Restoring Quality of Life Through Rehabilitation
Therapy Management Corporation
Welcome to Therapy Management Corporation. We are
happy that you have joined our staff. You have been
carefully selected to join our dynamic organization and
we very much want you to succeed.
We have always emphasized that outstanding people
are the key to our success. Through the efforts of our
people, Therapy Management Corporation has become
a leader in the therapy marketplace. To ensure
continued success, we feel it is important that all
employees understand our policies and procedures.
This orientation manual will familiarize you with various
aspects of the company. We encourage you to use it as
a valuable resource.
At Therapy Management Corporation, we feel an open
line of communication is essential for everyone’s
success. If you have any questions, comments or
concerns we invite you to speak with your supervisor or
a member of Human Resources.
Thank you for joining our team. We hope that you find
this to be the first step in a challenging and rewarding
career with our company.
Purpose and Disclaimer
As part of the orientation process all new employees
are given a copy of the Therapy Management
Corporation Employee Orientation Manual, which
includes some of our Policies and Procedures. This
manual is designed to prepare you for a long and
rewarding career with Therapy Management
Corporation. This serves as a guide and career
resource for new employees to better understand the
company’s policies and procedures as well as the
company’s expectation of you as a team member. It
also provides an overview of the essential benefits
available to you, which we consider a very important
part of your total compensation package.
The Orientation Manual is intended to be an
overview of the company’s policies and benefits and
is not a contract, expressed or implied. The
employment relationship is employment at will and
does not guarantee employment for any specific
duration. Because we operate in a dynamic
industry, policies and procedures are subject to
review and may be changed any time at the
discretion of management. We will attempt to give
you written notification of any changes in policies
and procedures in a timely manner.
We want you to know that you are a valuable part of
our organization. Your ideas, cooperation, interest
and commitment that you have in your work will help
Therapy Management Corporation meet the
challenges and opportunities of today and tomorrow.
We recognize that outstanding people are the key
to our success and we strive for a satisfied
workforce. Through the efforts of our people we’ve
become a leader in the Therapy Marketplace. To
ensure continued success it is important that all
our employees understand our policies and
We are committed to providing our employees with
fair, competitive wages and benefits in a workplace
that is diverse, productive, professional and
customer focused. We operate all our facilities with
the health and safety of our employees and
patients in mind.
We recognize the need to comply with all laws and
regulations. We believe the fulfillment of this
positive employee relations philosophy creates an
environment of mutual respect and cooperation,
which allows us to achieve the objectives and
successes we all seek.
TMC’s Mission Statement is derived from the
Hedge Hog Concept as outlined in Jim Collins’
book “Good to Great.” TMC will strive to be
the best therapy arena throughout the Southern
states. We will be the best at customer service
for our clients, providing the best working
environment for our employees and ultimately
making a difference in the lives of everyone we
come in contact with. We will be the provider of
choice for the entire Southern states and the
employer of choice for contract and outpatient
therapy. We strive for excellence in customer
service and will not settle for less. We will build
our success on integrity, ethics and an
environment of innovation.
Hedge Hog Council
Each quarter the Hedge Hog Council meets to
discuss TMC’s journey from “Good to Great” and
the brutal facts facing our employees. The Hedge
Hog Council consists of representatives from all
disciplines and all states. To participate contact
your Hedge Hog representative with suggestions.
An email is available for employees to use at any
HEDGEHOG COUNCIL MEMBERS
(in alphabetical order by Last Name)
Name Location Work # Disc. Email
Holli Home Office 352-382-1141 OT email@example.com
Trisha Bryant Texas City, 409-949-9151 OT firstname.lastname@example.org
Barry Denham Home Office 352-382-1141 Finance email@example.com
Shona Gann Green Oaks, 903-675-1673 PTA firstname.lastname@example.org
Maggie Gierak Sugarmill FL 352-382-7214 Billing email@example.com
Betty Hampton Flannery 225-274-3802 COTA firstname.lastname@example.org
David Mississippi – 601-788-2332 PTA email@example.com
Lee Jacobson Dunnellon, 352-465-5880 PT firstname.lastname@example.org
Jen Lady Lake, 352-347-8877 PTA email@example.com
Marcinkiewicz FL om
Michele Home Office 352-382-1141 HR firstname.lastname@example.org
Meagan Stone Blountstown 850-674-1223 PT email@example.com
Dreama Home Office 352-382-1141 PT firstname.lastname@example.org
CODE OF ETHICS
The Therapy Management Corporation Code of
Ethics is a public statement of the expected
behaviors of our employees based on the value
and principles we promote in our company.
• Conduct ourselves in a professional manner.
• Respect the rights and dignity of all individuals
we come in contact with.
• Provide service in an equitable manner.
• Comply with laws, rules, and regulations
governing our services.
Commitment to Excellence
We are committed to a standard of excellence in
the quality of care that is provided to patients, and
in the quality of work expected of our employees.
Introducing Our Family of
AllIn One CompCare
Our Diverse Worksites
31 Sites throughout the state
36 Sites throughout the state
18 Sites throughout the state
24 Sites throughout the state
Mark Waldrop - Owner
Mark was a nursing home administrator and COO of
55 nursing homes before his involvement with the
TMC family of healthcare
Dreama Waldrop - Owner
Dreama has 20 + years experience as a licensed
Physical Therapist. She has been an owner/manager
for the last 18 years and has placed great focus on
Holli Benthusen – VP Clinical Education
Barry Denham – VP Financial Services
Nick Samarkos – VP Administration
Sangita Lewis – VP Marketing/New Development
VP Operations – Tristar, QCR
Kent Edwards – Director of Clinical Services- TLC
Michele Przepasniak – Director of HR
Mike Fletcher – Director of Recruiting
Brian McAuley - Director of IT
Mississippi Louisiana Texas
Joel Wright Tiffany Victoriano Billy Holmes
Danielle Pouti Sr. - Billy Holmes
Michele Przepasniak, PHR Teana Williams
Director of Human Resources Payroll Administrator
(352) 382-1141 ext. 113 (352) 382-1141 ext. 110
(352) 382-8024 fax (352) 382-1161 fax
Laura Garbiras Arlene Pugner Heather Lohrey
Human Resources Rep Human Resources Rep HR Coordinator
(MS, LA) (FL, TX) Benefits, HR Orientation,
(352) 382-1141 x124 (352) 382-1141 x125 (352) 382-1141 x122
(352) 382-1161 fax (352) 382-1161 fax (352) 382-1161 fax
Equal Opportunity Employer
Harassment & Offensive Behavior
Credential & Licensure
Pay Periods/Time Sheet Protocol
Leave of Absences
Dress Code – Clinical Staff
Dress Code – Business Staff
Alcohol and Drug Free Work Environment
Personal Calls, Cell Phones, Electronic Devices
Electronic Communication policy
Policies and procedures are subject to review and may change anytime at the discretion of
Equal Employment Opportunity has been,
and will continue to be, a fundamental
principle at Therapy Management
Corporation where employment is based
upon personal capabilities and qualifications
without discrimination because of race,
color, religion, sex, age, national origin,
disability, or any other protected
characteristic as established by law.
This policy applies to all policies and
procedures relating to recruitment and
hiring, compensation, benefits, termination,
training, transfer, promotion, educational
assistance and all other terms and
conditions of employment.
Open Door Policy
TMC, Inc. promotes an atmosphere whereby employees
can talk freely with members of the management staff.
Employees are encouraged to openly discuss with their
supervisor any problems so that appropriate action may be
taken. Managers and supervisors are expected to listen to
employee concerns, to encourage their input and to seek
resolution to their problems/issues. If the supervisor cannot
be of assistance, Human Resources is available for
consultation and guidance. TMC, Inc. is interested in all of
our employees’ success and happiness with us. We,
therefore, welcome the opportunity to help employees
If you have any suggestions or ideas that you feel would
benefit TMC, Inc., we would encourage you to tell us about
them. We are always looking for suggestions that improve
methods, procedures and working conditions, reduce costs
or errors, and benefit TMC, Inc. and it’s employees.
TMC is committed to a work environment in which all
employees are treated with respect and dignity.
Each person has the right to work in a professional
atmosphere that promotes equal employment
opportunities and prohibits discriminatory practices,
including harassment. TMC expects all relationships
among persons in the workplace will be business-like
and free of bias, prejudice, and harassment.
Reporting an Incident
TMC strongly urges the reporting of all incidents of
discrimination, harassment or retaliation, regardless of the
offender’s identity or position. If you have any questions
or concerns please contact the Director of Human
All employees are hired on a 90 calendar
day introductory period.
During this time, the new employee will
be provided with training and guidance
from his/her supervisor.
Under appropriate circumstances, the
introductory period may be extended.
At the end of the introductory period, the
employee and his/her supervisor may
discuss his/her performance and provide
an informal work performance review.
Provided job performance is “satisfactory”
at the end of the introductory period the
employee will continue in our
employment as an at-will employee.
Credential & Licensure
For all staff requiring credentials,
employment is contingent upon providing
proof of professional license, registration
or diploma for their personnel file.
Staff members are responsible for
keeping their license and/or certification
renewed and in good standing. A dated
copy must be provided for the personnel
Pay periods are two week periods from
Sunday to Saturday. Pay day is on
Friday following the end of the pay
period. A payroll schedule is attached
for your convenience.
Each employee is responsible for
accurately recording his or her timesheet
on a daily basis. Employees cannot
clock another employee in or out.
Falsification is grounds for immediate
All employees are eligible for direct deposit.
Direct Deposit Forms are provided by the
It may take up to 20 days for direct deposit
to be in effect.
You have the option to designate funds to
be deposited into 2 separate accounts
and an HSA if eligible.
The company offers a variety
of benefits for full time and
part time employees. The
following is a short summary
of the benefits.
Benefits are subject to review
and may be revised,
suspended or eliminated due
to business needs or
changing legal requirements.
For Full Time Employees – 32+ hours/wk.
Eligibility: 1st of the month, after 30 days of employment
Group Life Insurance: Sunlife
Company paid basic life = 1 x salary or a minimum of $25,000
Voluntary life for employee, spouse, and child
Travel Assistance Program: Sunlife
Voluntary Short Term Disability: Sunlife
Voluntary Long Term Disability: Sunlife
Voluntary Vision: Advantica
Flexible Spending Account (FSA): Flexible Corporate
Plans (Medical FSA & Dependant FSA available)
EAP Program: Compsych
Indemnity Plans such as Hospitalization, Cancer,
Accident, etc: AFLAC
Free for all full-time
24 hour, 7 day a week assistance
Confidential telephone consultations
Advice and referrals
Face to Face consultations
– up to five in-person sessions available
Free online will preparation
Parenting & Child Care
Emotional Well Being
For Full Time Employees – 32+ hours/wk.
Eligible to participate after 6 months of employment
Company matches 33 cents on the dollar of employee contributions, up to 9% of the
1 year of service 0%
2 years of service 25%
3 years of service 50%
4 years of service 75%
5 years of service 100%
Paid Time Off
Per PTO Policy
6 Paid Holidays (8 hours of pay)
For Clinical Employees Only
Up to $1,000 per year for CEU purposes
Clinical Career Ladder Program (Per Policy)
For Clinical Employees Only
Paid Bereavement Leave (Per Policy)
$.40 per mile
Provided for all employees
Professional Liability Insurance
Employee Recognition Program: TEAM
Employee Discount Program: ticketsatwork.com
For Part Time Employees – 20+ hours/wk.
Paid Time Off
Per PTO Policy
6 Paid Holidays (4 hours of pay)
$.40 per mile
Provided for all employees
Employee Recognition Program
Employee Discount Program
Clinical Career Ladder Program
•For Clinical Employees Only
Professional Liability Insurance
Provided for all clinical
Paid Time Off
Full-time & part-time employees start accruing PTO hours
immediately and are eligible to use PTO after they
successfully meet their 90-day introductory period.
Schedule of PTO Benefits
Full-time 0 -5 years 4 hr per pay 104 hrs per
period calendar year
Part-time Consistently 1.539 hrs per Based on hours
work 20 or pay period worked.
more hours per
A maximum of 56 PTO hours can be carried over to
the next calendar year full-time and a maximum of 20
hours for part-time employees. Employees must
designate PTO hours in excess of 56 hours into one of
the following 3 options: Cash-out, Extended Illness
Bank, or Group Benefit (COBRA) Retirement Account.
PTO Carry Over Accounts
1. Option 1: Cash-out
Employees that elect the cash-out option may cash-out PTO hours in
excess of the carry over maximum according to the following criteria:
Years of Service at the Time % of Benefit to be Cashed
of Rollover Out
0 thru 3 years 25 %
4 thru 6 years 50 %
7 thru 9 years 75 %
10 year and over 100 %
2. Extended Illness Bank
EIB hours will be available to assist in covering the employee’s medical
leave if the illness qualifies under a TMC medical leave policy and can be
accessed after the 5th consecutive absence due to the same illness and
with supporting medical documentation.
3. Group Benefit (COBRA) Retirement Account
At the age of 55 or older the hours can convert into a dollar amount at
their current rate of pay to be used only to extend benefit coverage in
TMC group benefit plans while on retirement.
Paid Time Off
Termination of Employment
Employees who voluntarily resign, provide the required
proper notice, and have successfully completed their
90-day introductory period will receive their unused
portion of PTO paid out to them in their final paycheck.
To Schedule PTO
Employees are to schedule planned time off 30 days in
advance by submitting a PTO request Form. Approval
of PTO will be based on patient caseload and staffing
needs as determined by their manager.
Time Off Request Form
Full-time employees, outside the 90-day
introductory period, are eligible for 8 hours of
holiday pay. Part-time employees, that work 20 to
31 hours per week, outside the 90-day
introductory period, are eligible for 4 hours of
News Year’s Day Memorial Day
July 4 Labor Day
Thanksgiving Day Christmas Day
Employees who do not work the day before, or
the day after the holiday, without prior approval,
will not be paid for the holiday.
The Employee Referral Program is designed to reward
our employees for referring qualified therapists. Refer
to policy for specifics.
Follow Employee Referral Procedures by submitting
candidates information prior to any Recruiter contact.
Full-time positions $1500
Part-time positions $750
After successful completion of 90 days of employment,
the referring employee will receive the first half of the
After successful completion of 6 months of
employment, the referring employee will receive the
second half of the bonus.
*TMC has the right to change referral bonus criteria at
As part of our mission to advance the professions of
physical, occupational and speech therapy, the
department participates in clinical education of students
throughout the year and is an integral part in the clinical
training of staff therapist. The Education Department is
to provide a vehicle for increasing and improving
communication among clinicians.
To increase the participation of clinical educators in the
education session (we have a program to teach clinicians
how to be clinical instructors and how to teach students
for field work.
To provide continuing education in area pertinent to
To provide training regarding documentation via live
meetings and clinical documentation audits.
To serve as resource involved in acquiring and
disseminating information relating to changing trends in
Medicare and other therapy related fields.
The division consists of Clinical
Documentation Consultants or (CDC’s)
who visit the sites on a set rotation to
review documentation and to serve as a
resource for all staff.
Director of Clinical Education/Training
- Leslie Welch
- Louisiana / Florida SNFs / TLC
Clinical Documentation Consultant
- Rhonda Regouffre
- Louisiana/ Florida SNFs / TLC
Clinical Documentation Consultant
- Karen Fulton
- Mississippi / FL SNFs / TLC
Clinical Documentation Consultant
- Erin Wallace
For Licensed Clinical Staff
Full-time eligible employees are eligible to accrue up to
$1,000 per calendar year, which may be used for course
tuition and travel.
CEU benefits are accrued at a rate of $38.46 per pay period
based on a 40 hour work week.
3 additional PTO days are awarded to attend continue
education courses that fall within an employees normal
Courses must be relevant to an employee's current or
expected job path.
A minimum grade of a “B” must be maintained.
Required Procedures for Reimbursement:
1. Education Request Form prior to course.
2. Course Critique Form after course completion.
3. Electronic expense report with receipts after course
Clinical Career Ladder
A clinical career ladder will provide an avenue for
recognition and additional compensation for the
therapists that strive to give the extra effort to
improve programming, education, and overall
improved quality of care to our patients.
Attainment of personal and professional goals.
Develop hidden potentials and unrealized
Intended to “push” you personally and
Enhance your earning.
Clinical Career Ladder
The ladder will be administered within each
The therapist decides whether to participate and at
which level each year.
Documentation is gathered during the current year
and the differential is paid the following year.
Levels are determined by the therapist based on
their desired level of participation.
Criteria is set for Clinical Levels 1, 2, & 3.
Mandatory criteria is established for each level.
A certain number of optional criteria must be met
depending on the level the therapist is trying to
Mandatory Category Level I Level II Level III
(Proficient) (Advanced) (Expert)
1040 1040 1664
1. Hrs Worked/Yr (part time) (part time) (full time)
2. Organization State & State &
Memberships State National National
3. In House In-
Services 1 2 3
Service Hrs 4 6 8
5. Absence of DAP w/
App Yr 0 0 0
6. Meet Job Meet Meet Meet
Performance Standards Standards Standards
(DOCs, CDC score)
7. Years of
Experience 1+ 2+ 3+
8. CEU 20 25 30
CCL Optional Category
Optional Categories 1 Optional 2 Optionals 3 Optionals
1. Clinical Instructor 1 Student 2 Students 2 Students plus
2. Specialty Certification Beneficial to SNF Beneficial to SNF Beneficial to SNF
3. Attend Professional 1 x per year 1 x per year 1 x per year
4. Presentation at RD
Mtg 1 x per year 2 x per year 3x per year
or present CEU course
Eval a research article
5. Research In-service and present Participation in
6. Participation in In-service for
School students In-service for students Teach a class
that support 1 x per year 2 x per year
7. Employee Referrals 1 Employee 2 Employees 3 Employees
15 hr with
8. Committee 9 hrs 12 hrs leadership
CCL Hour Verification
Criteria Categories that require hour verification:
Participation in school related activities
If a candidate has a question regarding the validity of
a presentation, in-service, specialty certification,
community hours, etc. as it applies to the
mandatory/optional criteria the “Criteria Pre-Approval”
form can be submitted to the designated state
committee person for approval.
This form is not mandatory however it is the
employee’s responsibility to get any courses/hours pre-
approved if there is any doubt of the validity as it
applies to the CCL program.
The therapist will assemble evidence throughout
the year as the criteria are met in a portfolio.
The portfolio will be submitted to the supervisor by
the pre-determined due date to be evaluated for
Approval of the application and promotion on the
ladder is then awarded by a committee who will
oversee the ladder.
The differential will be paid based on the level
obtained by the therapist.
•Level 1 - $1/hour
•Level 2 - $2/hour
•Level 3 - $3/hour
•Differentials are to be paid in addition to the regular
salary for one calendar year.
•The employee’s annual increase will be calculated
on the base rate, not including the differential pay. 42
Billy Holmes (TX contact person)
Cell (318) 364-6741
Tiffany Victoriano (LA contact person)
Cell (225) 229-3036
Jackie Fagan (MS contact person)
Cell (601) 606-6531
Kent Edwards (FL contact person)
Cell (352) 422-4825
Committee members will be available to answer
questions regarding candidate portfolios and the
program via phone/email.
TMC depends heavily upon its employees to provide quality and
timely rehab services to our patients. It is important that
employees attend work as scheduled.
In the event an employee expects to be late or
absent, they must notify his/her supervisor as far in
advance as possible, but no later than one hour
before his/her scheduled start time.
An employee themselves should call to notify their
immediate supervisor. A spouse or any other
individual is not to call in for the employee.
An employee will be allowed 3 occurrences of
absences (including illness) an any annual period.
On the fourth occurrence the employee will be
subject to the progressive disciplinary policy.
Employees who fail to contact his/her immediate
supervisor may be considered as having voluntarily
resigned or will be subject to the progressive
Leave of Absence
TMC has many leave of absence policies available for
its employees. Please see each policy to determine
Family & Medical Leave
Jury & Witness Duty
Those requiring a leave of absence
should contact their immediate
supervisor and the HR Department to
discuss benefit continuation and to
The Human Resources Department is responsible for the
maintenance of employee records. Your personnel file
contains your personal information, emergency notifications,
performance appraisals, disciplinary actions.
Except where legally required, no information will be
released about you unless there is a signed authorization
from you. You may review the information contained in your
file at any time by contacting your supervisor. A mutual time
and date will be arranger through your supervisor and HR.
Your benefit information is contained in a separate medical
file. Since this information is used for benefit administration,
it is important that you inform Human Resources
immediately if you have any changes in your personal
information such as: name change, address change, marital
Changes in personal information should be faxed into
the HR department using the Personal Information
In cases of extreme weather conditions, such as
hurricane, flood, or tornado the management
team may declare a weather emergency.
Unless advised to the contrary, employees should
make every reasonable effort to report to work on
Those unable to report to work because of the
extreme weather will not receive pay for the day,
but has the option to:
Use their PTO
Take time without pay
Receive prior approval from supervisor to
make up lost time on the weekend, if it meets
patient care needs. This is at
the discretion of management.
Smoking is permitted only in
designated area per host
Itis not permitted in the
treatment area or within patient
Questions regarding the
smoking policy should be direct
to your supervisor or the HR
Use of Drugs & Alcohol
TMC is a drug and alcohol free
Employees reporting for work
who appear to be under the
influence of alcohol or drugs
will be subject to immediate
Telephone Use &
Cellular Phone Policy
Personal use of the telephone should be
limited to emergencies and unusual
Personal calls should be brief and within
the local calling area. Long distance calls
Cell phones are to be turned off during
working hours and are not permitted
during the treatment day to assure quality
Excessive personal calls during the
workday or violation of the policy may
result in disciplinary action up to and
All electronic communication
systems and technology, including
but not limited to the list below are
to be used for business purposes
Hardware & software
Passwords are designed to be
To ensure the safety of our
employees and to ensure
security of patient privacy
employee visitors are
discouraged during working
Ifa family member must visit
an employee during a workday,
the visitor must register with
the front office staff and remain
in the reception area.
Patient Relations Policy
All patients should be treated as
individuals with consideration,
caring, respect, and dignity.
All forms of abuse is prohibited.
All alleged violations of this
policy will be investigated by
It is the responsible of each employee to
conduct all tasks in a safe and efficient
manner complying will all local, state and
federal safety and health regulations.
It is the responsibility of each employee to
know the Emergency Plan for his/her work
If an employee or a patient is involved in or
witnesses a safety or health infraction, he/she
must complete an Accident/Incident Report
within 24 hours of the occurrence and fax it to
352-382-1161 or 352-382-8024.
The safety committee includes equal
representation from management & non-
Promote safety & health awareness &
Identify trends & patterns to formulate training
Recommend improvements & corrective
measures for workplace safety hazards.
Safety Committee Members
Employee Location Position
Nia Baker TLC Coordinator
Stephanie Breaux TRI-LS OT
Jason Brown QCR-BT COTA
Sally Cottrell TLC-CR RD, PT
Director of Support
Chris Della Torre Home Office Services
Stephanie Dunn TRI-BC RT
Julie Lafferty TRI-TB RD, COTA
Heather Lohrey Home Office HR Coordinator
Rhonda Regouffre CDC CDC
Amy Rodriguez TLC-BR PTA
Stephanie Troyer QCR-BM RT
Performance appraisals provide a means
for discussing, planning, and reviewing
the performance of each employee.
Newly hired employees may receive a
performance review after 90 days. Formal
documented appraisals are conducted
Performance appraisals do not always
result in an automatic salary increase.
The employee’s overall performance and
salary level relative to the positions
responsibilities are taken into
The primary objective of any disciplinary
action shall be to improve performance
and efficiency of the employee.
The system includes all or part of the
Written notice or performance deficiencies
Reduction in pay
Some infractions are very serious and may result in
immediate discharge. For example: abuse of a
resident, falsification of documentation, no call, no
We hope to retain good employees.
Employment is at-will.
To be eligible for rehire an employee must
provide proper notice.
Positions requiring licensure and/or
certification, and administrative
management staff employed at the
corporate office, are required to give 4
weeks written notice.
All other staff, such as Rehab Tech’s and
office staff are required to give 2 weeks
Health Insurance Portability
and Accountability Act
“ The companies of
committed and required
by law to protect health
Use and Disclosure for
The following categories describe reasons we
may use and disclose health information:
• For treatment
• For payment
• For health care operations
• To caregivers directly involved
• As required by law
• For public health activities
• Health oversight activities
• Judicial and administrative proceedings
• Law enforcement
• To avert a serious threat to health or safety
• Workers compensation
We require a patient to authorize
disclosure of PHI. Contact your
To access, inspect, and copy
To an accounting disclosure
To request restrictions
To request confidential communications
To have a paper copy of privacy notice
To file a complaint
FORMS What It Does
Authorization to Use and Authorizing PHI disclosures.
Accounting Disclosure Requests for accounting
Form information disclosure.
Authorization for Release Request access to their
of Information Form medical records and billing
Amendment to Health A patient who believes there
Information is an error in information in
their medical or billing
Request for Restrictions Requesting restrictions on
use and disclosure.
Request Confidential Request for confidential
Handling of Information handling of information.
Office Role Directory
Use minimum amount of information necessary.
DirectHealthcare Access to full health information
Providers: with clear understanding that
access & reading is limited to
need for treatment,
Physical Therapy Assistant reimbursement or operations.
Speech and Language
Technical Staff: Access to summary data with
Rehab Tech clear understanding that access
& reading is limited to need for
Front Office Manager
treatment, reimbursement or
Observed violations of these rules should be reported to the
Our patients have the right to file
complaints, have complaints
investigated and, if appropriate,
receive the disposition of the
Under no circumstances will the
fact that an individual has filed a
complaint affect the services
provided to the individual.
File complaints within 180 days of
when they became aware of the
act, in writing.
Allpolicies are in your facilities
Allpatients will receive a
“Notice of Privacy Practices”
describing their rights.
Ifyou have questions or are
unsure what action to take
please ask your designated
Access to Exposure & Medical Records
Occupational Exposure to TB
Control of Hazardous Energy “Lockout
Safe Patient Movement & Handling
*Abuse: the willful infliction of
injury, unreasonable confinement,
intimidation, or punishment with
resulting harm, pain or mental
*Neglect: Failure to provide
goods and services necessary to
avoid physical harm, mental
anguish or mental illness.
*Involuntary seclusion: separation
of patient from other patients outside
her/his room or confinement to her/his
room (with or without roommates)
against the patient’s will, or the will of
the customer’s legal representative.
*Misappropriation of patient
property: the deliberate
misplacement, exploitation , or
wrongful, temporary or permanent use
of a patient’s belongings or money
without the patient’s consent.
Determine the hazards.
2 Types: Physical and Health
• Physical: chemicals that are flammable,
reactive or corrosive.
• Health: chemicals can poison you
immediately or have long term damage.
Avoid these hazards by:
Labeling: must show the name of
products, identify hazard warnings,
name and address of the
MSDS: include emergency phone
#’s, list of hazardous ingredients
and emergency and 1st aid
Access to Exposure and
You are permitted access to:
exposure records of your past or present exposure to toxic
and biohazardous substances, or other records that are
related to your job and MSDS.
and medical records containing your medical history,
examination, test results.
You may request to review or receive a copy of your
exposure records by submitting a written request to the
center location administrator through your Rehab
Director or Area Manager. A request should include your
name, signature, date, and a general description of the
medical information desired.
You can be safe by employing simple and
effective barriers against these disease.
Bloodborne diseases include: Hepatitis B Virus
(HBV), Hepatitis C Virus (HCV), HIV, and
Hepatitis B: inflammation that can severely
damage and lead to cirrhosis of the liver.
• With prompt and proper treatment most cases can
be treated successfully.
• The Hepatitis B vaccine can help protect you from
Hepatitis C: inflammation of the liver which leads
to chronic liver disease and death.
• Currently no vaccines exists to prevent HCV
infection, but with prompt and proper treatment,
most cases can be treated successfully.
Human Immunodeficiency Virus: attacks
the body’s immune system, causing the
disease known as Acquired
Immunodeficiency Syndrome (AIDS.)
• Currently there is no vaccine to prevent the
infection. A person can carry the virus
without developing symptoms for several
years, eventually develops AIDS. It is
transmitted through contact with blood and
some body fluids. It is not transmitted by
touching, feeding or caring for customers
who carry the disease.
Workplace Transmission: HBV, HIV, and
other pathogens may be present in blood
and other materials like saliva, semen,
vaginal secretions, cerebrospinal fluid,
synovial fluid, pleural fluid, peritoneal fluid,
pericardial fluid, and others.
• HBV can survive on environmental surfaces,
dried, at room temperature, for at least a
• It can infect you by a cut on your skins,
mucous membranes, or indirect transmission
by touching contaminated surfaces and
transferring to a cut or mucous membrane.
Exposure Control Plan: identifies the effective
barriers that can minimize the risks in the
Standard Precautions: outline a system of
safeguards to barriers designed to protect you.
These include: engineering controls, personal
protective equipment, work practice controls,
housekeeping and the Hepatitis B vaccine which
must work together for a protective barrier against
Engineering Controls: the 1st protective barrier
against contact with blood or other infectious
materials. Eliminate hazards at their source with
self-sheathing needles, retractable needles and
lancets, IV access systems, and sharp disposal
containers. But they must be used properly.
Personal Protective Equipment: protects you from
contact with blood or other potentially infectious
materials when worn properly. PPE includes:
gloves, masks, gowns, aprons, lab coats, face
shields, protective eyewear, mouth pieces an
Gloves must be worn when you anticipate hand
contact with blood, potentially infectious materials,
mucous membranes, or non-intact skin. Make sure
that gloves fit properly.
Work practice controls are safety practices that
decrease your risk of infection. Most are based on
common sense and good hygiene.
Hand washing keeps you from transferring
contamination from your hands to other areas. Every
time you remove your gloves, wash your hands or if
you come in contact with blood or mucous
Handling sharps: do not bend, recap, shear or
break contaminated needles or other sharps.
Do not point a used syringe toward any part of
your body. Dispose of contaminated syringes
immediately after use in an appropriate
puncture-resistant an leak proof sharp
Good housekeeping is everyone’s
responsibility. Clean equipment and working
surfaces ASAP. Never pick up contaminated
broken glass with hands. Place contaminated
sharps in Biohazardous waste containers.
Hepatitis B Vaccination: since your job is at
risk of exposure to HBV, the vaccination is
available to you at no costs. You must
complete a series of 3 shots within a 6 month
period. It is 85 to 97% effective and prevents
disease for at least 9 years.
When accidents happen,
immediately wash exposed skin
with soap and water.
flush exposed membranes with
then report to your supervisor.
If you consent, the employer will
provide you with a confidential
medical evaluation, blood test, post
exposure preventive treatment and
Occupational Exposure to
TB is spread by tiny germs that
float through the air when the
person coughs, shouts, or sneezes.
Live in the body without making you
You can get TB from someone’s
clothes, drinking glass, handshake, or
A skin test is the only way to tell if
you have a TB infection.
Electronic Hazards: burns,
shock, fire, explosions, and
Staffshould inspect all
pieces of equipment before
each use for a hazard such
as broken or damaged
plugs, frayed line cords,
abnormal operation, or
Controlling Fire Hazards
Smoking: smoking is prohibited in all facilities,
except in designated smoking area.
Electricity: never use equipment that shows
signs of being unsafe.
• Keep paper products and linens away from all
heat producing devices.
• Keep all exit doors clear.
• Know your evacuation plan.
In case a fire starts:
Act calmly. Your example can prevent
Move patients who are in immediate danger
from smoke and flames.
If the fire is small and confined to the area
where it started, use a portable fire
extinguisher to fight it-but only after reporting
the fire, and only if you know how to use the
Implementation of The Company’s commitment to legal and
ethical standards of business conduct must begin with each
employee. Accordingly, all employees are required to strictly
observe all applicable legal and regulatory requirements and
The Company’s Compliance Program, and are responsible in the
first instance for ensuring that their conduct conforms to such
standards. Adherence to the Compliance Program is a condition
of continued employment with the company and will be taken
into consideration in connection with periodic performance
reviews and other evaluations.
Each employee is responsible for reviewing the Compliance
Program. If you should have any questions or have the need to
report an incident, you should contact your supervisor or the
company compliance officer. Employees may report violations
anonymously if preferred. No employee will suffer retaliation or
embarrassment as a result of any report of suspected violation.
Michele Przepasniak, Director of HR
352-382-1141 ext. 113
Corporate Compliance Committee
Attn: Compliance Officer
8477 S. Suncoast Blvd.
Homosassa, FL 34446
What is the purpose and objective of Corporate
It is our objective to maintain the highest reputation for the
integrity of the company and it’s employees.
Who is responsible for ensuring compliance? Why?
All employees are responsible for ensuring compliance. All
employees are required to observe all legal and ethical regulatory
requirements. Failure to report any illegal or unethical conduct by
fellow employees may result in disciplinary action up to and
How do I handle questionable situations?
Do not immediately act on a questionable situation. You should
immediately contact your Regional Director or the Compliance
Officer and ask questions.
How do I report a compliance issue?
There are several avenues available to you to report compliance
issues. You may contact your immediate supervisor, your Regional
Director or the Compliance Officer directly via telephone, fax or US
mail. All reports are held in the highest confidentiality, however, if
you wish you may also report and issue anonymously via fax or US
In the event that the issue or violation is due to fraud, abuse,
accreditation, survey, licensing status, Medicare, Medicaid or Third
Party issues the compliance committee will meet within 24 hours.
We are all responsible for creating a
professional, safe, customer focused work
environment which fosters teamwork. As a
high performance, service oriented
organization we provide quality patient care in
a timely, cost effective manner. We recognize
we will be successful in creating this
environment through the efforts of all our
employees working together to achieve our
mutual goals and objectives.