Handbook

Orientation

Overview

Employment Status- AT WILL

Anti-Harassment

Background Checks & Drug Screens

Introductory Period

Absenteeism and Tardiness

Electronic Devices/Cell Phones

Ethics- Confidentiality, Conflict of interest, Gifts and Gratuities

Dress Code

Driving/Mileage

Auto Insurance

Breaks

Meeting/In-services

Overtime

Pay Schedule

Employee Benefits

Medical, Dental, Vision

401k

PTO

Workers Comp

FMLA

Employee Handbook Acknowledgement

Electronic Communication

Acknowledgement

Understanding HIPPA

https://www.youtube.com/watch?v=gbRtLi

PYP1s

HIPPA Confidentiality Acknowledgement

AT WILL EMPLOYMENT STATUS

Employment at the Company is employment at-will. Employment at-will

may be terminated with or without cause and with or without notice at

any time by the team member or the Company. Nothing in this Handbook

or in any document or statement shall limit the right to terminate

employment at-will. No manager, supervisor or team member of the

Company has any authority to enter into any agreement for employment

for a specified period of time or to make any agreement for employments

other than at-will. Only the Owners of the Company have the right to

make any such agreement and any such agreement would be provided in

writing.

Harassment

Suncrest is committed to providing a work environment that is free of

unlawful harassment

The Company’s policy against harassment applies to ALL Team members of the

Company, including supervisors and managers.

How to handle harassment claims

If a team member feels they have been or are being harassed by another team

member, supervisor, manager or third party doing business with the company it

should be immediately reported to supervisor.

Making your supervisory aware of these issues is essential

All complaints of unlawful harassment which are reported to management will be

investigated as promptly as possible and corrective actions will be taken where

warranted.

Background Checks and Drug Screens

It is company policy to conduct a background check and pre-employment drug

screen on every applicant to whom an offer is made.

The company may conduct a drug test in the following circumstances

Application for employment

Reasonable Suspicion

Random or Periodic Drug Testing

After Leave of Absence

Post-Accident Testing

Introductory period

The first 90 days of employment is an introductory period.

During this period, job performance, attendance, teamwork, attitude and

overall interest in the job will be observed.

Absenteeism, Tardiness, Call Outs Each team member is expected to be at work on time each day.

Call outs are expected to contact supervisor prior to shift beginning.

Electronic Devices

While at work, team members are expected to exercise the same discretion in using personal cellular devices.

Cell phones are allowed per company policy.

Company Property- All company computers, IPADS, email and voicemail facilities, network and internet access accounts are the company’s property to be used to facilitate the business of the Company.

Team Members should not use or access the Company’s computer, network, voicemail, email, and internet systems in any manner that is inappropriate or contrary to the company’s best interests.

Upon termination of employment, a team member is required to return all company property, a team member shall not remove any software or data from company-owned computers for personal use.

Ethics: Confidentiality, Conflict of

Interest, Gifts and Gratuities

Confidentiality Team members have access to confidential information. Divulging confidential information concerning patients,

company personnel or the company, including posting information on social medical sites is strictly prohibited.

Conflict of Interest Team members should avoid any situation which involves or may involve a conflict between their personal interest

and the interest of the company. Each team member shall make a full disclosure in writing to their manager of any potential situation which may involve a conflict of interest.

Gifts and Gratuities Team members shall not seek or accept for themselves or for others any gifts, favors, entertainment, meals or

payment nor shall they seek or accept personal loans, from any persons or organizations.

Dress Code/Personal Appearance

Name badges and uniforms should always be worn when visiting patients,

their families/referral sources

Clothing and uniforms must be clean, neat and free of wrinkles

For office staff, clothing must be conservative in style and not be low-cut

and/or revealing

Hair styles should be neat and maintained

Direct-care staff must wear closed-toe shoes for safety and hygiene

Driving: company, personal, or other

vehicles

Must hold a valid state driver’s license

If a team member experiences a change in the status of their driving record,

he/she should notify their supervisor immediately.

Any team member whose duties include the operation of vehicles who

becomes uninsurable under the company’s liability policy will be considered

to have an unacceptable driving record and his or her continued employment

will be subject to review.

If a team member receives a traffic citation while operating a Company or

customer vehicle, or their personal vehicle while on duty, the team member

will be responsible for paying any fine.

Mileage

Team members will be reimbursed for mileage driven on Company business. Commuting mileage will not be

reimbursed.

Per IRS requirements, mileage and travel time for a commute does not qualify for financial reimbursement.

a. For a team member working in the office, a commute is defined as the travel from home to the office

and from the office back home, at the end of the day.

b. For a team member who works out in the field, a commute is defined as the travel from home to the

first visit of the day and from the last visit of the day back home.

For those team members that work out in the field –

If the first or last visit location is further than the distance from the team member’s home to the Suncrest office,

the team member will be eligible for reimbursement of the difference in miles. Suncrest will reimburse mileage

only for the miles between the office and the first or last visit; earnings will not be paid for the time it takes

team members to drive to the first visit of the day or from the last visit of the day back to their home.

For example, if the office is 25 miles away from a team member’s home but the first visit of the day is 40 miles

away, the team member would be reimbursed for 15 miles of travel. (40 miles – 25 miles = 15 miles).

If the first or last visit is the same or shorter distance from the team member’s home, this is considered a

commute and mileage reimbursement and/or earnings for the time would not be paid.

For example, if the office is 15 miles away from a team member’s home and the first visit is only 10 miles away,

the team member would not be allowed reimbursement for travel, per IRS regulations.

Auto Insurance

Team members who use a personal vehicle in the performance of their duties

must keep their personal vehicle in good working order and comply with the

state insurance laws governing liability, property damage, and bodily injury.

Proof of current personal vehicle insurance MUST be submitted and remain

current in personnel file.

Lunch breaks/Meal Periods

Team members who work 7 ½ or more continuous hours should be given a 30-

minute uninterrupted, unpaid lunch break/meal period. This lunch break

should be taken no later than 5 hours after beginning work.

Meetings/In-services It is expected that all team members attend all company meetings involving

their department or which have been asked to attend.

All Staff meetings are held 6-10 times/year

Overtime

Suncrest may periodically schedule overtime or weekend work in order to

meet clients’ needs.

Working overtime without a supervisor’s approval may result in discipline, up

to and including termination.

Payday Schedule Team members will be paid bi-weekly, every other Friday. Local, state,

federal, social security taxes and other team member authorized payments

are deducted automatically.

Job Classification Team members are classified as full-time, part-time, PRN (“as needed”) or temporary, based on the terms

of employment and scheduled hours. Classifications also include exempt or non-exempt for the purposes of

compensation administration. Nothing in this, nor any classification, shall be deemed to alter the at-

will employment relationship. In addition, Suncrest may supplement the regular staff with other forms of

flexible staffing as needed.

Full-time Team members A full-time team member is routinely scheduled to work at least 36 hours per

week and is hired for an indefinite period of time. Full-time team members meeting length-of-service

requirements are eligible for certain benefits such as paid time off (PTO), medical, dental, vision &

supplementary insurance (after 30 days of employment), and participation in the Company’s 401k plan.

Part-time Benefits Eligible Team Members (30-35 hrs/week) A part-time team member who is routinely

scheduled to work between 30-35 hours per week and is hired for an indefinite period of time may be

eligible for participation in some company insurance benefits at a higher premium rate. Part-time benefits

eligible team members are not eligible for paid time off (PTO) (with the exception of CNAs), but are eligible

to participate in the Company’s 401k plan.

Part-time Team Members (<30 hrs/week) A part-time team member is routinely scheduled to work less

than 30 hours per week and is hired for an indefinite period of time. Part-time team members are not

eligible for any benefits such as paid time off (PTO) (with the exception of CNAs) or health insurance, but

are eligible to participate in the Company’s 401k plan.

PRN Team Members (as needed) PRN employees do not work a specified number of hours each week and

are utilized on an “as needed” basis for an indefinite period of time. PRN employees are not eligible for any

benefits such as paid time off (PTO), health insurance, or participation in the Company’s 401k plan.

Company Benefits:

Medical, Dental and Vision Insurance

Suncrest offers medical, dental and vision insurance coverage to full-time (36+ hours per week) and benefits-eligible part-time team members (30-35/hours per week), beginning on the first day of the month following 30 days from the date of eligibility. For example, if the full-time effective date is March 15th, insurance benefits will be effective on May 1st.

Eligible team members who do not elect coverage when originally eligible will waive their coverage options and must wait until the next benefit open enrollment period to enroll in insurance benefits, unless the team member experiences a qualifying event. Examples of qualifying events include:

Marriage

Spouse loss of job and/or medical insurance coverage

Divorce

Birth/adoption

Government directed

Changes being made to coverage due to a qualifying event must be requested within 30 days of the event.

A team member’s eligibility for health insurance will change if their employment status changes from full-time to part-time. If this occurs, a team member will be dropped from the insurance plans and will not be eligible to rejoin the plan until eligibility requirement are met again. In the incident that a status change takes place, the team member will receive COBRA options.

Supplemental insurance products

Suncrest provides team members with the following supplemental insurance

products which are available when eligibility requirements are met for

participating in benefit programs:

Short-term Disability

Long-term Disability

Employee Voluntary Life Insurance

Spouse Voluntary Life Insurance

Child Life Insurance

401k Retirement Savings Plan

The Company offers a 401(k) Retirement Savings Plan to eligible team members. The terms and conditions of the 401(k) Retirement Savings Plan are controlled by the applicable plan document.

401k Plan Participation Eligibility

At least 21 years of age;

90 days of employment

401(k) Plan Specifics

Suncrest’s contributions to your 401(k) plan are Safe Harbor contributions and not subject to any vesting schedule

The Company matches employee contributions at the rate of 100% of the first 3% contributed, and 50% of the next 2%.

Employee contributions and employer match may begin with the first paycheck of the month following the 90th day of employment.

Contact Human Resources for more information regarding the 401(k) Retirement Savings Plan.

Paid Time Off (PTO) (this will differ per

state)

The Company provides Certified Nurse’s Aides (CNA) and full-time employees (36+ hours/week) with Paid Time Off (PTO) to be used for sick days, personal time and vacation pay. Once accrued, employees may elect to use their PTO hours in a manner that best meets their needs. In some cases, employees may receive additional PTO days as part of their compensation.

PTO hours are accrued each pay period beginning with the employee’s hire date or eligibility date. Team members will not accrue PTO during Leaves of Absence and are required to exhaust any available PTO while on a Leave of Absence. PTO hours are not considered “regular hours worked” and do not count towards the calculation of overtime pay.

PTO being used as vacation or personal time must be scheduled in advance in order to allow for adequate coverage of job responsibilities and staffing requirements. It is expected that a minimum of 30 days’ notice be provided when requesting PTO for vacation or personal time. PTO requests will be approved in the order they are received, provided conditions allow for the absence. Approval of conflicting PTO requests will be determined by seniority.

PTO requests should be submitted to the employee’s manager for approval. Having a PTO balance does not automatically guarantee that PTO will be approved. Requests for time off should not be submitted without available PTO hours to cover the time off.

Team members utilizing PTO for sick time must follow outlined procedures for calling in.

Accrued PTO must be utilized when eligible team members are absent from regularly scheduled shifts. Again, team members on leave of absence must exhaust any PTO available while on leave.

Worker’s Compensation Insurance

The Company pays the entire amount of the Workers’ Compensation insurance

premium, which provides benefits to team members who experience injury or

illness that arise out of the course and scope of employment. Benefit

entitlements are governed by law, but it is essential that work-related

accidents, injuries, and illnesses are reported immediately to a direct

supervisor and to Human Resources. In the event of an injury or illness on the

job the Company will require the team member to complete an Employee

Incident form and comply with the Worker’s Compensation procedures.

Leave of Absence

Company may grant unpaid personal leaves of absence to team members in certain circumstances and when FMLA leave does not apply. A personal leave of

absence must be requested by the team member and approved in advance and may only be taken in full-day increments. The Company’s decision to approve or

deny a request will be based on the reason for the request, existing workload, workload projections, project schedules, client and company needs. The duration

of personal leave may be up to a maximum of 30 business days per calendar year.

The Company will continue insurance benefits during the approved leave and the team member will be expected to make arrangements for the payment of

their portion of the insurance premiums.

Team members taking a leave of absence must use any accrued PTO while on leave. PTO accrual will be discontinued until the end of the approved leave

period.

Team members should speak directly with Human Resources prior to taking a leave to ensure their understanding of all obligations to the Company while on

leave. If a team member fails to return to work following an approved leave of absence, it will be assumed that the team member has resigned their position.

Military Leave

Team members who require time off from work to fulfill military duties will be treated in accordance with applicable requirements of state and federal

laws. Eligible team members are expected to notify the Company of upcoming military duty by providing their supervisor with a copy of their orders as

soon as possible. In addition, spouses and registered domestic partners of military personnel who are home on leave during a period of military

deployment may be qualified for 10 days of unpaid leave.

Jury Duty

Team members who are called to jury duty should notify their supervisor immediately so he or she may plan the department’s work with as little

disruption as possible. Time spent serving on jury duty will be unpaid. Team members who are released from jury service before the end of their

regularly scheduled shift or who are not asked to serve on a jury panel are expected to call their supervisor as soon as possible and report to work if

requested.

Voting Leave

In compliance with State voting leave laws, Suncrest will provide up to 2 consecutive hours of regular pay for employees to leave work to vote. Voting

leave must be requested at least 1 day prior to the day of election.

Acknowledgement – Employee

Handbook

I have received a copy of Suncrest Home Health and Hospice Employee Handbook. I understand the policies contained in it, and I have had an opportunity to ask questions about and discuss the policies with my team leader or another representative of Suncrest. I fully understand the policies governing my relationship with Suncrest Hospice, hereinafter “Suncrest,” and I agree that I will conform to these policies.

I understand that this Handbook is not a contract of employment, express or implied, between Suncrest and myself and that I should not view it as a contract of employment nor an independent contractor’s agreement. This Handbook is only a source of informationabout the Suncrest workplace and environment guidelines and rules.

I understand that this Team member Handbook takes precedence over, supersedes and revokes any previous memo, bulletin, policy orprocedure issued prior to the date occurring below by Suncrest or its assigns on any subject discussed in this Handbook. I also understand and agree that Suncrest reserves the right to change or alter the policies at any time, without cause or notice.

I also understand and agree that my employment is not for a specific period of time and may, regardless of the time and manner of payment of my wages or salary, be terminated at any time by Suncrest or myself, with or without cause, and without any previous notice. If I am an Independent contractor these guidelines are relevant for my general consideration, however, the terms of my contract shall prevail.

I also understand that no representative of Suncrest, other than the Executive Director or the Clinical Director, has authority to enter into an agreement with me for employment for any specified period of time or to make any agreement with me contrary to the foregoing.

My signature below indicates the above.

Please sign form in handbook…

Acknowledgement - Electronic

Communication

I understand that all computer, electronic and telephonic documents and communications transmitted by, received from or stored in the equipment of Suncrest Hospice are the property of Suncrest Hospice. I understand that the Suncrest Hospice computers, software and other equipment, including facsimiles, telecopies, copy machines, telephones and other electronic equipment are not to be used by me for my personal needs, correspondence, or messages, or for my personal business.

I agree not to use a password or pass code, access a computer or electronic file, or retrieve any stored communication without authorization of a team leader. I understand that all passwords and/or pass codes used by me and others are the property of Suncrest Hospice. I agree to use only the password or pass code or codes issued to me and I will use no password or pass code unknown to Suncrest Hospice. I further agree not to change or attempt to change any password or pass code issued by the Suncrest Hospice without explicit written authorization and instruction from Suncrest Hospice.

I understand that my computer files and electronic and telephonic communications, including e-mail and fax communications, are not private. I acknowledge and consent to Suncrest Hospice inspecting or monitoring them at any time, at their discretion and with or without notice to me. I further understand that any computer used in conjunction with Suncrest Hospice is independently monitored and content is copied by Suncrest Hospice on an ongoing basis.

I understand that Suncrest Hospice reserves the right to inspect and monitor any incoming and outgoing correspondence received or sent by me in conjunction with the business or treatment provided by Suncrest Hospice. I understand this right extends to all internal and external mail, messages, electronic correspondence, web-sites and/or web pages, electronic bulletin board accounts, national electronic messaging service accounts and any other correspondence service in conjunction with Suncrest Hospice.

Please sign form in handbook.

Understanding HIPPA and confidentiality

https://www.youtube.com/watch?v=Rn460ISTCfo

https://www.youtube.com/watch?v=gbRtLiPYP1s

Acknowledgement - HIPAA

Confidentiality

I acknowledge that during the course of performing my assigned duties at Suncrest Hospice I may have access to, use, or disclose confidential health information. I hereby agree to handle such information in a confidential manner at all times during and after my employment and commit to the following obligations:

A. I will use and disclose confidential health information only in connection with and for the purpose of performing my assigned duties

B. I will request, obtain or communicate confidential health information only as necessary to perform my assigned duties and shall refrain from requesting, obtaining or communicating more confidential health information than is necessary to accomplish my assigned duties

C. I will take reasonable care to properly secure confidential health information on my computer and will take steps to ensure that others cannot view or access such information. When I am away from my workstation or when my tasks are completed, I will log off my computer or use a password-protected screensaver in order to prevent access by unauthorized users.

D. I will not disclose my personal password(s) to anyone without the express written permission of my department head or record or post it in an accessible location and will refrain from performing any tasks using another's password

I understand that as a team member of a Suncrest Hospice unit that is a health care provider, the use and disclosure of patient information is governed by the rules and regulations established under HIPAA, the Health Insurance Portability and Accountability Act of 1996, and related policies and procedures of Suncrest Hospice. Therefore, with regard to patient information, I commit to the following additional obligations:

A. I will use and disclose confidential health information solely in accordance with the federal state and other relevant laws and Suncrest Hospice policies set forth above or elsewhere. I also agree to familiarize myself with any periodic updates or changes to such policies in a timely manner.

B. I will immediately report any unauthorized use or disclosure of confidential health information that I become aware of to the appropriate Team leader, in writing, with a copy to the Executive Director with a copy to the Human Resources Director.

I also understand and agree that my failure to fulfill any of the obligations set forth in this Agreement and/or my violation of any terms of this Agreement shall result in my being subject to appropriate disciplinary action, up to and including, termination of employment.

Please sign attached form in handbook…

NEW HIRE PAPERWORKThe next section in your employee handbook is the new hire forms.

Application

Reference Check Form-Sign

Reference Check Form-Sign

Orientation Checklist- Sign

Sign Job Description

CHAP confidentiality Statement- Sign

HIPPA confidentiality Statement- Sign

Handbook Quiz- Fill out and Sign

Handbook Acknowledgement & Arbitration

On the job Injury/Illness Form

Charting Policy

Electronic Signature Attestation

Signature Log

Code of Conduct

Staff Communication Protocol

I9

W4/Direct Deposit Form

Please bring us copies of

Resume

Driver’s License

Auto Insurance

Diploma/Education/Certifications/License