Welcome to Accountable Healthcare Staffing!
Here at Accountable Healthcare Staffing, we treat our HCPs with Respect, Recognition, and Rewards! This
Orientation Guide is designed to answer your questions and make you comfortable as a member of our
team.
Our Vision
Accountable Healthcare Staffing’s vision is to build and support a supplemental staffing organization
recognized for its culture of staffing service excellence and caring. We believe that a culture of caring
results in measurable performance standards capable of delivering the highest caliber and quality of
people—our healthcare professionals, or HCP’s, and staffing services; excellence in communication—to
our clients and HCP’s which results in a clear understanding of expectations & performance.
Our Mission
The AHS Mission is providing accountability in the delivery of high quality healthcare staffing services by
continuing to meet and exceed industry standards through:
 Open communication with our staff, healthcare professionals, clients and all those that depend
on AHS services.
 Ongoing development of staffing solutions to meet the changing dynamics of the healthcare
industry.
 Responsiveness & responsibility for all aspects of our staffing services.
 Ensuring the care provided by our HCP’s promotes client and patient satisfaction through detailed
orientation & training.
 Ensuring excellence, integrity and honesty throughout the organization.
Your support of the AHS Vision & Mission along with professionalism and excellence in patient care
defines our success.
Professional Conduct
As an employee of Accountable Healthcare Staffing, you represent the company and your colleagues. Our
success is based on high-quality services provided by outstanding professionals. We also pride ourselves
for being a "good citizen" to the communities in which we do business. An ethical workplace environment
and professional behavior benefits you, your co-workers, your patients, your employer, and your
community.
Providing the Highest Standard of Care
Patients and clients are depending on you to follow their practices, procedures, protocols and provide
proficient, caring service. You must always strive to do the best to provide the highest standard of care.
We will always support you. We are always available, 24/7, to you if you are ever in a situation where you
need help.
Safeguard Yourself
You are our most important resource! Please comply with all health, safety, and environmental rules and
regulations. Always follow all precautions and protocols to minimize your risk of injury or illness.
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Getting Started
Assignment
Once your file is complete, you will be given specific information about your choices in assignments. We
offer both PRN options and contracts. You will be working with a Manager who understands your concerns
and can answer your questions. We want you to be comfortable with your choice.
Orientation
You will receive a facility specific orientation. Each facility differs in the exact type of orientation required.
You will know all the details (directions, parking, shift times, dress code, etc.) before you start. You will
also get a unit specific orientation. If you have any questions or concerns, we will help you with these.
Schedule
If you are working PRN, you let us know when you are available to work, preferably a month in advance
to ensure you get the hours, facility and shifts of your preference. If you are on contract, we will work
with the facility on a schedule that fits both your and the client's needs.
Getting Paid
You need to record the time you worked on an Accountable Healthcare Staffing Timecard and submit it in
a timely manner. The time card must be signed by the person designated by the facility, usually the Nurse
Manager or Charge Nurse. Overtime must be pre-approved by the facility's designee and relayed to
Accountable Healthcare Staffing in order for us to bill, and therefore you to be paid the overtime rate. If
you run out of timecards, they are available online and can be downloaded or please let us know so we
can mail you more, or come by our office to pick some up. Filling out an accurate and timely Timecard is
the employee's responsibility. Unauthorized overtime, illegible writing and errors will delay payment to
the employee and billing to the facility. Continuous timecard errors or fraud can result in termination.
You will receive two hours pay at the regular rate for any shift cancelled by a client facility with less than
two hours notice prior to the shift's start time. If you arrive at a confirmed assignment and there is an
insufficient amount of work available for the client to keep you (i.e. you are sent home before completing
four hours of work), you will be paid a minimum of four hours pay at the regular rate.
You can fax, mail, email, or bring in your Timecard. We pay weekly, and provide daily pay as a benefit,
Monday through Friday. You may also be paid biweekly, semimonthly, or whatever is convenient for you.
You have a choice of receiving a check, direct deposit or a global cash card which is funded with your
earnings. We mail out checks daily, or you may pick them up.
Want to get paid faster? We have a pay card system that we can set up for you. Once you send in your
time slip/slips, your money will be available within four hours on your card. You can use it as a debit card
or transfer it to your bank. Of course, we offer direct deposit.
We take out taxes based on your W-4 and pay the employer portion of Social Security and Medicare Taxes.
Travel money is non-taxed as allowed by the IRS.
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Recognition of holidays and pay rates, including overtime and shift differentials, vary by facility. Be sure
you understand a facility's policy on these exceptions before accepting a shift under these circumstances.
If you are uncertain, please ask.
Personnel Policies
Policy Regarding Use of Social Media by Employees
While Accountable Healthcare Staffing™ (“Company”) encourages its employees to enjoy and make good
use of their off-duty time, certain activities on the part of employees may become a concern if they have
the effect of impairing the work of any employee; harassing, demeaning, or creating a hostile working
environment for any employee; disrupting the smooth and orderly flow of work within the office or any
AHS client; or harming the goodwill and reputation of the Company among its customers or in the
community at large. In the area of social media (print, broadcast, digital, and online services such as
Facebook, LinkedIn, MySpace, Plaxo, and Twitter, among others), employees may use such media in any
way they choose as long as such use does not produce the adverse consequences noted above. For this
reason, AHS reminds its employees that the following guidelines apply in their use of social media, both
on and off duty:
1. If an employee publishes any personal information about the employee, another employee of the
organization, the Company, a client, or a customer in any public medium (print, broadcast, digital,
or online) that:
a. has the potential or effect of involving the employee, their coworkers, or the Company in
any kind of dispute or conflict with other employees or third parties;
b. interferes with the work of any employee;
c. creates a harassing, demeaning, or hostile working environment for any employee;
d. disrupts the smooth and orderly flow of work within the office, or the delivery of services
to the company's clients or customers;
e. harms the goodwill and reputation of the company among its customers or in the
community at large; or
f. tends to place in doubt the reliability, trustworthiness, or sound judgment of the person
or client who is the subject of the information,
the employee(s) responsible for such problems will be subject to counseling and/or disciplinary action, up
to and potentially including termination of employment, depending upon the severity and repeat nature
of the offense.
2. No employee may use AHS equipment or facilities for furtherance of non-work-related activities
or relationships without the express advance permission of AHS management.
3. Employees who conduct themselves in such a way that their actions toward and relationships
with each other interfere with or damage work relationships, disrupt the flow of work or customer
relations, or cause unfavorable publicity in the community, should be concerned that their
conduct may be inconsistent with one or more of the above guidelines. In such a situation, the
employees involved should request guidance from the Director of Human Resources to discuss
the possibility of a resolution that would avoid such problems. Depending upon the
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circumstances, failure to seek such guidance may be considered evidence of intent to conceal a
violation of the policy and to hinder an investigation into the matter.
Use of social media that involves any kind of criminal activity or harms the rights of others may
result in criminal prosecution or civil liability to those harmed, or both.
Social media access and use involving Company equipment and resources are subject to the
Company's "Internet, E-Mail, and Computer Usage Policy" at all times.
The use of Company content that is copyrighted or trademarked or any confidential or proprietary
Company information is strictly prohibited on personal websites including but not limited to
Facebook, LinkedIn, MySpace, Plaxo, and Twitter and personal web logs also known as “blogs”.
Company information such as clients, pay rates, revenue, future plans; share price or business
strategy may not be posted or discussed in any manner on any such site.
How an employee uses social media is not a matter of concern as long as it is consistent with the above
guidelines. Employees may address any questions on this policy to the Director of Human Resources.
Substance Abuse Policy and Procedure
All applicants and employees are required to submit to drug testing.
Understanding Drug Tests
Negative test result: A drug test result indicating the absence of the drugs being tested for.
Positive test result: One or more of the drugs being tested for is found.
Adulterated: The donor has added a foreign matter to the sample that compromises the test result.
Substituted: The donor provided something other than his/her own sample.
A positive test result of the determination of adulterated or substituted sample will result in disciplinary
action and possible termination of employment.
In the case of an invalid test where the laboratory was not able to make a determination due to possible
foreign matter in the sample, an under-observation re-test is mandatory.
In the case where a prescription drug is found in the test that has not been disclosed by the donor, there
will be no negative test result recorded until it is determined that a valid prescription for the drug exists.
Policy
Accountable Healthcare Staffing prohibits the use or possession of illegal drugs. Furthermore, alcohol or
abuse of prescription drugs is prohibited on corporate or client property or while on assignment.
A positive test result for illegal or undocumented drugs or alcohol, refusal to take a test at the time so
instructed, or refusing to be observed in providing a sample when required under company policy will
result in disciplinary action and possible termination of employment. Accountable Healthcare Staffing
reserves the right, subject to state statutes, to demand that an employee subject to a drug test when
there is reasonable suspicion that a violation of policy may have occurred.
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Sexual and Unlawful Harassment Policy
Accountable Healthcare Staffing is committed to providing an accommodating work environment that is
free of unlawful activity and actions of any kind, especially harassment from other employees. Sexual
and unlawful harassment of any kind will not be tolerated, and appropriate disciplinary action, including
termination and referral to law enforcement authorities, will be taken whenever such action or behavior
is found. Furthermore, Accountable Healthcare Staffing will not tolerate demeaning comments, actions
or behavior of any kind targeting a person’s gender, race, religion, ethnic heritage, age or disability.
In addition to Accountable Healthcare Staffing’s Policy, the Civil Rights Act protects workers from sexual
and unlawful harassment. It is illegal, punishable by severe penalties, for anyone to sexually harass
another employee in a workplace environment.
Sexual harassment can take many forms, including verbal, physical contact, gestures or an offensive
workplace setting. However, common sense is also important when evaluating possible sexual or
unlawful harassment. Behavior that would not offend a reasonable person is not harassment. However,
inappropriate sexual advances, requests for sexual-related favors and other offensive behavior is sexual
harassment. Additionally, if being subjected to such harassment is made a condition of employment,
interferes with someone’s ability to properly perform in the workplace setting or has the effect of
creating a hostile workplace environment, those responsible are violating this Policy and the law.
Should sexual or unlawful harassment occur, you should tell the harasser to stop and then report the
incident to your supervisor. If your supervisor is the harasser, report the incident to Branch Manager.
All complaints of sexual or unlawful harassment will be thoroughly investigated, but with confidentiality
to the greatest possible. Disciplinary action will be taken when appropriate.
Employee Acknowledgement of Workers Compensation Policy and Procedure
Accountable Healthcare Staffing provides Workers’ Compensation Insurance coverage to all its
employees. The coverage provides for payment of medical expenses for an employee who is injured or
suffers an illness on the job and, as required by state law, partial salary continuation.
What to do if you suffer a work-related or illness:
IF AN EMERGENCY: Call 911 for immediate emergency services or go to the nearest emergency room.
Notify Accountable Healthcare Staffing as soon as you can. After the initial treatment, follow up treatment
must take place in an approved medical provider facility. Accountable Healthcare Staffing has an approved
medical provider network to provide treatment for work-relate injury or illness.
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When your medical provider determines that you are qualified for light-duty work or a limited work
schedule, AHS will make every attempt to place you on work assignments that are within your restricted
capabilities until you are released to full duty.
Be sure to keep Accountable Healthcare Staffing informed as you recovery process on a regular basis.
When your medical provider determines that you can return to your regular job, immediately notify
Accountable Healthcare Staffing.
IF NOT AN EMERGENCY: If you are at a client facility, report the injury or illness to your supervisor
immediately, then notify Accountable Healthcare Staffing as soon as you can, which must be within 24
hours of the incident. Follow up with an injury report to Accountable Healthcare Staffing.
If your injury or illness requires medical treatment, Accountable Healthcare Staffing will provide you with
a list of approved medical providers, it will be important to obtain a release to return back to work in full
duty.
PRECAUTIONS:
Always remember that use of drugs or alcohol or in the workplace is strictly prohibited. Positive tests for
either will result in termination and denial of benefits.
Always wear all safety equipment and take all precautions required for your assignment. Not doing so
could result in denial of benefits.
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Employee Conduct
Always wear your Accountable Healthcare Staffing ID badge while on assignment.
Always be prepared to present your driver's license (or similar photo ID), current professional
license or certificate, BCLS/CPR, ACLS and/or any other required credential cards when signing in
at a facility.
Be sure to carry your own pen, stethoscope, scissors, and any other materials needed for your
assignment.
Professional appearance and dress code will be maintained at all times. Accountable Healthcare
Staffing's dress code is as follows:
a. Neatly groomed and clean uniform and shoes.
b. Hair should be clean, neat, and away from the face and collar.
c. Nails should be clean and neat.
Alcohol/Medication/Drugs:
a. Consuming alcohol prior to an assignment is prohibited.
b. Using a prescription or over the counter medication that impairs your ability to perform
patient care is prohibited.
c. Accountable Healthcare Staffing maintains the right to do probable cause drug testing at
any time.
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6. Accountable Healthcare Staffing is required to provide a safe work environment for all involved.
The possession, use, or sale of drugs or controlled substances is grounds for immediate
termination.
7. The use of e-cigarettes or tobacco/cigarettes is strictly prohibited in the work setting. Smoking is
only permissible in designated areas at the facilities where you are assigned. Please be aware that
a growing number of facilities are smoke free work places which include the immediate outside
areas.
8. Scheduling of all shifts must be done through an Accountable Healthcare Staffing employee. If
asked to work by the facility, just communicate this to us.
9. You must be on time for your assigned shift. If for any reason you are going to be late, please call
us so we can notify the facility that you are on your way. Frequent tardiness or cancellations puts
you at risk of having the facility ask that you not return, and also place your employment with
Accountable Healthcare Staffing at risk.
10. If you are scheduled for a shift and something comes up in your personal life that is important to
you, please let us know. We will do everything we can to cover your shift. We do care about the
quality of your life. Please remember though that, ultimately, if you scheduled a shift with a facility,
they are depending on you.
11. Any changes to your work schedule should be called into the Branch at least 2 hours prior to the
start of your assigned shift. As much advance notice is greatly appreciated and ensures ongoing
work opportunities.
12. Call-ins or cancellations are acceptable for employee illness or family emergencies. We do ask that
you notify us as soon as possible. A "no call/no show will usually result in the facility asking that
you do not return, and is grounds for termination.
13. While on a shift, if you become ill or encounter problems of any kind that could
hinder the performance of your duties, please call us immediately. We will work with the
facility to secure a replacement.
14. While on a shift, personal telephone calls should be limited to break time. Any facility specific policy
regarding cell phone use should be adhered to. In extreme situations, you may provide the agency's
work phone number to family and others that may need to contact you while on assignment, and
we will relay important messages to you.
15. You are not allowed to accept any gifts or money from patients, their friends, or their families. The
exception to this is small gifts such as cookies or candy. If you are uncertain or uncomfortable about
a situation, address the issue with Accountable Healthcare Staffing's Branch or Divisional Manager.
16. If changes in needs at an assigned facility require you to float to another assignment that you are
clinically qualified for, you are expected to readily accept the assignment. The facility should
provide you with orientation to the new clinical area if significantly different from areas in the
facility that you usually work. If you do not feel qualified to float to the new area, please call us.
17. If you are injured while on duty, you must report the injury to our office immediately. After hours,
notify our on-call person. Your injury will be taken care of according to our Worker's Compensation
Policy. You will need to fill out an incident report within 24 hours of the incident.
18. Sleeping on paid work hours is not permitted and will not be tolerated. Sleeping while at work will
result in the facility asking that you to not return, and is grounds for termination.
19. You must maintain strict confidentiality in all patient care matters. Follow all HIPAA Regulations.
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Hotline Numbers
If you have any serious concerns that cannot be resolved at the branch level regarding a healthcare
professional, or an internal staff member in whom the quality of services, health or safety of patients or
staff members may be in jeopardy, please do not hesitate to contact us immediately. You can reach the
AHS management team via the company’s dedicated employee hotline at 888-740-4341. Please leave
your name, phone number and the best time to reach you and your call will be returned within 24 hours
or sooner. Please note that you will not be retaliated against for calling and all information provided is
strictly confidential.
If your concerns are not addressed to your satisfaction, you may contact the Joint commission’s Office
of Quality and Patient Safety to report any concerns or to register a complaint by calling 800-994-6610
or emailing complaints@jointcomission.org
Benefits
At Accountable Healthcare Staffing we take pride in the quality benefits we offer. Once you are on-board,
our Human Resource Director will provide you with detailed information on all of these benefits.
1. Health Insurance - Employees and their dependents are eligible to participate in AHS’s health
benefits programs. These programs are subject to change on an annual basis, your Manager will
be able discuss our current health insurance plans and qualifications for participation.
2. Core Competencies as required by the Joint Commission & OSHA are conveniently provided
online for annual updating.
3. Workers Compensation
4. Professional Liability & Malpractice Insurance
5. Daily Pay, Pay Card, and Direct Deposit
6. Many Rewards: sign on, referral & assignment completion bonuses, recognition bonuses. AHS
reserves the right to amend, discontinue or terminate any bonus or policy with or without prior
notice.
7. AHS Management and a clinician, for any patient care issues that may arise, are available to
assist you 24 hours per day, 7 days per week, if needed.
8. Family and Medical Leave Program
9. 24 hour staffing assistance. You can always reach us 24 hours per day. You can reach a Staffing
Coordinator during office hours or an On-call person after office hours.
After your first shift worked at a facility, we ask for an evaluation of your performance. This form will go
into your employee file, and you may ask for a copy. A Performance Evaluation is then done every two
years. Theses evaluations are based on clinical performance and adherence to practices, policies &
competencies.
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I have read Accountable Healthcare Staffing's Orientation Guide and agree to follow its guidelines. I have
had the opportunity to ask questions and understand the material covered within.
____________________________________________
Employee Signature
________________________
Date
____________________________________________
Employee Printed Name
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