Blue Shield of California Workforce Handbook Workforce refers to all BSC employees and contingent workers including leased workers, independent contractors, and consultants. BSC employees are employed by BSC and are subject to termination of employment. Contingent workers are at BSC on assignment, they are not employees of BSC, and are subject to termination of assignment. Equal Opportunity It is BSC s policy to treat all individuals in the spirit of and in full compliance with equal opportunity requirements without regard to race, color, religion, sex, national origin, age, ancestry, physical or mental disability, political belief or activity, medical condition, sexual orientation, gender identity, marital status, veteran status, and any other basis protected by applicable law. Our policy prohibits harassment or discrimination related to these bases. In order to maintain a work environment that is free of discrimination, we have established a continuing Affirmative Action Program to assure equal opportunity in all of our actions relating to recruitment, hiring, compensation, benefits, promotions, transfers, terminations, layoffs, recalls, training and development programs, and recreation programs for all individuals. Americans with Disabilities Act To comply with applicable laws ensuring equal employment opportunities to qualified individuals with disabilities, BSC will provide reasonable accommodation to individuals with a known physical or mental disability if such accommodation would enable the individual to apply for or perform the essential functions of the position and does not impose an undue hardship on BSC. Harassment BSC believes the workforce has a right to work in an environment free from unlawful harassment. Sexual harassment and harassment on the basis of age, race, color, national origin, ancestry, religion, creed, pregnancy, physical or mental disability, medical condition, marital status, gender, sexual orientation or any other classification protected by local, state or federal laws is prohibited. Unlawful harassment may take many forms, including the following examples: Verbal conduct such as epithets, slurs and unwelcome comments and jokes, including remarks about an individual s body, dress, clothing, color, physical appearance or talents, derogatory comments, questions about a person s sexual practices and/or patronizing terms or remarks; Physical conduct such as physical interference with normal work, impeding or blocking movement, assault, restraint, unwelcome physical contact or touching, staring or suggestive eye contact. Visual displays such as offensive, derogatory or obscene photographs, calendars, posters, cards, emails, cartoons, drawings and gestures, displays with sexually suggestive or lewd objects, unwelcome letters or notes or any other graphic material that denigrates or shows hostility or aversion toward an individual because of the individual s protected characteristic or; Threats and demands to submit to certain non-work-related conduct or perform certain nonwork-related actions in order to keep or get a job, to avoid some other loss, or as a condition of job benefits, security or promotion. Sexual Harassment Unlawful harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: Submission to such conduct is made either explicitly or implicitly a term or a condition of an individual s employment or assignment,
Submission to or rejection of such conduct by an individual is used as the basis for employment or assignment decisions affecting the individual, or Such conduct has the purpose or effect of unreasonably interfering with an individual s work performance or creating an intimidating, hostile or offensive working environment. Sexual harassment occurs when submission to or rejection of unwelcome sexual conduct by an individual is used as a basis for employment or assignment decisions affecting that individual. Unlawful conduct includes threats or demands to submit to sexual requests as a condition of continued employment or assignment or offers of benefits in return for sexual favors. Sexual harassment can also occur when unwelcome sexual conduct interferes with an individual s job performance or creates an intimidating, hostile or offensive working environment, even if it does not lead to tangible or economic job or assignment consequences. Sexual harassment includes verbal harassment, physical harassment, visual harassment and unwanted sexual advances. It also includes retaliation for having reported acts of harassment. Sexual harassment can include harassment of women by men, men by women and genderbased harassment of individuals of the same sex as the harasser. This policy applies to all of the workforce, regardless of position within BSC and also applies to the interaction between employees and non-employees, such as customers, vendors, contingent workers, visitors and all other persons related to BSC's business. Alcohol and Drug-Free Workplace Policy BSC seeks to provide a safe and healthy work environment for you and the entire workforce, which includes maintaining a drug-free workplace. Substance abuse, including both drugs and alcohol, is highly detrimental to the safety and productivity of the workforce in the work place. To implement this policy, BSC has adopted the following rules about the use of alcohol and the use, possession or sale of controlled substances by its workforce. All employment and assignment offers by BSC are contingent upon successful completion of drug testing. Possession, dispensing, use, manufacture, or distribution of illegal drugs, on company premises or in the course of performing your job or assignment is prohibited. Reporting to work, being at work or being on company premises while under the influence of alcohol, illegal drugs or substances which impair your ability to perform your job or assignment is prohibited. Consumption of alcohol which interferes with your ability to safely and efficiently perform any part of your job or assignment, endangers employee safety or threatens BSC s reputation will not be tolerated. A workforce member convicted of any violation of a criminal statute involving workplace drug activity must notify HR no later than five days after such a conviction. The legal use of prescribed drugs is permitted only if such use does not impair your ability to perform the essential functions of your job or assignment in a safe and effective manner. In addition, anyone planning or sponsoring an event or celebration at which alcohol is served must consider the safety of the workforce and guests. The workforce should use discretion when serving or consuming alcohol at BSC-sponsored events and when engaging in activities that may present an increased risk of injury. Alcohol use is not permitted on BSC premises, whether held inside or outside of buildings, unless it is a company- sponsored event at which alcohol is approved by management. Blue Shield of California reserves the right to require drug testing for reasonable suspicion of a violation of this policy.
Consultants, Independent Contractors and Leased Workers Consultants, independent contractors and leased workers employed by an agency but assigned to Blue Shield of California, are not considered employees of BSC and, consequently, are not eligible for company benefit programs such as paid time off (PTO), health insurance, life insurance, disability insurance, 401(k) plan or any other Company-sponsored benefit. Appearance in the Workplace The workforce is required to report for work in attire, appropriate to the Blue Shield of California environment. Clothing or personal appearance which is sloppy, unkempt or unprofessional is never acceptable. Locations have specific guidelines which must be followed. Dress guidelines will be determined based on whether each location receives public visitors. If you are at a site that does receive the public, then you will be asked to follow guidelines describing professional attire. If you are at a site where there are no public visitors, you will be asked to follow our business casual guidelines. Each location may consider casual Friday dress, unless public interface or a business meeting warrants maintaining professional attire. If you have any questions on what is appropriate attire for your work group, ask your Manager. Solicitation To avoid disruption of company business operations and ensure a workplace that is comfortable for everyone, the following rules apply to the solicitation and distribution of literature on company property. Persons who are not employed by Blue Shield of California, including contingent workers, may not solicit or distribute literature on company property at any time for any purpose. Under no circumstances will non-employees be permitted to solicit or to distribute written material for any purpose. Confidentiality As a health plan and insurance company, Blue Shield of California is in a trusted position concerning the medical information of its Customers. The workforce obtains a variety of information that is proprietary and confidential to BSC insurance plans, enrollees and providers. Serving our customers requires that this information be protected, both to safeguard individual and plan privacy, and to comply with the law (visit the Privacy Office website to learn more). The workforce should keep confidential or proprietary information in a secured location in an office or work area, and never discuss it in public areas such as elevators, taxicabs or restaurants. Safeguarding BSC confidential and proprietary information is essential to maintain our competitiveness. The workforce must complete Privacy training within 30 days of start. Any workforce member who, as part of their role at Blue Shield of California, has access to confidential employee information, must keep this information confidential. Confidential information may be divulged only to individuals within BSC who need to receive and are authorized to receive such information. All records and files maintained by BSC are confidential and remain the property of BSC. Such information may not be used by any workforce member for the purpose of furthering current or future outside employment or for obtaining personal gain or profit. Records and files are not to be disclosed to any outside party or removed from company premises without the express permission of Corporate Legal. Any workforce member who violates this policy is subject to discipline. For contingent workers, this may include termination of assignment. The workforce is required to electronically sign a Confidentiality Agreement at the time of start as part of BSC s Mandatory Training, however, the workforce is subject to these confidentiality covenants regardless of whether there is a separate confidentiality agreement or not. Weapons on Company Property The unauthorized possession, use, manufacture, or sale of firearms, illegal weapons, explosives,
dangerous chemicals, or any object or materials capable of causing serious injury or death is prohibited on BSC premises. BSC will initiate a reasonable and appropriate assessment of any reports of these items on company premises. If the reports are substantiated, the behavior will be regarded as gross misconduct and may result in corrective action up to and including termination of employment or assignment. When deemed appropriate, BSC will pursue the perpetrator through civil action, and/or criminal prosecution. Storage of a weapon in a vehicle that is parked in a parking space designated for BSC business or employee parking is prohibited. Possession of a license to carry a concealed handgun does not exempt a workforce member from this policy. Company Property Company property includes both physical property (such as desks, work areas, telephones and computer equipment, storage areas) and information assets and systems (such as computer programs and resources, member information and intellectual property). Workforce members who are issued, access or use company property are responsible for properly maintaining that property. Physical assets must be kept in good condition at all times. If company property physically issued to you becomes damaged, lost or stolen, report it to your manager immediately. Workforce members must also protect the integrity of all information assets, including maintaining the confidentiality of Blue Shield of California confidential data, member information, computer systems and programs, and other such property. Workforce members are held accountable for the proper use of company property. Unauthorized use or removal of company property may result in termination of employment or assignment. Unauthorized use of property or non-return of company property upon termination of employment or assignment may also result in criminal penalties. Personal Property BSC tries to maintain a secure workplace, but cannot be responsible or liable for the loss, damage, or theft of personal property at BSC facilities. Workforce members are solely responsible for safeguarding, repairing, or replacing personal property while in Company facilities or on Company business. Workforce members who leave BSC employ or assingment should arrange for any personal items at the time they leave BSC. Personal items may be discarded by BSC if not claimed at the time of the workforce member s cessation of employment or assignment. Workplace Privacy BSC strives to maintain a balance between the workforce's expectations of privacy in the workplace and BSC's business needs. Facilities, buildings, offices, cubicles, furnishings, equipment (including computers and telephones), desk and supplies are company property, and their use is for BSC business. If the situation warrants, BSC has the right to open, enter, and inspect all company property, locked or unlocked, without the knowledge or presence of the persons using the property. BSC may access, retrieve, copy, or review e-mail, voice-mail or other contents of Companyprovided media, including computer hard disks, for any business purpose, or to appropriately respond to requests for information. Information Systems/Electronic Mail Some workforce members of Blue Shield of California are provided with a company e-mail account and computer access to the internet. All usage is subject to BSC IT Security Standard and the Code of Business Conduct.
BSC's electronic communications systems (including email, voicemail, web access to the Internet and other computerized information systems) are intended for authorized business use only and are the sole property of BSC. Incidental, personal use of these systems is permissible so long as the usage: Does not consume more than a minimal amount of system resources Does not interfere with productivity Does not preempt any business activity To protect the integrity of the information and to ensure the proper use of these systems, the files you create and store, email you send and receive and your Internet web access are subject to review and monitoring by authorized employees. Messages you send and receive and your access to the Internet should not be considered private or confidential communication Since the contents of e-mail and voicemail can be accessed by management without prior notice to you, and since management can monitor your use of computer network systems, you should not use any of the systems to transmit any messages you would not want disclosed to a third party. Further, email and the internet are particularly vulnerable to usage that could violate BSC's solicitation and harassment policy. E-mail, voicemail and computer network systems are not to be used in a way that would be disruptive, offensive to others, or harmful to morale. For example, BSC prohibits the display or transmission of sexually explicit images, messages, or cartoons, as well as any transmission or use of e-mail that contains ethnic slurs, racial epithets, or anything that may be construed as harassment or disparagement of others based upon their race, national origin, sex, sexual orientation, age, disability, or religious or political beliefs or any other protected categories. Any such usage is strictly prohibited. Theft and Tampering BSC will not tolerate any theft or tampering of a co-worker's mail or electronic mail, any sabotage of BSC's or any co-worker's work product, or any conduct of which the primary purpose is to hamper a co-worker's ability to do effective work. Any workforce member who violates this policy will be subject to discipline, up to and including immediate termination of employment or assignment. Visitors/Children on Company Premises Visitors must follow BSC's safety policies while on our premises and should be escorted by an employee with knowledge of the relevant safety requirements when in any work area. Children are not permitted in potentially hazardous places at any time and must otherwise remain in lobbies, cafeterias, break rooms, or general office areas. Children should not routinely remain on site. Tobacco-Free Workplace Policy - Effective October 1, 2008 Blue Shield s mission and business includes a commitment to improving the wellness of its members. We also care a great deal about the welfare of our workforce. For this reason, we have an extended, tobacco free campus policy. BSC is a smoke-free workplace as required by law. All company facilities and premises, regardless of location, are no-smoking and tobacco-free areas. Smoking and use of any tobacco products is prohibited in all company premises, including lobbies, conference rooms, offices, supply rooms, break rooms, restrooms, sidewalks, parking lots (including vehicles in parking lots), and company vehicles on or off the property. This policy applies equally to all employees, contingent workers, vendors and visitors. Any and all substantiated reports of persons smoking or using tobacco products or preparing to use tobacco products on company premises will result in disciplinary action up to and including termination of employment or assignment.