however, they the employee and the department Sharp HealthCare. If you require are eligible for Sharp $aver tax- in providing appropriate levels of additional support in the meeting, deferred annuities and credit union service in a cost-efficient manner. contact your local Human Resources membership. Department. Registered Nurses, Introductory Employee Regular Employee represented by SPNN/UNAC, may An employee who has not A full-time or part-time employee have Union Representation in an completed 90 calendar days of who has successfully completed the investigative meeting. continuous new employment introductory period. with Sharp HealthCare or any Employee new position obtained by Temporary Employee transfer, promotion, demotion or Operations An employee whose service is reinstatement. intended to be of limited duration; Introductory Period: and who will be terminated on a Full-time Employee The First 90 Days specific date or upon completion of An employee assigned to work a specific assignment. Temporary The introductory period is the first 72 hours or more per pay period employees are not eligible for 90 calendar days of continuous new (two weeks or 14 days). Full-time benefits. employment with Sharp HealthCare, employees are eligible for all benefit or any new position obtained by plans and paid leave accruals. For Business Hours transfer, promotion, demotion or the purpose of benefit eligibility reinstatement at Sharp. This is a only, a regular employee assigned to Sharp HealthCare hospitals are open working trial period for mutual 64 hours or more per pay period will for patient care 24 hours a day, 365 evaluation of an employee’s job be eligible for all benefit plans and days a year. The business hours at satisfaction and job suitability. paid leave accruals. outpatient locations vary depending The introductory period may be on the site. extended up to an additional 30 Part-time Employee Workday days if there is a need to further An employee assigned to work evaluate suitability for regular status. less than 72 hours per pay period. A workday is a specific 24-hour Part-time employees will be eligible period that does not fluctuate. The Successful completion of the 90- for the same benefits at higher workday is generally designed to day introductory period does not premiums, and paid leave accruals accommodate the type of shifts guarantee continued employment. depending on assigned hours. worked in an entirety, such as the In addition, it does not, in any way 7 p.m. to 7 a.m. shift in a hospital. change or create an exception to Per Diem Employee Each employee will typically work a the at-will nature of employment An employee who is available shift within the workday, such as a described earlier in this handbook. to work to supplement staffing 12-hour, 10-hour or 8-hour shift. On the first of the month, after needs. Availability requirements 30 days of employment, and if will be established according Sharp HealthCare has two defined otherwise eligible, the employee is to business necessity, by job workdays. Generally, for entities that entitled to receive certain employee class or classification and/or by operate 24 hours per day, 365 days benefits according to the benefits departments, units or divisions. per year, the workday begins at schedule.

Sharp HealthCare Human Resources, Revised 2014 15 7 a.m. and ends at 6:59 a.m. For all amended, the work week for shift. Employees working an other entities, the workday begins at Institutional Care Divisions: Sharp alternative workweek schedule 12 a.m. and ends at 11:59 p.m. There Chula Vista Medical Center, of more than 10 hours may waive are some exceptions. Employees Sharp Coronado Hospital, Sharp one of their two meal periods. are encouraged to check with their Grossmont Hospital, Sharp Mary Employees working more than 10 supervisors for their exact workday. Birch Hospital for Women & hours but less than 12 hours may Newborns, Sharp McDonald Center, also waive their second meal period. Work Week Sharp Memorial Hospital, Sharp Rest Periods Under California Industrial Welfare Memorial Outpatient Pavilion and Commission Wage order 5-2001, Sharp Mesa Vista Hospital; consists During an eight-hour shift, effective January 1, 2002, as of 14 calendar days, beginning at employees are entitled to two amended, the normal work week 0001 hours Sunday through 2400 10-minute rest periods, one during for San Diego Corporate locations, hours (midnight) Saturday. the first four hours of their shift and Sharp Rees-Stealy, and Sharp Health one during the second four hours. Meal Periods Plan employees consists of seven Employees working a shift of more calendar days, beginning at 0001 Meal breaks will be 30 minutes than 10 hours are entitled to a third hours Sunday through 2400 hours or an hour, depending upon the 10-minute rest period. Employees (midnight) Saturday. department and scheduled shift. cannot combine a rest period with a Employees working a standard meal period or use a rest period to Under California Industrial Welfare eight-hour shift must begin their end their shift early. Commission Wage order 5-2001, meal period before the beginning effective January 1, 2002, as of the fifth hour of the employee’s

Section 5: Sharp HealthCare Employment Policies and Procedures

Communication personnel. Employees may use terms and conditions in the license personal cell phones during lunch agreements of all computer and Technology or break periods. software. Employees who make, acquire, or use unauthorized copies Cell Phone Use Computer Software Use of computer software are subject In some departments, employees’ Sharp HealthCare licenses the to corrective action, up to and use of cell phones is limited or use of computer software from including termination. All data prohibited during work hours. The a variety of outside companies. stored in local drives or hard drives use of cell phone applications is Sharp HealthCare does not own may not contain pornographic prohibited in patient care areas and its software and, unless authorized materials. Sharp management areas with confidential or sensitive by the software developer, does will determine the nature of the information. Text messaging is not have the right to reproduce materials and make subsequent prohibited during the workday it. Sharp HealthCare expects employment decisions ranging from unless authorized by supervisory employees to comply with the corrective action up to termination.

16 Sharp HealthCare Human Resources, Revised 2014 Electronic Communication any other material sent, received Internet during breaks or lunch and/or viewed on Sharp HealthCare periods, provided the Internet The company maintains voicemail property. Upon leaving Sharp sites are not of an illicit nature and electronic communication HealthCare, all data is considered or inappropriate as determined systems as part of its technology Sharp property and inaccessible. by management. Accessing sites platform. These systems are of an illicit nature could result in provided to assist in the conducting While voicemail and electronic termination of employment. of Sharp HealthCare business. For mail may accommodate the use any reason, access to any and all of passwords for security, the Inventions, Patents and Sharp HealthCare devices may reliability of such for maintaining Copyrights be suspended at the direction of confidentiality cannot be management. Sharp HealthCare encourages its guaranteed. Assume that any employees to exercise their creative and all messages may be read by Voicemail, all computers and the potential in the development of someone other than the intended or data stored on them are and remain new devices that will assist in designated recipient. In addition, all at all times, the property of Sharp patient care, and in the creation passwords must be made known to HealthCare. As such, all voicemail of ideas and written material, the company. Passwords unknown and electronic mail messages including computer software that to the company may not be used, created, sent and/or received are will make delivery of health care because when an employee is and remain the property of Sharp more convenient, efficient and cost absent, management may need to HealthCare. effective. access his or her system computer.

Sharp HealthCare reserves the right It is Sharp HealthCare’s policy that Voicemail and electronic mail to retrieve and read any message any invention or writing developed messages may not contain content composed, sent or received. Please during working time or developed that is considered offensive or note that even when a message is using the facilities, equipment or disruptive to any employee. deleted or erased, it is still possible other property of Sharp HealthCare Offensive content would include, to recreate the message; therefore, is the sole property of Sharp but would not be limited to; ultimate privacy of messages cannot HealthCare. This policy pertains to sexual comments or images, racial be guaranteed to anyone. any patents or copyrights that may slurs, derogatory gender-specific result from the creative process. Messages should be limited comments and/or any comments to the conduct of business of that would offend someone on Photography and Sharp HealthCare. Voicemail the basis of his or her age, sexual Video Restrictions orientation, religious beliefs, and electronic mail may not In all patient care areas, employees political beliefs, national origin or be used for the conduct of are prohibited from taking, viewing disability. personal business. Because Sharp (including posting to social media HealthCare’s voicemail, electronic Internet Use sites) and transmitting pictures communication systems, computers, using camera phones, camera video, etc. are provided to conduct Sharp Employees are expected to digital cameras and photo-equipped HealthCare business, any employee appropriately access the Internet personal digital assistants (PDAs). who uses them cannot expect as required by their job duties. that messages or other data will Unauthorized use of the Internet, Sharp Telephone Systems during work hours, may result in an remain private. Sharp HealthCare The use of Sharp HealthCare employee being placed in corrective may retrieve any or all voicemail, telephones should be limited to action. Employees may access the electronic communications, data or official business. Sharp HealthCare

Sharp HealthCare Human Resources, Revised 2014 17 discourages using the organization’s Corrective Action Management will practice consistent telephone system for personal corrective action by taking phone calls during the workday. Process appropriate action when employees Personal calls should be made fail to comply with established on an employee’s own time and Work Behavior and policies or meet behavior or employees should discourage Performance performance standards. Corrective friends and relatives from calling, All Sharp HealthCare employees are action taken by management will be unless there is an emergency. expected to meet and/or exceed administered without favoritism or Under no circumstances should an standards in work behavior and discrimination. employee make, charge or accept performance. Management will a personal long distance call to or be responsible to communicate It is the expectation of Sharp from Sharp HealthCare. performance expectations and HealthCare that employees who below standard performance receive corrective action, short Personal conversations on Sharp and take the appropriate steps of termination from employment, telephone systems may not be to provide the employee an will improve their below-standard private and confidential. With opportunity to improve. performance. Employees who fail to notice, telephone conversations improve their performance to meet may be electronically monitored Employees will be held personally standards may be terminated from for quality customer service and responsible for being aware of employment with Sharp HealthCare. appropriate use of company and understanding appropriate equipment. Sharp HealthCare policies, rules, The following guidelines have been regulations and standards. These developed to illustrate different Social Media policies can be changed or modified types of corrective action measures Employees who access social media at any time. Employees will receive that may be taken. The guidelines and external websites while at work, notice of these changes. Employees are provided for management to or on the Sharp network, must may obtain this type of information consult but do not constitute a comply with Sharp’s Social Media from management or Human mandatory step-by-step procedure Policy and departmental guidelines. Resources. that must be followed in all cases. If you observe or become aware Depending upon the nature of of any inappropriate use of any When an employee violates a the performance issue, it may be social media and/or networking policy or regulation, or fails to appropriate to move directly to a websites by people representing meet performance expectations, final written warning or termination or claiming to represent Sharp, corrective action up to and from employment. Human or by people using accounts or including termination from Resources should be consulted at equipment associated with Sharp, employment may be appropriate. the onset of corrective action and it is your responsibility to report Corrective action, other than included in any administrative leaves such use to your entity Compliance termination, may be taken in an or terminations from employment. Liaison, Corporate Compliance, the attempt to correct the performance All Sharp HealthCare policies Compliance Connection Hotline or of an employee, or to help him or and regulations are treated as Human Resources. her meet the standards expected for continued employment with “overall performance” e.g., poor Sharp HealthCare. Termination may attendance and poor performance be appropriate, depending upon the are considered the same and can be circumstances involved, at any time used in combination to advance in during employment with or without the corrective action process. any prior corrective action.

18 Sharp HealthCare Human Resources, Revised 2014 Management should document all not included in the employee’s In most cases, administrative leave corrective action (informal and personnel record. If the corrective will be utilized prior to a termination formal). action process progresses from from employment in order to informal to formal, the written thoroughly investigate the situation Informal Corrective Action clarification of expectations, and supporting documentation. Verbal Clarification of along with pertinent formal Management will provide a written Expectation documentation, may be included in notification to the employee when Verbal clarification is part of the employee’s personnel record. placed on administrative leave. the informal corrective action The investigation will include a Formal Corrective Action process. Verbal clarification review of all relevant information, of expectation should offer Written Warning including documentation and clear methods, benchmarks for A written warning is used for past performance evaluations. improvement, training or job duty more serious or repeated cases Employees completely exonerated clarification for the employee in a of rule infractions or continuing from all issues related to the joint effort to solve performance unacceptable performance. This administrative leave will be or communication issues. Verbal step in the corrective action process retroactively compensated at their clarification of expectation should will describe the unacceptable regular rate for the administrative allow the employee the opportunity performance and specify the leave of absence. to discuss work performance improvement and actions required Termination of Employment and collaborate on plans for within a designated time frame. improvement. A written warning will include Termination of employment may cumulative below-standard occur at the conclusion of corrective Written Clarification of performance in the time period action and is generally the last Expectations for Performance designated for improvement and step in what has been a series The written clarification of will be placed in the employee’s file. of interventions on the part of expectations must indicate the management. employee’s specific performance Final Written Warning issues, in addition to areas where As with the written warning, the The termination document should improvement is necessary. final written warning may make summarize the steps taken to This document may include reference to any previous warnings remedy the behavior and/or an action plan, providing the the employee has received. A performance issue(s) and explain employee assistance with meeting final warning will indicate that any the termination as a result of performance goals. The employee’s repetition of the cited behavior continued, unacceptable and/or progress should be supported or any other below-standard unresolved below-standards by management to ensure the performance may result in performance, including below- employee is meeting the standards termination from employment. standards in behavior. The and goals identified in the written corrective action process does not clarification. Employees will be Administrative Leave replace the employer’s at-will status informed if improvement is not of Absence and does not create a contract with demonstrated, and the employee Administrative leave of absence employees to use a progressive may be subject to the formal from work may be used to corrective action process. corrective action process. Written investigate a work-related issue clarification documentation includes when management determines At the time of voluntary or the previous performance area that the employee should not be involuntary termination, pursuant to verbal clarification; however, it is at work during the investigation. the Unemployment Insurance Code

Sharp HealthCare Human Resources, Revised 2014 19 Section 1089, the employee will be that is mandated by the federal Sharp HealthCare pays all costs provided with a change of status government, Sharp HealthCare also for this program. Employees do notice that includes the following contributes to the Social Security not make any payments or payroll information: account. deductions for this protection. • Name of the employer • Nature of the action in general Social Security is designed as Employee terms (termination, position a retirement benefit; however, elimination, leave of absence or employees may also be eligible for Assistance Program change in status from employee Social Security benefit payments to independent contractor) if they become disabled. Details The Employee Assistance Program • Date of action about contributions, and benefits (EAP) is a free service provided under the Social Security program, by Sharp HealthCare to all Employee Appeal Process are available at your local Human employees, whether or not they have SharpChoice benefits. The In keeping with our desire to Resources department. EAP provides professional and provide for fair, consistent, and State Disability Insurance confidential short-term counseling non-discriminatory application (eight visits per calendar year) and of Sharp HealthCare policies, If an employee is disabled can help with referrals to various Sharp HealthCare has established (e.g., pregnancy disability) and community resources. an employee appeal process; unable to work for an extended employees are encouraged to bring length of time because of a non- EAP counselors are California- their concerns to management occupational injury or illness, the licensed mental health professionals for quick resolution. If this is not State of California may pay disability with certification in Employee possible or does not result in benefits. To be eligible to receive Assistance. All counseling and satisfactory conclusion, they may benefits, a claim form must be filed contact with the EAP are completely institute a formal complaint through with the State. Claim forms and confidential. the Human Resources Operations additional information are available at your local Human Resources Department. Human Resources will To make an appointment or contact Department. Employees are provide employees with a guide for a counselor, call (619) 681-0022, eligible for State Disability benefits submitting their issues through the Monday through Friday, 8:30 a.m. to beginning on the eighth consecutive appeals process. We encourage 5:30 p.m. employees to use this process day of disability. whenever appropriate. An employee EAP office location: Unemployment Insurance can contact Human Resources for 2650 Camino Del Rio North more information on this process. If an employee becomes Suite 300 unemployed for reasons other than San Diego, CA 92108 Disability misconduct, he or she may be entitled to unemployment benefits. EAP Services Insurance Should such a situation arise, inquire • Personal issues: Life problems, about unemployment benefits at Social Security personal concerns, anxiety and the time of employment separation. depression can affect anyone. As required by federal law, To be eligible to receive benefits, file The EAP helps employees employees are protected under the a claim with the State by calling the resolve issues so that they can be Social Security program. In addition California Employment effective at work and at home. to the deduction from the paycheck Development Department.

20 Sharp HealthCare Human Resources, Revised 2014 • Family life: Spouses, partners, number of factors including, but not at least equal to the minimum of children and aging parents can limited to, marketplace indicators the salary range of the temporary be a joy and a challenge. The and internal equity. position, or five to 10 percent above EAP is a source for support, the current pay rate, whichever is resources and counseling to Each job classification or position higher. The range of the increase enrich family life. has been assigned a salary range. depends on the level of the position • Couples’ issues: From time These salary ranges provide being replaced. When an employee to time, couples experience minimum and maximum rates of pay is reassigned to his or her original problems in their relationships. based on a careful analysis of duties, position, compensation will be The employee, with his or her responsibilities and relationships returned to the former amount. partner or spouse, can benefit to other job classifications. The from brief counseling to enhance wage rate for Sharp Registered Cancellation of Hours communication and learn new Nurses covered by the SPNN/UNAC To meet the company’s needs relationship skills. collective bargaining agreement is and objectives, Sharp HealthCare • Substance abuse: Alcoholism determined in accordance with the may implement a reduction in and drug abuse are serious applicable collective bargaining hours or days of work for all job problems that threaten health, agreement(s). classifications. Cancellation of family and work. If an employee hours is a process which employee To evaluate salary levels, Sharp has a problem, or has concerns reduces on a shift-by-shift basis, or HealthCare conducts ongoing about a family member, the EAP during the shift as determined by salary surveys that compare specific will provide confidential help and business necessity (Sharp Policy jobs of similar responsibilities, support. #04504: Cancellation of Scheduled skills, knowledge and training. • Change : Change is the only Hours). constant in life and sometimes As necessary, salary ranges are new demands are overwhelming. adjusted based on changes in the Such reductions, in compliance with Learning new coping strategies labor market, pay data and other wage and hour law, will be and problem-solving skills can internal and external factors. administered to maximize help you make the most of productivity and efficiency and can As with all policies, procedures, changes that occur at home and be made temporary, indefinite or and practices, Sharp HealthCare at work. permanent. An employee’s compensation practices may • Information and referrals: The scheduled shift may be reduced in change from time to time. Any EAP has an extensive database increments of hours. In this instance, necessary changes will be of community resources. EAP an employee may be asked to delay communicated to employees as staff can help with referrals for arriving to a scheduled shift or asked soon as possible. More information child and elder care, financial to leave early if he or she is not about how pay is determined is and legal problems, and other needed for the full scheduled shift. available through management or resource needs. the Human Resources Operations Once an employee has been placed Employee Department. in a new assignment due to a cancellation or reduction in hours, Acting Capacity Compensation the employee cannot leave the new A non-exempt employee relieving assignment unless it is determined At Sharp HealthCare, every effort an employee who occupies a higher by the new assignment management is made to offer salaries that are classification for 30 days or more to meet business necessity. competitive in the marketplace. The and assumes 100 percent of the compensation plan is based on a job responsibilities, will be paid

Sharp HealthCare Human Resources, Revised 2014 21 Consecutive Hours Worked When an employee is canceled from withholding form establish the a scheduled shift and placed on amount withheld. Consecutive hours worked are call for a specific duration of time, 2. California State Income Tax: hours worked without interruption a request to report to work at the Salary, marital status and the from one workday to another. All original start of shift or during the number of allowances claimed Sharp HealthCare departments that on-call period will be paid at time on the DE-4 withholding form operate 24 hours a day will define and a half of the employee’s regular establish the amount withheld. the workday beginning at 7 a.m. rate of pay. 3. Social Security Tax (OASDI & and ending at 6:59 a.m. All Sharp Medicare Tax Deduction): The HealthCare departments which Callback pay begins at the time amount paid depends upon do not operate 24 hours a day will the employee arrives at the the current tax rate established define the work day beginning at work location. Callback pay by Federal legislation. Sharp 12 a.m. and ending at 11:59 p.m. does not begin at the time the HealthCare also contributes employee is notified. Travel time Sharp HealthCare will pay overtime an equal amount based on the is not compensated or included in and/or double-time as required by employee’s deduction toward callback hours. law. Accordingly, employees who retirement, disability income, and are temporarily assigned to work in Medicare Insurance and death An employee cannot be paid for a unit covered by a valid Alternative benefits available through Social both on-call and callback pay for Workweek Schedule (AWS) shall Security. the same hour. Contact your local be subject to the same overtime 4. California State Disability Human Resources Department standards as employees of the AWS (SDI Tax): The state legislature or your supervisor for specific unit. Non-productive hours such as sets the current SDI tax questions. vacation, sick, holiday time and jury deducted from employee’s wages. The employer deduction duty do not count towards hours for Paydays and Pay Periods overtime pay. provides weekly income in the Sharp HealthCare’s paydays event of a non job-related injury. Demotions are biweekly. Paychecks will be Employers withhold a distributed on the sixth working percentage for SDI on the first When an employee moves into a day following the close of the pay $93,316 in wages paid to each position, which is assigned a lower period. Normally there are 26 pay employee in a calendar year. salary grade, his or her pay may be periods each year; the schedule of 5. Unemployment Insurance decreased. pay periods is established each year Sharp HealthCare pays into the Garnishments by the Payroll Department. Human State unemployment insurance Resources Operations will post pay funds, which provide benefits Garnishment of wages is the periods on employee bulletin boards for employees in the event of a withholding of an employee’s annually. layoff or termination through no earnings to collect an employee’s fault of their own. In addition, personal debt. Sharp HealthCare Payroll Deductions Sharp Health Plan pays into the follows state and federal regulations Various federal and state laws federal and state unemployment when pursuing garnishment of an require Sharp HealthCare to make insurance funds, which provide employee’s earnings. the following deductions from benefits for employees in the On-Call and Callback Pay employees’ paychecks: event of a layoff or termination through no fault of their own. On-call pay begins at the scheduled 1. Federal Income Tax: Salary, Benefits are determined time the employee is required to be marital status and the number of by the California Employee available by phone to work. allowances claimed on the W-4 Development Department.

22 Sharp HealthCare Human Resources, Revised 2014 Shift Differential • Shift differential will be paid on Bulletin Boards worked callback hours providing Sharp HealthCare will pay shift Bulletin boards are located the employee is called back to differentials consistently for all throughout Sharp HealthCare work from on-call status and evening (PM: 3 p.m. to 11 p.m.) and facilities and are intended to works a minimum of four hours night (NOC: 11 p.m. to 7 a.m.) shifts: enhance communication within the of callback on an evening night organization. • Employees will receive the shift. The employee will receive appropriate shift differential the applicable shift differential Management will post current premium for the entire shift when premium where the majority of information on policies and one half or more of the shift, and hours fall for all hours worked on practices, human resources at least four hours, are scheduled callback status. Shift differential announcements, state and federal and worked in a PM and/or does not apply to on-call/ laws related to employment, and NOC shift. stand-by hours or non-worked general information that may be of • When employees work a shift guaranteed hours. interest to employees. which hours fall into both PM and NOC shifts, the entire shift will be Employment Policies Labor Relations information must paid according to the differential be posted on designated bulletin premium for the shift in which Appearance boards only. the majority of hours are worked. Employees of Sharp HealthCare are Specific bulletin boards are in place If the hours are evenly split and expected to project a professional for non-work related information. there is no majority, the entire image at all times. Clothing and Employees may use these areas shift will be paid at the highest uniforms should be clean, pressed for announcements. Information shift differential rate. and in good condition. Jewelry must may be posted on the bulletin • An employee who is scheduled be conservative in style and not boards, with prior approval from for a shift that qualifies for shift present a potential safety hazard Human Resource Operations and differential premium, who is when working with patients or management. Information which sent home early due to lack equipment. presents religious, political or of work and has worked less than four hours, will receive the Some sites permit “casual Friday” negative information related to the appropriate shift differential for attire; however, clothing must still operations of Sharp HealthCare the actual hours worked or half be work-appropriate (i.e., not too cannot be posted and will be the scheduled hours up to four tight fitting or loose fitting). In removed. hours, whichever is greater. addition, footwear must be work- Lactation Accommodation • An employee, who is scheduled appropriate (i.e., no flip flops or for a shift that qualifies for slippers). In accordance with state and federal shift differential premium, legislation, Sharp HealthCare and is sent home early Out of courtesy to your coworkers, provides employees with a private due to illness or injury, will who may be sensitive to perfumes space for lactation purposes. receive the appropriate shift and colognes, please minimize their Employees are encouraged differential premium for hours use in the workplace. to use their break time and actually worked regardless meal periods for this purpose. of shift differential minimum Identification badges issued by Contact your supervisor or local requirements. Sharp HealthCare must be worn at Human Resources Department all times while at work. for additional accommodation information.

Sharp HealthCare Human Resources, Revised 2014 23 Personal Visits patient care areas or in any place nearest fire alarm pull station, fire which may cause a disruption of extinguisher, evacuation routes and Visits by friends or relatives during health care operations or which exits from their working area. work hours should be scheduled might cause a disturbance to with management. At no time patients or visitors. Furthermore, You can do your part in providing a should friends, relatives or children employees may not distribute safe environment by: visit or wait in patient areas, work literature at any time for any areas or employee lounges while reason in any work areas or areas • Knowing the location of fire employees are on duty. These open to the public. alarm boxes, fire extinguishers, situations present significant issues evacuation routes and exits from of safety and liability for Sharp If you have any questions about the your work area HealthCare. meaning of working time, working • Knowing your responsibilities areas or patient care areas, contact during various emergency Please remember that it is in management or Human Resources. situations (various codes) the best interest of our patients, • Knowing the fire response plan employees and affiliated physicians For the purposes of this policy, Rescue, Alarm, Contain, Evacuate that personal visits not interfere employees include all persons or Extinguish (R.A.C.E.), if trained with or disrupt the operations of actively employed by Sharp • Keeping corridors and exits clear Sharp HealthCare. HealthCare, in any classification, of equipment and all persons connected to Solicitation and Distribution • Never obstructing fire equipment Sharp HealthCare through student, of Literature • Maintaining 18” clearance on all advisory, auxiliary or other status. sides of fire sprinklers To avoid disruption of Sharp HealthCare and to maintain our Fire Safety, Injury Injury Prevention professional image, the following It is in everyone’s best interest to rules have been established Prevention and work safely and maintain a safe regarding the solicitation and Security working environment. You should distribution of material or literature familiarize yourself with emergency on Sharp HealthCare grounds: Fire Safety procedures, the location of first aid It is your responsibility to know supplies and fire extinguishers. • Persons who are not employed what to do in the event of a fire by Sharp HealthCare may not or other disaster. You should Safety is everyone’s responsibility. solicit or distribute literature on be knowledgeable of your Sharp HealthCare makes every Sharp HealthCare property at responsibilities during a disaster. effort to prevent accidents by any time or for any purpose. Information on staff responsibilities establishing safe procedures and • Employees of Sharp HealthCare during a disaster can be obtained by providing proper equipment, may not solicit or distribute from your department or unit’s Fire instruction and safe guards. You literature during working and Disaster Manual. have an obligation to your patients, hours. Working hours include visitors, fellow employees and the working time of both It is essential that you understand yourself to do all you can to prevent the employee soliciting or and follow the procedures as accidents. distributing and the employee detailed in Sharp HealthCare’s Fire to whom the soliciting or Plan (accessible via SharpNET) so Sharp HealthCare is committed to distributing is directed. that loss of lives and property can providing employees with a safe • Employees may not solicit or be averted. Employees should make work environment. The following distribute literature at any time in it a point to know the location of the are examples of steps that have

24 Sharp HealthCare Human Resources, Revised 2014 been taken to actualize this goal: an you cannot correct to your well as their contents, are subject to active Injury and Illness Prevention supervisor or Safety Officer periodic inspection for security or Program; hospital specific and • Submit work order for hazards other purposes at any time without system-wide safety committees; that can be corrected quickly prior notice. Employees should not a system employees can use to • Only operate equipment for place any other lock on a locker or report hazardous or unhealthy work which you have received training storage container. Employees who conditions without fear of reprisal; • Properly segregate waste fail to cooperate in any inspection procedures for investigating and • Use chemicals appropriately will be subject to corrective action addressing accidents and unsafe up to and including termination. conditions; injury prevention Security Sharp HealthCare is not responsible specialists’ consultation services; The cooperation of all employees for any lost, stolen, or damaged and training in healthful/safe work is imperative if the problem of articles placed in a locker, practices. We count on employees theft is to be minimized. Supplies desk or storage container (see to actively participate in our safety and equipment should be stored Gross Misconduct for additional programs and training sessions. in approved areas and security information). You are responsible for using all measures must be observed. Do Sharp Property equipment and chemicals safely, not bring an excessive amount of following safety procedures and money or valuables to work, as If you are issued Sharp HealthCare reporting any conditions that may Sharp HealthCare is not responsible property (tools, clothing, keys, be unsafe. for the loss or theft of personal equipment and badges) you property. Immediately report are responsible for keeping The safety committees are very stolen or missing articles. Do not such property in good working active and meet regularly to leave valuable personal property in condition. Should the property review the safety of your work your vehicle in plain sight. Written become damaged or worn, report environment. You can do your part authorization from management it immediately to your supervisor. in promoting safety and preventing is required to remove Sharp Equipment, clothing and tools may accidents by observing the HealthCare articles or property from not be removed from the premises following practices: the premises. You may be required without written approval from the to leave personal items outside of department manager. Work safely. Adhere to established meetings. work practices. Depending on your role, you may be Security Inspections assigned keys for use in your work • Use proper body mechanics, Sharp HealthCare is committed to assignments. Sharp HealthCare stretch regularly and use lift maintaining a work place free of policy prohibits the unauthorized equipment or other mobilization illegal drugs, alcohol, weapons or possession, use or duplication of aids to assist with patient other improper materials. To this Sharp HealthCare keys. Violation of mobilization end, the possession, sale and use this policy may result in corrective • Use safety devices when of such materials or substances on action, not excluding dismissal even available all Sharp HealthCare premises is for a first offense. If you are issued • Wear appropriate personal prohibited. one or more keys, their continued protective equipment possession and use become your • Follow computer ergonomic Desks, lockers or other storage responsibility. If during the course workstation safety guidelines devices may be provided for of employment you no longer • Take immediate actions to employee convenience, but have use for a key, return it to your correct identified safety hazards remain the sole property of Sharp supervisor. and/or report those hazards HealthCare. Accordingly, they, as

Sharp HealthCare Human Resources, Revised 2014 25 Identification Badges (unless you have the appropriate in the possession of any employee. For purposes of identification and placard) or ambulance parking, fire If employees desire to avoid such security, all Sharp employees must lanes or loading docks/areas. The inspections, they should refrain from wear their name badge at all times parking lot speed limit is five miles bringing packages or other articles while on Sharp premises. Contact per hour. onto Sharp HealthCare premises. your local Human Resources Department for information on how Personal Packages, Lockers, Reporting Incidents to order an identification badge or Desks and Inspections Anything unusual that happens in temporary identification badge. Sharp HealthCare provides relation to Sharp HealthCare or its desks, lockers and other storage patients should be reported to the If you lose your badge, notify containers for the convenience and immediate supervisory personnel Security so your badge can be use of its employees. Accordingly, without delay. Prompt reporting deactivated. If you find it, call employees should not place any will ensure the well-being of the Security so we can reactivate other lock on a locker or storage patient as well as employee safety it. Contact your local Human container. and protection. Special written Resources Department to order an forms for reporting incidents must additional identification badge. Sharp HealthCare reserves the be completed at the request of right to inspect lockers and desks, supervisory personnel. Failure to do Lost and Found as well as any contents, effects or so may result in corrective action. If personal property is lost, you articles that are in lockers, desks or Incident forms are available through should report the loss to Security. other storage containers. Such an your supervisor. Articles found should be brought to inspection can occur at any time, management. for any reason, with or without Think safety first, eliminate a hazard advance notice. Such an inspection that may cause an accident, report Parking may be conducted before or after unsafe conditions, and be alert and Parking facilities are available working hours by management or careful. to employees, physicians and other person designated by Sharp others who visit Sharp HealthCare. HealthCare. Smoking Employees are to park only in For the health and safety of our lots and parking stalls specifically If requested, employees who fail staff and patients smoking is designated for employee parking. to cooperate in any inspection will prohibited in Sharp HealthCare Some Sharp entities may require be subject to corrective action, facilities and on Sharp HealthCare a car identification card or decal including possible suspension or grounds (exceptions exist for some to authorize employees to park in termination. Sharp HealthCare will patients, but is limited to designated designated lots. Please park within not be responsible for any articles areas only). the allotted space; otherwise placed in a locker, desk or storage your car may be towed. Contact container that are lost, stolen, Holidays supervisory personnel or Human damaged or destroyed. Resources for more detailed Sharp-Recognized Holidays information on parking procedures Employees may be stopped while All holidays are included in the paid at specific sites. leaving Sharp HealthCare premises leave plan accrual or Paid Time with packages or articles. Any Off (PTO). The total PTO accrual Observe parking regulations and be management or other person is published in the Paid Leave considerate of others when driving designated by Sharp HealthCare has Plan brochure. The PTO accrual is or parking on Sharp HealthCare the authority to inspect packages or comprised of vacation time and property. Never park in disabled other articles leaving the premises

26 Sharp HealthCare Human Resources, Revised 2014 holiday time. As an example, as of All other paid holidays Contact your local Human 2008, an employee with 20 years of Non-exempt employees who work Resources Department for further service will accrue 36 days of Paid a majority of their shift between information on the various LOA Time Off per year; of the 36 days, 11 p.m. the night before the holiday categories and the criteria for eight days are holidays. Holiday pay and 7 a.m. the morning after the requesting your individual LOA. is automatically deducted from your holiday are eligible for holiday pay PTO accrual. for their entire shift. Employees are Paid Leave eligible for one shift of holiday pay Sharp HealthCare recognizes six per designated holiday. Contact your local Human holidays and two floating holidays: Resources Department for further Leave of Absence information on Sharp HealthCare’s • New Year’s Day Paid Leave Plan or reference Sharp • Memorial Day Sharp HealthCare follows state and Policy #04002: Paid Leave. A paid • Fourth of July federal laws when determining and leave brochure is also accessible on • Labor Day administering Leave of Absence SharpNET. • Thanksgiving (LOA) policies and procedures. • Christmas Day Paid Time Off and Extended • Non-overtime: Two floating Sharp HealthCare’s policy provides Sick Insurance holidays (used at the employee’s LOA to all eligible employees on a discretion) Sharp HealthCare’s Paid Leave non-discriminatory basis. If there Plan is an important part of the Working on a Holiday is ambiguity or a contradiction overall employee benefits package. between Sharp HealthCare’s policy It provides replacement income Non-exempt employees required to and procedures and state or federal while you take time off for rest and work on any of the six recognized laws, the conflict will be resolved relaxation or while you or a family holidays noted above, excluding the by Sharp HealthCare following the member are recovering from a floating holidays, receive time and content of the law. temporary illness or injury. one half for one shift per holiday except for Christmas and New Sharp HealthCare considers Paid Time Off (PTO) is used for Year’s Eves and Christmas and New approval of LOA requests based on scheduled time off such as vacation, Year’s Days; on these holidays the the criteria set forth in the federal holiday and personal days. It is employee may receive overtime Family Medical Leave Act (FMLA) also used for the first day of an pay for two shifts in the designated and the California Family Rights illness or injury if you have less than holiday periods. Act (CFRA) (see Appendix for more 100 hours in your Extended Sick information). There are various Insurance (ESI) bank. ESI is used for Christmas and New Year’s Eves categories of LOAs including illnesses or injuries that last two or Non-exempt employees who work a paid family leave, catastrophic more days. Both PTO and ESI can majority of their shift between 5 p.m. leave, intermittent leave and be used as they are accrued. Your the night before a holiday and 7 a.m. administrative leave. A LOA may be accrual rates for PTO and ESI are the morning after the holiday are provided for pregnancy, organ and based on your assigned hours. eligible for holiday premium pay for bone marrow donation, child care, their entire shift. Employees are civic duty (jury duty and voting), Eligibility eligible for two shifts of holiday pay military service, religious practices, Full-time and part-time employees within the designated holiday firefighter obligations or personal accrue PTO and ESI based on period for Christmas Eve and New time. assigned hours. Part-time Year’s Eve.

Sharp HealthCare Human Resources, Revised 2014 27 employees accrue on a prorated Performance Resources for inclusion in the basis. (Management may change personnel file. accrual rates. See current accrual Evaluations plan for PTO and ESI accruals.) As a part of continuing performance The job description is the basis development, performance Insurance Premiums on for the annual performance appraisals may be provided at Paid Leave evaluation. It contains a list of job other times. This review provides responsibilities, competencies and an opportunity for the employee While on a leave of absence, the the standards of performance that and the evaluator to honestly and employer’s share of insurance are expected of employees. It is the openly discuss an employee’s premiums will continue to be paid, evaluator’s responsibility to provide performance and accomplishments. by Sharp, for a specified time this information to employees It is extremely important to utilize period, so long as the employee when they begin work at Sharp this period to candidly discuss any continues to pay his or her share HealthCare or transfer to a new expectations or problems he or she of premiums. Non-payment of the department. It is the employee’s may have. employee’s share of premiums responsibility to ask questions if he will result in discontinuation or she is uncertain about any part of Promotions of coverage. See your local the job description. When an employee moves into a Human Resources Department position with greater responsibility for determination of the specific In most circumstances, new and a higher salary grade, he or time period the employer share of employees or transferred employees she may receive a percent-of- insurance premiums will be paid. will receive a 90-day evaluation pay increase, or an adjustment to for the review of performance in the minimum of the new salary Consolidated Omnibus the first 90 days of employment range, depending on experience, Budget Reconciliation Act or in a new position. The 90-day qualifications, and appropriate Consolidated Omnibus Budget evaluation does not imply a contract equity within the new job Reconciliation Act (COBRA) for continued employment or classification. benefits are available to employees permanent employment. who do not return from a leave Merit Increases All full-time, part-time and Per Diem of absence, resign from the At the beginning of each year, staff employees are to receive an organization or are released from evaluators receive merit increase annual performance evaluation from the organization. Sharp HealthCare guidelines to use in determining the lead, supervisor or manager COBRA benefits are administered merit increases for the fiscal year. as designated by management by Igoe Administrative Services. The merit increase guidelines are within 60 days of the employee’s Respond immediately to any developed as part of the fiscal evaluation date. Staff evaluations communication from Igoe. year salary budget. The merit occur December 15 annually. increase guidelines include specific Contact your local Human Evaluations for leads, managers percentage increase amounts for Resources Department for and above are due on November 1 different performance evaluation information and assistance on annually. values (see New Employee packet transitioning to COBRA coverage. Upon completion of the evaluation, for example). the employee will be provided a Registered nurses (R.N.s) covered copy of the evaluation and the by the Collective Bargaining original will be sent to Human Agreement (CBA) are evaluated

28 Sharp HealthCare Human Resources, Revised 2014 each year, they are not participants Sharp policy and may result in the Sharp HealthCare and its use is in the pay for performance (merit) termination of employment. governed by Sharp HealthCare. program. Increases in pay are This information may not be subject to negotiation. California Privacy Laws disseminated, reproduced, used, In addition to the federal HIPAA disclosed, removed or personally Privacy and laws, California has adopted maintained by any individual except Confidentiality two state-specific privacy as necessary to perform services on statutes: AB211 and SB541. These behalf of the corporation and/or its laws were created to increase customers. It is the obligation of every privacy protection and prevent Sharp HealthCare employee and unauthorized access to patients’ Except when otherwise required contracted personnel to protect medical information and enable the by law, any record that contains and respect the confidentiality State to assess and enforce fines clinical, social, financial or other of information relating to the of up to $250,000 against facilities data on Sharp’s internal and internal and external customers and individuals who inappropriately external customers is treated as of Sharp. This obligation extends obtain, access, use, or disclose strictly confidential and is protected to information acquired from any protected medical information. from loss, tampering, alteration, source such as patients, internal destruction and unauthorized and external customers, health Confidentiality of inadvertent disclosure. Specific care practitioners, and internal or Employee Information guidelines and/or laws relating external computerized databases. to a functional component of the Sharp HealthCare is committed Violating the privacy of a patient organization shall be retained in the to protecting employees’ is serious and may result in the department responsible for that confidentiality.Management and termination of employment. component and shall be updated staff are not authorized to provide accordingly. In a patient-centered environment, employment information to parties outside of Sharp HealthCare, unless certain activities and procedures If an employee receives a request an employee provides written are accepted as routine. Care shall for information from any party other authorization or the release of be taken at all times to ensure that than an appropriate member of the information is mandated by law. If the patient’s physical privacy shall medical staff, the inquiry should be there is a demonstrated business always be protected by appropriate referred to management. draping and consideration given to need, Human Resources may the patient’s rights as an individual. approve management’s request to review an employee’s personnel Recruitment Federal Privacy Laws file. (An example of this is when Equal Employment an employee wishes to transfer The Health Insurance Portability and Opportunity positions within Sharp HealthCare. Accountability Act of 1996 (HIPAA) Management may receive approval As an Equal Employment governs the use and disclosure of to review the employee’s personnel Opportunity (EEO) employer, protected health information. Any file.) Sharp HealthCare follows all state access to a patient’s protected and federal anti-discrimination health information must be intended Medical Records employment laws. The determining for treatment, payment or health Any information, whether on factor regarding the employment care operations. Unauthorized the computer monitor or on a decision is the individual’s access of protected information is a printed document, is owned by qualifications relative to the violation of both federal law and available position.

Sharp HealthCare Human Resources, Revised 2014 29 Sharp HealthCare provides equal Transfer Applications to participate in Sharp HealthCare’s employment opportunity to all benefit program,SharpChoice . To apply for open positions, current employees and applicants without New employees benefit coverage employees must complete an online regard to race, color, creed, becomes effective on the first day transfer application. The application religion, sex, age, national origin, of the month, coinciding with, or is accessible on www.sharp.com/jobs marital status, sexual orientation, following 30 days of continuous or SharpNET. When requesting a physical or mental disability, gender employment. An Open Enrollment transfer, employees must possess identity and expression, familial or period for SharpChoice benefits the minimum qualifications for an parental status, genetic information, occurs annually. open position. veteran status, or any other legally Detailed information on the protected classification. This policy Employees must complete 90 days following benefits is available applies to all terms and conditions of employment prior to transfer to in the Employee Benefits Guide of employment. another position. See Sharp Policy (distributed at New Employee #04501.01: Transfers, Management shall take affirmative Orientation) or by accessing the Interdepartment and Interfacility. action to seek to ensure that Benefits section on SharpNET. qualified minority group individuals, Employee Referral Program females, protected veterans and SharpChoice benefits include the Employees who refer hired qualified persons with a disability following: individuals are eligible for regularly are considered for employment and scheduled prize drawings. Current promotions on a non-discriminatory • Medical (includes vision) employees must complete and basis. • Dental submit the employee referral form • Retiree Medical Continuation Application Process (available in the Recruitment section Coverage on SharpNET) to be entered in the • Employee Assistance Program To be considered for a position at employee referral prize drawing. • Flexible Spending Accounts Sharp HealthCare, candidates must • Life and Accidental Death and go to www.sharp.com/jobs and Selected positions may be eligible Dismemberment Insurance complete an online application. for an employee referral bonus. • Personal Accident Insurance Applicants may be asked to answer To find positions eligible for the • Dependent Life Insurance job related questions, online, Employee Referral Program, visit • Long Term Disability Insurance during the application process. www.sharp.com/jobs, select Search, • Retirement Savings Plan All information must be complete and enter “employee eligible for (Sharp $aver) in order to be considered for referral bonus.” The person referred • Tax Deferred Retirement Plan employment. Information provided must apply for an open, eligible • Long Term Care Insurance on Sharp’s online application position and be hired into that role. • Group Legal Plan must be accurate. Falsification, • College Savings Plan misrepresentation or deliberate SharpChoice • Paid Leave Plan omissions on application materials • Education Reimbursement may result in the rejection of an Benefits • Critical Illness Insurance application or termination of • Auto and Home Insurance employment. Benefits Overview • Pet Insurance Full-time or part-time employees, • Retirement Planning Education For further information, contact a assigned and working 40 or more • Sharp Best Health Wellness recruiter at (858) 499-5285 or email hours per pay period, are eligible [email protected]. Program

30 Sharp HealthCare Human Resources, Revised 2014 Direct Deposit The circumstances of the situation Employees must notify and an employee’s overall work management immediately when Paychecks may be directly deposited record are considered before an actual or potential conflict of into your checking or savings account. deciding on a course of corrective interest arises. Contact your local Human Resources action. Appropriate corrective Department for direct deposit action includes verbal clarification, Dishonesty – such as falsification guidelines. Forms are available on developmental plans, clarification of company records, theft or the Payroll section of SharpNET. of expectations, written warnings, misappropriation of Sharp Credit Unions suspensions and terminations from HealthCare money, supplies, employment. materials or equipment, or the use Sharp HealthCare employees are of same for personal reasons or eligible to join a variety of local While it is not possible to anticipate gain; engaging in illegal acts. credit unions, including the Sharp every situation, the following Division of Cabrillo Credit Union. are offered as examples of Failure to Cooperate – such as Further information on joining unacceptable behavior: failure to actively collaborate or Cabrillo Credit Union is available participate with management, on SharpNET or by contacting Breach of Confidentiality – coworkers, physicians and the Credit Union directly at unauthorized access or use of vendors in matters relating to the (858) 547-7400. confidential medical, employment performance of duties, activities and related or personal information. A operation of the facility or the care Standards of misuse of the materials mentioned of patients. Employee Conduct above (or anything held similar to the information mentioned above). Gifts and Gratuities – patients are entitled to receive the finest care To uphold the standards of Code of Conduct – a statement of that Sharp HealthCare is capable excellence in patient care behavior created, and approved, of giving them. Employees are not and services promised to the by the Sharp HealthCare Board permitted to receive gifts, bequests, community, there are certain of Directors. The code of favors, or entertainment of standards of conduct which must conduct requires compliance excessive value, or money, including be met by all employees at all times. of all employees, independent tips and gratuities, of any amount. An employee who fails to maintain contractors and affiliated proper standards of conduct or physicians to Sharp’s ethical and Gross Misconduct – such as verbal whose behavior interferes with safe, legal standards. The Corporate abuse, physical abuse or physical orderly or efficient operations will Compliance Program has been altercation between employees, be subject to corrective action, up established to monitor legal and management, vendors, patients to and including termination. regulatory areas for potential fraud or visitors; defacing, damaging and abuse. or destroying Sharp HealthCare It is our expectation that employees property; making public statements will conduct themselves on the Conflict of Interest - includes slanderous about Sharp HealthCare, job in a professional manner, anything that divides the employee’s its management or its trustees. extending courtesy, consideration professional obligation between the Further gross misconduct would and cooperation to patients, visitors interests of Sharp HealthCare and a include a conviction for a felony; and other employees. We take pride competitor. Examples of a division possession of firearms or other in the excellent reputation of our of professional obligation could be; articles that could be considered employees and the services they personal financial gain, personal a weapon on Sharp HealthCare deliver. relationships, or any other personal property; possession or sale of benefits. illegal or controlled substances;

Sharp HealthCare Human Resources, Revised 2014 31 traffic safety violations when related Threats – any statement, written, Terms and to job duties; sale or disclosure of verbal or physical, that directly proprietary information or products or indirectly threatens harm to Conditions of of Sharp HealthCare. Arrests of any person or property will be Employment employees for alleged criminal taken seriously and will result performance will be evaluated on a in immediate suspension from Employment Record case-by-case basis for appropriate employment and possible It is important that employees keep action. termination. Sharp HealthCare management and Human Resources will determine whether criminal informed of any changes in address, Insubordination – actions or complaints will be filed against any phone number or marital status. behaviors that are disrespectful, person who makes such threats. An employee’s present address undermining, and/or non-supportive and phone number are essential for of the mission and goals of the Unethical Behavior – such as many purposes, including mailings department or organization. engaging in inappropriate behaviors from Sharp to an employee’s home. Additional examples are, but not on Sharp HealthCare premises, or If an employee’s marital status or limited to: willful failure to follow engaging in behaviors that may number of dependents changes, the instructions given by management, damage Sharp HealthCare’s image employee may have to change the or other person given in-charge (or reputation) in the community. number of exemptions claimed for responsibility; violation of company income tax withholding purposes rules, regulations or policies; failure Unlawful Harassment – behavior and add on, or delete, family to report work related illness which is directed at a person members from various benefit or injury; solicitation on Sharp because of gender, race, color, plans. HealthCare property. ancestry, religion, national origin, disability, medical condition, age, An employee can review various Substance Abuse – such as marital status, sexual orientation, documents included in their Sharp possession, use of alcohol, illegal genetics, veteran status or any other HealthCare personnel file by making drugs or any chemical agents while characteristic, status or condition an appointment, with a minimum on duty or on Sharp HealthCare protected by law, and which has the of 24 hours advanced notice, premises (includes felony conviction purpose or effect of substantially with Human Resources. A Human of drug sales and/or transport). interfering with an individual’s Resources representative will assist work performance, or creating an the employee with this process. Supervisor/Subordinate intimidating, hostile or offensive Relationships – such as romantic work environment. This includes Service Credit relationships between supervisors verbal or physical harassment. and direct subordinates are highly The length of uninterrupted discouraged. In cases where this Unsatisfactory Attendance – such employment in full-time or part- does occur, parties must disclose as excessive absenteeism and time status with Sharp HealthCare, this information to management tardiness, failure to give adequate used to determine eligibility for or Human Resources. One of the notice of absence, or failure to benefits, such as accrual rates involved parties will be required to report for scheduled shift. Ten of paid leave benefits, vesting in transfer to another department, or absence occurrences may be pension plans, service awards, and entity, through coordination with subject to corrective action up other benefits and policies based on Human Resources. In cases where to, and including, termination of length of employment. the organization discovers the employment. relationship, options for transfer may not be available.

32 Sharp HealthCare Human Resources, Revised 2014 A Change in Employment of Relatives should familiarize themselves with Employment Status the Standards of Conduct section The definition of “relative” in this handbook to ensure proper A change in employment status applicable to this handbook* is: compliance when employed outside from a part-time or full-time status spouse, domestic partner, child, of Sharp HealthCare. Employees to per diem status lasting greater parent, grandparent, grandchild, should carefully evaluate their ability than 365 consecutive days, will brother, sister, niece, nephew, to maintain their effectiveness if affect your service credit date. The aunt, uncle, cousin, in-laws, step they are considering additional adjusted service credit date will relationships and persons who have employment. Management cannot start at your return to a part-time a “significant personal relationship” make allowances in scheduling or or full-time status for purposes to management staff members. in performance requirements for of accrual rates of paid leave Sharp HealthCare is careful to additional employment. benefits, vesting in pension plans, avoid employment of relatives service awards, and other benefits in positions that could lead to Other Terms and Conditions and policies based on length of potential problems of supervision, of Employment employment. safety, security, morale or conflict of interest. Employees may have their hours When you return to a full-time reduced or job responsibilities or part-time status from a per If two employees marry, become changed or may be terminated diem status of more than 365 domestic partners, become related, for non-corrective action as well consecutive days, the service credit or enter into a significant personal as for corrective action reasons. is changed to the date you returned relationship, and the potential Non-corrective action reasons to a status position (full or part problems noted above exist, only include, but are not limited to, time). The adjusted service credit one of the employees will be reorganization of the workforce, date may decrease your paid leave permitted to stay within the same the close or sale of a facility, accruals (PTO) and/or impact other work unit. The decision as to who general reductions in the work benefits (see Service Credit). It will will remain within the work unit and/ force or other actions necessitated not impact your seniority for open or Sharp HealthCare must be made by economic conditions or the position selection. by the two employees within 90 operational needs of Sharp days. If no decision has been made HealthCare. Employment during this time, Sharp HealthCare Resignation and Break In Service will terminate or transfer one of the Termination Any former regular status employee employees. (full time or part time) who resigned It is recommended that notices of Employment Outside of from Sharp HealthCare voluntarily, voluntary resignation be submitted Sharp HealthCare and in good standing, may have in writing to management at least their ESI and Service date reinstated Sharp HealthCare has no objection two weeks prior to the last expected if selected for a new position with to employees holding another job so day of work. Employees are sent exit Sharp HealthCare, within 365 days long as that job does not interfere interview forms but may schedule of termination. with their performance. Employees an exit interview with Human Resources Operations before their last day of work. If an employee *The definition of “relative” may differ depending on state and federal rescinds his or her resignation requirements, as in the case of leave of notice, management may or absences and benefits. Please reference these handbook sections for specific may not approve the rescinded definitions.

Sharp HealthCare Human Resources, Revised 2014 33 voluntary resignation notice. Verbal Hourly employees are responsible Unauthorized or unreported resignation will be acknowledged for documenting or correcting absences or unsatisfactory similar to written resignation. missed meals or breaks in their API attendance may result in corrective electronic time record. Time worked action, up to and including There is a resignation clearance is the time actually spent on the job termination. If an employee expects process which allows employees performing assigned duties. Hourly to be late for work, it is his or to return any Sharp HealthCare employees should also enter the her responsibility to notify the property they may have in their beginning and ending time of any appropriate management. Failure possession, clear open accounts split shift or departure from work to notify appropriate management and receive any compensation due for personal reasons. Hourly and may also result in corrective or information concerning benefits exempt employees must enter their action. Tardiness is considered continuation. Human Resources Paid Time Off (PTO), Extended Sick an “occurrence” of absence, and Operation Departments can assist Insurance (ESI) and leave time in counted toward the maximum of with this procedure. their API electronic time record. 10 excusable absences in a rolling 12-month period. Transfer of Personnel Employees who fail to properly Sharp HealthCare reserves the right and accurately record their time Unlawful to transfer employees based on the worked, or the beginning and end of requirements of staffing, patient their meal periods, may be subject Harassment and volume, the elimination of a job, to corrective action. Tampering, Sexual Harassment the decreased demand for service altering or falsifying time and or other factors affecting business attendance tracking or recording It is the goal of Sharp HealthCare operations. time on another employee’s record to be proactive in the prevention of may result in corrective action, sexual harassment and all unlawful Time and including termination. harassment or discrimination. Unlawful harassment is any Attendance (API) Attendance and Tardiness negative behavior which is directed If an employee is unable to work at a person because of gender, Meal Periods because of illness or other reason, race, color, ancestry, religion, Accurately recording time worked it is his or her responsibility to national origin, disability, medical is the responsibility of every notify management according to condition, age, marital status, employee. Federal and state laws department guidelines. It is not sexual orientation, or any other require Sharp HealthCare to keep sufficient to leave a message with characteristic, status or condition an accurate record of the time coworkers; employees must notify protected by law, and which employees work and take meal appropriate management. For has the purpose or effect of breaks. Hourly employees are questions regarding the reporting substantially interfering with an required to enter their work time at of an absence in the department, individual’s work performance, or a badge reader or computer, at the employees must discuss the matter creating an intimidating, hostile or beginning and end of their shifts, with management. In the event that offensive work environment. This and when beginning and ending a medical absence is greater than includes verbal, visual or physical their meal periods. If you have seven days, an employee must apply harassment. The harassment will questions regarding time keeping, for a medical leave of absence. be taken seriously even if there contact Human Resources or Management may require additional is a perception of harassment; management for assistance. physician notes depending on the regardless of the intent of the current absences. behavior.

34 Sharp HealthCare Human Resources, Revised 2014 The definition of “sexual a complaint of unlawful harassment or any other form of unlawful harassment” includes, but is or discrimination from any form harassment or discrimination not limited to, unwanted sexual of retaliation. The state and are kept confidential by Sharp advances, requests for sexual federal agencies administering HealthCare unless law requires favors, and other verbal, visual or the laws prohibiting unlawful disclosure. physical conduct of a sexual nature harassment and discrimination are which is a condition of employment, the California Department of Fair Workers’ the basis for employment Employment and Housing (DFEH), decisions, or which creates a and the federal Equal Employment Compensation hostile, intimidating or offensive Opportunity Commission (EEOC). Injuries on the Job environment. Employees may also use these agencies to file a sexual harassment After an initial exam at the locations Management must report all or discrimination complaint, or below, injured employees requiring incidents of unlawful/sexual complaint based on any other follow-up care may elect to see a harassment or retaliation to form of unlawful harassment or doctor from the Medical Provider Human Resources immediately. discrimination. Every Sharp facility Network — a list of these doctors A member of management will provide an information poster is mailed to the employee after the who learns of unlawful/sexual from these agencies with their injury is reported. An employee’s harassment or retaliation and does addresses and procedures for personal physician may treat not report the incident may be filing complaints. The agency to him or her if the employee has subject to disciplinary action up contact is the Department of Fair pre-designated his or her doctor to and including termination of Employment and Housing. Their toll prior to reporting an injury. Each employment. free number is 1-800-884-1684. new employee is provided a pre- designation form in his or her new An example of an offensive/hostile Work-sponsored parties must hire packet. Existing employees work environment is the presence uphold Sharp HealthCare Behavior may contact their local Human of any visual materials that are Standards. Activity that promotes Resources Department for a copy of offensive or degrading of either sex. conditions that could be perceived this form. Another example is “language” or as sexual harassment or misconduct verbal exchanges that are profane must not occur. Employees may jeopardize their and/or describe explicit or implied rights to treatment and benefits, sexual situations. Steps to Resolving under the Workers’ Compensation Complaints program if they fail to notify their Any employee who believes he or Management and/or Sharp Human supervisor immediately of an she has been unlawfully harassed Resources will be responsible occupational injury or illness. or discriminated against in the for responding to any questions work place is required to report the Employees Sustaining concerning this policy or hearing facts of the incident, and names of Occupational Injury complaints and for investigations of persons involved, immediately to complaints. Reported incidents of Sharp System Services and Hospitals his or her manager or local Human verbal or physical harassment are (exceptions indicated below) Resources Department. promptly investigated. Misconduct will result in the corrective action Injured employees are to go to the Employee complaints are taken process, up to and including nearest Employee and Occupational seriously. Additionally, the law termination. All matters relating to Health Department (EOHD) for all protects the employee or anyone sexual harassment or discrimination, non-emergent occupational injuries; participating in the investigation of including body fluid exposures.

Sharp HealthCare Human Resources, Revised 2014 35 After hours and on weekends, Reporting Workers’ injured employees are to go to Occupational Injuries Compensation Benefits the nearest Sharp Emergency Employees are responsible for Effective the date of employment, Department. reporting any occupational injury employees are covered by a or illness to their supervisor. Workers’ Compensation program • Sharp Rees-Stealy Medical Centers: Management is responsible for for any work related injury or illness Sharp Rees-Stealy (SRS) reporting the incident and for (as defined by California law). Sharp employees are to go to the providing the employee with the HealthCare pays all costs for this nearest EOHD for body Workers’ Compensation Claim Form protection. fluid and communicable immediately following knowledge disease exposures. All other of the incident. Some Workers’ Workers’ Compensation benefits SRS occupationally injured Compensation benefits do not may include medical care, payment employees are to go to SRS begin until the form is completed for loss of wages and for permanent Occupational Medicine. After and returned. Management should disability. If a work-related injury hours and weekends, SRS injured encourage the employee to or illness disables an employee, employees are to go to SRS complete the form, even for “record he or she may receive payments Urgent Care. purposes only,” in case an injury while unable to work. For further progresses into one that requires information, contact your local • Sharp Coronado Hospital: medical treatment. Human Resources Department. Sharp Coronado Hospital employees, sustaining If an employee is injured or incurs occupational injury or illness, an occupational illness, he or she are to go the Sharp Coronado must report it to management Emergency Department. immediately, in order to protect Tuberculosis (TB) screens for his or her rights to treatment and/ occupational exposure to TB are or compensation as a result of the conducted at Sharp Coronado’s injury or illness. Employee Health Department.

36 Sharp HealthCare Human Resources, Revised 2014 Section 6: Appendix

Sharp HealthCare Human Resources, Revised 2014 37 38 Sharp HealthCare Human Resources, Revised 2014 Sharp HealthCare Human Resources, Revised 2014 39 40 Sharp HealthCare Human Resources, Revised 2014 EMPLOYEE HANDBOOK ACKNOWLEDGEMENT OF RECEIPT

By my signature below, I acknowledge that I have received a copy of the Sharp HealthCare Employee Handbook. I also understand that it contains information on general Human Resources policies and on some of the current benefits and obligations of being an employee of Sharp HealthCare. I will familiarize myself with the information contained in this handbook: however, I realize that, from time to time, the provisions of the Employee Handbook may be amended or modified by Sharp HealthCare and that the Sharp HealthCare Human Resources Policy Manual will take precedence over any contrary provisions in the Employee Handbook.

I understand that the policies and programs described in the Employee Handbook, the Human Resources Policy Manual and any other Sharp HealthCare form or document do not establish any type of contractual agreement whatsoever between Sharp HealthCare and its employees. I further understand that my employment by Sharp HealthCare is at-will, meaning it is not for a specified period of time and can be terminated at any time for any or no reason, with or without cause or notice, by me or by Sharp HealthCare. I also understand that no modification to the Employee Handbook, Human Resources Policy Manual, or any statement made in any Sharp form or document or by any Sharp HealthCare representative, either verbally or in writing, can in any way modify the at-will nature of my employment by Sharp HealthCare. By my signature below, I acknowledge the at-will nature of my employment by Sharp and that my at-will employment status will continue throughout my employment by Sharp HealthCare.

Please print your name, sign and date in the space provided and return to Human Resources. THIS FORM MUST BE COMPLETED IN ITS ENTIRETY.

Name: ______

Signature: ______

Date: ______

Human Resources Copy

Sharp HealthCare Human Resources, Revised 2011

Sharp HealthCare Human Resources, Revised 2014 41 Human Resources Operations Departments

Sharp Chula Vista Medical Center (619) 502-3611

Sharp Coronado Hospital (619) 522-3742

Sharp Grossmont Hospital Including Sharp HospiceCare (619) 740-4210

Sharp Metropolitan Medical Campus Including Sharp Home Care, Sharp Mary Birch Hospital for Women & Newborns, Sharp McDonald Center, Sharp Memorial Hospital, Sharp Memorial Outpatient Pavilion, Sharp Mesa Vista Hospital and Sharp Senior Health Center (858) 939-3456

Sharp Rees-Stealy Medical Centers (619) 446-1849

Sharp System Services Including Ruffin, Sharp Community Medical Group, Sharp Health Plan, SOC and Spectrum (858) 499-5339

Sharp HealthCare Recruitment (858) 499-5460

~ A Health Care Organization Designed Not For Profit, But For People ~

CORP1111.06.14 ©2014 SHC