2 Table of Contents Who We Are... 3 Philosophy... 4 Mission, Vision, Values... 5 MERIT Model... 5 Workplace Expectations... 6 Employment and Compensation Staff Rights and Responsibilities Safety, Security and Health Benefits Conclusion & Acknowledgement... 49
3 Mission Who We Are Our People By joining Mission, you have become part of a team of more than 6,200 men and women who provide lifesaving and healing care. Your teammates work in more than 100 departments and at many different locations in addition to the two hospital campuses. While our size makes it impossible for us all to know each other, you can be sure that you and every other staff member are important in carrying out our healing mission. Mission Health, based in Asheville, NC, is the state s sixth largest health system and the tertiary care regional referral center for Western North Carolina and the adjoining region. Mission Health includes: Blue Ridge Regional Hospital, which serves Mitchell and Yancey Counties; McDowell Hospital, which serves McDowell County; Mission Children s Hospital, providing specialty pediatric inpatient and outpatient care, Mission Healthcare Foundation, the sole philanthropic organization for Mission Hospital, Mission Hospital the main hospital in the system, and Mission Medical Associates, the physician and practice management arm of Mission Health System. Our Hospitals Mission Health has been repeatedly recognized for clinical and organizational excellence. Some of our recent achievements include: 2011: Named by Thomson Reuters as one of the 57 best-performing systems in the U.S. based on 285 organizations analyzed. The study measures health systems that apply process improvements that improve patient care and reduce costs. 2011: Mission Hospital has been named to The Community Value 100 list compiled by Cleverley & Associates. Mission, Blue Ridge Health System, and McDowell Hospital were also named as Cleverley & Associates "Community Value Five-Star Hospital for 2011," listing them within the top quintile (20%) of hospitals studied. The Community Value Index (CVI) is a study designed to identify hospitals that bring value to their community for being financially viable, is appropriately reinvesting back into the facility, maintains a low cost structure, and provides high quality patient care. 2009: National Quality Forum Recognition 2009 Mission recognized as a Best in Value Award Winner 2009: Mission is named a top performer by HQID in heart attack treatment and was rewarded for delivering high quality care in a total of five clinical
4 areas by the Centers for Medicare& Medicaid Services 2009: NOVA Award for Lighten Up 4 Life 2009: Mission named a member of NC Prevention Partner's Health Food Centers of Excellence 2009 Cleverley & Associates' Five Star Hospital List: Mission Hospital was ranked within the top 20% of hospitals in the U.S. 2009, 2008, 2007, 2006 and 2005: Mission honored as a Consumer Choice Award hospital 2009 Most Wired Hospital 2008 Most Wired Hospital and Most Wireless Hospital 2008: Mission Named Employer of the Year for North Carolina by Goodwill Industries. 2008: Mission named a Red Apple Hospital Philosophy We have a simple philosophy. We believe in our Core Values and do our best to provide a good work environment. To attain these goals, we strive to: Attract highly qualified men and women to be a part of our team - and to provide training and development opportunities to facilitate their success. Be fair and open in all dealings with our employees and to encourage free and open discussion when there are questions, suggestions or concerns. Provide competitive wages and benefits. Be a good employer, concerned with the well-being and achievement of all employees. Provide quality patient care and service to ensure our continued success. Each member of the Mission team should determine how he or she can assist in reaching these goals. When we all work together in a spirit of teamwork, we can strengthen relationships and secure the future we all desire. As the regional leader in advanced medical care, we take our responsibilities seriously. Our mission, vision and core values help guide us as we work to help and heal each patient in our care. Our Mission To improve the health of the people of Western North Carolina and the surrounding region. Serve people as a not-for-profit health system governed by a voluntary community board. Ensure sustainability through stewardship of the community's assets. Provide quality services in a compassionate and cost-effective manner. Collaborate in order to improve access across the entire continuum of care. Promote wellness and health to benefit the community.
5 Vision 2020 A regional diversified health system providing superior care and service to patients and their families through a full continuum of integrated services, education and research. Strategic Direction: "DEEDS" Develop people Excel in patient quality and safety Enhance operational and financial performance Develop the health system Strengthen key relationships MERIT Values Mercy Excellence Respect Integrity Trust/Teamwork MERIT At Mission, we strive to make every interaction with customers and staff members a positive one. In order to do this, employees must choose to have a positive attitude every day when they come to work. Live the value of Respect every day in every interaction. Smile! Make the best of difficult situations. Communicate openly with your co-workers. Embrace diversity. When working with patients, make sure you ask a follow-up question before leaving the room. This will help reduce call bells and increase patient satisfaction. Some examples of follow-up questions are: Is there anything else that you need? Would you like another blanket? Do you need some more water? Is there any way that I can make you more comfortable? Workplace Expectations Professional Image Recognizing that personal appearance and hygiene are conducive to the quality-driven, service-oriented business and values of Mission, a standard of professionalism is required of staff in the manner in which they dress as they perform their respective duties. Staff members are responsible for presenting a personal and professional appearance that demonstrates good grooming, hygiene, and safety. Professional Work Environment Our workplace creates a favorable impression on our patients, visitors and co-workers. Good manners contribute to patient satisfaction.
6 General Respect other people s work and workspace. Keep voices low, even in public areas. Discuss confidential information in private. Consistently listen attentively and ask questions for clarification. Keep your environment clean, orderly and safe. Pick up litter and dispose of it properly. Be mindful to take breaks, eat, drink and spend downtime only in designated areas. Telephone Etiquette All employees must learn how to operate the telephones in their work areas. Take care in identifying the caller s need. When transferring a call, first provide the caller with the correct number in case the call is lost. Answer calls promptly, generally within three rings. Answer calls by identifying your department and yourself, asking How may I help you? or the equivalent. Speak slowly and clearly. Safety Awareness Safety must be the responsibility of all Mission Health employees to ensure an accidentfree environment. Report and correct all safety hazards or accidents by calling the Corporate Safety Officer. Know and follow all the policies, procedures and compliance regulations related to safety issues. Demonstrate knowledge of correct actions in emergency situations. Maintain a safe and healthy work environment. Communication The goal of communication is understanding. We must be committed to listening attentively to our customers in order to fully understand their needs. Close attention should be given to both verbal and non-verbal messages. Our messages to customers should be delivered with courtesy, respect, clarity and care. We must avoid confusing our customers and speak in terms they can easily understand. Ensure that responses to phone calls, s, and other requests meet customer expectations with timeliness and quality of responses using MERIT. Avoid interrupting others while they are speaking. Customer Relations At Mission, we believe that we are here to serve our customers, patients, families, coworkers, physicians and vendors. Our customers most basic expectation is to be treated with courtesy and respect. We are committed to providing the highest quality of service and meeting customers needs with utmost care and courtesy.
7 Exercise self-control and show self-confidence when handling difficult situations. Use appropriate language and tone of voice. Rudeness is never acceptable. Respect diversity and make every attempt to satisfy the needs of a diverse customer population. (Refer to HR Policy 1.06, Promoting a Diverse Workforce) Working Relationships As Mission employees, we are linked to one another by a common purpose: serving our patients and our community. Our co-workers, therefore, are our teammates. They deserve our respect. Without their contributions, none of us could perform our jobs. Just as we rely on our fellow employees, they rely upon us. Each of us has obligations to our co-workers. Be a valued team player by showing respect to others and working with a wide range of people. Promote teamwork. Actively support and model the team concept to others. Look for opportunities to join others and include others. Consistently demonstrate MERIT values in all working relationships. Sense of Ownership Every Mission employee should feel a sense of ownership for his or her job. This means taking pride in what we do, feeling responsible for the outcomes of our efforts, and recognizing our work as a reflection of ourselves. Take pride in this organization as if you owned it. Be efficient in your use of resources (i.e. people, information, capital, time, etc.) Participate in opportunities to join with people, programs and projects throughout the organization. Follow all organization and department policies, including those regarding tardiness, breaks and attendance. Participate in positive problem solving. Be flexible in adapting to changing circumstances. Pitch in and even lead to meet the needs of the department. Corporate Compliance Mission Integrity Our Values at Work Mission recognizes that our employees are our greatest asset and the key to our continued success. Our high standards of business conduct require us to be truthful, ethical and fair in all that we do. Our MERIT behavioral standards include a section on Corporate Compliance and all employees are expected to be familiar with and practice these behaviors. Integrity is doing the right thing by being honest in our interactions with one another, our patients, and our business contacts. Integrity is doing the right thing by maintaining the security and confidentiality of patient information. Honor patients rights and provide all patients with a copy of their rights. Provide quality care.
8 Keep patient and employee information confidential (on a need to know basis). Provide medically necessary care to patients without regard to their ability to pay. Make clinical decisions without regard to financial issues. Abide by the letter and spirit of laws, rules and regulations, policies and procedures. Disclose accurate, appropriate information. Avoid conflicts of interest. Bill and code only for services actually provided. File only valid claims. Provide patients with freedom of choice when patients are referred to home health agencies, DME, LTC or rehabilitation providers. Do not accept cash gifts from patients or vendors. Do not use hospital resources for personal gain. Keep accurate records. Refuse bribes or kickbacks. Avoid unfair trade practices (pricing). Fill out reports accurately, including cost reports. Report time and attendance correctly. Do not use hospital funds for any political cause, party or candidate. Offer factual information or documented evidence to the general public in all marketing and advertising activities. Abide by anti-kickback, Stark Self-Referral or other similar federal or state statute or regulation. The Deficit Reduction Act (DRA) and the False Claim Act The Deficit Reduction Act (DRA) went into effect January 1, 2007 which requires that entities receiving $5 million in Medicaid reimbursement must have detailed, specific written policies established about the Federal and State False Claims Acts for their employees, contractors and agents. In addition, these entities must provide information about administrative remedies for false claims, any State laws pertaining to civil or criminal penalties for false claims, and, whistleblower protection under the law, with respect to preventing, detecting fraud, waste and abuse in Federal health care programs. As an employee of Mission, you are required to understand all policies and procedures including our Corporate Compliance Program Policy # and our False Claims Act Policy # Our Corporate Compliance Program policy provides guidance for detecting and preventing fraud, waste and abuse. Additional information about our corporate compliance program, Mission Integrity, is provided on our Mission on Demand intranet site. Use the keyword, Mission Integrity, in the search field to find out more about this program. To report a possible violation of rules, regulations, policies and procedures, or to inquire about a compliance related issue, contact the Compliance Officer at , send an to or call our toll-free number ETHICS1. Additional reporting options are available on the intranet. Again, you
9 may search Mission on Demand using the keyword, Mission Integrity. The False Claims Act (FCA) policy provides information about the Federal and State laws. The civil penalty for violating the False Claims Act can be between $5,500 and $11,000 per claim, plus up to three times the amount of the false claim. The government can exclude violators from participating in Medicare, Medicaid and other government programs. There is also a federal criminal enforcement scheme for intentional participation in the submission of a false claim. The FCA contains provisions that allow employees, competitors and third parties to bring suits on behalf of the government as qui tam relators. This is a legal term otherwise known as whistleblower suits. The relator or whistleblower can be entitled to anywhere between 10% to 25% of the final settlement. The FCA protects anyone who files a false claim lawsuit from being fired, demoted, threatened, or harassed by their employee for filing a suit. Consistent with the law, Mission Health, Inc. will not discharge, demote, suspend, threaten, harass, or in any manner discriminate against employees in making a report, or filing a qui tam whistleblower suit, under the False Claims Act. Mission Health, Inc. has adopted a non-retaliation policy that protects employees who make a report in good faith on issues that concern fraud, waste and abuse. Privacy and Security Information Access information on a need to know basis only to do your job. Concern for friends, family, neighbors, coworkers, yourself, etc., does not constitute a need to know. DO NOT access the following records online: your own medical record, your minor child s medical record, or the record of your spouse, mother, father, brother, friend, neighbor, co-worker, etc. Please contact the Health Information Management Department at to access the medical records listed above. Mission must follow all applicable state and federal laws when releasing medical records. Share information with members of the treatment team on a need-to-know basis only. To ensure that information is being accessed on a need to know basis only, ongoing audits of user access are being performed. These audits track various aspects of each user s access to protected health information (PHI) and the use of Mission computer systems. The results of the user access audits are reported to the user s Department Director for follow-up as needed. When in doubt, do not give out information. Once protected health information is released, it is next to impossible to get it back. Discuss patient information in private locations. You never know who is listening. Log off before you walk off from your computer. A world of information is available at your fingertips. Remember patient trust is essential to serving our patients healthcare needs. You are responsible for all accesses under your password. Double check fax numbers before pressing send. Do not or use the Internet to transmit patient information outside of Mission or to any non-mission entity.
10 Verify the identity of the person/caller before releasing confidential information. Never share your password for any reason. Your password is your signature. Do not write your password on your name badge, post it on your computer, or record it in any manner. Maintain the security of all patient information available on paper, electronically, orally or otherwise, by knowing the identity of anyone in your area accessing medical information, computers, etc. Our patients rely on us to have a safe environment for their confidential information. Dispose of confidential information in the appropriate bins. Print confidential information from computerized systems only when absolutely necessary. Review information online instead. Remember that you are responsible for all documents you print. Refer patients and family members to the Health Information Department for the following requests for: o copies of medical records o restrictions to the medical record, o amendments, o restrictions on the disclosure, o accounting of disclosures of the patient s medical record, and o confidential communication (sending the patient s record to a confidential place) *Refer to HR Policy 1.04, Confidentiality) Proprietary Information/Product Development Proprietary information and products developed while on the job are the property of Mission. Products developed outside the work environment on personal time are not property of Mission. Acceptance of Business Courtesies No cash gifts are to be accepted. Gifts of value under $50 may be accepted provided they are received during the course of an existing business relationship, are infrequent, and serve a useful business purpose. Any gift or business courtesy in excess of $50 requires supervisory approval. Vendor solicitations are to be forwarded to the Foundation. Suggestions Your suggestions for improving quality and efficiency of services are always welcome. Speak directly with your supervisor or refer to the MERIT Employee Suggestion Program on the Intranet.
11 Employment and Compensation Equal Employment Opportunity We recognize that the effective application of a policy of equal employment involves more than just a policy statement. Therefore, we provide equal employment opportunities based on individual merit, and encourage all persons who seek employment with us to strive for advancement on this basis. Reasonable accommodation is made for employees and applicants with disabilities. Mission is an Equal Opportunity Employer. This means that employment decisions are made on merit and business need and not on the basis of an individual s race, color, religion, sex, sexual orientation, national origin, age, disability, veteran status or any other protected status. Employment-At-Will Employment at Mission is at-will and either you or Mission may terminate the employment relationship at any time or for any reason. The at-will relationship remains in force regardless of any statement to the contrary made by hospital personnel. This Handbook does not represent contractual terms of employment. Stability of Employment We are committed to maintaining stable employment. However, when business conditions beyond our control necessitate a reduction in our work force, our intent is to retain the most competent and versatile employees so that quality services can continue. Some factors considered at a time of staff reduction may include: operational needs, employee performance, job skills, education and experience, corrective actions, unexcused absences, length of service and employment status. (Refer to HR Policy 4.10, Reduction in Force) Employment Classifications and Overtime Staff positions are classified and staff are compensated in accordance with the Fair Labor Standards Act (FLSA) and applicable wage and hour regulations. Overtime, at a rate of one and one-half times the regular rate of pay, is paid to non-exempt staff for all hours worked in excess of 40 in any workweek. Overtime is to be kept at a minimum and approved in advance. Staff may be required, as a condition of employment, to work overtime, take call, or adjust work hours as assigned. (Refer to HR Policy 3.03, Employment Classifications and Overtime) Full-time staff: Those budgeted to work hours per week, and eligible for all benefits offered. Part-time staff: Those budgeted to work between 20 and 34 hours per week and eligible on a prorated basis for all benefits offered.
12 Part-time, under 20 staff: Those budgeted to work less than 20 hours per week, and eligible for limited benefits, including workers compensation insurance and social security benefits. PRN staff: Those available to work on an as needed basis, and eligible for limited benefits, including worker s compensation insurance, social security benefits, and, in some areas, an hourly rate differential. Exempt staff Executive, administrative and professional employees who meet the tests for exemption prescribed by the Wage-Hour Division of the U.S. Department of Labor; these employees are paid on a salary basis and are not eligible for overtime pay. Employment of Relatives and Minors Friends and relatives of staff members may be considered for employment opportunities. Certain restrictions apply regarding employment of individuals who have an economic, social or family relationship with another staff member. (Refer to HR Policy 4.08) Mission complies with the rules and regulations of the Federal and North Carolina Department of Labor regarding the employment of minors. Union-Free Operation Mission has accepted the responsibility to provide good working conditions, competitive compensation, and good benefits. While staff rights are respected with regard to decisions on union representation, it is not necessary for any staff member to belong to a union in order to work at Mission. A working environment is provided that does not warrant third-party intervention in the employee-employer relationship. We feel strongly that the long-term interests of all of us are best served by maintaining this union-free environment. (Refer to HR Policy 5.11, Union-Free Operation) Qualification To qualify for employment, you must be at least 16 years of age, lawfully eligible to work in the United States and capable of performing the essential functions of your assigned work, with or without reasonable accommodations. Wage Withholding Agreement All employees are requested to sign the Wage Withholding Agreement authorizing Mission to withhold any money owed from the employee s last check. If the agreement is not signed, the employee cannot make purchases through payroll deduction. Health Assessment Job offers are conditional, pending post-offer pre-employment health assessments which are provided for all new employees. This is to avoid assigning someone to work that might aggravate an existing condition or create a safety concern. Annual TB screening is provided for high risk areas or at employee s request.
13 Reasonable accommodation related to a disability is considered for employees requesting accommodation to enable them to perform the essential functions of their jobs. The flu vaccine is required unless a medical or religious exemption is approved. Criminal/Other Background Investigations Consistent with the Fair Credit Reporting Act, candidates for employment are screened for background criminal charges and convictions as well as sanctions for Medicare/Medicaid fraud and other misconduct as required by law or regulations. Other background information may be obtained as appropriate for the position offered. HR may obtain background information at any time during employment. (Refer to HR Policy 4.02, Employment and Transfer, and Administrative policy , Screening for Sanctions) Orientation New employees attend General Orientation on their first day of employment. Employees rehired within one year of termination are not required to repeat Orientation but must complete any mandatory in-service missed in the preceding year. Department Orientation for new or transferred employees is initiated upon arrival in the assigned department. (Refer to HR Policy 4.05, Orientation for New Staff Members) Introductory Period Your first 90 days of employment are considered an introductory period. At any time during this period you may resign if you decide your employment does not meet your needs. Likewise, if your performance is unsatisfactory, you may be released. If you are released during the introductory period, you are not eligible to appeal the release. Upon satisfactory completion of your introductory period, you become a regular employee with service effective from the date of your initial employment. A regular employee is defined as one normally scheduled to work a specified number of hours per week for an indefinite period; regular employees include full-time, part-time, part-time under 20 and PRN staff. (Refer to HR Policy 4.07, Evaluations: 90-Day Introductory Period, Mid-Year Coaching and Annual Performance) Attendance Regular and punctual attendance is required of all employees. Prompt and regular attendance contributes directly to quality service and enhances productivity, efficiency and morale. If it is necessary to be absent from work, notify your supervisor or other designated person in advance of your scheduled shift. You are expected to attend workrelated meetings, including new employee orientation, department meetings and inservice education programs. More than five occurrences of unscheduled absence in the twelve month period
14 preceding the most recent absence is considered to be below standard. Tardiness is defined by department guidelines. (Refer to HR Policy 5.00, Attendance) Employment Records Your employment record contains important information concerning your work with Mission. To keep this information current, you must notify HR of any change of address, emergency contact, telephone number, marital status or change in dependents. Change forms are available in HR, outside cafeterias in both hospitals, and on-line through Employee Self-Service, Mission On Demand and MissionAndMe.com. If, during your employment, you are licensed, certified or receive any special training that enhances your qualifications, please notify your manager. Your employment record is confidential and release of information is only as outlined in policy HR 4.16 Employment Record Maintenance and Retention. Performance Management Your work performance is evaluated within 90 days of employment or transfer, at midyear, and annually, during the final quarter of each calendar year. The evaluation includes an assessment of MERIT behaviors, competency, work habits, goal achievement, and fulfillment of job requirements. You and your supervisor share the responsibility of ensuring that performance evaluations are completed on time. Employees who are placed on final warning anytime during the fiscal year are not eligible for a performance pay or market pay increase. With department and HR approval, an initial 90 day evaluation may be extended for up to 90 days due to unusual circumstances. Annual performance pay increases are generally given during the first quarter of each calendar year. Scores below a designated threshold do not warrant a performance pay increase. Failure to complete a compliance record, including education, health or other requirements, by the evaluation date is an indication that expectations have not been met and any salary increase may be forfeited. The amount of increase will vary based on the amount budgeted and the performance level of the incumbents in each department. (Refer to HR Policy 4.07, Evaluations: 90-Day Introductory Period, Mid- Year and Annual Performance) Outside Employment and Excessive Worked Hours While staff members are not expressly prohibited from outside employment, employment with Mission must take precedence over other occupational interests of staff members. Staff members may, when necessary, work hours in excess of their regular schedules if doing so does not jeopardize work quality or safety All self-employment or outside employment, whether for salary, wages, commissions, or otherwise, must be reported to each staff member s supervisor. If a potential exists for a conflict of interest, a Conflict of Interest statement is completed and forwarded to the
15 Corporate Compliance Officer. (Refer to HR Policy 4.15, Outside Employment and Excessive Worked Hours) Promotions and Transfers Job vacancies are filled from within whenever possible by means of promotion or transfer. Each job shall be filled with the best-qualified candidate available regardless of race, color, religion, sex, age, national origin, disability, veteran status or sexual orientation. Reasonable accommodations are made for employment of individuals with a disability pursuant to the American with Disabilities Act. Eligibility requirements for transfers between departments include 6 months in current job with no written or final warnings during the preceding year. Exceptions to the Transfer Policy must be approved by both directors, area Vice Presidents and the HR Director. (Refer to HR Policy 4.02, Employment and Transfer) Terminations and Exit Interviews For voluntary terminations, managers and directors are expected to provide a four week written notice prior to the last day worked. A two week written notice is required for all other staff. (Refer to HR Policy 4.18 Terminations and Exit Interviews). Paid Time Off (PTO) will or will not be paid, in accordance with HR Policy 2.04, PTO. All Mission property such as keys, identification badge, locks, uniforms, personal computing devices, cell phone, pager, etc., is to be turned in to the supervisor or HR by the last workday. With proper identification, departing employees receive final paychecks by direct deposit on the Thursday following the last pay period worked unless other arrangements have been made. Money owed to Mission, as authorized, will be withheld. (Refer to HR policy 4.18, Terminations and Exit Interviews. A sample letter of resignation is attached to the policy and available on the Intranet.) Rehire and Reinstatement Former staff members may be considered for re-employment if they were in good standing at the time of resignation. In general, staff members are not eligible for re-hire for a period of at least five years if there is record of poor performance, not giving appropriate notice, or involuntary termination. (Refer to HR Policy 4.04 Rehire/Reinstatement) Employee Number To assist you in guarding against identity theft, each employee is assigned an employee number when hired. You will use this number instead of your social security number for your timekeeping and all work related forms including payroll deduction forms and class registration. Benefit information, such as health plan and retirement plan, do require your social security number as identification. Do not share your employee number with anyone. If you forget your number, you may go to Mission on Demand (Mission s
16 Intranet), click on Lawson, select Employee Self-Service, then Personal Profile. Payroll Deductions You may use the convenient payroll deduction option for some purchases and hospital accounts. Staff members are eligible for optional deductions after the 90 day introductory period is completed. (You may payroll deduct $75 for uniforms during the first 90 days.) With the exception of approved deductions for the Computer Purchase Program, Staff Health visits, Fitness Center, United Way contributions, Medical Center Pharmacy prescriptions, and Mission Hospital bills, the total amount of outstanding optional deductions for regular full-time or part-time staff members is not to exceed $700 at anytime. The amount allowed for PRN staff members is $350. With your deduction authorization, any money still owed to Mission at the time of your termination is deducted in full from your final paycheck. If at any time you believe that an improper payroll deduction has been made, you should immediately contact your supervisor, HR, or the Payroll Coordinator. (Refer to HR policy 3.04, Payroll Deductions & Garnishments, and policy 3.03 Employment Classifications and Overtime) Garnishments and Tax Liens Mission cooperates with state and federal agencies on garnishments and tax liens against an employee s salary. Direct Deposit Your payroll check is directly deposited each payday Thursday with the financial institution of your choice. Notify HR immediately of any changes in your banking information to avoid a delayed deposit. You can receive your paycheck information earlier through EPay. EPay provides your pay stub information through your Mission instead of regular mail to your home address. You will receive your pay information on Monday of the pay week instead of Wednesday. To sign-up, login into Lawson Portal using Citrix Internet Explorer, click on Direct Deposit Mailer under the Hospital Employee Self-Service section and follow the instructions. Time Recording Non-exempt staff are required to accurately record time worked by using the time and attendance system. Your department timekeeper will explain how to clock in and out using designated telephones in your department. You should not clock in or begin work earlier than your scheduled hours without your supervisor s approval. Recording time for another employee is prohibited. (Refer to HR policy 3.02, Timekeeping) Meal Periods and Breaks A 30-minute meal break is automatically subtracted from time worked for non-exempt staff who work more than 4.5 hours in a shift. Non-exempt staff must clock out when
17 leaving the premises for meals or breaks. Time taken in excess of 30 minutes is deducted from paid time. As your workload permits, and with your supervisor s approval, you may be allowed two 15-minute breaks during a normal workday (8 hours or more). Breaks are not guaranteed. Break time may not be added to mealtime or saved until the end of the day in order to leave early, nor may two break periods be combined for one 30-minute break. Premium Pay Premium pay in the form of shift differential, call pay, holiday differential, weekend differential, RN longevity differential, PRN differential, preceptor pay, or crisis staffing pay may be available to selected staff in designated areas. Premium pay may vary by position or by department, based on department operating needs. (Refer to HR policy 3.01, Premium Pay) Daylight Savings Time Employees who work shifts affected by the daylight savings time changes are paid for the full scheduled shift during the time change in the Spring and paid for actual hours worked during the Fall time change. Jury Duty/Court Attendance Regular full-time and part-time staff members are excused from scheduled work with pay for the duration of jury duty or for court appearance related to employment by Mission. (Refer to HR policy 2.03, Jury Duty/Court Attendance) Recognized Holidays Recognized holidays when certain non-clinical departments may close or reduce services include: New Years Day, Memorial Day, Independence Day (July 4th), Labor Day (the first Monday in September), Thanksgiving Day, and Christmas Day. Generally, if New Years Day, Independence Day or Christmas falls on a Sunday, the holiday is observed on the following Monday; if one of these holidays falls on Saturday, the recognized holiday is on the preceding Friday. The day after Thanksgiving may also be identified as a recognized holiday at the discretion of the department director and appropriate vice president. Reduced staffing may be approved for other holidays if patient care is not affected. When departments are closed for holidays, non-exempt employees have the option of using PTO or taking time off without pay. Exempt employees must use available PTO. Pharmacy Purchases Purchases in the Medical Center Pharmacy and Mission Community Pharmacy may be payroll deducted by using your name badge. If enrolled in our Health Plan, some medications are available at reduced or zero co-pay. Gift Shop Purchases in either Gift Shop are discounted and may be payroll deducted. Your name
18 badge is required and some restrictions may apply. Computer Purchase Program After 12 months of employment, regular part-time and full-time employees may purchase a variety of computers and computer accessories interest free using payroll deduction. Contact HR for additional information. Banking Services/Credit Union Through our partnership with the United Services Credit Union and some local banks, staff members are provided significant discounts on banking services.
19 Staff Rights and Responsibilities Each staff member is valued as a critical human resource and is responsible for demonstrating value-oriented behaviors and compliance with all policies and procedures. You have a right to expect competent leadership and a supportive work environment. (Refer to HR policy 1.02, Staff Rights and Responsibilities) Leadership accepts a key role in establishing and maintaining a work climate that is safe, fair, respectful to all, supportive of career development and reflective of our core values. Leadership has a right to expect staff to consistently demonstrate valueoriented behaviors and to comply with policies and procedure. (Refer to HR policy 1.01, Leadership Rights and Responsibilities) Communications It is important to you as a Mission team member that you know and understand what is going on at our hospital. You will be informed about events and activities in several ways. Our communication plan includes bulletin boards, group meetings, the SCOPE employee newsletter, memos, MOD, MissionAndMe.com, and voice mail. Because communication is a two-way street, we also have regular surveys of our employees to find out how you think and feel about working at Mission and in your department. Please take the time to participate in these surveys. The answers are extremely important to our leaders in their effort to make Mission the employee of choice in western North Carolina. Your supervisor will encourage you to take the survey and give you the time you need to do so. Bulletin Boards Employee Bulletin Boards are located in all of our facilities. Be sure to check them frequently. They are used to post information of interest and importance to staff, including notices about your job rights, information about safety, special events, and updates on changes around Mission. Most departments also have their own bulletin boards with important information. Please do not put anything on bulletin boards without permission of the department which has them. Items for sale are published in the SCOPE employee newsletter. Personal Mail Personal mail or packages should not be sent to the work address. Mission s electronic mail ( ) system is provided to staff members and approved hospital affiliates for work-related communications. Occasional personal use is permitted. Personal use is generally defined as direct communication between two
20 individuals. Mission s system may NOT be used to originate or forward chain letters. A chain letter is defined as any non-work related message that asks, instructs, or requires that the message be forwarded to other users, regardless of the subject. If you receive a chain letter, report it to your supervisor and forward it to the Information Security Officer for investigation. containing patient information, social security numbers, or other confidential information must be encrypted before it is sent to any users outside of the Mission e- mail system. To encrypt an , just type the word Confidential anywhere in the subject line. Mission s system may NOT be used to subscribe to non-business related lists or newsletters, to send patient information, for personal gain or for anything that is illegal or otherwise prohibited by Mission policies. All information transmitted by Mission s system is considered hospital property and Mission reserves the right to audit and examine any message or attachment sent via hospital-provided systems. Further guidelines and restrictions for use are included in Administrative policies , Electronic Mail Usage. Internet All Mission employees are provided with passwords to access Mission s systems. Staff members may also be provided access to the Internet for work related purposes where such access is relevant to their essential job duties. Occasional personal use is permitted in most cases. Additional guidance and a detailed list of restrictions on Internet use are included in Administrative policies , Electronic Mail Usage and , Internet Use. Internet access is monitored and improper use of or the Internet system will result in corrective action. Use of Telephone and Paging System Public telephones located throughout our facilities are used for personal calls. Business telephones are restricted to business use. The Switchboard utilizes the paging system for hospital emergency use only. Visiting You should avoid visiting friends or family who are patients or residents during work time. Visits to other departments should be for work related reasons. Children in the Workplace Children are not to be in the workplace except in rare and unusual circumstances. Department Director or Senior Leadership approval is required. Any child in our
Scope: Organizationwide Page 1 of 9 I. Purpose The purpose of this policy is to provide direction to staff members to assist in carrying out daily activities within appropriate ethical and legal standards.
In the GE Community Fair Employment Practices (Policy 20.2) Issued: October 2000 Supersedes: April 1993 GE is committed to fair employment practices, including the prohibition against all forms of illegal
GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES Category P Required by Law I. GENERAL STATEMENT OF POLICY Objective The District
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