Supplemental Health Care Orientation Handbook for Health Care

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Supplemental Health Care Orientation Handbook for Health Care Professionals

Revised: Sep 2017

Orientation Handbook for Health Care Professionals Acknowledgement Form This handbook is designed to acquaint you with Supplemental Health Care and provide you with information about working conditions, benefits, and some of the policies affecting your work status with Supplemental Health Care. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities and outlines the programs developed by Supplemental Health Care to benefit health care professionals. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No orientation handbook can anticipate every circumstance or question about policy. Supplemental Health Care reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion in accordance with state and federal requirements, with or without advance notice to workers. Contact your Supplemental Health Care Representative if you would like to review the current handbook, or visit your online profile and view the “Printable Documents”: Orientation Handbook. Information and policies contained in this handbook include, but are not limited to:                      

Supplemental Standards (Vision, Mission, Values) Conduct and Work Rules Work Status Relations Equal Employment Opportunity Supervision and Performance Evaluations Personnel Files and Data Changes Harassment Policy Communication and Documentation Attendance and Punctuality Facility Orientation Reassignment of Duty Personal Appearance and Dress Code Smoking (Tobacco) Policy Substance Abuse Policy Marketing Practices and Media Policy Media Policy Business Courtesies (gifts) and Conflict of Interest Solicitation Termination Use of and Return of Property Reference Check Policy Timekeeping

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Meal Periods and Overtime Time-off Policy Administrative Pay Corrections Pay Deductions Integrity and Compliance Guidelines and Officer E-Verify and Work Eligibility Confidentiality and Non-Disclosure HIPAA and HITECH Privacy Acts Family Educational Rights and Privacy Act (FERPA) Professional Licensing Driving as Part of Work Duties Pre-Work Requirements Employee Benefits: Medical, Dental, 401(k), etc. Educational Resources and Opportunities Our Rewards and Helping Hands Referral Program Leave of Absence: FMLA, Personal and Military General and Professional Liability Insurance Workers’ Compensation Insurance / Policy Safety Visitors in the Workplace Phone Systems Email, Internet and Social Media

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. I understand that I should consult my Supplemental Health Care Representative regarding any questions not answered in the handbook. Failure to adhere to these policies may result in disciplinary action up to and including termination. Please check: I select to Opt In OR Opt Out of communication with Supplemental Health Care via text messaging (text STOP in the future to discontinue receiving messages). In addition, I will contact my Supplemental Health Care Representative if I wish to opt out of other forms of communication such as phone or email. Health Care Professional Name & Title (please print) Health Care Professional Signature

Date

Return Signed Acknowledgment to your Supplemental Health Care Representative Retain Handbook for Future Reference Revised: 09/2017 2017 v.2

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Revised: 09/2017 2017 v.2

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Orientation Handbook for Health Care Professionals Table of Contents Welcome! ............................................................................................................................ 5  Supplemental Standards ....................................................................................................... 6  Our Vision ........................................................................................................................ 6  Our Mission ...................................................................................................................... 6  Our Culture ...................................................................................................................... 6  Our Values ....................................................................................................................... 6  Our Service ...................................................................................................................... 6  General Information ............................................................................................................. 7  Conduct and Work Rules ................................................................................................... 7  Work Status Relations ....................................................................................................... 8  Equal Employment Opportunity ......................................................................................... 8  Supervision and Performance Evaluations .......................................................................... 8  Personnel Files ................................................................................................................. 9  Personnel Data Changes ................................................................................................... 9  Company Policies & Procedures........................................................................................... 10  Harassment Policy .......................................................................................................... 10  Communication .............................................................................................................. 11  Documentation ............................................................................................................... 11  Attendance and Punctuality ............................................................................................. 11  Facility Orientation.......................................................................................................... 12  Reassignment of Duty ..................................................................................................... 13  Personal Appearance and Dress Code .............................................................................. 13  Smoking (Tobacco) Policy ............................................................................................... 13  Substance Abuse Policy................................................................................................... 14  Marketing Practices......................................................................................................... 15  Media Policy ................................................................................................................... 15  Business Courtesies (Gifts and Entertainment) and Conflict of Interest ............................... 15  Solicitation ..................................................................................................................... 16  Termination ................................................................................................................... 16  Use of Equipment ........................................................................................................... 16  Return of Property .......................................................................................................... 17  Reference Check Policy ................................................................................................... 17  Work Schedules & Compensation ........................................................................................ 18  Timekeeping .................................................................................................................. 18  Sample Weekly Timesheet (Time Card) ............................................................................ 20  Sample Mileage Reimbursement Form ............................................................................. 21  Meal Periods .................................................................................................................. 22  Overtime ........................................................................................................................ 22  Time-off Policy ............................................................................................................... 22  Administrative Pay Corrections ........................................................................................ 22  Pay Deductions .............................................................................................................. 22  Compliance ........................................................................................................................ 23  Integrity and Compliance Guidelines ................................................................................ 23  The Integrity and Compliance Officer ............................................................................... 23  Revised: 09/2017 2017 v.2

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COMPANY HOTLINE  1-866-645-7799 ......................................................................... 24  E-Verify and Work Eligibility ............................................................................................ 24  Confidentiality ................................................................................................................ 24  Health Insurance Portability and Accountability Act (HIPAA) .............................................. 25  Health Information Technology for Economic and Clinical Health Act (HITECH Act) ............ 25  Family Educational Rights and Privacy Act (FERPA) ........................................................... 28  Non-Disclosure ............................................................................................................... 28  Professional Licensing ..................................................................................................... 29  Driving as Part of Work Duties......................................................................................... 29  Pre-Work Requirements .................................................................................................. 29  Employee Benefits .............................................................................................................. 31  Medical, Dental, Vision, 401(k), etc. ................................................................................. 31  Educational Resources and Opportunities ......................................................................... 32  Our Rewards .................................................................................................................. 32  Helping Hands Referral Program ...................................................................................... 32  Leave of Absence ........................................................................................................... 33    Family and Medical Leave Act (FMLA) ..................................................................... 33    Personal Leave of Absence .................................................................................... 33    Personal Family Leave (PFL) .................................................................................. 33    Military Leave of Absence (USERRA) ...................................................................... 34  General and Professional Liability Insurance ..................................................................... 34  Workers’ Compensation Insurance / Policy ....................................................................... 34  Safety & Security ............................................................................................................... 36  Safety ............................................................................................................................ 36  Personal Property in the Workplace ................................................................................. 36  Visitors in the Workplace ................................................................................................. 36  Information Technology ...................................................................................................... 37  Use of Phone Systems ..................................................................................................... 37  Use of E-Mail and Internet ............................................................................................... 37  Social Media ................................................................................................................... 37 

Revised: 09/2017 2017 v.2

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Welcome! On behalf of the entire Supplemental Health Care family, welcome to the team! We’re honored that you’ve chosen to work with Supplemental Health Care and we’re committed to providing you the treatment your career deserves. That commitment begins with our I. C.A.R.E. Core Values – Integrity, Candor, Accountability, Respect, and Excellence. These five words serve as our guide in how we act and our promise on how you’ll be treated. Our commitment continues with our Supplemental Advantages™ – the benefits, programs and extras that we offer you as a valued member of our company. Please feel free to ask your recruiter about these exciting offerings and how you can take advantage of them, including our unique referral program, Helping Hands. You are joining an industry leading organization that prides itself in unparalleled retention of both health care professionals and clients. We are committed to you and your career development, and hope that you will come to see us as your long-term career partner. We will regularly ask for your feedback through our Expert Opinions Surveys to gauge how we’re doing, and sincerely want your honest and candid feedback. Welcome to the Supplemental Health Care family where we will always do our best to exceed your expectations. Sincerely, The Supplemental Health Care Senior Management Team

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Supplemental Standards Our Vision We help families receive quality patient care from fully staffed facilities and qualified healthcare professionals. Our Mission To bridge workforce supply and demand between our client facilities and our healthcare professionals, by finding the right person for the job and the right job for the person, to help facilitate the delivery of quality healthcare for all patients. Our Culture At Supplemental Health Care, we work in a supportive, energetic and teamoriented environment while maintaining high expectations and goals for every employee. We take pride in our work and our company, with a shared belief that we play an important role, through our interaction with both healthcare professionals and facilities, in the delivery of quality patient care. Our Values To treat all with whom we work – talent, clients, partners and co-workers – with: o Integrity – To act with honor in all situations o Candor – To be honest, open and sincere in all interactions o Accountability – To accept responsibility for our actions and decisions o Respect – To value others and appreciate their contributions o Excellence – To always give our best and expect the best from others Our Service We are committed to operating the Supplemental Way: To be the industry leader by demanding more of ourselves; To provide superior service and set higher standards than those our industry lives, competitors practice, and customers have come to expect; And to be an extraordinary company to work with, and for.

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General Information Conduct and Work Rules To ensure orderly operations and provide the best possible work environment, Supplemental Health Care expects you to comply with: Federal, State and local statutes, rules and regulations; HIPAA regulations; professional standards of care; and with the rules and regulations of the Client where services are rendered. In addition, Supplemental Health Care expects you to follow rules of conduct that will protect the interests and safety of all health care professionals and the organization. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to and including termination:           

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Clinical or professional termination by client Theft or inappropriate removal or possession of property Falsification of documents or records, including but not limited to: timekeeping records, application/employment documents, and patient care records. Working under the influence of alcohol or illegal drugs; violation of the Company drug and alcohol policy Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while operating company/client-owned vehicles or equipment. Fighting or threatening violence in the workplace Boisterous or disruptive activity in the workplace Negligence or improper conduct leading to damage of company owned or client owned property Insubordination or other disrespectful conduct Violation of safety or health rules including smoking in prohibited areas Sexual or other unlawful or unwelcome harassment; race, color, creed, religion, national origin, sexual orientation, age, gender, gender identity, genetics, citizenship, veteran status, disability, or unlawful discrimination, harassment, bullying or intimidation of any kind Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace or on Company time Excessive absenteeism or any absence without notice Excessive absence from work station during the workday, including sleeping on the job Unauthorized use of telephones, mail system, or other company owned equipment Use of cellular phones or other electronic devices in the workplace on Company time Unauthorized disclosure of business "secrets" or confidential information Violation of policies and/or asking others to break Company policy Unsatisfactory performance or conduct Violation of any public law on Supplemental Health Care or client premises or on work time Any conviction of, admitting to, or pleading guilty to, violation of any criminal statute or code, whether or not a crime is committed against Supplemental Health Care, its clients or associates, which in the discretion of would impact the associate’s ability to be an asset to the organization Any other conduct, which in the sole discretion of Supplemental Health Care is detrimental to the interest of the Company and merits termination

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Work Status Relations Supplemental Health Care believes that the work conditions, wages, and benefits we offer to our health care professionals are competitive with those offered by other companies in this industry. If you have concerns about work conditions, you are responsible to voice these concerns to your Supplemental Health Care Representative and/or onsite supervisor. Our experience has shown that when health care professionals deal openly and directly with their Supplemental Health Care Representatives and/or onsite supervisor, the work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that Supplemental Health Care amply demonstrates commitment to our health care professionals by responding effectively to their concerns. Please communicate any concerns or issues with your Supplemental Health Care Representative. Additionally, for immediate concerns a Supplemental Health Care Representative is available 24 hours a day 7 days a week to assist you. Call your local office for assistance or 1.800.456.6677. Once your current work assignment is complete, it is your responsibility to communicate with your Supplemental Health Care Representative for additional work opportunities. Equal Employment Opportunity In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Supplemental Health Care will be based on merit, qualifications, and abilities. Supplemental Health Care does not discriminate in employment opportunities or practices on the basis of race, color, creed, religion, national origin, sexual orientation, age, gender, gender identity, genetics, citizenship, veteran status, disability or any other characteristic protected by law. Supplemental Health Care will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training. If you have questions or concerns about any type of discrimination in the workplace, you are encouraged to bring these issues to the attention of your onsite supervisor, Supplemental Health Care Representative and/or the Human Resources Department. You can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment. Supervision and Performance Evaluations Health care professionals are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis with their onsite supervisor and/or Supplemental Health Care Representative. Supervision, onsite training and clinical performance evaluations are the responsibility of the facility. Your Supplemental Health Care Representative will be in contact with your facility supervisor to evaluate your clinical performance. Annually, you will be required to complete a skills self-evaluation as well as be evaluated by a clinical supervisor and Supplemental Health Care. Additionally, you may be asked to complete an evaluation of your assignment and facility by your Supplemental Health Care Representative.

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Personnel Files Supplemental Health Care relies upon the accuracy of information contained in the job application, as well as the accuracy of other data presented throughout the hiring process and work. Any misrepresentations, falsifications, or material omissions in this information or data may result in Supplemental Health Care's exclusion of the individual from further consideration for work or, if the person has been hired, termination of work status. Supplemental Health Care maintains a personnel file on each worker. The personnel file includes such information as your job application, resume, health records, and other work-related records. Personnel files are the property of Supplemental Health Care, however, workers may request to view their personnel file in accordance with state laws. Supervisors and personnel of Supplemental Health Care who have a legitimate reason to review information in a file are allowed to do so. It is the policy of Supplemental Health Care, unless state or local law dictates otherwise, not to release copies of documentation obtained during the pre-assignment / hiring process up to and including drug screens and background searches. Exceptions to this policy must be approved by the Vice President of Quality Assurance and Clinical Services, or designee. Falsification of hiring, work and timekeeping documents/records is subject to disciplinary action, up to and including termination. Personnel Data Changes It is your responsibility to promptly notify your Supplemental Health Care Representative of any changes in personnel data. Personal mailing addresses, telephone numbers, email address, number and names of dependents, individuals to be contacted in the event of an emergency, accomplishments, and other such status changes should be accurate and current at all times.

Revised: 09/2017 2017 v.2

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Company Policies & Procedures Harassment Policy Supplemental Health Care is proud of our tradition of a collegial work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere, which promotes equal opportunities and prohibits discriminatory practices, including bullying and sexual harassment. Harassment is defined as unwelcome or unwanted behavior. Supplemental Health Care will not tolerate, condone or allow any form of harassment, whether engaged in by fellow health care professionals, supervisors, outside clients, or other non-employees who conduct business with this Company. Regardless of who the offender may be, or of the offender's relationship to the Company, the Company encourages reporting of all incidents of harassment, including harassment on the basis of: race, color, creed, religion, national origin, , sexual orientation, age, gender, gender identity, genetics, citizenship, veteran status, disability, any other characteristic protected by law or otherwise. The Equal Employment Opportunity Commission has issued guidelines on the subject of sexual harassment. There may also be other protected categories based on your local or state law. Supplemental Health Care encourages individuals who believe they are being harassed to firmly and promptly notify the offender that his or her behavior is unwelcome; the Company also recognizes that power and status disparities between an alleged harasser and a target may make such a confrontation impossible. In the event that such informal, direct communication between individuals is either ineffective or impossible, individuals should report the incident to their Supplemental Health Care Representative, the Human Resources Department or any member of the Senior Management Team of the Company. Any allegation of harassment brought to the attention of the health care professional’s onsite supervisor, their Supplemental Health Care Representative, the Human Resources Department or any member of Senior Management Team of the Company will be promptly investigated. Confidentiality will be maintained throughout the investigatory process to the extent practical and appropriate under the circumstances. Supplemental Health Care encourages a prompt reporting of complaints so that rapid response and appropriate action may be taken. This policy not only aids the complainant, but also helps to maintain an environment free from discrimination for all health care professionals. Health care professionals should also be aware of the time limits imposed by local, state and national governmental agencies for the filing of complaints of harassment or discrimination; those time limits are posted on the official notices, which are prominently displayed on office bulletin boards. Supplemental Health Care will not in any way retaliate against an individual who makes a complaint of harassment or against any participant in the investigation, nor permit any health care professional to do so. Retaliation is a serious violation of this harassment policy and should be reported immediately. Any person found to have retaliated against another individual for reporting harassment will be subject to the same disciplinary action provided for harassment offenders. Supplemental Health Care has developed this policy to ensure that all health care professionals can work in an environment free from harassment. The Company will make every effort to ensure that all health care professionals are familiar with the policy and know that any Revised: 09/2017 2017 v.2

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complaint received will be thoroughly investigated and appropriately resolved. Communication Supplemental Health Care Representatives are available 24 hours a day and will be available through voice mail or through our dedicated “on call” personnel. If you call during regular business hours and all of the phone lines are busy, you will reach voice mail. Before and after office hours, your call will automatically go to voice mail or will be directed to our “on call” personnel. The “on call” personnel will be immediately available to help or direct you or will return your phone call promptly. When leaving a voice message, it is important to speak clearly and leave your first and last name, discipline, date and time of call and the reason you are calling. By signing this handbook, you are authorizing Supplemental Health Care to communicate with you via multiple channels including email, texting, phone calls and through verbal conversations. You acknowledge that by disclosing your email address and/or your cell phone number to Supplemental Health Care you are authorizing Supplemental Health Care to communicate to you via those channels. Please contact your Supplemental Health Care Representative if you wish to opt out of any, or all, forms of communication. In addition, you have been prompted on the signature page of this handbook (page 1) to opt in or opt out of receiving text messages. If you choose to opt in, and wish to discontinue receiving messages at any time in the future, you may text STOP to discontinue receiving text messages.    We often send out memos that are important. Please read them ASAP. Memos that update policies or procedure should be kept in a convenient file. These updates will typically be communicated via email or mail. In the case of an emergency, natural disaster or severe weather situation follow the facility’s emergency and disaster policies. Please contact your Supplemental Health Care Representative for updates and any additional instructions. Supplemental Health Care is equipped with backup systems and procedures for power and telephone failures and should be available to assist you. Depending on the severity or nature of the emergency you may be contacted by phone, texting or email regarding the emergency situation and plan. Notification or communication, including ongoing communication, may be posted on the Supplemental Health Care website. Other methods of communication may be used depending on the severity or nature of the emergency. Documentation All documentation and paperwork required by each individual client at whose facility you have been assigned must be completed on a daily basis prior to leaving the job location. It is never appropriate to postpone completion of any paperwork. This is a responsibility we take very seriously. All documentation and paperwork must be completed truthfully, accurately and in a timely and efficient manner before leaving the facility for the shift. In the case of home care, it is your responsibility to follow the policies and procedures of the agency or client where you are assigned. Falsification of documentation/records is subject to disciplinary action, up to and including termination. Attendance and Punctuality To maintain a safe and productive work environment, Supplemental Health Care expects you to Revised: 09/2017 2017 v.2

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be reliable and to be punctual in reporting for scheduled work and/or other work opportunities. Absenteeism and tardiness place a burden on other health care professionals and on Supplemental Health Care. In the rare instances when you cannot avoid being late to work or are unable to work as scheduled, you should notify your onsite supervisor and your Supplemental Health Care Representative as soon as possible in advance of the anticipated tardiness or absence, but at a minimum of two hours prior to the start of your assignment start time. Your Supplemental Health Care Representative must approve any schedule variations in advance. Due to liability concerns, scheduling of assignments/shifts must be coordinated by your Supplemental Health Care Representative in conjunction with the Facility Representative. Scheduling your own shifts directly with a facility, without your Supplemental Health Care Representative’s involvement prior to the shift, is not acceptable and may result in disciplinary action, up to and including termination. If you become sick or are otherwise unable to carry out a job assignment, please notify your Supplemental Health Care Representative as soon as possible and we will attempt to make other arrangements. You may call at any time; on call personnel are available 24 hours a day, 7 days a week. It is also necessary to contact your job site and leave a message for your contact person. This is especially critical if your start time is early morning before the office opens. Poor attendance and tardiness are disruptive and may lead to disciplinary action, up to and including termination. An absence, due to illness or injury, lasting more than three (3) days may be classified as a serious illness and a doctor’s note may be required. If this is the case, you may be eligible for leave under the Family and Medical Leave Act (FMLA) according to applicable federal or state law. Please contact the Supplemental Health Care Human Resources Department to determine eligibility (see FMLA section of this handbook for additional guidelines). Facility Orientation Each health care professional is entitled to a facility orientation at each new work site. The health care professional may request an update of orientation if a length of time has passed since that health care professional has been at a particular facility. You can expect a more thorough review based on the length of your assignment. During facility orientation, the new health care professional must familiarize themselves with multiple facility-specific issues, including but not limited to:  Facility policies and procedures  Code situations and your role  Emergency and disaster plans and procedures  Special competencies  Documentation  Reporting process for common problems  Supervisor and chain of command  Incident and unusual clinical event reporting  Sentinel event reporting  Medication and treatment administration  Conscious sedation and pain management  Evaluation procedures  Time, attendance and scheduling procedures  Floating/reassignment of duties Revised: 09/2017 2017 v.2

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While you are on your assignment with Supplemental Health Care if you have immediate concerns please notify your onsite supervisor. Depending on the circumstances or resolution, communicate with your Supplemental Health Care Representative. Additionally, for immediate concerns a Supplemental Health Care Representative is available 24 hours a day 7 days a week to assist you. Reassignment of Duty While carrying out your duties with Supplemental Health Care you will not be asked to perform in a manner other than that which is reasonable and customary within your profession. Health care professionals shall not be called upon to perform services outside the general job description provided by the facility. As long as you are not called upon to perform services outside the general job description or your skills/qualifications, the Client may call upon you to supervise the Client’s staff. You may also be requested to float/reassign to other units, and shall agree to those requests by the Client as long as you are qualified for the reassignment of duties. If at any time you are not comfortable or qualified with a reassignment of duties, please notify your onsite supervisor and your Supplemental Health Care Representative. Personal Appearance and Dress Code Dress, grooming, and personal cleanliness standards contribute to the morale of all health care professionals and affect the business image Supplemental Health Care presents. It is the policy of Supplemental Health Care that each health care professional’s dress, grooming and personal hygiene is appropriate to the workstation. Clothing worn by health care professionals must be well fitted to allow for full range of mobility. Clothing must be neat, clean, pressed and in good repair. A facility or Supplemental Health Care name badge must be worn at all times.  Accessories: Jewelry should be limited for safety and infection control reasons. No piercings other than stud earrings on ears are allowed  Shoes must be neat and clean with closed toes  Clean stockings or socks must be worn  Hair, and facial hair, must be worn neat, clean, and in a style that does not interfere with job function  All health care professionals are expected to practice personal hygiene that does not interfere with patient care and/or work environment  Fingernails should be cleaned and well groomed. No artificial fingernails, including gel and press on nails  No visible tattoos  All health care professionals are expected to use common sense. If any of the above items are in doubt, it is better not to wear something that may be borderline acceptable Smoking (Tobacco) Policy Certain clients may choose to enforce a no nicotine use policy which may include nicotine screening as part of the work placement process. This use of tobacco products/nicotine would include cigarettes, cigars, chewing or smokeless tobacco. Use of these substances may prevent your placement or result in your termination with certain clients. Check with your Supplemental Health Care Representative for more information.

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Substance Abuse Policy It is Supplemental Health Care's goal to provide a drug free, healthful, and safe workplace. To promote this goal, health care professionals are required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner. Supplemental Health Care will not tolerate the illegal use of drugs or alcohol abuse (substance abuse) by our health care professionals. In compliance with Federal and State Drug Workplace Acts, Supplemental Health Care has developed the following policy. The unlawful use, possession, purchase, sale, distribution or being under the influence of any illegal drug and/or the misuse of legal drugs while on Company or client premises or while performing services for our Company or client is strictly prohibited. The Company also prohibits reporting to work or performing services while impaired by the use of alcohol or consuming alcohol while on duty. The legal use of prescribed drugs is permitted on the job only if it does not impair a health care professional's ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace. Supplemental Health Care follows the current Controlled Substance Act, Federal Laws, regarding what constitutes an illegal drug. Supplemental Health Care considers the use of marijuana illegal. Substance abuse screening is typically performed using a urine specimen, however, clients and/or states may require alternate methods, including but not limited to saliva/oral fluid, blood and/or hair sample. Reasonable accommodations will be made to individuals with disabilities. To ensure compliance with this policy, substance abuse screening may be conducted in the following situations: Pre-Work/Annual For Cause

Post-Accident/Injury

Revised: 09/2017 2017 v.2

As required/requested by the Company or clients The Company or client may ask the worker to submit to a drug screen as soon as possible (within 24 hours) upon reasonable cause to believe that the worker may be under the influence of drugs and /or alcohol or a substance abuse problem exists. For cause situations include, but are not limited to, the following circumstances: evidence of drugs or alcohol on or about the worker’s person or in the worker's vicinity, unusual conduct on the worker's part that suggests impairment or influence of drugs or alcohol, negative performance patterns, or excessive and unexplained absenteeism or tardiness. Positive or “dilute specimen” drug screen results obtained during “For Cause” drug screening will result in termination. Any health care professional involved in an accident/injury while performing services for the Company or client that results in property damage or bodily injury requiring medical treatment will be required to submit to a substance abuse screening, as soon as possible (within 48 hours). "Involved in an on-the-job accident or injury" includes not only the one who was injured, but also any worker who potentially contributed to the accident or injury event in any way. Positive or “dilute specimen” drug screen results obtained during postaccident/injury drug screening will result in termination. ©2017 Supplemental Health Care

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During onboarding, if a urine drug screen is reported as a “dilute specimen”, approval for retesting is obtained under the direction of the Vice President of Quality Assurance and Clinical Services, or designee. Field talent will be directed to have the repeat urine drug screen within 48 hours if they wish to pursue work opportunities. Repeat drug screening will be approved only under the direction of The Vice President of Quality Assurance and Clinical Services, or designee. Initial positive results will be reviewed by the Medical Review Officer (MRO) of the laboratory analyzing the drug screen. The MRO will contact the health care professional and obtain appropriate documentation or explanation to the initial drug test results. Prescription drugs may be a factor in initial positive results. MRO will verify the stated prescription medications. If the MRO is unable to make contact with a worker, or is unable to obtain supporting documentation or explanation the drug screen will be reported as positive. Compliance with this policy is a condition of work. Health care professionals who test positive or who refuse to submit to substance abuse screening will be subject to disciplinary action, up to and including termination. Not-with-standing any provision herein, this policy will be enforced at all times in accordance with applicable Federal and State laws. Supplemental Health Care follows the current Controlled Substance Act, Federal Laws, regarding what constitutes an illegal drug. Supplemental Health Care considers the use of marijuana illegal. Violations of this policy may lead to disciplinary action, up to and including immediate termination. Such violations may also have legal consequences. Under the Drug Free Workplace Act, a health care professional who performs work for a government contract or grant must notify Supplemental Health Care of a criminal conviction for drug related activity. The report must be made within five (5) days of the conviction. Health care professionals with questions on this policy or issues related to drug or alcohol use in the workplace should raise their concerns with their onsite supervisor and Supplemental Health Care Representative. Marketing Practices All Supplemental Health Care marketing efforts and activities should reflect and be guided by our core values of Integrity, Candor, Accountability, Respect and Excellence. We do not conduct or condone any marketing communications or activity that is misleading or deceptive in any way. Media Policy Any inquiry from local, regional or national media of any kind must be forwarded to the Supplemental Health Care Marketing Department for handling. This includes any type of request for interviews, comments, editorial input or testimonial remarks. Under no circumstances are you to provide information, answers or responses to any outside organization regarding patients, clients, other health care professionals or company matters. If you are contacted for any of these reasons, please contact your Supplemental Health Care Representative, send an email to [email protected] or call 866-587-9922 (select option 3). Business Courtesies (Gifts and Entertainment) and Conflict of Interest Supplemental Health Care expects all health care professionals to avoid engaging in any activity or practice, which is an actual or potential conflict of interest with Supplemental Health Care or our clients. A conflict of interest occurs when there exists direct or indirect personal gain that Revised: 09/2017 2017 v.2

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potentially could influence your judgment or actions. All possible conflicts of interest must be disclosed. These conflicts include the acceptance of gifts and entertainment of any value. It is important to avoid the appearance of impropriety when giving gifts to clients or receiving gifts, meals or entertainment from individuals that are seeking to do business with Supplemental Health Care. Disclosure is the key. Health care professionals should not accept gifts, payments, fees, services or discounts where these would or might improperly influence performances of services. An annual reminder will be sent to all talent to review potential conflicts of interest and disclose them if they have not already done so. Once disclosed or identified, conflicts of interest will be reviewed by the Senior Management Team and appropriate internal action and disclosure to the client, as necessary, will occur. Solicitation In an effort to assure a productive and harmonious work environment, workers of Supplemental Health Care may not solicit or distribute literature in the workplace at any time for any purpose. Supplemental Health Care recognizes that you may have interests in events and organizations outside the workplace. However, you may not solicit or distribute literature concerning these activities during work time. Termination You have entered into your relationship with Supplemental Health Care voluntarily and acknowledge that there is no specified length of employment. Accordingly, you, or Supplemental Health Care, 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. Terms of your separation from work with Supplemental Health Care may affect unemployment benefits as per local, state or federal guidelines. All workers, applicants, or contractors are restricted from accepting a position with any client introduced to you by Supplemental Health Care without the express approval of Supplemental Health Care for a period of one (1) year after introduction.  Supplemental Health Care may immediately terminate the agreement or temporary contract for cause, including but not limited to the following:  Upon the revocation, suspension or limitation of the health care professional’s license  Investigation or indictment by a State or Federal Agency relating to violation of any program administered by a state or Federal Agency  Breach of obligation as stated in this Orientation Handbook or work agreement  Any material inaccurate statement made by the health care provider  At the request of the client for whom the health care provider is providing services Supplemental Health Care may request exit interviews at the time of termination. The exit interview will afford an opportunity to discuss such issues as benefits, conversion privileges, repayment of outstanding debts to Supplemental Health Care, or return of Supplemental Health Care-owned property. Suggestions, complaints, and questions can also be voiced. Use of Equipment Equipment essential in accomplishing job duties is often expensive and may be difficult to replace. When using Supplemental Health Care or client property, you are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines. Please notify your supervisor if any equipment, machines, or tools appear to be Revised: 09/2017 2017 v.2

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damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to yourself or others. The improper, careless, negligent, destructive, or unsafe use or operation of equipment can result in disciplinary action, up to and including termination. Your supervisor or Supplemental Health Care Representative can answer any questions about your responsibility for maintenance and care of equipment used for work. If property is lost or stolen (e.g. laptops, cellular phones) please promptly report the loss to your Supplemental Health Care Representative, and if applicable your onsite supervisor. The immediate/prompt reporting will assist Supplemental Health Care and its clients to mitigate the damage and any potential privacy violations/data breaches which may result from the loss. Return of Property Health care professionals are responsible for all property, materials, or written information issued to them or in their possession or control. Health care professionals must return all Supplemental Health Care property immediately upon request or upon termination. Supplemental Health Care may withhold from the health care professional's check or final pay the cost of any items that are not returned when required. Supplemental Health Care may also take all action deemed appropriate to recover or protect its property. Reference Check Policy Supplemental Health Care does not provide references for any former or current Supplemental Health Care worker which reflects the worker’s ability to perform in the job category for which they have worked. Supplemental Health Care uses “The Work Number” for all verification of work requests. Verification includes the dates worked and the job title. Any clarifications or exceptions to this policy please contact the Human Resources Department. The Work Number is an automated service which provides work and income verifications. Requesters access “The Work Number” on the web at www.theworknumber.com or by calling 800-367-5690. To obtain proof of work only, a requester will need our company code (14245) and the Social Security Number provided by you. To obtain proof of work and income, a requester will need the above information along with a Salary Key/Authorization Code provided by you. Obtain a Salary Key by visiting www.theworknumber.com/employee or by calling 800367-2884

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Work Schedules & Compensation Timekeeping

(Independent Contractors will not use this policy - contact your Supplemental Health Care Representative for instructions)

Accurately recording time worked is the responsibility of every nonexempt health care professional. Federal and state laws require Supplemental Health Care to keep an accurate record of time worked in order to calculate worker pay. Time worked is all the time actually spent on the job performing assigned duties. We would like to take this opportunity to review our policy on timesheet submission and ask for your help in reaching 100% compliance. Our goal is, and has always been, to ensure that you are paid in an accurate and timely manner and that our clients receive timely and accurate invoices. However, delay in timesheet submission or time-keeping discrepancies reported after the payroll deadline may result in delayed payment. The policy is simple – a clear and fully complete timesheet must be submitted and received in the office by 12:00 pm (noon) on Monday. Be certain to follow the guidelines listed below to guarantee the timesheet you submit is accurate and complete  Faxes, a scanned image or an image taken using the SHC Timecard App are acceptable (see Sample Weekly Timesheet section below).  Timesheets must be signed by an authorized representative of the client facility.  Timesheets must have your signature.  Timesheets must be properly and completely filled out.  Please make sure that lunch breaks are clearly noted on timesheet. If no lunch break was taken, please indicate this on timesheet with -0- or N/A in Lunch Column.  If you are working at more than one facility, you will need a separate timesheet for each facility each week.  Do not use non-standard abbreviations on the timesheet.  Standard abbreviations for departments/unit (ER, ICU, etc.) are fine as is using “Hosp.” for hospital.  A copy of the timesheet is attached to the invoice when it is mailed to the facility, so please make sure it is legible and accurate  If you are working for a facility using a VMS system or any type of electronic timekeeping system (e.g. time clocks, Kronos, etc.), all hours will be reported to Supplemental Health Care from said facility and not through the use of a timesheet. ‐ It is your responsibility to verify that your hours worked are correctly captured in the client system and approved in the system. ‐ If you find any incorrect or missing hours, you need to notify the facility and Supplemental Health Care prior to the payroll deadline (the time you would submit a timesheet if you were working in a non-VMS facility). ‐ Time-keeping discrepancies reported after the payroll deadline may result in delayed payment of missing/incorrect hours. Supplemental Health Care pays its health care professionals on a weekly basis. Our pay week runs Sunday through Saturday, unless otherwise mandated by the client contract. The health care professional can elect to receive their pay by direct deposit to a bank account, onto a paycard or by paper paycheck. Paper paychecks are mailed from the corporate office. There is a 10-day waiting period before replacement checks are issued for lost paper paychecks. Paystubs are viewed online at www.Doculivery.com/SHC. The website will prompt you to enter your USER ID and Password. Your USER ID is the first letter of your first name, plus your last name plus the last four digits of your SSN. Your initial Password is the word “password”. Once Revised: 09/2017 2017 v.2

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you have logged in and changed your password, you will see the main screen which is organized by tabs. Click on the Pay Stubs tab to see a list of all pay dates for which you have a pay stub; your first paycheck will be available for viewing after your first week of work. The website is easy to navigate, just follow any onscreen instructions and be sure to set up your account for email or text message notifications. Contact your Supplemental Health Care Representative if you have questions or concerns. The health care professional may obtain timesheets from the Supplemental Health Care office or by logging into their profile at http:// supplementalhealthcare.com/profile.php. If you need a username and password to access your online profile, please contact your Supplemental Health Care Representative. Altering, falsifying, tampering with time records, or recording time on another health care professional's time record may result in disciplinary action, up to and including termination. Regular and Overtime Hours Section

At the Top of the Form  



 







Employee Name: Please print your full legal name Week Ending Date: You should use a new timesheet for each week. The week ending date should always be the Saturday following the days you have worked. Begin a new timesheet on Sunday Employee Signature: Once you have filled in all your information, do not forget to sign your timesheet • By signing your timesheet you are also verifying you have not sustained any work related injury Discipline: Fill in your discipline, RN, OT, PTA, LPN, etc. Last 4 Digits of Social Security Number: This helps us ensure that we can find you in our system Client Name: If the facility you are working for is owned or managed by a separate company, please enter it here. If you are unsure, leave it blank and your Supplemental Health Care Representative will assist you Facility Name: Enter the full name of the facility you worked at for the week. If you worked at more than one facility, use a separate timesheet for each one Authorized Client Signature: We will not pay from a timesheet that has not been signed by an authorized representative of the client facility

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Date: Please enter the date next to the appropriate days worked.  Work Mode: Please put a check mark in the appropriate box for type of hours worked: R = Regular and Overtime; C = On Call; B = Call Back; O = Orientation.  Shift: Please put a check mark in the appropriate shift box if the facility you are working for has multiple shifts.  Dept.: Please indicate the department, unit or area you worked in – this is critical because we may need to bill by unit/department for the facility. Examples of department may be rehab, ICU or med/surg.  In/Out Times: Please use regular time including an AM or PM designation to record your exact in/out times and do not round the time. Do not use military time.  Lunch Time: Please indicate the time taken for lunch using the following system: .25 (15 minutes), .50 (half hour), .75 (three quarters of an hour) or 1 (full hour). If no lunch break was taken, please indicate this on timesheet with -0- or N/A in Lunch Column.  Total Hours: Please indicate your total regular hours (including overtime hours) that you worked for the day.  Minimum Guarantee Hours: Your Supplemental Health Care Representative will have informed you if you are guaranteed a minimum number of hours for any specific shift. If you have been guaranteed minimum hours and you are sent home prior to hitting the minimum, fill in the guaranteed number here. Do not leave the facility with less than your minimum guaranteed hours without first contacting your Supplemental Health Care Representative and having them speak with a facility supervisor. ©2017 Supplemental Health Care

Miscellaneous Form Fields 







OT/Minimum Hours Approval: If you have run into overtime (based on state law) or have been sent home prior to reaching your minimum hours, please have an authorized facility representative initial by the day it occurred. Total Hours Boxes: Using the various areas above, please total up your various hours by mode/type and fill them in these boxes. Do not count hours twice (make sure that regular hours do not include any of the other hour’s types). Mileage and Travel Time Section: o Mileage Reimbursement: If reimbursement for mileage has been negotiated as part of your assignment, then enter the daily miles you have driven for assignment related-activity. You will also need to complete the mileage log in accordance with our mileage reimbursement policy if you work at more than two facilities or locations (e.g. Home Health or between schools). This will be reviewed by your Supplemental Health Care Representative in accordance with your contract. o Travel Time: If reimbursement for travel time has been negotiated as part of your assignment, then enter the actual daily time you have spent traveling to and from assignment. This will be reviewed by your Supplemental Health Care Representative in accordance with your contract.

Due Date: Remember, timesheets signed by you and the authorized client representative need to be received at your Supplemental Health Care office no later than 12:00 Noon on Mondays in order to be processed on time. Orientation Handbook, Page 19 of 37

Sample Weekly Timesheet (Time Card)  A timecard is not considered complete until it is completely filled out and has the health care professional and authorized client signatures (see Timesheet Policy above).  When your actual timesheet is complete, you can fax or scan it in (this is the preferred method) OR  If a fax isn’t available, use the SHC Timecard App (downloadable from an Android phone’s Google Play or from an iPhone’s App Store). If the picture quality is poor, you will be asked to retake the picture. Follow these tips for best results: 1. Choose an area with good lighting so the picture comes out crisp and clear (if the picture is gray or dark to any degree, please retake the picture). 2. Press out or flatten the signed timesheet, making sure there are no creases in the QR Codes. 3. It is best to use a flat, level surface, looking directly down on it (do not take a picture at an angle). 4. Open the (SHC) Timesheet Delivery application 5. Click on “Submit Timesheet” > using the Camera > Get as close to the image as possible > steady your phone > take the picture > Verify that the image is crisp and clear – making sure all four QR codes show in the recorded image > (Click Cancel if you need to take a better picture, otherwise…) click Save > click Send > an email with the signed timesheet will be sent to your Supplemental Health Care team (and the image is placed in your Timesheet History).

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Sample Mileage Reimbursement Form  This form is not considered complete until it is completely filled out and has your signature on it.  When your actual mileage reimbursement form is complete, fax or scan it in (preferred method) OR  If a fax isn’t available, use the SHC Timecard App (downloadable from an Android phone’s Google Play or from an iPhone’s App Store). If the picture quality is poor, you will be asked to retake the picture. Follow these tips for best results: 1. Choose an area with good lighting so the picture comes out crisp and clear (if the picture is gray or dark to any degree, please retake the picture). 2. Press out or flatten the signed timesheet, making sure there are no creases in the QR Codes. 3. It is best to use a flat, level surface, looking directly down on it (do not take a picture at an angle). 4. Open the (SHC) Timesheet Delivery application 5. Click on “Submit Timesheet” > using the Camera > Get as close to the image as possible > steady your phone > take the picture > Verify that the image is crisp and clear – making sure all four QR codes show in the recorded image > (Click Cancel if you need to take a better picture, otherwise…) click Save > click Send > an email with the signed timesheet will be sent to your Supplemental Health Care team (and the image is placed in your Timesheet History).

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Meal Periods All full-time health care professionals are provided with one meal period each workday in compliance with State and Federal law. Onsite supervisors will schedule meal periods to accommodate operating requirements. You will be relieved of all active responsibilities and restrictions during meal periods and will not be compensated (depending on work status) for that time. Overtime When operating requirements or other needs cannot be met during regular working hours, you may be requested and/or required to work overtime. All overtime work must receive the onsite supervisor's prior authorization. Overtime compensation is paid to all health care professionals in accordance with federal and state wage and hour restrictions. Overtime pay is based on actual hours worked. Time off for holidays, paid time off, or any leave of absence will not be considered (hours worked) for purposes of performing overtime calculations. Time-off Policy All time off must be pre-approved and scheduled in advance with your local Supplemental Health Care Representative. Supplemental Health Care will reimburse for jury duty only where it is legally or contractually required. Administrative Pay Corrections It is Supplemental Health Care’s goal to ensure that all workers are properly paid for all of their work and that they are paid promptly on a scheduled day. In the unlikely event there is an error in the amount of pay received, you should promptly bring this to the attention of your Supplemental Health Care Representative so that corrections can be made as quickly as possible. Therefore, it is every worker’s responsibility to examine his or her paycheck and paycheck stub to ensure that they are properly paid for all time worked and that the paycheck and stub are accurate. A worker who believes that he or she is not being properly paid for all time worked must immediately inform their Supplemental Health Care Representative and/or the Payroll Representative. It will be presumed that Supplemental Health Care is accurately compensating a worker unless the worker brings a complaint under this policy immediately upon discovering the error. Pay Deductions Supplemental Health Care may deduct from worker payment any amount owed to the Company due to previous overpayment, advance or minimum hours worked penalties.

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Compliance Integrity and Compliance Guidelines Supplemental Health Care is a company dedicated to conducting all aspects of business ethically, with integrity and with a commitment to compliance with state and federal laws and regulations. The purpose of these guidelines are to make known this spirit of dedication and commitment to these core values and to foster an environment that supports these values and encourages health care professionals and associates to “Do the Right Thing.”        

To make known the promise of Supplemental Health Care’s commitment to integrity and compliance. To operate every aspect of the business ethically and with an enthusiasm for compliance. To make known the dedication of Supplemental Health Care to act openly and truthful in everything we do. To make it our business to “Do the Right Thing.” To increase our health care professionals’ awareness and commitment to the integrity and compliance program and respect for state and federal laws and regulations. To increase our health care professionals’ awareness of their obligation to carry out their job responsibilities in an ethical, effective and professional manner. To emphasize the role each health care professional plays in creating and maintaining organization integrity, ethics and compliance. To provide the health care professional with a process and contact person for resolving integrity and compliance concerns.

We rely on the integrity of our health care professionals to comply with Supplemental Health Care’s policies and procedures, mission statement, and the expectation of the I. C.A.R.E values. We depend on each health care professional, at all times, to rely on good judgment and values to “Do the Right Thing.” We expect each health care professional to conduct business with candor and integrity and in a professional manner that supports Supplemental Health Care’s image and reputation. Each health care professional has an individual responsibility for reporting any activity by any colleague, subcontractor or vendor that appears to violate applicable laws, rules, regulations or the code of conduct. The compliance program already in effect relies on the integrity of our office staff, health care professionals and the clients we work with. “Doing the Right Thing” can sometimes appear to jeopardize an immediate advantage, however in the long run adhering to high standards of integrity and ethical behavior will benefit Supplemental Health Care, the health care professional and our clients. The Integrity and Compliance Officer One of the primary roles of the Integrity and Compliance Officer is to oversee implementation and direction of the Integrity and Compliance Program. They must employ open communication so colleagues are comfortable expressing concerns. Individuals who violate the code of conduct will be subject to disciplinary action depending on the nature, severity and frequency of the violation. Disciplinary actions may include, but are not limited to, a verbal warning, restitution, written warning, termination or prosecution. If you have a problem or concern that you wish to report ANONYMOUSLY and/or Revised: 09/2017 2017 v.2

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CONFIDENTIALLY Supplemental Health Care maintains a telephone number that is available to you 24 hours a day, 365 days per year. You will receive a confidential response back from our Integrity and Compliance Officer who will speak with you directly.

COMPANY HOTLINE

1-866-645-7799

This is not intended to replace your normal chain of command or reporting process. We still encourage you to discuss your issues or concerns with the persons involved, your onsite supervisor, or Supplemental Health Care Representative. However, in those times when you are not comfortable with that process, you have this telephone line as an option. E-Verify and Work Eligibility Supplemental Health Care is an E-Verify employer. E-Verify is a web-based system through the Department of Homeland Security (DHS) and the Social Security Administration (SSA) which electronically verifies the employment eligibility of newly hired employees based on information provided from each new worker’s Form I-9. If you would like additional information on E-Verify please visit our website at www.supplementalhealthcare.com or the Department of Homeland Security’s website at www.dhs.gov/e-verify. It is the responsibility of the health care professional to self-report/promptly notify a Supplemental Health Care Representative if there is a change in their eligibility to work. Depending on the circumstance, this change in work eligibility status may result in suspension or termination. By entering in to a work status relationship with Supplemental Health Care you acknowledge that to the best of your knowledge you are not or will not be investigated or indicted by any state or federal agency for violations of the Social Security Act, Medicare or Medicaid Laws, or any other program administered by, through, or under any state or federal agency. If during your time working with Supplemental Health Care you are investigated or indicted you agree to immediately notify your Supplemental Health Care Representative. Depending on the circumstance, this change in status may result in suspension or termination. Confidentiality All information concerning clients and company operations is to be kept confidential. You are not permitted to discuss with individuals outside the company, including family members, any diagnosis or treatment of any patient or client at any time (before, during or after an assignment). Any such information you have is confidential and must remain so. Supplemental Health Care understands that medical information about you and your health is personal and must be treated confidentially. We are committed to protecting medical information provided under any benefit plans sponsored by Supplemental Health Care. We will take reasonable precautions to protect such information from inappropriate disclosure. Anyone inappropriately disclosing such information is subject to disciplinary action, up to and including termination of work status. The Health Insurance Portability and Accounting Act of 1996 (“HIPAA”) and The Health Information Technology for Economic and Clinical Health Act (HITECH Act) requires “covered entities” to protect the privacy of health information. Our administrative responsibilities include the training of health care professionals in both the HIPAA and HITECH Act requirements.

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Health Insurance Portability and Accountability Act (HIPAA) Health Information Technology for Economic and Clinical Health Act (HITECH Act) http://www.hhs.gov/ocr/privacy/hipaa/understanding/index.html http://www.healthit.gov/policy-researchers-implementers/health-it-legislation-and-regulations

This section serves as a review of important Health Insurance Portability and Accountability Act of 1996 (HIPAA) and Health Information Technology for Economic and Clinical Health Act (HITECH Act) requirements. The objective of the review is as follows:  To heighten your awareness of and commitment to HIPAA and HITECH regulations  To renew your working understanding of HIPAA and HITECH requirements  To reinforce the role you play in creating and maintaining organizational integrity, ethics, compliance and the protection of the privacy of health information

Reporting Concerns:

There will be no retribution for asking questions, raising concerns about the Code of Conduct or for reporting possible improper conduct that is done in good faith. Any colleague who deliberately makes a false accusation with the purpose of harming or retaliating against another colleague may be subject to disciplinary action, up to and including termination. We encourage the resolution of issues at the local level whenever possible. To obtain guidance on an ethics or compliance issue or to report a potential violation, you may choose from several options:  Consult your Supervisor  Consult your Supplemental Health Care Representative  Consult Supplemental Health Care’s Facility Privacy Official (FPO), Vice President of Quality Assurance and Clinical Services, 1.800.889.9169 Any one of these options is an easy and anonymous way to report possible violations or obtain guidance on an ethics or compliance issue. You are encouraged to use these options anytime. In order to properly investigate reports, it is important to provide enough information about your concern.

Information Security:

It is the health care provider’s obligation to learn and practice the measures to protect the confidentiality, integrity, and availability of written and electronic patient information. Patient Financial Information, Clinical Information, and User Passwords are all examples of confidential information. A User ID without a password is not confidential and is frequently included in directories and other tools widely available. The person granting access to a system or application typically assigns a User ID to the end user, and the User ID is sometimes used for identification, tracking and other maintenance procedures. If you have access to information systems, please keep in mind that your password acts as an individual key to the facilities network, critical patient care and business applications, and it must be kept confidential.

Confidential Information:

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is completed and/or the health care professional is terminated. Furthermore, confidential information shall not be removed from the Client’s secure location and/or facility premises; violation of this policy may result in disciplinary action up to and including termination. This policy remains in force after voluntary or involuntary separation from SHC. No Supplemental Health Care colleague or health care partner has a right to any patient information other than that necessary to perform his or her job. Although you may use confidential information to perform your function, it must not be shared with others unless the individuals have the need to know this information and have agreed to maintain the confidentiality of the information. Patient or Confidential information should never be sent via email. If it is necessary to send Patient information to a business associate outside of assigned facility, arrangements other than email must be made, and the Client’s Facility Privacy Official (FPO) written permission must be obtained prior to sending.

Privacy:

HIPAA and its implementing regulations set forth a number of requirements regarding ensuring the privacy of protected health information (PHI). The HITECH Act encourages the use of technology with health information and records. In addition, The HITECH Act widens the scope of privacy and security protections available under HIPAA, increases the potential legal liability for non-compliance, as well as provides for increased enforcement. 

HIPAA requires health care entities to appoint a facility privacy official (FPO). The FPO in a facility oversees and implements the Privacy Program and works to ensure the facility’s compliance with the requirements of the HIPAA Standards for Privacy of Individually Identifiable Health Information. The FPO is also responsible for receiving complaints about matters of patient privacy. Supplemental Health Care recommends each health care professional assigned to any/all Client facilities find out who is the facility’s designated FPO.



HIPAA regulations contain a number of restrictions on the transmission of PHI; however, they do not prevent faxing or mailing health information as long as certain precautions are taken. The regulations mandate that health information not be sold.



A Notice of Privacy Practices must be made available to all patients, posted on the facility’s Internet site (unless the facility does not have a site) and the consent form language must refer to the notice. Patients do need to sign an acknowledgement form confirming receipt of the notice.



Patients have the right to access any health information that has been used to make decisions about their health care at any facility. They can also access billing information. They may review the paper chart (supervised) or be provided a hard copy.



A patient may have access to all the records in the designated record set. This record set includes any information that is maintained, collected, used or disseminated by a facility to make decisions about individuals. The paper record is the legal medical record and a copy should be provided upon request (electronic access is not appropriate). A patient may be denied access under certain circumstances (e.g., when a person may

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cause harm to him or herself or others, or when protected by peer review). designated facility FPO has more information on the right to access.

The



A patient may add an amendment to any accessible record for as long as the record is maintained by a facility. The request for amendment should be made in writing to the facility. The designated facility FPO should have any/all necessary information regarding the right to amend.



While patients have a right to amend their record that does not mean that health information can be deleted from the record. The patient may submit an addendum correcting or offering commentary on the record, but no information may be deleted from the record.



Everyone is responsible for protecting patients’ individually identifiable health information. Any piece of paper that has individually identifiable health information must be disposed of in appropriate receptacles. The paper must be handled and destroyed securely. The elements that make information individually identifiable include: name, zip or other geographic codes, birth date, admission date, discharge date, date of death, email address, social security number, medical record/account number, health plan ID, license number, vehicle identification number and any other unique number or image.



HIPAA privacy regulations do not prevent facilities from storing the medical record at the patient’s bedside. However, the facilities must implement reasonable safeguards to protect an individual’s privacy. For example, possible safeguards may include limiting access to the area by non-employees or placing patient charts in holders with the identifying information facing the wall.



Any member of the workforce with a legitimate need to know to perform their job responsibilities may access a patient’s health information. However, the amount of information accessed should be limited to the minimum amount necessary to perform their job responsibilities.



The hospital directory or listing of patients, information desk or volunteers should contain only patient name, room/location and condition in general terms. Patient diagnosis or procedures should not be released. Also, this information may not be released about confidential patients or patients who ask not to be listed in the directory nor have their whereabouts known.



List of patients may be provided to clergy. The lists should consist of the patient name, room/location, and may include the condition in general terms. The list should be restricted by religion, and not include confidential patients; confidential information such as social security numbers should not be included. If any questions or concerns regarding release of list to clergy, please seek out facility FPO.



Under the revised HIPAA and HITECH Acts, as a health care provider you are required to immediately report any use or disclosure of any personal health information (PHI) that is not authorized by the Client’s FPO. This requirement includes any actual or perceived breaches of unsecured PHI (e.g. laptop stolen, social media posting etc.). Such reports

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must be made as soon as possible and within three (3) calendar days of your becoming aware of such improper use or disclosure or actual or perceived breach of unsecured PHI; notify your immediate supervisor and Supplemental Health Care Representative. 

Under no circumstances shall you be deemed in any respect to be the owner of any PHI received by you from a Client’s facility, or created by you on behalf of the Client’s facility. All PHI created or received by you while on assignment at a Client facility will remain the sole property of that Client.

Family Educational Rights and Privacy Act (FERPA) The Family Educational Rights and Privacy Act (FERPA) is a Federal law that protects the privacy of student education records. The law applies to all schools that receive funds from programs of the U.S. Department of Education; however, FERPA generally does not apply to most private elementary schools and secondary schools, as they do not receive U.S. Department of Education funding. FERPA gives parents certain rights with respect to their children's education records, however the rights transfer to the student when he or she reaches the age of 18, or attends a postsecondary school at any age. Students to whom the rights have transferred are "eligible students." Typically, schools must have parent or eligible student written permission in order to release any information from a student's education record. FERPA allows schools to disclose records, without consent, under certain circumstances including but not limited to:  School officials with legitimate educational interest  Specified officials for audit or evaluation purposes  Organizations conducting certain studies for, or on behalf of, the school  To comply with a judicial order or lawfully issued subpoena  Appropriate officials in cases of health and safety emergencies Refer to http://www2.ed.gov/policy/gen/guid/fpco/ferpa/index.html or Supplemental Health Care’s School Staffing Guidelines for additional information related to working in schools. Non-Disclosure The protection of confidential business information and trade secrets is vital to the interests and the success of Supplemental Health Care. Such confidential information includes, but is not limited to, the following examples:    

Compensation data Customer preferences Financial information Marketing strategies

   

Proprietary Client Information Supplemental Health Care Client List Supplemental Health Care Employment List Patient Files

If you are exposed to confidential information, you may be required to sign a non-disclosure agreement as a condition of work status. Any health care professional who improperly uses or discloses trade secrets or confidential business information will be subject to disciplinary action, up to and including termination and legal action, even if he or she does not actually benefit from the disclosed information.

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Professional Licensing Licensure is the responsibility of the health care professional. You are expected to maintain a current unrestricted license to provide the professional services for which you have agreed. In addition, it is a requirement that all health care professionals take his/her professional license or certificate (wallet size or photocopy is acceptable), proof of current CPR certification and proof of identity (valid picture ID issued by a state, federal or regulatory agency) to every job assignment. It is the responsibility of the health care professional to self-report/promptly notify a Supplemental Health Care Representative for direction if legal issues occur which may affect professional licensing or certification, or if their license/certification is suspended, or under investigation, while working/associated with Supplemental Health Care. Depending on the circumstance, this investigation/change in licensure/certification status may result in suspension or termination. Driving as Part of Work Duties If a health care professional is required to drive as part of their duties they must provide a copy of their current unrestricted, driver’s license and a copy of proof of current automobile insurance for their file. Furthermore, and in accordance with applicable law, the health care professional must have automobile insurance and carry proof of it with them when driving. Supplemental Health Care expects employees who drive on company business to do so in a safe and responsible manner and refrain from using any portable hand held electronic devices. According to Supplemental Health Care policy, and some client requirements, your motor vehicle record may be reviewed periodically if you are required to drive for work purposes. If a motor vehicle record indicates suspension or revocation of your license and you have not informed your Supplemental Health Care Representative, you will not be permitted to continue driving on the job and will be subject to disciplinary action up to and including termination. It is company policy to NEVER transport other individuals (patients, clients, family members, students, pets etc.) in your car during working hours. Use of patient’s and/or patient’s family member’s vehicles is also strictly prohibited. Health care professionals who fail to follow these guidelines may face disciplinary action up to and including termination. Pre-Work Requirements As a health care professional you are at risk of acquiring and transmitting illness while performing your duties. For this reason, Supplemental Health Care has a commitment to you, the health care professional, as well as our clients to confirm that you are healthy and able to perform your duties as well as be protected with current immunizations. While some of our clients may have additional health and screening requirements, the minimum Supplemental Health Care pre-work requirements for health care professionals include:  Pre-work and annual physical examination by a designated healthcare professional  Pre-work drug screen  Pre-work background screen  Negative TB Screen o If you have a history of a positive TB screen you must provide evidence of the positive TB screen, a copy of chest x-ray results from a physician and an annual Supplemental Health Care TB Questionnaire  Hepatitis B vaccination or declination waiver  Proof of Measles, Mumps, and Rubella vaccinations or positive titers Revised: 09/2017 2017 v.2

©2017 Supplemental Health Care

Orientation Handbook, Page 29 of 37

The above information is required to be on file after your assignment is confirmed and prior to beginning work. In addition to maintaining a current, unrestricted license you are expected to maintain all required certifications and annual requirements to provide the professional services for which you have agreed. Failure to meet the established Supplemental Health Care and/or client requirements may result in disciplinary action, up to and including termination.

Revised: 09/2017 2017 v.2

©2017 Supplemental Health Care

Orientation Handbook, Page 30 of 37

Employee Benefits

(Does not apply to Independent Contractors or other non-employees) Medical, Dental, Vision, 401(k), etc. Check with your Supplemental Health Representative for eligibility requirements and refer to the benefit policy for plan details. Contact the Human Resource (HR) department at [email protected] for more information or to request enrollment due to a qualifying event. Refer to the table below for a brief overview of possible benefits; refer to the Supplemental Health Care Field Talent – Employee Benefits Guide for full plan description. *If you are eligible for any SHC health insurance plan, you must complete the online

process within 30 days of your first shift – whether waiving or enrolling in medical coverage – or you will have to wait until the next June open enrollment. BENEFIT TYPE

PANABRIDGE DAY 1 LIMITED INDEMNITY PLAN

UNITED HEALTHCARE (UHC)   • PPO • CDHP1300 WITH HSA • CDHP3000 WITH HSA • DENTAL • VISION

WHO IS ELIGIBLE Full time employees working 30+ hours/week or 130 hours/month

Full time employees working 30+ hours/week or 130 hours/month

NEW HIRE ELIGIBLITY Coverage start date is retroactive to your first day worked (within the last 30 days)

After new hire waiting period, 1st of the month following 30 days from your date of hire (31-61 days after first shift worked)

HOW YOU ENROLL Check your email for login information from [email protected] (or the

HR benefits e-mail provided above) and enroll within 30 days

of your first day worked* Note: This plan has a prescription drug benefit but does not cover dental or vision – you will need to elect those separately, when eligible. Must meet ACA new hire eligibility requirements. If, and when eligible, check your email for message from [email protected] (or the

HR benefits e-mail provided above) and enroll within 30 days of your first day worked*

VOLUNTARY BENEFITS (LIFE, DISABILITY, CRITICAL ILLNESS, ACCIDENT)

Full time employees working 30+ hours/week or 130 hours/month

Semi-annual enrollment, typically June for July 1 effective date, and November for January 1 effective date

ENROLL365 OR HEALTHCARE.GOV

Employees, friends or family can find a plan on their own not tied to employment at SHC Note: Talent that work <30 hours/week – or that didn’t enroll in an SHC sponsored plan

Call Enroll365 or visit the marketplace website for eligibility information

Revised: 09/2017 2017 v.2

©2017 Supplemental Health Care

Must call UNUM directly during semi-annual enrollment (not available as new hire) and premiums are paid through your personal account (not SHC payroll) Enroll365 is a private broker and partner of SHC – for more information and to shop for a plan call (855) 888-6701, go to www.enroll365.org/supplemental or www.healthcare.gov to shop the health insurance marketplace for a plan

Orientation Handbook, Page 31 of 37

during their 30-day window – can also use these resources 401(K) RETIREMENT SAVINGS PROGRAM

All full‐time and part‐time employees, age 21 or older employed at least 30 days prior to entry date

Forms must be received on the 10th of the month before the January 1, April 1, July 1, and October 1 quarterly enrollment date

Request information from your recruiter and please note your enrollment is due by the 10th of the month prior to the quarterly entry date Note: Employees who stop working and then return to work for SHC at a later date will have any previous elections remain in force unless the benefits team is notified otherwise by you

Note: If you need help identifying which plan(s) might be best for you, feel free to reach out to Health Advocate at 866-695-8622 or visit www.healthadvocate.com/members You can also reach the SHC Benefits Team directly at (800) 456-6677, option 3, then option 1 or [email protected]  Educational Resources and Opportunities At Supplemental Health Care we value and support activities that increase your knowledge of work related issues and promote your professional growth. Supplemental Health Care partners with companies offering continuing education units (CEUs) to health care professionals. Depending on your relationship with Supplemental Health Care, you may be eligible for discounted online courses and or reimbursement of course fees. Please check with your Supplemental Health Care Representative to determine possible reimbursement prior to registering for professional activities. Our Rewards Our Rewards is our way of saying “thank you” for the work you do and the difference you make in patient’s lives. Though we know you’ll find the jobs we put you on to be rewarding, we don’t think that should be your only reward! That’s why we created Our Rewards, our appreciation program that awards you points for every hour you work for us – points that you can redeem for more than 3,000 exciting gifts! Check with your Supplemental Health Care Representative for eligibility requirements and program details. Helping Hands Referral Program Do you know other talented health care professionals that would be a great addition to our team? Then send them our way and take part in the industry’s most unique referral program. Our Helping Hands program lets everyone benefit from a great referral:  One-time Lump Sum Payments – even if you don’t yet work for us, you can refer people to us and earn a one-time referral bonus after the person you refer meets our work requirements.  Monthly Payment Program – for employees who are currently working for us we’re proud to offer our Monthly Payment Program. Revised: 09/2017 2017 v.2

©2017 Supplemental Health Care

Orientation Handbook, Page 32 of 37

You can refer as many people as you want. No caps. No limits. No loopholes. The only requirement: you must be in good standing with Supplemental Health Care and work at least one shift every 45 days to stay eligible. It’s our way of saying thank you for referring your friends and family. Please refer to http://www.supplementalhealthcare.com/page/helping-hands-referral-program for the Terms and Conditions of the program. Leave of Absence  Family and Medical Leave Act (FMLA)

(Does not apply to Independent Contractors or other non-employees)

Supplemental Health Care grants family and medical leave to eligible workers in accordance with the Family and Medical Leave Act (FMLA). Please contact the Supplemental Health Care Human Resources Department to determine eligibility. Employees requesting FMLA and/or state leave of absence will have a defined time period to report their absence(s). The notice requirements are: 

To Report a new FMLA leave: Employees will need to initiate an FMLA claim 30 days prior to, and no later than 14 days following the qualifying event by notifying their Supplemental Health Care Representative, Human Resources and UNUM. If notification is 15 days after the qualifying event, or later, an FMLA and/or state leave of absence will not be considered for approval and denied.



Reporting of Intermittent FMLA Absences: In the event a requested FMLA leave requires the need for intermittent FMLA, notification (including leave reason) to Human Resources, the employee’s supervisor, and UNUM is required prior to the scheduled shift but no later than 2 days following the qualifying need (e.g. episode, appointment, procedure, etc.). In most circumstances, these needs are foreseen and should be reported prior to the scheduled shift out of respect for the client and Supplemental Health Care.



If extenuating circumstances exist that do not allow you to meet this notice requirement, you must report these to the FMLA representative in Human Resources and the circumstances will be evaluated on a case by case basis.



Personal Leave of Absence A personal leave may be granted without pay to those ineligible for a leave of absence under FMLA, or who wish to take time off work to fulfill personal obligations. When a personal leave ends, every reasonable effort will be made to return the employee to the same position, if it is available, or to a similar available position for which the employee is qualified. However, the Company does not guarantee reinstatement. Check with your Supplemental Health Care Representative to determine the benefits you may be eligible for. Refer to the individual benefit policy for plan details.



Personal Family Leave (PFL) California Employees ONLY – Employees who take a leave of absence associated with PFL will be required to use (and be paid for) up to two (2) weeks of earned/unpaid PTO simultaneous with their PFL leave. All PFL will occur simultaneously with FMLA leave.

Revised: 09/2017 2017 v.2

©2017 Supplemental Health Care

Orientation Handbook, Page 33 of 37

Contact your Supplemental Health Care Representative and/or the Human Resources Department to determine the benefits you may be eligible for. Refer to the individual benefit policy for plan details. 

Military Leave of Absence (USERRA) Employees on military leave of absence are allowed to use accrued PTO, but are not required to do so. Employees returning from military leave must be given reemployment to the same or similar position for up to five (5) years of military service in accordance with the federal Uniformed Services Employment and Re-employment Rights Act (USERRA) and any applicable state laws. If an employee serves for 30 days or less, the employee must report back to work no later than the beginning of the first full regularly scheduled work period following release from military duty. For leaves of 31 to 180 days, an employee must report to work within 14 days after release, and the deadline is within 90 days for service of more than 180 days. In all cases, in order for an employee to retain re-employment rights, the employee must give written notice of the absence, unless precluded by military necessity. An employee will lose USERRA protections if dishonorably discharged. Refer to the USERRA guidelines for additional information.

General and Professional Liability Insurance Supplemental Health Care maintains general and professional liability insurance for its health care providers. Workers’ Compensation Insurance / Policy

(Does not apply to Independent Contractors or other non-employees)

Supplemental Health Care provides a comprehensive workers’ compensation insurance program to employees of the Company at no cost. This program covers any injury or illness sustained in the course of employment that requires medical, surgical or hospital treatment. Subject to applicable legal requirements, workers’ compensation insurance provides benefits after a short waiting period or, if the employee is hospitalized, immediately. Employees who sustain work-related injuries or illnesses should inform their onsite supervisor immediately, within 24 hours of the injury. The employee must also report the injury immediately to their Supplemental Health Care Representative; representatives are available 24 hours a day. No matter how minor an on-the-job injury may appear, it is important that it be reported immediately. Failure to report a work-related injury within the 24-hour period to the appropriate parties may result in claim denial and the health care professional may not be entitled to any workers’ compensation benefits for the claim. The VP of Quality Assurance and Clinical Services will refer the employee either to employee health, occupational health, or the emergency department for appropriate treatment. Depending on the severity and nature of the injury or illness, the employee may or may not continue to work. Reports required by state law and the workers’ compensation carrier should be completed as required. Supplemental Health Care has a modified duty program where assignments are temporary job placements, which are available to employees who have been injured on the job. These temporary job placements are made when the medical restrictions have been issued, which do not allow the employee to return to their normal job duties. Modified duty can encompass many different options that will allow the employee to continue in a productive work environment. Revised: 09/2017 2017 v.2

©2017 Supplemental Health Care

Orientation Handbook, Page 34 of 37

If you are involved in an accident or are injured while on the job and that injury is work-related, you must submit to drug and/or alcohol testing as per company policy and in conjunction with state and local laws. Failure to submit to this testing could lead to disciplinary action, up to and including termination. Neither Supplemental Health Care nor the insurance carrier will be liable for the payment of workers' compensation benefits for injuries that occur during an employees’ voluntary participation in any off-duty recreational, social, or athletic activity sponsored by Supplemental Health Care. It is Supplemental Health Care’s policy that we investigate all workers’ compensation claims. Filing a fraudulent claim is a felony.

Revised: 09/2017 2017 v.2

©2017 Supplemental Health Care

Orientation Handbook, Page 35 of 37

Safety & Security Safety To assist in providing a safe and healthful work environment for health care professionals, Supplemental Health Care strongly encourages responsible behavior in the work place. Safety is a top priority for Supplemental Health Care; as such we rely on the alertness and personal commitment of all. In addition, to maintain a work environment that complies with work and safety rules (e.g. free of illegal drugs, alcohol, firearms, explosives and other prohibited materials), clients may inspect personal belongings and any storage devices that may be provided for your convenience (e.g. lockers, work areas). They may inspect with or without notice. Any type of inspection or search does not imply and accusation of worker wrongdoing. Supplemental Health Care may from time to time provide information to you about workplace safety and health issues through paycheck stuffers, email or other written communications. You are expected to obey safety rules and to exercise caution in all work activities. Health care professionals must immediately report any unsafe condition to the appropriate onsite supervisor. Health care professionals who violate safety standards, who cause hazardous or dangerous situations, who fail to report when appropriate, or fail to remedy unsafe situations, may be subject to disciplinary action up to and including termination. In the case of an accident that results in injury, regardless of how insignificant the injury may appear, the health care professional MUST immediately notify the appropriate onsite supervisor and the Supplemental Health Care Representative. Such reports are necessary to comply with laws and initiate insurance and workers' compensation benefits procedures. Personal Property in the Workplace Supplemental Health Care discourages talent from bringing personal property, including valuable belongings, into the work place. Clients and work settings, such as Corrections and Schools, may have additional specific policies related to personal items. Should talent choose to bring personal property for their own convenience, they do so at their own risk. Talent should take necessary precautions to protect their personal effects from theft, loss, or damage while at work or traveling to/from work. Supplemental Health Care, and its clients, are not responsible for damage, theft or loss of personal property during the course of work. As discussed above, in an effort to comply with work and safety rules all personal belongings are subject to inspection with, or without, notice. Visitors in the Workplace To provide for the safety and security of health care professionals, client population and the clients of Supplemental Health Care, only authorized visitors are allowed in the workplace. Restricting unauthorized visitors (e.g. friends, family members and pets) helps maintain safety standards, protects against theft, ensures security of equipment, protects confidential information, safeguards worker welfare, and avoids potential distractions and disturbances.

Revised: 09/2017 2017 v.2

©2017 Supplemental Health Care

Orientation Handbook, Page 36 of 37

Information Technology Use of Phone Systems Telephone lines at Supplemental Health Care and / or clients may be monitored from time to time for quality control and/or training purposes. To ensure effective telephone communications, you should always use approved greetings and speak in a courteous and professional manner. Please confirm information received from the caller, and hang up only after the caller has done so. Use of cellular phones or other electronic devices in the workplace on Company time is prohibited unless it is work-related as authorized by your supervisor or Supplemental Health Care Representative. In addition, Supplemental Health Care expects employees who drive as part of their work duties to do so in a safe and responsible manner and refrain from using any portable hand held electronic devices.  Use of E-Mail and Internet Computers, computer files, E-mail systems, and software furnished to you are the property of Supplemental Health Care and/or clients and are intended for work use only. All Internet Data that is composed, transmitted, or received via Supplemental Health Care’s and/or client’s computer communications system is considered to be part of official records of Supplemental Health Care and/or client, as such, is subject to disclosure to law enforcement or other third parties. Consequently, you should always ensure that the work-related information contained in the Internet E-mail messages and other transmissions are accurate, appropriate, ethical, and lawful. The equipment, services, and technology provided to access the Internet remain, at all times, property of Supplemental Health Care and/or our clients. As such, Supplemental Health Care and/or client reserves the right to monitor Internet traffic, and retrieve and read any data composed, sent, or received through on-line connections and stored in the computer systems. Abuse of the internet access provided by Supplemental Health Care and/or clients is in violation of Supplemental Health Care and/or client’s policies and will result in disciplinary action, up to and including termination. You may also be held personally liable for any violations of this policy. Social Media Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks that are involved. Keep in mind that any of your conduct that adversely affects your work performance, the performance of fellow workers or otherwise adversely affects clients, patients, suppliers, others associated with Supplemental Health Care or Supplemental Health Care’s legitimate business interests may result in disciplinary action up to and including termination. Refrain from using social media while on work time or on equipment provided by a client or Supplemental Health Care, unless it is work-related as authorized by your supervisor or Supplemental Health Care Representative.

Revised: 09/2017 2017 v.2

©2017 Supplemental Health Care

Orientation Handbook, Page 37 of 37

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