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Missisquoi Valley Rescue

 

                                                                EMPLOYEE MANUAL

 

Revised 2011

 

TABLE OF CONTENTS

 

 

SECTION 1  -  INTRODUCTION

 

1.1 Changes in Policy

1.2 Employment Applications

1.3 Employment Relationship

 

SECTION 2 - DEFINITIONS OF EMPLOYEE STATUS

 

“Employees” Defined

 

SECTION 3 - EMPLOYMENT POLICIES

 

3.1 Non-Discrimination

3.2 Confidentiality

3.3 New Employee Orientation

3.4 Office Hours

3.5 Personnel Files

3.6 Personnel Data Changes

3.7 Performance Review

3.8 Outside Employment

3.9 Employment Termination

3.10 Health Related Issues

3.11 Family Leave Act

3.12 Building Security

3.13 Supplies; Expenditures; Obligating the Company

3.14 Immigration Law Compliance

 

SECTION 4 - STANDARDS OF CONDUCT

 

4.1 Attendance/Punctuality

4.2 Absence without Notice

4.3 Mobile Home House Rules

4.4 Clean/Restocking of Ambulance 

4.5 Job Description

4.6 Harassment, including Sexual Harassment

4.7 Public Image

4.8 Substance Abuse

4.9 Tobacco Products

 

SECTION 5 - WAGE AND SALARY POLICIES

 

5.1 Wage or Salary Increases

5.2 Timekeeping

5.3 Overtime

5.4 Paydays

 

SECTION 6 - BENEFITS AND SERVICES

 

6.1 Insurance

6.2 Sick Time

6.3 Bereavement Leave

6.4 Family Medical Leave Act

6.5 Social Security/Medicare

6.6 Vacation

6.7 Holidays

6.8 Educational Assistance

6.9 Training and Professional Development

 

SECTION 7 - EMPLOYEE COMMUNICATIONS

 

7.1 Staff Meetings

7.2 Bulletin Boards

7.3 Procedure for Handling Complaints

 

HIPAA POLICY-APPENDEX A

DICIPLINARY ACTION/PROGRESSIVE DICIPLINE POLICY AND FORM - APPENDEX B

 


SECTION 1

 

INTRODUCTION

 

This Manual is designed to acquaint you with Missisquoi Valley Rescue and provide you with information about working conditions, benefits, and policies affecting your employment.

 

The information contained in this Manual applies to all employees of Missisquoi Valley Rescue.  Following the policies described in this Manual is considered a condition of continued employment.  However, nothing in this Manual alters an employee’s status.  The contents of this Manual shall not constitute nor be construed as a promise of employment or as a contract between the Company and any of its employees.  The Manual is a summary of our policies, which are presented here only as a matter of information. Not all terms and conditions of employment are included in this document.

 

You are responsible for reading, understanding, and complying with the provisions of this Manual.  Our objective is to provide you with a work environment that is constructive to both personal and professional growth.

 

1.1 CHANGES IN POLICY

 

This Manual supersedes all previous employee manuals and memos that may have been issued from time to time on subjects covered in this Manual.

 

However, since our business and our organization are subject to change, we reserve the right to interpret, change, suspend, cancel, or dispute with or without notice all or any part of our policies, procedures, and benefits at any time.  We will notify all employees of these changes.  Changes will be effective on the dates determined by the Company, and after those dates all superseded policies will be null.

 

No individual supervisor or manager has the authority to change policies at any time.  If you are uncertain about any policy or procedure, speak with your direct supervisor.

 

1.2 EMPLOYMENT APPLICATIONS

 

We rely upon the accuracy of information contained in the employment application and the accuracy of other data presented throughout the hiring process and employment.  Any misrepresentations, falsifications, or material omissions in any of this information or data may result in exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.

 

 

1.3 EMPLOYMENT RELATIONSHIP

 

You enter into employment voluntarily, and you are free to resign at any time for any reason or no reason.  Similarly, Missisquoi Valley Rescue is free to conclude its relationship with any employee at any time for any reason or no reason.

 

 

DEFINITIONS OF EMPLOYEES STATUS

 

“EMPLOYEES” DEFINED

An “employee” of Missisquoi Valley Rescue is a person who regularly works for Missisquoi Valley Rescue on a wage or salary basis.  “Employees” may include, regular full-time, regular part-time, and per diem, and others employed with the Company who are subject to the control and direction of Missisquoi Valley Rescue in the performance of their duties.

           

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REGULAR FULL-TIME

 

Regular Full Time Employees have completed 90-days of employment and who are regularly scheduled to work 80 hours in a two week period.  Generally, they are eligible for the Company’s benefit package, subject to the terms, conditions, and limitations of each benefit program. 

 

REGULAR PART-TIME

 

Employees who have completed 90-days of employment and who are regularly scheduled to work less than 80 hours in a two week period. Regular Part-Employees are not eligible for any of the Company’s benefit programs. 

 

PER-DIEM

 

Individuals who are hired as interim replacements to assist in the completion of a schedule, or for vacation relief.  Employment beyond any initially stated period does not in any way imply a change in employment status.  Per-Diem employees are not eligible for any of the Company’s benefit programs.

 


SECTION 3

 

EMPLOYMENT POLICIES

 

3.1 NON-DISCRIMINATION

 

In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Missisquoi Valley Rescue will be based on merit, qualifications, and abilities.  Missisquoi Valley Rescue does not discriminate in employment opportunities or practices because of race, color, religion, sex, national origin, age or disability.

 

Employees with questions or concerns about discrimination in the workplace are encouraged to bring these issues to the attention of their supervisor.  Employees can raise concerns and make reports without fear of reprisal.  Anyone found to be engaging in unlawful discrimination will be subject to disciplinary action, including termination of employment.

 

3.2 CONFIDENTIALITY

 

The protection of confidential and personal information is vital to the interests and success of Missisquoi Valley Rescue. Our service is required by law to maintain the privacy of certain confidential health care information known as “Protected Health Information” or “PHI” and to provide our patients with a notice of our legal duties and privacy practices with respect to their PHI.  Such confidential information includes, but is not limited to, the following examples:

·         ABSOLUTELY NO patient information will be divulged by any crewmember to anyone, at any time.  Members caught sharing patient’s protected health information will face severe disciplinary action.

·         Completed paperwork will be stored in locked paperwork box.

·         Any and all information obtained before, during or after the transport is considered confidential.

·         Any information requests by insurance carriers, attorneys or other parties MUST be forwarded to the day shift coordinator.

Also refer to APPENDIX A- HIPAA POLICY

 

All employees are required to sign a non-disclosure agreement as a condition of employment.

 

Employees improperly use or disclose confidential information will be subject to disciplinary action, including termination of employment and legal action.

 

3.3 NEW EMPLOYEE ORIENTATION

 

Orientation is a formal welcoming process that is designed to make the new employee feel comfortable, informed about the company, and prepared for their position.  New employee orientation is conducted by the Operations Manager or a member of the board of directors. This includes an overview of the company history, an explanation of the company core values, vision, and mission; and company goals and objectives.  In addition, the new employee will be given an overview of his benefits.

. 

 

3.4 DUTY SCHEDULE

 

The scheduled day shifts start at 0600 hours and end at 1800 hours.  Evening shifts start at 1800 hours and ends at 0600 hours.  Weekend shifts are 24 hours 0600-0600.

The on duty day crew will be at the bay between the 0600 hours to 1800 hours.  The on duty crew can go between the bay and the mobile home on the middle road.  Meals can be taken at the mobile home.  The crew will go together with the ambulance.

 

Week night and weekend crews may respond from home if they are in a 5-7 minute response time.  Otherwise, crew members not within this response time may respond from the quarters that have been provided for them, mobile home on the middle road.

 

The payroll week begins at 0600 on Monday and ends at 0559 the following Monday.

 

Full pay is given to employees who work from 0600-2359 hours.  $2.00 an hour is given from 0000-0559 hours unless on a call then employee is given his/her full pay.

 

Monthly schedules will be posted 2 weeks prior to the coming month.  Any regular or part time employee that is unable to work their normal shift must inform the scheduler no later than the 15th of the previous month.  Available time will be offered to all part time and per diem employees, and filled on a first come basis.

 

Once the schedule has been posted it is up to the individual to find coverage if he/she is unable to work their time.  If coverage cannot be found, it is up to the crew member to do his/her own duty.  Not showing up to do your duties will result in disciplinary action.

 

If an employee that is on the schedule to run becomes sick or has an unexpected emergency he/she MUST inform the Operations Manager as soon as possible, preferably 4 hours before your shift begins.  Missiquoi Valley Rescue reserves the right to request a doctor’s note.

 

If employees have unexpected personal business to take care of, they must notify the Operations Manager to discuss time away from work and make provisions as necessary.  Personal business should be conducted on the employee’s own time.

 

3.5 PERSONNEL FILES

 

Employee personnel files include the following: job application, job description, résumé, records of participation in training events, salary history, records of disciplinary action and documents related to employee performance reviews.

 

Personnel files are the property of Missisquoi Valley Rescue, and access to the information is restricted.  The Board of Directors of Missisquoi Valley Rescue who has a legitimate reason to review the file is allowed to do so.

 

Employees who wish to review their own file with reasonable advance notice, may do so in the presence of the Operations Manager or the Board of Directors.

 

 

3.6 PERSONNEL DATA CHANGES

 

It is the responsibility of each employee to promptly notify the Operations Manager of any changes in personnel data such as:

           

·         Mailing address,

 

·         Telephone numbers,

 

·         Name and number of dependents, and

 

·         Individuals to be contacted in the event of an emergency.

 

An employee’s personnel data should be accurate and current at all times.  

 

 

3.7 EMPLOYEE PERFORMANCE REVIEW

 

The Operations Manager and or the Board of Directors will conduct performance reviews with all regular full-time and regular part-time employees after one year of service.  The Operations Manager may conduct informal performance reviews more often if he/she chooses.

 

Missisquoi Valley Rescue directly links wage and salary increases with performance.  Your performance review will have a direct effect on any changes in your compensation.  For this reason among others, it is important to prepare for these reviews carefully, and participate in them fully.

 

3.8 OUTSIDE EMPLOYMENT

 

Full Time Employees may hold outside jobs as long as the employee meets the performance standards of their job description with Missisquoi Valley Rescue. Employees will be subject to the company’s scheduling demands, regardless of any existing outside work assignments.  Missisquoi Valley Rescue is your primary occupational obligation.

 

3.9 EMPLOYMENT TERMINATION

 

Since employment with Missisquoi Valley Rescue is based on mutual consent, both the employee and Missisquoi Valley Rescue have the right to terminate employment at will.

 

Any employee who terminates employment with Missisquoi Valley Rescue shall return all uniforms, pagers, and any other materials that are property of Missisquoi Valley Rescue.  The cost of replacing non-returned items will be billed to the employee. 

 

Employee’s benefits will be affected by employment termination in the following manner.  All accrued vacation time that is due and payable at termination will be paid. Sick time is not refundable.

 

 

3.10 HEALTH-RELATED ISSUES

 

Employees who become aware of any health-related issue, including pregnancy, should notify the Operations Manager of health status.  This policy has been instituted strictly to protect the employee.

 

A written “permission to work” from the employee’s doctor is required at the time or shortly after notice has been given.  The doctor’s note should specify whether the employee is able to perform regular duties as outlined in his/her job description.

 

A leave of absence may be granted on a case-by-case basis.  If the need arises for a leave of absence, employees should notify the Operations Manager and the board of directors.

 

 

3.11 Family and Medical Leave Act


The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:

Twelve workweeks of leave in a 12-month period for:


·         *the birth of a child and to care for the newborn child within one year of birth;

·     *the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;

·     *to care for the employees spouse, child, or parent who has a serious health condition;

·     *a serious health condition that makes the employee unable to perform the essential functions of his or her job;

·     *any qualifying emergency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or                                                                           

*Twenty-six workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness who is the spouse, son, daughter, parent, or next of kin to the employee (military caregiver leave).

 

3.12 BUILDING SECURITY

 

Missisquoi Valley Rescue has security cameras throughout the bay.  After 1800 hours, no persons should be on the premises unless it is job related.

 

 

3.13 SUPPLIES; EXPENDITURES; OBLIGATING THE COMPANY

 

Only authorized persons may purchase supplies in the name of Missisquoi Valley Rescue.  No employee whose regular duties do not include purchasing shall incur any expense on behalf of Missisquoi Valley Rescue or bind the company by any promise or representation without written approval.

 

 

3.14 IMMIGRATION LAW COMPLIANCE

 

Missisquoi Valley Rescue employs only United States citizens and those non-U.S. citizens authorized to work in the United States in compliance with the Immigration Reform and Control Act of 1986.

 

Each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility.  Former employees who are rehired must also complete the form if they have not completed an I-9 with Missisquoi Valley Rescue within the past three years or if their previous I-9 is no longer retained or valid.

 

 

 

SECTION 4

 

CONDUCT OF EMPLOYEES

 

The work rules and standards of conduct for Missisquoi Valley Rescue are important, and the Company regards them seriously.  All employees are urged to become familiar with these rules and standards.  In addition, employees are expected to follow the rules and standards faithfully in doing their own jobs and conducting the Company’s business.  Please note that any employee who deviates from these rules and standards will be subject to corrective action, up to and including termination of employment.  This list is not exhaustive and an employee can be terminated without cause.  (Also See Appendix B)

 

 

·         Theft or inappropriate removal or possession of property.

·         Working under the influence of alcohol or illegal drugs.

·         Fighting or threatening violence in the workplace.

·         Boisterous or disruptive activity in the workplace.

·         Negligence or improper conduct leading to damage of company-owned property.

·         Insubordination or other disrespectful conduct.

·         Smoking in the workplace.

·         Sexual or other unlawful or unwelcome harassment. Including posting or showing obscene drawings or photos, or using sexually oriented language.

·         Any absence without notice.

·         Unauthorized use of telephones, or other company-owned equipment.

·         No use of cell phones while on duty.

·         No disclosing of confidential information to unauthorized persons.

·         Unprofessional behavior is not permitted at anytime.

 

 

4.1 ATTENDANCE/PUNCTUALITY

 

The Company expects that every employee will be to work on time.  This means being at the bay and ready to work at their starting time each day. 

 

If you are unable to report for work for any reason, notify the Operations Manager at least, if possible, 4 hours prior to your regular starting time.  You are responsible for speaking directly with your supervisor about your absence.  It is not acceptable to leave a message on a supervisor’s voice mail, except in extreme emergencies.  In the case of leaving a voice-mail message, a follow-up call must be made later that day. 

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4.2 ABSENCE WITHOUT NOTICE

 

When you are unable to work due to illness or an accident, please notify the Operations Manager.  This will allow the Company to arrange for temporary coverage of your duties, and helps other employees to continue work in your absence.  If you do not report for work and the Company is not notified of your status, you will receive a written warning and it will be placed in your personnel file.

 

If you become ill while at work or must leave the bay for some other reason before the end of the workday, you must inform the Operations Manger so a replacement can be found.

 

4.3 MOBILE HOME

 

All Employees are offered the use of the mobile home at 13 Middle Road.  Each person must follow the “House Rules” that are posted at the mobile home.  If the “House Rules” are not followed the individual/s will lose the privilege to use the mobile home.

 

4.4 CLEANING/RESTOCKING 

 

All Employees, full, part time, and per diem, are required to clean and restock the ambulance after every call.  This is not a “day shift” duty only.

 

4.5 JOB DESCRIPTION

 

All regular full time employees will be given a job description policy at time of hire.

SEE APPENDIX -C

4.6 HARASSMENT, INCLUDING SEXUAL HARASSMENT

 

Missisquoi Valley Rescue is committed to providing a work environment that is free of discrimination and unlawful harassment.  Actions, words, jokes, or comments based on an individual’s sex, sexual orientation, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated.

 

Sexual Harassment may include, but is not limited to, unwelcome touching, crude jokes or pictures, discussions of sexual experiences, teasing related to sexual characteristic, pressure for sexual activity whether written, verbal or through physical gestures, display or sending of pornographic pictures or objects, obscene graffiti, and spreading rumors related to a person’s alleged sexual activities.

 

It is Mandatory to report if you believe you have been the victim of harassment, or know of another employee who has.  Employees can raise concerns and make reports without fear of reprisal.

 

The board of directors will be responsible for acting on any information regarding harassment. A full investigation and written report shall be completed in a timely fashion.  Upon completion of the investigation, the board will then take appropriate actions.  Such action may include, but is not limited to, education, training, counseling, suspension and or termination.

 

4.7 PUBLIC IMAGE

 

A professional appearance is important at all times.  Employees should be well groomed and dressed appropriately. Uniforms will be clean and worn at all times.  Shirts will be tucked in. Belt and black boots are a part of your uniform and will be worn.

 

The following is considered inappropriate for working with Missisquoi Valley Rescue

 

§  Wearing items that are not part of your uniform, such as baseball caps, shoes or belts that were not distributed with your uniform.  No pins or decorations are to be added to work uniform.

§  Uniforms that is soiled and wrinkled.

§  Unkempt personal hygiene, such as unshaven, body odor, strong perfume or cologne.

 

    

WORK UNIFORMS:  Short sleeved shirts are to be worn May 15th-Oct 1st.  Long sleeved shirts are worn from Oct 1st - May 15th.  Polo shirts can be worn with permission from Operations Manager or your crew leader. Black work boots/shoes are to be worn with work uniform.

DRESS UNIFORMS:  Dress uniforms will be distributed after 5 years of service.  The BOD will determine when they will be worn.

 

 

4.8 SUBSTANCE ABUSE

 

The Company is committed to providing a safe and productive workplace for its employees.  In keeping with this commitment, the following rules regarding alcohol and drugs of abuse have been established for all staff members, regardless of rank or position, including regular, part-time and per diem employees.  The rules apply during working hours to all employees:

           

  • The manufacture, distribution, possession, sale, or purchase of controlled substances of abuse on Company property is prohibited.

 

  • Being under the influence of illegal drugs, alcohol, or substances of abuse on Company property is prohibited.

 

  • Responding to unit two calls or first responding to a scene while under the influence is prohibited.

 

  • Working while under the influence of prescription drugs that impair performance is prohibited.

 

  • All employees may be subjected to a urine test.

 

So that there is no question about what these rules signify, please note the following definitions:

 

            Company property: All Company owned or leased property used by employees.

 

Controlled substance of abuse: Any substance listed in Schedules I-V of Section 202 of the Controlled Substance Act, as amended.

 

Drug:  Any chemical substance that produces physical, mental, emotional, or behavioral change in the user.   

Drug paraphernalia:

 Equipment, a product, or material that is used or intended for use in concealing an illegal drug, or otherwise introducing into the human body an illegal drug or controlled substance.

 

Illegal drug: 

a. Any drug or derivative thereof whose use, possession, sale, transfer, attempted sale or transfer, manufacture, or storage is illegal or regulated under any federal, state, or local law or regulation.

 

b. Any drug, including – but not limited to – a prescription drug, used for any reason other than that prescribed by a physician.

c. Inhalants used illegally.

 

Under the influence: A state of not having the normal use of mental or physical faculties resulting from the voluntary introduction into the body of an alcoholic beverage, drug, or substance of abuse.

 

Consistent with the rules listed above, any of the following actions constitutes a violation of the                       Company’s policy on drugs and may subject an employee to disciplinary action, up to and including

immediate termination.

 

Using, selling, purchasing, transferring, manufacturing, or storing an illegal drug or drug paraphernalia, or attempting to or assisting another to do so, while in the course of employment.

 

Working or reporting to work, first responding to calls, being on Company property while under the influence of an illegal drug or alcohol, or in an impaired condition.

 

 

4.9 TOBACCO PRODUCTS

 

The use of tobacco products is not permitted inside of the ambulance bay or the mobile home that is part of the Company’s quarters.Smoking is permitted outside.  All cigarette butts are to be placed in a fire safe container, not thrown on the ground.

 

 

 

SECTION 5

 

WAGE AND SALARY POLICIES

 

 

5.1 WAGE OR SALARY INCREASES

 

Each employee’s hourly wage or annual salary will be reviewed at least once each year.  The employee’s review date will usually be conducted on or about the anniversary date of employment.

 

Increases will be determined on the basis of performance, adherence to company policies and procedures, and ability to meet or exceed duties per job description.

 

Although the Company’s salary ranges and hourly wage schedules will be adjusted on an ongoing basis, Missisquoi Valley Rescue does not grant “cost of living” increases.  Performance is the key to wage increases in the Company.

 

5.2 TIMEKEEPING

 

Accurately recording time worked is the responsibility of every employee.  Time worked is the time actually spent on a job(s) performing assigned duties. Each employee is responsible to report changes in their time whether covering for someone else or having someone cover you.  All changes are to be reported to the Operations Manager.  This is YOUR responsibility to ensure accuracy in your pay.   

           

5.3 OVERTIME

 

Overtime compensation is paid to employees in accordance with federal and state wage and hour restrictions.  Overtime is payable for all hours worked over 80 hours in a two week period at a rate of one and one-half times the employee's regular hourly rate.  Time off on personal time, holidays, or any leave of absence will not be considered hours worked when calculating overtime.  In addition, vacation time does not constitute hours worked.

 

 

5.4 PAYDAYS

 

All employees are paid every two weeks.  Pay checks are received on Thursdays.   

 

 

SECTION 6

 

BENEFITS AND SERVICES

 

Missisquoi Valley Rescue offers a benefits program for its regular full-time employees. 

 

6.1 GROUP INSURANCE

 

 

HEALTH INSURANCE

§   Coverage begins the day of hire.

§   Company pays 80% of the premium.

§   Employee pays 20% of the premium.

§   Employee’s premium is deducted through payroll.

 

 

6.2 SICK TIME/PERSONNEL TIME

 

Regular Full Time employees will receive 12 hours per month of completed work beginning after the first month of employment.  Sick days may be accumulated up to 20 days.  Sick time CAN NOT be cashed in for wages.  Employees must have a doctor’s note if out for more than 3 consecutive days.

Regular Full Time employees will also receive 2 personnel days (24 hours) per year.  A 48 hour notice must be given to the Operations Manager and must be taken in a minimum of 4 hour blocks.  Personnel time CAN NOT be cashed in or rolled over to the following year. Employees year begins on the anniversary date of hire.

 

 

6.3 BEREAVEMENT LEAVE

 

Up to five days of leave shall be granted at full salary for each death within the employee’s immediate family.  Immediate family shall consist of current spouse, children, parents, brothers, sisters, grandparents and grandchildren.  Up to three days leave at full salary shall be granted for Aunts, and Uncles.


6.4 FAMILY MEDICAL LEAVE ACT

The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees  are entitled to:

 

Twelve workweeks of leave in a 12-month period for:


·         the birth of a child and to care for the newborn child within one year of birth;


·         the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;


·         to care for the employees spouse, child, or parent who has a serious health condition;


·         a serious health condition that makes the employee unable to perform the essential functions of his or her job;


·         any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or 

                                                                        

·         Twenty-six workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness who is the spouse, son, daughter, parent, or next of kin to the employee (military caregiver leave).

           

           

6.5 SOCIAL SECURITY/MEDICARE

 

Missisquoi Valley Rescue withholds income tax from all employees' earnings and participates in FICA (Social Security) and Medicare withholding and matching programs as required by law. 

 

 

6.6 VACATION

 

Paid vacation is available to regular full-time employees following their first-year anniversary with Missisquoi Valley Rescue and is provided based on the following calculations:

 

1 week of vacation is earned after the first year anniversary date. 

 

2 weeks after 5 years of employment.

 

3 weeks after 10 years of employment.  1 week for every 5 years employed after 10 years with a maximum of 5 weeks.

 

NOTES:

Vacation time should be requested 2 weeks in advance.

 

The vacation policy applies to all regular full-time employees.

 

Earned vacation leave cannot be taken before it is accrued and approved.

 

Upon termination, unused earned vacation will be paid in a lump sum in the employee’s final paycheck. 

 

Vacation time will not be carried over from year to year.  At the end of the year you may request unused vacation time to be paid in a lump sum. 

 

 

REGULAR PART TIME EMPLOYEES are not entitled to paid vacation.  Time off from your regular shift must be given to the scheduler by the 15th of the month prior.  If more than one employee is requesting the same time off, vacation time will be granted if sufficient coverage can be made.  Otherwise vacation will be granted on a first come basis.

 

6.7 HOLIDAY

 

Missisquoi Valley Rescue observes the following paid holidays per year for ALL employees:

            New Year’s Day

            Memorial Day

            Independence Day

            Labor Day

            Thanksgiving Day

            Christmas Day

 

 

6.8 EDUCATIONAL ASSISTANCE

 

If a full or regular part time employee wishes to enroll in a First Responder, EMT-B, or EMT-I course, the company will reimburse course fees; (1) if you successfully complete and pass the course and final state or national exam. (2) Worked consistently for Missisquoi Valley Rescue for a period of 6 months skills.

 

6.9 TRAINING

 

Training sessions will be held once a month.  The purpose of these trainings is to keep our staffs skills intact.  All employees must attend these training sessions.  If unable to attend, the training officer must be informed and arraignments made to make the session up.  Some trainings will be mandatory and all employees are expected to be there.

 

 

SECTION 7

 

 

EMPLOYEE COMMUNICATIONS

 

 

7.1 BOARD MEETINGS

 

All board minutes are posted in the ambulance bay behind the glass bulletin board.

 

 

7.2 BULLETIN BOARDS

 

Bulletin boards provide employees access to important posted information and announcements.  The employee is responsible for reading necessary information posted on the bulletin boards.  

 

 

7.3 PROCEDURE FOR HANDLING COMPLAINTS

 

Under normal working conditions, employees who have a job-related problem, question or complaint should first discuss it with their immediate crew leader or Operations Manager.  If a solution cannot be found the next step is your director.  If the situation is still unresolved, a letter of complaint is to be written and given to the board of directors.  The board will not address any complaint without it being in writing.

 

 

 

I have read and agree to abide by this Employee Manual.

 

 

 

 

 

 Employee Signature  ___________________________     ___________                                                                                                Date

 

 

Witnessed by: ______________________________________________________

 

 

 

Business Representative  ________________________    ___________                                                                                                 Date

 

 

 

 

 

 

 

 

APPENDIX A

HIPPA POLICY

 

 

AUTHORIZATION TO USE OR DISCLOSE PROTECTED HEALTH INFORMATION

RESPONSIBILITY: Privacy Official, Directors of Claim Processing and Enrollment, Office and Department Managers

 

BACKGROUND:

Federal and state laws, and Missisquoi Valley Rescues policy, permit the use and disclosure of protected health information

(PHI) for certain purposes without obtaining the member’s written authorization. For instance, an authorization is not required when PHI is used for treatment, for payment, or health care operations.

PHI also may be disclosed without an authorization when required by law, or when permitted to assist law enforcement or other public purposes.

In all other cases, the member must sign an authorization form before Missisquoi Valley Rescue may use or disclose the member’s PHI.

 

POLICY:

1. A written authorization, signed by the member, or the member’s personal representative, is required to permit Missisquoi Valley Rescue to use or disclose that member’s protected health information(PHI) in any circumstance that is not:

 

1.1. For treatment, payment, or health care operations, as described in the GENERAL

POLICY -- USE AND DISCLOSURE OF PROTECTED HEALTH INFORMATION, or

 

1.2. For other uses and disclosures which are permitted without authorization under

Missisquoi Valley Rescue policies, as listed in the GENERAL POLICY -- USE AND DISCLOSURE OF

PROTECTED HEALTH  INFORMATION.

 

2. Missisquoi Valley Rescue will require individuals to submit signed authorizations to allow it to request certain protected health information as necessary for purposes of determining an individual’s eligibility for benefits or enrollment, or for underwriting or risk rating determinations. In most instances, health care providers and other health plans will not be permitted to disclose the required PHI to Missisquoi Valley Rescue without such an authorization from the individual.

 

2.1. Such authorizations must:

 

2.1.1. Authorize health care providers and other health plans to disclose the information to Missisquoi Valley Rescue, and

 

2.1.2. State the purpose for which the information is sought, and

2.1.3. Authorize Misssisquoi Valley Rescue to use the information for the stated purpose.

3. The written authorization must be in the form prescribed by the Missisquoi Valley Rescue policy.

 

STANDARDS FOR FORM AND CONTENT OF AUTHORIZATION FORMS. An authorization is invalid if:

 

3.1. It does not comply in all respects with the Missisquoi Valley Rescue STANDARDS FOR FORM AND CONTENT OF AUTHORIZATION FORMS, or

3.2. One or more required elements is not completed or does not clearly express the member’s desires, or

3.3. It has been revoked by the member, to whom the protected health information pertains,

or by a personal representative authorized to act on the member’s behalf, or

3.4. It has expired, based on the expiration date or event, or

3.5. Any material information contained in it is known by Missisquoi Valley Rescue to be false.

4. Any use or disclosure under the terms of an authorization must be consistent with the provisions of that authorization.

5. Authorizations must be retained for at least six years after the date they cease to be in effect (due to expiration or revocation).

6. Members may revoke their authorizations at any time, except to the extent that Missisquoi Valley Rescue has taken action in reliance of the authorization. The revocation must be in writing, and must be specific enough to permit identification of the original authorization that is being revoked.

7. Missisquoi Valley Rescue will not require an authorization as a precondition to treatment, except:

7.1. If treatment is research-related, provision of treatment may be conditioned on receipt of an authorization to use and disclose PHI related to this treatment as necessary for the research; or

7.2. If the purpose of the treatment is to create PHI for disclosure to a third party, provision of the services may be conditioned on receipt of an authorization to disclose the PHI to that third party.

8. Missisquoi Valley Rescue will not require an authorization as a precondition to payment, enrollment in the health plan, or eligibility for benefits, except:

8.1. If the information for which the authorization is sought is for purposes of determining an individual’s eligibility for benefits or enrollment, the benefits or enrollment may be conditioned on receipt of the authorization; or

8.2. If the information for which the authorization is sought is for underwriting or risk rating determinations, enrollment in the health plan or eligibility for benefits may be conditioned on receipt of the authorization.

8.3. Missisquoi Valley Rescue will not condition payment, enrollment in the health plan, or eligibility for benefits on the receipt of an authorization to use or disclose psychotherapy notes.

9. When Missisquoi Valley Rescue requires a member to sign an authorization as a condition of receiving treatment, payment, enrollment in the health plan, or eligibility for benefits, the authorization may not be combined with any other authorization forms.

10. The MINIMUM NECESSARY RULE does not limit the amount of information which may be used or disclosed under the authority of an authorization.

 

PROCEDURE:

1. Requests for uses and disclosures of PHI without written authorization that have not previously been reviewed under either the REQUESTS FOR, AND DISCLOSURES OF, PROTECTED

HEALTH INFORMATION THAT ARE NOT ROUTINE AND RECURRING policy or the ROUTINE AND

RECURRING REQUESTS FOR AND DISCLOSURES OF PROTECTED HEALTH INFORMATION policy will be directed to the Privacy Official. The Privacy Official will review such requests in accordance with applicable policies, and respond in writing with a determination as to whether the requested use or disclosure is permitted under Missisquoi Valley Rescue policy, or federal and state law, or whether a written authorization from the member is required.

 

 

The Privacy Official will retain a copy of this written determination for at least six years. If the Privacy Official determines that an authorization is required prior to the requested use or disclosure, an authorization that complies with this policy must be obtained.

2. When a written authorization to use or disclose PHI is requested from a member, or is presented by or on behalf of a member, the authorization document will be reviewed by the manager of the department that has custody of the requested information, for compliance with the Missisquoi Valley Rescue policy regarding the content of authorization forms. See STANDARDS FOR FORM AND CONTENT OF AUTHORIZATION FORMS. This includes determining whether the correct form has been used and whether all required elements have been completed.

2.1. In some instances, members will present forms designed by other organizations.

These forms are acceptable, as long as all of the required information is present. If there is any question as to the validity of an authorization form, the member should be asked to use the Missisquoi Valley Rescue authorization form instead.

3. If the authorization document does not comply, it is not valid and will be returned to the person from whom it was received, with a cover letter explaining the reason it was rejected, and inviting the member to submit the authorization in the form approved by Missisquoi Valley Rescue. A copy of the Missisquoi Valley Rescue authorization form will be included with the letter. A copy of the returned form and the cover letter will be filed and retained for at least six years.

4. If the authorization document does comply, the requested information will be released in accordance with the provisions of the authorization form, using Missisquoi Valleys Rescue’s current policies regarding the copying and mailing of member records. The original authorization form will be retained for at least six years.

A notation will be made on the authorization form to identify which information was disclosed, the date, the recipient, and the reason.

 

Revocation of authorization

Any member who wishes to revoke an authorization to use or disclose PHI will be directed to contact the Privacy Official. Such revocation must be in writing, and must be specific enough to permit identification of the original authorization that is being revoked. The Privacy Official will notify workforce members in possession of the revoked authorization that it has been revoked, and will determine the extent to which action has been taken in reliance upon the authorization. The Privacy Official, with the advice of the Board of Directors, will prepare directions regarding how the member’s PHI is to be handled following the revocation. This may include no further action on the initial authorization or action to the extent that it is permitted because Missisquoi Valley Rescue has already relied upon the authorization.

 

APPENDIX - B

 

MISSISQUOI VALLEY RESCUE, INC

 

 

DISCIPLINARY ACTION/PROGRESSIVE DISCIPLINE

 

POLICY

 

To establish and maintain appropriate administrative policies to ensure that consistent and prompt disciplinary action is taken with regards to employees whose performance is unsatisfactory or when conduct or failure to observe Company regulations necessitates such action.

 

SCOPE

 

This policy applies to all activities and locations of the company.

 

RESPONSIBILITY

 

The administration of this policy shall be the responsibility of crew leaders and the Board of Directors.  The Board of Directors shall have the responsibility for the interpretation of this policy and shall be available for consultation where appropriate.

 

POLICY

 

It is the policy of the Company to endeavor to treat all employees equitably and to administer all policies and rules and regulations consistently.  When an employee’s performance is unsatisfactory or when an employee violates the rules and regulations of the Company, appropriate disciplinary action is required.

 

PROGRESSIVE DISCIPLINE

 

The best way to deal with problem employees is by utilizing a consistent and effective warning system.  There are several basic reasons a formal warning system is essential:

 

1.     It acts as a deterrent to a repetition of the offense.

 

2.     It gives rules of enforcement a consistency.

 

3. It gives management a reliable measurement of the Squad disciplinary situation by pinpointing recurring problems and focusing on problem areas.

 

 

4.     It reduces charges of favoritism.  Employees who are disciplined in a formal and consistent manner are less likely to make charges of discrimination.

 

5.     It puts the employee on notice of the probable consequences if there is a reoccurrence of the violation.

 

 

6.     It provides the Crew Leader/Operations Manager/Board of Directors to collect all of the facts.

 

When the Company can demonstrate in writing that an employee was given proper verbal warning, issued a written and /or a final written reprimand, and then either suspended or terminated, this referred to a “progressive discipline.”

 

CLASSIFICATION OF PROGRESSIVE DISCIPLINARY ACTION

 

Whenever an employee commits an offense warranting disciplinary action, his/her Director may wish to discuss the infraction with the President and or Vice President prior to taking disciplinary action up to the suspension of an employee from work.

 

Depending upon the seriousness of the offense committed, the Operations Manager may want to consult with the Board of Directors.  The implementation of this policy should not be construed as preventing, limiting or delaying the company from taking appropriate disciplinary action against any employee at any level, including termination without prior warning, where the Company, at its sole discretion, deems such action appropriate.  Consultation with Board of Directors must take place before an employee is discharged from employment.

 

1. Verbal Counseling or Oral Reprimand:  Verbal Counseling or oral reprimand is the first disciplinary action of a violation of a standard of conduct that is subject to progressive counseling.  Although formal written documentation is not required, the Operations Manager issuing the verbal counseling must note on his/her calendar, log or other source that the counseling occurred.  This counseling is an effort to eliminate possible misunderstandings, improve job performance or to explain what constitutes proper conduct.

 

2.     Written Reprimand: Employees receive a written notice of discipline warning when multiple violations of a single or multiple standards of conduct subject to progressive counseling have occurred or when the Operations Manager believes that a first offense is serious enough to warrant dispensing with counseling or reprimand and to issue a formal written notice.  The purpose of a written reprimand is to ensure that the employee is fully aware of the level of the misconduct he/she has committed, or of those areas of performance which must be improved.  The written warning should also inform the employee of what is expected, thereby enabling the employee to correct his/her performance problems or avoid recurrence of the incident. The Operations Manager issuing the written reprimand must formally document it on MVR, Inc. Form Employee Notice for Improvement or Disciplinary Action, attaching additional documentation as necessary.  An employee should be asked to acknowledge his/her receipt of a written reprimand by signing the document indicating such acknowledgement.  The employee should be provided a copy and a copy shall be sent to the Vice President for inclusion in the employee’s personnel file.

 

3.     Final Written Reprimand (Optional):  Employees receive final written notice if, after prior counseling or written reprimands, sufficient progress in the area of job performance has not occurred, or following repeated minor offenses, or following certain levels of misconduct.  Operations Manager will use MVR, Inc. Form Employee notice of improvement or Disciplinary Action, attaching additional documentation as necessary.  An employee should be asked to acknowledge his/her receipt of a final written reprimand by signing the document indicating such acknowledgement.  The employee should be provided a copy and a copy shall be sent to the Vice President for inclusion in the employee’s personnel file.

 

4.     Suspension without Pay:  Employees may be suspended without pay as part of the progressive disciplinary process. Prior to suspending an employee it is mandatory for the Operations Manager to consult with the Vice President and or President.

 

5.     Termination:  termination of employment is the greatest penalty a Company can impose upon an employee.  Such action should normally only take place after the company has made an attempt to have an employee correct his/her performance or conduct, and the employee has not responded, or when the employee’s misconduct is of such a serious consequence that the Company believes it has no practical alternative. Prior to termination the Operations Manager must have a majority consensus of the Board of Directors and in extreme circumstances the majority consensus of Executive Board of Directors.

 

Suggested Guidelines:  Employee Improvement Process and Disciplinary Action/Progressive Discipline

 

The following chart is provided to establish some basic guidelines to promote the consistent application of the MVR, Inc. policy of progressive discipline throughout the company.  Based on established standards of conduct the chart provides a range of reasonable responses to given offenses. In all cases, it is assumed that the Operations Manager will exercise common sense and good judgment in administering progressive discipline.  If at any time the Operations Manager is unsure of the proper course of action, he/she is strongly encouraged to consult his/her Board of Directors.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Standards of Conduct

Recommended Action

 

 

Description

Progressive

Counseling

Suspension

(skipping

Steps 1,2,

and 3 above.

Suspension

Pending

Investigation

/Possible

termination

1.

Assault. Making or uttering verbal or physical threats

 

X

Min

X

Max

2.

Arson.

 

 

X

3.

Theft or pilferage.

 

 

X

4.

Sabotage.

 

 

X

 

 

 

 

 








 

 

 

 

 

 

 

Standards of Conduct

Recommended Action

 

 

Description

Progressive

Counseling

Suspension

Suspension

Pending

Investigation

/Possible

termination

5.

Will or careless destruction of property

 

X

X

6.

Dishonesty: Accepting bribes, enabling a person to secure stolen property or unauthorized access to company records, or lying or stealing from clients, the company or fellow employees.

 

 

X

7.

Falsification: Making or authorizing fraudulent entries on official documents, falsifying reports.

 

 

X

8.

Insubordination toward the client, crew leaders or Operations Manager

 

X

X

9.

Disregard of directives or written instructions: To include written orders or instructions from supervisors or management.

 

X

X

10.

Unauthorized use of company and/or client property inclusive of facility(s), computers and internet access.

 

X

X

11.

Sexual harassment of discrimination towards MVR, Inc., its clients, employees and visitors.

 

 

X

12.

Intoxication and Drug Use:  Drinking or being under the influence of alcohol, illegal drugs, or controlled substances, within 8 hours of reporting for normally scheduled shifts, while on duty.  Possession, use, distribution, manufacture, sale or dispensation, except as required under protocol or medical direction, of any controlled substance or illegal drugs.

 

 

X








 

 

 

 

Standards of Conduct

Recommended Action

 

 

Description

Progressive

Counseling

Suspension

Suspension

Pending

Investigation

/Possible

termination

13.

Negligence:  Sleeping on duty, except for night or weekend shifts, or being inattentive position while on duty, abandoning a patient or crew, leaving the worksite without proper authority, failing to perform duties as prescribed.

 

X

X

14.

Absenteeism: Failure to report for work. Failure of an employee to notify the Operations Manager or Vice President of his/her inability to report for work. Unauthorized absences during scheduled working hours. 

X

 

 

15.

Tardiness: Repeated failure to report to work on time.

X

 

 

16.

Gambling, bookmaking or accepting any fees, except by management for services rendered or gifts to the company, while on duty or on company property.

 

 

X

17.

Any act of cruelty or oppression toward another employee or client.

X

 

X

18.

Failing to maintain the confidentiality of Company matters including matters relating to our customers.  Communicating information to any person not authorized to receive such information.

X

 

X

19.

Conduct unbecoming or prejudicial to discipline

X

 

X

20.

Violation of MVR or client policies, procedures, rules, regulations, including security regulations.

X

 

X

21.

Failure to deal politely and courteously with clients or visitors while on company property or while representing MVR, Inc.

X

 

X







 

 

 

 

 

Standards of Conduct

Recommended Action

 

 

Description

Progressive

Counseling

Suspension

Suspension

Pending

Investigation

/Possible

termination

22.

Unauthorized activities while on duty include: Reading unauthorized materials, having any radio, tape player, personal entertainment devices, televisions, personal cell phones or other personal communication devices, personal computers or working on personal projects or hobbies.

X

 

X

23.

Inappropriate use of telephones, email or any other Company communications equipment.  Including excessive use of company and or client cellular phones for personal matters.

X

 

X

24.

Fraternization with MVR employees or with clients, vendor’s employees while on duty.

X

 

X

25.

Any off duty conduct that impairs the ability to maintain or obtain professional accreditation or security clearance if required.

 

 

X

26.

Wearing, using or permitting the wearing or use of MVR uniforms or identification for any reason other than for official business

X

 

X

27.

Violation of MVR, Inc. appearance standards.

X

 

 

28.

Possession of an unauthorized weapon while on duty.

 

X

X

29.

Exposure or subjection of Company and or Client’s property to loss through carelessness and or negligence.

X

 

X

30.

Failure to disclose commitment of a criminal offense and or activity to MVR, Inc’s management personnel or Board of Directors.

 

 

X







 

 

 

 

 

 

Standards of Conduct

Recommended Action

 

 

Description

Progressive

Counseling

Suspension

Suspension

Pending

Investigation

/Possible

termination

31.

Any other reason deemed by the Board of Directors of MVR, inc. to be contrary to the interests of the company or its clients.

X

X

X

32.

Unauthorized possession or use of firearms, fireworks, or any other weapon on Company property or while engaged in Company business

 

 

X

33.

Soliciting, distributing literature, or conducting unauthorized meetings or any kind on Company time or property during working hours.

 

X

X

34.

Posting and or removal and or tempering with the bulletin boards or notices posted on same without authorization; or defacing any posted signs, displays or any property.

 

X

X

35.

Carelessness or inefficient performance of job duties, including the failure to maintain proper standards of performance, or interfering with the work of other employees.

 

X

X

36.

Disobeying safety regulations including failures to report promptly work-related accidents to management personnel.

X

 

X







 

 

 

 

SUSPENSION PENDING INVESTIGATION

 

Termination and employee involuntarily is a very serious decision; therefore, MVR, Inc. has a step referred to as “Suspension Pending Investigation” that exists to enable a supervisor to remove an employee from the workplace in an emergency situation.  Operations Manager is authorized to suspend employees when an employee fails to correct his/her performance after repeated warnings, as the result of an accumulation of minor offenses or as the result of a serious offense or misconduct.

 

Examples of such serious offenses include when an employee is caught sleeping on the job and the supervisor has to remove him from work immediately, or when an employee is insubordinate or verbally abusive to a client, fellow employee or supervisor.

 

The Operations Manager has the authority to direct the employee to leave the job site, and will advise the employee that they are Suspended Pending Investigation.  Prior to suspending a member of the Executive Board it is mandatory the Operations Manager will consult with the Board of Directors.

 

In these situations, the employee will be suspended without pay.  The Operations Manager must notify the Executive Board immediately, i.e. not later than the next business day.  The Executive Board will then review the initial facts and determine if the suspension can be delayed until the next business meeting and or convene a special meeting of the Board of Directors, no later than two business days, to address the allegations.  The Board of Directors has the responsibility and the authority to review the initial facts in the suspension and change it to a suspension with pay, pending investigation, or to advise the Operations Manager to terminate the employee or to reinstate the employee.

 

If the Board of Directors initial finding is to reinstate the employee and any of the complaining party’s objects, then he/she will consult with the Operations Manager.  If the dispute remains unresolved then the matter will be returned to the Board of Directors for further disposition.  At any time the Board of Directors cannot come to a majority decision about disciplinary action then legal counsel will be engaged to resolve the issue and protect the interest of the corporation.

 

In the case of harassment, the Operation Manager or any member of the Executive Board are authorized to remove and/or separate the accused and the accuser.  If this is not practical, the accused may be suspended with pay pending investigation and must immediately notify the Board of Directors who will investigate the matter and will manage the response.

 

PROCEDURE

 

Investigate

 

 Immediately after a specific incident occurs, or immediately after learning of the incident, the employee’s Operation Manager should obtain complete and detailed information about the incident by interviewing the employee involved, and separately, each person who saw or heard what occurred, making every effort to reconcile conflicting statement.  The Operations Manager may involve the Vice President or President of the Board of Directors to consult or assist in the investigation.  The Operations Manager should then prepare a complete, accurate and unbiased written report setting forth the information obtained and any other information which is part of the employee’s past record (past performance appraisals, prior warnings, poor attendance records, etc.) which may provide additional substantiation for the type of disciplinary action that the Board of Directors is planning to administer.  This written report should set forth only factual information: opinions regarding credibility, likelihood of the actual occurrence, etc., should not be included.  Note that this initial statement of the facts and findings may be required at a later date if an employee challenges subsequent personnel action.

 

Weigh the Evidence

 

Review and weight all the evidence obtained and, in light of applicable Company policies, determine whether the offense is one that warrants formal disciplinary action.

 

If discipline is called for, consider the following factors before deciding on the appropriate level of discipline:

 

1.     How serious is the problem?

2.     What is the employee’s past record?

3.     Has the employee been disciplined in the past for the same infraction?  If so, how recently was the employee disciplined?

4.     What is the attitude of the employee?

 

 

 

 

 

 

 

 

Administering Disciplinary Action

 

If practicable or applicable any disciplinary action to be taken including an oral reprimand, should be administered by the Operations Manager and, when circumstances dictate, in the presence of the Vice President (normally the individual to whom the supervisor reports).

 

If the nature of the meeting is to counsel the employee and simply discuss the matter with the employee, the Operations Manager should document the conversation and maintain his/her notes in a separate file in the event that the incident resurfaces.

 

Timing of Disciplinary Action

 

If no one specific incident is involved, but the Operations Manager believes that disciplinary action is necessary to warn an employee of a specific problem or Matter of behavior which must be corrected (such as absenteeism, tardiness, etc.), the discussion with the employee should take place as soon as the problem manifests itself and before the problem becomes serious, in order to allow the employee an opportunity to correct his/her behavior or performances.  If, however, a specific incident is involved, in order of disciplinary action to be effective, it must be administered as soon as practicable after the incident occurs.  To this extent, the Board of Directors and Operations Manager should ensure that, after an incident occurs, all of the facts are gathered, a written report is completed, all of the evidence is weighed, and discipline is decided upon and administered not later than five (5) workdays after the incident occurs.

 

Generally, violations that occur within 90 days of a step in the Progressive Counseling process would be cause to move to the next step in the process.  However, there may be situations where a violation that occurs within one year may be cause to move to the next step.  If in doubt, the Operations Manager will consult with the Board of Directors prior to making a decision to go to the next step.  After one year a violation is expunged for the purposes of Progressive Counseling and is not to be considered in terms of moving to another step in the process.

 

Employee’s that are suspended and /or terminated have the right to appeal.

 

The Company’s Disciplinary Action/Progressive Discipline Policy is not binding and does not create any employee right to progressive discipline.  Rather, this policy is meant to act as a guide – ultimately, the Company may use whatever discipline it deems necessary.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

MVR,INC. EMPLOYEE IMPROVEMENT NOTICE & DISCIPLINARY ACTION FORM

S SECTION ONE

 

 

DATE:___________________

 

EMPLOYEE:_________________________________________________________________

 

DATE AND TIME OF VIOLATON OR COMPLAINT:___________________________________

 

PLACE OF VIOLATON OR COMPLAINT:___________________________________________

 

NATURE OF COMPLAINT OR VIOLATION OF POLICY OR PROCEDURE:_________________

 

___________________________________________________________________________

 

___________________________________________________________________________

 

___________________________________________________________________________

 

 

PRIOR DISCIPLINARY ACTION WITHIN THE LAST TWELEVE MONTHS:_________________

 

___________________________________________________________________________

 

___________________________________________________________________________

 

CORRECTIVE ACTION TO BE TAKEN (Including dates for improvement & follow up)


____________________________________________________________________


____________________________________________________________________

 

CONSEQUENCES OF FAILURE TO IMPROVE PERFORMANCE OR CORRECT BEHAVIOR:


__________________________________________________________________________

 

__________________________________________________________________________

 

 

ACTION TAKEN:

Verbal/Oral Counseling ___

Written Reprimand ____

Final Written Reprimand ___

Suspension Without Pay ___

Suspension Pending Investigation ___

Termination ___

 

 

 

 

 

 

SECTION TWO

 

EMPLOYEE COMMENTS:_____________________________________________________________

 

_________________________________________________________________________________

 

_________________________________________________________________________________

 

_________________________________________________________________________________

 

My signature below is an acknowledgement of the improvement notice or disciplinary action.  My acknowledgement is in no way an admission of guilt to any charges or specification listed above or attached.

 

 

 

_____________________________________

               EMPLOYEE SIGNATURE

 

______________________________________

              OPERATIONS MANAGER

 

______________________________________

PRESIDENT/VICE PRESIDENT BOD MVR, INC.

 

 

 

 

 

 

                      _________________________

                                      DATE

 

                     _________________________

                                      DATE

 

                     _________________________

                                      DATE