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					Policy and Procedure Manual

Day/Night

Intensive Outpatient

Outpatient
INDEX
                                                                                 PAGES
Mission, Vision & Core Values

Leadership

Table of Organization

Job Descriptions:

CEO, CFO, Clinical Director, Counselors, Compliance Officer,DirectorHuman Resources

Care, Treatment and Services

Client Schedule

Record of Care

Forms

Human Resources & Training

                                Employee Handbook

                                Drug Free Workplace

                                Mandatory Trainings

                 Infection Prevention and Control

                                Hand Washing &Hand Sanitizers

                                Universal Precautions

                                Blood Borne Pathogens

Emergency Management
    Mission, Vision& Core Values

    Mission

    Fort Lauderdale Addiction Treatment Center Leadership and Staff are committed to providingenlightened,
    compassionate treatment services, in the least restrictive environment, in which all those affected by alcoholism or
    other drug addictions may begin a new life.

    Vision

    We will become the national leader for evidenced based day/night and outpatient addiction treatment services.

    Core Values

   Honesty-                     "We are Impeccable in Our Word"
   Leadership -                 "We are Servant Leaders"
   Integrity –                  “We Walk the Walk”
   Compassion –                 “We Care”
   Citizenship –                “We Give Back”
   Openness –                   “We Listen”
Leadership

GOVERNANCE

Fort Lauderdale Addiction Treatment Centeris a for profit Limited Liability Corporation
incorporated in the State of Florida and is solelyownedandoperatedbythe two managing members;
Marc Tanner and Scott Abrams, who also serve as theCEO and the CFO respectively.Ultimate
responsibilityfortheorganization,includingtheorganizational        scope,mission,  philosophy,
andculture,                   aswellasthedesignandimplementationofethical                  and
professionalservicesandbusinesspractices,lieswiththeCEOandCFOjointly.

TheCEO and CFO carry primaryresponsibilityfor allareasofo p e r a t i o n s o f t h e f a c i l i t y
aswellastheirethicalconductandcompliancewithallapplicable                            regulations,
statutesandlaws.Aminimumofoneofthetwoownersisalwayson-
siteoron-callforconsultationbystaff,clientsand/orclients' familyasappropriatetotheissueordecision
inquestion.

Governance dutiesareformally dischargedmonthly t h r o u g h theconveningoftheExecutive
Committee.Thisisastandingcommittee             whichmeetsregularlyandonanasneeded/adhoc
basis,whichiscomposedoftheCEO,CFO, ClinicalProgram Director and Corporate Compliance
Officer.TheClinicalDirector           (and/orhis/herdesigneeasappropriate)isincludedasanon-
votingmemberofthisCommittee      forthe     expresspurposeof      servingasaliaisonbetween
theExecutiveCommittee andthe PerformanceImprovementandOversightCommittees.

TheCorporate Compliance Officerisincludedasanon-votingmemberofthisCommittee forthe
expresspurposeof servinga s a r e g u l a t o r y r e s o u r c e t o t h e c o m m i t t e e f o r
compliance with the laws,rules and regulations prom ulagetd under
Florida Statutes and DCF rules , embodied in 65D 30 and to provide
guidance in the process of attaining Joint Commission Accreditation.


Governancedeterminesthoseresponsiblefortheprovisionofcare;whichprimaryresponsibility
isthatoftheClinicalDirector        and         by        contract,       necessary        medical
services.ThetreatmentsprimarilyresponsibilityoftheClinicalDirector,theClinicalStaff,with       the
support of contracted medical services,.Supportservicesareprovidedbythe L i f e P a t h G u i d e s
andthestandardorganizationalpersonnelunderthedirectorofHuman Resources.

ThefunctionoftheExecutiveCommitteeistoguideandsustaintheorganization.Strategicand
organizationalplansaredevelopedandcommunicated                 bytheExecutiveCommittee.These
plansfocusonsettinganddeploying            theorganizationalvisionandvaluesinordertopromotean
environment          thatfosterslegalandethicalbehavior,highperformance,open-communication,
opportunities foreducation and professionaldevelopment, and staffmotivation through
recognition.
Ethicalandlegalcareandbusinesspracticesaresupportedandrequiredwithintheframework
oftheorganization'spoliciesandprocedures.Organizationalissues,policydecisions,procedural
changesandprocessrevisionsrequirepresentationto,atminimumamemberoftheExecutive
Committee,andinmostcasesarereviewedbytheExecutiveCommitteeinitsentirety.There
areinstanceswhereonememberoftheExecutiveCommitteemayapproveandimplement                       a
revisionordecisionwithintherealmofthosestatedabove,asatemporarymeasureuntilCommittee
discussioncanoccurandapprovalcanbe obtained atthe next or anadhoc executive.

TheExecutiveCommitteeanditsmembersalsoaddressissuesrelatedto              organizationaland
managementaccountability,fiscalaccountability,          communitycitizenship,andstakeholder
responsibilitiesandparticipation.TheseissuesarebroughtbeforetheCommitteeasdeemed
necessarybyaCommittee member oridentifiedandcommunicated byamember of the
organizationorthecommunityatlarge(includingclientpopulationandfamilies).

Leadershipconvenesanannualmeetingofleadership           andevaluatestheoverallperformanceof
theorganizationspecificfocusontheorganizationeffectiveperformanceofprimaryvisionand
missiongoals.

Policiesandproceduresaremonitored,reviewedandrevisedasneededonanongoingbasis
throughthediligenceoftheExecutiveCommitteeand          itscloseassociationwiththeOversight
Committee.     Additionally,anannualreview of thestatement of policiesandprocedures is
performedandpresentedbeforetheExecutiveCommittee.

Conflictofinterestisdefinedbyleadershipasanydirectorindirectbusinessornon-business
relationshipenteredintobetweentheorganizationandanyindependent             practitionerorstaff
memberthatwillhaveapotentialtoaffectthequalityofcare, treatmentorservicestoclients and/or the
safetyandsecurityofthe       clients.Anyconflicts    of      interests   that     mayexistare
disclosedandanyfinancialinterests that mayexistareavailableto clients upon request.
Leadershipreviewsonanongoingbasisboth formalandinformalbusinessrelationshipsto assure
thattheconflictsofinterestareavoidedandrecognized.

Staffmembers,clientsandtheirfamiliesmayaddress              issuesorperceivedissuesofconflictof
interestbyformallynotifyingchiefexecutiveofficer. Uponnotificationofanyperceivedconflict of
interest,thechiefexecutiveofficerwillinvestigatetheclaimtodetermineitsapplicabilityand
orveracityandwillprovideformalfeedbacktothestaffmember,clientandfamilymember
whohavemadetheclaim thattheconflictofinterestmayexist.

Ifuponinvestigation,theCEOdeterminesthatconflictofinterestdoesindeedexist,theCEO
andleadership willtakeimmediatelyactiontorectifyanysuchconflicts.

OVERSIGHTOFOPERATIONSAND
PERFORMANCEIMPROVEMENT
TheOversightCommitteeischargedwiththeoperationalimplementationoftheStrategicand
OrganizationalPlans,Policiesand Proceduresaswell asQuality Improvementplans and
evaluations.Processes
andpracticesthatsupportandaredesignedtoachieveintegrityofclinicaldecisionsaredevelopedandm
onitored                      bytheCommittee.                       Actionagendasandsupport
technology,suchascommunicationtoolsandpractices,areregularlydiscussedandreviewedby
theCommittee.

ThePerformanceImprovement Committee ischairedbytheClinicalDirector (and/or his/her
designeeasappropriate)      andcomprisedoftheCommitteeChairpersonsfrom       alloperations
committees.Thiscommittee        meets    monthly.Themembers      of    this     committee
arepersonnelattheoperationallevelthat createtheculture andmethodsthat enablestafftofulfill
theorganizationalmissionandmeetorexceedorganizationalgoalsand
customerexpectations.Eachmemberofthiscommitteeactsasaliaisontotheorganizational    areafor
whichhe/she           isresponsible,communicating     andimplementingthe     processesand
practicesdevelopedorrevisedbythecommittee.

Quality,efficacymanagementandmonitoringareaddressedatthelevelofthe                 Performance
ImprovementCommitteeand                reportedthentotheOversightCommittee.Eachmemberofthe
PerformanceImprovementCommitteeisresponsibleforthedevelopment,datacollectionand
evaluation,andreportingofresultsrelativetotheirareaofresponsibility.Asqualitymonitoring
andoutcomeevaluationsareimplementedtoreplaceorsupportprocessfeedbackloopsand            internal
auditing;they arebrought        before the committee             for discussionand approval.
Deploymentofevaluationtechnologiessupportingcontinualqualityimprovement              withineach
organizationalareaisamajorgoalofthecommittee.AllresultsarepresentedtotheOversight
CommitteefordecisionsregardingimplementationandsubmissiontotheExecutiveCommittee
fortheiraction.

The clinical director and the compliance officer shall conduct QA chart reviews on a monthly
basis to assure compliance with all medical record requirements.

MANAGEMENT

TheCEOand         CFOhavedesignatedthe          ClinicalDirector      (and/orhis/herdesigneeas
appropriate)asresponsibleforthedailyoperationsoftheagencyandimplementationofthe
programservices.TheClinicalDirector(and/or       his/herdesigneeasappropriate)     istheliaison
betweenuppermanagementandoperationaloversight.

TheCEOandCFOare responsibleforthedailyoperationsofthebusinessofFort Lauderdale Addiction
Treatment           CenterThe           scopeofauthorityoftheCEO       and         CFO
includesallbusinessandfinancialdecisionsandmayinclude
programming,serviceandURdecisionsaswellasotherareasdeemedappropriatebytheCEO
andCFO.Specifically,theCEO and CFOassuresthatinformationandsupportsystems,recruitment,
retention of personnel,physicalandfinancialassetsaresufficient      andappropriate    for   the
operationsoftheAgency.

The        chairpersons     of      all      subcommittees       -those        individuals       compnsmgthe
PerformanceImprovementandOversightcommittee-answereitherdirectlyor            horizontallytotheClinicalDirector
ortheCEO,whointurn,answerdirectlytotheCEOandCFO.Inthe                                                extended
absenceoftheClinicalDirector(and/orhis/her     designeeasappropriate),the    CEOandCFOwill        appoint     a
designee,chosenwith           considerationfor          the          ClinicalDirector          (and/orhis/her
designeeasappropriate)'srecommendation,tofulfillthedutiesoftheClinical                        Director(and/or
his/herdesigneeasappropriate).

OPERATINGBUDGET

TheCFOmeetswiththeprogram'saccountantonaregularbasistoreviewtheagency'sincome
andexpensesandtoplanfor anoperatingbudget. Theoperatingbudget isdeterminedona annual
and revised as necessary on a quarterly basis. The CFO,in counsel withthe program's
accountant,                 is              responsible                           for
monitoringthebudgettoensureitsintegrity.Furthermore,theaccountantwillsubmit   areport
astohisorherfindings to the CEO and CFO on a quarterly basis and annually year end.
TheCFOreportsfinancialfindingsonaregularongoing basis.

ORGANIZATIONALPLANNING
TheExecutiveCommittee,inparticular,theCEOandPresidentareresponsiblefororganizational
planning.Thecommitteemeetsonamonthlybasistodeterminethelongandshort-term       goals     of
theagency.Planningactivitiestake placewithin the framework and the focus of the
organizationalvisionandmission.Inkeepingwiththeorganizationalmission    and     vision,Fort
Lauderdale Addiction Treatment Center is continually researchingnew and cutting edge
treatment modalitiesandtechnologies.

Organizational     andstrategicplansarecodifiedintheExecutiveCommittee  minutes             and
communicatedthroughtheCEOandClinicalDirector(and/orhis/herdesigneeasappropriate)
totheorganizationalprocessesandpoliciesasrelevant.


PROGRAMLICENSURE

TheDepartmentofChildrenandFamilieslicensestheFort Lauderdale Addiction Treatment
Programon anannualbasis.         Theagencyparticipatesannuallywiththe audit of the
programbythe DepartmentofChildren andFamilies.The F o r t L a u d e r d a l e A d d i c t i o n
T r e a t m e n t Program isseeking    licensureas    a     substance       abuse/substance
dependencyday/night,intensive out patient and outpatient treatmentcenterforservices.

The Fort Lauderdale Addiction Treatment ProgramisinfullaccordancewiththecityofF o r t
L a u d e r d a l e ,Floridalocalzoninglawsandregulations.
PROGRAM POLICYANDPROCEDURES

The Executive Committeeand its individual members are ultimately responsible for the
existence,relevanceandauthenticityofthe treatmentservicesprovidedbythe agency.    The
valuesandtheactivitiestosupport     themarecontainedwithinthePolicyandProcedureManual.
TheExecutive Committeereviews andapproves thecontentsandappendices of,aswell as
addendumsto,thePolicyandProceduresManualoftheagencybeforeimplementation.

TheClinicalDirector, actingasliaisonbetweengovernanceandmanagement, communicates
changes, revisions and other appropriateinformation to the Performance Improvementand
Oversight        Committeemembers.Under            the       authorityof       theExecutive
Committee,theCEOandClinicalDirector         (and/orhis/herdesigneeasappropriate)overseesthe
implementationandtheevaluation          ofchangestopoliciesandproceduresmadeattheExecutive
Committeemeeting. The operationalimplementationof ExecutiveCommitteedecisions is
performedatthe levelofthePerformance ImprovementandOversightCommitteemembers
who,withtheCEOandClinicalDirector (and/orhis/her designeeasappropriate),translatethe
policyintoactionatthelevelof serviceproduction.

COMMUNICATION

Inter-departmentalcommunicationoccursmostformallythroughthecommitteestructureand
via      written      communications(e.g.,meetingminutesandstaff       memorandums).
Informally,interdepartmentalcommunicationoccursvia organizational functions, ad hoc
meetings, interofficeemailandgeneralconversationsreflectingorganizationalconsciousness.


Withinanydepartment,there arelinesofauthorityandeachstaffmemberisdirectedtothese lines
asthe primarymeans of communicatingconcerns and issues. All staff isdirectedto
communicatetheir concernsandsuggestionstotheir immediatesupervisor. Whennecessary,
theCEOand/orPresident will meet withastaff membertodiscusshisorherconcerns. Staff
grievance policies and procedures are set forthclearly inthe Employee Handbook.

Atthe ExecutiveCommitteemeeting,appropriatestaff's concerns voicedthroughthe linesof
authorityorcommunicateddirectlytomanagementand/orgovernanceareaddressed.

An      "allstaff''assemblyisheldatleasttwiceayearwhereinagaingovernance   andmanagement
solicitconcernsorotherinformationasthestaffseesfittopresent.

TheCEOandPresident havean'open door'policy not onlywithclients andtheir families (as
appropriate),butalsowithstafftosupporttheirsenseofprofessionalandpersonalwell-being.
TheHumanResourceDepartmentdevelopsandimplements           anumberofservicesandbenefits
tosupportstaff members.Communicationisthecornerstoneofthe organizational cultureatFort
Lauderdale Addiction Treatment Centerandis thefoundationonwhichgrowthanddevelopment-
organizationally,personallyand p rofessionally-arebuilt.




ORGANIZATIONALCHART


Job Descriptions



EMPLOYEE NAME:              ________EFFECTIVE DATE:                    /                 /_______
POSITION TITLE: CEO

STATUS:                Salaried

SUPERVISED BY:         Partner(s)



GENERAL STATEMENT: The CEO is responsible for planning, directing, coordinating and co-controlling the
daily operations of the organization. He/She exercises leadership responsibility the daily operations of all
treatments programs. The CEO directs the development and implementation of the facilities policies and procedures
and approves system wide standards. Co-responsible with the CFO for all aspects of daily operation of the
organization; including but not limited to hiring and firing of employees, determination of employees’
compensation packages, establishing salary guidelines and staffing patterns within approved budgets and pursuant
to regulatory oversight. This individual is also directly responsible for supporting the facilities performance
improvement efforts and for complying with all laws, rules and regulation governing the operation of an Adult
Substance Abuse Treatment Program.

QUALIFICATIONS: The elements listed in this section are representative of the education, experience and
competencies required for an individual to perform the duties of the position. This section is not all-inclusive.
There may be other elements and this section is subject to change to meet the needs of the organization. To
perform this job satisfactorily, an individual must be able to perform each essential duty, and comply with each
work habit satisfactorily. Reasonable accommodation may be made to enable individuals with disabilities to
perform the essential functions of the job.

[NOTE: The level and scope of the following knowledge and abilities are related to the duties listed under the
“Essential Duties” section of this job description.]

        1. Familiarity with all executive operations of an ongoing business.
        2. Thorough knowledge of all laws, rules and regulations governing the licensed operation of Substance
           Abuse Treatment Programs.
        3. Liaison capacity with community resources and continuum of care options.
        4. Capacity to lead and direct the organization.
        5. Ability to effectively liaison with licensing and other regulatory agencies.
        6. Holds Bachelors or Advanced degree from an accredited institution of higher education.


REQUIRED TRAINING:

   1.   HIV/AIDS Training within six months of hire.
   2.   C.P.R. Training within six months of hire.
   3.   Confidentiality training within one month of hire.
   4.   Verbal De-escalation within three months of hire
   5.   Domestic Violence within three months of hire
   6.   Annual education training updates in Environment of Care, Infection Control and Performance
        Improvement.
ESSENTIAL DUTIES:



            1. Regularly oversees the day to day operations.

            2. Routinely meets with program managers.

            3. Actively solicits client feedback.

            4. Meets with clients to resolve complaints.

            5. Professionally interacts with regulatory agencies.

            6. Serves as the programs primary media contact.



WORK HABITS:



            1. Consistently maintains confidentiality regarding personnel, financial, administrative and
               Client’s medical records.

            2. Assumes personal responsibility for compliance with applicable infection control guidelines
            by following standard universal precautions at all times.

            3. Complies with fire and safety standards on a daily basis.

            4. Work cooperatively and enthusiastically with others and respond appropriately in
               Inter personal situations.

            5. Consistently demonstrate good telephone etiquette and courtesy.

            6. Report for duty on time and adhere to identified work schedule; notify supervisor of
            needed changes in schedule.

            7. Be punctual in attendance for all required meetings and appointments.

            8. Avoid excessive absenteeism and provide proper notification for absence per Fort Lauderdale
               Addiction Treatment Center policy.
            9. Consistently demonstrate good grooming and observance of Center dress code.

            10. Consistently abide by Fort Lauderdale Addiction Treatment Center, LLC Personnel Policies
                   and Procedures.
            11. Consistently comply with incident reporting policies and procedures.
                   12. Incorporates feedback from staff and uses it to improve performance.




y signing my name below I am acknowledging that I have received my job description/performance evaluation and
that I understand that I am expected to perform these ESSENTIAL DUTIES in a satisfactory manner. I understand
that my work habits are expected to mirror those outlined under the WORK HABITS section. I further understand
that this job description is not meant to be an exhaustive list of all duties that will be required of me but rather is an
outline of the duties which will I will most likely perform on a daily basis. I understand that I will be evaluated
based on my performance of these duties and work habits listed in the job description.



Employee Signature



____/___________________________________

Date




EMPLOYEE NAME:

EFFECTIVE DATE:                           /                 /



POSITION TITLE: CFO

STATUS:                 Salaried
SUPERVISED BY:            Partner(s)



GENERAL STATEMENT: The CFO is responsible for planning, directing, coordinating and co-controlling the
daily operations of the organization. He/She exercises the responsibility for the preparation of all budgets and
budget reporting; including monitoring all expenditures. The CFO directs the development of the facilities financial
policies and procedures and approves standards. Co-responsible with the CEO for all aspects of daily operation of
the organization; including but not limited to hiring and firing of employees, determination of employees’
compensation packages, establishing salary guidelines and staffing patterns within approved budgets and pursuant
to regulatory oversight. This individual is also directly responsible for approving all expense reports and
authorizing capital expenditures and improvements.

       QUALIFICATIONS: The elements listed in this section are representative of the education, experience
and competencies required for an individual to perform the duties of the position. This section is not all-inclusive.
There may be other elements and this section is subject to change to meet the needs of the organization. To
perform this job satisfactorily, an individual must be able to perform each essential duty, and comply with each
work habit satisfactorily. Reasonable accommodation may be made to enable individuals with disabilities to
perform the essential functions of the job.

[NOTE: The level and scope of the following knowledge and abilities are related to the duties listed under the
“Essential Duties” section of this job description.]



         7.    Familiarity with all financial operations of an ongoing business.
         8.    Professional knowledge of all fiduciary responsibilities, laws, rules and regulations.
         9.    Liaison capacity with community financial institutions.
         10.   Capacity to understand and administer budgets and other financial matters.
         11.   Ability to liaison with supportive corporate and financial partners.
         12.   Holds an advanced degree from an accredited institution of higher education.




REQUIRED TRAINING:



    1.   HIV/AIDS Training within six months of hire.
    2.   C.P.R. Training within six months of hire.
    3.   Confidentiality training within one month of hire.
    4.   Verbal De-escalation within three months of hire
    5.   Domestic Violence within three months of hire
    6.   Annual education training updates in Environment of Care, Infection Control and Performance
         Improvement.
ESSENTIAL DUTIES:


            7. Regularly constructs operations budget.

            8. Routinely manages day-to-day operations.

            9. Continually oversees budget/expenses.

            10. Directly oversees costs and revenues and constructs P&L statements.

            11. Professionally manages bank accounts.

            12. Approves and monitors all Payroll functions.



WORK HABITS:



            13. Consistently maintains confidentiality regarding personnel, financial, administrative and
                Client’s medical records.

            14. Assumes personal responsibility for compliance with applicable infection control guidelines
            by following standard universal precautions at all times.

            15. Complies with fire and safety standards on a daily basis.

            16. Work cooperatively and enthusiastically with others and respond appropriately in
                Inter personal situations.

            17. Consistently demonstrate good telephone etiquette and courtesy.

            18. Report for duty on time and adhere to identified work schedule; notify supervisor of
            needed changes in schedule.

            19. Be punctual in attendance for all required meetings and appointments.

            20. Avoid excessive absenteeism and provide proper notification for absence per Fort Lauderdale
                   Addiction Treatment Center policy.
            21. Consistently demonstrate good grooming and observance of Center dress code.

            22. Consistently abide by Fort Lauderdale Addiction Treatment Center, LLC Personnel Policies
                   and Procedures.
            23. Consistently comply with incident reporting policies and procedures.

            24. Incorporates feedback from staff and uses it to improve performance.
By signing my name below I am acknowledging that I have received my job description/performance evaluation
and that I understand that I am expected to perform these ESSENTIAL DUTIES in a satisfactory manner. I
understand that my work habits are expected to mirror those outlined under the WORK HABITS section. I further
understand that this job description is not meant to be an exhaustive list of all duties that will be required of me but
rather is an outline of the duties which will I will most likely perform on a daily basis. I understand that I will be
evaluated based on my performance of these duties and work habits listed in the job description.




___________________________________________

Employee Signature

    ____/___________________________________ Date




Contracted Medical Services

Scope

Regulatory Requirements:

       Licensed to practice medicine in the State of Florida

       Performs Medical and Psychiatric diagnosis and interventions within the scope of practice of his or her
        medical license.

       Eligible or certified by the American Board of Psychiatry.
         Completion of approved residency in General Psychiatry.



Language Skills:

         Ability to communicate effectively in English, both verbally and in writing.

         Excellent interpersonal skills.

         Excellent writing and presentation skills.

         Additional languages preferred.



Skills:

         Demonstrates leadership abilities.

         Able to work under stressful situations.

         Basic computer knowledge



I have received, read and understand the Scope of Contracted Services



Signature______________________________

Date Signed _________________



NAME:

EFFECTIVE DATE:                             /              /



POSITION TITLE: Case Manager

STATUS:                   Salaried, Non-Exempt
SUPERVISED BY:          Clinical Director



GENERAL STATEMENT: The Case Manager (CM) is responsible for assisting adult individuals (ages 18 and
older), with the fulfillment treatment goals and objectives and coordinating contacts and services to assist the client
in following their discharge treatment plan after successful completion. The case Manager is also responsible for
acting as a legal liaison between the courts and/or probation officers and the client. The CM is tasked with
improving the clients’ overall quality of life. Services are provided in a manner that promotes client growth and
skill acquisition necessary to meet goals. The CM is also responsible for the maintenance of the client record and
for all documentation required, pursuant to DCF, regulations and Fort Lauderdale Addiction Treatment Center,
LLC policies.

QUALIFICATIONS: The elements listed in this section are representative of the education, experience and
competencies required for an individual to perform the duties of the position. This section is not all-inclusive.
There may be other elements and this section is subject to change to meet the needs of the organization. To
perform this job satisfactorily, an individual must be able to perform each essential duty, and comply with each
work habit satisfactorily. Reasonable accommodation may be made to enable individuals with disabilities to
perform the essential functions of the job.

[NOTE: The level and scope of the following knowledge and abilities are related to the duties listed under the
“Essential Duties” section of this job description.]

   1.    Bachelors Degree
   2.    Knowledgeable about the court system and legal issues.
   3.    Two (2) years mental health or substance abuse direct care experience.
   4.    Current safe driving record acceptable to Fort Lauderdale Addiction Treatment Center, LLCinsurance
         carrier.
   5.    Reliable transportation.
   6.    Knowledge of community resources.
   7.    Good verbal and written communication skills.
   8.    Availability and willingness to accept flexible work schedule (day, evening, weekend, and on call).
   9.    Ability to stand, sit, stoop, bend and lift up to 50 lbs. without restriction.
   10.   Commitment to empowerment of the needs and rights of people with issues related to addiction and dual
         diagnosis.


REQUIRED TRAINING:

    1.   HIV/AIDS Training within six months of hire.
    2.   C.P.R. Training within six months of hire.
    3.   Confidentiality training within one month of hire.
    4.   Verbal De-escalation within three months of hire
    5.   Domestic Violence within three months of hire
    6.   Annual education training updates in Environment of Care, Infection Control and Performance
         Improvement.
ESSENTIAL DUTIES:



     1.    Consistently maintain a flexible schedule of day, evening and weekend hours of work as necessary
           to meet client needs in order to perform On-Call responsibilities after hours, weekends, and holidays
           as assigned by the supervisor

     2.    Professionally facilitate services for clients that promote their skill level attainment and integration
           in the community.

     3.    Routinely obtain information from family members, previous treatment providers to obtain a
           complete picture of the client and document these interactions as well as regular conferences and
           telephone calls to other professionals working with the clients.

     4.    Consistently address the needs of the client through direct service or referrals; housing,
           transportation, medical services, mental health services, social/recreational and spiritual; assist
           clients in obtaining benefits, including follow through with courts and probation officers, obtaining
           replacement documents such as driver licenses, social security cards, passports etc.; and provide
           advocacy, linkage/brokerage and direction on utilization of community resource and services to
           clients as is appropriate.

     5.    Regularly submit Case Management progress notes on a weekly basis or as indicated by the
           supervisor.

     6.    Professionally maintain positive relationships with clients that encourage empowerment and
           independence and that are built on respect for each person’s right to self-determination.

     7.    Confidentially maintain communication about clients with supervisor and other clinical staff as is
           appropriate.

     8.    Conscientiously maintain current knowledge of all Fort Lauderdale Addiction Treatment Center,
           LLCprograms and support clients’ involvement in all programs.

     9.    Diligently ensure that all Case Management documentation in the clinical record are current, legible,
           and address goals on the service plan/treatment plan and indicate attention to the duration of the
           service.

     10.   Regularly facilitate team discussions to review clients’ progress being made toward goals.

     11.   Routinely attend all program and staff meetings as scheduled.

     12.   Effectively function as a team member.

     13.   Timely completion of all required training programs within stated time frames.
       14.    Consistently maintain personal vehicle in safe, dependable working order.

       15.    Consistently practices infection control hygienic procedures.



NOTE: The physical demands described here are representative of those that must be met by an employee to
successfully perform the essential functions of this position.

WORK HABITS:



                 25. Consistently maintains confidentiality regarding personnel, financial, administrative and
                     Client’s medical records.

                 26. Assumes personal responsibility for compliance with applicable infection control guidelines
                 by following standard universal precautions at all times.

                 27. Complies with fire and safety standards on a daily basis.

                 28. Work cooperatively and enthusiastically with others and respond appropriately in
                     Inter personal situations.

                 29. Consistently demonstrate good telephone etiquette and courtesy.

                 30. Report for duty on time and adhere to identified work schedule; notify supervisor of
                 needed changes in schedule.

                 31. Be punctual in attendance for all required meetings and appointments.

                 32. Avoid excessive absenteeism and provide proper notification for absence per Fort Lauderdale
                        Addiction Treatment Center, LLC policy.
                 33. Consistently demonstrate good grooming and observance of Center dress code.

                 34. Consistently abide by Fort Lauderdale Addiction Treatment Center, LLCPersonnel Policies
                        and Procedures.
                 35. Consistently comply with incident reporting policies and procedures.

                 36. Incorporate feedback from supervisor and use it to improve performance.




By signing my name below I am acknowledging that I have received my job description and that I understand that I
am expected to perform these ESSENTIAL DUTIES in a satisfactory manner. I understand that my work habits are
expected to mirror those outlined under the WORK HABITS section. I further understand that this job description
is not meant to be an exhaustive list of all duties that will be required of me but rather is an outline of the duties
which will I will most likely perform on a daily basis. I understand that I will be evaluated based on my
performance of these duties and work habits listed in the job description.



Employee Signature                                                                 Date




NAME:                                                                              _

EFFECTIVE DATE:                          /                /____________________



POSITION TITLE: Clinical Director
STATUS:                 Salaried

SUPERVISED BY:          Owner(s)



GENERAL STATEMENT: The Clinical Director is responsible for coordinating, facilitating and supervising
the provision of services to clients seeking drug rehabilitation/addiction treatment at Fort Lauderdale Addiction
Treatment Center. The Clinical Director will coordinate the services of the clinical team members in order to
maximize the potential positive impact of the program and to support the attainment of organizational and personal
treatment goals.

QUALIFICATIONS: The elements listed in this section are representative of the education, experience and
competencies required for an individual to perform the duties of the position. This section is not all-inclusive.
There may be other elements and this section is subject to change to meet the needs of the organization. To
perform this job satisfactorily, an individual must be able to perform each essential duty, and comply with each
work habit satisfactorily. Reasonable accommodation may be made to enable individuals with disabilities to
perform the essential functions of the job.

[NOTE: The level and scope of the following knowledge and abilities are related to the duties listed under the
“Essential Duties” section of this job description.]

   1.    Bachelor's degree with major in human services related field.
   2.    Licensed Clinical Social Worker or Licensed Mental Health Counselor
   3.    Two years of experience in addiction treatment industry or related internship(s).
   4.    Class "D" Florida Driver's license and safe driving record acceptable to Fort Lauderdale Addiction
         Treatment Center, LLCinsurance carrier.
   5.    Good written and oral communication skills.
   6.    Availability and willingness to accept flexible workday, and be available on weekends and evenings.
   7.    Proven ability to supervise and positively motivate employees to reach their potential as well as ensuring
         productivity and compliance with Fort Lauderdale Addiction Treatment Center, LLC policies and
         procedures.
   8.    Ability to function as part of an interdisciplinary team within the programs of Fort Lauderdale Addiction
         Treatment Center, LLC .
   9.    Ability to represent Fort Lauderdale Addiction Treatment Center, LLC at community meetings and do
         presentations with knowledge of all Fort Lauderdale Addiction Treatment Center, LLC programs,
         communication skills and ability to effectively network.


REQUIRED TRAINING:

    1.   HIV/AIDS Training within six months of hire.
    2.   C.P.R. Training within six months of hire.
    3.   Confidentiality training within one month of hire.
    4.   Verbal De-escalation within three months of hire
    5.   Domestic Violence within three months of hire
    6.   Annual education training updates in Environment of Care, Infection Control and Performance
         Improvement.
ESSENTIAL DUTIES:


            13. Routinely ensure coverage with own schedule and that of the treatment team members
                   including providing coverage as needed and/or in emergency situations.
            14. Regularly attend and facilitate the effectiveness of weekly team meetings.

            15. Appropriately submit reports to personnel including but not limited to requisitions, new hire
                    paperwork, evaluations and leave forms by due dates.
            16. Diligently ensure that all staff receive all required training; support attendance by staff to
                    optional training; ensure that personnel receives required documentation for training.
            17. Routinely monitor the quality of record keeping with emphasis on communication
                    effectiveness.
            18. Routinely review all required paperwork of treatment team staff, including but not limited to
                    daily logs of activities to ensure accuracy, productivity and regulatory compliance.
            19. Directly supervise milieu staff as part of the management team.

            20. Consistently facilitate communication and positive working relationships within milieu.

            21. Consistently maintain 24 hour availability.

            22. Consistently maintain transportation appropriate to the position.

            23. Professionally facilitate conflict resolution within staff, clients and between staff and clients.

            24. Consistently practices infection control hygienic procedures.

            25. Consistently takes responsibility for and ensures that time sheets and payroll information for
                   staff under his/her direction is complete, correct and submitted on-time


WORK HABITS:



            37. Consistently maintains confidentiality regarding personnel, financial, administrative and
                Client’s medical records.

            38. Assumes personal responsibility for compliance with applicable infection control guidelines
            by following standard universal precautions at all times.

            39. Complies with fire and safety standards on a daily basis.

            40. Work cooperatively and enthusiastically with others and respond appropriately in
                Inter personal situations.

            41. Consistently demonstrate good telephone etiquette and courtesy.
                  42. Report for duty on time and adhere to identified work schedule; notify supervisor of
                  needed changes in schedule.

                  43. Be punctual in attendance for all required meetings and appointments.

                  44. Avoid excessive absenteeism and provide proper notification for absence per Fort Lauderdale
                         Addiction Treatment Center, LLC policy..
                  45. Consistently demonstrate good grooming and observance of Center dress code.

                  46. Consistently abide by Fort Lauderdale Addiction Treatment Center, LLCPersonnel Policies
                         and Procedures.
                  47. Consistently comply with incident reporting policies and procedures.

                  48. Incorporate feedback from supervisor and use it to improve performance.




By signing my name below I am acknowledging that I have received my job description and that I understand that I
am expected to perform these ESSENTIAL DUTIES in a satisfactory manner. I understand that my work habits are
expected to mirror those outlined under the WORK HABITS section. I further understand that this job description
is not meant to be an exhaustive list of all duties that will be required of me but rather is an outline of the duties
which will I will most likely perform on a daily basis. I understand that I will be evaluated based on my
performance of these duties and work habits listed in the job description.




___________________________________________                         _______________________________________
             Employee Signature                                                  Date




NAME:

EFFECTIVE DATE:                          /                /



POSITION TITLE: Human Resources Director

STATUS:                 Non-Exempt
SUPERVISED BY:          CEO



GENERAL STATEMENT: The function of Human Resources Director is to maintain smooth operations of the
Human Resources Department by completing all necessary new hire paper work, data entry and screening for new
hires as well as keeping track of training, employee evaluations, licensure updates for all active employees This
position is classified as Category III in the Exposure Control Plan and involves no exposure to blood borne
pathogens.

QUALIFICATIONS: The elements listed in this section are representative of the education, experience and
competencies required for an individual to perform the duties of the position. This section is not all-inclusive.
There may be other elements and this section is subject to change to meet the needs of the organization. To perform
this job satisfactorily, an individual must be able to perform each essential duty, and comply with each work habit
satisfactorily. Reasonable accommodation may be made to enable individuals with disabilities to perform the
essential functions of the job.

[NOTE: The level and scope of the following knowledge and abilities are related to the duties listed under the
“Essential Duties” section of this job description.]

    1.   Bachelors degree Masters preferred in Human Resources
    2.   Minimum 4 years experience in Human Resources field
    3.   Familiarity with administrative functioning of a substance abuse treatment organization.
    4.   Knowledge of computers and other modern office machines. Literacy in Word and Excel required.
    5.   Excellent organizational skills and abilityto work independently and with minimal supervision.
    6.   Excellent command of the English language, including spelling, and grammar.
    7.   Cheerful disposition with the ability to be flexible.
    8.   Must be a team player
    9.   Physical ability to lift up to 20 lbs., stand or sit for long periods of time, stoop, bend, or reach without
         restrictions.


REQUIRED TRAINING:

    1.   HIV/AIDS Training within six months of hire.
    2.   C.P.R. Training within six months of hire.
    3.   Confidentiality training within one month of hire.
    4.   Verbal De-escalation within three months of hire
    5.   Domestic Violence within three months of hire
    6.   Annual education training updates in Environment of Care, Infection Control and Performance
         Improvement.



ESSENTIAL DUTIES:
                1. Responsibly ensures that all new hire paper work completed

                2. Carefully enters & reviews employee information in HR data collection system

                3. Consistently faxes and/or mails Mirabilis new hire packets immediately upon hiring.

                4. Diligently faxes any payroll changes and updates the Accounting Department.

                5. Regularly types employee memos regarding all personnel changes.

                6. Regularly types correspondence reports, manuals and other materials.

                7. Consistently generates HR reports to leadership.

                8. Routinely generates and distribute reports indicating performance evaluations that are due to
                   supervisors.
                9. Conscientiously responds to requests for verification of employment.

                10. Responsibly maintains up-to-date personnel files including completion and updating of
                    electronic HR files, I-9 /licensure et.al
                11. Professionally provides assistance with requests from staff that relate to Human Resources.

                12. Routinely performs all tasks within their capability as requested by supervisor.



NOTE: The physical demands described here are representative of those that must be met by an employee to
Successfully perform the essential functions of this position.



WORK HABITS:



                49. Consistently maintains confidentiality regarding personnel, financial, administrative and
                    Client’s medical records.

                50. Assumes personal responsibility for compliance with applicable infection control guidelines
                by following standard universal precautions at all times.

                51. Complies with fire and safety standards on a daily basis.

                52. Work cooperatively and enthusiastically with others and respond appropriately in
                    Inter personal situations.

                53. Consistently demonstrate good telephone etiquette and courtesy.
                  54. Report for duty on time and adhere to identified work schedule; notify supervisor of
                  needed changes in schedule.

                  55. Be punctual in attendance for all required meetings and appointments.

                  56. Avoid excessive absenteeism and provide proper notification for absence per Fort Lauderdale
                         Addiction Treatment Center, LLCpolicy.
                  57. Consistently demonstrate good grooming and observance of Center dress code.

                  58. Consistently abide by Fort Lauderdale Addiction Treatment Center, LLCPersonnel Policies
                         and Procedures.
                  59. Consistently comply with incident reporting policies and procedures.

                  60. Incorporate feedback from supervisor and use it to improve performance.



By signing my name below I am acknowledging that I have received my job description and that I understand that I
am expected to perform these ESSENTIAL DUTIES in a satisfactory manner. I understand that my work habits are
expected to mirror those outlined under the WORK HABITS section. I further understand that this job description
is not meant to be an exhaustive list of all duties that will be required of me but rather is an outline of the duties
which will I will most likely perform on a daily basis. I understand that I will be evaluated based on my
performance of these duties and work habits listed in the job description.




___________________________________________                 _______________________________________

Employee Signature                                                  Date




 Care, Treatment and Services


        The goal of Fort Lauderdale Addiction Treatment Center, LLC is to provide adults over the age of 18 with
comprehensive and integrative care in the least restrictive settings of day night and intensive outpatient and
outpatient treatment. The program is specifically designed to be modular and flexible. Clients in day night may
attend only during the day only during the night or any combination thereof. Likewise, clients in the intensive
outpatient program can attend in a similar fashion.
        It is anticipated that our clients will come from local catchment area. It is anticipated that referrals to the
program will come from selected professionals and specifically those licensed to practice law in the State of
Florida. Also, it is anticipated that professionals who are required to complete a lawyer’s assistance program
protocol will likewise be candidate for our programs.
        The program utilizes both twelve step and alternative twelve step models of treatment. Our underlying
philosophy of treatment is that the use of drugs and alcohol and/or alcohol is but symptomatic of underlying
unresolved personal, interpersonal, emotional and life path issues. By introducing the client to structured
contemplation, meditation practices, realistic goal setting, relapse inner dialogues and non verbal therapies that the
underlying issues may be addressed and that the clients maintaining recovery will be strengthened and enhanced.
        Day night treatment program is designed to be a minimum of thirty days in length with a minimum
requirement of fifteen hours per week in treatment; both group and individual therapy. While not required by the
level of our license, Ft. Lauderdale Addiction Treatment Center has contracted medical services to provide both
psychiatric evaluations and health and physicals for all clients to be completed within seven days admission to the
day night of intensive outpatient program.
        The purpose of the psychiatric evaluation and H & P is keeping with best practices and in anticipation of
our seeking accreditation from the Joint Commission.
  Monday                 Tuesday                 Wednesday           Thursday             Friday               Saturday



 Mindful Awakening       Mindful Awakening       Mindful             Mindful              Mindful Awakening Mindful
                                                 Awakening           Awakening                                Awakening
 Group, Verbal and       Group, Verbal and                           Group, Verbal and    Group, Verbal and
                         nonverbal Therapies     Group, Verbal       nonverbal            nonverbal Therapies Group, Verbal
 Break
 nonverbal Therapies     Break                   Break               Break                Break                Break
                                                 and nonverbal       Therapies                                and nonverbal
 Primary Process         Primary Process         Primary Process     Primary Process      Primary Process      Primary Process
                                                 Therapies                                                    Therapies
0 Group
  Break                  Group
                         Break                   Group
                                                 Break               Group
                                                                     Break                Group
                                                                                          Break                Group
                                                                                                               Break

0 Problem Solving and    Disease Models of       Communication       Relapse              Intentional        Functional &
                         Addiction:              Skills and          Prevention-          Recovery; Creating
 Goal Setting Group      Physiology,             Relationships       Warning Signs,       the Recovery Self  Dysfunctional
                         Neurochemistry,         Group               Triggers, Inner      Group              Family
 Individual Counseling   Individual Counseling
                         Brainwave Distortion    Individual CounselingIndividualGroup
                                                                     Dialogues             Individual         Individual
 Primary Process         Primary Process         Primary Process     Primary Process
                                                                     Counseling           Primary Process
                                                                                          Counseling         Dynamics
                                                                                                              Counseling
                         Group
 Group                   Group                   Group              Group                 Group                Group
 Break                   Break                   Break              Break                 Break

 Mindful Awakening       Mindful Awakening       Mindful Awakening Mindful Awakening Mindful Awakening

 Group, Verbal and       Group, Verbal and       Group, Verbal and Group, Verbal and Group, Verbal and
                                                 nonverbal Therapies nonverbal Therapies nonverbal Therapies
 nonverbal Therapies     nonverbal Therapies
 Break                   Break                   Break               Break                Break

 Problem Solving and     Disease Models of       Communication     Relapse               Intentional
                         Addiction:              Skills and        Prevention-           Recovery;
 Goal Setting Group      Physiology,             Relationships
                         Neurochemistry,         Group             Warning Signs,        Creating the
                         Brainwave Distortion                      Triggers,             Recovery
                         Group                                     Inner Dialogues       Self Group
                                                                   Group
Your Expectations and Treatment Needs



As you enter treatment, what are your initial expectations regarding the treatment you will receive and what
outcomes do you wish to achieve?

____________________________________________________________________________________________
_______________________________________________________________________________


Are there any specific and/or individual treatment needs you would like to address while you are in treatment?

____________________________________________________________________________________________
_______________________________________________________________________________



On the following scale how would you rate our early performance in meeting your initial expectations and
treatment needs?



Very Poor          Poor                OK                 Good                Very Good           Exceptional




.
                                 YOUR LEGAL AND HUMAN RIGHTS

                                          (Patient’s Bill of Rights)



1.    You have the right to impartial access to treatment, regardless of race, religion, sex, ethnicity, age or
      handicap.
2.    You have the right to the provision of adequate and humane services, regardless of the sources of financial
      support.
3.    You have the right to the provision of an adequate number of competent, qualified and experienced,
      professional clinical staff to supervise and implement the treatment plan.
4.    You have the right to have your cultural, spiritual and personal values and beliefs to be respected at all
      times. You have the right to be treated with dignity and respect, i.e. as a person who has individual needs,
      feelings, preferences and requirements.
5.    You have the right to privacy in your treatment, in your care and in the fulfillment of your personal needs
      within the constraints of the treatment plan.
6.    You have the right to be fully informed of all services to you at Fort Lauderdale Addiction Treatment
      Center and of any charges for those services.
7.    You have the right to be fully informed, in a language you understand, of your rights as a client and of all
      the rules and regulations governing your conduct as a client in the facility. Those rules are included in this
      Client’s Information Handbook.
8.    You have the right to manage your personal and financial affairs. If you desire assistance, the staff will
      arrange appropriate assistance for you.( Counselor Approval )
9.    You have the right to know about your physical condition, unless your physician for medical reasons
      chooses not to inform you and so indicates in your medical records. You and your therapist formulate
      your treatment, with input from the therapy team. This treatment plan is reviewed weekly at the clinical
      staffing session.
10.   You have the right to receive information necessary to give informed consent prior to the start of any
      procedure and/or treatment.
11.   You have the right to refuse treatment to the extent permitted by law and to be informed of the
      consequences of this right.
12.   You have the right to continuity of care. You will not be discharged or transferred except for medical
      reasons, for your personal welfare or for the welfare of others. Should your transfer or discharge become
      necessary, you will be given reasonable advance notice, unless an emergency arises or your discharge is
      based on violent behavior. (See Client Rules and Regulations for more information.)
13.   You have the right to voice opinions, recommendations and grievances in relation to policies and services
      offered by this facility without fear of interference, discrimination or reprisal. (See Client Grievance
      Procedure for more information.)
14.   You have the right to confidential treatment of your personal and medical history and recovery. Information
      from these sources will not be released without your prior consent, except in your transfer to another
      health care facility or as required by law or their party payment contracts.
15.   You have the right to refuse to perform any service for the facility or for other clients unless they are a
      part of your therapeutic plan or treatment, which you have approved.
16.   You have the right to the use of your personal clothing and belongings, as space permits, unless to do so
      would infringe upon the rights and safety of others or be contrary to your written plan of treatment.
17.   You have the right to participate in the activities of social, religious and community groups of your
      choice, and the gym unless your physician, for medical reasons, considers such activities contrary to your
      welfare and so indicates in your medical records.
18.   You have the choice of persons with whom you associate and communicate, publicly and privately,
      unless your physician feels some or all such associations are detrimental to your welfare and indicate so in
      your medical records after your initial stabilization period, which is approximately two weeks.
19.   You have the right to have visits for immediate family members, spouse, clergy and others, unless it is
      determined harmful to treatment. Suitable areas are provided for you to visit in private.
20.   You have the right to reasonable access to a telephone to conduct private communications. You have the
      right to both make and receive telephone calls within the constraints of the telephone schedule, unless
      clinically contradicted.
21.   You have the right to send and receive mail without hindrance.
22.   You have the right to be informed in advance of any visitors and the right to privacy if you do not wish to
      see visitors or to participate in activities while visitors are present.
23.   Each client has the right to request the opinion of the consultant at his/her expense or to request an in-
      house review of the individual treatment plan.
Confidentiality…


In accordance with federal law and regulation, Holistic Counseling is committed to protecting the confidentiality of
your records. A summary of the law is outlined below:




   The confidentially of Alcohol and drug abuse patient records maintained by this program is protected by
   Federal Law and Regulations. Generally, the program may not say to a person outside the program that a
    person attends the program or disclose any information identifying a client is an Alcohol or drug abuser
                                                    unless:

                                              The client consents in writing
                                      The disclosure is allowed by court order; or
             The disclosure is made to medical personnel in a medical emergency or to qualified personnel
                                       for research, audit, or program evaluation.


     Any violation of the Federal Law and Regulations is a crime. Suspected violations may be reported to
                         appropriate authorities in accordance with Federal regulations.



       Federal Law and Regulations do not protect any information about a crime committed either at the
        program or against any person who works for the program or any threat to commit such a crime.



    Federal Law and Regulations do not protect any information about suspected child abuse or neglect from
       being reported under Stat law to appropriate State or local authorities (See 42.U.S.C. 290dd-3 and
                42.U.S.C. 290ee-3 for Federal laws and 42 CFR Part 2 for Federal Regulations).
         CLIENTS PRIVACY
              HIPAA


YOUR PRIVACY IS INPORTANT.
  CLIENTS ARE PROHIBITED
 FROM TAKING PICTURES OR
  VIDEO RECORDING OTHER
 CLIENTS WITH OR WITHOUT
     THEIR PERMISSION.


   HELP US PROTECT YOUR
   PRIVACY. REPORT ANY
VIOLATIONS OF YOUR PRIVACY
         RIGHTS TO:


RICK MURPHY – HIPAA PRIVACY
         OFFICER
       786-279-0840
Client Grievance Procedure



        In the unlikely event that you believe any of your rights have been disregarded; please proceed with the
following steps:

        1. Report the grievances in writing to a staff member such as Program Director or Clinical
            Director. (A copy of the Client Grievance Form is included in your handbook.)

        2. You will receive a response, concerning the grievance, within two days.

        3. If you are dissatisfied with the response, a meeting will be arranged between you and the appropriate
            staff.

        4. The final decision for disposition of any grievance rests with the Clinical Director.

        5. If you feel you are a victim of abuse or neglect, you may call the Florida Registry at 1-800-962-
            2873, or 321-3040. You may also contact the Department of Children and Families
Client Grievance Form



Please explain your concerns, detailing any specific behaviors, actions or incidences of neglect.




Parties involved:




Date(s) of incident(s)




Client Signature            Date                          Witness                                   Date


(or Legal Representative)
If you have a grievance regarding your care and treatment at Fort Lauderdale Addiction Treatment Center,
   please contact the compliance officer a 786-279-0840 or email Rick@drugrehabcenter.com to allow us to
                                                    assist you.
If we are unable to resolve your complaint, you may contact:



                            The Florida Department of Children and Families

                                      George H. Sheldon, Secretary

            1317 Winewood Blvd.                                        Phone: (850) 487-1111
            Building 1, Room 202                                          Suncom: 277-1111
            Tallahassee, Florida                                         Fax: (850) 922-2993
            32399-0700                                                    Suncom: 292-2993




                                            Gilda Ferradaz
                                        Circuit 11 Administrator
                                         401 N. W. 2nd Avenue
                                              Miami 33128
                                             305-377-5055
Your Commitments…


        We are all dealing with addictions. They may be chemical, like alcohol, marijuana, or cocaine. Or they
could be physical additions, like sex. Because we are here for self-help and mutual support, our intent is to provide
a safe space for asking questions,sharing advice and resources, telling our stories, and being heard.




    We want to provide you the highest level of safety and treatment progress. Your respect of others will be

    demonstrated by your ability to cooperate with others and your commitment to the following rules and

    regulations:

        The following items are to be turned over to a staff member and put in the safe upon intake and will
        be returned upon discharge:



       Checkbooks and cards                                  Cash


       Bankcards                                             Passports

       Any negotiable fund                                   Medications of any type

       Any item of great value (i.e. expensive               Mouthwash or any alcohol based products
      piece of jewelry)



    You will be living in a shared environment. Demonstrate your consideration for others by keeping your living area
     neat and orderly. Beds are to be made before leaving the house for morning meetings.

    In support of providing a healthy living and working environment, smoking will be done outside all Fort Lauderdale
     Addiction Treatment Center buildings in the designated areas.

    All medications will be taken as prescribed, in view of a Fort Lauderdale Addiction Treatment Center staff member
     at scheduled times.

    Changes in medications or medication management are to be brought immediately to the attention of your primary
     therapist or the Clinical Director.
        You will be expected to arrive on time to appointments, group therapy, meetings and scheduled transportation.

        All visits are to be restricted to common areas (living room and outside).

        Visitors are permitted upon staff approval.

        Sexual activities and/or involvement with any client in treatment with Fort Lauderdale Addiction Treatment
         Center are strictly prohibited.

         We encourage you to respect other’s tastes in music and desire for quiet by listening to music through a
         headset. Walkmans, tape players or MP3’s or other listening devices may be used during free time at client
         residences and in transport vehicles. They are not permitted in therapy sessions, groups or during scheduled
         activities.

         Cell phones are required to be on silent. Phones are not to be used in transport vehicles either.

         You are encouraged to wear comfortable clothing appropriate to the environment and activities. In rare
         circumstances, it might become necessary for a staff member to counsel a client on inappropriate clothing.

         Under NO circumstances…

          -    Shall you be in possession of ANY drugs or over-the-counter medications not approved by the Clinical
               Director.

          -    Nor shall you consume any drugs not specifically prescribed by a physician. (Any such medications shall
               be brought to the immediate attention of your counselor or a staff member.)

        Under NO circumstances shall you be in the possession of, or consume ANY alcohol while in treatment.

        Gossiping about other client members is a destructive and dishonest activity. If you are having difficulty with
         another person, seek help in resolving the issue.

         Verbal abuse or threatening a client, staff member or visitor or their property with physical harm or damage is
         prohibited. Such actions will result in immediate staff intervention and can result in discharge from treatment.

         Violations of any of the above listed regulations will be dealt with on an individual basis. Clients violating
         community rules are subject to consequences including, but not limited to, “make-up” assignments as determined by the
         Clinical Director and or your counselor. The most serious can warrant immediate discharge.



Group Therapy…



A great part of your treatment plan will include group therapy. Listed below are guidelines designed to ensure safety in the
group and offer you maximum recovery results from your group experience. There is much wisdom in groups; you make the
group.

                                                               38
Rules: Group members will not plan to leave before group ends. There will be no eating in group, including sunflower
seeds, candy and gum. No cell phones are permitted. Anyone seen using their cell phones during group will loose their
phone for 24 hours. Emergency phone calls may be placed to the receptionist and the member will be notified when the call
is received.

Confidentiality: In joining a therapy group, you assume responsibility for keeping knowledge gained about another group
member strictly confidential. The group therapist will not share any information with other members of the client population
or family members. Your group therapist does discuss group issues and clients participation with the staff members. This is
a vital team approach to assist you in recovery. There is also confidentiality in therapy.

Be Here and Now: Focus on the present. In describing past experiences, relate those thoughts and feelings to your current
situation.

Speak Freely and Openly: Be spontaneous and courteous. You do not need to ask permission to speak in group. You DO
need to be respectful of other participants.

Use “I” Statements: Avoid using “we”, “they”, “you”, etc. Speak only for yourself.

Speak Directly to Another Person: Speak to, not about the person. If it is important to share about an absentee group
member, be responsible for sharing only your thoughts and feelings related to that event.

Be In Touch With Your Feelings: Try to identify and share your feelings. Encourage others to make feeling statements.
Try to separate “thoughts” from “feelings.”

Own Your Feelings: “Owning” means you allow the feeling to be part of you. It is a true feeling at this moment. You
accept this feeling without judgment.

Avoid Judgments and Labels: Be descriptive. Describe the person’s behavior and your response to their behaviors.
Shaming, blaming or verbally abusing another peer or staff member is unacceptable behavior.

Do Not Make Predictions or Promises: For example, “everything will be alright” or “I’m never going to use again.” Stay
in reality and discuss it currently.

Do Not Be a Mind Reader: Be careful not to make assumptions until facts are presented.

Listen to others: if the person is being repetitious, or is rambling, and you are feeling confused about the information or are
feeling stressed regarding the topic being discussed, express it.




                 The more you put into group, the more you will benefit from the group therapy experience.


                                                               39
Rules and Regulations


      Possession and/or use of drugs/alcohol is prohibited. Possession of drugs/alcohol can result in immediate
       dismissal from the program.

      Possession of any alcohol-based products is prohibited. This includes mouthwash, colognes, hairsprays, facial
       products, etc.

      Clients are NOT to engage in romantic/sexual relationships while in treatment. Such behavior could result in
       immediate dismissal from the program.

      Pornography is strictly prohibited. It will be confiscated and will NOT be returned!

      Possession of a weapon or any type of armament is strictly prohibited and will result in immediate dismissal.
                                                             40
   All medication must be taken as prescribed and within view of a Staff member. Clients are NOT to take any over-the-
    counter medication without consulting with Staff RN. Any changes in medication management will be reported
    immediately to Staff RN.
   Clients are prohibited from taking herbal products (other than Fort Lauderdale Addiction Treatment, Inc.) without
    approval from the Staff RN or Medical Director. Under NO circumstances are clients to take metabolic
    enhancers while in treatment.

   Money requests must be completed and turned in by 10:00am on Thursday.Failure to do so will result in no
    extra funds for that week. Exceptions to this rule are only made in legal or medical emergencies or for clients
    admitted following the cut off time.
   Clients are NOT to borrow funds from other clients, perform services in exchange for funds, sell items to other
    clients, or engage in any business activities with other clients while in treatment. Violation of this rule could result in
    lost privileges and/or be subject to staff-determined appropriate consequences.

   Clients are NEVER to use cell phones in the vans or during clinical hours. NEVER loan your cell phone to other
    clients. Violation of cell phone rules will result in loss of cell phone privileges and/or will be subject to staff-
    determined appropriate consequences.
   Clients are not allowed to eat or drink in the vans.Clients are permitted to bring beverages in containers with
    securable tops into the van if they remain unopened and later consumed elsewhere.

   Clients are prohibited from smoking in the apartments, administration buildings, or in program vehicles.

   Except where necessary for Staff-facilitated activities, candles and incense are prohibited inside any of the resident
    facilities.

   Clients are to watch TV in common areas only!
   Clients are NOT allowed to have any type of cosmetic or elective surgery while in treatment. This also includes
    tattoos and piercing.


   Audio devices (CD player, DVD player, etc.) and headsets are NOT to be used in the group rooms. Any client who
    elects to have an audio device does so at his/her own risk. Fort Lauderdale Addiction Treatment Center, LLC will
    NOT be responsible for any lost or stolen electronic devices, including computers.

   Clients are to visit with each other in common areas ONLY! Clients are NOT to visit in each other's bedrooms.
    There are NO exceptions without Staff approval. Any client found violating this rule will be subject to staff-
    determined appropriate consequences.

   STAFF APPROVED visits with family are allowed on Sunday between the hours of 1:00pm and 4:00pm and are
    restricted to common areas only. Any exceptions to this policy will be granted only with prior approval from your
    primary therapist or the clinical director.

   Curfew rules are as follows: Every evening at 10:00pm clients must return to their own gender specific living
    area. On Sunday-Thursday all clients must be inside their apartments by 11:30pm with lights-out at 12:00am.
    On Friday and Saturday all clients must be inside their apartments by 12:00am with lights-out at 1:00am.

   Bedrooms are expected to be kept neat and clean. Beds must be made each morning before leaving the house and
    clothes are to be hung appropriately in the closet or folded and stored. Dirty laundry must be kept in the basket
    provided. All personal items (e.g. shampoos/conditioners/soaps, toothbrushes, razors, hair dryers, hot irons, etc.)
    are to be stored neatly in your bedroom using the containers provided. UNDER NO CIRCUMSTANCES ARE
    PERSONAL ITEMS TO BE LEFT OR STORED IN THE BATHROOM OR ON COUNTERTOPS!
                                                            41
       House chores will be designated and must be fulfilled as directed by support Staff. You are expected to clean up
        after yourself following use of the kitchen, bathroom or common areas.

       Off premises and overnight passes will be considered following the successful completion of at least 2 weeks of
        treatment objectives. Passes will only be granted for family members or sponsors. Be advised that pass approvals
        are made strictly on an individual, case-by-case basis. ALL PASS REQUESTS MUST BE SUBMITTED 3
        BUSINESS DAYS PRIOR TO REQUESTED DATE!

       Your primary therapist must give prior approval before any deviation from scheduled activities. In the absence of
        your therapist, the clinical director will be able to assist you.

       You are responsible for your own recovery. The success of your treatment relies upon your ability to be honest.
        The Staff is here to assist you in any way possible.
                        PLEASE READ CAREFULLY AND SIGN BELOW



CLIENT SIGNATURE: ___________________________ Date: _______________________

CLIENT NAME: ________________________________________________________________

Fort Lauderdale Addiction Treatment Center: Staff Name_____________________________

Staff Signature:______________________________ Date: _____________________________


INFRACTIONS ARE DEALT WITH ON AN INDIVIDUAL BASIS, WITH THE MOST SERIOUS WARRANTING
   IMMEDIATE DISCHARGE WITHOUT REFUND.



VIOLATION OF ANY OF THE FOLLOWING RULES WILL RESULT IN IMMEDIATE DISCHARGE AND/OR
LEGAL CONSEQUENCES.


Fort Lauderdale Addiction Treatment Center is an open facility offering a level of free movement for our clients. To
ensure the maximum level of safety for our clients and staff we maintain a zero tolerance for violence. Violations of the
following will be taken seriously:



        Violence will NOT be tolerated.This includes, but is NOT limited to acts of shoving, hitting, kicking, punching,
        and throwing things, Fort Lauderdale Addiction Treatment Center property and/or the property of others.

        Under NO circumstances shall you be in possession of a gun, knife or other weapon.




                                                             42
Healthy Living…



        We compare an addict with an injured person - the body; mind and soul are damaged and must heal. In order to help
people recover, it is important to understand the importance of balance.

    The essence of recovery is changing negative behaviors into positive ones. Good nutrition, relaxation, and exercise all

    play an important role in successful change. Learning to make healthy food choices is important to achieving a healthy

    lifestyle.

Nutrition in Recovery

        It is astounding to consider that only fat contains more calories per gram than alcohol. As a result, while drinking,
addicts experience a sense of fullness having eaten very little or nothing. These "empty calories" lead to poor eating habits
and malnutrition. Drug abusers experience a similar affect. Alcohol and drugs actually keep the body from properly
absorbing and breaking down nutrients and expelling toxins. This leads to a host of health problems. Nutritional studies
recommended that people in recovery eat on "cruise control" throughout the day. This means eating three, well-balanced
meals per day, and a few healthy snacks in between to maintain energy levels and keep moods more even.

Suggestions for Diet that Promotes Recovery:


    1. Use the USDA's Food Guide Pyramid as a guide to prepare well-balanced meals
    2. Drink decaffeinated coffee and herbal teas to decrease caffeine
    3. Eat fresh fruits and vegetables
    4. Eat foods made of whole grains
    5. Eat more beans and grain products; limit the amount of red meat eaten. Red meats are harder to digest.
    6. Eliminate or keep to a minimum foods that contain sugar (not more than 1 teaspoon of sugar/day)
    7. Be aware of hidden sugar in cocoa, condiments, and over the counter medications
    8. Be aware of caffeine in over the counter and prescribed medications



                                                              43
Sample Meal Suggestions:

       Breakfast – Protein or dairy, grains and a fruit

       Lunch – Protein, Salad, Cooked Vegetables, and starch Sandwiches with multi-grain bread, soups

       Dinner – Protein, Salad, Cooked Vegetables, and starch Soups, Chowders

       Snacks – Should contain protein, and mixed with fruit or starch

       Drink a minimum of 10-12, 8 ounce glasses of purified water a day



Vitamin Protocol in Recovery

Because drugs and alcohol deplete the body of vitamins and minerals, multi-vitamin/mineral plus B supplements are especially
helpful. The critical points in the day are the low times - late afternoon and in the evening when cravings peak; the body is
looking for something. By ingesting a complete set of nutrients, hunger subsides, stability returns and coping strategies such as
going to AA meetings, exercise, recreation, family and fun time continue to work.

Fort Lauderdale Addiction Treatment Center encourages a vitamin protocol with a high nutrient and mineral density,
including the following:

            1. Multi-Vitamin Mineral: designed to help balance the nervous system and strengthen the whole body.
            2. HEP C Liver: helps significantly lower the viral load and create more energy.
            3. Mental Clarity: these amino acids help the body to restore its energy; it clears the mind and enhances
                 thinking.
            4. Anti-Anxiety/Sleep formula: it calms the nervous system and creates a normal sleep pattern.


Exercise in Recovery

Exercise, like all things in recovery, should be taken in moderation. In order for an exercise program to work, it needs to be both
consistent and frequent. Make time to exercise at least four times a week, and give yourself at least an hour per session.

Exercise:

        Increases the metabolic rate so that calories are burned more efficiently even when we are at rest.

        Burns stored fat and builds up muscle tissue. Muscle cells are metabolically active and burn calories, whereas fat
        cells are inert.

                                                                44
        Increases free fatty acids, which better enable the body to process and utilize dietary fats.

        Decreases total serum cholesterol and increased levels of high-density lipoproteins (HDLs), the "good fats"
        associated with lower risk of heart disease.

        Lowers blood pressure

        Increases the levels of mood-elevating neurochemicals--such as the endorphins, so that we feel better mentally as
        well as physically.

Aerobicexercises are those that cause the body to use large amounts of oxygen (and burn calories) and prompt the heart and
pulse rare to rise through steady, constant movement. Aerobic exercises tend to involve the large muscle groups, such as
those of the legs and arms. They include:walking - jogging - cycling - swimming - rowing - step training - cross country
skiing - Stairmaster work - other active sports such as tennis or volleyball

Anaerobicexercises neither develop muscular strength and flexibility and do nor necessarily increase the pulse or heart rate.
Anaerobic exercises include:Weight training – calisthenics

Getting an exercise program started:

        Choose an activity you like

        Choose your location

        Start slow

        Use appropriate clothing

        Listen to your body’s cues

        Stick with it




As part of healthy living, it is important also to acknowledge the well being of your mind and soul in order to achieve
optimalbalance.

For your mind and Soul


Meditate in the morning and at night for a minimum of 5 minutes. Thirty minutes would be ideal but five will suffice.




                                                               45
Go to 90 AA/NA or to alternatives meetings such as smart recovery meetings in 90 days and get a sponsor and/or mentor.
Pray to a Higher Power as often as you feel necessary, it can’t hurt. Keep up with the literature provided to you and any
additional one/s suggested by your primary therapist. Keep the notebook provided to you through out your day. Write down
how you feel and what happened that day. There are many lessons to be learned and all these are great ways of self-
discovery.

                                               List of Suggested Readings
                           (Available Fort Lauderdale Addiction Treatment Center - Suite 304)

Daily readings, reflections, meditations, etc.

       Body, mind and Spirit
       Easy does it
       Promise of a new day
       24 Hrs a day
       Keep it simple
       Believing in my Self
       Serenity
       Gratitude


A great workbook to work with while you are in treatment

       The Alcoholism & Drug Abuse Patient Workbook


To further understand what happened to you as a child of an alcoholic

       Adult Children of Alcoholics
       Perfect Daughters: Adult Daughters of Alcoholics


If struggling with Codependency

       Is it love or is it Addiction: The reality about addictive love
       Codependent No More: How to stop controlling others and start caring for yourself
       The Language of Letting Go: daily meditations to help you fell better and assist you in the process of self care
        and recovery.
       More Language of Letting Go: 366 new daily meditations
       Journey to the Heart: daily meditations on the path to freeing your soul.
If struggling with Sex Addiction

       Out of the shadows: Interesting, readable and original way of understanding Sexual Addiction

For more in depth personal growth

       The Celestine Prophecy: A fabulous book about experiencing life. 9 key insights into life itself which ph human
        being is predicted to grasp sequentially.
       The Four Agreements: A practical Guide to Personal Freedom
       The Voice of Knowledge: A practical guide to inner peace.
                                                            46
       Living Without Limits: 10 keys to unlocking the champion in you.
       Constructive Living: Outgrow shyness, depression, fear, stress, grief, and chronic pain.
       The Oxygen Revolution: By Paul Horch and Virginia Mccullough


To understand the importance of Nutrition in Recovery

       Seven Weeks to Sobriety: The proven Program to Fight Alcoholism Through Nutrition


If suffering from any type of Eating Disorder

       When Food is Love: Exploring the relationship between Eating And Intimacy
       For Today: Daily meditations from Overeaters Anonymous
       Voices Of Recovery: A daily reader
       The Overeater's Journal: Exercises for the Heart, Mind & Soul
       The Twelve-Step Workbook of Overeaters Anonymous
       *Rational Recovery: The Revolutionary Alternative to Alcoholics Anonymous
                                                        and others…



                                                         The 12 Steps



1. We admitted we were powerless over drugs & alcohol - that our lives had become unmanageable.

2. Came to believe that a Power greater than ourselves could restore us to sanity.

3. Made a decision to turn our will and our lives over to the care of Godas we understood him.

4. Made a searching and fearless moral inventory of ourselves.

5. Admitted to God, to ourselves, and to another human being the exact nature of our wrongs.

6. Were entirely ready to have God remove all of these defects of character.

7. Humbly asked Him to remove our shortcomings.
8. Made a list of all persons we had harmed, and became willing to make amends to them all.
9. Made direct amends to such people wherever possible, except to do so would injure them or others.

10. Continued to take personal inventory and when we were wrong promptly admitted it.
11. Sought through prayer and meditation to improve our conscious contact with God, as we understood Him, praying only
    for knowledge of His will for us and the power to carry that out.

12. Having had a spiritual awakening as a result of these steps, we carry the message to the addict who still suffers.



                                                              47
                                                                  Daily Moral Inventory

LIABILITIES                                                                     ASSETS

Watch for                                                                               Strive for



Self-Pity.....................................................         Self-Forgetfulness

Self-Justification...........................................          Humility

Self-Importance............................................            Modesty

Self-Condemnation......................................                Self-Valuation

Dishonesty..................................................           Honesty

Impatience...................................................          Patience

Hate..........................................................         Love

Resentment.................................................            Forgiveness

False Pride...................................................         Simplicity

Jealousy......................................................         Trust

Envy..........................................................         Generosity

Laziness......................................................         Activity

Procrastination.............................................           Promptness

Insincerity....................................................        Straightforwardness

Negative Thinking.......................................               Positive Thinking

Vulgar, Immoral, Trashy Thinking.................                      Spiritual, CLEAN Thinking

Criticizing....................................................        Look for the GOOD



Eliminate the Negative                                                 Accentuate the Positive

Whenever you find yourself reacting with an old, negative behavior, character defect, or shortcoming, go down the list of
principles and make a conscious decision to focus on one or a combination that can restore you to sanity.




                                                                           48
STEP: ACTION: PRINCIPLE:                                      TO OVERCOME: RESULTING IN:

            1.      Admit           Honesty                          Denial              Surrender
            2.      Believe         Hope                             Despair             Open-mindedness
            3.      Decide          Faith                            Fear                Serenity
            4.      Inventory       Courage                          Cowardice           Strength
            5.      Confess         Integrity                        Self-deception      Self-awareness
            6.      Cooperate       Willingness                      Self-seeking.       God-reliance
            7.      Ask             Humility                         Pride               Self-acceptance
            8.      Forgive         Self-discipline                  Self-indulgence     Responsibility
            9.      Mend            Love                             Indifference        Tolerance
            10.     Continue        Perseverance                     Perfectionism       Vigilance
            11.     Seek            Spiritual Awareness              Impatience          Wisdom


                                                              SLOGANS

Easy does it - but do it!

H.A.L.T. - Don't get to0 Hungry, Angry, Lonely or Tired

Progress not perfection

The only way out is through

Act as if

P.A.C.E. - Positive Action Changes Everything

The elevator to serenity is broken, take the steps

NORMAL is just a setting on the washing machine

Winners do what they have to; Losers do what they want

One day at a time

Just for today

Love isn't love until you give it away

If you aren't happy with what you have, you won't be happy with more.

God loves you just the way you are—but too much to let you stay that way. Remember yesterday, live today, trust
tomorrow.

Live and let live

The truth shall set you free but first it ticks you off

The journey of a thousand miles starts with the first step.


                                                                49
Let my attitude be gratitude

Insanity- doing the same thing and expecting different results.

T.H.I.N.K.- The Happiness I Now Know

F.E.A.R.- Future Events ( or False Evidence) Appearing Real

F.E.A.R- Face Everything And Recover

E.G.O.- Easing God Out

G.O.D.- Good Orderly Direction

N.U.T.S.- Not Using The Steps

Meeting makers make it



Facing Reality…


The best chance for recovery is due to the number and quality of your attachments to life. Having people that care about you,
including family, friends, and community involvements; having activities of every sort that you find meaningful; having
work skills, opportunities, and involvement; and so on predict whether you will have the motivation and resources to
overcome your addiction. You have both more to lose and more to counteract the appeal of the addiction. Recovery is facing
reality…at all costs. Fort Lauderdale Addiction Treatment Center will commit to providing you a complete approach to
recovery…the rest is up to you.

Our holistic philosophy is what truly defines our treatment and makes our center unique from other addiction treatment
centers. Our focus is on the whole person, taking into account the delicate balance that exists between mind, body and spirit.

We view recovery from addictions like a puzzle. There are many pieces that fit together to make a successful recovery. In
addition to the traditional approaches to addiction treatment such as Psychiatry, Individual & Group Psychotherapy,
Alcoholics Anonymous & Narcotics Anonymous meetings, we include a variety of alternative health therapies to our clients.
These therapies educate our clients in the area of self care and alternative coping strategies. They also help to meet the needs
for stress relief, cellular detox, pain relief from post acute withdrawal (PAWS) and other sources as well as energy balancing
and rejuvenation.

All clients are entitled to receive four one hour services of their choice in the Fort Lauderdale Addiction Treatment Center.
These services are included in the cost of treatment. Clients may choose from the following services: Acupuncture, Massage
Therapy, Colon Hydrotherapy, Reiki, Ion Cleanse, Harmonial Therapy and Mild Hyperbaric Oxygen Therapy. The
Harmonial Therapy and the Ion Cleanse are 1/2 Hour services and are available 2 for 1. Example: 2 Ion cleanses = 1
Included Service.




                                                              50
In an effort to help clients get the most out of their treatment time with us and encourage them to make informed choices
about their health care, an explanation of the all the services that we offer and the health benefits are described in the
following pages.




                                     Acupuncture
  Acupuncture is an effective form of health care that is over 3000
  years old and has been widely recognized as a complete holistic
  medical system. 1810 is the first recorded use in the West.
  Practitioners of acupuncture and Chinese Medicine have used this
  noninvasive treatment method to help millions of people worldwide
  become well and stay well.

  At the core of this ancient medicine is the philosophy that Qi
  (pronounced “chee”), or Life Energy, flows throughout the body like
  a river. Qi helps to animate the body and protect it from illness, pain
  and disease. A person’s health is influenced by the quality and
  quantity and balance of Qi. When Qi flows freely throughout the
  body, one enjoys good physical, mental and emotional well-being. An
  obstruction of Qi anywhere in the body is like a dam in the river,
  backing up the flow in one area and restricting it in others. This
  blockage can hinder the distribution of the nourishment that the body
  requires to function optimally.

  Acupuncture promotes natural healing. It enhances recuperative
  power and immunity, supports physical and emotional health, and
  improves overall function.




        WHAT CAN ACUPUNCTURE TREAT?

Clients receive auricular (ear) acupuncture five days per week, Monday through Friday. The auricular points in the ear are
part of the National Acupuncture Detox Association (NADA) protocol. These points help with cravings, anxiety, focus,
attention and relaxation and overall well being.




                                                             51
Acupuncture is recognized by the National Institute of Health (NIH) and the World Health Organization (WHO) to be a
safe and effective way to treat a wide variety of medical problems, some of which are listed below:


 Addiction — alcohol, drug,          Seasonal Affective Disorder           Irritable bowel syndrome
smoking

 Anxiety                              Digestive trouble                    Fatigue

 Arthritis                            Dizziness                            Sinusitis

 Asthma                               Rhinitis                             Fertility

 Bronchitis                           Emotional problems                   Sleep Disturbances

 Carpal tunnel syndrome               Sciatica                             Headache

 Chronic fatigue syndrome             Eye Problems                         Indigestion

 Dental pain                          Diarrhea                             Shoulder pain

 Depression                           Facial Palsy/tics                    Low back pain

 Migraines                            Menstrual pain                       Menopause

 Nausea                               Osteoarthritis                       Pneumonia

 Reproductive problems                Stress                               Urinary tract infection

 Sore Throat                          Generalized Pain                     Tennis elbow




                                                            52
                            How Acupuncture works - Western Medicine Scientific Theories:




“Augmentation of Immunity”: Acupuncture raises levels of specific hormones, prostaglandins, white blood counts, gamma
globulins, and overall anti-body levels.



The “Endorphin” Theory: Acupuncture stimulates the secretions of endorphins in the body (specifically Enkaphalins-
involved in regulating pain and pain reception in the body).



The “Neurotransmitter” Theory: Acupuncture affects certain neurotransmitter levels such as Seratonin and Noradrenaline.




“Circulatory” Theory: Acupuncture has the effect of constricting or dilating blood vessels. This may be caused by the
body's release of Vasodilators, such as Histamine, in response to Acupuncture.




“Gate Control” Theory: According to this theory, Acupuncture closes certain nerve gates by strategically overloading them
with impulses, thus reducing pain transmission.




                         AURICULAR ACUPUNCTURE - INSTRUCTIONS FOR CLIENTS:




This program offers acupuncture to assist your recovery process. Here are a few suggestions for you to follow:



      Eat before you have a treatment. When possible try not to have coffee, cigarettes, or heavy meals for approximately
      one hour prior to treatment but don't skip acupuncture if you do.
      Use the restroom before the acupuncture treatment.



                                                             53
Make sure to let the Acupuncture Detox Specialist (ADS) each day if you are a hemophiliac or "bleeder.
Have your ears accessible. You do not need to remove earrings or hats. If you have long hair, braids or dreadlocks, it is
a good idea to tie back your hair so the needles don't get knocked out.
Prepare your ears with an alcohol soaked cotton ball or wipe, take a seat and relax. If you are taking Antabuse, use soap
and water to clean your ears instead of alcohol.
Acupuncture is nearly painless, but some people experience a brief pinch when the needles go in. The ADS can show
you how to breathe deeply to minimize that part. Once the needles are in the sharp sensation goes away.
If you experience ant discomfort during the treatment, notify the ADS so that the
needles can be adjusted slightly. Some people feel sensations such as: warmth, tingling, itching or electrical sensation
from the needles. These are normal.

It is better to sit with your feet flat on the floor with your arms uncrossed.
Treatment time is thirty five to forty five minutes and is relaxing and stress relieving. You may even fall asleep.
We encourage complete silence during treatment time. Please respect other
clients by keeping the noise levels down.

If one of your needles falls out and is easily visible and accessible you may
retrieve it and notify the ADS. DO NOT touch any needle that is not yours!

Occasionally a point will bleed when the needle is removed. This is normal too.
Press a dry cotton ball or Q-tip to the site for thirty seconds.

You may feel sleepy after the first few treatments. With regular treatments you may sleep better, feel more rested, have
more energy, and think more clearly.




                                      REIKI




                                                         54
Reiki (rei; universal / ki; energy) is a gentle hands-on healing modality that restores spiritual equilibrium, and activates the
body’s own natural ability to heal itself. Reiki practitioners have the unique ability or gift to transfer the universal life force,
which exists on a higher dimension than the physical world we are familiar with, to the person receiving the treatment. The
universal life force received comes from a Higher Power which truly lies within us all.

Reiki is not an abstract, intangible experience or practice. It’s a spiritually guided modality that originated 2500 years ago in
Tibet. It literally heals the energetic field of the recipient and while this process is taking place the recipient feels either a
tingling sensation or a feeling of heat or cold. After each session, a great reduction of stress or emotional clearing will be
manifested by a glowing radiance, a sense of heightened awareness and profound mental clarity.

A typical Reiki session requires that the recipient lay down (fully clothed), usually on a massage table; in a warm and
comfortable atmosphere. The Reiki practitioner mostly keeps their hands moving just above the body in an effort to scan
energy blockages, and work to remove and replace those blockages with the Universal Life Force energy. The experience
itself is powerful yet extremely relaxing. By clearing blockages and suppressed emotions, emotional and mental disharmony
can be easily dissolved. Reiki will often allow the deeper causes of the unhappiness or negative emotions to surface, which
allows for healing to take place. The Reiki practitioner also provides insights that are essential to the recipient’s personal
growth.


                                   Yoga & Meditation
Yoga is an ancient Indian spiritual practice which dates back more than 5000 years ago. Yoga integrates physical movement,
breath and meditation. The word "Yoga" came from the Sanskrit word "yuj" which means "to unite or integrate." Yoga then
is    about    the    union      of    a     person's    own    consciousness    and     the    universal    consciousness.

Ancient Yogis had a belief that in order for man to be in harmony with himself and his environment, he has to integrate the
body, the mind, and the spirit. For these three to be integrated, emotion, action, and intelligence must be in balance. The
Yogis formulated a way to achieve and maintain this balance and it is done through exercise, breathing, and meditation - the
three                                 main                                  Yoga                                  structures.

In Yoga, the body is treated with care and respect for it is the primary instrument in man's work and growth. Yoga Exercises
improve circulation, stimulate the abdominal organs, and put pressure on the glandular system of the body, which can
generally                        result                          to                       better                     health.


Breathing techniques were developed based on the concept that breath is the source of life. In Yoga, students gain breathing
control as they slowly increase their breathing. By focusing on their breath, they prepare their minds for the next step -
Meditation.


There is a general misconception that in Meditation, your mind has to go blank. It doesn't have to be so. In Meditation,
students bring the activities of the mind into focus resulting in a 'quiet' mind. By designing physical poses and Breathing
Techniques that develop awareness of our body, Yoga helps us focus and relieves us from our everyday stress.


                                                                55
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                           Fort Lauderdale Addiction Center Policy and Procedure Manual




Emergency Phone Numbers:
The address you are calling from is:



Holistic Guest Housing (The Compound): 2240 NE 171 Street, N. Miami Beach

Holistic Offices Address (The Campus): 1590 NE 162 Street, N. Miami Beach



Fire/Smoke……………………………………………………………………………………………..9

11


Medical Emergency………………………………………………………………………………….911


Police – Emergency ………………………………………………………………………………..911


Police – Non-emergency…………………………………………………….…305-948-8243


Power/Electricity Interruption……………………………….……….1-800-4-OUTRAGE

                                                                         1-800-468-8243


Poison Control Center………………………………………………………..1-800-222-1222


Susan Roth, RN……………………………………………………………………..786-877-7568


John Giordano………………………………………………………………………..786-271-5732


Jerry Goldfarb…………………………………………………………………………786-271-6903


Duchess Raufman, Clinical Director……………………………………..786-299-2682


Salvatore Pace, EOC/Safety Officer..……………………………………786-999-4322


Rick Murphy, Regulatory Compliance

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                        Fort Lauderdale Addiction Center Policy and Procedure Manual


HIPAA Security Officer …………………………………………………………..508-274-9788



George St. Louis……………………………………………………………….……305-244-9221




                       CLIENT ORIENTATION AND AGREEMENT


1.   I have read and signed a copy of the Rules and Regulations and received a copy of the Client
     Handbook. I read and received an orientation on the Client Commitments and Guidelines
     page 12 thru 16 and agree to comply with those Commitments.
2.   I understand and agree to the policy that I may not use or possess any mind/mood altering
     chemicals while a client at the Fort Lauderdale Addiction Treatment Center.
3.   I understand and agree to the policy that I will be required to submit urines test at certain
     times during treatment, as requested by the program staff.
4.   I have read, understand and have received a copy of my rights as a client. I understand the
     procedures for reporting abusive treatment. I further understand the procedures for reporting
     any grievances I may encounter.
5.   I have attended an Orientation Group and received information on what to expect while being
     in treatment.
6.   I have been told about the extra services and their costs.
7.   I understand that if I need additional literature from what is provided to me, it is my
     responsibility to purchase it.
8.   I have received the Fort Lauderdale Addiction Treatment CenterClient Package which
     includes:
                                     Client Manual Handbook

                                  Self Defense CD

                                  AA or NA text book

                                  NA Step Workbook

                                  John Giordano’s Book

                                  G&G Holistic T-Shirt

                                  Tote Bag

                                  Water Bottle




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                          Fort Lauderdale Addiction Center Policy and Procedure Manual


_______________________        _____________________________

Print Clients Name                    Client Signature               Date




____________________________________

G&G Holistic Staff Signature          Date




Client Schedule

Record of Care

Forms




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                       Fort Lauderdale Addiction Center Policy and Procedure Manual




Fort Lauderdale Addiction Treatment Center, LLC.

Employee
Handbook



December 2011




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                          Fort Lauderdale Addiction Center Policy and Procedure Manual


Welcome to Fort Lauderdale Addiction Treatment Center, LLC.

Dear Fort Lauderdale Addiction Treatment Center, LLC. Employee:

We're very happy to welcome you to Fort Lauderdale Addiction Treatment Center, LLC. Thank you
for joining us! We want you to feel that your association with Fort Lauderdale Addiction Treatment
Center, LLC. will be a mutually beneficial and pleasant one.

You have joined an organization that in a relatively short time has been able to establish an
outstanding reputation for quality of service. Credit for this goes to every one of our employees.
We hope you, too, will find satisfaction and take pride in your work here.

This Manual provides answers to most of the questions you may have about Fort Lauderdale
Addiction Treatment Center, LLC’s benefit programs, as well as the company policies and
procedures. If anything is unclear, please discuss the matter with your supervisor. You are
responsible for reading and understanding this Employee Manual, and your performance evaluations
will reflect your adherence to Fort Lauderdale Addiction Treatment Center, LLC. policies. In
addition to clarifying responsibilities, we hope this Employee Manual also gives you an indication of
Fort Lauderdale Addiction Treatment Center, LLC. interest in the welfare of all that work here.

From time to time, the information included in our Employee Manual may change. Every effort will
be made to keep you informed through suitable lines of communication, including postings on the
company bulletin boards and/or notices sent directly to you in-house.

I extend to you my personal best wishes for your success and happiness at Fort Lauderdale
Addiction Treatment Center, LLC.

Respectfully,



Marc Tanner, CEO
Fort Lauderdale Addiction Treatment Center, LLC.




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                                Fort Lauderdale Addiction Center Policy and Procedure Manual


    FORT LAUDERDALE ADDICTION TREATMENT CENTER, LLC.

    Mission, Vision & Core Values

    Mission

    Fort Lauderdale Addiction Treatment Center Leadership and Staff are committed to providing
    enlightened, compassionate treatment services, in the least restrictive environment, in which all
    those affected by alcoholism or other drug addictions may begin a new life.

    Vision

    We will become the national leader for evidenced based day/night and outpatient addiction treatment
    services.

    Core Values

   Honesty-                       "We are Impeccable in Our Word"
   Leadership -                   "We are Servant Leaders"
   Integrity –                    “We Walk the Walk”
   Compassion –                   “We Care”
   Citizenship –                  “We Give Back”
   Openness –                     “We Listen”

             Ethics

    We believe in conducting ourselves with integrity and professionalism, ensuring public trust.

             Quality

    We believe that the quality of our services should exceed the expectations of our clients.

             Leadership

    We believe in providing innovative leadership that advances the quality of Fort Lauderdale Addiction
    Treatment Center, LLC.

             Change and Innovation

    We believe in facilitating change and innovation that improves and enhances our services.




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                                 Fort Lauderdale Addiction Center Policy and Procedure Manual




      Work Environment

      We believe in a safe and productive workplace that is challenging, rewarding and enjoyable; where
      every employee is part of the team; and where trust, respect, creativity, and open communication
      prevails.

      Citizenship

      We believe in good citizenship through individual and organizational involvement in the community
      where we live and work.

     You're Part of Our Team...

     As a member of Fort Lauderdale Addiction Treatment Center, LLC’s.team, you will be expected to
     contribute your talents and energies to improve the environment and quality of the company, as well
     as the company's services.

      Fort Lauderdale Addiction Treatment Center, LLC. is dedicated to two standards:

1.    To provide our clientswith the best possible services in the least restrictive manner.

2.    To provide you with wages and benefits comparable to others doing similar work within the region.

      At Fort Lauderdale Addiction Treatment Center, LLC., we always put safety first. We believe it is
      our duty to provide you with as safe a workplace as we possibly can. For your protection, we have
      an in-house safety inspection program and we enlist the services of outside safety consulting firms.
      We also have a substance abuse policy, because you have a right to know you can depend on your
      coworkers.

      All employment at Fort Lauderdale Addiction Treatment Center, LLC.is "at will" unless a contract
      specifying a definite term of employment has been executed. No one will not be denied
      opportunities or benefits on the basis of age, sex, color, race, creed, national origin, religious
      persuasion, marital status, political belief, or disability that does not prohibit performance of
      essential job functions; nor will anyone receive special treatment for those reasons.




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                           Fort Lauderdale Addiction Center Policy and Procedure Manual


Your Various Benefits WithFort Lauderdale Addiction Treatment Center, LLC

You may not have thought about it, but the value of your benefits amounts to a considerable sum
each year in addition to the wages or salary you earn.

These are just some of the benefits Fort Lauderdale Addiction Treatment Center, LLC. provides for
eligible employees each year:

Paid Holidays
Paid Vacations
Paid Sick Leave
Social Security
Unemployment Compensation Insurance
Workers' Compensation Insurance


Purpose of This Manual

This Manual has been prepared to inform you about Fort Lauderdale Addiction Treatment Center,
LLC. history, philosophy, employment practices, and policies, as well as the benefits provided to
you as a valued employee and the conduct expected from you.

No employee manual can answer every question, nor would we want to restrict the normal question
and answer interchange among us. It is in our person-to-person conversations that we can better
know each other, express our views, and work together in a harmonious relationship.

We hope this Manual will help you feel comfortable with us. We depend on you for your success.
Please don't hesitate to ask questions. Your supervisor will gladly answer them. We believe you
will enjoy your work and your fellow employees here. We also believe you will find Fort
Lauderdale Addiction Treatment Center, LLC. a good place to work.

We ask that you read this Manual carefully, and refer to it whenever questions arise.

Fort Lauderdale Addiction Treatment Center, LLC. policies, benefits and rules, as explained in this
Manual, may be changed from time to time as business, employment legislation, and economic
conditions dictate. If and when provisions are changed, you will be given replacement pages for
those that have become outdated.




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                               Fort Lauderdale Addiction Center Policy and Procedure Manual


    Notice

    The policies in this Manual are to be considered as guidelines. Fort Lauderdale Addiction Treatment
    Center, LLC., at their option, may change, delete, suspend, or discontinue any part or parts of the
    policies in this Manual at any time without prior notice. Any such action shall apply to existing as
    well as future employees. Employees may not accrue eligibility for monetary benefits that they have
    not earned through actual time spent at work. Employees shall not accrue eligibility for any benefits,
    rights, or privileges beyond the last day worked. No one other than the CEO/Executive Director or
    their duly designated agent of Fort Lauderdale Addiction Treatment Center, LLC. May alter or
    modify any of the policies in this Manual. No statement or promise by a supervisor, or facility head
    may be interpreted as a change in policy nor will it constitute an agreement with an employee.

    Should any provision in this Employee Manual be found to be unenforceable and invalid, such
    finding does not invalidate the entire Employee Manual, but only the subject provision.

    Receipt & Acknowledgment
    Of Fort Lauderdale Addiction Treatment Center, LLC. Employee Manual

    This Employee Manual is an important document intended to help you become acquainted with Fort
    Lauderdale Addiction Treatment Center, LLC. This Manual will serve as a guide; it is not the final
    word in all cases. Individual circumstances may call for individual attention.

    Because the general business atmosphere of Fort Lauderdale Addiction Treatment Center, LLC. and
    economic conditions are always changing. The contents of this Manual may be changed at any time
    at the discretion of Fort Lauderdale Addiction Treatment Center, LLC.

    Please read the following statements and sign below to indicate your receipt and acknowledgment of
    the Fort Lauderdale Addiction Treatment Center, LLC. Employee Manual.

*   I have received and read a copy of the Fort Lauderdale Addiction Treatment Center, LLC. Employee
    Manual. I understand that the policies, rules, and benefits described in it are subject to change at the
    sole discretion of Fort Lauderdale Addiction Treatment Center, LLC. at any time. I understand that
    this manual replaces (supersedes) all other previous manuals for Fort Lauderdale Addiction
    Treatment Center, LLC. as of March 2001.

*   I further understand that my employment is terminable at will, (unless there has been an employment
    contract executed to the contrary) either by myself or Fort Lauderdale Addiction Treatment Center,
    LLC., regardless of the length of my employment or the granting of benefits of any kind, including
    but not limited to profit sharing benefits which provide for vesting based upon length of
    employment.

*   I understand that no contract of employment other than "at will" has been expressed or implied, and
    that no circumstances arising out of my employment will alter my "at will" employment relationship
    unless expressed in writing, with the understanding specifically set forth and signed by myself and
    the President of Fort Lauderdale Addiction Treatment Center, LLC. Furthermore, I acknowledge
    that this manual is not a contract of employment.

*   I am aware that during the course of my employment confidential information will be made
    available to me, I understand that this information is critical to the success of Fort Lauderdale

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                              Fort Lauderdale Addiction Center Policy and Procedure Manual


    Addiction Treatment Center, LLC. and must not be given out or used outside of Fort Lauderdale
    Addiction Treatment Center, LLC.'s premises or with non Fort Lauderdale Addiction Treatment
    Center, LLC. employees. In the event of termination of employment, whether voluntary or
    involuntary, I hereby agree not to utilize or exploit this information with any other individual or
    company.

*   I understand that, should the content be changed in any way, Fort Lauderdale Addiction Treatment
    Center, LLC. may require an additional signature from me to indicate that I am aware of and
    understand any new policies.

*   I understand that my signature below indicates that I have read and understand the above statements
    and have received a copy of the Fort Lauderdale Addiction Treatment Center, LLC. Employee
    Manual.



    Employee's Printed Name _______________________Position______________________________



    Employee's Signature___________________________Date__________________________________



    Supervisor's Signature___________________________Date__________________________________


    The signed original copy of this agreement should be given to your supervisor -- it will be filed in
    your personnel file.




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                                Fort Lauderdale Addiction Center Policy and Procedure Manual


     Fort Lauderdale Addiction Treatment Center, LLC. Organization Chart



     What You Can Expect From Fort Lauderdale Addiction Treatment Center, LLC.

     Fort Lauderdale Addiction Treatment Center, LLC. established employee relation's policy is to:

 1. Operate an economically successful business so that a consistent level of steady work is available.

2.   Select people on the basis of experience, skill, training, ability, attitude, and character without
     discrimination with regard to age, sex, color, race, creed, national origin, religious persuasion,
     marital status, political belief, or disability that does not prohibit performance of essential job
     functions.

3.   Pay all employees according to their effort and contribution to the success of our business.

4.   Review wages, employee benefits and working conditions every twelve months, with the objective
     of providing maximum benefits in these areas, consistent with sound business practices and in
     accordance.

5.   Provide paid time off for vacations and holidays to all eligible employees.

6.   Provide eligible employees with medical and other company benefits.

7.   Develop competent people who understand and meet our objectives, and who accept with open
     minds the ideas, suggestions and constructive criticisms of fellow employees.

8.   Assure employees, after talking with their supervisor, an opportunity to discuss any problem with
     officers of Fort Lauderdale Addiction Treatment Center, LLC.

9.   Make prompt and fair adjustment of any complaints which may arise in the everyday conduct of our
     business, to the extent that is practicable.

10. Maintain mutual respect in our working relationship.

11. Keep all employees informed of the progress of Fort Lauderdale Addiction Treatment Center, LLC.,
    as well as the company's overall aims and objectives.

12. Do all these things in a spirit of friendliness and cooperation so that Fort Lauderdale Addiction
    Treatment Center, LLC. will continue to be known as "a great place to work!"




                                                      11
                           Fort Lauderdale Addiction Center Policy and Procedure Manual


What Fort Lauderdale Addiction Treatment Center, LLC Expects From You

Your first responsibility is to know your own duties and how to do them promptly, correctly and
pleasantly. Secondly, you are expected to cooperate with management and your fellow employees
and maintain a good team attitude. How you interact with fellow employees and those whom Fort
Lauderdale Addiction Treatment Center, LLC.serves, and how you accept direction can affect the
success of your facility. In turn, the performance of one facility can impact the entire service offered
by Fort Lauderdale Addiction Treatment Center, LLC. Consequently, whatever your position, you
have an important assignment: perform every task to the very best of your ability. The result will be
better performance for the company overall, and personal satisfaction for you.

You are encouraged to grasp opportunities for personal development that are offered to you. This
Manual offers insight on how you can positively perform to the best of your ability to meet and
exceed Fort Lauderdale Addiction Treatment Center, LLC. expectations.

We strongly believe you should have the right to make your own choices in matters that concern and
control your life. We believe in direct access to management. We are dedicated to making Fort
Lauderdale Addiction Treatment Center, LLC. a company where you can approach your supervisor,
or any member of management, to discuss any problem or question. We expect you to voice your
opinions and contribute your suggestions to improve the quality of Fort Lauderdale Addiction
Treatment Center, LLC. We're all human, so please communicate with each other and with
management.

Fort Lauderdale Addiction Treatment Center, LLC. needs your help in making each working day
enjoyable and rewarding.




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                        Fort Lauderdale Addiction Center Policy and Procedure Manual


1 Employment

Personnel Administration

Your Personnel File

Employment Classifications

Full-Time Employees
Part-Time Employees
Temporary Employees
"Non-Exempt" and "Exempt" Employees

Employment Policies

Anniversary Date
At Will Employment
Business Hours
Confidential Information
Driver's License & Driving Record
Equal Employment Opportunity
Former Employees
Harassment
Health Examinations
How You Were Selected
Introductory Period
Job Descriptions
Knowledge of Fort Lauderdale Addiction Treatment Center, LLC.
Non-Compete Agreement
Proof of U.S. Citizenship and/or Right to Work
Personnel Agreement
We Need Your Ideas

Standards of Conduct

Disciplinary Actions
Dismissal




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                                 Fort Lauderdale Addiction Center Policy and Procedure Manual


      Personnel Administration

      The task of handling personnel records and related personnel administration functions at Fort
      Lauderdale Addiction Treatment Center, LLC. will be undertaken by Human Resources. Questions
      regarding wages and interpretation of policies may be directed to Human Resources.

      Your Personnel File

      Keeping your personnel file up-to-date can be important to you with regard to pay, deductions,
      benefits, and other matters. If you have a change in any of the following items, please be sure to
      notify your supervisor, or the Human Resources Coordinator.

 1.   Legal name
 2.   Home address
 3.   Home telephone number
 4.   Person to call in case of emergency
 5.   Number of dependents
 6.   Marital status
 7.   Mandatory Trainings
 8.   Driving record or status of driver's license, if you operate any company vehicles
 9.   Military or draft status
10.   Exemptions on your W-4 tax form

      Coverage or benefits that you and your family may receive under Fort Lauderdale Addiction
      Treatment Center, LLC.benefits package could be negatively affected if the information in your
      personnel file is incorrect.

      Your personnel file is the property of Fort Lauderdale Addiction Treatment Center, LLC.

      You may see information, which is kept in your own personnel file, if you wish, and you may
      request and receive copies of all documents you have signed. You can make arrangements through
      the Human Resource Facility to review your personnel file during normal business hours, but you
      can not make copies or remove documents.




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                           Fort Lauderdale Addiction Center Policy and Procedure Manual


Employment Classifications

Full-Time Employees

At the time you are hired, you are classified as full-time, part-time or temporary and are also told
whether you qualify for overtime pay. Unless otherwise specified, the benefits described in this
Manual apply only to full-time employees. All other policies described in this Manual and
communicated by Fort Lauderdale Addiction Treatment Center, LLC. apply to all employees, with
the exception of certain wage, salary and time off limitations applying only to "non-exempt" (see the
definition that follows) employees. If you are unsure of which job classification your position fits
into, please ask your supervisor.

An employee who has successfully completed the Introductory Period (see the Employment Policies
section for definition) of employment and who works at least forty (40) hours per week is considered
a full-time employee.

If you were a full-time employee and have been on an approved leave of absence, upon return you
will be considered a full-time employee, provided you return to work as agreed in the provisions of
your leave.

Part-Time Employees

An employee who works less than a regular forty- (40) hour workweek is considered a part-time
employee. If you are a part-time employee, please understand that you are not eligible for benefits
described in this Manual for coverage and eligility resrrictions.


Temporary Employees

From time to time, Fort Lauderdale Addiction Treatment Center, LLC. may hire employees for
specific periods of time or for the completion of a specific project. An employee hired under these
conditions will be considered a temporary employee. The job assignment, work schedule, and
duration of the position will be determined on an individual basis.

Normally, a temporary position will not exceed six (6) months in duration, unless specifically
extended by a written agreement. Summer employees are considered temporary employees.

If you are a temporary employee, please understand that you are not eligible for benefits described in
this Manual, except as granted on occasion, or to the extent required by provision of state and federal
laws. Those temporary employees classified as "non-exempt" (see the definition that follows) who
work more than eight (8) hours in one day or more than forty (40) hours during any work week will
receive overtime pay.

"Non-Exempt" and "Exempt" Employees

At the time you are hired, all employees are classified as either "exempt" or "non-exempt". This is
necessary because, by law, employees in certain types of jobs are entitled to overtime pay for hours
worked in excess of eight (8) hours per day or forty hours (40) per work week. These employees are


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                          Fort Lauderdale Addiction Center Policy and Procedure Manual


referred to as "non-exempt" in this Manual. This means that they are not exempt from (and therefore
should receive) overtime pay.

Note: See "Wage & Salary Policies" in the "Compensation & Performance" section of this Manual
for a full description of overtime payment policies.

Exempt employees are executives, professional staff, outside sales representatives, officers,
directors, owners and others whose duties and responsibilities allow them to be "exempt" from
overtime pay provisions as provided by the Federal Fair Labor Standards Act (FLSA) and any
applicable state laws.




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                           Fort Lauderdale Addiction Center Policy and Procedure Manual


Employment Policies

One of the first things you should do is carefully read this Manual. It is designed to answer many of
your questions about the practices and policies of Fort Lauderdale Addiction Treatment Center,
LLC., what you can expect from Fort Lauderdale Addiction Treatment Center, LLC., and what Fort
Lauderdale Addiction Treatment Center, LLC. expects from you.

Anniversary Date

The first day you report to work is your "official" anniversary date. Your anniversary date is used to
compute various conditions and benefits described in this Manual.

At Will Employment

All employment and compensation with Fort Lauderdale Addiction Treatment Center, LLC.is "at
will" which means that your employment can be terminated with or without cause, and with or
without notice, at any time, at the option of either Fort Lauderdale Addiction Treatment Center,
LLC. or yourself, except as otherwise provided by law or by written agreement to the contractor.

Business Hours

Our regular operating hours are 8 am to 9:30 pm Monday thru Friday and 8 am to 12:30 pm
Saturday and Sunday.

Your particular hours of work and the scheduling of your lunch period will be determined and
assigned by your supervisor or facility head. Most employees are assigned to work a forty- (40)
hour workweek. You are required to take a ½ hour unpaid lunch period daily; please understand that
you may not "work through lunch" in order to arrive late or to leave early or to work extra time.

Confidential Information

Our patients entrust Fort Lauderdale Addiction Treatment Center, LLC. with important information
relating to themselves, their families, and their businesses. The nature of this relationship requires
maintenance of confidentiality and, confidentiality requirements with respect to patient records and
information will be maintained strictly in accordance with State and Federal Law. In safeguarding
the information received, Fort Lauderdale Addiction Treatment Center, LLC. earns the respect and
further trust of our patients and suppliers.

Your employment with Fort Lauderdale Addiction Treatment Center, LLC.assumes an obligation to
maintain confidentiality, even after you leave our employ.

Any violation of confidentiality seriously injures Fort Lauderdale Addiction Treatment Center, LLC.
reputation and effectiveness. Therefore, please do not discuss Fort Lauderdale Addiction Treatment
Center, LLC. business with anyone who does not work for us, and never discuss business
transactions with anyone who does not have a direct association with the transaction. Even casual
remarks can be misinterpreted and repeated, so develop the personal discipline necessary to maintain
confidentiality. If you hear, see, or become aware of anyone else breaking this trust, consider what
they might do with information they get from you.


                                                 17
                                Fort Lauderdale Addiction Center Policy and Procedure Manual


     If you are questioned by someone outside the company or your facility and you are concerned about
     the appropriateness of giving them certain information, remember that you are not required to
     answer, and that we do not wish you to do so. Instead, as politely as possible, refer the request to
     your supervisor or to the CEO/Executive Director.

     No one is permitted to remove or make copies of any Fort Lauderdale Addiction Treatment Center,
     LLC. records, reports, or documents without prior management approval.

     Because of its seriousness, disclosure of confidential information could lead to dismissal.

     As an employee of Fort Lauderdale Addiction Treatment Center, LLC., you have access to personal
     and confidential information. All Fort Lauderdale Addiction Treatment Center, LLC.business must
     be kept strictly confidential. You may be required to sign a Confidential Information Agreement to
     this effect.

     Customer Relations

     The success of Fort Lauderdale Addiction Treatment Center, LLC.depends upon the quality of the
     relationships between Fort Lauderdale Addiction Treatment Center, LLC., our employees, our
     patients, our referral sources and the general public. Our patients’ impression of Fort Lauderdale
     Addiction Treatment Center, LLC.and their interest and willingness to treat with us is greatly formed
     by the people who serve them. In a sense, regardless of your position, you are Fort Lauderdale
     Addiction Treatment Center, LLC. ambassador. The more goodwill you promote, the more our
     patients will respect and appreciate you, and Fort Lauderdale Addiction Treatment Center, LLC.
     services.

     Here are several things you can do to help give patients a good impression of Fort Lauderdale
     Addiction Treatment Center, LLC.:

1.   Act professionally and competently at all times and deal with patients in a courteous and respectful
     manner.

2.   Communicate pleasantly and respectfully with other employees at all times.

3.   Follow up on orders and questions promptly, provide businesslike replies to inquiries and requests,
     and perform all duties in an orderly manner.

4.   Take great pride in your work and enjoy doing your very best.

     These are the building blocks for your and Fort Lauderdale Addiction Treatment Center, LLC.
     continued success. Thank you for adding your support.




                                                      18
                           Fort Lauderdale Addiction Center Policy and Procedure Manual


Driver's License & Driving Record

Employees whose work requires operation of a motor vehicle must present and maintain a valid
driver's license and a driving record acceptable to our insurer. You will be asked to submit a copy of
your driving record to Fort Lauderdale Addiction Treatment Center, LLC. from time to time. Any
changes in your driving record must be reported to the Human Resources Department immediately.
Failure to do so may result in disciplinary action, including possible dismissal.

Equal Employment Opportunity

Fort Lauderdale Addiction Treatment Center, LLC. will provide equal employment opportunity
without regard to race, color, sex, age, disability, religion, national origin, marital status, sexual
orientation, or status as a veteran.

The policy applies to all areas of employment, including recruitment, hiring, training and
development, promotion, transfer, termination, layoff, compensation benefits, social and recreational
programs, and all other conditions and privileges of employment in accordance with applicable
federal, state, and local laws.

It is the policy of Fort Lauderdale Addiction Treatment Center, LLC. to comply with all the relevant
and applicable provisions of the Americans with Disabilities Act (ADA). Fort Lauderdale Addiction
Treatment Center, LLC. will not discriminate against any qualified employee or job applicant with
respect to any terms, privileges, or conditions of employment because of a person's physical or
mental disability. Fort Lauderdale Addiction Treatment Center, LLC. also will make reasonable
accommodation wherever necessary for all employees or applicants with disabilities, provided that
the individual is otherwise qualified to safely perform the duties and assignments connected with the
job and provided that any accommodations made do not require significant difficulty or expense.

Equal employment opportunity notices are posted on appropriate employee bulletin boards as
required by law. The notices summarize the rights of employees to equal opportunity in
employment and lists the names and addresses of the various government agencies that may be
contacted in the event that any person believes he or she has been discriminated against.

Management is primarily responsible for seeing that Fort Lauderdale Addiction Treatment Center,
LLC. equal employment opportunity policies are implemented, but all members of the staff share in
the responsibility for assuring that by their personal actions the policies are effective and apply
uniformly to everyone.

Any employees, including supervisors, involved in discriminatory practices will be subject to
disciplinary action up to and including discharge.

Note: Throughout this Employee manual, masculine pronouns such as he, his, or him shall be
construed so as to include both sexes.




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                           Fort Lauderdale Addiction Center Policy and Procedure Manual




Anti-Harassment Policy

Fort Lauderdale Addiction Treatment Center, LLC. intends to provide a work environment that is
pleasant, healthful, comfortable, and free from intimidation, hostility, or other offenses, which might
interfere with, work performance. Harassment of any sort - verbal, physical, and visual - will not be
tolerated.


What Is Harassment?

Harassment can take many forms. It may be, but is not limited to words, signs, jokes, pranks,
intimidation, physical contact, or violence. Harassment is not necessarily sexual in nature.

Sexually harassing conduct may include unwelcome sexual advances, requests for sexual favors, or
any other verbal or physical contact of a sexual nature that prevents an individual from effectively
performing the duties of their position or creates an intimidating, hostile or offensive working
environment, or when such conduct is made a condition of employment or compensation, either
implicitly or explicitly.

Responsibility

All Fort Lauderdale Addiction Treatment Center, LLC.employees, and particularly supervisors, have
a responsibility for keeping our work environment free of harassment. Any employee, who becomes
aware of an incident of harassment, whether by witnessing the incident or being told of it, must
report it to their immediate supervisor or any management representative with whom they feel
comfortable. When management becomes aware that harassment might exist, it is obligated by law
to take prompt and appropriate action, whether or not the victim wants the company to do so.

Reporting

Any incidents of harassment must be immediately reported to a supervisor or other management
representative. Appropriate investigation and disciplinary action will be taken. All reports will be
promptly investigated with due regard for the privacy of everyone involved. Any employee found to
have harassed a fellow employee or subordinate will be subject to severe disciplinary action or
possible discharge. Fort Lauderdale Addiction Treatment Center, LLC. will also take any additional
action necessary to appropriately remedy the situation. No adverse employment action will be taken
for any employee making a good faith report of alleged harassment.

Fort Lauderdale Addiction Treatment Center, LLC. accepts no liability for harassment of one
employee by another employee. The individual who makes unwelcome advances, threatens, or in
any way harasses another employee is personally liable for such actions and their consequences.
Fort Lauderdale Addiction Treatment Center, LLC. will not provide legal, financial or any other
assistance to an individual accused of harassment if a legal complaint is filed.


Health Examinations

                                                 20
                          Fort Lauderdale Addiction Center Policy and Procedure Manual



Fort Lauderdale Addiction Treatment Center, LLC. reserves the right to require an employee to
participate in a health examination to determine the employee's fitness to perform his/her essential
job functions. The company shall pay for all such health exams.

How You Were Selected

We carefully select our employees through written application, personal interview and reference
checks. After all available information was carefully considered and evaluated, you were selected to
become a member of our team.

This careful selection process helps Fort Lauderdale Addiction Treatment Center, LLC. to find and
employ people who are concerned with their own personal success and the success of Fort
Lauderdale Addiction Treatment Center, LLC.; people who want to do a job well and who can carry
on their work with skill and ability; and people who are comfortable with Fort Lauderdale Addiction
Treatment Center, LLC. and who can work well with our team.

Introductory Period

Your first ninety 90 days of employment at Fort Lauderdale Addiction Treatment Center, LLC.are
considered an Introductory Period, and during that period you will not accrue benefits described in
this Manual unless otherwise required by law. This Introductory Period will be a time for getting to
know your fellow employees, your supervisor and the tasks involved in your job position, as well as
becoming familiar with Fort Lauderdale Addiction Treatment Center, LLC. products and services.
Your supervisor will work closely with you to help you understand the needs and processes of your
job.

This Introductory Period is a try-out time for both you, as an employee, and Fort Lauderdale
Addiction Treatment Center, LLC., as an employer. During this Introductory Period, Fort
Lauderdale Addiction Treatment Center, LLC. will evaluate your suitability for employment, and
you can evaluate Fort Lauderdale Addiction Treatment Center, LLC. as well. At any time during
this first 90 days, you may resign without any detriment to your record. If, during this period, your
work habits, attitude, attendance or performance does not measure up to our standards, we may
release you. If you take approved time off in excess of five workdays during the Introductory
Period, the Introductory Period may be extended by that length of time.

At the end of the Introductory Period, your supervisor will discuss your job performance with you.
This review will be much the same as the normal jobs performance review that is held for regular
full-time or part-time employees on a semi-annual basis. During the course of the discussion, you
are encouraged to give your comments and ideas as well.

Please understand that completion of the Introductory Period does not guarantee continued
employment for any specified period of time, nor does it require that an employee be discharged
only for "cause".




                                                21
                           Fort Lauderdale Addiction Center Policy and Procedure Manual


Non-Compete Agreement

Certain new employees, such as outside/field salespeople and others, may be required to sign a Non-
Compete Agreement prepared by our attorneys as a condition of employment.


Outside Employment

What you do on your free time is your own business. However, if you are employed by Fort
Lauderdale Addiction Treatment Center, LLC.in a full-time position, Fort Lauderdale Addiction
Treatment Center, LLC. will expect that your position here is your primary employment. Any
outside activity must not interfere with your ability to properly perform your job duties at Fort
Lauderdale Addiction Treatment Center, LLC., and must be approved by your supervisor.

If you are thinking of taking on a second job, you must notify your supervisor immediately. He or
she will thoroughly discuss this opportunity with you to make sure that it will not interfere with your
job at Fort Lauderdale Addiction Treatment Center, LLC. nor pose a conflict of interest.

Proof of U.S. Citizenship and/or Right to Work

Federal regulations require that 1) before becoming employed, all applicants must complete and sign
Federal Form I-9, Employment Eligibility Verification Form; and 2) all applicants who are hired
need to present documents of identity and eligibility to work in the U. S.

Relatives

Members of immediate families may be employed by Fort Lauderdale Addiction Treatment Center,
LLC.




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                               Fort Lauderdale Addiction Center Policy and Procedure Manual


    Standards of Conduct

    Whenever people gathers together to achieve goals, some rules of conduct are needed to help
    everyone work together efficiently, effectively, and harmoniously. Some people have problems with
    "rules" and "authority figures," and past experience may have justified these thoughts and feelings;
    however, at Fort Lauderdale Addiction Treatment Center, LLC., we hold ourselves to a high
    standard of quality where the rules and authority figures simply assure that quality is maintained.

    By accepting employment with us, you have a responsibility to Fort Lauderdale Addiction Treatment
    Center, LLC. and to your fellow employees to adhere to certain rules of behavior and conduct. The
    purpose of these rules is not to restrict your rights, but rather to be certain that you understand what
    conduct are expected and necessary. When each person is aware that he or she can fully depend
    upon fellow workers to follow the rules of conduct, then our organization will be a better place to
    work for everyone.

    Disciplinary Actions

    Unacceptable Activities

    Generally speaking, we expect each person to act in a mature and responsible way at all times.
    However, to avoid any possible confusion, some of the more obvious unacceptable activities are
    noted below. Your avoidance of these activities will be to your benefit as well as the benefit of Fort
    Lauderdale Addiction Treatment Center, LLC. If you have any questions concerning any work or
    safety rule or any of the unacceptable activities listed, please see your supervisor for an explanation.

    Occurrences of any of the following violations, because of their seriousness, may result in immediate
    dismissal without warning:

*   Willful violation of any company rule; any deliberate action that is extreme in nature and is
    obviously detrimental to Fort Lauderdale Addiction Treatment Center, LLC. efforts to operate
    profitably.
*   Willful violation of security or safety rules or failure to observe safety rules or Fort Lauderdale
    Addiction Treatment Center, LLC. safety practices; failure to wear required safety equipment;
    tampering with Fort Lauderdale Addiction Treatment Center, LLC. equipment or safety equipment.
*   Negligence or any careless action which endangers the life or safety of another person.
*   Being intoxicated or under the influence of controlled substance drugs while at work; use or
    possession or sale of controlled substance drugs in any quantity while on company premises except
    medications prescribed by a physician which do not impair work performance.
*   Unauthorized possession of dangerous or illegal firearms, weapons or explosives on company
    property or while on duty.
*   Engaging in criminal conduct or acts of violence, or making threats of violence toward anyone on
    company premises or when representing Fort Lauderdale Addiction Treatment Center, LLC.;
    fighting, or horseplay or provoking a fight on company property, or negligent damage of property.
*   Insubordination or refusing to obey instructions properly issued by your supervisor pertaining to
    your work; refusal to help out on a special assignment.
*   Threatening, intimidating or coercing fellow employees on or off the premises -- at any time, for any
    purpose.



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                               Fort Lauderdale Addiction Center Policy and Procedure Manual


*   Engaging in an act of sabotage; willfully or with gross negligence causing the destruction or damage
    of company property, or the property of fellow employees, customers, suppliers, or visitors in any
    manner.
*   Theft of company property or the property of fellow employees; unauthorized possession or removal
    of any company property, including documents, from the premises without prior permission from
    management; unauthorized use of company equipment or property for personal reasons; using
    company equipment for profit.
*   Dishonesty; willful falsification or misrepresentation on your application for employment or other
    work records; lying about sick or personal leave; falsifying reason for a leave of absence or other
    data requested by Fort Lauderdale Addiction Treatment Center, LLC.; alteration of company records
    or other company documents.
*   Violating the non-disclosure agreement; giving confidential or proprietary Fort Lauderdale
    Addiction Treatment Center, LLC. information to competitors or other organizations or to
    unauthorized Fort Lauderdale Addiction Treatment Center, LLC. employees; working for a
    competing business while a Fort Lauderdale Addiction Treatment Center, LLC. employee; breach of
    confidentiality of personnel information.
*   Malicious gossip and/or spreading rumors; engaging in behavior designed to create discord and lack
    of harmony; interfering with another employee on the job; willfully restricting work output or
    encouraging others to do the same.
*   Immoral conduct or indecency on company property.

    Occurrences of any of the following activities, as well as violations of any Fort Lauderdale
    Addiction Treatment Center, LLC.rules or policies, may be subject to disciplinary action, including
    possible immediate dismissal. This list is not all-inclusive and, notwithstanding this list, all
    employees remain employed “at will".

*   Unsatisfactory or careless work; failure to meet production or quality standards as explained to you
    by your supervisor; mistakes due to carelessness or failure to get necessary instructions.
*   Any act of harassment, sexual, racial or other; telling sexist or racial-type jokes; making racial or
    ethnic slurs.
*   Excessive use of company telephone for personal calls.
*   Smoking in restricted areas or at non-designated times, as specified by facility rules.
*   Creating or contributing to unsanitary conditions.
*   Failure to report an absence or late arrival; excessive absence or lateness.
*   Obscene or abusive language toward any supervisor, employee or customer; indifference or rudeness
    towards a patient or fellow employee; any disorderly/antagonistic conduct on company premises.
*   Speeding or careless driving of any company vehicles.
*   Failure to immediately report damage to, or an accident involving company equipment.
*   Soliciting during working hours and/or in working areas; selling merchandise or collecting funds of
    any kind for charities or others without authorization during business hours, or at a time or place that
    interferes with the work of another employee on company premises.
*   Failure to maintain a neat and clean appearance in terms of the standards established by your
    supervisor; any departure from accepted conventional modes of dress or personal grooming; wearing
    improper or unsafe clothing.

    Disciplinary Actions

    Unacceptable behavior, which does not lead to immediate dismissal, may be dealt with in the
    following manner:

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                            Fort Lauderdale Addiction Center Policy and Procedure Manual



 Verbal Warning
 Written Warning
 Dismissal

 Written warnings will include the reasons for the supervisor's dissatisfaction and any supporting
 evidence. You will have an opportunity to defend your actions and rebut the opinion of your
 supervisor at the time the warning is issued. Disciplinary actions may also include fines,
 suspensions or other measures deemed appropriate to the circumstances.

 All pertinent facts will be carefully reviewed, and the employee will be given a full opportunity to
 explain his or her conduct before any decision is reached. The President or another member of
 senior management will give a second opinion concerning the unacceptable behavior before
 dismissal occurs.

 If you commit any of the actions listed below, or any other action not specified but similarly serious,
 you will be suspended without pay pending the investigation of the situation. Following the
 investigation you may be terminated without any previous disciplinary action having been taken.

 1. Theft
 2. Falsification of Company records
 3. Failure to follow safety practices
 4. Conflict of interest
 5. Threat of, or the act of doing bodily harm
 6. Willful or negligent destruction of property
 7. Use and/or possession of intoxicants, drugs or narcotics
 8. Neglect of duty
 9. Refusal to perform assigned work or to follow a direct order
10. Bringing a weapon onto company property.

 Dismissal

 Employment and compensation with Fort Lauderdale Addiction Treatment Center, LLC.is "at will"
 in that they can be terminated with or without cause, and with or without notice, at any time, at the
 option of either Fort Lauderdale Addiction Treatment Center, LLC. or yourself, except as otherwise
 provided by law or by contract.

 Wage & Salary Policies

 It is Fort Lauderdale Addiction Treatment Center, LLC. desire to pay wages and salaries that are
 competitive with other employers in the marketplace in a way that will be motivational, fair and
 equitable, variable with individual and company performance and in compliance with all applicable
 statutory requirements, and pursuant to Federal Medicare guidelines.

 You are employed by Fort Lauderdale Addiction Treatment Center, LLC. and will be carried directly
 on our payroll. No person may be paid directly out of petty cash or any other such fund for work
 performed. The only exception to this policy is where a contract relationship exists with a bona fide
 contractor.


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                                Fort Lauderdale Addiction Center Policy and Procedure Manual




     Application

     Fort Lauderdale Addiction Treatment Center, LLC. applies the same principles of fairness and
     external comparability to all employees, regardless of organizational level, sex, religion, national
     origin, age, or race.

     Basis for Determining Pay

     Your pay is influenced by a number of factors, including without limitation:

1.   The nature and scope of the job.

2.   What other employers pay their employees for comparable jobs.

3.   Individual performance.

4.   Applicable Medicare Guidelines with respect to employee compensation in Community Mental
     Health Center.

     Wages and salaries for all positions are compared with external market data. Each position is
     assigned a range of pay, including a minimum and a maximum. Periodically Fort Lauderdale
     Addiction Treatment Center, LLC. will examine the market conditions to ensure ongoing
     comparability. Changes in pay ranges will be made as needed and as the company can afford, to
     maintain market comparability and also to remain in compliance with applicable Medicare
     Guidelines.

     Individual Pay

     An individual's pay within this range will depend on his sustained performance over time. Every
     twelve- (12) months every employee will have a performance review with his supervisor. During
     that review, significant performance events that occurred throughout that half year will be discussed.

     The overall performance rating will influence the wage/salary adjustment.

     Deductions From Paycheck (Mandatory)

     Fort Lauderdale Addiction Treatment Center, LLC. is required by law to make certain deductions
     from your paycheck each time one is prepared. Among these are your federal, state and local
     income taxes and your contribution to Social Security as required by law. These deductions will be
     itemized on your check stub. The amount of the deductions may depend on your earnings and on the
     information you furnish on your W-4 form regarding the number of dependents/exemptions you
     claim. Any change in name, address, telephone number, marital status or number of exemptions
     must be reported to the Human Resources Coordinator immediately, to ensure proper credit for tax
     purposes. The W-2 form you receive for each year indicates precisely how much of your earnings
     were deducted for these purposes.



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                           Fort Lauderdale Addiction Center Policy and Procedure Manual


Any other mandatory deductions to be made from your paycheck, such as court-ordered attachments
or garnishments will be explained whenever Fort Lauderdale Addiction Treatment Center, LLC. is
ordered to make such deductions. Some states may require other payroll deductions.

Error In Pay

Every effort is made to avoid errors in your paycheck. If you believe an error has been made please
inform the Human Resources Coordinator immediately. She will take the necessary steps to
research the problem and to assure that any necessary correction is made properly and promptly.

Overtime Pay

From time to time, it may be necessary for you to perform overtime work in order to complete a job
on time. All overtime must be approved in advance by your supervisor or facility head. When it is
necessary to work overtime, you are expected to cooperate as a condition of your employment.
There are two types of overtime work:

1.                            Scheduled Overtime: Scheduled overtime work is announced in
advance and generally will involve an entire facility or operation. This type of overtime becomes
part of the required workweek of the people who are members of the facility or operation. If you
need to be excused from performing scheduled overtime, please speak with your supervisor. He or
she will consider your situation and the requirements of the facility or operation in deciding whether
you may be excused from performing the scheduled overtime.

2.                            Incidental Overtime: Incidental overtime is not scheduled, it becomes
necessary in response to extenuating circumstances. It is extra time needed to complete work
normally completed during regular hours. Incidental overtime may become necessary when an
illness or emergency keeps co-workers from being at work as anticipated. It may require you to
return to the workplace for emergency work. The opportunity to perform incidental overtime will be
given first to the employee who normally performs the task. If that employee cannot perform the
overtime, the supervisor will offer the overtime to a suitably qualified person who is available to
perform the overtime work.
If you are a "non-exempt" employee and you perform overtime work, you will be paid one and one-
half (1-1/2) times your regular hourly wage for any time over eight (8) hours per day or forty (40)
hours per week that you work. If, during that week, you were away from the job because of a job-
related injury, paid holiday, jury duty, vacation taken in single-day increments, or paid sick time,
those hours not worked will be counted as hours worked for the purpose of computing eligibility for
overtime pay.

Pay Period & Hours

Our payroll workweek begins on Sunday 12:01 a.m. and ends on Saturday at 12:00 midnight. All
time sheets are expected to be turned in to your supervisor by no later than the following Monday at
Noon.

Pay Cycle

(26 pay periods per year) Payday is bi-weekly.


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                              Fort Lauderdale Addiction Center Policy and Procedure Manual


    Changes will be made and announced in advance whenever Fort Lauderdale Addiction Treatment
    Center, LLC. holidays or closings interferes with the normal payday.

    Paycheck Distribution

    Paychecks are:distributed by your supervisor and/or may be picked up at the reception desk during
    regular                                      business                                      hours..

    Resignation and Termination Pay

    Fort Lauderdale Addiction Treatment Center, LLC. hopes and expects that you will give at least two
    weeks notice in the event you intend to leave our employ. An employee who voluntarily terminated
    their employment without giving a two-week notice to Fort Lauderdale Addiction Treatment Center,
    LLC.forfeits any accrued and unused vacation and/or sick time. If the employer decides to terminate
    the employee’s employment any accrued but unused vacation time will be paid at the time of the
    employment termination. In the event the employee terminates their employment and gives a two
    week notice and leaves in good standing they will be paid any accrued but unused vacation time at
    the time of termination as specified under "Vacations" in the "Benefits" section of this Manual.

    Time Records

    By law we are obligated to keep accurate records of the time worked by all employees. This is done
    by use of time clock or written time verification forms, which will be provided for each pay period.
    Such must be completed, signed by your supervisor prior to issuance of paycheck for each pay
    period.
    Performance & Compensation Reviews

    Performance Reviews


    Your supervisor is continuously evaluating your job performance. Day-to-day interaction between
    you and your supervisor should give you a sense of how your supervisor perceives your
    performance.

    However, to avoid haphazard or incomplete evaluations, Fort Lauderdale Addiction Treatment
    Center, LLC.conducts a formal review twice, a year for each employee.

    Performance reviews will be conducted annually based upon your date of hire. New employees may
    be reviewed more frequently. A review may also be conducted in the event of a promotion or
    change in duties and responsibilities.

    During formal performance reviews, your supervisor will consider the following things, among
    others:

*   Attendance, initiative and effort
*   Knowledge of your work
*   Attitude and willingness
*   The quality and quantity of your work
*   The conditions under which you work

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                               Fort Lauderdale Addiction Center Policy and Procedure Manual


*   Trainings attended

    The primary reason for performance reviews is to identify your strengths and weaknesses in order to
    reinforce your good habits and develop ways to improve in your weaker areas. This review also
    serves to make you aware of and to document how your job performance compares to the goals and
    description of your job. This is a good time to discuss your interests and future goals. Your
    supervisor is interested in helping you to progress and grow in order to achieve personal as well as
    work-related goals—perhaps he or she can recommend further training or additional opportunities
    for you.

    In addition to individual job performance reviews, Fort Lauderdale Addiction Treatment Center,
    LLC. periodically conducts a review of job descriptions to insure that we are fully aware of any
    changes in the duties and responsibilities of each position, and that such changes are recognized and
    adequately compensated.

    Compensation Reviews

    Wage and salary increases are based on merit alone and not length of-service or the cost-of-living.
    Having your compensation reviewed does not necessarily mean that you will be given an increase.

    Fort Lauderdale Addiction Treatment Center, LLC. conducts compensation reviews annually on or
    about each following their performance review. Any wage or salary increases will appear in the pay
    period ending after the dates they are granted. Wage and salary increases may be retroactive in the
    case of late reviews, at the discretion of the Company.

    WORK SCHEDULE

    Fort Lauderdale Addiction Treatment Center, LLC. provides treatment services to patients on a 24
    hour/7 day week schedule. Your supervisor will give your schedule of daily work hours to you.
    You will be notified promptly whenever a change is necessary. Should you have any questions
    concerning your work schedule, please ask your supervisor.

    Absence or Lateness

    From time to time, it may be necessary for you to be absent from work. Fort Lauderdale Addiction
    Treatment Center, LLC. is aware that emergencies, illnesses, or pressing personal business that
    cannot be scheduled outside your work hours may arise. Sick days and personal days have been
    provided for this purpose.

    If you are unable to report to work or if you will arrive late, please contact your supervisor
    immediately. Give him or her as much time as possible to arrange for someone else to cover your
    position until you arrive. If you know in advance that you will need to be absent, you are required to
    request this time off directly from your supervisor. He or she will determine when will be the most
    suitable time for you to be absent from your work.

    When you call in to inform Fort Lauderdale Addiction Treatment Center, LLC. of an unexpected
    absence or late arrival, please notify your supervisor directly. For late arrivals, please indicate when
    you expect to arrive for work. Notifying the receptionist is not sufficient. If you are unable to call in


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                           Fort Lauderdale Addiction Center Policy and Procedure Manual


yourself because of an illness, emergency or for some other reason, be sure to have someone call on
your behalf. If your supervisor is not available when you call, you notify the Director.

Absence from work for three (3) consecutive days without notifying your supervisor or the personnel
administrator will be considered a voluntary resignation.

Attendance

You are expected to be at Fort Lauderdale Addiction Treatment Center, LLC. and ready to work at
the beginning of your assigned daily work hours, and you are expected to remain at work until the
end of your assigned work hours, except for lunch.

Be aware that excessive time off could lead to disciplinary action.

Excessive Absenteeism or Lateness

In general, five (5) absences in a 90-day period, or a consistent pattern of absence, will be considered
excessive, and the reasons for the absences may come under question. Tardiness or leaving early is
as detrimental to Fort Lauderdale Addiction Treatment Center, LLC. as an absence. Three (3) such
incidents in a 90-day period will be considered a “tardiness pattern” and will carry the same weight
as an absence. Other factors, like the degree of lateness, may be considered.

Be aware that excessive absenteeism, lateness, or leaving early may lead to disciplinary action,
including possible dismissal.

Lunch

If you work longer than four (4) hours, you will be given an unpaid lunch period. The time when
lunch periods are scheduled varies among facilitys, depending on the needs of each facility. Your
supervisor will give you your lunch period schedule.

Record of Absence or Lateness

If you are absent because of illness for three (3) or more successive days, your supervisor may
request that you submit written documentation from your doctor. If you are absent five (5) or more
days because of illness, you may be required to provide written documentation from a doctor that
you are able to resume normal work duties before you will be allowed to return to work. You will
be responsible for any charges made by your doctor for this documentation.

Your supervisor will make a note of any absence or lateness, and the reason, in your personnel file.
Your attendance record will be considered when evaluating requests for promotions, transfers, leaves
of absence, and approved time off, as well as scheduling layoffs, etc.




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                           Fort Lauderdale Addiction Center Policy and Procedure Manual


3                             Benefits

The Benefits Package

In addition to receiving an equitable salary and having an equal opportunity for professional
development and advancement, you may be eligible to enjoy other benefits, which will enhance your
job satisfaction. We are certain that you will agree that the benefits program described in this
Manual represents a very large investment by Fort Lauderdale Addiction Treatment Center, LLC.,
and we trust that you will avoid abusing any of the program's benefits.

A good benefits program is a solid investment in Fort Lauderdale Addiction Treatment Center, LLC.
and its employees. It not only insures the loyalty of long-time capable employees; it also helps to
attract talented newcomers who can help Fort Lauderdale Addiction Treatment Center, LLC. grow.
Fort Lauderdale Addiction Treatment Center, LLC. will periodically review the benefits program
and will make modifications as appropriate to the company's condition.

Eligibility for Benefits

If you are a full-time employee, you will enjoy all of the benefits described in this manual as soon as
you meet the eligibility requirements for each particular benefit.

If you are a part-time employee, you will enjoy only those benefits, which are required by law to be
afforded to you, provided that you meet the minimum requirements set forth by law and in the
benefit plan(s).

No benefits are available to you during your Introductory Period, except as otherwise provided by
law.

Note: See "Introductory Period" in the "Employment" section of this Manual for further information.

Temporary employees are not eligible for benefits.




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                          Fort Lauderdale Addiction Center Policy and Procedure Manual


Paid Leaves of Absence

Paid Time off for any reason during a working day will count first against your allotted Paid Tine
Off in a minimum of 15 minute increments. Once you have used all of your earned Paid Time Off,
hereafter, unless specifically excepted, any time off will be without pay.




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                          Fort Lauderdale Addiction Center Policy and Procedure Manual


Holidays


Only full-time employees are eligible for holiday pay.

You are not eligible to receive holiday pay if you are a part-time employee or a temporary employee.

Recognized Holidays

The following holidays are recognized by Fort Lauderdale Addiction Treatment Center, LLC. as
paid holidays:


New Year’s Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas Day

Holiday Policies

You may take time off to observe your religious holidays. If available, a full day of unused
(sick/personal) leave or a vacation day may be used for this purpose, otherwise the time off is
without pay.

We schedule all national holidays on the day designated by common business practice.

If a holiday occurs during your scheduled vacation, you are permitted to take an extra day of
vacation.

In order to qualify for holiday pay, you must work the scheduled workday immediately before and
after the holiday. Only excused absences will be considered exceptions to this policy.

You are not eligible to receive holiday pay when you are on a leave of absence.




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                           Fort Lauderdale Addiction Center Policy and Procedure Manual


Paid Time Off

Paid Time Off is a time for you to rest, relax, and pursue special interests. Fort Lauderdale
Addiction Treatment Center, LLC. has provided paid time off as one of the many ways in which we
show our appreciation for your loyalty and continued service.

Only regular full-time employees are eligible for paid vacation. You are not eligible for paid
vacation during your Introductory Period. Nor are you eligible for paid vacation if you are a part-
time or temporary employee.

Amount of Paid Time Off

Full-time employees are eligible to accrue vacation for each calendar month of service from the
completion date of their Introductory Period. The vacation accrual rate is based on your length of
employment, as follows:

Bi-Weekly
Vacation – 3.08
Sick – 1.54

Full-time management, adminstratrative, and long term care clinicians are eligible for the company’s
Paid Time Off (PTO) program. Group practice clinicians that have paid vacations and holidays per
their agreement are treated separately from the company’s PTO plan; their time is monitored at their
practice. You can use PTO when time off is needed for vacation, sickness or personel absences.
PTO is tracked on your paycheck and is adjusted with every payroll cycle. Employees who leave the
company will be paid out any PTO balance upon termination with their last paycheck.


As a full-time eligible employee, you accrue PTO upon employment.             After three months of
continous employment, you are eligible to take earned PTO.

Vacation Policies

Every effort will be made to grant you your vacation at the time you desire. However, vacations
cannot interfere with your facility's operation and therefore must be requested at least one (1) month
in advance.

You may not receive advance vacation pay (for vacation time taken in excess of your vacation
accrual balance) without written authorization. Such authorization is at the discretion of Fort
Lauderdale Addiction Treatment Center, LLC., and must be granted in advance of your vacation.
Any amount of advanced vacation paid but not yet earned at the time of termination of employment
will be deducted from your final paycheck.

If you are on an approved leave of absence for less than thirty (30) days, your vacation time will
continue to accrue. Should the leave extend beyond thirty (30) days, vacation time will not continue
to accrue.

If a company-paid holiday falls during your scheduled vacation period, you will receive an
additional day.

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Fort Lauderdale Addiction Center Policy and Procedure Manual




                    35
                           Fort Lauderdale Addiction Center Policy and Procedure Manual


Other Paid Leaves

Funeral (Bereavement) Leave

You are entitled to take up to three (3) workdays with pay to attend the funeral and take care of
personal matters related to the death of a member of your immediate family. (A parent, spouse,
spouse's parents, child, spouse's child by a former marriage, brother, or sister.) One (1) day of paid
funeral leave will be granted in the case of the death of a grandparent, your spouse's grandparent or
sibling, or any member of your extended family living in your home. Only regular full-time
employees are eligible for paid funeral leave.

At your request, you may take up to one full day without pay to attend funerals of other relatives and
friends. If you prefer, unused personal leave or a day of earned vacation may be used for this
purpose.

Paid time under this policy is given over and above any time allowed and earned under our Personal
Leave policy.

Pay for a funeral leave will be made for actual time lost from work. If the death occurs at a time
when work is not scheduled, payment will not be made. If a holiday or part of your vacation occurs
on any of the days of absence, you may not receive holiday or vacation pay in addition to paid
funeral leaves.

An excused absence for family death may not be retroactive, postponed or split.

Jury Duty

It is your civic duty as a citizen to report for jury duty whenever called. If you are called for jury
duty, we will permit you to take the necessary time off and we wish to help you avoid any financial
loss because of such service. If you have completed your Introductory Period, Fort Lauderdale
Addiction Treatment Center, LLC.will pay you eight-hours of wages per day for your first five days
of service, as required by state law. Should your jury service extend beyond five (5) days you will
be entitled to receive fifty dollars $50.00 per day from the state.

Upon receiving a notice for jury duty, you must provide us with a copy of the notice as soon as
possible.

You must report for work if you are released from jury duty before the end of our workday or if you
are temporarily released from jury duty.

Personal Leave

As a full-time "non-exempt" employee, and after your Introductory Period is completed, you are
eligible to take Paid time off and use the paid time off as personal leave during each calendar year.
You may use your Paid Time Off as personal leave in units of no less than two hours at any one
time. Personal leave time is intended to be used to accomplish personal business that cannot be
accomplished during time other than your normal working hours. You are required to request
personal leave time from your supervisor in advance and obtain his or her approval. During your
first calendar year, the earned personal leave time is pro-rated.

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                            Fort Lauderdale Addiction Center Policy and Procedure Manual



If you are required to take a disability leave of absence, any accrued personal leave will be paid at
the time the leave commences.

Employees going on unpaid required military leave of absence may apply their personal leave at the
time the leave commences if they wish.

If you are on an approved leave of absence for less than thirty (30) days, your personal leave will
continue to accrue; should the leave extend beyond thirty calendar days, personal leave time will not
continue to accrue.

This personal leave policy does not apply to "exempt" employees on our payroll. It also does not
apply if personal leave is needed as a result of self-inflicted injury, illegal substance abuse or alcohol
abuse, or illness or injury incurred while in the act of committing a felony.

In the event of an illness or injury, which is covered by workers' compensation insurance, this
personal leave policy will not apply.


Sick Leave

To qualify for sick leave you must be a full-time employee and have completed your Introductory
Period. Time taken off before this will be without pay. If you must be absent from work because of
a personal illness, you will be eligible to receive your regular straight time pay, eight (8) hours per
day, as long as you have accrued the Paid Time Off per calendar year. You may use your Paid Time
Off for sick leave in units of no less than two (2) hours at any one time. Please advise your
supervisor as soon as possible that you will be absent from work due to illness.

Paid Time Off for Sick leave may be used for the purpose of visiting doctors, dentists, or other
practitioners in their offices. This time may also be used for tending to a serious illness suffered by a
member of your immediate family; in the event the illness requires your personal time and attention.
For purposes of this section, immediate family includes spouse, child, parent, or sibling living in
your home. If another person can attend to the needs of an ill family member, you are expected to
fulfill your duties as an employee of Fort Lauderdale Addiction Treatment Center, LLC.

If you are required to take a disability leave of absence, any accrued sick leave will be paid at the
time the leave commences; should the leave extend beyond thirty (30) days, sick leave will not
continue to accrue.

If you are on an approved leave of absence for less than thirty (30) days, your sick leave will
continue to accrue. Should the leave extend beyond thirty (30) calendar days, sick leave time will
not continue to accrue.

This sick leave policy does not apply to "exempt" employees on our payroll. It also does not apply if
sick leave is needed as a result of self-inflicted injury, illegal substance abuse or alcohol abuse, or
illness or injury incurred while in the act of committing a felony.

In the event of an illness or injury covered by workers' compensation, this sick leave policy will not
apply, but will defer to state statutes.

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                           Fort Lauderdale Addiction Center Policy and Procedure Manual



Paid Time Off for Sick days do not accumulate from year to year. If you have unused Paid Time Off
at the end of the calendar year, or upon the termination of your employment with Fort Lauderdale
Addiction Treatment Center, LLC., you will be paid for that time at your regular base rate.
Unpaid Leaves of Absence

Occasionally, for medical, personal, or other reasons, you may need to be temporarily released from
the duties of your job with Fort Lauderdale Addiction Treatment Center, LLC., but may not wish to
submit your resignation. Under certain circumstances, you may be eligible for an unpaid leave of
absence.

There are several types of unpaid leaves, which you may be eligible for.

Family Leave

Pursuant to the Family and Medical Leave Act, Fort Lauderdale Addiction Treatment Center, LLC.
provides family leaves of absence without pay to eligible employees who wish to take time off from
work duties to fulfill family obligations relating directly to childbirth, adoption or placement of a
foster child, or to care for a child, spouse or parent with a serious health condition. A serious health
condition means an illness, injury, impairment or physical or mental condition that involves inpatient
care in a hospital, hospice or residential medical care facility, or continuing treatment by a health
care provider.

Eligible employees must have been employed by Fort Lauderdale Addiction Treatment Center, LLC.
for at least twelve (12) months and worked at least 1,250 hours during the last twelve- (12) months.

Eligible employees may request family leave only after having completed 12 months of service.
Eligible employees should make requests for family leave to their supervisors at least 30 days in
advance of foreseeable events and as soon as possible for unforeseeable events.

Employees requesting family leave related to the serious health condition of a child, spouse or parent
must submit a health care provider’s statement, which is available from the Human Resources
Coordinator, verifying the need for a family leave to provide care, its beginning and expected ending
dates, and the estimated time required.

Eligible employees may request up to a maximum of 12 weeks of family leave within any 12-month
period. Any combination of leave available under all combined leave policies may not exceed this
maximum limit. If this initial period of absence proves insufficient, consideration will be given to a
written request for a single extension of no more than seven calendar days. Employees will be
required to first use any accrued paid leave time before taking unpaid family leave. Married
employee couples may be restricted to a combined total of 12 weeks leave within any 12 month
period for childbirth, adoption or placement of a foster child, or to care for a parent with a serious
health condition.

Subject to the terms, conditions and limitations of the applicable plans, the Company will continue
to provide health insurance benefits for the full period of the approved family leave. Employees
must continue to pay their portion of any insurance premiums.



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                                Fort Lauderdale Addiction Center Policy and Procedure Manual


     Benefit accruals, such as vacation, sick leave and holiday benefits will continue during the approved
     family leave period.
     So that an employee’s return to work can be properly scheduled, an employee on family leave is
     requested to provide the Company with at least two weeks advance notice of the date the employee
     intends to return to work. When a family leave ends, the employee will be reinstated to the same
     position, if it is available, or to an equivalent position for which the employee is qualified.

     If an employee fails to report to work promptly at the end of the approved leave period, except for
     valid reasons submitted in writing at least one week in advance, the Company will assume that the
     employee has resigned.


     Educational Leave of Absence

     An educational leave of absence may be approved if the desired curriculum is of mutual benefit to
     you and to Fort Lauderdale Addiction Treatment Center, LLC. Request such, in the same manner as
     you would for a personal leave of absence.

     Election Day

     We encourage you to exercise your voting privileges in local, state, and national elections.
     However, since the polls are open for long periods, you are encouraged to vote before or after
     regular working hours. If it should be necessary, you may take up to two hours leave from work to
     vote in a governmental election or referendum. You will be expected to notify your supervisor at
     least one week in advance. You will not be paid for such time. Personal leave time, if available,
     may be used for this purpose.

 Military Leave of Absence

     If you are a full-time employee and are inducted into the U.S. Armed Forces, you will be eligible for
     re-employment after completing military service, provided:

1.   You show your orders to your supervisor as soon as you receive them.

2.   You satisfactorily complete your active duty service.

3.   You enter the military service directly from your employment with Fort Lauderdale Addiction
     Treatment Center, LLC.

4.   You apply for and are available for re-employment within ninety (90) days after discharge from
     active duty. If you are returning from up to six- (6) month's active duty for training, you must apply
     within a reasonable time (usually thirty (30) days) after discharge.




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                           Fort Lauderdale Addiction Center Policy and Procedure Manual


Military Reserves or National Guard Leave of Absence

Employees who serve in U. S. military organizations or state militia groups may take the necessary
time off without pay to fulfill this obligation, and will retain all of their legal rights for continued
employment under existing laws. These employees may apply accrued personal leave and unused
earned vacation time to the leave if they wish; however, they are not obliged to do so.

You are expected to notify your supervisor as soon as you are aware of the dates you will be on duty
so that arrangements can be made for replacement during this absence.

Personal Leave of Absence

In very special circumstances, Fort Lauderdale Addiction Treatment Center, LLC.may grant a leave
for a personal reason, but never for taking employment elsewhere or going into business for
yourself. You should request an unpaid personal leave of absence from your supervisor. A personal
leave of absence must not interfere with the operations of your facility or Fort Lauderdale Addiction
Treatment Center, LLC. Management must approve all such requests.

A personal leave of absence may be granted for up to thirty (30) days. If your leave is extended for
more than thirty (30) days, vacation and other benefits will no longer continue to accrue. Consult
your group insurance booklet to determine your insurance coverage during a leave of absence.
Failure to return from a leave at the time agreed will result in termination of employment.

Note: See "Returning From a Leave of Absence" later on in this section for further information.

Accepting Other Employment or Going Into Business
  While on Leave of Absence

If you accept any employment or go into business while on a leave of absence from Fort Lauderdale
Addiction Treatment Center, LLC., you will be considered to have voluntarily resigned from
employment with Fort Lauderdale Addiction Treatment Center, LLC. as of the day on which you
began your leave of absence.

Insurance Premium Payment During Leaves of Absence

Fort Lauderdale Addiction Treatment Center, LLC. will continue to pay our share of insurance
premiums for employee coverage and dependent coverage for a maximum of three (3) months while
you are on a disability leave of absence. While you are on an approved family leave from Fort
Lauderdale Addiction Treatment Center, LLC., you will be responsible for paying the total
premiums for your coverage and that of your dependents while on leave. Failure to do so may result
in loss of coverage and possible refusal by the insurance carrier to allow your coverage to be
reinstated.




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                            Fort Lauderdale Addiction Center Policy and Procedure Manual


Government Required Coverage

Workers' Compensation

The Florida Workers' Compensation Law is a no-fault insurance plan, which is supervised by the
state, and one hundred percent (100%) paid for by Fort Lauderdale Addiction Treatment Center,
LLC. This law was designed to provide you with benefits for any injury, which you may suffer in
connection with your employment. Under the provisions of the law, if you are injured while at
work, you are eligible to apply for Workers' Compensation.

Unemployment Compensation

Fort Lauderdale Addiction Treatment Center, LLC. pays a percentage of its payroll to the
Unemployment Compensation Fund according to Fort Lauderdale Addiction Treatment Center,
LLC. employment history. If you become unemployed, you may be eligible for unemployment
compensation, under certain conditions, for a limited period of time. Unemployment compensation
provides temporary income for workers who have lost their jobs. To be eligible you must have
earned a certain amount and are willing and able to work. You should apply for benefits through
your Local State Unemployment Office as soon as possible.

Fort Lauderdale Addiction Treatment Center, LLC. pays the entire cost of this insurance.

Social Security

The United States Government operates a system of contributory insurance known as Social
Security. As a wage earner, you are required by law to contribute a set amount of your weekly
wages to the trust fund from which benefits are paid. As your employer, Fort Lauderdale Addiction
Treatment Center, LLC.is required to deduct this amount from each paycheck you receive. In
addition, Fort Lauderdale Addiction Treatment Center, LLC.matches your contribution dollar for
dollar, thereby paying one-half of the cost of your Social Security benefits.

Other Benefits

Education Assistance Seminars/Continuing Professional Education

We feel an individual who possesses a desire to continue their education, in addition to performing
their full-time job, shows a commitment to improving themselves and their position within the
company.

Full-time employees may continue their education or attend seminars and continuing professional
development courses in a related field of study. All seminars must be pre-approved by your
supervisor.

Reminder: If you are taking a pre-approved seminar that offers continuing professional credits, be
sure to give your supervisor a copy of the Continuing Professional Credit Certificate (or other
document) to include in your personnel file.

In order to qualify for this benefit you must:


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                                  Fort Lauderdale Addiction Center Policy and Procedure Manual


1.    Advise your supervisor, prior to enrolling for the class, that you intend to take a particular seminar.
      Your supervisor will advise you whether the course is of a nature that Fort Lauderdale Addiction
      Treatment Center, LLC. will approve for partial reimbursement of fees.

     2. The course must be job-oriented and offered by an approved educational institution.


     Communications

      Successful working conditions and relationships depend upon successful communication. Not only
      do you need to stay aware of changes in procedures, policies, and general information; you also need
      to communicate your ideas, suggestions, personal goals, or problems as they affect your work.

      In addition to the exchanges of information and expressions of ideas and attitudes which occur daily,
      make certain you are aware of and utilize all Fort Lauderdale Addiction Treatment Center, LLC.
      methods of communication, including this Employee Manual, bulletin boards, discussions with your
      supervisor, memoranda, staff meetings, newsletters, training sessions, etc.

      You will receive other information booklets, such as your insurance booklets, from time to time.
      You may take these booklets home so that your family may know more about your job and your
      benefits.

      In addition, you may receive letters from Fort Lauderdale Addiction Treatment Center, LLC. There
      is no regular schedule for distribution of this information. The function of each letter is to provide
      you and your family with interesting news and helpful information, which will keep you up-to-date
      on the events here at Fort Lauderdale Addiction Treatment Center, LLC.

      Computer Software (Unauthorized Copying)

      Fort Lauderdale Addiction Treatment Center, LLC. does not condone the illegal duplication of
      software. The copyright law is clear. The copyright holder is given certain exclusive rights,
      including the right to make and distribute copies. Title 17 of the U.S. Code states that "it is illegal to
      make or distribute copies of copyrighted material without authorization" (Section 106). The only
      exception is the users' right to make a backup copy for archival purposes (Section 117).

      The law protects the exclusive rights of the copyright holder and does not give users the right to
      copy software unless a backup copy is not provided by the manufacturer. Unauthorized duplication
      of software is a Federal crime. Penalties include fines of as much as $250,000, and jail terms of up
      to five years.

      Even the users of unlawful copies suffer from their own illegal actions.               They receive no
      documentation, no customer support, and no information about product updates.

1.    Fort Lauderdale Addiction Treatment Center, LLC. licenses the use of computer software from a
      variety of outside companies. Fort Lauderdale Addiction Treatment Center, LLC. does not own this
      software or its related documentation and, unless authorized by the software manufacturer, does not
      have the right to reproduce it.



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                                Fort Lauderdale Addiction Center Policy and Procedure Manual


2.   With regard to use on local area networks or on multiple machines, Fort Lauderdale Addiction
     Treatment Center, LLC. employees shall use the software only in accordance with the license
     agreement.

3.   Fort Lauderdale Addiction Treatment Center, LLC. employees learning of any misuse of software or
     related documentation within the company shall notify the facility supervisor or Fort Lauderdale
     Addiction Treatment Center, LLC. legal counsel.

4.   According to the U.S. Copyright Law, illegal reproduction of software can be subject to civil
     damages and criminal penalties, including fines and imprisonment. Fort Lauderdale Addiction
     Treatment Center, LLC. employees who make, acquire or use unauthorized copies of computer
     software shall be disciplined as appropriate under the circumstances. Such discipline may include
     dismissal.

     At your exit interview or upon dismissal, you will learn how you can continue your insurance
     coverage and any other benefits you currently enjoy as an employee who is eligible for continuation.

     Facility Meetings

     From time to time, staff meetings will be scheduled before, during, or after work. They give you and
     your fellow workers a chance to receive information on FORT LAUDERDALE ADDICTION
     TREATMENT CENTER, LLC., events, to review problems and possible solutions, and to make
     suggestions about your facility or your job.

     If your attendance at Facility Meetings is mandatory, you will be informed. Failure to attend may
     involve a penalty.

     Personal Appearance of Employees

     It is the policy of Fort Lauderdale Addiction Treatment Center, LLC. that each employee’s dress;
     grooming and personal hygiene should be appropriate to the work situation. Employees are
     expected at all times to present a professional business-like image to patients and the public.
     Favorable personal appearance, like proper maintenance of work areas, is an ongoing requirement of
     the employment with Fort Lauderdale Addiction Treatment Center, LLC. Radical departures from
     conventional dress or personal grooming and hygiene standards are not permitted. Company issued
     attire, such as uniforms, which are approved by Management, shall be deemed appropriate attire in
     the workplace for purposes of this policy.
     The personal appearance of employees is to be governed by the following standards:

 1. Employees are expected to dress in a manner that is normally acceptable in an office environment.
     The wearing of suggestive attire or of dungarees, jeans, denim skirts, shorts, sandals, T-shirts and
     similar items of casual attire is not permitted, as they do not present a business-like appearance.
     Women'’ skirts must be office length and women'’ walking shorts, which are part of a suit, are
     permissible if business like in appearance. Men are expected to wear shirt, and slacks/jeans.

 2. Hair should be clean, combed and neatly trimmed or arranged. Shaggy, unkempt hair is not
     permissible regardless of length.



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                               Fort Lauderdale Addiction Center Policy and Procedure Manual


3. Sideburns, mustaches, and beards should be neatly trimmed.

4. The appropriateness of employee compliance with any of the foregoing shall be in the sole discretion
    of Management.

5. This policy does permit a casual dress on Friday’s.

    Non-compliance: All decisions regarding appropriateness of attire in the workplace remain in the
    sole discretion of Management. Any employee who has a question regarding the appropriateness of
    their attire should ask Management. Any employee who, at the discretion of Management, does not
    meet the standards of this policy will be required to take corrective action, which may include
    leaving the premises. Repeated violations of this policy will be cause for disciplinary action.

Exit Interviews

    In instances where an employee voluntarily leaves our employ, Fort Lauderdale Addiction
    Treatment Center, LLC.management would like to discuss your reasons for leaving and any other
    impressions that you may have about Fort Lauderdale Addiction Treatment Center, LLC. 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
    friends, as well as provide insights into possible improvements we can make. All information will
    be kept strictly confidential and will in no way affect any reference information that Fort Lauderdale
    Addiction Treatment Center, LLC. management will provide another employer about you.

    Expense Reimbursement

    You must have your supervisor's written authorization (requisition/purchase order, etc.) prior to
    incurring an expense on behalf of Fort Lauderdale Addiction Treatment Center, LLC. To be
    reimbursed for all authorized expenses, you must submit an expense report/voucher accompanied by
    receipts and approved by your supervisor. Please submit your expense report/voucher each week, as
    you incur authorized reimbursable expenses. If you are asked to conduct company business using
    your personal vehicle, you will be reimbursed at the rate of $0.32 per mile. Please submit this
    expense on your weekly expense report/voucher.

    Fire Drills

    We schedule drills throughout the year for employee safety. Your supervisor can answer any
    questions you may have about what to do.

    First Aid

    Federal law ("OSHA") requires that we keep records of all illnesses and accidents, which occur
    during the workday. The Florida State Workers' Compensation Act also requires that you report any
    illness or injury on the job, no matter how slight. If you hurt yourself or become ill, please contact
    your supervisor for assistance. If you fail to report an injury, you may jeopardize your right to
    collect workers' compensation payments as well as health benefits. OSHA also provides for your
    right to know about any health hazards, which might be present on the job. Should you have any
    questions or concerns, contact the Director of Nursing or your supervisor for more information.


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                               Fort Lauderdale Addiction Center Policy and Procedure Manual




     Gifts

     Advance approval from management is required before an employee may accept or solicit a gift of
     any kind from a patient, supplier, or vendor representative. Employees are not permitted to give
     gifts to patients or suppliers, except for certain promotional "premiums" (T-shirt’s, coffee mugs,
     pens, key chains, etc.) imprinted with the Fort Lauderdale Addiction Treatment Center, LLC. logo or
     sales information.

     Grievances

     Our goal is to maintain a comfortable working environment for everybody. We do this in several
     ways:

*    By treating each of you as an individual and encouraging your maximum development;

*    By recognizing that each of you is essential to the success and growth of Fort Lauderdale Addiction
     Treatment Center, LLC.; and

*    By maintaining direct communications with all of our employees and ensuring that each and every
     one of you can speak directly and openly with our management team.

     We believe that this type of communication, without interference from any outside party, is best for
     all concerned. Therefore, when you wish to express your problems, opinions, or suggestions, you
     will always find an open door and an attentive ear.

     As time goes by and Fort Lauderdale Addiction Treatment Center, LLC.grows, we will continue to
     listen and respond to your questions and comments.

     Resolving Problems

     Whenever you have a problem or complaint, we expect you to speak up and communicate directly
     with us. You can take the following steps:

1.   First, talk to your immediate supervisor. Your supervisor is most familiar with you and your job and
     is, therefore, in the best position to assist you. Your supervisor works closely with you, and is
     interested in seeing that you are treated fairly and properly.

2.   If your supervisor cannot help Resources Coordinator who will give your problem or complaint
     prompt consideration.

     Remember it is always best to resolve problems right away. Little problems tend to turn into big
     problems; facts become confused; resentment and anger builds up. It is always best to get things off
     your chest before they get out of hand.

     Housekeeping

     Neatness and good housekeeping are necessities. Please keep your office area neat and orderly at all
     times, it is a required safety precaution.

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                           Fort Lauderdale Addiction Center Policy and Procedure Manual



Easily accessible trash receptacles and recycling containers are located throughout the office. Please
put all litter and recyclable materials in the appropriate receptacles and containers. Please don't put
cigarettes out on the floor or throw ashes into any container not meant for that purpose. Always be
aware of good health and safety standards, including fire and loss prevention.

Please report anything that needs repairing or replacing to management immediately.

Supervisors/Directors

Your immediate supervisor is the person on the management team who is closest to you and your
work. Your day-to-day contact with management gives you a chance to receive guidance and
counsel regarding your work and the progress you make in such.

Your Director or Supervisor, i.e.; Clinical Director, Human Resources Coordinator, or the Chief
Executive Officer (CEO. He or she is responsible for the efficient operation of the facility. Your
supervisor has authority to hire and dismiss, to assign work, recommend pay increases, transfers or
promotions, and to maintain order and discipline. This may be accomplished by the supervisor
personally or through his or her assistant.

Open Door Policy & Counseling

If a problem or complaint is of a personal nature, or a very delicate matter, you may meet with any
member of management, including the CEO or Human Resources Coordinator, to discuss it. He or
she will decide if you should first discuss the problem with your immediate supervisor. If so, you
will be so, directed.


Outside Activities

No employee may take an outside job, either for pay or as a donation of his or her personal time,
with a patient or competitor of Fort Lauderdale Addiction Treatment Center, LLC.; nor may they do
work on their own if it competes in any way with the services we provide our patients. If your
financial situation requires you to hold a second job, part-time or full-time, or if you intend to
engage in a business enterprise of your own, it must be pre-approved by your supervisor or
management. You must discuss this matter with management.

Parking Lot

You may use the parking area designated for our employees. Remember to lock your car every day
and park within the specified areas.

Courtesy and common sense in parking will avoid accidents, personal injuries, and damage to your
vehicle and to the vehicles of other employees. If you should damage another car while parking or
leaving, immediately report the incident, along with the license numbers of both vehicles and any
other pertinent information you may have, to your supervisor.

Fort Lauderdale Addiction Treatment Center, LLC. does not assume any liability for any loss or
damages you may sustain.

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                           Fort Lauderdale Addiction Center Policy and Procedure Manual




Payroll Advances

Fort Lauderdale Addiction Treatment Center, LLC. rarely advances or loans money to employees.
In the event you must borrow against your paycheck, you must first discuss your situation with your
immediate supervisor. If he or she feels that your request is justified, an "Employee IOU" form will
be provided for you by the CFO to fill out and sign.

Note: See "Deductions (Other)/Direct Deposit" in the “Compensation & Performance” section for
further information.


Personal Phone Calls & Mail

You are permitted to make limited local area calls only on company telephones for essential personal
business. Please do not abuse this privilege. Emergency calls regarding illness or injury to family
members changed family plans, or calls for similar reasons may be made at any time. Incoming
calls will be directed to you.

Please don't use Fort Lauderdale Addiction Treatment Center, LLC. as a personal mailing address,
and do not put personal mail in the stacks that are to be run through the postage meter. Although the
amount may seem small, it adds up.

Promotion Policy

It is our policy to advise all employees about advancement opportunities. Please submit your request
for consideration for a specific position directly to your supervisor.

Whenever a position becomes available, every effort will be made to fill it by promoting a qualified
employee. Jobs will be awarded based on individual ability and past job performance, as well as
length of service if two people have similar qualifications. By utilizing all opportunities for
education and performing your job excellently, you may become qualified to fill a position of greater
skill, responsibility, and value at Fort Lauderdale Addiction Treatment Center, LLC. Fort
Lauderdale Addiction Treatment Center, LLC. will always continue to look outside the company for
potential employees as well.

Whenever you are learning a new job, or if your abilities are unknown in a particular job, you will be
classified as being in training during the time necessary for you to gain experience to do the job.
The length of training time for any given job is governed by the experience required for that job and
your learning ability. You will be reviewed every ninety- (90) days while training. At these
reviews, you may receive an increase in pay, timed so that upon completion of the training period,
you will be receiving a wage comparable to others in the job.


Property & Equipment Care


                                                 47
                           Fort Lauderdale Addiction Center Policy and Procedure Manual


Upon accepting employment with Fort Lauderdale Addiction Treatment Center, LLC.the company
provides designated employees with a pager, cellular phone, and unit keys (when necessary) at no
charge.

Please be advised that all employees are responsible for the costs to replace any lost/stolen Fort
Lauderdale Addiction Treatment Center, LLC. propriety.

All costs for replacing lost/stolen items will be deducted from the employee’s expense report check
or paycheck.

References

Fort Lauderdale Addiction Treatment Center, LLC. does not respond to oral requests for references.
All requests must be in writing and on company letterhead. In the event you leave the employ of
Fort Lauderdale Addiction Treatment Center, LLC. we may be able to provide references to
potential employers, depending upon the circumstances, your employment history, etc. However,
you must first sign a “reference release” waiver, allowing us to release reference information beyond
merely confirming that you worked at Fort Lauderdale Addiction Treatment Center, LLC. for a
specific period of time and your position.

As an employee, do not under any circumstances respond to any requests for information regarding
another employee unless it is part of your assigned job responsibilities. If it is not, and you receive a
request for a reference, you should forward the request to the personnel facility for a response.

Resignation

While we hope both you and Fort Lauderdale Addiction Treatment Center, LLC. will mutually
benefit from your continued employment, we realize that it may become necessary for you to leave
your job with Fort Lauderdale Addiction Treatment Center, LLC. If you anticipate having to resign
your position with Fort Lauderdale Addiction Treatment Center, LLC., you are expected to notify
your supervisor at least two (2) weeks in advance of the date that you must leave.


Restricted Areas

In the interest of safety and security, certain portions of Fort Lauderdale Addiction Treatment
Center, LLC. facilities may be restricted to authorized personnel only. Such areas will be clearly
marked. Some areas may be designated no smoking areas as well.

Return of Company Property

Any Fort Lauderdale Addiction Treatment Center, LLC. property issued to you, such as office keys,
cellular phones, pagers, or computer software, etc. must be returned to Fort Lauderdale Addiction
Treatment Center, LLC. at the time of your dismissal or resignation, or whenever it is requested by
your supervisor or a member of management. You are responsible to pay for any lost or damaged
items. The value of any property issued and not returned may be deducted from your paycheck, and
you may be required to sign a wage deduction authorization for this purpose.



                                                  48
                                 Fort Lauderdale Addiction Center Policy and Procedure Manual


    Safety Rules

    Safety is everybody's business. Safety is to be given primary importance in every aspect of planning
    and performing all Fort Lauderdale Addiction Treatment Center, LLC. activities. We want to
    protect you against industrial injury and illness, as well as minimize the potential loss of production.

    Please report all injuries (no matter how slight) to your supervisor immediately, as well as anything
    that needs repair or is a safety hazard. Below are some general safety rules. Your supervisor or
    facility head may post other safety procedures in your facility or work area:

*   Avoid overloading electrical outlets with too many appliances or machines.

*   Use flammable items, such as cleaning fluids, with caution.

*   Walk don't run.

*   Use stairs one at a time.

*   Report to your supervisor if you or a co-worker becomes ill or is injured.

*   Ask for assistance when lifting heavy objects or moving heavy furniture.

*   Smoke only in designated smoking areas.

*   Keep cabinet doors and file and desk drawers closed when not in use.

*   Never empty an ashtray into a wastebasket or open receptacle.

*   Sit firmly and squarely in chairs that roll or tilt.

*   Stack materials only to safe heights.

*   Watch out for the safety of fellow employees.


    Security

    Maintaining the security of Fort Lauderdale Addiction Treatment Center, LLC. buildings and
    vehicles is every employee's responsibility. Develop habits that insure security as a matter of course.
    For example:

*   Always keep cash properly secured. If you are aware that cash is insecurely stored, immediately
    inform the person responsible.

*   Know the location of all alarms and fire extinguishers, and familiarize yourself with the proper
    procedure for using them, should the need arise.

*   When you leave Fort Lauderdale Addiction Treatment Center, LLC. premises make sure that all
    entrances are properly locked and secured.

                                                           49
                               Fort Lauderdale Addiction Center Policy and Procedure Manual




     Smoking

     Fort Lauderdale Addiction Treatment Center, LLC. discourages its employees from smoking.
     Smoking is regarded as a poor health habit, which can detract from performance and is often
     offensive to co-workers and/or customers. While we cannot regulate employee conduct off the job
     or outside of work hours, we feel it is our responsibility to provide a workplace free of exposure to
     hazardous substances, and we have therefore established our facility and business as a smoke-free
     workplace, except in designated out door smoking areas. All employees are expected to abide by
     this policy while at work.

     Suggestions

     We encourage all employees to bring forward their suggestions and good ideas about how our
     company can be made a better place to work, our products improved, and our service to patients
     enhanced. When you see an opportunity for improvement, please talk it over with your immediate
     supervisor. He or she can help you bring our idea to the attention of the people in the company who
     will be responsible for possibly implementing it.

     All suggestions are valued and listened to. When a suggestion from an employee has particular
     merit, we provide for special recognition of the individual(s) who had the idea.


     Theft

     Internal theft is a serious problem for Fort Lauderdale Addiction Treatment Center, LLC. Although
     taking small items of Fort Lauderdale Addiction Treatment Center, LLC. property many 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.

     Property theft of any type will not be tolerated by Fort Lauderdale Addiction Treatment Center,
     LLC. We consider property theft to be the unauthorized use of company services or facilities or the
     taking of any company property for personal use. The following list of examples is not all-inclusive,
     but provides illustrations of several activities, which are unacceptable.

1.   Use of company copy machines for personal use. The office copiers are not provided as a free
     service to employees. If you wish to use a company copier for personal use, please follow the
     established procedure for reimbursement of Fort Lauderdale Addiction Treatment Center, LLC..
     Failure to do so is a form of property theft.

2.   Use of computers. Fort Lauderdale Addiction Treatment Center, LLC. personal computers (the
     personal computers in the office, or laptops made available for work away from the office) are to be
     used exclusively for business purposes unless you receive permission from your supervisor and
     arrange to reimburse Fort Lauderdale Addiction Treatment Center, LLC. Permission will be given
     for the use of personal computers during non-business hours so long as employees record all time,
     for which they will be charged, and supply their own diskettes.

     Penalty Clause

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                           Fort Lauderdale Addiction Center Policy and Procedure Manual



Unauthorized possession or removal of company property is a very serious offense. Employees
violating this policy will be subjected to discipline up to and including possible dismissal and
prosecution. Fort Lauderdale Addiction Treatment Center, LLC. will consider the dollar value of the
item(s) taken the employee's seniority, and the employee's past work record in setting penalties. If
you are dismissed because of unauthorized possession or removal of company property, the reason
for your dismissal will be provided to any future employer that contacts Fort Lauderdale Addiction
Treatment Center, LLC. Referrals to criminal authorities will be made on a case-by-case basis.

Traffic Violations

If you operate your own vehicle in performing your job, you will be considered completely
responsible for any accidents, fines, or traffic violations incurred. Management will advise you on
what to say and do (and what not to say and do) in the event of a vehicular accident.


Visitors

Our insurance coverage, good common sense, and the laws of confidentiality prohibit unescorted
visitors in our facility. Visitors in general, are not permitted on Fort Lauderdale Addiction
Treatment Center, LLC. property. If you are expecting visitors, ask them to sign the visitor's log
when they arrive.

Violations of Policies

You are expected to abide by the policies in this Manual. Failure to do so will lead to appropriate
disciplinary action. A written record of all policy violations is maintained in each individual's
personnel file.

A partial list of causes for possible disciplinary action ("Unacceptable Activities") is presented under
"Standards of Conduct" in the "Employment" section of this Manual. This list is not to be
considered all-inclusive.




FORT LAUDERDALE ADDICTION TREATMENT, LLC.



DRUG-FREEWORKPLACE


I.      PURPOSE:



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                                  Fort Lauderdale Addiction Center Policy and Procedure Manual


       As a part of its commitment to safeguard the health of its employees, to provide a safe place for its

       employees to work, and to promote a drug-free community, Fort Lauderdale Addiction Treatment,

       LLC. has established this policy on the use or abuse of alcohol and drugs by its employees. This

       policy is established pursuant to the Drug-Free Workplace program under Florida’s Workers’

       Compensation Law. Substance abuse, while at work or otherwise, seriously endangers the safety of

       employees, as well as the general public, and creates a variety of workplace problems including

       increased injuries on the job, increased absenteeism, increased health care and benefit costs,

       increased theft, decreased morale, decreased productivity, and a decline in the quality of products

       and services provided. We have established this policy to detect users and remove abusers of drugs

       and alcohol. It is also our policy to prevent the use and/or presence of these substances in the

       workplace and to assist employees in overcoming any dependence on drugs and/or alcohol in

       accordance with the following guidelines.

       As mentioned above, we are implementing this policy pursuant to the drug-free workplace program
       under the Florida’s Workers’ Compensation Act. This provides that an employee who is injured in
       the course and scope of his/her employment and tests positive on a drug or alcohol test forfeits
       his/her eligibility for medical and indemnity benefits under Florida’s Workers’ Compensation.
       (Refusal to take a drug or alcohol test will result in the employee forfeiting his/her eligibility for
       medical and indemnity benefits under Florida’s Workers’ Compensation and automatic termination
       of the employee).



       The purpose of this policy is to communicate our position on drugs and alcohol in the workplace and
       provide guidance for the implementation of related programs.

II.    SCOPE:


       All employees are covered by this policy and, as a condition of employment, are required to abide by
       the terms of this policy.

       Because of state or federal laws and regulations, certain employees may be subject to additional
       requirements.

III.   DRUG-FREE WORKPLACE POLICY DISSEMINATION:


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                                Fort Lauderdale Addiction Center Policy and Procedure Manual




A.   The employer will give a general one-time notice to all employees that it is a condition of
     employment to refrain from using drugs on or off the job and that a drug testing program is being
     implemented. Sixty (60) days will elapse between the notice and the actual drug testing.

B.   Prior to testing, all employees or job applicants for employment will be given a summary of the
     Drug-Free Workplace policy, a summary of the drugs that may alter or affect a drug test and a list of
     local employee assistance programs and local alcohol and drug rehabilitation programs.

C.   A notice of drug testing will be included with all vacancy announcements for those positions where
     drug testing is required. A notice of our drug testing policy will also be posted in an appropriate and
     conspicuous location on Fort Lauderdale Addiction Treatment, LLC. premises and the general
     public in the Company’s Human Resources office will make copies of the policies available for
     inspection during regular business hours.


     IV.                           DEFINITIONS:



     The definition of words and terms as set forth in the Florida’s Workers’ Compensation Drug Testing
     Rules will apply to the terms used in this policy.



V.   ALCOHOL USE PROHIBITIONS


A.   The consumption of alcohol on Company property or while on duty is
     prohibited and will result in disciplinary action, up to and including discharge. There may be
     occasions, removed from the usual work setting, at which it is permissible to consume alcohol in
     moderation with Company approval on Company property or while on duty (i.e., Company picnic).


B.   Off-duty abuse of alcohol that adversely affects an employee’s job performance or adversely affects
     or threatens to adversely affect other interests of the Company is prohibited and may result in
     disciplinary action up to and including discharge.


C.   The personal possession (i.e., on the person, or in a desk or locker) of alcohol on Company property
     or on duty will result in disciplinary action, up to and including discharge.


D.   The possession of alcohol in a personal vehicle or Company-assigned vehicle on Company property
     is not prohibited provided such possession is in compliance with this policy as well as federal, state,
     and local laws.



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                                  Fort Lauderdale Addiction Center Policy and Procedure Manual


E.     It is against Company policy to report to work under the influence of alcohol.


F.     For the purpose of this policy, an employee is presumed to be under the influence of alcohol if a
       blood test or other scientifically acceptable testing procedure shows a forensically acceptable
       positive quantum of proof of alcohol usage.


G.     An employee who is perceived to be under the influence of alcohol will be removed immediately
       from the workplace and may be evaluated by medical personnel, if reasonably available. The
       Company will take further action (i.e., removal from service, referral to counseling, and/or
       disciplinary action) based on medical information, work history, and other relevant factors. The
       determination of what action is appropriate in each case rests solely with the Company.


H.     Refusal to submit to, efforts to tamper with, or failure to pass an alcohol test will result in
       disciplinary action, up to and including discharge.


I.     Employees arrested for an alcohol-related incident must immediately notify their supervisor, the
       Human Resources Coordinator, or the Executive Director of the arrest if the incident occurs:


1.     During scheduled working hours.


2.     While operating a Company vehicle on Company or personal business.


3.     While operating a personal vehicle on Company business.


       Failure to notify an appropriate Company official may result in disciplinary action, up to and
       including discharge.



     DRUG USE PROHIBITIONS


A.     The use, sale, possession, manufacture, distribution, or dispensation of drugs on Company property
       or during working time is against Company policy and is cause for immediate discharge.


B.     It is also against Company policy to report to work under the influence of drugs. This includes
       prescription drugs that induce an unsafe mental or physical state. Employees who violate this policy
       are subject to disciplinary action up to and including discharge.



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                                 Fort Lauderdale Addiction Center Policy and Procedure Manual


C.   For the purpose of this policy, an employee is presumed to be under the influence of drugs if a urine
     test or other accepted procedure shows a forensically acceptable positive quantum of proof of drug
     usage.


D.   Prescription drugs may also affect the safety of the employee, fellow employees or members of the
     public. Therefore, any employee who is taking any prescription drug/medication that might impair
     safety, performance, or any motor functions must advise his/her supervisor before reporting to work
     under such medication. A failure to do so may result in disciplinary action. If the Company
     determines that such use does not pose a safety risk, the employee will be permitted to work. If such
     use impairs the employee’s ability to safely or effectively perform his or her job, the Company may
     temporarily reassign the employee or grant a leave of absence during the period of treatment.
     Improper use of prescription drugs is prohibited and may result in disciplinary action. Prescription
     medication must be kept in its original container if such medication is taken during working hours or
     on Company property.


E.   Refusal to submit to, or efforts to tamper with drug or alcohol tests will result in discharge.




TESTING


A.   Testing of Applicants


1.   All applicants considered final candidates for a position will be tested for the presence of illegal
     drugs as a part of the application process.


2.   Any job applicant who refuses to submit to a drug test, refuses to sign the consent form, fails to
     appear for testing, tampers with the test, or fails to pass the pre-employment drug test will be
     ineligible for hire.


B.   Reasonable Suspicion Testing



1.   Employees must submit to a drug test if reasonable suspicion exists to indicate that their ability to
     perform work safely or effectively may be impaired. “Reasonable Suspicion Testing” means drug
     testing based on a belief that an employee is using or has used drugs in violation of the employer’s

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                                Fort Lauderdale Addiction Center Policy and Procedure Manual


     policy, drawn from those facts in light of experience. Among other things, such facts and inferences
     may be based upon:


a.   Observable phenomena while at work, such as direct observation of drug use or of the physical
     symptoms or manifestations of being under the influence of a drug.


b.   Abnormal conduct or erratic behavior while at work or a significant deterioration in work
     performance.


c.   A report of drug use, provided by a reliable and credible source, which has been independently
     corroborated.


d.   Evidence that an employee has caused, contributed to, or been involved in an accident while at
     work.


e.   Information that an employee has caused, contributed to, or been involved in an accident while at
     work.


f.   Evidence that an employee has used, possessed, sold, solicited, or transferred drugs while working,
     while on the employer’s premises, or while operating the employer’s vehicle, machinery, or
     equipment.


2.   If a superior believes reasonable suspicion exists, the supervisor should report his or her findings and
     observations to the Administrator or Human Resources Coordinator. Upon approval of the
     Administrator or Human Resources Coordinator, the employee will be asked to submit to a drug test
     and sign a form acknowledging his or her consent. (Employee packet). Factors that substantiate
     cause to test should be documented by the supervisor on the Substance Abuse Investigation Report
     Form, which must be done as soon as possible but no later than seven (7) days after the employee
     has been drug tested. A copy of this report will be given to the employee upon request and the
     original documentation will be kept confidentially by the employer and retained for at least 1 year.


     C.                            Routine Fitness for Duty



      An employee will submit to a drug test if the test is conducted as part of a routinely scheduled
     employee fitness-for-duty medical examination that is part of the Company’s established policy or
     that is scheduled routinely for all members of an employment classification or group, and approved
     as a prerequisite by the Company.



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                                Fort Lauderdale Addiction Center Policy and Procedure Manual




     D.                            Follow-up Testing


     If the employee in the course of employment enters an employee assistance program for drug related
     problems, or an alcohol and drug rehabilitation program, the employer must require the employee to
     submit to a drug test as a follow-up to such programs, and on a quarterly, semi-annual or annual
     basis for up to 2 years thereafter.



     E.                            Additional Testing



     Additional testing may also be conducted as required by applicable state or federal laws, rules, or
     regulations or as deemed necessary by the Company.




F.   Refusal to Test


     Employees who refuse to submit to a drug test forfeit their eligibility for all Workers’ Compensation
     medical and indemnity benefits and will be terminated from employment or otherwise disciplined as
     provided in this policy.




TESTING PROCEDURE


A.   The Company may test for any or all of the following drugs:


     Alcohol (booze, drink, liquor)

     Amphetamines (Binhetamine, Desoxyn, Dexedrine)

     Cannabinoids (marijuana, hashish, hash, hash oil, pot, joint, roach, spleaf, grass, weed, reefer)



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                                Fort Lauderdale Addiction Center Policy and Procedure Manual


     Cocaine (coke, blow, nose candy, snow, flake, crack)

     Phencyclidine (PCP, angel dust, hog)

     Methaqualone

     Opiates (opium, dover’s powder, paregoric, parapectolin)

     Barbiturates (Phenobarbital, Tuinal, Amytal)

     Benzodiazepines, (Ativan, Azene, Clonopin, Dalmone, Diazepam,

     Halciolibrium, Poxipam, Restoril, Serax, Transene, Valium, Vertron, Xanax)

     Methadone (Dolphine, Methadose)

     Propoxyphene (Darvocet, Darvon N, Dolene)



B.   Job applicants and employees required to submit to drug or alcohol testing will be asked to sign a

     Consent to Employee Testing Form.




C.   Because of the potential adverse consequences of positive test results on employees, the Company
     will employ a very accurate testing program. Urine and Blood samples will be analyzed by a highly
     qualified independent laboratory that has been selected by the Company and approved by the
     Agency for Health Care Administration.



D.   The applicants and employees will be provided with a notice of the most common medications by
     brand name or common name, as well as the chemical names that may alter or affect a drug test.



E.   An employee injured at the workplace and required to be tested will be taken to a medical facility for
     immediate treatment of injury. If the injured employee is not at a designated collection site, the
     employee will be transported to one as soon as it is medically feasible and specimens will be
     obtained. If it is not medically feasible to move the injured employee, specimens will be obtained at
     the treating facility under the procedures set forth in this rule and transported to an approved testing
     laboratory.




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                                 Fort Lauderdale Addiction Center Policy and Procedure Manual


F.   No specimens will be taken prior to the administration of emergency medical care. Once the
     condition has been satisfied, an injured employee must release to the employer the result of any tests
     conducted for the purpose of showing the presence of alcohol or drugs.



G.   Body Specimens


     Urine will be used for the initial test for all drugs except alcohol and for the confirmation of all drugs
     except alcohol. Blood will be used as initial and confirmation test for alcohol. The physician will
     have the discretion to determine whether drawing a blood sample will threaten the health of the
     injured employee or if the employee has a medical condition unrelated to the accident which may
     preclude the drawing of the necessary quantity of blood for a testing specimen. Under these
     circumstances, no inference or presumption of intoxication or impairment will be made.

H.   Cost of Testing


     The Company will pay the cost of initial and confirmation drug tests, which it requires of all
     employees and job applicants. An employee or job applicant will pay the cost of any additional drug
     test not required by the employer.



I.   Collection Site


1.   The Company will utilize a collection site designated by an approved laboratory which has all
     necessary personnel, materials, equipment, facilities, and supervision to provide for the collection,
     security, chain of custody procedures, temporary storage and shipping, or transportation of urine and
     blood specimens to an approved drug testing laboratory. The Company may also utilize a medical
     facility as a collection site that meets the applicable requirements.


2.   Security of the collection site, chain of custody procedures, privacy of the individual, collection
     control, integrity, and identity of the specimen donor and transportation of the specimen to the
     laboratory will meet state rules and guidelines.


J.   Testing Laboratory


1.   The laboratory used to analyze initial or confirmation drug specimens will be licensed by the
     Agency for Health Care Administration (AHCA) to perform such tests.




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                                 Fort Lauderdale Addiction Center Policy and Procedure Manual


      Confirmation Tests



      All specimens identified as positive on the initial test will be confirmed using GC/MS except that
      alcohol will be confirmed using gas chromatography. All confirmations will be done by quantitative
      analysis. Concentrations which exceed the liner region of the standard curve will be documented in
      the laboratory and recorded as” greater than highest standard curve value”.




TEST RESULTS


A.    Reporting Results


1.    The laboratory will report test results to the CEO within 7 working days after receipt of the specimen
      by the laboratory.


2.    The laboratory will report as negative all specimens that are negative on the initial test or negative
      on the confirmation test. Only specimens confirmed positive on the confirmation test will be
      reported positive for a specific drug.


3.    The laboratory will transmit results in a manner designed to ensure confidentiality of the
      information. The laboratory and CEO will ensure the security of the data transmission and restrict
      access to any data transmission, storage, and retrieval system.


4.    The CEO may request the laboratory to provide quantitation of test results.


5.    Unless otherwise instructed by the employer in writing, all records pertaining to a given specimen
      will be retained by the drug testing laboratory for a minimum of 2 years.



6.    Within 5 working days after receipt of a positive confirmed test result, the Company will inform the
      employee or job applicant in writing of such positive test results, the consequences of such results,
      and the options available to employee or job applicant, including the right to file administrative or
      legal challenge. If the employee intends to legally or administratively challenge the lab’s test
      results, the employee must immediately notify the employer of those intentions.

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                                   Fort Lauderdale Addiction Center Policy and Procedure Manual




7.     The employer must provide to the employee or job applicant upon request a copy of the test results.



8.   Within 7 days of all tests based on reasonable suspicion, the Company will detail in writing the
       circumstances which formed the basis of the determination that reasonable suspicion existed to
       warrant the testing.



       A copy of the report will be given to the employee upon request. The original report will be kept
       confidential and retained by the employer for at least 1 year.



B.     Challenge to Test Results


       Within 5 working days after receiving notice of a positive confirmed test result, the employee or job
       applicant may submit information to the Company explaining or contesting the test results. The
       employee or job applicant will be notified in writing if the explanation or challenge is unsatisfactory
       to the Company. The written notice will be given to the employee or job applicant within 15 days of
       receipt of the explanation or challenge, and will include why the employee’s or job applicant’s
       explanation is unsatisfactory, along with the report of positive results. All such documentation will
       be kept confidential and will be retained for at least 1 year.



C.     Employee Protection


1.     During the 180-day period after written notification of a positive test result, the employee will be
       permitted by the employer to have a portion of the specimen re-tested, at the employee’s expense.
       The re-testing must be done at another AHCA licensed laboratory. The second laboratory must test
       at equal or greater sensitivity for the drug in question as the first laboratory. The first laboratory that
       performed the test for the employer will be responsible for the transfer of the portion of the specimen
       to be re-tested, and for the integrity of the chain of custody for such transfer.


2.     The drug-testing laboratory will not disclose any information concerning the health or mental
       condition of the tested employee.


3.     The Company will not request or receive from the testing facility any information concerning the
       personal health, habit or condition of the injured employee including, but not limited to, the presence
       or absence of HIV antibodies in the injured worker’s body fluids.

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                                 Fort Lauderdale Addiction Center Policy and Procedure Manual




4.    The Company will not discharge, discipline, refuse to hire, discriminate against, or request or require
      rehabilitation of an employee or job applicant on the sole basis of a positive test result that has not
      been verified by a confirmation test.


5.    The Company will not discharge, discipline, refuse to hire, or discriminate against an employee
      solely upon the employee’s voluntarily seeking treatment while under the employ of the employer,
      for a drug-related problem, if the employee has not previously tested positive for drug use, entered
      an employee assistance program for drug-related problems, or entered an alcohol and drug
      rehabilitation program.


X.    DISCIPLINARY ACTION


A.    In the case of a first-time violation of the Company’s policy, including a positive drug or alcohol test
      result (without evidence of use, sale, possession, distribution, dispensation, or purchase of drugs or
      alcohol on Company property or while on duty), the employee will be subject to discipline up to and
      including discharge.


B.    The Company may suspend employees without pay under this policy pending the results of a drug
      test or investigation.



C.    Any employee using, selling, purchasing, possessing, distributing, or dispensing drugs or alcohol on
      duty or on Company property will be discharged.



XI.   EMPLOYEE ASSISTANCE PROGRAM (EAP)


A.    The Company regards its employees as its most important asset. Accordingly, the Company
      maintains an EAP which provides help to employees who suffer from alcohol or drug abuse and
      other personal or emotional problems. Employees with such problems should seek confidential
      assistance from the EAP or other community resources before drug or alcohol problems lead to
      disciplinary action.


B.    Information about a self-referred employee’s contact with the EAP is confidential and will not be
      disseminated without the employee’s permission. Further, an employee is not subject to discipline
      solely as a result of a self-referral for treatment.




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                                 Fort Lauderdale Addiction Center Policy and Procedure Manual


C.     However, the use of the EAP or other community resources will not      shield the employee from
       appropriate action for violation of the Company’s substance abuse policy if such violation comes to
       the Company’s attention through other means such as reports from employees or outsiders, direct
       observation, testing, etc.


D.     Employees referred to the EAP as a result of a violation of the Company’s substance abuse policy
       may continue their employment with the Company provided they:


1.     Contact the EAP and strictly adhere to all the terms of treatment and counseling prescribed by the
       EAP;


2.     Immediately cease any and all use of alcohol and/or drugs; and


3.     Consent in writing to periodic unannounced testing for a period of up to 2 years after returning to
       work or completion of any rehabilitation program, whichever is later.


E.     In keeping with the Company’s need for safety and security, the Human Resources Department will
       determine whether the Company should grant a leave of absence or reassign an employee following
       a positive test or during the period of evaluation treatment, or counseling.


F.     Participation in any evaluation, treatment, or counseling program will be at the employee’s expense
       unless the employee is entitled to such benefits under the terms of the Company’s group health plan
       or by other available benefits. Time lost from work for such a program will be without pay.


XII.   INVESTIGATION


A.     To ensure that illegal drugs and alcohol do not enter or affect the workplace, the Company reserves
       the right to search all vehicles, containers, lockers, or other items on Company property in
       furtherance of this policy. Individuals may be requested to display personal property for visual
       inspection upon Company request.


B.     Searches will be conducted only where the Company has reason to believe that the employee has
       violated the Company’s substance abuse policy.


C.     Failure to consent to a search or display personal property for visual inspection will be grounds for
       discharge or denial of access to Company premises.




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                                    Fort Lauderdale Addiction Center Policy and Procedure Manual


D.       Searches of an employee’s personal property will take place only in the employee’s presence. All
         searches under this policy will occur with the utmost discretion and consideration for the employee
         involved.


E.       Individuals may be required to empty their pockets, but under no circumstances will an employee be
         required to remove articles of clothing or be physically searched.


F.       Because the primary concern is the safety of its employees and their working environment, the
         Company will not normally prosecute in matters involving illegal substances. However, the
         Company will turn over all confiscated drugs to the proper law enforcement authorities. Further, the
         Company reserves the right to cooperate with or enlist the services of the proper law enforcement
         authorities in the course of any investigation.




XIII.    ARREST OR CONVICTION FOR DRUG-RELATED CRIME


A.       If an employee is arrested for, or convicted of, a drug-related crime, the Company will investigate all
         of the circumstances, and Company officials may utilize the drug-testing procedure if cause is
         established by the investigation. In most cases, an arrest for a drug-related crime constitutes
         reasonable suspicion of drug use under this policy. The following procedures will apply:


     1. During investigation, an employee may be placed on leave without pay. After the investigation has
         been completed, the leave may be converted to a suspension or the employee may be reinstated
         depending upon the facts and circumstances.


     2. If convicted of a drug-related crime, an employee will be terminated.


     3. If an employee has been suspended, and the case has been dismissed or otherwise disposed of, the
         Company will make a determination as to whether to authorize the employee’s return to work based
         on its investigation. If the employee is authorized to return to work, the employee must agree in
         writing to unannounced, periodic testing for a period of up to 2 years.


     4. Because of the seriousness of such situations, the Company reserves the right to alter or change its
         policy or decisions on a given situation depending upon its investigation and the totality of the
         circumstances.




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                                 Fort Lauderdale Addiction Center Policy and Procedure Manual


B.     As a condition of employment, an employee will notify the Company’s Human Resources
       Coordinator of any criminal drug statute conviction for a violation which occurred on Company
       premises. The employee must give notice to the Company within 5 days of such conviction.




XIV.   CONFIDENTIALITY


       All information, interviews, reports, statements, memoranda and drug test results, written or other
       wise, received by the Company as a part of this drug testing program are confidential
       communications. Unless authorized        by state laws, rule or regulations, the Company will not
       release such information without a written consent form signed by the person tested.




XV.    RECORDS AND TRAINING


A.     The Company will maintain a current resource file of providers of employee assistance including
       alcohol and drug abuse programs, mental health providers, and various other persons, entities or
       organizations designed to assist employees with personal or behavioral problems. The Company
       will inform employees and new hires about various employee assistance programs that the employer
       may have available.


B.     The Company will provide an annual education course to assist the employees in identifying
       personal and emotional problems, which may result in the misuse of alcohol or drugs. This course
       will also include a presentation on the legal, social, physical and emotional consequences of the
       misuse of alcohol or drugs.




XVI.   CONCLUSION


       The Company’s drug-free workplace policy has been prepared so as not to conflict with public
       policy, and further, not to be discriminatory or abusive.



       A drug-free workplace should be the goal of every company in America. Drug and alcohol testing is
       only one of the steps that must be taken to achieve this objective. When an Executive Director


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                                        Fort Lauderdale Addiction Center Policy and Procedure Manual


            incorporates a comprehensive anti-drug effort, testing can go a long way in combating drug and
            alcohol abuse in the workplace.



            Health and Safety and Emergency ManagementIntroduction

            All employees of Fort Lauderdale Addiction Treatment, LLC.are required to participate in safety
            training upon initial employment, and on an annual basis thereafter. This self-study packet has been
            developed to provide employees with another medium by which annual refresher requirements can
            be fulfilled.

            Directions

    Please follow the directions listed below when completing this training:



   1.      Read through the self-study booklet carefully.

                                         2. Complete the written examination at the end of this packet using the
            separate answer sheet provided.
3. Return your answer sheet to the person who provided this packet to you.
4. Keep your study packet as a resource guide for the future.




            Table of Contents

            Topic                                      Topic
            Safety Philosophy                          Infection Control

            Accident Prevention                                Bloodborne Diseases

            Emergency Codes                                    Airborne Diseases

            Disaster Preparedness                              Standard Precautions

            Electrical Safety                                  Patient Rights

            Equipment Management                               Confidentiality

            Fire Safety                                        Reporting Abuse/Neglect




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                                Fort Lauderdale Addiction Center Policy and Procedure Manual


    Hazard Communication                               Patient/Family Concern System

    Material Safety Data Sheets                        Performance Improvement

    Personal Protective Equipment

    Security Management




    Healthcare Safety Program Philosophy


    An effective organizational safety program cannot exist without optimal reporting of medical/health
    errors and occurrences. Therefore, it is the intent of Fort Lauderdale Addiction Treatment, LLC.to
    adopt a non-punitive approach in its management of errors and occurrences. All personnel are
    required to report suspected and identified medical/health care errors, and should do so without the
    fear of reprisal in relationship to their employment. This organization supports the concept that
    errors occur due to a breakdown in systems and processes, and will focus on improving systems and
    processes, rather than disciplining those responsible for errors and occurrences. A focus will be
    placed on remedial actions and individual development to assist rather than punish staff members.

    Accident Prevention


    Introduction

    There are various potential hazards associated with the workplace environment. Many of these
    hazards can probably be found in your workplace and can lead to accidents, injuries, or illnesses.
    This training is designed to provide you with information to help you recognize and eliminate such
    hazards.

    Identification of Hazards

    Our first goal should always be to identify hazards before they lead to an adverse effect. To make
    this easier, we place hazards into the following hazard categories:

   Kinetic/Mechanical - crushing, cutting, lifting, slips, trips, and falls, ergonomics,…..
   Thermal - burns, frost bite, heat exhaustion or stroke, …..
   Electrical - shock, burns, …..
   Acoustic - noise induced hearing loss, …..
   Biological - bloodborne pathogens, airborne pathogens, …..
   Chemical Hazards - acids, bases, flammable, reactive, …..




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                          Fort Lauderdale Addiction Center Policy and Procedure Manual


When you are in your workplace you should always be on the lookout for hazardous conditions or
situations. If you recognize such conditions or situations, you should take immediate action to
eliminate them.

Ergonomics

Since many of the hazards categories listed above are addressed in other training sessions, they will
not be covered in this training module. In this training session, special emphasis will be placed on
ergonomics. Fundamentally speaking, ergonomics is the manner in which the human body interacts
with the workplace. It is the body mechanics of how work is done, and how these mechanics can
cause trauma to the body. Several key points to remember which will help protect you from
ergonomic hazards are as follows:




When Lifting
Do’s                                              Don’ts

                        Lift with legs                                   Bend from waist
                        Keep object close to                             Keep feet close
                         body                                             Lift heavy objects
                        Keep feet apart                                  Twist while lifting
                        Use teamwork                                     Hold object away
                        Pivot feet                                        from body
                        Tuck chin




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When Reaching
Do’s                                         Don’ts

                   Get a step stool for                          Stretch and strain to
                    objects slightly out                           reach       overhead
                    of reach                                       objects
                   Get close to object
                   Maintain       proper
                    posture         when
                    reaching overhead




When Standing
Do’s                                         Don’ts
                   Maintain        good                          Maintain excessive
                    posture                                        flat or sway back
                   Keep chin tucked                              Maintain      forward
                   Keep knees relaxed                             head posture
                   Keep shoulders back                           Stand with rounded
                   Put one foot up when                           shoulders
                    standing for long                             Stand with locked
                    periods                                        knees




When Sitting
Do’s                                         Don’ts




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                          Fort Lauderdale Addiction Center Policy and Procedure Manual


                        Have good posture                              Sit    in   slouched
                        Use a chair that                                position
                         provides         back                          Lean forward or
                         support and allows                              downward to reach
                         hips and knees to be                            your work
                         bent at 90 degrees                             Sit for long periods
                        Keep feet flat on                               of    time   without
                         floor                                           getting up




Safety Information

Fort Lauderdale Addiction Treatment, LLC.has numerous methods to protect its employees from
accidents, injuries and illnesses. Many policies and procedures have been developed to help
educate employees and help them work more safely and can be found in the policy and procedure
manuals.

Fort Lauderdale Addiction Treatment, LLC.has other informational resources available to help keep
you safe such as chemical safety sheets or Material Safety Data Sheets (MSDSs), training programs,
labels, and warning signs.

Control / Elimination of Hazards

Once hazards have been identified, steps should be taken to minimize the affect on you or your co-
workers. This can be done with engineering controls, administrative controls, and/or personal
protective equipment.

Employee Accident/Injury Response

If you were to have an accident or injury while at work at Fort Lauderdale Addiction Treatment,
LLC.you should make sure that you take appropriate actions. If you are in need of emergency care,
go immediately to the Emergency Room. If you are not in need of immediate care, contact your
supervisor and initiate the completion of required paperwork.


An Employee Occupational Injury/Illness Report and Incident Report are to be completed by the
employee’s supervisor any time there is an occurrence of work-related injury or illness. These
reports should be completed prior to the end of the work shift and forwarded to Administration.



EMPLOYEE PERSONAL SAFETY


Your personal safety in the workplace is important.

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                                          Fort Lauderdale Addiction Center Policy and Procedure Manual




          1.   Never walk to your car alone after dark. Ask a co-worker to go with you.



          2.   Never deal with an agitated patient alone. Always be sure another staff member is aware of the
               situation. Never let a patient place themselves between you and your exit.



          3.   Jewelry can be dangerous in the workplace. Bracelets, earrings and chains can get caught in
               machinery or grabbed by a patient. Be aware of what you wear to work.



          4.   Do not bring valuables or large sums of money to work. Keep your valuables on your person or
               locked up.



          5.   Utilize proper body mechanic principles when lifting, moving or when engaged in physical activity.


               Emergency Codes – An alert may be announced during certain emergencies. Your supervisor will
               instruct you in your duties or actions during the following alerts.

DE ‘D’:        This indicates a disaster emergency. There is a comprehensive plan of operation to be implemented
               in the event of a major disaster within our community. In addition to closing the facility to all
               unauthorized persons, this plan is designated to insure that sufficient personnel and medical supplies
               can be made available on short notice to handle such emergency situations. For purpose of disaster
               preparedness, the facility conducts disaster drills periodically. Instructions concerning your
               responsibility in the event of a disaster will be given during the orientation program. Further
               instructions will be provided by your supervisor.



DE RED:        FIRE EMERGENCY

               This indicates a fire emergency. Fire safety is of critical importance. During a fire alarm, all
               employees have specific assignments and responsibilities as outlined in the Fire

               Plan applicable to their departments. The Fire Plan provides a complete explanation of the
               departmental fire drill and evacuation procedures. Instructions concerning your responsibilities in
               the event of a fire will be given during your orientation program. Further instructions will be
               provided by your supervisor.



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                            Fort Lauderdale Addiction Center Policy and Procedure Manual




R.A.C.E.

IN CASE OF A FIRE:

R = Rescue / Remove endangered persons – move clients, visitors, etc. to safety – reassure them.

A = Alarm / Alert – Activate Fire Alarm nearest you or page overhead Code Red.

    Repeat Code Red and location of fire clearly three (3) times.

C = Confine / Contain the fire by closing all doors and windows.

E = Extinguish if small fire and it is safe to do so.

    Evacuate all clients, visitors, employees, etc. from the building to designated

safe area.



FIRE EXTINGUISHER PROCEDURES:

P = Place fire extinguisher on the floor and pull the pin.

A = aim at the base of the fire; stand 8-10 feet away from the fire.

S = Squeeze the handle.

S = Sweep from side to side at the base of the fire.



***Know the location of pull stations, emergency exits, fire extinguishers and your departmental fire
plan***



CODE GREY                        STAFF / SECURITY ASSISTANCE

Code Grey summons Staff / Security assistance immediately in the event of a physically combative
person. This code enables assistance to arrive at the area of the problem without disclosing Security
response.



Follow the procedures outlined below in the event of a potential risk of aggressive behavior:



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                                          Fort Lauderdale Addiction Center Policy and Procedure Manual




           1.   Page Code Grey clearly three (3) times to include the exact location of the incident.
           2.   All employees available are to report immediately to the location involved.
           3.   De-escalation techniques are to be utilized to dissipate the situation.
           4.   Call 911 if indicated by danger risk and/or if a weapon is present.
                Fort Lauderdale Addiction Treatment, LLC.has a zero tolerance for violence in the workplace. If a
                patient, visitor or employee becomes physically abusive or violent, implement the Code Grey
                procedures immediately.



                CODE GREEN                     HAZARDOUS MATERIAL SPILL / LEAK

           1. Know the location of spill kits for small spills.
           2. Know location of MSDS (Material Safety Data Sheets) manual.
              LOCATION: Compliance Office 3rd Floor.

           3. Persons exposed to the chemical are to be directed to the Emergency Department at closest hospital
              with a copy of the applicable Material Safety Data Sheet.


                HAZARDOUS MATERIALS (HAZMAT) SPILL / LEAK PROCEDURES:

                For HAZMAT incidents that present a significant or unknown hazard to the patient and staff and
                cannot be safely handled, please follow the steps below:

           1. Remove clients from danger and notify staff in the area to leave and assemble in a safe place.
           2. Notify the receptionist of a “CODE GREEN”; identify yourself, report the exact location and type of
              spill, if known.
           3. Persons exposed to the chemicals are to be directed to the Emergency Department of the closest
              hospital with a COPY of the applicable Material Safety Data Sheet.
           4. Notify the Emergency Department of the person/s to be evaluated. E.D. staff may need to isolate
              and decontaminate to prevent potential exposures to staff / clients.


                For further information on the procedures for handling hazardous materials refer to Safety Manual in
                your program.




DE BLUE:        MEDICAL EMERGENCY

                This indicates a medical emergency requiring prompt and immediate attention. All nursing staff and
                physicians if present, will respond to the site to evaluate situation and determine necessary action.



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                                Fort Lauderdale Addiction Center Policy and Procedure Manual


      Code Blue is the code used in the event of a medical emergency such as: cardiac / respiratory arrest,
      seizure activity, etc.



      PROCEDURE:

 1. Overhead page “Code Blue” clearly three (3) times including exact location.
 2. Institute emergency measures (i.e.: CPR).
 3. Call 911.


      CODE YELLOW                  BOMB THREAT

      If you receive a call / information about a bomb threat, listen carefully and record answers to the
      following questions (use Bomb Threat Report Form if readily available):



1.    When is it going to explode?
2.    Where is it right now?
3.    What does it look like?
4.    What kind of a bomb is it?
5.    Why did you place it here?
6.    Time called:_________________
7.    Male or Female caller: M____ F____
8.    Adult or Child: Adult____ Child____
9.    Background noises:_______________________________________________
10.   Other clues:_____________________________________________________


      Page Code Yellow overhead and begin following procedures:

 1. Begin a search of your immediate area for any “package or device” that does not belong there or
    appears suspicious.
 2. If such a “package or device” is found, DO NOT TOUCH OR MOVE IT. Call 911.
 3. Safely evacuate building and do not cause panic in clients or others.


      For further information on the procedures for responding to a Bomb Threat, refer to the Bomb
      Threat policy and procedure in the Environment of Care P&P Manual.




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                              Fort Lauderdale Addiction Center Policy and Procedure Manual


   CODE PURPLE                  WEAPON ON PREMISES

   Code Purple is the code to be utilized in the event of a weapon (i.e.: gun, knife, etc.) is on the
   premises and posing a potential deadly threat to clients, employees, visitors, etc.



   The following procedures are to be employed in the event of a threat posed by a weapon:



1. Page Code Purple overhead clearly three (3) times with exact location.
2. Call 911.
3. Employees not in immediate area of danger are to calmly evacuate everyone not involved in
   situation from the building.
4. Do not attempt to physically remove weapon from threatening party.
5. Utilize verbal de-escalation techniques if appropriate.
   DO NOT ATTEMPT TO BE A HERO - KEEP YOURSELF SAFE UNTIL POLICE HELP
   ARRIVES.



   SAFETY                         GENERAL SAFETY



   Report all safety / security incidents to the organization’s Risk Management

           Office and your Supervisor.

   Read your Safety Manual and Emergency Plans.

   Be aware of any program specific safety risks that you may encounter; look

   around your area.

   Report all safety / security hazards to your Supervisor immediately.



   Facility Management:

   Poison Control:                1-800-282-3171

   Local Police Department:

   Fire Department:               911            `

   Emergency:                     911            `


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                               Fort Lauderdale Addiction Center Policy and Procedure Manual




    Conclusion

    Finally, it should always be remembered that the most important element in the prevention of
    workplace injuries, illnesses, and accidents/incidents is you the worker. Make sure that you are
    constantly aware of your surroundings and the hazards therein. Once you have recognized a
    hazardous situation or condition, make sure that you take all actions necessary to control or eliminate
    these hazards.

    Disaster Preparedness


    Introduction


    There is an ever-present possibility that a disaster will strike Fort Lauderdale Addiction Treatment,
    LLC.or one of the surrounding communities. It is imperative that we, as a healthcare organization,
    are prepared to respond to any disaster scenario that could present itself.



    Goal and Responsibilities


    The purpose of our Disaster Plan is to outline how we will respond in the event of a disaster. The
    goal of the response will be to save lives, limit casualties, limit damage, and restore normalcy ASAP.



    We, Fort Lauderdale Addiction Treatment, LLC.community have the responsibility to respond to
    disaster by organizing all available resources to be deployed in the most efficient and effective
    manner. Each department and employee has a responsibility to cooperate and extend their services to
    prevent, minimize and repair damage/injuries resulting from disasters.



    Disaster Types


    There are numerous types of natural and man-made disasters that could occur in our area to which
    we must be prepared to respond. Some of them are listed in the table below:




    Natural                                             Technology and Man Made
   Tornadoes                                          Utility failure and loss of communication


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                               Fort Lauderdale Addiction Center Policy and Procedure Manual


   Damaging winds                                       Structural collapse
   Storms (Hurricanes)                                  Industrial accidents involving toxic, caustic,
   Floods                                                radioactive, explosive, and/or biological
   Fires                                                 hazards
   Public Health Emergencies                            Civil disturbance
                                                         Major accidents of land, sea, and air
                                                         Bomb threat


    Notification

    In the event of a disaster, Fort Lauderdale Addiction Treatment, LLC.will probably be notified
    through the County Emergency Warning System, which is a countywide alert or “emergency
    broadcast” system. Individual receiving disaster call/warning will identify:



    1.                            Type of disaster

    2.                            Number of victims and acuity

    3.                            Types of assistance required

    4.                            Contact for continuing information

    5.                            Verify call




    The Director and administrative staff will be called immediately. Administrative staff or designee

    will determine if and when a disaster should be declared. If indicated the directive for treatment site

    closure either complete or partial, will come from the Director or designee. In the event of a

    disaster, Switchboard will make an overhead announcement the disaster.




    All facility employees will come to the facility if an alert stage is reached. Employee’s will make
    themselves accessible by phone or respond and receive communication from the facility.



    It is very important that all responding departments maintain up to date callback lists, and that all
    employees who are on this list have adequate training. When callback lists change it is very
    important that all lists are updated. Employees who are on a callback list must always be prepared to


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                                Fort Lauderdale Addiction Center Policy and Procedure Manual


     return to Fort Lauderdale Addiction Treatment, LLC. to assist in response. Those employees, who
     are off duty and are not on a call list, can remain available if needed.



     Communications

     Communications during disaster response could be handled through any of the following methods:
     telephone, fax, pager, radio, person to person, news media, etc.


     Employees should not communicate with the media during a disaster response except to instruct
     them to contact the Director who will brief them. This will ensure patient privacy and prevent the
     communication of inaccurate information.



     RESPONSE TO SEVERE WEATHER


     Severe weather such as a tornado or hurricane could threaten the safety of staff, clients and visitors.



     A severe Weather Watch means conditions are favorable to the development of severe weather. A
     Severe Weather Warning indicates that there has been an actual sighting of severe weather in the
     immediate area.



     If the National Weather Service announces a Severe Weather Watch, the Safety Officer or the
     highest level of authority in the facility will implement the Plan.



1.   Staff will secure or remove all objects on the facilities grounds such as umbrellas, trashcans, etc.



2.   All work areas should locate and check their flashlights for use in the event of a power shortage.



     3.                            Clients, visitors and staff should stay inside with all doors and
     windows closed.




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If the Safety Officer/Supervisor feels that the facility is in the path of a tornado, a Code ‘D’ will be
called and all clients, staff, and visitors will go immediately to the designated safe area away from
all doors and windows.



When the Weather Service discontinues the warning, the Safety Officer will page an “all clear” and
normal operation will resume.



Conclusion


It is imperative that Fort Lauderdale Addiction Treatment, LLC.is prepared to respond to any

disaster scenario that could present itself.     It is the responsibility of each employee at Fort

Lauderdale Addiction Treatment, LLC.to understand their role during a disaster response, and that

they be ready to assist in such response when called upon to do so.



Electrical Safety

Introduction




Electricity makes our lives much easier. It is all around us, running our air conditioners, heaters,

lights, stereos, and much more. Electricity is easy to use and convenient, but it must also be

remembered that electricity can be very DANGEROUS. Electricity can cause electrical burns or

electrocution, and overheated electrical equipment can cause fires. Also, electrical sparks can cause

explosions.




Electrical Shock




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                             Fort Lauderdale Addiction Center Policy and Procedure Manual


                                      Electrical current is brought into the organization by two
                                      wires which we see as electrical receptacles. One slit is
                                      “hot”, the other neutral. The “round” opening is the ground
                                      or safety wire. Electricity always tries to reach the ground
                                      and if you remove the third prong from a plug it is possible
                                      that if electricity “leaks”, it will reach the ground through
                                      you. It is also very important that you always keep an
                                      insulator between you and electricity. This could be the
                                      plastic covering to a wire, dry wood, rubber or glass.



   Macroshock


   Electrical current that “leaks” from a broken cord or piece of equipment can produce electrical shock
   known as macroshock. The effects of macroshock can range from a slight tingling sensation to
   stopping the heart. Individuals experiencing macroshock must be removed from the electricity
   source quickly and safely. This can be accomplished by performing the following:



1. Eliminating the power source by pulling the plug if
   possible or shutting off the power supply to the
   building or room
2. Knocking the chord away or pushing the person away
   from the power source using something non
   conductive (Never use hands or metal objects)
3.    After the victim and power source have been
   separated, immediately check for a pulse and initiate
   emergency care and activate the emergency medical
   system


   If you think a piece of equipment has the potential to or has caused macroshock, contact
   Maintenance immediately.



   GFCIs

   One specific safety measure found throughout the facility to prevent shock is the use of ground fault
   circuit interrupters (GFCIs). These are special outlets use near sinks or wet areas which will
   discontinue the flow of electricity if it starts free flowing into you or another conductor.




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                               Fort Lauderdale Addiction Center Policy and Procedure Manual


    Extension Cords/Multiple Receptacle Adapters


    Extension cords are PROHIBITED.           You can obtain approved grade extension cords from
    Maintenance personnel.


    In non-patient care areas like lounges and offices, in some instances there are not enough electrical
    outlets. Many multiple receptacle adapters are available for purchase. The only acceptable adapter
    for use is a multiple receptacle surge protector with an in line circuit breaker. All other adapters are
    unacceptable including 3 in 1 extension cords and prong adapters.


    Safe Work Practices

    The following are some of the Do’s and Don’ts of electrical safety.



    Do’s                                     Treat all wires as "live" or "hot "
                                             Use properly insulated tools
                                             Unplug appliances before cleaning Always use surge
                                              protectors
                                             Keep all areas dry when working
                                             Pull plug with plug not cord
                                             Report all frayed cords or damaged equipment
                                             Inspect cords and equipment frequently


   Never overload electrical circuits
   Never place electrical equipment near              Don’ts
    flammable
   Never use electrical equipment while touching
    metal or other conductors
   Never use extension chords unless they are 1
    to 1 hospital grade
   Never remove the third prong from plugs
   Never string electrical cords together
   Never run over cords




    Conclusion




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                            Fort Lauderdale Addiction Center Policy and Procedure Manual


It is critical that safe work practices be utilized when working with, or in close proximity to, sources

of electricity. It is the responsibility of each employee to understand the possible electrical hazards

associated with their jobs, and to ensure that all necessary steps are taken to ensure that electricity

does not cause death, injury or illness.




Medical Equipment Management


Introduction

Fort Lauderdale Addiction Treatment, LLC.currently does not have any medical equipment in use.


Fire Safety


Introduction


Fort Lauderdale Addiction Treatment, LLC.is responsible for protecting clients, visitors, students, and
employees from the potential adverse affects resulting from fire emergencies. To fulfill this
responsibility, Fort Lauderdale Addiction Treatment, LLC..has developed extensive fire safety (life
safety) policies, procedures, and education programs.



Fire Prevention



Whether at home or here at Fort Lauderdale Addiction Treatment, LLC., our first priority should
always be fire prevention. The following are some guidelines or tips on how to prevent fires.




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                                           Fort Lauderdale Addiction Center Policy and Procedure Manual


           Never overload electrical circuits. Use heavy duty surge protectors with
             in-line circuit breakers in areas where multiple receptacles are needed.
           Never leave open flames unattended.
           Store flammable/combustible materials in appropriate containers and away
             from heat and ignition sources.
           Dispose of trash (paper, cardboard and other combustible materials)
             promptly. Maintain good housekeeping.
           All space heaters are to be Underwriter's Laboratory (UL) listed and
             equipped with a tip-over cut-off switch.
           Observe the no smoking policy within the organization (No smoking
             indoors). Smoking is permitted in designated areas only. No smoking
             near building entrances /exits.




               Life Safety


               The following guidelines have been provided to ensure personal safety during a fire emergency.




             Keep fire exits and stairwells free from any obstruction.
             Identify the primary and secondary evacuation routes and keep those routes unobstructed.
             Understand the use and know the location of fire extinguishers and fire alarm pull stations (if available).
             Participate in scheduled fire drills.


               Interim Life Safety



               Fort Lauderdale Addiction Treatment, LLC.shall implement Interim Life Safety Measures during
               times of renovation or construction or when significant Life Safety Code deficiencies exist.
               Construction and renovation activities may disrupt the normal level of life safety measures. For
               example, smoke detectors and alarm systems may be disabled or evacuation routes may be blocked
               during construction or renovation activities. Additional training, drills and daily surveillance will be
               conducted within areas affected by these activities, as applicable.


Code Red Procedures (R-A-C-E)



               Response To A Fire



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                           Fort Lauderdale Addiction Center Policy and Procedure Manual




In the event of a fire emergency all employees will utilize the acronym RACE.



We need to immediately call 911 in case of a Fire.



Regularly scheduled Fire Drills will be performed in order to insure employee knowledge regarding
the proper procedures to take in a fire emergency.



If you see a fire, you should use the RACE acronym:



       Rescue                   Remove anyone from immediate danger.

                              Alarm              Sound the alarm at the pull station 3rd floor AND
CALL 911

                              Confine            Close all doors and windows.

                              Extinguish/        Know locations and how to use fire extinguishers.

evacuate



Each employee will be familiar with the building’s exits and Fire Pull Box (if available) locations.
A floor plan describing the emergency exits and evacuation routes will be posted. Use of telephone
emergency system (911), Fire Pull Alarm Box (if available), will be included in staff training.



The facility will have a designated “Fire Marshall(s)” to be in charge of the evacuation for their area.
This will ensure that a systematic and timely evacuation will take place and that all procedures are
followed and completed per the Fire Plan.



The first person to discover a fire (or potential) should immediately assess this situation and the
surroundings and then:




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                                Fort Lauderdale Addiction Center Policy and Procedure Manual


1.   REMOVE individuals (if any) from immediate danger to designated areas outside and away from
     the building.



2.   ANNOUNCE the fire by pulling the nearest Fire Alarm Box (if available), or instruct another staff
     member to call 911 if you are involved in removing individuals from immediate danger. Calmly
     notify other staff

                                members of the “CODE RED” emergency. Announce ‘’Code Red,
     Location___________, “ three times.



3.   CONFINE Staff will immediately begin closing doors and windows to help confine the fire, heat
     and smoke upon hearing “CODE RED ANNOUNCEMENT”. Staff will also begin to evacuate
     clients and personnel to the nearest emergency exit(s) that is away from the fire.



     ***Staff should be continuously aware of those clients or peers needing assistance in the case of an
     emergency situation so that their evacuation can be made as quickly as possible when necessary.



4.   EXTINGUISH ONLY ATTEMPT TO EXTINGUISH A FIRE IF YOU ARE NOT EXPOSING
     YOURSELF, OTHERS, OR THE BUILDING TO A POTENTIALLY        DANGEROUS
     SITUATION.



5.   911 should be called if the situation cannot be controlled or contained by using the facility’s
     Emergency Fire Plan guidelines and Supervisors’/Designee’s directions.



6.   It is recommended that the facility’s Receptionist be the designed person to contact outside
     emergency personnel or call 911, if the situation permits.



7.   ALL CLEAR: An “All Clear” announcement will be made once the threat of danger has passed
     and it is determined that it is safe for clients, staff and visitors to re-enter the building. The “All
     Clear” announcement will be made by the Supervisor/Designee, or by the Fire Department
     personnel.




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                                Fort Lauderdale Addiction Center Policy and Procedure Manual


    8.                             Documentation of the event should be made and kept in the Safety
    Officer’s log book.



    Fire Triangle


    There are three elements needed to start a fire. When you have all three elements together you will
    complete the fire triangle and a fire will occur.



1. The first element needed is fuel, or something that
    will burn. There are many different types of fuel
    such as paper, wood, gasoline, drapery and
    furniture.
2. The second element needed is adequate amount of
    oxygen. Air is the most common source of oxygen
    during a fire.
3. The final element needed to complete the "Fire
    Triangle" is a source of heat to ignite the flames.




    Once a fire has started you must remove one of these elements to put the fire out.



    Fire Extinguishers

    All fire extinguishers at Fort Lauderdale Addiction Treatment, LLC.are ABC extinguishers, which
    means that they will put out all types of fires. Most of these extinguishers contain dry powder that
    leaves a residue after use.



    During fire emergencies that require the use of a fire extinguisher, the P-A-S-S method should be
    utilized.




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                                Fort Lauderdale Addiction Center Policy and Procedure Manual




    P - Pull the pin


    A - Aim the nozzle at the base of the fire


    S - Squeeze the handle



    S - Sweep the base of the fire with the spray in a back and

        Forth motion until the fire is out




    Classes of Fires


    Fire can be classified based the type of fuel being consumed. These are class A, B, and C fires.
    A class "A" fire involves                A class "B" fire involves liquid or   A class "C" fire involves either
    common solid combustables such           gas phase fuels that are being        class "A" or "B" fuels that are
    as wood or paper products that           burned.                               burning with a live electrical
    are being burned.
                                                                                   current present.




    Evacuation Procedures


    It is also very important that employees understand their responsibilities and know all evacuation routes
    in the event that an evacuation is necessary as a result of a fire emergency. Listed below are some of the
    key points to remember:



 When clients are evacuated from their rooms, check to ensure that the room is vacant then close the door.


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                                 Fort Lauderdale Addiction Center Policy and Procedure Manual


   Assist those requiring additional help to safely leave the building.
   Do not use elevators during a fire emergency.
   Use primary or secondary evacuation routes to vacate the premises.
   Avoid stairwells; first try to evacuate using connecting corridors.
   Roll call is to be taken at the designated “safe” area to ensure all have safely been evacuated.


     Conclusion


     It is critical to the safety of everyone who enters Fort Lauderdale Addiction Treatment, LLC.that we
     are compliant with all fire safety regulations. It is also critical that Fort Lauderdale Addiction
     Treatment, LLC.employees know how to respond in the event of a fire emergency. By achieving these
     goals, we can minimize the potential for the occurrence of, and adverse effects resulting from, fire
     emergencies.



     Hazard Communication (Chemical Safety)



     Introduction

     The hazard communication, or “Right to Know”, program is designed to provide pertinent hazard
     information to employees who work with or around hazardous chemicals. There are three
     components to the hazard communication program:



    Labels / Storage
    Material Safety Data Sheets (MSDSs)
    Training


     Labels

     The first component deals with label requirements. All chemicals in use must be properly labeled
     and stored in safe area. No chemicals are to be stored under sinks.


     MATERIAL SAFETY DATA SHEETS (MSDSs)


     The second component of hazard communication involves MSDSs. A MSDS is a document
     provided by the manufacturer, importer or distributor of the hazardous chemical(s). It provides



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                               Fort Lauderdale Addiction Center Policy and Procedure Manual


    information on the hazards associated with a hazardous chemical and recommendations for safe use,
    handling and disposal. The MSDSs are available within the work area.



    The MSDS is divided into sections. Each section is dedicated to a specific topic (i.e. Reactivity, Fire
    & Explosion Data, Health Hazards, etc.) Some of the sections are listed below:


   Name of Chemical                                   First Aid/Emergency Response
   Manufacturer                                       Spill and Leak Handling
   Chemical Components                                Reactivity
   Associated Hazards                                 Disposal Practices
   Physical Characteristics                           Personal Protective Equipment

    It is also important to know the hazards (symptoms of overexposure) of the chemicals in the work
    area in order to work safely with the chemical(s) or to make determinations regarding overexposure.
    This information is also available on the MSDS.




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    Exposure Routes

    Knowing the primary route of entry will provide insight into how to protect against chemical
    exposure. There are four ways in which chemicals can enter the body:



       Inhalation
       Ingestion
       Absorption through the skin
       Injection


    Personal Protective Equipment (PPE) - Personal protective equipment can provide additional
    protection from chemical exposure. This requires using the appropriate type of PPE for the hazard
    presented (i.e. latex gloves are not appropriate protection for many chemical contact hazards).



    Employee Responsibilities

    It is the responsibility of every employee to know:



   The hazards associate with the chemicals in the work area.
     The location of the MSDSs for the chemicals in the work area.
     How to find information on the MSDS.
     Physical and health hazards associated with the chemicals in the work area.
   How to identify the presence (symptoms/odor) or release (monitoring) of chemicals in the work area.
     How to work with the chemicals that they have in their work area safely.
   The type of personal protective equipment available and how to use it.


    Conclusion


    In healthcare facilities the potential for exposure to hazardous chemicals is a potential risk.
    Employees who work with such chemicals have the “Right to Know” how these chemicals can
    adversely effect them, and how to protect themselves from such effects.              The Hazard
    Communication Program provides employees with the tools they need to ensure that they have the
    information necessary to perform work with or near hazardous chemicals in a safe manner.


    Security Management



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Introduction


The Security Management Plan outlines several measures taken by the organization to ensure
patient, employee, and visitor safety.



Security Measures


Various security measures exist in order to increase overall safety and security within the buildings
as well as the surrounding outdoor environment. Some of these include: exterior lighting,
identification of ‘high-risk’ areas requiring additional security (medical record rooms and
medication rooms), security rounds, visitor sign-in and identification, surveillance cameras,
employee identification (picture ID badges), management of access to keys and/or door code locks,
etc.



Conclusion


Security is of particular concern to everyone in today’s uncertain world. It is the responsibility of all
employees to do their part in maintaining the integrity of the Security Management Plan and to
report any potential areas of security violation and/or vulnerability.



Infection Prevention and Control


Introduction

All employees are required to participate in infection prevention and control training on an annual
basis. This study guide is designed to assist in preparing employees to perform in a way that protects
clients, employees, students, and visitors from spreading pathogens and communicable diseases to
one another.



High Risk Diseases for Healthcare Employees

BLOODBORNE DISEASES

Bloodborne diseases are diseases that are spread by contact with infected blood and other infectious
body fluids. Transmission of bloodborne pathogens, including HIV, Hepatitis B virus and Hepatitis
C virus, may occur if infectious blood or body fluids contact the mucous membranes of the eyes,

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    nose, or mouth. They can be transmitted by needlesticks and puncture wounds or cuts from other
    contaminated sharps. Non-intact skin also provides a way to contact these organisms. This is
    especially true if you have abrasions, cuts, rashes, or burns on your hands and you touch blood, other
    potentially infectious materials, or a contaminated surface with your bare non-intact hands. These
    pathogens can be present long before the infected person shows any signs of the disease. Sometimes
    they are present without the patient or the employee developing signs of the disease. Contaminated
    objects can transmit Hepatitis B, as the virus can live on inanimate objects for up to 4 weeks. The
    HIV virus, however, cannot live outside the body.

    The pathogens that cause bloodborne diseases may be present in:

   Blood
   Body fluids which has visible blood
   Semen, vaginal secretions, cerebrospinal fluid, synovial fluid, plural fluid, pericardial fluid, amniotic
    fluid
   Blood tinged saliva in dental procedures unfixed tissue or body organs other than intact skin
   Organ cultures, HIV containing culture media, or similar solutions
   Blood, organs, and tissue from experimental animals infected with HIV or HBV
   Items contaminated with any of the above. (An item is considered to be contaminated if it is, or is
    being suspected of being, soiled with blood or other infectious materials.) (Only blood, semen and
    vaginal secretions have been shown scientifically to transmit HIV.)

    Bloodborne pathogens may enter your body in a variety of ways including:

   Through open cuts, nicks, skin abrasions, dermatitis, and acne, as well as the mucous membranes of
    your mouth, eyes or nose
   By touching an object soiled with infectious material and then indirectly transferring the infectious
    material to your mouth, eyes, nose, or open skin lesion
   An accidental injury that results in a puncture or cut of your skin by a sharp object soiled with
    infectious material (for example, a needle, knife, broken glass, dental wires, etc.).

    Surfaces such as walls, floors, counters and furniture that are contaminated with infectious material
    are a major danger for spreading diseases such as hepatitis B. The hepatitis B virus can survive on
    surfaces for up to 4 weeks. Infectious materials such as serum or plasma, without visible signs, can
    soil surfaces and objects. This is why we use standard housekeeping procedures for cleaning and
    disinfecting of all equipment and work surfaces outside of the host and on an environmental surface.
    Hepatitis B is a much stronger and more viable virus than HIV.

    Some of the bloodborne diseases that healthcare employees can be exposed to on the job include:

   Hepatitis B (HBV)
   Hepatitis C (HCV)
   Human Immunodeficiency Virus (HIV), the virus that causes AIDS

    The most common and the most contagious of these bloodborne diseases is Hepatitis B (HBV). The
    other infection that is becoming of great concern to hospital employees is Hepatitis C and as in the
    past human immunodeficiency virus (HIV) that causes AIDS.


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Hepatitis B (HBV)

Hepatitis B is an inflammation of the liver that can lead to cirrhosis and death. Hepatitis B (HBV) is
a major risk for health care workers. It is estimated that 1 to 1.25 million persons in the U.S. have
chronic Hepatitis B and are potentially infectious to others. It affects about 8,500 health care workers
each year. Studies show the infection rate for Hepatitis B from a contaminated needle, a common
mode of transmission, is as high as one in six. Symptoms include weakness, fatigue, anorexia,
nausea, abdominal pain, jaundice (yellow skin), fever, headache, vomiting, diarrhea, decreased
appetite, and generalized muscle aches. Hepatitis B virus may be transmitted when a person’s
mucous membranes or breaks in the skin are exposed to an infected person’s blood, semen, vaginal
secretions, or other potentially infectious materials.

Of those who are infected with hepatitis B, 1/3 will have no signs, 1/3 will have mild, flu-like illness,
and 1/3 will have severe symptoms of the illness. The signs of severe clinical hepatitis B include:
jaundice (yellowing of the skin and eyeballs), dark urine, extreme fatigue, loss of appetite, nausea,
abdominal (belly) pain, joint pain, rash and fever.

The Hepatitis B virus may be spread by sexual or other contact with semen, vaginal secretions,
blood, and other body fluids of an infected person. Hepatitis B can also be spread from a pregnant
woman to her unborn child.

Health care workers can control the spread of Hepatitis B and protect themselves by acting as if
EVERY patient they come in contact with has the disease. (Remember, 2/3 of infected people either
does not have signs or have signs that can be mistaken for flu!) By using Standard Precautions,
which will be discussed later in this module, health care workers can protect themselves from
illnesses such as Hepatitis B.

Using Standard Precautions and becoming vaccinated is the best way to protect yourself from the
Hepatitis B virus. Fort Lauderdale Addiction Treatment, LLC.does offer, free of charge and in
accordance with OSHA, the Hepatitis B vaccine for all employees who have job-related exposure to
blood and other body fluids. Employees whose job description requires that they come into contact
with blood and body fluids do not have to accept the vaccine. However, if they choose not to accept
it, they must sign a written statement saying that it is their decision to refuse the vaccine. Employees
can request the vaccine later after signing the waiver. (The Hepatitis B vaccine does not protect
against other bloodborne diseases.)

Hepatitis B vaccine is used to immunize people of all ages against infection caused by all subtypes
of Hepatitis B virus. There is no danger of getting Hepatitis B from the vaccine, because no human
substances are used to make it.

At this point, we do not know how long the protection lasts, or whether periodic booster doses will
be needed. Antibody levels that develop from the vaccine drop steadily over time. Up to 50% of
adults who develop enough antibodies with the vaccine will have low or no antibody levels 7 years
after the vaccination. However, it appears that they still are protected against infection and clinical
disease from the Hepatitis B virus.




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    Human Immunodeficiency Virus (HIV)

    A person who is HIV positive (HIV+) is infected with the human immunodeficiency virus. This
    virus causes Acquired Immune Deficiency Syndrome (AIDS). Being HIV+ does not mean that the
    person has AIDS, or that they will become seriously ill soon. The virus may be inactive for periods
    of time, sometimes for several years. During this time, an infected person may have no signs of
    disease. It is estimated that 1 in 250 persons in the United States is now infected with HIV; 10 to 12
    million people around the world are infected.

    The HIV virus attacks the immune system. It eventually affects the body’s ability to fight off
    “opportunistic infections” which are caused by organisms that usually do not cause disease in people
    who have healthy immune systems. People infected with the HIV virus are also more likely to
    develop contagious diseases such as tuberculosis, because the immune system is not able to fight
    them off.

    A person infected with HIV may have the following characteristics:

   Carry the virus for years without developing any signs
   Suffer from flu-like symptoms of fever, diarrhea and fatigue
   Develop HIV-related illnesses such as nervous system problems, cancer,
   Pneumonia, tuberculosis, and opportunistic infection
   Will most likely develop AIDS

    HIV is spread through contact with infected blood, semen, and vaginal fluids. HIV is not spread by
    casual contact such as touching or working around clients who are infected. The main behavior that
    transmits HIV is sexual contact. Vaginal, penile, rectal intercourse, and/or sharing of needles during
    I.V. drug abuse also transmit the virus. Occupational needlestick injuries show the rate of infection,
    after being stuck with an HIV contaminated needle, is one in 300.

    Health care workers can help control the spread of HIV and protect themselves by acting as if
    EVERY patient they come in contact with is infected with the virus. (Remember, clients may carry
    the virus for years without developing any signs, or the signs can be mistaken for other health
    problems! Early on when an individual is exposed, and prior to any symptoms, a person is 1,000
    times more infectious. Yet when tested prior to developing antibodies the test will be negative.) By
    using Standard Precautions, which will be addressed later in this module, health care workers can
    protect themselves from infections such as HIV.

    Hepatitis C Virus (HCV)

    Hepatitis C Virus is spread mainly through blood transfusions and intravenous drug abuse. It
    resembles Hepatitis B in that it attacks the liver. Symptoms of active HCV are milder than those of
    HBV - or may not even be present. However, HCV is more likely to cause chronic carrier state and
    more likely to lead to cirrhosis, liver cancer, and death.

    AIRBORNE DISEASES



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    Airborne diseases are spread by breathing in air that has droplets or droplet nuclei (5mm or smaller
    in size) that can cause airborne disease. Some examples of airborne diseases include:

   Tuberculosis
   Chicken-pox
   Measles
   Shingles in a person whose immune system is weak

    There are many ways to protect staff and other clients from airborne diseases.

   Clients who have airborne diseases must be in a private room.
   All who enter the patient’s room, including family and visitors, must wear a mask at all times when
    in the room.
   When caring for a patient with chicken-pox, all staff must be immune. Those who are immune to
    chicken-pox must wear a gown and gloves, a mask is not needed.
   Doors to the patient’s room must stay closed, except when someone is entering or leaving the room.
   The patient’s room door must be labeled “Airborne Precautions”.

    Tuberculosis (TB)

    Tuberculosis (TB) is an infectious disease that occurs most often in the lung. Tuberculosis is a
    serious and growing threat to everyone. Some tuberculosis infections are treatable with drugs. There
    are strains of the disease that are resistant to most drugs now available.

    Although anyone can get tuberculosis, there are some groups that are at a greater risk than others.
    These high risk groups include: low socio-economic levels without a strong social support system,
    the homeless, the elderly, those who live in nursing or retirement homes, IV drug users, migrant
    workers, and those who live in areas where the disease is common.

    In addition to a positive TB skin test the patient may have one or more of the following symptoms if
    infected with tuberculosis:

   Productive cough
   Coughing up blood
   Fever and chills
   Night sweats
   Recent weight loss

    Clients who are HIV (AIDS) infected may have tuberculosis without showing these typical signs.

    Tuberculosis is most commonly spread by breathing in the airborne droplet nuclei <5 microns.
    Organisms transmitted in this manner can be suspended in the air for long periods of time and can be
    dispensed in air currents.
    An important way to control the spread of tuberculosis is to find out early who has been exposed to
    the disease. Persons can have a positive tuberculin skin test without being infectious with TB. This is
    why all employees are given either a tuberculin skin test or chest x-ray at the time of pre-
    employment health screening. Any patient suspected of having tuberculosis should be put on


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    Airborne Precautions right away and be prepared for transfer to a medical facility for further
    evaluation and/or treatment.

    Droplet Precautions

    Droplet transmission involves contact of the conjunctivae or the mucous membranes of the nose or
    mouth of a susceptible person with large particle droplets (5mm or larger in size). Droplets are
    generated from the person primarily during coughing, sneezing, or talking. Droplets usually travel
    short distances of 3 ft. or less.

    Diseases that are spread by droplets include:

   Invasive Haemophilus influenza type b disease, including meningitis, pneumonia, epiglottis and
    sepsis
   Invasive Neisseria meningitides disease, including meningitis, pneumonia, epiglottitis and sepsis
   Diphtheria (pharyngeal)
   Mycoplasma pneumonia
   Pertussis
   Pneumonic plague
   Streptococcal pharyngitis, pneumonia, or scarlet fever in infants and young children
   Adenovirus
   Influenza
   Mumps
   Parvovirus
   Rubella

    Exposure Control Plan

    The Occupational Safety and Health Act (OSHA) defines occupational exposure as “reasonably
    anticipated skin, eye, mucous membrane, or parenteral [piercing the skin] contact with blood or
    other potentially infectious materials that may result from the performance of an employee’s duties.”
    The OSHA regulations require the hospital to develop an Exposure Control Plan and to make it
    available to all employees.

    The Exposure Control Plan is in the Infection Prevention and Control Manual and the plan is
    available to all employees.

    Be sure to read the Exposure Control Plan. It has important information that will help you protect
    yourself from getting diseases that you might be exposed to because of your work. The Exposure
    Control Plan lists tasks and procedures, which could cause you to be exposed to infectious diseases.
    Let this list serve as a reminder for you to protect yourself when doing these tasks or procedures.

    Because we do not always know what diseases or pathogens a patient may have, we need to learn to
    lower our risk and protect ourselves. We need to act as if EVERY patient has an infectious disease
    such as hepatitis, malaria, syphilis, and HIV/AIDS. (This behavior is part of Standard Precaution,
    which is discussed in detail later in this module.) It is harmful and may be life threatening not to
    protect ourselves from these diseases or pathogens.


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    Controlling Exposures

    There is no way to tell with certainty that any person is free of Bloodborne disease. Any person can
    be infected without being aware of the infection. The infected person may not have any signs or
    symptoms of disease. We cannot make safe judgements about absence of infection by appearance,
    age, sex, socioeconomic level, or any other factor. The best way for health care workers to protect
    themselves from exposure to bloodborne infections is to treat ALL clients as if they were infected
    with Hepatitis B, Hepatitis C, HIV, or other bloodborne diseases.

    Some major ways to reduce the risk of exposure to bloodborne organisms on the job are:

    1) Engineering Controls are physical or mechanical systems designed to stop hazards
    before they start. Examples of engineering controls are: self-sheathing needles, bio-safety bags, and
    sharps disposal containers, appropriate hand washing facilities.

    2) Personal Protective Equipment is intended to protect you from contact with possible infectious
    materials. Examples of such equipment include: gloves, masks, protective eyewear, fluid resistant
    gowns, resuscitation bags and other resuscitation devices.

    To be effective, personal protective equipment must be fluid resistant and help prevent blood or
    other potentially infectious materials from passing through to the employee's work clothes, street
    clothes, undergarments, skin, eyes, mouth, and other mucous membranes. This protection should be
    effective under normal conditions of use for the length of time for which it will be used.

    Some general guidelines for selection and use of protective equipment are:

   The employee must be taught to use it properly.
   Appropriate protective equipment must be used each time a task is done.
   The equipment must be free of flaws that would make it unsafe.
   Gloves must fit properly.
   If infectious materials go through the protective equipment, remove it as soon as possible and wash
    the exposed intact skin surface with an antimicrobial soap for 10 minutes.
   When the task is complete, remove all protective equipment and place it in the appropriate place or
    container for washing, decontamination, or disposal.

    Once personal protective equipment has been used, it must be properly disposed of. Disposable
    items (for example gloves, masks, fluid resistant gowns,) should be handled as follows:

   If items are visibly contaminated and could cause dripping with blood or other body fluids, they are
    disposed of in red plastic bags for medical service waste disposal.
   If items are not contaminated and cannot cause dripping, splattering or splashing, they are disposed
    of in regular trash.

    3) Housekeeping Practices:

   When cleaning up broken glass, do not pick it up with gloves or bare hands. Use tongs or a brush
    and dust pan.
   Spill kits may be used for blood and body fluid spills.

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   Do not place contaminated laundry on the floor. Handle contaminated laundry as little as possible.
    Do not hold up to the body. Place all contaminated laundry in blue laundry bags.
   Place ALL sharps in a sharps container.
   Clean up contaminated areas first with soap and water (while wearing PPE) follow with an EPA
    registered disinfectant or a fresh solution of 5.25% of sodium hypochlorite mixed 1:10 with water.

    All bio-medical waste will be placed in red bags that have a biohazard symbol on it. Red bags will
    be located for disposal in various locations. Sharps container must be properly closed when line
    indicates FULL, for pick-up.

    4) Employee Work Practices are specific procedures that are aimed at reducing the chances of
    exposure to infectious material. Examples of employee work practices are:

    Handwashing: for at least ten to fifteen seconds before and after every patient contact, each time
    gloves are removed; when skin or mucous membranes come in direct contact with blood or other
    body fluids, wash with an antimicrobial soap, or flush eyes and mucous membranes immediately
    with water for 10 minutes.

    Avoiding injuries from needlesticks and other sharps: do not bend, hand-recap, shear or break
    contaminated needles or other sharps; dispose of sharps promptly in puncture-resistant, leak-proof
    containers;

    Personal hygiene: do not eat, drink, smoke, apply cosmetics or lip balm, or handle contact lenses,
    where you may be exposed to potentially infectious materials; avoid petroleum-based lubricants that
    may “eat” through latex gloves; do not keep food or drinks in refrigerator, freezers, cabinets, or on
    shelves, counter tops or bench tops where possible infectious materials may be present.

    Standard Precautions

    Standard Precautions are meant to protect workers from biohazards and is inclusive of Body
    Substance Isolation and Universal Precautions. Fort Lauderdale Addiction Treatment, LLC.has
    adopted Standard Precautions as its isolation technique for all patient care that is based on the idea
    that “Anything that’s wet and not yours is potentially infectious!”

    Three basic principles apply in Standard Precautions:

    1) Strict hand washing technique is used in all cases of contact with clients, blood/body fluids,
    secretions, excretions and contaminated items. Wash hands after removing gloves.

    2) Contaminated needles and sharps are handled and disposed of according to policy and procedure.

    3) Personal protective equipment that is adequate and appropriate is used. The type of protective
    equipment appropriate for a given task depends on the expected exposure.

    * If you expect to be splashed, sprayed, or spattered with droplets of infectious material, use a mask,
    eye protection, and fluid resistant gown, gloves.

    Signs and Labels


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                                     The universal biohazard symbol shown below is used on all
                                     containers of medical waste, refrigerators, and freezers that
                                     hold blood or other infectious material. There are several
                                     ways to warn that a piece of equipment or material is
                                     contaminated or possibly contaminated. You can attach a
                                     biohazard symbol or warning label, or put it in a red bag or
                                     red container. Also, you should always treat all blue-bagged
                                     linen as contaminated.

     Exposure Incidents

     When an employee is exposed to blood or potentially infectious body fluids the employee should:

1. Remove all contaminated clothing as soon as possible (The employee’s supervisor will provide
   alternate clothing).

2. Immediately wash or flush contaminated skin with antimicrobial soap and water for 10 minutes. If
   you obtained a needlestick squeeze/milk the area of blood and then wash for 10 minutes.
3. Employees are responsible for reporting incidents to their supervisors immediately after they happen
   and reporting to Employee Health immediately.


     4.   You and the source will be tested for HIV, HBV after the consents and counseling is completed.



5.    You will be seen by the workmen’s compensation physician for an evaluation and any treatment.
     You will receive a written opinion in 15 days.



     6. The protocol that will be followed is detailed in the exposure control plan.



     Reporting Employee Signs of Disease

     Employees who have any of the following signs of disease should contact the Infection Control
     Nurse: eye infection (conjunctivitis); signs of respiratory illness; skin rashes, open lesions, cold
     sores; recent exposure to chickenpox, mumps, measles, whooping cough; cast, and/or bandages that
     prevent effective handwashing.

     Conclusion

     If you have questions or concerns about the material in this study module, or any other infection
     prevention and control issue, please call the Infection Control Nurse.



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Client Rights


It is the policy of the organization to support and protect the rights of all clients at all times.



Upon entry into the system, each patient and legal guardian (if appropriate) are informed verbally
and in writing of their rights. Each individual signs and is given a copy of the form. Patient Rights
are posted in visible areas of all treatment sites.



Confidentiality


Confidentiality is one of the most basic rights that clients have. It is a condition of employment that
you protect patient confidentiality. We are not only concerned with what information might leave
the facility, but also how information may be transmitted throughout the facility.



No information pertaining to the patient shall be given to anyone without proper authorization. The
fact that a patient is here or not here or has ever been here is strictly confidential.



Patient’s complete names are not posted on any boards files or doors anywhere in the facility to
avoid a breach of confidentiality.



You should be careful of what you say in the facility and where you say it. Hallways are not good
places to share patient information. Use a conference room or go into an office and close the door.



No written information is released from the facility without proper written authorization. All release
of information forms must be completed in full prior to acquiring a patient’s signature.



Patient Neglect and/or Abuse


Neglect or abuse will not be tolerated in any manner. Any incident of suspected abuse must
immediately be reported. Also, an Incident Report is completed by the individual and/or their
immediate supervisor.



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Neglect is defined as the withholding of treatment necessary for the patient and to support their
individual dignity.



Abuse is the application of anything that is destructive to the patient, their treatment, their dignity
and the therapeutic relationship. It can be physical, verbal, or psychological.



*Refer to reporting abuse or neglect policy and procedures for further details including: criteria for
assessing suspected abuse/neglect and reporting responsibilities.




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Patient or Family Concern System


There is a specific protocol for appropriately receiving and responding to concerns by clients or
family members. If the concern is unable to be resolved on a verbal basis, the patient/family
member will be asked to submit the concern in writing. All pertinent documents and details will be
gathered for review. Prior to a written response to the complaint, the Administrative staff will
review all facets of the complaint.




Risk Identification Report (RIR) (Unusual Occurrence Incident Report)




Definitions:



Adverse Events – Adverse events are untoward incidents, therapeutic misadventures, injuries or
other adverse occurrences directly associated with care or services provided. Adverse events may
result from acts of commission or omission (i.e.: administration of the wrong medication, failure to
make a timely diagnosis or institute the appropriate therapeutic intervention, etc.). Some examples
of adverse events include:           falls, medication errors, procedural errors/complications,
suicide/homicide attempt or gesture, alleged abuse, AMA, etc.



Sentinel Event – A Sentinel Event is an unexpected occurrence involving death or serious physical
or psychological injury, or the risk thereof. Serious injury specifically includes loss of limb or
function. The phrase “or the risk thereof” includes any process variation for which a recurrence
would carry a significant chance of serious adverse outcome.



Near Misses – A Near Miss is an event or situation that could have resulted in an accident, injury or
illness, but did not, either by chance or through timely intervention. An example of a Near Miss
would be: A procedure almost performed on the wrong patient due to lapses in verification of
patient identification, but caught at the last minute by chance. Near Misses are opportunities for
learning and afford the chance to develop preventive strategies and actions. Near Misses will
receive the same level of scrutiny as adverse events that result in actual injury or negative outcome.




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     Intentional Unsafe Acts – Intentional unsafe acts, as they pertain to clients, are any events that result
     from: a criminal act; a purposefully unsafe act’ an act related to alcohol or substance abuse,
     impaired provider/staff; or events involving alleged or suspected patient abuse of any kind.



     Root Cause Analysis – Root Cause Analysis (RCA) is a process for identifying the basic or
     contributing causal factors that underlie variations in performance associated with adverse events or
     near misses. RCA will be the form of focused review that is used for all adverse events or near
     misses requiring analysis.



     An occurrence is defined as an unusual event involving a patient, staff member, or visitor that
     transpires in or on the premises of the facility.



     An Unusual Occurrence Report is completed immediately by the person witnessing the event, given
     to your supervisor and forwarded to the Risk Manager/designee (no later than 24 hours). RIRs shall
     be completed stating only objective facts. No subjective information is given or any conjecture
     about what might have happened.



     The RIR is a confidential document and is to be protected from discovery. It is never placed in the
     file nor is it referred to in the progress notes/medical record. Do not advise clients or others that a
     report has been or will be prepared. In those cases where follow-up information is required, a
     follow-up report is to be completed.



     Drug-Free Workplace

     Our organization is a Drug-Free Workplace and is committed to providing a safe work environment
     and promoting the well-being and health of our employees. Drug abuse not only affects individual
     users and their families, but it also presents new dangers in the workplace. Illegal drug use
     jeopardizes this commitment, and undermines the capability of providing quality service. A policy
     regarding the illegal use of drugs is in place. Our policy formally and clearly states that illegal use
     of drugs and abuse of alcohol will not be tolerated. This policy was designed with two basic
     objectives in mind:


1.   Employees deserve a work environment that is free from the effects of drugs and the problems
     associated with their use.

2.   This organization has a responsibility to maintain a healthy and safe workplace. The following types
     of testing will be performed:


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                                 A.        Job Applicant Testing

                                 B.        Reasonable Suspicion Testing

                                 C.        Follow-Up Testing



    Confidentiality - All information, interviews, reports, statements, memoranda, and drug and alcohol
    test results will remain confidential. Consequences of Testing Positive or Refusal to Allow Test -
    Job Applicants will not be hired.



    EMPLOYEE WHO HAS NOT BEEN INJURED


    May be subject to one or more of the following requirements:



   Attend educational seminars and courses and participate in an employee assistance program;
   Require attendance at rehabilitation program;
   Job transfer to a less hazardous position, probationary employment and/or reduction on
    compensation;
   And immediate discharge from employment


    EMPLOYED WORKER WHO IS INJURED


   Forfeit their eligibility for medical and indemnity benefits under the Workmen’s Compensation Act;
   Forfeit their eligibility for unemployment benefits;
   Be terminated from employment;
   And otherwise subject to the sanctions provided from employment; and otherwise subject to the
    sanctions provided above for an employed worker who is not injured.


    CONVICTIONS


    If convicted of any drug related crime (sale, use or possession), you must notify Administration
    within 5 days of your conviction. Failure to notify Administration of such conviction is grounds for
    termination.




                                                   104
                          Fort Lauderdale Addiction Center Policy and Procedure Manual


GLOSSARY OF TERMS FOR DRUG-FREE WORKPLACE


Controlled Substance - any substance which is not legally obtainable or which can only be legally
obtained by prescription from a licensed medical practitioner.

Drug - means alcohol, amphetamines, cannabinoids, cocaine, PCP, hallucinogens, methaqualone,
opiates, barbiturates, benzodiazepines, synthetic narcotics, designer drugs, or a metabolite of any
substance listed herein.

Employee Assistance Program - an established program capable of providing expert assessment of
employee personal concerns; confidential and timely identification services with regard to employee
drug abuse; referrals or employees for appropriate diagnosis, treatment, and assistance; and follow-
up services for employees who participate in the program or require monitoring after returning to
work. Follow-Up testing may be required at specified intervals.

Reasonable suspicion drug testing - drug testing based on a belief that an employee is using or has
used drugs in violation of the employer’s policy, drawn from specific objective and verbalized facts
and reasonable inferences drawn from those facts in light of experience.



PERFORMANCE IMPROVEMENT


The performance improvement (PI) process is based on a few simple concepts:



1.                           The ultimate judge of quality is your patient/service user/customer.

2.                           All activities must add value.

3.                           Performance improvement is a ongoing process.



Quality is part of PI. Quality has a variety of definitions, but all definitions have two basic
components –



Doing the right things, and doing them well.



In addition to the above we also include our customer requirements –


                                                105
                           Fort Lauderdale Addiction Center Policy and Procedure Manual




The degree to which we satisfy our clients’ and other customers’ needs.



EXPECTATIONS FOR PERFORMANCE



Quality does not happen by accident. PI requires conscious performance. The success of PI is
judged on the following factors:



1.                            Increased patient, employee and customer satisfaction.

2.                            More efficient care.

3.                            Enhanced employee ownership and commitment.

4.                            Improved interdepartmental teamwork.

5.                            Broaden the quality of work life.



The model of PI consists of the following steps:



Step 1.                       Design: Identify your process and your customers.

Step 2.                       Measure:Establish meaningful indicators.

Step 3.                       Assess:              Determine process reliability and quality.

Step 4.                       Improve: Plan, test and implement.



Priorities for PI are based on various factors, some of which are the following:



Our mission, vision, strategic plan, customer feedback, results of the ‘Priority Grid’, and the JCAHO
dimensions of performance.




                                                   106
                               Fort Lauderdale Addiction Center Policy and Procedure Manual


     Dimensions of performance include the following factors for performance and ask these questions:



     1.                           Efficacy:    Will you improve the degree to which care/service
     accomplishes the desired outcome?

2.   Appropriateness: Will you improve the degree to which care/service is relevant to the patient’s
     general condition?

     3.                         Availability: Will you increase the availability of services to the
     patient and the community?

4.   Timeliness: Will you provide the service or complete the task in a timely manner?

     5.                           Effectiveness: Will you improve the effectiveness of the service or the
     task?

6.   Continuity: Will you improve the continuity of service over time and coordination and
     collaboration of services?

     7.                           Safety: Will you reduce risk of danger in the environment?

     8.                           Efficiency: Will you reduce the cost or the utilization of resources to
     provide care/service?

9.   Respect & Caring: Will you increase the clients’ or significant others’ involvement in care? Will
     you increase the sensitivity to understanding and exceeding the clients’ and others’ needs,

                                  wants, and expectations?



     This particular dimension of performance will be included in all relevant PI efforts.




                                                    107
                  Fort Lauderdale Addiction Center Policy and Procedure Manual




CLIENTGRIEVANCE




                                      108
                                      G & G Holistic Addiction Treatment Center

                                                             Policy and Procedure Manual

Upon                  admission,eachclientisinformed                oftheclientgrievancepolicybytheIntakeCounselor.
Aclientisencouragedtoreportanyproblemorincidentthatheorshemaybehavingwithstaff
membersorotherclientsthattheyarenotabletoresolve.UsingtheClientGrievanceForm,theclientneedstomakehisorhergrieva
nceinwritingtotheirtherapistwhoseresponsibilityitwill
thenbetoresearchtheproblemandifpossibleassisttheclientindiscoveringasolution. If resolution isnot achieved,theclient
and/or Therapistmaythenreport the problem tothe                 ClinicalDirector(and/orhis/herdesigneeasappropriate).
TheClinicalDirector(and/orhis/her                                                              designeeasappropriate)
willthentakethenecessaryactiontoresolvetheproblemidentified                                    andrecommendacourse
ofactiontobetakentobestpreventtheproblemfromhappeningin thefuture.        Iftheproblemremainsunresolved,theproblem
willbepresentedtotheClinical Director (and/or his/her designeeas appropriate) and even the President and CEOfor
resolution.                         Ifnoresolutionisreachedbytheaboveprocedures,theclient             willbegiventhe
appropriatetelephonenumbertocontacttheFloridaStateDepartmentofChildrenand Family Services.

Allinformationthatresults                        fromtheaboveprocessesiscollectedwiththeintentofutilizationby
thePerformanceImprovementandOversightCommitteeinmakingoperationaldecisionsand



revisionstocurrentproceduresandpolicies.Allrecommendationsmadebythecommittee                                     are
thenforwardedtotheExecutiveCommitteeforfinalizationorreturnforreworking.

Fort                 Lauderdale                     Addiction                  Treatment                     Center,
LLCAddictionTreatmentCentergovernancebelievethatQualityManagementisan
ongoingprocess.Organizationally,weseektocontinuallyupdateandimprovethisprocessasa
meanstoprovidingthemostrelevant,effective andefficient treatmentandservicesforeach client.

IV.REFERRALANDPREADMISSION

REFERRAL

ReviewofsourcesofadmissioncandidatesandclientsrevealthatmostinquiriesabouttheG&
GHolisticAddictionTreatmentCenteranditsservicescomefromthefollowingsources:

Internetinformationsitesincluding            www.drugrehabcenter.com
www.helpaddicts.com                             www.drugprogram.net
www.druginterventions.net                      www.dual-diagnosis.net
www.addictiontreatmentcenter.com
aswellnumerouslinksandsearchterms;



                                                                109
                                     G & G Holistic Addiction Treatment Center

                                                            Policy and Procedure Manual


•                          Printadvertisementsinmagazinesandnewspapers;
•                          Wordofmouthandreferralsbyformerclients;
•                          Tradeshowattendanceandassociationmembership;and
•                          Communitypartneringandpublic service(e.g.,radiotalkshow).

Byfar,thelargestsourceofreferralsisself-referral           throughinternet                marketing.Allmarketing
materialsaresubjecttoreviewandapprovalby                               theVicePresident.Anyandallofthemarketing
andadvertisingstrategiesdescribedabovemayormaynotbeinactiveuseatanygiventime
subjecttoconsiderationssuchasthemarketingandadvertisingbudget,staffingavailability,and evidenceofefficacy.

Theprimaryformofprintadvertising                              isthebrochure.Changesand/orrevisionstothebrochure
aremadeonanasneededbasisandsubjecttothediscretionandapprovaloftheExecutive Committeeanditsmembers.

URGENT/EMERGENTCALLERSITUATIONS

Ifalivesupportprogramorphoneincallerappearstobeinanemergencyorurgentsituation,
thecallerisimmediatelyinstructedtohanguponthecurrentcallanddial"911"forassistance.
Insomesituations,whilenotrequiredpolicy,theCenters'representativemaystayonlineoron
thelinewiththecalleruntilEmergencyServicesarriveorareenroute.

Atnotimedoestherepresentativeassumeresponsibilityfortreatingorprovidingemergency
serviceswhensuchservicesareindicated.

REFERRALCONSULTATION/PRE-INTAKESCREENING

Theprimarypurposeofthereferralconsultationistobegintoevaluatetheprospectiveclient's
appropriatenessfortreatmentandadmissiontotheprogram.Thepreliminaryconsultationisa structured interviewwith the
prospectiveclient            in              which            hisor            herpresent          chemicaluse,
possibleneedfordetoxificationservices,priortreatmentepisodes,emotionalissues,imminent
harmtoselforothersandcurrent             lifesituation          arediscussedandevaluatedwith          respectto
appropriatenessfortreatmentintheCenters'program. SeeAttachmentGsectionforasample oftheformHCC-304a.

Thepre-intakescreeningprocessisconductedtodetermineclientappropriateness,eligibility,                   andtheir
abilitytopayforservicesthrough          self-paymentorthird          partypayor.                    [Scholarship
servicesareavailableforthosethatdonotmeetfinancialrequirementsand                               aredeterminedon
anindividualbasis(SeeScholarshipsbelow)].




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Duringtheinitialcontactwithpotentialclients,'1RuleOut"informationiscollectedtodetermine
ifthepotentialadmissionhasanycharacteristicsorbehaviors,pastorpresent,whichwould                   disqualifyhim/her
fromadmissiontotheCenter.                                                     Exceptionsarerareandnopotentialclient
maybeconsideredforexceptionwithoutapprovalbyleadershiporinthecaseofclinicaland/or medicalissueswithout           the
approvalof             the              ClinicalDirector            (and/or           his/her             designeeas
appropriate)and/ortheDirectorofNursing(and/orhis/herdesigneeasappropriate).Thisform          requirestheinterviewer's
signature,dateandtimeofinterviewtobeconsideredcomplete.              A          copyofthecompletedformisforwarded
totheClinicalDirector(and/or his/her designeeas appropriate).Originalformsareforwardedforinclusioninthepatientchart.

ASAMinformationiscollectedduringtheinterview                                  tomeasuretheclient'ssubstanceabusein
termsoftheclientsexperienceoverthepast12monthswiththefollowingcriteria:

•                          Tolerance
•                          Withdrawal
•                          Persistenceofdesiretouse
•                          Timespentindrugrelatedactivities
•                          Lostopportunitiesforsocial,occupational andrecreationalactivities
•                          Powerlessnessresultingfromdruguse.

Appropriatenessfor        admissionisdetermined        byclinicallysignificant     impairment         ordistress,
whichisindicatedbytheexistenceofthree ormoreofthe aboveexperiencesoverthe12 monthspriortotheinterview.

Asthe        interview        progressesand   clientappropriateness  for    treatment     at    our    Center    is
determined,financialinformationiscollectedfromtheclient.       Thismayincludethird         partyor        insurance
information,employmentinformationand/or                                         abilitytopayinformationforselfpay
clients.GandGHolisticAddictionTreatmentCenteriscommittedtomakingavailableservices
tothewidesteconomicrangeofclientelewithintheparametersofbeing afiscallyresponsible, for-profitentity. Thisform
isthenforwarded                                                          forinclusionintheintakeprocessandfurther
completionbytheUtilizationReviewDirectororotherappropriately                                cross-trainedstaffunder
thedirectionoftheUtilizationReviewDirector.

Finally,      oncethe      individualhasbeenassessedasappropriate       for      treatmentat      the        Center,
informationiscollectedregardingtheindividualscurrentstatus.          Thisinformationincludesthe               clients
address,emergencycontact           information,current           usepatterns,prior         treatment             and
results,andothermedicalandpsychologicalhistoryrelevanttotheclient'sadmission.Once
again,thisformisforwardedtotheIntakedepartmenttosupporttheIntakeprocess.

Theultimate        purposeof       thePre-Admission          Screeningprocessisto       provisionally     determine
clinicalappropriatenessandfinancialabilitytoparticipateinFort     Lauderdale      Addiction     Treatment    Center,
LLCAddictionTreatment.

                                                             Page 16 of 52
                                     Fort Lauderdale Addiction Treatment
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SERVICEANDTREATMENTINFORMATION

ItisalsoduringthePre-IntakeConsultationthatthepotentialclientisadvisedofthetreatment
servicearrayavailableatGandGHolisticAddictionTreatmentCenter.Theclientismadeaware               oftherestrictionsand
limitations                      whichwillbeimposedshouldhe/sheelectforresidential                        treatment.
Theclientalsoreceivesinformationabouttheservicesavailableaspartofthebase         treatment              packageand
othersservicesavailable through the Center's partnerships and affiliations.

Notallservicesdiscussedorsoughtbyeachclientmaybeavailableinthetreatmentpackage.
Aneffortismadetomakesuretheclientisawarethatadditionalfeesmayberequiredforsome
ancillaryservicesthatarenotprovidedbytheAddictionTreatmentCenter. Theseservicesare normally adjunctiveholistic
services,suchascolonies,massage,extensiveacupunctureand
otherservices,which,whiletheymayberecommendedtoenhancethetreatmentexperience,
arenotnecessarytofulfill theclienttreatmentgoalsasdetermined bytheclients'therapist oncetheclienthasbeenadmitted.
Allancillaryservicesdescribedaboveareelectiveservices     chosen       bytheclientandapprovedbythetherapistasnon-
harmfultotheclientandhis/her     treatmentprogress.Medicationsarenotincludedinthestandardtreatmentfeeareeitherbill
tothirdpartypayorsorarechargedas"outofpocket".

Travelarrangementsmaybemadefortheclientby theadmissions stafforotherstafftrainedto performthisfunction. Thereis
nochargeformakingthesearrangements;howevertheclientis
expectedtoassumefinancialresponsibilityforalltravelarrangements.                           Similarly,theclientis
oftenmetattheportofentry(rail,busorplane)toMiamiand/orsurrounding areabyaGandG Holistic Addiction Treatment
Center         staff       member          trained        to       perform        this       function        (e.g.,
TransportationCoordinator).Thearrival,pickupanddeliverytothedetoxificationunitorthe Center iscoordinated by the
Center to provide the maximum level of support to the addict/alcoholicwhohasmadethedecisiontoseektreatment.

SCHOLARSHIPS

Incertaininstances,allorpartoftheclient'scapabilitytopayfortreatment                              maybewaived.
ScholarshipdecisionsaremadesolelybytheCenter'sowners. Anypotentialclientmayinquire aboutfundingassistance.

Thedecisiontoofferascholarshipis,ineffect,amarketingstrategyandbasedprimarilyonthe
samecriteriatheorganizationwouldusetoselectanadvertisingmedium. Assuch,thecostof the         clienttreatment    and
servicesis not actually waived, but instead covered by the marketing/advertisingbudget.

Scholarshiprecipientsarenotidentifiedtothegeneralclientpopulationassuchandareinno
waytreateddifferentlyfromanyotherclient.




                                                            Page 17 of 51
                         Fort Lauderdale Addiction Treatment
                         Center
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   ADMISSION

   CRITERIAFORADMISSION

   Oncethe     clienthascleared   the    preadmissionscreening,clients  selected
   asappropriatefor admission should meet the followingcriteria,as evidenced by
   information collectedand recordedasdescribedabove:

1. Clientswill be18yearsofageorolder.Aclient whoisunder seventeen andonehalf
   yearsofagecanbeadmittedbytheprogram ifitisdeterminedthat theadmissionand
   programareappropriatetomeettheclient'sneeds.

2.Clientswillhaveaprimary diagnosisofaddictionabuseordependence asdetermined
   bytheDSMIV. ClientsmayhaveadditionalAxisIorAxisIIdiagnosesaswell.   [Thisis
   provisionallydeterminedthrough informationcollectedon the CRITERIA FOR
   SUBSTANCEDEPENDENCEform-seeAttachmentH.

3. Clientswill bemedically stableandchemically detoxificationprior to admission. This
   mayrequire thatthe client attenddetoxificationservicesprior to actualadmission to
   theCenter. Theadmissionsdepartmentistrainedandencouraged,butnotrequired,to
   assistwithplacementinanappropriatedetoxificationsettingorfacility.

   4. Clientsshallnothaveextensivephysicalcareneeds.

   5.Clientsshallnotbeactivelysuicidalorhomicidalwithin30dayspriortoadmission.

   5. Clientsshallnotbeafiresetter.

   6. Convictedandregisteredsexoffenders.




                                               Page 18 of 51
                         Fort Lauderdale Addiction Treatment
                         Center
7.Clientsshall notpossesamentalretardationdiagnosisorhavesevere developmental
     disorders.

8.    Clientswillnot beadmittedto the program ifthey currentlyhaveinfectiousdiseases
     thatwouldposeathreattothespreadofinfectionwithinthepopulation.

     Oncetheclient         hasbeensafelyandsufficientlydetoxifiedanditisdeterminedthat
     theclient       continuestomeet        theadmissioncriteria    (above)asevidenced
     bytheinformationavailable in the medicalchart atthe detoxificationfacility,he/she
     isready to beginthe intake processof admissiontotheCenter.




                                                Page 19 of 51
PolicyandProcedureManual



Thepurposeofthisprocessistofurther     determineappropriatenessandtodefinetheexact
natureofclientneedssuchthattreatmentplanningmaybe customizedtomeettheseneeds.

Aspartoftheadmissionandintakeprocessesandoruponadmission,avocationalscreening-
appropriate totheclient'sage-iscompleted.Whenindicated,clientswhoareidentified as
needing vocational guidance are referred to appropriate                 vocational
assessmentservices.                               Clients'expectationsandperceived
treatmentneedsareidentifiedatintakeandperformanceis
measuredatdischargeviaClientExitInterviewquestionnaire.

ADMISSION PROCEDURES

Atadmission,aNewClientCheck-inPackageisgiventotheclientforreviewandsignature. A
staffmemberwillassisttheclientincompletingtheformsaswellasserveasawitness(where
necessary)andperformthenecessaryproceduresaslistedinthepackage(e.g.,receivingclient
property).Thecontentsofthepackageareasfollows:

•                          NewClientCheckList(HCC-058)
•                          ClientAgreement/ConsenttoTreatment(HCC-017)
•                          RulesandRegulations(HCC-003)

SeetheAttachmentsectionforacompleteNewClientCheck-
inPackage.Signedpagesarefiled intheClientChart.

ThecontentsoftheIntake/AdmissionPacketareasf
ollows:

•                          ClientChartIndex(HCC-001)
•                          ClientReceiptofIntakePackage(HCC-000)
•                          RulesandRegulations(HCC-003)
•                          IntakeForm
•                          ConsentforReleaseofInformation(HCC-005)
•                          ConsenttoObtainConfidentialInformation(HCC-099)
•                          HIPAAAcknowledgement
•                          AcknowledgementFormandReleaseofLiabilityForm(HCC-009)
•                          TheftandliabilityReleaseforClient'sPersonalProperty(HCC-010)
•                          ConsentforPhotographing(HCC-302)
•                          CriminalJusticeSystemReferralConsentForm(HCC-056}
•                          Romanticand/orsexualrelationsclientpolicy(HCC-113)


                                            Page 20 of 51
•                          HIV/AIDSRiskAssessment(HCC-003)
•                          InitialTreatmentPlan(HCC-018)
•                          CurrentSymptomsChecklist




SeeAttachmentHforcomplete
admissionsformspackage.

IntakeandAdmiss
ionProcess

1.Uponarrivaltotheprogram                                              theclientfirst
meetwiththeaccountingdepartmenttoprovide                           insuranceand/or
selfpayinformationandreceiveatthistime                acompletedisclosureofallfees
andchargesincludedinthe program (seeAttachmentM).             Ifthe clientappearsto
beinany      distressorunder    the      influence    ofanysubstance,thispartofthe
intakeprocessisterminated andtheclientistakentothenursingofficeforevaluation.

2.After meetingwiththe accountingdepartment,the client will next meet withthe
Intake
Coordinatorandbeorientedtotheprogram.TheClientManual(seeAttachmentF)isgive
nto     theclient    andreviewedatthis    time.Thisreview       involvesbut    isnot
limitedtodiscussingthe             rules            andregulationsof             the
program,servicesofferedincludingliving accommodations,the procedures for
medical and psychiatric emergencies and clients' rights and grievance
procedures.                                 Writtenacknowledgementofthisreview
isincludedintotheclient'smedicalchart. Clients arealsoorientatedto their new home
environmentandtothe            treatmentcenter           and           healingcenter
within72hoursofadmission.Theclient         isfreetoaskquestions       andspeakwith
staffandotherclients.Furthermore,itisduringtheclient'sadmissiontotheprogramthath
eor                          sheisaskedtosignConsentforVoluntaryTreatmentForm.
ThesignedConsentforVoluntary
TreatmentFormisalsoincludedintotheclient'smedicalchart.

2.The
IntakeCoordinatorwillconductanadmissioninterviewwiththeclienttoobtainallofhis
orhernecessarypersonalinformation.Thepersonalinformationobtainedfrom
thisinterview                                                willbeincludedinto
theclient'smedicalchart.Inaddition,theIntakeCoordinatorwillreview the agency's
Client Grievance Procedures, Emergency Procedures, Infectious Control
Procedures,ClientRightsandResponsibilitieswiththeclient.
Writtendocumentationwill                                             beincluded


                                             Page 21 of 51
intotheclient'smedicalchartindicatingareviewoftheabovereferencedpoliciesand
procedures.

3.       ThePsychosocialAssessmentwillbecompletedby         theclient      andtheir
primarytherapist                                                           within
72hoursofadmissiontotheprogram.ThecompletedPsychosocialAssessmentwill
beincluded           intotheclient's     medicalchart.                  Iftheclient
isdisorientedorisimpairedatthetimeof
admission,afollowuptimewillbedeterminedtoconductthePsychosocialAssessmentand
the client's conditionandreasonfor not completingthis assessmentwill benotedinthe
client's chart.

4.Uponadmission,theclient
willbeseenbytheNurseandacompletenursingassessmentwill
beconductedwhichincludesa
nutritionalscreening.TheNursingAssessmentwillbecompleted           atthetime
ofadmissionorwithin24hoursofadmissiontotheprogram.TheNursewillalso
arrangeforclient
toreceiveaphysicalexaminationwithin7daysofadmission.Thecompleted




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NursingAssessmentwillbeincludedintoclient'smedicalchart.Thephysicalexamination(H&P)
iscompletedbyacertifiedphysicianwithin7daysofadmission.

4.AdrugscreenwillalsobeconductedwiththeclientbytheNurseorstaffuponadmissionto theprogram. Alog ofthedrug
screenwillbekeptanddocumentationofthedrug screenwillbe includedintotheclient'smedicalchartupondischarge.

5.TheNurseorIntakeCoordinatorwillrefertheclienttotheClinicalDirector(and/or                                  his/her
designeeasappropriate).ClinicalDirector(and/orhis/herdesigneeasappropriate)ordesignee
willmeetwiththeclienttofurtherorienttheclienttothetreatmentprogram.

6.If       indicatedbasedonthe       PsychoSocialAssessment,the         ClinicalDirector    (and/or        his/her
designeeasappropriate)orNursewillalsoassesswhethertheclientissuicidalorhomicidal,if
thereexistsanimminentdangerofharmtoselforothers.IfsuchadangerexiststheClinical Director (and/or his/her designee
asappropriate}                 or         Nurse          will                  make       the         appropriate
recommendationstotheclientand/orclient'sfamilyifappropriate,fortreatment                              servicesthat
wouldensurethesafetyoftheclientandothers.Suchrecommendationsmayincludetheneed                   forhospitalization.
TheClinicalDirector(and/orhis/herdesigneeasappropriate}orNursewill
documenttheinterviewandincludesuchdocumentationintheclient'smedicalchart.

7. ClinicalDirector (and/or his/her designeeasappropriate) or designeewill assignand introduce the client to hisor
hertherapist.ClinicalDirector                   (and/or                      his/her                   designeeas
appropriate)willprovidetheclientwiththenameandqualificationsofthetherapistandclinical
staffmembersthatwillbeprovidingthemclinicaltreatmentservices.

8.TheassignedtherapistwillensurethecompletionofthePsychosocialAssessment                                   within72
hoursofadmissiontotheprogram.Whencompleted,theTherapistwillplacethecompleted
PsychosocialAssessmentintotheclient'smedicalchart.

9.TheTherapistwilldevelopanIndividualizedTreatmentPlanfortheclientbaseduponhisor
herobservationsandreviewofthePsychosocialAssessment.TheIndividualizedTreatmentPlan             willbedevelopedwithin
5daysofadmissionto                      theprogram.                                            TheTherapistwillnotify
theClinicalDirector(and/orhis/herdesigneeasappropriate)thattheIndividualizedTreatmentPlan          hasbeencompleted.
Toensuretheintegrity ofservicesprovided to the clienttheClinical Director (and/or his/her designeeasappropriate) will
review     the    completed     Individualized    TreatmentPlan.AcopyoftheIndividualizedTreatmentPlanwillbegiven
totheclientandthe originalsignedcopyplacedintotheclient'smedicalchart.

10Iftheclientisadmittedbyatransferfromareceivingfacility,clientinformationshouldbe
forwardedbyfacsimilefromthereceivingfacilitytoG&GHolisticAddictionTreatment,Inc.prior
totheclient'sadmission.Inthealternative,client'sinformationfromthereceivingfacilitymust
accompanyclientatthetimeofadmissiontoG&GHolisticAddictionTreatment,Inc.



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IfforanyreasonthePsychosocialAssessmentorIndividualizedTreatmentPlanisnotcompleted
withinthetimeframeestablishedbytheagency,aspecialnotationshouldbeincludedintothe client's medicalchart stating the
medicalreasonfor suchalteration in procedure.                   This documentation willbecompleted bytheclient's
therapist,includedinto theclient'smedical chartandreportedtotheClinicalDirector(and/orhis/herdesigneeasappropriate).
Inaddition,                       ifclientisdisorientedorinastatethatimpairsitscognitionatthetimeofadmission,afollowup
timewillbedeterminedtore-explaintheirrightsandresponsibilities.


VOLUNTARYCONSENTTOTREATMENT

Uponadmissionto      the        program           theclient     willbeaskedto    signtheVoluntary     Consentfor
TreatmentFormbytheIntakeCoordinator.TheVoluntaryConsent                                         forTreatmentisan
acknowledgementbytheclientofhisunderstandingofthetreatment                                    protocolsusedbythe
programandhispermissiontoreceivesuchtreatmentservices.Theconsentfortreatmentby
theclientcanberevokedatanytimebytheclient.ThesignedanddatedVoluntaryConsentfor
TreatmentFormwillbeincludedintotheclient'smedicalchart.Seetheattachmentssectionfor
acopyoftheVoluntaryConsenttoTreatment.

ORIENTATIONOFCUENT

Uponadmissiontotheprogramtheclientisintroduced tothestaff. Theclientisgiventhe Client ProgramManualupon his or
her meeting with the Intake Coordinator.                                                            Itis
theresponsibilityoftheIntakeCoordinatortoinitiallyreviewindetailtheentireprogramincluding
therulesandscheduleofthetreatment program. TheclientwillbeaskedtoreadtheClient ProgramManualcompletely
andtoaskstaffifthereareanyquestions.TheIntakeCoordinator
willprovidedocumentationintheclients'medicalchartthatheorshehasreceivedtheClient ProgramManual.

Orientation                   GroupforbothPhasesIandIIisheldweeklywhereclientsareinformed                       ofthe
servicesavailable,introducedtotheprogramandcanaskanyquestionstheymayhave.

ASSESSMENTPROCESS

Everyclientadmitted     totheprogramwillbecomprehensivelyassessed.Belowarelistedthe     various     assessmentsand
screeningsthat    eachclient     will    receive      upon     admission       to  the     treatment      program.
Alloftheassessmentsthatareperformedfortheclientwillbeincludedin hisor hermedicalchart andthe informationgathered
from               them               will               be               utilized             in               the
developmentofanindividualizedmastertreatmentplanfortheclientandtheprimarydiagnosis
willbedetermined.Allclientsareassessedcontinuously       whileintheprogram.            Eachclient's       treatment
isevaluatedandreviewedweeklybytheclient'sprimarytherapist,clinicalstaffand                        ClinicalDirector.
                                      Careandtreatmentserviceswill beginbefore allthe assessmentsare
completedandanIndividualizedTreatmentPlandeveloped.


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PsychosocialAssessment

ThePsychosocialAssessmentwillbeconductedwitheachclientwithin 72hoursofadmission and completed by a
licensedmental health or addiction professional.                     The                     PsychosocialAssessment
willfocusontheclient'spresentingproblem,historyofemotionalandbehavioral
problems,substanceabuseimpairment,substanceabusehistory,other         addictions,treatment     history,medicalhistory,
current          living         situation,intimate                   relationships         and           marriage,peer
group,childhoodandfamilyhistoryofsubstanceabuse,education,vocationalandemployment              history,      financial,
legal,sexual history to include any physical problems associatedwith substanceabuse,instancesof
rape,sexualmolestation,                                 domestic                               abuse,andexploitation,
leisureandrecreation,nutritionandeatinghabits,religiousandspiritualorientation,military
servicehistory,emotionalandmentalhealth, clientgoalsandobjectivesfortreatment,clinical summary,diagnosisand
recommendations.                                                     In additionto the client,the client's family
members         mayalsobe          consultedwhenpossibleandproperreleasesobtained.         Oncecompleted,          the
PsychosocialAssessmentwill       beincludedinto     the    client's    medicalchartbytheclient's     primaryTherapist.
Clientswhohavebeenvictimsofabusewillbereferredtoappropriatestaff formorein-depthevaluationandtreatment plan.

PsychiatricAssessment

ThePsychiatricAssessmentwillbe          conductedwitheachclientwithin72hoursofadmissionand             willbeperformed
byalicensedpsychiatrist.          ThePsychiatricAssessmentwill         focusonthe     client's    current    emotional
andbehavioralfunctioning aswell ashisor heraddiction.                                                              The
PsychiatricAssessmentwillalsoincludeanevaluationoftheneedoftheclientformedication.
Oncecompleted,thePsychiatricAssessmentwillbeincludedintotheclient'smedicalchartby
thepsychiatristorNurse.Istheclientisdisorientedorinastatethatimpairsitscognitionatthe          timeofadmissionorwithin
72hoursofadmission,afollow                         uptime                      willbedetermined                      to
performtheassessmentandanotationwillbemadeintheclientschart.

InitialHealth Assessment

Acomprehensivephysicalhealthassessmentwhichincludesvitalsigns,aphysicalexamination         andamedicalhistorywill
beconductedwitheachclientadmittedtotheprogramwithin                                                        seven
daysofhisorheradmissionandwillbeperformedbyalicensedpractitioner          whoisqualified          andcompetent.
TheInitialHealthAssessmentwillincludebutnot                        limitedto                        aurinalysis,a
Mantouxtest,andSTD'sscreeningaswellastheclinicalsigns,symptomsandcomplicationsof        the     individualclient's
addiction.                                            Oncecompleted,the      PhysicalHealthAssessmentwill      be
includedintotheclient'smedicalchartbytheNurse.



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NursingAssessment

Anursingassessmentwillbecompleted                foreachclient           within           24hoursofadmissiontothe
programandwillbeperformedbyaRegisteredNurseorLPNunderthesupervisionofanRN.
TheNursingAssessmentwillfocusontheclient'scurrentmedicalcondition.                                Vitalsignswillbe
takenaswellasageneralphysicalhistoryincludinganycurrentmedicationstheclientmaybe                           taking.
Includinginthenursingassessmentwillbeassessmentforpainandanassessmentfor
suicideandhomicideinordertodetectrisksofeminentharmtoselforothers.Oncecompleted,
theNursingAssessmentwillbeincludedintotheclient'smedicalchartbytheNurse.TheNurse
willhavetheresponsibilitytoarrangefortheclienttoreceiveaPhysicalHealthAssessmentand NutritionalScreening.

NutritionalAssessment

 Ifitisdeterminedduringintakeorassessmentorduringtreatment,thatanutritionalmayexist, aNutritional Screeningwill be
conducted      by         aneating   disorder     specialist.TheNutritional   Screeningwillidentifyclientswhomaybe
atmoderateorhighnutritionalriskandwillfocuson
theclient'sregulareatingbehaviorsand,possibleeatingdisordersandanynutritionalconcerns         thattheclientmayhave.
Oncecompleted,theNutritionalScreeningwillbeincludedintothe client'smedicalchartbythenutritionist.

HIV/AIDSAssessment

TheclientwillbeofferedtheopportunityoftakinganHIVantibodytest.Iftheclientchoosesto       doso,onewillbeconducted.
Thetestresults willbegiventothe client within oneweek accompaniedbyallappropriatepre/postcounseling.




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VI.CLIENTRIGHTSANDRESPONSIBILITIES

CLIENTRIGHTS

Atthetimeofadmissiontheclientisprovided                                   withacopyoftheClientRightsform.Upon
receiptoftheClientRightsform,theclientisaskedtoacknowledgehisorherreceiptinwriting
andsuchacknowledgementisincludedintotheclient'smedicalchart.

1. Clienthasthe rightto impartial accessto treatment, regardlessof race,religion,sex, ethnicity, ageorhandicap.

2.    Clienthastherighttothe provisionofadequateandhumaneservices,regardless ofthe sourcesoffinancialsupport.
Thisincludestherighttopainmanagement.

3.                          Clienthastherighttotheprovisionofanadequatenumberofcompetent,qualified           and
experienced,professionalclinicalstafftosuperviseandimplementthetreatment                             plan.Clients
receiveadequateinformationaboutthestaffmembersresponsibleforthedeliveryoftheircare, treatment andservices.Clients
areintroducedtotheirtherapistandallofthestaffmembers thatwillbeprovidingthemservices.

4.                                 Clienthastherighttobetreatedwithdignityandrespect,i.e.asapersonwhohasindividual
needs,feelings,preferencesandrequirements.                    Clienthasthe     rightto       havetheir    cultural,
spiritual,andpersonalvaluesandbelievestoberespectedatalltimes.

5.                                  Clienthastherighttoprivacyinhisorhertreatment,intheircareandinthefulfillmentof
theirpersonalneedswithintheconstraintsofthetreatmentplan.

6.        Clienthastherighttobefullyinformed       ofallservicestothemattheHolisticAddiction         TreatmentProgram
andofanychargesforthoseservices.Clientsareinformedoftheservices
providedandcostofsuchservicesatthetimeoftheinitialconsultationandatadmissiontothe program.

7.Clienthastherighttobefullyinformed,inalanguageheorsheunderstands,oftheirrights                        asaclientand
ofalltherulesandregulationsgoverningtheirconductasaclientinthefacility. ThoserulesareincludedintheClientHandbook.

8.                  Clienthastherighttomanagehisorherpersonalandfinancialaffairs.                      Iftheclientdesires
assistance,thestaffwillarrangeappropriateassistancefortheclient.

                     9.Clienthastherighttoknowabouthisorherphysicalcondition,unlesstheirphysicianfor
                     medicalreasonschoosesnottoinformtheclientandsoindicatesintheirmedicalrecords.
...._.




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Whereconsentexists,theclientfamilyalsohastherighttobeinformedaboutthetestresults and treatmentoutcomes.Theclient
andhisor her therapist formulate their treatment, including disclosureruleswith regardto the family. Input fromthe
treatmentteam and treatmentplanreviewoccursweekly.

10.Clienthastherighttoreceiveinformationnecessarytogiveinformedconsentpriortothe
startofanyprocedureand/ortreatment.

11.                  Clienthastherighttorefusecare,treatment                andservicestotheextentpermittedbylaw
andtobeinformedoftheconsequencesofthisright.                                   Clientswhorefusecare,treatmentand
servicesarefullyinformedabouttheprogram'sresponsibility,inaccordancewithprofessional
standards,toterminatetherelationshipwiththeclient.

12.                                  Clienthastherighttocontinuityofcare.Theclientwillnotbedischargedortransferred
exceptformedicalreasons,forhisorherpersonalwelfareorforthewelfareofothers.                                 Should
theclient'stransferordischargebecome                necessary,theclientwillbegivenreasonable              advance
notice,unlessanemergencyarisesortheirdischargeisbasedonviolentbehavior.

13. Client hasthe right to voiceopinions,recommendations andgrievancesin relation to policiesand servicesoffered
bythis facility without fearof interference,discrimination or reprisal.

14. Client hastherighttoconfidentialtreatmentofhisorherpersonalandmedicalhistoryand recovery. Informationfrom
thesesourceswill not bereleased without the client's prior consent,exceptintheirtransfertoanotherhealthcarefacility
orasrequiredbylawortheir partypaymentcontracts.

15.              Clienthastherighttorefusetoperformanyserviceforthefacilityorforotherclientsunless               theyare
apartofhisorhertherapeuticplanortreatment,whichtheclienthasapproved.

16.                   Clienthasthe         righttotheuseofhisorherpersonalclothing              andbelongings,asspace
permits,unlesstodosowouldinfringeupontherightsandsafetyofothersorbecontrarytohis          orherwrittenplanoftreatment.
Clothingmustconformtodresscoderegulations.

17.                                    Afterthreeweeks,theclienthastherighttoparticipateintheactivitiesofsocial,religious
andcommunitygroupsofhisorherchoice,unlesstheclient'sphysician,formedicalreasons,
considerssuchactivitiescontrarytotheclient'swelfareandsoindicatesintheclient'smedical records.

18.                                 Afterthreeweeks,theclienthasthechoiceofpersonswithwhomheorsheassociatesand
communicates,publiclyandprivately,unlesstheclient'sTherapistorphysicianfeelssomeorall




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suchassociationsaredetrimentaltotheclient'swelfareandindicatesointheclient'smedical
recordsaftertheirinitialstabilizationperiod,whichisapproximatelytwoweeks.

19.        Aftertwo         weeks,theclienthastherightto             havevisitsfrom         immediatefamilymembers,
spouse,andothers,unlessitisdeterminedharmfultotreatment.                                      Suitableareasareprovided
fortheclienttovisitinprivate.Clergycanvisitimmediately.

20. Clienthastherighttoreasonableaccesstoatelephonetoconductprivatecommunications. Clienthasthe righttoboth
makeandreceivetelephone callswithin the constraintsofthe telephoneschedule,unlessclinically contradicted.

21.          Clienthastherighttosendandreceive           mailwithouthindrance.                Contentsofenvelopesand
packagesdeliveredtotheclientmaybescreenedbystaffforsafety.

22.                 Clienthastheright       tobeinformed         ofpossiblerestrictions    tohisorhervisitation,mail,
telephonecallsorotherformsofcommunication.                                   Whentheprogramrestrictsaclient'svisitors,
mail,telephonecallsorotherformsofcommunication,therestrictionsaredeterminedwiththe
client'sparticipationandthenappropriate,withhisorherfamily.Whentheprogramrestrictsa client's visitors,mail,telephone
callsorother forms ofcommunication,the restrictions are documentedalongwithjustification intheclient'smedicalrecord.
Whenthe programdoes restrictsaclient'svisitors,mail,telephonecallsorotherformsofcommunicationtherestrictions
areevaluatedfortheirtherapeuticeffectivenessbytheclient'stherapisteverythreedays.

23.Client           hastherighttobeinformed                            inadvanceofanyvisitorsandtherighttoprivacyifthe
clientdoesnotwishtoseevisitorsortoparticipateinactivitieswhilevisitorsarepresent.

24.          Clienthastherighttorequesttheopinionoftheconsultant        athisorherexpense         orto        requestanin-
housereviewoftheirindividualtreatmentplan.


CLIENTRESPONSIBILIES


1. ProvidingInformation

Clientsandfamilies,asappropriate,mustprovide,tothebest                               oftheirknowledge,accurateand
completeinformationaboutpresentcomplaints,pastillnesses,hospitalization,medications,and                 othermatter
relatingtotheirbehavioralandphysicalhealth. Clientsandtheirfamiliesmust report perceivedrisksintheir care,treatment
andserviceandunexpectedchangesintheir
condition.Theycanhelptheagencyunderstandtheirenvironmentbyprovidingfeedbackabout
serviceneedsandexpectations.



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2.AskingQuestions

Clientsandfamilies,asappropriate,mustaskquestionswhentheydo                                   notunderstandtheircare,
treatmentandserviceorwhattheyareexpectedtodo.


3.FollowingInstructions

Clientsandtheirfamiliesmustfollow                                 thecare,treatmentandserviceplandeveloped.They
shouldexpressanyconcernsabouttheirabilitytofollow          theproposedcareplanorcourseof           care,treatment
andservices.Theagencymakeseveryeffort                                                 toadapttheplantothespecific
needsandlimitationsoftheclients.Whensuchadaptationstothecare,treatmentandservice
planarenotrecommended,clientsandtheirfamiliesareinformedoftheconsequencesofthe
care,treatmentandservicealternativesandnotfollowingtheproposedcourse.


4.AcceptingConsequences

Clientsandtheir familiesareresponsiblefor the outcomesif they donot follow the care, treatmentandserviceplan.


5.FollowingRulesandRegulations

Clientsandtheirfamiliesmustfollowtheagency'srulesandregulations.


6.ShowingRespectandConsideration

Clientsandtheirfamiliesmustbeconsiderateoftheagency'sstaffandproperty,aswellas otherclientsand theirproperty.


6. MeetingFinancialCommitments

Iftheclient isdisorientedorinastatethat impairsitscognition atthetimeofadmission,a followuptimewillbedeterminedtore-
explaintheirrightsandresponsibilitiesandanotewill beplacedintheclient'schart.

Clientsandtheir familiesshouldpromptly meetanyfinancialobligation agreedto with the agency.




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Undernocircumstanceswilltherebea     refundtoaclientonceheorshehasbeenadmittedto        thetreatment   program.
Thispolicyappliestoclientswhohavebeenadmitted toeitherthe residentialprogramoroutpatient program.




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VII.TREATMENTPLANNINGANDREVIEW

INITIALTREATMENTPLAN

Oncetheclientisintroduced          intothetreatmentsetting,aninterim         plan,referred     to        asthe
InitialTreatmentPlan,willbeestablishedforuseduringthefirstfivedaysofresidencewhilethe
individualizedtreatmentisbeingdeveloped. Theinitialplanwillalsoserveasafoundation forthedevelopmentoftheclient-
specific,IndividualTreatmentPlan.

Thepurposesofthisplanaretooutline                  andfamiliarizetheclientwith            theoveralltreatment
objectivesandgoalsoftheHolistictreatment methodology,supportthedevelopment ofan IndividualTreatmentPlan,andto
provideaframework                                 forthedeliveryofserviceswithin                            the
sevendaysoftreatment.Shouldtheprimarytherapistorotherhealthprofessionalwithinthe        clientclinicaltreatment
teamrequestorrequireanyadditionaland/or                                                  non-routinetestingor
assessments,thesewouldbespecifiedwithintheInitialTreatmentPlan.

Onceallassessmentinformationisavailableandreviewed bythe therapist, the Individual
TreatmentPlanisdeveloped.

INDIVIDUALTREATMENTPLAN

TreatmentServiceswill beginimmediately uponadmissiontothe program accordingtothe InitialTreatment Plan. After
thePsychosocialAssessmentiscompleted             with            theclient,the         primarytherapistwilldevelop
anIndividualTreatmentPlanwithinsevendaysofadmission.The         IndividualTreatment    Planwillbemulti-disciplinary
andcomprehensiveinnatureandwillbe basedontheprimarydiagnosisandassessedneeds,strengthsandlimitationsoftheclient.
The                             IndividualTreatmentPlanwillincludethevariousservicesthatthetherapist,counselingstaff
andpsychiatristwillprovidetotheclientduringhisorheradmissiontotheprogram.

TheIndividualTreatmentPlanwillincludeadiagnosisandgoals/objectives fortheclient.        For   eachproblemidentified
duringtheassessmentandevaluationprocess,therewillbegoalsand
objectivesdevelopedthatwillbespecific,observableandmeasurablefortheclienttoachieve.
Also,problemsnottreatedwillbedeferredandreferredtoappropriateprofessionals.

Goals                               arespecifiedasdesiredbehavioralchanges.Eachgoalshallincludeaspecifictimeperiod
overwhichinterventionsbytheprimarytherapistandothertreatmentproviderswillteachand           supportthenewbehavior.
Treatment          goalsandprogresstowardsfruitionwillbemonitored             andsupportedthroughthedevelopment
ofserviceandbehavioralobjectives. Eachobjective, whether serviceoriented or behavioral,will be measurable in terms
of time (length of interventionortimetocompletion) aswellasprogressandoutcome. Criteriafordetermining
progressandoutcomewillbespecifiedwithintheobjective.


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Specifically,the IndividualTreatment Planwill includeadescription of specificprocedures, interventions
andstrategiestobeusedtoremediate                                               thestatedproblems,thescheduleand
frequencywithwhichtreatmentprocedures,interventionsandstrategieswillberenderedand      theidentificationofthestaff
memberresponsiblefor eachtreatmentimplementation,data collection,trackingandevaluation.

Inaddition,adischargeplanisalsodevelopedwithintheclient'sIndividualTreatmentPlanand
willinitiallyaddressthecontinuityofcarefortheclient.

TheIndividualTreatmentPlanwillbedevelopedincooperationwithandinvolvementfromthe
clientandmayalsoinvolvetheclient'sfamilyifnecessaryandappropriate.                                  Tofurtherensure
theintegrityoftheservicesthatwillbeprovided,theprimarytherapistinconsultationwiththe client will conduct aTreatment
Plan        Review        after             three            weeks         of             Treatment            Plan
implementation.TheTreatmentPlanReviewandtheIndividualTreatment                                       Planwillalsobe
reviewedbytheClinicalDirector(and/orhis/herdesigneeasappropriate)toensurethatall                                 of
thespecifiedservicesarebeingdeliveredinanappropriate,effectiveandtimelyfashion.

Modification                                oftheIndividualTreatmentPlanwillbemadebaseduponthemeasuredclient
progresstowardtheachievementoftreatment                               goalsusingthebehavioralobjectivesdeveloped
aspartoftheIndividualTreatmentplan;andcanbemadeatanytimeintheclient'streatment.
Whenaclientneedsadditionalservices                    notoffered                      bytheagency,anappropriate
recommendationandreferralwillbemadetotheclientanddocumentedin hisorherchart.

TREATMENTPLANREVIEW

EachclientwillreceiveaTreatmentPlanReviewafterapproximatelythreeweeksofreceiving
servicesandeverythreeweeksthereafterduringtheresidentialtreatment                              phaseI.Theclient's
IndividualizedTreatmentPlanwillbereviewedby                             thetherapistinconsultationwiththeclientto
evaluatetheclient'sresponsetocare,treatment                               andservicesprovidedandtoensurethatthe
clientisreceivingtheappropriateservicesinaneffectiveandefficientmanner.

Re-assessment,includingbutnotlimitedtoeducational,nutritional,legalstatusandvocational
willbeperformedonanasneededbasisasdeterminedby                                      thetherapist.Thismayincludeare-
administrationoftheoriginalscreeningand/orassessment,verbaldiscussionsduringindividual
therapyand/orareviewofthegroupparticipationnotesasrelevant.                        Notesand            professional
commentswillbeincludedintheclient chart.

TheClinicalDirector(and/orhis/herdesigneeasappropriate)willthenreviewtheTreatmentPlanReview.
TheClinicalDirector(and/or his/herdesigneeasappropriate) mayreview the client'smedicalchart,consultwith the
Rightstaff,consult          with            the         client's           therapist,and     interviewtheclient.
Ifitisdeterminedthatsomeaspectoftheclient'streatmentneedstobe
amendedaccordingtotheclient'sassessedimmediateneeds,thetherapistwillmakesuch
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recommendationsto theClinicalDirector (and/or his/her designeeasappropriate) andwill coordinate
such amendments and monitor                the necessarymodifications       to     the client's
IndividualizedTreatmentPlan.ThecompletedTreatmentPlanReviewwillbeincludedintothe
client'smedicalchart.InadditiontotheregularlyscheduledTreatmentPlanReviews,aclient's treatment
within the program canbereassessedat anypoint in hisor her treatment as
requestedbytheclientorasdeterminedbythestaffoftheclinicalteam.                   Theclienthasthe
rightattimeoftreatmenttorequestinternalreviewoftreatmentplanandprotocols.              Aclient's
requestforinternalreviewwillbefacilitatedbytheClinicalDirectorwithin72hoursorthe
receiptoftherequest.

Theorganizationhasaprocessforconflictresolution.Theorganizationhasaprocessforconflict
resolution.    If theclientexperiencesconflict whilein treatment,the client will discussthe
conflictwiththeprimarycaretherapist,iftheconflictcannotberesolvedbetweentheclient
andprimarycaretherapist,theclientwillmeetonlywiththeClinicalDirectorwhowillattempt
toresolvetheconflict.       Iftheconflict stillremainsunresolved, theclientwillmeetwith the
ProgramDirector.

Atanytime aclient mayrequestanin-housereview regardingtheir care,treatment, and treatment
planbyfirstmakingtherequestto                         theClinicalDirector.TheClinicalDirector
isresponsibleformakingsurethatanin-housereviewisconductedwithinthreeworkingdaysof
receiptoftherequest.

Aclinicalpeernotdirectlyinvolvedintheclient'scarewillbeassignedtoconductthereview
andwillreportfindingstotheClinicalDirectorwhichinturnwillmeetwiththeclienttodiscuss findings.

DISCHARGEPlANNING

Dischargeplanning             involvesplanningfortheclient'scareafterdischargefromtheprogramand
willbebasedontheclient's progresstowardtreatmentgoalsandassessedneedsatthetime.

Ingeneral,the      writtenDischargeSummaryandCarePlanwilladdressthetypeof                   self-help
meetingsandgroups                 tobeattendedandfrequencyofattendance.Clientspecificneedswillbe
takenintoconsiderationandincludedviarecommendationsregardingindividualcounselingand
physicianvisitsifneeded,specificplansfortheclient'sphysical, spiritual,family,workandsocial
developmentandpossibleattendanceatAfterCaregroupsattheHolisticAddictionTreatment Program.
Familyinvolvementandsupportwillbeaddressedindischargeplanningaswellas
housing,employment,education,transportation,crisissupport,socialandpersonalassistance
needs,andlegal/criminaljusticeissuesonanasneededbasis.



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Priortodischarge,theclientwillparticipateinselectinganAfterCaretherapist.Clientswho
remaininthelocalareahavetheoptiontobeseenbytheirchosentherapistorchooseany




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otherhealth profession. There isnorule disallowingclients to selectanother therapistfrom within
HolisticAddiction        Treatmentoranotherprivate         therapist.Partofthetreatmentpackage
includes4individualsessionsfollowingtreatmentwith             atherapist.         Forthoseclients
returningtotheirhomestateorcountry,atherapistisfoundusingHolisticReferralNetwork.Weprovid
e networkcontact andclientsareencouraged        tomakecontact withthetherapistbeforeleaving
treatment.

Prior totheclient'sdischargethe primarytherapistwill meet withthe client toreviewtheir
progressintheprogramanddiscusstheir     continuingcareplan.Theprimary        therapistandthe
clientwilldeveloptheDischargeCarePlantogether.Oncecompletedthetherapistwillinclude
theoriginalDischargeSummaryandCarePlaninto            theclient'smedicalchartandaphotocopy
willbegiventotheclient.TheDischargeSummaryandCarePlanaretobecompletedbefore
theclientisdischargedfromtheprogramandacopyoftheDischargeCarePlanwillbegivento
clientupondischargefromtheprogram.

Iftheclient willbetransitioningtothePhase11program,anorientationtothisprogramwill             be
donebythePhaseIICoordinatorshortly beforedischargefromthePhaseIprogram.




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VIII.TREATMENTSERVICES

HOLISTICTREATMENTPROGRAM

Holistic'sapproachtoaddictioncounselingisfourfold,encompassingtheclient'sphysiological,
emotional,physicalandspiritualneeds.                          Theprogramisaclient-centered          facilitybasedon
respectandcompassion.Eachproblemareaorlifedomainisindividuallyaddressed,offeringa            widerangeoftherapeutic
interventions tohelpeachclientachievetheir specificgoals. The program doesnot "institutionalize" its clients.
                                                              Clients    livein   a     supervised    real    world
environmentthatisbelievedtobeamajorcontributingfactortotheirlong-termsuccess.

Traditionally,addictiontreatmenthasbeenrestrictedtodetoxification,medication                              andlimited
psychoanalyticalprocessing.TheHolisticAddictionTreatment                                 Centerbelievesthataddictions
aretheresultofseveralassociatedareasofdysfunction.Theprogram'sapproachistotreatall the keyareasof a client's life by
providing     a     diverse    program      of     psychoanalyticaland    physiologicaltherapeutic    methods,abio-
nutritionalprogram,spiritual               reconnection,              family              therapy,careerdevelopment
andadditionalservicesasopportunityprovides.                                                             Clientswill,
therefore,havethepotentialtobecome healthier,stronger,betterbalanced,"morecentered" andhappier.          Theirlevelof
alivenesswill significantly increase,aswell astheir feelingsof connection to themselvesand to others asthey develop
proficiency in more skills and confidenceincreatingthelivestheyseek,developgoodrelationships,anddiscoversatisfying
jobsandcareers.

Thediseasemodelimpliesthatthereissomethingwrongwithapersonthatcannotbehealed.          While     theremay        be
predispositions           to           addiction          (physically,emotionally         and           social),the
programwillidentifyandtreattheseareasspecifically,usingthemoststateofthe artmethods ormodalitiesavailabletoday.
Forexample,researchhasshownthatthereareindeedalcoholic biochemistries thatmakesome people predisposed.
                                                                              Ratherthan a"disease" these are
consideredtobeconditionsthatcanbetreatedand/ormanagedandtheirimpactdramatically
reduced.Inaddition,ourprofessionalstaffaddressesemotionalissues,childhoodtraumasand                          other
significantpersonalandinterpersonalproblemsconsideredtohaveanimpact onthe person's addictive behavior. With an
increaseunderstanding                          and                       senseof                       self-worth,
individualsareinabetterplacetosay"no"tounhealthy,addictivebehaviorsandtosay"yes"to thehealthy choicesthat makelife
worth     living.Asignificantgoalofthe    HolisticAddiction    TreatmentProgramistohelpclientsfocusonbuildingself-
esteemand begintofeeltheirown self-worthoncemore.Thisinturnbuildsconfidenceandtheirability tocreatethelivesthey
want.

Theprogram'smodelisanetworkofsmallfacilities.Theproposedhomelikesettingreducesthe
"institutional"feelingandwillprovideclientswithanabundanceofpersonalattention.                                 Itwill
alsoenablethestafftotailortheprogramtotheindividualneedsoftheclients.Theprogram


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emphasizesempowerment                                     andskillbuildingtostrengthenaclient'sabilitytobeintheworld
withthemeanstodealwithitsmanyupsanddowns.

After completingthe program clients will beencouraged to participate in the aftercare componentoftheprogram.
Theprogram'semphasiswillbeonsolutionsandresultsrather                      thanlong-termdependenceonourstaff.
Theprogramwillprovideitsgraduatingclientswith
thetools,skillsandencouragementtoweanthemselvesfromtheprogramandminimizetheir
needsforoutsideprofessionalsupport.

RESIDENTIALPROGRAMPHASEI

TheprimarypurposeofthePhase IprogramattheHolisticAddictionTreatmentProgramisto develop andsupport a bio-
psychosocialrehabilitationprocessin             the            client            and           begin             an
orientationtoalifeofrecovery.ThePhaseIprogramlastsforapproximatelytwentyeightdays                  andincorporates
acomprehensive,holistic approachto addiction treatment.                                              Incorporating
bothtraditionalandalternativelyorientedtreatmentmodalities,thePhaseIprogram'sfocusis
ontheclient'sphysical,emotionalandspiritualwellbeing.Treatmentisintensiveinnature-the client receivesapproximately
30 hours of group counseling and one to two individual psychotherapysessions per week,supervisedresidential
living,addiction educationgroups, yoga,acupuncture,karate,exercise,medication,randomurinalysisandbreathalyzer
testing, stressreductiongroupsandintroductiontothefellowshipofNAandAA.

RESIDENTIALPROGRAMPHASEII

The primarypurpose of            the    Phase IIprogram          is to     support  the     development       and
implementationofarecoveryprogramastheybegintoliveinthecommunity.ThePhaseII programlastsfor twentyonedays.
                                                            Itisinthe PhaseIIprogram that the client hasthe
opportunitytobegintospecificallyapplywhatheorshehaslearnedfrombeinginthePhase                                   I
programandbegintolivelifeonlife'sterms.InthePhaseIIprogramtheclientwillisoffered30 hoursofgroupcounselingandone
totwoindividualcounselingsessionsperweek.Thefocusof                                                          such
counselingistoassisttheclientindevelopinganeffectiveandefficient                                   recoveryplan;a
planthatwillsupporttheirwellbeing.InthePhaseIIprogram,theclient'splanwillfocuson
attendingdailyNAorAAmeetings,stayingincommunicationwiththeirsponsor,workingonthe
12stepprogramwiththeirsponsor,obtaininggainfulemployment,learningtomanagetheir
emotionalstateandeventually securingappropriate livingaccommodations.                             Allclientsare
encouragedtoparticipateinalloutsidePhaseIactivities(whenoffered)atnoextracharge.

Phase       IIisthe    communityintegration      andtransition     phase.           Allclients     areencouragedto
participateinbothPhaseIandPhase11.




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PROGRAMSERVICES

TheHolistic       AddictionTreatment        Programincorporates       severaltreatmentmodalities        in       its
comprehensiveapproachtotreatingindividualswhoarechemicallydependentandwhomay
havesubstanceabusedependency/co-occurringdisorders.Theserviceslisted           belowareutilized          inaclient's
treatmentplantoeffectivelyandefficiently                                         meettheclient'sphysical,emotional
andspiritualneedsuponadmissiontotheprogram.Therecordingorfilmingofaclient'scare,     treatment     ordelivery     of
servicesisnot permittedat anytime atthe program under any circumstances.

Servicesthat   areprovided    outside   the    organization    must   be    consistent   with   the         client's
treatmentplan.Externalservicesarecoordinatedthroughthemedicaldepartment;informationistransmitted
andreceivedbetween      the     medicaldepartment      and      the    outside     provider    of           services
understrictHIPMguidelinesandinallcasespursuantabusinessassociateagreement.

INDIVIDUALCOUNSELING

Theclientwill       meetwithhis/herprimarycounseloraminimum        ofonetimeaweektoresolve        problemsand
issueswhichareinappropriate                                           for,orcannotbeadequatelydealtwithingroup
meetings.Documentationofeachindividualcounselingsessionwillbeincludedintotheclient's            medicalchartby
theprimarytherapistintheformofprogressnotes.

PSYCHOTHERAPYGROUPS

Psychotherapygroupsareeither                  process-oriented,didactic,orpsyedgroupsthat               providean
opportunityforchemicallydependentpeopletoobtainobjectiveandnon-judgmentalfeedback                          ontheir
behavior,attitudes,feelings,andmethodsofinter-personalrelating.                                    THERAPEUTIC
INTERVENTIONGROUPSareleadby theclientsprimarytherapistandarecomposedofclientsin thattherapist'scaseloadwith
similaritiesandalsoprovideanopportunityforself-expression
andforexperimentingwithhealthierwaysofthinking,feelingand                               behaving.Documentationof
eachclient'sprogressingroupsessionswillbeincludedintotheclient'smedicalchartbythe Therapistonaweeklybasis.

FAITH-BASEDGROUPS

Thefaith-based             groupsarespecificallydesignedassistthe            clients         indevelopingapersonal
relationshipwithaHigherPower.Recoveryis                                 viewedinlightofJudea-Christianbeliefswiththe
goalofassistingtheclienttotapintopre-existingspiritualstrengthsandknowledge.




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FAMILYPARTICIPATIONANDFAMILYGROUPS

Throughoutandupondischarge,theclinicalstaffencouragesfamilyinvolvementintheplanning
andimpactoftheclient'scarewhenappropriate.TheHolisticAddictionTreatment               Program          recognizesthat
chemicaldependencyisafamily               illnessinthat            the             family            systemadjustsin
maladaptiveways.Familiesareoftenasupportsystemthatassiststheclienttofunction                               withinthe
community,especiallyduringthe transition backto living following treatment.                                    When
appropriate(perHIPAAandClinicaldecision-making)familymembersparticipateorsupportthe
clientindevelopingtheplanforservices.                   Theplan,then,reflectstheanticipated                 roleofthe
family.TheFamilyGroupsprovideanopportunityforfamilymemberstounderstandhowthey                       havebeenaffected
bytheclient'sillnessandwhattheycandotoimprove                                        their                 emotional
healthandthatofthefamilysystem.Aspartoftheoveralltreatment                                    planand/oruponrequest,
client'sfamilymaybereferredtoservicesthemselves.

LECTURES

Thelecturesprovidetheclients                         withinformationregardingthenatureanddynamicsofchemical
dependencyandonitsaccompanyingphysical,social,emotional,psychological,andspiritual consequences.

VIDEOS

Clientshaveanopportunitytoviewrecovery-orientedvideosona regularbasis.

12-STEPGROUPS

Theseare structuredgroups intended to help the client personalize and internalize the philosophy andprinciplesof the
first            three              stepsof             the              support              systems,suchasAlcohol
Anonymous,NarcoticsAnonymous,GamblingAnonymousandOvereatersAnonymous.12-Step
groupsprovidepeersupport;anindividualwhohashadsimilarexperiencescanoftenassistthe
clientandprovideservices,supports,encouragementandeducation.

WELLNESS,RECREATIONANDFITNESSACTIVITIES

Underthe directionof theRightstaff,clients will beprovided with aprogram of physical activities and recreational
therapy          intended            to        result    in     immediate            and long-term           life
enhancement.Aspartoftheirrecoveryprocess,allclientswillutilizeyoga,spafacilities,beach
outings,karate,andfitnessclubfacilities.




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PSYCHIATRICSERVICES

Theprogram'spsychiatristprovidespsychiatricservicesincludingapsychiatricevaluationand         weeklyappointments.
Ifdeemednecessary,thepsychiatristmayprescribemedicationforthe
clientwhileintheprogram.Suchaprescriptionisdoneinconsultationwiththeclientandthe
clientisfullyinformedofthebenefitsandsideeffectsofanyprescribedmedication.                                Theclient
isalsoinformedofthedosageandfrequencyofadministration                                   asthetimeofprescription.A
copyofanyandallmedicationsprescribedfortheclientby                                thepsychiatristwillbeincludedinto
theclient'smedicalchart.Documentationofeachpsychiatricvisitwillalsobeincludedintothe
client'smedicalchartbythepsychiatrist.

RESIDENTIALSERVICESANDSUPERVISION

TheresidentialservicescorrespondtoLevel5livingfacilities.                             Also,inaccordancewith
theclient'sneeds,goodstandardsofpersonalhygieneandgroomingaremonitored,taught,and         maintainedspecificallywith
respectto         bathing,brushingteeth,caringforhairandnailsand         usingthetoilet        withregardforprivacy.
Uponadmission,eachclientisprovidedgroomingand           personalhygienesuppliesandapersonalbasketto       storethem.
Toensurethe safetyand securityof clientsandtheir property,residentialfacilities havestaffon premises24/7 and
closedcircuit monitoring of allmajor entry andexit points.Unapproved visitationat the residence is strictly
prohibited.The staffreceivestraining in the center's policies and procedures and emergency procedures necessaryto
carry out the functions of their responsibilities

VOCATIONALSERVICES

Theseservicesare         availablethrough       referral       to    community        serviceorganizations.When
appropriatetotheclient'scareandasincludedintheclient'streatment                                plan,theagencyalso
employsclients.Thepolicyandproceduresthatgovernaclientbeing       hiredbytheagencyare       identical     tothose
standardsusedfor generalemployment by G andG Holistic Addiction TreatmentCenter.

FormerclientsthatobtainemploymentatG&GHolisticAddictionTreatment,Inc.musthave been dischargedfrom          the
program for at least six months prior to consideration for employment andmustbecontinuously alcoholanddrugfree
duringthisperiod aswell as remainingalcoholanddrugfreeatalltimesduringtheiremployment.

EDUCATIONALSERVICES

Theseservicesareavailablethroughreferraltolocalagenciesinthecommunity.




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INTRODUCTIONTOSELF-HELPGROUPS

Most peoplewhosuccessfullyliveinrecovery from thediseaseofchemicaldependency doso throughlong-
terminvolvementinthe        specializedsupportgroups         of        Alcohol         Anonymous         and
NarcoticsAnonymous.ItisanobjectiveofHolisticCounselingCentertofacilitateparticipationin
AA,GA,OAandNAbyintroducingclientstothem                 while               theyareactiveintheprogram.Clients
arerequiredtoattendameetingdailywhileintreatment.Inaddition,lecturesandliteratureare

providedtopromoteanunderstandingofandinvolvementintheseimportantgroups.Clients
areencouragedtoacquirea12-stepprogramsponsorduringtheirtreatmentatHolistic.

ACUPUNCTURE

Clientswillreceiveacupunctureservicesfivedaysaweekbyalicensedacupuncturist.

NUTRITIONALSERVICESAND VITAMINPROTOCOL

Allclients aregivenhealthy nutritiousfood to assistthem inrebuildingtheir physicalhealth. Theprogram
hascontractedwith acommunitybasedlicensedcatering servicetoprepare and distributenutritionalfoodandproducts
totheclientsthreetimes aday. Clientsalsoreceive anutritionalassessment duringintake.A weeklynutritiongroup is
held to supportclients' understandingoftheirnutritionalneedsandhealthyeatinghabits.
Vitamins thatarespecially formulatedfor the recovering addict areofferedaspart of the
nutritionalprogram. Becausedrugs andalcohol deplete the body of vitaminsand minerals, multi-
vitamin/mineralplusBsupplements            andamino          acidsareespeciallyhelpful.                 Thecritical
pointsinthedayarethelowtimes(lateafternoonandintheeveningwhencravingspeak).The          bodyislookingtore-energize.
Hungersubsides,stabilityreturns andcopingstrategies suchas going to AAmeetings, exercise,recreation,family and
fun time continueto work through ingestionofacompletesetofproper nutrients.
Nutritionaldeficienciesorspecialrequirementsaredealtwithonaclient-specificbasis.Special           dietsandreligious
dietaryrequirementsareaccommodatedwhenarewhere                                                    indicated.When
indicated,clientsmaybereferredtoourlicenseddieticianforcounseling.

DENTAL,MEDICAL,ANDCHIROPRACTORSERVICES

Ifnecessary theseservicesareprovidedthroughreferraltoalocalprovider inthecommunity.

HEARING,SPEECH-LANGUAGETHERAPY

Theseservicescanbeprovidedthroughreferraltolocalpractitionersinthecommunity.


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CLINICALLABORATORYSERVICES

Laboratoryservices willbeprovidedbyvendorarrangementswithlocallaboratories.

EMERGENCYSERVICES

Theprogram'sconsultingpsychiatristisoncallforanypsychiatricemergencythatmayarise.
Incaseofmedicalemergencies,isthepolicyandproceduretohaveastaffmember                                             tofirst
accesstheemergencytocalltheoncallmedicalstaffforguidance                                    orincaseofeminentdanger
orharmtoimmediatelycall911.AlllinestaffisCPRcertifiedandAED(AutomatedEmergency             Defibrillator)      trained.
CPRwillcommenceimmediatelyuponclientsexperiencingrespiratoryor                                           cardiacarrest.
Incaseofcardiacarrest,theAEDwillbeutilizedtoattempttoresuscitatethe client.

Theagencyutilizestheservicesoftwoofthelocalhospitals.

BRIDGINGTHEGAP

TheHolisticAddictionTreatmentProgramoffersthisprogramasameanstohelpourclient's
upondischarge.Thisprogramhelpsclientswhoarenewtoageographicalareatocontactwith
alocalMmeetinginthegeographicareatheyaregoingto.

DAILYNA&AAMEETINGS

WhileintheprogramallclientsareintroducedtoandtransportedtoNAand AAmeetingsinthe community.

SPONSOR

Allclientsareencouraged           toobtainasponsorwhileintheprogramandto                               begintoworkon
their12StepProgramwiththeirsponsor.Assistanceandrecommendationsareprovidedupon request

RANDOMURINALYSISSCREENING

Each                  client,whetherintheresidentialoroutpatient             program,isurinetesteduponadmissionto
theprogramtoensurethatheorsheisnotusing                     drugsoralcohol.              Additionally,randomurine
testingisconductedaminimumofonceaweekforeachclient. Eachclientwillbeobserved duringurinalysistesting toprevent
falsification.                 Thesamesexedstaff          memberwill        always         conducteachobservation.
Afteraclient'surineisobtained,astandardizedinstrument willbe
utilizedtotestthesample.Documentationofeachurinetestingisincludedintotheclient's



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medicalchart.Allstaffwhoconducts                                urinescreeninghasbeentrainedinUniversalPrecautions
andintheproperprotocolforconductingthetests.

WAIVEDTESTING

WaivedtestingatG&GHolisticislimitedtourinedipstickstodetectabatteryofdrugs,alcoholbreathtesttodetectthepresenceof
alcohol,andoccasionallypregnancyurinetesttrips.                                                               The
soleuseofurinalysistodetectthepresenceofdrugsintheclientwhileintreatment.Thesame       limitation        appliesto
alcoholtesting.Staffthat performswaivedtesting areidentified and documentedandthosewhodirectorsupervise
thetestingarelikewiseidentifiedand documented.

TREATMENTPLANREVIEW

TheClinicalDirector(and/or               his/herdesigneeasappropriate)                 reviewseachclient'streatment
plantoensurethatservicesarebeingdeliveredinaneffective                 andefficient                   mannertofully
meettheclient'sneeds.Thisreviewisconductedduringtheclient'sthirdweekoftreatment.

MEDICATION

Allmedicationprescribedfor               aclientwillbeobservedas                        self-administeredpursuantare
medicationmanagementpolicyandprocedures.

SCHEDULE

TheHolisticAddictionTreatmentProgramprovidesacomprehensivearrayofservicesthatare                    deliveredin
aneffective,efficientandstructuredmanner.Thecurrentscheduleofservicesisas        outlinedintheProgramSchedule
thatispostedandgiventoeachclientuponadmissiontothe
program.ThisScheduleisincludedinthisdocumentasanattachment.

CASEMANAGEMENTANDTRANSITIONSERVICES

Asappropriate and/or requestedbytheclient,wesupporttheclientintransitioning to the community byoffering
suggestionsandinsomecasesreferrals                               orassistancewith                            housing,
employment,education,transportation,healthcare,volunteerandcommunityserviceagencies                     andlocations.
Weprovideeducationtoclientasnecessaryonpersonalgrooming,budgetingandbanking,andtheuseofcommunityresources
.Allclientswhileintreatmentreceivedidactic                                                  groupsoncommunication
andsocialskillsaswellashavingfuninrecoverythrough                                                              leisure
activities.Clientsarealsoentitledto4sessionswithaprivatetherapistupondischarge,thecost          ofwhichispaidbyFort
Lauderdale      Addiction     Treatment     Center,    LLCAddictionTreatment.      Referralsandinitialcontactaremade
beforedischargetosupportthetransitionintothecommunityandthecontinuityof

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supportservices.Clientsareactiveparticipantsinpost-discharge        planningandtheir   needsand   preferences
aresolicitedandrespected.

RESEARCH

Theagencydoesnotcurrentlyconduct                            anytypeofresearchwithrespecttotheclientsadmitted
fortreatmentservicesattheHolisticAddictionTreatmentProgram.

FAMILYSUPPORT

There arelocalandcommunitysupportgroups available to support family membersin their ability to dealwith
andparticipateinthe processofrecovery. Whenappropriate,staff refersfamilymemberstosuchgroups;forexample,Al-
anon.




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IX.ROUTINEANDEMERGENCYSERVICES

ROUTINECARE MEDICAL

Thenurseand adesignatedlicensedphysicianinthecommunitywillprovideallroutinemedical
care.      Thenursingassessmentwillincludeaphysicalexamination,medical        historyandsystems        review.
Thenursingassessmentwill becompleted on eachclient within 72hours anda completehistoryandphysicalandlaboratory
work-upwillbecompletedwithinsevendaysof admissiontotheprogram.


PSYCHIATRIC

Theprogram'spsychiatristwillprovideallroutinepsychiatriccare.                    Theprogram'spsychiatrist
willberesponsibleforperformingapsychiatricevaluation,weeklyvisitsandfollow-up (during        thetreatment
period)aswellas monitoring anypsychotropicmedicationsthathavebeen prescribed.Thepsychiatricevaluationwill
becompleted oneachclient within seventy-two hours ofadmissiontotheprogram.


MEDICATIONS

MedicationsarenotadministeredbyanystaffatFort         Lauderdale     Addiction             Treatment         Center,
LLCAddictionTreatmentexceptas
maybenecessaryinanemergencysituation.Insuchasituation,onlystaffauthorizedbythe
appropriatestatelicensingbodiestoadministermedicationsmaydoso.

Whenever     possible,staff  is   to    defer  to    the          appropriate    emergencyservicespersonnel       to
administeremergencymedicationsandprovideemergencycare.

AtFort Lauderdale Addiction Treatment Center, LLCAddictionTreatment,Inc.,ourpolicyistoobservetheclientself-
administer his/hermedications.

Allpsychotropicand     otherprescriptionmedicationmayberoutinelyorderedforaclientbythe program's psychiatrist.
                                               When thepsychiatrist prescribesmedication for aclient,sucha
prescriptionwillalwaysbedoneinconsultationwiththeclientandwiththefullconsentofthe           client.              The
psychiatristwillinform             theclientofthebenefitsandpossiblesideeffectsofthe            medicationprescribed.
Thepsychiatristwillalsoinform             theclientoftheprocedures,dosage            andfrequencyoftheadministration.
Writtenacknowledgementwillbegainedfromtheclient




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bythepsychiatristforthemedicationprescribedandsuchdocumentation                              willbeincludedinto
theclient'smedicalchart.Thepsychiatristwillreviewtheeffectofprescribedmedicationswith
theclientonaregularaswellasonan"as-needed"basis.Anystaffmemberistoimmediately          report         anytypeof
possiblemedication sideeffect to the program's Nurse,ClinicalDirector (and/or his/her designee as appropriate),
Clinical      Director          (and/or            his/her           designee     as  appropriate)orpsychiatrist.
Onceaprescriptionhasbeengiveninwritingbytheprogram's
psychiatristtotheNurse,theNursethensendstheorderstothepharmacy.

Anaccounthasbeenestablishedwithalocalpharmacyinthecommunityforthesecuringofall
regularprescriptionmedications.Ifmedicationsareneededduringatimewhenthepharmacy
isclosed,agencystaffwillobtaintheneededmedicationfromalocalpharmacythatisopen24                 hoursaday.
Allmedicationsaredeliveredto thefacility bythepharmacyandappropriate proceduresareimplemented to insurethat
thecorrect medication anddosagehavebeen receivedforthe particular client.Thenursewillinspectthemedication
receivedfrom the pharmacytoensurethatthepropermedicationanddosagehavebeenreceived bytheagency. Thewritten
medicationprescriptionforaclientisincludedintotheclient'smedicalchartand
documentationwrittenbytheNurseastotheprocedurefollowed.

Allmedication    observationpolicies,proceduresandthe           hi-riskreport       arecontained       in        the
medicationmanagementmanual.

INFECTION CONTROL

ThegoalsoftheInfectionControlProgram           aretodecreasetheriskofinfectiontoclientsand        personnel,monitor
foroccurrenceofinfection                         andimplement                           appropriatecontrolmeasures,
identifyandcorrectproblemsrelatingtoinfectioncontrolpracticesandensurecompliancewith                        stateand
federalregulationsrelatingtoinfectioncontrol.

TheInfectionControlPlanisafree-standingdocument.

EMERGENCYPROCEDURES

Asageneralguideline,allemergenciesrequire       notificationofthe  ClinicalDirector (and/or    his/her
designeeasappropriate)andthecompletion ofanIncident Report.TheEmergency Procedures Manualcontains all
instructions and procedures for handling a variety of emergencies.

Incaseofmedicalemergency,thepolicyandprocedureistohaveastaffmembertofirstassess
theemergencytocalltheoncallmedicalstaffforguidanceorincaseofeminent                                         dangeror
harmtoimmediatelycall911 .AlllinestaffsupervisorsareCPRanduseofdefibrillatortrained.



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DENTALEMERGENCIES

Foralldentalemergencies staffaretoinitiallycontactthedesignateddentistinthecommunity to discussthe problem andto
receiveinstructions andorders asto how to proceed. If emergencycareisneededthe Rightstaff will transport the client
to the dentaloffice for treatment.           Ifsuchanemergencyhappensafterthedentist'sofficehours,theRightstaffwill
contactandtransporttheclienttoalocalemergencydentalfacility.Suchinstructionmayalso
involvethetransportationoftheclienttothehospitalforemergencycare.Aftertheemergency                hasbeenstabilized
allinformationconcerningtheclientwillbeenteredintotheclient'srecord andanIncident Reportcompleted andturned into
the Director of Nursing(and/or his/her designeeasappropriate).

AMBULANCESERVICE

Ifitisdetermined                               thatemergencytransportationisneededandsoorderedforapsychiatric,
physicalordentalproblem,theprogramwillcontact911to receiveandtransport aclientfor treatment.

RESTRAINTS

AttheHolisticAddictionTreatmentProgramnophysical,mechanicalorchemicalrestraintsare
tobeusedwithclients.Everyattempt                willbemadebystafftodeescalateaclientverbally.If             verbalde-
escalationisnotsuccessful,staffwillcontactwiththeClinicalDirector(and/orhis/her
designeeasappropriate)orClinicalDirector(and/orhis/herdesigneeasappropriate)todiscuss
theproblemandtoreceiveinstructions                  onhowtoproceed.                                Ifstaffbelievesthat
imminentdangerexiststoeitheranotherclientorthemselves,thepolicearetobenotifiedimmediatelyby
calling911.Allofthestaffoftheagencyistrainedinnonphysicalde-escalationtechniques.

FIREPROCEDURE

Ifafireissuspected,allstaffistoalwaysactasifafireexists.Theprocedurestofollowinthe
eventofasuspectedoractualfireareoutlinedintheFirePlan.

FIREDRILLS

Firedrillswillbe      heldonaregularbasisatintermittenttimes.Inallinstancesstaffistoactasif       thedrillisrealandare
tofollowtheevacuationproceduresabovewiththeexceptionofcalling                                 thelocalfiredepartment.
TheEoCofficerorrepresentativewilldetermineonarandombasis
eachmonthwhentohavethefiredrillandwillcompletethemonthlyfiredrillformandturnit
intotheClinicalDirector(and/orhis/herdesigneeasappropriate).



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 HURRICANEANDOTHERDISASTERS

 Theprocedures,policiesand plansforhurricaneandotherdisasterswhichweredeterminedas moderately tohighlylikely
 usingtheHazardandVulnerability                              Analysisarecontained                      inthe
 Storm/HazardsManual.Therearealsofreestandingdocumentswithallrelevanthazardand                 vulnerability
 analyses,emergencyplansandproceduresandotherimportantinformation.All
 informationisorganizedtosupportutilityduringanactualcrisis.

 NationalHurricaneCenter                 305-229-4470
 DadeCountyEmergencyManagement 305-468-5400&305-468-5900

 SENTINELEVENTS

 G&GHolisticAddictionTreatmentdefinesasentineleventasfollows:

 "A    sentinelevent     isan        unexpected   occurrence    involving    death    or       serious   physicalor
 psychologicalinjury,ortheriskthereof."

Intheeventofasentinelevent,theDirector                                 ofNursing,theClinicalDirector,theProgram
 Director,theChiefOperatingOffice,andtheComplianceOfficearetobenotified                            immediately.
 Uponnotificationoftheeventandvalidationthereof,theeventwillbe                             reportedatminimumto
 theDepartmentofChildrenandFamiliesandtheJointCommissionbytheComplianceOfficer
 unlessadvisedotherwisebylegalcounsel.   Reportingofsentineleventswilloccurwithin 24hoursofthe eventandaroot-
 cause analysiswill       becompleted bytheDirector of Nursing, ClinicalDirector,andtheComplianceOfficer.
                                                                 Uponcompletionoftheroot-causeanalysis,an
 actionplanwillbedevelopedwithintendaysoftheevent.Root-causeanalysisandactionplan                    willcomply
 withtheJointCommission'srecommendations attachedhereto(SeeAppendix
 001).

 AllG&Gpersonnelwill        receivetraining   andeducation    inthe    policiesandprocedures       for   reporting
 ofsentineleventsaspartoftheirinitialnewemployeeorientationandannuallyas
 partofourcontinueemployeeeducationprogram.




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X.CLIENTRECORDS

Uponadmissiontotheprogram,theIntakeCoordinatorwilldevelopamedicalchartforeach                           client.
Allmedicalchartswillremainintheprogramoffice.Allmedicalchartsareconsideredto
behighlyconfidentialandaretobeprotectedinthecabinetinthelockedmedicalchartoffice
whennotinuse.Thecontentoftheserecordsarenottobe discussedoffofthegroundsofthe programoffice andonlywith other
staffor        professionalsduringclinicaloriented       meetings.        Patient    confidentialityisgoverned
byHIPAAstandards.TheHIPAAPrivacyOfficer isRick Murphyandmaybereachedatextension2040. TheHIPAAsecurity
officerisGuillermolucas.

Eachmedicalchart       willbereviewed       atthe     completion     of      intake/admission      procedures       for
completenessandpossibledeficiencies.Theresultsofthereviewofthemedicalchartswillbe
giventotheClinicalDirector{and/or            his/herdesigneeasappropriate)           and/or           ClinicalDirector
(and/orhis/herdesigneeasappropriate).IftheIntakeCoordinatordiscoversdeficiencies,the
appropriatestaffortherapistwillbenotifiedofthedeficiencytobecorrected.Ifnotcorrected        theClinicalDirector(and/or
his/herdesigneeasappropriate) and/or ClinicalDirector (and/or his/herdesigneeasappropriate) willbenotified inorder
todevelopaplanofactionfor                                                      its                          resolution.
Eachclient'smedicalchartwillcontain,asindicatedbelow,thefollowingsections
forthestorageoftreatmentorientedinformation.

Anin-housestaffmember       whoseposition        andfunctions       areindependent        ofcharting            duties
checksclientchartsmonthly.Thequality assuranceproceduresareoutlined earlierinthis manual.

Requestsbyaclientforacopyofhis/hermedicalchartaretobemadeinwritingbytheclientto             theClinicalDirector(and/or
his/herdesigneeasappropriate).                                                              Thereisafeeassociatedwith
copiesofclient'schartdocumentsunlessthisinformationisrequestedby                                  thirdpartyproviders.
InformationissharedwithintheguidelinesprovidedbyHIPAA.

Theclientchartindex containsalistoftheentirecontentsofthechartandcanbeviewedinthe attachments.


CHARTING

Allcounselingservicesprovidedtotheclientwillbedocumentedandplacedintothatclient's
medicalchart.Suchdocumentation      willbeapplicabletoindividualcounselingsessions,nursing          visits,nutritionist
consultations,psychiatric            sessionsand              group              counseling                   sessions.
                                                                                                                    Al
l documentation ofclinicalserviceswillinclude,nameofclient,client chart number,typeof
serviceprovided,dateof service,start andendtime,client's responseto the intervention,


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progresstowardsmeetinggoalsandobjectivesoftreatmentplan,clinicalcommentsandstaff memberssignature.




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XI.DISCHARGEORTRANSFER

Theclient'sdischargedateisinitiallydetermineduponadmissiontotheprogram.                                 Duringthe
courseoftheclient'streatmentthelengthoftimefortreatment                               willbeconstantlyevaluatedby
boththetherapistandotherstaffmembersoftheprogramaswellasby         theclient.Ifadditional        timefortreatment
isneededsucharecommendationwillbediscussedwiththeclientand/or hisor herfamily.

Insomecasesitmaybedetermined                     thatthe                   levelofcarethattheclientisreceivingisnot
appropriate,cannotbeprovidedforbytheagencyandthatadditionalservicesareneededto
adequatelymeethisorheremotional,physicalorspiritualneeds.Thedecisiontodischargeor
transferaclientwillbemadebytheClinicalDirector{and/orhis/herdesigneeasappropriate)in
consultationwiththeMedicalDirector(and/orhis/herdesigneeasappropriate)andbasedupon
anassessmentoftheclient'simmediateneeds.

Ifatransfertoanotherprogramhasbeendeterminedtobeinthebestinterestoftheclient,thestaffoftheprogramwillassisttheclie
ntwithsuchatransfertoensurethatcontinuityofcare, treatment andservicesismaintained.If atransferto anotherprogramor
levelof careis determined to beinthe bestinterest of the client,the therapist will complete the Client
Transferform,indicating      thereasonfor     transfer    or      discharge,the    conditions      under     which
transferordischargecanoccur,therecommendationfor              specificallywhoorwhat                      additional
servicesareneeded,mechanismsforinternalandexternaltransfer andwhowillinitiate the actualtransferoftheclient.
OncetheClientTransferformiscompleteditwillbereviewedby           theClinical     Director       {and/or     his/her
designeeasappropriate) andincludedinto theclient's medicalchart. Every effort willbemadetoexchangeappropriate
informationrelated tothe clients'care,treatment andservicesprovidedbytheagencywiththeproviderstowhomthe client
isbeingtransferred.                               Included intheinformationsharedwill bethe reasonfor the
dischargeortransferrelevantbyapsychosocialstatusatthetimeoftransferordischargeanda
summaryofcareandtreatmentthathasbeenprovideduptothepointofdischarge.Inthecase
ofanemergencytransfer,thedirectorofnursingwillreleaserelevantinformationimmediately
tothereceivingemergencyfacilitytoincludecurrentmedicationsandknownmedicalissuesand status.

FOLLOW-UP POLICY

After      discharge fromthe program, the             PhaseII Coordinator and/or        his designee will
communicatewiththeclienttoassesshisorhercontinuingprogresswithrespecttotheirgoal
ofstayingclean.ThisistheClientOutcomeassessmentand                               isconductedatdischarge,30,60,
and90daysafterdischargedependingonclientavailability.




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X.STAFF

Uponadmissiontotheprogrameachclientwillhaveavarietyofqualifiedprofessionalsworking
withhimorher.DefinedastheTreatmentTeam,theseprofessionalswillinclude:

CEO-tomanagethebusinessaffairsoftheagencyandtoensurethefinancialintegrity ofthe agency.

President-tomonitoranddesignthetreatmentcomponentsoftheprogram.COO-

tomanagedailybusinessofoperationsoftheprograms.

ClinicalDirector(and/orhis/herdesigneeasappropriate)-tosuperviseandcoordinateclient
psychotherapeuticcarebythestaffandguaranteeclinicalintegrityoftheprogram.

DirectorofAdmissions-toconductaninitialinterview                          withprospectiveclients,assistwiththe
client'sadmissiontotheprogramandtoestablishmarketingcontactsinthecommunity.

Psychiatrist-to assistin psychiatrically evaluatingthe client andto monitor the useof psychotropicmedications.

ClinicalDirector(and/orhis/herdesigneeasappropriate)-
OutpatientDirector-toprovideindividualandgroupcounselingservicestoclientsattending theoutpatientprogram.

Nurse-tomonitor      theprocessof         medicationobservationofallmedicalandpsychotropic    medicationtoclients
andensurethatallidentifiedphysicalissuesare                                              followedupbydesignated
independenthealthcareproviders.Thenursewillprovideinfectiouscontroltrainingstoclients
uponadmissionandasneededandtoallstaffatnew employeeorientationandannually.

Therapist-toprovideindividual,familyandgroupcounselingservices.

ResidentialSupervisor-tomonitor                                 theactivitiesofallmilieucounselorsandensurethatthe
residentialservicesarebeingdeliveredaccordingtoagency'spolicyandprocedures.

RecoveryCoaches-toimplementthedailyprogramscheduleandprovidesupportivegeneral counselingservices.

IntakeCoordinator-tocoordinateadmissionstotheprogramandtoprovidequalityassurance forallmedicalcharts.

MaintenanceStaff-toensurethatthefacilityissafe,cleanandorderlyatalltimes.




                                                             Page 50 of 51
Nutritionist -to providenutritionalassessmentsandcounselingto clients.Toensurethat
nutritious
foodisbeingserved,thenutritionistwillalsoreviewmonthlythemenusdeveloped
fortheclients.

Acupuncturist-
toprovideacupunctureservicestoallclients.

YogaTeacher-toprovide instructionin theartofYogatoallclients. KarateTeacher-toprovideinstruction




.
    Care, Treatment and Services




.
Fort Lauderdale Addiction Treatment Center, LLC




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