FUNCTIONALPATHWAYSEMPLOYEEHANDBOOK

UpdatedJanuary1,2017

2017

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IMPORTANT

TheAcknowledgmentStatementattachedtothishandbookmustbesignedandreturnedtotheHRDepartmentatthecorporateofficeuponreceiptof

yourEMPLOYEEHANDBOOK.

Revised January 2017

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INTRODUCTIONANDEQUALEMPLOYMENTOPPORTUNITY

INTRODUCTIONTOCOMPANY

WelcometoFunctionalPathwaysofTennessee,LLC(“FunctionalPathways”orthe“Company”).

Thishandbookhasbeendevelopedsolelytoprovideemployeeswithageneralunderstandingofrules,policiesandprocedures.TheinformationinthishandbookissubjecttochangewithoutnoticeanddoesnotconstituteanytypeofcontractbetweenyouandtheCompany,eitherexpressedorimplied.UnlessyouandtheCompanyhaveenteredintoaseparateemploymentagreementspecifyingadefinitetermofemployment,youremploymentisonanatwillbasisonlyandyouareinnowayguaranteedpermanentemploymentoremploymentforaparticularperiodoftime.EmploymentwithFunctionalPathwayscanbeterminatedatanytime,withorwithoutcause,eitherbyyouorbytheCompany.Thishandbooksupersedesanyandallpreviousversionsofthehandbook.

� OurValues

Relationships–Wevalueloyal,mutual,long-lastingrelationshipswithcustomers,patientsandeachother.Responsibility–Wealwaysdowhatwesaywewilldo.Wetakecompleteresponsibilityforourpatients,ourcolleaguesandourselves.Self-Improvement–Wehaveanenvironmentandexpectationofcontinuousself-improvement.Innovation–Weaddresstheneedsofourcustomers,patientsandemployees,whatevertheymaybewithinnovation,creativityandindividualization.Commitment–Weshowcompletecommitmenttodoingeverythingwecantoimprove.Passion-Wehavepassionandareempatheticaboutcaregiving.WearepassionateaboutFunctionalPathways!

Wemakeadifferenceintheliveswetouch

EqualOpportunityThisorganizationisanequalopportunityemployeranddoesnotdiscriminateonthebasesofage,race,color,creed,religion,sex,nationalorigin,geneticinformation,veteranstatus,militaryaffiliationorobligation,disability/handicap,oranyotherprotectedstatusasdefinedbyfederal,state,orlocallaw.

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Thispolicyappliestoallaspectsofemploymentincludingbutnotlimitedto:

o Hiring,placement,promotion,transfer,ordemotion.o Recruitment,advertising,orsolicitationforemployment.o Treatmentandworkingconditionsduringemploymento Ratesofpay,benefitsandotherformsofcompensation.o Selectionfortrainingandeducationalprograms.o Layoffordismissal.o Maintainingaworkenvironmentfreefromharassment;whetheronaccountofage,

race,color,creed,religion,sex,nationalorigin,geneticinformation,veteranstatus,militaryaffiliationorobligation,disability/handicap,oranyotherprotectedstatusasdefinedbyfederal,state,orlocallaw.

Pleasecontactthepersonneldepartmentwithanycomplaintsofdiscrimination.Complaintsfromemployeesorapplicantsallegingviolationofthispolicyshallbegivenimmediateattentionandreview.

DISABILITYPOLICYItistheCompany’spolicytocomplywiththeAmericanswithDisabilitiesAct(“ADA”)andotherapplicablelawsthatprohibitdiscriminationagainstqualifiedemployeesandapplicantswithrespecttoanyterms,privileges,orconditionsofemploymentbecauseofadisability.Thispolicyappliestoallpersonnelandemploymentpractices. TheCompanyendorsesthemandateoftheADAandotherapplicablelawstoremovebarrierswhichpreventqualifiedindividualswithdisabilitiesfromenjoyingthesameemploymentopportunitiesthatareavailabletopersonswithoutdisabilities.

InaccordancewiththeADA,reasonableaccommodationswillbeprovidedtoqualifieddisabledapplicantsandemployeeswithknownlimitationsandwhorequireanaccommodationfortheirdisabilityinordertoperformtheiressentialjobfunctions,unlesssuchaccommodationwouldcauseanunduehardship.

Disabledemployeesandapplicantsareinvitedtoidentifyanyreasonableaccommodationthatwouldenablethemtosafelyperformtheessentialfunctionsoftheposition. InformationregardinganydisabilityandothermedicalinformationwillbekeptconfidentialinaccordancewiththeADA. Federalandstatelawprohibitsretaliationagainstanemployeewhorequestsareasonableaccommodation,andtheCompanywillnottolerateanyretaliationagainstanysuchemployee.

EMPLOYMENTATWILLTheemploymentrelationshipbetweenyouandtheCompanyis,bylaw,“employmentatwill”whichmeansthatneithertheemployeenortheCompanyiscontractuallyboundtoone

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another.ThishandbookisnotacontractbetweenyouandtheCompany.UnlessyouhaveaseparatewrittenemploymentcontractwithFunctionalPathways,signedbythePresidentoftheCompany,youareanatwillemployeeandarenotguaranteedemploymentforanyspecificperiodoftime.ThismeansthateitheryouortheCompanymayterminateouremploymentrelationshipatanytime,withorwithoutreason,andwithorwithoutnotice.CLASSIFICATIONOFEMPLOYEESANDCOMPENSATIONINTRODUCTORYPERIODEachnewemployeemustsatisfactorilycompletea90dayintroductoryperiod.ThistimeallowsfortheCompanyandtheemployeetodeterminetheprofessionalskillsandjobsuitabilityfortheemployee.However,ifatanytimeduringthe90dayintroductoryperiod,theCompanydoesnotbelievetheemployeeissuccessful,employmentmaybeterminated.IftheCompanydoesnotbelievetheemployeehassuccessfullycompletedtheintroductoryperiod,theemployeemaybeterminatedortheintroductoryperiodmaybeextendedforanadditional90days.Attheendofthe90dayintroductoryperiodtheemployeewillreceiveanemployeereview.Thecompletionofthe90dayintroductoryperioddoesnotguaranteecontinuedorpermanentemployment. Employmentisat-willandcanbeterminatedatanytimeduringoraftercompletionoftheintroductoryperiod.

VERIFICATIONOFEMPLOYMENTAllindividualsemployedwillberequiredtopresentdocumentsestablishingbothemploymentauthorizationandidentityincompliancewiththeImmigrationReformandControlActof1986.FailurebyemployeestocompletetheI-9formandproducegenuineandsufficientdocumentswithinthetimeperiodrequiredbylawwillresultinineligibilityforcontinuedemployment.WeparticipteinE-Verify.

LICENSUREItistheemployee'sresponsibilitytobecomefamiliarandmaintaincompliancewithstatelawspertainingtolicensure.Itiseachemployee'sresponsibilitytoensureandmaintainhisorherlicensureinstateswheretheemployeeisassignedtowork. If,atanytime,theemployeereceivesnoticethattheemployee’slicensehasbeenrevoked,suspended,orisotherwiseinactive,theemployeemustinformtheManagerandtheVPofHRimmediately. Ifappropriatelicensureisnotsecuredandmaintained,practicewillbesuspendedandemploymentwillbeterminated.Licensureverificationisrequiredandanactivecopymustbesenttothecorporateofficeuponreceipt.Theemployeeshallberesponsiblefortheirinitialfeeandanyrenewalfees.Afterreceiptoftheirlicense,theemployeemaythensubmitacopyofendorsedcheckandapplicationwithviathereimbursementsystem(Nexonia)tothecorporateofficeforreimbursementbasedonlicensereimbursementfundsavailable.

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COMPENSATIONInordertoensurethecontinuedsuccessandeconomicexistenceoftheCompany,FunctionalPathwayscanonlypayforperformanceandnotsimplyforyearsspentonthejob.Keepinmindthatacompensationpackagerepresentsmorethanjustbasepay.Totalcompensationincludesinsurancebenefits,worker’scompensationandprofessionalliabilityinsurance,incentiveprograms,andeducationalbenefits.Ourcompensationphilosophyconcentratesonrecruitingandretainingthemosthighlyqualifiedpeople.Itisourpolicytocontinuallymonitorindustrystandardstodeterminecompetitivepayratesbaseduponeducation,experience,skill,reliabilityandresponsibility,toassureweareofferingcompetitivesalariesandincentiveprograms.

ClassificationofEmployeesAsafulltimeemployeeyouareexpectedtobescheduled30-40hoursaweekandyouwillbeeligibleforfullbenefits.SeeAGuidetoYourBenefitsBooklet.

Asaparttimeemployeeyouareexpectedtowork15-29hoursaweekandareeligibleforparttimebenefits.SeeAGuidetoYourBenefitsBooklet.

AsaPRNemployeeyouareexpectedtowork0-14hoursaweek.Youarenoteligibleforbenefits.

Thestartingandendingtimesforeachdayaredeterminedbyyoursupervisor.Thenumberofdaysorhoursperweekwillalsobedeterminedbyyoursupervisor.Noemployeeisguaranteedhoursorasetschedulebasedonclassification.

LUNCHANDRESTPERIODSEmployeesarenotcompensatedfortheirlunchperiod.However,hourlyemployeeswillbecompensatedforaworkinglunch.Aworkinglunchiswhenanemployeeisscheduledtoparticipateinastaffortrainingmeetingduringatimethatisnormallyusedforlunch.Thiswillnotbedeductedfromtime.Lunchperiodscannotbemissedortakenatthebeginningorendofscheduledworkshifts.Allemployeeswhoworkmorethan5½hoursmusttakea30minuteunpaidlunch.Lunchbreaksmustbeaccountedforontimesheets.

Paidrestperiodsmaybeprovidedforabriefperiodofrelaxationandtopromotegreaterefficiency.Thisperiodisnottoexceed15minutesperfourhourperiodworked.Restperiodsmaynotbetakenwiththelunchperiodoratthebeginningorendofscheduledworkshifts.

Theselunchandrestperiodguidelinesaresubjecttochangeinaccordancewithapplicablestateorlocallawtotheextentdifferentfromtheabove.

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SALARIESANDWAGESAllemployeesarepaideverytwoweeks.PayperiodsbeginonSundayandendonSaturdayforatwoweek(14day)spanoftime. PayrollcheckswillbedirectlydepositedbytheFridayafterthepayperiodends.Yourpaystubshowsallrequireddeductionsincludingfederalwithholdingtax,stateandlocaltaxes(whereapplicable),andSocialSecurityTax(FICA).Italsonotesanyotherdeductionsyouauthorizeforsuchitemsasmedicalcoverage,dentalcoverage,lifeinsuranceandanycourtordereddeductionssuchaschildsupportand/orgarnishments.Checkstubscanbeviewedonline.ItisthepolicyoftheCompanytodeductfromanemployee’spaycheckonlythoseamountsthatarerequiredbylaworauthorizedbytheemployee. Ifyoubelievethatanimproperorunauthorizeddeductionhasbeenmadefromyourpaycheck,itisyourdutytoreportyourcomplainttotheVPofHumanResources.If,uponinvestigation,thedeductionwasimproper,youwillbereimbursedforthedeductionandtheCompanywillmaketheappropriatechangetoitspayrollsystem. Itiscompanypolicythatnoadverseaction(i.e.retaliation)willbetakenagainstanyemployeewhotakesadvantageofthiscomplaintprocedure.

Wagesaredeterminedbyjobrequirementsandtheperformanceoftheemployee.Questionsrelatedtowagesshouldbedirectedtoyourimmediatesupervisor.

WORKWEEKTheCompany’sworkweekbegins at 12:00a.m. Sundaymorningandendsat 11:59p.m. onSaturdaynight.Allpayrollissues,includingovertime,willbecalculatedinaccordancewiththecompany’sstandardworkweek.

OVERTIMEAsinmostbusinesses,situationsmayarisethatrequireyoutoworkovertime.Authorizationforovertimemustbesecuredinadvancebyyoursupervisor.Inaccordancewithfederallaw,thepaymentpolicyfornon-exemptemployeeswhoworkmorethan40hoursperworkweekistimeandonehalf(1-1/2times)theregularrateofpayforallovertimehoursworked,excludinglunchanddinnerbreaks,orasprovidedbylaw.Allemployeesareexpectedtoworkovertimewhenrequestedbytheirsupervisor.

TIMERECORDSTheCompanyisrequiredbylawtomaintainaccuraterecordsofthehoursworkedbyallnon-exemptemployees,includingovertimehours,ifany.Accordingly,supervisorsmustassurethatallemployeetimesheetsstatetheactual,notapproximate,timesofwork.AlltimemusttobevalidatedbymanagereachMonday.Anyfalsificationoftimesheetswillresultinimmediatetermination.Lunchbreaksmustbenotedontimesheetsforanydayanemployeeisscheduledformorethan5½hours.Failingtorecordtimeworkedorworking“offtheclock”bynon-exemptemployeesisabsolutelyprohibitedandwillresultindiscipline,uptoandincludingtermination.Atnotimeshouldanemployeeworkandnotbeclockedin.

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PAYROLLADVANCESItisthepolicyoftheCompanynottoissuepayrolladvancestoemployeespriortoregularlyscheduledpaydays.

TRANSFERSTheCompanyreservestherighttotransferorreassignemployeestootherjobduties,workschedules,locations,departmentsorpositionsifnecessarytomeetstaffingrequirements,forbusinessconsiderations,orfordisciplinaryorperformancereasons.PERFORMANCE,PLANNINGANDREVIEWFunctionalPathwayshasastrongcommitmenttoprofessionaldevelopment.Performanceappraisalsprovideopportunitiesforopencommunicationbetweenyouandyoursupervisoraboutyourproductivity,workingconditions,caseloadandotherissuesofconcern.Theappraisalshouldclarifybothwhereyoustandinfulfillingtherequirementsofyourcurrentjobandhelpyouestablishgoalsforfuturegrowthanddevelopment.

Awrittenevaluationisrecommendedattheendoftheintroductoryperiodandcompletedannuallyintheemploymentanniversarymonth,andatanyothertimedeemedadvisablebytheCompany.

PERSONNELRECORDSPersonalinformationthattheCompanyobtainsconcerningemployeesiscarefullyprotected.InresponsetoinquiriesfromoutsidetheCompany,onlypositionanddatesofhirewillbegivenout.Requestsforotherpersonalinformationaredeniedunlessauthorizedbytheemployeeorrequiredbylaw.

EmployeerecordsmaintainedbytheCompanyaretheofficialandpermanentrecordsforallemployeesandarethepropertyoftheCompany.TheseofficialfilesareonlykeptattheCorporateOfficeat10133SherrillBlvd,Suite200,Knoxville,TN37932.

CHANGEOFPERSONALINFORMATIONAnychangeofname,changingtaxexemptions,maritalstatus,insurance,beneficiaries,address,telephonenumberorotherinformationshouldbereportedimmediatelytothecorporateofficehumanresourcesdepartment.Occasionally,formswillhavetobecompletedtomakethesechanges.

EMPLOYMENTOFRELATIVESTheCompanywillconsidertheemploymentofanemployee’srelativethatisqualifiedforavacantposition.However,itistheCompany’spolicythatemployeesmaynotworkunderthedirectorindirectsupervisionoftheirrelatives.

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PAIDTIMEOFFEmployeesareeligibletoaccruestartingthefirstpayperiodafterthirty(30)daysofemployment.Accrualbeginsthefirstdayofthepayrollfollowingthecompletionofthirty(30)daysofemployment.YoucanusePTOwhentimeoffisneededforvacations,sickness,holidays,orpersonalabsences.EmployeeswhoarePRN(asneededbasis)donotqualifyforPTO.Attheendofthecalendaryear,amaximumofsixty(60)hoursofPTOwillrollover.AnyPTOoversixty(60)hoursnotusedbytheendofthecalendaryear,willbeforfeited.However,duringtheyearFunctionalPathwaysreservestherighttoannounceaPTObuybackofwhichFullTimeemployeesmaysubmitarequesttocashoutaccruedPTOupto40(forty)hoursdistributionattheemployee’sregularhourlyrate.PTOcannotbeusedinapayperiodwhereanon-exemptemployeeworks40ormorehoursperweekandcanonlybeuseduptoanamountrepresentingnormalweeklycompensationfortheemployee.[Overtimeusage,funeralpay,FMLAleave,orotherperiodswhentheemployeeisnotactuallyworkingdonotcounttowardPTOaccrual.]Employeesmaynotborrowfromun-accruedPTOhours.

o Full-TimeandPartTimeTherapistsandOfficeEmployees–RefertoFunctional

PathwaysAGuidetoYourBenefitsbooklet.

o Full-TimeandPartTimeRehabTechnicians-RefertoFunctionalPathwaysAGuidetoYourBenefitsbooklet.

o SalariedEmployee-RefertoFunctionalPathwaysAGuidetoYourBenefitsbooklet

TousePTOforvacationtime,employeesmustsubmitavacationrequestformtotheirimmediatesupervisoratleasttwoweekspriortothedatesrequested.Itisrecommendedthatyousubmitrequestsasearlyaspossibletoincreasethechanceofapproval.EmployeesmustindicateontheirtimesheetsthattheywanttousePTOhours.

PTOwillnotbepaidoutuponseparationfromtheCompanyifanemployeeisterminatedbytheCompany,orifanemployeeresignsduringtheintroductoryperiod,doesnotprovidetherequestednotice,orfailstoworkouthis/hernotice.EmployeescannotusePTOonceanoticeofresignationisgiven.Intheeventofafacilityclosure,PTOwillbepaidoutathalf(50%)thevalue.

INCLEMENTWEATHERAllemployeesareexpectedtoreporttoworkattheirscheduledtimesregardlessoftheweather.

Iftheforecastiscallingforsnoworotherinclementweather,theCompanymaypayforlodgingnearthefacilitysothattheemployeecangettothefacilityforpatientcare.Ifinclementweathermakesitimpossiblefortheemployeetomakeitintothefacility,thetimemaybemadeuponthefollowingSaturday.IfitistheregularSaturdayscheduledayforthe

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employeewhomissedduetosnow,allskilledandnon-skilledpatientsmustbeseen.Ifanemployeemissesduetoweatherandthetimeisnotmadeupontheweekend,theemployeemustusePTOtocovertheabsence.Employeesarerequiredtonotifytheirsupervisoratleast2hoursbeforescheduledtobeginworkanytimetheycannotreporttoworkasscheduled.

FAMILYANDMEDICALLEAVEOnlyemployeeswhoareeligibleforFMLAbasedonwork-sitecoverageandindividualeligibilityarecoveredbytheFLMAandthispolicy. Inallcases,theFMLAanditsregulationsgoverneligibilityforFMLA.

GeneralNoticeofRights–A“NoticetoEmployeesofRightsundertheFMLA”islocatedatthebackofthishandbookandattachedheretoas“ExhibitA.”EachemployeeisreferredtothisnoticeforadescriptionofrightsandresponsibilitiesundertheFMLA.ReceiptofthishandbookortheattachednoticedoesnotmeanthateveryemployeewillbeeligibleforFMLAleave.Thefollowingprovisionsshallsupersedetheprovisionsofthenoticetotheextentallowedbylaw.

EmployeesoftheCompanyareeligibleforfamilyandmedicalleaveiftheyhaveatleast12monthsofservice,haveworkedatleast1,250hourswithinthepreceding12-monthperiod,andworkataworksitewherethereareatleast50employeeswithina75-mileradius.Ifeligible,anemployeemaybeabletotakeupto12weeksofunpaidleaveduringa12-monthperiodforthefollowingreasons:

o Thebirthofachildortocareforachildwithinthefirst12monthsafterbirth;o Theplacementofachildwiththeemployeeforadoptionorfostercareandtobond

withandcareforthechild(withinthefirst12monthsafterplacement);o Tocareforanimmediatefamilymemberwhohasaserioushealthcondition;o Foraserioushealthconditionthatmakestheemployeeunabletoperformthe

functionsofhis/herposition;oro Iftheemployeeexperiencesaqualifyingexigencythatarisesoutofthefactthata

spouse,parent,orchildhasbeencalledtoorisonactivemilitarydutyasamemberoftheNationalGuardormilitaryreserves.

MilitaryCaregiverLeaveInaddition,anemployeewhoisthespouse,parent,child,ornextofkinofacurrentmemberofthearmedforces(includingtheregulararmedforces)whowasinjuredwhileonactivedutymaybeeligibleforupto26weeksofFMLAleaveina12-monthperiod,includingthetypesofleavelistedabove.NoticeofLeave.Whenrequestingleave,theemployeemust:

o SupplysufficientinformationfortheCompanytobeawarethattheFMLAmay

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applytotheleaverequest,aswellasinformationregardingtheanticipatedtiminganddurationofleave;

o Providenoticeoftheneedforleaveatleasttwoweeksinadvanceorassoonaspracticable;

o CooperatewithallrequestsforinformationregardingwhetherabsencesareFMLA-qualifying.

Failuretocomplymayresultinleavebeingdelayedordenied.

IntermittentLeaveWhenmedicallynecessary,employeesmaytakeFMLAleaveintermittentlyoronareducedschedulebasisfortheirownserioushealthcondition,theserioushealthconditionofafamilymember,orformilitarycaregiverleave.EmployeesarerequiredtocooperatewiththeCompanytoarrangereducedworkschedulesorintermittentleavesoastominimizedisruptionofbusinessoperations.Qualifyingexigencyleavemaybetakenintermittentlywithoutregardtomedicalnecessityordisruptionofbusinessoperations.

Leavebecauseofthebirthoradoptionofachildmaynotbetakenintermittentlyandmustbecompletedwithinthe12-monthperiodbeginningonthedateofbirthorplacementofthechild.

MedicalandotherCertificationsEmployeeswillberequiredtoprovideamedicalcertificationiftheleaverequestis:1)fortheemployee’sownserioushealthcondition,2)tocareforafamilymember’sserioushealthcondition,or3)militarycaregiverleave.Failuretoprovidetherequestedcertificationinatimelymannermayresultindenialoftheleaveuntilitisprovided.Ifanemployeerefusestoprovideacertification,his/herleaverequestmaybedeniedandtheemployeemaybedisciplined.

TheCompany,atitsexpense,mayrequireamedicalexaminationbyahealthcareproviderofitsownchoosingifithasareasonablequestionregardingthemedicalcertificationprovidedbytheemployee.Inlieuofasecondopinion,theCompanymaycontactthehealthcareproviderdirectlytoclarifyorauthenticateamedicalcertification,includingcertificationsformilitarycaregiverleave.Secondopinionsmaynotberequiredformilitarycaregiverleave.

Separatecertificationmayalsoberequiredregardingthenatureofthefamilymember’smilitaryserviceand/ortheexistenceofaqualifyingexigency.

FitnessforDutyCertificationsBecausetheCompanywishestoensurethewell-beingofallemployees,anyemployeereturningfromFMLAleaveforhis/herownserioushealthconditionwillneedtoprovidea

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FitnessforDuty(FFD)certificationsignedbyhis/herhealthcareprovider.Whenappropriate,theCompanymayrequiretheemployee’sphysiciantoreviewtheemployee’sjobdescriptionandconfirmtheemployeeisabletoperformeachessentialfunction.AnemployeewhofailstoprovideanFFDcertificationwillbeprohibitedfromreturningtoworkuntilitisprovided.AnemployeewhofailstoprovideanFFDcertificationmaybedisciplinedorterminated.

FFDcertificationsmayberequiredwhenanemployeereturnsfromintermittentFMLAleaveifseriousconcernsexistregardingtheemployee’sabilitytoresumehis/herdutiessafely.

MaintenanceofBenefitsTheCompanywillmaintainhealthcarebenefitsfortheemployeewhileonFMLAleave(iftheemployeeisotherwiseeligibletoreceivesuchbenefits),buttheemployeeisresponsibleforpayingtheportionofthemonthlypremiumthatisnormallyduefromtheemployee. Iftheemployeeelectsnottoreturntoworkattheendoftheleaveperiod,theemployeewillberequiredtoreimbursetheCompanyforthecostofpremiumspaidformaintainingcoverageduringtheleaveperiod.Allotherbenefitsceasetoaccrueduringtheunpaidportionoftheleave.

IfanemployeehasaccumulatedPTOorotherpaidbenefits,theCompanyreservestherighttohaveemployeeexhaustsuchbenefitsduringFMLAleave. TheremainderoftheFMLAleavewillbeunpaid.TheuseofPTOandotherpaidbenefitswillnotextendthedurationoftheFMLAleave.Anemployeemaynotreceivemorethan100percentofregularwagesduringFMLAleavefromanycombinationofemploymentbenefits(e.g.,PTOs,disability,etc.).

ConcurrentLeaveEmployeesmustuseanyaccumulatedPTOtotheextentavailableduringFMLAleaveunlesssuchleaveiscoveredunderworkers’compensation,inwhichcasetheemployeemayuseaccumulatedleavetimeonlyforthepurposeofsatisfyinganywaitingperiod.AbsencesinexcessofaccumulatedPTOwillbetreatedasunpaidFMLAleaveuptothemaximumamountofapprovedFMLAleave.

MarriedCouplesWhoWorkfortheCompanyIfanemployeeandhis/herspousebothworkfortheCompany,theyarebotheligibleforleave.Theemployeeandemployeespousemaybelimitedtoacombinedtotalof12weeksofFMLAleaveina12-monthperiodiftheleaveistakenfor:

� Thebirth,adoption,orfosterplacementofachild;� Tocareforandbondwithsuchchildwhodoesnotsufferfromaserioushealth

condition;� Tocareforaparentwithaserioushealthcondition;or� Acombinationoftheabove.

Formilitarycaregiverleave,theemployeeandemployeespousemaybelimitedtoacombinedtotalof26weeksofleaveina12-monthperiod,includingthetypesofleavelistedabovein

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thisparagraph.ReturnfromLeaveUponreturnfromleave,theemployeewillberestoredtohis/heroriginaloranequivalentposition.AnemployeewhofailstoreturnattheendofFMLAleavewillinmostcasesbeconsideredtohavevoluntarilyresignedhis/herpositionwiththeCompany. Employeeswhodonotreturntoworkattheendoftheirleavewillbeterminatedunlesstheycandemonstratequalificationforadditionalleave.

StateandLocalLawsWhenstateandlocallawsoffermoreprotectionorbenefits,theprotectionorbenefitsprovidedbythoselawswillapply.MEDICALLEAVESOFABSENCEMedicalleavesofabsencesduetoanyreason,inclusiveofworkplaceillnessorinjury,orasareasonableaccommodationundertheAmericanswithDisabilitiesAct,orforanFMLA-eligibleemployee’sownserioushealthcondition,maybegrantedatthesolediscretionoftheCompanyforamaximumperiodwhichisnottoexceedtwelvemonths(inclusiveofFMLAentitlement).Exceptwherecoveredbyworkers’compensationbenefits,disabilitybenefitsorbysubstitutedPTO,suchleaveshallbeunpaid.Employeesmayberequiredtoreportperiodicallyastotheirstatusandintenttoreturntowork,toprovidephysiciancertificationoftheneedforandthedurationofanyrequestedleave(duringanyFMLA-coveredleave),and,uponexpirationofanyFMLAentitlement,toprovidetheCompanywithrequestedmedicalinformationrelatedtotheneedforcontinuingleaveandtheemployee’sabilitytoperformjobrelatedfunctions. EmployeesseekingtoreturntodutyattheexpirationofanymedicalleaveotherthanorinexcessofFMLAentitlementcanberequiredtosubmittoafitnessfordutyexamination,or,attheCompany’schoice,toprovideaphysician’sreleasetoreturntowork.TheprotectionsandentitlementsoftheFMLAdonotapplytomedicalleavesofabsencewhichextendbeyondthetwelveweeklimitforeligibleemployees,ortoleavesofabsenceforemployeeswhoarenoteligibleforFMLAleave.

PERSONALLEAVEEmployeesmustcompleteoneyearofcontinuousemploymenttobeeligibleforapersonalleaveofabsence.Leavemaybegrantedforperiodsofonetothreemonths.Employeeswillbedismissedfromemploymentiftheyarenotreinstatedonorbeforeexpirationoftheirleave.Employeesarenotguaranteedreinstatementfrompersonalleave.However,thecompanywillattempttoreinstateemployeestotheirformeroranalternatepositionforwhichtheyarequalifiedbeforetheexpirationoftheirleave.Ifanemployeedoesnotrequestreinstatementonorbeforeexpirationoftheleave,orifnopositionsareavailable,oranemployeerejectsthepositionofferedbythecompany,theemployeewillbedismissed.Allbenefitswillbediscontinuedduringaleave.Coverageundertheemployeehealthcareplanmaybecontinuedif

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theemployeepaysthefullpremium.Properarrangementsregardingpremiumsmustbemadewiththepayrolldepartmentpriortotheleaveofabsence.

EDUCATIONALLEAVEEmployeesmustcompleteoneyearofcontinuousemploymenttobeeligibleforaneducationalleaveofabsence.Leavemaybegrantedforperiodsofonetothreemonths.Employeeswillbedismissedfromemploymentiftheyarenotreinstatedonorbeforeexpirationoftheirleave.Employeesarenotguaranteedreinstatementfromeducationalleave.However,theCompanywillattempttoreinstateemployeestotheirformeroranalternatepositionforwhichtheyarequalifiedbeforetheexpirationoftheirleave. Ifanemployeedoesnotrequestreinstatementonorbeforeexpirationoftheleave,orifnopositionsareavailable,oranemployeerejectsthefirstpositionofferedbythecompany,theemployeewillbedismissed.Employeeswhoaredismissedunderthispolicyareeligibletoapplyforfutureemployment.Allbenefitswillbediscontinuedduringaleave.Coverageundertheemployeehealthcareplanmaybecontinuediftheemployeepaysthefullpremium.Properarrangementsregardingpremiumsmustbemadewiththepayrolldepartmentpriortotheleaveofabsence.

MILITARYLEAVERequestsformilitaryleavesofabsencewillbegrantedbythecompanyincompliancewithfederalandstatelaws.Duringmilitaryleaves,employeesmayhavecertainrightstocontinueparticipationintheemployees’healthcareplan,asprovidedbylaw.Employeeswillbereinstatedfrommilitaryleavesincompliancewithapplicablefederalandstatelaws.EmployeesrequestingmilitaryleavearerequiredtoprovideacopyoftheirmilitaryorderstotheCompanypriortothecommencementoftheleaveandinaccordancewithapplicablefederalandstatelaws.

JURYDUTYInrecognitionoftheresponsibilityofemployeesascitizens,employeeswhoaresummonedforjurydutywillbeexcusedfromworkforanydayyourresponsibilityforjurydutyexceedsthree(3)hoursduringthedayforwhichtheexcuseissoughtandyouwillbecompensatedaccordingtostatelaw.Acopyofthejurorsummonsmustbepresentedtoyoursupervisorthenextdayyouareatwork.Youshouldalsocallindailytoreportwhetheryouwillneedtobeexcusedfortheday.Also,pleaseprovideacopyofthedocumentationindicatingtheamountofcompensationreceivedfromthecourttoyoursupervisorassoonaspossible.Overtimewillnotbepaidforjurydutyhours.Duetothenatureofourbusinessandthefactthatabsencesmayresultinourpatientsnotreceivingnecessarycareandtreatment,theCompanyreservestherighttomakeeffortsforemployeestobeexcusedfromjuryduty.

Somestatelawsprovidebenefitsinadditiontoordifferentfromthosethatsetforthabove.Wherethispolicyconflictswithindividualstatelaw,statelawwillgovern.

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VOTINGLEAVEReasonabletimeoffwillbepermittedtovoteinstate,localandfederalelectionsifduetoworkscheduleandcommutingdistance,itisimpossiblefortheemployeetovoteeitherbeforeorafterworkinghours.Ifemployeesneedtimeoffforvoting,theymustrequesttimewithinareasonableperiodpriortotheelection.FunctionalPathwayswillcomplywithallstateandlocallawsrelatedtovotingleave.Consultyoursupervisorformoreinformation.

BEREAVEMENTLEAVEIntheeventofadeathinyourimmediatefamily(spouse,child,parent,brother,sister,father-in-law,mother-in-law,grandchild),fulltimeemployeesareentitledtouptothreeconsecutivedaysoffwithpaytomakefuneralarrangementsandattendmemorialservices.Oneofthosedaysoff,withpay,willbegiventoattendthefuneralofagrandparent,grandparent-in-law,aunt,uncle,brother-in-law,sister-in-law,great-grandparent,great-grandchild,nieceornephew.EmployeesmayusePTOtoattendtheservicesforafriendorotherrelativeandrequestsfortimeofftoattendamemorialserviceforafriendorrelativeshouldbemadetoyoursupervisor.Requestsforbereavementpaymustindicaterelationshiptothedeceased.ParttimeandPRNemployeesarenoteligibleforpaidbereavementleave.

III. BENEFITS

YOUREMPLOYEEBENEFITSFunctionalPathwayspridesitselfinofferingsomeofthemostcompetitiveemployeebenefitsintheindustry.Thefollowingrepresentssummariesofbenefitsavailabletoeligibleemployees.Whereinformationinthishandbookconflictswiththeactualplandocuments,theplandocumentscontrol.Employeesshouldalwaysconsulttheplandocumentsforinformationconcerningbenefits.FunctionalPathwaysreservestherighttomodify,amendorterminateanyofthesebenefitplansatanytime.

HEALTHINSURANCEMedicalinsuranceisavailabletoalleligiblefulltimeemployees.PleaserefertotheFunctionalPathways“AGuidetoYourBenefits”booklet.YoumayalsospeakwiththeHRDepartmentoryoursupervisoraboutenrollment.Healthinsurancebeginsfirstdayoffulltimeemploymentandemployeehasthirty(30)daystoenrollinbenefits.Employeemustelectronicallyenrollinallbenefits.Companycannotenrollemployeeinhealthbenefits.Failuretoenrollwillresultinemployeehavingtowaituntilannualopenenrollmentforbenefitselection.

TRAINING,LICENSURE,ANDCONTINUINGEDUCATIONPROGRAMSInadditiontoon-the-jobtraining,FunctionalPathwaysoffersformaltrainingprogramstohelpfulltimeandparttimelicensedemployeesenhancetheirprofessionalskills.EmployeesareurgedtotakeadvantageofthetrainingprovidedbytheCompany.FulltimeandparttimeclinicianswillhavefreeaccesstoFunctionalPathwaysUniversity.Eligibleemployeesmaytakeanunlimitedamountofcoursesviathewebsitewww.fpuniversity.com.CEUhoursare

January2017 Page16

givenforcourses.FullTimeLicensedEmployees-Unlimitedcontinuededucationcoursesviawww.fpuniversity.comandanannual(JanuarythroughDecember)allocationforreimbursementforlicensureinthestatetheemployeeworksforcompany,renewalonly,upto$250annually,witha30daywaitingperiodfromdateoffulltimehire.

PartTimeLicensedEmployees–Unlimitedcontinuededucationcoursesviawww.fpuniversity.comandanannual(JanuarythroughDecember)allocationforreimbursementforlicensureinthestatetheemployeeworksforcompanyrenewalonly,upto$250annually,witha30daywaitingperiodfromdateofparttimehire.

MANDATORYCOMPANYORIENTATIONFunctionalPathwaysrequiresallemployeestocompletemandatorycompanyorientationbeforetheybeginemployment.Thecontentisavailableonlineatnochargetotheemployee. Failuretomeetthisrequirementwillresultindisciplinaryactionuptoandincludingdismissal.SAFETY/INCIDENTS/OCCUPATIONALINJURYTheCompanyprovidesworker’scompensationinsuranceasrequiredbystatelawtoprotectallemployeesinjuredinthecourseoftheiremployment.Employeesmustimmediatelyreportallinjuriesoraccidentswhileworking,nomatterhowminortheymayseem,totheirsupervisor.AnincidentreportformisrequiredtobecompletedimmediatelyandforwardedtotheHumanResourcesDepartment,sobenefitsarenotdelayed.YoursupervisorshouldtelephonetheHumanResourcesDepartmentimmediately.

Supervisorsandemployeesareexpectedtocontributetothemaintenanceofasafeandhealthyworkplace.Anyonewhobelievesthatasafetyhazardexistsmustreportittotheirsupervisor. Employeesreportinginjuriesorsafetyconcerns,aswellasthoseparticipatinginanyinvestigation,willnotberetaliatedagainstasaresultoftheirinvolvement. Employeesareencouragedandinfacthaveadutytoreportanyaccidentsorhazards.

DuetothefactthateveryfacilityisindividualandnotownedbyCompany,allemployeesarerequiredtoattendfacilityspecificsafetytraining.

COBRATheConsolidatedOmnibusReconciliationAct(COBRA)requiresemployerswith20ormoreemployeestocontinuetooffercoverageintheirgrouphealthplantocertainformeremployees,retirees,spouses,anddependentchildren.UponleavingemploymentwithFunctionalPathways,employeeswhoparticipatedinthegrouphealthplanwillbenotifiedbytheinsurancecompanyoftheirrights,ifany,underCOBRA.

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IV. EMPLOYEECONDUCTANDRESPONSIBILITIESAttendanceandPunctualityFunctionalPathwaysoperatesduringvarioushoursanddaysatwhichtimeemployeesareexpectedtoperformtheirjobresponsibilities.Employeesmustbepresentandontimeforworkasscheduled.Intheeventoflatenessorabsenceduetoanillness,accidentorpersonalproblem,youarerequiredtospeakdirectlytoyoursupervisor.Youwillbeexpectedtonotifyyourmanagerasfarinadvanceaspossibleandatleastwithintwohoursofyournormalstartingtimeoneachdayyoucannotbeatwork.Failuretomeetthisnoticerequirementwillresultintheabsencebeingconsideredunreportedwarrantingdisciplinaryactionuptoandincludingdismissal.Incasesofabsencesofthreedaysorlonger,youmayberequiredtoprovideastatementfromyourdoctordescribingthemedicalneedforyourabsenceandthedateyoumayreturntowork.

EXCESSIVEABSENTEEISMExcessiveabsenteeism,excessivelatenessoranyfailuretoprovidenotificationorareasonablejustificationforabsencemayresultindisciplinaryaction,uptoandincludingdismissal.

WORKPLACEVIOLENCEFunctionalPathwaysexpectsandrequiresallemployeestodisplaycommoncourtesyandrespectforothers,andtoengageinsafeandappropriatebehavioratalltimes.

AnyinvolvementinincidentsofphysicalviolenceisconsideredunacceptablebehaviorwhichviolatesthisPolicyandwillresultindisciplinaryaction,uptoandincludingtermination.“Physicalviolence”meansanyunwantedorhostilecontactsuchashitting,fighting,pushing,shoving,slappingorthrowingobjects.

Racialorethnicslurs,sexuallyharassingremarks,threatsofviolence,oranyotherprovocativecomments,language,oractionsalsoviolatethisPolicyandwillnotbetolerated.“Threatofviolence”meansanexpression(verbalorotherwise)ofapresentorfutureintentiontocausephysicalharm. Individualswhothreatenviolenceorotherwiseengageinprovocativeconducttowardsco-workers,clients,vendorsorotherindividualsordinarilyareheldatleastequallyatfaultforensuingphysicalalteration,eveniftheydonotstrikethefirstbloworotherwiseinitiateaphysicalconfrontation.

Prohibitedconductincludes,butisnotlimitedto:

o Strikingand/orinjuringanotherpersonphysically;o Engaginginbehaviorthatcreatesareasonablefearorinjuryinanotherperson;o Possession,brandishingorusingaweaponwhileontheCompany’spremisesor

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engagedinitsbusiness;o Intentionallydamagingofficeproperty,propertyofemployees,clients,visitorsor

thegeneralpublic;o Threateningtoinjureanindividualortodamageproperty;o Verballythreateningbehavior,suchasdirectorfailedthreatsofviolence;o Harassmentorsexualharassmentthatthreatensanindividual’ssafety,including

unwantedandoffensivephysicaltouchingandstalking;o Threatsorintimidatingcommentsoractionsthatcreatefearorextremeemotional

distress;ando Obscenetelephonecallsonoroffduty.

ThisPolicyappliestoemployeeswhileonFunctionalPathways’premisesorafacilityatwhichFunctionalPathwaysprovidesservices,whethertheyareonoroffduty;toemployeestravelingonbusiness;toemployeesondutybutoffpremises;andtoemployeeswhileoffdutywheretheviolence,threatsofviolenceorviolationofthisPolicyaredirectedtowardafellowemployee,clientorotherindividualintheirlineofworkortheworkenvironment.

FunctionalPathwayswillpromptlyinvestigateanyphysicalorverbalaltercation,threatsofviolence,orotherconductbyemployeesthatthreatensthehealthorsafetyofotheremployees,clients,orthepublicorotherwisemightinvolvetheviolationofthisPolicy. Allcomplaintswillbeinvestigatedinatimelymanner. Informationwillbereleasedonlytothosepersonsdirectlyinvolvedintheinvestigation,tolawenforcementasnecessary,andconfidentialitywillbemaintainedtotheextentpractical.FunctionalPathwayswillmakeeveryefforttoguardthereputationsofthecomplainantandtheaccused.

AllemployeeshaveadutytowarntheirsupervisororTinaJackson,theVPofHumanResources,ofanyworkplaceactivity,situationorinstancethattheyobservedorareawareofinvolvingotheremployees,clientsorvisitorsinwhichappeartoviolatethisPolicy. Thisincludes,forexample,threatsoractsofviolence,aggressivebehavior,offensiveacts,threateningoroffensivecommentsorremarks,andthelike. ReportspursuanttothisPolicywillbeheldinconfidencetothemaximumextentpossibleunderthecircumstances. TheCompanywillnotcondoneanyformofretaliationagainstanyemployeeformakingareportunderthisPolicy,andindividualshaveanimmediatedutytoreportanyviolationtheyexperienceorobservetooneoftheabovenamedindividuals. AllindividualswhocommitviolentactsorwhootherwiseviolatethisPolicyaresubjecttodisciplinaryaction,uptoandincludingtermination. FunctionalPathwaysmayseekprosecutionofthosewhoengageinviolenceonitspremisesoragainstits’employeeswhiletheyengageinbusiness.

Safety:TheCompanycanconductannualinspectionsofthepremisestoevaluateanddetermineanyvulnerabilitiestoworkplaceviolenceorhazards.Anynecessarycorrectiveactionwillbetakentoreducerisks.

IndividualSituations:Whilewedonotexpectemployeestobeskilledatidentifyingpotentiallydangerouspersons,employeesareexpectedtoexercisegoodjudgmentandto

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informtheHRDepartmentifanyemployeeexhibitsbehaviorwhichcouldbeasignofapotentiallydangeroussituation.Suchbehaviorincludes:

o Discussingweaponsorbringingthemtotheworkplace;o Displayingovertsignsofextremestress,resentment,hostility,oranger;o Makingthreateningremarks;o Suddenorsignificantdeteriorationofperformance;

EnforcementThreats,threateningconduct,oranyotherconductwhichviolatesthispolicywillnotbetolerated.Anyemployeedeterminedtohavecommittedsuchactswillbesubjecttodisciplinaryaction,uptoandincludingtermination.Non-employeesengagedinviolentactswillbereportedtotheproperauthorities. Intheeventanyincidentorthreatofprohibitedconductisattributabletoanyrelativeoracquaintanceofanyemployee,theCompanymaytakeactionagainstthatemployee,includingtermination,toalleviatethethreatand/orpreventfurtherprohibitedconduct.

CONFIDENTIALITYEmployeesshallholdallconfidentialinformationinafiduciarycapacityfortheuseandbenefitofFunctionalPathwaysinfurtheranceofthebusiness.

“ConfidentialInformation”meansanyinformationwhichisdisclosedbytheCompanytoemployee,becomesknownbyemployee,orisgeneratedbyemployeeasaconsequenceoforrelatedtoemploymentwithCompany,whichisnotgenerallyknownoutsidetheCompanyandwhichrelatestotheCompanyand/oritsbusiness.“ConfidentialInformation”includes,butisnotlimitedto,tradesecrets,inventions,processes,systems,computerprograms,plans,programs,studies,techniques,databases,feeschedules,clientlists,clientmaterials,clientdata,financialreports,productinformation,pricinginformation,costinformation,invoices,mailinglists,leads,proposals,contracts,manuals,officehandbooks,projectfiles(andallemployeeandclientinformationpertainingtoanyproject,Companymarketingprograminformation,including,butnotlimitedto,prospectlists,pipelinereportsandinformationdevelopedatCompany’scost,allcopyrightedinformation,patientinformation,medicalrecordsandanyothermaterialordocumentationpertainingtotheCompany,andanycopiesofthesame,inanyformat,andspecificallyallworkonprojectmanuals,drawingsandlikematerialsorotherbooksorpublicationscreatedbyyouduringthetermofyouremployment).

OnterminationofyouremploymentwiththeCompany,foranyreason,youwillberequiredtopromptlyreturntotheCompanyallConfidentialInformation. AllConfidentialInformation,inwhateverformormedium,istheCompany’sproperty;andemployeesareprohibitedfromremovingtheserecordsoruseanyinformationcontainedthereinforyourpersonalbenefitorforthebenefitofanyotherpersonorentityduringthecourseofyouremploymentorfromandaftertheterminationofyouremployment,foranyreasonwhatsoever.EmployeesareprohibitedfromdisclosinganyconfidentialinformationtoothersandusinganyConfidentialInformationinanywayexceptinfurtheranceoftheirservicesforandonthe

January2017 Page20

Company’sbehalf.Thedistribution,disseminationorreproductionofanyConfidentialInformationbyanemployeeorhis/heragent,eitherdirectlyorindirectly,whichisnotinfurtheranceofFunctionalPathways’business,constituteswillfulmisconductforwhichtheCompanymayimmediatelyterminatetheemployee’semploymentandholdheorsheliableforanyresultingdamages.

EmployeesarealsorequiredtofullycomplywithHIPAA,asexplainedmorefullylaterinthispolicyandintheHIPAAmanual.CORPORATECOMPLIANCEPOLICYFunctionalPathwaysparticipatesinMedicare,Medicaidandotherinsuranceprogramsandmustcomplywithanumberoffederalandstatelawsandregulations. ItisFunctionalPathways’policytocomplywithallapplicablefederal,stateandlocalstatutesandregulations.AllFunctionalPathways’employeesandcontractorsshallcomplywithallfederal,stateandlocalstatutesandregulationsincluding,butisnotlimitedto,thosepertainingtocodingandbilling,contracting,determinationsofmedicalnecessity,patients’rights,confidentialityandreferrals.

IfyouhavequestionsregardingFunctionalPathways’billingpracticesorstateandfederalregulations,youareencouraged,andinfact,havetheresponsibilitytobringanyconcernsovertheseissuestotheattentionofFunctionalPathwaysimmediately. AnyemployeewhohasaconcernabouteitherFunctionalPathways’billingpracticesoranygovernmentalregulations,youshouldcontacteitherComplianceDirector,SheilaCapitosti;theDirectorofOperations,MarcusMiller;ortheVPofHumanResources,TinaJackson,immediately.

Allconcernswillbehandledinasdiscreteafashionasispossibleunderthecircumstances,andaccesstoinformationrelatedtotheconcernwillbelimitedona“needtoknow”basis.Allconcernswillbeaddressedandaprompt,thoroughandfairinvestigationwillbeconducted,ifnecessary. Anyinvestigationwillnormallyincludeconferringwiththeindividualwhoexpressedaconcernandanyotherindividualwhomaypossessrelevantinformation. Signedstatementsmayberequired. FunctionalPathwayswillretaindocumentationrelatingtotheexpressedconcerninseparatefilestowhichaccesswillbelimitedtothosewithaneedtoknow. FunctionalPathwayswilltakeappropriateactiontocorrecttheissue,ifnecessary. Thepurposeofthisprovisionistoprotecttheconfidentialityoftheindividualwhoexpressesaconcernormakesareporttotheextentpossible,toencouragethereportingofanyconcerns,andtoprotectthereputationandintegrityofFunctionalPathways.

Employeeswillbeprotectedfromcoercion,intimidation,retaliationorinterferenceforraisingabonafideconcernorreportorotherwiseproperlyassistinginaninvestigation.IndividualswhoexperienceorobserveretaliationagainstanyparticipantinaninvestigationhaveanimmediatedutytoreportsuchactsorincidentstotheComplianceDirector,theDirectorofOperationsortheVPofHumanResources. Iftheinvestigationrevealsthatretaliationhasoccurred,FunctionalPathwayswilltakeappropriatecorrectiveactiondesignedtostoptheretaliationandtopreventitsrecurrence.

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FunctionalPathwayshasazerotolerancepolicywhenitcomestoimproperbillingpracticesorviolationsofgovernmentalregulations,andanyviolationofthispolicywillbeconsideredawillfulmisconductwhichFunctionalPathwaysmayimmediatelyterminateyouremployment.FunctionalPathwaystrustsandexpectsthatyouwillnottakeanyimproperactioninthisregard. FunctionalPathwaysencouragesitemployeestoraiseanyconcernswitheithertheComplianceDirector,DirectorofOperationsorVPofHumanResources.Employeescanalsoleaveamessageonthecompliancehotlinevoicemailat888-311-5988.Inlieuofcallingthemessagesystem,employeescansubmitaletterviamailtoSheilaCapitosti10133SherrillBlvd,Suite200,Knoxville,TN37932orfaxat855-298-8320.VisitsbyGovernmentalAgencyRepresentativesItisFunctionalPathways’intenttocomplywithapplicablelawsandregulations.Theprocedurestobefollowedbystaffinresponsetovisitsbygovernmentalagencyrepresentativesareintendedtoreducetheprospectofimproperorillegalconduct.Intheeventofagovernmentinvestigation,eachemployeeisexpectedtoactinaccordancewithapplicablelawsandregulationsandtheirresponsibilityistoactinthebestinterestofFunctionalPathways.Accordingly,FunctionalPathwayswillreleaserecordswhensorequiredbylawandwillcooperatewithlawfulsearches,butwillprotectconfidentialinformation,suchaspatientinformationandlegallyprivilegedinformation,totheextentauthorizedbylaw.FunctionalPathwaysanditspersonnelwillnotattempttoobstructaninvestigationordestroy,alter,orconcealdocumentsorotherevidencesoughtinaninvestigation.REGULATORYINVESTIGATIONSAnycontact,whetherbyphone,fax,letter,personalvisitorothermethodbyacity,county,state,federal,orothergovernmentinspectororlawenforcementagencymustbeimmediatelyreportedatoncetoeitherSheilaCapitosti,Vice-PresidentofClinicalandComplianceServices.orDanKnorr.Allcontactsandcommunicationswithlocal,state,federal,andothergovernmentagenciesconcerningorrelatingtoanydepartment,activity,orservicesprovidedbythePracticearetobeinitiatedonlybyorwiththeapprovalofDanKnorrortheVice-PresidentofClinicalandComplianceServices.

DEFINITIONSTerm Isdefinedas…Affidavit Inthiscontext,anaffidavitisaswornstatementdetailing

theprobablecauseforasearchwarrant.Probablecauseconsistsoffactsandcircumstancesmakingitmorelikelythannotthatevidence,contraband,orfruitsofacrimeareintheparticularplacetobesearched.

Privilegedinformation Informationthatisprotectedfromseizureanduseincourt,suchastheattorney-clientcommunication,protectedhealthinformation,andproprietaryornon-discoverable

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documents.Requestforrecords Awrittendocumentaskingthefacilitytoreleaserecordsto

anamedentitySearchWarrant/AdministrativeInspectionWarrant

Agovernmental(courtoragency)orderauthorizingtheagencyrepresentativetosearchforandtoseizedocumentsorotherevidencelocatedintheparticularplacetobesearched.

Subpoena Acourt,grandjury,oragencyorderforFunctionalPathwaystoproducerecordstoaspecificcourt,grandjury,oragencyproceeding.

PROCEDURE

A. WrittenRequestsorSubpoenaWhenawrittenrequestordemandforrecordsand/oremployeeinterviewsrelatedtoagovernmentinvestigationisreceived,itshouldbeforwardedtotheVice-PresidentofClinicalandComplianceServicesimmediately.Themanageroremployeereceivingtherequestorsubpoenamustmaintainalogofsuchdocuments,includingtimeanddateofreceipt,thenameoftherequestingentity,documentsorinformationrequested,dateforwardedtotheVice-PresidentofClinicalandComplianceServices,datereceivedbackfromtheVice-PresidentofClinicalandComplianceServices,anddatetherequestorsubpoenawascompliedwithor,ifFunctionalPathwaysdidnotcomply,thedatethatthedecisionwascommunicatedtotherequester.

B. UnannouncedVisitsWithoutASearchWarrant1. WhenapersonarrivesatFunctionalPathways,anyfacility,yourprivateresidenceor

elsewhereandstatesthatshe/heisagovernmentinvestigator,thepersonreceivingthevisitormust:

a. Askthevisitortosignin,ifthevisitistoFunctionalPathwaysorafacility.

b. Quietlyrequestidentification,nameofagencyandpurposeofvisitandinquireasto

whomtheywouldliketospeak.

c. Taketheinvestigator’sbusinesscardtoDanKnorrortheVice-PresidentofClinicalandComplianceServicesinorderforthemtocalltheagency,verifyidentification,andidentifytheappropriateperson(s)tomeetwiththeinvestigator.Donotattempttotakealawenforcementagent’sIDandmakecopiesoftheircredentials!

d. Askthemtobeseated.

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2. ForvisitsfromtheEqualEmploymentOpportunityCommission(EEOC)ortheOfficeofFederalComplianceandContractsProgram(OFCCP)inquiringaboutanemployeepersonnelfile:

a. Verifythebadgenumberandidentificationalongwithpersonalidentification.

b. ContactHumanResources,thecustodianofpersonnelfiles,whowillcommunicate

withtheinvestigatorinordertomakethefileavailable.

3. TheVice-PresidentofClinicalandComplianceServicesordesigneemust:a. Verifytheinformationonthebusinesscardbyplacingacalltotheagency.

b. TheVice-PresidentofClinicalandComplianceServicesordesigneewillreviewthe

investigator’sidentification,includingname,agency,address,andtelephonenumberandexchangebusinesscards.

c. TheVice-PresidentofClinicalandComplianceServiceswillnotifytheappropriatedepartmentsasindicated:

d. Legalcounselforadvice,recommendationorresponsetotherequestingauthority;

orDanKnorr.

C.Records1. Iftheinvestigatorrequestsinformationthatisconfidential(e.g.,patientrecords,

employeerecords),refertotheappropriateprivacypoliciesregardingthereleaseofconfidentialinformation.

2. TheVice-PresidentofClinicalandComplianceServicesordesigneeremains

presentduringtheinvestigator’sreviewoftherecords,ifpossible.

3. TheVice-PresidentofClinicalandComplianceServicesordesigneemakesduplicatecopiesof,andretains,inaseparatefile,alldocumentscopiedfortheinvestigator.

D.SearchWarrant:Ifalawenforcementofficerorothergovernmentagentarriveswithwhatheorshesaysisa“searchwarrant,”theseniorpersonpresentintheconcerneddepartmentshouldtakethefollowingsteps:

1.Asktoseetheagent’sidentification.Recordtheagent’sname,identificationnumber,andagency.

2. Asktoseethe“warrant”andanysupportingdocumentationandasktomakeacopy

iftherequesterwantsitback.3. NotifyDanKnorrandtheVice-PresidentofClinicalandComplianceServices.

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4. Asknonessentialpersonneltoleaveandsecuretheareatoprevententrybyanyoneotherthancounselorotherauthorizedpersonnel.

5. Ifthedocumentappearstobesomethingotherthanasearchwarrant,suchasa

requestforrecordsorasubpoena,asktheagentwhetherheorshecanleavetherequestwithyouandexplainthatyouwillpromptlyhandlethematter.Iftheagentstatesthatitisasearchwarrant,askhimorhertowaituntilcounselarrivesbeforeproceeding.Notethatthisisstrictlyarequest.Whethertheagentwillwaitwilldependonmanycircumstances.

6. Immediatelysuspendanyremovalorrelocationofanyrecords.7. Iftheagentdoesnothaveasearchwarrant,andasksforyourconsenttosearch,tell

theagentthatyouhavenoauthoritytoconsent.

8. Youdonothavetoanswerquestions,butitisyourdecisionwhethertodosoornot.Donottellfacilityemployeesnottoanswerquestionsbecausetheagentsmayviewsuchadviceasconstitutingthecrimeofobstructionofjustice.Rather,youshouldtellemployeesthattheyarenotrequiredbylawtoanswerquestionsbutwhetherandwhentodosoornotistheirdecision.Youshouldalsotellemployeesthattheyhavetherighttoconsultwithlegalcounselpriortodecidingwhethertosubmittoaninterview.Iftheystillaskyouwhethertoanswerquestions,tellthemthatyoucannotadvisethemonewayortheotherandremindthemthattheymayconsultwithalawyertoassisttheminmakingthisdecision.Norcancorporatecounselgivethemadvice,becauseheorsherepresentsFunctionalPathways,notindividualemployees.Theemployeeshouldbeadvisedthatifhe/shedecidestoanswerquestions,he/sheshouldtellthetruth.

9. Ifprivilegedinformationisonthepremisesandcounselhasnotarrivedtohandle

it,advisetheagentsoftheprivilegednatureoftheinformationandasktheagentstosegregateitfromtheotherrecordsandmarkitasprivileged.Iftheagent(s)refuse(s)tosegregatetheprivilegedinformation,thendocumentthename,badgenumber,andotherrelevantinformationregardingtheagent(s)whorefusedtherequest,andtheday,time,andplaceoftherequest.

10.Ifmorethanoneagentisconductingthesearch,assigntrustedemployeestorequesttoaccompanyeachagenttoassistasappropriateandtomonitorthesearch.Suchemployeescanhelppreventdamagetorecordsandcomputerequipmentbyunlockingcabinets,copyingcomputerfiles,andthelike.Theemployeesshouldtakeextensivenotesaboutthesearchsuchas:

a. Whenthesearchstarted.

b. Identityoftheagentandofanypersonnelassistingtheagent.

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c. Whatwassearched,suchasrooms,filecabinets,computers.

d. Orderinwhichareasweresearched.

e. Namesandjobtitlesofemployeesinterviewedorattemptedtobeinterviewedbyagentsduringthesearch.

f. Questionsorcommentsaskedormadebytheagents.

g. Anyrequestsmadetoagentsduringthesearchandtheirresponses,suchas

“CanyouwaituntilIunlockthecabinet?”

h. Anyactionsorcommentsbytheagents.

i. Whenthesearchended.

11.Iftheagentsrefusetoallowtheemployeestoaccompanythem,therefusalshouldbehonored.Makesurethattheagentwhosorefusesisidentifiedbynameandagency.

12.Attempttocopyanydocumentstheagentsseektoremovefromthepremises,

includingbackupdisksofallcomputerfiles.

13.Obtainadetailedreceiptofalldocumentsandotherevidenceseized.14.Ensurethattheemployeesaccompanyingtheagentshavetakendetailednotes.If

not,instructthemtowritedownallthattheyrememberabouttheinformationoutlinedinitem10a-iabove.

15.Prepareanafter-actionreport,includingbutnotlimitedto,theinformation

outlinedinitem10a-iabove).

16.Donottalktothepress.17.TheVice-PresidentofClinicalandComplianceServicesordesigneemaintainsafileoftheinvestigation.18.Allemployeesareinstructednottodiscusstheinvestigationwithanyonewithinor

outsideofthefacility.

ENFORCEMENT:Allsupervisorsareresponsibleforenforcingthispolicy.Employeeswhoviolatethispolicyaresubjecttoappropriatediscipline,uptoandincludingterminationfromemployment.Inaddition,improperinterferencewithasearchmayconstitutethecrimeofobstructionofjustice,achargethatcouldleadtoarrestandprosecution.

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OUTSIDEEMPLOYMENTTheCompanyrequiresfulltimeemployeestodevotetheirfullbusinessdaytothe

Company.Allemployeesmustavoidunauthorizedcommitmentsinordertoensurefulfillmentoftheirduties.

SalariedemployeesmustobtainwrittenauthorizationfromthecompanyPresidentbeforeobtainingoutsideemployment.

DRESSCODEEmployeesareexpectedtodressinamannerwhichisappropriatetothedutiesandresponsibilitiesoftheirposition.BecausethepublicformsmanyofitsimpressionsaboutaCompanyfromitscontactwithemployees,itisimportantthatthestaffnotonlybecourteousandefficient,butalsoenhancethepublicimagethroughproperdressandpersonalgrooming.

Eachmanagerisresponsibleforcommunicatingdressstandardswhichareappropriate.Eachfacilityshouldbeconsultedregardingtheirpoliciesondresscode,andemployeesareexpectedtofollowtheguidanceandregulationsoftheassignedfacility.Namebadgesshouldbewornatalltimes.(ReferencetheDressCodePolicyforadditionalinformation).

TOBACCOUSETheuseoftobaccoproductsincluding,butnotlimitedtocigarettes,cigars,pipes,andsmokelesstobacco,isprohibitedinsideanyoftheCompany’sfacilities,clientfacilitiesorvehicles.TheuseoftobaccoproductswillbeallowedinCompanydesignatedareasoutsideanyfacility.Thisrelatestoallworkareasatalltimes,includingbeforeandafternormalworkinghours. TheCompanywillalsocomplywithallstateandlocalsmokinglaws.Employeesmustadheretoindividualfacilitiessmokingpoliciesaswell.

NAMEBADGESAllemployeesarerequiredtowearanapprovednamebadge.TheinitialbadgeisfreeandwillbeissuedtoyoubyFunctionalPathwaysorifthefacilityrequiresyoutowearafacilitynamebadge,thefacilitywillissueittoyou.Replacementpinswillbeatacosttotheemployee.SOLICITATION/DISTRIBUTIONSolicitationordistributionofmaterialsbyemployeesduringworktimeorinworkingareasisnotallowed.Solicitingincludesbutisnotlimitedtorequestsforcontributionsorsignatures,andthesaleofconsumerproducts.TheonlyexceptiontothispolicyisforactivitieswhichmaybesponsoredbyFunctionalPathwaysorthecustomer’sfacility.

DISCIPLINARYACTIONBelowareexamplesofprohibitedconductwhicharenotinaccordancewiththegeneralworkrulesofFunctionalPathways. Youaresubjecttoappropriatedisciplinaryaction,uptoandincludingtermination,ifyouengageinanyoftheseactivities.

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FunctionalPathwaysreservestherighttodetermineinitssolediscretion,whetheranemployee’sconductisinkeepingwiththishandbookandgeneralcompanypolicy.Thefollowinglistisnotall-inclusivebutismeantasaguidelineforacceptableconduct.

FunctionalPathwaysgenerallyadherestoaprogressivedisciplinepolicy,includingverbalwarnings,writtenwarnings,suspension,andtermination. However,thecompanyalwaysreservestherighttodisciplineemployeesbasedontheseverityoftheirconduct. ThisguidelineisnotintendedtolimittheCompany’srighttotakewhateverdisciplinaryactionitdeemsnecessarywhenprohibitedconduct,whichitconsiderscontrarytoitsbestinterestsorthoseofotheremployees,isbroughttoitsattention. TheseguidelinesaresubjecttochangebytheCompanyatanytime.1. Violationoftheattendancepolicy2. Arrestsorconvictionsofacrimeduringemployment.3. Leavingthejobduringworkhourswithoutpermissionofsupervisor.4. DeliberateneglectordestructionoftheCompany’soracustomer’sproperty,tools,

uniforms,machinesorequipment;orpropertyoffellowemployeesinanymanner.5. Willfulfalsificationofcompanyrecordsincluding,butnotlimitedto,applicationsfor

employmentorotherdatarequestedbyFunctionalPathways,doctor'snotes,medicalrecords,therapynotes,andtimeandexpenserecords.

6. Failuretoadheretosafetyresponsibilities,practicesandpolicies.7. Theftofcompanypropertyorpropertyofotheremployeesorotherdishonesty.8. Immoralconductorindecencyoncompanypropertyorjobsite.9. Smokinginareasthathavebeendesignatedasnon-smokingbytheCompanyorthe

customerfacility.10. Possessionofammunition,firearms,weaponsorexplosivesonCompanypropertyor

anyCompanyjobsite.11. ViolationoftheCompany’ssubstanceabuseordrugscreeningpolicies.12. Inabilitytogetalongwithcoworkers.13. Useofabusiveorthreateninglanguage.14. Poorperformanceorproductivityorinabilitytomeetstandardsofperformanceor

productivity.15. EngaginginconductthatviolatesFunctionalPathways’EqualEmployment

Opportunityorharassmentpolicies.16. Non-compliancewiththecompanydresscode.17. HIPAAviolationorotherbreachofcompanyorpatientconfidentiality.18. Failuretoreportanincidentoraccidentinwhichapatientreportsbeinginjuredor

harmedinanyway.19. Failuretocooperatewithanyinvestigationperformedbyanauthorizedrepresentative

ofFunctionalPathways.20. Refusaltocooperatewithanysearchconductedunderoneofthetermsofthis

EmployeeHandbookbyanauthorizedrepresentative.21. ViolationofanyprovisionintheEmployeeHandbookrelatingtoelectronicor

computerequipment.

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22. ViolationoftheConfidentialityProvisionassetforthherein.23. ViolationofanyprovisionintheEmployeeHandbookrelatingtoFunctionalPathways’

CorporateCompliancePolicy.24. Violationofanypolicyinthisemployeehandbook,orengaginginanyotherconduct

determinedbytheCompanytoviolateitsstandardsofconductorperformance.25. Failuretoreportanyallegationsofresidentabuse,neglectormisappropriationof

propertyimmediatelytosupervisorSUBSTANCEABUSEDrugsandalcoholcanimpairperformance,judgment,qualityofcareandthesafetyofcoworkers.Therefore,itisnotpermissibleforanyemployeeto:Beinvolvedwiththepurchase,sale,possessionoruseofacontrolled(withoutaprescription)drug;abuseaprescriptiondrug;consumealcoholorillegallyusedrugsonCompanypremisesorfacilitypremises;Reporttoworkundertheinfluenceofdrugsoralcohol.Off-dutyuseofsubstanceswhichinterfereswithemployee’sabilitytoperformassigneddutiesorreflectsnegativelyontheintegrityoftheemployeeortheCompanyisprohibited.Violationofthispolicywillresultindisciplinaryactionuptoandincludingtermination.Employeeswhoarearrestedduringemployment,mustimmediatelynotifytheirmanagerandtheVPofHumanResourcesforinvestigation.Failuretodosomayresultinimmediatelytermination.

DRUGSCREENINGAtsomefacilities,drugscreeningisapre-employmentcondition.IfFunctionalPathwayshasacontractwithafacilitythatrequirespre-employmentdrugscreening,allemployeesofferedpositionsforthosefacilitieswillhavetosubmittodrugscreening.ApplicantsoremployeeswhorefusetoconsenttosuchscreeningswhenrequestedbytheCompanyaresubjecttodismissal.TheCompanyreservestherighttotestanyandallemployeesfordrugoralcoholabuseuponreasonablesuspicionofsuchabusewhichcouldaffectanemployee’sjobperformance.Refusalbyanemployeetocomplywithsuchtestingwillresultindisciplinaryactionuptoandincludingdismissal.

Ifdrugsarepresenttheemployeemaybeterminatedandeligibilityforworkerscompensation,medicalandotherbenefitsmaybeforfeited.

FINGERPRINTSAtsomefacilities,fingerprintingisapre-employment/employmentcondition.IfFunctionalPathwayshasacontractwithafacilitythatrequiresfingerprints,allemployeesofferedpositionsforthosefacilitieswillhavetosubmittofingerprinting.ApplicantsoremployeeswhorefusetoconsenttosuchscreeningswhenrequestedbytheCompanyaresubjecttodismissal.Basedonthefindingsrelatedtothefingerprinting,employmentmaybe

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terminatedandeligibilityforworkerscompensation,medicalandotherbenefitsmaybeforfeited.

SEARCHAccesstoFunctionalPathwaysanditsclient’spremisesisconditioneduponitsrighttoinspectorsearchtheperson,vehicle,orpersonaleffectsofanyemployeeorvisitor.Thismayincludeanyemployee’soffice,desk,filecabinet,closet,locker,orsimilarplace.Fromtimetotime,andwithoutpriorannouncement,inspectionsorsearchesmaybemadeofanyoneentering,leaving,oronthepremisesorpropertyoftheCompanyoritsclients(includingalcoholand/ordrugscreensorothertesting).Refusaltocooperateinsuchaninspectionorsearch(includingalcoholand/ordrugscreens)isgroundsfortermination.PERSONALUSEOFCOMPANYPROPERTYCareandconsiderationshouldbemaintainedintheuseofCompanyproperty.Personaltelephonecallsmustbelimitedtothoseabsolutelynecessaryandpermittedwithyoursupervisor’sapproval.Employeeisresponsibleforanychargesincurredforapprovedlongdistancecalls.Anyunapprovedlongdistancecallsmayresultindisciplinaryaction. Useofthecompany’sorclient’sfacilitiesforsendingorreceivingpersonalmailisnotpermitted.EmployeesareforbiddentoremoveequipmentandsuppliesbelongingtotheCompanyortheclient’sfacilities.ThepersonaluseofCompanyequipmentsuchasphotocopyingmachinesorotheritemsisprohibited.Equipmentisnottobeoperatedbyunqualifiedpersonnel.

LAYOFFAsanemployeeofFunctionalPathways,pleaserememberyouareemployedbytheCompany,notbyanindividualfacility.Thismeansyourfacilityassignmentscanchangeifwarrantedornecessary.

AcontractwithafacilitymayexpireortheCompanymaycancelorloseacontractwithafacility.Ifacontractterminationoccurs,effortswillbemadetoplaceyouinanotherfacilityifpossible. However,continuedemploymentisnotguaranteed.Ifapositioninanotherfacilityisnotavailableorifthecommutetoanotherfacilityisnotpractical,alayoffwilloccur.

Employeeswhosepositionsareeliminatedorlostduetocontractterminationwillnothavespecificrecallrights,butwillbeeligibletoapplyforfutureemploymentbysubmittinganapplicationtotheCompany.

Afternotificationofimpendinglayoff,PTOcannotbeused.

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INDEBTEDNESSTheCompanywillnotbecomeinvolvedwithpersonalfinancialobligationsofemployees.TheCompanywillnotbeinvolvedinarrangementsmadebetweenemployeesandcreditors.Noprovisionwillbemadeforpayrolldeductionsforthispurposeexceptforgarnishmentofwagesasrequiredbylaworbyothercourtorder.

NON-FRATERNIZATIONWhiletheCompanyencouragesamicablerelationshipsbetweenmembersofmanagementandtheirsubordinates,italsorecognizesthatinvolvementinaromanticrelationshipwithasubordinatemaycompromiseorcreateaperceptionthatcompromisesamanager’sabilitytoperformhisorherjob.Anyinvolvementofaromanticorinappropriatenaturebetweenamanagerandanyoneheorshesupervises,eitherdirectlyorindirectly,isprohibited.Violationofthispolicymayleadtocorrectiveactionuptoandincludingterminationofthemanagementindividualinvolvedintherelationship.

CLINICIAN/PATIENTRELATIONSHIPSTheCompanyrequiresthatanappropriateprofessionalrelationshipbemaintainedbetweenclinicianemployeesandtheirpatients.Thedevelopmentofaromanticorinappropriaterelationshipbetweenaclinicianandtheirpatientcancompromiseorcreateaperceptionthatcompromisestheclinician/patientrelationshipand/ortherelationshipbetweentheCompanyanditsclientfacility.Therefore,romanticorinappropriaterelationshipsbetweencliniciansandtheirpatientsareprohibitedduringtheexistenceoftheclinician/patientrelationship.Violationofthispolicymayleadtocorrectiveactionuptoandincludingterminationoftheclinicianinvolvedintherelationship.

SEXUALANDOTHERDISCRIMINATORYHARASSMENTHarassmentof any type, whether sexual, racial, religious, based on national origin, or anyotherkind,isabsolutelynottoleratedattheCompany.

ItisthepolicyoftheCompanythatallitsemployeeshavearighttoworkinanenvironmentfreefromdiscriminatoryharassmentbasedonsex,gender,race,age,nationalorigin,religion,disability,genetic information,veteranstatus,militaryaffiliationorobligation, oranyotherprotecteddiscriminatoryfactor.TheCompanyprohibitsanyformofharassmentofitsemployeesbyotheremployeesandwilltakeimmediateandappropriateactiontopreventandtocorrectbehaviorthatviolates thispolicy. TheCompanyalsostrivestoprotect itsemployeesfromanyformofharassmentbythirdparties,includingcustomersandvendors.

SexualHarassmentSexualharassmentisdefinedasunwelcomesexualadvances,requestsforsexual favorsandotherverbalorphysicalconductofasexualnaturewhen(i)thesubmissiontosuchconductiseitherexplicitlyorimpliedlymadeatermorconditionofone’semployment;(ii)submissiontoorrejectionofsuchconductisusedasthebasisforanemploymentdecisionaffectinganindividual;or(iii)suchconducthasthepurposeoreffectofunreasonablyinterferingwithan

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environment.Whilesexualharassmentusuallyinvolvesmembersoftheoppositesex,italsoincludes“samesexharassment”(i.e.,malesharassingmalesandfemalesharassingfemalesbecauseoftherecipient’ssex).Allemployeesandmanagersalikewillbeexpectedtocomplywiththispolicyandtakeappropriatemeasurestoensurethatsuchconductdoesnotoccur.

Sexualharassmentdoesnotrefertobehaviororoccasionalcomplimentsofasociallyacceptablenature. Itreferstobehaviorthatisnotwelcome,thatispersonallyoffensive,thatfailstorespecttherightsofothers,thatlowersmoraleandthat,therefore,interfereswithourworkeffectiveness. Sexualharassmentmaytakedifferentforms. Onespecificformisthedemandforsexualfavors. Otherformsofharassmentinclude:Verbal Sexualinnuendos,suggestivecomments,jokesofasexualnature,sexual

propositions,threats.Non-Verbal Sexuallysuggestiveobjectsorpictures,graphiccommentaries,

suggestiveorinsultingsounds,leering,whistling,obscenegestures.Physical Unwantedphysicalconduct,includingtouching,pinching,brushingthe

body,coercedsexualintercourse,assault.Sexualharassmentmaybeovertorsubtle.Somebehaviorwhichisappropriateinasocialsettingmaynotbeappropriateintheworkplace.Whateverformittakes,verbal,non-verbalorphysical,sexualharassmentcanbeinsultinganddemeaningtotherecipientandcannotbetoleratedintheworkplace. Sexualharassmentbyanemployee,manager,supervisor,orthirdpartynon-employeewillnotbetoleratedbytheCompany.

Allemployees,managersandnon-supervisors,willbeexpectedtocomplywiththispolicyandtakeappropriatemeasurestoensurethatsuchconductdoesnotoccur.Appropriatedisciplinaryactionwillbetakenagainstanyemployeewhoviolatesthispolicyagainstharassment. Basedontheseriousnessoftheoffense,disciplinaryactionmayinclude,butwouldnotbelimitedto,verbalorwrittenreprimand,suspension,demotion,ordismissal.OtherWorkplaceHarassmentTheCompanyalsohasastrongpolicyagainstharassmentonthebasisofrace,color,age,religion,nationalorigin,disability,veteranstatus,militaryaffiliationorobligation,orgeneticinformation.

Harassment isverbalorphysicalconductthatdenigrates orshowshostilityoraversiontowardanindividualbecauseofhisorherrace,color,religion,nationalorigin,age,disability,veteranstatus,militaryaffiliationorobligation, orgenetic informationor that ofhisorherrelatives,friends,orassociates,andthatenvironment;

(1)has thepurposeoreffectofunreasonably interferingwithan individual’swork

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performance;or(2)otherwiseadverselyaffectsanindividual’semploymentopportunities.

Harassingconductincludes,butisnotlimitedto,thefollowing:

(1)epithets,slurs,negativestereotyping,orthreatening,intimidatingorhostileactsthat

relatetorace,color,religion,nationalorigin,age,disability,veteranstatus,militaryaffiliationorobligation,orgeneticinformation;and

(2)writtenorgraphicmaterialthatdenigratesorshowsaversionorhostilitytowardanindividualorgroupbecauseofrace,color,religion,nationalorigin,age,disability,veteran status, military affiliation or obligation, or genetic information and that isplaced on walls, bulletin boards or elsewhere on The Company’s premises orcirculatedintheworkplace.

Allemployeesshouldavoidanyactionorconductthatmightbeviewedasworkplaceharassment.Approvalof,participationinoracquiescenceinconductconstitutingworkplaceharassmentwillbeconsideredaviolationofthispolicy.

If the Company determines that workplace harassment has occurred on the basis of race,color,religion,nationalorigin,age,disability,veteranstatus,militaryaffiliationorobligation,orgeneticinformation,promptcorrectiveactionwillbetaken. Dependinguponthecircumstances,thiscorrectiveactionmayinclude,butwouldnotbelimitedto,verbalorwrittenwarning,suspension,demotionordismissal.

COMPLAINTPROCEDURE

EmployeeshavetheresponsibilitytobringanyformofunwelcomeharassmenttotheimmediateattentionofTheCompany.AnyemployeewhohasacomplaintofharassmentshouldreporttheallegedactimmediatelytotheVPofHumanResourcesatthecorporateoffice(888)531-2204or theComplianceDirector at thecorporateoffice(888)531-2204.Althoughemployeesarefreetoaddressinappropriateconductwiththeoffendingperson,anemployeedoesnothavetocomplainfirsttotheoffendingperson.

Allcomplaintswillbehandledinatimelymanner.Athoroughandindependentinvestigationwillbeconductedinasensitivemannerbasedontheemployee’sstatementofwhathasoccurred.Informationrelatedtotheinvestigationwillbesharedwithinmanagementona“needtoknow”basis.TheCompanywillretaindocumentationofallallegationsandinvestigationsinseparatefilesandwilltakeappropriatecorrectiveactiontoremedyallviolationsofthispolicy.Thepurposeofthisprovisionistoprotecttheconfidentialityoftheemployeewhocomplainstotheextentpossible,toencouragethereportingofanyincidentsofharassmentandtoprotectthereputationofanyemployeewrongfullychargedwithharassment.

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Investigationof a complaintwill normally include conferringwith theparties involvedandanynamedorapparentwitnesses.Allemployeeshaveadutytocooperatewithanyinvestigationofaharassmentcomplaint.Employeeswillbegivenanimpartialandfairinvestigation.Allemployeesshallbeprotectedfromcoercion,intimidation,retaliation,interferenceordiscriminationformakingacomplaintorassistinginaninvestigation.

Ifthe investigation reveals thatthe complaint isvalid, prompt attention and disciplinaryactiondesignedtostoptheharassmentimmediatelyandtopreventitsrecurrencewillbetaken.

Retaliationagainstanycomplainingemployee,anywitness,oranyoneinvolvedinacomplaintisstrictlyprohibited. TheCompanywillfollowupanycomplaintorinvestigationasappropriatetoensurethatnoretaliationoccurs. Employeesshould immediatelyreportanyretaliation toanyof theCompanyofficials listedabove,at theoptionof theemployee. TheCompanywillnottolerateretaliationandwilltakepromptandimmediatestepstoeliminateretaliation.

TheCompanyrecognizesthatthequestionofwhetheraparticularactionorincidentproducesadiscriminatoryemploymenteffectrequiresafactualdeterminationbasedonallfactsinthematter.Giventhenatureofthistypeofdiscrimination,theCompanyalsorecognizesthatfalseaccusationsofharassmentcanhaveseriouseffectsoninnocentindividuals.WetrustthatallemployeesoftheCompanywillcontinuetoactresponsiblytoestablishandmaintainapleasantworkingenvironment,freefromdiscrimination,forall.TheCompanyencouragesanyemployeetoraisequestionsheorshemayhaveregardingharassmentwiththeComplianceDirectorortheVPofHumanResources.

RISKMANAGEMENTUniversalprecautionsarerequiredtobeusedthroughoutallfacilitieswherepatientcontactoccurs.Anypotentialincidentoraccidentinvolvingapatientshouldbereportedimmediatelytoyoursupervisor.Inaddition,anyemployeewhomayhavecontactwithbloodandbodyfluidsorotherpotentiallyinfectiousmaterialsshouldreceiveaHepatitisBVaccine.

TBTESTINGFollowingaconditionalofferofemploymentsomefacilitiesmayrequireaTBtestpriortohire(andannually/bi-annuallythereafter).ApplicantsoremployeeswhorefusetoconsenttosuchexamorinquirieswhenrequestedbytheCompanywillnotbehiredoraresubjecttodismissal.

Anytypeofmedicalrecordandinquirieswillbemaintainedonseparateformsandinseparatefilesasconfidentialmedicalrecords.

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CPRForpatientsafety,FunctionalPathwaysrecommendsthatallemployeesworkinginaclinicalpositiontohavetheirCPRcertification.CPRisajobrequirementinsomeindividualfacilities.

CORPORATECOMPLIANCEFunctionalPathwayshasadoptedapolicyofcorporatecomplianceandresponsibilityandwillrequireitsdirectors,officers,employees,agentsandcontractorstocomplywiththeCorporateComplianceProgram.

HIPAAFunctionalPathwayswillcomplywiththeHealthInsurancePortabilityandAccountabilityActof1996.SincenursinghomefacilitiesvaryinthewaytheprocedurestocomplywithHIPAA,allemployeesinnursinghomefacilitiesmustattendthefacilitiestrainingontheirspecificHIPAApoliciesandprocedures.Allemployeesarerequiredtoabidebythosepoliciesandproceduresassetforthbythefacility.AllemployeesaretoreadFunctionalPathways’HIPAAmanualandsignthesignatureform.RESIGNATIONWhenanemployeedecidestoresigntheirpositionwithFunctionalPathwaysforanyreason,theemployeeisencouragedtodiscussthesituationwiththeirimmediatesupervisorortheHRDepartment.EmployeesshouldcalltheHRDepartmenttodiscussresignation.Employeesareencouragedtoprovideappropriateadvancewrittennoticeofresignations,includingthereasonforresignationandtheemployee’slastdateofworkavailability.Appropriateadvancenoticeis:

ExecutiveMember 6weeks

RVP- 6weeks

RM- 6weeks

SalariedEmployees 4weeks

Non-SalariedEmployees 4weeksEmployeeswishingtoterminatetheirserviceswiththecompanyarerequestedtosubmitawrittenletterofresignationtoincludelastdayofwork.Anoticeisrequiredinordertoensureadequatestaffingisinplace.Inaninstancethatlessnoticecanbeaccepted,writtenauthorizationofapprovalmustcomefromdirectsupervisor.

Employeeswhoresignwithinthe90-dayintroductoryperiod,whodonotprovidetherequestednotice,orwhofailtoworkouttheirnoticeperiod,orwhoaredischarged,will

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forfeitallcurrentPTObenefitsandwillnotbecompensatedforunusedPTO. InlieuofnoticeofresignationorafternoticeisprovidedtotheCompany,PTOmaynotbeused.EmployeeswillbepaidouttheirPTObalanceat50%thevaluewhenleavingthecompanyingoodstanding,includingintheeventofafacilityclosure,(whenapplicableandinaccordancewithFunctionalPathwaypolicyandallapplicablelawsandregulations).

AnymoneyowedtotheCompanymaybewithheldfromthelastpaycheckINTERNET/EMAILAccesstotheInternethasbeenprovidedtocertainemployeesforthebenefitoftheCompanyanditscustomers. EveryemployeehasaresponsibilitytomaintainandenhancetheCompany'spublicimage,andtousetheInternetinaproductivemanner.Toensurethatallemployeesareresponsible,productiveInternetusersandtoprotecttheCompany'spublicimage,thefollowingguidelineshavebeenestablishedforusingtheInternet.

AcceptableUsesoftheInternetEmployeesaccessingtheInternetarerepresentingtheCompany.Allcommunicationsshouldbeforprofessionalreasons.EmployeesareresponsibleforseeingthattheInternetisusedinaneffective,ethicalandlawfulmanner.InternetRelayChatchannelsmaybeusedtoconductofficialCompanybusiness,ortogaintechnicaloranalyticaladvice.Databasesmaybeaccessedforinformationasneeded.E-mailmaybeusedforbusinesscontacts.

UnacceptableUseoftheInternetTheInternetshouldnotbeusedforpersonalgainoradvancementofnon-work-relatedindividualviews.Solicitationofnon-companybusiness,oranyuseoftheInternetforpersonalgainisstrictlyprohibited.UseoftheInternetmustnotdisrupttheoperationoftheCompany’snetworkorthenetworksofothers. UseoftheInternetmustnotinterferewithyourproductivity.

CommunicationsEachemployeeisresponsibleforthecontentofalltext,audioorimagesthattheyplaceorsendovertheInternet.Fraudulent,harassing,obscenemessagesorimagesareprohibited.EmployeesareprohibitedfromdiscussinginformationregardingpatientsorfamiliesatwhichFunctionalPathwaysprovidestherapyservicesovertheinternet.AllmessagescommunicatedontheInternetshouldhaveyournameattached.Nomessageswillbetransmittedunderanassumedname.Usersmaynotattempttoobscuretheoriginofanymessage.InformationpublishedontheInternetshouldnotviolateorinfringeupontherightsofothers.Noabusive,profaneoroffensivelanguagemaybetransmitted.EmployeeswhowishtoexpresspersonalopinionsontheInternetshouldobtaintheirownusernamesonotherInternetsystems.

CopyrightIssuesCopyrightedmaterialsbelongingtoentitiesotherthantheCompanymaynotbetransmitted

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ontheInternet.Onecopyofcopyrightedmaterialmaybedownloadedforyourownpersonaluseinresearch.Usersarenotpermittedtocopy,transfer,rename,addordeleteinformationorprogramsbelongingtoothersunlessgivenexpresspermissiontodosobytheowner.FailuretoobservecopyrightorlicenseagreementsmayresultindisciplinaryactionbytheCompanyorlegalactionbythecopyrightowner.

DownloadingSoftwareEmployeesareprohibitedfromdownloadingsoftwarefromtheInternetwithoutpriorwrittenapprovaloftheITDepartmentorhis/herdesignate. DownloadingofgamesfromtheInternetisprohibited. DownloadingofanyexecutablefilesorprogramswhichchangetheconfigurationofyoursystembyanyoneotherthanInformationSystemspersonnelisprohibited. Theemployee-usershouldtakeextremecautionwhendownloadingsoftwareorfilesfromtheInternet. Allfilesorsoftwareshouldbepassedthroughvirusprotectionprogramspriortouse. Failuretodetectvirusescouldresultincorruptionordamagetofilesand/orunauthorizedentryintotheCompany’snetwork.

Iftheemployee-userfindsthatanydamageoccurredasaresultofdownloadingsoftwareorfiles,theincidentshouldbereportedimmediatelytotheNetworkAdministrator,theChiefFinancialOfficerPresidentorVPofHumanResources.

SecurityAllmessagescreated,sentorretrievedovertheInternetarethepropertyoftheCompany,andshouldbeconsideredCompanyproperty.TheCompanyreservestherighttoaccessandmonitorallmessagesandfilesonthecomputersystemasdeemednecessaryandappropriate.Allcommunicationsincludingtextandimagescanbedisclosedtolawenforcementorotherthirdpartieswithoutpriorconsentofthesenderorthereceiver. EmployeesshouldnotusetheCompany’scomputersorInternetserviceforpersonal,non-work-relatedmatters.EmployeesshouldassumethatallmessageswillbeaccessedandreviewedbytheCompanyandtheCompanydisclaimsanyobligationtomaintaintheconfidentialityorprivacyofpersonalmessages.

HarassmentAnyuseoftheCompany’selectronicresources,includinginternetaccessande-mail,whichviolatestheCompany’spolicyagainstsexualandotherdiscriminatoryharassmentisprohibited.ViolationsViolationsofanyguidelineslistedabovemayresultindisciplinaryactionuptoandincludingtermination.IfnecessarytheCompanywilladviseappropriatelegalofficialsofanyillegalactivity.E-MailPolicyTheCompanymaintainsanelectronicmail(“email”)system.ThissystemisprovidedbytheCompanytoassistintheconductofbusinessbytheCompany.TheemailsystemhardwareisCompanyproperty.Additionally,allmessagescomposed,sent,orreceivedontheemail

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systemareandremainthepropertyoftheCompanyandarenottheprivatepropertyofanyemployee. Theuseoftheemailsystemisreservedsolelyfortheconductofcompanybusinessandmaynotbeusedforpersonalbusiness.Theemailsystemmaynotbeusedtosolicitoradvocateforcommercialventures,personalorpoliticalcauses,outsideorganizations,orothernon-job-relatedsolicitations.Theemailsystemisnottobeusedtocreateanyoffensiveordisruptivemessages.Amongthosewhichareconsideredoffensiveareanymessageswhichcontainsexualimplications,racialslurs,gender-specificcomments,oranyothercommentthatoffensivelyaddressessomeone'sage,sexualorientation,religiousorpoliticalbeliefs,nationalorigin,ordisability,oranystatementwhichviolatestheCompany’spolicyagainstsexualandotherdiscriminatoryharassment.Theemailsystemshallnotbeusedtosend(upload)orreceive(download)copyrightedmaterials,tradesecrets,proprietaryfinancialinformation,orsimilarmaterialswithoutpriorauthorization.

TheCompanyreservesandintendstoexercisetherighttoreview,audit,intercept,accessanddiscloseallmessagescreated,receivedorsentovertheemailsystemforanypurpose.ThecontentsofemailmaybedisclosedwithintheCompanywithoutthepermissionoftheemployee. Theconfidentialityofanymessageshouldnotbeassumed.Evenwhenamessageiserased,itisstillpossibletoretrieveandreadthatmessage.Further,theuseofpasswordsforsecuritydoesnotguaranteeconfidentiality.AllpasswordsmustbedisclosedtotheCompany. NopasswordsorpasscodesmaybeusedthatareunknowntotheCompany.

NotwithstandingtheCompany'srighttoretrieveandreadanyemailmessages,suchmessagesshouldbetreatedasconfidentialbyotheremployeesandaccessedonlybytheintendedrecipient.Employeesarenotauthorizedtoretrieveorreadanye-mailmessagesthatarenotsenttothem.Theexceptiontothispolicyisthatalle-mailmessageswillbeautomaticallytransmittedtothee-mailaddressesofthecompanyPresidentandtheVPofHR.Employeesshallnotuseacode,accessafile,orretrieveanystoredinformation,unlessauthorizedtodoso.Employeesshouldnotattempttogainaccesstoanotheremployee'smessageswithoutthelatter'spermission.AnyemployeewhodiscoversaviolationofthispolicyshallnotifytheChiefFinancialOfficer,thePresident,theITDirectorortheVPofHumanResources.RESIDENTRELEASEFORMEDICALANDTHERAPUTICUSEOFRESIDENT’SIMAGE/VOICE

� If medical photographs will enhance the medical record or medical teaching materials, signed consent must be obtained before making the photographs. Verbal consent is never sufficient.

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� The patient, or their legal representative if the patient is not capable of understanding and signing, must provide written consent to allow medical photographs to be made of them.

� Once written consent has been received, the form must be faxed to the Functional Pathways

Compliance Assistant @ (855) 714-3223 or scanned and emailed to tarden@fprehab.com, so that it can be kept on file. The original document should be placed on the medical record.

� This consent can be revoked by the patient or their legal representative at any time.

PROBLEMSOLVINGIfyouhaveaproblemorconcernregardingyourjob,companypolicies,disciplinaryaction,orotherissuesrelatedtoyouremployment,youshoulddiscussitwithyourimmediatesupervisorassoonaspossible.Shouldyounotwishtodiscusstheproblemwithyoursupervisor,youshoulddirectyourconcerntotheVPofHumanResources.Youmayalsosubmitastatementofconcerntothecorporateoffice.Ifyouarenotsatisfiedbytheresolutiongivenbyyoursupervisororthepersonneldepartment,youmayaddressyourconcernswithcorporatemanagement.Itisthecompany’spolicytoattempttoresolvemattersinthemannerdescribedabove.However,suchpolicyinnowaypreventsorlimitstheCompanyfromexercisingitsrightstoimmediatelyterminateanemployeepursuanttotheCompany’spolicyofemploymentatwill.

HANDBOOKACKNOWLEDGMENTSTATEMENT

IhavereceivedacopyoftheFunctionalPathwaysEmployeesHandbookand

understandthatismyresponsibilitytoreadandunderstandCompanypolicies,proceduresandrulesincludingthoseoutlinedinthishandbook.IunderstandthattheCompany'spoliciesandproceduresaresubjecttochangewithoutnotice.Violationofanyofthesepoliciesmayresultindisciplinaryactionuptoandincludingdismissal.

IacknowledgeandunderstandthatnothinginthishandbookistobeconstruedasacontractbetweentheCompanyandme,eitherexpressedorimplied.UnlessIhaveawritten

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employmentcontractwithFunctionalPathways,signedbythePresidentoftheCompany,Iamanatwillemployee.ThismeanseitherIortheCompanymayterminateouremploymentrelationshipatanytime,withorwithoutcause,andwithorwithoutnotice.

Iunderstandthatnothingcontainedinthishandbookisintendedtoviolateorrestrictanyrightsofemployeesguaranteedbystateorfederallaws.IalsounderstandIamresponsibleforcomplyingwithallpolicies,proceduresandrulesoftheCompanyandifatanytimeIhavequestionsregardingapolicy,procedureorruleIwillcontactmyimmediatesupervisorortheadministrativeoffice.

AsanemployeeofFunctionalPathways,IrecognizeandunderstandthattheCompany'selectroniccommunicationsystems(email,internetandvoicemail)aretobeusedforconductingtheCompany'sbusiness. Further,IagreenottouseapasswordthathasnotbeendisclosedtotheCompany.IagreenottoaccessafileorretrieveanystoredcommunicationotherthanwhereauthorizedunlesstherehasbeenpriorclearancebyanauthorizedCompanyrepresentative.

IknowthatFunctionalPathwayshasastrictpolicyregardingsexualandotherworkplaceharassmentandthatIhaveadutytoimmediatelyreportanyproblemstoanyoneofthefollowingindividuals: VPofHumanResourcesorComplianceDirector.

IamawarethattheCompanyreservesandwillexercisetherighttoreview,audit,intercept,accessanddiscloseallmattersontheCompany'selectroniccommunicationsystemsatanytime,withorwithoutemployeenotice,andthatsuchaccessmayoccurduringorafterworkinghours.IamawarethatuseofaCompany-providedpasswordorcodedoesnotrestricttheCompany'srighttoaccesselectroniccommunicationsandthatIshouldnotanddonothaveanexpectationoforclaimtoprivacyastopersonalcommunicationsthatmayoccur.

NameofEmployee(pleaseprint) EmployeeSignature

- - / / SocialSecurityNumber Date

ExhibitA

NoticetoEmployeesofRightsUnderFMLA(WHPublication1420)EMPLOYEERIGHTSANDRESPONSIBILITIES

UNDERTHEFAMILYANDMEDICALLEAVEACTBasicLeaveEntitlementFMLArequirescoveredemployerstoprovideupto12weeksofunpaid,job-protectedleavetoeligibleemployeesforthefollowingreasons:•Forincapacityduetopregnancy,prenatalmedicalcareorchildbirth;

•Tocarefortheemployee'schildafterbirth,orplacementforadoptionorfostercare;

•Tocarefortheemployee'sspouse,sonordaughter,orparent,whohasaserioushealthcondition;or

•Foraserioushealthconditionthatmakestheemployeeunabletoperformtheemployee'sjob.

MilitaryFamilyLeaveEntitlementsEligibleemployeeswithaspouse,son,daughter,orparentonactivedutyorcalltoactivedutystatusintheNationalGuardorReservesinsupportofacontingencyoperationmayusetheir12-weekleaveentitlementtoaddresscertainqualifyingexigencies.Qualifyingexigenciesmayincludeattendingcertainmilitaryevents,arrangingforalternativechildcare,addressingcertainfinancialandlegalarrangements,attendingcertaincounselingsessions,andattendingpost-deploymentreintegrationbriefings.FMLAalsoincludesaspecialleaveentitlementthatpermitseligibleemployeestotakeupto26weeksofleavetocareforacoveredservicememberduringasingle12-monthperiod.AcoveredservicememberisacurrentmemberoftheArmedForces,includingamemberoftheNationalGuardorReserves,who

hasaseriousinjuryorillnessincurredinthelineofdutyonactivedutythatmayrendertheservicemembermedicallyunfittoperformhisorherdutiesforwhichtheservicememberisundergoingmedicaltreatment,recuperation,ortherapy;orisinoutpatientstatus;orisonthetemporarydisabilityretiredlist.BenefitsandProtectionsDuringFMLAleave,theemployermustmaintaintheemployee'shealthcoverageunderany"grouphealthplan"onthesametermsasiftheemployeehadcontinuedtowork.UponreturnfromFMLAleave,mostemployeesmustberestoredtotheiroriginalorequivalentpositionswithequivalentpay,benefits,andotheremploymentterms.UseofFMLAleavecannotresultinthelossofanyemploymentbenefitthataccruedpriortothestartofanemployee'sleave.EligibilityRequirementsEmployeesareeligibleiftheyhaveworkedforacoveredemployerforatleastoneyear,for1,250hoursovertheprevious12months,andifatleast50employeesareemployedbytheemployerwithin75miles.DefinitionofSeriousHealthConditionAserioushealthconditionisanillness,injury,impairment,orphysicalormentalconditionthatinvolveseitheranovernightstayinamedicalcarefacility,orcontinuingtreatmentbyahealthcareproviderforacondition

RevisedMarch2013 Page36

thateitherpreventstheemployeefromperformingthefunctionsoftheemployee'sjob,orpreventsthequalifiedfamilymemberfromparticipatinginschoolorotherdailyactivities.

Subjecttocertainconditions,thecontinuingtreatmentrequirementmaybemetbyaperiodofincapacityofmorethan3consecutivecalendardayscombinedwithatleasttwovisitstoahealthcareprovideroronevisitandaregimenofcontinuingtreatment,orincapacityduetopregnancy,orincapacityduetoachroniccondition.Otherconditionsmaymeetthedefinitionofcontinuingtreatment.

UseofLeaveAnemployeedoesnotneedtousethisleaveentitlementinoneblock.Leavecanbetakenintermittentlyoronareducedleaveschedulewhenmedicallynecessary.Employeesmustmakereasonableeffortstoscheduleleaveforplannedmedicaltreatmenttoasnottoundulydisrupttheemployer'soperations.Leaveduetoqualifyingexigenciesmayalsobetakenonanintermittentbasis.

SubstitutionofPaidLeaveforUnpaidLeaveEmployeesmaychooseoremployersmayrequireuseofaccruedpaidleavewhiletakingFMLAleave.InordertousepaidleaveforFMLAleave,employeesmustcomplywiththeemployer'snormalpaidleavepolicies.

EmployeeResponsibilitiesEmployeesmustprovide30daysadvancenoticeoftheneedtotakeFMLAleavewhentheneedisforeseeable.When30daysnoticeis

notpossible,theemployeemustprovidenoticeassoonaspracticableandgenerallymustcomplywithanemployer'snormalcall-inprocedures.EmployeesmustprovidesufficientinformationfortheemployertodetermineiftheleavemayqualifyforFMLAprotectionandtheanticipatedtiminganddurationoftheleave.Sufficientinformationmayincludethattheemployeeisunabletoperformjobfunctions,thefamilymemberisunabletoperformdailyactivities,theneedforhospitalizationorcontinuingtreatmentbyahealthcareprovider,orcircumstancessupportingtheneedformilitaryfamilyleave.EmployeesalsomustinformtheemployeriftherequestedleaveisforareasonforwhichFMLAleavewaspreviouslytakenorcertified.Employeesalsomayberequiredtoprovideacertificationandperiodicrecertificationsupportingtheneedforleave.EmployerResponsibilitiesCoveredemployersmustinformemployeesrequestingleavewhethertheyareeligibleunderFMLA.Iftheyare,thenoticemustspecifyanyadditionalinformationrequiredaswellastheemployees'rightsandresponsibilities.Iftheyarenoteligible,theemployermustprovideareasonfortheineligibility.CoveredemployersmustinformemployeesifleavewillbedesignatedasFMLA-protectedandtheamountofleavecountedagainsttheemployee'sleaveentitlement.IftheemployerdeterminesthattheleaveisnotFMLA-protected,theemployermustnotifytheemployee.

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UnlawfulActsbyEmployersFMLAmakesitunlawfulforanyemployerto:•Interferewith,restrain,ordenytheexerciseofanyrightprovidedunderFMLA;

•DischargeordiscriminateagainstanypersonforopposinganypracticemadeunlawfulbyFMLAorforinvolvementinanyproceedingunderorrelatingtoFMLA.

EnforcementAnemployeemayfileacomplaintwith

bringaprivatelawsuitagainstanemployer.FMLAdoes not affect any Federal orState law prohibiting discrimination,orsupersedeanyStateorlocallaworcollectivebargainingagreementwhichprovidesgreaterfamilyormedicalleaverights.FMLAsection109(29U.S.C.§2619)requiresFMLAcoveredemployerstopostthetextofthisnotice.Regulations29C.F.R.§825.300(a)mayrequire

theU.S.DepartmentofLaborormay additionaldisclosures.

Foradditionalinformation:1-866-4US-WAGE(1-866-487-9243)TTY:1-877-889-5627

WWW.WAGEHOUR.DOL.GOV

U.S.DepartmentofLabor│ EmploymentStandardsAdministration│ WageandHourDivision