HANDBOOK
REVIEW
QUALITY OF CARE
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Protect patient’s rights, safety, privacy
and well-being at all times.
Respect our patients, families, referral
sources and fellow employees.
Communicate professionally.
Respond to our patients quickly and
provide efficient services.
Strive to enhance your abilities.
ETHICS
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All Southwestern employees have an
obligation to do their best to provide the
highest level of ethical care possible.
Ethical behavior is required of all
employees; not just clinical staff.
Should you ever have a question
concerning an ethical matter, please
address it with your manager
immediately.
CONFIDENTIALITY
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It is the policy of Southwestern that all
patient interactions should be handled in
a confidential manner.
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Please keep in mind this policy does
apply to our electronic medical record
(MIX).
CODE OF CONDUCT
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Employees are expected to conduct
themselves in accordance with the
highest standards of integrity and fair
dealing.
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Employee’s should comply with all laws,
regulations and codes, as well as
Southwestern policies and procedures.
DRUG FREE
WORKPLACE POLICY
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Southwestern expects all employees to
assist in maintaining a work environment
free from the effects of alcohol, drugs or
other intoxicating substances.
DRESS GUIDELINES
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Business casual for all positions with the
exception of the following positions:
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Youth Care Worker
Mental Health Technician – Supervised Group Living
only
In-home CRS staff should consult with their supervisor
concerning appropriate dress
Tennis shoes are acceptable for Mental Health
Technicians at Stepping Stone
WORKPLACE ACCIDENTS
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Any employees who sustains a workplace
injury must verbally report it within 24 hours to
their manager.
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This applies to both major and minor
accidents.
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If care is required, the employee will be
referred to Southwestern’s contracted provider.
PROVISIONAL PERIOD
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First six months for all employees.
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All new employees receive performance
reviews at three & five months from the date of
hire.
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Benefit eligible employees ARE eligible for paid
holidays and bereavement during this time,
however, no other leave benefits are available
until completion of provisional period.
ATTENDANCE POLICY
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Scheduled absence
Unscheduled absence
Occurance of Absence
Occurance of Tardiness
• Provisional period employees
• Non-provisional period employees
EMPLOYEE MISCONDUCT
& DISCIPLINE
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Southwestern will generally employ the
following progressive disciplinary
process:
1) Oral Counseling
2) Written warning
3) Disciplinary probation
4) Termination
PTO ACCRUALS &
EIB EXPLANATION
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Who is Eligible?
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Employees who regularly work 32 plus hours per week
and have successfully completed their six month
provisional period
PTO credit of 40 hours (or prorated amount) at the
end of six month provisional period
Accrual rate is listed on PTO form
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This amount is accrued per pay period (every two
weeks)
How many PTO hours do I have?
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Contact the payroll department at Ext. 4375
PTO ACCRUALS &
EIB EXPLANATION
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What does EIB stand for?
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What is the difference between that and my
PTO?
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Extended Illness Bank
EIB is only used when you are off work for an
extended period of time (more than 40 hours) for your
OWN personal illness
All Southwestern employees accrue EIB time
after successful completion of the provisional
period at a rate of 3 hours per pay period for a
maximum of 200 hours
PTO ACCRUALS &
EIB EXPLANATION
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PTO/EIB Example:
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Employee has to have surgery on their leg and will be
off work for 3 weeks.
The first week (40 hours) they are off, they must use
PTO time
After using 40 hours of PTO, unpaid time or a
combination of the two, you can begin using your EIB
time you have available
If you exhaust the EIB time you have, the remaining
time off will be unpaid
HOLIDAYS
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All benefit eligible employees who work 32
hours or more per week are eligible upon
hire for these company observed holidays:
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New Year’s Day
Memorial Day
Independence Day
Labor Day
Thanksgiving
Day after Thanksgiving
Christmas Eve (1/2 day holiday depending on what day of the
week it falls)
Christmas Day
Jury Duty
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Employees called for jury duty shall be
provided the necessary time off with pay.
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Employees will remit any compensation
received for jury duty service, excluding
travel reimbursement expenses, to
Southwestern since the employee’s pay
was not reduced.
FMLA
(Family Medical Leave Act)
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Employees who have worked for Southwestern for at
least 12 months and at least 1,250 hours during the
previous 12 months may take up to twelve weeks of leave
annually.
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Birth of a child, or placement of a child with you for adoption
or foster care
Own personal illness
Immediate family member’s illness
Because of a qualifying exigency arising out of having an
immediate family member on active duty or call to active
duty stats in the National Guard or Reserves
Because you have an immediate family member who is a
servicemember with a serious injury or illness
Should you have a question about FMLA, please contact
Human Resources at Ext. 4229