Employee Handbook - Avid Healthcare Servicesavidhealthcareservices.com/images/docs/Handbook.pdf ·...

Employee Handbook

Date: September 21, 2017

Replaces:

Table of Contents

The contents of this handbook are presented as a matter of information of employment only. This handbook does not constitute an express or implied contract for employment. It provides guidelines only and may be changed or disregarded when, in the opinion of management, circumstances so require. Management reserves the right to change the provisions of this handbook at any time, with or without notice. In almost all cases, changes to the handbook will be announced in a timely fashion. 1.0.0 Cover 1.0.1 Content 1.1.0 Welcome to the Company

1.1.2 Code of Ethics 1.1.3 Diversity

2.4.0 Terms of Employment

2.4.1 Confidentiality 2.4.2 Probationary Period 2.4.3 Uniform 2.4.4 Dress Code 2.4.5 Workers Compensation 2.4.6 Employment Classifications

2.5.0 Payroll & Time Away from Work 2.5.1 Remuneration 2.5.2 Hours of Work 2.5.3 Overtime 2.5.4 Holidays 2.5.5 Health Benefits 2.5.6 Time Off 2.5.7 Sick Time 2.5.8 Jury or Witness Leave 2.5.9 FMLA (1) 2.5.10 FMLA (2) 2.5.11 FMLA (3) 2.5.12 FMLA (4) 2.5.13 FMLA (5) 2.5.14 Paid Disability Leave (1) 2.5.15 Paid Disability Leave (2) 2.5.16 Paid Family Leave 2.5.17 Military Leave of Absence (1) 2.5.18 Military Leave of Absence (2) 2.5.19 Domestic Violence, Sexual Assault and Stalking Victims Leave (1) 2.5.20 Domestic Violence, Sexual Assault and Stalking Victims Leave (2) 2.5.21 Organ or Bone Marrow Donor Leave 2.5.22 Civil Air Patrol Leave

2.6.0 Job Classification 2.6.1 Job Descriptions 2.6.2 Classifications

2.7.0 Client Relations 2.7.1 Conduct 2.7.2 Phone Usage 2.7.3 Gifts and Advantages

2.1.0 Travel 2.1.1 Work Related Travel 2.1.2 Client Related Travel

2.2.0 Training 2.2.1 Internal Training 2.2.2 External Training

2.3.0 P.I.P.E.D.A. 2.3.1 Privacy Notice 2.3.2 Use of Personal Information

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Date: January 1, 2016

Title: Employee Handbook

Section: 1.1.0 Welcome to the Company

WELCOME TO AVID HEALTHCARE Avid HealthCare is a specialized firm that focuses on the Health Care industry. Our goal is to be the leading provider of human capital and other services in Healthcare. Avid Healthcare Services provides reliable, efficient and trustworthy medical and non- medical staffing/services to institutions and individuals in the Northern California region. We are the work force solution for nursing homes, hospitals, governmental organizations Founded in 2014 some of Avid HealthCare’s current and past customers include The Plum Group, State of California and School Districts, Sacramento County, Residential Care Facilities etc.

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Section: 1.1.0 About the Company

Policy: 1.1.2 Code of Ethics

As an employee of Avid HealthCare, I have a responsibility to maintain high standards of conduct, to encourage client independence and to contribute to clients’ welfare. To accomplish these goals, I will:

• Treat each individual with respect and accept that all individuals have worth;

• Maintain the confidentiality of information acquired through my employment and only disclose this information when authorized or legally obligated to do so;

• Follow policies and procedures as developed by Avid HealthCare;

• Ensure that my personal activities do not interfere with my judgement and competence;

• Fulfill my obligations and responsibilities in a dependable and honourable manner;

• Provide client-centered care by encouraging the client to make his/her own decisions;

• Promote client involvement in his/her own affairs, including appropriate family and community involvement;

• Encourage the client to contribute to his/her own welfare by doing tasks of which he/she is capable;

• Contribute to the safety and security of the client, his/her personal property and physical environment.

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Section: 1.1.0 Diversity

Policy: 1.1.3 Equal Employment Opportunity Commission

DIVERSITY Equal Employment Opportunity Statement

Avid HealthCare provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran in accordance with applicable federal, state and local laws. Avid HealthCare complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Avid HealthCare expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability or veteran status. Improper interference with the ability of Avid HealthCare employees to perform their expected job duties is absolutely not tolerated.

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Date: January 1, 2016 Replaces:


Section: 2.1.0 Terms of Employment

Policy: 2.1.1 Confidentiality

Confidentiality is an important aspect of the client – company relationship. Employees of Avid HealthCare represent the company at all times while in the presence of the client. Therefore, all information, discussions, records or matters pertaining to the clients, past clients or their families are to be kept in the strictest confidence and not discussed with anyone outside of Avid HealthCare personnel that are directly related to the care of the client. 2.1.1.1 The employee is required to sign a confidentiality agreement on an annual basis.

2.1.1.2 The confidentiality agreement will be kept in the employee’s personnel file.

2.1.1.3 Deviation from the confidentiality agreement will result in discipline or termination of

employment.

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Policy: 2.1.2 Probationary Period

2.1.2.1 A new employee will be considered on probation until he/she has completed 528 hours

worked.

2.1.2.2 The probationary period of employment may be terminated at any time.

2.1.2.3 The employee’s performance will be evaluated prior to the expiration of the probationary period.

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Policy: 2.1.3 Uniform

The uniform is an integral part of the professional image of Avid HealthCare and therefore all employees are required to adhere to the uniform and dress code policy.

2.1.3.1 The uniform shall consist of a logo bearing “Shirt”. 2.1.3.2 A nametag or I.D. tag as supplied by the company. The nametag or I.D. tag remains the

property of the Company and must be returned upon termination of employment with the Company.

2.1.3.3 Uniforms can be purchased from the Company. Upon termination of employment, the

Company may agree to buyback uniforms in acceptable condition at the following rates: Used less than 3 months 75% of the original cost

Between 3 and 12 months 50% of the original cost Over 1 year 25% of the original cost

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Policy: 2.1.4 Dress Code

As a representative of Avid HealthCare, the professional image of Avid HealthCare must be maintained at all times. This includes all working hours and also times outside of working hours whenever in an identifiable Avid HealthCare uniform or vehicle. 2.1.4.1 The employee must wear a uniform during working hours unless approved by the

company to do otherwise. 2.1.4.2 Appropriate pants, knee length shorts or skirts may accompany the uniform.

2.1.4.3 If required, an appropriate undershirt, shirt, turtleneck or blouse may be worn underneath

the uniform.

2.1.4.4 Jeans, sweatpants or ragged clothing is not acceptable.

2.1.4.5 As per workers compensation regulations, shoes must be closed sole with good traction and support. Sandals, sock feet or bare feet is not acceptable.

2.1.4.6 Hair should be clean and controlled so as not to impede the employee’s vision or touch

the customer.

2.1.4.7 In keeping with environmental sensitivities, the wearing of fragrances such as perfume is not acceptable.

2.1.4.8 Where required such as when toileting or bathing a client, aprons or gloves as supplied by

the company may be used.

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Policy: 2.1.5 Workers Compensation

The Office of Workers Compensation Programs (OWCP) is part of the Department of Labor and sets guidelines for all employees if they are injured at work. In case of injury please follow the OWCP guidelines. Your well being is important above all else, however if the injury does not prevent you from reporting the injury please do so at the earliest time possible. 2.1.5.1 A copy of the OWCP guidelines is available here

http://www.dir.ca.gov/InjuredWorkerGuidebook/InjuredWorkerGuidebook.html 2.1.5.2 At time of injury the employee is to contact the Company and report the injury to the

supervisor or manager on duty. Failure to report the accident in a timely manner can delay or cancel WC benefits.

2.1.5.3 The employer is to fill out and complete the DWC1 Accident Report form within one

business day of the injury being reported. This form is what you will use to request workers compensation benefits.

2.1.5.4 Provide the Company with any information the Company requires to comply with the

OWCP and your workers compensation claim.

http://www.dir.ca.gov/InjuredWorkerGuidebook/InjuredWorkerGuidebook.html

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Section: 1.1.0 Employment

Policy: 2.1.6 Employee Classifications

EMPLOYMENT Employee Classification Categories All employees are designated as either nonexempt or exempt under state and federal wage and hour laws. The following is intended to help employees understand employment classifications and employees’ employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. The right to terminate the employment-at-will relationship at any time is retained by both the employee and Avid HealthCare. Nonexempt employees are employees whose work is covered by the Fair Labor Standards Act (FLSA). They are NOT exempt from the law’s requirements concerning minimum wage and overtime. Exempt employees are generally managers or professional, administrative or technical staff who ARE exempt from the minimum wage and overtime provisions of the FLSA. Exempt employees hold jobs that meet the standards and criteria established under the FLSA by the U.S. Department of Labor. Avid HealthCare has established the following categories for both nonexempt and exempt employees:

• Regular, full time: Employees who are not in a temporary status and who are regularly scheduled to work the company’s full-time schedule of 37.5 hours per week. Generally, these employees are eligible for the full benefits package, subject to the terms, conditions and limitations of each benefits program.

• Regular, part time: Employees who are not in a temporary status and who are regularly

scheduled to work less than the full-time schedule but at least 20 hours each week. Regular, part-time employees are eligible for some of the benefits offered by the company subject to the terms, conditions and limitations of each benefits program.

• Temporary, full time: Employees who are hired as interim replacements to temporarily

supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work the company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.

• Temporary, part time: Employees who are hired as interim replacements to temporarily

supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work less than the company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.

Temporary workers are not eligible for company benefits unless specifically stated otherwise in company policy or are deemed eligible according to plan documents.

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Section: 2.2.0 Payroll

Policy: 2.2.1 Remuneration

2.2.1.1 Unless stated otherwise, the employee is paid weekly as per 2.2.1.2. 2.2.1.2 Unless stated otherwise, the employee is paid hourly as per the schedule and the hours of

service agreed upon between the client and the Company. The employee is expected to manage the workload in the scheduled time frame.

2.2.1.3 As per governmental regulations the company will deduct from the employees’ gross

wage all deductions imposed as per Federal and State/Provincial regulations. This includes but is not limited to Income Tax and Employment Insurance.

2.2.1.4 The employee agrees to have mutually agreed upon payments deducted from the

employee’s gross wage. This includes but is not limited to uniform purchases and training costs.

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Policy: 2.2.2 Hours of Work

2.2.2.1 Hours of work are any period of time within a 24-hour period, 24 hours a day. 2.2.2.2 The employee is entitled to rest periods in accordance with the provisions of the

Employment Standards Act. 2.2.2.3 The employee may be expected to work extra hours.

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Policy: 2.2.3 Overtime

2.2.3.1 Overtime is considered as such after 40 regular hours worked each week and anything

over 8 hours in a day in accordance with the provisions of the Employment Standards Act. 2.2.3.2 Overtime shall be paid at time and one-half (1 ½) of the employees’ regular straight time

hourly rate for all such work performed.

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Policy: 2.2.4 Holidays

2.2.4.1 The following eleven (11) holidays shall be recognized as holidays with pay for regular full-

time employees: New Years Day, Martin Luther King Jr. Day, President’s Day, Cesar Chavez Day, Memorial Day, Independence Day, Labor Day, Veterans’ Day, Thanksgiving Day, Day After Thanksgiving, Christmas Day:

(i) The employee works as scheduled on his/her last scheduled day preceding the

holiday on his/her first scheduled day following the holiday.

2.2.4.2 Where a full-time employee is required to work on a paid holiday he/she shall be paid at time and one-half (1 ½) his/her regular straight time hourly rate for all such work performed and through mutual agreement, be given either:

(i) One (1) day off at regular rate to be scheduled by mutual agreement, or (ii) An extra day’s pay at regular pay.

2.2.4.3 If one (1) of the above named paid holidays occurs on an employee’s regular day off or

during his/her vacation period, the employee will receive one (1) additional day off in lieu scheduled through mutual agreement.

2.2.4.4 If a part-time employee works on any of the designated holidays listed in 2.2.4.1, the

employee shall be paid at the rate of time and one-half (1 ½) his/her regular straight time for all hours worked on such holiday.

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Policy: 2.2.5 Health Benefits

2.2.5.1 Avid Healthcare does not currently offer Health Benefits. Should this change, this section

of the employment handbook will be updated appropriately.

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Policy: 2.2.6 Time Off

2.2.6.1 Avid Healthcare currently does not offer any paid time off other than that required by

statutory guidelines.

2.2.6.2 Employees are required to give at least 1-month notice of their intention to take holiday time off.

2.2.6.3 A Statutory holiday does not count as a vacation day if it falls within the employee’s

vacation period.

2.2.6.4 Non-emergency medical and dental appointments are to be scheduled, if possible, outside of working hours.

2.2.6.5 Pregnancy & Parental leave will be granted in accordance with the provisions of the

Employment Standards Act.

(i) An employee shall give written notification at least two (2) weeks in advance of the date of commencement of such leave and the expected date of return.

(ii) The employee shall reconfirm her/his intention to return to work by written

notification received by the company at least two (2) weeks in advance thereof. Four (4) weeks if on an earlier date than (I).

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Policy: 2.2.7 Sick Time

2.2.7.1 Employees are to advise the Company as far in advance as possible of the need for a sick

day. 1 hour of sick pay is available per 30 hours worked up to a maximum of 24 hours per calendar year, ending December 31st. Acquiring sick day pay begins January 1st.

2.2.7.2 Employees require a note from their doctor if they are sick for more than 2 days. A

maximum of paid sick time is 3 days. 2.2.7.3 Employees that are sick for more than 6 workdays in a year may require a note from their

doctor for any subsequent sick days.

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Replaces


Section: 1.1.0 Leave of Absences

Policy: 2.2.8 Jury or Witness Duty

JURY OR WITNESS DUTY Avid HCS encourages employees to serve on jury duty when notified and non-exempt employees may use accrued PTO hours for jury duty. Exempt employees receive full salary while serving on jury duty if they perform some work during the week(s) for Avid HCS. If no work is performed during the week(s) of jury duty the employee will not be compensated any portion of their salary for that week(s), exempt employees may also use accrued PTO hours for jury duty. If non-exempt and exempt employees do not have accrued PTO hours available and no work is performed for Avid HCS during jury duty service, the employees will be unpaid for the time away from work. An employee is required to notify his/her supervisor/manager of his/her need for time off for jury duty as soon as a notice or summons from the court is received. An employee may be requested to provide written verification from the court clerk of performance of jury service. If work time remains after any day of jury selection or jury duty, the employee will be expected to return to work for the remainder of his/her work schedule. FEES PAID BY THE COURT FOR JURY SERVICES The employee may retain any mileage allowance or other fees paid by the court for jury services.

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Section: 1.1.0 Family Medical Leave Act

Policy: 2.2.9 FMLA

FAMILY AND MEDICAL LEAVE (FMLA/CFRA) Avid HCS provides family care and medical leave to eligible employees in accordance with the Federal Family and Medical Leave Act of 1993 (FMLA) and the California Family Rights Act of 1994 (CFRA). The following is an overview of an employee’s rights and obligations under FMLA and CFRA. If an employee is eligible, and the leave he/she has requested qualifies as family care and medical leave, the employee will receive up to 12 work weeks in a “rolling” 12-month period measured backward from the date an employee uses any FMLA leave.

Eligibility State and federal family and medical leave laws provide up to 12 work weeks of unpaid family/medical leave within a 12-month period, under the following conditions:

• The employee has more than 12 months of service. If the leave is for FMLA only, the 12 months of service must have accumulated within the previous 7 years. The employee must have worked at least 1,250 hours during the previous 12-month period before the need for leave.

• The employee is employed at a work site where there are 50 or more employees within a 75-mile radius.

Reasons for Leave FMLA and CFRA provide up to 12 work weeks for the following reasons:

• For a serious health condition that makes the employee unable to perform his or her job (FMLA/CFRA) Care of a newborn child, newly adopted child, or care of a child newly placed in foster care (FMLA/CFRA)

• For incapacity due to pregnancy, prenatal medical care or child birth (FMLA only) • The care of a spouse, child, or parent with a serious health condition (FMLA/CFRA) • Time taken to care for a domestic partner is covered by CFRA, but not FMLA. • To care for a military member’s parent who is incapable of caring for him/her self when

the leave is necessitated by the military member’s call to active duty status.

Time Off Under FMLA and CFRA When medically necessary, an employee is entitled to up to 12 work weeks of family and medical leave during a rolling 12-month period measured backward from the date an employee uses any family medical leave, for his/her own or another’s serious health condition, as well as for “baby bonding.”

• If medically necessary, the employee may take leave on an intermittent or reduced leave schedule.

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Policy: 2.2.10 FMLA

• Leave taken for bonding with a child, whether after birth, adoption, or foster care placement of a child with the employee, shall be concluded within one year of the birth or placement of the child.

• The usual minimum duration of the leave shall be two weeks. However, an employee may take a leave of less than two weeks' duration on any two occasions during the year.

• An employee’s leave under FMLA and CFRA may not extend beyond an established separation date.

Calculating the 12-month Period For purposes of calculating the 12-month period during which 12 weeks of FMLA or qualifying exigency leaves may be taken, Avid HCS uses a rolling calendar year. Under most circumstances, leave under federal and state law will run at the same time and the eligible employee will be entitled to a total of 12 weeks of family and medical leave in the designated 12-month period. For leave to care for a covered service member, the 12-month period begins on the first day of the leave, regardless of how the 12-month period is calculated for other leaves. Leave to care for a covered service member is for a maximum of 26 workweeks during a 12-month period.

FMLA Coordination with CFRA and Other Leaves Leave granted under the FMLA runs concurrently with CFRA, California Pregnancy Disability Leave, Workers’ Compensation and other leaves as appropriate and sanctioned by law. Leave beyond the 12 work weeks granted under FMLA and CFRA may be available in accordance with Avid HCS’s leave policies, and other state and federal laws.

Medical Certification Written certification from a health care provider may be required for the employee’s own serious health condition or the serious health condition of his/her family member. If medical certification is required, failure to provide required certification within 15 calendar days of the date of this notice may result in delay or denial of leave. If an employee wishes to take family and medical leave to care for his/her child, parent, or spouse, certification by their health care practitioner may also be required. Recertification of the employee’s own serious health condition or the serious health condition of his/her family member may be required periodically.

Pay During Leave of Absence Family care and medical leave is unpaid leave; and Avid HCS requires the employee to use accrued PTO during any unpaid portions of his/her FMLA/PDL and FMLA/CFRA leave in alignment with all applicable state and federal guidelines. If the employee has requested family care and medical leave for his/her own serious health condition, the employee may be eligible for temporary disability payments under SDI or under Workers' Compensation during the unpaid portion of his/her leave, if applicable.

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Policy: 2.2.11 FMLA

Health Benefits Current coverage under Avid HCS’s health plan will be maintained during any leave covered by FMLA (up to 12 workweeks, or 26 workweeks if the leave is to care for a covered service member) to the extent coverage would be maintained if the employee had been actively at work during the leave period. The employee is responsible for timely payment of the employee portion of any premiums that are not covered by Avid HCS’s contribution. Failure to pay the employee portion of the premiums within 30 days of the due date will result in cancellation of the employee’s enrollment in that plan. If the employee does not return to work at the conclusion of his/her approved leave, he/she will be liable for payment of the health plan premiums paid by Avid HCS during any unpaid portion of your leave. However, the employee will not be liable for the premiums if his/her failure to return to work is due to continuation of his/her own serious health condition or other reasons beyond his/her control. The employee will be considered to have returned to work if he/she works for at least 30 calendar days commencing with his/her scheduled return date. FMLA/CFRA Leave Approval An employee can request time off for any reason covered by the FMLA/CFRA either verbally or in writing. If the employee wishes time off under the FMLA/CFRA, there are forms that need to be completed. Timely completion of these forms will help ensure that approval of the employee’s leave is not delayed, and that his/her benefits, pay status during leave, and any disability insurance application are processed as requested. The employee will be advised in writing if his/her leave is approved. For purposes of calculating the 12-month period during which 12 weeks of leave may be taken, Avid HCS uses a rolling 12-month period measured backward from the date an employee uses any family medical leave. If a Family and Medical Leave Act/California Family Rights Act request is made because of the employee’s own serious health condition, Avid HCS may require, at its expense, a second opinion from a health care provider that Avid HCS chooses. The health care provider designated to give a second opinion will not be one who is employed on a regular basis by Avid HCS. If the second opinion differs from the first opinion, Avid HCS may require, at its expense, that the employee obtain the opinion of a third health care provider designated or approved jointly by Avid HCS and the employee. The opinion of the third health care provider shall be considered final and binding by Avid HCS and the employee.

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Policy: 2.2.12 FMLA

If the leave is needed for to care for a sick child, spouse, registered domestic partner, or parent, the employee must provide a certification from the health care provider stating:

• Date of commencement of the serious health condition; • Probable duration of the condition; • Estimated amount of time for care by the health care provider; and • Confirmation that the serious health condition warrants the employee’s participation.

When both parents are employed by Avid HCS, and request simultaneous leave for the birth or placement for adoption or foster care of a child, Avid HCS will not grant more than a total of 12 workweeks of family/medical leave for this reason. If the employee cites his/her own serious health condition as a reason for leave, he/she must provide a certification from his/her health care provider stating:

• Date of commencement of the serious health condition; • Probable duration of the condition; and • The employee’s inability to work at all or perform any one or more of the essential

functions of his/her job because of the serious health condition. Avid HCS will require certification by the employee’s health care provider that he/she is fit to return to his/her job prior to returning. Failure to provide certification by the health care provider of the employee’s fitness to return to work will result in denial of reinstatement for the employee until the certificate is obtained. For more information about family care and medical leave and related leaves, please contact management at Avid HealthCare.

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Policy: 2-2-13 FMLA

Certification for the Family Member’s Serious Health Condition The company will require certification for the family member’s serious health condition. The employee must respond to such a request within 15 days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave. Certification of Qualifying Exigency for Military Family Leave The company will require certification of the qualifying exigency for military family leave. The employee must respond to such a request within 15 days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave. Certification for Serious Injury or Illness of Covered Service Member for Military Family Leave The company will require certification for the serious injury or illness of the covered service member. The employee must respond to such a request within 15 days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave. Recertification The company may request recertification for the serious health condition of the employee or the employee’s family member when circumstances have changed significantly, or if the employer receives information casting doubt on the reason given for the absence, or if the employee seeks an extension of his or her leave. Otherwise, the company may request recertification for the serious health condition of the employee or the employee’s family member every six months in connection with an FMLA absence. Procedure for Requesting FMLA Leave All employees requesting FMLA leave must provide the HR manager with verbal or written notice of the need for the leave. Within five business days after the employee has provided this notice, the HR manager will provide the employee with the DOL Notice of Eligibility and Rights. When the need for the leave is foreseeable, the employee must provide the employer with at least 30 days' notice. When an employee becomes aware of a need for FMLA leave less than 30 days in advance, the employee must provide notice of the need for the leave either the same day or the next business day. When the need for FMLA leave is not foreseeable, the employee must comply with the company’s usual and customary notice and procedural requirements for requesting leave. Designation of FMLA Leave Within five business days after the employee has submitted the appropriate certification form, the HR manager will provide the employee with a written response to the employee’s request for FMLA leave. Intent to Return to Work from FMLA Leave The company may require an employee on FMLA leave to report periodically on the employee’s status and intent to return to work.

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Title: Employee Handbook Section: 1.1.0 Leave of Absences Policy: 2-2-14 Pregnancy Disability Leave (PDL)

PREGNANCY DISABILITY LEAVE (PDL) The laws on pregnancy disability leave ensure that employers treat female employees who have a disability caused by pregnancy in the same way employers would treat other employees who have a temporary medical disability. Disabilities due to pregnancy or pregnancy-related conditions are covered under FMLA, but not the CFRA. In California pregnancy and pregnancy-related disabilities are covered under the Pregnancy Disability Leave Act (PDL). Avid HCS provides PDL without pay to any employee who is temporarily unable to work due to a disability related to pregnancy, childbirth, or related medical conditions. Pregnancy disability leave permits a female employee up to four months leave for the period during which she is disabled due to pregnancy, childbirth, or a related medical condition. An employee is considered disabled if she is unable to perform one or more essential functions of her job due to her pregnancy or related health condition. The employee is required to provide medical verification from her doctor. During the period of disability, the employee may use any accrued PTO. Avid HCS maintains the employee's health coverage for up to 12 weeks per year under FMLA. After the pregnancy disability leave ends, the employee, if eligible under the CFRA, may request an additional 12 weeks of unpaid leave for bonding with her new child. Employees who are affected by pregnancy or a related medical condition are also eligible to transfer to a less strenuous or hazardous position or to less strenuous or hazardous duties, if such a transfer is medically advisable and can be reasonably accommodated. Where transfers are made based on the employee's health needs, the employee will receive the pay that accompanies the alternative position.

Procedures for Requesting Leave Employees should make requests for PDL at least thirty days (30) in advance of foreseeable events and as soon as possible for unforeseeable events. A health care provider's statement must be submitted verifying the need for PDL and stating: 1. The date on which the employee became disabled due to pregnancy, childbirth or related medical condition, or the date on which the need for a transfer became medically advisable; 2. The probable duration of the period or periods of disability or the need for transfer; and 3. A statement that, due to the disability, the employee is unable to perform one or more of the essential functions of his/her position without undue risk to the employee, the successful completion of the employee’s pregnancy, or to other persons, or that the transfer is medically advisable. Re-certification may be required if the employee requests an extension beyond the original certification. Any changes in this information contained in the health care provider's statement should be promptly reported to a supervisor/manager.


Title: Employee Handbook Section: 1.1.0 Leave of Absences Policy: 2-2-15 Pregnancy Disability Leave (PDL)

Length of Leave Full-time employees are normally granted unpaid leave for the period of the disability, up to a maximum of four months (88 working days). PDL does not need to be taken in one continuous period of time but can be taken on an as-needed basis. In other words, leave may be taken intermittently or on a reduced work schedule when determined medically advisable by the employee’s health care provider. The smallest increment of time that can be used for such leave is one hour. Avid HCS may transfer the employee to an alternative position or alter the existing job to accommodate intermittent leave or a reduced work schedule. The employee will receive the same pay and benefits in the alternative position. An employee may choose to use accrued PTO during PDL. Substituted paid leave time will be counted toward the four-month entitlement.

Benefits During Unpaid Leave Employees on PDL will not continue to accrue PTO and will not be paid for holidays during the unpaid leave.

Contributions to a Group Health Plan While on a Leave If an employee takes Pregnancy Disability Leave, Avid HCS will maintain the employee’s group health insurance coverage while on leave if such insurance was provided before the leave was taken and on the same terms as if the employee had continued to work. If the leave is extended beyond the employee’s pregnancy disability leave, and if the employee has exhausted her FMLA benefits (if eligible), the employee has the option to continue the present health insurance coverage under COBRA guidelines

Return to Work So that the employee’s return to work can be properly scheduled, an employee on PDL is requested to provide her supervisor/manager with at least two weeks' advance notice of the date she intends to return to work. When PDL ends, the employee will be reinstated to her original position or to a comparable position with equivalent pay, benefits, and other employment terms and conditions. However, the employee has no greater right to reinstatement than if she had been continuously employed rather than on leave. For example, if an employee on PDL would have been laid off had she not gone on leave, or if the employee's position has been eliminated during the leave and there is no comparable position available, then the employee would not be entitled to reinstatement. An employee's use of PDL will not result in the loss of any employment benefit that the employee earned or was entitled to before the leave. Employees returning from PDL must submit a health care provider's verification of their fitness to return to work. If an employee fails to report to work promptly at the end of PDL, Avid HCS will assume that the employee has resigned from employment with Avid HCS. Any changes in this information contained in the health care provider's statement should be promptly reported to Human Resources or a Senior Manager of Avid HCS.


Title: Employee Handbook Section: 1.1.0 Leave of Absences Policy: 2-2-16 Paid Family Leave Insurance

PAID FAMILY LEAVE INSURANCE Paid Family Leave (PFL) Insurance, which is administered by the Employment Development Department (EDD) and not Avid HCS, is a partial wage replacement benefit paid to employees who suffer a wage loss when they take time off work to: (1) care for a seriously ill family member defined as child, spouse, parent, registered domestic partner, grandparent, grandchild, sibling or parent-in-law or (2) bond with a new child during the first year after the birth or placement of the child in connection with foster care or adoption. All employees are eligible for a maximum of six weeks of state-paid benefits in a 12-month period. These benefits are funded entirely through the employee’s contributions that are deducted from his/her wages pursuant to state law. If the employee is absent from work for a reason that qualifies him/her for PFL payments, the employee is required first to use any accrued and unused PTO, up to a maximum of 10 days in a 12-month period. Thereafter, at the employee’s option, PFL benefits may be supplemented with any accrued and unused PTO (as PFL benefits do not replace all of the employee’s usual wages). PFL does not create any rights to a leave of absence or reinstatement but simply provides partial wage replacement for qualified employees. Employees must meet all EDD eligibility requirements to qualify for PFL benefits. The HR Manager has informational brochures created by the EDD for interested employees. Employees may contact the EDD or gather additional information regarding PFL benefits by visiting www.edd.ca.gov.

http://www.edd.ca.gov/


Title: Employee Handbook Section: 1.1.0 Leave of Absences Policy: 2-2-17 Military Leave of Absence

MILITARY LEAVE

Eligibility for Military Service Leave USERRA protects anyone absent from work due to “service in the uniformed services.” USERRA defines “uniformed services” to include the Army, Navy, Air Force, Marine Corps, Coast Guard and the Reserves for each of those branches; Army National Guard; Air National Guard; commissioned corps of the Public Health Service; and any other category of people designated by the president in time of war or national emergency. “Service” is defined as duty on a voluntary or involuntary basis, including:

• Active duty • Active duty for training • Initial active duty for training • Inactive duty training • Full-time National Guard duty • Absences for examinations to determine fitness for active duty • Absences for the purpose of performing funeral honors duty

Employees who are protected by USERRA include mobilized reservists, those absent for enlistment physicals and volunteers in the National Disaster Medical System.

Duration of Military Service Leave USERRA extends the length of leave time and reinstatement rights for military duty to five years. This five-year limit is the cumulative length of all employment absences due to military service. Exceptions to the five-year limit:

• Time required beyond five years to complete an initial period of obligated service • Time during which an individual could not obtain orders releasing him/her from service through

no fault of his/her own • Time required to fulfill additional training requirements that the military determined to be

necessary for professional development, completion of skill training and retraining • Time during which an individual is ordered to remain on (or recalled to) active duty under certain

federal laws, especially in times of national emergency

Notice and Documentation of Military Service Leave All employees must provide advance written or verbal notice of the need for military service leave, unless he/she is prevented from doing so by military necessity or if providing notice would be impossible or unreasonable.


Title: Employee Handbook Section: 1.1.0 Leave of Absences Policy: 2.2.18 Military Leave of Absence

Upon returning from military service, the employee must provide the following documentation establishing that:

• The employee must request re-employment in a timely fashion. • The employee has not exceeded the cumulative five years of service. • The employee has not lost his/her entitlement to protection under USERRA due to

dishonorable discharge or other factors.

Exemptions from Re-employment Requirements of Military Service Leave Avid HCS is not required to re-employ an individual returning from military service leave if:

• The business circumstances have changed so much that re-employment is impossible or unreasonable.

• Retraining or accommodating a disabled individual would pose an undue hardship for on Avid HCS.

• The employment prior to the military leave was for a brief, non-recurrent period, and there was no reasonable expectation that the employment would continue indefinitely or for a significant period.

Rights of Employees Returning from Military Service Leave An eligible employee will need to make a timely application for re-employment. Employees who are returning from military service are entitled to all the rights and benefits they would have had if they had remained continuously employed. Employees returning from military service are required to pay the normal employee contribution for benefits. If an employee’s intent is to not return to his/her employment after military service and he/she provides written notice of such, the employee’s benefits will not continue.


Title: Employee Handbook Section: 1.1.0 Leave of Absences Policy: 2.2.19 Domestic Violence, Sexual Assault and Stalking Victims Leave

DOMESTIC VIOLENCE, SEXUAL ASSAULT AND STALKING VICTIMS LEAVE Employees who are victims of domestic violence, sexual assault or stalking are eligible for unpaid leave. An employee may request leave if he/she is involved in a judicial action, such as obtaining restraining orders, or appearing in court to obtain relief to ensure his/her health, safety, or welfare, or that of his/her child. The employee should provide notice and certification of his/her need to take leave under this policy. Certification may be sufficiently provided by any of the following:

• A police report indicating that he/she was a victim of domestic violence, sexual assault or stalking;

• A court order protecting or separating the employee from the perpetrator of an act of domestic violence, sexual assault, stalking, or other evidence from the court or prosecuting attorney that the employee appeared in court;

• Other evidence from the court or prosecuting attorney that the employee has appeared in court; or

• Documentation from a medical professional, domestic violence advocate, health-care provider, or counselor that the employee was undergoing treatment for physical or mental injuries or abuse resulting in victimization from an act of domestic violence, sexual assault or stalking.

ART will, to the extent allowed by law, maintain the confidentiality of any employee requesting leave under this provision. The length of unpaid leave an employee may take is limited to 12 weeks in a 12-month period provided for in the federal Family and Medical Leave Act of 1993 for eligible employees. An employee who is themselves a victim or who is the family member of a victim of a crime may take time off from work if the employee is:

• A victim of a crime • A crime victim’s immediate family member • A crime victim’s registered domestic partner • A child of a registered domestic partner who is a crime victim

An immediate family member is defined as: a spouse, child, stepchild, brother, stepbrother, sister, stepsister, mother, stepmother, father or stepfather. A registered domestic partner means a domestic partner who is registered in accordance with California state law.


Title: Employee Handbook Section: 1.1.0 Leave of Absences Policy: 2.2.20 Domestic Violence, Sexual Assault and Stalking Victims Leave

Any absence from work must be in order to attend judicial proceedings related to a crime listed above. Before the employee is absent for such a reason, he/she must provide documentation of the scheduled proceeding. Such notice is typically given to the victim of the crime by a court or government agency setting the hearing, a district attorney or prosecuting attorney's office or a victim/witness office advocating on the victim’s behalf. If advance notice is not possible, the employee must provide appropriate documentation within a reasonable time after the absence. Any absence from work to attend judicial proceedings will be unpaid, unless the employee chooses to take accrued PTO hours.


Title: Employee Handbook Section: 1.1.0 Leave of Absences Policy: 2-2-21 Organ or Bone Marrow Donor

ORGAN OR BONE MARROW DONER For purposes of these leaves, a “one-year period” is 12 consecutive months from the date the employee begins his/her leave; not one calendar year.

• Bone marrow donors are provided a leave of absence up to five business days in any one-year period, calculated from the date the employee’s leave begins.

• Organ donors are provided a leave of absence of up to 30 business days in any one-year period. The leave must be taken to donate an organ or bone marrow to another person. The employee must provide ART with written verification of the need for donation leave. The verification must state that the employee is a bone marrow or organ donor and that the donation is medically necessary. An employee is required to take up to five days of accrued PTO in conjunction with his/her leave request for Bone Marrow donation. For Organ donation, the employee is required to take up to two weeks of accrued PTO in conjunction with his/her leave. During organ or bone marrow leave, Avid HealthCare will maintain and pay for coverage under a group health plan for the full duration of the leave in the same manner that the coverage would have been maintained if the employee had been actively at work during the leave period. An employee can take organ and bone marrow donation leave in one or more periods of time.

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Section: 1.1.0 Leave of Absences

Policy: 2.2.22 Civil Air Patrol Leave

CIVIL AIR PATROL LEAVE Employee must be a volunteer member of the California Wing of the civilian auxiliary of the U.S. Air Force Civil Air Patrol, responding to an emergency operation mission. An employee is entitled up to 10 days of leave per year. However, the leave for a single emergency mission cannot exceed three days, unless the emergency is extended by the entity in charge of the operation and ART approves the leave extension. An employee may choose to use his/her available PTO in conjunction with this leave. Employees will be reinstated to the position held when the leave began, or to an equivalent position.

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Section: 2.3.0 Job Classification

Policy: 2.3.1 Job Description

2.3.1.1 A copy of the employee’s job description will be given to the employee. 2.3.1.2 Employees are required to read and sign the job description associated with their position. 2.3.1.3 A copy of the signed job description is kept in the employee’s personnel file.

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Section: 2.3.0 Job Classification

Policy: 2.3.2 Classifications

2.3.1.4 Unless qualified and approved in writing by the Company, the employee cannot perform

services in a job classification above the employee’s current job classification. 2.3.1.5 An employee can perform services in a job classification below the employee’s current job

classification unless that service requires a certificate of qualification or registration not held by the employee.

2.3.1.6 An employee may be asked to periodically perform services in a job classification below

the employee’s current job classification.

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Section: 2.4.0 Client Relations

Policy: 2.4.1 Conduct

2.4.1.1 While working or while driving in a company identifiable vehicle or at any time while in

company identifiable clothing, the employee is expected to maintain a professional image at all times.

2.4.1.2 The employee is expected to adhere to the Code of Ethics associated with the employee’s

designation or as a minimum, the Code of Ethics as prescribed by the Company. 2.4.1.3 The employee shall maintain a professional relationship with the client at all times. Any

deviation from a professional relationship is to be reported to the Company Manager or Supervisor.

2.4.1.4 The employee is to report to the Company Manager or Supervisor any verbal, physical or

any other type of abuse originating from the client or their relations and directed toward the employee.

2.4.1.5 The employee is to report to the Company Manager or Supervisor any signs, indications

or first-hand knowledge of any verbal, physical or any other type of abuse or neglect directed toward the client.

2.4.1.6 The employee is not to discuss with the client or their relations information of any kind

regarding the Company, Company Managers, Company Supervisors or Company employees that is not directly related to the care of the client.

2.4.1.7 Smoking is not permitted in the client’s house or on their immediate premises. 2.4.1.8 The employee is not to contact the client outside of company business.

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Policy: 2.4.2 Phone Usage

2.4.2.1 The employee is not to use the client’s phone for personal use. 2.4.2.2 The employee is not to give out the client’s phone number to friends or anyone not

associated with Avid HealthCare or the direct care of the client.

2.4.2.3 The employee can give out the Company phone number and the Company will relay messages to you at the client’s residence if necessary.

2.4.2.4 Personal cell phones or pagers are to be turned off when working with a client.

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Policy: 2.4.3 Gifts and Advantages

2.4.3.1 The employee is not to accept cash or gifts of any kind from clients past or present, or

from their relations. 2.4.3.2 The employee is not to give cash or gifts of any kind to the client or any of their relations. 2.4.3.3 The employee is not to accept signing authority or power of attorney from a client or their

relations. 2.4.3.4 The employee is not to borrow money or items of any kind belonging to the client or any of

their relations. 2.4.3.5 The employee is not to sign any client (or their relations) documents, legal or otherwise on

behalf of the client (or their relations) or sign any client (or their relations) document legal or otherwise as a witness.

2.4.3.6 The employee is not to advise the client on financial investments or financial matters of

any kind. 2.4.3.7 The employee is not to discuss, advise or encourage the client or any of their relations to

name the employee as a beneficiary in the client’s will.

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Section: 2.5.0 Travel

Policy: 2.5.1 Work Related Travel

2.5.1.1 The employee is not reimbursed for travel from home to their first job or from their last job

to home. 2.5.1.2 Avid Healthcare currently does not reimburse mileage for any travel made for work and

during the workday. However, you may deduct the allotted amount from the IRS on your taxes.

2.5.1.3 The quantity of kilometres to be reimbursed per 2.5.1.2 will be determined by a route plan

summary in Microsoft MapPoint Software. Directions and a copy of the route plan will be made available to the employee upon request.

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Section: 2.5.0 Travel

Policy: 2.5.2 Client Related Travel

2.5.2.1 The Company must approve transportation of a client whether it is in an employee owned

vehicle, a client owned vehicle, taxi or any other mode of transportation. 2.5.2.2 An employee may, if approved by the Company, use a client owned vehicle to transport

the client. Only the vehicle approved by the Company may be used. 2.5.2.3 An employee may, if approved by the Company, use their own vehicle to transport the

client. Only the vehicle approved by the Company may be used. 2.5.2.4 If an employee uses their own vehicle to transport a client as approved by the Company,

the employee must provide the Company with proof of coverage and business use endorsement from their insurer.

2.5.2.5 If the employee is using their own vehicle to transport clients, the employee must advise

the Company of any changes in their insurance coverage. 2.5.2.6 If the employee is using their own vehicle to transport clients, the employee must advise

the Company of any changes, restrictions or revocation in their Driver’s License.

2.5.1.4 There is no current client related mileage reimbursement when using an employee owned vehicle. You however are eligible to deduct the appropriate amount per mile as defined by the IRS on your taxes.

2.5.1.5 Client related mileage using an employee owned vehicle must be documented on the

Clients Home Service Activity Log for each visit. 2.5.2.7 The employee is responsible for the cost of their auto insurance.

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Section: 2.6.0 Training

Policy: 2.6.1 Internal Training

2.6.1.1 Avid HealthCare provides training modules for all employees.

The Caregiver Training modules include:

• Module A – Company Orientation (Employee Handbook Review) • Module B – Workplace Safety • Module C – Form Documentation (Review of Forms and proper completion) • Module D – The Aging Process • Module E – Personal Care

2.6.1.2 All employees are required to complete Module A, B, and C before being assigned to a client. Module D must be completed before the end of their probationary period.

2.6.1.3 Nurses, PSW’s, and HCA’s may take any of the non-required modules as a refresher.

2.6.1.4 The employee will be paid at the employee’s regular rate of pay for time spent in the training program.

2.6.1.5 The office has a collection of Books, Audio CD’s and Videos on a variety of topics that may be signed out for self-study.

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Section: 2.6.0 Training

Policy: 2.6.2 External Training

2.6.2.1 Employees are required to have completed first aid & CPR training within the first 3

months of employment:

2.6.2.2 The Company does not provide the employee with first aid or CPR training.

2.6.2.3 The employee is responsible at their own cost to maintain their certification in the minimum of training requirements as outlined in 2.6.2.1.

2.6.2.4 At the sole discretion of the Company, the employee may be required to attend training classes as deemed necessary by the Company.

2.6.2.5 The employee must have a passing mark, as set by the Company, for all courses deemed necessary by the Company.

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Section: 2.7.0 P.I.P.E.D.A.

Policy: 2.7.1 Privacy Notice

At Avid HealthCare, we are committed to respecting the privacy of our employees Avid HealthCare recognizes employees as an asset. Because we respect and value you as an employee, we also want you to understand that we will protect your privacy and confidentiality around personal information we learn about you as a result of your employment relationship with Avid HealthCare. This privacy notice is designed to explain to you what personal information Avid HealthCare collects about you as an employee, and the use to which Avid HealthCare puts that information. The notice will also explain how your personal information is kept safe and secure from inappropriate disclosure or use. Avid HealthCare has always been concerned about the confidentiality of employee personal information, and has taken steps to ensure that the information is properly safeguarded and protected. This privacy notice is also designed to voluntarily comply with the Personal Information Protection and Electronic Documents Act (PIPEDA).

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Policy: 2.7.2 Use of Personal Information

2.7.2.1 Application and New Hire Information As soon as you are hired, Avid HealthCare begins keeping a personnel file on you. Examples of some of the information your file might contain include the following:

• Resume and/or application; • Letters of offer and acceptance of employment; • Written employment contract; • Payroll information, including social insurance number, banking information; • Wage and benefit information; • Forms relating to application for employee benefits, such as short-and long-term disability,

medical and dental care; • Emergency contact information.

Most of the information listed above is required to ensure you are properly identified as an employee of Avid HealthCare and that you are on the payroll. Emergency contact information is required in case we need to notify anyone of your involvement in an emergency situation while at work.

2.7.2.2 Performance Information While employed with Avid HealthCare, you may be periodically and annually evaluated, and changes to your employment status may occur. For example, you may receive wage increases and promotions. You may also complete internal or outside courses. All of this information is collected and maintained so Avid HealthCare can properly evaluate your performance, determine appropriate levels of compensation, and make decisions about your future as an employee. Examples of performance information that may be added to your file throughout the course of your employment include:

• Copies of performance appraisals; • Core course and mandatory policy sign-off sheets; • Internal communications regarding performance; • Corrective action forms; • Memorandums regarding completion of internal and outside courses; and • Record of absences from work.

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2.7.2.3 Surveillance Some Avid HealthCare locations are equipped with surveillance cameras. These cameras are generally in high-risk areas such as the cash area. Surveillance cameras are there for your protection and for the protection of Avid HealthCare customers. In addition, they are used to protect Avid HealthCare against shoplifting and theft, vandalism and damage to Avid HealthCare goods and property. In those stores where surveillance cameras are in use, a sign is posted letting our customers know that the outlet is monitored by surveillance camera. Videotapes recording images are routinely destroyed and not shared with third parties unless there is suspicion of a crime, in which case they are turned over to the police.

2.7.2.4 Personality/Psychological Profiles

Currently, some screening and profile testing is done to evaluate the potential for an employee’s promotion, or to assess whether the employee would work well with a particular group or team within the organization. The information is also used to determine whether an employee has the appropriate skills or traits to perform a particular job.

2.7.2.5 Computer and E-mail Access Avid HealthCare has the capability to monitor all employees’ computer and e-mail use. Employees should understand all equipment provided for employee use at work is considered to be the property of Avid HealthCare, and is intended to employees’ use within the workplace, and not for personal use. As a result, it is possible that your e-mail and computer usage will be monitored. In light of its commitment to a healthy workplace, Avid HealthCare wants to ensure that no inappropriate computer and Internet usage occurs.

2.7.2.6 Disclosure of Personal Information Your employment file is securely maintained in the human resources department, corporate office. Avid HealthCare shares your personal information only with those staff members of Avid HealthCare who need it to ensure that you are properly compensated, or those who are involved in your hiring, promotion, discipline or termination. Personal information in document form is kept in secure locked offices, and computer information is maintained in secure files with very limited access. We will also commit to maintaining your privacy when personal information is disclosed to third parties (e.g., for payroll processing).

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2.7.2.7 Retention of Personal Information

Your personal information will be maintained in your employment file for as long as you are an employee of the company. Some of the information relating to payroll and compensation must be maintained for seven years after you leave your employment, as these documents are required by law for audit and taxation purposes. Information that is not necessary for audit and taxation purposes is destroyed two years after your last date of employment.

2.7.2.8 Accuracy of Personal Information

To some extent, Avid HealthCare relies on our employees to update their own personal information. For example, if you have had a change of address or telephone number, marital status, or if you wish to make changes to your employee benefits plan, you should approach the appropriate human resources staff member and request that your file be updated. Unless you advise Avid HealthCare of these important changes, Avid HealthCare has no way of knowing about them. Avid HealthCare recognizes that the information we collect regarding your performance is based on opinion and evaluation. To the best of our ability, we ensure that the performance portion of your employment file is complete, in that it contains all information related to your performance, including any documents or other information you supply to us on your own behalf.

Avid HealthCare has adopted a procedure allowing employees to challenge the accuracy of their personal information where they feel it is necessary. That procedure is described in 2.7.2.10 under the heading “Access to Personal Information”.

2.7.2.9 Filing a Complaint

If you are dissatisfied with Avid HealthCare privacy policy or practices, or with the result of your request to access or correct your personal information, you should make a written complaint to the Privacy Officer. The Privacy Officer will then investigate the matter, which may require the involvement of management. The Privacy Officer will report back to you and advise you of any steps taken to correct the problem. If you are still unsatisfied with the response, you may be entitled to make a written complaint to the Federal Privacy Commissioner.

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2.7.2.10 Access to Personal Information Avid HealthCare is committed to ensuring that we collect only the personal information about you that we need to ensure an effective employment relationship Avid HealthCare is also committed to ensuring that information about you is accurate and up-to-date. Avid HealthCare will provide you with the information we have about you when you make a written request. In some case, Avid HealthCare may not be able to provide you will all the information we have about you. This would occur if provision of the information could lead to disclosure of another individual’s personal information, where laws or regulations prevent disclosure, or where it would simply be too costly to provide the information. If we decide not to disclose some or all of your personal information to you, we will advise you of the reason. In order to ensure compliance with our privacy policy, Avid HealthCare has appointed a Privacy Officer to oversee all aspects of its employee privacy policy and practices. If you wish to know what information Avid HealthCare currently has about you, you should send a written request to the Privacy Officer, who will respond to your request within 30 days. If you become aware that the information we have about you is incorrect, you should notify the Privacy Office, who will review the information and take appropriate steps to address your concerns. Avid HealthCare CEO: _________________

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Section: Employee Signature

Company Copy

This handbook does not constitute an express or implied contract for employment. I understand that, except for employment-at-will status, any and all policies and practices may be changed at any time by Avid HealthCare, and the company reserves the right to change my hours, wages and working conditions at any time. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify or eliminate existing policies. Only the president of Avid HealthCare has the ability to adopt any revisions to the policies in this handbook. This handbook has been produced by the company for the guidance and orientation of our employees. None of the benefits or policies in this handbook are intended by reason of publication to confer any rights or privileges, or to entitle you to be or to remain to be employed by the company. The contents of this handbook are presented as a matter of information of employment only. Avid HealthCare is responsible for maintaining a completely updated copy of this handbook available to all employees at all times. Copies of all changes will also be distributed to all associates and it will be up to you to make sure your handbook is current. In the event of a dispute, the most recently updated and announced version will be used. All changes will be issued through the Human Resources Department. I, the undersigned, have read the handbook, have had an opportunity to ask questions, and fully understand the contents of the handbook and agree to abide by the handbook and its policies. __________________________________ ________________ Employee Signature Date

__________________________________ ________________ Company Signature Date

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