Call :La 318-865-1200
Tx 214-618-1676
Regain Memory Center
SAM Estate Inc. & Neurology & Headache Center Inc.
EMPLOYEE POLICY MANAUAL
TABLE OF CONTENTS
Introduction
- Resources
- Employee Policy Manual
- Equal Opportunity Employment
- Employee Conduct and Performance
- Prohibition of Harassment
- Prohibition Of sexual Harassment
- Complaints
- Confidentiality
INTRODUCTION
This is an incredible time to be a part of Sam Estate Inc /Neurology & Headache Center Inc/Dental Health Clinic Inc/Regain Memory Center/ Headache TBI memory Research Institute will be address as the company. It is a privilege to have the opportunity to lead such a talented and dedicated group of individuals. Our company is unique with its diverse background of healthcare leaders and promising future in providing patients with concierge services without the concierge price while also providing a five star best-in-class patient experience.
The character of our company comes from the effort and integrity of our employees, because we each hold ourselves to the highest standards. Our patients and colleagues trust us to do the right thing, to behave ethically, empathetically, respectfully, and to represent and reflect this phenomenal company in the best way possible at all times.
Our Employee Policy Manual reiterates Sam Estate Inc /Neurology & Headache Center Inc/Regain memory center/Dental Health Clinic Inc’s high standards of conduct and also offers guidance on issues and situations you may face during your tenure. Please review these policies and use them as you perform your important role for this company.
With thanks for your service and enthusiasm,
Company Senior Leadership Team
RESOURCES
THE GUIDELINE
Complaints regarding EIRs accounting, internal accounting controls or auditing matters
Guidance on any business conduct related issue
Report suspected unethical/illegal conduct or policy violations at company
Anonymous reporting option
HUMAN RESOURCES frequent ask questions
Human Resources: Name:Ms. Jenifer Lachney, jennifer@Regaimemory@gmail.com/3182869717
- Health Benefit package as small entity we are are unable to provide health benefit package
- Benefits and Paid Time Off- None
- Leaves of absence and FMLA-None
- Retirement package - None
- Any employee concerns or HR matters
- Questions regarding policies in this manual, departmental policies or possible policy violations
- Accommodation requests based on disability or religious beliefs
- HR professionals will ensure appropriate members of the Employee Relations team are involved.
EMPLOYEE POLICY MANUAL
This Employee Policy Manual contains information about the general employment policies and practices of Company, Inc., its subsidiaries and their managed medical practices. An employee is defined as any individual who is employed by Company, Inc.
All employees must review this Handbook and confirm his/her understanding by signing the Employee Handbook Acknowledgement form.
This Employee Policy Manual supersedes all Employee Handbooks and verbal policy statements period of (01/01/18 to 12/31/18 (01/01/19 to 01/31/19) and (01/01/2020 to 12/31/2020)
- Company reserves the right to revise, delete, and add to the provisions of this Handbook. Any updates can be obtained by contacting Human Resources.
- No verbal statements/representations can change any of the provisions of the Handbook.
- If information in the Employee Manual Policy is in direct conflict with the employee written employment agreement or offer letter, then the terms of the offer letter will prevail.
- Not all of the benefits or reimbursements described in the Employee Manual Policy may be available to every employee. Please speak with Human Resources if you should have any questions.
- If anything in this Handbook conflicts or contradicts with federal, state, or local law, then such law will prevail.
- Nothing in this Manual should be interpreted as a restriction on employees’ legal right to discuss their terms and conditions of employment with another for their mutual protection and benefit. Any employee who believes compliance with the policies in the Manual would conflict with this legal right should promptly discuss the matter with their Human Resource Representative.
- Nothing contained in this Employee Manual Policy shall be construed as creating any contractual obligations on part of Company.
- This Manual is not intended to constitute an expressed or implied contract guaranteeing continued employment for any employee.
- This Employee Manual Policy should not be viewed as a comprehensive guide of all policies Company. Please speak with Human Resources and your Direct Supervisor for any departmental policies not listed in this Handbook.
EQUAL EMPLOYMENT OPPORTUNITY
Company Inc proudly provides equal employment opportunity for all employees and applicants and makes employment decisions consistent with this principle.
EMPLOYMENT DECISIONS
Company’s employment actions and decisions including recruitment, hiring, promotion, compensation, demotion, transfer, layoffs, termination and training are made without regard to an employee’s race, religion, color, sex, pregnancy, childbirth, medical conditions, sexual orientation, gender identity, national origin, age, marital status, military or veteran status, or disability (mental or physical), or any other category protected by federal, state or local law. Violation of this policy will result in disciplinary action, including immediate termination.
HARASSMENT
This policy also prohibits harassment based on any of these protected categories. Such violations of this policy will result in disciplinary action, including immediate termination.
COMPLAINTS
Employees who believe they have been harassed or discriminated against, or are otherwise aware of a violation of this policy, should follow the procedures outlined in the “Complaints” section of this Manual. These procedures include notifying a Senior Leader or Human Resources representative. Company will not tolerate retaliation against an employee who have made a good faith complaint or has cooperated with an investigation into a complaint.
Any employee found to have violated this Equal Employment Opportunity policy will be subject to discipline, including immediate termination.
Company expects all employees to conduct themselves professionally and to perform theirs jobs satisfactorily and will take action when employees do not meet the high standards of Company. This policy applies to the workplace (both on and off company property) and in other settings in which employees may find themselves in connection with their jobs which can occur after regular work hours or away from the regular workplace location.
PERFORMANCE
Company expects all employees to perform their jobs satisfactorily and to accept and productively and respectfully respond to feedback concerning their performance. Performances that fall below company standards may be addressed by such steps including verbal coaching counseling, written expectations, performance reviews, performance improvement plans, demotions and/or termination, as deemed appropriate by Senior Leaders and Human Resources in the particular circumstance. Poor performance or improper conduct may also impact an employee’s compensation, work assignment and/or ability to transfer within.
CONDUCT
While it is impossible to identify every type of improper conduct that may lead to disciplinary action as outlined above, employees should be aware that the following behavior will subject an employee to some form of discipline and in some cases, immediate termination.
Violation or any provision of this Employee Policy Manual or Departmental Policies.
Violation of HIPAA
Conduct toward the employee’s colleagues, patients, or anyone with whom the employee comes in contact with while performing work for EIR that is unprofessional, discourteous or disrespectful.
Disregard for any safety rule or procedure or any act of violence or other behavior that poses a risk of harm to the employee, colleagues, patients, or anyone else the employee comes in contact with.
Any act of theft, dishonesty and/or falsification
Misuse of any company benefits, perks, technology, and/or patient information
Being under the influence of any intoxicating substance while working
Circumvention of an established workplace protocol operating guideline or approval process
Improper conduct may be addressed by such steps as verbal coaching counseling, written expectations, performance reviews, performance improvement plans, probation, suspension, demotions and/or termination, as deemed appropriate by Senior Leaders and Human Resources in the particular circumstance.
EMPLOYEE AT-WILL
Employees should keep in mind that nothing in this policy or in Company implementation of discipline or performance management, changes the at-will nature of employment. As an employee, you are free to resign at any time, for any reason, with or without notice. Similarly, Company is free to terminate the employment relationship at any time for any lawful reason, with or without cause, and with or without prior notice.
PROHIBITION OF HARASSMENT
All employees of Company are expected to treat others in the workplace (colleagues, patients, and guests) with respect and must not engage in harassing or bullying behaviors. This policy encompasses behavior that is prohibited by law and behavior that, while not necessarily unlawful, nevertheless violates EIRs standards for workplace conduct. This policy applies to the workplace both on and off Company property and during both regular working hours or away from regular scheduled working hours. This includes other settings and social medial settings in which employees may find themselves engaged in connection with their jobs.
Harassment Policy
Harassing conduct that is based on a protected category (race, religion, color, sex, pregnancy, sexual orientation, gender identity, national origin, age, marital status, military/veteran status, disability (mental or physical) and any other category set forth in federal state or local law) is prohibited by law and will not be tolerated by Company. Conduct that may be considered as contributing to unlawful harassment when based on a protected category includes offensive jokes, slurs, disparaging comments or teasing. This includes unlawful harassment via phone, social medial, text, email, visual displays, etc. Such conduct can be unlawful with is particularly egregious or when it is repeated. Thus creating a hostile working environment and/or altering the conditions of ones employment.
Sexual Harassment Policy
Sexual harassment is another form of harassment based on a protected category and is prohibited by law. In addition to the already mentioned types of conduct, hostile environment sexual harassment can include offensive touching, staring, stalking, gestures, violating personal space, conversation containing sexual comments, requests for sexual favors, and other unwelcome advances.
Sexual harassment can take the form of “quid pro quo” harassment, which includes making unwanted sexual advances and/or requests for sexual favors where submission is a condition of employment or where submission to or rejection of the advances or requests is used as the basis for employment decisions.
In addition to colleagues, employees are prohibited from harassing patients and any others with whom they interact with in their work environment.
Company prohibition of harassment encompasses a broader range of conduct than what is prohibited by law. Therefore, these standards do not necessarily have to be met for EIR to determine that conduct has violated Company policy.
BULLYING
While bullying is not classified as an unlawful type of conduct, it is however strictly prohibited by Company. Bullying in the workplace can be classified as serious or repeated verbal or physical conduct that could reasonably be considered threatening, intimidating or humiliating; making derogatory or insulting remarks; intentional targeted isolation; or intentionally sabotaging or undermining another’s work performance.
PROHIBITION OF HARASSMENT
COMPLAINTS AND INVESTIGATIONS
Company strongly encourages employees to immediately speak up if they are subject to or witness conduct that is strictly prohibited by this policy. Employees who believe they have been subjected to harassment or bullying by a colleague, patient or other person in their workplace, should follow the procedures outlined in the complaints section of this manual. These procedures include notifying Human Resources personnel or a senior leader.
Company takes reports of discrimination, harassment and bullying very seriously. Senior leaders who are notified of possible violations, must notify Human Resources immediately. Every complaint will be investigated in the manner and to the extent appropriate to the circumstances. Investigations will be conducted confidentially and expeditiously as possible. Employees have an obligation to fully cooperate and to openly and honestly share information in any company investigation.
Company will not tolerate any form of retaliation against any employee who has made a good faith complaint or has cooperated with an investigation into a complaint. Employees who believe they may have been retaliated against should immediately report the conduct to Human Resources Personnel or a senior leader.
DISCIPLINE
Any employee found to have violated this policy will be subject to disciplinary actions, which may include Verbal warning, written memo, written warning and or termination.
COMPLAINTS
Employees are encouraged to discuss their work related problems and concerns with their immediate supervisor. In the event their problems or concerns are in regards to their immediate supervisor, the employee is encouraged to speak with a Human Resource representative personnel or a senior leader.
Company encourages employees to raise issues with their immediate supervisor as soon as the issue arises. If this complaint does not resolve the issue, employees are then encourage to raise the issue with Human Resources. Ideally, complaints are resolved within the employees department.
NO RETALIATION
Company will not tolerate any form of retaliation against any employee who has made a good faith complaint or has cooperated with an investigation into a complaint. Employees who believe they may have been retaliated against should immediately report the conduct to Human Resources personnel or a senior leader.
CONFIDENTIAL INFORMATION
HIPAA- Health Information portability & Accountability Act : Web page with linkage is provided for the employee to read online to follow the HIPAA policy
All employees are required to read the policy and then sign the employment agreement contract
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