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Policy and

Procedures Manual

ii

December 2012

TABLE OF CONTENTS

I GENERAL INFORMATION

WELCOME/MISSION STATEMENT ......................................................................................................

WELCOME NEW EMPLOYEE ...............................................................................................................

II EMPLOYEE INFORMATION

INTRODUCTORY PERIOD .....................................................................................................................

CRIMINAL BACKGROUND CHECK POLICY………………………………………………………………...

EXEMPT/NON EXEMPT STATUS ..........................................................................................................

REGULAR/ PART-TIME/ STUDENT EMPLOYMENT STATUS .................................................................

LUNCH PERIOD AND BREAKS…………………………………………………………………. ........................................

CPR & FIRST AID CERTIFICATION AND STATE LICENCES .....................................................................

CHANGE IN PERSONNEL RECORDS .....................................................................................................

TERMINATION OF EMPLOYMENT .......................................................................................................

BUSINESS HOURS ................................................................................................................................

90 DAY INTRODUCTORY PERIOD………………………………………………………………………………………………………

III EMPLOYEE BENEFITS

A. COMPENSATION

PERFORMANCE APPRAISALS AND SALARY INCREASES ...............................................................

JOB POSTING & INTERNAL TRANSFER .........................................................................................

PAY PERIODS AND PAY DATES .....................................................................................................

OVER-TIME (NON-EXEMPT) .........................................................................................................

GAP TIME .....................................................................................................................................

REPORTING OF TIPS…………………………………………………………………………………………………………………

B. TIME OFF/ LEAVE POLICIES

PAID TIME OFF-PTO (VACATION, SICK, PERSONAL) ....................................................................

PTO DONATION PROGRAM………………………………………………………………………………………………………

HOLIDAYS ....................................................................................................................................

BEREAVEMENT (FUNERAL LEAVE) ...............................................................................................

JURY DUTY ...................................................................................................................................

FAMILY MEDICAL LEAVE ACT (FMLA) ..........................................................................................

MILITARY LEAVES ........................................................................................................................

C. BENEFITS

HEALTH INSURANCE (FULL-TIME & PART-TIME ELGIBILITY)………………………………………………………

FLEXIBLE SPENDING ACCOUNT....................................................................................................

HEALTH SAVINGS ACCOUNT ........................................................................................................ .

PREMIUM ONLY PLAN (POP)…………………………………………………………………………………………………….

LIFE INSURANCE .......................................................................................................................... ..

ADDITIONAL INSURANCE PROTECTION ....................................................................................... ..

401(K) RETIREMENT PLAN ........................................................................................................... ..

PART-TIME SALARIED CLINICIAN/MANAGER POLICY…………………………………………………………………

HOLIDAY PAY…………………………………………………………………………………………………………………………….

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PTO…………………………………………………………………………………………………………………………………………..

SALARY CONTINUATION/SHORT-TERMDISABILITY ..................................................................... .

GAP PAY…………………………………………………………………………………………………………………………………..

JURY DUTY PAY………………………………………………………………………………………………………………………..

BEREAVMENT PAY……………………………………………………………………………………………………………………

SALARY CONTINUATION/SHORT-TERM DISABILITY…………………………………………………………………..

LONG TERM DISABILITY INSURANCE ........................................................................................... .

COBRA (MEDICAL INSURANCE) ................................................................................................... .

EDUCATION & CAREER DEVELOPMENT BENEFITS…………………………………………………………………….

EXPENSE REPORTS ....................................................................................................................... .

EMPLOYEE REFERRAL PROGRAM ................................................................................................ .

BONUS POLICY................................................................................................................................

MILESTONE ANNIVERSAY POLICY…………………………………………………………………………………………….

COMMUTER TRANSIT BENFIT…………………………………………………………………………………………………..

REWARDS AND RECOGNITION………………………………………………………………………………………….........

IV EMPLOYEE GUIDELINES

ATTENDANCE POLICY .........................................................................................................................

DISCIPLINARY POLICY AND PROCEDURE ............................................................................................

DRESS CODE POLICY ...........................................................................................................................

NONSOLICITATION AND DISTRIBUTION POLICY .................................................................................

EMPLOYER INFORMATION AND PROPERTY .......................................................................................

ELECTRONIC & VOICEMAIL USAGE POLICY .........................................................................................

EMAIL-GUIDELINES FOR APPROPRIATE USE……………………………………………………………………………………

VOICEMAIL-GUIDELINES FOR APPROPRIATE USE……………………………………………………………………………

CELL PHONE POLICY……………………………………………………………………………………………………………………….

EMPLOYEE SAFE DRIVING AGREEMENT………………………………………………………………………………………….

RULES REGARDING MISCONDUCT ......................................................................................................

CONFLICTS OF INTEREST/NON-SOLICITATION POLICY…………………………………………………………………….

DRUG AND ALCOHOL POLICY .............................................................................................................

SMOKING RESTRICTION ......................................................................................................................

ANTI-HARASSMENT POLICY ................................................................................................................

PERSONAL RELATIONSHIPS POLICY………………………………………………………………………………………………..

WORKPLACE VIOLENCE PREVENTION POLICY………………………………………………………………………………..

EQUAL EMPLOYMENT OPPORTUNITY POLICY ....................................................................................

OPEN DOOR POLICY ............................................................................................................................

COMPLAINT/ GRIEVANCE/ PROCEDURES ...........................................................................................

EMPLOYEE GUIDELINES FOR USE OF SOCIAL MEDIA/NETWORKINGPOLICY……………………………………

EQUAL EMPLOYMENT OPPORTUNITY/NON DISCRIMINATION POLICY ..............................................

V PATIENT CARE

PATIENT CARE POLICY ........................................................................................................................

CODE OF CONDUCT……………………………………………………………………………………………………………………….

PRIVACY ACT .......................................................................................................................................

PATIENT RELATIONS ...........................................................................................................................

PATIENT PLAN OF CARE POLICY ..........................................................................................................

EMERGENCY PROCEDURES .................................................................................................................

VI ACKNOWLEDGEMENT OF RECEIPT

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ATHLETICO’S EMPLOYEE HANDBOOK RECEIPT ..................................................................................

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WELCOME TO ATHLETICO!

We are pleased to welcome you to Athletico, and sincerely hope that you will enjoy your

work and the people with whom you will be working.

Athletico Sports Medicine and Physical Therapy Center opened in 1991 at the Clark

Street location in the Gold Coast Area of downtown Chicago. Athletico was established

to create a comfortable environment for outpatient physical therapy services combined

with a community outreach program to offer the best service in orthopedic

rehabilitation. Utilizing the skills of physical therapists, occupational therapists, and

athletic trainers, Athletico promotes the prevention, care, and rehabilitation of

orthopedic, sports, and work-related injuries.

Our reputation as a top quality provider of outpatient rehabilitative care is personalized

to the individual and offered at a fair cost allows us to continually expand our services to

multiple centers.

The growth of Athletico’s outreach programs has mirrored the advancement of our

patient care. We now provide coverage for professional sports teams, multiple high

schools and colleges, Chicago’s finest dance companies and numerous athletic leagues,

rugby clubs and special events.

To introduce Athletico, we have prepared this employee handbook. It will provide you

with important information about the company, as well as highlights of certain policies,

practices, services and benefits. If you have any questions after reading this handbook,

ask your immediate supervisor/manager or contact the Human Resources Department

at our corporate office.

While you will find that the information in this handbook covers the highlights of current

policies, practices, services and benefits relating to your employment, it is not intended

to be all-inclusive and is not to be construed as creating any contractual obligation.

Athletico has prepared this handbook as an informational guide, and it is not intended

to establish contractual or other legal rights between Athletico and you. Except with

respect to the maintenance of the at-will relationship described in the following

paragraph, Athletico reserves the right to modify, suspend, or eliminate any or all of the

policies, procedures, and benefits set forth in this handbook as it deems appropriate. In

addition, this handbook supersedes any prior oral or written policies.

Athletico maintains an “at-will” relationship with its employees. This means that either

the employee or Athletico may terminate the employment relationship at any time and

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for any reason or for no reason whatsoever, with or without prior notice. Nothing in this

handbook is intended – or should be construed to limit this

mutual right. Employees are not hired for a specific term or duration unless both

employee and Athletico, through its Director of Services – President, have agreed to it in

writing.

MISSION STATEMENT

Athletico’s sole purpose is to provide exceptional, progressive and cost effective

outpatient physical therapy through personalized care that emphasizes patient

education and prevention of future injury.

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Welcome new employee!

On behalf of your colleagues, I welcome you to Athletico and wish you every success

here.

We believe that each employee contributes directly to Athletico’s growth and success,

and we hope you will take pride in being a member of our team.

It is our intention to let our employees grow and prosper as the business grows and

prospers. If you give us your effort, loyalty, and enthusiasm, we will give you the

opportunity to share in our growth in terms of professional development and career

enhancement. Show us your abilities and we will utilize them.

The marketplace we serve is huge and our competition is fierce. We are convinced,

however, that if we stay true to our mission statement, and try our best to provide that

exceptional service to our patients and affiliations, we will enjoy success.

Once again, welcome to our team. I look forward to working with you and witnessing

your contribution.

Sincerely,

Mark Kaufman

President

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II EMPLOYEE INFORMATION

INTRODUCTORY PERIOD

The first ninety- (90) days of employment with Athletico will be considered an introductory period.

During this period, Athletico determines if the new employee is right for the position, and the new

employee learns if he/she has the requisite skills and abilities to meet the demands of the job.

There will be much for the new employee to learn during this time and the immediate

supervisor/manager will be working closely with the new employee’s progress during this

introductory period and assist the new employee in learning the job duties.

Also, the employee will be expected to become familiar with Athletico’s Mission Statement,

Patient Care Policy and with the information contained in the Employee Handbook, along with our

Safety Rules and Policies.

If management determines you are not suited for the position, then it is Athletico’s absolute right

to terminate your services at any time during the first 90 days without notice and further

obligation. Completion of the introductory period does not guarantee continued employment or

creates and employment contract, nor does it create additional rights in the job. Those employees

who satisfactorily complete the introduction period will be considered Regular Employees.

This introductory period is for our mutual benefit, so please use it wisely. Refer to our attendance

policy requirements during and after your introductory period.

Please contact Human Resources at the Corporate office with any questions and/or concerns

regarding your 90 day Introductory Period.

CRIMINAL BACKGROUND CHECK POLICY

Athletico requires a criminal history background check for all positions. When a criminal history

record check is required, the internal or external applicant for the position must authorize this

background investigation electronically or in writing using the company-provided form. The

company will inquire only about convictions and probation status, if any, and not about arrests

unless required by applicable laws.

The following factors will be considered for those applicants with a criminal history in determining

whether to hire the external applicant or transfer or promote the internal applicant: the nature of

the crime and its relationship to the position; the time since the conviction; the number (if more

than one) of convictions; and whether hiring, transferring or promoting the applicant would pose

an unreasonable risk to the business. Although a disqualification is possible, in accordance with

federal and state laws, a previous conviction does not automatically disqualify an applicant from

consideration for employment with Athletico. Depending on a variety of factors (for example, the

nature of the position, the nature of the conviction, age of the candidate when the illegal activity

occurred), the candidate may still be eligible for employment with Athletico.

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The applicant will be given an opportunity to review the criminal background check results if

requested and submit an explanation. If any applicant is found to have falsified any information

regarding conviction history, the applicant will not be considered for employment.

EXEMPT / NON-EXEMPT STATUS GUIDELINES

Exempt employees are “exempt” from the requirement to pay overtime; non-exempt employee

duties are:

• Executives – management of the enterprise

• Management – responsible for interviewing, selection & training; setting rates of pay, and

hours of work; planning and directing work; handling complaints; determining techniques;

controlling distribution of materials or supplies

• Professionals – work requires advanced knowledge acquired by study; requires consistent

exercise of discretion; predominantly intellectual and varied in character

• Administrative – office or non manual work directly related to management policies;

exercises discretion and independent judgment; regularly or directly assists an executive

• Outside Sales Person

Examples are:

Exempt Non-Exempt

Facility Managers Administrative Support

Directors Rehabilitation Aides

Athletic Trainers Massage Therapists

Physical Therapists Office Coordinators

Physical Therapist Assistants

REGULAR PART-TIME / STUDENT EMPLOYMENT STATUS

REGULAR EMPLOYEES

Regular employees are considered to work for Athletico on a scheduled basis. Their normally

defined work schedules do not change frequently. Employment status may be full-time or part-

time.

Full-time employees work an average of at least 37.5 hours per week, or more. Full-time

employees are entitled to the full employee benefit package, such as the group health plan,

vacation/sick/personal days/holiday pay, and the 401(k) retirement plan. Part-time employees

work less than an average of 37.5 hours per week.

LUNCH PERIOD AND BREAKS

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Breaks: All employees (part-time and full-time) are eligible for a 10-minute break period for each

4 hours worked. Breaks are defined as any personal time spent away from your normal work

duties. Personal time away from your normal work duties would include: restroom breaks,

personal phone calls, water/coffee breaks, reviewing the daily newspaper, podium conversation,

smoking breaks, etc. Breaks are paid time on the clock. Employees do not need to punch out for

breaks.

Lunches: For any employees (full or part-time) that work longer than a 7 ½ hour day, they are

entitled to a lunch period lasting from 20 minutes up to one hour to occur no later than 5 hours

after the start of their day. For all employees, lunch periods are unpaid. Hourly employees must

punch in and out for their entire lunch period. Full-time employees working a 37.5-hour work

week are entitled to a lunch period of up to one hour. Employees cannot extend or reduce their

lunch hours by substituting breaks. Employees cannot substitute their lunch at the end of the day

to leave earlier than their schedule hours.

CPR & FIRST AID CERTIFICATION AND STATE LICENSURE & REGULATIONS

All clinical employees of Athletico are required to have a copy of their current certificate in Cardio-

Pulmonary Resuscitation (CPR) on file.

Athletic trainers are expected to have current First Aid certification along with the current CPR

certificate in accordance with the N.A.T.A.

All professional staff are required to make available their state license or registration for proper

display.

It is the responsibility of each employee to:

(1) maintain all licenses, registrations and certification; and

(2) bring it to the attention of the Facility Manager or Director of Services if these have not been

maintained.

Failure to do so may result in termination.

CHANGE IN PERSONNEL RECORDS

Current personal information is necessary in order to keep your employee file up-to-date at all

times. Please update your personal information (name change, address, phone number, email

address) in UltiPro, under the Myself Tab, as necessary. In addition, please make sure that you

notify us of an emergency contact in case of an accident or illness, marital status or number of

dependents or insurance beneficiary. Please refer to the Life Events Helpful Hints handout on the

Intranet under HR/ Benefits Directory for specific instructions.

TERMINATION OF EMPLOYMENT

To permit an orderly transition in assignments and to prevent disruptions of patient care,

employees intending to resign should provide their supervisor/manager with at least 4 weeks

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written notice prior to the final day of employment. This is especially critical for clinical staff to

provide a smooth transition for patient care.

On your last week of employment you are to complete an exit interview with either your Facility

Manager or the Human Resources Manager. At this time, your Facility Manager or Human

Resources Manager will review your final paycheck and explain the health insurance continuation

option (should this option apply to you). All benefits terminate on the last day worked.

Your final check will be mailed to you on the next regularly scheduled payday. Prior to leaving, you

are to turn in any company equipment, keys etc., issued to you.

BUSINESS HOURS

Normal business hours are Monday through Thursday from 7:00 a.m. to 8:00 p.m., Fridays from

7:00 a.m. to 7:00 p.m. and Saturdays from 7:00 a.m. to 12:00 noon.

90-DAY INTRODUCTORY PERIOD

We consider the first 90 days you are employed with Athletico as an introductory or trial period.

This time gives you the opportunity to find out if the job is right for you, and it gives us the

opportunity to determine whether your work, abilities and attendance meet our standards and

expectations.

At any time during this period you may decide to resign without stating a reason, or if your

working habits are not meeting our standards, we may release you on the same basis without any

prior notice.

You will receive an informal performance appraisal at the end of your 90-day introductory period if

necessary. Once you successfully complete your introductory period, you will be a regular

employee. It does not mean you have a permanent job and is not in any way in conflict with our

employment-at-will policy.

Should you transfer to a new position or facility, you will receive your review yearly, near your

start date in the new position. If you are promoted to a new position, your next performance

appraisal will be done yearly from the date the promotion takes affect.

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III EMPLOYEE BENEFITS

COMPENSATION POLICIES:

PERFORMANCE APPRAISALS AND SALARY INCREASES

One of the most important ways your performance is evaluated is with a formal performance

review. Your first review will be given to you near the end of your 90-day introductory period, as

discussed in the previous section. From then on, you will receive a review yearly, near your hire

date, unless you are a qualified medical leave of absence (please refer to the FMLA section for further

information). Your review is your “report card” for the quality of work you have done throughout

the year.

Your supervisor will cover your review with you in a private meeting. At this time you and your

manager are to discuss your performance together, and any way in which it could be improved. If

an increase in salary is given, the increase will take effect the first day of the pay period closest to

the performance review date. For example, if your performance appraisal date falls in the first

seven days of the pay period (Monday-Sunday), you will receive your increase at the beginning of

that same pay period. If your performance appraisal falls in the last seven days of the pay period

(Monday-Sunday), you will receive your increase the beginning of the following pay period.

JOB POSTING AND INTERNAL TRANSFER POLICY

The purpose of the Job Posting and Internal Transfer Policy is to inform Athletico employees that

open positions will be announced on the Athletico Intranet through UltiPro and what the

procedure is in order to apply for an open position. Athletico encourages employees to develop to

their fullest potential by providing internal mobility for professional development and

opportunities. Employees should devote special attention to their career growth by frequent

discussions with management regarding future goals for development and advancement. The job

posting program requires employees to be an active participant in their own career development.

The eligibility requirements for internal transfer/posting: All regular part-time and full-time

employees who meet the recommended tenure requirements (worked at least 6 months in their

current position) and have satisfactory performance and attendance records are eligible to apply

for posted openings.

The Application Process must follow the guidelines below:

We encourage employees to continually monitor the job openings tab on UltiPro as this

information changes daily and open positions will be posted here before they are posted

externally. Once a desired job is posted, eligible employees (who meet the basic qualifications for

the position) may apply. Employees must first notify their immediate supervisor of their intention

to post for the position. This should be a comfortable conversation as it is the responsibility of the

employee to regularly communicate with their supervisor their career goals. After discussing with

the immediate supervisor, employees must: 1) Meet minimum requirements for skills, experience,

and education per the job posting, 2) Must be in good performance and attendance standing and

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meet the recommended tenure requirements (6 months or more continuous service as an

Athletico employee), 3) Have a conversation with your direct supervisor about your interest in the

position and career goals, 4) Apply for the position through UltiPro by completing all assessments

and submitting your resume into your profile.

Once the resume and application are submitted through UltiPro, the employee may contact the

hiring manager and discuss their interest in the job opening. After receiving your application, HR

will contact your supervisor to make sure they are aware of your interest in the position and ask

for feedback. NOTE: All open positions within Athletico are posted internally for a minimum of

five business days before any offers are made or the position is posted externally on the website.

The positions will remain posted internally for as long as they remain open. It is in the employee’s

best interest to look at the job listings through the Job Openings tab on UltiPro as there will be

additional positions posted here for employees that will not appear on the Athletico website.

Contact HR if you have any questions about the internal hiring process. Following the interview

process, the Hiring manager and/or Human Resources will determine the most qualified internal

candidate(s).

While it is Athletico’s philosophy to promote from within whenever possible, there are business

conditions that could cause a position to be filled without posting, or to post the position while

simultaneously recruiting from the outside. The business conditions that could cause a decision to

bypass posting, or to post the position while simultaneously recruiting from the outside, include,

but are not limited to: position requirements that include skills, education, and/or experience that

are not known to match any existing employee; critical operational needs (ie: Facility Manager);

etc. In addition to these business conditions, managers may request an exception when they have

candidates within the same department or division who are qualified and/or already trained for

the position. The decision to fill the position without posting requires the joint approval of the

hiring manager and Human Resources. The decision to recruit from the outside at the same time

as posting requires approval of Human Resources and the hiring manager.

Hiring Managers:

The Hiring Manager is responsible for filling the open position with the most qualified candidate.

In order to begin the process for internal and external candidates: Managers complete a Request

for Staff form in DocWorks and route it to HR. All positions will be filled (whether internally or

through external sources) by the most qualified individuals without regard to age, color, race,

national origin, religion, gender, disabilities or veteran status.

PAY PERIODS AND PAY DATES

Each year consists of 26 pay periods. Pay periods consist of two workweeks. The amount of pay on

each check is based on hours worked for hourly employees & salaried employees are paid based

upon agreed salary. Also, both hourly and salaried employees are paid accrued vacation taken,

paid illness time, paid holiday time, etc., during the pay period. You will be compensated either

hourly or salaried on a current basis.

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Direct deposit of your paycheck is available. If you choose this, your paycheck is automatically

deposited into your bank account each payday. You will also receive your paycheck stub on each

payday, which verifies the amount deposited. If you are absent on payday, you can obtain your

check for the Office Coordinator or the Financial Operations Manager. Under no circumstances will

paychecks be given to another individual without the written consent of the employee.

When you receive your paycheck, please look carefully at the attached stub, which provides a

great deal of information concerning your pay, including your gross pay and each amount

deducted including those deductions required by law. It also shows the cumulative totals of your

gross pay and deductions for the calendar year to date.

We are required by law to deduct the following from your pay:

1. Federal Income Tax (FITW)

2. State Income Tax (IL)

3. Social Security Contributions (FICA/SS)

4. Medicare Contributions (MED)

An annual report is prepared each year showing the earnings including the deductions made from

each individual’s pay. This report (W-2) is for tax purposes and the associate’s permanent record.

Any other payroll deduction is voluntary and will be made only upon prior written authorization

from the associate. If some part of it is confusing to you, please talk to your Human Resources

Manager.

In the event that your paycheck is lost, notify your Office Coordinator or Human Resources

immediately. A new check will not be issued until at least seven (7) business days after a stop-

payment notice is placed with the bank.

OVER-TIME (NON-EXEMPT)

All regular, non-exempt hourly employees are eligible for over-time if your scheduled hours

exceed 40 hours per week. Over-time must be submitted to & approved by the Facility Manager

each pay period.

Exempt employees are not eligible for over-time. Please see GAP pay.

GAP PAY

GAP (Guaranteed Additional Pay) will be provided to all full-time and part-time salaried licensed

clinicians/managers who work additional clinic hours including Saturdays or cover additional

Athletico sponsored program events/affiliations. Positions affected by this are: Athletic Trainers,

Physical Therapists, Physical Therapist Assistants, Occupational Therapists, or COTA’s.

Clinic Coverage GAP time is defined as additional hours worked past your normal schedule in the

clinic for patient care. Examples include staying past your normal shift to cover extra patients for

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an absent co-worker or new evaluation or opening the clinic early to accommodate a patient. All

hours will not be approved unless it is clearly spelled out what necessitated the extra time worked.

In addition, we may ask for a patient's name in certain instances. Saturday GAP hours should be

appropriate for patient volume.

• Clinic Coverage GAP time can be compensated either by:

(1) Paid out at straight time pay

(2) Converted to PTO time

Program Coverage GAP time defined as hours worked outside an employee’s normal schedule for

either an approved outside coverages for Athletico sponsored program events/affiliations and/or

for attendance to Athletico Saturday program meetings and/or approved mentoring of Orthopedic

Residents (see Orthopedic Residency Program Policy for more details).

• Program Coverage GAP time will be compensated by:

(1) Paid out at straight time pay ONLY

GAP time paid will be only for hours worked for the clinic and/or for an approved Athletico

event/affiliation. GAP must be submitted for processing no later than 10am on the Monday

before the check date in which the GAP time occurred on. GAP Time should be recorded in

Ultimate Time & Attendance (UTA) on your timesheet. GAP must be turned in a timely manner

showing the appropriate hours worked and appropriate account code/clinic for approval by:

Manager of Athletic Training Services, your Facility Manager, or Program Manager no later than

the month following the time worked.

Program managers will provide the staff that participates in their programs with the appropriate

affiliation codes for the Program Coverage events they work. The Affiliation code section MUST be

filled in correctly on your timesheet in UTA while submitting GAP for these hours to be approved

and processed.

Once approved by the appropriate manager, GAP time will be processed on your next available

paycheck.

Program Meeting GAP:

Saturday Program Meetings are GAP eligible. Weekday Program Meetings (held on Tuesdays) will

be GAP eligible for participants attending outside of their regular clinical hours. Participants that

are attending the weekday meeting during their clinical hours will not be paid additional GAP as

this will be in lieu of clinical hours. Travel expenses will be reimbursed according to the mileage

policy as stated above. Parking expense for those participants who work in a location that does

not have convenient on-site parking, one parking expense/day will be allowed. Participants must

obtain permission from FM to attend program meeting. GAP will be approved by FM and paid out

of the clinic.

Program CEUs, VGA and VTA Trainings are still non-compensable meetings.

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REPORTING OF TIPS

According to the IRS, any employee who receives tips of $20 or more in a calendar month, are

required to report to their employer the total amount of tips they received. Federal income tax,

social security and Medicare tax will be withheld from your tips. All tips are still part of your

income, and you have to report them when you file your tax return as Social Security and

Medicare taxes are due on any tips, regardless the amount. At the end of the year, all wages and

tip amounts reported will appear on your W-2.

TIME OFF/ LEAVE POLICIES:

PAID TIME OFF – PTO (VACATION, SICK, PERSONAL)

Eligibility: The following employees are eligible for paid time off once the employee has been

employed with Athletico for 30 days:

1. All full-time employees working at least 37.5 hours per week

2. Part-time salaried clinicians/managers (PT, OT, PTA, COTA)

3. Athletic Trainers that work a minimum of 22.5 hours per week consistently

PTO Accrual: PTO days are accrued on a bi-weekly basis based on when you begin working in a

PTO eligible position. For instance, staff earning 18 days/calendar year will accrue 5.1923

hrs/paycheck. AT’s that work a minimum of 22.5 hrs/week that earn 10.8 days/calendar year will

accrue 3.115 hrs/ paycheck. Part-time salaried clinicians/managers- please see ‘part-time salaried

clinician/manager policy’.

PTO Payout/Carryover: A PTO audit is conducted at year-end to determine if you have any

remaining unused time. If you do have a remaining balance, employees may carry over the

following:

• Full-time Employees� a maximum of 5 days or 37.5 hour

• Part-time Salaried clinicians/managers� please see ‘part-time salaried clinician/manager

policy’

• Part-time AT’s�22.5 hours.

Any remaining days/hours will be paid out to you upon completion of the audit. The PTO Year

coincides with the Payroll Year. Any days taken as PTO after the pay period ends for that last

check of the year will count towards the next years PTO.

Separation/Status Change: Should you separate from the company or change status to a position

that is no longer eligible for PTO, please be aware that a final PTO audit will be conducted. You are

only entitled to accrued PTO hours through your separation or status change date. Dependent

upon PTO usage, you may either be owed a PTO payout, or you may owe the company PTO hours.

In either case, an audit will be conducted by Human Resources and the outcome will be discussed

with you. The results will be processed on your final paycheck or your final paycheck at your PTO

eligible status.

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PTO Seniority: Should you be rehired or change status, seniority will be earned for time worked

during the period(s) of employment that you were eligible and earning PTO, this may differ from

your total years of service. PTO seniority will only be granted for time worked while you were

earning PTO. If you are rehired or change status with Athletico, Human Resources will review your

past years of service and grandfather in those eligible years to calculate your PTO seniority date.

The PTO Seniority is as follows (includes vacation, sick and personal days):

PTO Seniority: 1 mo-4 years 5-9 years 10+years

Full-Time PT/12-Month Contract

AT/OT/ PTA/ LMT/

PES/COTA/OC’s

18 days (5.1923 hrs/ check)



Full-Time 10-Month

Contract AT’s 15 days (4.3269 hrs/check)

20 days (5.7692 hrs/check)

25 days (7.2115 hrs/check)

Part-time Salaried

Clinicians/Managers ‘see part-time salaried

clinician/manager policy’ ‘see part-time salaried

clinician/manager policy’ ‘see part-time salaried

clinician/manager policy’

Part-time AT’s (minimum of 22.5 hours to

max of 37 hours/week)

10.8 days (3.1153 hrs/ check)



Full-Time Administrative

Staff/Rehab Aides 13 days (3.75 hrs/ check)



*Please see GAP Pay for understanding of coordination with vacation pay.

All employees will be subject to the policies and procedures of the facility regarding scheduled

days or hours off.

PTO Reporting: When requesting time off, each employee will submit his or her request in UTA

for approval by his or her Facility Manager. This request will be submitted at least four weeks in

advance. (Obtain Paid Time Off Request Form from each Facility). If you need a half-day (3.75

hours) or specific amount of hours off for personal business, a request form needs to be

completed. If an absence is unplanned, employees must call their manager/supervisor as soon as

possible, but no later than at least two hours before their shift so that a replacement can be

contacted. PTO for unplanned absences must be entered in UTA within 24 hours of returning to

work. See the ‘Attendance Policy’ for more details.

Make Up Time: If an employee misses any time away from their normal schedule (planned or

unplanned) over ONE HOUR in length, this time will need to be recorded in UTA. For instance, if

an employee has car problems on the way to work and arrives 1.5 hours late, they MUST record

these hours in UTA and submit to their supervisor immediately when they arrive to work.

Likewise, if an employee has an appointment to take care of mid-day or during their lunch period

that runs longer than one hour, we also expect the employee to make up this time on the same

day and stay later or be prepared with a solution in mind as to when the time will be made up. If

time cannot be made up on the same day – those hours MUST be made up WITHIN one week or

be counted as PTO. It will be at manager’s discretion as to whether or not to submit those hours

to payroll to be counted against their PTO bank or confirm the make-up time and deny the PTO

request (request serves as a record-keeper). Any PTO approvals submitted to HR will be

14

deducted from the employees PTO bank. Any time missed OVER 3 hours in length will be counted

against their PTO bank and will NOT be allowed to be made up.

PTO DONATION POLICY

GENERAL PROVISIONS

The PTO Donation Program allows employees to voluntarily donate a portion of their own accrued

and unused PTO/ GAP balance and transfer the donated amount to the recipient’s PTO bank. This

time can be designated to a specific individual, Athletico approved Charitable Giving Initiative,

and/or a General Pool that will be accessed as necessary by HR to give to others in need.

Employees may donate PTO/ GAP hours in cases of:

1. The employee has exhausted their time off and cannot work because of catastrophic,

extraordinary, unplanned and involuntary illness or injury to themselves or an eligible

family member.

2. The employee must utilize their time off because they are participating in an Athletico

approved Charitable Giving initiative that requires them to be absent from work for more

than 3 days. Donated PTO will be distributed equally among eligible Charitable Giving

participants.

The PTO Donation Program is not to be used for temporary minor financial hardships which could

have been handled with appropriate planning.

Examples of events NOT approved for the PTO Donation program include: maternity/ paternity

leave, minor medical problems (flu, elective surgery), inability to manage routine financial

obligation (unable to pay rent/ utilities, provide for personal transportation, etc), illness of a non-

immediate family member, or vacation.

Examples of events which would qualify for the PTO Donation program include:

1. Employees life threatening illness or injury; death, life threatening illness or injury to an

immediate family member, or catastrophic loss of shelter (house fire, flooding).

2. Employees are volunteering as part of the Global Medical Brigade, Operation Walk and will

be absent from work for more than 3 days.

ELIGIBILITY

In order to be an eligible recipient of the PTO donation the following requirements must be met:

A) Employees that have exhausted their time off and cannot work because of catastrophic,

extraordinary, unplanned and involuntary illness or injury to themselves or an eligible family

member

1. The recipient must either be Full-time or Part-time and have consistently worked at least

22.5 hours/week for 6 months. Eligibility is based on FMLA guidelines, maintenance of

benefits under FMLA, and to ensure the recipient is receiving proper monetary

compensation.

15

2. If donation is for a catastrophic, extraordinary, unplanned and involuntary illness or injury

to themselves or an eligible family member, the recipient must exhaust his/her PTO / GAP

balance prior to the receipt of the PTO donation and must provide written consent to

receive donations.

3. A request to open a PTO Donation Account must be generated by the employee requesting

the PTO Donation Account or their supervisor. The application must be completed and

submitted to HR for review and approval before PTO donations will take place.

4. Donations each pay period are limited to the amount equal to the recipient’s regular gross

earnings per pay period.

5. If the account is approved, the employee and their supervisor will be notified.

B) Employees that must utilize their time off because they are participating in an Athletico

approved Charitable Giving Initiative that requires them to be absent from work for more than 3

days

6. The recipient(s) must be eligible to receive PTO benefits.

7. A request to open a PTO Donation Account must be generated by a designated person

from the group/organization requesting the PTO Donation Account as only 1 request will

be accepted. The application must be completed and submitted to the Charitable Giving

Committee for review and approval before PTO donation will take place.

8. A PTO Donation bank will be set-up for the respective Charitable Giving Initiative and then

distributed evenly among eligible participants

DONATIONS

1. Employees who are eligible to receive PTO and/or GAP may transfer their authorized PTO/

GAP hours into the account using the PTO Donation form.

2. Employees may donate up to 50% of their combined accrued and unused PTO/ GAP

balance leaving 15 hours of PTO and/or GAP available after donating. PTO or GAP not yet

accrued may not be donated.

3. Donating employees must indicate if the time off is going to a specific individual, an

approved Athletico Charitable Giving Initiative, or the General Pool. Transfers will be

posted as needed in the order they are received in Human Resources

4. Employees and/or their supervisors cannot make donating PTO mandatory or in any way

pressure others into donating PTO hours. Donations are on a voluntary basis only.

16

5. Donations of PTO are free to the requesting staff member with no pay back required.

When the hours are paid, the donated PTO is taxed at the recipient’s regular rate of pay

and recorded as regular earnings on the recipients W-2 form. Donated PTO is considered

wages and is subject to all applicable taxes and deductions.

6. Donations to the recipient each pay period are limited to the amount equal to the

recipient’s regular gross earnings per pay period. In the event donations exceed this limit,

they will be held and processed on future paychecks for the remainder of the disability in

that year. The donations will be used in order of the Donation Forms received first.

7. Donations in excess of the time off required will be returned to the donating employee or

placed in the General Pool if indicated on the donation form. The General Pool can be

accessed as necessary and distributed to employees that are eligible recipients of the PTO

Donation program per Human Resources discretion.

Please contact Human Resources at 630-575-6280 with any questions.

HOLIDAYS

Athletico will grant holiday time off to all regular, full-time employees on the holidays listed below:

� New Year’s Day

� Memorial Day

� Independence Day

� Labor Day

� Thanksgiving Day

� Christmas Day

All regular full-time employees will receive 7.5 hours of holiday pay per holiday or 45 hours per

year.

Part-time salaried clinicians/managers will receive an adjusted holiday pay schedule. Please see

‘part-time salaried clinician/manager policy’ for more information.

If a recognized holiday falls during an eligible employee’s paid absence (such as a vacation),

holiday pay will be provided instead of the paid time off benefit that would otherwise have

applied.

Holiday pay will not be counted as hours worked for the purposes of determining overtime.

An employee may request unpaid time off or utilize vacation time to attend religious services

and/or observe religious holidays. Athletico will attempt to make reasonable accommodations of

the requests of the employee based upon the business needs of the company. The employee must

notify Athletico at least four weeks in advance of such holiday.

BEREAVEMENT LEAVE (FUNERAL LEAVE)

17

Employees who wish to take time off due to the death of an immediate family member should

notify their Facility Manager immediately. All regular full-time employees will receive up to 3 days

(22.5 total hours or 7.5 hours per day) and part-time salaried clinicians/managers will receive up to

1.5 days (11.25 hours) of paid bereavement leave. Employees may, with the Facility Manager’s

approval, use any available paid leave for additional time off as necessary.

Athletico defines “immediate family” as:

The employee’s spouse, parent, grandparent, child, or sibling;

The employee’s spouse’s parent, grandparent, child or sibling.

JURY DUTY

To encourage fulfillment of civic responsibility, Athletico provides jury duty pay. If you are a

regular full-time employee or a part-time salaried clinician/manager, with your 90 day

introductory period of employment completed, and you are called to jury duty, you will be paid

your regular earnings without differentials or other premium pay for a maximum of two (2) weeks

(75 hours or 7.5 hours per day) for any one jury duty session. If you are urgently needed by the

clinic at the time you are called to jury duty, you may be requested to be excused from serving or

seek a delay.

Time taken off for jury duty up to a maximum of ten (10) days or 75 hours will not reduce the

number of PTO days you accrue.

No more than 37.5 hours in a calendar week will be paid in jury day pay. Complete a ‘Jury Duty

Time Off Request’ in UTA if you will be absent from the clinic. A copy of your jury duty notice from

the court must be provided to your supervisor (along with the ‘jury duty time off request’) as proof

of your attendance.

FAMILY MEDICAL LEAVE ACT (FMLA)

Athletico recognizes that conditions may make it necessary for employees to be absent for

extended periods of time due to their own serious medical condition, to care for a qualified family

member or to care for a qualified Service Member. It is Athletico’s policy, in accordance with the

Family and Medical Leave Act of 1993 (FMLA), to grant up to 12 weeks of approved leave during

any rolling backwards 12-month period, to eligible employees. Also, in compliance with the

expansion of FMLA under The Support for Injured Service Members of 2007, eligible employees

are granted 12 weeks in a rolling backwards 12-month period to care for a qualified Service

Member.

Eligibility

To qualify for any FMLA leave under this policy, the employee must meet all of the following

conditions:

18

a) Have worked at Athletico for a total of 12 months, or 52 weeks. The 12-month or 52 weeks

need not have been consecutive, but must be within the 5 years preceding the leave date.

b) Have worked at least 1,250 hours over the previous 12 months immediately before the

date the employee request leave to commences

c) The employee must work in an office or work site where 50 or more employees are

employed by Athletico within 75 miles of that office or work site. The distance is to be

calculated by using available transportation by the most direct route.

Leave Entitlement

To qualify as FMLA leave under this policy, employees must be taking leave for one of the reasons

listed below:

(a) For the birth of a child and in order to care for that child

(b) The placement of a child for adoption or foster care and to care for the newly placed child

(c) For the care of a spouse, parent, or child with a serious health condition; or

(d) For your own serious health condition (as described below) that makes you unable to

perform the essential functions of your job

(e) Any qualifying exigency (as the Secretary of Labor will, by regulation, determine) arising

from the fact that a child, spouse, or parent of the employee is on active duty (or has been

notified of an impending call of order to active duty) in the U.S. Armed Forces in support of

a contingency operation.

(f) To care of a spouse, child, parent, or next of kin who is a service member recovering from a

serious illness or injury sustained in the line of duty. In addition, this leave may be

extended to 26 weeks total in a 12-month period if the service member cannot perform

the duties of the service member’s office, grad, rank or rating.

An employee may take leave because of a serious health condition that makes the employee

unable to perform an essential function of the employee’s position. A “serious health condition”

is defined as an illness, injury, impairment, physical or mental condition that involves:

(a) Any period of incapacity or treatment connected with inpatient care (ie. An overnight stay)

in a hospital, hospice or residential medical care facility, and any period of incapacity or

subsequent treatment in connection with such inpatient care; or

(b) Continuing treatment by a health care provider which includes any period of incapacity (ie.

Inability to work, attend school or perform other regular daily activities) due to:

(1). A health condition (including treatment therefore, or recovery there from) lasting

more than 3 consecutive days, and any subsequent treatment of period of incapacity

relating to the same condition, that also includes

� Treatment two or more times by or under the supervision of a health care

providers; or

� One treatment by a health care provider with a continuing regimen of

treatment; or

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(2). Pregnancy or prenatal care. A visit to the health care provider is not necessary for

each absence

(3). A chronic serious health condition which continues over an extended period of

time, requires periodic visits to a health care provider, and may involve occasional

episodes of incapacity.

(4). A permanent or long-term condition for which treatment may not be effective.

Only supervision by a health care provider is required, rather than active treatment

(5). any absences to receive multiple treatments for restorative surgery or for a

condition which would likely result in a period of incapacity of more than three days if

not treated.

Leave for birth or placement for adoption or foster care must conclude within 12 months of

the birth or placement.

If you take leave to care for a seriously ill family member or yourself, you must supply medical

certification for each period of leave documenting the necessity of such leave. If leave must be

taken on an intermittent basis, it may not exceed 12 weeks over the rolling 12-month period.

In addition, the company may temporarily transfer an employee to an available alternative

position with equivalent pay and benefits if the alternative position would better

accommodate the intermittent or reduced schedule. If possible, the employee should make

arrangements with their supervisor before beginning any time off.

Procedure for Requesting FMLA

All employees requesting leave under this policy must inform their supervisor and FMLASource of

their need for leave along with an explanation. You may contact FMLASource by any of the

following:

• Website: www.FMLASource.com (accessible via UltiPro and HR SharePoint)

� Creating your user access includes:

1. Name – as it appears in UltiPro

2. Employee ID from UltiPro – must be 5 digits (ex. 01234)

• Call between the hours of 7am – 7pm: 1.877.462.FMLA (1.877.462.3652)

• Fax: 1.877.309.0218 (initial request form)

• E-mail: [email protected]

When informed, FMLASource will send a written letter to the employee either by email or US mail,

requesting the appropriate forms within a set time frame. The employee is required to respond to

the request within the timeframe given or provide a reasonable explanation for the delay. Failure

to provide certification may result in a denial of continuation of leave. Certification of a serious

health condition shall include the following:

(a) When the condition began

(b) The expected duration of the condition

(c) A brief statement of treatment

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(d) For the employee’s own medical condition the certification must also include a statement

the employee is unable to perform work of any kind or is unable to perform the essential

function of the employee’s position.

(e) For a family member who is seriously ill the certification must include a statement that the

patient (family member) require assistance and that the employee’s presence would be

beneficial or desirable.

(f) If the employee plans to take intermittent leave or a work reduced schedule, the

certification must also include dates and the duration of treatment as well as a statement

of medical necessity for taking intermittent leave or working a reduced schedule.

When an employee plans to take leave under this policy, the employee must give Athletico and

FMLASource at least 30 days’ notice. If it is not possible to give 30 days’ notice, the employee

must give as much notice as is practicable. An employee who is to undergo planned medical

treatment is required to make a reasonable effort to schedule the treatment to minimize

disruptions to the company’s operations. If leave was taken due to the employee’s own serious

health condition, they must provide written medical certification that they are fit for duty before

returning to work.

FMLASource has the right to ask for a second opinion if it has reason to doubt the certification.

Athletico will pay for the employee to get certification from a second doctor, which will be

selected by FMLASource. If necessary to resolve a conflict between the original certification and

the second opinion, FMLASource will require the opinion of a third doctor. FMLASource and the

employee will mutually select the third doctor, and the company will pay for the opinion.

Maintenance of Benefits

Athletico will maintain group health and life insurance coverage for you while on approved FMLA

leave whenever such insurance has been provided before the leave and on the same terms as if

you had continued to work. You should contact Human Resources before going on leave to make

arrangements to pay your share of health insurance premiums while on leave. Arrangements not

made in advance will result in owed premiums deducted from the first paycheck upon the

employee’s return to work.

Use of Paid and Unpaid Leave

If the employee has accrued or earned PTO, the employee must use the PTO and take the

remainder of the 12 weeks as either unpaid or Short Term Disability (if eligible). Disability leave

for the birth of the child and for an employee’s own serious health condition, including worker’s

compensation leave (to the extent that it qualifies), will be designated as FMLA leave and counted

toward the employee’s 12-entitlement.

Performance Appraisal Review Date

Employees on FMLA or any medical leave of absence commencing on or after January 1, 2009 for 4

or more consecutive work weeks will postpone the review date by the number of days the

employee was actually on leave.

Job Restoration

21

If eligible, upon return from FMLA leave, you will be restored to your original job, or to an

equivalent job with equivalent pay, benefits and terms and conditions, assuming the position or an

equivalent one exists. Depending on the length of the employee’s leave and to accommodate the

business needs of the company, it may be necessary to fill the employee’s position. In addition,

you will not lose any benefit that you had earned or were entitled to before using FMLA leave. If

you do not return to work from FMLA leave when scheduled, you will be considered to have

voluntarily quit your job. In addition, you will be required to refund Athletico any payments it

made to maintain your health coverage while on leave. If you are restored to a light duty position

while on Worker’s Compensation it will not count against your 12 week FMLA allotment. Human

Resources must receive a Fitness for Duty letter from your physician prior to your return to work.

Other Provisions

Employees cannot engage in other employment or apply for unemployment benefits while on

leave. Returning employees will retain all benefits they have accrued at the commencement of

their leave but do not accrue PTO while on leave. In addition, effective January 16, 2008, if a

holiday falls during your FMLA leave, it will count towards your 12 week allotment so long as you

are on FMLA for more than 1 week. Employees on leave for less than 1 week and a holiday falls

during that time, it will not count towards their FMLA.

MILITARY LEAVES

Employees who are required to fulfill annual military reserve obligations, or who may be called to

active duty in emergency situations, will be granted a leave of absence, without pay, for the period

of time required by law. Employees must contact FMLASource for approval prior to the leave being

granted.

At the time you are placed on military leave, you may receive payment for all accrued vacation.

Vacation accrual discontinues until such time as you return to work. You will be eligible to

continue your medical benefits under COBRA. You are required to provide your Supervisor with a

copy of your duty orders if applicable.

Under the Veterans’ Re-employment Rights Law, you are entitled to return to your job after

discharge or release from active duty if the following eligibility criteria are satisfied:

(a) Your job was not temporary

(b) You resigned your job for purpose of going on active duty

(c) You are on active duty no longer than 4 years (unless the period beyond 4 years is at the

request and convenience of the federal government, or if you were hospitalized)

(d) You must have been discharged or released from active duty under honorable conditions

(e) You must apply for re-employment within 90 days after separation from active duty

22

BENEFITS:

HEALTH INSURANCE (full-time and part-time eligibility)

Athletico offers its full time employees a competitive health insurance plan. Full time is defined as

working at least 37.5 hours per week. Benefits begin the first of the month following 30 days

employment.

Athletico offers its part-time employees working at least 22.5 hours/week for six months a

competitive health insurance plan. Benefits begin the first of the month following 6 months

employment.

Athletico pays a designated amount of the medical insurance for all full-time & part-time

employees. Employees may elect to receive dependent medical coverage. Payment is

automatically deducted in equal amounts from each paycheck. For more information please

contact the Human Resources Department.

FLEXIBLE SPENDING ACOUNT

Employees eligible for our health insurance (either full-time or part-time health insurance

benefits) have the opportunity to participate in either or both of our Flexible Spending Account

(FSA) programs. There are two Flexible Spending account options: 1 – for Medical Expenses and

2- for Dependant care expenses. For 2009 current employees may choose an amount up to $2500

for medical expenses and up to $5,000 for dependent care expenses.

A Health Care FSA is a tax-effective, money-saving option that will help you pay for qualified

health care expenses that aren’t normally covered by your medical plan. These are expenses you

have to pay out of pocket for yourself, your spouse or any dependents that you claim on your

income tax return.

A Dependent Care FSA allows you to be reimbursed for eligible dependent care expenses, such as

daycare, summer camps, etc. that are necessary to allow you and your spouse, if married, to work,

look for work or attend school full-time.

Each pay period, an amount designated by you is deducted from your pre-tax pay and placed in

your FSA. The amount you contribute is not subject to Federal income taxes, Social Security taxes

(FICA) or state and local taxes. This translates into immediate tax savings on the money you

allocate for qualified costs not covered.

HEALTH SAVINGS ACCOUNT

The Health Savings Account (HSA) is designed for those employees eligible for our health insurance

(either full time or part time benefits) and opt to participate in the High Deductible Insurance. For

2009 current employees may choose an amount up to $2900 if you have single coverage or $5800

23

if you are also covering dependents. If you participate in the HSA the account is your own account

that is set up through U.S. Bank.

An HSA – is a bank account that allows you to set aside pre-tax dollars to pay for health care

expenses – such as office visits, prescription drugs and lab tests. The money you put into your HSA

will reduce your taxes for the year – similar to the money you save in a 401(k) or IRA plan.

Whatever you do not spend from your HSA rolls over year-to-year for future health care needs.

And if you return or leave the company for any reason, you can take the balance in your HSA with

you.

Each pay period, an amount designated by you is deducted from your pay on a pre-tax basis and

placed in your HSA. The amount you contribute is not subject to Federal income taxes, Social

Security taxes (FICA) or state and local taxes. This translates into immediate tax savings on the

money you allocate for qualified costs not covered.

PREMIUM ONLY PLAN (POP)

Athletico is pleased to provide you with an innovative employee benefit, which will increase your

take home pay. It is called Athletico’s Premium Only Contribution Plan. Under this plan, you put

your share of the premium costs for your group medical/dental coverage through payroll

withholding before-tax dollars. This means that your net pay will increase since your premium

payments are subtracted from your gross pay before Federal, State and Social Security taxes are

applied. We feel this is an excellent benefit for our employees and we know of no better method

to help control rising medical costs then to use your pre-tax dollars to help pay your share of the

medical premium. Additional information regarding this benefit may be obtained from the Human

Resources Department.

LIFE INSURANCE

Athletico also provides a life insurance benefit of 1.5 times your base salary at no cost to the

employee. You are eligible for our life insurance plan if:

1. You are considered a full-time employee.

2. You have been employed by our office for at least 30 days. Your effective date is the 1st of

the month following 30 days of employment.

ADDITIONAL INSURANCE PROTECTION

1. Worker’s Compensation Insurance

If an employee is injured on the job, the related medical expenses may be covered by insurance

that is paid for entirely by the Company. If the injury causes loss of work, this insurance may pay a

percentage of the associate’s average weekly earnings.

Employees are required to report all injuries, no matter how minor immediately to the Facility

Manager or the Corporate Office. Employees will be provided a claim form immediately.

2. State and Federal Unemployment Insurance

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This program provides income to employees who are out of work through no fault of their own.

The premiums are paid for entirely by the Company. Eligibility for benefits is determined by state

statutes and regulations.

3. Social Security Benefits

This long-established federal program provides payments to eligible employees when they retire

or become totally disabled, or to their survivors in the event of the death of an employee. This

program is financed by deductions from each employee’s wages (the FICA deduction on your

payroll stub) and matching payments by the Company. Since eligibility and benefit amounts are

determined by each employee’s individual Social Security Account Number, the Corporate office

must have your correct number.

401(K) RETIREMENT PLAN

Athletico offers a valuable benefit to all new employees known as a 401(k) Employee Savings Plan.

Upon their hire date, eligible employees may contribute a portion of their gross earnings before

any Federal or State Income tax is withheld. The eligibility requirements for the Athletico 401(k)

are: Employees must be 21 years of age and be actively employed either full-time or part-time in

any position EXCEPT the following: Physical Therapy Aides, Child Care Supervisors, Fitness

Instructors, Pilates Instructors or Custodians. These positions are not eligible.

Definition of Seniority – Please refer to the 401(k) Summary Plan Description (SPD) which is

located on the Intranet under the 401(k) section.

Automatic Enrollment – Eligible employees will automatically be enrolled in the 401k plan on their

hire date at the default of 3% unless the “opt out” or decline or indicate a different % with their

new hire paperwork.

For each pre-tax and Roth 401k dollar you contribute, Athletico may make a discretionary match

of 50% on the first 5% of pay you contribute. Because these contributions are discretionary, they

may vary from year to year. You will be eligible to receive employer matching and profit sharing

contributions the following July 1 or January 1 after you have completed 1 year of service in which

you have been credited with at least 1000 hours. You are always 100% vested in the value of your

own contributions; however, you are gradually vested in the company match according to the

following schedule.

Years of Service

2 yrs 20% vested

3 yrs 40% vested

4 yrs 60% vested

5 yrs 80% vested

6 yrs 100% vested

Please contact the Human Resources Department for more information regarding the 401(k) plan.

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PART-TIME SALARIED CLINICIAN/MANAGER POLICY

PAY

Part-time clinicians/managers scheduled for

22.5 hours or more per week

(minus lunch breaks):

Part-time clinicians/managers scheduled

for less than 22.5 hours per week

and/or work on an as needed basis:

Pay: Salaried at their scheduled hours (minus lunch

breaks) and paid a bi-weekly salary based off of these

hours. Example: If a clinician/manager is scheduled to work

23.00 hours per week (not including their lunch

periods), they will be paid a bi-weekly salary based off

46.00 hours (23 hrs per week * hourly

rate * 2 weeks).

Pay: Will be hourly and punch in and out

of Ultimate Time and Attendance (UTA).

If permanently change scheduled hours: If a part-time

salaried clinician/manager permanently changes their

scheduled hours, then this employee will become

salaried at their new scheduled hours (minus lunch

breaks).

Example: If a clinician/manager is scheduled to

work 30.00 hours per week (not including lunch

periods) and their scheduled hours to work change

to 22.5 hours per week, this employee’s bi-weekly

salary will now change to 22.5 hours/week (45.00

hours/pay period) instead of 30.00 hours/week

(60.00 hours/pay period).

HOLIDAY PAY

Athletico will grant holiday time off to all part-time salaried clinicians/managers (scheduled for

22.5 hours or more per week) on the holidays listed below:

� New Year’s Day

� Memorial Day

� Independence Day

� Labor Day

� Thanksgiving Day

� Christmas Day

Part-time Salaried Clinician/Manager Holiday Pay:

26

Policy: During a holiday week, part-time salaried clinicians/managers must work 80% of their

scheduled hours (=scheduled hours X 0.80). The other 20% of their scheduled hours will be paid as

‘holiday pay’ (=scheduled hours X 0.20).

Example: Salaried at 30 hours/week- During the week of a holiday, this part-time salaried

clinician/manager must work 80% of their schedule or 24 hours that week (30 hrs X 0.80=

24 hours). The additional 20% of their scheduled hours or 6.00 hours will be paid as

‘holiday pay’.

Part-time Salaried Clinician/Manager Schedule & Holiday Pay Table:

Hours Salaried at per

week:

22.5

hrs

23

hrs

24

hrs

25

hrs

26

hrs

27

hrs

28

hrs

29

hrs

30

hrs

31

hrs

32

hrs

Hours must work

during holiday week

(80% of scheduled

hours):

18

hrs

18.4

hrs

19.2

hrs

20

hrs

20.8

hrs

21.6

hrs

22.4

hrs

23.2

hrs

24

hrs

24.8

hrs

25.6

hrs

Holiday pay hours

(20% of scheduled

hours):

4.5

hrs

4.6

hrs

4.8

hrs

5 hrs 5.2

hrs

5.4

hrs

5.6

hrs

5.8

hrs

6 hrs 6.2

hrs

6.4

hrs

If a part-time salaried clinician/manager works more than 80% of their scheduled hours during a

holiday week:

• Eligible for GAP Pay for any hours worked over the 80% minimum.

Example: Salaried at 25.00 hours/week- During the week of the holiday, they must work

80% of their scheduled hours (20 hrs) and will receive 5 hours of holiday pay. Due to the

clinic needs, the part-time salaried clinician/manager works 25.00 hours during the holiday

week (their normal schedule). Since this clinician/manager worked over 80% of their

scheduled hours during the holiday week, they are now eligible for 5.00 hours of GAP time

in addition to their 20.00 hours of regular pay & 5 hours of holiday pay.

If a part-time salaried clinician/manager works less than 80% of their scheduled hours during a

holiday week:

• Clinicians may adjust their schedule ahead of time (with their manager’s approval) to

work the 80% of the scheduled hours minimum.

• If the clinician/manager cannot adjust their schedule to work the minimum hours, the

employee must take PTO time for the number of hours they will need to reach the 80%

minimum.

Example: Salaried at 22.5 hrs/week- During the week of the holiday, this clinician/manager

must work 80% of their scheduled hours or 18.00 hours and will receive 4.5 hours of holiday

pay. However, during this holiday week, the clinician/manager cannot adjust their schedule

and can only work 10.00 hours. In order to reach the minimum hours during the holiday

week, this clinician/manager must take 8.00 hours of PTO time and will be paid for 10.00

hours of regular pay & 4.5 hours of holiday pay.

PTO

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All part-time salaried clinicians/managers scheduled for 22.5 hours or more per week will receive a

custom PTO accrual plan based off of their scheduled hours and seniority for this benefit. PTO

days are accrued bi-weekly based on your individual hire date, first pay period, and/or status

change date to a part-time salaried clinician/manager.

Part-time salaried clinicians/managers may calculate their PTO time allowance as follows:

PTO Seniority: 1 mo-4 years 5-9 years 10+years

Part-time Salaried

Clinicians/Managers

Scheduled hours

per week X 3.6

accrual factor=

PTO hours accrued

per year

(For hours accrued

per paycheck: take

PTO hours accrued

per year/26 pay

periods)

Scheduled hours

per week X 4.6

accrual factor=

PTO hours accrued

per year

(For hours accrued

per paycheck: take

PTO hours accrued

per year/26 pay

periods)

Scheduled hours

per week X 5.6

accrual factor=

PTO hours accrued

per year

(For hours accrued

per paycheck: take

PTO hours accrued

per year/26 pay

periods)

Example: A part-time clinician/manager who has PTO seniority of 1 year is scheduled to work

30.00 hours per week. This part-time clinician/manager will earn 4.15 hours of PTO per paycheck

(30.00 scheduled hours per week X 3.6 seniority accrual factor= 108.00 PTO hours accrued per

year; 108.00 PTO hours accrued per year/26 pay periods= 4.15 hours of PTO per paycheck)

SALARY CONTINUATION/SHORT TERM DISABILITY

Part-time salaried clinicians/managers that have worked a minimum of 90 consecutive days at full-

time status or at part-time salaried status will be eligible for short term disability pay. This pay will

be based on their scheduled hours per week.

Example: An employee scheduled to work 25 hours per week that goes on a qualified

medical leave, will be eligible for short term disability based on their 25 hours per week

schedule at a percentage of pay based on their seniority for this benefit.

ST Disability Seniority: Future qualified medical leaves for those eligible be based on years of

service as a full-time clinician/manager and years of service as a salaried part-time

clinician/manager to determine their ST disability seniority date.

**Please see ‘SALARY CONTINUATION/SHORT TERM DISABILITY’ Policy for more information**

GAP PAY

GAP (Guaranteed Additional Pay) will be provided to all part-time salaried licensed

clinicians/managers who cover additional Athletico sponsored program events or additional clinic

hours including Saturday. **Please see ‘GAP PAY’ policy for more information**

JURY DUTY PAY

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If you are called to jury duty, jury duty pay will be provided to all part-time salaried

clinicians/managers. As a part-time salaried clinician/manager, you will be paid your regular

earnings (without differentials or other premium pay) for any day you are required to attend jury

duty that falls on your normally scheduled work day, for a maximum of up to 75 hours for any one

jury duty session.

No more than your scheduled hours per week will be paid in jury duty pay. In addition, you will

need to complete a ‘Jury Duty Time off Request’ in UTA if you will be absent from the clinic. A

copy of your jury duty notice from the court must be provided to your supervisor (along with the

‘jury duty time off request’) as proof of your attendance.

BEREAVEMENT PAY

Employees who wish to take time off due to the death of an immediate family member should

notify their Facility Manager immediately. All part-time salaried clinicians/managers will receive up

to 1.5 days (11.25 hours) of paid bereavement leave for any normally scheduled work day taken

off due to the death of an immediate family member. Employees may, with the Facility Manager’s

approval, use any available paid leave for additional time off as necessary.

Athletico defines “immediate family” as:

• The employee’s spouse, parent, grandparent, child, or sibling;

• The employee’s spouse’s parent, grandparent, child or sibling.

SALARY CONTINUATION/SHORT TERM DISABILITY

To be eligible for Short Term Disability/ Salary Continuation full-time employees and part-time

salaried clinicians/managers must have worked a minimum of 90 consecutive days at full-time or

part-time salaried status. Prior to March 8, 2010, only full-time employees were eligible for ST

Disability pay. If you are rehired with Athletico, your past years of service will be reviewed. Any

prior eligible time for short-term disability benefits (i.e. years of service as an STD eligible full-time

employee and as an STD eligible part-time salaried clinician/manager) will be grandfathered in to

calculate your ST Disability Seniority Date.

Employees that are working a 10-month affiliation and receiving their pay pro-rated based on 12

months, will receive Short Term Disability benefits if the qualified medical leave occurs during the

terms of their affiliation. Should the 10-month employee have a qualified medical condition after

their affiliation has been fulfilled, they will continue to receive their regular bi-weekly pay.

To qualify and be eligible for short-term disability payments during a medical leave of absence

(loss of income), you must comply with the following:

1. Have been absent from work for at least 5 continuous work days due to your own serious

medical condition.

29

2. Provide a Department of Labor health certificate signed by a physician, including the nature

of your serious medical condition and the doctor’s estimate of the length of time to

recover.

3. HR has received certification that your physician has deemed you unable to perform the

essential functions of your job.

4. If requested, you agree to get a second opinion from a doctor selected by Athletico.

You will not receive short-term disability coverage if you are:

1. Absent from work due to a work-related injury.

2. On written formal correction action due to performance problems.

3. Not compliant with the above eligibility requirements.

4. Continuously absent after you have recovered. (Please refer to the Family Medical Leave

Act policy for information on continuation of medical benefits).

5. Ill or injured for longer than 90 days (Please refer to the Long Term Disability policy).

To determine your short term disability benefit, your salary at the time of illness or injury will be

used. Once the medical leave of absence has commenced your PTO will decrement from the

available amount until it has reached a zero balance. When the PTO is exhausted then the Short

Term Disability benefit will begin cascading in accordance with the remaining weeks of eligible

medical leave as shown below:

**Combined PTO and ST Disability cannot exceed 12 weeks**

Eligible Years of

Service

Accrued/Unused

PTO Applied first

Then Short Term Disability Benefits

Applied

90 days to 1 year Paid at 100% 25% of salary – up to 12 weeks

1 to 5 years Paid at 100% 50% of salary – up to 4 weeks

25% of salary – up to 8 weeks (remainder of

12 week leave)

5+ years Paid at 100% 100% of salary up to 4 weeks

50% of salary – up to 8 weeks (remainder of

12 week leave)

PTO and Short Term Disability run consecutively, and combined cannot exceed 12 weeks of pay for

a qualified medical condition.

Full-Time Example: Employee A has been full-time with Athletico for 3 years and will be unable to

work per doctor’s orders for 12 weeks due to knee surgery. According to the ST Disability benefit

he is eligible for 50% of his pay at the ST Disability rate for 4 weeks and then 25% for the remainder

of his medical leave of absence - not to exceed 12 weeks. Employee A has 37.5 hours of accrued

and unused PTO at the time his Short Term Disability begins. Therefore, Employee A will be paid

37.5 hours of PTO at 100% then 4 weeks or 150 hours at 50%, then the remainder of leave at 25%

not to exceed a total of 12 weeks of combined PTO and ST Disability pay.

Part-Time Example: Employee B is a part-time salaried clinician/manager with a salary based on

46 hours per pay period (23 hours per week). She has been eligible for ST Disability benefits for less

30

than one year and has a zero PTO balance when she starts her leave. She will be on a medical

leave of absence for 12 weeks due to the birth of her baby. However, after 6 weeks- Employee B’s

Doctor released her as physically able to return to work. Therefore, Employee B will be paid 6

weeks of ST Disability pay at 25% of her salary or 138 hours (23 hours per week salary X 6 weeks).

Employee B’s ST Disability pay will then cease after 6 weeks (as her doctor cleared her to physically

return to work) and the remaining 6 weeks of her leave will be unpaid.

If PTO is currently being applied during a qualified Athletico paid holiday, then you will be paid at

100% for the holiday, however if your PTO has already been exhausted then the qualified Athletico

holiday will be paid at your corresponding Short Term Disability Rate.

GAP time may be used on a written request only basis to be paid out during your unpaid medical

leave of absence.

LONG TERM DISABILITY INSURANCE

Long Term Disability insurance is currently available to all employees who meet the following

criteria:

1. Must be a full-time employee (37.5 or more hours per week)

2. The employee must have been employed by the Company for at least 30 days.

3. The employee must have been disabled for 90 calendar days (see short term

disability policy for coverage from 0-90 days).

This benefit becomes available to you on the 91st day of your disability. The maximum benefit to

you is 60% of your pre-disability earnings, not to exceed a monthly amount of $10,000. Please

refer to the “Group Insurance Certification and summary Plan Description” for full detail of this

policy. This Certification and Summary Plan Description shall be the enforcement of this policy.

COBRA (MEDICAL INSURANCE)

Upon the occurrence of a qualifying event (i.e., status change, termination, extended leave of

absence, etc.) you, and/or your dependents may be eligible to continue health insurance coverage

pursuant to federal law (COBRA). Please contact Human Resources concerning opportunities to

continue coverage through COBRA.

EDUCATION & CAREER DEVELOPMENT BENEFITS

Continuous improvement is one of our core values at Athletico we recognize the benefits of

providing growth and professional development through education. We are committed to

assisting employees in reaching their fullest potential, and advancing their knowledge during their

careers at Athletico. We recognize that ongoing continuing education is an integral component of

our clinical services.

All employees are encouraged to select appropriate continuing education and/or advanced level

courses to attend. All courses must be discussed with their immediate supervisor, meet the

31

approval of the respective Facility Manager and Director of Human Resources, and should be done

locally (if offered within the surrounding areas of your home clinic). In addition, all requests will

be considered relative to such factors as, clinical practicality, frequency and active participation in

other programs, performance and longevity of the employee.

CONTINUING EDUCATION COURSES

We offer reimbursement for employees to participate in job-related in service training, seminars,

online courses and conferences that enhance the employee’s professional development.

1) Eligibility:

Full-time employees: Must be continually employed

for 90 days in your current role to be eligible for 2

courses/year.

Part-time employees: Must be

continually employed for 1 year to be

eligible for 1 course/year.

2) Reimbursement includes:

Cost of course & Parking/Transportation expenses

If a continuing education course requires out of state travel, reimbursement includes (in addition

to above):

� Hotel, Airfare & Ground Transportation to/from airport & hotel for out of town travel.

(cabs to and from course in town)

3) Guidelines:

� Requests must be approved & received at least four (4) weeks prior to the course to

ensure timely registration.

� If an employee decides to declare intention of certification while taking a series of

courses (ex. McKenzie, Maitland), employee must have completed 50% of the course

series through their annual CEU benefit allotment. The remaining 50% of the series may

then be applied towards their tuition reimbursement benefit (if eligible) and the

employee must abide by the tuition guidelines (see Tuition Reimbursement Guidelines

Below).

� Any employee who terminates voluntarily within six (6) months of the date(s) of the

course or the date of reimbursement (which ever date is later) will be responsible for

reimbursing Athletico 100% of all costs occurred for the course via a deduction from their

last paycheck. Any remaining balance is due to Athletico via a personal check within 30

days of separation.

CONTINUING EDUCATION COURSE GUIDELINES FOR OT LARGE/NATIONWIDE CONFERENCES:

Athletico values continuous improvement through education. Our location in Chicago often

affords us the unique opportunity to attend numerous courses in “our own backyard” as most

education companies schedule classes here. We do realize, however, that there are a few unique

educational opportunities that require therapists to travel to other cities to gain the knowledge

that keeps us on the cutting edge of therapeutic interventions. We also realize that our normal

32

CEU approval process has “blind spots” and that special consideration must be taken when

approving attendance at the large conferences outside of Chicago.

In an effort to ensure that the opportunity to attend these courses remains open to everyone and

is fair, we have developed a policy and approval process to attend these large, out of town

courses, stated below.

� Approximately 4 months prior to the conference, an email asking for a response from

interested parties will be sent to all OT’s.

� A list of candidates will be compiled and the appropriateness of the course, previous

attendance at similar large conferences, and coverage needs for each candidate will be

assessed by the OT manager with assistance from the FM’s of candidates. Every attempt

will be made to accommodate all appropriate candidates and maximize the number of

attendees.

� A decision will be communicated to the OT candidate in a timely manner to allow for

registration for the course.

� After the course is approved by the OT manager, the attendee will still be responsible for

submitting the CEU approval form on Docworks to their FM, registering for the course, and

making travel and hotel accommodations.

� An employee expense report should be submitted on Docworks for all travel and

accommodation expenses upon receipt of proof of payment for these expenses.

� When appropriate and to control the cost of accommodations, it is requested that two

therapists of the same gender share accommodations.

� Therapists attending these conferences will be prepared to present a topic covered at the

conference at the next OT staff meeting during the CE portion. The presentation should

also include any educational materials to be distributed to all OT’s and power point slides

as applicable.

Courses to which this policy/process applies include, but are not limited to: Philadelphia Hand

Symposium (annual), Indiana Hand to Shoulder Conference (takes place during even numbered

years), ASHT Conference (annual), Wisconsin Hand Experience (annual), and Teton Hand and

Upper Extremity Conference (annual).

ATHLETICO UNIVERSITY

Athletico University is a dynamic system of educational opportunities for Athletico staff in the

fields of Physical Therapy, Occupational Therapy, Athletic Training, Massage Therapy, and Personal

Training/Sports Performance. Athletico University is certified to provide IL DPR continuing

educational credits for PT, PTA, OT, COTA and ATC for re-licensure purposes. Regional AU events

are open to ALL employees (clinicians, LMT’s, AT’s etc) with approval from manager.

RSVP’s and Accountability:

Educational opportunities are communicated 3 ways:

33

1. Monthly memo

2. E-mail from Regional AU contact then RSVP as instructed.

3. Athletico Share Point Calendar under “Departments” and then choose “Athletico

University”.

Please note: AthletiCo does not have a separate CEU provider # for the strength & conditioning

certifications (CSCS, ACE, PES) as it does for PT’s, AT’s, and OT’s. Usually, if a topic relates to the

domains of CSCS, ACE, and PES etc, it can be counted for credit in a certain reporting domain.

Guidelines:

• Communicate your interest with your FM. You must be accountable for your RSVP.

Attendance is taken and communicated post event.

• If employee RSVP’s and cancels last minute or is a “no show” without an extenuating

circumstance and/or without contacting the course host, employee will be charged one

CEU against their annual bank. In addition, the employee’s home clinic will be charged for

all costs associated with the reserved spot for Athletico University course.

TUITION REIMBURSEMENT

Athletico also provides financial assistance for job-related and/or approved graduate level degree

programs, non-degree programs, correspondence courses, online and distance learning courses,

accelerated programs, and advanced certifications in addition to our annual Continuing Education

benefit.

o Tuition must be specifically related to Athletico business, related to the employee’s current

position and assist in the employee’s professional development with Athletico.

o Management & Corporate approval is required in advance of registration.

o Employee must remain actively employed during the acquisition of degree/certification to

be eligible for reimbursement.

o Graduate degree programs must be from a recognized and accredited educational

institution to be considered for approval.

o Coursework must not interfere with regular schedule. Any time away to take an exam

must be approved in advance and will be paid according to the exam day policy (refer to

Time off policy for education days/hours)

1) Eligibility:

Full-time employees: Must be continually

employed for 1 year (past years do not apply)

and are in good standing are eligible for a max. of

$2,500 per year (includes all costs associated

with tuition)

Part-time employees: Must be continually

working a min. of 22.5 hrs/week, are in good

standing, and have been continually

employed for 1 year (past year of service do

not apply) are eligible for a max. of $2,500

per year (includes all costs associated with

tuition)

34

2) Reimbursement:

Reimbursement will be made payable to the employee upon receipt of successful completion of

coursework each semester or trimester or upon completion to certification course (**excludes

CHT certification exam- see CHT guidelines below).

Employee’s must provide:

� A grade report of a B or better (to be eligible for reimbursement) or a passing grade for

certifications (for course work in which a grade is not assigned)

� Proof of payment of tuition outlining:

� Tuition per credit or course

� Lab fees

� Registration fee

� Books per course

Travel expenses: In addition to reimbursement for certifications, Athletico will also reimburse for

related travel expenses after completion (hotel, flight, & ground transportation) for approved

certifications not offered locally (all travel expenses are included in the $2500 per year max).

3) Guidelines:

� Prior to approval, employees must submit a brief memo to management describing how

the degree or course sought meets the requirements set for this policy. Attached to this

memo should be: a copy of the degree/course requirements from the school catalog, a list

of costs per credit, registration fees, and book and lab fees.

� Athletico reserves the right to discontinue financial assistance if an employee’s job

performance is deemed unsatisfactory.

� Athletico reserves the right to deny tuition reimbursements requests if the class or

certification sought does not apply or benefit the role of the individual and/or team that

he/she belongs to.

� Once an advanced degree/certification/etc is approved and deemed as tuition

reimbursement, employees cannot substitute their CEU course allotment per year for

tuition reimbursement for amounts above the allotted $2,500 per year. Any and all costs

associated with the approved tuition reimbursement shall fall under their tuition benefit.

Employees are encouraged to continue to utilize their CEU benefit for other areas of

expertise in their clinical education and professional growth.

� Employees who leave Athletico voluntarily or for cause within 1 year or less of

degree/certification completion or date of reimbursement (whichever date is later) must

repay Athletico for 100% of all expenses (including course & transportation related

expenses) associated with the degree/certification via a deduction from their last

paycheck. Any remaining balance is due to Athletico via a personal check within 30 days

of separation.

� Employees who leave Athletico voluntarily or for cause between 1 year to 2 years of




paycheck- except for CHT exam expenses. Any remaining balance is due to Athletico via a

personal check within 30 days of separation.

� All active employees must repay Athletico for all expenses paid to date (including course

35

& transportation related expenses) within 30 days if one or more of the following occur

during and/or within one year of degree/certification completion (NOTE: Employees

cannot substitute their annual CEU and/or Tuition allotment as means of payback):

o Discontinue the process of obtaining the degree/certification for any reason

o Discontinue using the acquired skill set obtained from degree/certification for any

reason

o Status drops to less than 22.5 hrs/week during participation

� Additional Guidelines for Advanced Certifications (in addition to above):

Certification programs must from be a recognized and accredited educational institution

to be considered for approval.

� **For CHT certification exam: Reimbursement will be made after completion of test for

the first CHT exam attempt, regardless of pass/fail. If the first attempt does not result in

a passing score and the clinician wishes to take the exam again, which is encouraged, he

or she must pay up front for any additional attempts. Any additional attempts at the

CHT exam (after the first attempt) that are unsuccessful- will not be reimbursed. Once

the clinician receives a passing grade for the second attempt, Athletico will again

reimburse the exam cost only of the successful additional attempt.

� For ART certifications: Due to the cost and length of the ART certification process,

employees who elect to apply for participation in the ART certification process will not

be eligible for CEU’s and/or any other tuition reimbursement during the course of the

certification process.

� Recertification: At any point after an employee has become certified in a particular skill

set and must recertify by taking an exam/course, all recertification costs will fall under

the CEU benefit and will be applied to the employee’s CEU allotment for that year.

� For personal training certifications: Tuition reimbursement covers any additional

approved certifications that the employee wishes to acquire during the course of their

employment to assist with the employee’s professional development. Employee’s hired

as personal trainers must already possess the required certification to meet job

requirements.

Examples of Advanced Degrees:

tDPT Masters of Health Science MBA

PTA Degree DPT Degree

Examples of Additional Advanced Certifications:

OCS CMPT COMT ART NASM- PES

NAIOMT CHT Lymphedma NSCA- CSCS NSCA- CPT

FAAOMPT FCE’s CSCS NASM-CPT

LEADERSHIP DEVELOPMENT TUITION PROGRAM:(Regional Managers/Corporate Directors ONLY)

Athletico proudly offers tuition reimbursement to assist Regional Managers and Corporate

Directors in their leadership development. Please see below for eligibility and guidelines:

36

1) Eligibility:

2) Reimbursement:

Reimbursement will be made payable to the employee upon receipt of successful completion of

coursework each semester or trimester or upon successful completion of the course.

Employee’s must provide:

� A grade report of a B or better (to be eligible for reimbursement) OR a passing grade for

certifications or proof of successful completion (for course work in which a grade is not

assigned)

� Proof of payment of tuition outlining:

o Tuition per credit or course

o Lab fees

o Registration fee

o Books per course

Travel expenses: In addition to reimbursement for leadership training, Athletico will also

reimburse for related travel expenses after completion (hotel, flight, & ground transportation)

for approved courses not offered locally (all travel expenses are included in the $7,500 max over

a 3 year period).

3) Guidelines:

� Prior to approval, employees must submit a brief memo to management describing how

the leadership training meets the requirements set for this policy. Attached to this memo

should be: a copy of the degree/course requirements from the school catalog, a list of

costs per credit, registration fees, book, lab fees, etc.



� Employees will be eligible for their annual CEU benefit during participation in this benefit. � Employees who elect to apply for participation in the leadership training tuition benefit

will not be eligible to receive any other type of tuition reimbursement during their 3 year

participation in this benefit. � Employees who leave Athletico voluntarily or for cause within 3 years or less of




paycheck. Any remaining balance is due to Athletico via a personal check within 30 days

of separation.

Full-time RM/CD’s: Must be full-time, continually employed for 1 year (past years do not

apply) and are in good standing are eligible for up to $7,500 over a 3 year period (includes all

costs associated with tuition).

37

ORTHOPEDIC RESIDENCY PROGRAM

Athletico, in partnership with Evidence in Motion (EIM), proudly offers all full-time Physical

Therapists the opportunity to apply for an Orthopedic Residency Program to assist with the

completion of the OCS Certification. EIM represents a “first in class” environment for prospective

residents and fellow to receive the highest caliber of training to become distinguished leaders in

evidence-based orthopedic practice. The curriculum includes an 18 month intensive combination

of didactic, collaborative, and clinical education experience using a combination of distance

learning, online courses, weekend intensive hands-on courses, and clinical practice hours.

Enrollment is completed in both June and January.

1) Eligibility:

2) Guidelines:

Full-time PT’s (except managed clinic staff): Employed for 6 months with RM/FM discretion

and in good standing are eligible to apply

Managed Clinic Staff: Based on EIM guidelines, Managed Clinic Employees are not eligible to

enroll in orthopedic residency program. However, these employees are eligible for Manual

Therapy Certification Track and we will pay the cost up front for certification through EIM.

38



� Employees who leave Athletico voluntarily or for cause within 4 years of the date(s) of

completion of the Orthopedic Residency Program must repay Athletico for all expenses

associated with the residency program within 30 days of separation. The schedule of

payback is below:

� 0 – 2 years: 100%

� 2 – 3 years: 50%

� 3 – 4 years: 25%

� After 4 years - Nothing

� Employees who discontinue participation for any reason or their status drops to less than

22.5 hrs/week during participation or within 2 years of completion of this program must

repay Athletico for all expenses paid to date associated with this residency program within

30 days.

� Employees must have completed or must complete Relationship Building 201 within 1 year

of acceptance into the residency program.

� Employees are NOT eligible for their annual CEU/Tuition benefits during participation in

the program.

� January Program Enrollees: Employees are only eligible for 1 CEU course the year of

program completion

(Ex. Enroll in program January 2010 & Complete it June 2011, during the

remainder of 2011 (July-December 2011- eligible for only 1 CEU course)

� July Program Enrollees: Employees are only eligible for 1 CEU course before

enrollment into program

(Ex. Enroll in program July 2010 & Complete December 2011, from January-

June 2010 (prior to program enrollment)- eligible for only 1 CEU course)

� tDPT: Athletico will cover the costs for residents who choose to enroll in tDPT with EIM.

3) GAP Policy for Mentors of Current/Active Orthopedic Residency Program Participants:

� Eligibility: Approved OCS credentialed clinician mentors will be eligible for up to 15.00

hours of GAP Paid ONLY per calendar year (not per mentee) for their mentoring of

current/active Orthopedic Residents’ at the resident’s home clinic.

� Guidelines:

� To apply to be a mentor for current/active Orthopedic Residency Program

participants and to be eligible to submit GAP for mentoring:

� Clinicians must be OCS credentialed

� Apply (via e-mail) and be approved as a Mentor by the Orthopedic

Residency Coordinator (Daphne Scott)

• After approval as Mentor, GAP time for Mentoring must be outside Mentor’s clinic

time AND will be compensated by GAP paid out at straight time pay ONLY

� Approved Mentors must code their mentoring GAP time using the code

‘GAPMENTOR’ in UTA chargeable to the Resident’s home clinic AND indicate the

Resident’s name in the ‘Comments’ field

39

TIME OFF POLICY FOR EDUCATION DAYS/HOURS

To encourage employees to utilize these educational benefits, employees will be granted time off

for approved courses or exam days which will not be counted against their PTO bank. Education

days include time off to attend CEU’s, Advanced Certifications, tuition, and exam days/hours* (ex.

sitting for the PT Board Exam). (Travel hours or days outside scheduled course attendance or exam

days are not included under education benefits and will be charged against your PTO bank).

*Clinician utilizing online courses, i.e: MedBridge Education, will not be granted education

days/hours and must be completed outside your clinic schedule.

Full-time employees: If course/exam falls on

normal clinic day, education day(s) will be granted

for actual day(s)/hours taken for course

attendance only.

Maximum education days/year: 5 days or 37.5

hours

**New employees—During your first year of

employment education days will be prorated

according to hire date.

Part-time employees (min 22.5 hours/week):

If course/exam falls on normal work day-

employee will be paid for their normal work

hours.

Maximum education days/year: 3 days or

22.5 hours

**New employees—During your first year of

employment education days will be prorated

according to hire date.

**Following attendance to a CEU course, each employee is required to provide a written summary

of the course to be distributed to their respective facility manager and present a summary of the

course to the staff at the next scheduled professional staff meeting.

New Grad Clinical Professional Staff

All new PT, OT, COTA & PTA graduates employed by Athletico will also be reimbursed for the

National Board Exam preparation course through International Education Resources

(www.therapyed.com). Athletico will pay the full cost of the two-day course which includes all

books, CD’s and study guides. If the course falls on the new grads normal work day- the employee

will be paid for their normal work hours and this time will NOT be counted against the employee’s

PTO bank.

Athletico will also allow new grads an Education day to sit for the board exam which will not count

against the employee’s PTO bank. If the exam falls on the employee’s normal work day- the

employee will be paid for their normal work hours and this time will NOT be counted against the

employee’s PTO bank.

PROFESSIONAL DUES

Athletico will reimburse employees for National and State Membership dues in Professional

Organizations annually who meet the following criteria:

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1. Employee must be full-time or part-time (working min. of 22.5 hours/week).

2. Employee must have been with Athletico for at least 90 days.

National Professional Organization dues include, but are not limited to NATA, APTA, AOTA, AMTA

and State Professional Organization dues include, but are not limited to IATA, IPTA, IOTA.

Your membership dues not only support your chosen profession but also provide modes to

enhance patient care, further continuing education, promote evidence based practice and allow

each member to be the most up-to-date professional. Employees need to make sure that each

membership is being used to its full advantage.

Manager Approval: Prior to approval, employees seeking reimbursement for dues should have a

conversation with your Manager and discuss how to maximize your membership. Examples may

include discounts on continuing education courses, journal article reviews, access to research

databases, professional advocacy, becoming a committee member of your local/national

organization, attendance at professional organization meetings, elections or conferences, or you

may be a directed officer of the organization or access to research databases.

Public Profile Information: Once approved you will be reimbursed after demonstrating that your

membership profile has been made public. By making your profile public, this will allow potential

patients/clients to access employee and specific work location information through the database.

If your information is not made public or does not include your facility address, you will not be

eligible for reimbursement. Please use the template/samples listed below:

My Profile Tab:

• Enter your name with credentials (John Smith, PT, DPT)

• Designation

• Work Phone: Athletico location phone number

• Work Fax number: clinic fax #

• Email: Work email or personal email

• At the bottom there is a tab to expand for company address:

For ex: Athletico Niles/Northwest Chicago

6000 West Touhy Ave., Suite 202

Chicago, IL 60646

Managed Clinic Employees: Please use the name and location of the facility you are

currently located at.

Demographics Tab: check all that might apply.

Find a PT Tab:

• Practice Area, check all that might apply.

• Practice Focus, check all that might apply.

• Display photo on profile? You have the option to post the Athletico logo. The logo is

on the home page of Ultipro under HR Resources.

o Save the attached logo somewhere on your computer, i.e. My Documents,

Desktop, etc.

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o Scroll down and you will see a place where it says “Photo.” Click “Browse” to

locate the saved logo JPEG. Click on JPEG file to bring that up.

o Scroll down and Save the change

• Professional Education and Certifications: check all that apply for ex: B.S. Bradley

University 2003, DPT Northwestern University 2005, Lumbo-pelvic Integration 2006,

Matheson FCE training 2006, Cervical-Thoracic Integration 2007, Matheson Job Analysis

and POET Training 2007, Matheson Ergonomics Training 2008, Functional Orthopedics I

2008, EIM Orthopedic Manual Physical Therapy Residency Training 2008 – 2009.

• Practice Description – use the following description:

Athletico provides physical therapy, occupational therapy, and fitness services

throughout Illinois, Wisconsin, and Indiana. Please visit athletico.com to find a location

near you and to learn more about how Athletico measures patient outcomes and

satisfaction to reach higher levels of care. For questions regarding an orthopedic or

sports injury or to set up a complimentary injury screening, call 1-877-ATHLETICO

(1-877-284-5834).

Dues paid in advance: If approved, all memberships must be paid in advance by the employee

and reimbursement will be made payable to employee upon receipt of the following supporting

documents: 1) For APTA and any others - copy/screen shot showing the information from the

“Find a PT” section indicating your work location and professional background using the template

above of public profile and 2) proof of payment.

Any employee who terminates voluntarily within 6 months of reimbursement will be responsible

for reimbursing the Company 100% of dues paid.

TRAVEL EXPENSES, MEETING ATTENDANCE AND CELL PHONE POLICY

It is the policy of Athletico to reimburse staff for reasonable and necessary expenses incurred on

behalf of the company for travel related expenses. It is the responsibility of both the employee

and his or her supervisor to ensure that all travel charges to be paid by Athletico are at the most

economical and reasonable cost. Employees whose positions require them to travel will be

reimbursed for business use of their personal vehicle. For those positions where travel is required,

we will reimburse those expenses relating to legitimate travel expenses incurred from their

workplace to another location. Any travel made from their residence to the work location and

back home will not be reimbursed. Any mileage payout that is approved will be based on current

IRS guidelines. This policy is not intended to cover every possible situation. It is meant to

establish guidance for employees and managers to make appropriate judgments about the

expenditure of company funds. Any expenses deemed excessive by an employee’s manager will

be the responsibility of the employee.

It is the responsibility of Athletico Management staff to provide oversight and guidance to their

staff regarding their staff’s attendance and participation at events/coverages/meetings that occur

outside their normal work location. Travel shall be properly authorized, reported and reimbursed

according to the guidelines specified.

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EXAMPLE: An employee travels from their home clinic (clinic A) to another clinic (clinic B) as

requested to provide floater coverage. The same individual then departs clinic B and travels to Dr.

C for Relationship Building. Following this meeting, the individual returned home. The employee

is eligible for mileage reimbursement from clinic A to clinic B and from clinic B to Dr. C. The

return home will not be reimbursed.

Athletic Trainers: For those ATC’s who regularly travel from their home clinic to their contracted

school, travel expenses will not be reimbursed. However, if ATC’s accept an additional coverage

occurring on the same day they attend their regular school coverage, they will be allowed to

expense their mileage from their contracted school to the additional coverage. GAP will be paid

from the time they arrive and begin their coverage. If they accept an additional coverage on a day

they are NOT actively working at their contracted school – they will not be reimbursed for their

mileage. Any travel made from their residence to the coverage and back home will not be

reimbursed.

Parking for Program Coverages, Relationship Building: Employees who travel to a CITY location

without on-site parking will be allowed to expense the most cost effective transportation to the

coverage (parking or taxi – whichever is less). Any other travel expenses will be reimbursed

according to the guidelines above.

Compensable Meetings (i.e., OT Meetings, Staff Meetings, New Employee Orientation, AT

Meetings, Massage Therapy Meetings, Work Rehab Meetings, All Manager Meetings, OC/AOC

Meetings, New Manager Orientation, Mini Meetings): Compensable meetings are an assumed

necessity for effective company operations. If a compensable meeting is scheduled DURING your

normal hours worked, and the employee is required to travel from their home clinic to Corporate

for the meeting, travel expenses will be reimbursed according to the mileage policy stated above.

Parking expenses for those employees who work in a location that does not have convenient on-

site parking - One parking expense/day will be allowed.

Hourly paid employees who are requested by management to attend compensable meetings will

be compensated for their time participating in the meeting. Hourly employees who travel from

home, travel expenses will not be compensated. Hourly employees who travel from downtown

locations to Corporate that do not have on-site convenient parking will be allowed one parking

expense/day, travel expenses will be reimbursed according to the mileage policy stated above.

Non-Compensable meetings (i.e., CPR, Relationship Building 101, Relationship Building 201, RB

Fee for Service, RB for Managers, RB for Athletic Trainers, Clinical Meetings, VGA/VTA Trainings,

Athletico University (including Program CEUs/AUs) Attendance and participation at these meetings

adds value to your role as an employee and your career advancement. Employees elect to

participate in these programs to advance their careers at Athletico. These meetings are attended

on an elective basis and are not a "job requirement". Employees who are active participants in

the meetings and choose to advance their careers with their involvement in these programs along

with advancing the program within their respective work environments via these programs would

be eligible to include this on their yearend bonus review.

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Cell Phone and Data Usage Reimbursement:

Effective immediately, Athletico will not be responsible for reimbursing employees for cell phone

usage or data usage bills. Employees are responsible for using our electronic technology during

normal business hours to retrieve all relevant messages. Employees who choose to use their own

personal cell phones to retrieve messages outside normal business hours, will not be reimbursed

for these costs. The exception will be made to certain Corporate and management staff we

designate for mandatory business related communication expenses.

EXPENSE REPORTS

Expense Reports should only be submitted ONCE A MONTH. Employees should compile all

expenses for a given month and then submit through DocWorks. Employees do not have to wait

until the end of the month to submit, but you can only submit ONE PER MONTH. Please include all

expenses for the month, as we will no longer reimburse expenses that occurred more than three

months prior to the submitted date. For example if you turn in an expense report May 1st, receipts

prior to February 1st will not be reimbursed. Each employee should submit their expense report to

his or her Facility Manager through DocWorks. The Facility Manager will then approve and

forward to Accounting if the expenses are reimbursable. When a Facility Manager fills out an

expense report for him/herself, it should be submitted to their respective Regional Manager for

approval.

All Expense Reports are to be typed and should be accompanied by legible copies of the receipts.

Each expense should be numbered and the corresponding receipt should share the same number.

If you have five expenses on your sheet, you should have each line numbered 1-5 and the receipts

should be numbered 1-5 as well. Please make sure you give a detailed description of each expense

including, but not limited to why, who, and when. Why did you have an expense? (Marketing,

ATC Coverage, Professional Dues, Office Supply, etc). If you visited a doctor, who was it? If you

bought goodies for a doctor, who received them? When did you go? Please provide any and all

pertinent information including sub-accounts when possible.

When requesting a check for a CEU, it should be submitted to Human Resources with all

appropriate information. They will then give approval and forward your request to Accounting for

processing. Please submit your request as early as possible, as it could take up to 4 weeks after

your submittal date to receive your check.

EMPLOYEE REFERRAL PROGRAM

Athletico has implemented an employee referral program to assist with attracting qualified

applicants to the company. This program reaches prospective employees who do not see or

respond to recruiting methods, as well as involves current employees in the hiring process and

betterment of the company. Our goal is to:

Increase recruitment of the work force

Reduce applicant-processing time

Augment current external sourcing programs

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Enhance current employee relations

Employees are encouraged to refer interested and qualified friends, acquaintances and family

members to Athletico. To be eligible for the award, the employee must be the first contact for the

resume and they must be actively employed when the bonus is eligible to be paid. Regional

Managers, Shareholders, Corporate Directors, Human Resources Staff, and managers with hiring

authority over the referred candidates are not eligible to receive the referral bonus. All resumes

will be screened and interview procedures will follow the same course as for all candidates. Should

the new employee be hired, the employee responsible for providing the referral will receive a

bonus (subject to applicable taxes). It is the responsibility of the employee who made the referral

to complete the Employee Referral Form & forward this form to the Human Resources department

for processing. The bonus payout is as follows:

• $250 Part-Time Positions ($125 after 90 days, $125 after 6 months)

• $500 Full-Time Admin Positions ($250 after 90 days, $250 after 6 months)

• $1000 Full Time Physical Therapist from Clinical Instructor or Athletic Trainer from

Internship Supervisor ($1000 upon hire)

• $1000 Part-Time PT/OT/PTA/COTA/ ATC working 22.5 hours/ week or more ($500 after 90

days; $500 after 6 months)

• $2000 Full-time PT/OT/PTA/COTA/ ATC positions ($1000 after 90 days, $1000 after 6

months)

BONUS POLICY

Bonuses will be paid out on an annual basis, which will allow employees to be rewarded for their

hard work and dedication above and beyond for their contributions to Athletico.

Year End Eligibility Considerations & Bonus Payout Information

We will formally evaluate your performance on an annual basis, which will include a self-

evaluation by the employee as well as a management evaluation. Our annual review period will

commence during the 4th quarter, and employees are evaluated on the previous 12 months of

performance (October 1st – September 30th). Annual bonuses will be awarded based on manager’s

discretion. If you have any further questions, please discuss them with your Manager.

Eligibility Considerations:

Annual bonuses will be awarded based on manager’s discretion.

1. Employee must be in good standing

2. Employee must be hired on or before June 30th of the current year (employees hired after

June 30th of the current year will be eligible for bonus evaluation during the following year’s

bonus period).

3. Employees on a medical leave of absence during the 4th quarter may be eligible for

participation in the bonus review process and payout per manager’s discretion. Otherwise,

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once the employee returns to work, their annual bonus payout may occur upon return

pending manager approval. Please see examples below:

a. John began medical leave on December 1st and returned to work February 1st. He

completed the Bonus Review form and also had a bonus review meeting with their

manager prior to the leave date. The manager approved payment of the annual

bonus payout since the employee was present during the bonus review process.

b. John began medical leave on October 1st and returned to work on January 1st. He

did not complete the Bonus review form and did not go through the bonus review

process. John will complete the annual bonus review form upon his return and may

be awarded an annual bonus amount per manager discretion.

MILESTONE ANNIVERSARY POLICY

Athletico appreciates your outstanding work performance and dedication and loyalty, which

contributes to the overall success of our organization. As such, Athletico honors specific milestone

anniversaries to acknowledge employees for their years of service to the company.

Each year, employees who have reached a milestone anniversary for every 5 years of continuous

service (5, 10, 15, 20 years, etc.) will be recognized by a special milestone anniversary award.

Employees must work a minimum of 1000 hours each year in order to be eligible for the

anniversary reward. All awards are given in January for those milestone anniversaries that

occurred during the previous year. For example, if an employee reached 5 years of continuous

service in February of the given year, the employee would receive the award in January of the

following year. Employees must be actively employed at Athletico on December 31st of the

calendar year he or she celebrated his or her anniversary and meet the eligibility requirements in

order to eligible. Service awards are subject to change yearly.

Commuter Benefit Program:

All active employees are eligible to participate in the commuter benefit program offered by Athletico in

partnership with Commuter Check Direct. Employees have the ability to save money on commuting costs

by using pre-tax dollars.

How Does the Program Work?

Using the Commuter Check website (see Registration is Easy below), you will create an account and place

orders for transit and/or parking products. Commuter Check will send your employer information about

your selections and instruct them to make the proper pre-tax deductions from your paycheck.

Ordering Vouchers, Smart Cards and Prepaid Debit Cards for Transit:

Once you have created your new account, just select the Transit Order button on the left, then select your

Greater Metropolitan Area and choose from the Transit Smart Cards option available.

• The Commuter Check Card Prepaid MasterCard®: A re-loadable commuter benefit card that is accepted at

Transit Agencies or designated transit retail centers where only transit and vanpool passes, tickets, and fare

cards are sold*. The Commuter Check Card can be also used at fare vending machines, which saves you

time waiting in line and time locating a customer service desk or staffed sales area.

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*For compliance reasons the Commuter Check Card can only be accepted at designated outlets that

sell transit products exclusively, such as Transit Stations and Kiosks. Stores that sell other products,

such as gift shops and pharmacies, will not accept the Commuter Check Card.

• Commuter Check Vouchers: These vouchers come in flexible denominations and can be used to

purchase tickets and other fare media at participating transit retail centers.

Ordering Parking:

There are two parking options available to meet your individual needs:

• Monthly Direct Pay: Allows you to enter your parking provider and other information about your

existing monthly parking arrangement and we will pay your parking expenses directly each month.

• The Commuter Check Card Prepaid MasterCard®: This pre-paid debit card solution offers the

convenience of a reloadable, personalized, debit card for use at parking providers. No receipts are

necessary and cards are loaded with the amount you specify each month and then used to pay for

parking.

• Commuter Check for Parking Vouchers: Order vouchers and specify the denomination you desire, make

your vouchers payable to the parking provider of your choice and we will then send the vouchers to you

and you can use these to pay for parking expenses

Registration is Easy:

Registering and placing orders is easy. Follow these simple steps to get started.

Go to: https://www.commutercheckdirect.com *

* Commuter Check Direct is designed to work with Microsoft Explorer Version 6.0 and above

From the main landing page, select New Participant from the menu

on the left of the page. To register, you will need the following

information:

Company ID: 1365

First Name:

Last Name:

Zip Code:

All information must match your employer’s records at the time of eligibility; this information is used to

authenticate you as a user in the system. So, if your employer’s records list you as James instead of Jim,

you will want to enter James in the first name field. If you have any trouble with the process, please

contact Customer Support at 888.235.9223.

Once you have entered this data, you will advance to another page where you are asked to enter your

personal demographic information, set your password, and set your user name. Note that this is the

information we will use to contact you about your orders. The system will send email reminders about your

orders as well, so make sure to enter a valid email address.

Important Registration Tips:

Username: Must consist of at least 6 characters (symbols are okay, spaces are not)

Password: Must consist of at least 6 characters

Contacting Customer Support:

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Customer Support is available to assist you with registration, placing an order or any other questions or

concerns you may have. Our skilled representatives are available Monday through Friday from 8:00 AM to

8:00 PM Eastern Time. You can reach Customer Support as follows:

By Phone: 888.235.9223

By Email: [email protected]

If you have any questions or problems with registration or placing an order, please contact customer

service at 888.235.9223.

Your Commuter Benefit has some features you need to know about in order to take full advantage of the

program:

• DEADLINE: The program is monthly program; log in and place an order to be fulfilled on a monthly

basis. Orders must be entered by the 10th of the month for the following benefit period. For

example, to receive an order for use in January, you must place your order before December 10th.

Changes must be made online before the cut-off date of the 10th of the month for the following benefit

month.

• Use the convenient recurring settings option to request funds to automatically be loaded to your smart

card each month. Don’t worry; we’ll email you a reminder so remember to give us a valid email

address when you register.

• Pre-tax deductions are allowed up to the limit of $230 per month for transit/vanpool and another $230

for parking. You can, however, order products that total more than this limit.

• No retroactive changes may be made.

REWARDS AND RECOGNITION POLICY

Employee of the Month

The purpose of Athletico’s Employee of the Month program is to create a culture that recognizes

and rewards employees who demonstrate our CORE values and exhibit outstanding performance

through their work. Nominations by managers and coworkers are to be received by the 15th of

the month prior to which the employee is being honored. Recipients receive a certificate as well as

the option to choose from several rewards, such as a pair of tickets to a Chicago sports team home

game, a gift Certificate for dinner, a pair of tickets to performance at a Chicago Dance Troupe, or a

60-Minute massage from any Athletico facility.

The Zach Gregory Patient Satisfaction Award

This award is named after Zach Gregory, PT who tragically died running a half marathon in Chicago

on June 4th, 2011. Zach was a 1st year PT at our Skokie Athletico and was committed to the

satisfaction of his patients demonstrated by his daily interactions, presence, high patient

satisfaction scores, and multiple letters that his patients wrote to management about their

satisfaction with his care.

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This award is given annually to the Clinician and the Clinic with this highest FOTO patient

satisfaction scores in the calendar year. The award is presented at the All-Manager Meeting in the

1st Quarter of the following year.

The awards are a crystal engraved award as well as a $1000 check to the Clinician and a $1000

add-on to the Social Budget for the Clinic with the highest score.

IV EMPLOYEE GUIDELINES

ATTENDANCE POLICY

At Athletico, we have high standards for attendance because we depend on each of our

employees to be present to ensure that our patients receive the highest quality of service.

Unplanned absences and tardiness inhibits our ability to meet this goal and places a burden on all

the other employees in your center as well as detracts from the patient’s experience. Dependable

attendance is a condition of employment and is an important part of individual and collective

performance.

Absences:

Defined: Absence is the failure of an employee to report to work when the employee is scheduled

to work (tardy). Absences fall into two categories: excused and unplanned.

• Excused Absence/Tardy occurs when all four of the following conditions are met:

1) The employee provides sufficient notice (4 weeks notice preferred) of their

absence to his or her supervisor or for a sick day- calls at least two hours prior

to their scheduled shift

2) The reason for absence is found credible or acceptable by his or her supervisor

3) Absence request is approved by his or her supervisor

4) The employee has sufficient accrued PTO time to cover such absence or have

made prior arrangements to make up the time

• Unplanned Absences/Tardy occurs when any of the four conditions under “excused

absences” are not met. If it is necessary for an employee to be absent or late for work

because of illness or an emergency, the employee must report this to their supervisor

following the unplanned absence reporting procedures.

Unplanned Absence/Tardy Reporting Procedures:

If an employee is unable to fulfill their regularly scheduled shift, employees will need to abide by

the following reporting procedures regardless of reason:

1) Employees must call their supervisor/manager as soon as possible, but no later than at

least two hours before their shift so that a replacement can be contacted.

2) Employees must state the reason for their absence and be prepared to give a list of their

patients and suggested treatments for these patients, duties and assignments for that day.

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We encourage staff to have a copy of the disaster tree to refer to in order to assist their

supervisor in securing coverage for their schedule issues.

3) If employees cannot reach their supervisor or manager, they must leave a voicemail at the

clinic or office with a telephone number where they can be reached.

4) If the employee does not think they will be able to work the next day, they must call before

the end of the workday so their supervisor/manager can make the necessary

arrangements.

In the event an employee is absent due to a medical emergency, employees are still responsible

for following the aforementioned procedures. If an employee is not able to contact their

supervisor, an immediate family member should do so at least two hours before the employee’s

scheduled shift.

If you have an illness which requires an extended period of absence and you are under the care of

a physician, you may request a leave of absence (refer to Family Medical Leave policy). If you are

under the care of a physician due to extended illness, you are asked to provide your

supervisor/manager with documentation from your physician as to your need to be absent and

when you will be able to return to work. It is an employee’s responsibility to keep their supervisor

informed every day as to when they expect to return to work, including those on intermittent

FMLA leave.

PTO reporting procedures and Disciplinary Procedures:

Once the employee returns to work, PTO eligible employees are accountable for inputting their

PTO time for their absence into the Ultimate Time & Attendance (UTA) system within 24 hours of

return. If an employee fails to input their PTO time into UTA within the 24 hour timeframe, the

following disciplinary procedures will be taken:

• 1st occurrence- will result in a verbal warning from supervisor

• 2nd occurrence- will result in a Corrective Action Plan/Written warning from supervisor

• 3rd occurrence- will result in a final Corrective Action Plan/Written warning from supervisor

• 4th occurrence- will result in termination

Tardiness and Tardy Reporting Procedures:

Employees are expected to report to work on time and must be ready to engage in work at the

beginning of their scheduled shift- (this does not include hanging up their jacket, getting coffee,

putting their lunch away, etc). An employee shall be considered tardy if they are not ready to

engage in work at the beginning of their scheduled shift or returning to work after a meal/break

period.

If an employee cannot report to work as scheduled, the employee is expected to notify their

supervisor as soon as possible, but no later than 5 minutes after their regular starting time. This

notification does not excuse the tardiness but simply notifies the supervisor that a schedule

change may be necessary.

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Non-Traditional workers whose roles require them to perform duties in addition to their normal

weekly shift or reduce their hours based on business needs who are in good standing, may observe

adjusted schedules with prior supervisory approval. (Example: IT Department)

Unplanned Absences and Tardiness Disciplinary Procedures:

An occurrence of an unplanned absence is any unapproved absence from work for a continuous

period of time of two hours or more, regardless of the reason. A single occurrence may include a

partial-day absence due to leaving work early, a full-day absence, or an absence of two or more

consecutive scheduled work days.

Tardiness refers to any occurrence of an employee not ready to engage in work at the beginning of

their scheduled shift or returning to work late after a meal period or break.

Approved paid time off (PTO), as well as approved leaves of absences under FMLA (see FMLA

policy), approved bereavement leave, and approved jury duty in abidance with the absence

reporting procedures will not count for purposes of disciplinary action.

Occurrence Tracking and Disciplinary Timeframe:

• Unplanned absences and tardiness will be counted together as occurrences within a given

disciplinary timeframe.

o Ex: If an employee has an unplanned absence on 1/2/2010, this would be considered

their 1st occurrence. Then the employee has another unplanned absence on

2/12/2010 and was tardy on 3/13/2010 and 3/31/2010. 2/12/2010 would be

considered their 2nd occurrence, 3/13/2010 their 3rd occurrence, and 3/31/2010 is

considered their 4th occurrence, etc.

• Occurrences are counted in a calendar year timeframe: January 1st to December 31st.

The following disciplinary procedures will take effect following the occurrence of an unplanned

absence and/or tardy:

Number of Occurrences of Unplanned

Absences/Tardiness within calendar year

(January 1st to December 31st) period:

Disciplinary Action:

The 1st-2nd occurrences: No formal discipline, counseling as appropriate

per manager’s discretion

The 3rd occurrence: Will result in a verbal warning from supervisor

The 4th occurrence: Will result in a Corrective Action Plan/Written

warning

The 5th occurrence: Will result in a final Corrective Action

Plan/Written warning

The 6th occurrence: Subject to termination

Violations of the established absence reporting procedures shall warrant disciplinary action

separate from any discipline for occurrences of absence or tardiness.

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Patterns of absenteeism/tardiness can also result in disciplinary action. A pattern of

absenteeism/tardiness can include, but is not limited to, any of the following:

• A pattern of calling in sick on the day after a weekend or holiday

• Absences or tardiness occurring right after an employee has established an acceptable

attendance record after a timeframe in which a disciplinary action has been in force

In addition, employees absent from work for three consecutive days without notification will be

considered to have voluntarily resigned from their position.

DISCIPLINARY POLICY AND PROCEDURES

In order for Athletico to have a consistent disciplinary procedure, the following guidelines have

been adopted. Although the company will normally follow the procedures, each incident will be

reviewed individually by your supervisor/manager. Any misconduct, if severe enough in

management’s judgment, may result in discharge for the first offense. Likewise, the company may

skip steps in its sole discretion. Please not that Athletico’s disciplinary policies & procedures are

not intended to modify the Company’s policy of at-will employment.

Step #1 The employee will first be given a verbal warning. This is a verbal discussion in which the

supervisor/manager has a face-to-face conference with you to discuss the violation or

performance issue.

Step # 2 If there is little or no improvement at any time after the verbal warning; you will be given

a written warning, which is a description of the violation, an assessment by the

supervisor/manager and suggestive action by management. At this time, you may be

provided with an opportunity to discuss the warning and comment in writing. A copy of

the warning will be maintained in your personnel file.

If the warning is deemed serious enough in the eyes of management, a written warning

may coincide with a suspension (disciplinary time off without pay).

Step #3 If after a written warning there is no marked improvement, or upon receiving a second

written notice for the same offense, an employee may be:

(a) Put on disciplinary probation, the length and terms of the probationary period set by

management;

(b) Suspended indefinitely without pay until action can be recommended;

(c) Terminated.

DRESS CODE POLICY

Employees of Athletico will dress in a manner, which presents a professional image and is

conducive to efficient performance of their work tasks. A professional appearance is essential to a

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favorable impression with patients & customers. Good grooming and appropriate dress reflect

employee pride and performance, a positive self-image and inspire patient & customer

confidence.

Employees are expected to dress in a manner that is normally acceptable in business

establishments. The wearing of jeans, shorts, sandals, sweat suits, T-shirts, half-shirts, and similar

items of casual attire are not permitted, as they do not present a businesslike appearance.

Exceptions will be granted for inventory staff, fitness staff, ATC coverage and for days when

manual labor is being performed. Your supervisor must approve any other special exemptions.

Managers have the discretion to determine appropriateness in appearance. Some basic essentials

of appropriate dress include the wearing of socks or stockings and the need for clothing to be neat

and clean. A reasonable standard of dress rules out tight or short pants, tank tops, halter tops, or

any extremes in appearance including accessories (piercings and tattoos), fragrances or hair. If an

employee reports to work improperly dressed or groomed, the supervisor shall instruct the

employee to return home to change their clothes or appearance or may take other appropriate

corrective action. Employees will not be compensated during such time away from work, and

repeated violations of this Policy could be cause for disciplinary action

The following are some guidelines for proper Business Casual Attire:

What is appropriate: khaki, corduroy or capri slacks, golf shirts, polo shirts with collars, long or

short sleeved shirts or blouses, turtle neck shirts, blazers, sport coats, sweaters, vests.

What is not appropriate: mini-skirts, shorts, halter, tube or midriff tops, spandex pants or leggings

or jeans, t-shirts with inappropriate slogans, tank tops, muscle shirts and crop tops, or open toed

shoes in the clinic setting.

Remember, the goal is for all employees to project a professional image. Any dirty, wrinkled,

revealing, frayed or ill-fitting or extreme clothing or appearance is inappropriate and not

conducive to our professional environment. Any questions regarding dress code can be directed

to your supervisor or Human Resources.

NONSOLICITATION AND DISTRIBUTION POLICY

Purpose

In order to prevent disruptions in the operation of the company and in order to protect employees

from harassment and interference with their work, all employees and non-employees must

observe the following rules regarding solicitation and distribution of literature on company

property. All managers are responsible for administering this policy and enforcing its provisions.

Violations of these rules may result in disciplinary procedures and or discharge.

Employees

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1. During work time while on company premises, no employee shall solicit or distribute literature

to another employee for any purpose. “Work Time” does not include time before or after

schedule work hours or during lunch periods or during paid break periods.

2. Individual charitable giving initiatives must be first approved by the facility manager and then

can be communicated in their local communities (clinic, region, corporate, department – not

companywide). Examples: Fundraising runs/sporting events, girl scout cookies

3. Bulletin Boards are a means to communicate company information to employees and to post

notices required by law. An unauthorized posting of notices, photographs, or other printed or

written materials on bulletin boards or any other company property is prohibited.

4. All charitable giving requests, including communication to all employees, must follow the

Corporate Charitable Giving Mission guidelines posted on the Athletico website. Company-

wide communication regarding charitable events must be approved by the Charitable Giving

Committee first. Once approved, all communication regarding the charitable event will be

distributed by the CGC.

5. The company reserves the right to authorize a limited number of fund drives by employees on

behalf of charitable organizations.

6. No employee shall solicit or distribute literature to any visitors at any time for any purpose.

Non-Employees

1. Persons who are not employed by the company shall not distribute literature or solicit

employees or visitors at any time for any purpose on company grounds.

Persons may not post anything in the Clinics and/or offices without it being approved by the

Human Resources Department.

EMPLOYER INFORMATION AND PROPERTY

The protection of Athletico’s business information, property and all other Company assets are vital

to the interests and success of Athletico. No Athletico related information or property, including

without limitation, documents, files, records, computer files, equipment, office supplies or similar

materials (except in the ordinary course of performing duties on behalf of Athletico) may,

therefore, be removed from the Company’s premises. In addition, when an employee leaves

Athletico, the employee must return to the Company all Athletico related information and

property that the employee has in his/her possession, including without limitation, documents,

files, mailing lists, records, manuals, information stored on a personal computer or on a computer

disc, supplies, and equipment or office supplies. Violation of this policy is a serious offense and

may result in appropriate legal action.

Athletico records and information relating to Athletico or its affiliates are confidential and are

considered “trade secrets”, and employees must, therefore, treat all matters accordingly. No

Athletico or Athletico-related information, including without limitation, documents, notes, files,

records, oral information, computer files or similar materials (except in the ordinary course of

performing duties on behalf of Athletico) may be removed from Athletico’s premises without

permission from Athletico. Additionally, the contents of Athletico’s records or information

otherwise obtained in regard to business may not be disclosed to anyone, except where required

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for a business purpose. All mailing lists are to be stamped confidential and are not to be disclosed

to anyone outside of the Company. Employees must not disclose any confidential information,

purposefully or inadvertently (through casual conversation), to any unauthorized person inside or

outside the Company. Employees who are unsure about the confidential nature of specific

information must ask their supervisor for clarification. Employees will be subject to appropriate

disciplinary action, up to and including dismissal, for knowingly or unknowingly revealing

information of a confidential nature.

RULES REGARDING MISCONDUCT

Like all organizations, the Company requires order and discipline to succeed and to promote

efficiency, productivity and cooperation among its employees. The orderly and efficient operations

of the Company require that employees maintain proper standards of conduct at all times. While

employment at Athletico is entirely employment-at-will which may be terminated at anytime, with

or without cause, by an associate or by Athletico, the Company, attempts to utilize rules of

conduct for all employees to abide by.

Our experience has shown that in most cases, an employee’s own good judgment will provide an

adequate guide to what is acceptable conduct. However, in order to prevent misunderstandings

and to protect the rights of other employees, you are expected to observe the rules listed below.

Employees who fail to maintain proper standards of conduct or who violate any rules are subject

to disciplinary action up to and including discharge. We believe it is important to know what is

expected from you, and that you know what to do and what not to do.

As a guide for you, we have prepared a partial list of the major breaches of reasonable conduct

which are causes for disciplinary action, including discharge. Please remember that this list is only

a set of examples; it is not intended to be, and is not, a full or complete list of offenses which will

result in discipline up to and including discharge.

1. Attendance and Work Schedules

(a) Deliberately marking another employee’s time sheet or having another person mark your time

sheet.

(b) Leaving your workplace before the start of breaks, meal periods or quitting time.

(c) Excessive tardiness or absence, even though reported.

2. Attention to Duties

(a) Being negligent or careless in performing your assigned duties and responsibilities.

(b) Incompetent or inefficient performance of assigned duties and responsibilities.

(c) Conduct which indicates an insubordinate, inattentive or indifferent attitude toward your

duties.

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(d) Falsification of any written reports or records, including employment application and time

sheets.

(e) Reporting for work in an unfit condition, including being under the influence of alcohol or

other drugs which impair your ability to perform your regular duties and responsibilities and/or

which present a hazard to the safety or welfare of yourself or others.

(f) Interference with the work performance of any employee(s), delaying or otherwise impeding

work performance, or influencing or attempting to influence others to so interfere.

(g) Improper use of Company telephones.

3. Accident Prevention

(a) Failure to observe known or posted safety rules.

(b) Failure to report an injury immediately to your Supervisor regardless of how minor it appears

to be. Every work area has access to a first aid kit and professional treatment is available when

needed.

(c) Horseplay, practical jokes or other activities which may present a hazard to the safety or

welfare of yourself or others.

4. Personal Misconduct

(a) (Violation of Athletico’s anti-harassment or non-discrimination policies.

(b) Insubordination or uncooperative conduct, including refusing to follow a Supervisor’s requests,

instructions or orders, or refusing to abide by any Company rule or policy.

(c) Gambling or involvement in any activity connected with unapproved gambling, including

lotteries or games of chance while on Company premises or while engaged in Company

business away from Company premises.

(d) Fighting or threatening bodily harm or provoking such misconduct.

(e) Bringing or possessing firearms or other weapons while on Company premises.

(f) Carrying, storing or using drugs, alcohol or other substances which may be detrimental to the

health or safety of yourself or others while on Company premises or while engaged in

Company business away from the Company premises.

(g) Theft or abuse or destruction of Company records, documents (or any kind), property or

equipment. Repair of Company property or equipment which is damaged as the result of

willful abuse or destruction shall be at the expense of the person or persons responsible for

the damage.

(h) Violation(s) of Company policies concerning security, unauthorized disclosure of confidential

information to any person(s), or unauthorized removal of Company records, documents or

property from Company premises.

(i) Theft, unauthorized removal, abuse or destruction of any property of another employee or of

the Company’s customers, suppliers, guests or invitees.

(j) Immoral behavior or misconduct including the use of abusive or provocative language while on

Company premises or while engaged in Company business away from Company premises.

(k) Use of Company time, vehicles, equipment or materials for personal use.

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CONFLICTS OF INTEREST/NON-SOLICITATION POLICY

The protection of Athletico’s relationships with its customers, referral sources and affiliates

(schools, colleges, clubs, programs, and sport teams) is essential. Employees may not engage

directly or indirectly in the solicitation of any customers, referral sources and affiliates of Athletico

or its Affiliates that they have treated, had direct contact with, received referrals from or solicited

while employed by Athletico or its Affiliates on their own behalf or on behalf of any other person,

firm, partnership or corporation engaged in the same or similar business as Athletico and its

Affiliates. No Athletico employees at any time can solicit business for themselves or any other

entity while performing services on Athletico property or while performing services at any

Athletico sponsored events.

No Athletico employee shall be employed, consult with/for, serve as a contractor for or otherwise

be affiliated with any individual, company or agency which acts, in any part of its business, as a

competitor of Athletico. Prior to engaging in any activity that could be a potential conflict of

interest, employees should review these situations with their Manager or risk a potential violation

of the policy. Employees should refrain from placing themselves in situations where their actions,

either at work or away from work, may be construed as detrimental to the interests of Athletico.

Athletico employees may not receive compensation, either monetary or otherwise, from any

competitor of Athletico. Likewise, no employees shall receive compensation, monetary or

otherwise, from any vendor or supplier of Athletico. Violations of any guidelines in this policy may

result in disciplinary action up to and including termination.

The following examples are for illustrative purposes only:

- Assisting an Athletico competitor. This could occur if you were to work for, or become a

consultant to a company that competes in the same markets as Athletico while employed at

Athletico.

- Competing against Athletico. This could occur if you were to decide to start a business that offers

the same products and services that Athletico provides.

- Being a supplier to Athletico. Athletico employees should not, without proper authorization,

also be affiliated with companies that sell products or services to Athletico.

DRUG AND ALCOHOL POLICY

PURPOSE:

Athletico (the “company”) is committed to providing a safe, drug-free working environment for its

staff, patients and to protecting its business from unnecessary financial loss due to drug and

alcohol use among its employees. Therefore, it is a serious violation of Company policy for any

employee of the Company in an of its locations/clinics or on company business anywhere:

1. to possess, use, sell, offer to sell or distribute alcoholic beverages;

2. to possess, use, sell, offer to sell or distribute illegal drugs;

3. to be under the influence of alcohol or illegal drugs; or

4. to misuse, abuse or use excessively any drug, whether legal or illegal.

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It is the employee’s responsibility to seek diagnosis and treatment for alcohol/drug use before it

becomes a disciplinary matter. This policy is subject to additions, modifications, or deletions from

time to time upon notice to employees.

This alcohol and drug policy applies to all applicants and employees of the Company, including

management and administrative staff.

DEFINITIONS:

Definitions of terms used in the Alcohol and Drug Policy:

A. “Drugs" means legal and illegal drugs.

B. “Illegal Drugs” means any drug (a) which is not legally obtainable, (b) which is legally

obtainable but has not been legally obtained, or (c) which has been legally obtained but not

used in the manner and for the purpose for which they were prescribed or manufactured.

C. “Legal Drugs” means prescription and over-the-counter drugs, which have been obtained

legally and are being used in the manner and for the purpose for which they were prescribed

or manufactured.

D. “Medical Facility” means any physician, laboratory, clinic, hospital or other similar entity.

E. “Possess” means to have either in or on an employee’s person, personnel effects, desk, files, or

similar area.

F. “Location” and “Property” mean any building, office clinic, common area, vehicle, parking lot,

or similar area owned, leased, managed, used, or controlled by the Company or by a customer

/ patients / doctors / schools

G. “Company Business” means all time in which employees are engaged in work duties or subject

to the control of the Company, and also includes scheduled breaks and travel from one

workplace to another and time spent at a customers/patients/doctors/schools locations.

H. “Under the Influence”

a. When used in connection with drugs means that the employee is

affected by a drug(s) in any determinable manner or has any

trace of a drug in his/her body.

b. When used in connection with alcohol or alcoholic beverages

means that the employee is affected by alcohol in any

determinable manner or has any detectable amount of alcohol in

his/her body.

I. “Reasonable Suspicion” means any set of facts and circumstances that would lead a reasonable

person to believe that an employee is in violation of this policy and may be based on one or

more of the following factors: first-hand observation of a violation; possession of alcohol or

illegal drugs or related paraphernalia; information from public record or court proceedings;

statements by the employee or witness; or the employee’s appearance, behavior, speech, or

body odor that are manifested by factors including but not limited to , bloodshot eyes, slurred

speech, alcohol on the breath, inability to ordination, accidents, odors in the employee’s

immediate area, physical or verbal altercation, unexplained absences from work area,

excessive absenteeism and/or tardiness, unusual behavior, or any other reliable information or

physical evidence of alcohol or drug use.

J. “Work Related Cause” means that the employee has incurred a work-related injury requiring

medical attention at a medical facility; caused the injury of another person on Company

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premises or during Company time; caused damage to any Company owned or leased property;

or commits frequent and/or flagrant violations of safety standards.

USE OF LEGAL DRUGS

An employee who is under the influence of a drug must report its use to his/her

supervisor/manager if the legal drug might interfere with the employee’s ability to do his/her job.

It is the employee’s responsibility to ask his/her doctor whether the legal drug might have a

detrimental effect on job performance. Failure to declare the use of such legal drugs may result in

discipline, up to and including discharge.

TESTING OF APPLICANTS AND EMPLOYEE

For the safety of its employees, its customers, patients, co-workers and the public, the Company

may require an applicant or employee to submit to alcohol/drug testing upon reasonable suspicion

or work-related cause, with or without prior notice. The testing will be conducted at a medical

facility selected by the Company at its expense. The applicant or employee will be required to sign

a consent form authorizing testing and to submit a suitable blood, urine, breath or other sample.

DISCIPLINE

Employees who possess, use, sell, or dispense alcoholic beverages and/or drugs in violation of this

policy will be subject to disciplinary action, which may include termination if they:

1. Possess, use, sell, offer to sell, or distribute illegal drugs in any of the Company’s locations

or on Company business anywhere;

2. Refuse to sign the consent form;

3. Refuse to submit to testing;

4. Refuse to cooperate with personnel conducting the test; or

5. Violate the “under the influence” of alcohol or drugs provisions of this policy

A violation of any of the foregoing will constitute sufficient grounds for rejection of the applicant

or employee complies with any other condition of this policy.

SMOKING RESTRICTIONS

It is the policy of Athletico to promote a safe and healthy environment for staff and patients. All

employees are prohibited from smoking while in an Athletico facility and/or an Athletico function.

All patients are prohibited from smoking in Waiting or Treatment areas.

ANTI-HARASSMENT POLICY AND PROCEDURES

It is the policy of Athletico to maintain a working environment free from all forms of harassment.

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A. Purpose

This policy is established to discourage harassment of employees, to

Provide a procedure for investigating and processing complaints, and to provide a basis for

disciplining employees who engage in harassing conduct.

B. Definitions

1. Harassment in general is verbal or physical conduct that denigrates or shows hostility

or aversion toward an individual because of his or her race, color, religion, gender,

national origin, age, disability, or that of his or her relatives, friends or associates and

a. Has the purpose or effect of unreasonably interfering with an individual’s work

performance.

b. Has the purpose or effect of creating an intimidating, hostile, or offensive work

environment.

c. Has an adverse affect on an individual’s employment opportunities.

2. Sexual Harassment includes unwelcome sexual advances, requests for sexual favors,

and other verbal or physical conduct of a sexual nature when

a. Submission to such conduct is made either explicitly or implicitly a term or

condition of employment

b. Submission to or rejection of such conduct is used as a basis for making

employment decisions affecting the individual

c. When conduct has the purpose or effect of unreasonably interfacing with an

individual’s work performance.

d. When conduct has the purpose or effect of creating an intimidating, hostile or

offensive work environment.

C. Procedure

1. Any employee who feels that he or she has been the victim of harassment can first

notify his or her manager or the Human Resources Manager.

2. Appropriate management and/or supervisory personnel will investigate complaints of

harassment and, if warranted, will take prompt corrective action. Such action may

include discipline up to and including termination of the offending employee and

employees.

PERSONAL RELATIONSHIPS POLICY

Athletico, like other employers, has adopted guidelines designed to ensure that personal

relationships do not lead to real or perceived conflicts of interest or favoritism. Personal

relationships include, but are not limited to, domestic partners and members of the same

household who are married, dating, or in a partnership or co-habitating arrangement. Personal

relationships are defined as relationships between individuals who have or have had a continuing

relationship of a romantic or intimate nature. Furthermore, these relationships can be defined as

partners who develop intimacy or a strong emotional bond, passion, or strong sexual attraction

and/or commitment or a conscious decision to continue a relationship.

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Employees who share a personal relationship may work at the same facility, even in the same

department, as long as one employee does not have the ability to influence or control the other’s

terms and conditions of employment. Terms and conditions of employment include, but are not

limited to, hiring, promotions, retention, job classification, salary, performance appraisals, work

assignments, and leaves of absence. Although Athletico does not attempt to prohibit romantic or

intimate relationships between employees, it is strongly suggested that the potential impact of

such relationships on the work environment be considered carefully. If such a relationship does

lead to charges of harassment or discrimination that expose both the organization and the persons

involved to legal proceedings and charges are filed, Athletico is obligated to investigate them in

accordance with its Harassment Policy and Grievance Procedure.

Supervisors and Potential Conflicts of Interest

If a personal relationship exists or develops between a supervisor and someone he/she supervises,

certain more stringent safeguards, described below, need to be followed. These steps are

necessary because a conflict of interest, or the perception of a conflict of interest, may be created

when a supervisor directly or indirectly affects employment-related decisions -- e.g., evaluates

performance or determines the compensation of an employee with whom he/she has or has had a

personal relationship. Employees concerned about the impact of the personal relationship of co-

workers on their own work environment are encouraged to speak with their supervisor or with the

Director of Human Resources.

Any supervisor who has or has had a personal relationship with an employee who reports to

him/her must discuss the issue with the Director of Human Resources. The discussion will be kept

confidential, within the larger need to deal with the situation appropriately. The goal of the

Director of Human Resources is to help resolve any problems as fairly and discreetly as possible.

If a personal relationship has led to a conflict of interest, favoritism, harassment, or other negative

impact on the company, the following options will be considered and may be taken, depending on

the circumstances of the case:

• The supervisor may be removed from any evaluative role in employment decisions that

affect the employee.

• The supervisor may be subjected to corrective action and/or termination if she/he does not

bring the relationship to the attention of the Director of Human Resources.

• The supervisor or the supervised employee may be transferred to another position or

terminated if no position is available.

WORKPLACE VIOLENCE PREVENTION POLICY

Purpose:

The purpose of this policy is to provide Athletico employee’s guidance related to prevention of

workplace violence. The expected outcome is to maintain an environment at and within company

property and events that are free of violence and the threat of violence.

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Policy:

Athletico maintains a zero tolerance standard of violence in the workplace. All employees have

the right to expect a place of employment that if free from behavior that can be considered

harassing, abusive, disorderly, or disruptive. Violent behavior of any kind or threats of violence,

either implied or direct, are prohibited at Athletico properties, any other properties in which an

Athletico employee is working, and Athletico sponsored events,. Such conduct by Athletico

employees and/or visitors of Athletico will not be tolerated. Any person who makes substantial

threats, exhibits threatening behavior, or engages in violent acts on Athletico property shall be

removed from the premises as quickly as safety permits, and shall remain off Athletico premises

pending the outcome of an investigation. Athletico will also investigate all reports filed and any

possible violation of this policy of which we are made aware. Retaliation against a person who

files a report regarding violent behavior or threats of violence made to him/her is also prohibited.

Prohibited Behavior:

Violence in the workplace may include, but is not limited to the following list of prohibited

behaviors directed at or by a co-worker, supervisor, patient or member of the public:

1. Causing physical injury to another person

2. Making threatening or violent remarks on social media outlets or electronic means as well

as those verbally or physically

3. Stalking as viewed as a continuum of behaviors including following, viewing,

communicating with, moving in a threatening or menacing manner toward a specific

individual without their consent and is usually seen as a pattern of conduct of harassing

behaviors intended to frighten, intimidate, terrorize and/or injure another person.

4. Aggressive or hostile behavior that creates a reasonable fear of injury to another person or

subjects another individual to emotional distress

5. Intentional damaging of Athletico property or property of an employee or patient/visitor

6. Possession of an unauthorized weapon of any kind while on Athletico property, including

parking lots, other exterior premises or while engaged in activities for Athletico in other

locations, or at Athletico-sponsored events

7. Committing acts motivated by, or related to, sexual harassment or domestic violence

8. Blatant or intentional disregard for the safety and well-being of others

9. Dangerous or threatening horseplay

10. Any other act that a reasonable person would perceive as constituting a threat of violence

Reporting Acts or Threats of Violence from Employees and/or Patients:

Reporting procedures have been developed to encourage early reporting, support & stress

reduction for employees as well as the prevention of violence.

An employee who:

1. Is the victim of violence, or

2. Believes they have been threatened with violence, or

3. Witnesses an act or threat of violence towards anyone else shall take the following steps:

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a. If an emergency exists and the situation is one of immediate danger, the employee

shall contact the local police officials by dialing 911, and may take whatever

emergency steps are available and appropriate to protect him/her from immediate

harm, such as leaving the area.

b. If the situation is not one of immediate danger, the employee should promptly

report it to management and/or Human Resources. Reports can be made

anonymously and all reported incidents will be investigated. Confidential reports

should be disclosed to others only on a need-to-know basis or where required by

law, or, if there is a threat of imminent harm.

4. All employees who obtain an order of protection of restraining order from the court, which

lists Athletico premises as being a protected area, must provide to their immediate

supervisor a copy of any temporary or permanent protective or restraining order.

A patient that does not behave appropriately in the clinic and comply with their plan of care to

promote a safe, secure and therapeutic environment or displays significant and/or repeated

failure to abide by these expectations may result in termination of the patient’s relationship with

Athletico. Please refer to the Termination of Clinic-Patient Relationship Policy (RM – 005) or

contact your FM, RM or Risk Management for further guidance and support.

Athletico understands the sensitivity of the information requested and has developed

confidentiality procedures, which recognizes and respects the privacy of the employee(s).

Safety Scenarios and what to do:

A person walks into a facility carrying a

firearm:

• Notify your FM immediately;

• FM communicates to the patient our “No

firearms policy” and gives the person the

option of locking firearm in trunk of

vehicle or in clinic lockbox

A person is stalking an employee (via phone, email,

social media, or physically):

• Notify FM-RM immediately;

• Disclose all related material: copies of emails,

messages, calls, times/places of interactions;

• Notify Risk Management to discuss next action steps

A person walks into the facility and pulls a

gun:

• Remain calm

• Listen to the perpetrator and do what he

says. Do not attempt to take the gun

away!

• Remain calm, reassure patients and wait

until perpetrator leaves;

• Then call 911 and report incident (noting

as many details as possible about the

suspect);

• Check in with patients and staff alike to

insure everyone’s safety;

• Notify Risk Management as soon as

You pick up the phone and it is a threatening phone

call:

• Individual taking call must remain calm and listen

attentively

• signal a co-worker immediately to contact 911

• document all facts including date, time, person’s

name and sex, specifics on what person says, voice

• notify facility manager

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possible

Two people get into an altercation where

threats begin to ensue:

• Immediately separate the two people and

attempt to diffuse the situation;

• FM, AFM, or senior clinician to address

the issue with both people and determine

next actions;

• If both people refuse to diffuse the

situation and disrupts the rest of the

clinic, both patients will be asked to leave

or if necessary, 911 will be called;

• Notify Risk Management immediately

You are opening the facility. What should you do to

ensure your safety?

• When approaching the facility, be aware of your

surroundings.

• Keep an eye out for strange vehicles or dark lighted

areas.

• Note if the rear entryway is well-lit. If not, notify

FM;

• Before getting out of vehicle, make sure you have

facility keys in hand;

• Once inside the building, keep the door locked until

another team member arrives

A person verbally threatens an employee:

• Notify FM/AFM immediately;

• If person is elevating your potential risk,

signal a coworker to call 911;

• FM gathers information on who said what

to whom and when;

• FM discusses incident with person and

employee (separately);

• FM notifies Risk Management to

determine next actions

You are closing the facility. What should you do to

ensure your safety?

• Per company policy, we have two team members

closing a facility;

• Prior to leaving, do a quick scan of the garage or

parking lot to identify unfamiliar vehicles;

• When leaving the facility, if two team members go

different ways, exchange phone numbers to either

text or call each other when you have approached

the vehicle;

• Once inside the vehicle, lock it immediately

• Report any suspicious activity/individuals outside to

proper authorities

EQUAL EMPLOYMENT OPPORTUNITY POLICY

It is the policy of Athletico to provide equal employment opportunities for all qualified applicants

and employees, without regard to race, gender, sexual orientation, color, religion, sex, national

origin, age, disability, or any other protected status under applicable local, State or Federal law.

The Company encourages all employees to treat one another with dignity and respect. It is our

policy to practice equal employment opportunity without regard to an individual’s race, color,

religion, creed, sex, sexual orientation, age, marital status, disability (physical or mental), national

origin, Vietnam era veteran or qualified disabled veteran status. Each individual has the right to

work in a professional atmosphere which promotes equal opportunity and prohibits discriminatory

practice and treatment. It is the policy of the Company to recruit, hire, train, promote,

compensate and otherwise deal with all applicants and employees in accordance with this policy.

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At Athletico, discriminatory treatment, whether verbal, physical or environmental, is unacceptable

and will not be tolerated.

For purposes of this policy, discrimination is defined as any conduct or behavior (verbal or

otherwise) which disparages an individual or group of individuals on the basis of race, color,

religion, creed, sex, sexual orientation, age, marital status, disability (physical or mental) or nation

origin, or any other protected status under applicable local state or federal law.

Individuals who believe they have been subjected to discrimination should report the incident to

his/her immediate supervisor, the Human Resources Manager, or the Director of Services at

Athletico.

“OPEN DOOR POLICY”

In an organization the size of Athletico, it is important to place emphasis on open communication,

particularly between you and your manager. The best way to stay informed about policies,

changes and opportunities at Athletico is through your manager. We also encourage you to share

your ideas, suggestions, or any complaints with your manager.

At Athletico we have an “open door” policy, so if you have talked with your manager and still feel a

problem has not been resolved or if, because of the nature of your concern, you want to talk with

a person removed from the issue, you may discuss your situation with the Director of Athletico, or

the Human Resources Department

If, in the course of your employment a decision has been made relative to your job which you feel

is not appropriate, or is unfair, you may file a written grievance and submit it to the Director of

Athletico for resolution. Your complaint will be thoroughly investigated, and the decision of the

Director will be final.

COMPLAINT/GRIEVANCE PROCEDURES

Section 504 of the Rehabilitation Act prohibits discrimination based on handicap. In accordance

with Section 504 Regulation, any program participant (patient, resident, etc.), participant

representative, prospective participant, or staff member who has reason to believe that she/he

has been mistreated denied services or discriminated against in any aspect of service or

employment because of handicap may file a grievance. In order to implement this policy, this

agency/facility has adopted an internal grievance procedure providing for prompt and equitable

resolution of complaints alleging any action prohibited by the U.S. Department of Health and

Human Services regulation (45 CFR Part 84) implementing Section 504 of the Rehabilitation Act of

1973 as amended (29 U.S.C. 794). Section 504 states, in part, that “no otherwise qualified

handicapped individual…shall, solely by reason of his handicap, be excluded from the participation

in, be denied the benefits of, or be subjected to discrimination under any program or activity

receiving Federal financial assistance…” The law and/or regulations may be examined in the office

of Athletico Sports Medicine and Physical Therapy Centers, Corporate Office, 625 Enterprise Drive,

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Oak Brook, IL 60523, (630) 575-6200, who has been designated to coordinate the efforts of Nancy

Kusner to comply with the regulations.

1. A grievance must be in writing, contain the name and address of the person filing it, and

briefly describe the action alleged to be prohibited by the regulations.

2. A grievance must be filed in the office of the Section 504 Coordinator within 5 days after

the person filing the grievance becomes aware of the action alleged to be prohibited by the

regulations. This time frame may be waived by the Coordinator if extenuating

circumstances existed which justify an extension.

3. The Coordinator, or his designee, shall conduct such investigation of a grievance as may be

appropriate to determine its validity. These rules contemplate thorough investigations,

affording all interested persons and their representatives, if any, an opportunity to submit

evidence relevant to the grievance. Under Section 504 of the Rehabilitation Act, 45 CFR

84.5(b), the agency/facility need not process complaints from applicants for employment.

4. The Section 504 Coordinator shall issue a written decision determining the validity of the

grievance no later than 5 days after its filing.

5. If the grievance has not been resolved at this point, the Section 504 Coordinator should

forward it to Mark Kaufman, President, who shall have an additional 5 days to resolve the

grievance. The President shall notify the grievance in writing of the decision and list the

evidence on which the decision is based.

6. If the complaint is still unresolved, the grievance may request, in writing, that the President

submit the grievance to the Board of Directors. The Board shall have 10 days to resolve the

grievance. If the grievance is then unresolved, the grievance will be advised in writing of

the right to file a complaint with the appropriate local, state, and federal civil rights offices

and will be provided with the names and addresses of such offices, including the Office for

Civil Rights of the U.S. Department of Health and Human Services at 105 W. Adams Street,

16th Floor, Chicago, IL 60603.

EMPLOYEE GUIDELINES FOR USE OF SOCIAL MEDIA/NETWORKING POLICY

BACKGROUND:

Athletico recognizes the value of Social Media in promoting the mission and values of Athletico

with patients, clients and referral sources as well as advancing marketing and recruitment

activities. In addition, engaging in social networking can be a great way to communicate with

peers and friends and network with colleagues and is a great tool when used appropriately. This

policy provides guidance for employees when using social media and social networking for

Athletico authorized professional use and off-duty personal use.

DEFINITIONS:

Social Media- forms of electronic communication (such as web sites for social networking and

microblogging through which users create online communities to share information, ideas,

personal message and other content (videos, photos, etc).

Social Networking- Social Networking for purposes of this policy, includes all types of postings on

the Internet, including but not limited to, social networking sites, (such as Facebook©, My

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Space©, or LinkedIn©) blogs, and other on-line journals and diaries; bulletin boards and chat

rooms; microblogging, such as Twitter©; and the posting of video on YouTube© and similar

media. Social networking also includes permitting or not removing postings by others where an

employee can control the content of postings, such as on a personal profile or blog.

Blogging- posting information on a web log, journal or diary on the internet. It may also include

other forms of posting on the internet such as postings on YouTube, Twitter.com, bulletin board,

chat room, web sites, social networking sites, and affinity sites.

PURPOSE:

The purpose of this policy is to provide guidelines for employees who utilize social media and

engage in social networking while on and off duty. Failure to comply with this policy may lead to

disciplinary action up to and including termination and if appropriate, Athletico will pursue all

available legal remedies. Athletico may also report suspected unlawful conduct to appropriate law

enforcement authorities.

POLICY/GENERAL GUIDELINES:

Athletico employees are expected to abide by the following general guidelines when utilizing social

media while on or off duty to reduce the likelihood that your networking will have an adverse

effect on Athletico or your employment with Athletico:

• Employees may not engage in social networking using Athletico, Affiliate, or Client

resources or when clocked in/actively engaged in work duties unless it is an Athletico

approved activity/project.

• Employees are expected to use good judgment and take responsibility for their posts and

discussions.

• Employees are strongly discouraged from generating or accepting friend requests with

patients while on or off duty. Employees are expected to maintain appropriate

professional boundaries with patients to ensure protection of private health care

information and promote their professional reputation.

• Employees using social media are expected to attach strong privacy settings to the

application for maximum protection of posts and information.

• Employees assigned to outreach affiliates are expected to follow the affiliate’s existing

social media/networking policies, in addition to abiding by this policy.

• Employee use of social media/networking is subject to Athletico policies such as Rules

Regarding Misconduct, Nondiscrimination. Anti-Harrassment, Code of Conduct and

Electronic Usage Policy.

• Employees may not defame or otherwise discredit Athletico’s products or services, or the

products or services of its vendors or competitors. Do not mention customers, business

partners or suppliers without prior written approval of the subject and Athletico

management staff.

• Employees may not defame or otherwise discredit Athletico peers, clients, competitors,

affiliates, team members, or clinic/corporate management staff.

• Employees may not use Athletico’s logo, trademark or proprietary graphics or photographs

of Athletico’s premises or products without prior approval of the Director of Marketing.

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• Employees may not disclose personal/contact information or post photographs of patients,

clients, affiliates, coworkers or supervisors without the prior written permission of the

subject and facility/corporate management staff.

• Employees contacted by media or press contacts about social networking activities that

relate to Athletico, must contact the Marketing Public Relations Manager before

responding.

• Athletic Trainers working in the school setting are discouraged from generating or

accepting friend requests from students while on or off duty. ATs are expected to maintain

appropriate professional boundaries with students to ensure privacy protections and avoid

any appearance of impropriety.

• Managers are discouraged from sending friend requests to subordinates while on or off

duty. Any employee may reject a friend request from any other employee without

repercussion or retaliation.

• Clinicians should avoid “practicing” PT/OT online or engaging in case/patient specific

medical discussion on social media sites- this could increase chances of inadvertently

violating HIPAA. Even if a patient generates a post or a question, clinicians should not

confirm the relationship or provide any patient specific information using social media

without a patient’s written authorization. Clinicians have the duty to protect the patient

information even if the patient is sharing it via social media.

• Prior to discussing work-related topics via social networking, please carefully consider the

following:

o Does the discussion positively promote your role as an Athletico employee?

o Does the discussion promote your integrity/professionalism as an individual or

Athletico employee?

o Does the discussion reflect positively on your co-workers/colleagues, clinic? Does

the discussion conflict with Athletico values?

o Does the discussion reveal confidential patient or proprietary business information

or include any information that could directly (e.g., name, Social Security number,

address, etc.) or indirectly (e.g., provider name, date of birth, diagnosis, images,

etc.) identify a patient under the care of Athletico clinicians?

o Would you be comfortable with the discussion/post being read by your

parents/grandparents/significant other and the general public?

• All requests for references or recommendations, even those that are received through

social networking, should be handled in accordance with Athletico’s standard reference

policy. Contact Human Resources for questions on this process.

Additional Guidance- On-Duty/Work Related Use of Social Media Networking:

• Participation in social networking/blogging while on duty requires prior approval of the

Marketing Public Relations Manager who will review specific responsibilities of the

employee related to the project/initiative.

• Participating in Social Media initiatives on Athletico’s behalf is an opportunity, not a right,

so please treat it as you would any other important job responsibility.

• Protect patient and client privacy- do not make comments about the care of a specific

patient/client; even acknowledging the care of a specific patient/client could be considered

an unacceptable disclosure of PHI and a violation of HIPAA/privacy regulations.

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• All statements/blogs posted must be true and not misleading.

• All representations about Athletico’s services must be substantiated and approved by

Marketing Public Relations Manager.

• Employees may not post anonymously or use a pseudonym.

• Employees may not comment on anything related to patient/client complaints, legal

matters, litigation, or any parties to litigation without prior approval from the Marketing

Public Relations Manager and Risk Management.

• Employees may not engage in social media use or blogging for personal reasons or

solicitation using company, client or affiliate resources.

• Protect Athletico’s confidential and proprietary information- if you are not sure whether a

message or post contains confidential or proprietary information, please contact the

Marketing Public Relations Manager or your RM before posting.

• Avoid using social media as a forum for discussing internal Athletico matters. Those

matters should be discussed with your manager, or Human Resources.

• Assigned use of social media/networking should not interfere with your primary job

responsibilities. If social media activities interfere with your productivity, you may lose

your privileges to participate.

• If you have an idea for a new or expanded use of social media contact your manager and

the Marketing Public Relations Manager for prior approval.

Additional Guidance- Off-Duty/Personal Use of Social Media Networking:

• Athletico reminds employees who engage in social networking to be mindful that their

posts, even if done off premises and while off duty, could have an adverse effect on

Athletico’s legitimate business interests. For example, some readers could view an

employee as Athletico’s spokesperson or confidential business information could be

inadvertently shared.

• Due to the rapid method of communication and reduced privacy on the internet,

regrettable items may be posted that are difficult or impossible to remove. Think before

you post.

• Athletico may, at its discretion, review your social networking activities and take corrective

action if activity is deemed inappropriate according to the guidelines listed above.

EQUAL EMPLOYMENT OPPORTUNITY/ NONDISCRIMINATION POLICY

It is the policy of Athletico Sports Medicine and Physical Therapy Centers to provide service to all

persons without regard to race, color, national origin, disability, or age in compliance with 45 CFR

Parts 80, 84, and 91, respectively. The same requirements are applied to all, and there is no

distinction in eligibility for or in the manner of providing services. All services are available without

distinction to all program participants regardless of race, color, national origin, disability, or age.

All persons and organizations having occasion either to refer persons for services or to

recommend our services are advised to do so without regard to the person’s race, color, national

origin, disability, or age.

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The person designated to coordinate compliance with Section 504 of the Rehabilitation Act of

1973 (nondiscrimination against the disabled) is

Nancy Kusner who can be reached at 630-575-6200.

V PATIENT CARE

PATIENT CARE POLICY

Your own personal effort will determine your contribution to patient satisfaction and your success

as an employee. Excellence in service is expected of each of us, and is what we should strive to

provide.

1. A patient is the most important person in our office.

2. A patient is not dependent on us—we are dependent on him/her.

3. A patient is not an interruption of our work—he/she is the purpose of it.

4. A patient does us a favor when he/she calls—we are not doing him/her a favor by serving

him/her.

5. A patient is a part of our business—not an outsider.

6. A patient is not a cold statistic—he/she is a flesh and blood human being with feelings and

emotions like our own.

7. A patient is not someone to argue or match wits with.

8. A patient is a person who brings us his/her needs—it is our job to fill those needs.

9. A patient is deserving of the most courteous and attentive treatment we can give him/her.

10. A patient is our reason for being here!

QUESTIONS AND REPORTING KNOWN OR SUSPECTED VIOLATIONS:

It is important to Athletico that employees have an effective way to get an answer to any question

they may have about how to conduct their job. It is also important for employees and other

agents to report any instance of a known or suspected violation of this Code of Conduct.

In the event an employee has a question or concern or believes that someone is conducting their

business in an illegal, unethical or otherwise questionable manner or violating Athletico’s policies,

the employee may contact his/her Facility Manager, Regional Manager or Risk Management. If an

employee does not feel comfortable reporting in this manner, he/she may contact any member of

the Corporate Compliance Committee or the Compliance Hotline at extension 3401. The direct

phone number is 630-928-3401. All calls to the hotline are confidential and the employee may

remain anonymous.

PRIVACY ACT

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Athletico complies with government regulation to protect patient’s right for privacy.

• All medical records are protected by the “Rights of Privacy Act:” which states that no

information, verbal or written, may be released to anyone other than the patient,

guardian, and physician without permission from the patient or guardian.

• No photo involving patient’s treatment will be taken without patient or guardian written

permission.

• All Subpoenas for medical records are handled through the corporate attorney’s office.

• All medical records are property of Athletico and must remain within the confines of the

facility, unless otherwise allowed by the Chief Administrator.

PATIENT RELATIONS

It is the policy of the Company to provide its patients with the best possible service. Employees are

expected to treat patients in a courteous, respectful manner at all times.

• Employees should always remember that the patient comes first and is entitled to the

same thoughtful treatment that the employee would like to receive. Patients should not be

treated in a condescending or impolite manner and should never be kept waiting an

unreasonable amount of time.

• When a patient approaches an employee with a question or complaint, the employee will

give the matter his or her immediate attention. If a customer becomes abusive or

argumentative and the employee cannot properly handle the situation, the patient should

be referred to the employee’s supervisor.

• Employees should be particularly careful to exercise courtesy and thoughtfulness in using

the telephone.

PATIENT PLAN OF CARE POLICY

For each patient, there is a plan of care established by the referring physician for physical therapy

services to be performed under the direction of a physical therapist within Athletico. The plan of

care is to be documented by the physical therapist at the time of initial evaluation using Athletico’s

Initial Evaluation Form #6011. The plan of care shall include anticipated goals and specifies the

type of treatment to be performed as well as the amount, frequency, and duration expected to

meet the goals of physical therapy. A typed copy of the physical therapy plan of care is sent to the

referring physician and primary physician if requested by the patient which allows the physician to

make any necessary changes he/she sees fit. The plan of care is reviewed during progress re-

evaluations every 30 days or whenever a change in the patient’s condition requires such action.

Any changes in the patient’s plan of care are documented in the patient’s medical record. The

referring physician is notified of any changes either by phone or written correspondence.

EMERGENCY PROCEDURES

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One person with involved patient – preferably the therapist assigned to the patient. Stay with the

patient.

1. Assess the situation – ABC’s

Take vitals

2. Determine if ambulance needs to be called

3. Designate someone to call 911, use phone closest to the person involved. Make sure all

information is provided that is asked for, stay calm and hang up last.

a. Athletico: address and location posted in each facility

b. Phone number: posted in facility

c. Patient name

d. Age

e. Allergies/medications

f. Current status of patient – i.e. has CPR been initiated?

4. Let Aide, ATC or PT know so they can convey message to front office person

5. Following the emergency episode, contact primary physician and other related physicians

A second person (Aide, in the gym, or another ATC, PT) to clear the area, keep the other patients

calm and encourage patients who are done to be on their way.

1. No new patients should be admitted. Anyone coming in the front door should be told of

the situation and that we will contact them at a later time.

2. Patients already here should be brought to the back. If they are at the end of their

treatment, they should exit through the back or front door, whichever is appropriate.

3. A third person should get the patient’s medical chart and call the person whom they have

put down to contact in case of emergency. Also call place of employment for any other

pertinent information concerning the patient’s well being. Office staff should control traffic

at front. A fourth person, if here, should wait outside to greet and direct ambulance.

ATHLETICO’S EMPLOYEE HANDBOOK RECEIPT

The employee handbook describes important information about Athletico, and I understand that I

should consult the Human Resources Department regarding any questions not answered in the

handbook. I have entered into my employment relationship with Athletico voluntarily and

acknowledge that there is no specified length of employment. Accordingly, either Athletico or I can

terminate the relationship at will, with or without cause, at any time, so long as there is no

violation of applicable federal or state law.

Since the information, policies, and benefits described here are necessarily subject to change, I

acknowledge that revisions to the handbook may occur, except to Athletico’s policy of

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employment-at-will. All such changes will be communicated through official notices’ and I

understand that revised information may supersede, modify, or eliminate existing policies. Only

the Director of Services of Athletico has the ability to adopt any revisions to the policies in this

handbook.

Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal

document. I have received the handbook, and I understand that it is my responsibility to read and

comply with the policies contained in this handbook and any revisions made to it.

EMPLOYEE’S NAME (printed):

EMPLOYEE’S SIGNATURE:

DATE RECEIVED:

MANAGER’S SIGNATURE: