EMPLOYEE ACKNOWLEDGEMENT FORM For All Employees

Transcription

1 EMPLOYEE ACKNOWLEDGEMENT FORM For All Employees I acknowledge that I have received the revised Northwest Behavioral Healthcare Services Employee Handbook effective I understand that these policies supersede, modify, or eliminate existing policies that were in affect prior to I have entered into my employment relationship with Northwest Behavioral Healthcare Services voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or Northwest Behavioral Healthcare Services can terminate the relationship at will, with or without cause, at any time, so long as there is no violation of applicable federal or state law. I acknowledge that the Employee Handbook is neither a contract of employment nor a legal document. I acknowledge that future revisions to the handbook may occur, except to Northwest Behavioral Healthcare Services= policy of employment-at-will. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies. Only the Executive Director of Northwest Behavioral Healthcare Services has the ability to adopt any revisions to the policies in this handbook. Furthermore, I acknowledge receipt of Northwest Behavioral Healthcare Services= policies on Ethical Principles and Code of Conduct, and Ethical Conflicts and Job Expectations. I understand that it is my responsibility to read and comply with the information contained in this handbook and any revisions made to it. EMPLOYEE'S NAME (printed): EMPLOYEE'S SIGNATURE: DATE:

2 Table of Contents INTRODUCTION 020 Employee Welcome Message 040 Introductory Statement 060 Customer Relations EMPLOYMENT 101 Nature of Employment 102 Employee Relations 103 Equal Employment Opportunity 104 Business Ethics and Conduct 105 Hiring of Relatives/Personal Relationships in the Workplace 107 Immigration Law Compliance 108 Conflicts of Interest/Outside Employment 112 Non-Disclosure 114 Disability Accommodation 116 Job Posting EMPLOYMENT STATUS & RECORDS 201 Employment Categories 202 Access to Personnel Files 203 Employment Reference Checks 204 Personnel Data Changes 205 Introductory Period 208 Employment Applications 209 Performance Evaluation 210 Position Descriptions 211 Salary Administration EMPLOYEE BENEFIT PROGRAMS 301 Employee Benefits 302 Privacy Policy 305 Holidays 306 Workers' Compensation Insurance 307 Extended Illness Leave 309 Bereavement Leave 311 Jury Duty 312 Witness Duty 313 Benefits Continuation (COBRA) 315 Paid Time Off (PTO) 316 Health Insurance TIMEKEEPING/PAYROLL 401 Timekeeping-Time Clock 403 Paydays 405 Employment Termination 408 Pay Advances 409 Administrative Pay Corrections 410 Pay Deductions

3 WORK CONDITIONS & HOURS 501 Safety 502 Work Schedules 504 Use of Phone, Cell phone and Mail Systems 505 Smoking 507 Overtime 514 Visitors in the Workplace 516 Computers, Electronic Information, Electronic Communication, and Network Security 517 Computer, Electronic Communication, and Internet Usage 518 Blogs and Other Internet Postings 522 Workplace Violence Prevention LEAVES OF ABSENCE 601 Family and Medical Leaves of Absence 603 Personal Leave 605 Military Leave EMPLOYEE CONDUCT & DISCIPLINARY ACTION 701 Employee Conduct and Work Rules 702 Drug and Alcohol Use 703 Sexual and Other Unlawful Harassment 704 Attendance and Punctuality 710 Security Inspections 712 Solicitation 714 Drug Testing 716 Progressive Discipline 718 Problem Resolution 720 Dress Code and Casual Day 721 Workplace Etiquette MISCELLANEOUS 800 Life Threatening Illnesses in the Workplace 802 Recycling 804 Employee Commute Options ADDENDUM Ethical Conflicts and Job Expectations Ethical Principles and Code of Conduct

4 Welcome new employee! On behalf of your colleagues, I welcome you to Northwest Behavioral Healthcare Services and wish you every success here. We believe that each employee contributes directly to Northwest Behavioral Healthcare Services' growth and success, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should familiarize themselves with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with Northwest Behavioral Healthcare Services. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! Sincerely, Daniel Mahler Executive Director

5 INTRODUCTORY STATEMENT This handbook is designed to acquaint you with Northwest Behavioral Healthcare Services and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by Northwest Behavioral Healthcare Services to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As Northwest Behavioral Healthcare Services continues to grow, the need may arise and Northwest Behavioral Healthcare Services reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. The only exception to any changes is our employment-at-will policy permitting you or Northwest Behavioral Healthcare Services to end our relationship for any reason at any time. Employees will, of course, be notified of such changes to the handbook as they occur.

6 CUSTOMER RELATIONS Customers are among our organization=s most valuable assets. Every employee represents Northwest Behavioral Healthcare Services to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give customers. Northwest Behavioral Healthcare Services will provide customer relations and services training to all employees with extensive customer contact. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of Northwest Behavioral Healthcare Services. Positive customer relations not only enhance the public=s perception or image of Northwest Behavioral Healthcare Services, but also pay off in greater customer loyalty.

7 101 Nature of Employment Employment with Northwest Behavioral Healthcare Services is voluntarily entered into, and the employee is free to resign at will at any time, with or without cause. Similarly, Northwest Behavioral Healthcare Services may terminate the employment relationship at will at any time, with or without notice or cause, so long as there is no violation of applicable federal or state law. Policies set forth in this handbook are not intended to create a contract, nor are they to be construed to constitute contractual obligations of any kind or a contract of employment between Northwest Behavioral Healthcare Services and any of its employees. The provisions of the handbook have been developed at the discretion of management and, except for its policy of employment-at-will, may be amended or cancelled at any time, at Northwest Behavioral Healthcare Services' sole discretion. These provisions supersede all existing policies and practices and may not be amended or added to without the express written approval of the Executive Director of Northwest Behavioral Healthcare Services. 102 Employee Relations Northwest Behavioral Healthcare Services believes that the work conditions, wages, and benefits it offers to its employees are competitive with those offered by other employers in this area and in this industry. If employees have concerns about work conditions or compensation, they are strongly encouraged to voice these concerns openly and directly to their supervisors. Our experience has shown that when employees deal openly and directly with supervisors, the work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that Northwest Behavioral Healthcare Services amply demonstrates its commitment to employees by responding effectively to employee concerns. 103 Equal Employment Opportunity In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Northwest Behavioral Healthcare Services will be based on merit, qualifications, and abilities. Northwest Behavioral Healthcare Services does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law. Northwest Behavioral Healthcare Services will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training. Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor or the Human Resources Director. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.

8 104 Business Ethics and Conduct The successful business operation and reputation of Northwest Behavioral Healthcare Services is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity. The continued success of Northwest Behavioral Healthcare Services is dependent upon our customers' trust and we are dedicated to preserving that trust. Employees owe a duty to Northwest Behavioral Healthcare Services, its customers, and shareholders to act in a way that will merit the continued trust and confidence of the public. Northwest Behavioral Healthcare Services will comply with all applicable laws and regulations and expects its directors, officers, and employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct. In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your immediate supervisor and, if necessary, with the Human Resources Director for advice and consultation. Compliance with this policy of business ethics and conduct is the responsibility of every Northwest Behavioral Healthcare Services employee. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment. 105 Hiring of Relatives The employment of relatives in the same area of an organization may cause serious conflicts and problems with favoritism and employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside the work environment can be carried over into day-to-day working relationships. For purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. This policy applies to all employees without regard to the gender or sexual orientation of the individuals involved. Relatives of current employees may not occupy a position that will be working directly for or supervising their relative without the approval of the Executive Director. Northwest Behavioral Healthcare Services also reserves the right to take prompt action if an actual or potential conflict of interest arises involving relatives or individuals involved in a dating relationship who occupy positions at any level (higher or lower) in the same line of authority that may affect the review of employment decisions. If a relative relationship is established after employment between employees who are in a reporting situation described above, it is the responsibility and obligation of the supervisor involved in the relationship to disclose the existence of the relationship to management. The individuals concerned will be given the opportunity to decide who is to be transferred to another available position. If that decision is not made within 30 calendar days, management will decide who is to be transferred or, if necessary, terminated from employment.

9 In other cases where a conflict or the potential for conflict arises because of the relationship between employees, even if there is no line of authority or reporting involved, the employees may be separated by reassignment or terminated from employment. Employees in a close personal relationship should refrain from public workplace displays of affection or excessive personal conversation. 107 Immigration Law Compliance Northwest Behavioral Healthcare Services is committed to employing only United States citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin. In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with Northwest Behavioral Healthcare Services within the past three years, or if their previous I-9 is no longer retained or valid. Employees with questions or seeking more information on immigration law issues are encouraged to contact the Human Resources Director. Employees may raise questions or complaints about immigration law compliance without fear of reprisal. 108 Conflicts of Interest/Outside Employment Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes only the framework within which Northwest Behavioral Healthcare Services wishes the business to operate. The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation. Contact the Executive Director and/or Human Resources for more information or questions about conflicts of interest. An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of Northwest Behavioral Healthcare Services= business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. While it is not possible to describe every possible conflict of interest that could develop during the course of your employment with Northwest Behavioral Healthcare Services, some of the more common conflicts, from which you should refrain, include the following: Accepting or soliciting personal gifts or entertainment from actual or potential competitors, customers or suppliers; Working for an actual or potential competitor, customer or supplier; Engaging in self-employment in competition with Northwest Behavioral Healthcare Services; Using proprietary or confidential Northwest Behavioral Healthcare Services= information, or confidential or proprietary information received from a Northwest Behavioral Healthcare Services= customer or supplier, for personal gain or to the Northwest Behavioral Healthcare Services= detriment; Having a direct or indirect financial interest in, or relationship with, an actual or potential competitor, customer or supplier; Using Northwest Behavioral Healthcare Services= assets or labor for personal use; Committing Northwest Behavioral Healthcare Services to give its financial or other support or implied support to any outside activity or organization; Hiring, recommending or doing business with friends or relatives as employees or suppliers or customers without first disclosing the relationship to your Supervisor and/or to Human Resources.

10 Providing services to Northwest Behavioral Healthcare Services= clients and/or their families upon discharge from Northwest Behavioral Healthcare Services or anytime thereafter. The Executive Director must approve any exception to this in writing. If an employee or someone with whom an employee has a close relationship (a family member or close companion) has a financial or employment relationship with an actual or potential competitor, customer or supplier, the employee must disclose this fact in writing to the Executive Director and/or Human Resources. With notification to and approval in writing from the Executive Director, an employee may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with Northwest Behavioral Healthcare Services. All employees will be judged by the same performance standards and will be subject to Northwest Behavioral Healthcare Services' scheduling demands, regardless of any existing outside work requirements. In all instances, the interests of Northwest Behavioral Healthcare Services will be considered first. If Northwest Behavioral Healthcare Services determines that an employee's outside work interferes with performance or the ability to meet the requirements of Northwest Behavioral Healthcare Services as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with Northwest Behavioral Healthcare Services. As with all employment matters, the required disclosures will be kept confidential to the extent possible consistent with Northwest Behavioral Healthcare Services= business interests and the rights and interests of the employees involved. Outside employment will present a conflict of interest if it has an adverse impact on Northwest Behavioral Healthcare Services. Failure to obtain prior approval for outside employment or failure to disclose any conflicts will result in disciplinary action up to and including termination of employment. 112 Non-Disclosure The protection of confidential business information and trade secrets is vital to the interests and the success of Northwest Behavioral Healthcare Services. Such confidential information includes, but is not limited to, the following examples: compensation data computer processes computer programs and codes customer lists customer preferences financial information marketing strategies new materials research pending projects and proposals proprietary production processes research and development strategies technological data All employees may be required to sign a non-disclosure agreement as a condition of employment. Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, up to and including termination of employment and legal action, even if they do not actually benefit from the disclosed information.

11 114 Disability Accommodations Northwest Behavioral Healthcare Services is committed to complying fully with the Americans with Disabilities Act (ADA) and ensuring equal opportunity in employment for qualified persons with disabilities. All employment practices and activities are conducted on a non-discriminatory basis. Upon request, assistance may be provided in completing the applications. Pre-employment inquiries are made only regarding an applicant's ability to perform the duties of the position. Reasonable accommodation is available to all disabled employees, where their disability affects the performance of job functions. All employment decisions are based on the merits of the situation in accordance with defined criteria, not the disability of the individual. Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in compensation) as well as in job assignments, classifications, organizational structures, position descriptions, lines of progression, and seniority lists. Leave of all types will be available to all employees on an equal basis. Northwest Behavioral Healthcare Services is also committed to not discriminating against any qualified employees or applicants because they are related to or associated with a person with a disability. Northwest Behavioral Healthcare Services will follow any state or local law that provides individuals with disabilities greater protection than the ADA. This policy is neither exhaustive nor exclusive. Northwest Behavioral Healthcare Services is committed to taking all other actions necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and all other applicable federal, state, and local laws. 116 Job Posting and Employee Referrals Northwest Behavioral Healthcare Services provides employees an opportunity to indicate their interest in open positions and advance within the organization according to their skills and experience. In general, notices of all regular, full-time job openings are posted, although Northwest Behavioral Healthcare Services reserves its discretionary right to not post a particular opening. Job openings will be posted on the employee bulletin board and normally remain open for 7 days. Each job posting notice will include the dates of the posting period, job title, department, job summary, essential duties, and qualifications (required skills and abilities). To be eligible to apply for a posted job, employees must have performed competently for at least 180 calendar days in their current position. Employees who have a written warning on file, or are on probation or suspension are not eligible to apply for posted jobs. Eligible employees can only apply for those posted jobs for which they possess the required skills, competencies, and qualifications. To apply for an open position, employees should submit a letter of interest to the Human Resources Director listing job-related skills and accomplishments. It should also describe how their current experience with Northwest Behavioral Healthcare Services and prior work experience and/or education qualifies them for the position. Northwest Behavioral Healthcare Services recognizes the benefit of developmental experiences and encourages employees to talk with their supervisors about their career plans. Supervisors are encouraged to support employees' efforts to gain experience and advance within the organization. An applicant's supervisor may be contacted to verify performance, skills, and attendance. Any staffing limitations or other circumstances that might affect a prospective transfer may also be discussed.

12 Job posting is a way to inform employees of openings and to identify qualified and interested applicants who might not otherwise be known to the hiring manager. Other recruiting sources may also be used to fill open positions in the best interest of the organization. Northwest Behavioral Healthcare Services also encourages employees to identify friends or acquaintances who are interested in employment opportunities and refer qualified outside applicants for posted jobs. Employees should obtain permission from the individual before making a referral, share their knowledge of the organization, and not make commitments or oral promises of employment. An employee should submit the referral's resume and/or completed application form to the Human Resources Director for a posted job. If the referral is interviewed, the referring employee will be notified of the initial interview and the final selection decision. 201 Employment Categories It is the intent of Northwest Behavioral Healthcare Services to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. Accordingly, the right to terminate the employment relationship at will at any time is retained by both the employee and Northwest Behavioral Healthcare Services. Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and hour laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal and state laws. EXEMPT employees are excluded from specific provisions of federal and state wage and hour laws. An employee's EXEMPT or NONEXEMPT classification may be changed only upon written notification by Northwest Behavioral Healthcare Services management. In addition to the above categories, each employee will belong to one other employment category: REGULAR FULL-TIME NON-EXEMPT employees are those employees who are not in a temporary or introductory status and who are regularly scheduled to work Northwest Behavioral Healthcare Services' full-time schedule of at least 40 hours per week. These employees are paid on an hourly basis and are eligible for overtime in accordance with the Fair Labor Standards Act. Generally, they are eligible for Northwest Behavioral Healthcare Services' benefit package, subject to the terms, conditions, and limitations of each benefit program. Employees working a minimum of 36 hours per week are eligible to participate in the company s health care plan. REGULAR FULL-TIME EXEMPT employees are those employees who are not in a temporary or introductory status and who are regularly scheduled to work Northwest Behavioral Healthcare Services Healthcare Services= full-time schedule of at least 40 hours per week. These employees are paid on a salaried basis and are not eligible for overtime in accordance with the Fair Labor Standards Act. Generally, they are eligible for Northwest Behavioral Healthcare Services= benefit package, subject to the terms, conditions, and limitations of each benefit program. REGULAR PART-TIME employees are those who are not assigned to a temporary or introductory status and who are regularly scheduled to work at Northwest Behavioral Healthcare Services. While they do receive all legally mandated benefits (such as Social Security and workers' compensation insurance), they are ineligible for all of Northwest Behavioral Healthcare Services' other benefit programs, with the exception of holiday pay. Their hours are not to exceed 29 per week. INTRODUCTORY employees are those employees whose performance is being evaluated to determine whether further employment in a specific position or with Northwest Behavioral Healthcare Services is appropriate. Employees who satisfactorily complete the introductory period of ninety (90) days will be notified of their new employment classification.

13 TEMPORARY employees are those who are hired as interim replacements, to temporarily supplement the work force, or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status unless and until notified of a change. While temporary employees receive all legally mandated benefits (such as workers' compensation insurance and Social Security), they are ineligible for all of Northwest Behavioral Healthcare Services' other benefit programs. 202 Access to Personnel Files Northwest Behavioral Healthcare Services maintains a personnel file on each employee. The personnel file includes such information as the employee's job application, resume, records of training, documentation of performance appraisals and salary increases, and other employment records. Personnel files are the property of Northwest Behavioral Healthcare Services and access to the information they contain is restricted. Generally, only supervisors and management personnel of Northwest Behavioral Healthcare Services who have a legitimate reason to review information in a file are allowed to do so. Employees who wish to review their own file should contact the Human Resources Director. With reasonable advance notice, employees may review their own personnel files in Northwest Behavioral Healthcare Services' offices and in the presence of an individual appointed by Northwest Behavioral Healthcare Services to maintain the files. 203 Employment Reference Checks To ensure that individuals who join Northwest Behavioral Healthcare Services are well qualified and have a strong potential to be productive and successful, it is the policy of Northwest Behavioral Healthcare Services to check the employment references of all applicants. The Human Resources Office will respond in writing only to those reference check inquiries that are submitted in writing. Responses to such inquiries will confirm only dates of employment, wage rates, and position(s) held. 204 Personnel Data Changes It is the responsibility of each employee to promptly notify Northwest Behavioral Healthcare Services of any changes in personnel data. Personal mailing addresses, telephone numbers, number and names of dependents, individuals to be contacted in the event of an emergency, educational accomplishments, and other such status reports should be accurate and current at all times. If any personnel data has changed, notify the Human Resources Director. 205 Introductory Period The introductory period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. Northwest Behavioral Healthcare Services uses this period to evaluate employee capabilities, work habits, and overall performance. Either the employee or Northwest Behavioral Healthcare Services may end the employment relationship at will at any time during or after the introductory period, with or without cause or advance notice. All new and rehired employees work on an introductory basis for the first 90 calendar days after their date of hire. Any significant absence will automatically extend an introductory period by the length of the absence. If Northwest Behavioral Healthcare Services determines that the designated introductory period

14 does not allow sufficient time to thoroughly evaluate the employee's performance, the introductory period may be extended for a specified period. Upon satisfactory completion of the introductory period, employees enter the "regular" employment classification. During the introductory period, new employees are eligible for those benefits that are required by law, such as workers' compensation insurance and Social Security. They may also be eligible for other Northwest Behavioral Healthcare Services-provided benefits, subject to the terms and conditions of each benefits program. Employees should read the information for each specific benefits program for the details on eligibility requirements. 208 Employment Applications Northwest Behavioral Healthcare Services relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in the exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment. 209 Performance Evaluation Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. A formal written performance evaluation will be conducted at the end of an employee's initial period of hire, known as the introductory period. Additional formal performance evaluations are conducted to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals. Performance evaluations are scheduled approximately every 12 months, coinciding generally with the anniversary of the employee's original date of hire. The employee=s yearly performance evaluation date will change to a year from the date of an employee=s position change if the position change includes an increase in wages. If the employee takes a leave of absence, the due date of the performance evaluation will move forward by the length of the leave of absence. Northwest Behavioral Healthcare Services awards merit-based pay adjustments in an effort to recognize truly superior employee performance. The decision to award such an adjustment is dependent upon numerous factors, including the information documented by this formal performance evaluation process. 210 Position Descriptions Northwest Behavioral Healthcare Services makes every effort to create and maintain accurate job descriptions for all positions within the organization. Each description includes a position information section describing major and essential functions and supervisory responsibilities; prerequisites including education, certification, licensure and experience; abilities required including language skills and reasoning ability; physical demands; and a work environment section. 211 Salary Administration The salary administration program at Northwest Behavioral Healthcare Services was created to achieve consistent pay practices, comply with federal and state laws, mirror our commitment to Equal Employment Opportunity, and offer competitive salaries within our labor market. Because recruiting and retaining talented employees is critical to our success, Northwest Behavioral Healthcare Services is committed to paying its employees equitable wages that reflect the requirements and responsibilities of

15 their positions and are comparable to the pay received by similarly situated employees in other organizations in the area. Compensation for every position is determined by several factors, including the essential duties and responsibilities of the job, and salary survey data on pay practices of other employers. Northwest Behavioral Healthcare Services periodically reviews its salary administration program and restructures it as necessary. Merit-based pay adjustments may be awarded in conjunction with superior employee performance documented by the performance evaluation process. Employees should bring their pay-related questions or concerns to the attention of their immediate supervisors, who are responsible for the fair administration of departmental pay practices. The Human Resources Director is also available to answer specific questions about the salary administration program.

16 301 Employee Benefits Eligible employees at Northwest Behavioral Healthcare Services are provided a wide range of benefits. A number of the programs (such as Social Security, workers' compensation, state disability, and unemployment insurance) cover all employees in the manner prescribed by law. Benefits eligibility is dependent upon a variety of factors, including employee classification. Northwest Behavioral Healthcare Services= Director of Human Resources can identify the programs for which you are eligible. Details of many of these programs can be found elsewhere in the employee handbook. The following benefit programs are available to eligible employees: Benefit Conversion at Termination Bereavement Leave Dental Insurance Extended Illness Leave Family Leave Holidays Medical Insurance Medical Leave Military Leave Personal Leave Paid time off (PTO) Benefits Some benefit programs require contributions from the employee, while others are fully paid by Northwest Behavioral Healthcare Services. All benefits obtained through employment with Northwest Behavioral Healthcare Services are considered private information and is hence kept in a secure, confidential location. An employee authorization form with signature must be received prior to disclosure of any information covered under HIPAA regulations. 302 Privacy Policy Northwest Behavioral Healthcare Services, as your employer, will maintain the privacy of your individually identifiable protected health information. We want to be sure that you are aware of how we maintain the privacy of your health information. Northwest Behavioral Healthcare Services= employees must comply with these privacy practices to protect the confidentiality of health information. Employee access to health information is limited on a business need-to-know basis, such as to make benefit determinations, resolve claims issues, administer a health plan, or provide customer service. Northwest Behavioral Healthcare Services maintains physical, electronic, and process safeguards that restrict unauthorized access to your health information. Such safeguards include locked filed cabinets and controlled computer network systems.

17 Northwest Behavioral Healthcare Services is a health plan sponsor. By law, we must protect the privacy of your protected health information shared with health plans. The ways in which we are permitted to share protected information without your written authorization falls into these categories. Making benefit determinations. Administering a benefit plan. Providing customer service. Eligibility, enrollment and disenrollment. Healthcare operations, such as determining and making payments to healthcare providers, and review of claims activity to ensure correct payment. As specified by law, such as in emergency circumstances; identification of deceased or cause of death; judicial and administrative proceedings; law enforcement activities; public health or health oversight agencies; and activities related to national defense and security. To Business Associates who are Third Party Administrators. We share protected health information only with Business Associates who have agreed in writing to safeguard and protect the privacy of that information. Summary data that does not identify you. Written Authorization is Required Other protected health information not indicated above can be shared only with your written permission for us to do so. Any activity or purpose not listed above requires us to get your written authorization prior to using or sharing your health information. If you provide a written authorization, you have a right to revoke your authorization in writing at any time, except to the extent that Northwest has already relied on your written authorization. 305 Holidays Northwest Behavioral Healthcare Services will grant holiday time off to all full-time employees on the holidays listed below. New Year's Day (January 1) Memorial Day (last Monday in May) Independence Day (July 4) Labor Day (first Monday in September) Thanksgiving (fourth Thursday in November) Christmas (December 25) Floating Holiday The 1 floating holiday must be used within the current calendar year. To be eligible, employees must complete 180 calendar days of service in an eligible employment classification. Holiday pay will be calculated based on the employee's straight-time pay rate (as of the date of the holiday) times the number of hours the employee would otherwise have worked on that day. For all regular full-time employees, who are involved in the direct care of our clients, these holidays must be scheduled with the prior approval of the employee's supervisor. There is no guarantee that you will receive the actual holiday off. For all regular full-time employees, who are not involved with the direct care of our clients, time off for a recognized holiday that falls on a Saturday will be observed on the preceding Friday. A recognized holiday that falls on a Sunday will be observed on the following Monday. If any recognized holiday falls during an employee's paid absence (such as PTO), holiday pay will be provided instead of the paid time off benefit that would otherwise have applied.

18 If any non-exempt employee works on a recognized holiday, they will receive holiday pay at one and onehalf times their straight-time rate for the hours worked on the holiday. For all regular full-time employees who work on a holiday, they will also receive a compensating day off which will be taken within 30 days of the holiday. Paid time off for holidays will be excluded as hours worked for the purposes of determining whether overtime pay is owed. 306 Workers' Compensation Insurance Northwest Behavioral Healthcare Services provides a comprehensive workers' compensation insurance program at no cost to employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, workers' compensation insurance provides leave benefits after a short waiting period of 3 days or, if the employee is hospitalized, immediately. Employees have the option to use their PTO pay to supplement their first three days of unpaid leave during a workers compensation leave-of-absence. Employees who sustain work-related injuries or illnesses should inform their supervisor immediately. No matter how minor an on-the-job injury may appear, it is important that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible. Neither Northwest Behavioral Healthcare Services nor the insurance carrier will be liable for the payment of workers' compensation benefits for injuries that occur during an employee's voluntary participation in any off-duty recreational, social, or athletic activity sponsored by Northwest Behavioral Healthcare Services. 307 Extended Illness Leave Benefits Northwest Behavioral Healthcare Services, provides paid extended illness leave benefits to all eligible employees for periods of extended absence due to the employee=s own illnesses or injuries lasting longer than three days. Eligible employee classification(s): Regular full-time employees Eligible employees receive 9 days per year accrued Semi-Monthly at a rate of 3 hours beginning with the first day of employment in an eligible employment classification. Extended illness leave benefits are calculated on the basis of a "benefit year," the 12-month period that begins when the employee starts to earn extended illness leave benefits. In the event that available extended illness leave is not used by the end of the benefit year, employees may carry unused time forward to the next benefit year. However, the maximum number of hours allowed in the extended illness leave bank at any one time is 360 hours (45 days). If the employee's benefits reach this maximum, further accrual of extended illness leave benefits will be suspended until the employee has reduced the balance below the limit. Extended illness leave benefits are to be used in the event of absence due to the employee=s own injury or illness lasting longer than three working days. In the event of such an absence, the accrued hours of extended absence leave may be accessed after three continuous missed workdays. A doctor=s note is required to use any extended illness leave benefits. Employees can request use of extended illness leave after completing a waiting period of 180 calendar days from the date they become eligible to accrue extended illness leave benefits. Paid extended illness leave can be used in minimum increments of one day. Extended illness leave benefits will be calculated based on the employee's base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials.

19 Extended illness leave benefits are intended solely to provide income protection in the event of illness or injury, and may not be used for any other absence. Unused extended illness leave benefits will not be paid to employees while they are employed or upon termination of employment. 309 Bereavement Leave Employees who wish to take time off due to the death of an immediate family member should notify their supervisor immediately. Up to 3 days of paid bereavement leave will be provided to eligible employees in the following classification(s): Regular full-time employees Bereavement pay is calculated based on the base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials. Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements. Employees may, with their supervisors' approval, use any available paid leave for additional time off as necessary. Northwest Behavioral Healthcare Services defines "immediate family" as the employee's spouse, parent, child, sibling; the employee's spouse's parent, child, or sibling; the employee's child's spouse; employee=s grandparents or grandchildren. 311 Jury Duty Northwest Behavioral Healthcare Services encourages employees to fulfill their civic responsibilities by serving jury duty when required. Employees may request unpaid jury duty leave and/or use PTO available hours for the length of absence. If desired, employees may use any available paid time off (for example, PTO benefits). Employees must show the jury duty summons to their supervisor as soon as possible so that the supervisor may make arrangements to accommodate their absence. Of course, employees are expected to report for work whenever the court schedule permits. Either Northwest Behavioral Healthcare Services or the employee may request an excuse from jury duty if, in Northwest Behavioral Healthcare Services= judgment, the employee's absence would create serious operational difficulties. Northwest Behavioral Healthcare Services will continue to provide health insurance benefits for the full term of the jury duty absence. Paid-time-off, extended illness leave, and holiday benefits will continue to accrue during unpaid jury duty leave. 312 Witness Duty Northwest Behavioral Healthcare Services encourages employees to appear in court for witness duty when subpoenaed to do so.

20 If employees have been subpoenaed or otherwise requested to testify as witnesses by Northwest Behavioral Healthcare Services, they will receive paid time off for the entire period of witness duty. Employees will be granted unpaid time off to appear in court as a witness when requested by a party other than Northwest Behavioral Healthcare Services. Employees are free to use any available paid leave benefit (such as PTO leave) to receive compensation for the period of this absence. The subpoena should be shown to the employee's supervisor immediately after it is received so that operating requirements can be adjusted, where necessary, to accommodate the employee's absence. The employee is expected to report for work whenever the court schedule permits. 313 Benefits Continuation (COBRA) The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under Northwest Behavioral Healthcare Services' health plan when a "qualifying event" would normally result in the loss of eligibility. Some common qualifying events are resignation, termination of employment, or death of an employee; a reduction in an employee's hours or a leave of absence; an employee's divorce or legal separation; and a dependent child no longer meeting eligibility requirements. Under COBRA, the employee or beneficiary pays the full cost of coverage at Northwest Behavioral Healthcare Services' group rates plus an administration fee. Northwest Behavioral Healthcare Services provides each eligible employee with a written notice describing rights granted under COBRA when the employee becomes eligible for coverage under Northwest Behavioral Healthcare Services' health insurance plan. The notice contains important information about the employee's rights and obligations. 315 Paid Time Off (PTO) Paid Time Off (PTO) is an all-purpose time-off policy for eligible employees to use for vacation, illness or injury, and personal business. It combines traditional vacation and extended illness leave plans into one flexible, paid time-off policy. Employees in the following employment classification(s) are eligible to earn and use PTO as described in this policy: Regular full-time non-exempt employees Regular full-time exempt employees Once employees enter an eligible employment classification, they begin to earn PTO according to the schedule below. However, before PTO can be used, a waiting period of 90 calendar days must be completed. After that time, employees can request use of earned PTO that accrued during the waiting period. The length of eligible service is calculated on the basis of a "benefit year." This is the 12-month period that begins when the employee starts to earn PTO. An employee's benefit year may be extended for any significant leave of absence except military leave of absence. Military leave has no effect on this calculation. (See individual leave of absence policies for more information.) The amount of PTO employees receive each year increases with the length of their employment as shown in the following schedule: REGULAR FULL-TIME NON-EXEMPT EMPLOYEES At employment, regular full-time non-exempt employees earn up to 10 PTO days (80 hours) each year accrued Semi-Monthly at the rate of 3.34 hours. After 5 years of eligible service the employee earns up to 15 PTO days (120 hours) each year, accrued Semi-Monthly at the rate of 5 hours.

21 PTO can be used in minimum increments of one hour. For regular full-time employees, in the event that available PTO is not used by the end of the benefit year, employees may carry unused time forward to the next benefit year. However, the maximum number of hours allowed in the PTO bank at any one time is as follows: Upon initial employment through the fifth year, the maximum number of hours allowed in the PTO bank at any one time is 120 hours. After 5 years of eligible service, the maximum number of hours allowed in the PTO bank at any one time is 180 hours. Should an employee=s PTO accrual bank reach the maximum, PTO will cease accruing. REGULAR FULL-TIME EXEMPT EMPLOYEES At employment, regular full-time exempt employees earn up to 15 PTO days (120 hours) each year accrued Semi-Monthly at the rate of 5 hours. After 5 years of eligible service the employee earns up to 20 PTO days (160 hours) each year, accrued Semi-Monthly at the rate of 6.67 hours. For regular full-time exempt employees, in the event that available PTO is not used by the end of the benefit year, employees may carry unused time forward to the next benefit year. However, the maximum number of hours allowed in the PTO bank at any one time is as follows: Upon initial employment through the fifth year, the maximum number of hours allowed in the PTO bank at any one time is 180 hours. After 5 years of eligible service, the maximum number of hours allowed in the PTO bank at any one time is 240 hours. Should an employee=s PTO accrual bank reach the maximum, PTO will cease accruing. Employees who have an unexpected need to be absent from work should notify their direct supervisor before the scheduled start of their workday, at least 4 hours in advance if possible. The direct supervisor must also be contacted on each additional day of unexpected absence. To schedule planned PTO, employees should request advance approval from their supervisors, prior to the 15 th of the month previous to the month of the time off request. Requests will be reviewed based on a number of factors, including business needs and staffing requirements. PTO time is considered a benefit of eligible employees and should not be considered earnings unless paid out. PTO is paid at the employee's base pay rate at the time of absence. It does not include overtime or any special forms of compensation such as incentives, commissions, bonuses, or shift differentials. Employees who voluntarily resign are paid their PTO balance through their last pay date assuming appropriate termination notice has been received (see Policy 405 Termination of Employment). Employees who fail to provide appropriate notice prior to their termination date will not be eligible to either use or receive accrued PTO time. In all cases, if Northwest Behavioral Healthcare Services terminates employment, forfeiture of unused PTO time will result.

22 316 Health Insurance Northwest Behavioral Healthcare Services= health insurance plan provides employees and their dependents access to medical and dental care insurance benefits. Employees in the following employment classifications are eligible to participate in the health insurance plan: Regular full-time employees Employees may begin participation in the plan on the first of the month following 30 days from date of hire or promotion into an eligible job classification. Eligible employees may participate in the health insurance plan subject to all terms and conditions of the agreement between Northwest Behavioral Healthcare Services and the insurance carrier. A change in employment classification that would result in loss of eligibility to participate in the health insurance plan may qualify an employee for benefits continuation under the Consolidated Omnibus Budget Reconciliation Act (COBRA). Refer to the Benefits Continuation (COBRA) policy for more information. Details of the health insurance plan are described in the Summary Plan Description (SPD). An SPD and information on cost of coverage will be provided in advance of enrollment to eligible employees. Contact the Human Resources Director for more information about health insurance benefits. 401 Timekeeping-Time Clock Accurately recording time worked is the responsibility of every non-exempt employee. Federal and state laws require Northwest Behavioral Healthcare Services to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties. Non-exempt employees should accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period through utilization of the time clock. They should also record the beginning and ending time of any split shift or departure from work for personal reasons. Overtime work must always be approved before it is performed. Altering, falsifying, tampering with time records, or recording time on another employee's time record may result in disciplinary action, up to and including termination of employment. Time clock management is the responsibility of the employee. Non-exempt employees should report to work no more than 10 minutes prior to their scheduled starting time nor stay more than 10 minutes after their scheduled stop time without expressed, prior authorization from their supervisor. Northwest Behavioral Healthcare Services= workweek is defined as Monday (12:00 a.m.) to Sunday (11:59 p.m.). 403 Paydays All employees are paid Semi-Monthly on the 5 th and 20 th of each month. Each paycheck will include earnings for all work performed through the end of the previous payroll period.

23 In the event that a regularly scheduled payday falls on a holiday, employees will receive pay on the weekday following the holiday. In the event that a regularly scheduled payday falls on a Saturday, employees will receive pay on the prior Friday. If the regularly scheduled payday falls on a Sunday, employees will receive pay on the following Monday. Employees may have pay directly deposited into their bank accounts if they provide advance written authorization to Northwest Behavioral Healthcare Services. Employees will receive an itemized statement of wages when Northwest Behavioral Healthcare Services makes direct deposits. 405 Employment Termination Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are examples of some of the most common circumstances under which employment is terminated: Resignation - voluntary employment termination initiated by an employee. Discharge - involuntary employment termination initiated by the organization. Retirement - voluntary employment termination initiated by the employee meeting age, length of service, and any other criteria for retirement from the organization. Since employment with Northwest Behavioral Healthcare Services is based on mutual consent, both the employee and Northwest Behavioral Healthcare Services have the right to terminate employment at will, with or without cause, at any time. Employees will receive their final pay in accordance with applicable state law. Non-Exempt Employees wishing to terminate their employment relationship with Northwest Behavioral Healthcare Services are required to notify the company at least two weeks in advance of the intended termination. Exempt Employees are required to notify the company at least thirty (30) days in advance of the intended termination. In no circumstance will the employee=s notice time period include any PTO time. This required notice will allow Northwest Behavioral Healthcare Services to manage a smooth transition of responsibilities. Such notice should be given in writing to your manager. Proper notice generally allows Northwest Behavioral Healthcare Services sufficient time to calculate monies to which you may be entitled and to include such monies in your final paycheck. Without proper notice, however, you may have to wait until the end of the next normal pay period to receive such payments, in accordance with state law. Terminating employees are paid their Paid Time Office (PTO) balance through their last pay date per Northwest Behavioral Healthcare Services= PTO Policy, assuming appropriate termination notice has been received. Non-Exempt employees who have given notice must work at least two full weeks before their termination date in order to be eligible to receive accrued but unused, PTO time. Exempt employees who have given notice must work at least 30 days before their termination date in order to be eligible to receive accrued but unused, PTO time. An employee=s termination date will be the last day that he/she reports to work at Northwest Behavioral Healthcare Services. In no event will an employee=s last day of work (termination date) fall on a company holiday, or during any PTO time period. Employee benefits will be affected by employment termination in the following manner. All accrued, vested benefits that are due and payable at termination will be paid according to company rules. Some benefits may be continued at the employee's expense if the employee so chooses. The employee will be notified in writing of the benefits that may be continued and of the terms, conditions, and limitations of such continuance.

24 408 Pay Advances Northwest Behavioral Healthcare Services does not provide pay advances on unearned wages to employees. 409 Administrative Pay Corrections Northwest Behavioral Healthcare Services takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday. In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of the Human Resources Director so that corrections can be made as quickly as possible. 410 Pay Deductions The law requires that Northwest Behavioral Healthcare Services make certain deductions from every employee's compensation. Among these are applicable federal, state, and local income taxes. Northwest Behavioral Healthcare Services also must deduct Social Security taxes on each employee's earnings up to a specified limit that is called the Social Security "wage base." Northwest Behavioral Healthcare Services matches the amount of Social Security taxes paid by each employee. Northwest Behavioral Healthcare Services offers programs and benefits beyond those required by law. Eligible employees may voluntarily authorize deductions from their paychecks to cover the costs of participation in these programs. If you have questions concerning why deductions were made from your paycheck or how they were calculated, your supervisor can assist in having your questions answered. 501 Safety To assist in providing a safe and healthful work environment for employees, customers, and visitors, Northwest Behavioral Healthcare Services has established a workplace safety program. This program is a top priority for Northwest Behavioral Healthcare Services which has responsibility for implementing, administering, monitoring, and evaluating the safety program. Its success depends on the alertness and personal commitment of all. Northwest Behavioral Healthcare Services provides information to employees about workplace safety and health issues through regular internal communication channels such as supervisor-employee meetings, bulletin board postings, memos, or other written communications. Some of the best safety improvement ideas come from employees. Those with ideas, concerns, or suggestions for improved safety in the workplace are encouraged to raise them with their supervisor, or with another supervisor or manager, or bring them to the attention of the Human Resources Office. Reports and concerns about workplace safety issues may be made anonymously if the employee wishes. All reports can be made without fear of reprisal. Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition to the appropriate supervisor or Human Resources Representative. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination of employment.

25 In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify the Human Resources Office or the appropriate supervisor. Such reports are necessary to comply with laws and initiate insurance and workers' compensation benefits procedures. 502 Work Schedules Work schedules for employees vary throughout our organization. Supervisors will advise employees of their individual work schedules. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week. Employees are not permitted to trade scheduled shifts except in cases of medical or family emergencies and only with prior notification to Supervisor. 504 Use of Phone, Cell phone and Mail Systems Personal use of the telephone for long-distance and toll calls are not permitted. Employees should practice discretion when making local personal calls and may be required to reimburse Northwest Behavioral Healthcare Services for any charges resulting from their personal use of the telephone. Personal calls must be made during authorized break periods. The frequency and duration of personal calls should be kept to a minimum. Personal cell phones are not allowed on the unit but may be used during your personal break time in designated areas or outside. The use of Northwest Behavioral Healthcare Services-paid postage for personal correspondence is not permitted. To ensure effective telephone communications, employees should always use the approved greeting and speak in a courteous and professional manner. Please confirm information received from the caller, and hang up only after the caller has done so. 505 Smoking In keeping with Northwest Behavioral Healthcare Services' intent to provide a safe and healthful work environment, smoking is prohibited throughout the workplace. This policy applies equally to all employees, customers, and visitors. 507 Overtime When operating requirements or other needs cannot be met during regular working hours, employees will be given the opportunity to volunteer for overtime work assignments. All overtime work must receive the supervisor's prior authorization. Overtime assignments will be distributed as equitably as practical to all employees qualified to perform the required work. Overtime compensation is paid to all nonexempt employees in accordance with federal and state wage and hour restrictions. Overtime pay is based on actual hours worked and is applicable after 40 hours per week. Time off on extended illness leave, PTO leave, or any leave of absence will not be considered hours worked for purposes of performing overtime calculations. Employees who work overtime without receiving prior authorization from the supervisor may be subject to disciplinary action, up to and including possible termination of employment.

26 514 Visitors in the Workplace To provide for the safety and security of employees and the facilities at Northwest Behavioral Healthcare Services, only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps maintain safety standards, protects against theft, ensures security of equipment, protects confidential information, safeguards employee welfare, and avoids potential distractions and disturbances. Because of safety and security reasons, family and friends of employees are discouraged from visiting. In cases of emergency, employees will be called to meet any visitor outside their work area. All visitors should enter Northwest Behavioral Healthcare Services at the main entrance. Authorized visitors will receive directions or be escorted to their destination. Employees are responsible for the conduct and safety of their visitors. If an unauthorized individual is observed on Northwest Behavioral Healthcare Services= premises, employees should immediately notify their supervisor or, if necessary, direct the individual to the main entrance. 516 Computers, Electronic Information, Electronic Communication, and Network Security Computers, computer files, internet access, the system, and software furnished to employees are Northwest Behavioral Healthcare Services property intended for business use. Effective security is a team effort involving the participation and support of every employee and affiliate who deals with Northwest Behavioral Healthcare Services information and/or information systems. It is the responsibility of every computer user to know these guidelines and to conduct their activities accordingly. Employees should take all necessary steps to prevent unauthorized access to confidential information. Employees should not use a password, access a file, or retrieve any stored communication without authorization. Computer, internet, and usage may be monitored to ensure compliance with this policy. Northwest Behavioral Healthcare Services recommends encrypting any information that users consider sensitive, vulnerable, or highly confidential. Authorized users are responsible for the security of their passwords and accounts. System and user level passwords should be changed at least every 90 days. Revealing a network passphrase or an employee s account password to others or allowing the use of an employee s account by others is prohibited. This includes family and other household members when work is being done at home. All work-related PCs, laptops, and workstations should be secured with a password-protected screensaver with the automatic activation feature set at 15 minutes or less, or by logging off when the computer will be unattended. Because information contained on portable computers or media storage devices is especially vulnerable, extra care should be exercised. Laptops should be protected with at least two locks, preferably three. Laptops should be physically locked/secured from the access of those who do not have the need to know, should be electronically locked/protected with a unique user name and password to Login, should have a password-protected screensaver as noted above, and should have confidential patient information encrypted. Moreover, laptops should also be utilizing active, up-to-date, personal firewall software. Computers (whether owned by the employee or Northwest Behavioral Healthcare Services), that are used by an employee and are connected to our internet/intranet/extranet, shall be continually executing approved virus-scanning software with a current virus database.

27 Internet users should take the necessary anti-virus precautions before downloading or copying any file from the internet. All downloaded files are to be checked for viruses and malware; all compressed files are to be checked before and after decompression. Malicious programs/scripts/commands are not to be introduced into the network or server (e.g., viruses, worms, Trojan horse code, bombs, etc.). Employees must not open attachments received from unknown senders. Users are not to engage in network disruption, including but not limited to, network sniffing, pinged floods, packet spoofing, denial of service, and forged routing information for malicious purposes. Unless authorized by Northwest Behavioral Healthcare Services, the use of any recording device such as, but not limited to, digital cameras, video cameras, and cell phone cameras are prohibited within the premises (both interior and exterior) of the company s property. 517 Computer, Electronic Communication, and Internet Usage Computers, the system, and internet access to global electronic information resources on the World Wide Web is provided by Northwest Behavioral Healthcare Services for business purposes only. The following guidelines have been established to help ensure responsible and productive usage. While Internet usage is intended for job-related activities, incidental and occasional brief, personal use is permitted within reasonable limits. Employees are responsible for exercising good judgment regarding the reasonableness of personal use, and if there is any uncertainty, employees should consult their supervisor. The equipment, services, and technology provided to access the internet remain at all times the property of Northwest Behavioral Healthcare Services. As such, Northwest Behavioral Healthcare Services reserves the right to monitor internet traffic, and retrieve and read any data composed, sent, or received through our online connections and stored in our computer systems. All internet data that is composed, transmitted, or received via our computer communications systems is considered to be part of the official records of Northwest Behavioral Healthcare Services and, as such, is subject to disclosure to law enforcement or other third parties. Consequently, employees should always ensure that the business information contained in internet messages and other transmissions is accurate, appropriate, ethical, and lawful. Northwest Behavioral Healthcare Services strives to maintain a workplace free of harassment and is sensitive to the diversity of its employees. Therefore, Northwest Behavioral Healthcare Services prohibits the use of computers, the internet, and the system in ways that are disruptive, offensive to any employee or other person, or harmful to morale. Examples of unacceptable content may include, but are not limited to, sexual comments or images, racial slurs, or any other comments or images that could reasonably offend someone on the basis of race, age, sex, religious or political beliefs, national origin, disability, sexual orientation, or any other characteristic protected by law. Anything that might reasonably be construed as threatening, intimidating, harassing, or showing disrespect for others is prohibited. Any form of harassment via or telephone, whether through language, frequency, or size of messages is not allowed. The unauthorized use of, or forging of, header or signature information is also not allowed. may not be used to solicit others for commercial ventures, religious or political causes, outside organizations, or other non-business matters. may not be used to make fraudulent offers of products, items, or services nor to make statements about a guarantee or warranty, expressly or implied, unless it is a part of assigned job duties.

28 Northwest Behavioral Healthcare Services purchases and licenses the use of various computer software for business purposes and does not own the copyright to this software or its related documentation. Unless authorized by the software developer, Northwest Behavioral Healthcare Services does not have the right to reproduce such software for use on more than one computer. Employees may only use software on local area networks or on multiple machines according to the software license agreement. Northwest Behavioral Healthcare Services prohibits the illegal duplication of software and its related documentation. Violations of the rights of any person or company protected by copyright, trade secret, patent, or other intellectual property, or similar laws or regulations, is prohibited. This includes, but is not limited to, illegal downloading or digitization or distribution of content or photographs from magazines, books, or other copyrighted sources, copyrighted music or movies, and the installation of any copyrighted software for which the Northwest Behavioral Healthcare Services or the end user does not have an active license. As a general rule, if an employee did not create the material, does not own the rights to it, or has not gotten authorization for its use, it is prohibited. Employees should notify their immediate supervisor, the Human Resources Director, or any member of management upon learning of violations of this policy. Employees who violate this policy will be subject to disciplinary action, up to and including termination of employment. Employees may also be held personally liable for any violations of this policy. The following behaviors are examples of previously stated or additional actions and activities that are prohibited and can result in disciplinary action: Participating in the viewing or exchange of pornography or obscene materials Sending or posting discriminatory, harassing, or threatening messages or images Sending or posting messages that defame or slander other individuals Sending or posting messages that disparage another organization's products or services Sending or posting chain letters, solicitations, or advertisements not related to business purposes or activities Using the internet for political causes/activities, religious activities, or any sort of gambling Sending anonymous messages Using the organization's time and resources for personal gain Engaging in unauthorized transactions that may incur a cost to the organization or initiate unwanted internet services and transmissions Passing off personal views as representing those of the organization Sending or posting messages or material that could damage the organization's image or reputation Copying, pirating, or downloading software or other electronic media files without permission Violating copyright law Failing to observe licensing agreements Stealing, using, or disclosing someone else's code or password without authorization Sending, posting, or disclosing confidential information, trade secrets, or proprietary information outside of the organization Attempting to disrupt or break into the computer system of Northwest Behavioral Healthcare Services, another organization, or person Jeopardizing the security of the organization's electronic communications systems Refusing to cooperate with a security investigation Engaging in any other illegal activities

29 518 Blogs and Other Internet Postings Northwest Behavioral Healthcare Services understands that some employees might wish to create, maintain, or post to blogs or other internet sites. Examples of such sites that allow blogs are MySpace, YouTube, Facebook, Twitter, and personal websites. This policy applies to employee postings on blogs and other internet sites, whether or not done outside of work. Personal postings on blogs or other internet sites can affect the company and the work environment of other employees. Northwest Behavioral Healthcare Services reserves the right to monitor blogs and other internet sites. Northwest Behavioral Healthcare Services, in its sole discretion, will determine whether an employee's postings on a blog or other internet site violates company policies or are otherwise inappropriate. This policy applies to any and all forms of postings by employees, including social networking sites, existing now or in the future. Every employee is subject to this policy and is expected to read, understand, and comply fully with its provisions. Northwest Behavioral Healthcare Services expects all employees to: Exercise Good Judgment and Common Sense. When posting to a blog or other internet site, employees are expected to be respectful of others, because employee postings are available for others to see online. Additionally, postings on blogs or other internet sites must not violate Northwest Behavioral Healthcare Services conduct-related policies described in this employee handbook. Such prohibited postings include, but are not limited to, harassing, discriminatory or derogatory remarks about coworkers, management, the company, or its business or employment practices. Identify Personal Expression. Personal blogs or other internet sites contain the views of specific individuals, not Northwest Behavioral Healthcare Services. However, readers of the blog or other internet site might not recognize this distinction. Accordingly, if an employee chooses to discuss Northwest Behavioral Healthcare Services or identify his or her employment with the company in any way on a blog or other internet site, the employee will include a clear and conspicuous disclaimer that the views expressed do not reflect the views of Northwest Behavioral Healthcare Services. Preserve the Company s Reputation and Public Image. When posting to a blog or other internet site, employees are expected to exercise their best efforts to preserve Northwest Behavioral Healthcare Services' reputation and positive image. Pictures of, taken in, or representing the company, its likeness, or brand images are strictly prohibited in all personal postings. Postings by employees from a company e- mail address to newsgroups or social networking site should contain a disclaimer stating that the opinions expressed are strictly their own and not necessarily those of Northwest Behavioral Healthcare Services, unless posting is in the course of their assigned business duties. 522 Workplace Violence Prevention Northwest Behavioral Healthcare Services is committed to preventing workplace violence and to maintaining a safe work environment. Given the increasing violence in society in general, Northwest Behavioral Healthcare Services has adopted the following guidelines to deal with intimidation, harassment, or other threats of (or actual) violence that may occur during business hours or on its premises. All employees, including supervisors and temporary employees, should be treated with courtesy and respect at all times. Employees are expected to refrain from fighting, "horseplay," or other conduct that may be dangerous to others. Firearms, weapons, and other dangerous or hazardous devices or substances are prohibited from the premises of Northwest Behavioral Healthcare Services.

30 Conduct that threatens, intimidates, or coerces another employee, a customer, or a member of the public at any time, including off-duty periods, will not be tolerated. This prohibition includes all acts of harassment, including harassment that is based on an individual's sex, race, age, or any characteristic protected by federal, state, or local law. All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to your immediate supervisor or any other member of management. This includes threats by employees, as well as threats by customers, vendors, solicitors, or other members of the public. When reporting a threat of violence, you should be as specific and detailed as possible. All suspicious individuals or activities should also be reported as soon as possible to a supervisor. Do not place yourself in peril. If you see or hear a commotion or disturbance near your workstation, do not try to intercede or see what is happening. Northwest Behavioral Healthcare Services will promptly and thoroughly investigate all reports of threats of (or actual) violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as is practical. In order to maintain workplace safety and the integrity of its investigation, Northwest Behavioral Healthcare Services may suspend employees, either with or without pay, pending investigation. Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment. Northwest Behavioral Healthcare Services encourages employees to bring their disputes or differences with other employees to the attention of their supervisors or the Human Resources Director before the situation escalates into potential violence. Northwest Behavioral Healthcare Services is eager to assist in the resolution of employee disputes, and will not discipline employees for raising such concerns.

31 601 Family and Medical Leaves of Absence PART A. Employees Who Qualify for a Leave Under the Family and Medical Leave Act of 1993, and Oregon Family Leave Act of 1995 The company will grant a leave of absence to regular full-time and regular on-call employees (who meet the requirements described below) for the care of: A child after birth, within the first 12 months of birth; To care for a newly adopted or newly placed foster child up to 18 years of age, or older than 18 if incapable of self care, within the first 12 months of placement; To care for an extended illness spouse, child, parent or parent-in-law with a serious health condition; The employee s own serious health condition, which includes pregnancy disability; To care for a child with an illness other than a serious health condition--oregon Only. Duration of Leave Leaves will be granted for a period of up to twelve (12) weeks in any twelve-month period, (or longer by applicable state or local law). The twelve-month period is calculated by rolling backward 12 months from the date of the leave. Leave Eligibility To be eligible for Oregon Family Leave Act an Oregon employee must have: Completed at least 180 calendar days; An average of 25 hours per week, unless the leave is to care for a newly born or newly adopted or newly placed foster child. Worked at a facility that employs at least 25 employees in the State of Oregon. Employees who do not meet these requirements may apply for a leave of absence subject to the conditions described in Part B of this policy. Definition of Serious Health Condition A "serious health condition" is defined by the statute as an illness, injury, impairment or physical or mental condition that requires inpatient care in a hospital, hospice or residential medical care facility; an illness, disease or condition that in the medical judgment of the treating health care provider poses an imminent danger of death, is terminal in prognosis with a reasonable possibility of death in the near future or requires constant care; or any period of disability due to pregnancy, or period of absence for prenatal care. Child/Family Care Leave If you request a leave of absence to care for a child after birth, adoption, or placement in your home for foster care, or to care for a covered family member with a serious health condition, you will be granted unpaid leave under the following conditions: 1. If the leave is planned in advance, you must provide your supervisor with at least 30 days notice prior to the anticipated leave date, using official Request for Family or Medical Leave Form. 2. If the leave is unexpected, you should notify your supervisor by filing the Request Form as far in advance of the anticipated leave date as is practicable. (Normally, this should be within two business days of when you become aware of your need for the leave.)

32 All benefits that operate on an accrual basis (for example, PTO) will cease to accrue during the leave period. You will be required to use all accrued, unused paid time off during the leave period. Once such benefits are exhausted, the balance of the leave will be without pay. All group health benefits (for example, medical, dental and prescription drug insurance) will continue during the leave, provided you continue regular employee contributions to these plans. (Other benefits, such as long-term disability will be governed in accordance with the terms of each benefit plan). Employees requesting a leave to care for a covered family member with a serious health condition may be required to provide medical certification from the family member's physician attesting to the nature of the serious health condition, probable length of time treatment will be required and the reasons that the employee is required to care for this family member. Employees may also be required to provide additional physician's statements at the company's request. Further, the family member may be required to submit to medical examination by physicians designated by the company at its discretion and its expense. Leave for Employee s Serious Health Condition If you request a leave of absence for your own serious health condition, in addition to the two conditions stated above you must: 1. Any time that you expect to be or are absent for more than three consecutive workdays as a result of your own serious health condition (including pregnancy), you will be required to submit appropriate medical certification from your physician. Such certification must include, at a minimum, the date the disability began, a diagnosis and the probable date of your return to work. All benefit provisions in italics above apply here as well. During your leave, you may also be required to provide the company with additional physicians statements, on request from the company or our insurance carriers, attesting to your continued disability and inability to work. You may also be required to submit to medical examinations by physicians designated by the company at its discretion and at its expense, at the beginning of, during, or at the end of your leave period, and to provide the company with access to your medical records as required. Before you will be permitted to return from medical leave, you will be required to present a note from your physician indicating that you are capable of returning to work and performing the essential functions of your position with or without reasonable accommodation. Where required, the company will consider making reasonable accommodation for any disability you may have, in accordance with applicable laws. Leave Entitlement Leave taken to care for a child after birth, adoption, or placement in your home for foster care must be taken in consecutive workweeks. Leave taken for the employee s or a covered family member s serious health condition may be taken consecutively, intermittently, or on a reduced work/leave schedule based on certified medical necessity. In such instances, the company will follow applicable federal and state laws in reviewing and approving such leave requests. Reinstatement Rights Eligible employees are entitled, on return from leave, to be reinstated to their former position or an equivalent position with equivalent employment benefits, pay and other terms and conditions of employment. Exceptions to this provision may apply if business circumstances have changed (for example, if the employee s position is no longer available due to job elimination). Exceptions may also apply for certain highly compensated employees under certain conditions. In addition, employees on a leave extension are not guaranteed reinstatement. These employees will be handled in accordance with the reinstatement provisions of Part B of this policy.

33 All questions regarding leaves of absence and Leave of Absence Request Forms should be directed to your Human Resources Director. PART B. Leaves for Employees Who Do Not Meet Their Respective Leave Eligibility Test Above. Full-time regular and on-call regular employees who have less than 180 calendar days of service and/or who average less than 25 hours per week prior to their leave, or who work at a facility that employs fewer than 25 employees may request leaves of absence for the reasons set forth above in Part A, subject to the following terms and conditions: 1. Leave requests must be made at least 30 days in advance of the date the employee would like the leave to begin or, in emergency situations, with as much advance notice as is practicable, using the official Leave of Absence Request Form. (Normally, this should be within two business days of when the need for the leave becomes known to the employee.) 2. The certification requirements and the conditions for required use of accrued time off, benefits accrual and continuation of group health insurance during leave set forth in Part A apply to all leave requests. 3. Leaves will be limited to a 30-day maximum duration, except leaves for the employee=s own serious health condition, which may be granted for up to a 12-week period and may be taken intermittently. Reinstatement will not be guaranteed to any employee requesting a leave under this Part B. However, the company will endeavor to place employees returning from leave in their former position or a position comparable in status and pay, subject to budgetary restrictions, the company=s need to fill vacancies and its ability to find qualified temporary replacements. 603 Personal Leave Northwest Behavioral Healthcare Services provides leaves of absence without pay to eligible employees who wish to take time off from work duties to fulfill personal obligations. Employees in the following employment classification(s) are eligible to request personal leave as described in this policy: Regular full-time employees Eligible employees may request personal leave only after having completed 365 calendar days of service. As soon as eligible employees become aware of the need for a personal leave of absence, they should request a leave from their supervisor. Personal leave may be granted only after appropriate consideration from Northwest Behavioral Healthcare Services Management. Requests for personal leave will be evaluated based on a number of factors, including anticipated workload requirements and staffing considerations during the proposed period of absence. Subject to the terms, conditions, and limitations of the applicable plans, health insurance benefits will be provided by Northwest Behavioral Healthcare Services until the end of the month in which the approved personal leave begins. At that time, employees will become responsible for the full costs of these benefits if they wish coverage to continue. When the employee returns from personal leave, benefits will again be provided by Northwest Behavioral Healthcare Services according to the applicable plans.

34 Benefit accruals, such as PTO, extended illness leave, or holiday benefits, will be suspended during the leave and will resume upon return to active employment. When a personal leave ends, every reasonable effort will be made to return the employee to the same position, if it is available, or to a similar available position for which the employee is qualified. However, Northwest Behavioral Healthcare Services cannot guarantee reinstatement in all cases. If an employee fails to report to work promptly at the expiration of the approved leave period, Northwest Behavioral Healthcare Services will assume the employee has resigned. 605 Military Leave A military leave of absence will be granted to employees who are absent from work because of service in the U.S. uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA). Advance notice of military service is required, unless military necessity prevents such notice or it is otherwise impossible or unreasonable. The leave will be unpaid. However, employees may use any available paid time off for the absence. Continuation of health insurance benefits is available as required by USERRA based on the length of the leave and subject to the terms, conditions and limitations of the applicable plans for which the employee is otherwise eligible. Benefit accruals, such as PTO, extended illness leave, or holiday benefits, will be suspended during the leave and will resume upon the employee's return to active employment. Employees on military leave for up to 30 days are required to return to work for the first regularly scheduled shift after the end of service, allowing reasonable travel time. Employees on longer military leave must apply for reinstatement in accordance with USERRA and all applicable state laws. Employees returning from military leave will be placed in the position they would have attained had they remained continuously employed or a comparable one depending on the length of military service in accordance with USERRA. They will be treated as though they were continuously employed for purposes of determining benefits based on length of service. Contact the Human Resources Director for more information or questions about military leave. 701 Employee Conduct and Work Rules To ensure orderly operations and provide the best possible work environment, Northwest Behavioral Healthcare Services expects employees to follow rules of conduct that will protect the interests and safety of all employees and the organization. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination of employment: Theft or inappropriate removal or possession of property Falsification of timekeeping records Working under the influence of alcohol or drugs Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment Fighting or threatening violence in the workplace Negligence or improper conduct leading to damage of employer-owned or customer-owned property

35 Insubordination or other disrespectful conduct Violation of safety or health rules Sexual or other unlawful or unwelcome harassment Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace Excessive absenteeism or any absence without notice Unauthorized disclosure of business "secrets" or confidential information Violation of personnel policies Unsatisfactory performance or conduct Employment with Northwest Behavioral Healthcare Services is at the mutual consent of Northwest Behavioral Healthcare Services and the employee, and either party may terminate that relationship at any time, with or without cause, and with or without advance notice. 702 Drug and Alcohol Use It is Northwest Behavioral Healthcare Services' desire to provide a drug-free, healthful, and safe workplace. To promote this goal, employees are required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner. While on Northwest Behavioral Healthcare Services premises and while conducting business-related activities off of Northwest Behavioral Healthcare Services premises, no employee may use, possess, distribute, sell, buy, or be under the influence (or appear to be under the influence) of alcohol, illegal drugs, or misused legal drugs. Illegal drug use includes (but is not limited to) cocaine or heroin. Misusing legal drugs includes (but is not limited to) marijuana and using more than the approved amount of a prescribed drug or over-the-counter drug. The legal use of a drug, legitimately prescribed specifically for an employee, is permitted on the job only if it does not impair an employee's ability to effectively perform the essential functions of the job in a safe manner and does not endanger anyone in the workplace. This policy also covers times when employees are on-call, but not working, and times when employees are driving company vehicles or using company equipment. Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program. Such violations might also have legal consequences. We do not prohibit employees from consuming alcohol at social or business functions that we sponsor where alcohol is served. Even at these functions however, employees may not consume alcohol to the point of intoxication or to the point where they endanger their own safety or the safety of others. In addition, employees may not consume any alcohol at these functions if they will soon be returning to work. To inform employees about important provisions of this policy, Northwest Behavioral Healthcare Services has established a drug-free awareness program. The program provides information on the dangers and effects of substance abuse in the workplace, resources available to employees, and consequences for violations of this policy. Employees with drug or alcohol problems that have not resulted in, and are not the immediate subject of, disciplinary action may request approval to take unpaid time off to participate in a rehabilitation or treatment program through Northwest Behavioral Healthcare Services' health insurance benefit coverage. Leave may be granted if the employee agrees to abstain from use of the problem substance; abides by all Northwest Behavioral Healthcare Services policies, rules, and prohibitions relating to conduct in the workplace; and if granting the leave will not cause Northwest Behavioral Healthcare Services any undue hardship.

36 Employees with questions on this policy or issues related to drug or alcohol use in the workplace should raise their concerns with their supervisor or the Human Resources Director without fear of reprisal. 703 Sexual and Other Unlawful Harassment Northwest Behavioral Healthcare Services is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. Actions, words, jokes, or comments based on an individual's sex, race, color, national origin, age, religion, disability, sexual orientation, or any other legally protected characteristic will not be tolerated. Northwest Behavioral Healthcare Services provides ongoing sexual harassment training to ensure you the opportunity to work in an environment free of sexual and other unlawful harassment. Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. The following is a partial list of sexual harassment examples: Unwanted sexual advances. Offering employment benefits in exchange for sexual favors. Making or threatening reprisals after a negative response to sexual advances. Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons or posters. Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes. Verbal sexual advances or propositions. Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, or suggestive or obscene letters, notes, or invitations. Physical conduct that includes touching, assaulting, or impeding or blocking movements. Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: submission to such conduct is made either explicitly or implicitly a term or condition of employment; submission or rejection of the conduct is used as a basis for making employment decisions; or, the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment. If you experience or witness sexual or other unlawful harassment in the workplace, report it immediately to your supervisor. If the supervisor is unavailable or you believe it would be inappropriate to contact that person, you should immediately contact the Human Resources Director or any other member of management. You can raise concerns and make reports without fear of reprisal or retaliation. All allegations of sexual harassment will be quickly and discreetly investigated. To the extent possible, your confidentiality and that of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, you will be informed of the outcome of the investigation. Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment must immediately advise the Human Resources Director or any member of management so it can be investigated in a timely and confidential manner. Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.

37 704 Attendance and Punctuality To maintain a safe and productive work environment, Northwest Behavioral Healthcare Services expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on Northwest Behavioral Healthcare Services. In the rare instances when employees cannot avoid being late to work they should notify their supervisor as soon as possible. In the event of en employee illness, the employee should call 4 hours in advance of the start of their shift to ensure adequate coverage of shift. Employees should not come to work with a fever, stomach virus or other contagious illnesses. Absences are either vacation time which require prior approval or sick leave which requires a doctor s note if missing more than 3 days in a row. Excessive calling in due to illness without a doctor s note will result in termination. Excessive includes regular patterns of absence or calling in sick on holidays or special events. For example, if an employee calls in 1 day per week, every third Thursday or any other detectable pattern. To reiterate, poor attendance and excessive tardiness are disruptive. Either may lead to disciplinary action, up to and including termination of employment. 710 Security Inspections Northwest Behavioral Healthcare Services wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, Northwest Behavioral Healthcare Services prohibits the possession, transfer, sale, or use of such materials on its premises. Northwest Behavioral Healthcare Services requires the cooperation of all employees in administering this policy. Desks, lockers, other storage devices, and workspaces may be provided for the convenience of employees but remain the sole property of Northwest Behavioral Healthcare Services. Accordingly, they, as well as any articles found within them, can be inspected by any agent or representative of Northwest Behavioral Healthcare Services at any time, either with or without prior notice. Northwest Behavioral Healthcare Services likewise wishes to discourage theft or unauthorized possession of the property of employees, Northwest Behavioral Healthcare Services, visitors, and customers. To facilitate enforcement of this policy, Northwest Behavioral Healthcare Services or its representative may inspect not only desks and lockers but also persons entering and/or leaving the premises and any packages or other belongings. Any employee who wishes to avoid inspection of any articles or materials should not bring such items onto Northwest Behavioral Healthcare Services= premises. 712 Solicitation In an effort to ensure a productive and harmonious work environment, persons not employed by Northwest Behavioral Healthcare Services may not solicit or distribute literature in the workplace at any time for any purpose. Northwest Behavioral Healthcare Services recognizes that employees may have interests in events and organizations outside the workplace. However, employees may not solicit or distribute any non-company sponsored literature in company work areas. In addition, the posting of written solicitations or literature on company bulletin boards is strictly prohibited. These bulletin boards display important company information, and employees should consult them frequently for: Affirmative Action statement Internal memoranda Job openings

38 Organization announcements Workers' compensation insurance information State disability insurance/unemployment insurance information Should you wish to post company-sponsored literature, please contact the Human Resources Director. 714 Drug Testing Northwest Behavioral Healthcare Services is committed to providing a safe, efficient, and productive work environment for all employees. Using or being under the influence of legal or illegal drugs on the job or on the premises will result in immediate termination of employment. To help ensure a safe and healthful working environment, job applicants and employees may be asked to provide body substance samples (such as urine and/or blood) to determine the illicit or illegal use of drugs and alcohol. Employees may be requested at any time to take a drug test. Refusal to submit to a drug test may result in disciplinary actions up to termination of employment. Any positive drug test for illegal drugs will result in immediate termination of employment. After an offer of employment, all applicants will be tested for illegal drug use. Should an applicant test positive for illegal drugs, any offer for employment will be rescinded, and the applicant will not be hired. Copies of the drug testing policy will be provided to all employees. Employees will be asked to sign an acknowledgement form indicating that they have received a copy of the drug testing policy. Questions concerning this policy or its administration should be directed to the Human Resources Director. 716 Progressive Discipline The purpose of this policy is to state Northwest Behavioral Healthcare Services' position on administering equitable and consistent discipline for unsatisfactory conduct in the workplace. The best disciplinary measure is the one that does not have to be enforced and comes from good leadership and fair supervision at all employment levels. Northwest Behavioral Healthcare Services' own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, uniform, and impartial. The major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future. Although employment with Northwest Behavioral Healthcare Services is based on mutual consent and both the employee and Northwest Behavioral Healthcare Services have the right to terminate employment at will, with or without cause or advance notice, Northwest Behavioral Healthcare Services may use progressive discipline at its discretion. Disciplinary action may call for any of four steps -- verbal warning, written warning, suspension with or without pay, or termination of employment -- depending on the severity of the problem and the number of occurrences. There may be circumstances when one or more steps are bypassed. Progressive discipline means that, with respect to most disciplinary problems, these steps will normally be followed: a first offense may call for a verbal warning; a next offense may be followed by a written warning; another offense may lead to a suspension; and, still another offense may then lead to termination of employment. If more than 12 months have passed since the last disciplinary action, the previous process will be reviewed per the employee s conduct. Northwest Behavioral Healthcare Services recognizes that there are certain types of employee problems that are serious enough to justify either a suspension, or, in extreme situations, termination of employment, without going through the usual progressive discipline steps.

39 While it is impossible to list every type of behavior that may be deemed a serious offense, the Employee Conduct and Work Rules policy includes examples of problems that may result in immediate suspension or termination of employment. However, the problems listed are not all necessarily serious offenses, but may be examples of unsatisfactory conduct that will trigger progressive discipline. By using progressive discipline, we hope that most employee problems can be corrected at an early stage, benefiting both the employee and Northwest Behavioral Healthcare Services. 718 Problem Resolution Northwest Behavioral Healthcare Services is committed to providing the best possible working conditions for its employees. Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint, suggestion, or question receives a timely response from Northwest Behavioral Healthcare Services supervisors and management. Northwest Behavioral Healthcare Services strives to ensure fair and honest treatment of all employees. Supervisors, managers, and employees are expected to treat each other with mutual respect. Employees are encouraged to offer positive and constructive criticism. If employees disagree with established rules of conduct, policies, or practices, they can express their concern through the problem resolution procedure. No employee will be penalized, formally or informally, for voicing a complaint with Northwest Behavioral Healthcare Services in a reasonable, business-like manner, or for using the problem resolution procedure. If a situation occurs when employees believe that a condition of employment or a decision affecting them is unjust or inequitable, they are encouraged to make use of the following steps. The employee may discontinue the procedure at any step. 1. Employee presents problem to immediate supervisor after incident occurs. If supervisor is unavailable or employee believes it would be inappropriate to contact that person, employee may present problem to Human Resources Director or any other member of management. 2. Supervisor responds to problem during discussion or after consulting with appropriate management, when necessary. Supervisor documents discussion. 3. Employee presents problem to Human Resources Director if problem is unresolved. 4. Human Resources Director counsels and advises employee, assists in putting problem in writing, visits with employee's manager(s), if necessary, and directs employee to Executive Director for review of problem. 5. Employee presents problem to Executive Director in writing. 6. Executive Director reviews and considers problem. The Executive Director informs employee of decision and forwards copy of written response to Human Resources Director for employee's file. The Executive Director has full authority to make any adjustment deemed appropriate to resolve the problem. Not every problem can be resolved to everyone's total satisfaction, but only through understanding and discussion of mutual problems can employees and management develop confidence in each other. This confidence is important to the operation of an efficient and harmonious work environment, and helps to ensure everyone's job security.

40 720 Dress Code and Casual Day Dress Code: Your appearance often helps form the first impression others have of this facility. It is important that you come to work dressed in a professional manner appropriate to your position. For example, Therapists are restricted to wearing jeans only on Casual Day. However, due to the nature of their position, Adolescent Counselors may wear jeans and examples from the acceptable casual business wear list below on a daily basis. Casual Day: Each Friday (and only Friday B not the weekend) will be designated as casual day. Our primary objective is to have employees project a professional image while taking advantage of more casual and relaxed fashions. We hope that Casual Day will help make our workplace more enjoyable and productive. For some, traditional business attire may simply remain a more favored option on casual days; the choice will be yours. Not all casual clothing is appropriate for the office. Casual business-wear means clean, neat, professional clothing. It is never appropriate to wear stained, wrinkled, frayed, tight, or revealing clothing to the workplace. Shirts should cover the midriff. If you are considering wearing something and you are not sure if it is acceptable, choose something else or inquire first. The following information is intended to serve as a guide to help define appropriate casual business-wear for all employees at Northwest Behavioral Healthcare Services. All shoes and clothing worn should be appropriate to the position that you hold. See specific departments for examples of acceptable/not acceptable clothing. Examples of acceptable casual business-wear include: Therapists/ Admission/ Administrative/ Business/ Reception Business casual clothing to portray a mature and competent image to parents and referral sources. Adolescent Counselors/ Hall and Unit Supervisors/ Group Counselors/ Nurses Slacks Jeans Shorts of appropriate length (no cut-offs) casual shirts and blouses Golf shirts Turtlenecks Sweaters Non-hooded sweatshirts T-shirts Sleeveless shirts okay as long as they measure at least 3 inches across the shoulder. Shoes with both front and back of foot covered, non-skid sole. No heels over 2 inches. All shoes must be able to remain on feet during a Code. Department specific for AC=s, Hall and Unit Supervisors/ Group Counselors/ Nurses: No skirts or dresses, no hooded sweatshirts, no tight/revealing clothing, no athletic shorts/pants or sweatpants. No shirts with religious or political images. Housekeeping/ Maintenance/Kitchen Neat, clean clothing in good repair Shoes that cover entire foot, with non-skid sloes

41 Examples of inappropriate clothing items that should not be worn (all departments): Jeans that are excessively worn or frayed Sweatpants Short shorts Mini-skirts Spaghetti-strap dresses T-shirts or sweatshirts with offensive messages or images (see above) Tank tops Halter-tops Visible undergarments See-through clothing Baseball caps, beanies, stocking hat Athletic shorts/pants Other Items of Interest: All departments must wear their Nametag for every shift. Hair cannot be dyed any unnatural colors (red, blue, green, purple, etc.) Tattoos that can be covered with clothing must be covered. Excessive or unsightly piercings are discouraged and you may be asked to remove piercings during work shift. Professional appearance specific to working with this population: Clothing should be understated, non-intimidating to clients with emphasis on clothing that is neither too trendy, accessorized, nor revealing. 721 Workplace Etiquette Northwest Behavioral Healthcare Services strives to maintain a positive work environment where employees treat each other with respect and courtesy. Sometimes issues arise when employees are unaware that their behavior in the workplace may be disruptive or annoying to others. Many of these day-to-day issues can be addressed by politely talking with a co-worker to bring the perceived problem to his or her attention. In most cases, common sense will dictate an appropriate resolution. Northwest Behavioral Healthcare Services encourages all employees to keep an open mind and graciously accept constructive feedback or a request to change behavior that may be affecting another employee=s ability to concentrate and be productive. The following workplace etiquette guidelines are not necessarily intended to be hard and fast work rules with disciplinary consequences. They are simply suggestions for appropriate workplace behavior to help everyone be more conscientious and considerate of co-workers and the work environment. Please contact the Administrative Office if you have comments, concerns, or suggestions regarding these workplace etiquette guidelines. Avoid public accusations or criticisms of other employees. Address such issues privately with those involved or your supervisor. Try to minimize unscheduled interruptions of other employees while they are working. Be conscious of how your voice travels, and try to lower the volume of your voice when talking on the phone or to others in open areas. Avoid discussions of your personal life/issues in public conversations that can be easily overheard. Clean up after yourself and do not leave behind waste or discarded papers.

42 800 Life-Threatening Illnesses in the Workplace Employees with life-threatening illnesses, such as cancer, heart disease, and AIDS, often wish to continue their normal pursuits, including work, to the extent allowed by their condition. Northwest Behavioral Healthcare Services supports these endeavors as long as employees are able to meet acceptable performance standards. As in the case of other disabilities, Northwest Behavioral Healthcare Services will make reasonable accommodations in accordance with all legal requirements, to allow qualified employees with life-threatening illnesses to perform the essential functions of their jobs. Medical information on individual employees is treated confidentially. Northwest Behavioral Healthcare Services will take reasonable precautions to protect such information from inappropriate disclosure. Managers and other employees have a responsibility to respect and maintain the confidentiality of employee medical information. Anyone inappropriately disclosing such information is subject to disciplinary action, up to and including termination of employment. 802 Recycling Northwest Behavioral Healthcare Services supports environmental awareness by encouraging recycling and waste management in its business practices and operating procedures. This support includes a commitment to the purchase, use, and disposal of products and materials in a manner that will best utilize natural resources and minimize any negative impact on the earth's environment. Special recycling receptacles have been set up to promote the separation and collection of paper recyclable materials at Northwest Behavioral Healthcare Services. Success of this program depends on active participation by all of us. Employees are encouraged to make a commitment to recycle and be a part of this solution. 804 Employee Commute Options Northwest Behavioral Healthcare Services recognizes that traffic congestion contributes to air pollution and energy waste. To help reduce congestion and improve air quality, Northwest Behavioral Healthcare Services encourages employee commute options. Finding alternatives for driving alone to work benefits both employees and the environment. If at all possible, walking or bicycling to work are the healthiest commute options. These options also have the greatest impact on reducing traffic and the cost of commuting. Public transportation is a commute option that reduces traffic and air pollution. Transit riders eliminate the stress of driving and may even have time to read, sleep, or write while commuting. Carpooling is a convenient option that saves money on commute costs, reduces the stress of driving every day in traffic, and encourages communication with co-workers. A carpool consists of two or more individuals who share a ride to work. The number of riders may vary, the days the carpool operates may change, the drivers may rotate, and riders may share expenses. The ride sharers determine the rules. Conveniently located parking places are reserved for employees who carpool. Contact the Human Resources Director for more information and assistance with employee commute options.

43 TITLE: Ethical Conflicts and Job Expectations EFFECTIVE DATE: 7/2001 SECTION: Management of Human Resources and Rights, Responsibilities and Ethics TOTAL PAGES: 2 Pages PURPOSE ETHICAL CONFLICTS AND JOB EXPECTATIONS To provide a mechanism for the individual staff member to address perceived conflicts when an aspect of care or treatment provided to a client conflicts with the staff member's cultural values or religious beliefs. POLICY 1.0 Northwest Behavioral Healthcare Services (NBHS) recognizes that due to the personal nature of psychiatric and substance abuse treatment, from time to time employees may experience conflict between personal cultural/religious beliefs and job expectations. These conflicts may present ethical dilemmas for the individual employee. 2.0 Ethical conflicts will be defined as: 2.01 Those instances when the staff member has difficulty understanding circumstances which they believe may have a negative impact on the client or the client's family or, 2.02 Those circumstances when an individual staff member wishes not to participate in an aspect of a client's treatment or care because the care or treatment provided to the client conflicts with the staff member's cultural values or religious beliefs. All Staff 3.0 In the event an employee identifies that he/she is experiencing an ethical conflict regarding a client=s care, this information will be shared with the employee's immediate supervisor. The supervisor will be responsible for assuring that the ethical conflict does not adversely affect the care provided to the client. 4.0 The employee must notify his/her supervisor in writing of the decision not to participate in the care or treatment of a client The written notification must be dated and must include what aspect of the care or treatment the employee is refusing to participate in and the reason for the decision The notice must be signed by the employee The supervisor will review the notice and discuss any potential problems with the Department Director or Executive Director and will place the notice in the employee=s personnel file where it will be maintained No employee will be subject to any adverse action or evaluation for exercising her/his rights under this policy. However the individual=s ongoing performance assessment and evaluation process may consider whether the requests not to participate can be appropriately justified based on cultural values, ethics or religious beliefs.

44 5.0 An employee may not refuse to participate in the care or treatment of a client based solely on the client=s diagnosis (e.g. HIV/AIDS or other sexually transmitted disease, tuberculosis or other contagious diseases) or behavior. Such a refusal is deemed to be insubordination and the employee will be subject to the disciplinary process Exception will be made when the employee has been directed in writing by a personal physician to avoid clients with certain diagnoses because of danger to an existing health condition of the employee The employee will provide the written medical directive to her/his supervisor The supervisor will review the physician=s directive, discuss any potential problems with the Department Director or Executive Director and will place the notice in the employee=s personnel file where it will be maintained. 6.0 In the event that an individual staff member wishes not to participate in an aspect of a client's treatment or care because the care or treatment provided to the client conflicts with the staff member's cultural values or religious beliefs, NBHS will make every reasonable effort to reassign the staff member if possible. Because provision of quality client care is a high priority, in the event that reassignment is not possible, the staff member will be granted day(s) off without pay.

45 TITLE: Ethical Principles and Code of Conduct EFFECTIVE DATE: 6/2001 SECTION: Rights, Responsibilities and Ethics TOTAL PAGES: 5 Pages ETHICAL PRINCIPLES AND CODE OF CONDUCT PURPOSE To establish standards for professional and organizational conduct that protect and promote the welfare of the individuals and groups with whom the organization works. POLICY Integrity All organization personnel seek to promote integrity within the organization. In all their activities they are honest, fair, and respectful of others. In describing or reporting their qualifications, services, products, fees, research, or teaching/seminars, they do not make statements that are false, misleading, or deceptive. Organization personnel strive to be aware of their own belief systems, values, needs, and limitations and the effect of these on their work. To the extent feasible, attempts are made to clarify for relevant parties, the roles that they are performing and function appropriately within those roles. Organization personnel avoid improper and potentially harmful dual relationships. Respect for People=s Rights and Dignity All organization personnel accord appropriate respect to the fundamental rights, dignity, and worth of all people. They respect the rights of individuals to privacy, confidentiality, self-determination, and autonomy, mindful that legal and other obligations may sometimes lead to inconsistency and conflict with the exercise of these rights. Organization personnel are aware of cultural, individual, and role differences, including those due to age, gender, race, ethnicity, national origin, religion, disability, language, and socioeconomic status. Organization personnel strive to eliminate the effect on their work of biases based on those factors, and they do not knowingly participate in or condone unfair discriminatory practices. Competence PROCEDURES All Staff All organization personnel strive to maintain high standards of competence in their work. They recognize the boundaries of their particular competencies and the limitations of their expertise. They provide only those services and use only those techniques for which they are qualified by education, training, or experience. They maintain current knowledge related to the services they render and recognize the need for ongoing education. Integrity 1.0 Organization personnel recognize that their personal problems and conflicts may interfere with their effectiveness. Accordingly, they should refrain from undertaking an activity when they know or should know that their personal problems are likely to lead to harm to a patient, co-worker, research participant, student, or other person to whom they may owe a professional obligation.

46 1.01 When organization personnel become aware of personal problems that may interfere with their performing work-related duties adequately, they take appropriate measures such as obtaining supervision/consultation and determining whether they should limit, suspend, or terminate their workrelated duties. 2.0 Organization employees avoid dual or multiple relationships with current or past patients. Organization personnel refrain from all such relationships that might impair their effective objectivity or might harm or exploit the other party Organization personnel ordinarily refrain from accepting goods or services from patients and their families to avoid inherent potential for conflicts, exploitation, and distortion of the professional relationship Organization personnel do not give personal gifts/goods to patients Organization personnel self-disclose only for therapeutic purposes and the treatment benefit of the patient Organization personnel do not knowingly contact any patient whether in person, by phone or by mail for any personal reasons outside the work place or outside of their professional role at the organization. Personnel do not release their own or other staff members= personal addresses or phone numbers to patients or their families. 3.0 Organization personnel do not exploit recipients of their services or payors with respect to fees Organization fee practices are consistent with law If limitations to services can be anticipated because of limitations in financing, this is discussed with the recipient of such services as early as is feasible If the recipient of services does not pay for services as agreed, and if the organization wishes to use collection agencies or legal measures to collect the fees, the organization first informs the person that such measures will be taken and provides that person an opportunity to make prompt payment In their reports to payers for services, the organization accurately states the nature of the services, the fees or charges, and where applicable, the identity of the provider, findings, and the diagnosis. 4.0 The organization does not receive from or divide fees with any other agency or individual based on the referral itself. 5.0 Organization personnel make reasonable efforts to prevent deceptive statements in advertising and public statements. Organization personnel do not make false, deceptive, misleading, or fraudulent, either because of what they state, convey, or suggest or because of what they omit, concerning organization services including but not limited to credentials, competence, or fees Organization personnel do not solicit testimonials from current patients or other persons who because of their particular circumstances are vulnerable to undue influence. 6.0 Organization personnel do not engage in sexual intimacies with current or past patients. Because sexual intimacies with current or past patients are so frequently harmful to the patient, and because such intimacies undermine public confidence and thereby deter the public=s use of needed services, organization personnel do not engage in sexual intimacies with current or past patients. 7.0 The organization does not abandon patients.

47 7.01 The organization discharges patients when they no longer meet clinical, continuing stay criteria (see Admission and Continuing Care Criteria in Continuum section) Organization personnel take reasonable steps to facilitate the appropriate transfer of responsibility for the patient=s care to other providers and document it (see Discharge and Transfer policy). 8.0 Research conducted at the organization is planned and conducted in a manner consistent with federal and state law and regulations, as well as professional standards governing the conduct of research (see Research policy). 9.0 The governing body shall review all contractual relationships to assure that there are no conflicts of interest When a organization personnel believes that there may have been an ethical violation by another organization personnel, they attempt to resolve the issue by bringing it to the attention of that individual first if informal resolution appears appropriate. Respect for People s Rights and Dignity 11.0 Those organization personnel who provide clinical services provide, using language that is understandable to the recipient of those services, appropriate information beforehand about the nature of such services and appropriate information later about results and conclusions If precluded by law or by organizational roles from providing such information to particular individuals or groups, they so inform those individuals or groups at the outset of service In their work-related activities, organization personnel respect the rights of others to hold values, attitudes, and opinions that differ from their own In their work-related activities, organization personnel do not engage in unfair discrimination based on age, gender, race, ethnicity, national origin, religion, disability, socioeconomic status, or any basis proscribed by law Organization personnel do not engage in sexual harassment. Sexual harassment is sexual solicitation, physical advances, or verbal or nonverbal conduct that is sexual in nature, that occurs in connection with the organization personnel s activities or roles and that either: 1) is unwelcome, is offensive, or creates a hostile workplace environment, and the organization personnel knows or is told this; 2) is sufficiently severe or intense to be abusive to a reasonable person in the context. Sexual harassment can consist of a single intense or severe act or of multiple persistent or pervasive acts (see Employee Handbook) Organization personnel do not knowingly engage in behavior that is harassing or demeaning to persons with whom they interact in their work based on factors such as those persons age, gender, race, ethnicity, national origin, religion, disability, or socioeconomic status Organization Personnel are to be professional in their conduct. They do not engage in emotional, verbal, or physical abuse (see Reporting Abuse policy).

48 14.0 Organization personnel obtain appropriate informed consent to treatment and related procedures using language that is reasonably understandable to participants. The content of informed consent will vary depending on many circumstances; however, informed consent generally implies that the person 1) has the capacity to consent, 2) has been informed of significant information concerning the procedure, 3) has freely and without undue influence expressed consent, 4) consent has been appropriately documented When persons are legally incapable of giving informed consent, organization personnel obtain informed permission from a legally authorized person In addition, organization personnel 1) inform those persons who are legally incapable of giving informed consent about the proposed interventions in a manner commensurate with the person s psychological capacities, 2) seek their assent to those interventions, and 3) consider such persons preferences and best interests Organization personnel maintain appropriate confidentiality in creating, storing, accessing, transferring, and disposing of patient information and records under their control (see Confidentiality) Organization personnel discuss with patients and relevant organizations, the pertinent limitations on confidentiality and the foreseeable uses of the information generated through their services The organization does not withhold records under their control that are requested and imminently needed for a patient s treatment solely because payment has not been received, except as otherwise provided by law.