Transcription
Pediatric Junction Employee HandbookUpdated 18 June 2015PEDIATRIC JUNCTION“Keeping Children’s Health on the Right Track”EMPLOYEE HANDBOOK“Good Enough is Never Good Enough”PRIDE IN EXCELLENCEThe information included herein does not constitute any contractual or binding agreement between the Company(Pediatric Junction, PA) and any Employee. Only a personalized written agreement (contract) between the two partiesis binding and subject to legal interpretation. The document is a guideline of the practices and procedures of thecompany and is in any way binding upon the company.Revision 0: September 10, 2012 - This document supersedes all previous documentsRevision 1: September 4, 2013 –This document supersedes all previous documents, See appendix for more detailRevision 2: September 25, 2014 –This document supersedes all previous documents, See appendix for more detailAddendum 1 – February 20, 2015 – Added to Revision 2, no other revisions are madeAddendum 2 – March 31, 2015 – Added to Revision 2 for clarification of Company policy for retirement.Addendum 3 – June 18, 2015 – Rewrite of Addendum 20 Page
Pediatric Junction Employee HandbookUpdated 18 June 2015Table of ContentsA.Pediatric Junction Employee Handbook ------------------------------------ 1B.Employment at The Company Is “at will.” ------------------------------------- 1C.Terms and conditions of employment ------------------------------------------ 1D.The Company is an Equal Opportunity ------------------------------------- 1E.Company makes reasonable accommodations for limitations ------------ 2F.Prohibiting Harassment --------- 2G.Whistleblower protection and non-retaliation ------------------------------ 4H.Open Door policy ----------------- 5I.Background checks and investigations ----------------------------------------- 5J.Employee classifications -------- 5K.Levels of Employment ----------- 6L.Job duties -------------------------- 6M.Working Hours and Schedules - 6N.Wages ------------------------------ 7O.Performance evaluations ------- 7P.Personnel Records --------------- 8Q.Voluntary Terminations --------- 8R.Unacceptable Employee Conduct Policy --------------------------------------- 8S.Violence Prohibited -------------- 9T.Random Drug Testing ----------- 9U.Unacceptable workplace conduct -------------------------------------------- 10V.Off-Duty Conduct and Conflicts Of ------------------------------------------ 10W.Temporary and Permanent Restraining Orders ---------------------------- 10X.Punctuality and ------------ 10Y.Confidential ----------------- 11Z.Information Systems and Electronic Resources ----------------------------- 11AA. Dress --------------------------- 12BB. Company Holidays ------------- 12CC. Unscheduled Company Shutdowns ------------------------------------------- 13DD. Employee Leave ---------------- 13i Page
Pediatric Junction Employee HandbookUpdated - June 18, 2015EE. Salary Sick Leave --------------- 14FF. Maternity Leave ---------------- 15GG. Bereavement Leave ------------ 15HH. Military ------------------------ 15II.Family and Medical Leave Act (FMLA) --------------------------------------- 15JJ.Jury Duty ------------------------- 16KK. Voting Time ----------------- 16LL.Leave without Pay (LWP) ----- 16MM. Employee Retirement (this section is rewritten in Addendum 2) -------- 17NN. Health Benefits. ---------------- 17OO. Business Expenses. ------------- 17PP. Travel Expense ------------------ 17QQ. Entertainment Expense ------- 18RR. Company property and search ----------------------------------------------- 18SS.Highest possible level of safety ------------------------------------------------ 18TT. Employee -------------------- 19UU. Conclusion ----------------------- 19VV. Appendix ------------------------- 20WW. Addendum 1 – February 20, 2015 -------------------------------------------- 21XX. Addendum 2 – March 31, 2015 (see addendum 3 dated June 17 for rewrite) ------------------------------------------ 22YY. Addendum 3 – June 17, 2015 (rewrite of Addendum 2) ------------------ 23ii P a g e
Pediatric Junction Employee HandbookUpdated 18 June 2015A. Pediatric Junction Employee Handbook Introduction1.The employee handbook contains information about the employment policies and practices of PediatricJunction, PA. (“The company”) in effect at the time of publication.2.All previously issued handbooks and any inconsistent policy statements or memoranda or other companydocuments or discussions are superseded.3.No contract shall be entered into between the company and an employee which contradicts the benefitsas defined herein.4.The company reserves the right to revise, modify, delete or add to any and all policies, procedures, workrules or benefits except for state and federal regulations.5.All such revisions, modifications, deletions or additions must be in writing and must be signed by the chiefexecutive officer of the company or their designee.6.No oral statements or representations can change or alter the provisions of this handbook.7.This handbook sets forth the entire agreement between you and the company as to the duration ofemployment and the circumstances in which employment may be terminated.8.Nothing in this employee handbook, or any other personnel document, including but not limited to,benefit plan descriptions, creates, or is intended to create, a promise or representation of continuedemployment for any employee.9.Not all company policies and procedures are set forth in this handbook.10. If you have any questions or concerns, please ask your supervisor.B.C.Employment at The Company Is “at will.”1.Employment “at will” may be terminated for any reason, with or without cause or notice, at any time bythe employee or the company.2.Nothing in this handbook or in any document or statement, oral or written, limits the right to terminateemployment “at will.”Terms and conditions of employment1.Terms and conditions of employment with the company may be modified at the sole discretion of thecompany with or without cause, with the exception of the terms set forth in any current valid writtenagreement (contract) between an employee and the company2.Other than the chief executive officer of the company or his/her designated agents, no one has theauthority to make any agreement for employment other than for “employment at will” or to make anyagreement limiting the company’s discretion to modify the terms and conditions of employment.3.Only the chief executive officer or his/her designated agents has the authority to make any suchagreement and then only in writing.4.No implied contract concerning any employment related decision or term or condition of employmentcan be established by any statement, conduct, policy or practice.D. The Company is an Equal Opportunity Employer1.The company is an equal opportunity employer and makes employment decisions on the basis of merit,only.2.Company Policy Prohibits Unlawful Discrimination1 Page
Pediatric Junction Employee HandbookUpdated - June 18, 20153.E.F.Company prohibits discrimination based on genetic characteristics or information, race, color, creed, sex,gender, gender identity, marital status, age, national origin or ancestry, physical or mental disability,medical condition, veteran status, sexual orientation or other consideration unlawful by federal, state orlocal laws.4.All such discrimination is unlawful.5.Company prohibits unlawful discrimination by any employee of the company, including supervisors andco-workers.Company makes reasonable accommodations for limitations1.To comply with applicable laws ensuring equal employment opportunities to qualified individuals withdisabilities, the company will make reasonable accommodations for the known physical or mentallimitations of an otherwise qualified individual with a disability who is an applicant or an employee unlessundue hardship would result.2.Any applicant or employee who requires an accommodation in order to perform the essential functionsof the job should contact the chief executive officer or his/her designated agents and request such anaccommodation.Prohibiting HarassmentThe company has a strict policy prohibiting harassment because of gender, gender identity, genetic characteristics orinformation, sex, race, color, national origin, ancestry, religion, physical or mental disability, medical condition, marital status,veteran status, sexual orientation, age, and any other basis protected by applicable federal, state or local law.1.2.Anti-harassment policya.The company’s anti-harassment policy applies to all employees and independent contractorsinvolved in the operations of the company and prohibits harassment by any company employee,including supervisors and co-workers, or independent contractors.b.The company’s anti-harassment policy also protects employees from harassment by clients, vendors,or others doing business with the company.c.If harassment occurs on the job by someone not employed by the company, the procedures in thispolicy should be followed as if the harasser were an employee of the company.Sexual Harassmenta.The law defines sexual harassment as unwanted sexual advances, requests for sexual favors or visual,verbal or physical conduct of a sexual nature.b.Submission to such conduct is made a term or condition of employmentc.Submission to or rejection of such conduct is used as basis for employment decisions affecting theindividual Employee’s duty to disclose benefits receivedd.No supervisor, manager, or officer of the corporation is authorized to condition the receipt or denialof any benefit, compensation, or other term or condition of employment on an employee’scomplying with any sexual demand.e.All employees are instructed to refuse such demands and must report them promptly to the chiefexecutive officer or his/her designated agents.f.Any employee who is found to have obtained any benefit from the company because he or shesubmitted to an unreported sexual demand will be disciplined appropriately, includingreimbursement for the value of any benefits received, and/or immediate dismissal.g.Any employee making such a demand will be disciplined, up to and including termination.2 Page
Pediatric Junction Employee HandbookUpdated - June 18, 20153.4.5.6.Harassment is Unlawfula.Harassment is Unlawful regardless of gender.b.Race and other forms of harassment can occur through verbal, physical or other activity directed atemployees in protected categories.c.It can occur when co-workers and/or supervisors use slurs or epithets referring, for example, to thenational origin, or race, or sexual orientation of an employee.d.It may occur through other kinds of activity, such as placing graphic images negatively connected tothe race of an employee on or near the employee’s desk, locker or work location.e.Such conduct has the purpose or effect of unreasonably interfering with an employee’s workperformance or an intimidating, hostile or offensive working environmentf.All such activity is strictly prohibited under the company’s unlawful harassment policy.g.Any employee of the company, whether co-worker, supervisor or manager, who is found to haveengaged in unlawful harassment is subject to disciplinary action up to and including termination fromemployment.h.If any employee is uncertain as to what conduct is prohibited under this policy, he or she shouldcontact the Chief Executive Officer or their designated agent immediately.Preventing Harassmenta.Employees who believe they have been harassed on the job, including by persons doing businesswith or for the company, should provide a written or oral complaint to the chief executive officer ofthe company or his/her designated agents as soon as possible.b.The complaint should be documented to include details of the incident(s), names of individualsinvolved, date of incident and the names of any witnesses. Supervisors and managers mustimmediately refer all harassment complaints to the chief executive officer of the company or his/herdesignated agents.c.Independent contractors should use this complaint procedure for any claim of sexual or otherharassment.All Incidents of Harassment Are Investigateda.All incidents of sexual or other harassment that are reported must and will be investigated, even ifthe alleged victim expresses a desire that the company not investigate. That is the law.b.The chief executive officer of the company or his/her designated agents will immediately undertakeor direct an effective, thorough and objective investigation of the harassment allegations.c.The investigation will be completed and a determination regarding the harassment alleged will bemade and communicated to the employee(s) who complained and the accused harasser(s).d.If the company determines that sexual or other prohibited harassment has occurred, the companywill take effective remedial action commensurate with the circumstances. Appropriate action willalso be taken to deter any future harassment.e.If a complaint of harassment is substantiated, appropriate disciplinary action, up to and includingtermination, will be taken and the company will communicate to the complainant that action hasbeen taken to prevent further harassment.f.All employees and independent contractors are required to use the company’s complaint proceduremay result in the defeat of any claim of sexual or other harassment if litigated.False claims of harassmentAny employee who makes a false claim of harassment will be disciplined according to Company policy.3 Page
Pediatric Junction Employee HandbookUpdated - June 18, 20157.Harassment Anti-retaliation policya.In accordance with applicable law, the company prohibits retaliation against any employee becauseof the employee’s opposition to a practice the employee reasonably believes to constitute employeeharassment or discrimination.b.Because of the employee’s participation in an employment harassment or discriminationinvestigation, proceeding or hearing.c.Any retaliatory adverse action because of such opposition or participation is unlawful and will not betolerated.d.The company’s anti-retaliation complaint procedurei.The company’s anti-retaliation complaint procedure provides for an immediate, thorough andobjective investigation of any claim of unlawful retaliation because of opposition to allegeddiscrimination or participation in a proceeding regarding alleged employment discrimination.ii.If you believe that you have been retaliated against because of your opposition to an employmentpractice you reasonably believe to be harassing or discriminatory.iii. Because of your participation in a hearing or proceeding regarding alleged unlawfuldiscrimination, you should provide a written or oral complaint to the chief executive officer orhis/her designated agents, as soon as possible.iv. Your complaint should be as detailed as possible, including the names of individuals involved, thenames of any witnesses, any documentary evidence, and the date of the complaint activity.v.If the company determines that an individual has suffered adverse action in retaliation foropposition to alleged employment harassment or discrimination, or participation in a proceedingrelated to alleged employment discrimination.vi. The company will take effective remedial action appropriate to the circumstances.vii. The company will also take action to deter any future retaliation.viii. If a complaint of retaliation is substantiated, appropriate disciplinary action, up to and includingtermination, will be taken and the company will communicate to the complainant that action hasbeen taken to prevent further retaliation.ix. In addition to the company’s internal complaint procedures regarding harassment,discrimination, and retaliation, employees should be aware that the federal equal employmentopportunity commission (EEOC) also investigate and prosecute such complaints.G. Whistleblower protection and non-retaliation policy1.The company will not adopt or enforce any rule, regulation, or policy preventing an employee fromdisclosing information to the company or to a governmental or law enforcement agency if the employeehas reasonable cause to believe that the information discloses a violation of state or federal statute, or aviolation of or non-compliance with a state or federal rule or regulation.2.If any company employee wishes to make a report regarding suspected unlawful activity, he or she shouldreport the activity immediately to the chief executive officer or his/her designated agents who will initiatea prompt, thorough, and objective investigation.3.Reports should be in writing with as much detail as possible, although oral and anonymous reports willalso be accepted and investigated.4.If an employee elects not to report suspected unlawful activity as defined above to the company’s chiefexecutive officer or his/her designated agents, he or she may contact the Texas attorney general. Theattorney general shall refer calls received on the whistleblower hotline to the appropriate governmentalauthority for review and possible investigation.4 Page
Pediatric Junction Employee HandbookUpdated - June 18, 2015H. Open Door policyI.1.Your suggestions for improving the company’s operations are always welcomed.2.You may have a complaint, suggestion, questions, working conditions or the treatment you are receiving.3.Please bring your suggestions, questions and complaints to the practice manager.Background checks and investigations1.The company must maintain a safe and productive workplace with honest, trustworthy, qualified, reliableand non-violent employees who do not present a risk of serious harm to their co-employees or others.2.To that end, the company is authorized to perform, “background checks” or other types of investigations.3.Background checks and investigations performed for the company may include the use of consumerreporting agencies, which may gather and report information to the company in the form of consumer orinvestigative consumer reports.4.Such reports may contain information concerning your credit standing, credit capacity, character, generalreputation, personal characteristics, or mode of living.5.The types of reports that may be requested from consumer reporting agencies under this policy include,but are not limited to, credit reports, criminal records checks, court records checks, driving records,and/or summaries of educational and employment records and histories.6.Personal interviews with your co-workers, neighbors, friends, associates, current or former employers, orother personal acquaintances.7.Employees are expected to cooperate fully with this policy, such cooperation includes, among otherthings, providing truthful and complete information on your employment application and in response toinquiries made by the company or third party investigators during the course of investigations.8.Providing appropriate written authorizations that may be required by law, so that the company mayobtain complete investigation reports.9.Failure to cooperate in these respects, or any attempt to interfere with the company’s implementation ofthis policy will result in discipline, up to and including termination from employment.10. Company may at any time perform additional background checks where the employee performance oremployees’ safety may be in question.J.Employee classificationsThe owner/physicians’ benefits are set by the company board of directors.1.2.Non-exempt employees (hourly)a.Certain jobs are designated as non-exempt by the state and federal government to protect theemployee from abusive work demands.b.Non-exempt employees are eligible to receive overtime pay in accordance with state and federalwage and hour laws.c.Non-exempt employees are required to submit a time record for each pay period, approved by theappropriate supervisor, for the purpose of tracking hours worked and calculating compensation.Exempt employees (salaried)a.Three classifications: professional, management and specialist.b.These employees are exempt from the applicable provisions of state and federal wage and hour laws.5 Page
Pediatric Junction Employee HandbookUpdated - June 18, 2015K.Levels of Employment1.2.3.4.L.Full-time employeesa.Full-time employees are scheduled a minimum of 30 hours per weekb.Full-time employees are eligible for standard company benefits.Part-time employeesa.Part-time employees are scheduled to work less than 30 hours per week.b.No standard company benefits shall be provided.Trainee/interna.Trainees/interns are unpaid or minimally paid to train for positions.b.Trainees/interns are not eligible for any standard company benefits.Contract employeesa.Contract employees have a start and end date of employment.b.Contract employees are not eligible for any benefits as set forth herein.Job duties1.Your supervisor will explain your job responsibilities and the standards which will be expected.2.Because flexibility is necessary, your job responsibilities may change at any time during your employment.3.In addition to your regularly assigned job responsibilities and duties, from time to time, you may be askedto work on special projects or to assist with other work important to the operation of your department orthe company.4.Your cooperation and assistance in performing additional work is expected.5.The company reserves the right, at any time, with or without notice, to alter or change jobresponsibilities, reassign or transfer job positions, or assign additional job responsibilities.M. Working Hours and Schedules1.The company staff hours may vary for the business; scheduled to operate Monday through Friday from7:30 am to 5:30 pm, and 8:00am to 12:00pm on Saturday.2.Because of the expanded and irregular operating hours, employees must be scheduled as required toprovide health services for all operating hours including holiday schedules.3.No employee is exempt from irregular hours, salaried employees work required hours at the pleasure ofthe company; hourly employees will be compensated at their hourly rate with time and half for anyapproved hours over forty.4.The company will try to give employees sufficient notice of schedule but cannot guarantee the postedschedule.5.All employees are expected to be at their desk or work station and ready to work no later than the starttime of their scheduled hours. Failure to be at your assigned work place at the start of the shift will resultin a minimum of 15 minutes loss wages, and incremented at plus 6 minutes thereafter. Excessivetardiness or a tardy affecting operations may result in disciplinary action.6.Employees are provided with a thirty minute to one hour unpaid meal period depending on operationalconditions of the business.6 Page
Pediatric Junction Employee HandbookUpdated - June 18, 2015N. Wages1.As necessary, employees may be required to work overtime.2.All non-exempt overtime work must be previously authorized in writing by a supervisor.3.The company provides compensation for all overtime hours worked by non-exempt employees inaccordance with the law.4.Exempt employees enjoy other privileges but are not bound by non-exempt law.5.Non-exempt employees are to be paid time and one-half (1.5) for work time that exceeds 40 hours duringa scheduled work week, or hours worked beyond the scheduled work day.6.Holiday time is not work time and doesn’t apply toward consideration of overtime (1.5) but will be paid asworking hours.7.The calculation of overtime hours will not include holiday, sick leave, scheduled off days or vacation daysduring a given scheduled workweek.8.Non-exempt employees, for work completed on scheduled company holidays, will be paid their regularpay plus the holiday pay. The holiday pay will not be considered in determining work time. Example:hours worked in week is forty hours plus the eight hours of holiday pay. Pay would be forty-eight hours atregular pay.9.All non-exempt employees are required to record time worked for payroll purposes.10. Employees must record their own time at the end of each daily work period.11. Tardiness for reporting to work at start of schedule or returning from lunch must be promptly reported tosupervisor.12. The company has no obligation to provide opportunity to make up lost time.13. Paydays are every two weeks (bi-weekly) on the Friday following the end of the pay period, which is fromSunday to Saturday of the second week.14. The company does not permit advances against paychecks.15. Exempt employees are not eligible for overtime pay, bonus pay, or any other extraordinary pay beyondsalaried rate except for any performance and holiday bonuses.O. Performance evaluations1.Your initial performance evaluation is scheduled after completion of 90 days employment. There may beearlier evaluations if deemed necessary2.You will receive a twelve month performance evaluation and for other periods deemed necessary by thecompany.3.The frequency of additional performance evaluations may vary depending upon such factors as length ofservice, job position, past performance, changes in job duties or recurring performance problems.4.Evaluations will review the quality and quantity of the work you perform, your knowledge of your job,your initiative, your work attitude and your attitude toward others.5.Pay increases and promotions are solely within the discretion of the company and depend upon factors inaddition to your individual performance evaluations and length of service.6.The company requires a ninety (90) day probationary period during which company benefits will not bepaid, unless stipulated in an employee/company written offer.7.The one exception is our 401k savings which by law must be available from the date of hire. Employeesare encouraged to complete the ninety day probation before joining the company 401k.8.During this time period, your job performance and compatibility will be evaluated to determine if youremployment with the company should c
Pediatric Junction Employee Handbook Updated 18 June 2015 . PEDIATRIC JUNCTION . and/or immediate dismissal. g. Any employee making such a demand will be disciplined, up to and including termination. 2 Page . Pediatric Junction Employee Handbook Updated - June 18, 2015 .
