Initial Days of Employment & Probationary Period

2.1

EMPLOYEE SELECTION

All information given by an applicant on the application and in the interview must be factual. Applicants who are found to have falsified information either by misrepresentation or omission of essential facts will not be considered for employment. If employed, subsequent discovery of falsification, misrepresentation, or omission of pertinent information will be considered grounds for termination. The acceptance of an offer of employment does not create a contractual obligation upon this practice to continue employment of an individual in the future.

2.2

INITIAL DAYS OF EMPLOYMENT & PROBATIONARY PERIOD

The practice recognizes two separate conditions:

1.The first 90 days of employment will be considered an introductory time. This is an opportunity for both employee and employer to determine suitability and to provide a chance for adjustment.

During the first 90 days of employment, management will evaluate your conduct, ability, and performance to determine whether or not your continued employment is going to benefit both you and ____. Not every individual fits easily into this type of work setting, and yet might work perfectly well in some other type of job. An employee having difficulty in any aspect of his/her work is expected to ask for help.

Except as provided for in a separate contractual agreement, both ______and employees maintain an employment at will arrangement during the entire period of employment, including the first 90 days. Either party may terminate employment at any time with or without cause. The completion of the first 90 days of employment in no manner alters the employment at will arrangement.

To avoid any misunderstanding, new hires need to keep in mind that they unlikely have any history with the practice. Accordingly, new hires must be cognizant about attendance practices. We expect good attendance from all of our employees. Employees unable or unwilling to demonstrate the level of commitment required invite prompt disciplinary action up to and including termination.

New employees in his/her first 90 days of employment are not immediately eligible for all benefits (See Benefits Schedule).

2.The second type of condition is probation for inadequate performance or improper behavior at any time after the initial days of employment. Employees may be placed on probation for a designated period to correct recognized short-comings that an employee is able and willing to correct.

2.3

EMPLOYEE CLASSIFICATION

The classifications of employment at ______may include:

Full-Time Employee: An employee who is successful in his/her introductory period, is scheduled to work 32 or more hours a week on a regular basis, and whose employment is for no definite term. Full benefits are available.

Part-Time Employee: An employee who is successful in their introductory period, is scheduled to work less than 32 hours per week, and whose employment is for no definite term. Part-time employees may find it necessary to occasionally work more than 32 hours (vacation, sick time, or holiday relief), but their part-time classification does not change. These employees are eligible for partial benefits (See Benefits Schedule).

On-Call Employee: An employee who works on an "as-needed" basis with no set or regular schedule of hours. No benefits are available.

Temporary Employee: An employee who works full-time, part-time or on an on-call basis for a specific, limited period. No benefits are available.

Independent Contractor: An individual whose work, compensation, benefits, time of service, etc. are specified in a mutually agreed upon and executed independent contractor agreement, and is not an employee of ______.

Exempt Employee: An employee who is not subject to overtime rules and is paid on a salary basis for all hours worked.

NonExempt Employee: An employee who is subject to minimum wage and overtime rules and is paid an hourly rate.

NonExempt /Salaried Employee: An employee who is subject to minimum wage and overtime rules. This employee is paid a salary intended to be considered as straight-time earnings for all hours worked.

If you are uncertain of which job classification your position fits into, please ask your supervisor.

2.4

EMPLOYEE CLASSIFICATION CHANGE

An employee's request for change of status (FT to PT, PT to FT, etc.) will be considered once a written request is provided to management. Indicate the change you want to make and reason(s) for it. Management will give consideration to any request on a case by case basis. Decisions will primarily be based on current needs of the practice to meet patient care standards and/or administrative functions. Management is under no obligation to grant a request. No granted request carries a "guarantee" of any future change. The request should be submitted to management 30 days prior to the desired change. Any employee benefits will change as determined by present benefit policy.

A full-time employee, whose hours drop consistently for an extended period below the minimum required hours per week for full-time status, either by choice or by management scheduling, will be changed to part-time status and will lose eligibility for full-time benefits. Part-time employees going to full-time will become eligible for full-time benefits as described in the benefit section of this manual. Employees losing health coverage under this policy may elect to continue coverage at their cost, pursuant to state or federal insurance continuation requirements.

2.5

JOB OPENINGS

You may have skills which you feel could be better utilized in another area or position. It is the policy of ______to transfer and promote from within the practice whenever possible. Employees who request a transfer within a work area, or to another work area, are given preference over applicants from the outside if they are equally or better qualified. However, it is the responsibility of management to fill job openings with the best qualified people available. Employees who are equally qualified for transfer are given preference based on continuous length of service.

Generally, only employees who have completed their introductory period and have six months service in their current position are eligible for transfer. An employee must have satisfactory past job performance including attendance and conduct. Presently, there is no limit to the number of jobs an employee can apply for consideration. All applicants must meet the requirement(s) defined in the job description before a transfer will be considered.

Vacancies at management’s sole discretion may be announced via interoffice memo. Let management know if you have an interest in a specific vacancy. The employee desiring a transfer must submit a written request. Management in turn will interview the employee to determine their qualifications, reasons for request for transfer, and the requirements of the job concerned.

An opportunity to discuss the job transfer may be scheduled between the employee requesting the transfer and the present "team members" of the work area concerned. If the employee is selected for the position they will be transferred at a date determined by management.

The transferred employee will be on a transfer introductory period. If unable to perform the required work after a reasonable time, they will be given their previous or similar position if available, or be terminated if no position is available. If they are able to perform all job requirements (including conduct and attendance) the transfer will be final. All accrued benefits will transfer with the employee to the new position.

2.6

EQUAL EMPLOYMENT OPPORTUNITY (EEO)

It is the policy of ______to provide equal employment opportunity to all employees without regard to race, color, religion, sex, age, national origin, disability or military status.

In compliance with the provisions of all applicable state and federal civil rights laws every effort will be made to employ the most qualified individuals without regard to the above factors. It is our intent and desire to provide equal opportunities in the employment relationship, including recruitment and related advertising, selection, placement, training, compensation, promotion, transfer, and all other privileges, terms and conditions of employment.

Any established incidents of discrimination or harassment will result in immediate disciplinary action, including possible termination.

No one under the age of 16 will be employed.

2.7

AMERICANS WITH DISABILITIES ACT (ADA)

______endorses the mandate of the Americans With Disabilities Act of 1990 (ADA), and other applicable Federal and State laws, to remove barriers which prevent qualified individuals with disabilities from enjoying the same employment opportunities that are available to persons without disabilities.

Reasonable accommodations shall be provided to qualified, disabled applicants and employees with known limitations and who require accommodation for their disabilities in order to perform their essential job functions, unless such accommodations would cause an undue hardship.

Employees and applicants are invited to identify any reasonable accommodation that would enable the applicant/employee to safely perform the essential functions of the position. To the extent possible, information regarding any disability or reasonable accommodation shall be kept confidential.

2.8

OUTSIDE EMPLOYMENT

Although ______expects you to devote your primary efforts toward your duties and responsibilities with us, you may engage in outside employment with the prior approval of management. Generally, outside employment will be approved if it:

• Does not conflict with your responsibilities at ______, including your ability to work overtime as required in your position;

• Does not interfere with your performance at ______;

• Does not prove detrimental to the interests of ______;

• Does not involve a conflict of interest or the appearance of a conflict of interest (such as working for a competitor, vendor, or client);

• Does not involve the use of confidential or proprietary information of ______.

Before you become an employee of another company, _____ must determine that your accepting such a role is in the best interest of the company. ______will not arbitrarily withhold authorization of outside employment. However, any issues regarding outside employment must be resolved prior to your accepting such employment.

Those employees holding outside employment may not use ______equipment, materials, or supplies for such outside employment.

Employees on any leave of absence may not engage in outside employment without the required approval.

Failure of an employee to obtain prior approval for outside employment may result in disciplinary action, up to and including termination.

Should an employee’s spouse accept employment with a competitor, _____ reserves the right to terminate the employee’s employment.

2.9

LICENSURE, CERTIFICATION AND REGISTRATION

If a position requires that an employee possess a professional license, certification or registration, the employee will be required to possess and maintain a current license, certificate or registration. Upon employment the employee will be expected to present his/her credential to management for recording. It is the responsibility of each employee to obtain continuing education and maintain its documentation as required for licensure and certification, and to present renewed credentials to management immediately upon receipt.

DoctorsManagement/Human Resources / August 2004 / Your practice name