Employee Handbook

Employee Handbook February 2009 TABLE OF CONTENTS I. INTRODUCTION…………………………………………………………1 Welcome Statement ………………………………………………… Core Values & Mission Statement ………………………………… Description of Handbook ………………………………………….. II. EMPLOYMENT RELATIONSHIP………………..…………………… 2 General Employment Agreement…………….……………………... Entire Agreement………………………………………….………… Confirmation of Assignment (COA)………………………………… Handbook …………………………………………………………… Terms and Conditions of Employment ………………………..…… General…………………………………………………………..….. Employee Requirements ………………………………………….... III. CODE OF ETHICS ……………………………………………………... 3 IV. HOUSING ……………………………………………………………… 3 A. Provisions ……………………………………………………… B. Suggestions …………………………………………………….. C. Security Deposits ……………………………………………… D. Stipends ……………………………………………………….. V. TRAVEL REIMBURSEMENT POLICY ……………………………... 4 VI. COMMENCING EMPLOYMENT ……………………………………. 4 A. Background Checks ……………………………………………. B. Immigration Compliance ………………………………………. VII. ANNUAL REQUIREMENTS ………………………………………….. 5 A. Health Requirements …………………………………………… B. Certification …………………………………………………….. C. Licensure ……………………………………………………….. D. Annual Competency Requirements …………………………….. E. Employment Status …………………………………………….. F. Job Duties and Performance Evaluations ………………………. VIII. PAYROLL AND TIMESHEETS ………………………………………. 6 A. Timesheets ……………………………………………………… B. Overtime ………………………………………………………... C. Payment of Wages ……………………………………………… 1. Payday ……………………………………………………… 2. ADP ………………………………………………………… 3. How to Access iPay Statements…………………………….. 4. How to Check iPay Statements …………………………….. 5. Errors in Checks ………………………………………….… 6. Hourly Wages ……………………………………………… 7. Wage Deduction Policy …………………………………….. IX. ATTENDANCE & PUNCTUALITY …………………………………… 7 I. February 2009 PERSONNEL ……………………………………………………………. 7 A. Open Door Policy ……………………………………………….. B. Unlawful Discrimination and Harassment ……………………… 1. Equal Employment Opportunity Employer ………………… 2. Sexual Harassment Defined ………………………………… 3. Other Types of Harassment ……………………………….… 4. Complaint Procedure ……………………….……………..… 5. Liability for Harassment and Discrimination ……….…….… C. Prohibited Conduct ……………………………………………… D. Conduct and Employment Outside work ……………………….. E. Confidentiality …………………………………………………... XI. BENEFITS ……………………………………………………………….. 10 A. General Benefits ………………………………………………… B. Workers Compensation …………………………………………. C. Holidays …………………………………………………….…… D. Time Off To Vote …………………………………………..…… E. Jury Duty ………………………………………………………... F. Time Off From Work In Connection With Court Cases ………... G. Involuntary Terminations …………………………………..…… XII. PROFESSIONAL LIABILITY INSURANCE …………………………..11 XIII. POLICIES AND PROCEDURES ……………………………………….. 11 A. Sentinel Events ……………………………………………..…… 1. Examples ……………………………………………………. 2. Goals ………………………………………………………... 3. If You Are Involved In A Sentinel Event ………………….. B. HIPAA ………………………………………………………….. C. JOINT COMMISSION ……………………………….………… D. FLOATING ……………………………………………….….…. XIV. GIFTS ……………………………………………………………….…… 14 XV. TAX ADVANTAGE PROGRAM ………………………………….…… 14 XVI. TRAVEL HINTS ………………………………………………………… 14 Housing ………………………………………….…………….…….. Moving ………………………………………………………………. Traveling Suggestions …………………………….…………………. Packing ……………………………………………………… ………. Arrival ……………………………………………………………….. Start of Assignment …………………………………….…………… X. ENCLOSED: ACKNOWLEDGEMENT AND AGREEMENT (2 COPIES: SIGN AND RETURN 1ST COPY) II. February 2009 I. INTRODUCTION A. Welcome Statement Congratulations and thank you for accepting Team Staff Rx's offer of employment. One of the keys to our success as a company is hiring good employees. You have been hired because we believe you have the skills and the potential to help Team Staff Rx succeed. We expect and depend upon you and each employee to perform the tasks assigned to you to the best of your abilities. We believe that hard work and commitment will not only help us succeed, but will help give you a sense of pride and accomplishment. We are glad to have you as a member of the team at Team Staff Rx. We hope your employment proves mutually satisfying and that you will make an important contribution to our future. Every employee has an important role in our operations and we value the abilities, experience and background that you bring with you to our company. It is our employees who provide the services that our customers rely upon and enable us to grow and create new opportunities in the years to come. Our team intends to provide you with all of the support and the resources you will need to perform your job effectively. If, at any time, you need assistance or guidance, please do not hesitate to ask any of the members of our team. Once again, welcome to Team Staff Rx. We are glad to have you with us. B. Core Values & Mission Statement Trust – We establish relationships with our staff and our clients that are built on a foundation of mutual trust and respect for each individual’s knowledge and experiences. Excellence – We maintain a level of quality among our highly skilled staff and within our scope of services that consistently exceeds client expectations and industry standards of excellence. Accountability – We hold our staff accountable to the highest standards in the medical community and our goal is to recruit only the best. Mission – We strive to be the employer of choice for medical professionals and a provider for healthcare facilities seeking the best for their staffing solutions. Mission Statement: To expand our nationwide reputation and become the preferred partner of healthcare facilities and professionals by providing superior services resulting in exceptional patient care. C. Description of Handbook This Employee Handbook contains information about the employment policies and practices of Team Staff Rx (or "the Company"). We expect each employee to read this Employee Handbook carefully as it is a valuable reference for understanding your job and the Company. This Employee Handbook supersedes all previously issued Employee Handbooks and policy statements. The Company reserves the right to revise, delete, and add to the provisions or policies described in this Employee Handbook. All such revisions, deletions, or additions must be in writing and must be signed by the President. No oral statements or representations can change the provisions of this Employee Handbook. None of the Company's personnel documents and benefit plans, including this Employee Handbook, constitutes, or is intended to constitute, an express or implied contract guaranteeing continued employment for any employee. No Manager has any authority to enter into a contract of employment--express or implied--that changes or alters the at-will employment relationship. All rights are reserved. No part of this Employee Handbook may be reproduced in any form or by any electronic or mechanical means, including information storage and retrieval systems, without permission in writing from the Company. Not all Team Staff Rx policies and procedures are set forth in this Employee Handbook. We have summarized some of the more important policies and procedures. If you have any questions or concerns about this Employee Handbook or any other policy or procedure, please ask a member of the Management Staff. Office Hours: Team Staff Rx Availability: Phone: Fax: Address: Monday through Friday 8am to 6pm ET 24 hours a day, 365 days a year 877-523-9897 800-955-8326 or 866-816-2545 18167 US Hwy 19 North, Suite 400, Clearwater, FL, 33764 1. February 2009 II. EMPLOYEE RELATIONSHIP A. General Employment Agreement 1. Entire Agreement: This Orientation and Employment Handbook, together with your Confirmation of Assignment (COA), and any amendments thereto, constitute the entire understanding and agreement between you and TeamStaff Rx (the Company) with respect to your employment. Any reference to your employment agreement with the Company shall be deemed to include this Handbook, your Confirmation of Assignment and any amendments thereto. Confirmation of Assignment (COA): You will receive 2 copies of your COA for each assignment you accept with the Company. The COA sets forth specific details pertaining to the assignment that you have accepted. Once you have read your COA, please sign both copies, then return 1 copy to Company; keep a copy of your signed COA for your future reference. A signed copy of your COA should be on file prior to the start of your assignment and the start of the assignment constitutes a contractual agreement. Handbook: There is an acknowledgement form at the end of this Handbook and it is also available on line in the forms section of our web site. You must sign an acknowledgement verifying that you have read the Handbook. The acknowledgement form must be returned to Team Staff Rx, inc. with the signed copy of your COA. 2. 3. B. Terms and Conditions of Employment 1. General: Prior to and during your employment, you may be offered various assignments at client facilities where TeamStaff Rx, Inc. has available contracts. Your employment begins the first day of an assignment. Employee Requirements:  You hereby accept the terms and conditions of employment with Team Staff Rx, Inc. (the Company) and you further agree that you are obligated to practice your professional services competently, conscientiously and to the extent of your abilities until the date your assignment is scheduled to end.  In order to avoid delay of the start date of your assignment, you must submit all documents required to the Company no later than 7 days after verbal confirmation of your assignment; or if the assignment starts in less than 10 days of verbal confirmation, documents are due within 2 days of the confirmation. 2. Documents include but are not limited to: W-4 I-9 Notarization Form Direct Deposit Form with appropriate account information Acknowledgement of receipt/read of this Handbook Signed Confirmation of Assignment (COA) Authorization for Background and Drug Testing Current License/Registry (applicable to your assignment) AHA (American Heart Association) BLS card AHA certifications necessary for the position (ACLS, NRP, PALS, etc) Hepatitis B Titers or Waiver/Tetanus form MMR (Mumps, Rubella, Rubeola) Immunization records or Titers Varicella Immunization record, Titers or Waiver form Current PPD/TB Test (within past 12 months), OR Chest X-ray for Tuberculosis (less than 5 year old annually) Physical Assessment Form (within past 12 months) Other documentation may be required of individual Facilities/assignments  with TB Questionnaire  If your assignment is delayed or cancelled because the required documents were not submitted to the Company during the stated timeframe, you acknowledge and agree that all amounts expended by TeamStaff Rx on your behalf will, at our discretion, be deducted from your first paycheck or will be invoiced to you for immediate payment. Housing charges (if applicable) will accrue in both of these instances. Please be advised that the Company will not process any reimbursements unless copies of required documents are received in a timely manner. Failure to comply could result in a change in start date or cancellation of an assignment. A Company Credentialing Representative will contact you prior to expiration of required documents to request updates. Any delay beyond an expiration date in providing required documentation may result in disciplinary action, including but not limited to, future assignment eligibility, cancellation of extensions, employment postponement or termination. 2. February 2009             You acknowledge and agree that you are required to successfully complete an authorized drug screen, background check, motor vehicle record check (if renting an automobile during your assignment), OIG, GSL and GSA Exclusion checks. In addition, you agree that the Company may provide the results of any such inquiries to any third party client or its affiliates for the sole purpose of securing an assignment for you at such facility. You agree that it is your sole responsibility to obtain and maintain valid licensure and/or registration as stated in your job description and where required in each applicable state of employment. In the event that licensure and/or registration problems create a delay in your start date, you acknowledge and agree that housing charges advanced on your behalf may, at the Company’s discretion, be deducted from your first paycheck or invoiced to you for immediate payment. You agree to comply with all policies and procedures of the Company and each client facility where you are assigned, and to provide a level of professional service that is satisfactory to both. You agree to provide valid picture ID issued by a state, federal or regulatory agency when reporting to your assignment and to attend all orientation required by the client facility. You agree to work a full schedule each payroll period as stated in your COA and to be paid for all approved hours worked. It is the expectation that Travelers do not volunteer to leave early and are expected to work a full schedule. Missing hours on time sheets not documented will be considered traveler elected and will be subject to a payroll deduction for housing costs. Please be advised that the Company policy is to only pay for hours approved by its client facilities. You acknowledge and agree that all time-off must be preapproved by both the Company and the client facility at the time of your interview with the client facility. Time off taken without valid justification during assignments is discouraged and could result in disciplinary action. You agree that all time off due to illness or missed shifts shall be made up during or at the end of your assignment, provided that the client facility has given its approval of the makeup time. Housing costs advanced by the Company will be paid by you for requested days off and all missed shifts or hours during the course of your assignment. You agree to comply with the policy and procedures of the client facility where you are assigned, including, but not limited to, policies regarding floating to other units and/or hospitals within the hospital system, shift cancellation, meal period breaks and rest periods. You agree to notify your Recruiter immediately in the event that you agree to extend your assignment with the client facility. You agree that for a period of one year following the end of your assignment at a client facility, any future professional services rendered at that same client facility must be performed through TeamStaff Rx, Inc. This applies to all modalities except nursing. For nursing professionals, you agree that for a period of six months following the end of your assignment at a client facility, any future professional services rendered at that same client facility must be performed through the Company. You agree that if for any reason you cancel your assignment or are terminated by the client facility, all amounts advanced by the Company (including but not limited to, housing costs, furniture charges, travel expenses and deposits), will be deducted from your paycheck or will be invoiced to you for immediate payment. Housing provided by must be vacated within twenty-four hours of your last day worked for any reason. In the event that you cancel an assignment prior to its scheduled end date, or are terminated from an assignment, you will be suspended without pay and your personnel file will be subject to review to determine eligibility for future assignments. You agree to immediately return any identification badge, pager or other items lent to you by the client facility upon completion, cancellation or termination of your assignment. You agree to keep the terms of your employment confidential (including salary information) and will not disclose this information to colleagues or a client facility, unless otherwise permitted by law. III. CODE OF ETHICS: PLEASE CONTACT YOUR RECRUITER IF YOU DESIRE A COPY TO BE MAILED TO YOU. IV. HOUSING: Travelers may elect to have housing provided by TeamStaff Rx or to receive a housing stipend. A. TeamStaff Rx provides the following: Queen or full size bed with headboard Dresser with a mirror, night stand and lamp Sofa, chair, coffee table, end table and lamp 3. February 2009 Dinette table with four (4) chairs (Substitutions and/or additions can be made, upon request, for a small additional charge). B. Any security deposits, retainers or advances made by the Company on your behalf for housing are the property of the Company and will be returned upon completion of your assignment. 1. 2. 3. Do a walk through at your move in with building management personnel. Notify the Company immediately if any problems should arise or damages occur to our housing during the course of your employment agreement. Do not to bring pets into housing unless approved in advance. If pet permissible housing is available, the Traveler will be responsible for any deposit/fee/pet rent that may be charged by the housing complex, as well as any ramifications/costs incurred due to false information and/or excessive damage caused by the pet. These amounts will be deducted from your paycheck or invoiced to you for immediate payment. You must furnish paperwork verifying breed and weight of your pet upon request. Housing must be vacated 48 hours after the end of your assignment. A final walk through with the Apartment Manager should occur. You are solely liable for any damage to your apartment (ordinary wear and tear excluded). Any amounts required to repair such damages will be withheld from your wages. All keys, parking cards, remotes, etc. must be returned to the housing complex before leaving the premises. Any charge made as the result of not doing this, will be deducted from your pay check or invoiced to you as necessary. The company should be notified immediately if you intend to extend an assignment to assist us in extending your housing lease date. (Note: Not all leases can be extended and may result in the need to change housing arrangements). Housing accommodations will be available for move-in 48 hours prior to the Start Date. Special arrangements may be possible if advance notice is given. We strongly recommend that you obtain renter’s insurance to protect your personal property. The Company is not liable for the loss, destruction, theft or damage to your property from any cause whatsoever. You will not be charged for utilities unless the monthly charges exceed $125.00. All Travelers must comply with state or local ordinances which may mandate the number of occupants per bedroom or living space. 4 5. 6. 7. 8. 9. C. Stipends Stipend amounts will vary by location and are available in lieu of housing provisions. In the event you wish to transfer from stipend to provided housing, you must have at least 13 weeks remaining on your assignment. If you wish to change from housing to stipend, you must first complete the original assignment associated with your housing. All shifts must be completed in order to be eligible for and receive full reimbursement. Stipend is prorated on a per shift basis for each shift missed. V. TRAVEL REIMBURSEMENT POLICY Travel reimbursement is paid from your current location to your assignment location for actual miles traveled up to the amount specified on your COA. Reimbursement will be made provided that all required documents have been received by Team Staff Rx. (Please Note that travel will not be reimbursed if you do not begin work, if the assignment is not completed or if your employment documentation does not remain current during your assignment). VI. COMMENCING EMPLOYMENT A. Background Checks The Company recognizes the importance of maintaining a safe workplace with employees who are honest, trustworthy, qualified, reliable, nonviolent and do not present a risk of serious harm to their coworkers or others. For purposes of furthering these concerns and interests, the Company reserves the right to investigate an individual's prior employment history, personal references, and educational background, as well as other relevant information that is reasonably available to the Company. The Company may review an applicant's criminal background, if any. In the event that a consumer report is obtained, the Company will comply with the Federal Fair Credit Reporting Act and applicable state laws, including providing the job applicant or employee with any required notices and forms. Consistent with these practices, job applicants or employees may be asked to sign certain authorization and release forms. Consistent with legal requirements, the Company reserves the right to require job applicants or employees to sign the forms as requested as a condition of employment. 4. February 2009 B. Immigration Compliance Team Staff Rx will comply with applicable immigration law, including the Immigration Reform and Control Act of 1986 and the Immigration Act of 1990. As a condition of employment, every individual must provide satisfactory evidence of his or her identity and legal authority to work in the United States. If you have any questions or need more information on immigration law issues, please contact your Recruiter or Human Resources Director. VII. ANNUAL REQUIREMENTS Meeting annual health requirements for current employees will maintain the standards necessary to prevent the spread of disease and/or infection among patients, employees and visitors. Annual certification requirements are necessary to ensure the safety of patients and meet requirements of federal and state laws, Joint Commission and Team Staff Rx policies and procedures. A. Health Requirements During employment, clinical staff must have a current PPD unless the employee has had a documented positive PPD. Those employees must have a health screening completed by a Physician, Physician Assistant or Nurse Practitioner. An annual physical is necessary, additionally if the employee missed time at work for a medical condition, then a return to work without restrictions must be obtained from a Physician, Physician’s Assistant or Nurse Practitioner. B. Certifications All employees must have current CPR. The CPR certification must be approved by the American Heart Association (AHA). A copy of the front and back of the CPR card is kept in the employees’ file. For most assignments the Facility will want to see the card on the first day of the assignment. All other certifications which are necessary to meet the job position requirements, including ACLS, PALS and NRP must be kept current, with a copy of the certification kept in the employee’s file.  Licensure/Registration/Certifications It is the responsibility of the employee to keep required licenses/registrations or certifications current. A copy of current license/registration or certification is required. Again, most Facilities will want to see the license/registration or certification on the first day of the assignment. It is the employee’s responsibility to notify TeamStaff Rx and the Director of Nursing if their license/registration or certification should become revoked or suspended. Failure on the part of the employee to maintain the required license/registration or certification will result in suspension from duty without pay until such time as verification of license/registration or certification is presented. Failure to present such verification within three calendar days following suspension will result in termination.  Annual Competency Requirements Annual TeamStaff Rx requirements (OSHA testing, preventing falls, body mechanics, etc) must be completed at hire and annually. Practice Skill checklists must be reviewed and updated as clinical skills change but must be reviewed at least annually. Failure to complete annual requirements may result in disciplinary action up to and including termination of assignment.  Employment Status Clinical employees of Team Staff Rx are classified as temporary employees. Temporary Employees are those who are employed for short-term assignments. Short-term assignments will be of varying lengths.  Job Duties and Performance Evaluations Orientation to TeamStaff Rx is the provision of this Handbook, additionally the Facility will provide orientation to specifics of the Facility including but not limited to their Policies and Procedures. You will be provided with a copy of the written job description for your individual position. The Company maintains certain expectations and standards applicable to your job position. It is expected that employees will also meet the job responsibilities of the Facilities assigned. Employees also may perform additional duties and assume additional responsibilities as needed by the Facility or Company to meet the needs of quality patient care. 5. February 2009 Evaluations will be provided to the Facilities on a regular basis, responses will be viewed by the Director of Nursing (DON) when received and discussed with the employee as necessary. Annually a summary of the performance appraisals will be reviewed by the DON and discussed with the employee. VIII.PAYROLL AND TIMESHEETS A. Timesheets - provided prior to the start of an assignment. Timesheets must be completed, any short hours must be noted on the time sheets and signed by a Supervisor at the Facility and faxed to the Payroll Department each Monday by 10 am. Facilities utilizing a computerized time keeping system do not need a supervisor’s signature unless the time sheet has approved short hours. Overtime At times staff may be required to work or to be scheduled for more than 40 hours in a work week or as defined by state requirements. The work week start mirrors the assignment Facility. The Facility must authorize all scheduled overtime work in advance. Working overtime without prior authorization may result in disciplinary action. Time worked after a scheduled shift should be authorized by a Charge Nurse/Manager at the Facility. Employees will be paid time and onehalf compensation for all hours worked in excess of 40 hours in one work week and/or as otherwise required by state and federal law. Payment of Wages 1. Paydays are each Friday for the prior work week. If a regular payday falls on a holiday, employees will be paid on the preceding workday. Staff must send authorized pay sheets for the prior work week to the Company office by Monday, 10 am to receive payment on Friday. ADP iPayStatements are available for all Travelers. Through ADP, our payroll provider, we are able to offer you access to your earnings statements and W2 forms 24 hours per day, 7 days a week. In addition, you can make changes to your W4. Simply type in your changes, print the form, sign it and forward the completed form to Payroll for processing. How to Access iPayStatements: Using your most recent pay statement, do the following (please access the iPayStatements HELP file if you do not know where to locate this information). 2. 3. a. Go to http://ipay.adp.com b. Click on “Register Now” and again click on “Register Now” c. Enter teamstaffr-adpnet, click “Next” d. Enter personal information, click “Next” e. Select document used for registration: “Pay Statement/Earnings Statement” f. Enter Company code – KET g. Enter your file number - located in the top left corner of your pay stub (include zeros) h. Enter your voucher or check number – located in the top middle of your pay stub (include zeros) (call TeamStaff if you don’t have it) i. Enter your security information, click “Next” j. You will be prompted to create a password to be used when logging onto the site for viewing your earnings statements. Make sure it contains between 8 and 14 characters and has at least one numeric one alpha character. k. The system will create your personal User ID. Write down your User ID for future logins. l. Click “Submit” and Click “Log On” m. Enter User Name and Password 4. and To check your statement each week, go to http://ipay.adp.com. Pay statements are available for viewing on pay date by 8:00 am EST. Be sure to logoff each time you exit the program. We hope you enjoy this feature. We appreciate the opportunity to provide you with this exciting way of viewing your pay information. If there is an error in your check, you must report it immediately to Company. Wages are paid by direct deposit. Special consideration may allow a physical paycheck to be issued. 6. 5. 6. Employees will be paid an hourly wage predetermined for their assignment and in accordance with applicable February 2009 law. Wages may be based on the Facility, assignment, unit worked, shift, day of the week and experience. Wages will be determined prior to the start of an assignment. Employees should discuss this information with their Recruiter or other Company representative. Discussions regarding salary should not be discussed with Facility employees and discussion among Company employees in work areas is also prohibited. 7. Wage Deduction Policy The Company prohibits improper wage deductions pursuant to the Fair Labor Standards Act (“FLSA”). If an employee believes his or her wages have been subject to an improper deduction, the employee MUST report it immediately to the Company Payroll Manager. After conducting a prompt investigation into the complaint, the Company will inform the employee of the resolution. If an improper deduction has been made, the Company will correct the error, or see that the error is corrected by reimbursing the employee promptly for the improper deduction. The Company is committed to the fair payment of wages to all employees consistent with the requirements promulgated by the FLSA. IX. ATTENDANCE & PUNCTUALITY Every employee is expected to work as scheduled and report to work on time. If unable to report to work on time for any reason the employee should telephone his/her Supervisor at the Facility or use the procedure discussed at facility orientation. If unable to report for a scheduled shift for any reason the employee should follow the guidelines of the Facility and notify their Recruiter as soon as possible. If the employee does not call in an absence in advance, the absence will be considered unexcused. Unsatisfactory attendance, including reporting late or quitting early, may be cause for disciplinary action, including termination. X. PERSONNEL A. OPEN-DOOR POLICY TeamStaff Rx recognizes that employees may have suggestions for improving the Company, or complaints about the workplace. The most satisfactory solution to a job-related problem or concern is usually reached through a prompt discussion with a Company Manager. Please feel free to contact a member of Management with any suggestions and/or complaints. Clinical concerns at the Facility should be resolved at the Facility if possible. For issues when patient or employee safety is at risk, a Facility Supervisor/Manager should be contacted immediately and the Director of Nursing or designee at the Company should be contacted as soon as possible. While the Company provides you with this opportunity to communicate your views, please understand that not every complaint can be resolved to your satisfaction. TeamStaff Rx believes that open communication is essential to a successful work environment. All employees should feel free to raise issues of concern without fear of reprisal. B. UNLAWFUL DISCRIMINATION AND HARASSMENT 1. Equal Employment Opportunity Employer TeamStaff Rx is an equal employment opportunity employer and strives to comply with all applicable laws prohibiting discrimination based on race, color, religion, sex, age, national origin or ancestry, physical or mental disability, veteran status, marital status, sexual orientation, possession of the sickle cell trait, religious creed, handicap, HIV-positive status, and any other basis protected by federal, state, or local laws. All such discrimination is unlawful and all persons involved in the operations of the Company are prohibited from engaging in this type of conduct. In accordance with applicable federal and state law protecting qualified individuals with known disabilities, the Company will attempt to reasonably accommodate those individuals unless doing so would create an undue hardship on the Company or Facility. Any qualified applicant or Employee with a disability who requires an accommodation in order to perform the essential functions of the job should contact TeamStaff Rx to request an accommodation. 2. Discrimination/Harassment You must report every instance of unlawful discrimination or harassment to a member of Management at TeamStaff Rx or Human Resources (HR) Director, regardless of whether you or someone else is the subject of the discrimination. Detailed reports, including names, descriptions, and actual events or statements made, will greatly enhance the Company’s ability to investigate. Any documents supporting the allegations should also be submitted. Based on your report, the Company will conduct an investigation. 7. February 2009 3. Sexual Harassment Defined Applicable state and federal laws define sexual harassment as unwanted sexual advances, requests for sexual favors, or visual, verbal, or physical conduct of a sexual nature when: (1) submission to the conduct is made a term or condition of employment; or (2) submission to or rejection of the conduct is used as basis for employment decisions affecting the individual; or (3) the conduct has the purpose or effect of unreasonably interfering with the employee's work performance or creating an intimidating, hostile, or offensive working environment. This definition includes many forms of offensive behavior. The following is a partial list: a. b. c. d. e. f. g. h. i. Unwanted sexual advances; Offering employment benefits in exchange for sexual favors; Making or threatening reprisals after a negative response to sexual advances; Visual conduct such as leering, making sexual gestures, or displaying sexually suggestive objects, pictures, cartoons, or posters; Verbal conduct such as making or using derogatory comments, epithets, slurs, sexually explicit jokes, or comments about any employee's body or dress; Verbal sexual advances or propositions; Verbal abuse of a sexual nature, graphic verbal commentary about an individual's body, sexually degrading words to describe an individual, or suggestive or obscene letters, notes, or invitations; Physical conduct such as touching, assault, or impeding or blocking movements; and Retaliation for reporting harassment or threatening to report harassment. It is unlawful for males to sexually harass females or other males, and for females to sexually harass males or other females. Sexual harassment on the job is unlawful whether it involves coworker harassment, Employer harassment, or harassment by persons doing business with or for the Company. 4. Other Types of Harassment Prohibited harassment on the basis of race, color, national origin, pregnancy, gender, ancestry, religion, physical or mental disability, veteran status, marital status, sexual orientation, possession of the sickle cell trait, religious creed, handicap, HIV-positive status, age, or any other protected basis, includes behavior similar to sexual harassment, such as: a. b. c. d. 5. Verbal conduct such as threats, epithets, derogatory comments, or slurs; Visual conduct such as derogatory posters, photographs, cartoons, drawings, or gestures; Physical conduct such as assault, unwanted touching, or blocking normal movement; and Retaliation for reporting harassment or threatening to report harassment. Complaint Procedure TeamStaff Rx's complaint procedure provides for an immediate, thorough, and objective investigation of any claim of unlawful or prohibited harassment, discrimination and retaliation appropriate disciplinary action against one found to have engaged in prohibited harassment, discrimination or retaliation and appropriate remedies for any victim of harassment. A claim of harassment may exist even if the employee has not lost a job or some economic benefit. If you believe you have been discriminated against or harassed on the job, or if you are aware of the harassment of others, you must provide a written or verbal complaint to the Company. Your complaint should be as detailed as possible, including the names of individual (s) involved, the names of any witnesses, direct quotations when language is relevant, and any documentary evidence (notes, pictures, cartoons, etc). 6. Liability for Harassment and Discrimination Any employee of TeamStaff Rx, whether a coworker or Manager, who is found to have engaged in prohibited harassment or discrimination is subject to disciplinary action, up to and including discharge from employment. Any employee who engages in prohibited discrimination and harassment, including any supervisor, who knew about the discrimination or harassment but took no action to stop it, may be held personally liable for monetary damages. C. PROHIBITED CONDUCT In order to assure orderly operations and provide the best possible work environment, Team Staff Rx expects employees to follow rules of conduct that will protect the interests and safety of personnel. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace, but the following are examples of infractions of rules of conduct that may result in disciplinary action, including suspension, demotion, or termination of employment: 8. February 2009 1. 2. 3. 4. 5. 6. 7. 8. 9. Falsification of employment records, employment information, or other records. Recording the work time of another employee, allowing any other employee to record your work time, or allowing falsification of any time worked, whether your own or another employee's. Theft or damage of any Company property or the property of any employee or customer. Removing or borrowing Company/Facility property without prior authorization. Unauthorized use of Company/Facility equipment, time, materials, or facilities. Possessing, distributing, selling, transferring, using, or having alcohol or illegal drugs. While in the workplace, being under the influence of alcohol or illegal drugs. Provoking or participating in a fight during working hours or on premises owned or occupied by the Company/Facility. Provoking or participating in horseplay or practical jokes on the Company's time or on premises owned or occupied by the Company/Facility. Possession of firearms or any other dangerous weapons, at any time, on premises owned or occupied by the Company/Facility. 10. Engaging in illegal conduct, which is detrimental to the reputation of the Company, whether or not related to job performance. 11. Causing, creating, or participating in a disruption of any kind during working hours or on premises owned or occupied by the Company/Facility. 12. Insubordination, including but not limited to failure or refusal to obey the orders or instructions of any Manager or member of management, the use of abusive or threatening language toward any Manager or member of management, or refusal to fully disclose information in the course of Company investigations. 13. Being disrespectful or using profane or abusive language at any time during working hours or while on premises owned or occupied by the Company/Facility. 14. Unreported absence of any scheduled workdays. 15. Failing to obtain permission from your immediate Supervisor to leave work for any reason during normal working hours. 16. Failing to observe work schedules, including rest and lunch periods. 17. Sleeping or malingering on the job. 18. Making or accepting improper personal telephone calls during working hours. 19. Working overtime without authorization or refusing to work assigned overtime. 20. Violating any safety, health, or security policy, rule, or procedure of the Company/Facility. 21. Committing a fraudulent act, dishonest act, breach of trust, or violating the duty of loyalty to the Company in any circumstances. 22. Failing to maintain confidential or proprietary information or Company trade secrets or engaging in direct competition with the Company. Although employment may be terminated by the Company at any time, without following any formal system of discipline or warning, the Company may exercise its discretion to utilize forms of discipline that are less severe than termination. Examples of less severe forms of discipline include verbal warnings, mandatory education or written warnings. D. CONDUCT AND EMPLOYMENT OUTSIDE WORK In general, the Company does not seek to interfere with employees' off-duty activities. However, the Company will not tolerate off-duty conduct that impacts negatively on the Company, either in terms of an employee's individual work performance or the business interests of the Company, including its reputation. Also, the Company prohibits outside employment (including self-employment) that conflicts with employment at TeamStaff Rx, impacts the employee's work performance or schedule, and/or affects the business interests of the Company. Employees must contact the Company and receive written approval prior to engaging in any outside employment. 9. February 2009 E. CONFIDENTIALITY Information about TeamStaff Rx, its’ employees, customers, suppliers, and/or vendors is to be kept confidential and divulged only to individuals within the Company with both a need to receive and authorization to receive the information. If in doubt as to whether information should be divulged, err in favor of not divulging information and discuss the situation with a member of management. Confidential information obtained during or through employment with the Company may not be used by any employee for the purpose of furthering current or future outside employment or activities or for obtaining personal gain or profit. This includes but is not limited to Facility contacts, training manuals, forms, contracts and this employee handbook. The Company reserves the right to avail itself of all legal or equitable remedies to prevent impermissible use of confidential information or to recover damages incurred as a result of the impermissible use of confidential information. Employees may be required to enter into written confidentiality agreements confirming their understanding of the Company’s and/or Facility’s confidentiality policies. XI. BENEFITS A. GENERAL BENEFITS Team Staff Rx employees are entitled the benefits as required by law such as Social Security, workers' compensation and state disability. Employees may obtain health, dental and vision insurance. Information regarding insurance is available under separate cover. B. WORKERS COMPENSATION All employees are entitled to Workers' Compensation benefits. Team Staff Rx pays for this job-injury insurance. If you cannot work due to a job-related injury or illness, Workers' Compensation insurance pays your medical bills and provides a portion of your income until you can return to work. The Company provides insurance to compensate for any illness or injury an employee might suffer in the course of work. If you are injured on assignment premises get medical attention at once. You must also report the details of the injury or illness to your Facility Supervisor immediately and the Company as soon as possible. You must complete a report for every injury, no matter how small, to keep the coverage in force and to receive any compensation to which you may be entitled. Employees returning to work after being absent due to a work-related injury are not guaranteed work. After a work related injury, assignment availability will determine if the employee will return to the assignment. Employees who do return to work must provide a doctor's clearance to the Company prior to scheduling and returning to work. C. HOLIDAYS TeamStaff Rx observes the holidays identified by the Facility where the staff is working at the time of the holiday. Holiday pay is based on worked hours and the rules of the individual facilities. D. TIME OFF TO VOTE Employees who are eligible to vote but do not have sufficient time outside of regular working hours to vote in a statewide/nationwide election, may request time off to vote. Most polling stations are open both before and after working hours, therefore the time off will be unpaid. Time off during business hours will be granted at the discretion of the Facility’s Supervisor. E. JURY DUTY The employee must inform their Supervisor as soon as possible after receiving a jury summons, so that arrangements can be made to accommodate their absence. Jury duty is not a paid benefit. 10. February 2009 F. TIME OFF FROM WORK IN CONNECTION WITH COURT CASES We recognize that an employee might be subpoenaed or otherwise required to serve as a witness in court cases or arbitrations related to the Company. If you must appear in such a proceeding, notify the Company at once. Payment of salary and related costs must be pre-approved by the Company. G. INVOLUNTARY TERMINATIONS While the decision to commence employment is consensual, the same is not always true when the time comes to end the employment relationship. The Company reserves the right to end the employment relationship at any time, with or without cause or notice. In the event your employment is terminated, you are required to return all property owned by the Company prior to your departure. Termination from an assignment will be reviewed by the Company’s Management staff for continued employment at TeamStaff Rx. XII. PROFESSIONAL LIABILITY INSURANCE As a Traveler, you will be covered by TeamStaff Rx’s professional liability insurance while on assignment. Please report all possible malpractice issues to your Recruiter and the Director of Nursing as soon as possible. TeamStaff Rx strongly recommends that you carry personal professional liability insurance also. TeamStaff Rx’s insurance will not cover humanitarian situations, which may arise when you are not at work. In the event a patient care incident occurs while on assignment for TeamStaff Rx, you are required to report this immediately by phone to the Director of Nursing and provide a written, objective summary of involvement in the event. The following are examples of situations, which must be reported: 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. Sudden or unexpected death Patient fall, regardless of type of injury Unanticipated neurological, sensory and/or systemic deficits, for example: permanent paralysis, brain damage, loss of sight, loss of hearing or sepsis. Witness to situations deemed potentially problematic Birth related injuries, either maternal or fetal Anesthesia related injuries Substantial disability, for example: amputation, disfigurements or fractures Severe wounds or internal injuries Medication errors Severe IV infiltrations or situations where complications from IV solutions may require treatment or extended hospitalization Any other situations, which you may deem reportable. XIII. POLICIES AND PROCEDURES Key Policies and Procedures (P&P’s) are included in this Handbook to assist staff while working at Facility clients. A complete manual of P&P’s is available at the Company office. Travelers are also advised to be aware and comply with individual Facility policies while on duty. In the event a Company P&P is in conflict with a Facility P&P, please contact a member of the Management staff at the Company for clarification. A. SENTINEL EVENTS Sentinel events, as defined by the Joint Commission (JC), are unexpected occurrences involving death or serious injury, or risk thereof. Serious injury means sensory, motor, physiologic, or intellectual impairment not previously present that requires continued treatment of life-style change. 1. Some examples of sentinel events include: a. b. c. d. Death resulting from a medication error or other treatment related error Surgery on the wrong patient or body part regardless of the magnitude of the operation Hemolytic transfusion reaction involving the administration of blood, or blood products having major group incompatibilities Infant abduction or discharge to the wrong family 11. February 2009 2. The goals of sentinel event reporting and investigations are: a. b. To have a positive impact in improving patient care Understanding the causes that underlie that event and making changes in the organization’s systems and processes to reduce the possibility of such an event in the future. A root cause analysis is a process for identifying the basic or casual factors that underlies variation in performance, including the occurrence or possible occurrence (“near miss”) of a sentinel event. To increase the general knowledge about sentinel events, their causes and strategies for prevention To maintain the confidence of the public in the accreditation process c. d. 3. Should a TeamStaff Rx employee be involved in a sentinel event or poor patient outcome, prompt reporting is critical to avoid denial of professional liability coverage and to provide all possible resources available. The Facility Manager must be notified first of a Sentinel Event, then the Company Director of Nursing or designee should be notified of the Sentinel Event or the investigation of events ASAP. a. b. c. d. Notify your Immediate Supervisor PROMPTLY if there is any claim by a patient or their representative for injury or negligence. Do not discuss the issues with them. Report any ADVERSE OUTCOMES i.e., unexpected or poor results, whether major or minor, temporary or permanent. Should an adverse outcome occur and you receive a request for information from the facility, attorneys, patients, etc., refer the requesting party to TeamStaff Rx Director of Nursing. Should anyone other than a TeamStaff Rx representative request that you discuss an adverse outcome or issue, explain that you have reported this event to the Company and have been encouraged not to discuss the matter. This includes requests by the Facility regarding any investigation or peer review. The best tool in sentinel reporting is thorough and accurate documentation. Document your activities including discussions with patients, differential diagnoses, examinations, treatment plans, etc., with specificity as soon as possible. Pay particular attention to noting accurate dates and times. e. B. HIPAA 1. HIPAA is the Health Insurance Portability and Accountability Act of 1996 and is a multifaceted piece of legislation covering three areas; insurance portability, fraud enforcement, and administrative simplification (reduction in healthcare costs). Two of the rules, privacy and security, have generated much discussion and debate in the health care community. The debate stems from the administrative, technical and policy changes that the rule requires health care organizations to make to protect their patient’s privacy and the confidentiality of protected health information (PHI). 2. Breaking HIPAA’s privacy or security rules can mean either a civil or criminal sanction. Civil penalties are fines up to $100 for each violation of a requirement per individual. An example given is looking up a coworker’s medical record to learn their birth date or reading a neighbor’s medical history out of curiosity. Under HIPAA these circumstances could earn an organization a civil penalty and fine. 3. Criminal penalties for “wrongful disclosure” can include not only large fines, but also jail time. The criminal penalties increase as the seriousness of the offense increases. As an example, selling patient information is more serious than accidental release. These penalties can be as high as fines of $250,000 or prison sentences of up to 10 years. a. b. c. Knowingly releasing patient information can result in a one-year jail sentence and $50,000 fine. Gaining access to health information under false pretenses can result in a five-year jail sentence and a $100,000 fine. Releasing patient information with harmful intent or selling the information can lead to a 10-year jail sentence and a $250,000 fine. 4. TeamStaff Rx and each Facility is committed to protecting patient privacy and confidentiality. When a clinical staff member fails to protect patient information and records by not following the Facility’s privacy policy, it can impact their license to practice. Each staff member should review the Facility’s privacy policy and understand its requirements. 5. The U.S. government has strengthened the laws protecting privacy and confidentiality in response to instances of private medical information being revealed. With the enactment of HIPAA, protecting the patients’ right to privacy and confidentiality became more than an ethical obligation of physicians and health care organizations, it became the law. It is important to note that HIPAA’s privacy regulation is not limited to health information maintained or transmitted electronically, but covers information written on paper or spoken. Essentially, individually identifiable information is anything that can be used to identify a patient. 12. February 2009 6. Health care workers must make a reasonable effort to disclose or use only the minimum necessary amount of protected health information they need to do their jobs. Before looking at patient information, staff should ask themselves, “Do I need to know this to do my job?” In the course of the health care worker doing his/her job, patients may speak about their condition. Remember that patient’s trust health care workers to keep what is said confidential. 7. These are some common sense methods for health care workers to protect patient privacy: a. b. c. d. e. f. g. h. i. j. k. l. Close patient room doors when discussing treatments and administering procedures. Close curtains and speak softly in semi-private rooms when discussing treatments and administering procedures. Avoid discussions about patients in elevators and cafeteria lines. Do not leave messages regarding patient conditions or test results on answering machines or with anyone other than the patient. Avoid paging patients using information that could reveal their health issues. When patient information is in your possession do not leave it unattended in an area where others can see it. When you are finished using paper information, return it to its appropriate location. When discarding paper patient information, make sure the information is shredded or locked in a secure bin to be destroyed later. Use screen savers to block patient information displayed on unattended computer monitors. Log off the computer system before you walk away. Point computer monitors so that visitors or people walking by cannot view the information. Do not let faxed patient information lie around a fax machine unattended. Immediately dispose of or file faxed information before others can see it. 8. There are exceptional cases in which providers are required to release patient information regardless of whether the patient agrees, and the law allows that. The following are circumstances in which an organization may release information: a. b. c. d. e. f. g. Certain communicable diseases must be reported to state health agencies. The Food and Drug Administration requires providers to report certain information about medical devices that break or malfunction. Some states require physicians and other caregivers who suspect child abuse or domestic violence to the police. Police have the right to request certain information about patients when conducting a criminal investigation. Certain courts have the right, in some cases, to order providers to release patient information. Providers must report cases of suspicious deaths or certain injuries, such as gunshot wounds. Providers report information about patients’ deaths to coroners and funeral directors. 9. HIPAA requires organizations to have detailed policies and procedures in place that dictate how employees can use patient information, when they can disclose it, and how they should dispose of it. It is the health care workers responsibility to request information and follow each Facility’s policies and procedures. No records should be released to any party without appropriate authorization. Any discussion of the patient’s care and/or clinical record without signed authorization may be a HIPAA violation. C. JOINT COMMISSION/OSHA All clinical staff are required to read the TeamStaff Rx’s Orientation Booklet and sign the acknowledgement form,. This booklet provides general guidelines required of Joint Commission (JC) and OSHA. HIPPA requirements are also presented. At the start of a new assignment each staff member should ask for Facility specific information regarding JC/OSHA/HIPPA regulations. General testing to meet requirements of JC/OSHA and TeamStaff Rx is required prior to the first assignment and annually thereafter. D. FLOATING 1. Floating is an expectation of the TeamStaff Rx employees and may be necessary to provide patient care. Floating is based on the clinical experience and competence of the staff. Team Staff Rx staff are expected to float to areas where they have demonstrated competencies. Floating to an area of less complexity is at times necessary to provide patient care. Examples are as follows: Critical Care nurses by training and experience are qualified to work less complex areas such as step down or telemetry. Telemetry nurses by training and experience are qualified to work less complex areas such as medical or surgical units. PICU nurses by training and experience are qualified to work less complex pediatric units. NICU nurses by training and experience are qualified to work less complex nursery units. Labor and Delivery nurses by training are qualified to work mother/baby units. 13. February 2009 2. At times nurses may be asked to accept patients in holding areas who have similar clinical needs to the TeamStaff Rx nurses’ competencies and experience. An example of this is a telemetry patient in the Emergency Room area who is admitted but waiting for a telemetry unit bed. There are some specialties such as Operating Room, Cath Lab, Endoscopy, Emergency Room, etc. where less complex or similar units are not available and a nurse in that case will not be expected to float except as a nurse to provide general assistance without a specific patient assignment. The first time a TeamStaff Rx nurse is floated to an area not previously worked at the Facility, the nurse should ask for a brief walk through for orientation to the new unit. The nurse should ask the Charge Nurse or Supervisor to give a brief description of the differences concerning the new unit and also ask if it possible to have a nurse assigned as a Resource Person for questions occurring during the shift. If the nurse is not qualified by training or experience to float to the requested area such as a Telemetry nurse to ICU, or a med/surg nurse to ER, the nurse should contact the Nursing Supervisor at the Facility and if unresolved, contact the TeamStaff Rx Director of Nursing or designee, either at the office or on-call prior to leaving the Facility. Refusal to float may be grounds for disciplinary action up and including termination. Also refusal may in some cases be grounds for reporting to the appropriate Board of Nursing. 3. XIV.GIFTS Gifts from Facilities could be considered a conflict of interest and must be carefully evaluated. The exception is gifts given to staff during events such as Hospital or Nurses Week events. All cash gifts (check or currency), no matter how small, are deemed inappropriate and will not be tolerated. Gift giving to those you work with at the Facility or Company should be done in a professional and appropriate manner with moderation in mind. Gifts should not exceed $25 in value. XV.TAX ADVANTAGE PROGRAM TeamStaff Rx participates in the Tax Advantage Program. Information concerning the program, including all forms, is available on the Team Staff Rx website under Forms. Tax free eligibility depends on your responses. It is the Travelers’ responsibility to determine eligibility for our Tax Advantage Program. XVI. TRAVEL HINTS The following are suggestions to help guide you through preparations for your travel assignment. Please contact your Recruiter to ask questions or to seek advice at any time during your trip and your assignment. Preparation can be a key to a successful assignment. Your Recruiter can be a great source of information regarding your hospital assignment and the new geographical area. Other helpful information includes: Housing: a. Many travelers ask, “What else do I need to bring? Here is a list of suggestions: TV and stand; VCR; Microwave; Vacuum cleaner Iron and Ironing board Alarm Clock Telephone and/or telephone answering system Linens, towels, bath mat, shower curtain, pillow, blankets Waste baskets Cooking and eating utensils and house wares Light bulbs, cleaning supplies, paper products b. Ask your housing coordinator what time you may check in to your housing and who is the contact person at the housing complex. Ask what hours that someone at the apartment complex will be available to provide you with your key and orient you to the housing complex. You may also ask if there are other Travelers at this housing complex. Many Travelers obtain renters insurance to protect their personal valuables. c. d. Moving: a. b. c. Remember to complete change of address cards with the post office. Cancel all utilities and telephone prior to leaving home. You may want to have a forwarding number placed on your home telephone. Notify your auto insurance of your new address. 14. Traveling Suggestions February 2009 a. b. c. It is best to have your route planned with maps or Internet information prior to leaving for your assignment. Having your vehicle checked prior to leaving for assignment may prevent unwanted problems on the road. Many travelers find it helpful to subscribe to a roadside service or carry an emergency roadside assistance kit when they travel. Designate a contact person who will be aware of your travel itinerary and provide this contact person’s information to your Recruiter. Packing Prepare a file with copies of important documents and keep this file readily accessible during your trip. You may want to leave originals with another person or at your permanent home. This file should include but not limited to nursing licenses, certifications, health documents, medical records and assignment information. Hospitals will usually require the Traveler to present originals of nursing license and certifications on the first day of the assignment. An overnight bag, packed with toiletries and other personal items for daily use should be packed last into your vehicle. Items of greater value such as VCR, Microwave, CD player should be covered and not visible through vehicle windows. Discuss the bed size with your housing coordinator to pack the correct size bedding. Usually a small supply of household items like toilet paper, light bulbs, a flashlight and bottled water may help with unexpected needs. Before packing clothing and outer wear obtain information regarding the climate during the time you will be at your new assignment. Uniforms or scrubs are usually discussed during the interview process but if unclear please contact your Recruiter to obtain that information. Arrival a. b. c. d. e. Telephone your Recruiter when you arrive at your new apartment to tell her/him that you have arrived safely. A trip to the hospital to become familiar with the route and parking prior to the first day can be very helpful. If you are driving to your assignment, use the internet or a comprehensive road atlas to familiarize yourself thoroughly with the route you will be traveling. Plan for roadside emergencies. Carry a roadside emergency kit, (flares, blanket, jumper cables, jack, snacks, water, credit card and cash). Choose a friend or a relative to act as your contact person. Alert this person of your day-to-day schedule, and provide frequent updates to them; give your Recruiter the contact’s name, phone number and email address to use in the event we are unable to reach you. Open a bank account that utilizes a national ATM service. Use Direct Deposit for your pay checks. f. Start of the Assignment a. b. Call your Recruiter after your first shift to touch base and let her/him know about your first day. If you are provided with a rental car while on assignment with you are required to provide us with proof of insurance or purchase coverage through the rental car agency at your own expense. You will be responsible for the insurance deductible and any incidentals while the vehicle is in your possession. If anything does happen to the rental vehicle, it is your responsibility to obtain a police report, contact the rental car agency and contact your Recruiter immediately for further instructions. In addition, cars should be returned on the designated return date unless a written extension has been authorized and signed for the vehicle to remain in your possession. 15. February 2009 ACKNOWLEDGMENT AND AGREEMENT This is to acknowledge that I have received a copy of the TeamStaff Rx ("the Company") Employee Handbook and understand that it sets forth the terms and conditions of my employment as well as the duties, responsibilities, and obligations of employment with TeamStaff Rx. I understand and agree that it is my responsibility to read the Employee Handbook, including the sections on HIPPA, and to abide by the rules, policies, and standards set forth in the Employee Handbook. I also acknowledge that my employment with TeamStaff Rx is not for a specified period of time and can be terminated at any time for any reason, with or without cause or notice, by me or by the Company. I acknowledge that information in this Employee Handbook and/or oral statements by representations regarding my employment can alter the foregoing. I also acknowledge that this policy of at-will employment may be revised, deleted or superseded only by a written employment agreement signed by the President that expressly revises, modifies, deletes, or supersedes the policy of at-will employment. I also acknowledge that, except for the policy of at-will employment, the Company reserves the right to revise, delete, and add to the provisions of this Employee Handbook. All such revisions, deletions, or additions must be in writing and must be signed by the Company. No oral statements or representations can change the provisions of this Employee Handbook. I also acknowledge that, except for the policy of at-will employment or a written employment agreement providing otherwise, terms and conditions of employment with the Company may be modified at the sole discretion of the Company with or without cause or notice at any time. No implied contract concerning any employment-related decision or term and condition of employment can be established by any other statement, conduct, policy, or practice. I understand that, unless my employment is covered by a written employment agreement providing otherwise, the foregoing agreement concerning my at-will employment status and the Company's right to determine and modify the terms and conditions of employment is the sole and entire agreement between me and Team Staff Rx for the duration of my employment, the circumstances under which my employment may be terminated, and the circumstances under which the terms and conditions of my employment may change. I further understand that, with the exception of written employment agreements signed by the Company; this agreement supersedes all prior agreements, understandings, and representations concerning my employment. ____________________________ Date __________________________________________ Employee Signature __________________________________________ Employee Name [printed] RETURN: TO BE PLACED IN EMPLOYEE'S PERSONNEL FILE ACKNOWLEDGMENT AND AGREEMENT This is to acknowledge that I have received a copy of the TeamStaff Rx ("the Company") Employee Handbook and understand that it sets forth the terms and conditions of my employment as well as the duties, responsibilities, and obligations of employment with TeamStaff Rx. I understand and agree that it is my responsibility to read the Employee Handbook, including the sections on HIPPA, and to abide by the rules, policies, and standards set forth in the Employee Handbook. I also acknowledge that my employment with TeamStaff Rx is not for a specified period of time and can be terminated at any time for any reason, with or without cause or notice, by me or by the Company. I acknowledge that information in this Employee Handbook and/or oral statements by representations regarding my employment can alter the foregoing. I also acknowledge that this policy of at-will employment may be revised, deleted or superseded only by a written employment agreement signed by the President that expressly revises, modifies, deletes, or supersedes the policy of at-will employment. I also acknowledge that, except for the policy of at-will employment, the Company reserves the right to revise, delete, and add to the provisions of this Employee Handbook. All such revisions, deletions, or additions must be in writing and must be signed by the Company. No oral statements or representations can change the provisions of this Employee Handbook. I also acknowledge that, except for the policy of at-will employment or a written employment agreement providing otherwise, terms and conditions of employment with the Company may be modified at the sole discretion of the Company with or without cause or notice at any time. No implied contract concerning any employment-related decision or term and condition of employment can be established by any other statement, conduct, policy, or practice. I understand that, unless my employment is covered by a written employment agreement providing otherwise, the foregoing agreement concerning my at-will employment status and the Company's right to determine and modify the terms and conditions of employment is the sole and entire agreement between me and TeamStaff Rx concerning the duration of my employment, the circumstances under which my employment may be terminated, and the circumstances under which the terms and conditions of my employment may change. I further understand that, with the exception of written employment agreements signed by the Company; this agreement supersedes all prior agreements, understandings, and representations concerning my employment. ____________________________ Date __________________________________________ Employee Signature __________________________________________ Employee Name [printed] EMPLOYEE'S COPY