HUMAN RESOURCES

e m p l oy e e
handbook
 OUR MISSION
SELECT MEDICAL WILL PROVIDE AN EXCEPTIONAL
PATIENT CARE EXPERIENCE THAT PROMOTES HEALING
AND RECOVERY IN A COMPASSIONATE ENVIRONMENT.

HOW W E ACHI EVE O UR R E S ULTS

THE RESULTS T R EE
what we want

OUR 4 KEY RESULTS

SYMBOLIC LOOK AT HOW OUR CORE VALUES AND CULTURAL
KEEP OUR PATIENTS AND EACH OTHER SAFE
BEHAVIORS ARE LINKED TO OUR FOUR KEY RESULTS.
DELIVER AN EXCEPTIONAL PATIENT EXPERIENCE
DELIVER AN EXCEPTIONAL EMPLOYEE EXPERIENCE OUR CULTURAL BEHAVIORS
THE ELEMENTS THAT NURTURE AND SUSTAIN OUR KEY RESULTS.
MEET THE ANNUAL BUSINESS PLAN

OUR 6 CULTURAL BEHAVIORS

CELEBRATE SUCCESS
I recognize and reward others for the value they create.

OWN THE FUTURE

I own and build my career with other top performers.

PATIENT-CENTERED
I improve patient lives with best practices.

CREATE CHANGE
I innovate and drive improvement.
how we do it

THINK FIRST
I understand and use data to achieve superior results.

BUILD TRUST
I speak up, make good decisions and trust others
to do the same.

OUR 5 CORE VALUES

We deliver superior quality in all that we do.
who we are

We treat others as they would like to be treated.

We are results oriented and achieve our objectives.
We are team players.
We are resourceful in overcoming obstacles. OUR CORE VALUES
WHAT KEEPS US ROOTED.
 SECTION 1: INTRODUCTION

WELCOME:
On behalf of your colleagues, I welcome you and wish you every success here. We are
proud of the work we do and of our reputation for excellence. We realize that each
employee contributes directly to our continued growth and success. We hope you will
take pride in being a member of the team and that your experience will be challenging,
enjoyable and rewarding. — Rocco A. Ortenzio, Vice Chairman and Co-Founder, Select Medical

OV E RV I E W:
You are part of a national network of post-acute healthcare facilities and services, including long-term acute care
hospitals, medical rehabilitation hospitals, outpatient physical rehabilitation centers and occupational medicine
centers. All are committed to living and demonstrating the “Select Medical Way” each and every day.

HANDBOOK:
The primary source for information regarding human resource policies and practices is the Select Medical
Human Resources Policies and Procedures Manual. This employee handbook describes some of the expectations
for employees and summarizes some of the policies, programs and benefits of most interest to employees. It is
not intended to be all-inclusive. Employees are responsible for consulting their supervisors or Human Resources
Representative regarding questions that are not addressed in this Handbook.
As Select Medical continues to grow, changes to the Handbook will be necessary. The company reserves the right
to make changes to this Handbook as necessary. Employees can always find the most current version of the Hand-
book on the Select Medical Portal. Likewise, employees can always access the full and most up-to-date version of
Select Medical’s Human Resources Policies and Procedures on the Select Medical Portal.
Employees enter into an employment relationship with Select Medical voluntarily and acknowledge that there is no
specified length of employment.
The Handbook is not an employment contract and is not intended to create contractual obligations of any kind or
in any way to alter the employment at will policy of Select Medical.
This Handbook supersedes all prior employee Handbooks issued by any subsidiary or division of Select Medical.

O P E N D O O R P O L I C Y:
Select Medical encourages any employee who has a question, suggestion, concern or complaint about how policies
are being implemented to use the “Open Door” Policy and speak directly and honestly to his/her supervisor. If the
supervisor is unable to respond, the employee feels uncomfortable going to the supervisor, or if he/she is dissatisfied
with the supervisor’s resolution, he/she should contract any of the following persons, preferably in the below order:
1. Senior management at the local, regional or divisional level.
2. Human resources at the local, regional or divisional level.
3. Shared Services human resources at Select Medical in Mechanicsburg, PA.
Select Medical will respond to concerns promptly. Employees will not be subject to reprisals for reporting concerns
or raising questions or for taking part in any investigation.
Employees are expected to continue work without interrupting or downgrading the quality of care or services while
the matter is being investigated and resolved.

R E P O R T I N G V I O L AT I O N S O F S E L E C T M E D I C A L ’ S P O L I C Y:
Any applicant or employee, who believes there has been a violation of Select Medical’s policy, or any applicable
law, should contact the recruiter (in cases of hiring practices) or their supervisor. If the recruiter or supervisor is
unable to resolve the issue or if the employee feels uncomfortable going to their supervisor, the individual may
contact senior management or human resources at the local, regional or divisional level, or contact Shared Services
human resources at the Select Medical Office in Mechanicsburg, PA. (See Open Door Policy)

SELECT MEDICAL employee handbook 1

 SECTION 2: FOUNDATIONS OF HUMAN RESOURCES

N AT U R E O F E M P L O Y M E N T :
Employment at Select Medical is at will. This means that either the employee or Select Medical has the right to
terminate employment at any time, for any reason, with or without cause and with or without notice.

EQUAL EMPLOYMENT OPP ORTUNITIES:

Select Medical is an equal opportunity employer committed to dealing with employees in a non-discriminatory
manner and based on job-related qualifications and abilities.
Select Medical will recruit, hire, train, and promote all persons without regard to race, color, sex (including preg-
nancy, gender identity, and sexual orientation), religion, national origin, veteran status, age (40 and over), marital
status, disability or history of disability (except where physical or mental abilities are a bona fide occupational
qualification), genetic information, or any other protected status.
Individuals who report concerns, raise questions, or participate in an investigation will not be subject to reprisal.

DISABILITIES:
Select Medical will not discriminate against a qualified individual with a disability, because of the disability, in regard
to application procedures, hiring, advancement, discharge, compensation, training, or other terms, conditions and
privileges of employment. Select Medical will reasonably accommodate qualified individuals with a known disability
so they can perform the essential functions of their position.

H A R A S S M E N T:
Select Medical will not tolerate harassment of an employee, patient, client or customer. Harassment may include
verbal or physical conduct and/or the display of written or graphic materials which:
1. Denigrate or show hostility or aversion because of race, color, sex, religion, national origin, veteran
status, age, marital status, disability or any other protected status.
2. Create an intimidating, hostile or offensive work environment for an employee.
3. Adversely affect an employee’s employment opportunities.

S E X UA L H A R A S S M E N T:
Sexual harassment, whether in the workplace itself or during outside work-sponsored activities, is illegal and
unacceptable and will not be tolerated.
Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and other verbal or
physical conduct of a sexual nature when:
1. Submission to such conduct is made either explicitly or implicitly a term or condition of an
individual’s employment.
2. Submission to or rejection of such conduct by an individual is used as the basis for employment
decisions affecting the individual.
3. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work
performance or creating an intimidating, hostile or offensive working environment.
Sexual harassment may include a range of subtle and not so subtle behaviors between individuals of different
sexes or individuals of the same sex. Depending on the circumstances, these behaviors may include, but are not
limited, to:
1. Unwanted sexual advances
2. Subtle or overt pressure for sexual favors
3. Sexual jokes, flirtations, sexual innuendoes, advances or propositions
4. Verbal abuse of a sexual nature
5. Graphic commentary about an individual’s body

2 SELECT MEDICAL employee handbook

 6. Comments on sexual prowess or deficiencies, sexual preferences or sexual habits
7. Leering, whistling, touching, pinching, assault or coerced sexual acts
8. Suggestive, insulting or obscene comments or gestures
9. Displays in the workplace of sexually suggestive objects or pictures
10. Intimidation, ridicule and insults based on the employee’s gender
Please see “Reporting Violations of Select Medical’s Policy” for reporting procedure.

SECTION 3: GENERAL INFORMATION

ABSENCES:
Scheduled absences must be approved in advance by the supervisor according to departmental guidelines and do
not adversely impact an employee’s attendance record if departmental procedures are followed.
When unscheduled absences arise, employees must notify the supervisor or designee of the reason for an expected
length of absence within specified reporting times.
A physician’s statement may be required for any absence of three (3) or more days due to illness or injury. The
statement should certify the need to be absent from work and the employee’s fitness to return to work. If employees
are consistently absent or demonstrate patterned absences, the supervisor may require a statement verifying the
need for all absences, including absence of less than three days.
Absence(s) qualifying under Family & Medical Leave are not counted in determining unacceptable attendance.

APPEARANCE:
Employees are expected to report to work well groomed and appropriately dressed in clean, neat and well-fitted
clothing or uniforms consistent with departmental guidelines, safety and professionalism.
Employees may be required to wear ID badges during working hours in a location that is easily visible to patients,
employees and guests. There may be a charge for ID badges lost or damaged through negligence.

AT T E N D A N C E :
All employees are expected to report to work at their scheduled time and to work all scheduled hours, including
required overtime.
Each employee is responsible for submitting an accurate attendance record in a timely manner.
Unacceptable attendance includes:
1. Excessive unscheduled time off
2. Repeated or patterned absences
3. Excessive tardiness
4. Falsifying reasons for absences or tardies
5. Absence without notice (“No Call/No Show”)
6. Walking off the job

B E R E AV E M E N T :
Bereavement leave is provided to eligible full-time employees (defined as regularly working 32 hours or more per
week) to use in the event of a death in the immediate family. A full-time employee will be allowed up to three (3)
consecutive scheduled work days off with pay, up to a maximum of 24 hours (two 12-hour shifts or three 8-hour
shifts), following the death to make arrangements for and/or attend the funeral. For the purpose of the bereave-
ment leave policy, “immediate family” is defined and restricted to the employee’s spouse and/or domestic partner,
parent or step-parent, child (to include spouse’s children), siblings, grandparents, grandchildren and immediate
in-laws (defined as spouse’s and/or partner’s parents, grandparents, grandchildren, and siblings).

SELECT MEDICAL employee handbook 3

BILLING AND CLAIMS:
It is the policy of Select Medical to provide information concerning false claims recoveries as required under Section
6032 of the Deficit Reduction Act of 2005, P.L. 109-171 (the “DRA”). Employees should review the policy regarding
false claims recoveries on the Select Medical Portal under the Compliance Department Policies and Procedures.
The False Claims Act (FCA) and many state acts contain a section designed to prevent retaliation against whistleblow-
ers by their employers as a result of reporting fraud. The whistleblower retaliation section of FCA provides as follows:
Any employee who is discharged, demoted, suspended, threatened, harassed or in any other manner
discriminated against in terms and conditions of employment by his or her employer because of lawful
acts done by the employee on behalf of the employee or others in furtherance of an action under this
section including investigation for, initiation of, testimony for, or assistance in any action filed or to be
filed under this section shall be entitled to all the relief necessary to make the employee whole.
Courts have found that to state a cause of action under Section 3730(h), a plaintiff must demonstrate
that: ( 1 ) He/she engaged in ‘protected conduct,’ (i.e. acts done under 3730) and, ( 2 ) That he/she was
discriminated against because of his ‘protected conduct.’
Select Medical has rigorous safeguards to protect against any form of employee retaliation. Please see
our Non-Retribution Policy detailed in the Employee Code of Conduct for additional information.

BREAKS:
Employees may take rest breaks. There may be occasions when a rest break is not permitted due to disruption of
staffing, patient care needs or operational needs. Employees may take one (1) rest break of up to 15 minutes for
each four (4) hours of working time.
Supervisors will inform employees of departmental guidelines regarding scheduling of breaks.
Some breaks are considered work time; employees must comply with standards of professionalism required of all
employees while they are at work.

BULLETIN BOARDS:
Bulletin boards are maintained to communicate matters related to Select Medical business, including legally required
notices. Only approved notices and legally required information may be posted. All other material will be removed.

C L A S S I F I C AT I O N S O F E M P L O Y M E N T :
Employment classifications are established so that employees understand their employment status and benefit
eligibility. These classifications do not guarantee employment for any specified period of time. The right to
terminate the employment relationship at any time is retained by both the employee and Select Medical.
1. Full-time employees are classified as such on personnel records and are regularly scheduled to work
a full-time schedule (32 hours or more per week). These employees are eligible for Select Medical’s
benefit package, and are subject to the terms, conditions and limitations of each benefit program.
See the Benefit Booklet for additional benefit eligibility information.
2. Part-time employees are classified as such on personnel records and are regularly scheduled to work
less than a full-time schedule (less than 32 hours per week). As required under the Patient Protection
and Affordable Care Act (PPACA), individuals who meet the worked hours threshold test will be
offered Medical coverage. See the Benefit Booklet for additional benefit eligibility information.
3. Per diem employees are classified as such on personnel records and are scheduled as needed based on
business needs/census demands, and/or seasonal business needs. This category is limited to certain
job classifications and offered to a limited number of employees. Service in this category does not
count in the employee’s length of service. Generally, employees in this category must work at least one
holiday a year. As required under the PPACA, individuals who meet the worked hours threshold test
will be offered Medical coverage. See the Benefit Booklet for additional benefit eligibility information.

COMPUTERS AND E-MAIL:

Computers, computer files, equipment, services, software and technology provided to access and utilize e-mail
systems, area networks and the Internet are intended for business use and remain at all times the property of
Select Medical.

4 SELECT MEDICAL employee handbook

The company specifically prohibits the use of its computer systems in ways that could be considered harassment
or discrimination, including transmitting offensive or sexually explicit material.
The unauthorized use, installation, copying or distribution of copyrighted, trademarked or patented material
is prohibited.
All data that is composed, transmitted or received via the company’s communications systems, are included as
part of the official records of the company.
Select Medical reserves the right to monitor usage and retrieve and read any of that data to ensure compliance with
this policy. Employees who violate this policy will be subject to disciplinary action. (See Disciplinary Action Process)

C O N D U C T:
Employees are expected to interact in a safe, courteous and professional manner, which promotes quality care and
a productive, orderly workplace. In informing employees of its expectations for workplace conduct, Select Medical
does not attempt to list all forms of unacceptable behavior and is not limited to the behaviors listed below.
However, some unacceptable behaviors are so serious that they may justify immediate termination. The following
list describes these types of behavior.
1. Abuse and/or mistreatment of a patient
2. Failure to render assistance to a patient
3. Insubordination
4. Fighting or threatening violence
5. Gross misconduct
6. Harassment or Sexual Harassment
7. Smoking in prohibited areas
8. Violations of safety, fire, health or security rules
9. Possession of dangerous or unauthorized material in the workplace (e.g. firearms)
10. Unauthorized disclosure of confidential information
11. Failure to cooperate in investigations
12. Falsifying records or documentation, including time records
13. Failure to authorize inspection of locker, desk or storage space
14. Theft or inappropriate removal of possessions or property
15. Unauthorized absence from work station during working hours
16. Working while under the influence of alcohol or illegal drugs
17. Possession, distribution, sale, transfer, use of alcohol or illegal drugs in the workplace or while on duty
18. Sleeping while on duty
19. Violation of or deviation from:
a. Select Medical’s Code of Conduct
b. Select Medical’s Policies and Procedures
c. The employee’s job description
d. Standard of Care

C O N T I N U I N G E D U C AT I O N :
Regular full-time employees are eligible for continuing education funds. These funds are used only for planned and
organized learning experiences, which enhance or improve patient outcomes and/or meet business objectives.

SELECT MEDICAL employee handbook 5

CREDENTIALS:
All employees must have the proper credentials to meet specific job requirements. The validity of all required
credentials (e.g., license, certificate, registration, and accreditation) will be verified as a condition of hire. Employees
are responsible for providing and maintaining proof of valid credentials at all times. Should an employee’s credentials
lapse/expire, they will not be permitted to work until the credential is renewed or reinstated.

DISCIPLINARY ACTION PROCESS:

Disciplinary action will be taken in a timely manner and with increasingly serious consequences to eliminate
unacceptable conduct and eliminate performance problems.
Disciplinary situations will generally be dealt with through the disciplinary action process; although there are
certain types of employee misconduct that are so serious they may justify immediate suspension or termination.
(See Conduct, Suspension and Termination).
Steps of Disciplinary Action Process:
1. First Warning: When a performance problem(s) is initially identified, the problem(s) and any
required improvement and expected level/standard of performance are discussed and documented.
2. Written Warning: If there is a second occurrence of the same issue or continued lack of improvement,
another meeting is held and a written warning is issued to the employee.
3. Termination: If adequate improvement does not occur or there are repeated instances of the behavior,
the employee may be terminated from employment.

DRUGS AND ALCOHOL:

The illegal use, sale, purchase, distribution, possession, or presence in one’s system of controlled substances or
unauthorized or illegal drugs, other than pursuant to a valid medical prescription, while on Select Medical premises
or Select Medical business, or during work hours, is strictly prohibited.
Similarly, the abuse or misuse of even legal drugs or alcohol while on Select Medical premises or Select Medical
business, or during working hours, is strictly prohibited. Even off-the-job abuse or misuse of drugs or alcohol
may be considered a violation of Select Medical policy, subjecting an employee to discipline, where such conduct
threatens to adversely affect an employee’s job performance, the safety or performance of other employees or the
well-being of patients, or have other adverse effects on Select Medical.
The legal use of prescribed drugs is permitted on the job only if it does not impair an employee’s ability to perform
the essential functions of the job effectively and in a safe manner.
Employees with drug or alcohol problems may request time off to participate in a rehabilitation or treatment
program if the employee’s problems have not resulted in, and are not the immediate subject of, disciplinary action.
Periodic screenings, including drug and alcohol testing, may be required during employment.
No employee will be permitted to possess or consume alcoholic beverages in a Select Medical healthcare facility.
However, with the specific written permission of a Corporate Officer or Division Vice President, or designee,
alcoholic beverage may be served at special functions.

E M P L O Y E E I N F O R M AT I O N : U S E S A N D C O N F I D E N T I A L I T Y:
Employees’ personal information such as home address, date of birth, and Social Security number will be utilized
only as required for employment purposes and in connection with employment, payroll, and benefit administra-
tion. Employee information will be secured and kept confidential at all times. Staff must take reasonable steps to
safeguard an employee’s Social Security number from any intentional or unintentional use or disclosure that is in
violation of any federal, state or local law related to the protection of Social Security number. Whenever possible,
employment forms should only identify employees by their employee number or the last four digits of their Social
Security number.
Unauthorized and unlawful use and/or distribution of employee information is strictly prohibited. Violation of
this policy will be punishable under the progressive disciplinary action process, and may be subject to local law
enforcement if applicable.

6 SELECT MEDICAL employee handbook

EXIT INTERVIEWS:
Employees who terminate from Select Medical will be given an opportunity to complete an exit interview to discuss
their reasons for leaving and to resolve any questions related to termination.

FA M I LY A N D M E D I C A L L E AV E :
Eligible employees may take family and medical leave (FMLA) for one or more of the following reasons:
1. For the birth or placement of a son or daughter and to care for the newborn child
2. For placement with the employee of a son or daughter for adoption or foster care
3. To care for the employee’s spouse, son, daughter, or parent with a serious health condition
4. Because of a serious health condition that makes the employee unable to perform the functions
of the employee’s job
5. To care for a spouse, son, daughter, parent, or next of kin who is a covered military member
6. If the employee’s spouse, son, daughter, or parent is on active duty in the Armed Forces, and a
qualifying exigency exists
In states or localities that have paid time off and/or leave laws in excess of the benefits described herein, the
state or local law will supersede this policy. Eligible employees may take up to 26 weeks of FMLA during a rolling
12-month period to care for a spouse, son, daughter, parent, or next of kin who is a covered service member.
FMLA leave is limited to a total of 12 weeks in a rolling 12-month period for other qualifying reasons. These limits
apply whether the 12 (or 26) weeks are taken for a single reason or any combination of the qualifying events and
whether all, some, or none of the leave was paid. Employees are also allowed to take FMLA intermittently when
it is necessary to care for a member of the immediate family as defined in the policy, or because the employee is
seriously ill and unable to work.
An employee must exhaust all accumulated paid time off at the beginning of the FMLA leave and before using
unpaid time off. After paid time off is exhausted, all remaining time off for the FMLA leave is unpaid. Eligible
employees must meet both the following criteria:
1. Employed with Select Medical for at least 12 months before the leave. The 12 months need
not be consecutive.
2. Worked for Select Medical at least 1250 hours during the 12 months immediately preceding the leave.

H O L I D AY S :
Select Medical recognizes six (6) holidays per year, subject to applicable state law. Due to the nature of healthcare,
employees may be required to work on a holiday. The six holidays recognized by Select Medical are:
1. New Year’s Day (January 1)
2. Memorial Day (Last Monday in May)
3. Fourth of July (July 4)
4. Labor Day (First Monday in September)
5. Thanksgiving Day (Fourth Thursday in November)
6. Christmas Day (December 25)

HOURS OF WORK:
Work schedules are established by management based on patient and/or business needs regardless of position
or department.
In periods of low activity, employees may be required to work less than their normal scheduled hours/shifts. During
period of high activity or emergency situations, employees may be required to work extra hours/shifts.

I M M I G R AT I O N :
Select Medical 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.

SELECT MEDICAL employee handbook 7

IN-SERVICES:
Employees will receive necessary in-service education to perform current responsibilities and to comply with all
applicable regulations or mandates. Attendance at mandatory in-services is included in performance criteria.

INTRODUCTORY PERIOD:
Newly hired or rehired employees serve a 90-day introductory period to learn their responsibilities and the standards
of work performance and behavior. Newly hired or rehired employees will complete general orientation, and com-
plete any training identified as a condition of hire. The newly hired or rehired employee can be terminated from
employment at any time during the introductory period if the employee’s performance or conduct is unsatisfactory.

JOB DESCRIPTION:
Each position in the organization has a current, accurate job description, which describes the essential and related
functions for the position, as well as the basic minimum qualifications required to obtain and maintain employment
in the position.

J U R Y D U T Y:
An employee will be granted a maximum of 10 working days/shifts with pay over a rolling 12-month period if they
are subpoenaed or called to serve as a juror.
Employees will be paid the difference between their regular pay and the monies received for jury duty. Jury duty
that extends beyond 10 days may require the employee to use paid time off.
Select Medical will continue to provide health insurance benefits for the full term of the absence due to jury duty.

LOCKERS:
Locker facilities, desks and other storage spaces may be provided for the convenience of employees, but they
remain the sole property of the company.
An agent or representative of the company can inspect these areas, and any articles found in them, at any time,
either with or without notice.

MEAL PERIODS:
Employees receive a 30-minute unpaid meal break if they work six (6) or more consecutive hours per scheduled
work day and two 30-minute unpaid meal breaks if they work 14.5 or more consecutive hours per scheduled work day.
A meal period is an unpaid time away from the work area, when the employee is completely relieved of work duties
for 30 uninterrupted minutes. A designated place away from the work area may be provided for meal breaks.
There may be occasions when a meal break is not permitted or interrupted due to disruption in staffing, patient
care needs, or operational needs. For non-exempt employees, if any portion of the meal break is interrupted by
work responsibilities, the entire 30 minutes of the meal break will be paid, or the employee will be given another
uninterrupted 30 minutes for a meal break.

M E D I C A L I N F O R M AT I O N :
All information regarding any medical condition of an employee is confidential and shared only on a demonstrated
need to know basis. In some cases, information may be subject to HIPAA guidelines.

M I L I TA R Y L E AV E :
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 Re-Employment Rights Act
(USERRA). Advance notice of military service is required, unless military necessity prevents such notice or it is
otherwise impossible or unreasonable.

8 SELECT MEDICAL employee handbook

O R I E N TAT I O N :
New employees must complete a general orientation program to acquaint them with the organization and their
responsibilities. Orientation must be completed within the standard timeframe established by the division.

P A I D T I M E O F F A N D E X T E N D E D I L L N E S S D AY S :
Paid Time Off (PTO) is provided to eligible full-time employees to use for vacation, illness or injury, personal
business, personal days, bereavement (for time exceeding the 24 hours provided by the separate Bereavement
Policy), and company recognized holidays.
Extended Illness Days (EID) provide a form of short-term disability coverage for employees who are sick for more
than three (3) consecutive work days (two 12-hour shifts or three 8-hour shifts).
PTO and EID must be requested according to departmental guidelines. Each accumulates at different rates. In
states or localities that have paid time off and/or leave laws in excess of the benefits described within the PTO/EID
or leave plans, the state or local law will supersede.

PERFORMANCE REVIEWS:
Employees will be given ongoing feedback on their performance, and a performance review will be conducted after the
introductory period and then annually. Special circumstances may prompt an evaluation in a shorter period of time.

PERSONNEL FILES:
Individual personnel files are maintained for each employee. All employee information is confidential. The files
and their contents are the explicit property of Select Medical. Current employees may have access to their files by
appointment and in the presence of designated management staff.

P E R S O N A L L E AV E :
A personal leave of absence is granted at the sole discretion of management, and based on anticipated workload
and staffing during the proposed leave. Personal leave is without pay to full-time employees who want time off for
any reason not covered by other leaves, paid time off or extended illness days.
Personal leaves generally do not exceed 30 days in any rolling 12-month period. One 30-day extension of personal
leaves is possible at the discretion of management.

PHYSICAL SCREENINGS:
All offers of employment for positions involving direct patient care or patient contact will be conditional pending
successful completion of a physical screening, which may include drug testing.
In addition, periodic physical screenings, which may include drug and alcohol testing, may be required during employment.

REDUCTION IN FORCE
When a reduction of the work force is necessary, priorities are maintaining qualified and productive staff to provide
care to patients and meeting the business needs of the organization.
Within these priorities, performance record, employment status and length of service will be considered.
Full-time employees recalled within 90 days after the effective date of their layoff/termination will retain their
original date of hire. All other recalled employees will be reinstated with a new date of hire.

REFERENCE CHECKS:
Reference information on current and former employees will not be released to prospective employers without the
written permission of the employee unless the company is required to do so by state and/or local requirements.
Reference information is limited to dates of employment and job title unless additional information is required by
local and/or state requirements.
When an employee requests a transfer, the hiring supervisor can access information about the employee’s
performance reviews and attendance records, as well as dates of employment and job title.

SELECT MEDICAL employee handbook 9

REHIRES:
Former employees are eligible for rehire if they left employment in good standing. They are required to undergo
the same employment procedures as applicants seeking employment for the first time.
If an eligible employee is rehired at a different location within 90 days of termination, the employee keeps his or
her original hire date.
If more than 90 days have elapsed since the employee’s termination date, the employee will be considered a new
hire with no credit for prior service.

R E L AT I V E S :
Relatives of employees will not be hired, promoted, demoted or transferred into any position which would create
a conflict of interest or place an employee under the direct supervision of a relative.
Relatives include 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 (e.g. common law or same-sex relationships).
Exceptions to this policy may be granted only by the Shared Services Executive Vice President, Chief HR Officer at
Select Medical based on state and local law and/or local need. These exceptions must be documented in writing.
If employees establish a relative relationship after they are hired and it results in working directly for or supervising
a relative, or it creates the potential for a conflict of interest, reasonable attempts will be made to find alternatives
such as changes in position or schedules.
If the affected employees cannot resolve the issue, the company will make the decision based on business and
patient care needs.

R E S I G N AT I O N :
Employees are asked to give written notice of their resignation to their immediate supervisor as soon as possible
after informing the supervisor of their intent to resign. The written notice of resignation should include the pre-
ferred final day of work and state the reason for leaving. Supervisors are to give four (4) weeks working notice. All
other employees are asked to give two (2) weeks working notice. When determined to be in the best interest of the
operations or patient care, the employee may be released from their duties prior to the end of their notice period.

R E T U R N I N G C O M P A N Y P R O P E R T Y:
Employees are responsible for all company property, materials or written information issued to them or in their
possession or control. Employees must immediately return all company property upon request or upon termination
of employment.
Where permitted by applicable laws, the company may withhold from the employee’s check or final paycheck the
cost of any items that are not returned when required.

SECOND JOBS:
Full-time employees may not hold second (concurrent) jobs with any other business that may bring about a conflict
of interest or conflict with the best interests of Select Medical. If the second job could be perceived as a conflict of
interest, the employee must notify the supervisor.
Second jobs must meet the following conditions:
1. There is no conflict of interest
2. Second job cannot in any manner interfere with work performance, attendance, work schedule
or ability to work required overtime hours
3. Employee cannot wear uniforms bearing the organization’s name while conducting or seeking
second jobs
4. No responsibilities of the second job are conducted in any manner while an employee is on duty
on call or on company property
5. Employee cannot use Select Medical equipment or supplies for any responsibilities related to
second jobs

10 SELECT MEDICAL employee handbook

SECURITY INSPECTIONS:
Select Medical maintains the right to carry out reasonable searches of all individuals or their personal property
while on company premises.
Employee lockers, desks and other storage spaces are company property and are subject to search and inspection.
Select Medical retains the right to inspect persons entering and/or leaving the premises and any packages or
other belongings.

SMOKING:
Smoking, use of any tobacco product, or e-cigarettes is not allowed on company premises in any place other than
designated areas and at any time other than rest and meal breaks.

SOCIAL MEDIA:
During work time, employees are prohibited from using company computers or personal devices (iPhones, etc.) for
participating or viewing social networking sites unless it is for official Select business.
During personal, non-work time, and in non-work areas, those who engage in social media and other online
activities must adhere to the following guidelines. These guidelines include participation in online publishing and
discussion groups, blogs, wikis, collaborative websites, file-sharing, user-generated video and audio and virtual
worlds. Employees must:
1. Make it clear views expressed are those of the employee and do not represent those of the organization. For
example, if you a have personal blog, we recommend adding a disclaimer such as: “The postings on this site
are my own and are not representative of Select Medical Corporation’s positions, strategies or opinions.”
2. Adhere to all policies and procedures that apply to the workplace setting including, but not limited to,
Select Medical’s Code of Conduct. Avoid using statements, photographs, video or audio that could be
viewed as malicious, obscene, threatening or intimidating or that disparage patients, patient families,
volunteers, visitors, vendors or Select’s services, or that otherwise might constitute harassment.
3. Never post anything to the Internet or create a website or social media page in the name of Select Medical,
or in a manner that could reasonably be attributed to Select, without prior written authorization of the
President or the President’s designated agent, the Communications and Branding Department. Sharing
material posted by Select Medical’s official social media channels – or those of its affiliate brands – including
recruitment events and patient success stories, is encouraged.
4. Maintain the confidentiality of Select’s trade secrets, proprietary and confidential information. Trade
secrets may include information regarding the development of systems, processes, know-how and tech-
nology. Employees will not post internal reports, policies, procedures or other internal business-related
confidential communications.
5. Never post photographs that disclose individually identifiable health information including, but not limited
to, photographs of patients or hospital property that have such information. In limited situations, the
Communications and Branding Department will approve the use of a photograph if it is directly related to
Select’s business, and only when an official Authorization and Consent for Marketing and Lobbying form
has been signed by the patient or patient representative.
6. Remember that they are personally responsible for the content they publish on blogs, wikis or any other
forms of user-generated media.

S O L I C I TAT I O N A N D D I S T R I B U T I O N :
Employees may not solicit patients for any cause or purpose at any time.
Employees may not solicit other employees for any cause or purpose, other than nominal charitable fundraisers
for which prior department head or area manager approval is required, during the working time of employees.
Employees may not distribute literature for any cause or purpose during their working time or the working time
of other employees.
Non-employees are prohibited from soliciting or distributing literature to employees on company premises at any
time for any purpose.

SELECT MEDICAL employee handbook 11

SUSPENSION:
In some instances, time may be needed to complete an investigation of a conduct and/or performance concern,
before a final employment decision can be made. In these instances, the local administrator or supervisor may
suspend the employee, generally with pay, until such a time as an investigation is completed. After an investigation
is complete, if the allegations are found to be without merit, the employee is reinstated to his or her position and the
record of the occurrence is removed from the personnel file. In the alternative, if after an investigation is complete,
the allegations are found to have merit, an employment decision is made consistent with the Disciplinary Action
Process policy. As the suspension is generally paid, the suspension is considered non-punitive.

T E R M I N AT I O N S :
Employment is at will, meaning that neither the employee nor Select Medical is bound to continue the employment
relationship if either chooses, at its will, to end the relationship at any time.
Employees voluntarily terminate their employment by the following actions:
1. Resignation
2. Failing to report to work without calling in ( “No Call/No Show”)
3. Failing to return to work after being certified medically able to do so
4. Failing to return to work on the next regularly scheduled work day following the completion of jury duty
5. Failing to return from an approved leave of absence (LOA)

TRANSFERS:
Employees may apply for transfer to another department or entity based on available openings. To apply, the
employee notifies his or her current supervisor of the desire to transfer and submits a resume or application to the
designated contact.
Employees are generally eligible for transfer if they meet the following criteria:
1. Minimum qualifications outlined in the job description
2. No current progressive disciplinary action
3. Overall rating of average or above on the last performance review
4. Acceptable attendance record
5. In current position for six months (Manager in position for 12 months)

T U I T I O N A S S I S TA N C E :
Tuition assistance is provided for courses which have a direct impact on the employee’s ability to perform job-
related duties and which are taken at an accredited institution as part of a degree-granting program.

VIOLENCE IN THE WORKPLACE:

Select Medical has a zero tolerance for conduct that threatens, intimidates or coerces employees, patients or
members of the public at any time while on company property or while engaged in company business.
Firearms, weapons and other dangerous or hazardous devices or substances are prohibited from company premises.
All threats of violence, actual violence, or suspicious individuals or activities are to be reported as soon as possible
to the supervisor or any other member of management.

W O R K E R S ’ C O M P E N S AT I O N :
Select Medical recognizes and values the importance of employee safety and maintaining a safe work environment.
In the event of a workplace injury, immediate attention should be given to the injured worker, as well as the
surrounding environment. Prompt notification to the supervisor is required. An incident form must be completed
and the claim reported promptly (within 24 hours).
A formal transitional duty and return to work program has been established to facilitate a safe transition back into
the work environment.

12 SELECT MEDICAL employee handbook

 www.SelectMedical.com

4714 Gettysburg Road

Mechanicsburg, PA 17055
(717) 972-1100
Fax (717) 763-8694

Revised January 2017 MC-ALLDIV-10573 03/17