INTRODUCTION TO RURAL HEALTHCARE DEVELOPERS AND AFFILIATES EMPLOYEE HANDBOOK

handbookThis Employee Handbook is designed as a reference guide to easily access some of the policies, procedures, benefits and other information relevant to employment with this organization. The policies and procedures outlined are meant to serve as guidelines because it is impossible to cover all situations that arise. This employee handbook supersedes all other prior Employee Handbooks.

The Employee Handbook is also available online on the Rural Healthcare Developers website, www.rhdhealthnet.com. It is the responsibility of all employees to read the contents of this Employee Handbook carefully. All employees are encouraged to have open communication with their managers and supervisors and Human Resources if questions or issues arise during the course of employment. However, no statement or promise by a manager or supervisor may be interpreted as a change in policy, nor will it be considered an agreement with an employee.

The Employee Handbook and the organization’s policies and procedures are not intended to create a contract of employment, nor do they create a contractual obligation, promise or other legal right regarding employment or any other benefit of employment or terms of separation from employment. All of the policies and procedures and benefits of Rural Healthcare Developers and Affiliates, whether published in this handbook, on the internet or unpublished may be changed, modified, suspended, canceled or amended at any time with or without notice.

COMPLIANCE WITH ALL APPLICABLE LAWS
The Organization will act in compliance with any and all applicable federal and state laws, including any amendments to existing laws and any new laws that may become effective subsequent to the publishing of this Employee Handbook. Rural Healthcare Developers and Affiliates are committed to making a good faith effort to comply with each and every applicable law. Further, should any part of this Employee Handbook be in conflict with an applicable federal or state law, said law shall control. Should any provision of this Employee Handbook be found to be invalid, such finding does not invalidate the entire Employee Handbook, but only the subject provision.

THE EMPLOYEE RELATIONSHIP
Employment with Rural Healthcare Developers and Affiliates is an at-will relationship. Just as an employee may resign at any time for any reason, Rural Healthcare Developers and Affiliates reserve the right to release an employee at any time for any reason or no reason, with or without cause and without notice. No representative or member of the Organization has the authority to enter into an agreement for employment for any specified length of time, or to make any agreement contrary to the provisions contained in the Employee Handbook, except by an officer of Rural Healthcare Developers.

Any such changes and/or agreement must be made in writing and directed to the employee personally and signed by an officer of Rural Healthcare Developers. This Handbook supersedes all other prior and subsequent verbal or written policies, statements, understandings or agreements made to you about the terms and conditions of your employment, salary and/or benefits.

GENERAL PROVISIONS OF EMPLOYMENT
EQUAL OPPORTUNITY EMPLOYER
It is our philosophy to treat all employees fairly and with respect. This organization is an Equal Opportunity Employer, and as such will not tolerate discrimination in the workplace with regard to age, race, color, religion, sex/gender, national origin, mental or physical disability, or any other category protected under applicable federal, state, or local laws. The Organization supports and adheres to all applicable state and federal regulations that prohibit discrimination relative to the terms, conditions or privileges of employment.

Accordingly, discrimination in all terms, privileges, or conditions of employment, including but not limited to recruiting, hiring, placement, training, transfer, promotion, rates of pay, and other compensation, is strictly prohibited by Rural Healthcare Developers and Affiliates. Employees, who have experienced, witnessed, or have knowledge of any form of discrimination based on the above mentioned categories, should make a complaint to their immediate supervisors and/or the Human Resources Department. Complaints of discrimination will be promptly and thoroughly investigated by Human Resources.

HARASSMENT
Rural Healthcare Developers and Affiliates are committed to creating and fostering a positive and productive work environment for all its employees. In keeping with this commitment, the Organization has a strict policy against sexual harassment and other forms of workplace harassment based on an individual’s age, race, color, religion, sex/gender, national origin, mental or physical disability, or any other category protected under federal, state, or local laws. Sexual harassment or any other form of workplace harassment will not be tolerated, regardless of whether the person who is harassing is an employee, manager, supervisor, physician, customer, visitor, patient, vendor, service provider, etc.

WHAT CONSTITUTES SEXUAL HARRASSMENT?
Unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature when

submission to such conduct is made explicitly or implicitly as a term or condition of employment;
submission to or rejection of such conduct is used as the basis for making employment decisions; or
such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating a hostile, intimidating or offensive work environment.
The following are some examples of conduct that may be considered sexual harassment:
unwelcome advances which may or may not include physically touching the individual;
sexual jokes, written or oral references to sexual conduct; gossip regarding sexual topics
displaying sexually suggestive pictures, objects, cartoons; or sending in the office sexually explicit voicemails, emails, graphics or downloaded material on websites;
Unwelcome conduct, gestures or conversations of a sexual nature.

OTHER FORMS OF WORKPLACE HARASSMENT
Verbal or physical conduct that insults or demonstrates hostility or aversions toward individuals because of their race, color, religion, sexual orientation, gender, national origin or mental or physical disability and which

contributes to or has the effect of creating an intimidating or offensive working environment;
unreasonably interferes with an individual’s work performance; or
Otherwise adversely affects an individual’s employment opportunities.

The following are some examples of workplace harassment:

the use of belittling or abusive words or phrases, slurs, negative stereotyping, or threatening, intimidating or hostile acts relating to age, race, color, religion, gender, sexual orientation, national origin, or mental or physical disability;
written or graphic materials, which insult, degrade, stereotype or show aversion toward an individual or a group because of age, race, color, religion, gender, sexual orientation, national origin, or mental or physical disability that are placed on walls, bulletin boards, email, voice mail or elsewhere within the workplace; or
the display of symbols, slogans or items associated with hate or intolerance of any select group.

COMPLAINTS OF HARRASMENT OR DISCRIMINATION
Rural Healthcare Developers and Affiliates strongly encourage all employees who have experienced, witnessed, or have knowledge of any form of workplace harassment or discrimination by anyone, including employees, managers, supervisors, physicians, customers, visitors, patients, vendors, service providers, etc., to report such harassment or discrimination immediately to their immediate supervisors, a member of the management team or Human Resources.

Once an employee reports an alleged violation, whether it is reported to the employee’s immediate supervisor, another member of the management team, and/or the Human Resources Department, Corporate Human Resources is responsible for conducting a prompt, thorough internal investigation. The investigation will be fair and impartial to all parties involved. Any harassment or discrimination complaint should specifically state the details of the offending behavior. During the investigation, an employee who has made a harassment or discrimination complaint may be asked to document in writing specific details relating to the complaint. Harassment and discrimina-tion complaints will be handled with as much confidentiality as possible. The Organization will seek to limit disclosure to the extent necessary to conduct a complete and thorough investigation or as may be necessary to take appropriate corrective action.

Complaints of harassment or discrimination receive a review up to the ap-propriate administrative staff member. Employees should contact the Human Resources Department for information regarding this review procedure.

If it is determined that 1) no harassment or discrimination has occurred, or 2) there is insufficient evidence to make a decision regarding the complaint, this determination will be communicated to the employee who made the complaint.

VIOLATIONS
If an investigation confirms that a violation of policy has occurred, the Or-ganization will take corrective action to effectively end the harassment or discrimination. Depending on the circumstances, such action may include a reprimand, termination or other appropriate action. As necessary, the organization may monitor any incidence of harassment or discrimination to ensure the harassing or discriminatory behavior has stopped. In all cases, the Organization will follow up as necessary to ensure no retaliation has occurred for making a complaint or cooperating with an investigation.

RHD COMMUNITY CODE OF CONDUCT
Rural Healthcare Developers and Affiliates at all locations are committed to supporting a culture that values integrity, honesty, ethical practices, and fair dealing with each other. We believe that caring and compassionate personal behaviors are at the core of our organization’s commitment to delivering quality patient care. Our customers include, but are not limited to patients and their families, physicians, co-workers, visitors and volunteers.

In addition, this organization will admit, provide services, transfer, and/or discharge patients based solely upon their clinical needs and without regard to cost of services rendered, race, religion, gender, age, ability to pay for services rendered, national origin, disability, political affiliation, veteran status, sexual orientation or preference.

The following is a list of behavioral standards, which reflects RHD’s commitment to service excellence. Specific guidance regarding the behavioral standards listed below can be found in the policies and procedures contained in the Corporate Compliance Program Manual available online at
www.rhdhealthnet.com.

GENERAL EXPECTATIONS:
Consider first the well-being of the patient.
Interactions with patients, visitors, employees, physicians, volunteers, healthcare providers or any other individual shall be conducted with courtesy, honesty, respect and dignity.
Conduct will be ethical, professional and appropriate at all times.
All members of the RHD community are expected to refrain from conduct that may reasonably be considered offensive to others or disruptive to the workplace or patient care. Offensive conduct may be written, oral or behavioral.

Examples of inappropriate conduct would include, but are not limited to the following:

RETALIATORY BEHAVIOR
Rural Healthcare Developers will not tolerate retaliation against employees and professional staff who report suspected violations in good faith. Any person who retaliates is subject up to and including termination.

OBLIGATION TO REPORT
Any person, who learns, knows of or has a reasonable suspicion that a violation of the organization’s Corporate Compliance Program has occurred or that an RHD Community employee has violated a state or federal law or has acted unethically or improperly, is obligated to report that information to his or her supervisor or manager or the Corporate Compliance Officer. Managers are responsible for ensuring compliance by their staff.

Anyone uncomfortable discussing concerns or feel their concerns are being ignored may call the Compliance Hotline, 866-374-6767; email a complaint at compliance@rhdhealthnet.com; or mail a complaint to Compliance, P. O. Box 489, Plantersville MS 38662.

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