Sample

HR
POLICIES &
PROCEDURES
WELCOME MESSAGE
Dear Valued Employee,
Welcome to [Company Name]! We are pleased with your
decision to join our team.
[Company Name] is committed to providing superior quality
and unparalleled customer service in all aspects of our
business. We believe each employee contributes to the success
and growth of our Company.
This employee handbook contains general information on our
policies, practices, and benefits. Please read it carefully. If you
have questions regarding the handbook, please discuss them
with your supervisor or the Chief Executive Officer.
Welcome aboard. We look forward to working with you!

Sincerely,
The Chief Executive Officer
Purpose
These policies and procedures are designed to be a guide to
orient you to our policies, protocols, and core values, which
are the keys to ensuring a safe and pleasant working
environment. Should you have any questions or concerns
about the information, please do not hesitate to ask your
manager.

Changes in Policy
Change at [Company Name] is inevitable. Therefore, we
expressly reserve the right to interpret, modify, suspend,
cancel, or dispute, with or without notice, all or any part of
our policies, procedures, and benefits at any time with or
without prior notice. Changes will be effective on the dates
determined by [Company Name], and after those dates all
superseded policies will be null and void.
No individual supervisor or manager has the authority to
alter the foregoing. Any employee who is unclear on any
policy or procedure should consult a supervisor or the Chief
Executive Officer.
GENERAL EMPLOYMENT
At-Will Employment
Employment with [Company Name] is "at-will." This means employees are free to
resign at any time, with or without cause, and [Company Name] may terminate the
employment relationship at any time, with or without cause or advance notice. As an
at-will employee, it is not guaranteed, in any manner, that you will be employed with
[Company Name] for any set period of time.

Pre-Employment
[Company Name] requires that all applicants for employment submit a Level II
background check. Failure or refusal to submit to any required screening will result in
withdrawal of a conditional offer of employment and/or discharge of employment if
employed pending the outcome of the results. All offers of employment are conditional
upon successful completion of pre-employment processes/steps. [Company Name] may
also conduct pre-employment reference checks or pre-employment drug testing for new
hires. Employees who falsify information on their employment application, or do not
disclose arrests, criminal charges or other factors that may affect their employment, or
licensure eligibility may be subject to disciplinary action up to and including
Recruitment and Hiring
immediate termination.

The Company’s primary goal when recruiting new employees is to fill vacancies
with persons who have the best available skills, abilities or experience needed to
perform the work.
Internal Promotions and Transfers
When positions become available, qualified current employees are encouraged and are
welcome to apply for the position. As openings occur, notices relating general
information about the position are posted. The manager of the department with the
opening will arrange interviews with internal employees who apply.

Immigration Law Compliance

[Company Name] is committed to employing only United States citizens and aliens
who are authorized to work in the United States.
In compliance with the Immigration Reform and Control Act of 1986, as amended,
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 [Company Name] within the past three
years, or if their previous I-9 is no longer retained or valid.
Anti-Retaliation and Whistleblower Policy
This policy is designed to protect employees and address [Company Name]'s
commitment to integrity and ethical behavior. In accordance with anti-retaliation
and whistleblower protection regulations, [Company Name] will not tolerate any
retaliation against an employee.
Certifications and Licenses
Some employees are hired with particular and essential certifications for their positions
as required by the State of Florida and per the essential job functions of their position.
It is the employee’s responsibilities to maintain these credentials active and in good
standing to maintain their employment. Failure to maintain all necessary credentials
will forfeit all current and potential shifts until the certification is remedied or
depending on the length of time need to recertify, it could result in immediate
termination. Holy Cross Medical Center, LLC reserves the right to make this
determination based on current business needs.
A list of required certifications and licenses can be obtained from your supervisor or
manager.
EMPLOYMENT STATUS
& RECORDKEEPING
Introductory Period
All new Holy Cross Medical Center, LLC employees are subject to a three (3)
month/90-day introductory period. The introductory period is for both the employee
and the Company. This time period allows you to determine if you have made the right
career decision and for the Company to determine whether your initial work
performance meets our needs and standards. Your supervisor will monitor your work
performance, attitude, and attendance during this time, and be available to answer any
questions or concerns you may have about your new job.
New employees can expect to have their work performance evaluated on a regular
basis by their Supervisor during the introductory 90-day period. The new employee's
Supervisor will meet with them after (1) week, then again after (30), (60), and (90)
days and conduct a two-way conversation and evaluation to make the new employee
feel more comfortable and part of the team, which is important to their success and
performance. Evaluations should help the employee excel at the job and will be
considered for promotions, pay raises, clarifying employee-employer relationships, and
discipline. Once the introductory period has been successfully completed, the
frequency of evaluation shall be no less than yearly. If an employee is on a
probationary status or is under discipline, the reviews may be more frequent.
Employment Classification
For purposes of salary administration and eligibility for overtime payments and
employee benefits, [Company Name] classifies employees as either exempt or non-
exempt. If you change positions during your employment with [Company Name] or if
your job responsibilities change, you will be informed by the Chief Executive Officer of
any change in your exempt status. In addition to your designation of either exempt or
non-exempt, you also belong to one of the following employment categories:
Full-time employees are regularly scheduled to work greater or equal to 40 hours per
week. Generally, regular full-time employees are eligible for [Company Name]'s
benefits programs.
Part-time employees are regularly scheduled to work less than 40 hours per week.
Regular part-time employees may be eligible for some [Company Name]’s benefit
programs.
Temporary employees include those hired for a limited time to assist in a specific
function or in the completion of a specific project. Temporary employees generally are
not entitled to [Company Name] benefits, but are eligible for statutory benefits to the
extent required by law. Temporary employees retain temporary status unless and until
they are notified, by [Company Name] Management, of a change.
While any employee may occasionally work 40 or more hours in any particular
workweek, or in a series of workweeks, that by itself will not change their employment
Termination of Employment
Termination of employment is an inevitable part of personnel activity within any
organization.
Notice of Voluntary Separation: Employees who intend to terminate employment
with [Company Name] shall provide [Company Name] with at least two weeks written
notice. Such notice is intended to allow the Company time to adjust to the employee's
departure without placing undue burden on those employees who may be required to
fill in before a replacement can be found.
Return of Company Property: Any employee who terminates employment
with [Company Name] shall return all files, records, keys, and any other materials that
are the property of [Company Name] prior to their last date of employment.
Final Pay: [Company Name] will provide employees with their final pay in
accordance with applicable federal, state and local laws.
Benefits Upon Termination: All accrued and/or vested benefits that are due and
payable at termination will be paid in accordance with applicable federal, state and
local laws.
Certain benefits, such as healthcare coverage, may continue at the employee's expense,
If you have any questions or concerns regarding this policy, contact [Company
if the employee elects to do so. [Company Name] will notify employees of the benefits
Name]’s Chief executive officer.
that may be continued and of the terms, conditions, and limitations of such
Personal Data Changes
It is the responsibility of each employee to promptly notify their supervisor or
the Chief Executive Officer of any changes in personnel data.

Personnel Files
Holy Cross Medical Center, LLC keeps certain records relating to your employment in
a personnel file. The documents contained within that file are the property of Holy
Cross Medical Center, LLC and must be maintained for government and Company
record keeping purposes. Some employment records are kept in separate files such as
records relating to medical conditions and leave, records relating to investigations, and
records relating to I-9 requirements. All files connected with an employee are
considered strictly confidential, and access will be limited only to those who have a
job-related need to know the information and who have been authorized to see the file
in question.
If an employee wishes to view the contents of his or her personnel file, the employee
should
You may report theirorrequest
not take to their
alter any supervisor
document foundor manager.
within your Reviewing personnel
personnel file. If you files
may be done
disagree with during
one of off-duty time or you
the documents, withmay
permission
ask the from his or her immediate
HR representative for
supervisor or manager, during work time.
permission to add a document containing your comments regarding the document
with which you disagree. You may request copies of documentation inside of your
file. Please note that only documents that contain YOUR signature will be allowed
to be copied.
WORKING CONDITIONS &
HOURS
Work Schedules
[Company Name] is open for business from
• Monday 8:30 AM to 5:30 PM
• Tuesday 8:30 AM to 5:30 PM
• Wednesday 8:30 AM to 5:30 PM
• Thursday 8:30 AM to 5:30 PM
• Friday 8:30 AM to 5:30 PM
This excludes holidays recognized by [Company Name]. The standard workweek is 40
hours.
Overtime
Because of the nature of our work, employees may be asked to work overtime, or
additional hours during the regular workday and are expected to comply with such
requests. Overtime compensation is paid to all non-exempt employees at one and one-
half times their regular rate of pay for all hours worked more than 40 hours per week,
unless otherwise specified by State law at any time.
If you are non-exempt, you must receive authorization from your manager before
working overtime. Overtime pay is based on actual hours worked. Time off for
holidays, sick leave, vacation leave, personal leave, PTO, jury duty, or any other
leave of absence will not be factored in as hours worked when calculating overtime
or regular working hours unless specified by State or Federal law.
Compensatory Time Off
Holy Cross Medical Center, LLC does not provide compensatory time off (comp time)
in lieu of overtime wages under any circumstance or for any reason and follows FLSA
guidelines.

Emergency Closing
At times, emergencies such as severe weather, fires, or power failures can disrupt
company operations. In extreme cases, these circumstances may require the closing of
a work facility. The decision to close or delay regular operations will be made by
[Company Name] management.
Break Time
When a decision forto close
is made Nursing
the office, employees will receive official notification
from their supervisor.
Mothers
[Company Name] accommodates employees who wish to express breast milk during
the workday by providing reasonable break times to do so. The Company will provide
a designated room, other than a bathroom, that is shielded from view, free from
intrusion from coworkers and the public and is in compliance with all other applicable
laws for this purpose.
Employees who use regularly scheduled rest breaks to express breast milk will
be paid for the break time. For questions related to this policy, please contact the
Chief executive officer.
Workplace Safety
Complaint & Reporting Procedure
Employees should immediately report any unsafe conditions to their supervisor without
fear of reprisal. In the case of an accident that results in injury, regardless of how
seemingly insignificant the injury may appear, employees must notify their supervisor.
If you believe it would be inappropriate to report the matter to your supervisor, you can
report it directly to:
Estrella Gonzalez
4109 N. Armenia Ave. Ste A
813-588-3343
Employees who violate safety standards, cause hazardous or dangerous situations, or
fail to report or, where appropriate, remedy such situations may be subject to
disciplinary action, up to and including termination of employment.
Meal & Break Periods
Employees are entitled to two (2) - five (5) minute breaks during any given workday.
Breaks are defined as time spent away from performing essential job functions or
performing any activity in which the employee’s ability to perform their essential job
function is hindered (such as but not limited to taking personal phone calls). All breaks
must be taken on company property, if an employee is leaving the company property
during a designated break time, the employee must clock out (and back in). Similarly,
employees must notify their supervisor for any break lasting longer than five (5)
minutes after the allowed (2) breaks have been exhausted.
Break time(s) cannot be combined with lunch. Unused break-times cannot be used as
compensatory time to leave early, arrive late, or in conjunction with other scheduled or
nonscheduled time off or time away from the office. Lunch is generally one (1) hour
and will be designed by your supervisor. Employees are unable to take shorter lunch
times to compensate for leaving early, arriving late, or in conjunction with other
scheduled or nonscheduled time off, time away from the office or work site, or break
time unless approved by their supervisor. Employees MUST clock out/in for lunch.
[Company Name] will schedule meal and break periods in order to accommodate
Company operating requirements.
EMPLOYEE
BENEFITS
Paid Time Off (PTO)
PTO is an all-purpose time off policy for eligible employees to use for vacation, illness
or emergency, injury, or personal business. PTO combines traditional vacation and sick
leave plans into one flexible, inclusive policy. PTO is payable in the same manner as
the regular salary and is subject to the same withholding elections.
Only Full-time employees are eligible to earn and use PTO as described in this policy:
• After successful completion of 90 day probationary period employees are eligible
for 3 PTO Days.
• After 1 year(s) of service employees are eligible for 5 PTO Days.
• After 5 + year(s) of service employees are eligible for 10 PTO Days.
Unless [Company Name] is required by state or local law to carry over unused PTO to
the following year, employees must use their earned time prior to their employment
anniversary each year; otherwise the time will be forfeited.
Paid time off is paid at your base pay rate at the time of the absence. It does not include
overtime or any special forms of compensation such as incentives, commissions,
bonuses, or shift differential.
In case of illness requiring two or more consecutive days away from work, the
All Paid Time
employee mustOff requests
submit must be submitted
documentation at least
(original 14 days
doctor's note)(two weeks)
from their in advance,
treating
subject
medicaltoprovider
Management approval.
to excuse an absence or tardiness, as well as an early departure
within one business day of their return.
For further details of this policy, please contact Chief Executive Officer.
Retirement Plan
[Company Name] employees have the opportunity to participate in a company-
sponsored retirement plan following 90 days of service. Full-time employees only are
eligible to participate in the plan.
This policy provides a summary of the benefits which may be provided at the
Company’s discretion. Actual coverage is determined by the express terms of the plan
documents. We encourage you to review the plan's Summary Plan Description (SPD)
materials carefully.
If there are any conflicts between the handbook or summaries provided and the plan
documents, the plan documents will control. The Company reserves the right to
Paid Holidays
amend, interpret, modify or terminate any of its employee benefits programs without
prior notice to the extent allowed by law.
The purpose of paid holidays is to provide staff with continuity of income for time off
during the normal work week, where they may otherwise not be paid for those days,
the office is closed. Only those employees classified as full-time employees and have
completed their 90 day Probationary Period are eligible to receive holiday pay. The
Company observes the following (6) paid holidays during each calendar year:
New Year’s Day - Memorial Day - Independence Day

Holidays that fall Labor Day - Thanksgiving

on a Saturday, Day - Christmas
will celebrated/paid DayHolidays that
on a Friday,
fall on a Sunday, will be celebrated/ paid on Monday. Due to the nature of our
business, [Company Name] may require employees to work on a holiday.
Employee Assistance
Program
[Company Name] recognizes that a wide range of problems - such as marital or family
distress, alcoholism, and drug abuse - not directly associated with an individual's job
function can be detrimental to an employee's performance on the job. We believe it is
in the interest of employees and the Company to provide an effective program to assist
employees and their families in resolving problems such as these as the need arises.
[Company Name] provides an Employee Assistance Program (EAP) for employees and
their eligible family members. The EAP is designed to provide voluntary, confidential
and professional counseling outside the workplace for personal problems.
The EAP for [Company Name] is administered by Life Care. Employees who wish to
use their confidential services may contact Life Care directly at 1-800-926-4322.
Employees are assured that all use of the EAP is confidential and issues discussed will
not be disclosed to [Company Name].
Participation in the EAP does not excuse employees from otherwise complying with
Company policies or from meeting normal job requirements during or after receiving
assistance. Nor will participation in our employee assistance program prevent the
Company from taking disciplinary action against any employee for performance
problems that occur before or after the employee's seeking assistance through the
program.
Employee Discount Program
[Company Name] offers a discounts determined by vendor percent discount off of
[Company Name] products/services.
This employee discount extends to Employees and family members. For purposes of
this policy, an immediate family member is a parent, sibling, spouse, domestic partner,
or child. Prohibited use of employee discounts may result in disciplinary action, up to
and including termination of employment.
EMPLOYEE
CONDUCT
Standards for Conduct
[Company Name]'s rules and standards of conduct are essential to a productive work
environment. As such, employees must familiarize themselves with, and be prepared to
follow, the Company’s rules and standards.
Behaviors such as listed below, as well as other forms of misconduct, may result in
disciplinary action, up to and including termination of employment:
• Theft or inappropriate removal/possession of property
• Falsification of timekeeping records
• Possession, distribution, sale, transfer, manufacture or use of alcohol or illegal
drugs in the workplace
• Fighting or threatening violence in the workplace
• Making maliciously false statements about co-workers
• Threatening, intimidating, coercing, or otherwise interfering with the job
performance of fellow employees or visitors
• Negligence or improper conduct leading to damage of company-owned or
customer-owned property
• Violation of safety or health rules
• Smoking in the workplace
• Sexual or other unlawful or unwelcome harassment
 • Unauthorized use of telephones, computers, or other company-owned equipment
on working time. Working time does not include break periods, meal times, or
other specified periods during the workday when employees are not engaged in
performing their work tasks.
• Unauthorized disclosure of any “business secrets” or other confidential or non-
public proprietary information relating to the Company’s products, services,
customers or processes. Wages and other conditions of employment are not
considered to be confidential information.
Personal Dress or Grooming
Personal appearance and hygiene play a key role in general safety practices and
projecting a professional image in the community and to the patients and clients we
serve. Our appearance should always reflect what is appropriate for our job, work
setting, and personal safety.
Holy Cross Medical Center, LLC prides itself on providing high-quality, reliable
rehabilitation services, for this reason, all personnel, must at all times conduct
themselves in a manner that reflects favorably to their professional status, fellow
employees, patients, patients and Holy Cross Medical Center, LLC itself. For this
reason, uniform use is mandatory for all clinical employees. Failure to wear allocated
uniform may result in disciplinary action including suspension, up to an including
termination.
For further details about Uniforms and Personal Dress or Grooming, Please go through
the Employee Handbook or contact Chief Executive Officer.
Drug & Alcohol Use
Holy Cross Medical Center, LLC intends to help provide a safe and drug-free work
environment for our patients and our employees. Holy Cross Medical Center, LLC
explicitly prohibits:
• The use, possession, solicitation for, or sale of narcotics or other illegal drugs,
alcohol, or prescription medication without a prescription on Holy Cross Medical
Center, LLC or customer, client, partner, or vendor premises or while performing an
assignment.
• Being impaired or under the influence of legal or illegal drugs or alcohol while on
assignment, scheduled or non-scheduled, or working, in any capacity for Holy Cross
Medical Center, LLC, if such impairment or influence may adversely affect the
employee's work performance, the safety of the employee or of others, or puts at risk
Holy Cross Medical Center, LLC 's reputation.
• The presence of any detectable prohibited substances in the employee's system
while at work, while on the premises of Holy Cross Medical Center, LLC or its
customers, or while on Holy Cross Medical Center, LLC business. "Prohibited
substances" include illegal drugs, alcohol, or prescription drugs not taken in
accordance with a prescription given to the employee.
Drug & Alcohol Use (cont.)
Holy Cross Medical Center, LLC may conduct drug and/or alcohol testing under any of
the following circumstances:
• Pre-employment testing: All new hires will be required to submit to a drug-test as
a contingency of employment with Holy Cross Medical Center, LLC .
• Random testing: Employees may be selected at random for drug and/or alcohol
testing at any interval determined by Holy Cross Medical Center, LLC .
• For-cause testing: Holy Cross Medical Center, LLC may ask an employee to
submit to a drug and/or alcohol test at any time it feels that the employee may be
under the influence of drugs or alcohol, including, but not limited to, the following
circumstances: evidence of drugs or alcohol on or about the employee's person or in
the employee's vicinity, unusual conduct on the employee's part that suggests
impairment or influence of drugs or alcohol, negative performance patterns, or
excessive and unexplained absenteeism or tardiness.
• Post-accident testing: Any employee involved in an on-the-job accident or injury
under circumstances that suggest possible use or influence of drugs or alcohol in the
accident or injury event may be asked to submit to a drug and/or alcohol test.
"Involved in an on-the-job accident or injury" means not only the one who was or
could have been injured, but also any employee who potentially contributed to the
accident or injury event in any way.
Drug & Alcohol Use (cont.)
Disciplinary action up to and including termination may result if:
• Employee refuses to consent to testing;
• Refuses to executive all forms of consent and release liability that are usually and
reasonably associated with such examinations;
• Refuses to authorize release of the test results to the Company, in any capacity;
• If tests establish a violation of Holy Cross Medical Center, LLC’s Drug-Free
Workplace Policy;
• Additionally, if an employee tests positive or refuses to be tested, the employee
forfeits their eligibility, if any, for medical and indemnity benefits under the
Workers’ Compensation Act upon exhaustion of the remedies provided in Florida
Statute 440.102.
Drug-free Workplace
Program
As part of our commitment to safeguard the wellbeing of our employees and to provide
a safe environment for everyone, Holy Cross Medical Center, LLC has established a
drug-free workplace policy.
The goal of this policy is to balance our respect for individual privacy with our need to
keep a safe, productive, drug-free environment. We encourage those who use illegal
drugs or abuse alcohol to seek help in overcoming their problem. Employees who do so
will be able to retain their job positions in good standing.
While this company understands that employees and applicants under a physician’s
care are required to use prescription drugs, abuse of prescribed medications will be
dealt with in the same manner as the abuse of illegal substances.
Holy Cross Medical Center, LLC will include notice of drug testing on employment
vacancy announcements for positions for which drug testing is required. A notice of the
drug-testing policy will be posted in an appropriate and conspicuous location on Holy
Cross Medical Center, LLC ’ premises, and copies of the policy must be made
available for inspection by the employees or job applicants of the employer during
regular business hours in the employer's personnel office or other suitable locations.
A. Types of Drug/Alcohol Testing required
i. Job Applicant Drug Testing. Holy Cross Medical Center, LLC requires job
applicants to submit to a drug/alcohol test and may use a refusal to submit to a
Drug-free Workplace Program (Cont.)
ii. Reasonable-suspicion Drug Testing. Holy Cross Medical Center, LLC may require
an employee to submit to reasonable-suspicion drug testing. Reasonable-suspicion
drug testing is drug testing based on a belief that an employee is using or has used
drugs/alcohol in violation of the drug-free workplace policy. Reasonable suspicion
may be drawn from specific objective and articulable facts and reasonable
inferences drawn from those facts in light of experience.
iii.Routine Fitness-for-duty Drug Testing. Holy Cross Medical Center, LLC requires
an employee to submit to a drug test if the test is conducted as part of a routinely
scheduled employee fitness-for-duty medical examination that is part of the
established policy or that is scheduled routinely for all members of an employment
classification or group.
iv. Follow-up Drug Testing. If the employee in the course of employment enters an
employee assistance program for drug/alcohol-related problems, or a drug/alcohol
rehabilitation program, Holy Cross Medical Center, LLC requires the employee to
submit to a drug/alcohol test as a follow-up to the program, unless the employee
voluntarily entered the program. In those cases, Holy Cross Medical Center, LLC
has the option to not require follow-up testing. If follow-up testing is required, it
must be conducted at least once a year for a 2-year period after completion of the
program. Advance notice of a follow-up testing date must not be given to the
employee to be tested.
Drug-free Workplace Program
(Cont.)

B. The actions that Holy Cross Medical Center, LLC may take against an employee or
job applicant on the basis of a positive confirmed drug/alcohol test result.
i. Positive Test - Denial of Florida workers’ compensation benefits. Upon a positive
confirmed drug/alcohol test result, Holy Cross Medical Center, LLC will deny an
employee workers’ compensation medical or indemnity benefits under Florida
Chapter 440.
ii. Refusal of Test - Denial of Florida workers’ compensation benefits. If an injured
employee refuses to submit to a drug/alcohol test, the employee forfeits eligibility
for Florida workers’ compensation medical and indemnity benefits.
iii.Positive Test – Termination of employment. Upon a positive confirmed
drug/alcohol test result, Holy Cross Medical Center, LLC may terminate the
employee’s employment.

Existence of 440.102
This policy is implemented pursuant to the drug-free workplace program requirements
under Florida Statute 440.102.
Drug-free Workplace Program (Cont.)
Reporting Use of Prescription or Non-Prescription Medications
A. An employee or job applicant may confidentially report the use of prescription or
nonprescription medications to a medical review officer, both before and after a
drug/alcohol test, by contacting the medical review officer directly; Holy Cross
Medical Center, LLC will provide the contact information.
B. Prescription or nonprescription medication is a drug or medication obtained with a
prescription from an authorized health care provider or a medication that is authorized
by federal or state law for general distribution and use without a prescription in the
treatment of human diseases, ailments, or injuries.
C. A Medical Review Officer (MRO) is a licensed physician employed with or
contracted with Holy Cross Medical Center, LLC , who has knowledge of substance
abuse disorders, laboratory testing procedures, and chain of custody collection
procedures; who verifies positive, confirmed test results; and who has the necessary
medical training to interpret and evaluate an employee’s positive test result in relation
to the employee’s medical history or any other relevant biomedical information.
Consequences of Refusing Drug/Alcohol Testing
A. Job applicant drug/alcohol testing. Holy Cross Medical Center, LLC may refuse to
hire a job applicant who refuses to submit to a drug/alcohol test.
B. Employee drug/alcohol testing.
i. If an injured employee refuses to submit to a drug/alcohol test, the employee
Drug-free Workplace Program (Cont.)
Drug Rehabilitation Programs
Although Holy Cross Medical Center, LLC does not maintain an Employee Assistance
Program (EAP). It is the responsibility of an employee to seek assistance before
alcohol and drug problems lead to disciplinary actions. Once a violation of this policy
occurs, subsequently seeking treatment on a voluntary basis will not necessarily lessen
disciplinary action and may, in fact, have no bearing on the determination of
disciplinary action.
A medical provider can give an appropriate assessment, evaluation, and counseling
and/or referral for treatment of drug and alcohol abuse. Employees may be granted
leave with a conditional return to work, depending on successful completion of the
agreed-upon treatment regimen, which may include follow-up testing.
The cost of seeking assistance will be the responsibility of the employee and is subject
to provisions of Holy Cross Medical Center, LLC’s health insurance plan, if available,
eligible or applicable. Please consult a medical provider for specifics concerning this
A. An employee or job applicant who receives a positive confirmed test result may
issue.
contest or explain the result to Holy Cross Medical Center, LLC’s designated
Challenges to Test
medical review Result
officer (MRO) within five (5) working days after receiving written
notification of the test result. If an employee's or job applicant's explanation or
challenge of the positive test is unsatisfactory to the MRO, the MRO shall report a
positive test result back to the employer; and that a person may contest the drug
test result according to the law/rules adopted by the governing body.
Drug-free Workplace Program (Cont.)
B. The terms “confirmation test,” “confirmed test,” or “confirmed drug test” mean a
second analytical procedure used to identify the presence of a specific drug or
metabolite in a specimen, which test must be different in scientific principle from that
of the initial test procedure and must be capable of providing requisite specificity,
sensitivity, and quantitative accuracy.
C. Confirmation testing shall be done in accordance with the following:
i. If an initial drug test is negative, Holy Cross Medical Center, LLC may in its sole
discretion seek a confirmation test.
ii. Only licensed or certified laboratories may conduct confirmation drug tests.
iii.All positive initial tests shall be confirmed using gas chromatography/mass
spectrometry (GC/MS) or an equivalent or more accurate scientifically accepted
method approved by the Florida Agency for Health Care Administration or the
United States Food and Drug Administration as such technology becomes
available in a cost-effective form.
iv.If an initial drug test of an employee or job applicant is confirmed as positive,
Holy Cross Medical Center, LLC’s designated medical review officer shall provide
technical assistance to the Holy Cross Medical Center, LLC and to the employee or
job applicant for the purpose of interpreting the test result to determine whether the
result could have been caused by prescription or nonprescription medication taken
Drug-free Workplace Program (Cont.)
Employee Responsibility to Notify Laboratory
An employee or job applicant is responsible for notifying the testing laboratory of any
administrative or civil action brought pursuant to Florida Statute 440.102 (West 2015).

Drugs That May Be Tested

Holy Cross Medical Center, LLC may test for any or all of the following drugs and
alcohol:
Alcohol Amphetamines Cannabinoids
Cocaine Phencyclidine HCI Methaqualone HCI
Opiates Barbiturates Benzodiazepines
Synthetic Narcotic
Medical Marijuana
The medical marijuana amendment to Florida's law still preserves employers'
rights to enforce drug-free workplace policies. For this reason, testing positive for
cannabis while holding a medical marijuana card or any other prescription still
constitutes a violation of the company’s drug-free workplace policy.
Drug-free Workplace Program (Cont.)
Complaint Procedure
[Company Name] strongly encourages the reporting of all instances of discrimination,
harassment, or retaliation. If you believe you have experienced or witnessed
harassment or discrimination based on sex, race, national origin, disability, or another
factor, promptly report the incident to your supervisor. If you believe it would be
inappropriate to discuss the matter with your supervisor, you may bypass your
supervisor and report it directly to:
Estrella Gonzalez
4109 N. Armenia Ave. Ste A
813-588-3343
Any reported allegations of harassment or discrimination will be investigated promptly,
thoroughly, and impartially.
Any employee found to be engaged in any form of sexual or other unlawful harassment
may be subject to disciplinary action, up to and including termination of employment.
Gratuities & Gifts
Holy Cross Medical Center, LLC employees are not permitted to solicit gratuities,
gifts, or donations from patients , relatives of patients , vendors, firms, agencies, or
individuals doing business with or soliciting business from Holy Cross Medical Center,
LLC , without the express permission of Holy Cross Medical Center, LLC's CEO.

Smoking
[Company Name] provides a smoke-free environment for its employees, customers,
and visitors. Smoking, including the use of e-cigarettes and vaporizers, is prohibited
throughout the workplace. We have adopted this policy because we have a sincere
interest in the health of our employees and in maintaining pleasant working conditions.
Computer, Email & Internet
Usage
Computers, email, and the Internet allow [Company Name] employees to be more
productive. However, it is important that all employees use good business judgment
when using [Company Name]’s Electronic Communications Systems (ECS).
HIPAA Privacy & Security
It is the intent of Holy Cross Medical Center, LLC to safeguard and protect the privacy
and security of its applicants', employees’, and patients' "protected health information"
as defined by the Health Insurance Portability and Accountability Act of 1996
("HIPAA"). "Protected health information" includes individually identifiable
information, maintained, or transmitted through any medium, relating to an individual's
past, present, or future physical or mental health or healthcare.

Core Philosophy of Conduct and

Health information is considered "individually identifiable" if it either identifies a
person by name or creates a reasonable basis to believe the individual could be
Integrity
identified.

Holy Cross Medical Center, LLC highly values the trust our clients, patients, and
business partners place on us to provide the highest quality and standards in our
industry. For this reason, all employees of Holy Cross Medical Center, LLC must:.
• Comply with all state/federal regulations and standards.
• Speaking to employees, managers or patients or clients in a way that suggests
unprofessional behavior to include arguing, foul-language, insubordination,
discrimination, or harassment of any form.
• Address the needs of customers and patients with the same quality services
without discrimination; thereby creating a more equitable and efficient business
system and community.
• Distribute informational and promotional materials that accurately represent the
TIMEKEEPING &
PAYROLL
Attendance & Punctuality
Holy Cross Medical Center, LLC expects all employees to conduct themselves in a
professional manner during their employment. This includes practicing good
attendance habits. Good attendance habits form an integral part of every employee's job
description. All employees should regard coming to work on time, working their shift
as scheduled, and leaving at the scheduled time as essential functions of their jobs.
Employees will only be paid for time worked not scheduled. As such employees are
expected to arrive on-time and be ready for work (i.e., arrive in uniform, ready to
work) and leave work at their scheduled time, unless overtime is pre-approved by
supervisor as needed. Violations of this policy may result in disciplinary action up to
and including termination. Among other things, Holy Cross Medical Center, LLC
abides by the “good habits” when referring to attendance:
• being at your workstation or arriving at your appointments ready for work by the start
of the shift;
• remaining at your worksite/station unless the needs of the job require being
elsewhere, except during authorized breaks (including restroom breaks);
• taking only the time normally allowed for breaks;
• remaining at work during your entire shift, unless excused by a supervisor;
• not leaving work until the scheduled end of your shift, unless excused by a
supervisor;
• leaving promptly at the end of your shift, unless you have been given advance
Time Keeping
Holy Cross Medical Center, LLC strives to maintain strict compliance with the Fair
Labor Standards Act (FLSA). The FLSA is a federal law that protects employees from
unfair pay practices. The rules below are designed to help Holy Cross Medical Center,
LLC comply with the FLSA and to ensure that all employees are paid fairly and
legally. Failure to follow these rules or tamper with time keeping or payroll process
may subject you to discipline up to and including termination.
• You must keep an accurate record of all of your worked hours in the manner
designated by Holy Cross Medical Center, LLC;
• Hourly or non-exempt employees are unable to begin work prior to their scheduled
time (or for that matter work after their scheduled time) without prior authorization
from their manager or supervisor. As such, hourly employees will only be paid for
time worked.
• If you need to make a change on your time records to correct an error, please notify
your manager before the end of the pay period. If you do not submit changes to your
time records, you are certifying that they are complete and that they accurately
reflect all hours that you worked.
•• Do not allow another employee to sign in/out for you, and do not sign in/out for any
In line with the company’s attendance policy, employees must be ready to begin
other employee.
their shift at theirTampering withlocation/workstation
assigned work timekeeping equipment or timesheets
by their scheduledor falsifying
time.
time keeping records will result in disciplinary action, up to and including
termination.
Notice of Absence or
Tardiness
Under some circumstances, absence or tardiness on your part may be excused, but only
if you give proper notice of such a problem before the start of your shift. Holy Cross
Medical Center, LLC needs advance notice of attendance problems so that other
arrangements can be made to cover your absence, if necessary. "Proper notice" means
that you call Holy Cross Medical Center, LLC at a designated number for such calls
prior to the start of your shift at least one hour prior to a shift (when possible) and
personally notify your supervisor or another member of management about the
problem, unless a verifiable emergency makes it impossible for you to do so. It is not
sufficient to call in and leave a message with a coworker or someone else who is not in
a management position.
All supervisors and managers have been advised to make themselves available to take
calls such as these, so there should be no reason to worry that you will not be able to
reach an appropriate person to advise of your attendance problem. If you fail to give
proper notice of attendance problems in advance as explained in this policy, you may
be subject to disciplinary action, up to and possibly including termination.
If you are absent without notice for three (3) days in a row, you will be considered as
having abandoned your job, and Holy Cross Medical Center, LLC will process your
work separation as a voluntary resignation on your part; you will immediately forfeit
any and all benefits under this policy of job abandonment and you must return any and
all company equipment when picking up your final check.
Pay Days
[Company Name] employees are paid on a Bi-weekly basis. In the event that a
regularly scheduled payday falls on a holiday, employees will be paid on the day
preceding the holiday, unless otherwise required by state law.
Paychecks will not, under any circumstances, be given to any person other than the
employee without written authorization. Paychecks may also be mailed to the
employee's listed address or, upon advance written authorization, deposited directly
into an employee's bank account. Employees who elect payment through direct deposit
will receive an itemized statement of wages when the Company makes direct deposits.
In the event of employee termination, the employee will receive their accrued pay in
accordance with applicable federal, state and local laws.
Payroll Deductions
Federal and state laws require us to report basic information about new employees,
including your name, address, and social security number to a state agency designated
as the State Directory of New Hires. The state collects this information in an effort to
enforce child support orders and/or a tax levy. Please be advised that if the state
determines that you owe child support or you are delinquent on your taxes or other
garnishment request, it will send us an order requiring us to withhold money from your
paycheck. All wage garnishments will be made in compliance with FLSA regulations.
Payroll Deductions (Cont.)
Certain deductions will be made in accordance with federal and state laws. For this
reason, Holy Cross Medical Center, LLC, may deduct wages from my pay for any of
the reasons that fall into the following;
1. share of the premiums for any of Holy Cross Medical Center, LLC 's group benefit
plans;
2. any contributions made into a retirement plan;
3. installment payments on loans or wage advances given to me by Holy Cross
Medical Center, LLC , and if there is a balance remaining when I leave Holy Cross
Medical Center, LLC , the balance of such loans or advances;
4. installment payments on loans based upon store credit that I use for my own
personal purchases, including the value of merchandise or services that I purchase
or have purchased for personal, non- business reasons using my employee charge
account or credit card, an account or credit card assigned to another employee, or a
general company account or credit card, regardless of whether such purchase was
authorized, and if there is a balance remaining when I leave Holy Cross Medical
Center, LLC , the balance of such store credit or charges;
5. overpayment of wages for any reason, repayment to Holy Cross Medical Center,
LLC of such overpayments or when federal or state laws prohibit deductions from
my paycheck, smaller deductions will be made in amounts permissible by law till
Payroll Deductions (Cont.)
6. the cost to Holy Cross Medical Center, LLC of personal long-distance calls made,
or messages sent, using Company phones or Company accounts, of personal faxes
sent using Company equipment or Company accounts, or of non-work-related
access to the Internet or other computer networks using Company equipment or
Company accounts;
7. the cost of repairing or replacing any Company supplies, materials, equipment,
money, or other property damages, lost, fail to return, or take without appropriate
authorization from Holy Cross Medical Center, LLC during my employment
(except in the case of misappropriation of money by the employee. The employee
understands that no such deduction will take my pay below minimum wage, or, if
the employee is a salaried (exempt employee) reduce my salary below its
predetermined amount);
8. the cost of replacing for damage caused by the employee Company uniforms or
merchandise purchased by you (employee) (Holy Cross Medical Center, LLC will
deduct only the actual price it pays for uniform or merchandise).
9. administrative fees in connection with court-ordered garnishments or legally
required wage attachments of my pay, limited in extent to the amount or amounts
allowed under applicable laws.
[Company Name]

Thank You