Field Employee Handbook Policies and Procedures

Transcription

1 Field Employee Handbook Policies and Procedures

2 Employment A person must fill out an application, be interviewed, pass a test according to discipline, provide proper licensing and credentialing including but not limited to a 2 step tuberculosis test, CPR Certification, physical, drug screening and other pertinent certifications Once all paperwork has been submitted, every employee must attend a orientation meeting to go over company policies and procedures before becoming an active employee. All employees are employed as At Will and all employees must sign of a At Will Employment Statement as a condition of employment. This means the employee or the company may terminate employment at any time and for any reason. Any employee who does not work for the agency for a period of 30 consecutive days without communicating with agency supervisor, the employee will be listed as inactive. An employee may be reactivated as an employee as long as they meet all pertaining criteria and is in good standing with the agency. Periodic evaluations will be performed by agency supervisor. Results will be discussed with employee and retained in employee s file. Employment Classification All employees are considered Temporary Field Employees (Contingent Status). Employees who themselves select whether or not to work, how many shifts and hours to work, locations of work assignments, each week based on temporary or field assignments that the agency has available for which they are qualified for. The agency does not guarantee a specific or minimum number of hours of work per day/week. Employees are paid at a fixed hourly rate. Employees are eligible to receive overtime if applicable for the position in accordance with federal and state law. Equal Employment Opportunity Exertus Medical Staffing Inc. is an equal opportunity employer and prohibits discrimination against any employee or applicant with regard to race, creed, sex, age, color, national origin, religion, height, weight, sexual preference, marital status, disability and/or handicap as defined by state and federal law. This policy relates to all of Exertus Medical Staffing Inc. employment practices including hiring, placemen, promotion, compensation, benefits, and training. Confidentiality All personnel files and information within the agency are considered as confidential and will be disclosed to appropriate businesses and agencies only upon receipt of a written release signed by the employee authorizing such action.

3 Wages are considered confidential. Employees are not to discuss wages with other employees or with anyone associated with clients or while working on a shift. Any violation within the confidentiality policy could result in corrective action up to and including termination. Dress Code Appropriate work attire is expected for healthcare workers. All employees are expected to maintain a clean and neat appearance. Scrubs Sneakers Clothes should be well fitting and clean. Wearing of jewelry and perfume/cologne should be worn sparingly. Employees must cover any tattoos that are or would be considered offensive. Fingernails must be kept short, clean and healthy. Artificial nails are not allowed. The use of neutral, professional nail polish is acceptable. Employees must wear the identifying name badge with picture that the company will/has provided at all times while working for the agency. Cancellation Policy Due to employees being classified as Temporary Field Employees (Contingent Status), they are under no obligation to accept any shifts when proposed by the agency. However, once a shift is accepted by the employee and assigned by the agency, the age All arrangements for employee needs including childcare, transportation and other circumstances are responsibility of the employee and should be made prior to shift. If for any reason the employee is unable to fulfill the obligations of the shift, they must call the agency at least two hours in advance of the start of the shift. Failure to do so, could result in corrective action up to and including termination. Although a minimum two hours is required, the agency requests as much notice as possible. The employee is to never call the facility or client directly. Any communication should be done through the agency. An employee that is tardy or absent on a chronic basis could result in corrective action up to and including termination. Chronic is described as but not limited to as a two or more instances in a 30 day period.

4 No call/no show without substantial proof of employee s explanation is grounds for immediate termination. Proof and reasoning is based on review from agency. Any employee who cancel for shift up to 4 hours prior to shift may be requested to supply the agency with a return to work statement from a physician. When an employee is cancelling a shift, it is a necessity to include a phone number that the employee may be reached. Failure to do so may result in corrective action up to and including termination. Conduct Employees must: Not use foul language or slang Not engage in discussions with clients or anyone associated with clients about money Treat clients with respect and offer above expectation work Be courteous and accommodating in communication with clients and anyone associated with clients Complete tasks within the scope of a shift satisfactorily Not offer personal phone numbers or addresses to clients or anyone associated with a client Work within limits set by agency within policies and procedures Work with office staff of Exertus in a professional manner Represent Exertus Medical Staffing Inc. with professionalism and respect Termination Listed are actions of the employee that may be considered for immediate termination. All employment is At Will employment. No Call, No Show Leaving the job assignment without permission Theft, fraud, or any other crime while working Conviction of felony or misdemeanor Possessing or being under the influence of alcohol or any controlled substances while working Insubordination Falsification of any agency paperwork including, application, payroll or any other official records Possession of firearms or weapons while working Damage to company property or clients property These are not the only conduct actions that may result in termination without notice. Policies Employees must report any damage to clients possessions or facility immediately to supervisor Employees may not give home/cell phone numbers or addresses to clients. Employees will not schedule their own shifts. All schedules will be done through the agency. All personnel must have drivers license and be able to present to supervisors when needed.

5 At no time can an employee leave a shift before completion without notifying agency supervision. If employee is propositioned for an unusual request, employees should contact agency supervision immediately. Holiday Pay The agency complies with the holiday schedules of our clients. Therefore, shifts that are eligible for holiday pay will vary dependent on client and shift. Employee will be informed before accepting/denying shift of holiday pay. Employee Complaints and Grievances It is every employee s right to appeal a supervisor s decision with regard to all aspects of employment. The employees supervisor must assist with the employees appeal. Employees must follow chain of command for purposes of appealing supervisory decisions. In the instance of a serious complaint, the issue should be discussed with employees supervisor unless complaint involves the direct supervisor. If the decision is unsatisfactory or is dealing with supervisor, then the case should be presented to the President of the agency. Drug Free Workplace Pre-Employment Drug Testing. All applicants who are offered a job with the Agency will be tested for drugs as part of the job offer employment screening process. Employment is contingent on a negative result. Employees may be selected at random for drug testing at any time. Employees may be required to submit to a drug test if the company believes an employee may be under the influence of drugs or alcohol on the job. Exposure to Blood borne Pathogens It is the policy of the agency to comply with all standards mandated by the Occupational Safety and Health Administration (OSHA), the state Department of Public Health, and the Allegheny County Health Department for occupational exposure to blood borne pathogens. In compliance with OSHA on blood borne pathogens, the agency offers the Hepatitis B vaccine at no cost and at a reasonable time and location to all employees identified in at risk job classifications where exposure may occur. While the agency is obligated to offer the vaccine, you may choose to accept or decline the offer. If you wish to receive the Hepatitis B vaccine, it will be available to you after you have received the required training within 10 working days. If you decline the Hepatitis B vaccine because you have previously received the complete Hepatitis B vaccination series, antibody testing has revealed that you are immune, the vaccine is contraindicated for medical reasons and you have the documentation to

6 confirm the information, or you personally prefer not to accept the vaccine, you must sign the appropriate forms. The company offers the vaccination to any employee at risk who initially declines to accept the Hepatitis B vaccination and at a later date decides to accept the vaccine. Workers Compensation All employees that are working for the agency are covered from the date of their employment All costs for workers compensation coverage are the responsibility of Exertus Medical Staffing Inc. Driving to and from work is not working time. If an employee is injured or in an accident on the way to work or on the way home from work, it is not a workers compensation injury. If an injury occurs while working, workers compensation insurance pays the employee a PERCENTAGE of the average weekly salary when unable to work due to the accident or injury. In order for the compensation to occur for ANY work related injury, the employee MUST report the incident immediately to his/her supervisor. The agency shall designate a physician and/or facility to which the employee must report for an examination and/or appropriate diagnostic procedures. If the injury/accident requires more than first aid, the employee must be sent for medical examination. An employee may not be treated by a medical or osteopathic physician who has not been appointed by the agency for the first twelve (12) days of a work related injury, unless it is an emergency situation and/or unless authorized by the President of the agency. Although seen by an outside physician, the employee may be required to be seen by the agency designated physician who will be in charge of the treatment throughout the workers compensation claim. An employee cannot return to work without first being cleared, without restrictions, by the agencydesignated physician, or his/her physician per agency President approval. The employee must submit a written health clearance signed by the physician prior to returning to work. An employee that sustains a work related injury must report orally that an injury occurred immediately to the agency supervisor, regardless of the time of the injury. An employee then must then provide a written report on an approved agency form regarding the occurrence. Unemployment Compensation The agency is able to control exposure to high unemployment rates by detailed monitoring of unemployment claims. The agency tracks all shifts offered to each employee including shifts that the employee turns down. The only legitimate reason a person should collect unemployment benefits form an employer is lack of work. You may be denied benefits due to the following reasons: Employee Voluntary Termination Refusal of work Misconduct Not able to work

7 Americans With Disabilities Act Exertus Medical Staffing Inc. follows the guidelines that are addressed with the Americans with Disabilities Act (ADA). The Act defines a person with a disability as one who has: A physical or mental impairment that substantially limits one or more of the major life activities of such individual A record of such impairment, or Is regarded as having such an impairment The law requires employers upon request to reasonably accommodate a qualified individual with a disability. This may include making adjustments to the actual job and physical work environment, if the applicant or employee, with or without accommodation, can perform the essential functions of the employment position that such individual holds or desires. However, an employer is not required to make an accommodation that places an undue hardship on the employer or if the person with the disability poses a direct threat to their health or safety or the health and safety of others. You are required to notify your immediate supervisor of a disability that may impact your ability to perform the job. Exertus Medical Staffing Inc. will determine if the disability is covered under the provisions of the Americans with Disabilities Act and determine if accommodations can be made in the work place. Sexual Harassment Exertus Medical Staffing is pledged to preserving a working environment free from sexual harassment. Harassment is against the law and is a form of gender discrimination. The aim of this policy is to prevent harassment of any kind by anyone employed by or associated with the company. Sexual harassment consists of unwelcome sexual advances, requests for sexual favors or unwanted sexual attention by anyone associated with the company, whether male or female. Harassment may include references to employment status or conditions or may serve to create a hostile, intimidating or uncomfortable work environment. Harassment includes, but is not limited to, obscene jokes, lewd comments, sexual depictions, and repeated requests for dates, touching, staring or other sexual conduct committed either on or off company premises. Victims of sexual harassment have the right to sue both the company and the perpetrator by contacting the Equal Employment Opportunity Commission or a state agency. For this reason and for the protection of all our employees, Exertus Medical Staffing Inc. seeks to prevent sexual harassment. All Exertus employees are responsible for helping ensure that our workplace is kept free of sexual harassment. If you feel you have been a victim of sexual harassment, report the behavior to any supervisor, member of the personnel department or the company President. If you have witnessed sexual harassment, you also are urged to report the incident so that prompt action may be taken. All complaints will be treated seriously, kept as confidential as possible and investigated fully, Exertus expressly forbids any retaliation against employees for reporting sexual harassment. If, however, the

8 company finds that false charges have been filed, disciplinary action may be taken against anyone who provides false information. If an investigation confirms that sexual harassment has occurred, immediate action will be taken to put an end to the harassment. Exertus Medical Staffing Inc. will take appropriate corrective actions against anyone found to be in violation of this policy, including possible termination of employment. Other Discriminatory Harassment Harassment on the basis of factors other than sex can also create dissension in your company and get you dragged into court on charges of discrimination. To protect yourself and make it clear that your organization respects all individuals, you may want to draw up a separate policy statement to address it: Exertus Medical Staffing Inc. strongly supports the rights of all its employees to work in an environment free from all forms of harassment, including harassment on the basis of race, color, religion, gender, sexual orientation, national origin, age or disability. Harassing conduct includes, but is not limited to: Epithets Negative stereotyping Slurs Threatening, intimidating or hostile acts that relate to the above characteristics Written or graphic material that denigrates or shows hostility or aversion toward an individual or group because of the above characteristics, and that is placed on walls, bulletin boards, or elsewhere on the premises In compliance with the EEOC Guidelines and our policy, Exertus Medical Staffing Inc. prohibits harassment of any kind. If the result of an investigation indicates that corrective action is called for, such action may include disciplinary measures up to and including immediate termination of the employment of the offender.