TABLE OF CONTENTS
Preface
CEO Welcome Letter
Organizational Chart
Vision/Goal Statement
Patient Relations Statement
Page Number
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Section 1.0 - EMPLOYMENT POLICIES AND PRACTICES
1.01 Employment At-Will
1.02 Equal Employment Opportunity
1.03 Immigration Compliance
1.04 Disability - Reasonable Accommodation
1.05 Harassment
1.06 Introductory Period
1.07 Personnel Files and Records
1.08 Promotion
1.09 Reductions in Force
1.10 Definitions of Employment Status
1.11 Conflicts of Interest
1.12 Communications
1.13 Problem and Complaint Procedure
1.14 Disciplinary Actions
1.15 Resignation and Termination Notice
1.16 Exit Interviews
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Section 2.0 - COMPENSATION
2.01 Payment of Wages
2.02 Salaries
2.03 Timekeeping Requirements
2.04 Evaluations
2.05 Payroll Deductions
2.06 Garnishments
2.07 Overtime
2.08 Compensatory Time
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Section 3.0 - EMPLOYEE BENEFITS & LEAVE POLICIES
3.01 Holidays
3.02 Vacation
3.03 Sick Leave
3.04 Maternity and Adoption Leave
3.05 Inclement Weather
3.06 Workers' Compensation
3.07 Health Insurance
3.07 (A) Employee Write-offs
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3.08 Unemployment Insurance
3.09 Leave of Absence (Non-FMLA)
3.10 Bereavement Leave
3.11 Jury Duty/Witness Duty
3.12 Military Leave
3.13 COBRA
3.14 401(k) Plan
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Section 4.0 - GENERAL RULES & DISCIPLINE
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4.01 Customer Relations
4.02 Safety
4.03 Use of Communication Systems
4.04 Voice and Electronic Mail
4.05 Internet Policy
4.06 Visitations
4.07 Solicitation & Distribution of Literature
4.08 Absence from Work or Tardiness
4.09 Personal Standards
4.10 Dress Code
4.11 Standards of Conduct
4.12 Off-Duty Conduct
4.13 Responsibility/Commitment Review
4.14 Non-Disclosure and Confidentiality
4.15 Employee References
4.16 Alcohol & Drugs
4.17 Smoking
4.18 Workplace Violence
4.19 Theft
4.20 Data Security
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Acknowledgment and Signature Page
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PREFACE
This employee handbook is intended to answer some of your questions and provide information
on matters of importance to you as an employee. It explains many of our policies and
procedures, as well as our normal working guidelines; however, nothing in this employee
handbook or any other personnel document creates or is intended to create a promise or
representation of continued employment for any employee or to limit the company's freedom to
make changes or terminate a person's employment at will.
Management reserves the right to revise, modify, delete, or add to any and all policies,
procedures, work rules, or benefits stated in this handbook or in any document at any time.
However, any such changes must be in writing and must be signed by the CEO of Rosemark
WomenCare Specialists. Any written changes to this handbook will be distributed to all
employees so that employees will be aware of the new policies and/or procedures. No oral
statements or representations can in any way change or alter the provisions of this handbook.
The policies and procedures in this handbook are for general reference only and may not be
applicable in all cases. All previously issued handbooks and any inconsistent policy or benefit
statements are superseded. You are encouraged to visit with your CEO whenever you need
additional information or wish to discuss a concern.
Dr. Jeff Baker has been practicing medicine in Idaho Falls for about ten years. When Dr.
Erickson came to town in 1994 from Denver, Colorado, the two joined together to form the
partnership J. Baker and Erickson, M.D.s. In 1999, Dr. Barbara Nelson, an Idaho Falls native,
joined the group as a junior partner. She has recently become a full partner in the group, now
named J. Baker, Erickson & Nelson MD’s PA d/b/a Rosemark WomenCare Specialists.
Praia Do Mar (PDM) is a holding company owned by the partners of Rosemark WomenCare
Specialists. All of the assets of the group practice are owned by PDM.
Rosemark WomenCare Specialists also owns Health Quest and Advanced Laser Specialists.
(Two subsidiary companies that are adjacent to the group practice). All employees are
employees of Rosemark WomenCare Specialists.
Rosemark WomenCare Specialists is a Professional Association, (P.A.), whose sole purpose is
to provide the best-specialized care in obstetrics and gynecology. We also provide primary
health care services for all women. Primary care means that we can handle nearly all the
medical needs of our patients.
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CHIEF EXECUTIVE OFFICER’S MESSAGE
Dear Fellow Employee:
Welcome to your new position with Rosemark WomenCare Specialists. You have joined a
team of fellow employees who are working effectively together to further themselves, their
families, and their company.
Rosemark WomenCare Specialists has established a framework within which the efforts of our
employees can advance both group goals and individual interests. Each employee should know
where he/she stands with the group and what is expected of him/her. Properly developed and
administered personnel policies can create a working environment conducive to productivity
and personal job satisfaction.
Because of our group practice’s growth, formal personnel policies, administered in a fair and
equitable manner, are essential. A written personnel policy manual also is necessary due to
changing conditions in human resource management, expanding and changing employment
benefits, increasing government regulations, and continual changes in labor laws and court
proceedings.
While there is no single rule that can ensure success in any business, there are certain
fundamental things that largely determine an individual's progress. Most important is how well
you do your job.
A person who uses his/her working hours to the best advantage, who pays attention to detail,
who has the ability to see a job through with a minimum of supervision, and who is ready and
willing to accept greater responsibilities as opportunities occur, is more likely to succeed. Such
qualities as initiative, mental alertness, trustworthiness, ability to get along with people, a
cooperative attitude, and personal appearance are important.
We urge that you do your utmost to exhibit an interest in Rosemark WomenCare Specialists so
that you will not only be a credit to its operation, but will gain for yourself the true sense of
well-being and satisfaction which comes from the knowledge of a job well done.
Again, welcome, and best wishes for a fulfilling career!
Sincerely,
Robert C. Harding, MHA, CHE, CMPE
Chief Executive Officer
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ROSEMARK WOMENCARE SPECIALISTS
VISION STATEMENT/GOALS
Rosemark WomenCare Specialists goal and vision statement: To be recognized as the
premier Obstetrics/Gynecology medical group in Eastern Idaho.
As an organization we are deeply committed to achieving this vision. From our Partners,
Nurse Practitioners and Physician Assistants to each and every employee, we must make a
commitment to achieve our vision. Our commitment to accomplish this involves four basic
principles:
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A Commitment to Quality
A Commitment to Service
A Commitment to Excellence
A Commitment to Teamwork
Every employee is expected to participate in these commitments and to do his or her best to
achieve them.
Our office strives to provide the patients the highest quality, most modern, convenient and
personable medical care by upholding these values:
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Absolute integrity of the physicians and staff
Staying current on the latest development in health care and medical technology
Inviting patients to actively participate in decisions regarding their care
Treating patients with respect and empathy
Making ourselves available 24/7
PATIENT RELATIONS STATEMENT
PATIENTS ARE OUR REASON FOR BEING. Consequently, they deserve to be greeted promptly
and respectfully, both in person and on the telephone. Our services should be provided in a way that
meets their needs for convenience and our systems must be continually re-evaluated to assure that
we are meeting our patients’ needs and desires. Requests for adjustments to our usual procedures
should be recognized and granted cheerfully whenever possible.
Patients who are ill, or who are concerned that they may be ill, are often not their normal selves.
Staff should realize that anxiety sometimes results in behavior, which seems rude or self-centered,
and should respond to patients’ needs and not their behaviors.
All of our conversations with patients and with each other need to be conducted with an awareness
of the message our behavior conveys. Patients should never hear staff discussing another patients
among themselves. Personal conversations or personal telephone calls by the staff should occur out
of the patients’ hearing; otherwise patients may conclude that they are not our first priority.
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SECTION 1.0 - EMPLOYMENT POLICIES AND PRACTICES
1.01 STATEMENT OF AT-WILL EMPLOYMENT STATUS
Employment with Rosemark WomenCare Specialists is on an at-will basis. This means
that either the employee or the company may terminate the employment relationship at
any time, with or without notice or reason, unless expressly prohibited by law. Nothing in
this handbook or in any document or statement other than written bargaining agreements
shall limit the right to terminate employment at-will. No supervisor or employee of the
company has any authority to enter into any agreement for employment for any specified
period of time or to make any agreement for employment other than at-will. Only the
CEO of Rosemark WomenCare Specialists has the authority to make any such agreement
and, then, only in writing.
1.02 EQUAL EMPLOYMENT OPPORTUNITY POLICY
Nondiscrimination
Rosemark WomenCare Specialists endeavors to provide an environment at its facilities wherein
human dignity prevails. All employees and applicants for employment are extended equal
employment opportunities without regard to race, color, citizenship, religion, national origin,
age, sex, disability, veteran, or current or future military status.
Rosemark WomenCare Specialists does not discriminate against any applicant or employee in
hiring or in the terms, conditions, and privileges of employment based upon pregnancy,
childbirth, or related medical conditions.
Rosemark WomenCare Specialists will make reasonable accommodation for religious beliefs.
Pre-employment Inquiries
Except as may be required by the reasonable demands of a position (a bona fide occupational
qualification), compliance with a lawful affirmative action plan, government reporting, or
record-keeping requirements, Rosemark WomenCare Specialists will not elicit information
concerning race, creed, color, religion, national origin, age, sex, disability, veteran, or current or
future military status from applicants for employment. Rosemark WomenCare Specialists will
obtain information required for tax, insurance, social security, compliance with garnishment or
immigration laws, or other legitimate business purposes after employment.
1.03 IMMIGRATION COMPLIANCE
Rosemark WomenCare Specialists is committed to employing only United States citizens and
aliens who are authorized to work in the U.S. We do not unlawfully discriminate on the basis
of citizenship or national origin.
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In compliance with the Immigration Reform and Control Act of 1986, each new employee must
complete the Employment Eligibility Verification Form I-9 and present documentation
establishing identity and employment eligibility. Former employees who are rehired must also
complete the form, regardless of the length of time between termination and rehire. Employees
with questions or those seeking more information on immigration law issues are encouraged to
contact the CEO.
1.04 DISABILITY - REASONABLE ACCOMMODATION
Rosemark WomenCare Specialists does not discriminate against any applicant or employee in
hiring or in the terms, conditions, and privileges of employment due to physical or mental
disability. When Rosemark WomenCare Specialists becomes aware of any disability which
prevents an otherwise qualified applicant or employee from performing a job, Rosemark
WomenCare Specialists will assess whether any reasonable accommodation would allow the
person to perform the job before refusing employment or making a distinction in terms,
conditions, or privileges of employment because of the disability. An accommodation that
creates an undue hardship on Rosemark WomenCare Specialists, or which endangers health or
safety is not a reasonable accommodation. Rosemark WomenCare Specialists will make any
reasonable accommodation necessary to allow an otherwise qualified applicant or employee to
perform the job.
An otherwise qualified applicant for employment or an employee with a disability who requires
reasonable accommodation may inform his or her immediate supervisor or management of the
nature of the disability and the accommodation required. Employees with access to such
information shall maintain the confidentiality of the information to the extent reasonably
possible and shall not release the information to anyone who does not have the right or need to
know.
1.05 HARASSMENT
General Harassment
Our company prohibits harassment. Harassment is defined as conduct that substantially
interferes with an employee’s work performance or creates an intimidating, hostile, or offensive
work environment. This would include, but not be limited to, harassment, threatening, or
offensive conduct directed toward a person’s sex, race, age, disability, religion, national origin,
veteran, or current or future military status.
We will actively enforce our policy against harassment. The policy applies to all conduct by
any supervisor, manager, co-worker, subordinate, vendor, client, or customer that affects an
employee’s work environment. Rosemark WomenCare Specialists considers a violation of this
policy a serious offense that will lead to disciplinary action, up to and including discharge.
Sexual Harassment
Sexual harassment can differ from other types of harassment. Unwelcome advances, requests
for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual
harassment when:
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1) Submission to the conduct is made either an explicit or implicit condition of employment.
2) Submission to or rejection of the conduct is used as the basis for employment, salary, or
other benefit changes affecting the harassed employee; or
3) The harassment unreasonably interferes with an employee's work performance or creates an
intimidating, difficult, hostile, or offensive work environment.
General Harassment and Sexual Harassment Complaint Procedure
Any employee who feels he or she has been harassed should promptly take the following steps:
1) Politely but firmly confront whoever is doing the harassing. State how you feel about his or
her actions and request that the person cease harassing you immediately.
2) If the harassment continues or if you don't feel comfortable confronting the harassing
person, report the matter to your immediate supervisor. If circumstances prohibit this
response (e.g., the supervisor is the harasser), report the behavior to the CEO or a partner.
Orally or in writing, state specific details of the harassing behavior. It is helpful if details of
dates, times, places, and witnesses, if any, of the harassment can be provided.
3) If you believe inadequate action is being taken to resolve your complaint, go directly to the
CEO for resolution of your problem.
Complaint Investigation and Confidentiality
All complaints will be investigated promptly. The identity of the employee making the
complaint, as well as the identity of the individual accused of harassment, will be kept as
confidential as possible.
Retaliation
It is contrary to company policy for a supervisor or any other employee to retaliate against any
employee who files a charge of harassment. Please report any retaliatory conduct immediately.
Discipline
Harassment is a serious offense; any employee found to have engaged in such conduct is
subject to severe discipline, including termination. Offenses by vendors, clients, or customers
will be handled through the offender and his or her company, if appropriate.
In the event a complaint of harassment is found to be totally and completely without basis,
appropriate disciplinary measures may be taken against the employee who brought the
complaint. While this is in no way intended to discourage any employee who believes he/she
has been the victim of harassment from bringing a complaint, the company recognizes that a
charge of harassment can cause serious damage to the accused’s personal reputation and
personal career.
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1.06 INTRODUCTORY PERIOD
New employees are subject to an introductory period of 90 days. This is to give a new
employee and Rosemark WomenCare Specialists an opportunity to evaluate the employee's
interest in the job and the ability to perform the work.
If at any time your work is unsatisfactory or you don't appear to be suited to the position, your
status will be reviewed with you by your Supervisor. Upon completion of the introductory
period, Rosemark WomenCare Specialists will review your performance. If the company finds
your performance satisfactory and decides to continue your employment (subject to termination
at any time and for any reason), it will advise you of any improvements expected from you.
Completion of the introductory period or continuation of employment after the introductory
period does not entitle you to remain employed by the company for any definite period of time.
Both you and Rosemark WomenCare Specialists are free to terminate the employment
relationship, at any time, with or without notice, and for any reason not expressly prohibited by
law.
1.07 PERSONNEL FILES AND RECORDS
Personnel records are maintained on every employee. These records are Rosemark WomenCare
Specialists property. They are held as confidential as is reasonably possible. Rosemark
WomenCare Specialists will not release the information to anyone who does not have the right
or need to know. Both outstanding and inferior work may be noted in your file.
1.08 PROMOTION
Rosemark WomenCare Specialists encourages its employees to apply for positions within the
company. When possible, we promote from within the company; however, management
reserves the right to fill open positions from outside the company when we feel that better
qualified applicants are available.
1.09 REDUCTIONS IN FORCE
On those occasions when there is a need to decrease the number employed, the determining
factors will be based on management needs under the particular circumstances. The following
procedure will generally be applied:
Temporary employees and those in their introductory period are the first to be laid off.
For temporary layoffs, (those anticipated to last thirty days or less), seniority shall be the factor
in determining which employees shall be retained, providing the employees have clearly
demonstrated their ability to perform all phases of the job and have a satisfactory performance
and attendance record.
Whenever it becomes necessary to decrease the work force permanently, the following factors
shall be weighed in determining the selection of those employees to be retained: Demonstrated
skill and efficiency in performing the particular work available, and seniority.
When demonstrated skill and efficiency in performing the particular work available are
relatively equal between two or more employees, seniority shall be the determining factor.
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1.10 DEFINITIONS OF EMPLOYMENT STATUS
The following terms will be used to describe the classification of employees and their
employment status:
Full-time - Employees normally scheduled to work 32 hours (.7 FTE) or more per week and
are eligible for most company benefits.
Part-time- Employees normally scheduled to work at least 20 hours per week.
Exempt Employees - Employees who are exempt from the overtime compensation provisions
of state and federal wage and hour laws.
Nonexempt Employees - Employees who are subject to overtime compensation, as provided
by state and federal wage and hour laws.
PRN Employees - Employees who are hired for a pre-established period, usually during peak
workloads or for vacation relief. They may work a full-time or part-time schedule. Temporary
employees are ineligible for company benefits
Regular Employees - Full-time and part-time employees who have successfully completed
their introductory period.
Employment At-Will - Describes the relationship between you and Rosemark WomenCare
Specialists which is for an unspecified term, with you and the company each having the right to
terminate the employment relationship at any time for any lawful reason.
1.11 CONFLICTS OF INTEREST
Situations of actual or potential conflict of interest are to be avoided by all employees. A
conflict of interest may exist when an employee’s personal activities or financial affairs
adversely influence an employee’s judgment or performance of duties at this company. An
actual or potential conflict of interest occurs when an employee is in a position to influence a
decision that may result in a personal gain for that employee or for a relative as a result of this
company’s business dealing. Personal or romantic involvement with a competitor, supplier, or
subordinate employee of the company, which impairs an employee's ability to exercise
good judgment on behalf of the company creates an actual or potential conflict of interest.
Supervisor-subordinate romantic or personal relationships also can lead to supervisory
problems, possible claims of sexual harassment, and morale problems.
An employee involved in any of the types of relationships or situations described in this policy
should immediately and fully disclose the relevant circumstances to his/her immediate
supervisor, or any other appropriate supervisor, for a determination as to whether a potential or
actual conflict exists. If an actual or potential conflict is determined, the employer may take
whatever corrective action appears appropriate according to the circumstances. Failure to
disclose facts will result in disciplinary action, including possible termination.
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Outside Employment
Rosemark WomenCare Specialists does not prohibit employees from holding other
employment, except in cases where the employee's performance is affected or if the secondary
employment would be a conflict of interest (e.g., working for a competitor). Outside
employment will not be allowed to interfere with employee efficiency or safety on the job. All
employees will be evaluated by the same performance standards and will be subject to the
company’s scheduling demands, regardless of any existing outside work requirements.
Generally, we believe that work in excess of a normal workweek should be avoided in order to
afford the individual with adequate rest and relaxation. Any questions that you have on this
subject should be directed to your supervisor.
1.12 COMMUNICATIONS
We are always interested in your constructive ideas and suggestions for improving our
operation. We prefer to deal with people directly rather than through a third party. We are
proud of our relationship with our employees. We encourage you to bring your problems to
your supervisor/CEO or anyone else you feel can help you. We, in turn, will listen and give the
best possible response we can.
1.13 PROBLEM AND COMPLAINT PROCEDURE
When people work together, problems and complaints occasionally arise. Whatever the
problem, we are concerned that individuals be given an opportunity to resolve them.
The initial step is to discuss the problem with your supervisor. If you believe you cannot
discuss it with your supervisor or you are not completely satisfied with the response, you
should discuss the matter with the CEO.
1.14 DISCIPLINARY ACTIONS
When work rules are broken, fair but firm corrective action will be taken promptly. Discipline
will be designed to help the employee correct his/her faults and accept his/her responsibilities.
Rosemark WomenCare Specialists has a “three strikes you’re out” policy.
Step One-Verbal Warning: Few employees intentionally violate rules of conduct. Violations
are usually the result of carelessness, misinformation, or lack of information. Most employees
will readily correct any shortcomings brought to their attention. When offenses are not
corrected, the immediate supervisor or CEO will discuss the issues formally with the employee.
The employee and supervisor will document the verbal warning. This form will be kept in the
employee’s personnel file.
Step Two-Written Warning: When a violation occurs that is the second offense a formal
disciplinary discussion will be held with the employee. The immediate supervisor or CEO will
document the warning and summarize the discussion. This will be placed in the employee’s
personnel records after obtaining the employee’s signature and providing him/her with a copy.
If the employee refuses to sign, a witness will be called in to document that the employee
received a copy. Offenses that result in a properly recorded discussion and a written warning
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for the employee should be sufficient to resolve the problem. However, repeated violations
should result in formal disciplinary action.
Step Three-Termination: When an employee refuses to correct his/her actions the immediate
supervisor and CEO will formally meet with the employee to terminate employment from
Rosemark WomenCare Specialists. At this time the employee will need to return all company
property to the CEO.
1.15 RESIGNATION AND TERMINATION NOTICE
If circumstances force you to give up your job, we would appreciate your giving us at least two
weeks' notice so that we will have time to find a replacement for you. Failure to provide two
weeks’ notice may result in ineligibility for re-hire with this company. We ask that you return
all company property at the time you leave.
1.16 EXIT INTERVIEWS
In instances where an employee voluntarily leaves our employ, management would like to
discuss your reasons for leaving and any other impressions that you may have about the
company. If you decide to leave, you will be asked to grant us the privilege of an exit interview.
During the exit interview, you can express yourself freely. It is hoped that this exit interview
will help us part as friends, as well as provide insights into possible improvements. All
information will be kept as confidential as is reasonably possible and will in no way affect any
reference information that Rosemark WomenCare Specialists will provide another employer
about you.
SECTION 2.0 COMPENSATION
2.01 PAYMENT OF WAGES
Payday at our company is every two weeks. If a regularly scheduled payday falls on a day off
(e.g., a weekend or a holiday), employees will receive pay on the last day of work before the
regularly scheduled payday.
Paychecks will not be given to anyone but the employee unless management is provided with a
written authorization from the employee.
If an error is discovered in a paycheck, notify the office manager immediately.
If a paycheck is lost or stolen, notify management immediately. Rosemark WomenCare
Specialists may ask the employee to wait a reasonable amount of time to see if the check clears
the bank. If it does not, the company will issue a new check to the employee only, unless a
written authorization instructs otherwise.
2.02 SALARIES
Starting salaries are based upon the employee’s abilities and experience. Every employee’s pay
rate will be reviewed at the end of the first three months of employment and at least annually
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thereafter on the anniversary of his or her employment. Salary adjustments will depend on the
performance of the employee and the availability of funds.
All salaries are strictly confidential. Discussion of any employee’s salary with anyone,
including but not limited to, other employee’s is cause for immediate termination of
employment.
2.03 TIMEKEEPING REQUIREMENTS
Accurately recording time worked is the responsibility of every hourly or salaried nonexempt
employee. Federal and state laws require Rosemark WomenCare Specialists to keep an accurate
record of time worked in order to calculate employee pay and benefits. Time worked is all the
time actually spent on the job performing job-related duties.
Nonexempt employees should accurately record the time they begin and end their work, as well
as the beginning and ending time of each meal period. They should also record the beginning
and ending time of any split shift or departure from work for personal reasons.
Altering, falsifying, or in anyway tampering with time records, or recording time on another
employee's time record may result in disciplinary action, up to and including termination of
employment.
It is the employee's responsibility to sign his or her time record to certify the accuracy of all
time recorded. The office manager will review the time record before submitting it for payroll
processing. In addition, if corrections or modifications are made to the time record, both the
employee and the manager must verify the accuracy of the changes by initialing the time
record. Any errors found on your timecard should be immediately reported to the office
manager.
2.04 EVALUATIONS
All employees will be evaluated on a yearly basis (with the exception of the 90-day
introductory period evaluation for new employees.) Employees will be evaluated on
appearance, rapport with patients and staff, cooperation, initiative, attitude, attention to detail,
punctuality, and absenteeism.
A special or annual evaluation for an employee may result in the CEO requiring a performance
plan, and/or an additional probationary period due to deficiencies in that employee’s
performance. Such a performance plan will be in writing, setting forth certain standards and
goals which the employee will be expected to meet, and will specify the length of time for the
additional probationary period. Both the CEO and the employee will sign the performance plan
before it is implemented.
Employee salaries will also be reviewed in conjunction with performance evaluations. Raises
will be based upon merit and not seniority. Special evaluation of an employee’s pay may be
conducted at any time if warranted.
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2.05 PAYROLL DEDUCTIONS
The actual amount of your paycheck does not tell the whole story of your pay. Your real
paycheck is the total before deductions. Rosemark WomenCare Specialists is required to deduct
from each employee's pay, where applicable, amounts including, but not limited to, federal and
state withholding taxes, social security taxes, and any garnishments or court ordered
assignments.
Other deductions may be made, only with your written authorization, for items such as
employee purchases, insurance contributions, charitable contributions, and credit union
accounts.
2.06 GARNISHMENTS
Your credit rating is a very valuable possession and we know that you make every effort to
protect it. Should we be served with a court-ordered assignment or garnishment on your wages,
we are required by law to withhold the amount stated. In addition, we may also withhold a
reasonable administrative fee.
2.07 OVERTIME
Our normal workweek and hours may differ within the company. From time to time,
circumstances may require that the employee work in excess of 40 hours during the workweek.
Each non-exempt employee will be paid time and one-half the regular rate for hours worked in
excess of 40 hours per week. We will also comply with any state industry-specific overtime
requirements. The supervisor or office manager must approve overtime in advance.
Unauthorized overtime will be subject to disciplinary action, up to and including termination.
According to the federal Fair Labor Standards Act (FLSA), only actual hours worked are
computed for purposes of determining hours worked for overtime calculation. Therefore,
Rosemark WomenCare Specialists will not count vacation time, sick time, holiday time, or any
other time for which you are compensated but do not actually perform work when computing
hours worked in a workweek.
The workweek for payroll purposes is Sunday through Saturday. Any change in scheduling of
hours is done by your supervisor.
2.08 COMPENSATORY TIME
Rosemark WomenCare Specialists does not grant compensatory time to exempt or non-exempt
employees. Compensatory time is defined as time off granted to an employee during one pay
period in consideration for time worked and "banked" in another pay period.
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SECTION 3.0 - EMPLOYEE BENEFITS & LEAVE POLICIES
3.01 HOLIDAYS
As a benefit, Rosemark WomenCare Specialists will give our employees a paid day off on the
following holidays: New Year's Day, Independence Day, Memorial Day, Labor Day,
Thanksgiving Day, and Christmas Day. Employees must have worked or received paid time off
the scheduled work shift preceding and the scheduled work shift following the holiday to
receive holiday pay. Employee(s) on leave of absence are not eligible for holiday pay. Should
one of the company holidays fall during your vacation period, you are entitled to another day
off. When a scheduled holiday occurs on Saturday, it will be observed on the preceding Friday.
If the holiday falls on Sunday, the following Monday will be observed.
3.02 VACATION
As a benefit, Rosemark WomenCare Specialists provides paid vacation as one of the many
ways in which it shows its appreciation for employees’ loyalty and service. All regular full-time
employees of Rosemark WomenCare Specialists who have been employed continuously for
twelve months are eligible for a two-week paid vacation per year. A three-week paid vacation
per year is granted after five years of continuous service. Vacation time will start accruing after
completion of the introductory period. Vacation time should be approved and scheduled with
your supervisor. If there is a scheduling conflict, preference will be given to the employee who
first requested the vacation time.
Vacation is a time for employees to rest, relax, and pursue special interests. Therefore, pay will
not be given in lieu of taking a vacation. Vacation pay will be based on the employee's regular
straight time rate of pay at the time vacation is taken. If at the end of the employees year if all
vacation time is not used only 5 days will be carried over to the next year up to a maximum of
25 days. In the event of termination, vacation pay that has been earned in accordance with the
formula described above, but not taken, will be paid.
3.03 SICK LEAVE
Sick leave benefits are designed to provide income protection for you in the event you become
ill or disabled. Full-time employees will begin accruing 5 days sick leave after one year of
employment. Sick leave payment is calculated on your base hourly rate, exclusive of overtime
and bonuses. Employees are eligible to use sick leave as it is accrued. If at the end of the
employee’s year if all sick leave is not used, only 3 days will be carried over to the next year up
to a maximum of 10 days.
Accrued sick leave is to be used in the event of illness, disability, and medical appointments,
and in conjunction with applicable federal or state leave provisions. To receive sick pay, you
must notify your supervisor by telephone on the first day of absence and each subsequent day
thereafter.
Rosemark WomenCare Specialists reserves the right to require written certification as to the
bona fide nature of an illness or injury from an attending physician, and/or a release from the
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physician to return to your normal duties. Unused sick leave will not be paid upon termination
of employment.
3.04 MATERNITY AND ADOPTION LEAVE
Provisions related to pregnancy and adoptions are covered under the State and Federal Fair
Employment Practices and Human Rights Act. It is the intent of Rosemark WomenCare
Specialists to follow the requirements of the Act in dealing with employees.
An employee may continue her employment during her pregnancy with the permission of her
physician, as long as the employee can carry out her duties in a satisfactory manner.
For an uncomplicated pregnancy and postpartum period, six weeks of leave is allowed.
Employees taking maternity leave must first use available sick leave, then available vacation
time. The remainder of the leave will then be unpaid time off. If an employee takes time off
for adoption and/or paternity leave, he/she is only allowed to use vacation time or personal
time.
3.05 INCLEMENT WEATHER
Employees are generally expected to report to work during severe weather conditions if
Rosemark WomenCare Specialists does not declare an emergency closure. During inclement
weather periods, employees are responsible for contacting the company regarding opening or
closing hours. Nonexempt employees who are unable to report because of weather conditions
will be granted an authorized unpaid absence. Nonexempt employees who are late due to
weather conditions will be provided a chance to make up their missed time, if work schedules
and conditions permit.
3.06 WORKERS' COMPENSATION
State law provides for compensation in the event you suffer an industrial injury or occupational
illness, as defined by the worker's compensation law. In the event of an industrial injury or
occupational illness of any kind, the following steps should be taken:
•
•
Immediately notify your supervisor.
If in need of medical treatment, except in emergencies, obtain a signed authorization from
your supervisor.
Medical fees and weekly loss of time benefits are paid as provided in the state worker's
compensation law. The Company pays one hundred percent of the premium cost.
3.07 HEALTH INSURANCE
A group medical insurance program is available to all regular full-time employees (32 hours
minimum) after completion of 90 days of continuous employment. The company pays 100% of
the premium per month for the employee. Details of the insurance plan are available from the
CEO.
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3.07(A) Employee Write-offs: One of the many benefits of working in a medical office
is access to medical care. Rosemark WomenCare Specialists will write-off 100% of employee
medical expenses incurred in our office. Rosemark will also write-off 100% of immediate
family office visits. However, if we have to send items to another facility, such as a reference
lab, the employee is responsible for the charge incurred and should pay Rosemark WomenCare
Specialists directly. Immediate family consists of spouse and children up to age 21 or married.
Employees are required to set an appointment so as to not disrupt the overall schedule of the
office.
3.08 UNEMPLOYMENT INSURANCE
State law provides for unemployment compensation benefits if you lose your job through no
fault of your own, such as a layoff due to lack of work. This benefit will provide you with a
temporary income until you find other employment. State law determines the eligibility
requirements and waiting period. The company pays all costs of unemployment insurance.
3.09 LEAVE OF ABSENCE – (NON-FMLA)
If you find it necessary to be absent from work for a prolonged period of time, you may request,
in writing, a leave of absence for up to 30 days. However, no employee is guaranteed a leave
of absence. Management may recommend either approval or denial of a leave based upon
numerous business considerations. If management approves the leave, the portion of medical
insurance coverage that is paid by the employer will not be extended beyond the 30-day period.
Should the leave be extended by mutual agreement beyond the 30-day period, you may be able
to continue your insurance coverage at your own expense. Please check with the office for
details. Vacation and sick credits are not accrued during an approved unpaid leave of absence.
Please understand that because of fluctuating business needs, we cannot guarantee reemployment when you return from your leave. If your position or comparable position is not
available, your name will be placed on a hiring list and considered for future vacancies if you
meet the qualifications.
Rosemark WomenCare Specialists will afford reasonable accommodation to qualified
employees with a known disability or for an employee's religious beliefs. The company will
also provide leave under particular circumstances as mandated by federal or state law.
3.10 BEREAVEMENT LEAVE
Bereavement leave, as needed, up to 10 days may be granted in the event of death of an
immediate member of the family. Immediate family is defined as spouse, children, parents,
siblings, and corresponding in-laws. In the event of termination, bereavement leave will not be
paid out.
3.11 JURY DUTY & WITNESS DUTY
If you receive a jury summons, you should immediately advise your supervisor. During the
period of actual service on the jury, exempt employees will receive no deductions for absences
of less than one workweek. However, non-exempt employees will receive only the stipend paid
by the court for their service on the jury.
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The company encourages employees to appear in court for witness duty when subpoenaed. If
you receive a subpoena, you should immediately advise your supervisor. Under either
circumstance, you will be expected to report for your regular duties when temporarily excused
from attendance in court.
3.12 MILITARY LEAVE
If you require time off from work to fulfill military duties, you will be treated in accordance
with applicable requirements of state and federal laws. You are expected to notify your
supervisor and provide a copy of your orders as soon as possible.
An eligible employee who provides advance written or oral notice of reserve training or
military service will be granted an unpaid military leave of absence for up to five years. During
your military leave of absence, your benefit coverage will be the same as for any other
employee on an unpaid leave of absence. Medical coverage may be continued based on the
provisions of the Uniformed Services Employment Rights Act of 1994 (USERRA). Employees
may apply any earned, accrued vacation time before the beginning of their unpaid military
service leave if they wish; however, they are not obliged to do so.
3.13 COBRA
The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and
their qualified beneficiaries the opportunity to continue health insurance coverage under the
company's health plan when a "qualifying event" would normally result in the loss of
eligibility. Some common qualifying events are resignation, termination of employment (for
reasons other than gross misconduct), or death of an employee; a reduction in an employee's
hours or a leave of absence; an employee's divorce or legal separation; and a dependent child no
longer meeting eligibility requirements.
The company provides each eligible employee with a written notice describing rights granted
under COBRA when employees become eligible for coverage under the company's health
insurance plan. The notice contains important information about employees’ rights and
obligations. You will have 60 days from the date you lose coverage or 60 days from the date
you receive such information, whichever is later, to elect continued coverage.
Under COBRA, the employee or beneficiary pays the full cost of coverage at the company's
group rates plus an administration fee. Coverage will end if any of the following events should
occur: the company no longer provides group health coverage to any of its employees; the
premium for continued coverage is not paid; you become eligible as an employee or otherwise
under another group health plan; or you become eligible for Medicare.
3.14 401(k) PLAN
Employees, at least 21 years of age, with a minimum of 2080 hours in one year of service are
eligible to participate in the 401(k) plan. The plan is provided voluntarily by the employer and
may be modified, revised, or terminated at its option at any time or in any manner without
notice or recourse to the participants. In the event of plan termination, the provisions of the plan
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shall apply with respect to any benefit vesting in the employees. If a dispute arises, the terms of
the original plan document shall be controlling.
Employee participation is controlled by the plan documents and their restrictions, which, upon
request of the employee, will be fully explained. Employees will be informed of their eligibility
under the plan and will be given the opportunity to participate when eligible. Information
regarding vesting benefits in the 401(k) plan can be obtained from the CEO. A complete copy
of the plan description is available for inspection and review from the CEO.
SECTION 4.0 - GENERAL RULES
4.01 PATIENT RELATIONS
Our reputation is built on excellent service and quality medical care. To maintain this
reputation requires the active participation of every employee. As a representative of Rosemark
WomenCare Specialists, employees will conduct themselves in a professional manner.
Employees must be courteous and respectful to patients and fellow employees at all times.
Employees should listen carefully to patient inquiries and complaints and then deal with them
in a responsive, professional manner. If a patient should become unreasonable, abusive, or
harassing, and the employee cannot resolve the problem, the patient should be referred to the
CEO. Employees are also encouraged to report recurring patient-related problems to their
immediate supervisor and should be prepared to make suggestions for problem-solving
changes.
4.02 SAFETY
It is the policy of this company to be in compliance with laws, rules, and regulations concerning
safe practices, as published by governmental agencies having jurisdiction over such matters.
Sound judgment and safe practices must be exercised in the work habits of all employees.
Equipment is to be operated only by those authorized as a result of their knowledge, training,
and experience. Before operating equipment for the first time, you must have the approval of
your supervisor. A good safety record results from safe working conditions, combined with
alertness to common sense safety practices.
If your assignment involves the use of hazardous or toxic materials, you must comply with all
laws, rules, and regulations concerning their safe handling and disposal, as published by the
company and governmental agencies having jurisdiction over such matters. Consult your
supervisor for full details, including Material Safety Data Sheets, container labeling, and
training including information regarding exposure to and handling of such materials.
Your job may have additional safety guidelines that are established for your protection and the
protection of others. If so, you will be required to know and follow them carefully. All workrelated injuries and illnesses--regardless of their extent or nature, unsafe working conditions,
and the need for maintenance or repair of vehicles or equipment must be immediately reported
to management. Employees concerned about the possible safety of a work act should talk to
their supervisor before performing that task. No one has to perform an unsafe act.
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4.03 USE OF COMMUNICATION SYSTEMS
Telephones: Employees may not use company telephones for personal calls except for serious
emergencies. Incoming phone messages will be taken in the office and delivered to you as soon
as possible. You may then return calls during your lunch period. Long distance calls may not
be made from company phones without permission.
Mail: The use of company-paid postage for personal correspondence is permitted ONLY if the
employee repays Rosemark WomenCare Specialists for the postage immediately. The postage
due should be given to the CEO at the time the letter is sent.
Facsimile: Transmissions using the company’s facsimile machine are to be made for business
purposes only. All company policies apply to the material transmitted from this office.
Improper use of company communication services will subject the employee to disciplinary
action, including possible termination.
Cellular Phones: The company may issue cellular telephones to employees if necessary for the
efficient conduct of company business. Use of the cellular telephones must be restricted to
company business. Employees should provide cellular telephone numbers only to persons with
whom the company is conducting business.
4.04 VOICE AND ELECTRONIC MAIL
Voice Mail. While our voice mail system is designed to increase productivity, it is expected
that you will treat employees with respect when leaving messages. Please do not leave curt or
last minute messages for anyone. Do not use the voice mail system to "hide" from co-workers
or patients. If you are at your desk, you are generally expected to answer your telephone.
Generally, the voice mail system is not to be used for personal messages such as soliciting
contributions for your favorite charity, arranging for after work get-togethers or the like.
Messages may be randomly monitored to determine whether any outsiders are using the system,
or whether any violations of company policy have occurred.
Electronic Mail. Generally, sensitive information is not to be sent via electronic mail. For
example, performance reviews are not to be sent to the CEO through electronic mail. Similarly,
if you have outside access to electronic mail through a modem, you are not to send a message
to your supervisor that you are going to be absent that day. Instead, you need to comply with
company policy and personally speak with your supervisor about your inability to work that
day.
Company policies apply to the use of the voice mail and electronic mail system. For example,
our policies concerning courtesy, solicitation, harassment, and reporting absences all apply.
Employees who fail to comply with the voice mail, electronic mail, or other company policies
are subject to discipline, up to and including termination.
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Employees have no personal privacy right in anything created, received, or sent on or from the
e-mail or voicemail system, and by accessing the system, employees expressly waive any right
of privacy in anything they create, store, send, or receive on the system. By accessing the
system, employees further consent to allowing personnel of the company to access all material
created, sent, or received on the system.
4.05 INTERNET POLICY
Employees may use the Internet to increase productivity. Employees are expected to comply
with all company policies that may be applicable to the Internet. These include, but are not
limited to, confidentiality, harassment, solicitation, outside employment, and business ethics.
Under no circumstances are pornographic or harassing materials to be sent, received, viewed, or
downloaded using company facilities at any time or using personal facilities during working
hours.
Personal use of the Internet is prohibited if it interferes with job responsibilities and
productivity. Anonymous messages are not to be sent. Aliases are not to be used. Employees
are not to place personal copies of software or data on any computer without prior
authorization.
If you are using an Internet site paid for by the company, you are expected to only use it for
business purposes. All work created or received using company equipment or its facilities is
company property. Illegal use of software is prohibited.
The company does monitor its phone system, network, and computers. Information stored in or
on company facilities is subject to inspection at any time without notice. Employees have no
personal privacy right in anything created, received, or sent on or from the computer and/or
Internet system; by accessing the system, employees expressly waive any right of privacy in
anything they create, store, send, or receive on the system. By accessing the system, employees
further consent to allowing personnel of the company to access all material created, sent, or
received on the system.
Violation of this company policy may lead to discipline, including discharge.
4.06 VISITATIONS
Personal visitors in the working areas cause safety hazards and disrupt production; therefore,
the company discourages all visitors. In case of an emergency, you will be called to meet your
visitor in another area.
4.07 SOLICITATION & DISTRIBUTION OF LITERATURE
To avoid disruption of company operations, the following rules apply to solicitations and
distribution of literature on company property:
•
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Employees may not solicit other employees for membership, contributions, funds, or other
purposes during the employee's working time, or at any other time if the solicitation
interferes with other employees who are scheduled to work.
•
Persons who are not employed by the company may not solicit or distribute literature on
company property at any time for any purpose without express permission from the CEO.
Working time includes the working time of both the employee doing the soliciting and/or
distributing and the employee to whom the soliciting and/or distributing is directed.
Working time does not include break periods and/or meal periods.
In some instances, the collection of money for presents, flowers, parties, donations, or for cases
of particular hardship can be considered appropriate. In these exceptional cases, such
collections may be permitted with the approval of management. All such approved solicitations
should be made during regularly scheduled rest and lunch periods.
The only exception to the above is that the company may authorize the solicitation of funds for
recognized and established charities, which benefit the general community.
Bulletin boards have special notices and important information you will want to know about.
Items to be posted on bulletin boards or anywhere on the premises must be submitted to
management for prior approval. We urge that you check the bulletin boards regularly for items
of interest to you.
4.08 ABSENCE FROM WORK OR TARDINESS
Employees are expected to report to work on time. If, for any reason, you are unable to report
for work at your scheduled time, you are expected to notify your supervisor as far in advance as
possible so that arrangements can be made to cover your responsibilities. Unless there is an
emergency, relative and friends are not to call on behalf of the employee.
Excessive absenteeism (in excess of 10 days per calendar year) causes problems in providing an
adequate, qualified work force to meet the company's workload. We may make reasonable
efforts to find alternative solutions to this problem, including possible eligibility for a leave of
absence; however, it may become necessary to reassign, demote, or terminate and replace an
employee so that dependable help is available. We will afford reasonable accommodation to
qualified employees with disabilities or for employees’ religious beliefs. This policy is not
applicable to employees on designated state or federal military leave, family medical leave, or
jury duty. Additionally, nothing in this policy should be construed to change the company’s atwill relationship with all employees.
Employees who fail to report to work for 3 consecutive workdays without notifying the
company will be deemed to have voluntarily quit.
4.09 PERSONAL STANDARDS
You are expected to maintain appropriate standards of grooming, personal hygiene, and dress
during working hours and on company property. No wearing apparel, personal grooming, or
hygiene practices should distract others or create a safety hazard to you or your coworkers.
Your supervisor will answer any questions you have about appropriate dress or grooming for
your department. Each employee shall observe all applicable federal or state safety and health
laws pertaining to dress and grooming.
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4.10 DRESS CODES
NON-CLINICIAL EMPLOYEESEmployees should use good judgment and follow the guidelines below in determining
appropriate dress and grooming:
Acceptable attire: Casual business attire encompasses many looks. However, for
purposes of this policy, casual business attire means clothing that allows employees to
feel comfortable at work, yet is appropriate for an office environment. Casual business
attire includes, but is not limited to: slacks, khakis, colored jeans that are neat and not
faded and without holes or tears, sport shirts, skirts and dresses, turtlenecks, sweaters,
sleeveless tops are acceptable if they have a collar or turtle neck, loafers, tennis shoes,
and sandals. Clothing must be neat, clean and ironed if needed.
Unacceptable attire: Unacceptable clothing includes, but is not limited to: t-shirts;
sweatpants, sweatshirts, or workout attire; cutoffs; beach attire; halter or tank tops;
dresses, skirts or shirts that are excessively short; shorts; sheer clothing or clothing that
other wise is revealing, distracting, or provocative.
Grooming: Hairstyles, make-up, and the grooming of beards and mustaches are left to the
discretion of employees. However, employees’ personal grooming should contribute to a
clean and neat appearance.
CLINICIAL EMPLOYEESAcceptable attire: Scrubs, white pants, white jumper or white skirt with an appropriate
top (blouse or sweater) or white lab style coat worn over appropriate office environment
clothing and shoes. Sleeveless tops are acceptable if they have a collar or turtleneck.
Unacceptable attire: Unacceptable clothing includes, but is not limited to: t-shirts;
sweatpants, sweatshirts, or workout attire; cutoffs; beach attire; halter or tank tops;
dresses, skirts or shirts that are excessively short; shorts; sheer clothing or clothing that
other wise is revealing, distracting, or provocative, open toed shoes or sandals.
Grooming: Hairstyles, make-up, and the grooming of beards and mustaches are left to the
discretion of employees. However, employees’ personal grooming should contribute to a
clean and neat appearance.
STAFF SHALL WEAR NAME TAGS AT ALL TIMES.
If an employee dresses inappropriately, their immediate supervisor will counsel him or
her. Dress code violations that are exceptionally unprofessional or unsafe can result in
the employee being sent home. Repeated violations of the dress and grooming policy can
result in disciplinary action up to and including termination of employment.
4.11 STANDARDS OF CONDUCT
Standards of conduct have been developed for everyone in Rosemark WomenCare Specialists
to maintain a principle of day-to-day relations with fellow employees. It is important that all
employees adhere to a consistent set of guidelines. Employees are expected to conduct
themselves in a professional manner at all times. Employees are not to engage in behavior that
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would be detrimental to the company’s business and/or reputation, or that would constitute a
violation of company policies or jeopardize the safety of others. Any conduct, behavior, or
attitude inconsistent with these principles may result in a need to evaluate an employee’s
willingness to act responsibly and demonstrate a commitment to this company through his or
her behavior.
4.12 OFF-DUTY CONDUCT
While Rosemark WomenCare Specialists does not seek to interfere with the off-duty and
personal conduct of its employees, certain types of off-duty conduct may interfere with the
company's legitimate business interests. For this reason, employees are expected to conduct
their personal affairs in a manner that does not adversely affect the company's or their own
integrity, reputation, or credibility. Illegal or immoral off-duty conduct on the part of an
employee that adversely affects the company's legitimate business interests or the employee's
ability to perform his or her job will not be tolerated.
4.13 RESPONSIBILITY/COMMITMENT REVIEW
Rosemark WomenCare Specialists believes that a successful business depends upon each
employee’s commitment to be responsible for his or her own behavior. An employee who
decides not to live up to his or her responsibilities may be faced with the following:
Responsibility Reminder: When an employee behaves in a manner that is inconsistent with
the company’s statement of conduct or if an employee demonstrates a lack of commitment to
this company, the behavior and/or attitude will be thoroughly discussed with the employee,
including what constitutes responsible, committed behavior. Notation of the date, time, and
nature of the discussion will be made.
Written Commitment Reminder: When an informal responsibility reminder has not resulted
in a decision to change behavior, a written commitment reminder will be issued. A supervisor
will meet with the employee to discuss the employee’s commitment to the company and to
invite the employee to present his or her views on the behavior. The Commitment Reminder
will advise the employee that a decision not to live up to his or her responsibilities in the
workplace will result in further review, including a possible decision-making leave or
terminating employment with the company.
Decision-making Leave: If the employee continues to behave in a manner that demonstrates
that he or she is not committed to this company and/or is not acting responsible for his or her
own behavior, the employee may be placed on a Decision Making Leave (DML) which is a
one-day suspension with pay. On this day, the employee must decide to solve the specific
problem and make a total performance commitment to the job or quit.
Termination: If the employee decides not to solve the specific problem and make a total
performance commitment, the employee will be deemed to have voluntarily quit. The company
reserves the right to terminate employees at any time, for any reason not expressly prohibited
by law.
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Use of the review process is optional and each step may not be followed in any particular order
or in any order at all. Nothing in this policy amends or restricts the company’s right to
terminate employees at any time, with or without notice, for any or no reason.
4.14 NON-DISCLOSURE AND CONFIDENTIALITY
Each employee is responsible for safeguarding confidential information obtained in connection
with his or her employment. In the course of your work, you may have access to confidential
information regarding Rosemark WomenCare Specialists, its suppliers, its patients, and/or coworkers. Such confidential information includes, but is not limited to the following: patient
illness, treatment, or medical condition. Employees with access to such confidential
information are responsible for its security and are required to sign confidentiality agreements
upon employment. Employees are prohibited from attempting to obtain confidential
information for which they have not received access authorization. Any employee who
discloses confidential information (other than as necessary in the performance of his or her job
duties) will be subject to disciplinary action, up to and including termination of employment
and legal action, even if he or she does not actually benefit from the disclosed information.
4.15 EMPLOYEE REFERENCES
All requests for references must be directed to the CEO. No other manager, supervisor, or
employee is authorized to release references for current or former employees.
4.16 ALCOHOL AND DRUGS
Our company has a strong commitment to endeavor to provide a safe workplace for its
employees. Consistent with that commitment, the company has adopted an alcohol and drugfree work site policy. Our policy prohibits the use, sale, distribution, manufacture, or
possession of alcohol or drugs, paraphernalia, the unauthorized use of prescription drugs, the
use of any legally obtained drug (prescriptions or over-the-counter medications) when such use
adversely affects the employee’s job performance or safety, or any combination thereof, on
company premises or any location at which the company does business. In addition, this policy
forbids reporting to work or working while under the influence of alcohol or drugs. Employees
who are taking prescription drugs or over-the-counter drugs that may affect their performance
should discuss their situation with their supervisor and obtain permission before beginning
work. Employees may be required to provide properly written medical authorization from a
physician to work while using such authorized medications. Any violation of this policy will
result in disciplinary action, up to and including termination.
Rosemark WomenCare Specialists will employ every legal means available to it to operate its
business free from alcohol and drugs. Accordingly, where the law permits, we reserve the right
to conduct drug testing for baseline testing, random testing purposes, pre-employment
screening, specific incidents, probable cause, fitness for duty, and post-accident. This list is not
intended to limit the events which would require a drug test, and the company reserves the right
to test for alcohol and drug abuse for other lawful reasons. A positive test result will be deemed
a violation of this policy, and will result in disciplinary action, up to and including termination.
An employee does have the right not to consent to being tested. However, refusal to submit to
testing when requested will result in disciplinary action, up to and including immediate
termination of employment.
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4.17 SMOKING
Rosemark WomenCare Specialists is strongly committed to maintaining and improving the
health and well-being of all employees; therefore, employees have the right to work in an
environment free of the hazards of tobacco smoke.
To protect the health of all our employees, smoking is not permitted in company buildings and
facilities, except in specially designated areas. Smoking is never permitted in areas where there
is sensitive or hazardous material and in other places designated by the company.
4.18 WORKPLACE VIOLENCE
It is our goal to endeavor to maintain a work environment free from intimidation, threats, or
violent acts. To that end, Rosemark WomenCare Specialists has adopted a zero tolerance policy
regarding violence in the workplace. This includes, but is not limited to, intimidating,
threatening, or hostile behaviors; physical abuse; vandalism; arson; sabotage; use of weapons;
carrying weapons of any kind on to company property; or any other act, which, in
management's opinion, is inappropriate to the workplace.
Employees who feel they have been subjected to any of the behaviors listed above are
requested to immediately report the incident to their supervisor or the CEO. Complaints will be
fully investigated. Based upon the results, disciplinary action will be taken against the offender,
if appropriate.
Employees who observe or have knowledge of any violation of this policy should immediately
report it to the CEO. We will take action when unforeseen events transpire and look to
employees for support of this policy. Employees are empowered to contact the proper law
enforcement authorities without first informing management if they believe a threat to the
safety of others exists.
Rosemark WomenCare Specialists reserves the right to conduct searches and inspections of
employees, employees' personal effects, or company-provided materials such as lunch pails,
boxes, thermoses, purses, lockers, desks, personal computer files, cabinets, file drawers,
packages, or vehicles without notice. Any illegal and unauthorized articles discovered may be
taken into custody and may be turned over to law enforcement representatives. Any company
employee who refuses to submit to a search or is found in possession of prohibited articles will
be subject to disciplinary action, up to and including termination.
4.19 THEFT
Internal theft is a serious problem for many businesses. Although taking small items of
company property may seem inconsequential, the cumulative effect can be very large. Stealing
from the company is like stealing from yourself. Losses from theft immediately affect our
ability to increase salaries and can jeopardize the profitability of the company.
Rosemark WomenCare Specialists will not tolerate property theft of any type. We consider
property theft to include the unauthorized use of company services or facilities or the taking of
any company property for personal use.
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Violators of this policy will be subjected to disciplinary action, up to and including possible
discharge and prosecution.
4.20 DATA SECURITY
Information is one of our company’s most valuable assets. Our company relies on information
and information processing to conduct its business and make important decisions. It is vital to
the company's success that this information be accurate, reliable, confidential, and safe. All
employees use information in their daily work. Our Data Security Policy applies to all
information from written reports to computer files.
All information, including computerized information, is a corporate asset. Protection of
corporate assets is a basic business principle. Accordingly, steps will be taken to protect
information from accidental or intentional misuse or destruction. All equipment, software, and
data are property of Rosemark WomenCare Specialists and will be treated as such.
Anyone violating software copyright laws (i.e., copying company-purchased software for
personal or unauthorized business use) or introducing unapproved software or data on company
equipment shall be subject to disciplinary action, up to and including termination.
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AKNOWLEDGMENT
This employee handbook is for your use and a source of information about your company and
your job. It is not a contract of employment, express or implied, but merely sets forth
regulations of employment, methods for resolving conflicts, and an explanation of your benefits
and policies. Your signature below acknowledges your receipt of a copy of this employee
handbook and your understanding and acceptance that:
1. I am responsible for reading, understanding, and adhering to the policies outlined in the
Rosemark WomenCare Specialists employee handbook and am invited to ask my
supervisor any questions that I may have;
2. The provisions of this employee handbook are guidelines, statements of policy, and
procedure that may be changed by the company at any time;
3. Management reserves the right to revise, modify, delete, or add to any and all policies,
procedures, work rules, or benefits stated in this handbook or in any document at any time.
However, any such changes will be in writing and must be signed by the CEO;
4. Rosemark WomenCare Specialists does not guarantee me specific benefits because
company benefits, policies, and procedures may change from time to time without my
consent;
5. No supervisor or other representative of Rosemark WomenCare Specialists other than its
CEO, has the authority to enter into any agreement for employment for a specified period
of time or to make any agreement contrary to the policies contained in this manual; and
6. Rosemark WomenCare Specialists or I may terminate my employment relationship at any
time, for any reason not expressly prohibited by law.
_______________________________ ____
Employee Signature
___________________________________
Witness
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_______________________
Date