SECTION 1: General Policies

Employment at Will 

Freedom Behavioral Health LLC & “The Company” refers to Freedom Behavioral Health and/ or its subsidiaries or affiliates. Employees are employed under the subsidiary or affiliate of Freedom Behavioral Health. Freedom Behavioral Health is an “at will” employer. All employees who do not have a separate written employment contract for a specific, fixed term of employment are employed at the will of the company for an indefinite period. You may resign at any time and may be terminated at any time by the facility with or without notice, and with or without cause. Nothing in this handbook or associated policies alters or should be relied on as altering this at-will relationship. This applies to all terms and conditions of employment including but not limited to; hiring, placement, promotion, termination, layoff, recall, transfers, leave of absence, compensation and training. 

Equal Employment Opportunity 

It is the policy of Freedom Behavioral Health to provide equal employment opportunity to all employees and applicants for employment regardless of an individual’s race, creed, color, religion, national origin, sex, age, physical or mental disability, and genetic information unrelated to an individual’s ability to perform the essential functions of a particular job, status as a military veteran or qualified disabled veteran, or any other characteristic or any other protected class status in accordance with applicable state, federal and local laws. Additionally, it is the company’s policy to provide promotion and advancement opportunities, transfer, compensation, participation in training or educational activities or programs, discipline and termination in a nondiscriminatory fashion. 

Americans with Disabilities Act 

In compliance with the Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act (ADAAA), Freedom Behavioral Health will not discriminate against applicants or employees with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training and other terms or conditions of employment. Freedom Behavioral Health will provide an accommodation when necessary to permit a qualified applicant or employee to perform the essential functions of the job unless 

that accommodation would cause an undue hardship on the operation of the business. If you determine that you need an accommodation to perform your essential job duties based on a disability, you should notify your supervisor. You and your supervisor will work with your Human Resources Representative to secure the necessary information to determine a reasonable accommodation for you. 

Authorization for US Employment 

Freedom Behavioral Health will not knowingly hire or continue to employ an individual who is not legally authorized to work in the United States. On your first day of employment, you will be asked to complete the I-9 form. By day three, you will need to present supporting documents to satisfy the I-9 requirement. Employees failing to comply with this requirement will be terminated. 

Freedom Behavioral Health may also utilize the E-Verify process to validate your authorization to work in the US.

Minimum Age Requirement 

Freedom Behavioral Health requires all employees to be at least 18 years of age. There are some positions that require a minimum age of 21 or older because of the nature of the job or state requirements. You will find the minimum age requirement for the position in the job description for that role. 

SECTION 1: General Policies Cont’d

Non-discrimination/Harassment 

It is the policy of Freedom Behavioral Health that employees and their work environment will be free from all forms of discrimination, harassment and intimidation. 

Freedom Behavioral Health strives to maintain a workplace that accepts the differences in employees’ cultures, ages, ethnicities, genders, physical and mental abilities and lifestyles. Our employees have the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices including harassment. Therefore, Freedom Behavioral Health expects that all relationships among persons in the facility will be professional, business-like, and free of bias, prejudice and harassment. 

Freedom Behavioral Health will not discriminate against any employee in regard to race, gender, color, creed, religion, national origin, sex, age, physical or mental disability and genetic information unrelated to an individual’s ability to perform the essential functions of a particular job, status as a military veteran or qualified disabled veteran, or any other characteristic or any other protected class status in accordance with applicable state, federal and local laws. 

Harassment and intimidation are recognized as forms of discrimination and are prohibited. Verbal and physical conduct, which tends to create an intimidating, hostile or offensive work environment based on a protected class or any other reason, is strictly prohibited. 

Sexual Harassment is defined as unwanted verbal and/ or physical conduct of a sexual nature by any employee, supervisor, manager or vendor, including sexual advances, requests for sexual favors or other such conduct. Whatever form it takes, verbal, non-verbal, or physical, sexual harassment is insulting and demeaning to the recipient and will not be tolerated in the workplace. 

If you believe that you are being subjected to discrimination or harassment of any kind by a co- worker, manager, supervisor or other individual (whether employed by the company or not), or if you believe your employment is being adversely affected by such conduct, you should report the alleged act immediately to your supervisor, department head or designated human resources individual. 

You may also file a complaint with the Equal Employment Opportunity Commission (EEOC).

We will promptly and thoroughly investigate such reports. Based on the seriousness of the offense, appropriate disciplinary action up to and including termination, will be taken against any employee who violates this policy. 

Retaliation against individuals who report incidents of discrimination or harassment or who participate in the investigation will not be tolerated. If you believe that you have been retaliated against, you should immediately report the alleged act of retaliation to your supervisor, department head or Human Resources. 

Drug Free Workplace 

Freedom Behavioral Health is committed to providing a safe work environment and to fostering the well-being and health of its employees. That commitment is jeopardized when any Freedom Behavioral Health employee illegally uses drugs on or off the job, comes to work under their influence, possesses, distributes or sells drugs in the workplace, or abuses alcohol or inhalants on the job. 

SECTION 1: General Policies Cont’d

Therefore, Freedom Behavioral Health prohibits the following: 

• Use, possession, manufacture, distribution, dispensation, or sale of drugs, controlled substances or alcohol; which is unauthorized on Freedom Behavioral Health premises, in company parking lots, during work hours or at any time in Freedom Behavioral Health vehicles. 

• Being under the influence of alcohol or a controlled substance on Freedom Behavioral Health premises, during Freedom Behavioral Health business, or occurring in Freedom Behavioral Health vehicles or during work hours 

• Possession, use, manufacture, distribution or sale of illegal drugs off of Freedom Behavioral Health premises 

• Use prescription drugs illegally, i.e., to use prescription drugs that have not been legally obtained or in a manner or for a purpose other than as prescribed. While nothing in this policy precludes the appropriate use of legally prescribed medications, an employee may be required to remain away from work while taking any prescribed medication that may impair the employee’s judgment.

During the course of your employment with Freedom Behavioral Health, there are three (3) occasions when you may be required to participate in a substance abuse testing process. 

1. Reasonable Suspicion 

If your supervisor suspects that you may be unfit for duty because you are under the influence of drugs, alcohol, inhalants, or prescription drugs, you may be asked to submit to substance abuse testing. 

Refusal to submit to a substance abuse test will be grounds for immediate termination of employment. If you are asked to submit to a substance abuse screen for reasonable suspicion you will be suspended pending the result of the testing. 

2. Post-Accident 

If you are involved in or cause an accident while transporting clients, you will be required to submit to a drug and alcohol screen.

3. Random Drug Testing 

During the course of your employment you may be chosen at random to participate in substance abuse testing. All employees at a particular facility location will have an equal chance of being selected at each testing interval. Random selection shall not be based on individual employee performance, demographic data, or any individualized suspicion of abuse of substances. 

Random testing will take place without notice. Upon selection, an employee must immediately complete the testing. 

Results: If your substance abuse test yields a positive result, your employment with Freedom Behavioral Health may be terminated and you will not be eligible for rehire for six (6) months after your termination date. 

SECTION 1: General Policies Cont’d

Drug Diversion 

Drug diversion (the theft of medication including waste) from Clients and your facility is grounds for termination and criminal prosecution. You may be trained in medication management protocols aimed at deterring drug diversion and are expected to follow them carefully. 

If you have knowledge that another employee may be violating medication management protocols or diverting drugs, you have an obligation to report this immediately to your supervisor or Senior Facility Leader. The information you share will be held confidential and all reasonable steps will be taken to protect your identity. Failure to report medication management violations and drug diversion could result in disciplinary action up to and including termination. 

Employee Classification 

The company will classify an employee as exempt or non- exempt as governed by applicable state and federal wage and hour laws. 

Exempt — Employees are paid a regular pre-determined salary based on the position and job responsibilities. They are not subject to minimum wage and overtime as defined under federal and state wage and hour laws. Exempt employees are expected to work a sufficient period of time in order to achieve the goals of their job and the facility. 

Exempt medical, clinical and therapy staff members should be available for emergencies at times other than their regularly scheduled work week and will be required to work certain evenings and weekend periods or be on call, as needed, according to schedules. 

Non-Exempt — Employees are paid on an hourly basis and subject to the minimum wage and overtime provisions of federal and state wage and hour laws. 

The company maintains different employment categories based upon the frequency and number of hours you are regularly scheduled to work. The categories are outlined below defining each category and their benefit eligibility. 

Regular Full-time Employee — Scheduled to work 36 or more hours per week on a regular basis. A full time employee is eligible for all benefit programs offered by the company and for accrual of paid time off. 

Part-Time (PTN) — Scheduled to work less than 20 hours a week on a regular basis. A PTN employee is not eligible for health and welfare benefits or paid time off unless otherwise mandated by the city or state in which the facility is located. Based on the number of hours worked in a year, an employee may be eligible to participate in the 401k plan. 

Per Diem (PRN) — Scheduled on an as needed basis with no set or regular schedule of hours. Not eligible for health benefits or paid time off, unless otherwise mandated by the city or state in when the facility is located. PRN employees who do not work for 90 days will be removed from payroll. A PRN employee who does not work a minimum of one (1) shift each 90 days will be terminated. 

Contractor (CON) — 1099 workers who are not paid through company payroll. Contractors are typically highly skilled workers with a technical, professional or clinical background and must meet IRS and DOL criteria for Contractor status. Not eligible for the benefit programs or paid time off. 

Intern (INT) — A student or recent graduate who works for a designated period of time in a position that allows them to gain experience or school credit. Not eligible for the benefit programs or paid time off, unless otherwise mandated by the city or state in which the facility is located. 

SECTION 2: Employment at Freedom Behavioral Health

Internal Transfers and Promotions 

Freedom Behavioral Health is committed to retaining and promoting qualified internal talent. Job openings will be posted on the facility website or other notice methods determined by Leadership for three (3) business days to allow interested internal candidates to apply. If you are interested in the posted job opening and meet the qualifications, you should complete the application process established by the company. If you are selected for an interview, you should notify your supervisor before the interview. You will need to complete 12 months of active employment in your current role and be in good standing (no active disciplinary action above a verbal warning) to be considered for an internal transfer or promotion. The department head and the Senior Facility Leader may waive the 12 month requirement if it is in the best interest of the facility to allow the move. 

If the job opening is located at another Freedom Behavioral Health facility, you would need to get authorization from your department head and Senior Facility Leader to pursue the opportunity. Your Human Resources Representative can help you contact Human Resources at the other facility to apply for the job. Your employment date, benefits, 401(k) account and paid time off balances would transfer with you to the new facility. 

If selected for an internal transfer or promotion, your incoming and outgoing managers will coordinate on an effective transfer date prior to the offer. 

Employment of Former Clients 

Freedom Behavioral Health prohibits the employment of clients at the facility at which they were treated for a period of at least two and a half (2.5) years from the time of the individual’s discharge as a client or from continuing care. A client is defined as anyone who has been an in-client, partial hospitalization client, an out-client and/or an individual who has received treatment at all, at any time within the past two (5) years. 

Rehire of Former Employees 

Former employees who left in good standing and were classified as eligible for rehire may be considered for reemployment provided they meet all the eligibility and application requirements on the same terms as any other applicant. 

SECTION 2: Employment at Freedom Behavioral Health Cont’d

Former employees who left in good standing and were classified as eligible for rehire may be considered for reemployment provided they meet all the eligibility and application requirements on the same terms as any other applicant. 

Rehired employees will be eligible for benefits on the same terms as any other new employee. After a six month break in service, previous tenure will not be considered in calculating seniority, leave accruals or any other benefits. 

Nepotism 

Relatives or employees involved in a romantic relationship should not be hired, transferred, promoted and/or demoted on either a temporary or regular basis into positions reporting to the same immediate supervisor, into positions of a supervisory/subordinate relationship, or positions that create a conflict of interest (such as relatives in purchasing and accounts payable). Relatives will not be allowed to work the same shift in the same program at any time. Please refer to the Nepotism Policy for additional information on the definition of a relative. 

In the event that one of the relationships described above arises during the course of employment and results in relatives or those in a romantic relationship reporting to the same immediate supervisor, being in a supervisory/ subordinate relationship or a relationship that creates a conflict of interest; a transfer, promotion or demotion of one of the employees is required within six (6) months after the date of the change. If no suitable opening is available, one of the employees will be required to resign or the employee with the least Freedom Behavioral Health time of service will be involuntarily terminated. 

Seniority and Eligibility Dates 

Your employment date is established as the first day of employment with Freedom Behavioral Health. Your employment date is also considered to be the service date for the purpose of benefit eligibility and company seniority. A new service date will be established if you have a break in service greater than 6 (six) months. 

Background Screening 

Employment offers to work at Freedom Behavioral Health will be contingent on the successful completion of an acceptable criminal background check, references and verification of licensing and certification necessary to meet your job requirements. Freedom Behavioral Health recertifies portions of the background screen on a periodic basis. Additional background checks may be necessary based on your position and state requirements. Completion and satisfactory results of all background checks must be completed before you begin employment and to maintain your employment ongoing. 

Licensing and Certification 

If you are in a position that requires licensure or certification, you must hold and maintain an active and valid license, registration or certification as required by local, state and federal regulations. Freedom Behavioral Health will verify and maintain a copy of all applicable licenses, registrations and certifications at hire and renewal in your personnel file. 

You are personally responsible for maintaining current license, registration, and certification at all times. You must present your renewal to Human Resources or your manager before the expiration date. Failure to do so will result in suspension. If you do not present your renewal within two (2) weeks following the expiration date, your employment will be terminated. 

SECTION 2: Employment at Freedom Behavioral Health Cont’d

Reference Checks 

Employment offers at Freedom Behavioral Health may be contingent upon the satisfactory completion of reference checks to verify your past employment, performance and credentials. Additional reference checks may be required if you transfer within the company. All information obtained, whether oral or written, is confidential. If the information you provided should prove to be fraudulent after your employment begins, your employment will be terminated. 

Introductory Period 

New hires and employees who change positions will have a 90-day introductory period in their new position for the evaluation of their performance and suitability for the role. This period will also give you the opportunity to evaluate your suitability and satisfaction in the role. 

Failure to meet objectives in the first 90 days of a new role could result in an extension of the introductory period not to exceed 60 days, reassignment to another available position or termination. 

Human Resources File 

Employee files are maintained by the designated Human Resources individual and are considered confidential. Managers and supervisors may only have access to these files on a need-to-know basis. 

If you would like to review your personnel file, you would request a time to do so with your Human Resources Representative. Your Human Resources Representative will be present during the review of your file and would need to approve any copies that you would request. 

In order to keep records accurate and up-to-date, you are responsible for giving notice of changes of marital status, address and telephone number to the Human Resources department. Name changes will only be made with presentation of a new Social Security card. 

Employment Verification 

Your Human Resources Representative or designated vendor will provide employment verification for former employees and requests for information on current employees. Without a signed and dated release from the employee, Freedom Behavioral Health will only provide dates of employment and positions held. 

Providing unauthorized references for current or former employees including verbal, personal, professional or “off the record” references are in violation of Freedom Behavioral Health policy and may be cause for disciplinary action up to and including termination. 

Performance Evaluation Process 

Performance evaluations will occur after 90 days of initial employment or change of position and then annually either on your anniversary date or a common review date set by your facility. Your supervisor will discuss the performance evaluation with you highlighting your strengths and areas for improvement. Job goals for the next review period will also be reviewed. 

SECTION 2: Employment at Freedom Behavioral Health Cont’d

Merit Increases 

A current, satisfactory performance evaluation provides the basis for the recommendation of annual merit increases. If your overall performance rating reflects performance that is below standard or unsatisfactory, you will not be eligible for a merit increase. The merit increase schedule is determined by Facility Leadership and merit increases are not guaranteed at any time. 

Employee Training and Development 

Freedom Behavioral Health is committed to do all that it reasonably can to contribute to the advancement of your knowledge and skills. The company also seeks to establish and maintain a work environment that fosters the growth and development of your career and contributes to your overall job satisfaction. 

Our first training time with you will be your orientation session that will take place when you first come onboard. The orientation session is required and will acclimate you to our culture, the policies and procedures in our facility and our expectations of you and your role. 

In addition to regular training programs associated with clinical roles, other educational and developmental activities will be presented from time to time to meet special needs. “Required in-service” is defined as any training that is necessary to fulfill accrediting body requirements or department standards and deemed mandatory by the company. 

You are encouraged to be involved in professional organizations that will enhance your position in the company and furnish you with ongoing continuing education that provides both personal and professional benefits. Approval for attendance and payment for training and development is at the discretion of your manager with consideration given to work demands and facility budget. Eligible employees may be paid for up to 16 hours per calendar year to attend continuing education meetings. Payment for these training sessions and for time spent must be pre-approved by your supervisor. 

Approval for attendance and payment for continuing education meetings is at the discretion of your manager with consideration given to work demands and facility budget. If you are a part time employee, you may be approved for a prorated number of hours. 

Coursework must be chosen through an accredited college, university, certification agency or approved resource for recertification/licensure credits. The coursework must improve your value to the company in your present position, enhance your chances for advancement within the company or be part of the required curriculum leading to obtaining or maintaining certification or licensure. 

If your manager approves payment for the coursework, you will need to pay the course fee and submit an expense reimbursement form, including receipts and course completion documentation, to be reimbursed the cost of the course. Expenses eligible for reimbursement include registration, tuition and course fees, books and class materials. Freedom Behavioral Health will not pay for mileage or meals for continuing education. 

SECTION 2: Employment at Freedom Behavioral Health Cont’d

Separation of Employment 

Termination of employment can occur for several different reasons. 

Resignation: Although we hope your employment with us will be a mutually rewarding experience, we understand that varying circumstances can cause employees to voluntarily resign employment. All clinical staff are required to provide four (4) weeks working notice to allow a reasonable amount of time to transfer ongoing workloads. The notice should be in writing and given to your supervisor. Management reserves the right to release the employee immediately where job or business needs warrant such action. If you do not provide the required length of notice, your supervisor may deem you ineligible for rehire depending on the circumstances regarding the notice given. 

Your Human Resources Representative will meet with you before your last day of employment to detail final pay and benefit termination. All employees will be asked to complete an exit interview regarding their time with the company. 

Job Abandonment: If you are absent for two (2) consecutive shifts without notifying your supervisor, you will be considered to have abandoned your job effective at the end of the shift on the second day. If you are terminated due to job abandonment, you will be ineligible for rehire.

Termination: If your employment is terminated for cause, you will be ineligible for rehire. If your position is terminated due to business reasons or lack of work, your Human Resources Representative will provide written notice of termination detailing final pay and benefit termination. 

If you have an accrued PTO balance upon termination, that PTO time will be paid out on your final paycheck. Your final pay will be paid out in accordance with state regulations. PTO or personal days cannot be substituted for time worked to meet your notice requirement. The use of PTO for sick or extended sick leave would require both the approval of your supervisor and a physician’s statement. 

All company property such as equipment, keys, badges, etc. should be returned to your supervisor on your last day of employment. After your termination date, you are not allowed to enter the facility or be on the facility campus without prior approval from facility leadership. 

SECTION 3: Expectations of Employee Behavior 

Freedom Behavioral Health employees represent the company to our clients, our clients’ families, our vendors and healthcare partners. Our expectation is that your conduct will be professional and respectful reflecting compassion and our commitment to ethical behavior as outlined in our Code of Conduct. We expect you to observe Freedom Behavioral Health policies and procedures in your daily work to maintain an orderly, efficient and safe work environment. Regardless of your position, it is important to remember that good manners, appropriate appearance, and a willing, cooperative attitude are an important part of your job. 

If your conduct does not meet our expectations, we will respond to and correct inappropriate behavior or conduct. It is your responsibility to comply with Freedom Behavioral Health expectations. 

SECTION 3: Expt. of Employee Behavior Cont’d

Solicitation and Distribution 

As an employee of Freedom Behavioral Health, you may not solicit or distribute non-company literature during working time or on company premises. Company premises includes work areas, client care areas, training and meeting rooms, and storage facilities. Employees are strictly prohibited from soliciting or distributing materials to facility clients or visitors. If you solicit or distribute literature, you will be subject to disciplinary action up to and including termination. 

Non-employees, who are not part of an approved Freedom Behavioral Health solicitation campaign or facility program, may not come on company property at any time to solicit for any cause or distribute literature of any kind for any purpose without the express approval of the Facility Senior Leader except as provided by law. 

Outside Employment 

You may hold outside employment while working at Freedom Behavioral Health except where it creates a conflict of interest or interferes with your ability to perform your job in a satisfactory manner. If you have a regular full or part-time schedule at Freedom Behavioral Health, your commitment to this schedule would take precedence over any outside employment situation. 

You are prohibited from performing any services for customers, clients or clients on nonworking time that are normally performed by the company’s personnel. You cannot solicit or conduct any outside business during your paid working time. 

Any employment during an approved Leave of Absence must be approved by your Human Resources Representative. 

Bulletin Boards 

Human Resources will maintain a bulletin board at each facility for you to view employment posters, facility announcements, events and general employee information. Your Human Resources Representative will review and approve each posting to ensure it does not conflict with company policy. You are encouraged to frequently review postings for important information. 

Appearance 

All employees, including contract employees, must be properly groomed and appropriately dressed while on duty so as to promote a professional image to clients, visitors and co-workers. Your facility management will provide you with specific dress and appearance guidelines. Your supervisor can answer any questions you may have about appropriate appearance. Failure to comply with your facility dress guidelines could result in you being sent home to change and subject to disciplinary action. 

Name Badges 

A name badge will be provided to you upon hire and is to be always worn by all staff. If you lose your badge, see the Human Resources representative for a replacement. 

Staff Rights 

Freedom Behavioral Health recognizes that some staff members may have concerns about participating in certain aspects of client care where there is a perceived conflict with the employee’s cultural values, sense of ethics or religious beliefs. In these circumstances, an employee would submit their request in writing to their supervisor and include the reasons for the request. The client’s care and treatment is of primary concern and will be the first consideration in any staff request. 

SECTION 3: Expt. of Employee Behavior Cont’d

If you as an employee submit a written request of conflict, you are expected to perform all duties as assigned during the time that your request is being reviewed. Freedom Behavioral Health will make an active effort to make a determination for a reasonable accommodation as it relates to staff duties, usually within three (3) business days. Accommodations for an approved request could include job transfer, shift changes, and/or job restructuring. No accommodation will be considered if there is any potential negative effect on the care of the clients of Freedom Behavioral Health. 

Failure to submit a request in writing or verbally refusing to provide client care may subject you to suspension without pay until a written request is submitted and a determination is made. 

Boundaries (Staff and Client Relationships) 

Freedom Behavioral Health maintains a zero tolerance policy in regard to inappropriate relationships between our employees and our clients. Undue familiarity is a term used to describe inappropriate, non-professional, social and/or sexual relationships between a staff member and a client. For the purposes of this policy, an individual is defined as someone who has received treatment in the facility at any time within the past five (5) years. The time frame begins when the client is discharged as a client or from outpatient services, whichever applies. 

Additionally, if there has been a previous non-professional, social and/or sexual relationship between you and a client, you must make your supervisor aware of the previous relationship immediately upon learning of the admission of the client or acceptance of the client in an outpatient service. 

It is your responsibility to establish and maintain an appropriate professional, therapeutic relationship with each client. In a like manner, Freedom Behavioral Health is committed to your safety and well-being and discourages the expression or demonstration by a client of inappropriate social and/or sexual behavior toward any staff member. You are required to report any such inappropriate behaviors expressed or exhibited by clients toward staff members or by fellow staff members towards clients. 

The core of our ability to be effective in the treatment of our clients is our therapeutic relationship with them. A violation of this policy is considered a serious offense and both the employees involved and the employees aware of the inappropriate behavior would be subject to disciplinary action up to and including termination. 

Smoking and Tobacco Use 

Freedom Behavioral Health is dedicated to providing a healthy and productive work environment and prohibits the use of tobacco products in our facilities unless the facility has a designated smoking area. For the purpose of this policy, tobacco is defined as any type of tobacco products including, but not limited to, cigarettes, cigars, cigarillos, electronic cigarettes, pipes, bidis, hookahs, smokeless, spit tobacco or snuff. 

For those facilities that provide a smoking area, employees should limit their smoking to those areas and refrain from smoking in entry ways and outside break areas. Smoking should be limited to permitted break times. 

As an employee, you cannot smoke or use any type of tobacco product with clients at any time. 

You are encouraged to accept the responsibility of informing visitors of the company’s smoking and tobacco use policy. 

SECTION 3: Expt. of Employee Behavior Cont’d

Electronic Devices 

You are expected to limit the use of personal cell phones and other electronic devices. The use of electronic devices should not limit your ability to conduct your job responsibilities. If you are a direct care worker, you are not allowed to have your cell phone in any client care area at any time. If your electronic device is camera-equipped, you cannot use it to take photographs at the facility due to client confidentiality regulations. The use of electronic devices should not interfere with client care or facility operations. 

Texting or messaging from electronic devices should never be used to communicate client information, employment actions and workplace investigations. Electronic communication for attendance reporting is discouraged. 

In respect for our client’s privacy, you are to refrain from the use of any type of recording equipment, whether it be cameras, video recording, or voice recording, unless specifically requested by management and all parties involved have consented via a written agreement/consent to the recording. 

Client privacy is a top priority in our facilities and violations of this policy may be grounds for corrective action up to and including termination. 

Attendance 

It is the policy of Freedom Behavioral Health to encourage habits of good attendance and punctuality on the part of every employee. These are components of successful job performance and the provision of high-quality healthcare to those we serve. While occasional circumstances may cause you to be absent for all or part of the day, frequent absences or tardiness detracts from client care and places an undue burden on those employees who must fill in for you. 

Absence, which includes late arrival and early departure, is all time lost from that which is scheduled. Tardiness is defined as reporting after the scheduled starting time or returning late from breaks or meal periods. 

You are expected to give at least four (4) hours’ notice to your supervisor, or an approved designee, if you are unable to work your scheduled shift. Approval must be given for each and every scheduled work day or shift from which you will be absent unless you are on an approved leave of absence. Your supervisor may request a doctor’s statement to substantiate your absence for sickness. When you know you are going to be unavoidably delayed in getting to work, you should notify your supervisor as soon as you are aware of the situation. 

If you are absent for two (2) consecutive shifts without notifying your supervisor, you will be considered to have abandoned your job and your employment will be terminated. 

Your facility management will provide you with specific attendance and notification requirements for your work area. Excessive absence or tardiness, unless excused under FMLA or an approved leave of absence, may result in disciplinary action up to and including the termination of employment. 

Shift Mandate 

Freedom Behavioral Health is responsible for maintaining certain client/ direct care provider ratios in our client care areas. Continuity of care is important and in most facilities, these shift holdovers (or shift mandates) are required. 

SECTION 3: Expt. of Employee Behavior Cont’d

Arrests and Criminal Misconduct 

When active employees are arrested, charged or come under investigation for criminal misconduct, Freedom Behavioral Health has to consider our client’s safety and our reputation as a healthcare provider. If you are arrested, charged, or investigated for criminal misconduct, you are required to report this to your supervisor or Human Resources Representative immediately. You may be placed on an unpaid suspension pending further investigation of the incident. If you are arrested for driving under the influence or for violation of a criminal drug statute, the investigation may include drug or alcohol testing. Absences related to arrests or incarceration are not excused for attendance purposes. 

If the arrest or basis for the criminal investigation is job related and could adversely affect client care or our company reputation, you may be terminated. 

You will remain on unpaid suspension until the matter is resolved and the charges are dropped, the investigation is closed or you are acquitted. A conviction by trial, guilty plea, or plea of nolo contendre for a felony or misdemeanor charge may result in termination. 

If you become aware of a co-worker’s arrest or conviction for criminal misconduct, in good faith you should report this to Human Resources immediately.

Progressive Discipline 

It is Freedom Behavioral Health expectation that you will conduct yourself in a professional manner at all times and with due regard to the facility, fellow employees and clients, and to adhere to all standards and policies set forth in this manual and by your facility. 

If the need arises for management to address your performance, conduct, or attendance, disciplinary action may take the form of counseling, verbal or written warnings, suspension or termination, depending on the number and frequency of past violations and the seriousness of the offense. The employer may also initiate a mandatory referral to the company Employee Assistance Program for an employee as part of any step in the progressive disciplinary process. 

The following outlines a progressive discipline procedure designed for you and your supervisor to work together to address deficiencies and ensure your conduct and performance meet expectations. The employer reserves the right to skip a step in the disciplinary process based on the severity of the violation. The following are guidelines and do not waive the employer’s and employee’s right to terminate employment at will. If you are subject to disciplinary action, including termination, you may appeal by following the steps outlined in the Grievance and Problems Solving policy. 

Coaching 

Your supervisor will communicate work expectations to you on a regular basis. If there are identified performance and/or conduct issues, your supervisor will provide coaching to enable you to bring your performance and/ or conduct in line with expectations. 

Step 1 Verbal Counseling 

Verbal counseling will be given for minor infractions or to address performance deficiencies when necessary, or when coaching has not resolved the issue. Your supervisor will discuss with you the nature of the violation or deficiency of performance, outline a specific time frame during which performance must improve, and work with you to determine corrective measures to bring your performance in line with expectations. Your cooperation and immediate improvement is expected. 

The conversation will be documented and will go in your personnel file. 

SECTION 3: Expt. of Employee Behavior Cont’d

Step 2: Written Warning 

Written warnings will be given for repeated conduct and performance issues that persist after the verbal warning, or if the behavior involves a more serious violation of policy or deficiency in performance. Similar to the verbal warning, your supervisor will discuss the violation of policy or deficiency of performance with you and work with you to determine corrective measures to bring your performance in line with expectations. You will be asked to sign the written warning document to acknowledge receipt of the warning. Your signature does not signify your agreement with the warning nor will failing to sign void the process or prevent the document from being included in your personnel file. 

At the written warning step, your supervisor may decide to implement a Performance Improvement Plan (PIP) where a formal training or corrective action plan is outlined to bring your performance in line with expectations. Your supervisor will outline and document the conduct or performance concern, the corrective measures being taken and the consequences if performance does not improve, and a specific time frame during which performance must improve. 

Step 3: Suspension and/or Final Written Warning 

Suspension and/or final written warnings may be given for repetition of the behavior that prompted the written warning or may be given for violations of policy or deficiencies of performance so severe that a final written warning is warranted. The discussion with your supervisor and documentation of the final written warning will follow the same process as outlined for the written warning. 

There are two types of suspension that your supervisor may utilize in dealing with performance issues: 

• A disciplinary suspension would be without pay and could last from one to five days at the supervisor’s discretion. The suspension period would be a final decision making period where you decide if you are willing to make the required improvements.
• An investigative or administrative suspension with or without pay may be used as an interim action while waiting for the outcome of an investigation of a suspected policy violation or review by management or court action, which could result in termination of employment. If it is determined in the investigation that you did not commit a serious policy violation, you will be returned to employment and paid for the time missed during the investigation. If the investigation indicates that a serious policy violation was committed, and the decision is made to terminate your employment, the time missed during the investigation will not be paid. During a suspension period, you will turn in your employee badge, keys and any company equipment until a final decision is made. Employees who have been suspended are not allowed into the facility until their suspension has been lifted. 

Step 4: Termination 

Termination is the most extreme form of disciplinary action that may result after repeated violations and warnings through the progressive disciplinary process or immediately for a serious policy violation. 

The following actions are examples of behaviors that could result in immediate termination: 

• Client abuse or neglect; 
• Disorderly conduct that may endanger the well-being of any employee, client, or visitor on facility grounds; 
• Verbally or physically threatening, intimidating, coercing, using abusive language or otherwise interfering with the performance of fellow employees or visitors; 
• Failure to maintain a required license, certification or registration, or accreditation; 
• Violation of Freedom Behavioral Health Compliance Program, including Code of Conduct; 
• Gambling or playing games of chance on facility grounds; 

SECTION 3: Expt. of Employee Behavior Cont’d

• Refusal to submit to drug or alcohol screening or searches at the facility’s request; 
• Conviction of a crime involving dishonesty, violence, manufacture, sale or distribution of drugs or alcohol or other behavior that impacts suitability for employment; 
• No call/no show for two (2) consecutive work shifts;
• Harassment of employees, clients or visitors of the facility;
• Consumption of, or possession of, alcohol on facility grounds;
• Intoxication on facility grounds, company events or occasions when you are representing Freedom Behavioral Health in community or industry functions;
• Reporting for your shift under the influence of any drugs or alcohol;
• Use of illegal drugs or abuse of any drugs on or off facility grounds in violation of drug laws;
• Unauthorized removal or destruction of property belonging to others, including co-workers, visitors, clients or vendors including discarded or found property or surplus items;
• Theft or attempted theft of facility or client property;
• Inappropriately accessing and/or disclosing confidential information, including employment, financial, client information, etc.
• Insubordination or refusal to comply with instructions or failure to perform assigned tasks or serious neglect of duty;
• Sleeping or the appearance thereof while working;
• Altering or falsifying facility records or reports such as employment applications, time cards, accident, injury or incident reports, financial statements, client records, medical charts, etc.
• Negligence or violation of safety rules that may result in significant injury or loss.

The above list is intended to illustrate examples of misconduct or infractions that may result in immediate termination of employment. Freedom Behavioral Health reserves the right to amend this list or terminate employment as appropriate for conduct or performance at any time. 

Duration of Disciplinary Steps 

Generally one (1) year after a corrective action step above coaching, the warning will be considered inactive if there is not additional misconduct or performance deficiency that would prompt a move to the next step.

Your supervisor has the discretion to extend the time the corrective action remains active. Once a corrective action becomes inactive, additional conduct or performance issues will initiate a new progressive discipline sequence based on the severity of the issue. 

Eligibility for Internal Posting 

A verbal counseling will not prevent you from applying for other positions with the company. If you are given a written warning, final written warning, PIP or suspension, you will not be eligible to apply for other positions for six (6) months following the date of the corrective action. 

Introductory Period 

If you are in your Introductory Period, the Progressive Discipline process may be accelerated. 

SECTION 3: Expt. of Employee Behavior Cont’d

Grievance and Problem Solving 

Freedom Behavioral Health encourages open communication between you and the facility team when concerns or problems arise in the workplace. We will not allow retaliation, intimidation, coercion or discrimination against you for raising a concern or problem including disclosures by whistleblowers, those assisting in investigations or those opposing an unlawful practice. 

The grievance and problem solving process can be up to a four (4) step process.

Step 1: Your first step would be to discuss the grievance with your immediate supervisor. If your issue concerns your immediate supervisor, you would have the initial discussion with your department head. Your supervisor or department head will investigate the grievance and provide a proposed written solution/resolution within five (5) working days of the date the grievance was submitted. 

Step 2: If step one (1) has been bypassed, or if you are dissatisfied with your supervisor’s decision, you may appeal to the department head. At this step the grievance should be in writing and detail what actions you feel were inappropriate and what action you feel should be taken. The department head would confer with you, your supervisor, and any other members of management considered appropriate, investigate the issues and communicate a decision to all parties involved within five (5) working days of the date the grievance was submitted. 

Step 3: If you are not satisfied with the department head’s decision or wish to pursue the grievance further, you may appeal to your Facility Senior Leader in writing within five (5) working days of receiving the written decision from step two (2). The Facility Senior Leader should investigate and communicate a decision to all parties involved within five (5) working days of the date they received the grievance. 

Step 4: If you are not satisfied with the Facility Senior Leader’s decision and wish to pursue the grievance further, you may appeal to the Vice President of Human Resources in writing within five (5) working days of receiving the decision from step three (3). The corporate Vice President of Human Resources will investigate your grievance, review the Facility Senior Leader’s decision, and in conjunction with relevant management issue a written decision within fifteen working days. The decision from the Vice President of Human Resources will be final and not subject to appeal. 

The grievance process can end at any level if the grievance is resolved to your satisfaction, you fail to move forward with a timely appeal, or the appeal process is concluded at the corporate level. At any level, you can also meet with your Human Resources Representative to discuss your grievance or help you with the grievance procedure. 

Only Freedom Behavioral Health staff members are permitted to be present and participate in grievance activities unless required by law. 

Confidentiality 

During the course of your employment, you will learn confidential and restricted information regarding Company operations, employees and clients. 

It is Company policy that such information should be treated with the utmost confidentiality and should not be discussed with any unauthorized person either inside or outside the Company. 

The Health Insurance Portability and Accountability Act (HIPAA) requires that you keep information about client health and other personal information in the strictest confidence. Personal information concerning a client should never be discussed, except on a business need- to-know basis, inside the facility. Such information may never be released without proper authorization. 

SECTION 3: Expt. of Employee Behavior Cont’d

Details of company plans and/or changes may also be confidential information and their dissemination is the responsibility of the administration at the appropriate times and through proper channels. 

Release of confidential information is not only a serious breach of ethics, but also may involve legal proceedings and loss of job. Inquiries by any person or organization should be directed to your supervisor or the Senior Facility Leader. Employees who release information considered confidential will be subject to disciplinary action up to and including termination. 

Media Inquiries 

Inquiries of a routine, informational or local nature regarding a specific Freedom Behavioral Health facility-based program may be directed to the Senior Facility Leader for response. Releases regarding Freedom Behavioral Health and dissemination of information to the media are to be communicated only by the Senior Facility Leader. 

If you receive specific inquiries from the media regarding the Company, and/or mental health services in general, you should immediately refer the inquiry to your supervisor. 

Your supervisor should notify and refer the inquiry to the Senior Facility Leader. 

Client Abuse 

Freedom Behavioral Health has a Zero Tolerance policy prohibiting client physical or emotional abuse or neglect. 

• Abuse can take the form of physical abuse such as inflicting pain or using excessive force. Any sexual contact with a client would be considered physical abuse. Using foul or hostile language or shouting at a client would be considered verbal abuse. Any act that undermines treatment goals or serves to lessen the client’s feeling of security, self-worth, or acceptance would be considered emotional abuse. 
• Neglect would be failing to provide for the client’s basic needs or failing in your duties in any way that would endanger our client’s emotional or physical well-being. Failing to be fully engaged in your role to promote client treatment plans would also be considered neglect. 

It is your responsibility to report any actions by staff, clients, or family members of clients that could be considered abuse or neglect and to fully participate in any investigation into alleged abuse or neglect. 

The resident or client also has a right to report abuse, neglect, or a loss of rights to the Client Advocate/Client’s Rights Officer in the facility. The contact information for the Client Advocate/Client’s Rights Officer is posted in the facility and you should not in any way prevent the easy use of this process for the resident or client. 

Abuse, neglect, or failure to report abuse or neglect is a serious offense and will result in disciplinary action up to and including termination. 

Social Networking 

Freedom Behavioral Health respects your right to use blogs and social networking sites as a medium of self-expression and public conversation and does not discriminate against you for using these media for personal interest and affiliations or for other lawful purposes. However, it is the right and duty of Freedom Behavioral Health to protect itself and its clients from unauthorized disclosure of confidential client and company information Freedom Behavioral Health social networking policy includes rules and guidelines for company-authorized social networking and personal social networking and applies to all employees, regardless of position held within the company. 

SECTION 3: Expt. of Employee Behavior Cont’d

For the purpose of this policy, social networking is defined as blogging, or other forms of social media or technology including but not limited to mobile apps, online dating forums, video, wiki postings, sites such as Facebook and Twitter, Instagram, chat rooms, personal blogs or other similar forms of online journals, diaries or personal newsletters not affiliated with Freedom Behavioral Health. 

You are prohibited from posting company-privileged information, including copyrighted information or company- issued documents. This includes unlawfully using Freedom Behavioral Health name, trademarks or logo. You cannot post on personal blogs or social networking sites any advertisements or photographs of company products or services nor sell company products or services. You cannot link from a personal blog or social networking site to Freedom Behavioral Health internal or external web site.

You should be mindful of Freedom Behavioral Health harassment and discrimination policies in your participation in social networking. 

You are prohibited from using social networks to engage either personally or professionally with current or previous clients or their families. You cannot discuss client information or post names, photographs or other identifying information of clients or client family members on personal blogs or social networking sites. 

Freedom Behavioral Health reserves the right to monitor comments or discussions about the company, its employees, clients and the industry, including products and competitors, posted by anyone on the Internet, including employees and non-employees. 

We strongly urge you to report any violations or possible or perceived violations to your supervisor, manager or HR department. Violations include infringement of Freedom Behavioral Health trademark and copyrighted material, defamatory statements against Freedom Behavioral Health and its employees, discussions involving client protected health information, any discussion of proprietary information and unlawful activity related to blogging or social networking. 

We will investigate and respond to reports of violations of the social networking policy and other related policies. Violations may result in disciplinary action up to and including termination along with possible legal action. 

SECTION 4: Pay Practices 

Payroll Distribution 

You are paid on a regular schedule for hours worked during the previous pay period. In the event a payday falls on a designated holiday, payroll will be distributed on the preceding workday. You are responsible for submitting requests for use of paid time off to your supervisor in order to be paid in a timely manner. Your facility will provide you a schedule for pay periods and paydays. 

Pay Statement and W-2 

Pay statements are available to you online by the pay date. Pay stubs and W-2 forms are also available online for all employees. Your current year W-2 will also be mailed to your home on or before January 31st each year. 

Direct Deposit 

You are strongly encouraged to use direct deposit for the most efficient and secure way to receive your pay. It is your responsibility to establish and maintain current direct deposit information in your HRIS record. 

Recording Work Time 

Freedom Behavioral Health keeps an accurate record of the time worked in order to calculate pay and benefits. Time worked includes all the time actually spent on the job performing assigned duties including company required training. You are responsible to record your time appropriately by punching into a time clock, web punching, telephonic punching or paper timesheet according to your facility requirements. 

Altering, falsifying, tampering with time records, or having another employee record time for you or recording time for another employee is strictly prohibited and will result in termination of your employment. You should notify your supervisor immediately if you find any discrepancies with your time record. Your supervisor will be responsible for reviewing your time submitted, verifying your work time, making corrections and submitting your time to payroll at the end of each pay period. 

Unless you are in a position that is exempt from overtime pay requirements, you should record the beginning and end of your workday, the beginning and end of meal breaks and any departure from work for personal reasons. You cannot work “off-the-clock” as Freedom Behavioral Health is required to pay you for all time worked. 

All employees should consult with their supervisor on how to record their work day. For certain exempt positions, you may be asked to record the beginning and end of your work for verification of billing documentation for client treatment. 

Overtime 

It is the company’s policy to comply with federal and state regulations applicable to the payment of wages and overtime to all non-exempt, hourly-paid employees. Overtime is calculated as time and a half after 40 hours in a work week unless state law requires a different practice. Paid time off, such as sick, vacation and holidays, does not count toward the overtime calculation. 

We will not ask you to work overtime unless it is necessary. However, the nature of our operations is such that overtime may be necessary and it is your job responsibility as an employee to work overtime, relief shifts, weekends and holidays when assigned. Your supervisor must authorize, in advance, all overtime work. 

Rest and Meal Breaks 

Rest and meal breaks should be taken outside of your work areas and coordinated by your supervisor. 

You are required to take an unpaid meal break if your shift exceeds five (5) hours. If there is an unavoidable situation that prevents you from going to your meal break or interrupts your meal break, your supervisor should be notified immediately. 

You will be provided with a paid rest break during each shift that exceeds four (4) hours. An eight hour shift will normally include two (2) rest breaks. Rest breaks should be taken outside of work areas to prevent causing disruption to other employees who are working. Your supervisor should be notified before and after each break. During your paid rest breaks, you are not to leave the facility. 

SECTION 4: Pay Practices Cont’d

Orders to Withhold Wages 

Freedom Behavioral Health is required by law to deduct Federal and certain state and local withholding taxes and Social Security (FICA) taxes. 

If your facility receives a garnishment or tax levy to deduct from your wages, you will be notified. The corporate payroll department will execute the garnishment or tax levy in accordance with applicable law. 

SECTION 5: Time Away From Work 

Holidays 

The Company recognizes the following eight (8) paid holidays: 

(1) New Year’s Day

(2) Martin Luther King Day (1/2 day with volunteer activity)

(3) Memorial Day

(4) Independence Day

(5) Labor Day

(6) Veterans Day

(7) Thanksgiving Day

(8) Christmas Day

Holidays are observed on the actual date of the holiday each year. If the holiday falls on a weekend, the holiday will be observed as follows: 

• Saturday—observe on Friday   • Sunday—observe on Monday 

** In the event religious or cultural beliefs observe additional days, you may request to substitute a paid holiday listed above with that day.

Eligibility: 

1.You must work your regular scheduled shift the day before and the day after the holiday to be eligible for holiday pay unless you have previously been approved for time off. If you call out your scheduled day before or after the holiday, you will be required to provide a doctor’s excuse or forfeit your holiday pay. 

Payment: 

1. Hourly employees who are scheduled to work on a holiday will be paid 1.5 times the hourly rate for hours worked. If a salaried employee works on the holiday, they will be allowed to take the holiday on another day within the next pay period. 

SECTION 5: Time Away From Work Cont’d 

Bereavement Leave 

Freedom Behavioral Health will grant a paid bereavement leave up to a maximum of three (3) scheduled workdays for full- time and part-time employees, regularly scheduled to work a minimum of 20 hours per week, should you lose a member of your immediate family. Immediate family includes your spouse, mother, father, stepmother, stepfather, son, daughter, stepson, stepdaughter, brother, sister, stepbrother, stepsister, grandmother, grandfather, grandson, granddaughter, and the same members of your spouse’s family. 

Freedom Behavioral Health will grant a paid bereavement leave of one (1) scheduled work day for full time and eligible part time employees should you lose a member of your extended family. Extended family includes your aunts, uncles, nieces, nephews, cousins, and the same members of your spouse’s family. 

In the event of a death in the immediate family, notify your supervisor as soon as possible of your need for time away from work. You may be requested to provide documentation that verifies the death and your relationship to the deceased such as an obituary or funeral program. 

Employees on a leave of absence are not eligible for bereavement leave unless the leave of absence is granted to take care of a sick family member who then passes away. 

Bereavement time will be paid at the employee’s regular straight-time hourly rate. Hours paid will be based on the employee’s normally scheduled hours for the days missed. Bereavement time will not be counted as hours worked for the purpose of calculating overtime. Eligible employees have access to bereavement leave immediately. 

Jury Duty 

Freedom Behavioral Health will provide jury duty pay to you if you are summoned to jury duty in compliance with local and state guidelines. All full-time employees and all part-time employees, regularly scheduled to work a minimum of 20 hours, are eligible for jury duty pay. 

If selected to serve as a juror, you are entitled to regular pay up to a maximum of three (3) days in a 12 month period or the time specified by the facility’s state regulations, whichever is greater, for the time you are required to be in court. This only applies for jury duty on your regularly scheduled work day. You will be provided unpaid leave in order to fulfill your jury duty in excess of the time stated above. 

If you are released by the court during regular working hours and there are four (4) or more hours remaining in your shift, you are expected to report for work. 

If selected for jury duty, you should provide a copy of the summons to the supervisor and the Human Resources Representative as soon as it is received. 

SECTION 5: Time Away From Work Cont’d 

If you are subpoenaed to appear in court as a representative of the facility, you will be paid your regular salary for the time involved. If you are subpoenaed to appear as a witness in a case not involving the facility, you will be granted unpaid time off from work to appear in court. 

Jury duty pay will be paid at your regular straight-time hourly rate. Hours paid will be based on your regularly scheduled hours for the days missed. Jury duty hours will not be counted as hours worked for the purpose of calculating overtime. Eligible employees have access to jury duty pay immediately. 

Paid Time Off (PTO)

PTO is a benefit that you may use to receive pay for time away from your regularly scheduled work. All full time employees are eligible to receive paid vacation time. You must have completed 90 days of continuous employment before vacation time is available to use. 

Allotment Schedule  

3. An increase in your allotment will be implemented in the next pay period following your second or seventh (2nd or 7th) anniversary date. 

4.If you move from an ineligible employment status to an eligible status, you will be allotted vacation time 30 days after the effective date of the change. 

5. You will not be allowed to have a negative vacation balance. You may take time off without pay with your supervisor’s approval. 

Utilization of PTO 

To request PTO, you would complete and submit a Leave Request at least three (3) days in advance for a one (1) to two (2) day PTO and at least two (2) weeks in advance for a vacation in excess of two (2) days. Your supervisor has the responsibility to approve or deny your PTO requests in accordance with the staffing requirements of the department. 

You must deplete your vacation time before using unpaid time off. Any unpaid vacation time is subject to supervisor’s approval. 

SECTION 5: Time Away From Work Cont’d 

Payment 

If you are non-exempt, vacation time will be paid at your regular straight-time hourly rate. PTO will not be counted as hours worked for the purposes of calculating overtime. 

If you are exempt, you will be paid your salary for any absence of less than a full day; however, your PTO will be reduced by the number of hours you were absent from the work day. If you have a qualifying absence of one (1) or more full days, your PTO time accrual will be reduced by eight (8) hours for each day you are absent from work. If you do not have accrued time to cover a full day absence, your salary may be reduced for the absence. 

You cannot use PTO in any increment smaller than one (1) hour. 

In an effort to encourage our staff to take an adequate amount of time off throughout the year, you can only carry over a maximum of 80 hours of PTO at year end. PTO cannot be paid out in lieu of time taken or donated to other employees. 

At termination, if you have a vacation balance, we will pay out your accrued vacation time, not to exceed your specific allotment maximum including any carryover. You cannot use PTO in the interim time between your resignation and termination date. 

Personal Leave of Absence 

A personal leave of absence is available to employees in a full-time status who have completed their introductory period. A personal leave of absence may be for personal reasons or medical reasons not qualified under FMLA. The leave will not exceed 30 days for a personal leave and 60 days for a personal medical leave. You will need to utilize any paid time off that is applicable to your leave reason and the remainder of the leave will be unpaid. You will be responsible for paying your portion of the benefits premium for any pay period in which you are not paid. 

A leave of absence must be requested in writing with any applicable documentation attached and submitted to your supervisor and Human Resources Representative. Leave will be granted on a case-by-case basis based on business need at the facility and subject to any applicable laws for non-FMLA medical leave. 

Military Leave 

A military leave of absence will be granted to employees entering active duty in the U.S. Armed Forces as a result of enforced military training, emergency active-duty call-up, or enlistment if the enlistment is for an initial tour of duty. If you are an active member of a Federal or State reserve component, you will be granted an approved absence (without pay) with no loss of seniority to attend regular training meetings and temporary emergency call-ups.

When attending summer training (2 weeks), you may choose to use either PTO benefits rather than the unpaid LOA. Salaried employees who work any part of the week will be paid the full week salary without requiring the use of PTO time. 

You should notify your supervisor immediately upon learning of your training/service time that will be needed for leave. A copy of your military orders should be given to your Human Resources Representative. If your service time will exceed 30 days, your Human Resources Representative will discuss a transition of benefits with you. 

In accordance with The Uniformed Services Employment and Reemployment Rights Act (USERRA), upon termination of military training/service, you will be re-employed by your facility provided the leave does not exceed five (5) years, you are physically able to perform available duties, and you report to work within 90 days of your discharge. 

SECTION 6: Benefits 

Freedom Behavioral Health offers a comprehensive benefit program designed to promote wellness and provide protection for you and your family in the case of an accident or illness. All regularly scheduled full time employees are eligible to participate in Freedom Behavioral Health benefit program. Coverage will become effective on the first day of the calendar month following the completion of a ninety (90) day waiting period. 

Freedom Behavioral Health benefit package includes: Dental, Medical, Prescription Drug Coverage

Qualified Events 

The elections you make during New Hire or the annual Open Enrollment will remain in effect for the entire plan year (January 1 through December 31). You may only change coverage if you experience a qualified “life event” and must do so within 30 days of the event. 

Qualified life events generally include: 

• Marriage or divorce 

• Birth, adoption or placement for adoption of a child 

• Death of spouse or child(ren) 

• Spouse commences or terminates employment 

• You or your spouse’s employment status changes from benefit eligible to non-benefit eligible or vice versa 

• Court decree requiring coverage for dependent children 

• Entitlement to Medicare or Medicaid 

• Dependent child ceasing to be an eligible dependent, such as attaining the maximum dependent age 

• Unpaid leave of absence by you or your spouse
• Spouse has a significant change in health coverage directly attributable to your spouse’s employment 

• Entitlement or loss of coverage under premium subsidy plans from a state 

• Employee’s spouse has Open Enrollment through current employer 

• Medical Insurance 
• Dental Insurance
• Prescription Drug Coverage 

SECTION 6: Benefits Cont’d

Complete information about coverage and eligibility is available from the Human Resource Department 

Dependents 

Dependents eligible for coverage include your legal spouse and dependent children up to age 26 (including stepchildren, legally adopted children, and children placed with you for adoption). Your spouse may participate in the medical plans as long as they are not eligible for other health coverage through his/her employer. Proof of dependent eligibility will be required for any new dependents being added to the medical coverage. 

An employee must notify Human Resources within 30 days of the qualified life event. Depending on the type of event, the employee may be asked to provide proof of the event. If a dependent is added, verification documentation must be submitted. If the employee does not contact Human Resources within 30 days of the qualified event, the employee will have to wait until the next Open Enrollment period to make changes (unless they experience another qualified life event). 

SECTION 6: Benefits Cont’d

Termination of Benefits 

All health and welfare benefits with Freedom Behavioral Health will end on the date of termination or employee type change to non-benefit eligible. Full benefit deductions will be withheld for any day(s) worked or benefit eligible during the pay period. COBRA information will be sent to your home after your termination date. Please see your Human Resources Representation about opportunities to continue your life and disability insurance products. There is a 31-day deadline from your termination date for electing and paying premium for continued life and disability coverage. 

SECTION 7: Workplace Safety 

All Freedom Behavioral Health facilities have safety and security programs that provide for the protection of property and personal safety of employees, visitors and clients. 

Safety and Security Programs 

Your facility will organize a committee to identify, develop, implement and review safety policies and procedures for each department. You will be trained on these policies and procedures and it is your responsibility to adhere to them. 

It is also your responsibility to familiarize yourself with your facility’s disaster plans and respond accordingly in cases of emergencies or natural disasters. Be familiar with the emergency call code system (if applicable) and the response required by employees in your role. 

Hazardous Substances 

Freedom Behavioral Health will provide proper informational materials and appropriate safeguards to you if your work involves the use of potentially hazardous chemicals. Safety Data Sheets (SDS) are maintained at your facility and may be reviewed by you as needed. 

Use of Company Property (Vehicles) 

The improper, careless, negligent, destructive, personal or unsafe use or operation of company equipment or vehicles, as well as excessive or avoidable traffic and parking violations, can result in disciplinary action, up to and including termination of employment. Facility vehicles may be used for official business only and must be operated within the limits of the law and safety regulations. 

If you drive a facility vehicle, you must possess a valid state driver’s license or chauffeur’s license, as appropriate, in compliance with state regulations and be at least 21 years of age. You must also have a satisfactory Department of Motor Vehicles Report and comply with the Facility Transportation Policy. 

On the Job Accidents/Illness 

In order to maintain safe and healthy working conditions, you must report all work-related accidents and/or occupational illnesses that occur while on the job to your immediate supervisor and complete an Employee’s Report of Injury. Failure to report occupational injuries or illnesses (no matter how slight) may delay the commencement and payment of benefits. The payment of medical bills and compensation payments will be in accordance with all applicable laws.

If you are injured on the job, your Human Resources Representative will serve as your Workers’ Compensation Coordinator. They will take responsibility for providing the physician a copy of your job description, copies of job descriptions for potential modified and light-duty assignments, and written information explaining the facility return-to-work program. 

After leave due to a work-related injury or illness, you can return to work only when the facility receives the attending physician’s written medical release authorizing your return. 

Employee Sports Participation 

Any employee volunteering to participating in a sports related activity during a work-related event will be required to sign a consent to participate.

Violence in the Workplace 

Freedom Behavioral Health has a Zero Tolerance approach to workplace violence and is committed to providing an environment free from all forms of violence for our employees, clients, families and vendors. Workplace violence includes but is not limited to harassment, intimidation, threats (verbal, written, or physical) or acts of physical assault and other disruptive behavior. All reports of violence will be treated seriously and will be fully investigated. 

Violators of this policy will be subject to termination and reported to the proper authorities for prosecution to the fullest extent of the law. 

Examples of workplace violence would include: 

• Throwing, hitting or intentionally breaking objects 
• Fighting or “horseplay” 
• Making a verbal threat of harm to a person or property 
• Making observations regarding how another person could be vulnerable to violence 
• Making menacing gestures 
• Expressing grudges against other employees or implying that there will come a time to retaliate or “get even” with another employee 
• Displaying an intense romantic interest or obsession with an employee that is not appropriate under the circumstances 
• Following employees, keeping them under surveillance, eavesdropping on private conversations, going through personal papers or belongings 
• Bringing weapons or firearms on Freedom Behavioral Health or facility premises or to any company function, or mentioning the existence of weapons in a menacing manner 

If you ever feel threatened, intimidated, harassed or have knowledge of another employee either issuing or being subjected to this type of behavior, you are obligated to report the relevant facts of the situation to your supervisor, your Human Resources Representative or the Freedom Behavioral Health Management Line. 

A supervisor or an employee who encounters or witnesses a situation or act such as harassment, intimidation, verbal abuse or threat which does not pose an immediate danger to others must immediately report the incident to a supervisor or Human Resources representative. 

SECTION 7: Workplace Safety Cont’d

If you witness an act of violence that poses an immediate threat to others, or an individual possessing a weapon, local police and/or the facility security department should be notified immediately. 

Weapons, of any kind, are strictly prohibited on company property. Anyone found to have a weapon will be asked to leave immediately and the proper authorities will be notified. 

Situations outside of work that could pose safety concerns at work, such as domestic violence or restraining orders, should be reported to your supervisor and Human Resources. A restraining order issued against you is required to be reported. Human Resources will review the provisions of the restraining order to determine if there are any enforcement obligations on the company. 

Freedom Behavioral Health encourages you to bring disputes or differences with other employees to the attention of your supervisor or Human Resources before the situation escalates into potential violence. 

Searches and Inspections 

As a security measure, Freedom Behavioral Health maintains the right to carry out reasonable searches of all individuals (including employees, independent contractors, visitors, vendors, and non-employees) and/or their personal property while on company premises. All lockers, desks and other storage spaces used by employees on Freedom Behavioral Health premises are company property and are subject to search and inspection. In enforcing this policy, you may be required, upon a supervisor’s request, to submit to an inspection of any property brought onto company premises, including personal items such as purses and briefcases. Failure to cooperate fully with any search or inspection may lead to disciplinary action up to and including immediate termination. Freedom Behavioral Health is not responsible for personal property brought into the facility. 

Information Security 

Freedom Behavioral Health continues to adopt and make use of new means of communication and information exchange. This means that you may have access to one or more forms of electronic media and services, including computers, email, telephones, voice mail, fax machines, external electronic bulletin boards, on-line services, and the Internet.

Employee Access and Use 

Freedom Behavioral Health encourages the use of these media and associated services because they can make communication more efficient. However, you should remember that electronic media and services provided by Freedom Behavioral Health are company property and their purpose is to facilitate and support company business. Electronic media and services provided by Freedom Behavioral Health are not for personal use. 

You will have access only to those information resources necessary for the performance of your duties. You may not disclose or enable access of information resource to unauthorized persons, and you should never compromise, disable, or destroy any information resources. 

You should have no expectation of privacy in the use of Freedom Behavioral Health computers, email, and internet facilities. Freedom Behavioral Health reserves the right, at its discretion, to review your electronic files and messages to the extent necessary to ensure electronic media and services are being used in compliance with the law, this policy, and other Freedom Behavioral Health policies. 

SECTION 7: Workplace Safety Cont’d

Electronic media cannot be used for knowingly transmitting, retrieving, or storing any communication that is: 

• Discriminatory or harassing. 
• Derogatory, obscene, defamatory, or threatening to any individual or group. 
• Engaged in for any purpose that is illegal or contrary to Freedom Behavioral Health policy or business interests. 

Please respect the confidentiality of other individuals’ electronic communications. Except in cases in which explicit authorization has been granted by company management, you are prohibited from engaging in, or attempting to engage in: 

• Monitoring or intercepting the files or electronic communications of other employees or third parties 
• Hacking or obtaining access to systems or accounts you are not authorized to use. 
• Using other people’s logins or passwords 
• Breaching, testing, or monitoring computer or network security measures. 
• Downloading entertainment software or games, to play games against opponents over the Internet, or download images or videos unless there is an express business- related use for the material 

Anyone obtaining electronic access to other companies’ or individuals’ materials must respect all copyrights and cannot copy, retrieve, modify, or forward copyrighted materials except as permitted by the copyright owner. 

Non-compliance with the information security policies, standards, or procedures is grounds for disciplinary action up to and including termination, and civil and/or criminal prosecution. 

For company issued property and personal devices, Freedom Behavioral Health has the right to monitor and preserve any communications that use the Freedom Behavioral Health network. The company also reserves the right to review and retain personal and company-related data on personal devices or to release the data to government agencies or third parties during an investigation or litigation. 

Password Security 

To safeguard access to Freedom Behavioral Health IT Resources and electronic information you must utilize a confidential password when signing onto any Freedom Behavioral Health Healthcare computer system (e.g., network, applications, workstations, email, etc.). 

Freedom Behavioral Health administers password security in the following manner: 

• The Freedom Behavioral Health Help Desk will never call unsolicited and ask for your password; they already have access to reset your password if needed. If responding to a ticket you reported, the Help Desk may ask you to provide this information during the course of troubleshooting. 
• Passwords should be treated as sensitive and confidential information, and they may not be shared with others. 
• If an account or password is suspected to have been compromised, report the incident immediately to the Freedom Behavioral Health Help Desk and all passwords must be changed. 

Laptop Users 

Due to their portability, laptops are often prime targets for theft and misuse. Stolen laptops may contain confidential company information and all laptops should be encrypted to protect that data. The value of this information is usually much greater than the cost of the laptop. You should assess your environment, the type of information you access and determine the appropriate levels of security to protect Freedom Behavioral Health information assets. 

SECTION 7: Workplace Safety Cont’d

You are responsible for the security of your laptop: 

• A laptop should not be left in an unsecure or unattended location. 
• A laptop should not be left in a vehicle for extended periods of time. Extreme heat or cold can cause severe harm to a laptop. If a laptop must be left in a car for a short period of time, it should be locked in the trunk or concealed in some way and the car must be locked. 
• A laptop should never be checked by an airline when traveling by plane and must remain with you at all times. 
• All laptops must have approved encryption software and anti-virus software loaded. 
• Contact the Freedom Behavioral Health Help Desk immediately in the event of a virus or suspected tampering of a laptop. 
• If your laptop is lost or stolen, first contact the Help Desk. Immediately after speaking with the Helpdesk contact your supervisor. The supervisor will file a police report and notify the senior leader of your facility. 

Report lost or stolen mobile computing and storage devices by calling the Freedom Behavioral Health Help Desk at 855-450-5329. 

Incident Reporting 

1. Notify the Help Desk. 

2.Report the incident to your direct supervisor. 

3.Police report should be filed (if applicable). 

4.Supervisor reports incident to Executive Director/Senior Leadership. 

Mobile Device Security 

With advances in computer technology, mobile computing and storage devices have become useful tools to meet the business needs at Freedom Behavioral Health. These devices are especially susceptible to loss, theft, hacking, and the distribution of malicious software because they are easily mobile and can be used anywhere. Since mobile computing has become more widely used, it is necessary to address security to protect information resources at Freedom Behavioral Health (Client Health Information, confidential business information). 

• All mobile devices with a connection to Freedom Behavioral Health network are required to have a minimum four-digit security PIN. Mobile devices will auto lock after a five-minute inactivity period. 

• In the event of separation from Freedom Behavioral Health, all Freedom Behavioral Health data will be remotely wiped from your mobile device. 

Wireless Policy 

For increased productivity and ease of access, Freedom Behavioral Health may provide wireless access to the internal network as well as a separate external guest wireless network for visitors and clients. Wireless networking is to be considered supplemental access to the Freedom Behavioral Health network. Only devices which are company owned or provided will be allowed internal wireless network access. If available, all other devices can be authorized for guest access. 

SECTION 7: Workplace Safety Cont’d

Email Security 

Any email transfer of Freedom Behavioral Health protected data or Freedom Behavioral Health sensitive data (Client Health Information or employee information) must take place via an encrypted channel. Email sent within the Freedom Behavioral Health network is considered protected. All email communications that involves email addresses outside of Freedom Behavioral Health is not considered protected. Messages containing sensitive data should be encrypted. Email messages containing encrypted data or password protected data may never include the password in the same message as the transferred data. If you are unsure if emails are correctly safeguarded, contact the Freedom Behavioral Health Help desk for assistance. 

To send a secure email include the word secure enclosed in brackets anywhere in the subject line: [SECURE] 

The recipient will be prompted to create an account and log in to the secure email system to retrieve it. 

Non-compliance with the information security policies, standards, or procedures is grounds for disciplinary action up to and including termination, and civil and/ or criminal prosecution. 

SECTION 8: Organizational Structure

Employee Handbook Staff Acknowledgement Form

I acknowledge that I have received a copy of the Freedom Behavioral Health Employee Handbook. I understand that it is my responsibility to read and familiarize myself with the policies and procedures outlined in the handbook.

I understand that the policies and procedures contained in the Employee Handbook are subject to change at the discretion of Freedom Behavioral Health and I agree to abide by any revisions or updates made to the handbook.

I understand that failure to comply with the policies and procedures outlined in the Employee Handbook may result in disciplinary action, up to and including termination of employment.

I acknowledge that I have had the opportunity to ask questions and seek clarification on any policies or procedures contained in the Employee Handbook.

Employee Name: _______________________________________________

Employee Signature: ____________________________________________

Date: ___________________________

Leadership/Supervisor Representative:

I confirm that I have provided the Employee Handbook to the above-named employee and have discussed its contents as necessary.

Representative Name: _______________________________________________

Representative Signature: ____________________________________________

Date: ___________________________