Welcome!

Resources & References

Your Manager

Human Resources

Compliance Process

Vice President/ President

Your Manager

Compliance Officer

Vice President/ President

Human Resources

If you have gone through all the appropriate channels and you still do not feel as though your question or concern was properly resolved, you may go to Amer Iqbal or Jawad Shah.

Questions regarding policies/ procedures

Concerns about the workplace

Problems with other employees, work environment, management, etc.

Conflict Resolution

Questions about benefits

Questions regarding the legality of policies/ procedures

Reporting violations or potential violations of company policies

*You may go directly to the Compliance Officer in person or via email or you may place your concern in one of the Compliance Boxes located throughout the building

Job Expectations

Pay

Career Development

Issues with co-workers within the department

Issues with patients/ clients

Performance Feedback

Questions regarding policies/ procedures

Dispute Resolution

Questions?

Keep it small!

Before you bring the issue to anyone, try to resolve it between just the people who are having the conflict. If that doesn't work, follow the proper channels.

Dress Code

Sexual Harassment

Administrative Employees

Definition

Forms

Handling Harassment

Non-retaliation

Clinic Employees

Scrubs must be worn

No open-toed shoes allowed

Long-sleeve shirts may be worn under scrubs

No clothing with logos other than IINN may be worn

All clothing must be clean and look presentable

Tattoos must be covered if possible

No facial jewelry (nose rings, lip rings, tongue rings, etc.)

Business attire must be worn

Men must wear collared dress shirts with ties

No low- cut tops

No mid-drifts visible

No open or peep- toed shoes

Skirts and dresses may be no shorter than two inches above the knee when standing

Any slits on skirts or dresses must not come to above 2 inches above the knee while standing

Stockings must be worn with skirts and dresses

No sleeveless shirts

No clothing with logos other than IINN may be worn

All clothing must be clean and look presentable

Tattoos must be covered if possible

No facial jewelry (nose rings, lip rings, tongue rings, etc.)

Definition of Sexual Harassment

Non- Retaliation

At IINN, we do not tolerate retaliation, either by a fellow employee, supervisor, or any other agent of the company, against any team member who, in good faith, reports or provides information about an incident of alleged harassment in the workplace. Retaliation against that individual will result in disciplinary action, up to and including discharge.

UNWANTED sexual advances, requests for sexual favors, or visual, verbal, or physical conduct of a sexual nature when:

• Submission to this conduct is made either explicitly or implicitly a term or condition of an individual's employment.
• Submission or rejection of this conduct is used as the basis for employment decisions that affect the individual.
• The conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.

Jean Days

No holes or frayed/ torn bottoms

No Cleavage/ Mid-drifts

No Sleeveless shirts

No inappropriate pictures/ sayings on clothing

No open-toed shoes

Forms of Sexual Harassment

Handling Harassment

Quid Pro Quo & Hostile Work Environment

Be aware of your surroundings

Make it clear that the behavior is unwelcome

Report to manager and/ or HR immediately

Cooperate with all investigations of sexual harassment claims

• Written: letters, faxes, emails, text messages, social media posts

• Verbal: Derogatory comments, advances, propositions, slurs, jokes, voice mails

• Physical: Assault, stalking behaviors, sexually suggestive, touching or body contact

• Visual: Gestures, leering, inappropriate displays of sexually explicit objects, pictures, cartoons, posters

Welcome!

Handbook Highlights

Resources and References

Dispute Resolution Process

Sexual Harassment

Confidentiality/ HIPAA

Benefits

Paid Time Off (PTO)

Time- off requests

Meal and Break Periods

Dress Policy

Meal and Break Periods

Confidentiality/ HIPAA

What information should stay confidential?

What can I do to help protect confidentiality?

Must clock out

May not work during your break

Scheduling of breaks depends on department

Managers must approve breaks

Breaks may be used for meals, smoking, personal phone calls, lactation, etc.

Simple Steps You Can Take...

Protected Health Information

• SHHHH!!! - Don't talk about it!
• Shred documents that are not needed
• Lock Computer Screens
• Don't use first and last names when calling a patient, leaving voice mails, or discussing a patient
• Dispose of equipment properly
• Use passwords
• Be careful with external storage

Full names

Zip codes

All Dates pertaining to the patient

Telephone Numbers

Fax Numbers

Email addresses

Social Security Numbers

Health Plan Beneficiary Numbers

Account Numbers

Certificate and License Numbers

Vehicle Identifiers & Serial Numbers

Device Identifies and Serial Numbers

IP Addresses

Biometric Identifiers, including finger and voice prints

Full -face photographic images

Web universal resource locators

Any other unique identifying number, characteristic, code, etc.

Any other ideas?

Time- off Requests

Benefits

Health/ Dental Insurance

Aflac

401(k)

Paid Time Off (PTO)

Paid Holidays

Pre-authorized Time Off: 2 weeks in advance

Sick Time Off: ASAP, but before your shift

Personal or Family Emergency: ASAP, but before your shift

No call, No show: 3 times = Job Abandonment

Health/ Dental Insurance

401(k)

Aflac

• Full- time employees
• Eligible upon completion of Introductory Period (90 Days)
• Company will match all employee contributions up to 3%

• Supplemental Insurance
• Disability
• Full- time employees
• Eligible upon completion of introductory period (90 days)

• Blue Cross Blue Shield
• Full-time employees
• Eligible upon completion of introductory period (90 days)
• Company pays 100% for the employee only

Paid Time Off (PTO)

Paid Holidays

• Full - time employees only
• Based on accrual system
• More details to follow...

• Eligible to all employees after 90 days
• Paid in proportion to hours normally worked

New Year's Day

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Christmas Day

PTO

Accrual

• 0 - 2.9 years: 40 hours
• 3.0 - 5.9 years: 80 hours
• 6.0 - 11.9 years: 120 hours
• 12+ years: 160 hours

Available after 6 months

Unused PTO at Termination

Rollover

• Starts over January 1st
• May roll over up to 80 hours

May be paid for unused PTO at end of employment if:

• You were not terminated for gross misconduct
• You give the company at least 2 weeks' notice (if possible)
• You have provided your last time sheet for all hours worked
• You have worked all your scheduled hours between giving your notice and your last day
• You have returned all company property, including the Employee Handbook
• You have completed all out-processing requirements