February 2018

Advanced Travel Therapy Handbook

Hours of Operation: 8 am – 7 pm EST (24-hour emergency on-call option)

FLORIDA

5535 S. Williamson Blvd, Suite 774 Port Orange, FL 32128

COLORADO

11001 W. 120th Avenue, Ste. 310 Broomfield, CO 80021

Phone: 800.330.7711

Fax: 866.426.2811

Quality Assurance Department Direct Fax: 386.944.7202 & E-mail: Therapy.QA@gowithadvanced.com

E-mail: info@GoWithAdvanced.com Website: www.GoWithAdvanced.com

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Contents ORIENTATION........................................................................................................................................1

ADVANCED CODE OF ETHICS .....................................................................................................................1

PERSONAL AND PROFESSIONAL IDENTITY .....................................................................................................3

QUALITY ASSURANCE REQUIREMENTS .........................................................................................................3

INSURANCE ...........................................................................................................................................4

PER DIEM POLICIES .................................................................................................................................4

PERFORMANCE EVALUATION ....................................................................................................................5

WORK RELATED INCIDENTS AND INJURIES ....................................................................................................8

COMPLAINT/GRIEVANCE POLICY ................................................................................................................9

INAPPROPRIATE REASSIGNMENT .............................................................................................................. 10

CLINICAL ISSUES ................................................................................................................................... 10

CONTINUING EDUCATION (CEU’s) ........................................................................................................... 10

ON-SITE EMERGENCY MANAGEMENT ....................................................................................................... 10

EQUAL OPPORTUNITY EMPLOYMENT ........................................................................................................ 12

THE AMERICANS WITH DISABILITIES ACT (ADA/A) ...................................................................................... 13

FAMILY / MEDICAL LEAVE OF ABSENCE (FMLA) .......................................................................................... 14

UNLAWFUL HARASSMENT ...................................................................................................................... 16

COMPLAINT PROCEDURE ........................................................................................................................ 19

SENTINEL EVENTS……………………………………………….…………………………………………………………………………………19

Advanced • 5535 S. Williamson Blvd, Suite 774 • Port Orange, FL 32128

Phone 800.330.7711 • Fax 866.426.2811 • http://www.advancedtraveltherapy.com/nhp/ 1

Welcome to the Advanced Team!

This Traveler Handbook outlines the policies and procedures you are expected to adhere to while you are an employee of Advanced. Please read each section carefully. By initialing each page you are agreeing that you have read the information contained therein, have had any questions answered by Advanced, and will abide by the policies and procedures as described while you are employed by Advanced.

ORIENTATION All Advanced staff are required to complete orientation on the following programs to meet OSHA, HIPPA, and JCAHO requirements:

1. HIPPA 2. Environmental Safety 3. Fire Safety 4. Hazardous Waste and Chemicals 5. Infection Control & Bloodborne Pathogens 6. Tuberculosis Education 7. Infection Control 8. National Patient Safety Goals (Annual Updates) 9. Cultural Diversity 10. Patient Rights 11. Ethics of Care

Upon arrival at the facility for each new assignment, you are responsible for obtaining orientation from the client. It is the responsibility of the client to orient you to the facility’s policies and procedures. Patient care should not be rendered until you are fully orientated with the responsibilities of the position, and the procedures of the facility. Contact your recruiter immediately if you do not receive this information.

Please reference your appropriate job description on Advanced’s website at http://www.advancedtraveltherapy.com/nhp/

ADVANCED CODE OF ETHICS As an employee of Advanced, you will commit to the following values:

• Conduct yourself in a professional manner with the highest level of accountability to your profession, job and employer.

• Recognize integrity as doing what is right and pursuing a high standard of conduct and honesty in all situations.

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• Treat all individuals you encounter, or are entrusted to your care, with the utmost respect and integrity.

• Deliver quality patient care and service unrestricted by concerns of personal attributes and without discrimination.

• Perform only those clinical responsibilities and tasks for which you have been trained and have adequate experience, thus preserving established standards for the safety and quality of patient care.

• Carry out responsibilities of your assigned job with a spirit of teamwork, respecting your co-workers and conducting yourself in a manner that contributes to an environment free of all forms of harassment.

• Protect confidences entrusted to you in the course of professional practice, adhering to the HIPAA guidelines; respecting the right to privacy of the patient, client/company, and your employer; revealing confidential information only as required by law to protect the welfare of the individual or community.

• Demonstrate a commitment to the key areas defined by the Joint Commission Standards to monitor and improve the quality of patient care.

• Use equipment and accessories, employ techniques and procedures, and perform services in accordance with acceptable standards of professional practice and the policies and procedures of the client facility.

• Respect all laws and avoid any involvement in false, fraudulent, or deceptive activity.

• Avoid any situation, action or conduct that is in conflict with or gives the appearance of conflict with Advanced. If you are unsure of a situation, contact your recruiter immediately.

• Honor all contracts, agreements, and assigned responsibilities. Advanced is committed to providing their employees with a positive working environment. If you ever experience anything during your assignment that is unsatisfactory, please notify Advanced immediately so a resolution can be achieved. Advanced has processes in place to assure that complaints and concerns are addressed in a timely manner. Please contact your recruiter if you experience any of the following:

• Clinical Incident or Sentinel event – any situation that results in an adverse outcome to the patient;

• Injury while on assignment;

• Reassignment to a clinical area in which you are not skilled and competent to work;

• Ethical issues or concerns;

• Scheduling and communication issues;

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• Other situations that result in your dissatisfaction.

Advanced will work with you to achieve resolution to the complaint or concern. If there is no resolution or you are not satisfied with the resolution, please contact Advanced’s corporate office at 800.330.7711, and ask for the Clinical Manager. Any employee that has a concern about the quality and safety of patient care provided by Advanced, which has not been addressed by Advanced’s management, is encouraged to contact the Joint Commission at www.jointcommission.org or by calling the Office of Quality Monitoring at 630.792.5636. To demonstrate our commitment to the delivery of safe, quality patient care, we assure our employees that no retaliatory or disciplinary action will be taken for reporting a quality of care concern.

PERSONAL AND PROFESSIONAL IDENTITY As an employee of Advanced you will carry your professional licensure and a valid photo ID at all times.

QUALITY ASSURANCE REQUIREMENTS You are responsible for providing Advanced with copies of original medical/health documents. Required documentation may vary according to each facility and you will be required to provide the necessary documentation as it is requested. As an employee you will be required to provide and complete the following documentation:

• Annual TB Test

• Physical Statement within past year & Required on an annual basis

• Hepatitis B Declination or vaccine series or positive titer

• Current American Heart Association BLS/CPR certification

• Signed Acknowledgement of orientation to JCAHO, OSHA and HIPAA polices

• Signed Acknowledgment of Traveler Handbook

• Completion of Drug Screen

• Completion of Background Check

You understand that if you have any injury or surgical procedure after the date you initially submit your employment physical to Advanced, you will be required to provide medical release documentation from your physician, verifying that you are physically and medically capable to perform the essential job functions of your position. You authorize Advanced to release any and all medical/personnel documentation to the Client upon request.

RELEASE

I hereby authorize Advanced to release a copy of my completed I-9, along with my supporting identification documentation - if the client/facility requests a copy at time of credentialing and/or ongoing audits before, during, and after my assignment.

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INSURANCE Please review plan docs for specific details regarding your 2 plan options. To qualify for Day 1 Health Insurance, your application must be in before or on the day you start your assignment. Please also allow 7-10 business days from your start date to receive your insurance ID cards. Due to Insurance Regulations, if your hours in any week drop below 30 hours for any reason, Advanced must collect a percentage of the premium. This contribution will be above and beyond any normal insurance deduction. In addition, if you work less than thirty (30) hours for three consecutive weeks, Advanced must discontinue your insurance benefits.

Your insurance will be terminated on the last day of your assignment unless you have been rebooked or extended prior to your end date. The maximum amount of time you are allowed coverage between assignments is 16 days. If your break is longer than 16 days your insurance coverage will be termed on your last of day of assignment. You will be responsible for 100% of the medical premium on all breaks in assignment.

PER DIEM POLICIES Full Per Diems are based on the responses provided to Advanced on the Tax Home Representation Form. We encourage you to seek tax advice from a qualified tax advisor before entering into any travel arrangement and accepting non-taxable travel reimbursements or benefits. The Advanced policy and any tax information contained within is not considered tax advice and is not intended or written to be used, and cannot be used, by any person for the purposes of avoiding penalties that may be imposed under the Internal Revenue Code or applicable state or local tax provisions. Because the tax home and maintaining the tax home controls the taxability of any travel reimbursement or benefit, you should research the concept carefully and consult with a qualified tax advisor before and during your assignment. For additional information, go to www.irs.gov and review Publication 463, Travel, Entertainment, Gift, and Car Expenses, or call the IRS at (800) TAX-FORM. An Excerpt from IRS Publication 463 is included at the end of this Handbook. A few examples of things to consider when determining your status for the Tax Home Representation Form:

• You have living expenses at your permanent home (i.e., rent, mortgage) that you duplicate because you are away from home on assignment.

• Your tax home address is your address of record and from which you file your income tax returns.

• Your tax home address is your address of record for your professional license/s.

• There a realistic expectation that you will return to live at your permanent tax home.

• You anticipate your assignment will not exceed one year in duration (and in fact you have not been working in the same location, without a break in service, for more than one year). (“One Year Rule”)

• Regardless of mileage or distance traveled, your assignment mandates overnight stays away from your tax home in order to effectively complete the assignment.

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You may often hear of a traveler defined as someone who is traveling over 50 miles (or some other number) to get to a work facility, however distance is not actually a defining factor to qualify as a traveler per IRS guidelines. If the employee is not sleeping away from the employee’s tax home and is not duplicating lodging expenses, then the employee is not considered a traveler according to the IRS regardless of how far the employee travels to the work facility. Anytime an employee is driving between the employee’s tax home and an assignment, the employee is not allowed to deduct (or exclude) any per diem allowances for meals or lodging expenses at the assignment location.

PERMANENT TAX HOME DECLARATION You understand that by completing the Tax Home Representation Form it does not guarantee that your travel-related expenses will be tax-free. If after further review by Advanced, it is determined that the representation on the Form or other documentation provided does not validate the employee as a traveler, you will not be eligible to receive full per diem (meals/lodging/incidentals). If your permanent tax home changes, it is your responsibility to notify Advanced immediately. You will be required to complete a new Tax Home Representation Form for each assignment with Advanced.

MILEAGE REIMBURSEMENT

For 13-week assignments in the contiguous 48 states, reimbursement is based upon actual miles traveling for the first trip to an assignment and for the last trip home, at a rate defined in the Employment Agreement. Mileage is determined by using the difference between the odometer readings at the beginning and at the end of a trip between the employee’s tax home and the assignment location. During the assignment, reimbursement is calculated using reported mileage and the contractual rate agreed upon with the Client. Mileage will be verified using mapping software.

PERFORMANCE EVALUATION Your professional demeanor and conduct are of the utmost importance to your continued employment. Your performance will be evaluated periodically throughout the duration of employment. Should any issues arise, your recruiter or the Director of Operations will contact you.

PRODUCTIVITY STANDARD

You are required to meet the HCF’s productivity standards. Failure to meet HCF productivity standards may result in early termination or immediate cancellation of assignment. All patient care documentation will be reviewed by traveler for completeness and turned in, as per Client protocol, either daily or weekly. Failure to meet HCF’s productivity standards may result in immediate renegotiation of your contract and pay rate. Any unforeseen reasons for delay must be discussed with your supervisor immediately. Traveler acknowledges that by turning in a weekly time sheet, he/she is verifying paperwork has been completed on all patients treated.

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Also, in order to meet the facility’s requirements for standard of care/Medicare(caid) guidelines, you may be required to work at least one weekend per month.

*All Employees working Home Health assignments are required to maintain a 75% weekly productivity expectation, unless explicitly stated otherwise.

CLIENT SPECIFIC DOCUMENTATION AND/OR PAPERWORK

As a condition of assignment to Client facilities, Employee may be required to complete various patient care plans, comprehensive patient histories, individual education plans, or other program paperwork required by Client to submit for reimbursement by funding entities such as Medicare, Medicaid, or health insurance ("Client Paperwork"). Client Paperwork requirements are to be followed according to the policies and procedures set forth by the Client and are to be communicated to Employee by Client during orientation ("Administrative Requirements"). Any and all Administrative Requirements, which includes Client Paperwork, shall be completed and submitted by Employee to Client as required prior to or immediately following the last day of assignment. Employee's failure to comply with Administrative Requirements, specifically the timely completion of Client Paperwork, will likely result in Client's refusal to compensate Advanced for services performed by Employee. EMPLOYEE EXPRESSLY AUTHORIZES ADVANCED TO DEDUCT FROM EMPLOYEE'S PAYROLL OR ANY OTHER MONIES OTHERWISE OWED TO EMPLOYEE FOR AN ASSIGNMENT ANY SUCH AMOUNT WHICH CLIENT REFUSES TO PAY ADVANCED AS A DIRECT RESULT OF EMPLOYEE'S FAILURE TO COMPLY WITH ADMINISTRATIVE REQUIREMENTS, TO THE EXTENT PERMITTED BY LAW.

HOURS EXPECTATION

Once an assignment has been verbally accepted, you agree to work the minimum hours stated per week for the length of this contract with no unapproved personal time off. Employee acknowledges and agrees that any and all compensation, benefits, housings costs, bonuses, disbursements, reimbursements, stipends or other portions of Employee’s compensation are contingent upon completion of the contracted hours for this assignment. Employee agrees to make up hours missed each week and may be required to float in order to do so. All bonuses and reimbursements will be pro-rated accordingly if the number of minimum hours are not met. However, Employee will be charged per diem/health insurance, if applicable. Hours listed in your contract are not guaranteed unless otherwise expressly written in this contract. No payment is made for hours are not actually worked. You will not ask for time off from the HCF except for illness or time off that was pre-approved in your telephone interview and reflected in this agreement. A physician’s note, or a note from the HCF supervisor on the timesheet, must be provided to Advanced that corroborates all illnesses. In the case of legitimate illness, you will be paid for actual hours worked, and not deducted the hourly rate unless your days out exceed 2 in one contract period (13 weeks). You must make every effort to report for work, but if illness occurs, you must call Advanced and the DOR or Supervisor of the facility where you are working. Should illness occur for more than 2 consecutive working days, your continued employment is solely at the discretion of Advanced & the HCF. If you do not work on a Holiday, you will not be paid for the holiday.

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**Guaranteed Hours: Employee is required to work all assigned or available hours up to the minimum required hours as stated on the Traveler Agreement. To receive the hours guaranteed, Employee must stay at the facility. If the Employee volunteers to leave early, requests off for any reason, or modifies their schedule, then the facility is not responsible for the guarantee. Employee must submit a completed Guaranteed Hours Verification Form signed by the facility. Guaranteed hours are paid at the regular rate in the next available paycheck following receipt of the required documentation. This document is additional to your weekly timesheet and/or facility timekeeping requirements.

If Advanced provides your housing, you will be charged an additional fee of $17 per hour for all short hours under 40 hours per week for any reason, including but not limited to: excused or unexcused absence; shift cancellations due to census; Employee volunteering to leave early; facilities closing due to holiday; or weather conditions. This deduction will be weekly unless you make arrangements to make up hours within the week and notify your recruiter in advance.

If you are enrolled in our healthcare OR any of our supplemental insurance plans and your hours fall below the required 30 hours for the plans for more than 2 weeks, you will be immediately terminated from all plans that you are enrolled in. **If your assignment is at a school, and your hours are not being met due to a school closure, and it is noted on your timesheet, this rule for insurance will be waived.

PAID SICK LEAVE [PSL] Advanced complies with all local and state sick leave laws. A request for sick leave must be received by Advanced and the employee’s manager at the job assignment no less than (4) hours prior to the start of a scheduled shift. One example of state legislation governing Paid Sick Leave:

California: An employee that works in California for 30 or more days within a year is entitled to sick leave. Sick leave accrues at the rate of one (1) hour for every thirty (30) hours worked, beginning on the first day of employment. Sick leave accrual is capped at forty-eight (48) hours per year, and use is limited to twenty-four (24) hours, or three (3) days, per year. An employee may use accrued sick leave on or after ninety (90) days of employment. Sick leave is paid at the employee’s regular wage. Accrued, unused sick leave is not paid out at the time of employment separation.

POTENTIAL FLOAT/SHIFT CHANGE ACKNOWLEDGEMENT Due to the daily census fluctuation, you may, at times, be requested to travel to additional facilities, change facilities, shifts, units or schedules, in order to receive your weekly hours guarantee. Please notify your recruiter immediately if you are not agreeable to additional facility visits. Insurance/Full Per Diem benefits will be affected by refusal, which may include payroll deductions and/or loss of benefits.

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TIME SHEET

You must to have your Supervisor or DOR sign your timesheet, as you are paid for only the hours reported or approved by the HCF. Timesheet submittal is your responsibility and is the sole basis for your pay. You must submit your timesheet no later than Monday at 5pm EST to FAX # 866-426-2811, OR therapy.timesheets@gowithadvanced.com, to ensure the payroll department can issue your paycheck on the following Friday. If your timesheet is not received by 9am EST on Tuesday, Advanced will automatically apply a ‘Late Arrival Fee’ of $20 so you will still be paid by Friday. If you want verification that your timesheet has been received, it is your responsibility to contact Advanced for confirmation. Any timesheets received later than Wednesday at 9am EST will be processed in the following week’s payroll. You will find timesheets in your new hire packet or at http://www.gowithadvanced.com/nhp/.

When available from Client, Advanced will pay only the hours reported from the Kronos system of the Client, and not the hours submitted by the Traveler. If a discrepancy arises, it is the responsibility of the Traveler to contact the Advanced payroll department within fourteen (14) days of the payment week in order to research the issue.

WORK RELATED INCIDENTS AND INJURIES

Insurance You will be covered by Advanced professional liability, general liability and worker’s compensation insurance while on shift at your job assignment facility. Advanced also offers voluntary health, dental and vision insurance programs to qualifying employees. Full-time employees become eligible for these programs on the first day that the employee commences work at an Advanced client facility in a full-time capacity. Employees are responsible for any excess premium(s) and any co-payments, co-insurance and any other out of pocket costs per the terms of the insurance plan(s) for the duration of the policy period(s).

Insurance benefits terminate concurrently with the conclusion of an assignment contract. However, insurance benefits will remain in place for a maximum of 16 days in between assignments if the subsequent assignment contract is executed prior to the conclusion of the original assignment contract.

We do safeguard you with professional liability insurance and you must immediately notify Advanced of any incident that occurs or any litigation filed against you arising out of services you have provided to the Client. To protect you and monitor unsafe working conditions, you will immediately notify Advanced of any job related injury or unsafe conditions.

Should you be injured at work, you must immediately notify your supervisor/DOR and complete an incident report. You must also notify Advanced’s Human Resources Department within 24 hours of the incident to be eligible for benefits. You will be required to test for drug and

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alcohol use within 24 hours of the incident. This drug test will be arranged by Advanced. Positive test results may disallow a claim and terminate your employment.

COMPLAINT/GRIEVANCE POLICY Should you have a complaint or grievance while on assignment please discuss the issue with your DOR and notify your recruiter. Please do not leave the assignment without first speaking to your recruiter. We address complaints in a fair and responsible manner. In a circumstance where your recruiter cannot resolve the situation, it will be brought to the attention of the Director of Operations. If the issue is of a clinical nature the Director of Operations will contact our Clinical Supervisor to resolve the situation. You may also request to speak to the Clinical Supervisor at any time during your assignment and a phone call will be arranged on your behalf.

If you feel there is an unethical situation, you must report it to your supervisor or go up the chain of command. If you feel the issue is not being properly resolved, please contact the Joint Commission (JCAHO).

Incident Policy & Procedure An incident is an occurrence outside the routine events that has caused or might cause injury or loss to a patient, employee or visitor, or that has resulted in damage to Advanced or the client’s property. Some examples of incidents that should be reported include occupational illnesses, injuries to yourself or other Advanced employees, patient care errors, workplace safety hazards for you or patients. These types incidents and all safety and health violations must be reported immediately.

If you are involved in or witness an incident, accident or health violation, you must report it immediately to your supervisor according to the client’s protocol and to the Advanced Human Resources department. You should report the incident to Advanced by first notifying the Human Resources department of the incident by phone and/or email (HR@gowithadvanced.com), and then complete an incident report form provided by Human Resources.

If, at any time, you have concerns regarding patient care or safety that you feel Advanced hasn’t adequately addressed, please immediately contact one of the Administrators. You may also report concerns about patient care or safety directly to the Joint Commission. Advanced assures there will be no retaliation or disciplinary action taken against an employee for reporting patient care or safety concerns to the Joint Commission.

The Joint Commission Attn: OQM One Renaissance Boulevard Oakbrook Terrace, IL 60181 Phone: 800-994-6610 Email: complaint@jointcommission.org

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Safe Medical Devices Act: If you are aware of an incident causing a serious illness, injury or death that could have been caused by a medical device, report the incident to an Advanced Administrator and your supervisor immediately. A medical device is anything used for patient treatment or diagnosis that is not considered a drug. You are not to attempt to fix or disassemble the device.

INAPPROPRIATE REASSIGNMENT In the event of inappropriate reassignment please contact your recruiter immediately so the situation may be resolved between Advanced and the Client. For example, if you are asked to treat pediatric patients and are assigned to only work in a geriatric unit, this will be resolved immediately by our Director of Operations.

CLINICAL ISSUES If you feel your license is in jeopardy or uncomfortable with a clinical situation you will have access to Advanced’s Clinical Supervisor to discuss the issue. Please contact our Director of Operations who will arrange this discussion.

CONTINUING EDUCATION (CEU’s) Employees are encouraged to continue their education in their chosen specialty. From time to time you may also be invited to participate in ongoing education from the client while you are on assignment. It is your responsibility to provide Advanced with any certificates or completion records related to your continuing education. Please contact the Quality Assurance department so that your records may be updated. Please visit the following websites for continuing education for your profession:

Physical Therapy: www.fsbpt.org Occupational Therapy: www.nbcot.org Speech Language Pathology: www.asha.org

ON-SITE EMERGENCY MANAGEMENT Emergency situations may arise at your facility. These include, but are not limited to extreme weather, disaster, etc. You are required to follow the emergency policy and procedures of the designated facility. Please see your DOR or Supervisor immediately in case of Emergency or dial 911. When you are safe from the emergency please contact your recruiter or the Director of Operations at Advanced.

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TERMINATION/EMPLOYMENT-AT-WILL

Once on assignment, the employment is strictly “at will.” Other than for cause, the Employment Agreement may be canceled by Employee by submitting a 30-day written notice to cancel. In the event that Advanced finds a more ideal assignment for the employee, Advanced reserves the right to shorten the notice period to the HCF cancellation terms. If the Employee is in Advanced provided housing, Employee will be responsible for any losses due to a shortened notice. HCF and/or Advanced may cancel assignment at any time for cause, without notice or further compensation. In the event the HCF hires a full-time employee, the HCF may cancel the assignment after providing written notice following the HCF employment practices. In the event the facility has no other option but to cancel an assignment without the above stated written notice, Advanced reserves the right to find an assignment matching your qualifications within a commutable distance for the duration of this contract. If Advanced is unable to obtain another assignment on your behalf by the original start date of this assignment, then the Employment Agreement will be null and void, and both parties will be released from the terms of the Employment Agreement. If you are terminated by cause by the HCF, or if you choose to end your employment with written notice as stated above to Advanced, you will be responsible for any remaining housing costs, lost deposits, to include but not limited to facility fees, advanced monies, travel allowance, reimbursements, etc. that are associated with the assignment. In the event the amount exceeds the amount due to the Employee, the Employee will be responsible for making restitution to Advanced incurred as determined by the Employer. If you agree to commute between facilities or patient residences you acknowledge that you have automobile insurance in good standing and said policy will be deemed the primary insurance.

INDEMNIFICATION

The terms of your Employment Agreement are based on full-time employment and the completion of the assignment. If the Agreement is terminated due to the Employee not completing the terms specified in the Agreement, or because the Employee’s services were deemed unacceptable by the HCF or Advanced, or if Employee is in breach of any term of the Agreement, the Employee agrees to defend and indemnify Advanced for any monetary damages caused by Employee’s failure to adhere to the contractual terms and hereby authorizes payroll deductions from any compensation due (including final paycheck/s) for unearned and/or advanced expenses, including but not limited to: damages; travel expenses; paid medical documentation for licenses/certifications; reimbursements; loss of planned revenue; loss of future revenue; and full per diem.

NON-BILLABLE ORIENTATION

Advanced requires a maximum of 4 hours of orientation. Employee will be paid your taxable pay rate with no per diems for all orientation hours worked. Please confirm orientation hours with your recruiter.

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NON-COMPETE/SOLICITATION

I understand that for a period of one year after the end of the assignment I will be unable to accept a contract employment opportunity at my assigned facility location other than through Advanced. Advanced will not refuse consent to such a contract employment opportunity, so long as payment of a reasonable conversion fee is made by the client company.

EQUAL OPPORTUNITY EMPLOYMENT

Advanced is an equal opportunity employer and selects employees on the basis of ability, experience, training, intelligence and character. This applies, consistent with applicable law, to all phases of employment including recruitment, placement, promotion, training, transfer, layoff, discipline, termination, compensation and benefits.

The policy of Advanced is that all persons are entitled to equal employment opportunity without regard to race, creed, color, gender, age, national origin, religion, marital status, sexual preference, ancestry, physical and mental disability, medical condition, including pregnancy, cancer and any other consideration made unlawful by federal, state or local laws. Any infraction of federal EEO guidelines is strictly prohibited. Appropriate disciplinary action, up to and including dismissal, will be taken against any employee who willfully violates this policy. Advanced is required to post notices to all employees advising them of their rights under the laws EEOC enforces, and their right to be free from retaliation. Advanced will comply with any state and local regulations applying to EEO Laws.

AGE DISCRIMINATION

Statements or specifications in job notices or advertisements of age preference and limitations are prohibited. An age limit may only be specified only when age has been proven to be a bona fide occupational qualification (BFOQ).

DISABILITIES

Advanced prohibits discrimination on the basis of disability in all employment practices. Before making an offer of employment, an employer may not ask job applicants about the existence, nature, or severity of a disability. Certain positions may be subject to bona fide occupational qualifications. Applicants may be asked about their ability to perform job functions.

Advanced does not tolerate the following actions:

✓ Employment decisions based on assumptions or stereotypes about the abilities, traits,

or performance of individuals of a certain gender, race, age, religion, or ethnic group, or

individuals with disabilities.

✓ Harassment on the basis of age, color, disability, gender, national origin, race, or

religion.

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✓ Retaliation against an individual for filing a charge of discrimination, participating in an

investigation, or opposing discriminatory practices.

✓ Denying employment opportunities to a person because of marriage to, or association

with, an individual of a particular race, religion, national origin, or an individual with a

disability.

✓ Discrimination based on participation in schools or places of worship associated with a

particular racial, ethnic, or religious group is also prohibited.

✓ Indirect practices that have the effect of discriminating against individuals because of

their race, color, national origin, religion, or gender.

HOSTILE ENVIRONMENT STANDARDS

Advanced prohibits any and all practices that create a hostile environment for persons of either gender. Harassment based on race, color, national origin, sex, sexual preference, religion, age, and disability will not be tolerated. Appropriate disciplinary action, up to and including dismissal, will be taken against any employee who willfully violates these guidelines.

NATIONAL ORIGIN DISCRIMINATION

Discrimination against an individual because of birthplace, ancestry, culture, or linguistic characteristics common to a specific ethnic group is strictly forbidden. In compliance with the Immigration Reform and Control Act (IRCA) of 1986, Advanced will assure that employees hired are legally authorized to work in the U.S. Employees are prohibited from seeking employment verification with the intent of identifying individuals of a particular, national origin.

PREGNANCY BASED DISCRIMINATION

Pregnancy, childbirth, and related medical conditions will be treated in the same manner as other temporary illnesses or conditions. FMLA is available for all eligible Employees.

RELIGIOUS ACCOMMODATION

Advanced will reasonably accommodate the religious belief of an employee or prospective employee.

THE AMERICANS WITH DISABILITIES ACT (ADA/A)

Advanced is committed to providing equal opportunities to individuals with disabilities. The company will provide reasonable accommodation to enable a qualified applicant to perform the essential functions of the job, and to enable a qualified employee with a disability to perform the essential functions of a job currently held. We will not be able to make an accommodation that would impose an undue hardship on the company, as defined by law. Each accommodation request will be handled on a case-by-case basis, and every reasonable

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effort will be made to comply with it. Requests for accommodations should be directed to your Manager.

It is the policy of Advanced to comply with all the relevant and applicable provisions of the Americans with Disabilities Act (ADA). Advanced will not discriminate against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a person’s physical or mental disability. Advanced will also make reasonable accommodation wherever necessary for all employees or applicants with disabilities, provided that the individual is otherwise qualified to safely perform the essential duties and assignments connected with the job and provided that any accommodations made do not impose an undue hardship on Advanced.

It is Advanced’s policy not to discriminate against any qualified employee or applicant with regard to any terms or conditions of employment because of such individual’s disability, or perceived disability, so long as the employee can perform the essential functions of the job. Consistent with this policy of nondiscrimination, Advanced will provide reasonable accommodations to a qualified individual with a disability, as defined by the ADA, who has made Advanced aware of his or her disability, provided that such accommodation does not constitute an undue hardship on Advanced.

Advanced encourages individuals with disabilities to come forward and request a reasonable accommodation. To initiate the interactive process, submit your request at HR@gowithadvanced.com.

An employee or job applicant, who has questions regarding this policy or believes that he or she has been discriminated against based on a disability, should notify the General Counsel.

All such inquiries or complaints will be treated as confidential to the extent permissible by law.

FAMILY / MEDICAL LEAVE OF ABSENCE (FMLA)

Advanced will not discriminate against employees as a result of the approved use of family care or medical leave, or a proper request for such leave. Requests for family care and medical leave will be considered without regard to race, color, citizenship status, national origin, ancestry, gender, sexual orientation, age, religion, creed, physical or mental disability, marital status or veteran status.

Eligible employees may be entitled to job-protected family or medical leaves of absence if they are unable to come to work due to pressing family or medical concerns as described within this Family / Medical Leave of Absence Policy, which shall be administered in accordance with applicable state and federal laws as follows:

✓ Employees are eligible if they have been actively employed for twelve (12) months, and

worked at least 1250 hours (an average of twenty-five (25) hours per week) during

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those twelve (12) months. This twelve (12)-month period “rolls back” from the date of

leave to the prior twelve (12)-month period.

✓ Employees may request one (1) or more family care or medical leaves, however, the

total amount of leave taken cannot exceed twelve (12) work weeks in any twelve - (12)

month period. You may request an intermittent leave or reduced schedule leave to care

for a seriously ill family member of if you have a serious health condition that warrants

such a request.

✓ A family leave shall be granted upon the birth or adoption of a child of the employee, or

upon the serious health condition of the employee’s child, spouse, or parent. Advanced

recognizes child birth for both mothers and fathers, and encourages all Employees to

use FMLA to care for newborns and provide family support.

✓ A medical leave shall be granted upon the employee’s own serious health condition.

✓ In appropriate circumstances, we may require you to be examined by a company

designated physician, at Advanced’s expense.

✓ In the event of a serious health condition to the employee or his/her child, spouse, or

parent, creating a need for unforeseeable family or medical leave, the employee must

provide us with notice, as soon as practicable, of any needed time off, and a written

doctor’s certificate. The certification must include the date on which the health

condition occurred, the probable duration of the condition, an estimate of the amount

of time you need to be off work to care for the family member or for your own health

condition, and confirmation that the nature of the condition warrants you to be away

from work to care for yourself or your dependent.

✓ Employees shall be required to give thirty (30) days advance notice in the event of a

foreseeable medical treatment. To assist us in arranging work assignments during your

absence, we ask that you give us prior notice, to the extent possible, of an expected

birth or adoption, as well as an indication, to the extent known, of your expected return

date. To facilitate your return to work, we also ask that you provide us with two (2)

weeks advance notification of your intended return date. Failure to do so may delay

your return date.

✓ For purposes of this policy, a child is defined as a natural, adopted, or foster child, a

stepchild or a legal ward. If the child is over eighteen (18), he/she must be unable to

care for himself/herself due to a serious illness.

✓ A parent is defined as the employee’s or his/her spouse’s natural, adoptive, or foster

parent, stepparent, or legal guardian.

✓ A serious health condition is defined as a disabling physical or mental illness, injury,

impairment, or condition involving:

o In-patient care in a hospital, nursing home, or hospice; or

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o Out-patient care requiring continuing treatment or supervision from a health

care professional.

✓ Leave of absence rights available to you under other sections of our policy shall be

counted towards the total time off available under this section.

✓ A Family Care Leave that relates to the birth or adoption of a child must be completed

within twelve (12) months of the birth or adoption.

✓ Upon completion of a leave granted under this section, you shall be reinstated to your

original position, or an equivalent one.

✓ If, due to your own medical circumstances, you are no longer able to perform your

original job, we will attempt to transfer you to alternate suitable work, if available.

✓ You must use any accrued vacation or other accrued paid time off, during your family

care or medical leave. If the leave is related to your own serious health condition, you

must use any accrued sick leave during your medical leave.

✓ While on a leave of absence provided for under this policy, we will continue your group

health insurance benefits under the same terms as provided to other employees, for up

to a maximum of twelve (12) weeks leave during any one (1) year period. If your leave

extends beyond twelve (12) weeks, you shall be offered the opportunity to purchase

continuing coverage under state and federal COBRA continuation rules.

✓ Other accumulated fringe benefits such as retirement, service credits, sick pay, vacation

pay, and the like, shall be preserved at the level accrued as of commencement of the

leave, but shall not accrue further during any such leave period.

✓ If additional family care or medical leave is required you must, prior to expiration of the

family care or medical leave, submit additional certification to Advanced.

UNLAWFUL HARASSMENT

Advanced is proud of its work environment in which all individuals are treated with respect and dignity, and which is free from intimidation, hostility or other offenses which might interfere with work performance. Each person has the right to work in a pleasant, professional atmosphere that promotes equal opportunities and prohibits discriminatory practice, including harassment. Accordance to applicable law, Advanced prohibits sexual harassment and harassment because of age, ancestry, color, cancer, creed, disability (physical or mental), gender, marital status, medical condition (including pregnancy), national origin, race, religion, sexual preference, veteran status, or any other basis protected by federal, state, or local law. All such harassment of any sort – physical, verbal, visual – is unlawful and will not be tolerated.

What Is Harassment?

Workplace harassment can take many forms. It may be, but is not limited to, words, signs, offensive jokes, cartoons, pictures, posters, e-mail jokes or statements, pranks, intimidation,

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physical assaults or contact, or violence. Harassment is not necessarily sexual in nature. It may also take the form of other vocal activity including derogatory statements not directed to the targeted individual but taking place within their hearing. Other prohibited conduct includes written material such as notes, photographs, cartoons, articles of a harassing or offensive nature, and taking retaliatory action against an employee for discussing or making a harassment complaint.

Sexual harassment may include unwelcome sexual advances, requests for sexual favors, or other verbal or physical contact of a sexual nature when such conduct creates an offensive, hostile and intimidating working environment and prevents an individual from effectively performing the duties of their position. It also encompasses such conduct when it is made a term or condition of employment or compensation, either implicitly or explicitly and when an employment decision is based on an individual’s acceptance or rejection of such conduct.

It is important to note that sexual harassment crosses age and gender boundaries and cannot be stereotyped. Among other perceived unconventional situations, sexual harassment may even involve two women or two men.

Sexual harassment may exist on a continuum of behavior. For instance, one example of sexual harassment may be that of an employee showing offensive pictures to another employee.

Generally, two categories of sexual harassment exist. The first, “quid pro quo,” (“Do something for me and I will do something for you.”) may be defined as an exchange of sexual favors for improvement in your working conditions and/or compensation. The second category, “hostile, intimidating, or offensive working environment,” can be described as a situation in which unwelcome sexual advances, requests for sexual favors, or other verbal or physical contact of a sexual nature when such conduct creates an intimidating or offensive environment. Examples of a hostile, intimidating, and offensive working environment includes, but is not limited to, pictures, cartoons, symbols, or apparatus found to be offensive and which exist in the workspace of an employee. This behavior does not necessarily link improved working conditions in exchange for sexual favors. It is also against Advanced policy to download inappropriate pictures or materials from computer systems.

Sexual Harassment Defined

Applicable state and federal law defines sexual harassment as unwanted sexual advances, requests for sexual favors, visual, verbal, or physical conduct of a sexual nature when:

✓ Submission to the conduct is made a term or condition of employment; or

✓ Submission to or rejection of the conduct is used as basis for employment decisions

affecting the individual; or

✓ The conduct has the purpose or effect of unreasonably interfering with the Employee's

work performance or creating an intimidating, hostile, or offensive working

environment.

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This definition includes many forms of offensive behavior. The following is a partial list:

✓ Unwanted sexual advances;

✓ Offering employment benefits in exchange for sexual favors;

✓ Making or threatening reprisals after a negative response to sexual advances;

✓ Visual conduct such as leering, making sexual gestures, or displaying sexually suggestive

objects, computer images, pictures, cartoons, or posters;

✓ Verbal conduct such as making or using derogatory comments, epithets, slurs, sexually

explicit jokes, or comments about any Employee's body or dress;

✓ Verbal sexual advances or propositions;

✓ Verbal abuse of a sexual nature, graphic verbal commentary about an individual's body,

sexually degrading words to describe an individual, or suggestive or obscene letters,

notes, e-mail, or invitations;

✓ Physical conduct such as touching, assault, or impeding or blocking movements; and

✓ Retaliation for reporting harassment or threatening to report harassment.

It is unlawful for males to sexually harass females or other males, and for females to sexually harass males or other females. Sexual harassment on the job is unlawful whether it involves coworker harassment, harassment by a manager, or harassment by or of persons doing business with or for Advanced.

Other Types of Harassment

Prohibited harassment on the basis of race, color, national origin, ancestry, religion, physical or mental disability, marital status, medical condition, sexual preference, age, or any other protected basis, includes behavior similar to sexual harassment, such as:

✓ Verbal conduct such as threats, epithets, derogatory comments, or slurs;

✓ Visual conduct such as derogatory posters, photographs, cartoons, drawings, or

gestures;

✓ Physical conduct such as assault, unwanted touching, or blocking normal movement;

and

✓ Retaliation for reporting harassment or threatening to report harassment.

Responsibility

All Advanced employees have a responsibility for keeping our work environment free of harassment. Any employee, who becomes aware of an incident of harassment, whether by witnessing the incident or being told of it, must report it immediately to their DOR and recruiter. When management becomes aware of the existence of harassment, it is obligated by

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law to take prompt and appropriate action, whether or not the victim wants the company to do so.

Liability for Harassment

Any Employee who is found to have engaged in prohibited harassment is subject to disciplinary action, up to and including discharge from employment. Any Employee who engages in prohibited harassment may be held personally liable for monetary damages.

Advanced accepts no liability for harassment of one employee by another employee. The individual who makes unwelcome advances, threatens or in any way harasses another employee is personally liable for such actions and their consequences. Advanced may or may not provide legal, financial or any other assistance to an individual accused of harassment if a legal complaint is filed.

COMPLAINT PROCEDURE

Advanced wants every individual to know that the following procedures exist to report any incident of harassment. These procedures should be followed whenever an individual believes that he or she has been the subject of harassment or observes or has knowledge of a violation of the Company’s policy on harassment.

Report the incident or conduct in question promptly to your DOR and recruiter. The complaint may be verbal or written.

You should also feel free to report the incident or conduct even if in the past it was not reported, or if you have taken some time to decide to make the complaint.

If Advanced determines that prohibited harassment has occurred, the Company will take effective remedial action commensurate with the circumstances. Appropriate action will also be taken to deter any future harassment. If a complaint of prohibited harassment is substantiated, appropriate disciplinary action, up to and including discharge, will be taken. Confidentiality for all parties involved will be respected to the utmost extent possible. Company policy also prohibits retaliation against individuals who in good faith have filed complaints of harassment, even if insufficient evidence is found to support the complaint.

Advanced will investigate any complaint of sexual harassment and will take immediate and appropriate disciplinary action if sexual harassment has been found within the workplace.

Retaliation of any sort will not be permitted. Advanced prohibits any employee from retaliating in any way against anyone who has raised any concern about sexual harassment or discrimination against another individual. No adverse employment action will be taken for any employee making a good faith report of alleged harassment.

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External Agencies

In addition to Advanced Personnel Service’s policy regarding unlawful harassment in the workplace, the law provides that all employees have the right to file a charge or complaint with the Equal Opportunity Employment Commission (“EEOC”), the federal agency charged with the enforcement of federal laws protecting employees against unlawful discrimination.

Sentinel Events

A sentinel event as defined by the Joint Commission is, ‘an unexpected occurrence involving death or serious physical or psychological injury, or the risk thereof. The risk thereof includes any process variation for which a recurrence would carry a significant chance of a serious adverse outcome. Such events are called ‘sentinel’ because they signal the need for immediate investigation and response.

Examples of Sentinel Events

✓ Any patient death, paralysis, coma, or other major permanent loss of function associated with a medication error.

✓ A patient commits suicide within 72 hours of being discharged from a hospital setting that provides staffed around the clock care.

✓ Any unauthorized departure of a patient from an around-the-clock care setting resulting in a temporally related death – suicide, accidental death, or homicide – or major permanent loss of function.

✓ A hospital operates on the wrong side of the patient’s body.

✓ Any intrapartum (related to the birth process) maternal death.

✓ Any perinatal death unrelated to a congenital condition in an infant having a birth weight greater than 2,500 grams.

✓ A patient is abducted from the hospital where he or she receives care, treatment or services.

✓ Assault, homicide, or other crime resulting in patient death or major permanent loss of function.

✓ A patient fall that results in death or major permanent loss of function as a direct result of the injuries sustained in the fall.

✓ Hemolytic transfusion reaction involving major blood group incompatibilities.

✓ A foreign body, such as a sponge or forceps, left in a patient after surgery.

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What to do?

If you believe a sentinel even, or risk of a sentinel event, has occurred:

1. Report the event, or risk of event, to Advanced Travel Therapy (Advanced) immediately by completing an incident report and fax it to the Quality Assurance Department – 386-944-7202. If you do not have access to an incident report, call and report the event to the Quality Assurance Department – 888-265-2680.

2. Advanced will evaluate the event to determine if a sentinel even root cause analysis, action plan and implementation effort is required. Advanced’s course of action will be in accordance with the determination of it as either a sentinel event report or incident report.