Employee Handbook Policies & Procedures

Island Integrated Health 1600 Kapiolani Boulevard, Suite 1311 Honolulu, Hawaii 96814 808.220.8185 islandhealth@icloud.com / islandintegratedhealth.com

Thank you for choosing Island Integrated Health!

PHILOSOPHY

Island Integrated Health is a full-service substance abuse treatment agency providing prevention, education, outpatient and intensive outpatient services. Our mission is to serve Honolulu’s diverse community using diverse resources and we do not subscribe to a single treatment model. Island Integrated Health believes each individual’s case is unique; therefore, we embrace and utilize a variety of treatment models.

We understand that recovery can sometimes be a long process; however, we do guarantee that each individual will be presented all the skills and tools necessary to achieve long-term sobriety, if these skills and tools are utilized effectively. In order to deliver this promise, our treatment approach is unique. We embrace traditional treatment methods, but also integrate technology by using the internet as a treatment tool. The internet provides community support resources and can provide valuable education.

Our promise to you is that you will be receiving our services with respect, receive impeccable service from our seasoned professionals, and receive services in a clean, professional, and therapeutic environment.

PROGRAM MISSION AND GOALS   The overall mission of Island Integrated Health Intensive Outpatient Program is to advance recovery without compromise through: service, scholarship, science and social responsibility. Our goal is to increase the quality of life through the provision of specialized outpatient substance abuse services. 

Specific areas of focus may include:

• Relapse prevention • Vocation/Education  • Parenting  • Interpersonal Relationships  • Housing 

• Spirituality  • Coping Skills  • Anger Management  • Grief & Loss

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PROGRAM DESCRIPTION

Island Integrated Health’s Intensive Outpatient Program is provided in a clinical setting. Island Integrated Health employs a team of highly skilled professionals specializing in the field of recovery. Our licensed, certified and masters level clinicians are trained in the treatment of addiction, ensuring the highest quality care for all our clients. Our well-rounded interdisciplinary team includes: support technicians, chemical dependency counselors, marriage and family therapists, and experiential specialists.

This team approach supports treating the whole person; mind, body and spirit. A wide range of services are organized within a comprehensive therapeutic environment that includes screening and assessment, diagnostic determination, individual and family counseling, crisis intervention, group counseling, educational programming, client advocacy, and referral to community resources. Clients are assigned to licensed clinicians who assist in individual planning and care. Services additionally include consultation with family and/or professional care providers. 

IOP includes all of the services listed above; however, IOP consists of 16-weeks and 9-hours of treatment per week. Our IOP program consists of 3 groups per week, for 16-weeks. IOP Groups will be held every Monday, Tuesday, Wednesday, & Thursday. On the next page you will find a detailed service description and schedule for all IOP Groups:

GROUP TIMES MONDAY: 5-8 p.m. (Adult) TUESDAY: 5-8 p.m. (Adult) THURSDAY: 5-8 p.m. (Adult)

Please note: 3 of these groups will be required per week, coupled with an individual session by appointment.

Please be aware that these are revolving groups. This means as new members begin their program, they may be placed in this group. Group members’ start dates and end dates may differ.

SCHEDULE

Island Integrated Health is open Monday through Friday, with the exception of most federal and state holidays including New Year’s Day, Easter, Fourth of July, Labor Day, Thanksgiving, and Christmas Day. Our hours of operation for services are designed with you in mind. Our schedule reflects our attempt to provide convenience and to not interfere with your work or school schedule.

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HOURS OF OPERATION

(Please note: These hours do not reflect group times that exceed 6 p.m. These hours only reflect the times we are available to serve administrative issues and clinical issues that are non-group related.) Monday-Friday: 9AM – 8PM.

Please Note: Assessments and individual sessions are conducted during normal operating hours and may be scheduled individually with counselor.

CLIENT RIGHTS

• All clients have the right to be treated with dignity and respect. • All clients have the right to confidentiality in treatment. • All clients have the right to give written, informed consent to treatment. • All clients have the right to be informed of all services available and the charges for those

services. • All clients have the right to be fully informed of the rules and regulations governing conduct

of clients. • All clients have the right to manage their own personal finances • All clients have the right to adequate treatment. • Clients maintain the right to leave the program at any time, and if they decide to exercise this

right, need to be aware of the legal or personal consequences of leaving the program.

CLIENT RESPONSIBILITES

• Pursue healthy sober lifestyle • Become knowledgeable about drugs & alcohol and their effects • Actively participate in treatment and remain open-minded • Cooperate on mutually accepted course of treatment • Effectively utilize resources being offered

STAFF RESPONSIBILITIES

• Perform Biopsychosocial Assessments using DSM-5 criteria. • Formulate client treatment plans based on strengths, goals, and needs • Provide informed consent on all treatment services • Facilitate individual and group sessions • Reinforce positive change for recovery • Provide case management services for clients that includes interacting with community

partners • Remain educated on drug and alcohol related issues • Maintain confidentiality, but be mindful of Mandatory Reporting

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NON-DISCLOSURE AGREEMENT (NDA) AND CONFLICT OF INTEREST STATEMENTS

To protect Island Integrated Health assets, we require all employees to adhere to our non-disclosure agreement and avoid any conflicts of interest.

NON-DISCLOSURE AGREEMENT (NDA)

Employees & contractors must not misuse confidential information, including internal and client information and communications. It is a condition of employment that the employee signs the Island Integrated Health Confidentiality and Intellectual Property Assignment Agreement, which will be provided under separate cover.

Confidential information generally consists of non-public information about a person or an entity that, if disclosed, could reasonably be expected to place either the person or the entity at risk of criminal or civil liability, or damage the person or entity’s financial standing, employability, privacy or reputation. Island Integrated Health is bound by law or contract to protect some types of confidential information, and in other instances Island Integrated Health requires protection of confidential information beyond legal or contractual requirements as an additional safeguard. Confidential information includes but is not limited to:

• Payroll records, salary, and non-public benefits information

• Social Security numbers, driver’s license numbers, state identification card numbers

• Credit and debit card information, and financial account information

• Personnel records, including but not limited to information regarding an employee’s work history, credentials, salary and salary grade, benefits, length of service, performance, and discipline

• Individual conflict of interest information

• Computer system passwords and security codes

• Information regarding client accounts including client information

• Island Integrated Health’s internal business plans, tools, products, and strategy methods

Island Integrated Health understands that its staff employees may have or be involved in outside financial, business, professional, academic, public service, or other activities. However, outside activities or commitments, familial or other relationships, private financial or other interests, and benefits or gifts received from third parties may create an actual or perceived conflict of interest between the staff employee and Island Integrated Health. A conflict of

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interest is a situation, arrangement, or circumstance where the staff employee’s outside or private interests or relationships interfere or appear to interfere with those of Island Integrated Health or cast doubt on the fairness or integrity of Island Integrated Health’s business dealings. Every employee is responsible for disclosing to his or her supervisor, any financial or personal interests, activities, or personal or familial relationships that create an actual or perceived conflict of interest.

The purpose of this policy is to establish guidelines for conflicts of interest or commitment that might arise in the course of an employees’ duties and external activities. This policy does not seek to unreasonably limit external activities, but emphasizes the need to disclose conflicts and potential conflicts of interest and commitment, to manage such conflicts and to ensure that Island Integrated Health’s interests are not compromised.

CONFLICT OF INTEREST

Island Integrated Health understands that its staff employees may have or be involved in outside financial, business, professional, academic, public service, or other activities. However, outside activities or commitments, familial or other relationships, private financial or other interests, and benefits or gifts received from third parties may create an actual or perceived conflict of interest between the staff employee and Island Integrated Health. A conflict of interest is a situation, arrangement, or circumstance where the staff employee’s outside or private interests or relationships interfere or appear to interfere with those of Island Integrated Health or cast doubt on the fairness or integrity of Island Integrated Health’s business dealings. Every employee is responsible for disclosing to his or her supervisor, any financial or personal interests, activities, or personal or familial relationships that create an actual or perceived conflict of interest.

The purpose of this policy is to establish guidelines for conflicts of interest or commitment that might arise in the course of an employees’ duties and external activities. This policy does not seek to unreasonably limit external activities, but emphasizes the need to disclose conflicts and potential conflicts of interest and commitment, to manage such conflicts and to ensure that Island Integrated Health’s interests are not compromised.

As a basic condition of employment, all Island Integrated Health staff members have a duty to act in Island Integrated Health’s best interest in connection with matters arising from or related to their employment and other Island Integrated Health activities. In essence, this duty means that employees must not engage in external activities that interfere with their obligations to Island Integrated Health. They may not damage Island Integrated Health’s reputation, compete with Island Integrated Health’s interests, or compromise the independence of Island Integrated Health’s research and business activities, or be seen as doing so. Staff employees likewise must not profit or otherwise gain advantage from any external activity at Island Integrated Health’s expense or engage in external activities under circumstances that appear to be at Island Integrated Health’s expense.

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Staff employees must disclose and avoid actual and perceived conflicts of interest or commitment between their Island Integrated Health responsibilities and their external activities. Depending on the circumstances, employee participation in activities in which a conflict or perceived conflict of interest exists may be prohibited or may be permitted but affirmatively managed.

FULL DISCLOSURE

Island Integrated Health operates a single location in Honolulu, Hawaii. Our counselors are either licensed, masters level in behavioral health, and are either State Certified as CSAC, LMFT, LCSW. We also utilize our Masters level or CSAC interns. The Hawaii Accreditation Board is the Hawaii Department of Commerce and Consumer Affairs and the Hawaii Alcohol & Drug Abuse Division. All of our clinical staff are required to remain in good standing. Staff are required to sign a disclosure statement of involvement in any other settings. We operate clinical and administrative services using an Electronic Health Record system (EHR) and Electronic Medical Record (EMR) system. These state-of-the-art systems are fully compliant with the Health Insurance Portability and Accounting Act and 42 CFR Part 2 to ensure strict confidentiality.

ANTI-DISCRIMINATION POLICY

Island Integrated Health provides equal employment opportunities to all employees, applicants, and job seekers, and is committed to making decisions using reasonable standards based on each individual’s qualifications as they relate to a particular employment action (e.g., hiring, training, promotions).

No person shall be discriminated against in employment or harassed because of race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, status as an individual with a physical or mental disability unrelated to ability, protected veteran status, military status, unfavorable discharge from military service, citizenship status, genetic information, marital status, parental status, ancestry, source of income, credit history, housing status, order of protection status, actual or perceived association with such a person or other classes protected by law. This policy includes the commitment to maintaining a work environment based on inclusion and free from unlawful harassment.

Under this policy, no employee or applicant shall be subject to retaliation (including harassment, intimidation, threats, coercion or discrimination) because he/she has engaged, in good faith, in the following activities:

(i) filing a complaint under this policy with Island Integrated Health, or with federal, state or local equal employment opportunity agencies;

(ii) assisting or participating in an investigation or other activity related to the administration of any federal, state or local equal employment opportunity or affirmative action law;

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(iii) opposing any act or practice prohibited by this policy or federal, state or local equal employment opportunity or affirmative action law;

or (iv) exercising any other right protected by federal, state or local equal employment opportunity or affirmative action law.

Staff employees and applicants for employment should immediately bring any complaint or retaliation under this Policy to the business owner.

Island Integrated Health complies with all federal and state laws concerning the employment of persons with disabilities and acts in accordance with such regulations and guidance including the Americans with Disabilities Act (ADA). Employees with any questions or requests related to the these laws and guidelines, including the ADA, should contact the Company’s ownership.

EMPLOYMENT AT WILL

The amount of compensation you will receive is provided in your offer letter. In addition Island Integrated Health is required to deduct specific amounts from your paycheck. These deductions may be taken pre-tax or post-tax depending on IRS tax rules.

COMPENSATION

The amount of compensation you will receive is provided in your offer letter. In addition Island Integrated Health is required to deduct specific amounts from your paycheck. These deductions may be taken pre-tax or post-tax depending on IRS tax rules.

Required deductions for federal and state tax

As an employee of Island Integrated Health, there are certain mandatory deductions under federal law that must come out of employees’ paychecks.

They are:

• Social security (pre-tax)

• Medicare (pre-tax)

• Federal withholding taxes (pre-tax)

• State withholding taxes (pre-tax)

• Court-ordered garnishments/child support (post-tax)

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Voluntary Deductions

Voluntary deductions from an Island Integrated Health’s employee paycheck can include participation in benefits programs such as medical, dental, or vision insurance. These are elective deductions and may be taken pre-tax as laws permit.

Other Deductions

The Company may make deductions from an employee’s pay for:

• Full day absences for personal reasons or sickness if vacation/sick leave has been exhausted

• Any days not worked in the initial and final weeks of employment

• For hours taken as unpaid leave

Voluntary deductions from an Island Integrated Health’s employee paycheck can include participation in benefits programs such as medical, dental, or vision insurance. These are elective deductions and may be taken pre-tax as laws permit.

Overtime pay

Some employees of Island Integrated Health are considered to be exempt from overtime. Exempt status as classified by the Fair Labor Standards Act (FLSA) is for those employed in professional roles, such as those at Island Integrated Health with a salary (versus an hourly wage). Non-exempt status is reserved for hourly workers, and they are eligible for overtime. If you have questions about your status, please ask your supervisor.

Pay Schedules

Employees at Island Integrated Health are paid on a [bimonthly basis on the 15th and 30th] via check or direct deposit. If a payday shall fall on a Saturday, Sunday, or bank holiday, the employee will be paid on the Friday prior.

Break Times

To ensure your general health and productivity, employees are offered paid rest breaks of no more than 15 minutes and unpaid lunch time of at least 30 minutes, but not longer than 1 hour.

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GENERAL EMPLOYMENT INFORMATION

Probationary periods

The probationary period is a time for you to learn about your job and become familiar with Island Integrated Health. During this time, your supervisor will explain Company policies and procedure, your job duties, and your performance expectations. Your performance will be closely evaluated by your supervisor to ensure that you understand and are able to meet the performance expectations. The probationary period is considered to by the employee’s first [90] days. Probationary periods may be extended or reenacted on a case by case basis.

Resignation procedures

If you decide to terminate your employment, it is recommended that you give at least a two- week notice to your supervisor in order to maintain a mutually respectful relationship. All resignations must be submitted in writing or email to the [Company Owner or the HR manager].

Proof of Citizenship or Ability to Work as a Required by Law IIH verifies eligibility to work in the United States. The U.S. Immigration and Naturalization Service require that employees show proof of citizenship/eligibility to work by completing an Employment Eligibility Verification Form (I-9). Failure to produce the necessary proof according to the applicable laws will result in the postponement of employment.

Background Checks Prime Time Healthcare may perform criminal background checks on applicants, which may include a felony and misdemeanor search in the state the applicant resides, and may also include states and counties of residence/employment for the previous 7 years when specified in the written agreement between Prime Time Healthcare and its clients. Criminal background checks can also be conducted post-employment based upon a reasonable suspicion of criminal activity. In addition, IIH verifies that applicants are not included in the Office of Inspector General’s (OIG) or the Excluded Parties List System (EPLS) databases of excluded providers.

License/Certification/Education Verification Applicants may be required to provide valid, original professional licenses to practice their profession in the state of the of the assignment and any other professional certifications required for the practice of their specialty when specified in the written agreement between IIH and its clients. IIH conducts primary source verification of professional licenses in all states where IIH is employing the provider or offering placement for the provider, with the appropriate licensing bodies to verify issue date, expiration date, active status of license and to determine if a license has ever been suspended, revoked, restricted, reprimanded, sanctioned or disciplined. Any disciplinary action on a professional license can be terms for non-employment with IIH and falsification of any documentation will render applicant completely ineligible for employment with IIH.

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Positions that require a specific educational requirement and/or certification must have verification of such. Where education and licensure are required, but the license may not be obtained without meeting the education requirements, it is not necessary to confirm education, but only to verify the license. It is the employee’s responsibility to maintain a current valid license. Failure to do so will result from removal from duties and progressive discipline. Employees are required to immediately notify IIH if a license/certification is suspended or revoked prior to education.

Reference Checking Unless specified per written client agreement, Prime Time Healthcare verifies at least one reference from previous employers or from clinical peers that may provide information related to the applicant’s knowledge and applied job skill proficiency or to confirm dates of employment.

CODE OF CONDUCT

All employees at IIH are expected to adhere to the code of conduct, as defined below. Failure to do so will be grounds for termination at the company’s discretion.

• All activities are to be conducted in compliance with both the letter and spirit of the law, regulation and judicial decrees. No employee should, at any time, take any action on behalf of IIH, which is known or should be known to violate any law or regulation.

• It is the responsibility of every member of IIH staff to exercise appropriate judgment and to conduct themselves in a manner that reflects the highest standards of professional and personal ethics and behavior.

• IIH Employee agrees to immediately provide written notice to Prime Time Healthcare as to any legal proceeding instituted or threatened, or any claim or demand, made against IIH employee or IIH with respect to IIH Employee’s rendering of services under this Agreement.

• IIH Employee agrees to maintain the confidentiality of all information related to patient records, charges, expenses, quality assurance, risk management or other programs derived from, through, or provided by clients and all information related to this Agreement.

• Employee agrees not to disclose any IIH trade secrets or any confidential or proprietary information of IIH, IIH employees, Clients, or patients of Clients.

• All employees are expected to adhere to the policies set forth in this handbook, including but not limited to: sexual harassment, verbal harassment, attendance policy and violent or threatening behaviors.

• IIH prohibits field staff to discuss personal or business affairs of any employee (field or office • staff) with any individual not directly involved with the said personal or business affair. • Employees are not authorized to issue any statement, written or oral, to any news media

representative or grant any public interview pertaining to the company’s operations or financial matters.

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• IIH is committed to protecting the privacy, confidentiality and security of personal (education, employment and health) information of its employees. This policy is designed to assure compliance with applicable state and federal laws and regulations.

• Any employee that becomes aware of any ethical issues or unethical practices must immediately report it to their supervisor. Not to do so will be considered a violation of company code of conduct. If you do not know whether something is a problem, ask the Clinical director. If the supervisor is unavailable or you believe it would be inappropriate to contact that person, because of their involvement in the situation, you should immediately contact the Corporate Compliance Officer or any other member of management. Any employee can raise concerns and make reports without fear of reprisal or retaliation. All reports and inquiries are handled confidentially to the greatest extent possible under the circumstances. You may choose to remain anonymous, though in some cases that can make it more difficult to follow up and ensure resolution to the situation.

• Patient care providers are to render care in a manner that enhances the personal dignity and rights of each patient. Any form of patient abuse and/or neglect will not be tolerated and patient care providers are to support IIH’s policies and procedures in this regard.

• Interactions with all patients, visitors, employees, physicians, vendors, etc., must be conducted in a courteous and professional manner at all times ensuring that IIH is always presented in the most favorable light.

• Patients are to be dealt with equally and fairly and the selection of "favorites" is not acceptable

• Appropriate language is to be used at all times when a IIH patient care staff member is at a IIH client facility, and in any patient care area private and / or public. Abusive, profane, threatening, demeaning, language resulting violation of HIPPA regulations or compromising patient confidentiality can result in immediate termination

• Touching patients, except in the direct delivery of care or by a greeting, is prohibited • Socializing with patients and/or patient's significant others outside of the facility is

unacceptable • Socializing with patient's and/or patients' significant others after discharge from IIH is

prohibited. Staff are not to call, date, nor develop personal or social relationships with patients, former patients, or family/significant others of patients, including giving of personal information or residential phone numbers. Staff should discuss with their manager, any matter of concern regarding their contacts with current or former patient/family members of patient’s significant others.

• All staff will uphold all rules and regulations related to patient confidentiality in all areas including patient care, public and non-patient care areas. These rules and regulations include but are not limited to the following:

- Patient care providers are not to divulge to anyone any information or records concerning any patient without proper authorization. Unauthorized release of confidential information may constitute ground for termination and/or civil action.

- Conversations regarding patients are not to be held in the presence of other patients or any other person not privileged to this communication.

- Problems of a patient are not to be discussed with another patient.

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- Patients are not to be named or discussed with anyone in or outside of the facility who does not have the legal right to receive information about the patient.

• Personal problems, concerns or personal life information of patient care providers are not to be discussed with any patient, patient group or family/significant others. Any inappropriate interactions between patients and staff, staff and staff, or staff and others within the office will be met with investigation and quick response within the framework of IIH policy and procedure.

• Staff is not to discuss disagreements or criticize other patient care providers or physicians within the earshot of patients/families/significant others. A professional difference of opinion must be discussed in an appropriate private space.

• Behavior in patient areas and at the front desk shall be oriented toward patient care. Personal reading and conversations, including personal phone calls, are not to be conducted in these areas.

• Employees must avoid any situation, which involves a possible conflict between their personal interests and those of IIH Staff shall not solicit, and are encouraged not to accept gifts or compensation of any kind from any individual or IIH outside of IIH as a consequence of their position at IIH

• Employees who are licensed or certified in any profession shall follow all applicable rules or professional codes of conduct pertaining to that profession, in addition to the rules stated herein.

• IIH Employee is and shall be duly licensed to practice his/her profession in any State where IIH Employee is assigned and shall maintain current professional standing at all times. Evidence of such licensing shall be submitted to IIH prior to commencing the Assignment. IIH

• Employee agrees to give immediate notice to IIH in the case of suspension or revocation of his/her license, initiation of any proceeding that could result in suspension or revocation of such licensing, or upon the receipt of any notice or any other matter that may challenge or threaten such licensing.

• IIH Employee agrees to adhere fully with all quality assurance, peer review, risk management program or other programs that may be established by Client to promote appropriate professional standards of medical care

• All IIH patient care staff will be expected maintain English proficiency standards and use English exclusively during all paid working hours.

• While on the premises, all employees must follow these basic rules:

• Sleeping is not permitted during paid working hours. • Personal phone calls in the clinic during work time are prohibited, except in

emergency situations • Assigned duties must be carried out in a timely, efficient manner as directed or

delegated.

It is important for all IIH staff to promote our culture of service excellent while on assignment at a client facility. Every time you interact with a customer and patient, you are representing IIH.

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Customer Service Behaviors of Exceptional Customer Service include but are not limited to: a. Make eye contact b. Give a genuine warm greeting, using patient/customer name when possible c. Be positive, talk positively d. Respect patients and co-workers e. Take ownership: you are responsible for safety, cleanliness and confidentiality

Telephone Etiquette

Telephone courtesy guidelines include but are not limited to: • Answering the phone, preferably by the second ring • Identify yourself by giving your department and name • Identify the caller and what they are requesting • When leaving the line, before placing the caller on hold, ask the caller if he/she can hold the line and wait for the caller's response • When returning to the line, thank the caller for waiting • When you give the call to another person, inform them both that they have a call and who the caller is. • Try not to leave the caller holding for more than thirty (30) seconds. If you have to handle several calls at the same time or are unable to find the requested information or person quickly, ask if the caller would prefer to wait or to be called back. • If the person receiving the call is not available, advise the caller of this and offer the options of speaking with someone else or leaving a message • After taking a message, repeat the message to the caller to confirm that you have taken it down correctly and thank the caller. • When transferring a call, let the caller know that you are transferring the call and why. Also, identify the extension to which you are transferring in case the caller is inadvertently disconnected. • Allow your voice to reflect courtesy and a smile. What you say and how you say it makes a big difference.

Employees are to seek guidance from their manager when there are questions, concerns or problems with these rules or any other part of their employment. IIH policies may change at any time. Staff employees are expected to comply with the most current versions. To the extent this Handbook conflicts with any applicable company policy, the policy will govern. If you have questions concerning this Handbook or a policy, consult your supervisor for clarification. Any violations of the Code of Conduct will be investigated and may result in Disciplinary action up to and including termination, per IIH policy and procedures

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COMPUTERS AND TECHNOLOGY

The Company’s information technology systems and the information served by those systems are valuable and vital assets to the Company. This includes all computer systems (hardware and software), communication systems (networks, telecommunications, video, and audio broadcast systems), and information (processes, documents, data, text images, etc.) in any form on any media.

The Company’s information technology systems and all data that reside on them are Company property and may only be used in compliance with applicable law and Company and department policy. As a user of information resources, you are responsible for knowing about appropriate and ethical use of information in all environments you access, protecting the information you are using from corruption or unauthorized disclosure, working in such a manner as to consider the access rights of others, and following applicable guidelines concerning the use and nondisclosure of passwords and other means of access control.

The Company has the right to monitor all of its information technology system and to access, monitor, and intercept any communications, information, and data created, received, stored, viewed, accessed or transmitted via those systems. Staff employees should have no expectation of privacy in any communications and/or data created, stored, received, or transmitted on, to, or from the Company’s information technology systems.

ATTENDANCE POLICY

Attendance is a key factor in your job performance. Punctuality and regular attendance are expected of all employees. Excessive absences (whether excused or unexcused), tardiness or leaving early is unacceptable and may be considered grounds for termination. If you are absent for any reason or plan to arrive late or leave early, you must notify your supervisor and the office manager as far in advance as possible and no later than one hour before the start of your scheduled work day.

In the event of an emergency, you must notify your supervisor as soon as possible. For all absences extending longer than one day, you must telephone your immediate supervisor prior to the start of each scheduled workday. When reporting an absence, you should indicate the nature of the problem causing your absence and your expected return to work date. A physician’s statement may be required as proof of the need for any illness-related absence regardless of the length of the absence.

Except as provided in IIH leave policies, an employee who is absent from work for three consecutive days without notification to his or her supervisor will be considered to have voluntarily terminated his or her employment. The employee’s final paycheck will be mailed to the last mailing address on file with IIH. Excessive absences, tardiness or leaving early will be grounds for discipline up to and including termination.

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LEAVE POLICY

Island Integrated Health provides the following kinds of unpaid leave after the employee has completed their 90 day probationary period. Any leave prior to 90 days will be up to the discretion of management to approve on a case-by-case basis. All leave is on a use-it-or-lose it basis that resets on January 1st of each year.

Vacation leave

Island Integrated Health defines “vacation leave” as leave needed for personal trips such as vacation, birthdays, weddings, etc. Island Integrated Health provides the following amount of vacation time for employees unless otherwise specified in their employment agreement:

0-3 years tenure = 10 days or 80 hours

4-5 years tenure = 15 days or 120 hours

6+ years tenure = 20 days or 160 hours

Vacation leave should be requested in advance through the Clinical Director.

Sick leave

Sick leave can be used for personal illness or for caring for an ill family member.

After 2 consecutive days of sick leave, Island Integrated Health reserves the right to request proof of illness with a signed doctor’s note.

Sick leave should be requested by 8 am on the day in question via email or phone call to your supervisor (please note: text messages do not suffice).

Medical and Family Leave

As a company with fewer than 50 employees, please note that we are not required to comply with the federal Family Medical Leave Act (FMLA).

However, should a situation come up where leave might be required for a personal or family medical issue, we will review providing unpaid leave or flexible working arrangements on a case-by-case basis for employees in good standing who have worked full time at the company for at least one year.

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Bereavement Leave

Island Integrated Health offers up to 3 days or 72 hours for bereavement leave for employees with an additional 1 day or 8 hours for funerals that require travel of over 100 miles.

Island Integrated Health reserves the right to require proof of need for bereavement leave.

Holidays

Island Integrated Health provides the following unpaid holidays:

New Year’s Day

President’s Day

Memorial Day

Independence Day

Labor Day

Thanksgiving Day & the Friday after Thanksgiving

Christmas Day

If a holiday falls on a weekend, the Friday before or Monday after will be provided as the day off instead.

PROGRESSIVE DISCIPLINARY POLICY

Corrective action is a process designed to identify and correct problems that affect an employee’s work performance and/or the overall performance of the department. The progressive corrective action process should be handled consistently within each unit and for each problem. However, progressive discipline is not guaranteed, as Island Integrated Health is an at will employer, and may choose to terminate an employee at any time with or without cause.

The Progressive Corrective Action Process refers to the following actions:

• Counseling or verbal warning

• Written reprimand and warning

• Suspension

• Suspension pending investigation and final determination

• Specific warning of discharge

• Discharge

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Depending on the situation, any step may be repeated, omitted, or taken out of sequence; however, the Company reserves the right to effect immediate termination consistent with our rights as an at will employer. Each case is considered on an individual basis.

Typically, a preliminary meeting is held with the employee to allow the employee an opportunity to understand the nature of the concern and to explain his/her position on the matter. If necessary, the corrective action documentation would then be put together which would summarize the issue, taking into account any additional information the employee may have provided during the preliminary meeting.

When issuing corrective action, there should be clear and direct communication between the employee and his/her immediate supervisor. This communication should include a meeting between the employee and the supervisor.

However, in cases of serious workplace misconduct an employee is likely to be discharged immediately. Serious workplace misconduct includes, but is not limited to:

• Theft;

• Fighting;

• Behavior/language of a threatening, abusive or inappropriate nature;

• Misuse, damage to or loss of Company property;

• Falsification, alteration or improper handling of Company-related records;

• Unsatisfactory customer service;

• Disclosure or misuse of confidential information;

• Unauthorized possession or concealment of weapons;

• Insubordination (e.g., refusal to carry out a direct assignment);

• Misuse of the Company’s electronic information systems;

• Possession, use, sale, manufacture, purchase or working under the influence of non- prescribed or illegal drugs, alcohol, or other intoxicants;

• Any action that violates federal, state or local law.

CONFIDENTIALITY POLICY

Protecting the client’s identity and information is our top priority. Our Confidentiality Policy is governed by the Health Insurance Portability and Accounting Act and Federal Law 42 CFR PART 2 and Final Rule. To ensure confidentiality, we ask all clients to sign a Release of Information to a specific individual and/or entity that you wish to have involved in your case. Island Integrated Health will not release any information to a 3rd party without a signed release of information by the client. We are also restricted from re-disclosing 3rd party information.

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Clients may elect to revoke a signed Release of Information at any time either orally or in writing.

These Federal Confidentiality Laws require: • This agency from disclosing any identifiable information regarding a specific client, without

their written consent. • Releasing 3rd party information • Identify all persons age 14 as adults, not requiring parental consent. • Require parental consent for all clients aged 13 or younger. • Confirm a former and/or current client’s enrollment in treatment services and/or his/her

treatment status • An entity and/or agency must have either a signed Release of Information or Court Order in

order for our agency to release records.

Exceptions to Federal Confidentiality Laws: • Medical emergencies • Imminent threats/acts of violence made against agency staff and/or property • Imminent threats/acts made to self and/or others • Court Order • Suspicion of child and/or elderly abuse and/or neglect

Note: Client confidentiality not only pertains to the agency and staff maintaining privacy of all, but also clients are bound by these strict confidentiality laws. If a client’s information and/or presence are disclosed, then he/she who disclosed the information will be terminated immediately from treatment and may be subject to prosecution, upon investigation.

COMPLAINT/GRIEVANCE POLICY INFORMAL COMPLAINT

If you have an informal complaint, question, and/or concern, about your experience, atmosphere, and/or position, please address this issue with your supervisor or the corporate compliance officer. Your supervisor will attempt to resolve the issue and/or address it with management. Usually these complaints are verbal. An example of an informal complaint may be something similar to the following: “It’s always cold in the group room, can you please adjust the temperature?”

FORMAL COMPLAINT

If you wish to file a formal complaint, please put your complaint in writing and request to present your complaint to the Clinical Director. Your written complaint requires an additional document that must be completed and explaining your written complaint. You can obtain this form from our Reception Staff or on the company website islandintegratedhealth.com. If it is an issue that requires immediate attention, please make any available staff member aware of your concern(s).

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The Clinical Supervisor will ultimately decide if the concern needs to be handled immediately. Once in writing, your formal complaint will be sent to the Corporate Compliance Officer. The COO will have up to 30 calendar days to conduct an inquiry/investigation and you will be informed of his/her decision in writing. If the issue warrants an expedited response, the Officer will issue a decision within 48 hours.

GRIEVANCE /APPEAL

If you have received a decision and/or response to your formal complaint in writing from the Director and you are still unsatisfied, you may appeal to the following State of Hawaii Division:

Hawaii Department of Health Alcohol and Drug Abuse Division 601 Kamokila Blvd. Room 360 Kapolei, Hawai’i, 96707 (808) 692-7506

Note: By exercising your right to file a complaint at any level, you are guaranteed to be protected from any recourse and/or repercussions by Island Integrated Health.

QUALITY ASSURANCE

Island Integrated Health, LLC. conducts quarterly QA meetings. The purpose of the QA meeting and our Utilization Review process is to ensure quality and timely care for all clients; as well as, monitoring compliance with the above mentioned Administrative Rules. Island Integrated Health, LLC. welcomes input/feedback from staff, clients and community partners.

FINANCIAL AGREEMENT

Island Integrated Health is a private agency that accepts self-pay and private insurance. Our pricing is comparable with other treatment providers in the area. Full-payment/co-pays must be received when services are rendered. Clients will receive a monthly statement each month with a balance, if any. We accept the following forms of payment:

FORMS OF PAYMENT ACCEPTED

• Cash • Personal check • Money order/Cashier’s check • Major credit cards

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PRIVATE INSURANCE & QUEST

• It is each client’s responsibility to provide Island Integrated Health with their complete insurance information.

• ID & Insurance card is required at the time of the assessment for photocopy • We provide insurance billing as a courtesy to our clients. All claims are subject to the

guidelines exercised by each carrier. In any case that your insurance provider does not cover your claim for treatment services, then the you are financially responsible for any/all remaining balance(s), which will be made payable to Island Integrated Health. If services are provided to a minor (under age 14), then the legal guardian/parent(s) will be financially responsible.

• Each client is responsible for paying their co-pay as arranged with staff. • Some insurance plans require you to meet your deductible before paying on claims. • All claims submitted must meet its carrier’s guidelines of “medical necessity” in order for the

claim to be accepted/approved. • If the client is on an insurers plan, the insurer and/or guardian must be present and

knowledgeable about claims submitted. We will ask for a signed Release of Information for financial purposes only

SELF-PAY

• Full payment is due when services are rendered

• A $25.00 non-sufficient funds fee (NSF) charge will be assessed for any returned checks, including Electronic Fund Transfers (EFT) that default for non-sufficient funds. NSF fees are not billable to any health insurance. Personal checks will no longer be accepted as a valid form of payment once an NSF fee has been assessed.

• MISC. FEES • Photocopy (per page) $1.00 • N.S.F. Fee $25 • No Show Fee $25

• Client Records Request (per page) $1.00 • PAYMENT PLANS • Full payment is expected at the time

services are rendered. If you are unable to satisfy this request, please speak with a counselor regarding your financial situation and a possible payment structure. If a payment structure is established, and you fail to meet your financial obligation, then you may be charged full-fee for future services received. Also, income verification may be required if requesting payment plan option.

COMPLETION

• Successful completion means that the IOP program has documentation in its records that for the period of service deemed necessary the client has:

(a) Met the discharge criteria (b) Paid off all fee services

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COLLECTIONS, JUDGEMENTS, AND/OR GARNISHMENTS

Each client understands that in the event the payment agreement or signed Promissory Note is not honored, their account becomes delinquent. If an account goes unpaid for more than 60 days, Island Integrated Health may refer their account to a collections agency of its choice; obtain judgments and or garnishments of wages.

ADDITIONAL INFORMATION

From the date of client’s last treatment contact, they have 60-days to pay your balance in-full, if any. If a balance remains unpaid for longer than 60-days, then Island Integrated Health may forward their balance to an outside collection agency. Remember, if they are unable to pay your balance in-full by the 60th day, they may call to establish a binding payment plan with our agency. Island Integrated Health may also suspend services if an individual’s co-pay balance exceeds $300. Treatment would resume once balance is below $300.

SMOKING

Smoking is not permitted in the building but you may smoke in the smoking area on the fourth floor just outside the doors in the upper paring area. Island Integrated Health discusses tobacco education; however, we do not offer a formal smoking cessation program on-site. If you are considering that you want to discontinue smoking, please call 1-800-QUIT-NOW (1-800-784-8669). You may also visit them through their web site, www.smokefree.gov. There, you will find additional information about the dangers of tobacco, alternative healthy life-style practices, and be given the option to participate in a free individualized and confidential smoking cessation program.

This program is offered by the US Department of Health and Human Services. If you opt to participate in a free formal smoking cessation program, you will be asked to participate in a short assessment. These questions may include demographic information and use history. You will then be sent a resource guide, which includes coping skills and instructions on how to easily make the transition from being a smoker to a non-smoker. Finally, you will also have the option to be assigned a smoking cessation coach. This person helps facilitate your process and better explains how to fully utilize the resource guide. These services are also available in Spanish.

• The program will not allow tobacco use in program facilities • No chewing gum in any treatment session • No wearing hats or dark glasses in any treatment session • No wearing “short shorts”, halter tops, or other brief attire to any treatment session • No food or drink is allowed in the building • No T-shirts, hats, etc. advertising alcohol, bars, taverns, or containing language offensive to

others • Break between lecture and group is not to exceed 10 minutes though lecture length may vary.

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SUBSTANCE ABUSE POLICY

IIH believes that maintaining a workplace that is free from the effects of drug and alcohol abuse is the responsibility of all persons involved in our business, including IIH employees and clients. The use, possession, sale or transfer of illegal drugs or alcohol on company property, in company vehicles, or while engaged in company activity is strictly forbidden. Being under the influence of drugs or alcohol, while on company property, in company vehicles, or while engaged in company activities is strictly forbidden.

A violation of this policy will result in disciplinary action up to and including termination. Depending upon the circumstances, other action, including notification of appropriate law enforcement agencies, may be taken against any violator of this policy. In accordance with the Drug-Free Work-Place Act of 1989, as a condition of employment, patient care providers must comply with this policy and notify management within five (5) days of conviction for any use of, or distribution of a controlled substance. Failure to do so will result in immediate termination of employment pending the outcome of any legal investigation and conviction.

For the protection of our employees, the public and to insure an environment as free from the influence of illegal drugs as is reasonably and practically possible, the company may require a pre-employment drug screen, annual drug employment screen upon written agreement. If any director, manager, supervisor or other company officer or client representative has any suspicion that an employee under his or her supervision may be affected by or under the influence of illegal drugs, the employee under suspicion will be asked to undergo a laboratory test to determine the presence of illegal drugs. Refusal to take the test will subject the employee to immediate termination.

SEXUAL & OTHER UNLAWFUL HARASSMENT

IIH is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. Actions, words, jokes, or comments based on an individual's sex, race, color, national origin, age, religion, disability, sexual orientation, or any other legally protected characteristic will not be tolerated.

Definitions Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender-based harassment. The following is a partial list of sexual harassment examples:

-Unwanted sexual advances—verbal and/or non-verbal. -Offering employment benefits in exchange for sexual favors

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-Making or threatening reprisals after a negative response to sexual advances. -Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons or posters. -Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes. -Verbal sexual advances or propositions. -Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, or suggestive or obscene letters, notes, e-mails, invitations or communications of any kind. -Physical conduct that includes touching, assaulting, impeding or blocking movements. Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: -Submission to such conduct is made either explicitly or implicitly as term or condition of employment; - Submission or rejection of the conduct is used as a basis for making employment decisions. -The conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.

Upon experiencing or witnessing sexual or other unlawful harassment in the workplace, report it immediately to your supervisor. If the supervisor is unavailable or you believe it would be inappropriate to contact that person, you should immediately contact the Clinical Director or any other member of management. You can raise concerns and make reports without fear of reprisal or retaliation. All allegations of sexual harassment will be quickly and discreetly investigated. To the greatest extent possible, the alleged victim’s confidentiality, that of any witnesses, and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, the alleged victim will be informed of the outcome of the investigation.

Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment must immediately advise the Clinical Director or any member of management so the allegation can be investigated in a timely and confidential manner. Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.

PHYSICAL ASSAULT & WORKPLACE VIOLENCE POLICY

IIH is committed to providing a safe and secure workplace and an environment free from physical violence, threats and intimidation. Employees are expected to report to work to perform their jobs in a nonviolent manner. Conduct and behaviors of physical violence, threats or intimidation by an employee may result in disciplinary action up to and including termination and/or other appropriate action. IIH will not permit employment-based retaliation against anyone who, in good faith, brings a complaint of workplace violence or who speaks as a witness in the investigation of a complaint of workplace violence.

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Definitions

Workplace violence is any physical assault, threatening behavior or verbally abusive remark that is made in the workplace and/or effect the workplace behavior of an employee, which includes but is not limited to:

1. Verbal Abuse: Any verbal expression issued with the intent of creating fear or intimidation in another individual, or group of individuals, or verbal remarks or comments expressed in a loud, harsh or threatening tone of voice or in a joking manner within the workplace.

2. Physical Abuse: Any intentional movement of the body, which may include touching, gestures, pushing, striking, stalking or any unwanted intrusion of “reasonable space” of an employee as well as any intentional use of any object toward an individual.

3. Creating a Hostile Work Environment: Any intentional nonphysical action that can be considered intimidating, or harassing with the intent of creating an environment that has the purpose or effect of unreasonably interfering with an individual’s performance of where behaviors create hospital or threatening environment.

Employees will conduct themselves in such a way to reduce the possibility of any conflicts or acts that would create a violent, abusive or unsafe workplace environment for themselves or others. Employees will notify management of workplace violence incidents, which have occurred on or off-site that has the potential of impacting the work environment. Employees will remove him/herself from any situation that may result in workplace violence. This means that if confronted with a potential situation involving workplace violence, an employee must make a serious attempt to retreat from the situation and report said incident to management.

WORK RELATED INJURY AND/OR EXPOSURE

IIH provides Workers Compensation insurance for its employees as required by law. It is our philosophy that if an employee is injured while at work, it is our intent to assist that employee to return to work as soon as possible. The employee is obligated to report a work related injury to IIH as soon as possible. An Injury Report Form needs to be completed by the employee as soon as possible after the injury. Depending on the severity of the injury and when the injury was reported will determine where a physician will see the employee.

In the case of an emergency situation, the employee is advised to go to the emergency room. If it is not an emergency situation, IIH will advise the employee where to seek medical help. The injury will be reported to the workers compensation insurance provider who will manage the employees’ return to work.

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FIRE SAFETY, NATURAL DISASTER, BOMB THREAT PROCEDURES & EVACUATION ROUTE

A. Fire Procedures: The following are the overall components of the organization’s fire emergency plans. These serve as basic approaches to responding to fire emergencies; however, each site may have additional components due to the nature of the physical layout of the facility and local regulatory requirements. It is the responsibility of the facility Safety Officer to ensure that the special needs and characteristics of each facility are addressed in additional policy and procedure, if appropriate, and that these special needs and characteristics are communicated to all affected persons and the management team. The components of the organization’s fire emergency plans are as follows:

1. In the event of the discovery of a fire, evacuate all individuals from the immediate area.

2. Close all doors to contain the fire.

3. If the fire is small, attempt to contain it by using a fire extinguisher.

4. Announce that there is a fire in the building and the need to immediately evacuate.

5. Call 911 and report the fire, providing the name and address of the site.

6. Assist in the evacuation process and account for all persons served, employees, and visitors.

7. To expedite the evacuation process, all ambulatory persons served and visitors are evacuated first, followed by staff members who will assist all others in evacuation.

8. All persons will be evacuated and assembled at a location that is pre-determined by each facility as the evacuation assembly area.

9. The safety officer or designee will provide any special information to arriving emergency personnel such as size and location of fire and location of any flammable or explosive items, and will relinquish control of the situation to the local authorities.

10. The fire department will be the final authority in determining building re-entry.

11. If the facility cannot be re-occupied, the designated employee in charge of managing the site will manage, through consultation with the (place responsible position here), the continuation of essential services, as per those procedures contained in this policy.

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12. The (place responsible position here) will be notified as soon as possible of the incident and an incident report will be completed and processed as per the Critical Incident Policy.

B. Evacuation Procedures: In the event of an emergency that requires a facility to be evacuated, the following procedures will be as follows:

1. Evacuation of the facility shall occur should any of the following events occur:

a. Fires: If it is immediately determined that the extent of the fire cannot be contained with quick and direct actions, the building will be evacuated.

b. Violence and/or Aggression: If a crisis situation occurs that involves a direct threat to any persons in the building, the building will be evacuated.

c. Utility Disruption or Crisis: Situations that will necessitate evacuation in this area include gas leaks and electrical malfunctions determined to present a health risk.

d. Noxious Odors or Fumes: If it is determined that there are odors or fumes that are a health risk due to eye, skin, or lung irritation, the building will be evacuated.

e. Bomb Threat: In the event of a bomb threat made toward the organization, the building will be evacuated.

2. In the event it is determined the building should be evacuated, the following procedures will be followed:

a. The Safety Officer will inform all staff of the evacuation order through the Pan Am Building overhead paging system, activation of fire alarm, and orally.

b. All staff in direct care service areas or in direct contact with persons served will assist the patient(s) in exiting the building through the exits according to the facility emergency exit plan/map. Staff not in direct contact with persons served or patient areas will immediately exit the building according to the facility emergency exit plan/map. Staff in patient areas will check the rest rooms to ensure that all persons evacuate.

c. The Safety Officer will exit the building with the safety binder, in order to access information on contacting emergency personnel.

d. All staff and persons served will proceed to the designated evacuation area in the Teddys Bigger Burgers as quickly as possible.

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e. The Safety Officer, or designee, will determine if all staff and persons served are present and out of the building, through surveying staff to determine if all persons served being treated during the time of evacuation are accounted for and determining if all staff are also accounted for.

f. Should it be determined that someone in the building is not present outside the building, the Safety Officer will determine if the nature of the emergency presents a threat to life and/or health to the degree that it would not be prudent to re-enter the building briefly to seek the location of the missing individual or individuals. If it is determined that the situation would allow a quick re-entry to locate the missing individual, the Safety Officer will briefly re-enter and call out the name of the individual. If there is not a response, the Safety Officer will exit the building and wait for emergency personnel to arrive and take control of the situation.

g. Should the building not be of the condition to be re-occupied to provide services, the following essential services will be provided until the current facility or another facility can be brought back into full service operation: (this is where you fill in what services will need to be provided on an emergency basis until operations can be brought back up to speed, it could be how you would get all the patient’s data and records, get them to another facility, and so on)

i) The clients data and records will be accessible online at the alternate location of its choice.

ii) Management will inform clients of the alternate location they will be providing services at.

h. The following emergency phone numbers are for use in the event of an evacuation, and will be maintained on the back-side of the front cover of the Safety Binder:

• American Red Cross 7342101 • Hard of Water Supply 748-5000 • City and County of Honolulu 723-8960 • Department of Health 5868000 • Disability & Communication Access Board (DCAB) 586.8121 • Emergency calls 911 • Hawaii Emergency Management Agency 733.4300 • Hawaii Gas 526.0066 • Hawaii One Call Center 811 • Hawaiian Electric Company 1.855.3041212 • Hawaiian Telcom 643.6111 • Streetlight Outage 768.5300 • National Flood Insurance Program (NFIP) 800.621.3362

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i. Once an emergency evacuation has occurred, the building cannot be reoccupied until the responding emergency authority grants permission that the health and safety of staff and persons served is no longer compromised. Should an immediate re-occupation not be allowed by the authorities, occupation will be determined through the authority of the entity that is charged to bring the building back into compliance with health and safety standards (gas company, fire department, building inspector, etc.)

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HallwayFire

Escape

Island Integrated Health Evacuation Map

In the event it is determined the building should be evacuated, the following procedures will be followed:    The building will inform all staff of the evacuation order through overhead paging system and activation of fire alarm. The staff will notify all people in the office verbally.   All staff in direct care service areas or in direct contact with persons served will assist the patient(s) in exiting the building through the exits according to the facility emergency exit plan/map. Staff not in direct contact with persons served or patient areas will immediately exit the building according to the facility emergency exit plan/map. Staff in patient areas will check the rest rooms to ensure that all persons evacuate.    The Safety Officer will exit the building with the safety binder, in order to access information on contacting emergency personnel.    All staff and persons served will proceed to the designated evacuation area down the stairwell and out as Pan Am Building Security directs, to the parking lot next door behind Teddy’s Bigger Burgers as quickly as possible.    The Safety Officer, or designee, will determine if all staff and persons served are present and out of the building, through surveying staff to determine if all persons served being treated during the time of evacuation are accounted for and determining if all staff are also

Since the information, policies, and benefits described herein are subject to change at any time, I acknowledge that revisions to the handbook may occur. All such changes will generally be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies. Only the CEO of Island Integrated Health has the ability to adopt any revisions to the policies in this handbook.

Furthermore, I understand that this handbook is neither a contract of employment nor a legally- binding employment agreement. I have had an opportunity to read the handbook, and I understand that I may ask my supervisor any questions I might have concerning the handbook. I accept the terms of the handbook. I also understand that it is my responsibility to comply with the policies contained in this handbook, and any revisions made to it.

I further agree that if I remain with Island Integrated Health following any modifications to the handbook, I hereby accept and agree to such changes.

I have received a copy of Island Integrated Health’s Employee Handbook on the date listed below. I understand that I am expected to read the entire handbook. Additionally, I will sign the two copies of this Acknowledgment of Receipt, retain one copy for myself, and return one copy to Island Integrated Health’s representative listed below on the date specified. I understand that this form will be retained in my personnel file.

By signing below, you are agreeing that you understand and agree to the above policy and you are agreeing to exercise additional requirements, which are stated below:

• I agree not to disclose any and all information about other clients and/or family members. These include all former, current and future clients.

• I understand that all information disclosed in group therapy is strictly confidential to the members of that group, including the each member’s identify.

• Violators of this possible will be terminated from all services offered by Island Integrated Health and subject to possible prosecution.

EMPLOYEE NAME EMPLOYEE SIGNATURE DATE

The Employee Handbook contains important information about Island Integrated Health, and I understand that I should consult Island Integrated Health Owners, or my supervisor, regarding any questions not answered in the handbook. I have entered into my employment relationship with Island Integrated Health voluntarily, and understand that there is no specified length of employment. Accordingly, either Island Integrated Health or I can terminate the relationship at will, at any time, with or without cause, and with or without advance notice.

STAFF NAME STAFF SIGNATURE DATE

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