Perry Memorial

Hospital Physician Handbook

P e r r y M e m o r i a l H o s p i t a l

5 3 0 P a r k A v e n u e E a s t

P r i n c e t o n , I L 6 1 3 5 6

P h o n e : 8 1 5 - 8 7 5 - 2 8 1 1

F a x : 8 1 5 - 8 7 6 - 2 0 0 0

GENERAL EMPLOYMENT INFORMATION FOR PHYSICIANS

PURPOSE

The purpose of this Physician Handbook is to provide a guideline of the general policies for employed Physicians at Perry Memorial Hospital.

All employed Physicians at Perry Memorial Hospital are party to a written Employment Agreement (the Agreement). The Agreement dictates the terms of a Physician’s employment at Perry Memorial Hospital. If anything in this Handbook is inconsistent with the terms of the Agreement, the Agreement supersedes this Handbook. This Handbook does not replace or supersede the Medical Staff Bylaws or the Medical Staff Rules & Regulations, but provides additional information related to the general expectations of all employed Physicians and provides an overview of hospital benefits provided to employed Physicians. If anything in this Handbook is in inconsistent with the Medical Staff Bylaws and/or the Medical Staff Rules and Regulations, the Medical Staff Bylaws and/or the Rules and Regulations shall prevail. Nothing in this Handbook constitutes a promise or a binding agreement.

The Hospital reserves the sole right to amend or make changes to the Handbook; therefore, revisions to the information, policies and benefits described herein are subject to change at any time. Efforts will be made through regular channels to see that employed Physiciansare notified when changes are made, which may include assignment through the Hospital’s online learning system.

Questions about application, interpretation, or clarification regarding any information contained in this Handbook may be directed to the Vice President of Human Resources.

Physicians may be referred to as “Physician”, “Physicians” or “employees” in this Handbook.

HISTORY AND GOVERNANCE

Perry Memorial Hospital is named in memory of Mrs. Julia Rackley Perry, a former resident of Malden, Illinois, who provided for the construction of a hospital for Princeton in her final bequest.

On June 17, 1920, the Hospital was opened. A number of additions, demolitions and major improvements have taken place for continuous upgrades throughout the decades. Throughout the years many dedicated community members, members of the boards of directors for the hospital and foundation, physicians, area businesses, organizations, volunteers, auxiliary, staff, administration and others have continued the legacy of helping Perry provide quality, compassionate healthcare services, through their generous support of Perry Memorial Hospital.

Additionally, Perry Memorial Hospital has been able to take advantage of an offer that was made to small, rural hospitals in order to receive better reimbursement under Medicare. By applying for and receiving the designation of a Critical Access Hospital (CAH), Perry has been able to receive cost based reimbursement for Medicare patients’ hospital expenses. The

CAH designation requires that the inpatient hospital census usually be restricted to 25 patients.

Perry Memorial Hospital is an enterprise fund of the City of Princeton. It is operated by a Board of Directors, appointed by the Mayor and approved by the City Council.

NEW EMPLOYED PHYSICIAN ORIENTATION:

Standard Physician Orientation topics include:

a. Mission

b. General Employment Information, including

Organizational Chart

Standard Employee Benefits

c. Policies

d. Corporate Compliance Program, including Code of Conduct

e. Basic Computer Training and relevant technology education

f. Workplace Safety, Security & Health, including

Emergency Plans, Incident Reporting and safe work practices

Infection Control program

g. Customer Service

h. Performance Improvement Program

Rapid Response Team

Performance Indicators

i. Patients’ Rights and patient needs, including use of restraints

j. Advance directives

k. Suspicion of abuse and neglect of patients

l. Employee benefits

m. Harassment

n. Department Specific Orientation

PERSONNEL FILES

Physician personnel files are maintained by the Human Resources Department and are considered confidential. The files will remain locked unless access is required.

Personnel files will contain documents such as basic employment data and other employment practices, employee status changes and personnel action notices, signed agreements and receipts, continuing education, position and performance documentation, credentials and licensure, disciplinary actions or related documents, correspondence, exit interviews and termination records.

Personnel records are the property of Perry Memorial Hospital. Managers and supervisors other than Human Resources may only have access to personnel file information on a need-to-know basis and in accordance with state and federal laws. A manager or supervisor considering the hire of a former employee or transfer of a current employee may be granted access to the file, or limited parts of it in accordance with anti-discrimination laws.

Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file information. This decision will be made at the discretion of the Company or the Human Resource Department in response to the employee’s request, a valid subpoena, or a valid court order.

Personnel file access by current and former employed Physicians, or a representative of the Physician or former Physician upon request will generally be permitted within 7 working days of the request. Copies will be provided to a Physician in accordance with the Illinois Personnel Records Review Act. If a Physician requests that copies of a personnel file be provided to a third party, the Physician must complete an Authorization of Release of Records request.

Personnel files are to be reviewed in the Human Resource Department. Personnel files may not be taken outside of the department.

PERSONAL INFORMATION

Physicians should notify the Human Resources Department immediately with any change in:

address and/or telephone number

marital status

emergency contact

number of income tax deductions

other changes in personal status which may be pertinent to employment or benefits.

PERSONAL APPEARANCE AND GROOMING

All employees, including physicians, are expected to maintain a neat and groomed appearance, keeping in mind that customers often form opinions about the quality of our service based on first impressions and our personal appearance. Consequently a professional image promotes positive public relations and public confidence in the hospital as a quality healthcare provider. All Physicians contribute to the image of the hospital through proper dress and professional appearance, and all Physicians are expected to comply with the following guidelines.

To provide easy identification for patients and visitors, all Physicians will be issued, and must wear in a prominent location, a Hospital name tag while they are on duty. Name tags are considered Hospital property and are not to be defaced or altered in any way. Replacements may be obtained from the Human Resources Department. Pins, buttons or other adornments

that are job/hospital related are allowed on ID lanyards/badges, provided they do not obscure the employee’s name, title or photograph.

For all Physicians, clothing should be professional attire, neat, clean, attractive, in good repair, adequately pressed and in good taste. All items of apparel should be of an appropriate length and fit to facilitate movement, protect modesty and portray a positive, professional/appropriate image. Footwear with nylons/socks is required, no open toed shoes permissible. Examples of unacceptable personal appearance include, but are not limited to the following: visible offensive or large (in excess of 3” by 3”) tattoos and piercings, excessive earrings (see General Grooming Guidelines), tank tops; jeans; shorts; capri or sweat pants and other fitness apparel, stretch pants, t-shirts, sweatshirts, including “hoodies”, see-through, low-cut, off-shoulder or midriff-baring shirts, and tops with any printed messages, unless PMH logo or pre-approved from the Department Director. Scrubs are considered appropriate apparel for Physicians.

General Grooming Guidelines:

Every Physician is responsible for ensuring they portray a professional and pleasant appearance, which includes proper personal hygiene. Physicians are expected to be free of bad breath and body odor. Hair (including facial hair) must be clean and neatly groomed, of a predominantly natural color and maintained to not interfere with job performance. Fingernails should be clean and of a length appropriate to the job tasks, following department policy, where applicable. Physicians are discouraged from wearing fragrances, as some patients may have fragrance sensitivity.

Jewelry is allowed, following any departmental requirements. However, no visible body piercings are acceptable except for earrings, limited to 3 earrings/ear.

Meeting Attire: Casual clothing will be acceptable for attendance at unit, committee or other meetings that the Physician attends on a scheduled day off.

Exceptions: Occasional exceptions to the guidelines will be made for approved promotions/events. T-shirts that have been ordered or distributed for promotions are not acceptable as regular work clothing, unless when worn as part of a departmental or hospital sponsored event, which will be communicated at that time.

COMMUNICATIONS

Communication plays a critical role in the success of the Hospital, and ensuring effective lines of communication are in place is essential to that success.

Chain of Command is the formal communication process between the employees and Leadership. The organizational chart located in the Administrative Manual, available on the PMHWeb demonstrates the appropriate reporting structure.

The Human Resources office may be consulted for clarification of policies and personnel needs.

The suggestion box is located outside the cafeteria on the ground floor for employees wishing to offer a suggestion. Employees may leave their suggestion signed or unsigned.

Unit or departmental meetings take place to discuss matters of quality assurance and common issues.

To report any type of harassment, follow the lines of communication and authority as defined in the Harassment Policy in this Handbook.

Employee Forums are held quarterly to encourage communication and provide regular employee updates. Physicians are encouraged to attend.

The monthly Perry Press newsletter and the Medical Staff newsletter are a one-way form of communication providing updates, announcements and education to staff.

CEO Blog is located on the PMHWeb Bulletin Board and is also included in each Medical Staff newsletter for your convenience.

Physicians are included in Physician Rounding

COURTESY

All Physicians shall maintain a standard of behavior and courtesy that will contribute to and support high standards of patient care, high levels of patient satisfaction with services and good community relations with our patients, visitors and employees. Each Physician is responsible for ensuring the intent of this standard is carried out in practice by displaying courtesy, friendliness and a caring attitude toward any customer or employee with whom you may come into contact.

The following list of Physician behaviors offers clear expectations regarding courtesy. This list of behaviors includes, but is not limited to, the following:

A. Telephone etiquette: identify at least your department and your name.

B. Address people appropriately, i.e., Mr., Mrs., Dr., Pastor, etc. Never use “honey”, “dear”, “gramps”, or “lady”.

C. Offer your assistance, give directions or escort people to their destination.

D. Inform patients, family members and others about what to expect, i.e., wait times, explanation of procedures, etc.

E. Respect the patient’s right to privacy.

F. Keep all patient matters confidential at all times.

G. Direct information or questions to the appropriate person or persons.

H. Respect the differences between all individuals (patients, visitors, employees).

I. Respond to messages including voice mail and electronic mail in a timely fashion.

J. Listen and pay genuine attention to what people are saying to you.

K. Take responsibility for your own actions and admit your mistakes.

L. Be a good team member. Teamwork is critical for a smooth operation of the hospital and for the safety of its patients.

The failure to communicate is a leading cause of medical errors. A Physician’s failure to communicate in a professional manner with patient families and co-workers when called upon to answer questions or provide information will be considered a violation of Hospital policy and will subject a Physician to discipline up to and including termination of the Physician’s Employment Agreement.

Information Posting

Electronic bulletin boards are located throughout the hospital in lobbies and in the cafeteria. Information displayed includes position openings and current events. Refer to Administrative Policy #600 for the appropriate procedure to request material to be displayed on these bulletin boards.

Employment information is also displayed on the bulletin board located in the hall outside of the cafeteria on the lower level. The posting or removal of material on this bulletin board will be at the discretion of the Human Resources Department or the President. A current events bulletin board is available on the PMHWeb home page.

All Physicians and other employees are expected to check the bulletin boards periodically for new and/or updated information and to follow the rules set forth in all posted notices.

Solicitation and Distribution

Except for approved employee programs or hospital sponsored activities, Physicians and other employees may not sell merchandise, request financial contributions or solicit for any other cause during working time, nor may Physicians or other employees distribute literature/materials of any kind in work areas at any time, including electronic solicitation/distribution. Under no circumstances may a Physician or any other employee disturb the work of others to solicit or distribute literature to them during their working time.

Non-employees are not permitted to distribute literature or solicit on behalf of any organization, fund, activity or cause at any time on hospital property unless approval by Hospital Administration has been afforded in advance.

“Working time” includes the working time of both the Physician or employee doing the solicitation or distribution and the employee to whom it is directed. It does not include break or lunch times.

EQUAL EMPLOYMENT OPPORTUNITY

Perry Memorial Hospital complies with applicable laws governing non-discrimination in employment and conforms to all terms and conditions of employment and provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, sexual identity, national origin, age, disability, genetic information, marital status, or status as a covered veteran or unfavorable discharge from military service and in accordance with applicable local, state and federal laws. This equal opportunity policy applies to all Hospital activities including, but not limited to, recruiting, hiring, placement, training, transfers, promotions, demotions, job duties, layoff, recall, leaves of absence, compensation, benefits, application of policies and termination.

REASONABLE ACCOMMODATION

It is consistent with the philosophy of the Hospital and the requirements of the Americans with Disabilities Act (ADA) and the Illinois Human Rights Acts that Perry Memorial Hospital provide a “reasonable accommodation” to qualified individuals with disabilities who can otherwise perform the essential functions of the applicable position.

“Disability” refers to a physical or mental impairment that substantially limits one or more of the major life activities of an individual or a record of such impairment or being regarded as having such an impairment. A “qualified person with a disability” means an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the job.

When a qualified individual with a disability believes that he/she may be able to perform the job’s essential functions, but cannot do so without a “reasonable accommodation” the individual should request, preferably in writing, to the individual’s appropriate Leadership or to Human Resources. Once the request for “reasonable accommodation” has been made, an interactive process is initiated in which Perry Memorial will consider the appropriateness of the requested accommodation and whether such an accommodation may be granted without creating an undue hardship for the Hospital.

The process to be followed in determining whether a “reasonable accommodation” may be granted includes, but is not limited to the following:

Consideration of the requested “reasonable accommodation” by others within the management of Perry Memorial including, but not limited to, the appropriate department Leadership, Director of Human Resources, and the President/CEO.

Discussions with the otherwise qualified individual concerning ideas that he/she may have that would allow him/her to satisfy the job’s essential functions.

Consultation with appropriate health care professionals for assistance in reviewing and exploring possible “reasonable accommodations” that would allow the otherwise qualified individual to perform the job’s essential functions.

The qualified individual with a disability who has requested a “reasonable accommodation” will be notified by Perry Memorial of the results of this review process. An accommodation will be granted by the Hospital unless the accommodation is not reasonable in that it is not possible to accommodate the disability, or it results in an undue hardship for the Hospital and/or the individual’s performance of the job will result in a direct threat of serious harm to the individual or to others (and that threat cannot be reduced to an acceptable level or eliminated altogether through the provision of a “reasonable accommodation”)

The provisions of this policy are applicable to current Physician employees of Perry Memorial and/or to candidates for employment.

HARASSMENT

Perry Memorial Hospital is committed to provide a work environment in which all individuals are treated with respect and dignity. In keeping with that commitment, it is our goal to ensure our employees work in an environment free of discrimination and illegal harassment based on

membership in any protected class, including race, color, religion, sex (including pregnancy), sexual orientation, sexual identity, national origin, disability, genetic information, age, religion, or any other protected class or activity under anti-discrimination statutes.

Harassment is unwelcome conduct that is based on an employee’s membership in a protected class. While it is not possible to list all circumstances that constitute unlawful harassment, the following are limited examples of such unlawful harassment: offensive jokes or pictures (including verbal, visual, electronic, display, or circulation of such material), slurs, epithets or name calling, physical assaults or threats, or offensive or otherwise unwanted touching, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures,

unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment.

Conduct is considered unlawful harassment where 1) enduring the offensive conduct becomes a condition of continued employment or impacts a tangible employment benefit, or subjects the employee to a significant change in employment status. That is referred to as “Quid Pro Quo” sexual harassment or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. That is referred to as Hostile Work Environment Sexual Harassment. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws.

Harassment can occur in a variety of circumstances, including, but not limited to, the following: The harasser can be the victim's supervisor, a supervisor in another area, an agent of the employer, a co-worker, or a non-employee; the victim does not have to be the person harassed, but can be anyone affected by the offensive conduct (including one who witnesses the harassment); and the unlawful harassment may occur without economic injury to, or discharge of, the victim.

It is, therefore, our policy that any form of harassment is unacceptable and will not be tolerated. Employees found violating the Harassment policy, will be subject to disciplinary action up to and including termination, whether or not the harassment occurs within the work place, at Hospital sponsored events or results in retaliation at the Hospital regardless of when the harassment occurred.

Employees are encouraged to inform the perceived harasser directly that the conduct is unwelcome and must stop. However, employees are not required to inform the perceived harasser and should not if not comfortable doing so. If an employee informs the perceived harasser that the conduct is unwelcome and that it must stop but the harassment continues, or if the employee is not comfortable confronting the harasser, the , employee is to to report the harassment , so the Hospital can take appropriate steps to stop the offensive conduct If you feel that you have experienced and/or witnessed any form of discrimination or unlawful harassment, you should immediately report the conduct, all details of the alleged discrimination or harassment and its connection to a protected class to your Supervisor or the Vice President Human Resources. If you do not feel comfortable reporting the harassment to

your Supervisor or the Director of Human Resources you may report the harassment to any Supervisor or Administrator. The Vice President of Human Resources is located in the Human Resources Department or can be contacted at 876-2250.

If any of these people are responsible for the conduct that violates the policy, or are otherwise not available, then you should immediately notify any one of the following persons: President/CEO at 876-2234; or 876-4497 (VP/CFO), 876-4432 (VP/CCO), or 876-2271 (VP/CNE.)

Although an oral report of discrimination or harassment will be accepted, the employee may be requested to follow-up the oral complaint in writing, with all known details. All complaints of violations of this policy will be investigated promptly, thoroughly and impartially and corrective action will be taken as determined by the Hospital to be appropriate under the circumstances.

To the extent possible, the investigation will be handled in a confidential manner and to protect as much as possible the identities of the persons involved. All employees involved in a complaint or investigation are expected to take reasonable steps to protect the privacy of the individuals involved.

If the allegations are unfounded and the complainant made false allegations in a deliberate or malicious attempt to injure another person, the complainant will be considered to have violated this policy and the appropriate disciplinary action will be taken as determined by the Hospital to be appropriate under the circumstances.

If a complaint cannot be substantiated but there is no evidence that complainant intentionally made false allegations, neither the complainant nor the alleged harasser will be found to have violated this policy.

The Hospital will take appropriate actions up to and including termination against an employee who engages in discrimination and/or harassment.

Employed Physicians shall also comply with the Hospital Medical Staff Disruptive Behavior Policy which is incorporated herein by reference and made a part of this Physician Handbook.

DRUG FREE WORKPLACE

Perry Memorial Hospital is committed to protecting the health, safety and wellbeing of its employees, their families, its patients and visitors. Alcohol abuse and illegal drug use pose a significant threat to our mission and therefore, it is the policy of the Hospital to maintain an environment that is free from the influence of alcohol and other drug use by any of its employees.

It is an expectation of the Hospital that all employees arrive for work in a condition free of alcohol and illegal drugs, as well as to remain free of such while on the job.

As part of the Hospital’s commitment to maintaining a drug free workplace:

All offers of employment to potential candidates are made on a contingent basis in accordance with Administrative Policy #440, Hiring Employees.

Employees are subject to reasonable suspicion testing based upon, but not limited to, apparent workplace use, possession or impairment from drugs and/or alcohol. When the situation presents itself, all employees are responsible for supporting the Hospital’s commitment by reporting reasonable suspicion of on-duty coworkers to their Supervisor.

Employed Physicians involved in a work-related injury, accident or traffic violation that requires medical treatment beyond first aid or that suggests possible use of drugs or alcohol in the incident, or commits a medical error or errors or engages in inappropriate conduct while providing clinical services which reasonably indicates possible use of drugs or alcohol may be subject to drug and alcohol testing.

Random drug screenings will be conducted of employees in accordance with the Ambulatory Care Services, Community Drug Testing Consortium policy and drug testing procedures.

The unauthorized or unlawful manufacture, sale, distribution, use, concealment, transportation, distribution, or theft of illegal drugs, controlled substances, alcohol, drug paraphernalia or any intoxicants subject to abuse while on Hospital property, while participating in Hospital related business, or activities which compromise and/or adversely impact the mission or reputation of the Hospital is strictly prohibited. Individuals who engage in such conduct or who fail to cooperate with any action deemed appropriate to enforce this policy will be subject to disciplinary action up to and including termination and possible legal action.

If an employee refuses to submit to a drug/alcohol screening when requested or adulterates/dilutes/substitutes or otherwise tampers with the testing procedure will be subject to disciplinary action up to and including termination.

It is the responsibility of a Physician to seek assistance for his/her alcohol and/or drug problems before job performance is affected, patients become endangered and/or the problem becomes apparent. Confidential drug and alcohol counseling, in addition to information, education, assessment and referral, is available through the Employee Assistance Program (EAP).

The Hospital will reasonably assist and support Physicians who voluntarily seek help for such problems before becoming subject to discipline and/or termination under this or other Hospital policies. Treatment may be covered by the employee benefit plan, but ultimately the financial responsibility for recommended treatment belongs to the Physician.

Management may at any time inspect a Physician’s locker, work area or personal property on Hospital premises while that Physician is on duty if there is reason to believe the Physician is in violation of this policy. Management may also inspect a Physician’s vehicle on Hospital premises if there is reasonable suspicion that the vehicle is involved in the use, storage, distribution or sale of alcohol or illegal drugs.

Following a violation of the Drug Free Workplace policy, a Physician may be offered one opportunity to participate in a rehabilitation program deemed appropriate for the individual through EAP assessment. Failure to comply with treatment recommendations prescribed through the program and/or failure to comply with the return-to-work agreement will be

considered a breach of the Physician’s Employment Agreement and may be subject the Physician to disciplinary action up to and including termination.

When the use of legally prescribed and/or over-the-counter medications (consistent with appropriate medical treatment) while on duty adversely affects the employee’s job performance, the ability of the employee to perform the essential functions of the job, or affects the safety of the Physician, patients or others, he/she will be consulted to determine if the Physician is capable of continuing to perform the job or if other action may be required.

The Hospital will comply with all policies, procedures and regulations required by federal and state agencies. If an act is required to be reported under local, state or federal law or licensing regulations, appropriate action will be taken by the Hospital.

WORKPLACE SECURITY

The Hospital is committed to comply with all Federal and State health and safety rules and regulations. Refer to Admin Policy #820, Security and Personal Safety for specific details and expectations in regard to Perry Memorial’s commitment to provide employees, patients and visitors with a safe and secure environment.

To further that commitment, Perry Memorial Hospital will not tolerate violence in the workplace or the threat of violence. Activities prohibited by PMH employees include, but are not limited to, hitting, pushing, kicking, holding, shoving, unwelcome or unlawful physical contact with another, impeding or blocking the movement of another person, and/or verbal threats. Unacceptable conduct may take the form not only of actual physical violence or threats, but also intimidating phone calls or emails, stalking, vandalism, theft or other forms of inappropriate aggressive behavior. Possession of objects that are for the purpose of injuring or intimidating others is strictly prohibited.

Actions perceived as jeopardizing coworker, patient, visitor or other personal security and safety will be treated as serious violations under this policy PMH does not tolerate threats or threatening behavior by employees toward each other or toward staff, patients or visitors.

Employees who believe they have been subjected to behaviors in violation of this policy should immediately report the incident to their Department Head, Vice President or Human Resources. All complaints of violations of this policy will be investigated promptly, thoroughly and impartially and corrective action will be taken as determined by the Hospital to be appropriate under the circumstances. Appropriate actions may include prosecution for those who commit criminal offenses against the Hospital, on Hospital premises, or on Hospital owned/leased properties.

If the allegations are determined to be false and it is further determined that the complainant made such allegations knowing them to be false, the appropriate disciplinary action will be taken as determined by the Hospital to be appropriate under the circumstances.

WORKPLACE SAFETY

Each employee is required to assist in preventing accidents and injuries by reporting to his/her Supervisor any hazards noticed with the equipment or building. All employees are

expected to utilize all available protective equipment/supplies and comply with the Incident Reporting procedure for all injuries sustained on the job by employees, regardless of severity. Refer to Admin Policy #450 Incident Reporting for specific details and expectations.

Employees are responsible for knowing the Hospital’s safety regulations and the contents of the Hospital’s Emergency Operations Plan Manual. The Emergency Operations Plan Manual is accessible for all employees to review and can be found on the PMHWeb.

Minimal Lift Policy

It is the policy of Perry Memorial Hospital to facilitate a culture of safety by using appropriate equipment to lift, position, mobilize or transfer patients and heavy objects. All employees of Perry Memorial Hospital must use proper body mechanics and available safety / lift / transfer equipment when lifting, positioning, mobilizing or transferring patients or inanimate heavy objects.

Any employee that does not use available safety and lift equipment will be subject to coaching / counseling and retraining, then subsequent discipline for continued non-compliance.

All injuries incurred during the lifting process will be investigated thoroughly by the department manager and the Safety Officer. Coaching /counseling and retraining occur as deemed necessary.

Patient lifting / transferring aids available include Gait belts (to be used on all transfers where the patient needs assistance,) Slider boards, SLIPP, Sit-to-Stand (refer to Sit-to Stand Lifting policy #5286 in Nursing Policy & Procedure (P&P) Manual, Hoyer lifts (refer to Nursing P&P Hoyer policy, #4090, ) and also refer to PCM (Patient Care Manual) #116.00 Lifting and Transferring a Patient for additional information.

Non-patient lifting / transferring aids include additional staff, step ladder (for items at or above shoulder height,) tripod, block and tackle, two-wheeled and four-wheeled carts, pallet jack, or seek assistance of Plant Operations personnel for non-patient lifting.

Manual lifts are used only for minimal loads and emergency situations.

Lift Assist Team Program

The safety of our staff, patients, visitors and guests is of utmost important, therefore a Lift Assist Team program is in place at Perry Memorial. The Lift Assist Team consists of staff from various departments across the hospital, both clinical and non-clinical, who have been trained to use a variety of lifting and transfer devices and on the principles of good body mechanics.

The purpose of the team is to assist in the lifting or transferring of a patient, visitor or guest of the hospital.

Post Incident Screenings

When employees present to the Emergency Department for post incident treatment, they will be referred to Ambulatory Care Services for immediate alcohol and drug screening after receiving appropriate treatment. When seeking treatment through another medical provider, the employee will be referred to Ambulatory Care Services for alcohol and drug screening upon scheduling an initial appointment with provider.

The Ambulatory Care Department will perform testing. If an initial test is positive, a confirmation test is performed. The Human Resources Department will be notified of the screening results and will be responsible for informing the employee of the results. A confirmed positive screening may result in disciplinary action, up to and including termination, in accord with the Drug Free Workplace policy of the Employee Handbook.

WORKPLACE HEALTH

It is the policy of Perry Memorial Hospital that all forms of tobacco use is prohibited within any PMH facility or in any PMH owned or leased buildings, grounds, parking lots, ramps, vehicles and sidewalks adjacent to PMH properties. Refer to Admin Policy #750 Tobacco Free Facility for specific details and expectations.

Nursing Mothers in the Workplace

Perry Memorial Hospital will provide nursing mothers with reasonable accommodations by providing time for expressing breast milk, to be taken prior to the last hour of her work schedule, and to run concurrently with paid break time and lunch break already provided. If the nursing mother cannot express within the time allotted for paid breaks/lunch, additional time used will be unpaid. Working with her manager, the employee should make every effort to schedule this activity at a time that is conducive to both the employee’s needs, as well as the department’s needs. A suitable location that is private, shielded from view, free from the intrusion of coworkers and the public and in close proximity to the work area will be provided. Due to individual circumstances additional needs may be requested through Human Resources; however, abuse of the guidelines will not be acceptable

STANDARD EMPLOYEE BENEFITS

Employed Physicians are eligible to participate in standard employee benefits as afforded to them in their employment agreement:

National Holidays: the Hospital designated National Holidays are as follows:

New Year’s Day Memorial Day

Independence Day Labor Day

Thanksgiving Day Christmas Day

As document in the physician employment agreement the use of PTO is required on these days unless the physician works the day.

JURY DUTY / COURT SUMMONS

Employed Physicians shall be granted unpaid time off for Jury Duty or in order to comply with a lawful summons or subpoena. Upon receipt of official notification from state or federal courts, of an obligation to serve on a jury or to act as a court witness, employees should notify their supervisor. The employee is required to provide copies of the subpoena or jury summons to appropriate Leadership, who will make scheduling adjustments to accommodate the employee’s obligation. The Department Director will forward the documentation to Human Resources upon receipt.

LEAVE OF ABSENCE

Family Medical Leave Act (FMLA)

Eligible employed Physicians may take a family or medical leave up to 12 weeks of unpaid, job-protected leave in a rolling 12 month period, measured backward from the first day of leave. Leave entitlement will be granted for one or more of the following reasons:

for the birth and care of a newborn child of the employee,

for placement with the employee of a son or daughter for adoption or foster care,

to care for the spouse, a child, or parent of the employee with a serious health condition,

to take medical leave when the employee is unable to work because of his/her own serious health condition, or

for qualifying exigencies arising out of the fact that the employee’s spouse, child or parent is on active duty or called to active duty status as a member of the National Guard or Reserves in support of a contingency operation.

Eligible employees who are a spouse, child, parent or the next of kin of a current member of the Armed Forces, including a member of the National Guard or Reserves, with a serious injury or illness may also be granted up to a total of 26 weeks of unpaid leave during a rolling 12 month period to care for the service member.

Eligible employees are those completing at least 12 months of employment and working at least 1,250 hours during the previous 12-month period. If the FMLA leave is not for the employee’s own illness or injury, the employee is required to use his/her PTO time in conjunction with the FMLA leave. If the leave is for the employee’s own serious health condition, the employee is required to use available PTO time. PTO will be paid out at the employee’s documented FTE status.

To request FMLA, employed Physicians should first consult the CEO of the need, then Human Resources. Employees are required to provide a 30-day advance notice of the need to take FMLA leave when the need is foreseeable and such notice is practicable. If the leave is not foreseeable 30 days in advance, the employee must provide notice as soon as practicable under the facts and circumstances of the particular case. Documentation will be issued to the employee which will need to be completed and returned to Human Resources as indicated. For additional information refer to the FMLA Fact Sheet available on the PMHWeb or in Human Resources.

An employee who returns to work prior to exhausting the FMLA leave shall be restored to the former position held or to a position with equivalent duties, number of hours, benefits, pay and other applicable terms and conditions of employment. The position with equivalent duties may not be the same shift worked as prior to the FMLA leave. Certain employees may be denied restoration to their position after FMLA leave if they are among the highest paid 10% of the employees, and guaranteeing their return to the former or equivalent position would cause substantial and grievous economic injury to the Hospital’s operations. Such highly compensated employees will be notified by the Hospital of its intent to deny restoration and will be given an opportunity to end the FMLA leave and return to work.

During FMLA leave, an employee will be required to provide periodic reports on his/her status and intent to return to work. If an employee fails to provide updates as instructed or to return to work at the conclusion of the leave of absence, the leave will be cancelled and the employee will be considered to have resigned. Job protection is not guaranteed if an employee leave extends beyond FMLA rights.

Military Leave

Military leave will be granted to all employees in accordance with Federal Law, not to exceed five years of cumulative service. Upon return from uniformed services, service members who meet the law’s eligibility requirements will be reinstated to the job and benefits that would have been attained if they had worked continuously at Perry Memorial Hospital, or in some cases, a comparable job. Employees must apply for reemployment timely and in accordance with the Federal Law. Employees who fail to reapply within the prescribed time after conclusion of service or who have been separated from service with a disqualifying discharge will be considered to have

voluntarily resigned from Perry Memorial. Employees seeking Military Leave must submit written advance notice of the service, unless precluded by military necessity, to the Director and Human Resources.

Military Reserve Leave

Military Reserve Leave will be granted to all employees for annual Reserve or National Guard training sessions up to a maximum of fifteen (15) calendar days, and in accordance with Federal and State Law. This period will be regarded as time worked for the continuation of employee benefits. For regularly scheduled days employees will receive the difference in compensation between their usual straight time hourly rate, including shift differential where applicable, and their military pay. Employees must submit written advance notice, unless precluded by military necessity, of the service to the Director and Human Resources.

Personal Leave

A Personal Leave of Absence may be requested for a maximum of 30 calendar days. To request a personal leave, an employee must submit a written request to his/her Director and the Human Resources Director and must include the intent and reason(s) for the personal leave. Personal Leaves are not intended for extension of or in connection with a Medical Leave.

VESSA (Victims’ Economic Safety and Security Act)

VESSA provides an employee who is a victim of domestic violence, or who has a family or household member who is a victim of domestic violence, with up to 12 weeks of unpaid leave per any rolling 12 month period to address issues arising from domestic or sexual violence. The leave may be taken to seek medical attention for or recovery from injuries caused by domestic or sexual violence, to prevent domestic or sexual violence including seeking victim services, or to provide treatment, counseling or legal assistance for victims of such abuse or violence.

The employee shall provide the employer with at least 48 hours advance notice of the intention to take leave, except in cases where it is not practicable to provide such notice.

The employee will be required to provide certification that leave is to be taken for one of the purposes noted above. Certification may be submitted in the form of a sworn statement from the employee and corroborating evidence such as documentation from a victim services organization, attorney, clergy member, medical or other professional providing assistance, court or police reports, etc.

EMPLOYEE ASSISTANCE PROGRAM

Perry Memorial Hospital provides an employee assistance program (EAP) called LifeWorks for all employees and their family members. The program is designed to provide assistance for a broad range of reasons. The program provides professional assistance for employees and their family for life’s challenges, questions and concerns. EAP can be used for personal

and confidential advice on children, eldercare, health, finances, legal matters, family, chemical dependency, marriage, etc.

Direct (face-to-face) treatment is limited to 4 sessions per issue with the Counselor, while phone sessions are unlimited.

An employee who seeks direct EAP treatment, either voluntarily or through a management or outside referral, must attend treatment on his/her own time or must request approved time off for treatment if sessions occur during the employee’s scheduled work time. Employees will not receive pay for time spent in EAP proceedings.

STANDARD EMPLOYEE BENEFITS

Perry Memorial offers a comprehensive benefits program including a variety of voluntary benefits to choose from. For specific details or a complete and current list of benefits, contact the Human Resources Director.

Section 125 Plan

Payroll deductions for employees participating in the medical, dental, and vision plans are automatically deducted and specific other voluntary programs through the Section 125 plan. The Section 125 Plan allows an employee to have pre-tax money taken out of his/her paycheck to cover eligible expenses. Eligible employees may participate in the Section 125 Plan for other deductions such as medical flexible spending or childcare reimbursement. Information is available in the Human Resources Department.

Health Plans

Perry Memorial Hospital’s Health Plan consists of a variety of deduction options, coverage levels, as well as a dental plan. Employees contribute toward the cost of coverage in amounts determined by the Hospital. Premium schedules and plan descriptions are available in the Human Resources Department and on the PMHWeb.

Retirement Plans

Perry Memorial Hospital provides employees with a choice of retirement options. Refer to the “Retirement Options Fact Sheet” located on the PMHWeb or in Human Resources for a side-by-side comparison of the plans.

Illinois Municipal Retirement Fund (IMRF)

This retirement option is a defined benefit program provided through Illinois Municipal Retirement Fund and is available to all employees hired to work 1,000 hours or more per year (.20 FTE or higher.) The Plan provides life insurance, disability and retirement. Employee contributions are not subject to income taxes. Eligible employees may enroll in the IMRF Pension Plan upon their first day of employment.

Perry Retirement Plan

This deferred compensation plan is available to all employees hired to work 1,000 hours or more per year (.5 FTE or higher.) The Plan provides life insurance, double indemnity for accidental death, disability and retirement. Employee contributions are

not subject to income taxes. Eligible employees must be 21 years old and may enroll in the Perry Retirement Plan first of the month following 90 days of employment.

Note: an employee is only eligible to participate in one retirement plan which provides Hospital contribution at any one time.

Credit Union

Membership in the Healthcare Associates Credit Union is available to all employees. Enrollment forms, payroll deduction forms and loan forms are available in the Human Resources Department.

Direct Deposit Program

An employee may elect to have all of his/her paycheck automatically deposited each pay period to his/her account(s). Information is available in the Human Resources Department.

REVD: 06/14, 5/18