STANDARDS OF EMPLOYEE CONDUCT

RHD and Affiliates have certain rules of conduct that must be followed if we are to perform our job duties and responsibilities to the best of our abilities. The following list is neither a complete nor exhaustive list, but illustrates some of the conduct or circumstances that are to be avoided and that, at the Organization’s sole discretion, might result in disciplinary action, up to and including discharge. These examples are in no way a limitation on or intended to change the Company’s at-will policy.

There are some offenses so serious that a first occurrence may warrant an immediate termination. These offenses are representative only of potentially dischargeable offenses and do not constitute the only offenses for which termination or other disciplinary action may result. Examples of these offenses are:

• Willful disobedience, insubordination or intentional failure to carry out a work order
• Dishonesty, deception, theft or fraud, drug/alcohol use and weapons
• Profane verbal, physical mistreatment of a patient, visitor or another employee
• Failure to report to work without calling in for three consecutive days or without approval of the
• Department Head
• Possession of or use of alcoholic beverages or unauthorized possession or use of drugs on RHD or PCMC premises or under the influence of alcohol or drugs while working
• Carrying a dangerous open or concealed weapon or violation of other criminal laws
• Willful falsification of records, including time sheets, patient charts, mileage reimbursement forms, etc.
• Revealing confidential patient, employee or company information to unauthorized individuals
• Indecent conduct
• Conviction of a felony
• Willful acts or conduct detrimental to patient care or company operation that produces negative results or perception, abuse, or endangerment of any patient
• Willful destruction or sabotage of property, including records and strategies
• Intimidation or coercion of other employees
• Failure to report a life threatening situation to the health or property of self, other employees, patients or visitors
• Negative or abandonment of duty or breach of confidentiality
• Deliberately violating the Compliance Plan of Rural Healthcare Developers and its Affiliates.

There are other offenses, which may result in a verbal, written warning, suspension without pay or both. Repetition of this type of offense usually results n termination. Examples of these offenses are:

• Unexcused or excessive absenteeism or tardiness
• Violating safety rules
• Leaving work area prior to the end of your shift without informing and obtaining permission from your immediate supervisor
• Sleeping during work hours
• Gambling, soliciting, etc. on RHD or PCMC premises
• Arrest on felony or misdemeanor charge
• Disregarding parking and traffic regulations
• Act or expression of disloyalty toward superiors and/or RHD/PCMC values
• Failure to keep work area neat and clean
• Eating, smoking, or drinking in prohibited areas
• Lack of attention to your job responsibilities
• Failure to follow work procedures
• Inappropriate appearance or failure to wear approved uniform where required
• Unsatisfactory job performance.

PROGRESSIVE DISCIPLINE SYSTEM
In situations where employee conduct or actions are inconsistent with performance standards or in conflict with established policies or practices, corrective action may be necessary. In most instances, disciplinary action involves a combination of steps, which may include the following:
Verbal Warning (which is recorded and placed in the personnel file)
Written Reprimand
Suspension without pay (Suspension without pay must be approved by administration.)
Termination (Approval from administration is required.)

Each level of discipline is designed to be corrective rather than punitive to provide the employee time to resolve deficiencies. The Organization reserves the right to make disciplinary determinations in the best interest of the Organization, foregoing multiple steps of discipline depending on the seriousness or severity of the infraction.

Management, in collaboration with Human Resources, is accountable for in-vestigating each situation on a case-by-case basis to determine the most ap-propriate course of action. This may require a suspension pending investigation so management has ample opportunity to thoroughly review the alleged infraction prior to making a final decision. If, after full consideration of the matter, disciplinary action is not taken, the employee will be immediately returned to work without loss of pay because of the investigative suspension.

GRIEVANCE PROCEDURES
Rural Healthcare Developers and Affiliates are committed to treating employees with fairness and respect. The process provides administrative review in cases of disciplinary discharge.

The grievance procedure is available to all full-time and part-time employees, who have completed their initial 90-day introductory period. Employees seeking an appeal must initiate the process within 7 calendar days of the disciplinary discharge date by contacting the appropriate Human Resources representative in writing stating the specific action or decision appealed, as well as the specific reason the employee believes the action needs to be readdressed. Human Resources or another neutral party will gather information. A hearing chaired by the administrator or Corporate HR director will be conducted fourteen (14) days following receipt of the appeal request.

DRUG-FREE WORKPLACE
In the interest of protecting its employees, volunteers, patients, and the public at large, and in the interest of ensuring safety in the workplace, as well as safety and quality in the services provided by the Rural Healthcare Developers and Affiliates, the Organization is committed to a drug and alcohol free workplace. In keeping with this commitment, the Organization has an extensive Drug and Alcohol Free Workplace Policy, which includes testing employees for drug and alcohol use at the time of hire and randomly. Type of drug testing is at the discretion of administration. The Organization prohibits numerous types of conduct involving drugs and alcohol. This policy is available from an employee’s manager, administration or Human Resources.

All employees are responsible for becoming familiar with and adhering to The Organization’s Drug and Alcohol Free Workplace Policy. Accordingly, Organization employees are expected to report to work and perform job duties safely and appropriately without any adverse effects stemming from the use of drugs or alcohol. Refusal to cooperate with the Organization’s policy prohibiting the use of drugs and alcohol will result in disciplinary action up to and including termination of employment.

TOBACCO-FREE CAMPUS
All facilities are tobacco-free environments, effective 2011. Employees, visitors and patients are not allowed to smoke or use other forms of tobacco products on facility/office property.

RHD and its Affiliates will offer smoking cessation classes at no charge to employees.