Pierce and Knight Family Dentistry, Llc

PIERCE AND KNIGHT FAMILY DENTISTRY, LLC

EMPLOYEE HANDBOOK—OFFICE POLICY

Effective 3-1-2012

This policy is made with PIERCE AND KNIGHT FAMILY DENTISTRY, LLC (Corporation) and the employees employed within this corporation.

We are building a tradition of care, service, and solid relationships between our staff and patients. We will expect no less than 100% from you as a team player and staff member. You must bring a great attitude to the office each day and abide by the following “Team Commandments”.

·  Help each other be right, not wrong.

·  Look for ways to make new ideas work, not for reasons they won’t.

·  If in doubt, check it out! Don’t make negative assumptions about each other.

·  Help each other win and take pride in each other’s victories.

·  Speak positively about each other and about our organization at every opportunity.

·  Maintain a positive mental attitude no matter what the circumstances.

·  Act with initiative and courage, as it all depends on you.

·  Do everything with enthusiasm; it’s contagious!

·  Don’t lose faith.

·  HAVE FUN!!

A. EQUAL EMPLOYMENT OPPORTUNITY POLICY

The Corporation is an Equal Opportunity Employer (EEO). It is the policy of the Corporation to extend equal opportunity to all qualified employees and applicants for employment without respect to race, color, religion, national origin, allegiance, sex, age or disability. The Corporation does not condone and will not tolerate discrimination, intimidation or harassment based on these factors, and sexual harassment is prohibited whether directed toward women or men. Such conduct will subject an employee to disciplinary action, up to and including immediate discharge.

The Corporation is committed to complying with all applicable laws providing equal employment opportunities. This commitment applies to all employees involved in the operations of the Corporation and prohibits unlawful discrimination by any employee or supervisor.

The Corporation will make reasonable accommodations for the known disability of an otherwise qualified applicant or employee who can perform the essential functions of the job with or without reasonable accommodation, unless undue hardship would result. Any individual who requests accommodation in order to perform the essential functions of the job should contact the applicable supervisor. The Corporation will investigate and make reasonable accommodation, where requested, that will not impose undue hardship.

If you feel you have been subjected to any form of unlawful discrimination, you should contact your immediate supervisor as soon as possible after the incident. If this is not possible, you are free to report the incident to any member of management, up to and including the Owner of the Corporation. The Corporation will immediately undertake an effective, thorough and objective investigation. If the Corporation determines that unlawful discrimination has occurred, effective remedial action will be taken commensurate with the severity of the offense. The Corporation will not retaliate against any employee for filing a complaint and will not permit retaliation by management or co-workers.

B. DEFINITIONS OF JOB CLASSIFICATIONS:

1.  A Full-Time employee is an employee who is regularly assigned to work 32 hours or more a week.

2.  A Part-Time employee is an employee who works less than 32 hours a week.

3.  A salaried employee is an employee who is paid on a contractual basis not dependent upon hours worked.

4.  Hygienists are compensated based on a percentage of their gross production (Form B).

C. EMPLOYMENT AT WILL

All employees of the Corporation are “at will” employees. All employees are free to resign at any time just as the employer is free to terminate the employment of any employee at any time. No policies of the employer are intended to entitle any employee to continued employment. No policies of the employer, individually or collectively, constitute a contract.

D. DISCIPLINE AND TERMINATION POLICY

All employees of the Corporation are “at will” employees. The employer reserves the right to discipline or to terminate the employment of any employee at any time, with or without prior notice, for any reason deemed appropriate by the employer. Such reasons include, but are not limited to the following:

·  Unsatisfactory job performance

·  Inability to establish and maintain good working relationships with co-workers or supervisors

·  Absenteeism or tardiness

·  Reorganizations or layoffs

·  Harassment or discrimination

·  Inability to perform essential job functions

·  Immoral or illegal acts

·  Dishonesty, fraud, theft or destruction of property

·  Insubordination or misconduct

·  Violation of the employer’s policies or procedures

·  Misuse of confidential information

·  Inability to treat patients with respect and create a positive environment

1. PERFORMANCE REVIEW:

Dr. Robert Pierce and Dr. Ashley Knight or the Office Manager (Jamie Harwell) will conduct yearly performance reviews of employees and maintain the right to conduct additional reviews in such manner that the doctors shall determine.

An Employee Performance Improvement Plan (Form A) will be utilized for employees who demonstrate a performance deficiency. Any necessary corrective actions and/or needed improvements will be defined by this plan.

E. BENEFITS

Dr. Robert Pierce and Dr. Ashley Knight reserve the right to amend from time to time the specific terms of coverage by discretionary employee benefit. Dr. Robert Pierce and Dr. Ashley Knight reserve the right to select and designate the insurance carrier. All provisions are discretionary with Dr. Robert Pierce and Dr. Ashley Knight and may be altered, amended, abandoned, or changed at the sole discretion of the doctors.

1. INDIVIDUAL HEALTH INSURANCE

Dr. Pierce and Dr. Knight shall offer Full-Time employees individual coverage for health and major medical insurance at the cost to the employee.

2. SOCIAL SECURITY

Dr. Pierce and Dr. Knight and employees shall, as required by law, participate in the social security program.

3. WORKER’S COMPENSATION

Dr. Pierce and Dr. Knight shall provide worker’s compensation insurance for all employees as required by law. All claims should be reported within five (5) days from date of injury.

4. LIABILITY PROTECTION

Dr. Pierce and Dr. Knight shall provide liability insurance to protect the office and employees with regard to the actions of employees performed clearly in the line of duty. The protection afforded there under shall be limited to the terms of the insurance policy.

5. UNIFORMS

Dr. Pierce and Dr. Knight shall provide all employees uniforms that are in compliance with OSHA. All uniforms shall remain in office during 90 day probationary period.

6. VACATIONS

Vacation accrual will begin after one (1) year of service from the anniversary date of hire. Allowed vacation time will be equal to one week of hours that the employee normally works per week. Example: 32 hours a week worked would equal 32 hours vacation per year.

After three (3) years the employee may accrue twice the number of vacation hours per year as hours worked per week. Example: 32 hours a week worked would equal 64 hours vacation that may be taken per year.

After seven (7) years the employee may accrue three times the number of vacation hours per year as hours worked per week. Example 32 hours a week worked would equal 96 hours vacation that may be taken per year.

All vacation time will start over on January 1. An employee may not carry over from year to year more than four (4) days or 32 hours. Exceptions to this limit shall be the discretion of Dr. Ashley Knight or Dr. Robert Pierce who may stipulate conditions for any days accrued over the limit.

Vacation time must be scheduled with approval of Dr. Robert Pierce or Dr. Ashley Knight and the Office Manager (Jamie Harwell). Vacation time may not be taken in advance of accrual.

A terminated employee will be paid for unused accrued vacation time up to the accrual limit at the current rate of pay at time of separation.

7. HOLIDAYS

Dr. Pierce and Dr. Knight will grant full-time employees no less than six (6) paid holidays per year. Those designated holidays are as follows…

New Year’s Day, Memorial Day, Fourth of July, Labor Day, Thanksgiving, Christmas Day. New employees will not be eligible for Holiday Pay until the 90-day probationary period is satisfied.

8. PERSONAL ILLNESS/SICK LEAVE

Six (6) Paid Sick Days will be allowed yearly for full-time employees. Four (4) Paid Sick Days will be allowed for part-time employees. These days are for employee sickness and NOT family member illness. After utilizing Paid Days, additional time off will be reduced from the employee’s accrued vacation time or can be taken on a Non-Paid basis.

If an employee is sick, it is their responsibility to contact the Office Manager or the doctors to report their absence prior to the start of the work day.

Dr. Ashley Knight or Dr. Robert Pierce at their discretion will allow additional Paid Sick Days on a case-by-case basis.

9. CHILDBIRTH LEAVE

A leave of absence shall be granted for maternity purposes. The employee may elect to utilize accrued vacation leave. Childbirth leave shall otherwise be without pay except to the extent provided by vacation leave.

Each full-time employee shall be responsible for recording his/her vacation days, sick days, and holidays. Recording of these days shall be kept in a designated file and maintained by the Office Manager.

10. DENTAL BENEFITS

After 90 day probationary period all part-time and full-time employees and their immediate family (spouse and children 22 years old and younger) shall receive free dental care for all procedures that do not require laboratory fees. Adult children of employees over the age of 22 and their spouse and children will receive a 20% discount on dental treatment. If dental insurance pays 100% of preventative procedures—no refund will be issued. Hygienist’s adult children (over age 22) will pay 80% of all preventative fees less the amount that the hygienist gets credit for. Hygienists will not receive credit for these appointments.

In the event that laboratory fees are necessary, the employee shall be expected to pay that fee at the time of service. All unpaid lab fees will be reduced from the employee’s next paycheck after all required taxes are deducted. If employee has dental insurance, the practice will bill the insurance company for its services.

F. EXPECTATIONS AND REQUIREMENTS

1. HOURS

It is required that all employees arrive 15 minutes prior to the scheduled office hours of the day. Employees will be expected to stay until all patients are dismissed or until the employee is dismissed by the Office Manager or doctors. All employees should arrive ready to work once clocked in and should report to the morning meeting in timely matter. A repeated failure to meet these expectations will result in termination or an Employee Performance Improvement Plan.

2. PATIENT SATISFACTION

It is the goal of this office to achieve 100% patient satisfaction both clinically and through customer relations. It should be the goal of every employee to make the patient experience the best that it can be. Repeated complaints about an employee’s attitude or clinical shortfalls by patients of the practice can result in termination or in an Employee Performance Improvement Plan.

3. CONTINUING EDUCATION

A successful practice depends on the success of its employees. When the practice grows, the employees benefit. For the best care for our patients, re-education is a must for all employees. It is the expectation of Dr. Robert Pierce and Dr. Ashley Knight that the employee attend continuing education provided by the doctors. A repeated failure to meet these expectations will result in termination or an Employee Performance Improvement Plan.

4. COMPANY INFORMATION AND COMMUNICATION SYSTEM

The following policies shall apply to all employees with respect to computer and communications equipment and systems in the office. It is the responsibility of the employee to ensure that practice information and /or communication systems are used for proper business purposes.

Incidental and occasional personal use of equipment and internet access may occur but is subject to these corporation policies and should not interfere with productivity.

Prohibited uses of Corporation Information and Communication systems include:

·  Any use that could be construed to be offensive, harassing or discriminatory

·  Use to view, access, or transmit pornographic or other sexual explicit materials, images, or messages.

·  Any way that is in violation of trademark or copyright laws

·  To send messages, data, or documents that are restricted by laws or regulations

·  To spoof or snoop or attempt unauthorized access to data.

Employees may only download software having direct business use and only with explicit authorization from the doctors or office manager.

Software used by the Corporation may not be removed or copied for use at home or any other use than for proper business purposes.

5. USE OF OFFICE AND DENTAL SUPPLIES

All office supplies and clinical dental supplies are to be used for business purposes only. The printing or copying of personal documents is prohibited on corporation equipment. Any unauthorized use of supplies or removal of supplies from the office could result in termination or an Employee Performance Improvement Plan.

6. OFFICE CONTINUITY

It is the goal of the doctors to maintain a staff that loves what they do, enjoys their co-workers around them, and cares for the patients of the practice. Every employee should feel that the work place is another home and that their co-workers are extended family. It is the desire of the doctors to create a staff with longevity, integrity and experience that equals no other in the Kansas City area.

G. INFECTIOUS DISEASE

In the event an employee contracts an infectious disease (a disease which is caused by an infection and is capable of being transmitted from one person to another), it is the intent of the Corporation to strike a balance between the right of all other employees and patients to be free from risk of exposure to the infectious disease. Infectious diseases shall include but are not limited to hepatitis B and hepatitis C, Aids virus, Tuberculosis, German Measles, and Chicken Pox.

Due to the potential spread of infectious diseases, the doctors may require a Physician’s statement of health to be submitted once Dr. Robert Pierce or Dr. Ashley Knight learn that an employee has contracted an infectious disease. Each reported incident of infectious disease shall be reviewed on a case by case basis and the doctors shall determine if an employee diagnosed with an infectious disease will be allowed to continue working.