EMPLOYEE HANDBOOK

Revised January 7, 2013 MISSION STATEMENT OF SAINT FRANCIS HEALTH SYSTEM

MISSION To extend the presence and healing ministry of Christ in all we do.

VISION The Saint Francis Health System will collaborate with others who share its values to be the regional leader in the delivery of quality Catholic health care services.

VALUES EXCELLENCE - Promoting high standards of service and performance DIGNITY - Respecting each person as an inherently valuable member of the human community and as a unique expression of life JUSTICE - Advocating for systems and structures that are attuned to the needs of the vulnerable and disadvantaged and that promote a sense of community among all persons INTEGRITY - Encouraging honesty, consistency, and predictability in all relationships STEWARDSHIP - Ensuring prudent use of talents and resources in a collaborative manner

2 HISTORY

www.saintfrancis.com/about/history

SAINT FRANCIS HEALTH SYSTEM POLICY Disclaimer

SFHS reserves the right to change, interpret, delete or add to any of its employment guidelines at any time and without prior notice to employees. Employment or any offer of employment may be withdrawn, with or without cause, and with or without notice at any time. SFHS is an “At Will” employer.

No representative of SFHS has the authority to enter into any agreement for employment for any specified period of time, or assure to make some other personnel action, either prior to commencement of employment or after employment, or to assure any benefits or terms and conditions of employment, or make any agreement contrary to the foregoing.

SFHS further reserves the right to transfer any employee to another department, shift or entity if required by staffing or census levels and to change wages, benefits, guidelines, work schedules and working conditions at any time.

The contents of this Handbook are not to be considered in any manner as being in the nature of a contract, expressed or implied, with any employee. No employee has or will acquire any contractual right or rights as a result of the guidelines as set forth in this Handbook.

The purpose of this Handbook is to summarize those SFHS guidelines that relate to employment. Please refer to the Human Resources Policy Manual available on the Intranet, or the Human Resources Department for further clarification.

If there is conflicting information in this Employee Handbook, the current Policy and Procedures of SFHS will supersede the Handbook.

3 TABLE OF CONTENTS

TITLE PAGE

Mission Statement 2 History 3 SFHS Disclaimer 3 Table Of Contents 4

LEGAL ISSUES AFFECTING EMPLOYMENT

Statement on Employee Relations 7 Equal Opportunity 8 Professional Conduct 8 Americans With Disabilities Act 8 Corporate Compliance 8

EMPLOYMENT PRACTICES

New Employee Orientation 9 Your Job 9 Employment Status Definitions 9 Employee Current Hire Date 9 Promotions 10 Transfers 10 Performance Appraisals 10 ID Badge 10 Employee Health Services 10 Return to Work Following Illness 10 Workers’ Compensation Insurance 11 Family Medical Leave 11 Leave of Absence (Medical) 11 Scheduled Absence 12 Unscheduled Absence 12 Leaving Work Area or Premises 12 Tobacco-Free Environment 12 Solicitation and Distribution 12 Drug and Alcohol Policy Statement 13 Background Search 13 Address/Name Change 13 Confidentiality 13 Electronic Mail and Internet 13 License, Certification, and Registration 14 Customer Service 14 Telephone Courtesy and Use 14 Conscientious Objections Policy Statement 14 Employee Grievance Procedure 15

4 HOURS AND PAY

Pay Periods and Pay Days 15 Meal Period 15 Breaks 15 Overtime 15 Shift Differential 16 On Call 16 Wage Structure 16 Salary Adjustments 16 Time Clocks 16 Payroll Deductions 16 Assignments and Garnishments 17

BENEFITS

Ave Maria House 17 Paid Time Off 17 PTO Cash Out 18 PTO Resignation Benefits 18 Holidays 18 Extended Sick Leave 18 Flexible Spending Account (FSA) 18 Medical Insurance 19 Health Plan Prescription Program 19 PPO High Deductible Health Plan 19 Dental Insurance 19 Group Term Life Insurance 19 Long Term Disability (LTD) 20 Critical Illness (CII) 20 Retirement Plan 20 Educational Opportunities 20 Credit Union 20 Employee Assistance Program 21 Gift Shop 21 Logo Shop 21 Bereavement and Funeral Pay 21 Jury Duty 21 Subpoena 22 Employee Recognition 22

SAFETY

Policy Statement 22 Responsibility 22 Unauthorized SFHS Visitors 22 Non-Aggression Policy 23

5 STANDARDS OF CONDUCT

Employee Demeanor 23 Progressive Discipline 23 Conduct, Personal Appearance and Phone Use 23

OTHER THINGS YOU NEED TO KNOW

Parking 24 Parking Tag 24 Parking Requirements and Insurance Liability 24 SFHS Equipment and Supplies for Personal Use 25 Social Media 25 Employee Communication 25 Lost and Found 25 Suggestions 25 Package Inspections 25 MyHR@Home 25 Theft 26

TERMINATION

Resignation 26 Final Check 26

6 Saint Francis Health System Statement on Employee Relations

Saint Francis Health System (SFHS) believes that its employees are one of its greatest resources and are integral to the mission “to extend the presence and healing ministry of Christ in all we do.”

Faithful to the values of excellence, dignity, justice, integrity and stewardship, SFHS is committed to treating employees respectfully and with dignity. The system demonstrates its commitment to employees by providing good working conditions, competitive wages and benefits and provides opportunities for employees to share their ideas, talents and experiences. This in turn aids the organization in its goal of continuously enhancing patient care at all of its facilities. The health system endeavors to provide work environments that enable employees to take pride in their work and to bring meaning to their lives through what they do.

Saint Francis Health System is dedicated to providing employees good working conditions, competitive wages and benefits, and above all, treating employees fairly with dignity and respect. A cooperative and supportive work environment is best achieved by maintaining an open and direct working relationship with employees. Saint Francis Health System does not believe employees would benefit from outside representation.

Consistent with Catholic Church teaching and the Ethical and Religious Directives for Catholic Health Care Services, SFHS recognizes employees’ right to choose whether or not to be represented from the outside. Without the threat of retaliation by anyone or any party, SFHS employees have the right to support or oppose representation and to share their views with fellow employees in a manner consistent with the policies.

Saint Francis Health System employees have the right to information prior to deciding whether they desire to relinquish their individual voice to an outside organization. As an employer, Saint Francis Health System has the right under federal labor law - as well as a responsibility - to provide information to its employees regarding representation by a labor organization.

Saint Francis Health System affirms its commitment to its employees and will continue to recognize the value its employees bring to the strength of each of its entities and to the health system as a whole.

7 LEGAL ISSUES AFFECTING YOUR EMPLOYMENT

EOE/AA As an Equal Opportunity Employer with Affirmative Action, SFHS does not discriminate because of sex, race, creed, national origin, age, marital status, physical or mental disability, military status, religion or genetic information in any aspect of employment. All decisions affecting employment, including hiring decisions, are made with this policy in mind. Refer to Saint Francis Health System Employment-General Policies, SFHS.PPM.06.00.00.00. PROFESSIONAL CONDUCT SFHS seeks to establish and maintain a workforce and workplace free from harassment, discriminatory practices and other unprofessional behavior. SFHS will not tolerate discrimination or harassment of or by employees, patients, medical staff or others for any reason. In addition, harassment for any discriminatory reason, such as race, sex, national origin, disability, sexual orientation, age, religion or other protected categories, is prohibited by SFHS and under state and federal laws. SFHS expects all employees and staff personnel to abide by all federal and state laws that prohibit discrimination. SFHS will take appropriate steps to ensure that its work environment remains free of discrimination and that all employees and staff personnel behave in a professional manner. All employees and staff personnel are expected to treat each other with courtesy, respect and professionalism. SFHS prohibits not only unlawful harassment, but also other unprofessional and discourteous actions that might create an intimidating, hostile or offensive working environment. Accordingly, derogatory or inappropriate remarks, slurs or jokes regarding race, ethnicity, age, sexual orientation, religion or gender will not be tolerated. Refer to Saint Francis Health System Professional Conduct and Harassment Prohibition Policy, SFHS.PPM.04.03.00.00. AMERICANS WITH DISABILITIES ACT It is the policy of SFHS to provide equal opportunity in employment to all persons without regard to any such persons' actual or perceived disability, or impairment. Every employee must assist management in complying with the Americans with Disabilities Act (the ADA) so that SFHS can provide the greatest possible access to all aspects of our services by patients, applicants and employees. It is SFHS's policy to comply with all employment provisions of the ADA. Additionally, it is our policy to reasonably accommodate the known limitations of an otherwise qualified individual with a disability, perceived disability, or impairment, if SFHS can do so without creating an undue hardship for SFHS or its employees. This policy applies to all aspects of employment. Refer to Saint Francis Health System Employment-General Policies, SFHS.PPM.06.00.00.00.

CORPORATE COMPLIANCE SFHS has appointed a Corporate Compliance Officer to support our mission of providing quality healthcare services with integrity and performing all activities in a lawful and ethical manner. All employees are expected to uphold SFHS’s standards and conduct all activities in a lawful and ethical manner. Employees who suspect a violation of any law, regulation or standard must report this to their Supervisor/Manager, Employee 8 Relations, the Corporate Compliance Hotline, or directly to the Corporate Compliance Officer. SFHS prohibits retaliation against employees who report a suspected violation of any law, regulation or standard in good faith. Any retaliatory conduct must also be reported. EMPLOYMENT PRACTICES NEW EMPLOYEE ORIENTATION New jobs represent new challenges, surroundings, associations and responsibilities. To help employees get acquainted as quickly as possible, a special orientation session will be conducted on a regular basis and attendance is required. Understanding SFHS and its objectives will help employees do a good job and find satisfaction. Employees should not hesitate to ask questions during the orientation session. If questions are not answered at that time, employees may ask their Supervisor/Manager or the Human Resources Department. Employees are required to attend New Employee Orientation during their first 30 days of employment. Refer to Saint Francis Health System New Employee Orientation Policy, SFHS.PPM.06.05.00.00. YOUR JOB Employees are selected for hire because we believe that they have the aptitude and skill to make an important contribution to SFHS. It is the responsibility of each Supervisor/Manager to assign duties as necessary. It is the employee’s responsibility to perform the duties effectively and efficiently and work assigned schedules. Refer to Saint Francis Health System Employment-General Policies, SFHS.PPM.06.00.00.00. EMPLOYMENT STATUS DEFINITIONS

FULL-TIME: Full-time employees are those employees in positions who are regularly scheduled to work a minimum of 36 hours per week (minimum of 72 hours per two (2) week period). Full-time employees are eligible for all SFHS benefits as set out in the appropriate employee benefit plan.

PART-TIME: Employees in positions who are regularly scheduled to work fewer than 36 hours per week but at least 16 hours (minimum of 32 hours per two [2] week pay period) are considered part-time employees, and are eligible for certain benefits as set out in the employee benefit plan.

ECB: Emergency Call Basis personnel (ECB employees) are those hired to work on an as-needed basis by SFHS. ECB employees are not guaranteed a minimum number of scheduled work hours and are eligible for a limited number of benefits.

Refer to Saint Francis Health System Employment Status Policy, SFHS.PPM.06.02.00.00. EMPLOYEE CURRENT HIRE DATE Full and part-time employees establish a hire date, which is the initial date of employment. If there is a break in service, the rehire date will become the new current hire date. Refer to Saint Francis Health System Employment Date Policy, SFHS.PPM.06.03.00.00.

9 PROMOTIONS When positions become available, consideration is given to employees of SFHS based on their qualifications, ability, past performance, seniority and potential to handle the new position. The current hire date of the employee will remain the date of hire unless there has been a break in service, in which case it will be the latest date of hire. Refer to Saint Francis Health System Employee Transfers and Promotions Policy, SFHS.PPM.09.00.00.00. TRANSFERS Employees who wish to be considered for a transfer to another department, another SFHS entity or job classification, must complete an on-line Transfer Request Form. Employees seeking transfer must meet the minimum qualifications of the job they are applying for to be considered, and must have worked a minimum of six (6) months in their current position, based on the business needs of the department. Transfers may also be instituted at the discretion of SFHS for a variety of reasons, including, but not limited to reorganization or assessment of an employee performing at a less than satisfactory level in his or her current position. Refer to Saint Francis Health System Employee Transfers and Promotions Policy, SFHS.PPM.09.00.00.00. PERFORMANCE APPRAISALS It is the practice of SFHS for the Supervisor/Manager and employee to periodically review past performance and make plans for future goals. Such evaluations are intended to provide employees with feedback in relation to what is expected and also to give employees an opportunity to discuss career goals with the Supervisor/Manager. Employees are generally given their performance appraisals between September 1 and November 1 by their direct Supervisor/Manager. If the employee does not agree with the evaluation, he/she should discuss the areas of disagreement further with the Supervisor/Manager, or the Human Resources Department. Refer to Saint Francis Health System Performance Management Program Policy, SFHS.PPM.08.10.00.00. ID BADGE When employees begin work for SFHS, they are given a picture identification badge. ID badges should be worn at all times while on duty. ID badges may not be defaced with stickers, emblems, pins, etc. If a badge is lost, stolen or damaged, there is a $10 replacement fee. A separate access badge may be issued to employees as needed for access to various areas/departments. The Security Department will distribute access badges as warranted and will monitor access codes. Refer to Saint Francis Health System Employee Identification Badge Policy, SFHS.PPM.11.04.00.00. EMPLOYEE HEALTH SERVICES Employee Health Services are provided to employees free of charge to help ensure a healthy atmosphere both for employees and for the patients in our care. Pre- placement and annual health assessments may be required of employees. Refer to Saint Francis Health System Employee Health Services Policy, SFHS.PPM.16.11.05.00. RETURN TO WORK FOLLOWING ILLNESS Employees who have been absent from work due to their own personal illness or injury must be cleared by Employee Health Services to return to work. Employees who have been absent due to an extended illness or injury are required to obtain a

10 release from a physician and must be cleared by Employee Health Services to return to work. Employees should report to their Supervisor/Manager with the EHS release before performing their duties upon return to work. Refer to Saint Francis Health System Employee Health Services Policy, SFHS.PPM.16.11.05.00. WORKERS’ COMPENSATION INSURANCE SFHS complies with the Workers’ Compensation Insurance laws of Oklahoma which cover employees who are injured on the job. Employees must report any injury sustained while on the job to their Supervisor/Manager immediately and complete an Employee Injury/Illness Form. Forms are available in each department or by contacting the Supervisor/Manager, Risk Management or Employee Health Services. Failure to report a work-related injury may disqualify an employee from receiving benefits that they would otherwise be entitled to. Refer to Saint Francis Health System Reporting Occupational Injuries/Illnesses Policy, SFHS.PPM.16.05.10.00. FAMILY MEDICAL LEAVE In accordance with the federal Family and Medical Leave Act (FMLA), employees who have worked a minimum of 1,250 hours over the previous 12 months and have been employed by SFHS for at least one (1) year, are eligible for up to a maximum of 12 weeks of unpaid, job-protected leave for:  serious health condition of the employee  the birth, adoption or foster care of a child  serious health condition of a parent, spouse or child  qualifying exigencies  caring for a covered servicemember An eligible employee may take up to 26 weeks of leave during a single 12-month period to care for a spouse, son, daughter, parent, or next of kin who is a covered military “service member” with a serious injury or illness, as defined by the FMLA and the SFHS Family and Medical Leave Policy. Employees are responsible for contacting Matrix at 1-877-462-4970 to request their FMLA. Refer to Saint Francis Health System Family and Medical Leave (FMLA) Policy, SFHS.PPM.16.08.01.00.

LEAVE OF ABSENCE (MEDICAL) A leave of absence for medical reasons (Medical LOA) may be granted to full and part-time employees who are not eligible for, or have exhausted Family Medical Leave under the FMLA. An employee requesting a Medical LOA must have a written statement from a physician stating the medical condition and the approximate return- to-work date. Unlike employees on FMLA, employees on a Medical LOA are not guaranteed a position upon employee's return to work. Once the employee has cleared Employee Health, if their job has been double-filled, it is the employee’s responsibility to contact Human Resources to apply or seek employment for positions in which they are qualified. An employee on a Medical LOA will not be permitted to return to work without a written release from his/her treating physician. The employee may return to work prior to the projected expiration of the leave upon presenting a written medical release to Employee Health Services. To request a Medical LOA, employees are responsible for contacting Matrix at 1-877-462-4970. Refer to Saint Francis Health System Medical Leave of Absence Policy, SFHS.PPM.16.08.01.01.

11 SCHEDULED ABSENCE A scheduled absence must be approved in advance and accepted by the Supervisor/Manager as a valid reason for absence and be in compliance with proper notification requirements according to departmental policy. PTO benefits are applicable. Refer to Saint Francis Health System Paid Time Off (PTO) Policy, SFHS.PPM.16.09.00.00. UNSCHEDULED ABSENCE An unscheduled absence is one which has not been approved in advance and will count as an occurrence. Refer to Saint Francis Health System Attendance and Punctuality Policy, SFHS.PPM.11.01.00.00. LEAVING WORK AREA OR PREMISES Because emergencies may arise in the department, it is necessary for the Supervisor/Manager to know when an employee leaves the work area for breaks or lunch. If it becomes necessary to leave the premises during working hours for personal reasons, employees must obtain permission from their immediate supervisor. Employees are required to clock out upon leaving and clock back in again upon return. Refer to Saint Francis Health System Meal Periods Policy, SFHS.PPM.12.02.00.00. TOBACCO-FREE ENVIRONMENT SFHS is committed to the promotion of quality health care, which includes prevention of disease. With this commitment comes the responsibility of providing a safe and healthy environment and to promote wellness in accordance with SFHS mission and acting as a leader in assuring a clean air environment. To establish and maintain the safest possible environment in which to deliver such care, SFHS and properties are tobacco free as of November 16, 2006. Use of tobacco products (including pipes, smokeless tobacco, cigarettes, cigars, snuff and herbal smoking, electric cigarettes and/or tobacco products) is prohibited in or on Health System owned or leased property inside and outside campus buildings, parking lots, personal vehicles in parking lots and company vehicles. Personnel are asked not to dispose of their tobacco litter on the Health System's properties. Employees may not use tobacco products during hours of work. Employees who leave the building/campus for non-work related activities, including the use of tobacco, must clock out and clock back in upon return. This policy is not intended to control any person's choice to use tobacco products outside of the workplace, but rather to create a healthier environment for everyone who works at SFHS, receives care or is a visitor. Refer to Saint Francis Health System Tobacco Free Policy, SFHS.PPM.11.13.00.00. SOLICITATION AND DISTRIBUTION To prevent disruptions or interruptions to health care operations and interference with quality patient care, the policy applies to any solicitation and/or distribution of literature and products on SFHS property. Employees may not solicit during working time on SFHS premises for any purpose or in any area that would cause disruption of health care operations or disturbance of patients or employees. Working time includes time of both the employee doing the soliciting or distributing and the employee to whom the soliciting or distributing is directed. Refer to Saint Francis Health System Solicitation and Distribution Policy, SFHS.PPM.10.09.00.00.

12 DRUG AND ALCOHOL POLICY STATEMENT SFHS and all of its subsidiaries and affiliated organizations, seek to establish and maintain a workforce and workplace free from the unauthorized use of alcohol and prohibited, illegal or controlled substances, including drugs and other chemicals. Employees who are impaired or under the influence of drugs or alcohol present safety and health risks to themselves, patients, co-workers and others with whom they come into contact. SFHS policy prohibits an employee from being impaired by drugs or alcohol at work, on SFHS premises or while engaged in performance of duties for SFHS. The Drug and Alcohol Policy is available for employee review. Refer to Saint Francis Health System Drug and Alcohol Policy, SFHS.PPM.10.20.00.00. BACKGROUND SEARCH It is the policy of SFHS to provide a safe workplace for its employees, patients, staff, visitors and guests. To enable SFHS to properly evaluate an individual’s fitness for employment or continued employment, SFHS reserves the right to conduct or require criminal background investigations on applicants and employees. The scope of these investigations may include inquiries of local, state and federal law enforcement and regulatory bodies, including Oklahoma State Bureau of Investigations, Office of the Inspector General, and other reporting agencies who provide information relevant to the determination of an individual’s fitness for employment with SFHS. A release permitting this background search is included in the application for employment. Refer to Saint Francis Health System Criminal Background Investigation Policy, SFHS.PPM.06.01.03.00. ADDRESS/NAME CHANGE Employees must notify the Human Resources Department within 30 days of any change of name, address, phone number, marital status or any other information to keep records up-to-date. Address changes can be done online at MyHR@Home. Written name change requests must be accompanied by a current Social Security card in compliance with IRS requirements. CONFIDENTIALITY Under Oklahoma law, certain Federal laws and SFHS policy, information concerning a patient and his/her condition is strictly confidential. This also includes any information concerning a patient's Physician. Employees are cautioned that they may not give out any information to anyone, unless properly authorized. If an employee receives a written or oral request for information regarding patients or employees, the following procedures must be followed:  Refer inquiries about patients from friends and relatives to the nurse in charge of the unit;  Refer inquiries from members of the press or other sources of public information to Administration or Marketing;  Familiarize yourself with all Policies and Procedures on Confidentiality for your assigned work area. Refer to Saint Francis Health System Breach of Confidentiality Policy, SFHS.PPM.03.00.00.00.

ELECTRONIC MAIL AND INTERNET SFHS authorized users will utilize the e-mail system as defined by SFHS Corporate Information Services. This policy assumes use of e-mail via the public Internet and interaction with patients and other members of the public at large. SFHS 13 e-mail system users including, but not limited to, employees, contractors, students and volunteers will adhere to this policy. The SFHS Electronic Mail Policy governs all mail usage either originated at a SFHS computer or network or received into a SFHS computer or network from an external mail system. No employee, or other user of e- mail on SFHS provided PC's, should have any expectation of privacy in such e-mails. Refer to Policies Electronic Mail Policy, SFHS.ITS.PPM.01.03.01.01 and Internet Policy SFHS.ITS.PPM.01.03.01.02.

LICENSE, CERTIFICATION AND REGISTRATION SFHS employees who are required by law or job description to be licensed, certified or registered (LCR) must have a valid LCR and are expected to obtain the required LCR renewal. It is the employee's responsibility to pay for all LCR fees and to provide a copy of such to the appropriate department and/or Human Resources Department. Failure to maintain your LCR may result in the inability to work and/or disciplinary action. Refer to Saint Francis Health System Primary Source Verification Policy, SFHS.PPM.06.06.00.00. CUSTOMER SERVICE It is the Mission of Saint Francis Health System to extend the presence and healing ministry of Christ in all we do. Patients and visitors are to be treated with excellence, dignity, justice and integrity. It is extremely important that each and every SFHS employee take an active interest in contributing to the best possible relationships with all people. TELEPHONE COURTESY AND USE Care and courtesy in using the telephone makes the contact a pleasant experience. Please keep the following suggestions in mind when using the telephone:  Answer pleasantly and promptly  Identify yourself by department and name  Give accurate and careful answers  Transfer calls tactfully  Always say "Please" and "Thank you"  Be helpful  Remember: People only hear a voice; they don't see a face  Avoid using medical terminology which is not understood by patients and family  Whenever possible, avoid placing caller on "hold" for more than a few seconds  Hang up gently  Personal phone calls should be on break time or during meal periods CONSCIENTIOUS OBJECTIONS POLICY STATEMENT Employees have the right to request reassignment when their duties are in conflict with their ethical values or religious and cultural beliefs. The requesting employee is responsible for providing appropriate patient care until an alternate arrangement can be made. It should be realized that for reasons of staffing limitations, it may not be possible to grant a request for reassignment. Refusal to provide care may result in disciplinary action up to and including termination. Refer to Saint Francis Health System Conscientious Objections Regarding Direct Patient Care Policy, SFHS.PPM.11.16.00.00.

14 EMPLOYEE GRIEVANCE PROCEDURE Employees are encouraged to resolve problems, concerns or disputes about work through open communication with their immediate Supervisor/Manager. If such discussions do not result in a successful conclusion, employees may seek resolution through the Employee Grievance Procedure to cover any complaint concerning matters relating to employment. Examples of such include, but are not limited to:  Application of SFHS policies, practices, rules, regulations and procedures believed to be to the detriment of an employee;  Treatment considered inappropriate such as coercion, reprisal, harassment or intimidation;  Alleged discrimination because of race, color, sex, age, religion, handicap, national origin, military status, marital status, genetic information or any other non-merit factor. The Employee Grievance Procedure shall not cover employment issues related to Workers’ Compensation claims, Benefit Plan issues, unemployment compensation or any non-waivable statutory claims. An employee complaint to be addressed in accordance with this procedure must be submitted in writing on the appropriate form within the time frame specified. Refer to SFHS Employee Grievance Procedure Policy, SFHS.PPM.15.05.03.01.

HOURS AND PAY

PAY PERIODS AND PAYDAY The standard pay period at SFHS is two (2) weeks beginning at 0001 Sunday and ending at 2400 on the second following Saturday. SFHS employees are paid every other week; therefore, there are 26 pay periods each year. For employee convenience, paychecks will be automatically deposited into the banking institution of choice. Questions concerning an employee’s pay advice should be addressed with the Supervisor/Manager. Employees may view payroll advices through Employee Self Service via the Intranet and Internet. Refer to Saint Francis Health System Pay Periods, Pay Days and Methods of Payment Policy, SFHS.PPM.08.03.00.00.

MEAL PERIOD Meal breaks are normally one-half hour in length, time may vary by department. Meal breaks are non-paid and are duty-free. Employees are not required to clock out for meal breaks unless they leave the premises. Refer to Saint Francis Health System Meal Periods Policy, SFHS.PPM.12.02.00.00.

BREAKS Breaks are optional and should be managed through the department Supervisor/Manager when department coverage and business needs allow. Refer to Saint Francis Health System Break Periods Policy, SFHS.PPM.12.03.00.00.

OVERTIME Supervisor/Manager approval is required for overtime. All non-exempt personnel are paid time and one-half for hours worked over forty in one week. Exempt employees are not eligible for overtime pay. Refer to Saint Francis Health System Overtime Policy, SFHS.PPM.08.02.03.00. 15 SHIFT DIFFERENTIAL Employees who work in a designated shift department and are assigned to the evening, night or weekend shift will receive a shift differential in addition to the basic hourly rate. This shift differential will be paid automatically for actual time worked on an eligible shift. The Supervisor/Manager should advise the employee if there is a shift differential. Refer to Saint Francis Health System Authorized Shift Patterns Policy, SFHS.PPM.08.02.02.00.

ON CALL In some departments within SFHS, the nature of the work requires that a member of that department be available for business after normal hours. This will be considered “on call.” It is the employee’s responsibility to remain at a location where they may be reached by telephone (or pager) and be able to return to SFHS within thirty minutes. Hourly employees who are on call receive special compensation for their time spent on call. Refer to Saint Francis Health System Rate of Pay - On-Call Hourly Employees Policy, SFHS.PPM.08.06.07.00.

WAGE STRUCTURE Each job classification in SFHS is assigned to a pay grade, which is based upon the degree of responsibility, the technical skills and the professional capacity required by the position. Job classifications are reviewed periodically regarding their relationship to comparable positions in SFHS and in the community. Questions regarding wages or potential for advancement should be addressed with the Supervisor/Manager. Refer to Saint Francis Health System Compensation Management Policy, SFHS.PPM.08.00.00.00.

SALARY ADJUSTMENTS As determined by the SFHS budget, eligible employees may receive a base salary increase, if approved. Prorating tables/factors will be distributed for newer employees by Human Resources as approved. Refer to Saint Francis Health System Base Salary Increase Policy, SFHS.PPM.08.01.01.01.

TIME CLOCKS All employees are required to clock in/out at the beginning/end of their shift. Failure to clock in/out could result in disciplinary action and/or loss of pay. Refer to Saint Francis Health System Time Entry Policy, SFHS.PPM.13.00.00.00.

PAYROLL DEDUCTIONS There are two types of deductions: Those required by law and those authorized by the employee. Those required by law include:  Amount required by law for Federal and State withholding;  Amount required by Federal law for Social Security. The amount paid by SFHS equals the amount paid by the employee;

16 Those authorized by the employee include:  Insurance premiums;  Credit Union and 401(k) deductions;  Deductions for fees; gift shop, logo shop or food purchases, etc.  United Way or Employee Emergency Fund contributions;  Miscellaneous deductions. Refer to Saint Francis Health System Payroll Deductions and Garnishments Policy, SFHS.PPM.08.05.00.00 and Voluntary Payroll Deductions Policy, SFHS.PPM.10.22.00.00.

ASSIGNMENTS AND GARNISHMENTS SFHS must honor legal garnishments and other orders by the court and/or State and Federal agencies. During this period, the employer is required to deduct a percentage from the earnings of the employee. Refer to Saint Francis Health System Payroll Deductions and Garnishments Policy, SFHS.PPM.08.05.00.00. BENEFITS

All Employee Benefit Plans are described in detail in the Summary Plan Description ("SPD") which is the controlling document. Always refer to the SPD when seeking information regarding your benefits.

AVE MARIA HOUSE The Ave Maria House is open to children of employees of SFHS including Saint Francis Hospital, Laureate Psychiatric Clinic and Hospital, Warren Clinic and Saint Francis South. The employee must receive a pay check from SFHS in order to have daycare charges payroll deducted. Refer to Saint Francis Health System Ave Maria House (Child Development Center), SFHS.PPM.16.11.01.00.

PAID TIME OFF SFHS believes that employees have a need for benefits, which will provide pay for leisure time as well as payment during periods of illness or disability. Paid Time Off (PTO) is a plan for the administration of benefits which consists of Vacation, Holiday and Sick Pay according to the following schedule:

From Date of Hire Fifth Anniversary Tenth Anniversary Managers .10000 per paid hour .11923 per paid hour .11923 per paid hour and Above (26 days per year) (31 days per year) (31 days per year) Full Time .08076 per paid hour .10000 per paid hour 11923 per paid hour (21 days per year) (26 days per year) (31 days per year) Part Time .03824 per paid hour .05769 per paid hour .07692 per paid hour No ECB’s (10 days per year*) (15 days per year*) (20 days per year*) *Accruals based on hours paid

Regular full-time and regular part-time employees are eligible to accrue and use PTO benefits. PTO is calculated based upon type of employment, length of continuous service and the number of hours paid in each pay week up to a maximum of 40 hours per week. Hours paid include worked hours and benefit hours. Up to 320 hours of accrued PTO may be carried over to the next calendar year. Refer to Saint Francis Health System Paid Time Off (PTO) Policy, SFHS.PPM.16.09.00.00.

17 PTO CASH OUT A non-exempt employee who has taken 40 or more hours of PTO in the current calendar year may request cash payment equal to 50% of the cash value of PTO for up to 80 hours per year. In order to be eligible for such payment, an employee must retain a minimum of 80 accrued PTO hours after cash out. Refer to Saint Francis Health System Paid Time Off (PTO) Policy, SFHS.PPM.16.09.00.00.

PTO RESIGNATION BENEFITS In the event an employee is no longer working in a position that is eligible for PTO (due to position change, hours change, etc.) or an employee separates from employment, the maximum payment for accrued unused PTO will be 320 hours. Refer to Saint Francis Health System Paid Time Off (PTO) Policy, SFHS.PPM.16.09.00.00.

HOLIDAYS The holidays recognized by SFHS include New Year’s Day, Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving and Christmas. Part-time and ECB employees who work on a recognized SFHS holiday are paid an extra hour for every hour worked up to 8 hours for shifts that begin on the holiday. The holiday starts at 0001 hours and ends at 2400 hours. Refer to Saint Francis Health System Holidays Policy, SFHS.PPM.16.09.02.00.

EXTENDED SICK LEAVE Regular full-time employees are eligible to accrue and use Extended Sick Leave (ESL) benefits to help provide protection from loss of income due to extended periods of illness or injury. ESL benefits are accrued from the date of employment or eligibility. Calculation is based upon the number of hours paid in each pay week up to a maximum of 40 hours paid per week. Hours paid include worked hours and benefit hours. ESL accrues at 0.02692 hours per paid hour with a maximum annual accrual of 56 hours per year. ESL hours less than 1040 hours will be carried over to the next calendar year. ESL hours are paid during periods of personal illness or injury lasting more than 24 hours of scheduled work time. The employee must use PTO for the first 24 consecutive hours if available, except in the case of hospitalization, outpatient surgery or recurring serious illness. The first 24 hours will be without pay if PTO is not available. Each calendar year, employees may opt to transfer up to 24 hours of accrued PTO to ESL. ESL hours are paid at the employee’s base rate of pay according to the employee’s regularly scheduled workday but not to exceed 40 hours per pay week. In the event that an employee transfers to a part-time or ECB position, accrual will cease and the ESL balance will be frozen for one year. ESL will be re-instated if employee becomes full-time within one year from status change. Upon termination of employment, ESL hours are forfeited. Refer to Saint Francis Health System Extended Sick Leave (ESL) Policy, SFHS.PPM.16.09.01.00.

FLEXIBLE SPENDING ACCOUNT (FSA) FSA’s allow participants to pre-tax payroll deductions for the following:  Employee share of premiums for health and/or dental coverage  Medical Reimbursement (out-of-pocket expenses not covered by medical insurance)  Dependent Care Reimbursement (child care, elderly care, etc.)

18 Eligible employees are required to enroll electronically through MyHR@Home on an annual basis which remains in effect and cannot be revoked or changed during the plan year unless there is a “qualifying event” (change in the family status, i.e., marriage, divorce, death, birth, adoption or change of employment of spouse). “Qualifying Events” must be reported and election changes made within 31 days of the event.

MEDICAL INSURANCE Full and part-time employees may participate in the SFHS Group Medical Plans and choose one of the following: a. CommunityCare HMO Saint Francis b. CommunityCare HMO Standard c. CommunityCare PPO Saint Francis d. CommunityCare High Deductible PPO Saint Francis

Premium costs for full-time employees' insurance are paid in part by SFHS. Part-time employees must pay the entire premium. If an employee wishes to obtain insurance for dependents, the dependent premiums must be paid by the employee. If an active employee interrupts employment for any reason, the employee must make arrangements with the Human Resources Department for payment of health insurance premiums to prevent a lapse in insurance coverage.

HEALTH PLAN PRESCRIPTION PROGRAM All HMO/PPO participants are provided with a health/pharmacy card for In- Network pharmacies and pay the lesser of the co-pay or actual cost. A 90-day supply through mail order is also available.

PPO HIGH DEDUCTIBLE HEALTH PLAN All PPO High Deductible Health Plan participants are provided with a health/pharmacy card for in-network pharmacies and are required to pay the discounted price at the time of purchase. The employee may be required to file claim to obtain reimbursement.

DENTAL INSURANCE Full-time employees may participate in the SFHS Group Dental PPO Plan. Premium costs are paid in part by SFHS. If the employee wishes to obtain insurance for dependents, they must pay the dependent premiums. Part-time employees are not eligible to participate. If an employee interrupts employment for any reason, arrangements must be made with the Human Resources Department for payment of dental insurance premiums to prevent a lapse in insurance coverage. Employees who do not enroll in the dental insurance when first eligible as a new hire will be considered a late enrollment if dental insurance is elected at a later date and subject to the provisions of the Plan.

GROUP TERM LIFE INSURANCE Full-time employees are provided with Group Term Life Insurance in an amount equal to their annual base salary at no cost to the employee. Additional coverage at group rates is optional and employee pays the cost. Dependent coverage for spouse and children is also available at minimal cost. Evidence of insurability may be

19 required for optional and dependent coverage. Full-time employees and eligible dependents may also participate in Voluntary Accidental Death & Dismemberment coverage.

LONG TERM DISABILITY (LTD) Exempt Employees are covered for LTD upon full-time employment. Hourly employees are covered for LTD the first of the month following two consecutive years of full-time employment. Coverage includes 60% of base monthly earnings (not to exceed $10,000) payable to age 65 as long as the employee is continuously disabled. The elimination period (period of disability before benefits start) is 90 days for exempt employees and 180 days for hourly employees.

CRITICAL ILLNESS (CII) Full-time employees are eligible to participate in the Critical Illness Insurance Plan. Employee must be actively at work to enroll and also be actively working the date the coverage begins. It is required that employees are covered by a medical insurance plan to be able to participate in this plan. Employee pays the full cost of this insurance plan.

RETIREMENT PLAN

Basic Retirement: SFHS contributes 6% of the annual salary for all employees who meet the age and service eligibility. Vesting is at 100% after six (6) years of service in which employee is paid 1,000 hours per year. 401(k): For all eligible employees, SFHS matches a percentage of the employee's contributions. Employer 401(k) matching contributions made after January 1, 2002 are subject to a 6- year graded vesting schedule. Those contributions will be vested as follows: 2 years = 20%, 3 years = 40%, 4 years = 60%, 5 years = 80% and 6 years = 100%. See Summary Plan Description for details.

EDUCATIONAL OPPORTUNITIES SFHS is keenly aware of the rapid changes occurring in all areas of the health care field. To ensure that our employees have the opportunity to keep abreast of these changes, we offer various in-service programs. In addition, SFHS has also established a tuition reimbursement program to help those employees who are interested in self-improvement. Course work must be directly related to the employee's present position and/or enhance the employee's skill or knowledge with respect to his/her assigned duties or help to prepare the employee for a new position within SFHS. Refer to Saint Francis Health System Tuition Reimbursement Plan Policy, SFHS.PPM.16.06.02.00.

CREDIT UNION SFHS is a member of Saint Francis Federal Credit Union, an independent non- profit financial institution wholly owned by its members. Membership is available to all employees and immediate family members. The Credit Union has two locations in the Tulsa area: Saint Francis Hospital, and Warren Clinic Tower. Credit Union members enjoy the following services:

20  Checking account with direct deposit, ATM and overdraft protection  Savings account, certificate of deposit and IRA account conveniently payroll deducted  Low-interest loan for debt consolidation, education, home improvement, second mortgage or personal  Auto, life and accidental death insurance  Discount entertainment coupons  Tax forms, travelers' checks, trust accounts and wire transfers Refer to Saint Francis Health System Credit Union Policy, SFHS.PPM.16.10.01.00.

EMPLOYEE ASSISTANCE PROGRAM The Employee Assistance Program provides short-term counseling free of charge to any employee and his or her immediate family member with problems related to alcohol, drugs, personal crises, parent-child, financial, marital, emotional, work- related, etc., on a 24-hour basis. To schedule a meeting with a counselor, call (918)481-2999.

GIFT SHOP The Gift Shop at Saint Francis Hospital, Children’s Hospital at Saint Francis and Saint Francis South stocks gift items, candy, snacks, jewelry, cards, etc. Employee purchases in the amount of $10.00 or more may be payroll deducted. Refer to Saint Francis Health System Voluntary Payroll Deductions Policy, SFHS.PPM.10.22.00.00.

LOGO SHOP SFHS employees may purchase items through the Logo Shop with Saint Francis insignia. The Logo Shop is open at various times. Employee purchases may be payroll deducted. Refer to Saint Francis Health System Voluntary Payroll Deductions Policy, SFHS.PPM.10.22.00.00.

BEREAVEMENT AND FUNERAL PAY Full-time employees are eligible for up to three (3) days or a maximum of 24 hours of bereavement time with pay to prepare for and attend the funeral of an immediate family member. The time off must be taken between the death and the day following internment. If additional time is needed due to travel outside the local area, a request may be made to extend the leave using PTO if available. Bereavement time is paid at the base rate of pay. Refer to Saint Francis Health System Bereavement and Funeral Pay Policy, SFHS.PPM.16.09.03.00.

JURY DUTY SFHS encourages each employee, when possible, to fulfill his or her civic duty as a juror when summoned by court. Regular full-time and part-time employees, upon employment, are eligible to receive their base rate of pay not to exceed eight (8) hours per day for required time off to serve as a juror. To qualify for payment, the jury summons should be submitted to the Supervisor/Manager within 48 hours of receipt. The employee will receive his/her base rate of pay plus any parking fees, mileage expense and jury duty pay paid by the court. Refer to Saint Francis Health System Jury Duty Policy, SFHS.PPM.16.04.04.00.

21 SUBPOENA Employees served with a subpoena that is unrelated to SFHS must use PTO if available. This shall be recorded as an excused absence. If an employee receives a subpoena relating to his or her services for SFHS, he or she must immediately provide a copy of the subpoena to the legal department of SFHS. Refer to Saint Francis Health System Subpoenaed Court Appearances Policy, SFHS.PPM.10.10.00.00.

EMPLOYEE RECOGNITION SFHS is proud of the contributions made by long term employees; therefore, these employees are recognized for continued, loyal and devoted service with the presentation of service pins and/or gifts. Employee’s service is recognized at 5, 10, 15 and 20+ year increments based on the employee’s current hire date. Refer to Saint Francis Health System Service Awards Policy, SFHS.PPM.16.11.09.00

SAFETY

POLICY STATEMENT It is the goal for SFHS to have in place policies and procedures that are designed to reasonably reduce the risk of and prevent injury to persons and damage to property, to protect the patients, the employees, the facility, the public and the environment from injury, fire or other damages. To achieve this goal, SFHS requires and supports a comprehensive Safety Management Program that is directed by a written plan that it expects its employees to comply with at all times. Refer to Saint Francis Health System Workplace Safety Policy, SFHS.PPM.10.13.00.00.

RESPONSIBILITY Everyone should share in maintaining safe conditions within SFHS. Employees must cooperate in the prevention of injuries and should enlist the cooperation of patients and visitors in preventing accidents. Each employee can help by:  Reporting potential hazards to the Supervisor/Manager  Reporting injuries and accidents promptly to the Supervisor/Manager  Caring properly for equipment  Helping to keep work areas tidy  Being generally alert and careful on the job  Complying with all SFHS and departmental safety guidelines as outlined in the Safety Manual  Being familiar with personal protective equipment and proper hand washing procedures to help prevent spread of infectious diseases

UNAUTHORIZED SFHS VISITORS Employees should be on the alert for people loitering in or around any of the SFHS facilities who do not have legitimate business. Employees should report the presence of suspicious persons to the Supervisor/Manager or Security immediately in order to prevent disturbances to our patients, visitors, employees, or staff. Refer to Saint Francis Health System Workplace Safety Policy, SFHS.PPM.10.13.00.00.

22 NON-AGGRESSION POLICY Any violent act or threat made by employees, patients, medical staff, visitors or others is entirely unacceptable and is not tolerated by SFHS. This policy holds for any violent acts or threats made on SFHS property, at SFHS sponsored events or under circumstances that may negatively affect SFHS's ability to provide services. Employees involved in such acts shall be subject to disciplinary action, up to and including possible termination. Such acts or threats of violence, whether made directly or indirectly by words, gestures or symbol, infringe upon SFHS's obligation to provide a safe workplace for our employees. An employee who believes that he/she is being subjected to or has experienced threats, harassment, aggressive, violent or inappropriate behavior shall report such incidents to their Supervisor and/or Human Resources. In addition, employees who have been subjected to threats or aggressive, violent or inappropriate behavior outside SFHS must also report such incidents if there is concern that such threats or behavior could follow them into the workplace. Refer to Saint Francis Health System Workplace Safety Policy, SFHS.PPM.10.13.00.00. STANDARDS OF CONDUCT

EMPLOYEE DEMEANOR SFHS places a high degree of importance on establishing and maintaining an atmosphere of friendliness, courtesy and concern for each patient as well as professional competence in providing high quality patient care. It is the policy of SFHS to encourage and expect each person at all times to be aware of how his/her attitude and actions impact patients and other individuals, including co-workers, within SFHS. Refer to Saint Francis Health System Professional Conduct and Harassment Prohibition Policy, SFHS.PPM.04.03.00.00.

PROGRESSIVE DISCIPLINE SFHS supports the use of a progressive discipline process to address an employee whose job performance or conduct does not meet the Health System’s expectation and standards of the job. If an employee’s performance or conduct does not meet SFHS expectations, SFHS will use a progressive discipline process whenever possible to motivate the employee to resolve the problem. When circumstances warrant, SFHS management may decide in its sole discretion, that some or all of the steps in the process should not be followed and that immediate corrective action, up to and including discharge of employment, should be taken. Since SFHS is an at-will employer, these Standards of Conduct are merely guidelines and do not create a contract. The SFHS employee still may be discharged, or quit, without notice or cause. Refer to Saint Francis Health System Progressive Discipline Process Policy, SFHS.PPM.14.00.00.00.

CONDUCT, PERSONAL APPEARANCE AND PHONE USE Willingness to listen, show concern, and reflect attitudes of kindness and consideration are important employee qualities. This needs to be expressed to patients, co-workers and the general public. It is important for an employee’s conduct to express the SFHS values of Excellence, Dignity, Justice, Integrity and Stewardship at all times. A professional appearance is expected at all times. Cleanliness is associated with quality patient care, and maintaining good hygiene and a professional personal

23 appearance when working, is of utmost importance for all employees. Our patients and the general public form a great deal of their impression of SFHS through their contacts with our employees. For everyone -- clean apparel, neatly combed and groomed hair, clean hands, trimmed fingernails, etc., are essential. Refer to Saint Francis Health System Personal Appearance Policy, SFHS.PPM.11.03.01.00, for specific requirements. Additionally, employees should not be on personal phone calls during working hours. This applies to the use of SFHS telephones, which are for business use only, and employee’s personal cellular telephones. Personal cellular telephones should be turned off during working hours unless approved for business use and should never be in use in areas where cellular telephones are prohibited (most patient care areas). Refer to Saint Francis Health System Employee Visitors, Personal Cell Phones and Other Electronic Devices Policy, SFHS.PPM.11.06.00.00.

OTHER THINGS YOU NEED TO KNOW

PARKING Parking facilities are provided in designated areas at no charge to employees. Employees are expected to park in the designated areas and may not park in the Emergency area or in those areas designated for patients, visitors or physicians only. Specific areas have been designated for employee parking and it is important that all employees park within the area designated. Employee parking will be available 24 hours a day, seven (7) days per week. Due to occasional construction needs, parking may be adjusted to other designated areas with shuttle service available. Parking in locations other than designated employee parking is prohibited and will result in disciplinary action. For over-sized parking, please contact Security at (918)494-1508. Refer to Saint Francis Health System Employee Parking Policy, SFHS.PPM.16.11.06.00.

PARKING TAG Employees working at Saint Francis Hospital must obtain a parking tag from Human Resources for his/her vehicle. Vehicles parked in employee designated areas must have a registered parking tag hanging from the rear-view mirror of the vehicle, facing the front so that the registration number is clearly visible. Employees are required to return the parking tag to their Department Manager or Human Resources Department upon termination. Saint Francis Hospital employees housed elsewhere, Saint Francis home care companies, Warren Clinic, and SFH South employees should contact Security in their respective office building. Laureate does not distribute or utilize parking tags. Refer to Saint Francis Health System Employee Parking Policy, SFHS.PPM.16.11.06.00.

PARKING REQUIREMENTS AND INSURANCE LIABILITY  Vehicles should be parked between parking stripes, headed into the parking space.  SFHS assumes no liability for theft or damage and cars should be locked.

Questions regarding parking may be directed to the Security Department at (918)494- 1508.

24 SFHS EQUIPMENT AND SUPPLIES FOR PERSONAL USE No individual is allowed to remove or use SFHS equipment or supplies for personal use, except with the approval of their Supervisor/Manager. The removal or use of SFHS equipment or supplies without appropriate approval may subject the individual to termination of employment. This policy applies to all employees regardless of position. Refer to Saint Francis Health System Workplace Safety Policy, SFHS.PPM.10.13.00.00.

SOCIAL MEDIA Employees who engage in online social networking should understand that it is possible that people may perceive their personal activity to be tied to or representing the company – even when the employee does not specifically mention the company. Employees are encouraged to review the Saint Francis Health System Social Media Policy, SFHS.PPM.11.03.01.00 for further information.

EMPLOYEE COMMUNICATION List Server messages and bulletin boards are used to communicate with SFHS employees. There are official SFHS bulletin boards placed throughout the facilities. Employees are expected to be informed regarding those items posted either through the List Server message or the bulletin board which relate to SFHS operating policy, rules and regulations, etc. Employees are responsible for complying with instructional notices. Refer to Saint Francis Health System Posting of Printed or Written Material Policy, SFHS.PPM.10.07.00.00.

LOST AND FOUND Supervisors should orient employees to the Patient's Valuables Procedures. Items found in public or employee areas should be turned in to the designated Lost and Found area located in the Environmental Services Office.

SUGGESTIONS Employees are encouraged to present suggestions to their Supervisor/Manager, the Human Resources Department or Administration on any items which might improve the quality of patient care or the efficiency and effectiveness of our operation.

PACKAGE INSPECTIONS SFHS has the authority to inspect any package brought in or taken from SFHS premises by employees. Refer to Saint Francis Health System Workplace Safety Policy, SFHS.PPM.10.13.00.00

MyHR@Home MyHR@Home may be accessed through the SFHS intranet or internet at www.saintfrancis.com. To view or print your pay advices employees need to log on to MyHR@Home. You may also sign up for pay advice notification by email by entering your email address into the MyHR@Home portal. MyHR@Home can also be used for:  Viewing and managing W-4 information  Displaying the plans in which you are currently enrolled  Enrolling in new benefits during open enrollment period  Viewing and managing your address and/or telephone number 25  Viewing and managing work or home email address to receive SFHS communication updates  Viewing and managing United Way and/or Employee Emergency Fund ePledge information. To use MyHR@Home your SAP login ID and password are needed. Directions to develop the ID and password are given on the beginning sign-in page of MyHR@Home if you do not have a SAP login ID and password.

THEFT SFHS cannot be responsible for the loss or theft of personal items. All employees can assist in reducing the possibility of theft by:  Reporting unauthorized persons  Storing supplies and equipment in approved area  Observing maximum security measures  Not bringing valuables or excessive amounts of money to work TERMINATION

RESIGNATION If an employee chooses to end the employment relationship, formal notification in writing should be submitted to the Supervisor/Manager. Hourly employees are expected to give two (2) weeks notice. Exempt employees are expected to give four (4) weeks notice. Refer to Saint Francis Health System Employment Separation and Termination Policy, SFHS.PPM.15.00.00.00

FINAL CHECK A final payroll advice will be mailed to the employee on the next scheduled payday. SFHS property must be surrendered to the Supervisor/Manager by the last day of employment. Outstanding accounts will be deducted from final pay, pursuant to the Employee’s Payroll Deduction Agreement, unless other arrangements are approved by the Executive Director of Human Resources or designee. Refer to Saint Francis Health System Pay Periods, Pay Days, and Methods of Payment Policy, SFHS.PPM.08.03.00.00

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