Horizons Healthcare Agency

Employee Handbook

The contents of this handbook are presented as a matter of information of employment only. This handbook does not constitute an express or implied contract for employment. It provides guidelines only and may be changed or disregarded when, in the opinion of management, circumstances so require. Management reserves the right to change the provisions of this handbook at any time, with or without notice. In almost all cases, changes to the handbook will be announced in a timely fashion.

1.1.0 About the Company 1.1.2 Code of Ethics

2.1.0 Terms of Employment 2.1.1 Confidentiality 2.1.2 Probationary Period 2.1.3 Uniform 2.1.4 Dress Code 2.1.5 Workers Compensation 2.1.6 Verifications for employment eligibility

2.2.0 Payroll 2.2.1 Remuneration 2.2.2 Hours of Work 2.2.3 Overtime 2.2.4 Holidays 2.2.5 Health Benefits 2.2.6 Time Off 2.2.7 Sick Time

2.3.0 Job Classification 2.3.1 Job Description 2.3.2 Classifications

2.4.0 Client Relations 2.4.1 Conduct 2.4.2 Phone Usage 2.4.3 Gifts and Advantages

2.5.0 Training

2.5.1 Internal Training 2.5.2 External Training

2.6.0 EMPLOYEE PRIVACY PROTECTION ACT 2.6.1 Privacy Notice 2.6.2 Use of Personal Information

2.7.0 DRUG FREE WORKPLACE POLICIES 2.7.1 Drug and Alcohol Policy 2.7.2 Drugfree Workplace Policy

2.8.0 SEXUAL HARASSMENT POLICY

Section 1: About the Company

Policy: 1.1 Code of Ethics As an employee of HORIZONS HEALTHCARE AGENCY, I have a responsibility to maintain high standards of conduct, to encourage client independence and to contribute to clients’ welfare. To accomplish these goals, I will:

• Treat each individual with respect and accept that all individuals have worth;

• Maintain the confidentiality of information acquired through my employment and only disclose this information when authorized or legally obligated to do so;

• Follow policies and procedures as developed by HORIZONS HEALTHCARE AGENCY;

• Ensure that my personal activities do not interfere with my judgement and competence;

• Fulfill my obligations and responsibilities in a dependable and honorable manner;

• Follow policies and policies as developed by the facility contracted with.

Section 2: Terms of Employment

Policy: 2.1.1 Confidentiality

Confidentiality is an important aspect of the client – company relationship. Employees of HORIZONS HEALTHCARE AGENCY represent the company at all times while in the presence of the client. Therefore, all information, discussions, records or matters pertaining to the clients and past clients are to be kept in the strictest confidence and not discussed with anyone outside of HORIZONS HEALTHCARE AGENCY personnel that are directly related to the contractual obligation of the client. 2.1.1.1 The employee is required to sign a confidentiality agreement on an annual

basis.

2.1.1.2 The confidentiality agreement will be kept in the employee’s personnel file.

2.1.1.3 Deviation from the confidentiality agreement will result in discipline or termination of employment.

Policy: 2.1.2 Probationary Period

2.1.2.1 A new employee will be considered on probation until he/she has completed 90 days worked.

2.1.2.2 The probationary period of employment may be terminated at any time.

2.1.2.3 The employee’s performance will be evaluated prior to the expiration of

the probationary period. Policy: 2.1.3 Uniform The uniform is an integral part of the professional image of HORIZONS HEALTHCARE AGENCY and therefore all employees are required to adhere to the uniform and dress code policy.

2.1.3.1 The uniform shall consist of healthcare scrubs required by the facility you

are contracted with. 2.1.3.2 A nametag or I.D. tag as supplied by the company or contracted facility.

The nametag or I.D. tag remains the property of the Company and must be returned upon termination of employment with the Company.

Policy: 2.1.4 Dress Code

As a representative of HORIZONS HEALTHCARE AGENCY, the professional image of HORIZONS HEALTHCARE AGENCY must be maintained at all times. This includes all working hours and times outside of working hours whenever in an identifiable HORIZONS HEALTHCARE AGENCY uniform or vehicle. 2.1.4.1 The employee must wear a uniform during working hours unless approved

by the company to do otherwise. 2.1.4.2 Appropriate pants, knee length shorts or skirts may accompany the

uniform.

2.1.4.3 If required, an appropriate undershirt, shirt, turtleneck or blouse may be worn underneath the uniform.

2.1.4.4 Jeans, sweatpants or ragged clothing is not acceptable.

2.1.4.5 As per workers compensation regulations, shoes must be closed sole with

good traction and support. Sandals, sock feet or bare feet is not acceptable.

2.1.4.6 Hair should be clean and controlled so as not to impede the employee’s

vision or touch the customer.

2.1.4.7 In keeping with environmental sensitivities, the wearing of fragrances such as perfume is not acceptable.

2.1.4.8 Proper PPE should be used at all required times.

Policy: 2.1.5 Workers Compensation

The Illinois Worker Compensation Act protects all employees if they are injured at work. In case of injury please follow the company guidelines. Your well being is important above all else, however if the injury does not prevent you from reporting the injury please do so at the earliest time possible. 2.1.5.1 A copy of the Illinois Worker Compensation Act is available at the

Company office. 2.1.5.2 At time of injury the employee is to contact the Company and report the

injury to the supervisor or manager on duty. Failure to report the accident in a timely manner can delay or cancel Workers comp benefits.

2.1.5.3 The employee is to fill out and complete the Accident Report form as

supplied or as available at the Company office. Failure to fill out the accident report in a timely manner can delay or cancel benefits.

2.1.5.4 Provide the Company with any information the Company requires to

comply with Worker Compensation requirements

Policy: 2.1.6 Verifications for employment eligibility

2.1.6.1 Prior to employing, assigning, or referring a nurse, Horizons Healthcare Agency shall contact the Department of Professional Regulation to determine whether the nurse's license is valid and in good standing. Written verification shall be sent by the Department of Professional Regulation within 20 working days. At least biennially thereafter, the agency will contact the Department of Professional Regulation to verify this information in writing. Horizons Healthcare Agency will review the disciplinary report published by the Department of Professional Regulation monthly to determine whether the nurse's license is valid and in good standing.

2.1.6.2 Prior to employing, assigning, or referring a certified nurse aide, Horizons

Healthcare Agency will review the information provided on the Health Care Worker Registry to verify that the certification is valid and that the certified nurse aide is not ineligible to be hired by health care employers or long-term care facilities pursuant to Section 25 of the Health Care Worker Background Check Act.

2.1.6.3 Horizons Healthcare Agency will check at least 2 recent references and the dates of employment provided by the applicant, unless the applicant has not had 2 previous employers.

2.1.6.4 All potential employees are required to have a personal interview with a

qualified employee of the company.

Section 2.2 Payroll Policy: 2.2.1 Hours of Work

2.2.1.1 Hours of work are any period within a 24-hour period, 24 hours a day. 2.2.1.2 The employee is entitled to rest periods in accordance with the provisions

of the Illinois Employment Standards Act.

Policy: 2.2.2 Overtime

2.2.2.1 Overtime is considered as such after 40 hours worked each week in

accordance with the provisions of the Illinois Employment Standards Act

2.2.2.2 Overtime shall be paid at time and one-half (1 ½ ) of the employees regular straight time hourly rate for all such work performed.

Policy: 2.2.3 Holidays

2.2.2.3.1 Where a full-time or part-time employee is required to work on a paid holiday he/she shall be paid at time and one-half (1 ½) his/her regular straight time hourly rate for all such work performed.

Policy: 2.2.4 Health Benefits

2.2.4.1 Full time employees (who work a regular schedule above 32 hours per

week) are eligible to enrol in the Company’s benefit plan after completing their probationary period with HORIZONS HEALTHCARE AGENCY.

2.2.4.2 The employee enrolled in the Company’s benefit plan can request

additional coverage, if available, above the Company provided benefit plan. Employees will be provided with a brochure describing the options under the plan.

Policy: 2.2.5 Time Off

2.2.5.1 Employees are required to give at least 1-month notice of their intention to take holiday time off.

2.2.5.2 Non-emergency medical and dental appointments are to be scheduled, if

possible, outside of working hours. Policy: 2.2.6 Sick Time

2.2.6.1 Employees are to advise the Company as far in advance as possible of the need for a sick day. 2.2.6.2 Employees require a note from their doctor if they are sick for more than 3

days. 2.2.6.3 Employees are required to call in at least 2 hours prior to their scheduled shift.

Section 2.3 Job Classification

Policy: 2.3.1 Job Description

2.3.1.1 A copy of the employee’s job description will be given to the employee. 2.3.1.2 Employees are required to read and sign the job description associated

with their position. 2.3.1.3 A copy of the signed job description is kept in the employee’s personnel

file. Policy: 2.3.2 Classifications

2.3.1.1 Unless qualified and approved in writing by the Company, the employee

cannot perform services in a job classification above the employee’s current job classification.

2.3.1.2 An employee can perform services in a job classification below the

employee’s current job classification unless that service requires a certificate of qualification or registration not held by the employee.

2.3.1.3 An employee may be asked to periodically perform services in a job

classification below the employee’s current job classification.

Section 2.4 Client Relations Policy: 2.4.1 Conduct

2.4.1.1 The employee is expected to adhere to the Code of Ethics associated with

the employee’s designation or as a minimum, the Code of Ethics as prescribed by the Company.

2.4.1.2 The employee shall maintain a professional relationship with the client at

all times. Any deviation from a professional relationship is to be reported to the Company Manager or Supervisor.

2.4.1.3 The employee is to report to the Company Manager or Supervisor any

verbal, physical or any other type of abuse originating from the client or their relations and directed toward the employee.

2.4.1.4 The employee is to report to the Company Manager or Supervisor any

signs, indications or first-hand knowledge of any verbal, physical or any other type of abuse or neglect directed toward the client.

2.4.1.5 The employee is not to discuss with the client or their relations information

of any kind regarding the Company, Company Managers, Company Supervisors or Company employees that is not directly related to the care of the client.

2.4.1.6 Smoking is not permitted on their immediate premises. All employees are

to follow the contracted facility smoking policy. 2.4.1.7 The employee is not to contact the client outside of company business.

Policy: 2.4.2 Phone Usage

2.4.2.1 The employee is not to use the client’s phone for personal use.

2.4.2.2 The employee can give out the Company phone number and the

Company will relay messages to you at the facility if necessary. 2.4.2.4 Personal cell phones are to be turned off when working with a client

Policy: 2.4.3 Gifts and Advantages

2.4.3.1 The employee is not to accept cash or gifts of any kind from clients past or

present, or from their relations. 2.4.3.2 The employee is not to give cash or gifts of any kind to the client or any of

their relations. 2.4.3.3 The employee is not to accept signing authority or power of attorney from

a client or their relations. 2.4.3.4 The employee is not to borrow money or items of any kind belonging to

the client or any of their relations. 2.4.3.5 The employee is not to sign any client (or their relations) documents, legal

or otherwise on behalf of the client (or their relations) or sign any client (or their relations) document legal or otherwise as a witness.

2.4.3.6 The employee is not to advise the client on financial investments or

financial matters of any kind. 2.4.3.7 The employee is not to discuss, advise or encourage the client or any of

their relations to name the employee as a beneficiary in the client’s will.

Section 2.5 Training

Policy: 2.5.1 Internal Training

2.5.1.1 HORIZONS HEALTHCARE AGENCY provides training modules for all

employees. The Caregiver Training modules include:

• Module A – Company Orientation (Employee Handbook Review)

• Module B – Workplace Safety

• Module C – Form Documentation (Review of Forms and proper completion)

• Module D – The Aging Process

• Module E – Personal Care

2.5.1.2 All employees are required to complete Module A, B, and C before being

assigned to a facility. Module D and E must be completed before the end of their probationary period.

2.5.1.3 Nurses and CNA’s may take any of the non-required modules as a refresher.

2.5.1.4 The employee will not be paid for time spent on orientation at HORIZONS HEALTHCARE AGENCY.

2.5.1.5 The employee will be paid for time spent orientating to a new facility at the contracted rate of pay.

Policy: 2.5.2 External Training

2.5.2.1 Employees are required to present proof of first aid & CPR training prior to

start of employment.

2.5.2.2 Employees are required to present proof of Nursing License in the state worked in or Certified Nursing Assistance certificate prior to start of employment.

2.5.2.3 The Company does not provide the employee with first aid or CPR training but can provide referrals to classes to obtain such certifications.

2.5.2.4. The employee is responsible at their own cost to maintain their certification in the minimum of training requirements as outlined in 2.6.2.1-2. The company will reimburse the employee up to $100.00 annually for each required certification and/or license.

2.5.2.5 At the sole discretion of the Company, the employee may be required to attend training classes as deemed necessary by the Company.

2.5.2.6 The employee must have a passing mark, as set by the Company, for all courses deemed necessary by the Company.

Section 2.6 EMPLOYEE PRIVACY PROTECTION ACT

Policy: 2.6.1 Privacy Notice At HORIZONS HEALTHCARE AGENCY, we are committed to respecting the privacy of our employees HORIZONS HEALTHCARE AGENCY recognizes employees as an asset. Because we respect and value you as an employee, we also want you to understand that we will protect your privacy and confidentiality around personal information we learn about you because of your employment relationship with us. This privacy notice is designed to explain to you what personal information we collect about you as an employee, and the use to which we put that information. The notice will also explain how your personal information is kept safe and secure from inappropriate disclosure or use. HORIZONS HEALTHCARE AGENCY, has always been concerned about the confidentiality of employee personal information, and has taken steps to ensure that the information is properly safeguarded and protected. This privacy notice is also designed to voluntarily comply with the Employee Privacy Protection Act Policy: 2.6.2 Use Of Personal Information

2.6.2.1 Application and New Hire Information As soon as you are hired, HORIZONS HEALTHCARE AGENCY, begins keeping a personnel file on you. Examples of some of the information your file contains include the following:

• Resume and/or application;

• Letters of offer and acceptance of employment;

• Written employment contract;

• Payroll information, including social security number, banking information;

• Wage and benefit information;

• Forms relating to application for employee benefits, such as short-and long-term disability, medical and dental care;

• Emergency contact information.

• Annual health exams with clearance to work in job title

• Annual Mantoux TB test results (dated within last 12 months)

• Annual Evaluations (dated within last 12 months)

• CPR certification (with issue date and expiration date)

• Nursing License (with issue date and expiration date)

• CNA certification (with issue date and expiration date)

Most of the information listed above is required to ensure you are properly identified as an employee of HORIZONS HEALTHCARE AGENCY and that you are on the payroll. In addition, to remain compliant with Nursing Agency Licensing requirements. Emergency contact information is required in case we need to notify anyone of your involvement in an emergency while at work.

2.6.2.2 Performance Information While employed with HORIZONS HEALTHCARE AGENCY, you will be annually evaluated, and changes to your employment status may occur. For example, you may receive wage increases and promotions. You may also complete internal or outside courses. All of this information is collected and maintained so HORIZONS HEALTHCARE AGENCY can properly evaluate your performance, determine appropriate levels of compensation, and make decisions about your future as an employee. Examples of performance information that may be added to your file throughout the course of your employment include:

• Copies of performance appraisals;

• Core course and mandatory policy sign-off sheets;

• Internal communications regarding performance;

• Corrective action forms;

• Memorandums regarding completion of internal and outside courses; and

• Record of absences from work. 2.6.2.3 Personality/Psychological Profiles

Currently, some screening and profile testing is done to evaluate the potential for an employee’s promotion, or to assess whether the employee would work well with a particular group or team within the organization. The information is also used to determine whether an employee has the appropriate skills or traits to perform a particular job.

2.6.2.4 Computer and E-mail Access HORIZONS HEALTHCARE AGENCY has the capability to monitor all employees’ computer and e-mail use. Employees should understand all equipment provided for employee use at work is considered to be the property of HORIZONS HEALTHCARE AGENCY and is intended to employees’ use within the workplace, and not for personal use. As a result, it is possible that your e-mail and computer usage will be monitored. In light of its commitment to a healthy workplace, we want to ensure that no inappropriate computer and Internet usage occurs.

2.6.2.5 Disclosure of Personal Information Your employment file is securely maintained in the human resources department files. HORIZONS HEALTHCARE AGENCY shares your personal information only with those staff members of the company who need it to ensure that you are properly compensated, or those who are involved in your hiring, promotion, discipline or termination. Personal information in document form is kept in secure locked offices, and computer information is maintained in secure files with very limited access. We will also commit to maintaining your privacy when personal information is disclosed to third parties (e.g., for payroll processing).

2.6.2.6 Retention of Personal Information Your personal information will be maintained in your employment file for as long as you are an employee of the company. Some of the information relating to payroll and compensation must be maintained for seven years after you leave your employment, as these documents are required by law for audit and taxation purposes. Information that is not necessary for audit and taxation purposes is destroyed two years after your last date of employment.

2.6.2.7 Accuracy of Personal Information

To some extent, HORIZONS HEALTHCARE AGENCY relies on our employees to update their own personal information. For example, if you have had a change of address or telephone number, marital status, or if you wish to make changes to your employee benefits plan, you should approach the appropriate human resources staff member and request that your file be updated. Unless you advise us of these important changes, we have no way of knowing about them. HORIZONS HEALTHCARE AGENCY recognizes that the information we collect regarding your performance is based on opinion and evaluation. To the best of our ability, we ensure that the performance portion of your employment file is complete, in that it contains all information related to your performance, including any documents or other information you supply to us on your own behalf.

2.6.2.8 Access to Personal Information HORIZONS HEALTHCARE AGENCY is committed to ensuring that we collect only the personal information about you that we need to ensure an effective employment relationship, we are also committed to ensuring that information about you is accurate and up-to-date. HORIZONS HEALTHCARE AGENCY will provide you with the information we have about you when you make a written request.

In some case, HORIZONS HEALTHCARE AGENCY may not be able to provide you will all the information we have about you. This would occur if provision of the information could lead to disclosure of another individual’s personal information, where laws or regulations prevent disclosure, or where it would simply be too costly to provide the information. If we decide not to disclose some or all of your personal information to you, we will advise you of the reason. In order to ensure compliance with our privacy policy, HORIZONS HEALTHCARE AGENCY has appointed a Privacy Officer to oversee all aspects of its employee privacy policy and practices. If you wish to know what information we currently have about you, you should send a written request to the Privacy Officer, who will respond to your request within 30 days. If you become aware that the information we have about you is incorrect, you should notify the Privacy Office, who will review the information and take appropriate steps to address your concerns. YOUR COMPANY Privacy Officer: Jessica Frazier

2.7.0 DRUG FREE WORKPLACE POLICIES

2.7.1 Drug and alcohol policy

Drug and Alcohol Policy

Purpose

In compliance with the Drug-Free Workplace Act of 1988, Horizons Healthcare Agency LLC

has a longstanding commitment to provide a safe, quality-oriented and productive work

environment. Alcohol and drug abuse poses a threat to the health and safety of Horizons

Healthcare Agency LLC employees and to the security of the company’s equipment and

facilities. For these reasons Horizons Healthcare Agency LLC is committed to the elimination of

drug and alcohol use and abuse in the workplace.

Scope

This policy applies to all employees and all applicants for employment of Horizons Healthcare

Agency LLC. The human resource (HR) department is responsible for policy administration.

Employee Assistance

Horizons Healthcare Agency LLC will assist and support employees who voluntarily seek help

for drug or alcohol problems before becoming subject to discipline or termination under this or

other Horizons Healthcare Agency LLC policies. Such employees will be allowed to use accrued

paid time off, placed on leaves of absence, referred to treatment providers and otherwise

accommodated as required by law. Employees may be required to document that they are

successfully following prescribed treatment and to take and pass follow-up tests if they hold jobs

that are safety-sensitive or require driving, or if they have violated this policy previously. Once a

drug test has been initiated under this policy, unless otherwise required by the Family and

Medical Leave Act or the Americans with Disabilities Act, the employee will have forfeited the

opportunity to be granted a leave of absence for treatment, and will face possible discipline, up to

and including discharge.

Employees should report to work fit for duty and free of any adverse effects of illegal drugs or

alcohol. This policy does not prohibit employees from the lawful use and possession of

prescribed medications. Employees must, however, consult with their doctors about the

medications’ effect on their fitness for duty and ability to work safely, and they must promptly

disclose any work restrictions to their supervisor.

Work Rules

1. Whenever employees are working, are operating any Horizons Healthcare Agency LLC

vehicle, are present on Horizons Healthcare Agency LLC premises or are conducting company-

related work offsite, they are prohibited from:

a. Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include

possession of drug paraphernalia).

b. Being under the influence of alcohol or an illegal drug as defined in this policy.

c. Possessing or consuming alcohol.

2. The presence of any detectable amount of any illegal drug, illegal controlled substance or

alcohol in an employee’s body system, while performing company business or while in a

company facility, is prohibited.

3. [Company Name] will also not allow employees to perform their duties while taking

prescribed drugs that are adversely affecting their ability to safely and effectively perform their

job duties. Employees taking a prescribed medication must carry it in a container labeled by a

licensed pharmacist or be prepared to produce the container if asked.

4. Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement

agency and may result in criminal prosecution.

Required Testing

Pre-employment

Applicants being considered for hire must pass a drug screen contingent to an offer of

employment. Refusal to submit to testing will result in disqualification of further employment

consideration.

Reasonable suspicion

Employees are subject to testing based on (but not limited to) observations by at least two

members of management of apparent workplace use, possession or impairment. HR, the plant

manager or the director of operations should be consulted before sending an employee for

testing. Management must use the Reasonable Suspicion Observation Checklist to document

specific observations and behaviors that create a reasonable suspicion that an employee is under

the influence of illegal drugs or alcohol. Examples include:

· Odors (smell of alcohol, body odor or urine).

· Movements (unsteady, fidgety, dizzy).

· Eyes (dilated, constricted or watery eyes, or involuntary eye movements).

· Face (flushed, sweating, confused or blank look).

· Speech (slurred, slow, distracted mid-thought, inability to verbalize thoughts).

· Emotions (argumentative, agitated, irritable, drowsy).

· Actions (yawning, twitching).

· Inactions (sleeping, unconscious, no reaction to questions).

When reasonable suspicion testing is warranted, both management and HR will meet with the

employee to explain the observations and the requirement to undergo a drug and/or alcohol test

within two hours. Refusal by an employee will be treated as a positive drug test result and will

result in immediate termination of employment

Post-accident

Employees are subject to testing when they cause or contribute to accidents that seriously

damage a Horizons Healthcare Agency LLC vehicle, machinery, equipment or property or that

result in an injury to themselves or another employee requiring offsite medical attention. A

circumstance that constitutes probable belief will be presumed to arise in any instance involving

a work-related accident or injury in which an employee is injured. In any of these instances, the

investigation and subsequent testing must take place within two hours following the accident, if

not sooner. Refusal by an employee will be treated as a positive drug test result and will result in

immediate termination of employment.

Collection and Testing Procedures

Employees subject to alcohol testing will be transported to a Horizons Healthcare Agency LLC

designated facility and directed to provide breath specimens. Breath specimens will be tested by

trained technicians using federally approved breath alcohol testing devices capable of producing

printed results that identify the employee. If an employee’s breath alcohol concentration is .04 or

more, a second breath specimen will be tested approximately 20 minutes later. The results of the

second test will be determinative. Alcohol tests may, however, be a breath, blood or saliva test,

at the company’s discretion. For purposes of this policy, test results generated by law

enforcement or medical providers may be considered by the company as work rule violations.

Applicants and employees subject to drug testing will be transported to a Horizons Healthcare

Agency LLC designated testing facility and directed to provide urine specimens. Applicants and

employees may provide specimens in private unless they appear to be submitting altered,

adulterated or substitute specimens. Collected specimens will be sent to a federally certified

laboratory and tested for evidence of marijuana, cocaine, opiates, amphetamines, PCP,

benzodiazepines, methadone, methaqualone and propoxphane use. (Where indicated, specimens

may be tested for other illegal drugs.) The laboratory will screen all specimens and confirm all

positive screens. There must be a chain of custody from the time specimens are collected through

testing and storage.

The laboratory will transmit all positive drug test results to a medical review officer (MRO)

retained by Horizons Healthcare Agency LLC who will offer individuals with positive results a

reasonable opportunity to rebut or explain the results. Individuals with positive test results may

also ask the MRO to have their split specimen sent to another federally certified laboratory to be

tested at the applicant’s or employee’s own expense. Such requests must be made within 72

hours of notice of test results. If the second facility fails to find any evidence of drug use in the

split specimen, the employee or applicant will be treated as passing the test. In no event should a

positive test result be communicated to Horizons Healthcare Agency LLC until such time that

the MRO has confirmed the test to be positive.

Consequences

Applicants who refuse to cooperate in a drug test or who test positive will not be hired and will

not be allowed to reapply/retest in the future.

Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture

or dispense an illegal drug in violation of this policy will be terminated. If the employee refuses

to be tested, yet the company believes he or she is impaired, under no circumstances will the

employee be allowed to drive himself or herself home.

Employees who test positive, or otherwise violate this policy, will be subject to discipline, up to

and including termination. Depending on the circumstances, the employee’s work history/record

and any state law requirements, Horizons Healthcare Agency LLC may offer an employee who

violates this policy or tests positive the opportunity to return to work on a last-chance basis

pursuant to mutually agreeable terms, which could include follow-up drug testing at times and

frequencies determined by Horizons Healthcare Agency LLC for a minimum of one year but not

more than two years as well as a waiver of the right to contest any termination resulting from a

subsequent positive test. If the employee either does not complete the rehabilitation program or

tests positive after completing the rehabilitation program, the employee will be immediately

discharged from employment.

Employees will be paid for time spent in alcohol or drug testing and then suspended pending the

results of the drug or alcohol test. After the results of the test are received, a date and time will be

scheduled to discuss the results of the test; this meeting will include a member of management, a

union representative (if requested), and HR. Should the results prove to be negative, the

employee will receive back pay for the times/days of suspension.

Confidentiality

Information and records relating to positive test results, drug and alcohol dependencies, and

legitimate medical explanations provided to the MRO will be kept confidential to the extent

required by law and maintained in secure files separate from normal personnel files. Such

records and information may be disclosed among managers and supervisors on a need-to-know

basis and may also be disclosed when relevant to a grievance, charge, claim or other legal

proceeding initiated by or on behalf of an employee or applicant.

Inspections

Horizons Healthcare Agency LLC reserves the right to inspect all portions of its premises for

drugs, alcohol or other contraband; affected employees may have union representation involved

in this process. All employees, contract employees and visitors may be asked to cooperate in

inspections of their persons, work areas and property that might conceal a drug, alcohol or other

contraband. Employees who possess such contraband or refuse to cooperate in such inspections

are subject to appropriate discipline, up to and including discharge.

Crimes Involving Drugs

Horizons Healthcare Agency LLC prohibits all employees, including employees performing

work under government contracts, from manufacturing, distributing, dispensing, possessing or

using an illegal drug in or on company premises or while conducting company business Horizons

Healthcare Agency LLC employees are also prohibited from misusing legally prescribed or over-

the-counter (OTC) drugs. Law enforcement personnel may be notified, as appropriate, when

criminal activity is suspected.

Horizons Healthcare Agency LLC does not desire to intrude into the private lives of its

employees but recognizes that employees’ off-the-job involvement with drugs and alcohol may

have an impact on the workplace. Therefore, Horizons Healthcare Agency LLC reserves the

right to take appropriate disciplinary action for drug use, sale or distribution while off company

premises. All employees who are convicted of, plead guilty to or are sentenced for a crime

involving an illegal drug are required to report the conviction, plea or sentence to HR within five

days. Failure to comply will result in automatic discharge. Cooperation in complying may result

in suspension without pay to allow management to review the nature of the charges and the

employee’s past record with [Horizons Healthcare Agency LLC

Definitions

“Company premises” includes all buildings, offices, facilities, grounds, parking lots, lockers,

places and vehicles owned, leased or managed by [Company Name] or any site on which the

company is conducting business.

“Illegal drug” means a substance whose use or possession is controlled by federal law but that is

not being used or possessed under the supervision of a licensed health care professional.

(Controlled substances are listed in Schedules I-V of 21 C.F.R. Part 1308.)

“Refuse to cooperate” means to obstruct the collection or testing process; to submit an altered,

adulterated or substitute sample; to fail to show up for a scheduled test; to refuse to complete the

requested drug testing forms; or to fail to promptly provide specimen(s) for testing when directed

to do so, without a valid medical basis for the failure. Employees who leave the scene of an

accident without justifiable explanation prior to submission to drug and alcohol testing will also

be considered to have refused to cooperate and will automatically be subject to discharge.

“Under the influence of alcohol” means an alcohol concentration equal to or greater than .04, or

actions, appearance, speech or bodily odors that reasonably cause a supervisor to conclude that

an employee is impaired because of alcohol use.

“Under the influence of drugs” means a confirmed positive test result for illegal drug use per this

policy. In addition, it means the misuse of legal drugs (prescription and possibly OTC) when

there is not a valid prescription from a physician for the lawful use of a drug in the course of

medical treatment (containers must include the patient’s name, the name of the substance,

quantity/amount to be taken and the period of authorization).

Enforcement

The HR director is responsible for policy interpretation, administration and enforcement.

Drug and Alcohol Policy Certificate of Receipt

I hereby certify that I have received a copy of Horizons Healthcare Agency LLC Drug and

Alcohol Policy.

2.7.3 Drug Free Workplace Policy

Drugfree Workplace Policy

Horizons Healthcare Agency, LLC intends to help provide a safe and drug-free work environment for our clients and our employees. With this goal in mind and because of the serious drug abuse problem in today's workplace, we are establishing the following policy for existing and future employees of Horizons Healthcare Agency LLC.

The Company explicitly prohibits:

• The use, possession, solicitation for, or sale of narcotics or other illegal drugs, alcohol, or prescription medication without a prescription on Company or customer premises or while performing an assignment.

• Being impaired or under the influence of legal or illegal drugs or alcohol away from the Company or customer premises, if such impairment or influence adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the Company's reputation.

• Possession, use, solicitation for, or sale of legal or illegal drugs or alcohol away from the Company or customer premises, if such activity or involvement adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the Company's reputation.

• The presence of any detectable amount of prohibited substances in the employee's system while at work, while on the premises of the company or its customers, or while on company business. "Prohibited substances" include illegal drugs, alcohol, or prescription drugs not taken in accordance with a prescription given to the employee.

The Company will conduct drug and/or alcohol testing under any of the following circumstances:

• Pre-employment screening

• RANDOM TESTING: Employees may be selected at random for drug and/or alcohol testing at any interval determined by the Company.

• FOR-CAUSE TESTING: The Company may ask an employee to submit to a drug and/or alcohol test at any time it feels that the employee may be under the influence of drugs or alcohol, including, but not limited to, the following circumstances: evidence of drugs or alcohol on or about the employee's person or in the employee's vicinity, unusual conduct on the employee's part that suggests impairment or influence of drugs or alcohol, negative performance patterns, or excessive and unexplained absenteeism or tardiness.

• POST-ACCIDENT TESTING: Any employee involved in an on-the-job accident or injury under circumstances that suggest possible use or influence of drugs or alcohol in the accident or injury event may be asked to submit to a drug and/or alcohol test. "Involved in an on-the-job accident or injury" means not only the one who was or could have been injured, but also any employee who potentially contributed to the accident or injury event in any way.

If an employee is tested for drugs or alcohol outside of the employment context and the results indicate a violation of this policy, or if an employee refuses a request to submit to testing under this policy, the employee may be subject to appropriate disciplinary action, up to and possibly including discharge from employment. In such a case, the employee will be given an opportunity to explain the circumstances prior to any final employment action becoming effective.

I certify that I have been provided this policy and have had all my questions answered by my Employer. By signing this agreement I will follow the policies and procedures of Horizons Healthcare Agency LLC for a Drug Free Workplace.

2.8.0 SEXUAL HARASSMENT POLICY

I. STATEMENT OF COMPANY POLICY

This company is committed to providing a workplace that is free from all forms of

discrimination, including sexual harassment. Any employee's behavior that fits the

definition of sexual harassment is a form of misconduct which may result in disciplinary

action up to and including dismissal. Sexual harassment could also subject this company

and, in some cases, an individual to substantial civil penalties.

The company's policy on sexual harassment is part of its overall affirmative action efforts

pursuant to state and federal laws prohibiting discrimination based on age, race, color,

religion, national origin, citizenship status, unfavorable discharge from the military,

marital status, disability, and gender. Specifically, sexual harassment is prohibited by the

Civil Rights Act of 1964, as amended in 1991, the Illinois Human Rights Act and the

Urbana Human Rights Ordinance.

Each employee of this company bears the responsibility to refrain from sexual

harassment in the workplace. No employee, male or female, should be subjected to

unsolicited or unwelcome sexual overtures or conduct in the workplace. Furthermore, it

is the responsibility of all supervisors to make sure that the work environment is free

from sexual harassment. All forms of discrimination and conduct which can be

considered harassing, coercive or disruptive, or which create a hostile or offensive

environment must be eliminated. Instances of sexual harassment must be investigated

in a prompt and effective manner.

All employees of this company, particularly those in a supervisory or management

capacity, are expected to become familiar with the contents of this Policy and to abide by

the requirements it establishes.

II. DEFINITION OF SEXUAL HARASSMENT

Sexual Harassment is illegal;

According to the Illinois Human Rights Act, sexual harassment is defined as: Any

unwelcome sexual advances or requests for sexual favors or any conduct of a sexual

nature when;

(1) submission to such conduct is made, either explicitly or implicitly, a term or condition

of an individual's employment.

(2) submission to or rejection of such conduct by an individual is used as the basis for

employment decisions affecting such individual, or

(3) such conduct has the purpose or effect of substantially interfering with an individual's

work performance or creating an intimidating, hostile, or offensive working environment.

The courts have determined that sexual harassment is a form of discrimination under

Title VII of the Civil Rights Act of 1964, as amended in 1991.

Conduct commonly considered to be sexual harassment includes:

* Verbal: sexual innuendos, suggestive comments, insults, humor and jokes about sex,

anatomy or gender-specific traits, sexual propositions, threats, repeated requests for

dates, or statements about other employees, even outside their presence, of a sexual

nature.

* Non-verbal: Suggestive or insulting sounds (whistling), leering, obscene gestures,

sexually suggestive bodily gestures, "catcalls", "smacking", or "kissing" noises

* Visual: posters, signs, pin-ups or slogans of a sexual nature.

* Physical: Touching, unwelcome hugging or kissing, pinching, brushing the body,

coerced sexual intercourse, or actual assault.

Sexual harassment most frequently involves a man harassing a woman. However, it can

also involve a woman harassing a man or harassment between members of the same

gender.

III. RESPONSIBILITY OF INDIVIDUAL EMPLOYEES.

Each individual employee has the responsibility to refrain from sexual harassment in the

workplace.

An individual employee who sexually harasses a fellow worker is, of course, liable for his

or her individual conduct.

The harassing employee will be subject to disciplinary action up to and including

discharge in accord with the company's disciplinary policy and the terms of any

applicable collective bargaining agreement.

The company has designated Jessica Frazier, Owner/President to coordinate the company's sexual

harassment policy compliance. Ms. Frazier can be reached at 709 Hilltop Dr, Sparland, IL 61565

(309)469-2172. She is available to consult with employees regarding their obligations under this policy.

IV. RESPONSIBILITY OF SUPERVISORY EMPLOYEES.

Each supervisor is responsible for maintaining the workplace free from sexual

harassment. This is accomplished by promoting a professional environment and by

dealing with sexual harassment as with all other forms of employee misconduct.

A supervisor must address an observed incident of sexual harassment or a complaint,

with seriousness, take prompt action to investigate it, report it, and end it, implement

appropriate disciplinary action, and observe strict confidentiality. This also applies to

cases where an employee tells the supervisor about behavior that constitutes sexual

harassment but does not want to make a formal complaint.

In addition, supervisors must ensure that no retaliation will result against an

employee making a sexual harassment complaint.

Supervisors in need of information regarding their obligations under this policy or

procedures to follow upon receipt of a complaint of sexual harassment should contact

Jessica Frazier, Owner/President at

709 Hilltop Dr, Sparland, IL 61565

(309)469-2172

V. PROCEDURES FOR FILING A COMPLAINT OF SEXUAL HARASSMENT

A. INTERNAL

An employee who either observes or believes herself/himself to be the object of sexual

harassment should deal with the incident(s) as directly and firmly as possible by clearly

communicating her/his position to the supervisor, EEO Officer*, and to the offending

employee. It is not necessary for the sexual harassment to be directed at the person

making the complaint.

Each incident of sexual harassment should be documented or recorded. A note should

be made of the date, time, place, what was said or done, and by whom. The

documentation may be augmented by written records such as letters, notes, memos,

and telephone messages.

No one making a complaint of sexual harassment will be retaliated against even if a

complaint made in good faith is not substantiated. Any witness to an incident of sexual

harassment is also protected from retaliation.

The process for making a complaint about sexual harassment falls into several stages.

1. DIRECT COMMUNICATION. If there is sexually harassing behavior in the workplace,

the harassed employee should directly and clearly express her\his objection that the

conduct is unwelcome and request that the offending behavior stop. The initial message

may be verbal. If subsequent messages are needed, they should be put in writing in a

note or a memo.

2. CONTACT SUPERVISORY PERSONNEL. At the same time direct communication is

undertaken, or in the event the employee feels threatened or intimidated by the situation,

the problem must be promptly reported to the immediate supervisor or the EEO Officer.

If the harasser is the immediate supervisor, the problem should be reported to the next

level of supervision of the EEO Officer.

3. FORMAL WRITTEN COMPLAINT. An employee may also report incidents of sexual

harassment directly to the EEO Officer. The EEO Officer will counsel the reporting

employee and be available to assist with filing a formal complaint. The Company will fully

investigate the complaint, and will advise the complainant and the alleged harasser of

the results of the investigation.

B. EXTERNAL

The Company hopes that any incident of sexual harassment can be resolved through

the internal process outlined above. All employees, however, have the right to file formal

charges with:

Illinois Department of Human Rights

(217)785-5100 – Springfield

(217)785-5125 – TDD Springfield

(312)814-6200 – Chicago

(312)263-1579TDD Chicago

Illinois Human Rights Commission

(217)785-4350 – Springfield

(217)785-5125 TDD Springfield

(312)814-6269 Chicago

(312)814-4760 TDD Chicago

U.S. Equal Employment Opportunity Commission

(312)353-2713 Chicago District Office

(800)669-6820 Toll Free Within State of Illinois

(800)669-6820 TDD Chicago

An employee who is suddenly transferred to a lower paying job or passed for promotion, after filing a

complaint with IDHR or EEOC, may file a retaliation charge, also due 180 days (IDHR) or 300 days (EEOC)

from the alleged retaliation.

An employee who has been physically harassed or threatened while on the job may also have grounds

for criminal charges of assault and battery.

A charge with IDHR must be filed within 180 days of the incident

of sexual harassment. A charge with EEOC must be filed within 300 days of the incident.

A charge with UHRC must be filed within 90 days of the incident.

______________________________________

This handbook does not constitute an express or implied contract for employment. This handbook has been produced by the company for the guidance and orientation of our employees. None of the benefits or policies in this handbook are intended by reason of publication to confer any rights or privileges, or to entitle you to be or to remain to be employed by the company. The contents of this handbook are presented as a matter of information of employment only. This handbook does not constitute an express or implied contract for employment. It provides guidelines only and may be changed or disregarded when, in the opinion of management, circumstances so require. Management reserves the right to change the provisions of this handbook at any time, with or without notice. In almost all cases, changes to the handbook will be announced in a timely fashion. We will use one, some, or all of the following to announce changes when needed: staff meeting, department or division meetings, memos, and the bulletin board. However, we retain the right to implement some changes immediately without advance notice. HORIZONS HEALTHCARE AGENCY is responsible for maintaining a completely updated copy of this handbook available to all employees at all times. Copies of all changes will also be distributed to all associates and it will be up to you to make sure your handbook is current. In the event of a dispute, the most recently updated and announced version will be used.

I, the undersigned, have read the handbook, have had an opportunity to ask questions, and fully understand the contents of the handbook and agree to abide by the handbook and it’s policies. __________________________________ ________________ Employee Signature Date

__________________________________ ________________ Company Signature Date