FlexRN Employee Handbook

Benefits, Policies and Procedures
Handbook
November 2011
Introduction
Congratulations and welcome!
FlexRN and its entire staff is excited to have you as a member of our team, and look forward to working
with you for many years to come. We have gone to great lengths so that this Employee Handbook is quick
and easy to use. We have worked hard to attract you to FlexRN and build a great team. We are committed
to maintaining a workplace free of unlawful discrimination or harassment.
The purpose of this handbook is to acquaint employees with some of FlexRNs personnel policies,
procedures and benefits. While it is hoped that the policies and procedures stated herein will foster fair and
consistent administration and concern for the individual employee, they are not conditions of employment.
This handbook does not create an employment contract or term, or limit the reasons for dissolution of the
employment relationship.
This handbook is general in nature and cannot predict specific outcomes for every possible situation; the
interpretation of our policies will be at our discretion. Additionally, FlexRN reserves the right to alter all
policies without advance notice, which includes policies relating to compensation and benefits.
In accordance with Virginia law, we are an a
t will employer. This means that, just as you are free to
resign at any time, the Company reserves the right to discharge you at any time, with or without cause or
advance notice and with or without compensation except for time actually worked.
This handbook supercedes all previous policies, agreements, and representations, oral or written. Any
policy or agreement in conflict with this handbooks provisions must be in a written Employment
Agreement signed by the President.
Our employees are our most valued resource and we are always here to support you and all of your hard
work as a member of Team FlexRN!
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More Information and Facts about FlexRN

FlexRN + Co. have been in the business of providing supplemental staffing to the healthcare community
since June of 1999. FlexRN + Company started in Oregon as a supplemental healthcare staffing agency
under the name of Central Oregon Staffing Solutions LLC., and expanded to the Virginia area in 2001. In
February 2004, Central Oregon Staffing Solutions was renamed FlexRN + Co. (Also known as Fle
xRN)
and sold the original Oregon business elements in February 2004. Those original business elements
continue to operate as PACE Medical Staffing.
Quick Facts
Over 70% of our staff is made up of specialty nurses
Over 50% of our staff has five or more years of experience in their specialty
In the last 7 years, our agency has had less than 15 DNRs and we currently book over 15,000 hours per
month in the D.C. metropolitan area alone.
We can reach all of our healthcare providers (over 2800 in total) in less than five minutes
We are the only staffing agency to offer an Emergency Response Plan.
What sets us aside from other agencies?
Our company strives to maintain the personal touch while providing superior customer service. We believe
this is a business built on trusting relationships. Our quality assurance program makes certain that you
always receive the best supplemental staffing available. Virtually all of our hires are peer referrals, are
individually interviewed by clinicians, and likely to stay with our company for an average of five years.
Our retention rate is one of the highest in the agency business. Whether it is per diem, local contract, travel
or permanent placement of RNs, we are confident we are the right choice, right now! Welcome on board!
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FlexRN Mission Statement

FlexRN is dedicated to delivering reliable, high quality, ethical and compassionate nurses to hospitals
nationwide, as well as conduct employment searches for permanent placement positions for the hospitals
we serve. As an innovative addition to the agency industry, we maximize our employees potential for
success, and are positioned to attract the finest applicants. Each applicant is screened and prepared so as to
provide the best supplemental staffing the industry has to offer. FlexRN is deeply committed to exceeding
our clients and employees expectations by treating each as our number one priority. We will always
provide the highest quality nurses at a reasonable rate so that together we can work towards our common
goal of providing exceptional patient care.
Vision Statement
We have emerged as a highly regarded agency known for our excellence in clinical practice and customer
service by:
Concentrating solely on staffing hospitals and acute care facilities.
Compensating our employees at the highest level so as to be able to attract the highest quality
applicants.
Recruiting primarily through peer referral.
Clinical Staff interviewing all applicants to ensure continued high quality clinicians.
Being readily available to our employees and clients on the phone or in person twenty-four hours a
day, seven days a week.
Members of our managerial team regularly maintaining contact with our client sites for quality
assurance and clinical review.
Maintaining an innovative communication system that allows us to reach our employees within a
moments notice for last minute shift needs or emergency situations.
Incorporating client and employee suggestions in our continual commitment to excellence
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Policies and Procedures

Section One: Equal Employment Policies
1.1 Equal Employment Opportunity
1.2 Prohibition against all Forms of Harassment
1.3- Conflict of Interest
Section Two: Employment Status
2 Active, Dormant, and Inactive Status
Section Three: Recruitment and Selection
3.1 Employment Eligibility
3.2 Employment of Relatives
3.3 Background Checks
3.4 Application Information
Section Four: Compensation and Benefits
4.1 Employment Insurance
4.2 Family Medical Leave Act
4.3 Advances
4.4 General Employment agreement
4.5 Contract Agreements
Section Five: Evaluation
5.1 Employee Evaluation
5.2 Corrective Action
Section Six: Standards of Conduct
6.1 General Rules
6.2 Personal Appearance
6.3 Drug-Free Workplace
6.4 Smoking
6.5 Gratuities
6.6 Soliciting
6.7 Auto Insurance
6.8 Safety Rules, Incident Reporting
6.9- Severe Weather Policy
6.10- Office Hours, Emergencies and 24/7 Online Access
Section Seven: Grievances and Suggestions
7.1 Grievances
7.2 Suggestions
Section Eight: The Company Needs You
8.1 Respect for Your Work Preferences
8.2 Respect for Your Compensation
8.3 Respect for Your Need for Opportunity
Section Nine: Clinical Employee Policies and Procedures:
9.1 Employee requirements
9.2 Attendance and Punctuality
9.3 Shift Cancellations, Confirmation Phone Calls, and Inconvenience Pay
9.4 Overtime
9.5 Floating Policy
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9.6 Orientation Pay

9.7 Time Slips
9.8 Time Reporting
9.9 Payroll Deductions
9.10 Self Scheduling
9.11 Holiday Pay
9.12 Following Client Work Rules
9.13 Name Badges and Proof of Licensure
9.14 Notification of Company in the event of Proposed Client Hire
9.15 Bonus Programs
9.16 The Health Insurance Program
9.17 The Company 401k Plan
Appendix
Orientation Policy and Materials
General Safety and JCAHO, OSHA, HIPAA Orientation Policy
Patient Rights
Age Specific Competencies
Healthcare Violence and Patient Abuse
Healthcare Provider Complaint Hotlines for MD, VA and DC
HIPAA Compliance
Code of Ethics
Ergonomics and Fire Safety
Blood borne Pathogens
Electrical Safety
Radiation Exposure Safety
Pain Management
Latex Allergy
Hazard Communication
TB overview
Restraint Policy
2009 National Patient Safety Goals
Diversity in the Workplace
Injuries/Accidents Policy and Materials
Employee Responsibilities in the event of Workplace
Injury/Accident
Injury/Accident Investigation Report
Employment Materials
Housing Policy
Drug Screen Policy
Major Terms of Employment
Employee Evaluation Forms (2)
Employee Self Evaluation
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Chapter 1
FlexRN
Chapter 1 Equal Employment Policies

1.1 Equal Employment Opportunity
It is the policy of the Company to provide equal employment
opportunity to all employees and applicants for employment and not to
discriminate on any basis prohibited by law, including race, color, sex,
age, religion, national origin, disability, marital status or veteran status.
This policy applies to all terms and conditions of employment,
including but not limited to hiring, placement, promotion, termination,
reduction in force, recall, transfer, leaves of absence, compensation
and training.
Employees are directed to bring any violation of this policy to the
immediate attention of their supervisor or the company president. Any
employee who violates this policy or knowingly retaliates against an
employee reporting or complaining of a violation of this policy shall
be subject to immediate disciplinary action, up to and including
discharge. Complaints brought under this policy will be promptly
investigated and handled with due regard for the privacy and respect of
all involved.
1.2 Prohibition against all Forms of Harassment

It is FlexRNs intent to provide a work environment free from all
verbal, physical and visual forms of harassment. All employees are
expected to be sensitive to and respectful of their coworkers and others
with whom they come into contact while representing FlexRN. We
prohibit all forms of harassment, whether due to sex, sexual
orientation, race, religion, disability or for any other reason.
With respect to sexual harassment some examples of the conduct we
prohibit include, but are not limited to:
Vulgar or sexual comments, jokes, stories and innuendos.
Graphic or suggestive comments about someones body or

manner of dress.
Gossip or questions about someones sexual conduct or

orientation.
Vulgarity, leering, inappropriate touching and obscene or

suggestive remarks or gestures.
Clinical Employee Handbook
Ch. 1 Equal Employment Policies
Prohibition Against All Forms of Harassment
Display in the workplace of sexually suggestive photographs,

cartoons, graffiti and the like.
Unwelcome and repeated flirtations, requests for dates and the

like.
Requests or demands for sexual activity, dates, or the like by the

implied or express promise of rewards or preferential treatment.
Requests or demands for sexual activity, dates, or the like by the

implied or express threat of punishment.
Intimidating, hostile, derogatory, contemptuous or otherwise

offensive remarks, whether or not sexual in nature, that are
directed at one sex where the remarks cause discomfort or
humiliation and interfere with the performance of the employees
duties.
Retaliation against an employee for refusing sexual or social

overtures, for complaining about sexual harassment, or for
cooperating with the investigation of a complaint.
If at any time you believe you are being subjected to harassment or

discrimination or if you become aware of such conduct being directed
at someone else, you should promptly notify your FlexRN Scheduler,
as well as the appropriate chain of command at the facility in which
you are working or the human resources department of that facility. If
the object of the complaint is the supervisor or the complainant does
not wish to discuss the complaint with the supervisor for any reason,
the complainant may notify the next chain in command or FlexRN can
handle it if is requested. All reported incidents will be investigated
under the following guidelines:
Complaints will be disclosed only as necessary to allow us to

investigate and respond to the complaint. No one will be involved
in the investigation or response except those who need to know.
Any special concerns about confidentiality will be addressed at
the time they are raised.
Anyone who is found to have violated this policy is subject to

corrective action up to and including discharge; this corrective
action depends on the gravity of the offense and not on the status
of the offender. We will take whatever action we deem necessary
to prevent an offense from being repeated.
We will not permit retaliation against anyone who makes a

complaint or who cooperates in an investigation.
Chapter 1
FlexRN
1.3 Conflict of Interest

FlexRN has no interest, and shall not acquire any interest, direct or
indirect, financial or otherwise, which conflicts in any manner or
degree with the client facility or with the performance of services by
you.
Chapter 2
FlexRN
Chapter 2 Employment Status

CLINICAL EMPLOYEES DEFINED
A clinical employee of FlexRN is a healthcare professional that has
applied for, or is currently working, for the Company at a client
facility. Clinical Employees may fall into the active, dormant,
inactive, terminated, applicants, holding applicant, or do not hire
categories.
ACTIVE
Employees are considered active if they have worked, at minimum,
one shift or referred one active employee in the last quarter unless
otherwise noted in their status. Active employees are expected to
maintain compliance with Company credential requirements. Benefits
eligibility is subject to an employee meeting additional criteria
outlined in the benefits section.
DORMANT
Employees are considered dormant if they have not worked in the last
quarter, but have expressed an interest in working in the future.
Dormant employees have no compliance requirements.
INACTIVE
Employees are considered inactive if they have not worked in the last
quarter, and do not intend on returning within the next 2 quarters, but
have an interest in keeping up with the Companys openings. This
includes Applicants that do not intend on completing the application
process in the near future.
TERMINATED
Terminated employees are designated as such when they have been
dismissed from employment for cause.
APPLICANTS
Applicants are those prospective employees who are being evaluated
to determine whether employment in a specific position or with the
Company is appropriate. Applicants are expected to complete the
Ch. 2 Employment Status
Status Descriptions
application process and meet compliance guidelines in a timely

manner consistent with the Recruiters expectations.
HOLDING APPLICANT
Applicants who have not finished the application process, but have
expressed an interest in completing it in the near future are to be
assigned to the Holding Applicant status.
DO NOT HIRE
When an applicant does not meet our standards during some point in
the hiring process, they are assigned this status.
Chapter 3
FlexRN
Chapter 3 Recruitment and Selection

3.1 Employment Eligibility
Within three business days of hire or rehire, all new employees are
required to present sufficient documentation to establish their identity
and eligibility to work in the United States. Additionally, they must
sign INS Form I-9.
3.2 Employment of Relatives

It is our policy not to discriminate in employment decisions or policies
on the basis of marital status. We permit the employment of qualified
spouses and other relatives of current employees, however, they may
not work the same shift in the same unit at the same facility.
3.3 Background Checks

In considering an applicant for hire, we will conduct an investigation
of the applicants background. The investigation may include, but is
not necessarily limited to, inquiries into the applicants references,
credit history and conviction record. An applicant will not be denied
employment solely on the basis of a poor credit history and will not be
denied employment for having filed bankruptcy.
Application for employment with FlexRN authorizes FlexRN to obtain
a copy of such applicants credit report during application process.
Furthermore, at any time permissible under the Fair Credit Reporting
Act, FlexRN may obtain a credit report during employment. A full
criminal background check will be done by PreChecks and will cover
the past seven years. This check will be done in accordance with the
state laws in which you will be available for temporary employment
through FlexRN. This will include inquiry with state police
departments, GSE, OIV, and state licensing boards and all other
applicable governing bodies. This background check will be updated
on a yearly basis and any other time FlexRN or a client facility deems
necessary.
3.4 Application Information

It is expected that all information supplied by an applicant for
employment with FlexRN will be factual and accurate. If an applicant
Ch. 3 Recruitment and Selection
Application Information
misrepresents or omits information on the application or

accompanying application materials, they will not be considered for
employment. If the omission or misrepresentation is discovered after
employment has begun, the employee may be immediately discharged.
Chapter 4
FlexRN
Chapter 4 Compensation and Benefits

4.1 Employment Insurance
FlexRN maintains workers compensation insurance and
unemployment insurance through AIG in compliance with applicable
laws for all employees. The general and professional liability
insurance provided through Evanston Insurance is above and beyond
requirements and includes two million per incident and six million in
aggregate. Verification and validation of insurance coverage can be
provided if requested.
4.2 Family Medical Leave Act

The federal Family and Medical Leave Act of 1193 provides working
men and women a measure of job security when family matters of a
medical nature require their absence by allowing you the option of
continuing coverage under any group health plan..You are eligible for
up to 12 weeks of unpaid leave for certain family and medical reasons
if you have worked for at least one year and 1,250 hours over the
previous 12 months. You must provide 30 days advance notice when
the leave is foreseeable and the company may require a medical
certificate to support a request for leave. Requests for FMLA
consideration should be submitted in writing to the FlexRN Director of
Operations and include start and end date of leave, length of leave and
reason for leave. Please contact the Director of Operations for
questions regarding your FMLA rights.
FMLA requires covered employers to provide up to 12 weeks of
unpaid, job-protected leave to eligible employees for the following
reasons:
For incapacity due to pregnancy, prenatal medical care or child

birth;
To care for the employees child after birth, or placement for

adoption or foster care;
To care for the employees spouse, child, or parent, who has a

serious health condition; or
For a serious health condition that makes the employee unable to

perform the employees job.
Ch. 4 Compensation and Benefits
Advances
4.3 Advances
It is FlexRNs policy to not grant employees advances on their
compensation, but it will be evaluated on a case by case basis.
4.4 General Employment agreement

This handbook, together with any additional documents you are asked
to sign or addendums you are made aware of while an employee of
FlexRN, constitutes your agreement with FlexRN + Co.
4.5 Contract Agreements

For any contract you agree to work with FlexRN you will be asked to
sign a contract agreement outlining your contracted specifications for a
set time and a set number of hours. This agreement will need to be
signed and returned to FlexRN before any contract is binding. You
will receive a copy of this agreement signed by a FlexRN
representative. By signing your contract agreement you are agreeing to
all the terms and conditions outlined in the specific agreement and all
the terms and conditions set forth in this handbook. Documentation
necessary for compliance is required 48 hours prior to the start of the
contract. All contracts are considered legally binding. In a travel
assignment where housing is provided, termination of the contract
leaves the employee responsible for the remainder of the lease.
Chapter 5
FlexRN
Section Five: Evaluation

5.1 Employee Evaluation
The performance evaluation process is designed to provide a dialogue
between the client supervisor and employee on how job requirements
and goals are being met.
Performance evaluations for per diem workers are conducted:
Two due within first 6 months of employment
One due at each new facility
Two due yearly, thereafter, if at same facility.
Annual Self Evaluation and goals
Performance evaluations for contract workers are conducted:
One completed at the start of the contract
Two to be completed within the duration of the contract.
Annual Self Evaluation and goals
Additional evaluations, which may be formal or informal, may be

requested by the employee or required by the supervisor, if a
performance problem exists.
An unsatisfactory review indicates suspension, which means
employment may not continue unless performance improves. An
unsatisfactory review typically will result in a reevaluation in 30 days.
However, depending upon the circumstances, an unsatisfactory review
may result at our discretion in probation, discipline or discharge.
5.2 Corrective Action

FlexRN may take the corrective action we deem appropriate when an
employee does not adhere to our standards, rules or objectives, or
where we conclude the employees performance is otherwise
unsatisfactory. Any clinical issue is reviewed by the clinical RN
review board, and any behavior issue is handled by Human Resources.
Corrective action includes verbal warning; written warning;
suspension with or without pay; demotion or reassignment; or
Ch. 5 - Evaluation
Corrective Action
discharge, with or without advance notice. ANY complaint from a

client facility will result in immediate investigation and verbal warning
when findings warrant such action. Along with the verbal warning,
there will be an automatic 30-day probationary period with the need
for an employee evaluation at the end of that 30-day period. End of
probation will depend on results of evaluation. If the evaluation is
poor, a written warning may follow or suspension may result.
If any serious or life-threatening complaint is received from a client or
facility, it will be reported to the appropriate authorities.
Suspension may be used either as a corrective measure, to permit an
investigation that will allow us to determine what corrective action
will be applied, or to remove an employee from the premises for a
period of time.
Generally, a written warning should be issued only after the employee
and the supervisor have discussed the problem. The warning should
outline the problem and any improvement required, refer to any
previous warnings or actions taken, and explain the consequences of
repeated infractions or failure to correct performance. The employee
should sign the warning and receive a copy. (The employees signature
acknowledges receipt of the warning, not agreement with it. Any
refusal to sign the warning should be noted on the warning.) The
warning should then be forwarded to the President for inclusion in the
employees personnel file. A warning, whether verbal or written, may
preclude eligibility for daily pay.
A written warning may specify a probationary period during which the
employee must demonstrate satisfactory performance. At the end of
the probationary period (or earlier, if requested or allowed by the
supervisor), the supervisor and employee should meet to review the
employees progress. An additional employee evaluation may be
requested from client. Possible outcomes at the follow-up meeting
include:
End of probationary status
Continuation of probationary status with a scheduled follow-up
Further corrective action, up to and including discharge
A probationary period does not guarantee the employee will remain

employed to the end of the specified period. Successful completion of
probationary status does not guarantee later employment or limit our
discretion with respect to corrective action or termination or
employment.
2
Chapter 6
FlexRN
Section Six: Standards of Conduct

6.1 General Rules
All employees should act professionally and in the best interests of the
FlexRN at all times. Violations of this standard of conduct are
unacceptable and may result in corrective action, including possible
termination.
The following are examples of other violations of standards of
conduct. These examples merely illustrate, and do not limit, the types
of conduct we may consider unacceptable.
Tardiness or excessive cancellations
Un-businesslike conduct including rudeness
Inappropriate dress or poor grooming
Using work time for personal activities
Performance that does not meet the requirements of the position
Unexcused absence
Abusive language or conduct
Insubordination or deliberate failure to carry out instructions
Unauthorized release of confidential information
Misusing, destroying, or purposely damaging the property of

FlexRN, our clients or co-workers
Falsifying records, including employment application materials or

Time Slips
Harassment of any nature
Acts of dishonesty or fraud
6.2 Personal Appearance

We expect you to dress and groom yourself in a neat manner
consistent with your job position. Standards may vary from position to
Ch. 6 Standards of Conduct
Online Access
position and are dependent on facility requirements. You must adhere

to all facility uniform requirements. Contact your scheduler for
requirements.
6.3 Drug-Free Workplace

It is our policy to maintain a drug-free workplace. The possession, use
or trafficking of alcohol, drugs or controlled substances in the
workplace poses unacceptable risks to the safe, secure and efficient
operation of our organization and are strictly prohibited.
Employees who possess or are under the influence of alcohol, drugs,
or controlled substances while on FlexRNs premises, or while
representing FlexRN, will be subject to corrective action, up to and
including discharge. All employees will submit to a 10 panel drug
screen at the time of hire, on an annual basis and at any time FlexRN
or a Client facility deems necessary.
6.4 Smoking
Smoking on FlexRNs premises and at client sites is restricted to
designated areas.
6.5 Gratuities
The company prohibits its employees from accepting gratuities unless
shared with entire unit.
6.6 Soliciting
Employees are prohibited from soliciting funds or political support and
from selling merchandise, tickets, or chances during working hours
without the written permission of the relevant supervisor.
6.7 Auto Insurance

All employees who use their personal vehicles while performing
FlexRN business must maintain auto insurance in compliance with the
requirements of their state of residence. This would include our on-call
employees who would generally be using their own cars to commute
to our client worksites.
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Chapter 6
FlexRN
6.8 Safety Rules, Incident Reporting

Please contact the
Director of Operations for
information regarding
FlexRNs safety rules as
contained in the General
Safety and JCAHO,
OSHA, HIPAA
Orientation guidelines.
It is our policy to provide safe working conditions and complete

instructions covering safe working methods for all employees. We will
make special equipment required to protect employees against
particular hazards available. It is the obligation of each employee to
observe safety regulations, to use the safety equipment properly, and to
practice safety at all times.
If an accident or injury occurs while on duty, please follow the
guidelines specified in the form entitled Employee Responsibilities in
the event of Workplace Injuries/Accidents located in the Appendix. All
employees are required to follow these procedures in order to obtain
coverage under the workers compensation policy.
FlexRN provides Workers Compensation Insurance to employees on
assignment with FlexRN. Any workers compensation claims will be
filed in the State in which the incident occurs.
6.9 Severe Weather Policy

FlexRN understands that from time to time, severe weather conditions
will occur and as a result, some cities/states may be in a state of
emergency. In this case you may make the decision not to travel into
work to protect yourself from hazardous conditions. We respect that
decision and ask that you call your FlexRN Scheduler immediately
with as much advance notice as possible so that we may notify the
facility and attempt to back fill your shift. If you are on a contract, you
must make up all missed shifts during the duration of your assignment.
If the facility provides safe transport in these emergency situations, we
ask that you make every effort to utilize these services and fulfill your
commitment.
6.10 Office Hours, Emergencies and 24/7 Online Access

While working with FlexRN our employees will be available to
answer any questions that may arise during your employment.
Whether your concerns are general information questions or specific
assignment related items, we are generally interested in taking the time
to answer your questions and always strive to exceed your
expectations. Your personal schedulers and office staff are available to
assist you Monday through Friday 9am to 5pm EST. In addition, for
any emergency calls after hours or on the weekends, you can reach an
On Call employee by calling our toll free number (866-781-0726).
Ch. 6 Standards of Conduct
Online Access
Online access is available 24/7 for you to update your availability,

update information in your profile, note any compliance deficiencies,
view you last paycheck, etc. We also have online surveys that you can
complete to let us know how we are performing. We are always
striving to exceed your expectations as an agency and all feedback and
suggestions are greatly appreciated.
Chapter 7
FlexRN
Chapter 7 Grievances and

Suggestions
7.1 Grievances
In an effort to establish the smoothest possible working relationship
among the employees of FlexRN, a simple procedure for settling
employee grievances and problems has been established.
A grievance occurs when an employee feels, rightly or wrongly, that
he or she has not been treated fairly, or that a work relationship may be
severed.
Since the Scheduler is often in the best position to help resolve
problems or answer questions, you should discuss the grievance with
the Scheduler within 48 hours of the event(s). If the complaint relates
to patient care, report it to your Scheduler during normal business
hours or the on call staff if after hours.
The CNOs decision shall be final and binding upon the Company and
the employee.
It may be appropriate, in some circumstances at our discretion, to use
different procedures to look into or resolve problems or complaints.
All decisions regarding the resolution of problems or complaints
remain at our discretion and shall be final.
If there is a complaint against FlexRN in Maryland there are specific
guidelines for reporting. See Maryland Department of Health and
Mental Hygiene in Appendix for reporting information.
7.2 Suggestions
All employees are encouraged to submit suggestions regarding
improvements. Suggestions may be submitted in writing and delivered
to the office or sent directly to the Scheduler. The Scheduler, President
or CNO will respond to all written suggestions within 14 days.
Employees are required to report any instance they observe of
dishonesty or fraud occurring either within FlexRN or at a client site.
Please put these reports immediately in writing to the CNO.
Chapter 8
FlexRN
Chapter 8 The Company Needs You

Nurses are our on-call employees. You are FlexRNs most valuable
asset and we dont intend to forget that.
We will make every effort to respect your work preferences and desire
for fair compensation. Our goal is to make you glad you chose the
FlexRN, and we even hope you will encourage other nurses to join us.
8.1 Respect for Your Work Preferences

When you join our team, we will fill out a New Employee Information
Intake Form that will specify your preferences regarding assignments.
These categories will include: time of shift; day of shift; and
geographical location.
Our Scheduling Director will try to accommodate your preferences the
best way possible. There will be no attempt to coerce you to work a
shift that you have indicated would be unacceptable to you.
8.2 Respect for Your Compensation

Some of our on-call employees are not in the workforce full-time;
others work full-time in addition to the shifts they cover as
FlexRN+Co. employees. Given this, we recognize the importance of
maximizing their compensation for the shifts they do choose to work.
We attempt to offer a high hourly rate. This rate will be specified at
time of interview and at your request. Our wage rates and terms are
subject to change with two weeks notice in the event our contracts
with clients necessitate a change.
8.3 Respect for Your Need for Opportunity

It is important for you to understand that FlexRN+Co. cannot
guarantee any on- call employee a specific number of shifts or hours
unless an employee has been contracted for a specific hospital, a
specific time frame, and for a guaranteed number of hours to be
worked. Our clients demands are unpredictable and depend on many
variables including patient load, client employee absences, and
holidays.
Ch. 8 The Company Needs You
Respect Your Need For Opportunity
Nevertheless, our business model is for the Company to be a low cost

provider of agency nurses and therapists in our area. This means that
more hospitals may turn to us first when they face a staffing shortage,
and this also means that you may have a wider range of shifts
available. You can use this situation to either maximize your income
or to become more particular in your choice of which assignments to
take.
We are explaining our overall philosophy as an agency so that you will
understand why we have the following arrangements that apply to our
clinical employees.
FlexRN
Chapter 9
Chapter 9 Clinical Employee Policies

and Procedures:
9.1 - Employee requirements
The following is required by the facility for you to fill per diem or
travel contracts and it is your responsibility to keep documents up to
date as requested by FlexRN.
You need full qualification for the assigned position, including

two years of full-time experience in an acute general care hospital
unless otherwise approved;
You must be furnished with a valid licenses/certification with the

State Board of Nursing or appropriate governing body. The
agency will also verify that the license/certification is active and
that no action is pending against it. In addition, a current CPR
certification and other relevant certifications are required by areas
assigned (e.g., NRP, ACLS, PALS, TNCC).
Complete full online application with completed contact

information, work history, education history and references.
Successfully complete a competency test for skills relevant to the

assigned unit, EKG test (if applicable), Medication test and
JCAHO, OSHA, HIPPA test.
Complete a thorough and recent checklist of skills relevant to

assigned unityearly update necessary
Furnish two favorable Professional Reference Reports by direct

supervisor or level above and evaluations per protocol
Complete a ten panel drug screening test with negative result done
within the last 12 months and retested annually including without
limitation the following: Cocaine, marijuana, opiates/morphine,
amphetamines, meth-amphetamine, phencyclidine,
benzodiazepine, barbiturates, methadone, and any agent or drug
masking agent-updated yearly
Complete a full criminal background check of the past 7 years, as

required by and in accordance with the state law of the utilizing
Client performed by PreCheck, Inc. This will include in the
background check or our pre-employment check: The states law
enforcement department, U.S. Governments list of debarred
Ch. 9 Clinical Employee Policies and Procedures
Requirements
contractors (GSA), the Office of the Inspector Generals list of

Excluded Individuals (OIG) and the relevant state licensing boardupdated yearly.
Furnish all acceptable documentation demonstrating eligibility for

employment (I9).
Furnish proof of a negative PPD test for tuberculosis performed

within less than twelve months, or, in the event of a positive PPD
test, a negative chest X-Ray test for tuberculosis performed with a
negative TB questionnaire signed by an MD, PA or NP within the
last twelve months.
Furnish proof of a positive titer for varicella or documentation of

proof of vaccination.
Furnish proof of receipt of Hepatitis B vaccine, positive titer or

signed statement of declination.
Furnish proof of a positive titer for measles, mumps, and rubella

or proof of receipt of vaccination.
Furnish proof of a physical examination finding the employee in

good health and free of communicable diseases within last 12
months which must be updated every 12 months.
Review and sign FlexRNs Patients Rights Policy and Age

Competency Policy.
Verify your formal education and previous employment.
Review and sign FlexRNs JCAHO, OSHA, HIPPA Orientation

Policy covering OSHA-required training with respect to the
following hazards: fire, workplace violence, ergonomics, and safe
lifting; universal precautions/ blood borne pathogens; and
hazardous workplace chemicals. HIPAA is also a mandated
review and signed policy, all of which are updated annually.
9.2 Attendance and Punctuality

Once FlexRN has confirmed with a client our ability to fill a contract
or per diem shift, it is of importance to the Company, the client, and
the clients patients that you keep this promise. For this reason a
clinical employee who agrees to work a particular contract or shift
must call the Scheduling Office at least two hours prior to that shift if
she becomes unable to work it. Failure to do so will constitute a No
2
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Chapter 9
Call/No Show and you may be immediately terminated. You may call
the client in the event you cannot reach us to let them know of an
emergency situation that is preventing you from arriving for your shift
on time or arriving at all if you are on contract. For ALL per diem
shifts you must call our office; we have someone available 24hours a
day-7days a week. Regardless, you must speak with a member of our
staff even if you do speak with the client. Calling the client is only
acceptable when all other contact efforts with FlexRN have failed.
Excessive cancellations of shifts may result in disciplinary action.
Please remember that our clients rely on you to work the shifts you are
committed for. More than two cancellations, late arrivals, or short
notice cancellations within a 60 day period may result in disciplinary
action.
Please see our section on corrective actions for details on our
disciplinary action protocol.
Remember, facilities choose the nurses they want for their contracts
and per diem shifts. If you receive a bad reputation for cancellations
the facility will be less likely to use you for their open needs.
All clinical employees are expected to arrive at work assignments on
time; during your scheduling conversation, the Scheduling Office will
advise you of shift times which may vary from client to client. If
circumstances arise which force you to be more than five minutes late,
you must phone the Scheduling Office as soon as possible. Do not call
the client unless you have exhausted all other options; that is our
responsibility. Arriving 15 minutes late or more to a client facility
without prior notice to the Scheduling Office will constitute a No
Call/No Show. This may result in immediate termination and at
minimum disciplinary action.
9.3 Shift Cancellations, Confirmation Phone Calls, and

Inconvenience Pay
We require that you be available by phone up to two hours prior to the
start of a scheduled shift you can phone the Scheduling Office or be
near your home or cellular phone. This will allow us to warn you of a
shift cancellation and will save you the annoyance of an unnecessary
trip plus, being available by phone will make you eligible for
Inconvenience Pay. In the event of a cancellation occurring less than
two hours before the start of a shift, you will receive two hours worth
of your base pay if the canceling facility compensates FlexRN + Co.
with inconvenience pay as denoted in their contract. We will pass this
Requirements
inconvenience pay along to you as a token of our thanks for your

availability.
Please remember that shift cancellations are part of agency work.
Temporary nurses represent expensive solutions for our clients, and
from time to time they will develop a less costly substitute. We expect
you to maintain your politeness in the event of a cancellation.
9.4 Overtime
If an employee works in excess of 40 hours within a single week
overtime will be paid at time and one half. The pay week begins with
the 7AM Sunday shift. An employee has the responsibility to contact
the Scheduling Office if a client requests shifts that will create
overtime as FlexRN has a contractual obligation with clients to give
them specific advance notice of this. This is particularly true if an
employee works in more than one unit or site of a given client. All
overtime MUST be approved by both FlexRN + Co. and the client
facility. If not, regular pay rates may result.
In the event a client asks you to stay and work additional hours beyond
your assigned shift, the hospital must be made aware and therefore
approve any/all Overtime pay. FlexRN discourages overtime working
in excess of 52 hours per week. You run the risk of exhaustion, poor
performance, and increased risk of medical error due to fatigue. You
also may have liability issues if an error is made while working excess
overtime hours. Additionally, on-call employees are also prohibited
from working unreported over-time (working off the clock) at
client sites.
9.5- Floating Policy

Floating has become more prevalent in acute care hospital s and
facilities due to the unpredictable fluctuations in census. A flexible,
highly skilled clinician becomes invaluable as hospitals treat more
acutely ill patients with shorter lengths of stay. Subject to your scope
of practice and qualifications to work on such unit, you agree to float
to other specialty units within a client facility of to hospitals within the
client facility or facility system (subject to being oriented to said unit)
even if it was not discussed with you prior to assignment.
When floated to a clinical area in which you may be unfamiliar you
should discuss the following with your immediate supervisor; Ask for
a resource person
4
FlexRN
Chapter 9
Ask for a general orientation to the unit- location of supplies,

medication administration system and location of policy and procedure
manual.
Get an overview of unit expectations
REMEMBER - Clinical
support is available to you
24 hours a day, 7 days a
week with FlexRN.
If at any time while on duty you feel unsafe caring for our patients
seek out a resource or charge nurse at the facility. If you discomfort
continues, contact your FlexRN Scheduler for assistance. If after
hours, contact the main FlexRN number (800-905-6150) for the oncall scheduler and they will connect you with the CNO.
The goal of floating should be to provide the facility with coverage
and provide safe patient care without putting you in an uncomfortable
situation. Therefore, you need to be flexible and open minded when
dealing with floating situations.
If you are asked to float to a floor or unit that is entirely outside your
scope of practice or an area where you have NEVER had any previous
experience, please contact your immediate supervisor and request that
you work in that area as an extra set of handsonly performing duties
within your comfort range. This will provide the unit with much
needed assistance while still maintaining a comfortable situation for
you and the patients you are caring for. If your facility contact puts
you in an uncomfortable situation, please notify your FlexRN
scheduler immediately for assistance.
9.6 Orientation Pay

ALL per diem orientation time is paid at $25 per hour. In the event an
employee entering a contract with a client is required to complete the
facility orientation, orientation pay is still at the rate of $25 per hour,
unless noted in the contract with the facility. Contract orientations can
range from 1 to 40 hours depending on the facility. You will be
informed of the orientation specifics by your Scheduler.
Orientation is only paid once the entire orientation is completed
successfully and you have completed your first 40 hours of clinical
work. Orientation is done by the facility for those nurses that are
committed to a contract or to picking up per diem shifts on a regular
basis. The client nor FlexRN will be responsible for reimbursement
should the RN fail to work clinically on their assigned unit.
9.7 Time Slips

Requirements
Payday is each Friday. Paychecks will compensate for all shifts

worked of which the completed time slips have been received.
Immediately upon the end of your shift, complete your Time Slip and
have it signed by your Client Supervisor or person designated by that
facility. We recommend that you fax a copy of the slip to the
Scheduling Office from the client site or shortly thereafter, otherwise,
the office may receive a flood of Time Slips Tuesday morning as the
weeks payroll is being prepared. Please have your timecards in by
0800 on Tuesday in order to be processed for that pay period. If the
Companys office does not receive Time Slips on time, it may prevent
the office from accurately calculating your payroll check and may
result in delayed payment of your wages. You will not be paid for
shifts or hours for which we have not yet received Time Slip.
There may be facilities that have certain clock in and clock out
procedures. If you work at one of these facilities you will be informed
of the process by your scheduler by the start of your first shift. If you
do not abide by these requirements you will not be compensated for
the shift.
It is your responsibility to ensure all information on your Time Slip is
legible. An inability to read or decipher each Time Slip could prevent
the office from accurately calculating your payroll check and may
result in delayed payment of your wages.
Daily pay is also offered as a benefit to our employees which is up to
our discretion. You must be enrolled in direct deposit to be eligible.
Once the time slip is faxed, it takes one full business day to process
and the amount will be in your account the following day. You will
receive 60% of your pay to make sure that you are taxed appropriately
and dont owe taxes at the end of the year. You will receive the
difference on Friday. There is no cost for this service. Daily pay is a
priviledge, and may be revoked in response toDNR, verbal/written
warning, or other disciplinary action.
Please note that some hospitals require specific notation of and
explanation for, late departures or skipped breaks. You are expected to
take a 15 minute break for every four hours worked and a 30 minute
break for six or more hours worked up to twelve hours worked. If your
shift was a busy one with no opportunity for a break, this must be
noted with a reason given. Simply write, busy, no break taken.
Remember, if poor documentation on a time slip results in the hospital
refusing reimbursement for some time to FlexRN, we cannot
compensate you for that time.
FlexRN
Chapter 9
9.8 Time Reporting

Falsifying Time Slips or completing the Slip of another employee will
result in corrective action up to and including discharge. Working
overtime without recording your time (working off the clock) is
prohibited and will result in corrective action, not reward.
9.9 Payroll Deductions

As an employee of the Company, you are automatically covered by the
federal Social Security Act. The Company pays its contribution as
required by state and federal law.
The amount of withholding for federal and state income taxes
deducted from your paycheck depends upon your salary, marital
status, and number of dependents. For this reason you must keep the
office informed of any change in your name, marital status, and
number of dependents. Additionally, we need to be aware of any
change in your address, phone number, or emergency contact.
All employees are required to have the proper forms completed before
receiving their first paycheck.
9.10 Self Scheduling

Certain of our hospital clients prohibit self-scheduling and will not pay
for any shift that is not arranged by their central scheduling personnel.
For this reason, please ask FlexRNs scheduler whether selfscheduling is permitted at a given hospital. In the event that you do
self-schedule, it is mandatory for you to promptly let the FlexRN
scheduler know by phone or fax PRIOR to working any self scheduled
shifts. This allows FlexRN to make sure the hospital has correctly
entered the shift into its scheduling system and, in the event of a
cancellation, let you know in advance.
9.11 Holiday Pay

On-call employees working on holidays will be paid time and one half.
Holiday pay will be based on your regular hourly base rate, not that
rate plus any applicable shift differential; differentials will be paid in
addition to the Holiday rate. Holiday hours are paid from 11pm the eve
of the holiday to 11pm on the day of the holiday. We recognize and
Requirements
compensate for holidays as determined by each client contract;

typically they are:
a. New Years Day d. Labor Day
b. Memorial Day e. Thanksgiving Day
c. Independence Day f.Christmas Day
These are common holidays. Not all facilities cover these. Please ask
your scheduler before working your shift whether you will be
compensated or not.
9.12 Following Client Work Rules
On-call employees must follow all policies, standards, and practices of
the facility you are staffing. These would include but are not limited
to: personal appearance and behavior, safety and infection control,
resident care and rights, age related competencies, and safe lifting
techniques. Follow the clients policies relating to your own smoking
or smoking by patients in the client facility. Obviously, there should be
no smoking in areas near oxygen equipment. 18| P a g e
On-call employees should not accept gifts from patients or their
families and should not agree to act as witnesses to executions of wills
or legal documents.
As an employee of FlexRN you are obligated to deliver services
competently, conscientiously, and to the best of your ability while
filling a need, contract or per diem, at any of our contracted facilities.
9.13 Name Badges and Proof of Licensure
Employees must wear their FlexRN+Co. Identification badge at all
times while on assignment. This assists staff and patients at the client
facility to identify an unknown person without cause for concern.
Additionally, licensed personnel must carry their current license and a
current CPR card at all times while on duty. Frequently a client
hospital will require you to present your license prior to working your
first shift there, even if they have a faxed copy in their possession.
It is the responsibility of employees to keep their licenses,
certifications, and health screening information current and to fax
updates to the Scheduling Office. These updates will then be passed on
to clients for whom you regularly work.
9.14 Notification of Company in the event of Proposed Client Hire
8
FlexRN
Chapter 9
The Company has worked hard to build an excellent team of nurses.

We expect our clients to abide by our policy concerning their hiring of
our clinical employees as staff employees. If a client proposes that you
work on staff for them and you are inclined to accept the offer, you
must immediately notify the CNO, Diana OToole of this situation. In
the event that the client adheres to our policy, you are free to begin
working for the client once the contractual obligation has been met by
the facility.
Before beginning employment at the new facility you must wait 90
days after your last scheduled shift with FlexRN at the same facility.
Each facility has a different contract with FlexRN. This can be
discussed when the situation arises.
As an internal employee of the FlexRN team you our bound to our
non-compete policy. Our policy is that you will not accept a position
with a competitor agency for 1 year from your last date of employment
with FlexRN. This only applies to internal FlexRN employees, not our
clinical employees. We understand that many nurses work for multiple
agencies, we just hope that you find us to be the ONLY agency you
will need! We are dedicated to exceeding your expectations and
working hard to keep you happy..
9.15 Bonus Programs
FlexRN+Co. is always searching for competent, energetic nurses.
FlexRN + Co. primarily utilizes a referral recruitment system. FlexRN
is proud of the quality nurses it employs. As you refer nurses please
take into consideration the quality of nurse FlexRN employs and that
they meet mission and vision of FlexRN.
From time to time FlexRN + Co. may offer bonuses specific to the
current needs of the market and to reward consistently hard working
employees.
Please inquire with a member of the management team regarding these
bonus opportunities as well as our current referral and sign on bonuses.
Our general bonus policy is $250 for a PRN clinical referral (if they
work a minimum of 200 hours within the first 90 days of hire) and
$500 for a contract referral (if contract is signed within 30 days of
hire). Additional bonuses are offered on a case by case basis. Sign on
bonuses are equal to the amount of referral.
9.16- The Health Insurance Program 19| P a g e
Employees who work in excess of 30 hours per week are eligible to
join FlexRNs group health insurance program. Those eligible
Requirements
employees who choose to participate will pay the monthly premium

with deductions from their pre-tax earnings.
If interested in participating in our group health insurance program,
please read the program signup sheet carefully. It is important that you
understand that FlexRN cannot guarantee that the program will not be
modified in the future. Additionally, if your hours fall below the 30hour per week requirement for a period in excess of four consecutive
weeks, you will lose your eligibility to be in the program.
9.17 The Company 401k Plan
FlexRN has set up a 401(k) retirement savings plan that is open to all
active employees. This is a retirement savings vehicle that allows you
to invest pre-tax payroll dollars for your long term needs; please
review the Plan rules for the specific policies regarding contribution
amounts and the fees charged by the Plans manager, Merrill Lynch.
FlexRN will match your contributions dollar for dollar up to two
percent of your gross earnings. There are no vesting requirements
regarding FlexRNs match.
10
Appendix
JCAHO, OSAH, HIPAA

Orientation
Employee Name: ____________________________________
Date: _______________________
FlexRN+Co. is committed to employee and patient safety. The major component of our effort is employee
training and orientation. However, we recognize that most, if not all, of our on-call employees have received
and continue to receive extensive safety training from their full-time employers.
For this reason we have adopted a two level orientation process for safety issues. The first step is a short
overview of our general safety and orientation during our initial interview. That overview includes the
following areas:
Patient Rights
Healthcare Violence and Abuse Policy
Safe Lifting Procedures/Ergonomics
Tuberculosis: An Overview
Pain Management
Electrical Safety
Violence in H/C Facilities
JCAHO National Patient Safety Goals
Advanced Directives

HIPAA Compliance
Fire Safety
Latex Allergy
Restraint Policy
Diversity in the Workplace
Orientation Verification (refer to handbook)
Ethical Aspects of Care/Business Ethics
In the event that you feel that you need additional training and orientation, in the second step of our
orientation process, we offer a reference library with written and video materials that illustrate safety
techniques for the above areas. You are encouraged to take advantage of this resource.
Please take the time to review this information in regard to HIPAA, OSHA & JCAHO standards and sign
below.
Acknowledgement of Confidentiality of Patient Health Care

Information (HIPAA Agreement)
I acknowledge the confidentiality of patient health care information ("Confidential Patient Information"),
which I may receive or have access to in the course of providing patient care services at participating
hospitals/facilities at which I am assigned under FlexRN + CO. I shall maintain the confidentiality of
Confidential Patient Information, and in doing so, shall comply with all applicable state and federal laws and
regulations, including, without limitation, the privacy provisions under the Health Insurance Portability and
Accountability Act of 1996 ("HIPAA") and the policies and procedures of each participating hospital where I
am assigned. Protected Health Information (PHI) means individually identifiable health information that is
transmitted or maintained in any form or medium. Confidential, sensitive, protected health information is
not open to the public. Special precautions are necessary to protect this type of information from
unauthorized access, use, modification, disclosure or destruction.
20| P a g e
JCAHO, OSHA, HIPAA

Orientation Contd
I agree to protect confidential, sensitive and PHI by:
Never sharing passwords with anyone or storing passwords in a location accessible to unauthorized
persons.
Accessing, using or modifying confidential and/or sensitive and/or PHI only for the purpose of
performing my official duties.
Disposing confidential and/or sensitive and/or PHI by utilizing an approved method of destruction,
which includes shredding, burning or certified or witnessed destruction. Never disposing such
information in the wastebaskets or recycle bins.
Never removing confidential and/or sensitive and/or PHI from the work area without authorization
Storing confidential and/or sensitive information in a place physically secure from access by
unauthorized persons.
Never access or using confidential and/or secure and/or PHI out of curiosity, or for personal
interest or advantage.
Never showing, discussing or disclosing confidential and/or sensitive and/or PHI to or with anyone
who does not have the legal authority or the need to know.
State and federal laws strictly prohibit unauthorized access, use, modification, disclosure, or destruction of
Protected Health Information. The penalties for unauthorized access, use, modification, disclosure, or
destruction may include disciplinary action and/or criminal or civil action.
I certify that I have read and understand the Confidentiality Statement printed above. Thank you.
_________________________________
Employee Signature
_______________________
Date
_________________________________
Print Name
_______________________
Credential
_________________________________
Agency Representative
_______________________
Date
_______Initial Interview
_______Annual Renewal
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Patient Rights
FlexRN+Co. employees must respect the rights of any patient according to the following policy. If a violation of
these rights occurs at a client site notify the client supervisor and the Scheduling Office immediately.
Each patient, or the patients representative, has a right to:
Be fully informed of his rights, of services available in the facility, and of the availability of Medicaid or
Medicare status;
Refuse any treatment, unless the patient has been found legally incapable of doing so;
Be instructed in, but not required to perform, therapeutic activities identified in the care plan;
Adequate preparation if assigned to a new room;
Be treated with respect and dignity, including privacy during family or social visits, treatment and when
receiving personal care;
Private use of a phone and receipt of unopened mail;
Have clinical and personal records kept confidential; copies of such shall not be transferred outside of the
facility except for the use of the attending physician, third party payer, or governmental regulator;
Purchase photocopies of all records;
Participate in social and religious activities; and
Be free to voice complaints or grievances without retaliation.
22| P a g e

Our nurses will be caring for patients from a variety of age groups. It is important for the nurses to understand that
this variety demands a variety of approaches. Quite simply, a caregiver technique that works well with an
adolescent may not work with an elderly patient.
The following points underline some of the major themes in caring for members of different age groups.
Childhood Competencies
When caring for older infants it is important to remember their fear of strangers. Toddlers need to be prepared for
procedures with simple, concrete instructions and explanations. School age children may frequently deny their pain
due to sense of duty not to cry or be afraid or they may simply fear receiving an injection. With adolescents it is
important to remember the value they place on privacy.
Adult Competencies
Adult patients need to feel recognition of their right to understand their treatment and their desire to have a sense of
control and decision-making. Also, the nurse must understand that the patient may be distressed by sudden loss of
independence and loneliness while in the hospital. Additionally, the patient may be concerned about his or her
family or professional responsibilities.
Senior Adult Competencies
It is important to remember that some senior patients may be upset by informality. One should always use tact and
patience. It is important to include the senior patient in discussions as opposed to merely addressing oneself to adult
children, for example. Additionally, depression may frequently occur in this population of patients.
23| P a g e
Healthcare Violence and Patient Abuse

Workplace Violence
No workplace or client site is immune from the danger of workplace violence. It is important that you reinforce a
policy of zero tolerance for violence, threats of violence, harassment and intimidation. A threat need not be verbal;
a gesture may constitute a threat. Take any such behavior seriously and report it to your client site supervisor. If you
feel an inadequate response has occurred, contact the Scheduling Office.
Individuals who commit violent acts or threaten to do so should be removed from the workplace by security,
employees or police; they may be subject to disciplinary action or criminal penalties.
Patient Abuse
FlexRN+Co. has a policy of zero tolerance of patient abuse. In the event you observe or suspect patient abuse
occurring at a client site, please contact the site supervisor immediately. In addition, contact the Scheduling Office
immediately.
Abuse can take the following forms:
Injuries to the patient caused by hitting, pinching, or rough handling;
Failure to provide basic care or service when such failure results in harm, discomfort, or loss of
patient dignity;
Sexual contact, including fondling, with a patient by an employee or by another patient;
Improper use of physical or chemical restraints;
Verbal abuse or involuntary seclusion of a patient; and/or
Improper use of a patients financial resources.
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State of Maryland
Office of Health Care Quality

Nursing Staff Services Agency
Hotline #
In accordance with State regulations, the State of Maryland has established a Nursing Referral Service Hotline. The
Purpose of the Hotline is:
1.
2.
To receive complaints about local Nursing Staff Service Agencies

To receive questions about local Nursing Staff Services Agencies
The hotline number is 1-800-492-6005

All voice mail messages will be returned during the next business day.
Written complaints may be submitted to:
Barbara Fagan
Program Manager
Office of Health Care Quality
Bland Bryant Building
Spring Grove Hospital Center
55 Wad Avenue, Catonsville, MD 21228
The office of Health Care Quality may also be reached,
Monday through Friday from 8AM to 5 PM at 410-402-8040
State of Virginia- Department of Health

1-800-533-1560
District of Columbia Department of Health

Hotline: 1-202-442-5833
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HIPPA Compliance
The Health Insurance Portability and Accountability Act of 1996 mandated regulations that govern privacy, security, and
electronic transactions standards for health care information. On August 14th 2002, the department of Health and Human
Services published specific rules governing the privacy of personal healthcare information. These rules are designed to
protect all medical records and other health information held or disclosed by entities such as hospitals whether
communicated electronically, on paper or in oral conversation. Hospitals to which you will be assigned must comply with
these privacy rules. It is a condition of your employment that you also comply with these HIPPA regulations. Failure to
comply or breach of these rules may result in fines or imprisonment as well as loss of employment.
It is a condition of your employment that you comply with each hospitals rule on the privacy of patient healthcare
information. If you have any question as to what those rules are, please ask you unit supervisor at the time of initial
assignment.
By signing the document which states you have read and understand the information enclosed in the employee handbook
you agree that:
You will abide by each hospitals rules on the privacy and disclosure of healthcare information.
You acknowledge that it is a condition of your employment that you will abide by each hospitals rules on
privacy and disclosure of healthcare information.
You will treat all patient healthcare information as private and confidential
You will report any known breaches of a hospitals privacy rules to both a hospital supervisor and to FlexRN.
You will not discuss or disclose any patient healthcare information to FlexRN administrative staff, except with
the permission of the hospital.
Confidentiality of Protected Health Care Information (PHI)
Confidentiality of patient health care information is important to the patient, the facility, and the Agency Health
Care Provider (AHCP). Patient information should only be shared on a
need to know basis with those health
care providers involved in the patients care. Otherwise, AHCPs should never discuss the patient they see or
care for in the Participating Institutions (PI).
Many laws require providers to maintain the confidentiality of health care information, including professional
standards of ethics, state laws, and federal laws. New regulation under a federal law called the Health Insurance
Portability and Accountability Act (HIPAA) require health care providers to protect the confidentiality of health
care information and describe patients rights about their health care information.
These new HIPAA regulations called the Privacy Standards protect health care information, whether it is
written, electronic, or verbal information.
The Privacy Standards require PIs to have policies and procedures about how a patients health care information
is used internally and how that health care information is released to others outside the PI. The AHP must follow
the PIs policies about how to handle health care information. In general, AHPs should only use patient health
care information to assist in the treatment of a patient and should never release patient health care information
outside the PI. If there is a need for the AHP to release patient health care information outside the PI, the AHP
must get advance approval from his or her supervisor at the PI.
Patients rights under the new Privacy Standards include the right to access their own health care information, the
right to ask for changes to that information, the right to a list of releases the PI makes, a right to ask the PI to
change the way it handles a specific patients information, and a right to communicate in a confidential way.
AHP should find out to whom they should refer patients if the patients have questions about these rights.
The government has the power to impose civil money fines and criminal penalties on AHP and PI that violate the
Privacy Standards. If an AHP violates the PI policies or procedures regarding the confidentiality of health care
information, it can constitute grounds for dismissal from a PI.
26| P a g e
Code of Ethics
POLICY:
This organization provides all services in an ethical and honest manner and adheres to all applicable laws,
regulations, and standards. This philosophy is demonstrated in practice through due diligence in providing
services, avoiding waste, and responding to the concerns of clients and staff in a timely manner.
The organization is committed to maintaining a working environment that promotes honesty and integrity
and permits our personnel and agents to demonstrate the highest ethical standards in performing their job
functions and responsibilities.
CODE OF ETHICS:
We adhere to the highest ethical standards of business practice, contributing to the economic growth and
social progress of our nation and society as we conscientiously fulfill our obligations to our industry, clients
and staff.
We acknowledge as our principal objective the provision of the best possible healthcare services for all
clients and their patients.
We acknowledge and fulfill our obligations as an equal opportunity employer.
The organization will not discriminate against employees, clients, or patients on the basis of race, religion,
gender, sexual orientation, ethnic origin, or religious affiliations.
We observe all payroll and tax laws and protect our clients and staff with insurance and bonding.
We acknowledge our obligation to screen, test, monitor, and evaluate personnel for the purpose of fully
satisfying client needs.
We adhere to the highest standards of integrity in managing, advertising, marketing, and performing the
services we offer.
We acknowledge our responsibility to adapt our products and services to changing needs in the healthcare
field through close cooperation with professional organizations, planning agencies, and government
legislative bodies.
All books, records, and documentation will accurately reflect the organization's business practices.
We will treat client assets and property with respect and demand that others do the same.
We aspire to be cost-effective while not sacrificing the quality or appropriate level of care for financial
reasons.
Our clients receive information regarding charges for which they will be responsible prior to services
rendered.
We shall not seek, nor provide, remuneration of any kind when providing or accepting referrals.
When seeking reimbursement from any healthcare program or third party payer, the organization honestly
and accurately reflects the care and services provided.
The organization will not engage in conduct prohibited by antitrust laws.
Should the organization, any of its employees and/or agents, violate federal or state law this organization will report
the violation in a timely manner and take any necessary action(s) to rectify the situation.
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Ergonomics and Fire Safety Policies

Lifting and Back Safety
Nursing staff are frequent victims of back injury due to the frequency that their duties involve lifting or moving
patients or heavy equipment. It is important to understand this hazard and take steps to avoid it. The results of back
injury can range from short-term sprains or strains to long-term debilitating and painful injury.
Although mechanical devices that assist the nurse are available, it is important to educate yourself. The following
points are important:
Do not attempt to lift a patient by yourself; call for assistance. Remember that the patient may become
confused or un-cooperative.
Avoid overexertion or repetitive, awkward motions; remember it is better to push a gurney rather than pull.
Avoid carrying heavy objects a long distance.
Be cautious regarding the possibilities of slips or falls.
When lifting objects, bend the knees not the back, and hold the object close to the body.
The following mechanical devices may be helpful so be sure that you are familiar with their use: gait belts, shower
chairs, toilet seat risers, grab bars, lateral transfer devices, and overhead patient lifters.
Fire Safety
Before beginning a work shift, make sure you are familiar with emergency equipment and exits. Be aware of the
emergency plan as it pertains to you.
In the event of a small fire, you should first attempt to remove patients from immediate danger and sound an alarm.
Then, if there is no danger to you, attempt to extinguish the fire with a handheld extinguisher. Remember that a
small blaze is easiest to control; if you are not successful early on, professional firefighters are probably required.
Be aware of the dangers of smoke and excessive heat; remember such fire safety rules as closing doors and windows
and smothering flaming clothing with other clothes or bedding. Never use an elevator during a fire.
28| P a g e
Blood borne Pathogens and Hazard Communication

Data show that nurses have the most frequent rate of needle stick injuries. These occur not only during such
procedures as drawing blood or giving injections, but also during collection and disposal of materials and handling
trash or dirty linens. Such injuries can cause the transmission of such Blood borne pathogens as HIV or HBV. The
single most helpful measure to prevent such transmission is to treat all human blood or fluids as if they were
infectious for such pathogens. This measure is called U
niversal Precautions.
The following measures are also helpful:
Use closable, puncture resistant, leak proof containers that are color coded red for used or broken sharps.
Use mechanical devices to retrieve instruments from soaking pans.
Wear and use protective equipment such as gloves, face shields, surgical caps, hoods and shoe covers.
Immediately wash and irrigate in the event of an exposure incident.
Cleaning and sanitization of the workplace.
The healthcare workplace features many materials that can be toxic or dangerous; these hazards are chemicals as
well as radiological equipment.
Nursing staff must be aware of the properties of a given material before using it; it is critical to review the labels and
hazard warnings on each container. Additionally, each employer must have a Material Safety Data Sheet available
in the workplace. The MSDS describes the properties for all hazardous chemicals for which exposure is possible.
Nursing staff should also be aware of any safety measures available, such as: eye irrigation facilities, respirators,
protective clothing, extra ventilation, and emergency procedures.
If you have any questions, take the time to ask your supervisor.
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Electrical Safety
Electrical malfunction can cause shocks, burns, or fires. All can be deadly. Please review the following:
1. Never touch a live wire or anything grounded to that live wire.
2. You can protect yourself with the use of insulators, such as wood, rubber gloves or rubber-soled shoes.
Conductors, such as wet floors or sweaty hands, increase your risk of shock.
3. When working outdoors or in damp locations, use only GFCI outlets.
Use electrical equipment and appliances safely:
1.
2.
3.
4.
5.
6.
7.
8.
Replace power cords that are damaged; pull the plug, not the cord, when removing it from an
outlet. Keep cords and equipment away from heat and water.
Do not carry equipment hanging by the cord.
Change a light bulb after it has had a chance to cool.
Disconnect any electrical equipment before cleaning it.
If any electrical equipment feels warm, sparks, or shocks you, protect your hand with a towel and,
with one hand, pull the plug out of the outlet.
Infrared heat lamps or light cradles should be at least 18 inches from the patient and use only
bulbs of 25 watts or less. If the head is being treated, the eyes should be protected with a towel.
Electrical equipment in patient areas should have guards, and outlets in pediatric areas should be
tamper proof.
Patients with pacemakers should be warned of any electrical equipment such as microwave ovens
that may interfere with their devices function.
In the event of an electrical emergency:

1.
2.
3.
4.
5.
30| P a g e
Do not touch the victim or the source of the shock.

Disconnect the power by utilizing an insulator. Be certain your body will not complete an
electrical circuit.
If the power cannot be turned off immediately, knock the victim away with a wooden object. Care
for the victim accordingly
In the event of an electrical fire, use a dry chemical fire extinguisher rated ABC or BC.
Ask your supervisor at the time of your orientation what procedures to follow in the event of a
power failure/outage in each facility.

Radiation is an important tool in treatment and diagnosis in healthcare today. However, exposure to radiation can be
harmful either immediately or cumulatively. By understanding radiation and following safety precautions you can
greatly reduce your risk of exposure. Some types of radiation are more damaging and certain areas of the body (i.e.
the eyes) are more easily damaged by repeated exposure. Exposure during pregnancy can harm the fetus, so be sure
to limit your exposure, wear protective devices when possible if pregnant and notify other personnel that you are
pregnant. As a healthcare provider you are unlikely to be exposed to high-level radiation, but you may frequently be
exposed to low-level radiation.
Two basic forms of radiation are used in healthcare: external beam therapy such as X-rays and CAT scans, and
radioactive materials which may be consumed by or injected into patients for diagnostic or treatment purposes.
To minimize your risks of excessive exposure follow these recommendations:
1.
2.
3.
4.
5.
6.
7.
8.
9.
31| P a g e
Always minimize exposure time.

Maximize your distance from a radiation source, and stay out of direct beam.
Employ shielding.
Use a radiation measuring device if working around radiation equipment on a regular basis.
Wear lab coats and disposable gloves when handling radioactive material.
If a spill occurs, notify others in the area and contact the radiation safety officer.
If you are contaminated by a spill, contact your supervisor immediately. Wash contaminated skin
with non-abrasive soap and water, change into clean clothing, and place contaminated clothing in a
bag. DO NOT TAKE IT HOME.
Radioactive materials receive special waste disposal procedures. Follow the facilitys policies and
procedures.
Remember that patients treated with nuclear medicine techniques may become radioactive
themselves or have radioactive waste.
Pain Management
Pain Management is one of the most important aspects of nursing care and is recommended by the American Pain
Society to be the 5th vital sign. It is a JCAHO requirement that health care providers be aware of the assessment and
management of pain by all patients in their care.
As a health care provider, we know that we have an obligation to take our patients perception of pain to be as truth.
A patients report or expression of pain is the only reliable indicator that we as a health care provider can rely on.
Pain Assessment is done at first contact with patient at each new report of pain, before and after pain relief measures
have been taken and at regular intervals. Pain assessment should include onset, cause/effects, mode of expression,
pain management strategies, duration and variation, quality, intensity, and location.
Most hospitals utilize a standardized way for reporting pain, both verbally and non-verbally. Please check with each
institution as to what modality they employ. The most common reporting methods vary with age and mode of
expression. Some methods rely on a numerical system and others rely on facial expressions.
Barriers to pain management may include oversights such as lack of standardized measures. The assumption of
caregivers that pain is not present or that treatment has not been evaluated for effect. Reminder: Pain is individual
to each patient. Pain may be present even if classic indicators of pain are not. Emotional pain is real. Addiction to
pain medication in patients without history of addictive behaviors is uncommon.
For pain management to be effective patients, families and caregivers must work together. Health care providers
should follow the facilities standard documentation format for pain assessment. All pain relief efforts should be
documented and should include: Time, pain assessment before and after treatment, side effects or adverse effects,
vital signs and relief method (drug or other intervention). All health care workers need to make sure those patients
and their families are educated on pain assessment and management and support their participation. Patients must
also be aware that it is their right to receive pain relief. Ask patients and their families that they report pain
immediately and the risks and importance of their doing so. When discharging patients, make sure to review
medications and other pain relief methods. Also, recognize the importance of a continual self-assessment of pain
while under treatment.
Treatment of pain is individual by design. There is analgesic pain relief and non-drug pain relief. A combination of
both is usually the most effective treatment method. Unfortunately, pain is under treated for many patients. It is
your job as a healthcare provider to assure, through frequent evaluation and change in therapy if needed, that
patients are not in any pain.
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Latex Allergy
In recent years, an increasing number of people have developed a sensitivity or allergy to latex products. A latex
allergy can result from repeated exposure to proteins in natural rubber latex (nrl) through skin contact or inhalation.
Reactions usually begin within minutes of exposure to latex, but they can occur hours later. Exposure to latex
produces a variety of symptoms, including skin rash and inflammation, respiratory irritation, asthma, and in rare
cases anaphylactic shock. Types of reactions to latex are classified as follows:
Irritant Contact Dermatitis- the most common reaction to latex products and is characterized by
development of dry, itchy irritated areas on the skin, usually the hands. This type of dermatitis is not a true
allergy.
Allergic Contact Dermatitis- this type can also be classified as a delayed hypersensitivity or Type IV
hypersensitivity which results from exposure to chemicals added to latex during harvesting, processing or
manufacturing. The typical response would be a rash similar to poison ivy, which would begin 24-48 hours
after exposure.
Latex Allergy- this type can also be classified as Type I or immediate with the most serious of the reactions
beginning within minutes of exposure to latex, but can occur hours later with a variety of symptoms. Mild
reactions may consist of skin redness, hives or itching. More serious reactions may involve respiratory
symptoms such as runny nose, sneezing, itchy eyes, scratchy throat, and asthma exacerbation.
Anaphylactic shock may result, though rarely.
Incidence of latex allergies is estimated between 1-6 percent of the general population with health care providers
having a considerably higher percent (8-12%) due to prolonged and more frequent exposure. In 1996, the FDA
published regulations that would require all latex-containing gloves and other medical equipment to be labeled
accordingly, including warnings about possible allergic reactions.
Workers at high risk of allergic reaction should be screened periodically to detect symptoms early and control or
eliminate latex exposure. Workers showing symptoms of latex allergy should consult a physician experienced in
treating the problem, and workers with a known allergy should avoid latex exposures, wear a medical alert bracelet,
and follow their doctors advice for dealing with allergic reactions.
Please consult with all facilities with regard to latex free practices in the event that the employee or the patient in
your care has a latex allergy. At this time, most facilities have made available accommodations for those requiring a
latex-free environment
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Tuberculosis: An Overview
As you may know, TB has made a comeback in recent years. TB is spread from one person to another through the
air in droplet form, by sneezing, coughing, speaking, or spitting. In a case of suspected TB, make sure the suspected
patient keeps their mouth and nose covered with a mask or with their hand when coughing, sneezing, and speaking,
etc. Generally, it takes more than one brief exposure to someone with TB to become infected. Those most
susceptible are people living with a TB infected patient in an overcrowded poorly ventilated environment.
A TB infection may be active or latent. It is those individuals with active TB that are contagious. Symptoms of
active TB are: coughing, fever, fatigue, night sweats, and unexplained weight loss.
To test for TB a PPD skin test is commonly performed. Once administered, it is checked within 48-72 hours for
reactivity. A positive result indicates that the person tested has the TB bacteria present in their body. ANYONE
who feels they may have come in contact with a patient suspected of having a case of active TB should be tested
immediately. If the skin test is positive, further testing will be necessary. Please refer to each individual facility
policy if an exposure is suspected and follow their guidelines for testing. Also, immediately report the suspected
exposure to FlexRN + Co.
When TB is diagnosed, the patient is to be placed on Antituberculin drugs. These medications will relieve
symptoms and reduce or remove the chance of transmission of TB. It is important that the patient stay on their
medication until the doctor specifies otherwise even at which time the symptoms disappear. On occasion, some
cases of TB may become resistant to standard medications and may be harder to treat. TB that is resistant to 2 or
more medications is referred to as Multi-drug resistant TB (MDR-TB) and has a higher mortality rate than a
nonresistant case of TB. People who are more susceptible to contracting a case of TB are: the
immunocompromised, the homeless, those living in group settings with poor ventilation, immigrants from countries
with high rates of TB, people living with infected persons who have TB, and anyone who has regular contact with
members of these populations.
By understanding TB, we are better able to prevent its spread and to protect ourselves from infections. By
recognizing the symptoms, taking the proper precautions, having annual testing, and receiving proper treatment
when necessary will help reduce the prevalence and thus transmission of TB.
34| P a g e
Restraint Policy
Purpose
Restraints are to be used with patients who pose a physical threat to themselves or others while receiving medical
treatment when all other alternative interventions have proven ineffective. The use of restraints is to be limited to a
specific situation with clinical justification to be reevaluated at a set time interval.
Reasons for Restraints:
Physiological - Patient may be hungry, thirsty, uncomfortable, uneasy or upset
Psychosocia l- Patients fear losing control may become agitated and demanding
Environmental - Patients may feel deprived or confused by different surroundings
Pathological - Metabolic or Mental disorders, infections, reduced cardiac output, pain, hypoxia and
trauma affect behavior
Pharmacological-Patients taking multiple medications may encounter adverse drug interactions or
reactions or may be experiencing an expected side effect of a medication
Before Applying Restraints

Try to alleviate the above mentioned reasons with the most basic and safe approach (i.e. feed the patient if
hungry and the doctor has orders to do so)
Document alternatives tried prior to restraining the patient
Assess and Document Cardiopulmonary, circulatory and skin integrity status
Document why the patient is to be restrained, how the patient is to be restrained, and with what device as
per physician order.
Obtain a physicians order, which needs to be reordered every 24 hours (per hospital policy)
Provide Quality Care
If patient must be restrained:

Reassess behavior often as required by hospital policy
Protect the patients dignity and well being
Provide comfort and safety
Meet emotional needs
Select the least restrictive device while maintaining patient safety
Apply the restraint device per hospital policy and manufacturers directions
As you begin working at different facilities as a member of FlexRN, please remember that each facility will have its
own set of policies regarding use of restraints. Please take the time to familiarize yourself with these policies and
comply with them.
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2009 National Patient Safety Goals Policy (as stated per JCAHO)
Each year JCAHO publishes new goals and requirements for patient safety based on input from national
accreditation surveys. It is your responsibility as a healthcare professional, working with FlexRN, to keep up with
the changing patient safety goals and incorporate them into your nursing practice. As a healthcare provider it is
expected that you strive to protect the safety of each and every patient you encounter during your assignments.
These patient safety goals published each year by JCAHO will help you to reach that goal. Also, please remember
that when a new set of patient safety goals are published the majority of previously published goals are still valid.
Goal 1
01.01.01
01.02.01
01.03.01
Goal 2
02.01.01
02.02.01
02.03.01
02.05.01
Goal 3
03.03.01
03.04.01
36| P a g e
Improve the accuracy of patient identification.

Use at least two patient identifiers when providing care, treatment or services.
[Ambulatory, Behavioral Health Care, Critical Access Hospital, Disease-Specific Care,
Home Care, Hospital, Lab, Long Term Care, Office-Based Surgery]
Prior to the start of any invasive procedure, conduct a final verification process, (such as a
t
ime out,) to confirm the correct patient, procedure and site using activenot passive
communication techniques. [Home Care, Lab, Long Term Care]
Eliminate transfusion errors related to patient misidentification.
[Ambulatory, Critical Access Hospital, Hospital, Office-Based Surgery]
Improve the effectiveness of communication among caregivers.
For verbal or telephone orders or for telephone reporting of critical test results, the
individual giving the order verifies the complete order or test result by having the person
receiving the information record and "read-back" the complete order or test result.
There is a standardized list of abbreviations, acronyms, symbols, and dose designations
that are not to be used throughout the organization. Ambulatory, Behavioral Health Care,
Critical Access Hospital, Disease-Specific Care, Home Care, Hospital, Lab, Long Term
Care, Office-Based Surgery]
The organization measures, assesses and, if needed, takes action to improve the timeliness
of reporting, and the timeliness of receipt of critical tests, and critical results and values by
the responsible licensed caregiver. [Ambulatory, Behavioral Health Care, Critical Access
Hospital, Disease-Specific Care, Home Care, Hospital, Lab, Long Term Care, OfficeBased Surgery]
The organization implements a standardized approach to hand-off communications,
including an opportunity to ask and respond to questions. [Ambulatory, Behavioral Health
Care, Critical Access Hospital, Disease-Specific Care, Home Care, Hospital, Lab, Long
Term Care, Office-Based Surgery]
Improve the safety of using medications.
The organization identifies and, at a minimum, annually reviews a list of look-alike/soundalike medications used by the organization and takes action to prevent errors involving the
interchange of these medications. [Ambulatory, Behavioral Health Care, Critical Access
Hospital, Home Care, Hospital, Long Term Care, Office-Based Surgery]
Label all medications, medication containers (for example, syringes, medicine cups,
basins), or other solutions on and off the sterile field. [Ambulatory, Critical Access
Hospital, Hospital, Office-Based Surgery]
03.05.01
Goal 7
07.01.01
07.02.01
07.03.01
07.04.01
07.05.01
Goal 8
08.01.01
08.02.01
08.03.01
08.04.01
Goal 9
09.02.01
Goal 10
10.01.01
10.02.01
37| P a g e
Reduce the likelihood of patient harm associated with the use of anticoagulation therapy.
[Ambulatory, Critical Access Hospital, Home Care, Hospital, Long Term Care]
Reduce the risk of health care-associated infections.
Comply with current World Health Organization (WHO) hand hygiene guidelines or
Centers for Disease Control and Prevention (CDC) hand hygiene guidelines.
Manage as sentinel events all identified cases of unanticipated death or major permanent
loss of function related to a health care-associated infection.
Implement evidence-based practices to prevent health care associated infections due to
multiple drug-resistant organisms in acute care hospitals.
[Critical Access Hospital, Hospital]
Implement best practices or evidence-based guidelines to prevent central line-associated
bloodstream infections.
[Ambulatory, Critical Access Hospital, Home Care, Hospital, Long Term Care]
Implement best practices for preventing surgical site infections.
[Ambulatory, Critical Access Hospital, Hospital, Office-Based Surgery]
Accurately and completely reconcile medications across the continuum of care.
A process exists for comparing the patients current medications with those ordered for the
patient while under the care of the organization
Home Care, Hospital, Long Term Care, Office-Based Surgery]
When a patient is referred or transferred from one organization to another, the complete
and reconciled list of medications is communicated to the next provider of service and the
communication is documented. Alternatively, when a patient leaves the organizations
care directly to his or her home, the complete and reconciled list of medications is
provided to the patients known primary care provider, or the original referring provider,
or a known next provider of service.
When a patient leaves the organizations care, a complete and reconciled list of the
patients medications is provided directly to the patient, and the patients family as needed,
and the list is explained to the patient and/or family.
In settings where medications are used minimally, or prescribed for a short duration,
modified medication reconciliation processes are performed.
Reduce the risk of patient harm resulting from falls.
The organization implements a fall reduction program that includes an evaluation of the
effectiveness of the program.
[Critical Access Hospital, Disease-Specific Care, Home Care, Hospital, Long Term Care]
Reduce the risk of influenza and pneumococcal disease in institutionalized older adults.
The organization develops and implements protocols for administration of the flu vaccine.
[Disease-Specific Care, Long Term Care]
The organization develops and implements protocols for administration of the
pneumococcus vaccine.
10.03.01
Goal 11
11.01.01
Goal 13
13.01.01
Goal 14
14.01.01
Goal 15
15.01.01
15.02.01
Goal 16
16.01.01
The organization develops and implements protocols to identify new cases of influenza
and to manage outbreaks.
Reduce the risk of surgical fires.
The organization educates staff, including licensed independent practitioners who are
involved with surgical procedures and anesthesia providers, on how to control heat
sources, how to manage fuels while maintaining enough time for patient preparation, and
establish guidelines to minimize oxygen concentration under drapes.
[Ambulatory Care, Office-Based Surgery]
Encourage patients active involvement in their own care as a patient safety strategy.
Identify the ways in which the patient and his or her family can report concerns about
safety and encourage them to do so.
Prevent health care-associated pressure ulcers (decubitus ulcers).
Assess and periodically reassess each residents risk for developing a pressure ulcer
(decubitus ulcer) and take action to address any identified risks.
[Long Term Care]
The organization identifies safety risks inherent in its patient population.
The organization identifies patients at risk for suicide.
[Behavioral Health Care, Hospital (applicable to psychiatric hospitals and patients being
treated for emotional or behavioral disorders in general hospitals)]
The organization identifies risks associated with home oxygen therapy such as home fires.
[Home Care]
Improve recognition and response to changes in a patients condition
The organization selects a suitable method that enables health care staff members to
directly request additional assistance from a specially trained individual(s) when the
patients condition appears to be worsening.
[Critical Access Hospital, Hospital]
Development of the Goals

The Joint Commission established its National Patient Safety Goals program in 2002 and the first set of Goals was
effective January 1, 2003. The NPSGs were established to help accredited organizations address specific areas of
concern in regards to patient safety. The development and annual updating of the NPSGs is overseen by an expert
panel of widely recognized patient safety experts, as well as nurses, physicians, pharmacists, risk managers, and
other professionals who have hands-on experience in addressing patient safety issues in a wide variety of health care
settings. Each year, the Patient Safety Advisory Group (formerly the Sentinel Event Advisory Group) works with
Joint Commission staff to undertake a systematic review of the literature and available databases to identify
potential new NPSGs. Following a solicitation of input from practitioners, provider organizations, purchasers,
consumer groups, and other parties of interest, the advisory group determines the highest priority NPSGs and makes
its recommendations to The Joint Commission. In order to maintain the focus of accredited organizations on the
most critical patient safety issues, the Patient Safety Advisory Group may, as part of its annual review, recommend
the retirement of selected NPSGs.
The Patient Safety Advisory Group is charged with reviewing draft patient safety suggested actions for potential
publication in The Joint Commissions Sentinel Event Alert patient safety advisory. The Group also advises The
Joint Commission as to the evidence for and face validity of these suggestions, as well as their practicality and cost
of implementation. The Advisory Groups recommendations for annual NPSGs are forwarded to The Joint
Commissions Standards and Survey Procedures Committee (SSP) and Board of Commissioners for approval prior
to the year in which they are to be implemented. All Joint Commission accredited health care organizations and the
Disease-Specific Care certified programs are surveyed for implementation of applicable NPSGsor acceptable
alternativesas appropriate to the services the organization or program provides.
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Diversity in the Work Place

Everyone has something of value to contribute to the equation at work. Each employee was selected to perform a
job based on his or her talents, experience, and/or expertise to achieve a common goal. Just because someone is
different than you doesnt mean their contributions are any less valid. Differences are what an organization draws
on for its strengths.
We are taught different values and beliefs, and our life experiences are unique. We are different culturally,
emotionally, and historically. In the workplace you need to be able to foster relationships with members of different
cultures. It is important that you and others in the organization find common ground and capitalize on diversity by
developing initiatives that are geared toward utilizing everyones strengths.
All people need to be valued, respected, and accepted for who they are and what they bring to the workplace.
Treating others with respect is a core workplace value. When differences are aired in the workplace the following
are things that you should always keep in mind:
1.
2.
3.
Focus on actions and behaviors rather than the person. When focusing on actions and behaviors we allow
the other person to understand what they are DOING that is causing a problem. People can change actions
or behaviors if they are told specific things to focus on.
Using
I statements as opposed to yo
u statements can eliminate misunderstandings. The manner in
which you present problems and solutions can be greatly impacted by attitude.
Feedback is important and there are things that should be considered:
Providing feedback:
Dont:
Be judgmental
Use right or wrong
Look for things that are not there
Beat around the bush
Receiving feedback:
Dont:
Look for motives or hidden meanings
React by getting angry or hurt
Do:
Talk about what you saw and heard
Give feedback with empathy
Be genuine
Make it a description instead of an evaluation
Do:
Receive input openly and graciously
Express appreciation
Seek clarification
Be objective
Each of us has grown into a unique individual, and each of us has much to contribute to our jobs. Learning to
respect those we perceive as different from ourselves goes far in creating cohesive, productive work environments
and communities.
39| P a g e
2761 Jefferson Davis Hwy Ste. 201

Stafford, Virginia 22554
Ph 1-866-781-0726
Fax 1-888-482-0048
Policy for Employee Responsibilities in the event

Of Workplace Injuries/Accidents
Report all accidents/incidents, no matter how slight, immediately to your site supervisor and to the FlexRN+Co.
office (800-905-6150) and seek immediate medical treatment. Complete an incident report and have it signed and
dated by your supervisor. Reporting the next day or on your next work shift is not an acceptable practice. The
recommended practice is to immediately fill out the Injury/Accident Investigation form and fax it to FlexRN+Co. at
1-888-482-0048.
If you choose to see a doctor you must notify FlexRN+Co. immediately. The Director of Staffing must
accompany you to the physicians office. There is no exception to this unless the need to see a doctor is an
emergency need.
If you feel you need to see a doctor, complete the
worker portion of a Report of Occupational Injury or Disease.
The Director of Operations will provide assistance in completing this form if you need help and may provide you
with an Early Return to Work packet if your injury prevents you from returning to work.
Bring the Return to Work packet to your physician visit. Should your physician authorize time-loss, there is at least
a three-day waiting period before time-loss benefits will begin. To avoid loss of wages, inform your doctor that
light duty may be available and have your physician complete the Work Release/Physical Capacities form.
Report your physicians findings immediately (within 24 hours) to the Director of Operations. Return the
completed Work Release/Physical Capacities form to the Director of Operations.
Immediately (within 24 hours) report to the Director of Operations your progress or findings after each subsequent
physicians visit or other treatment. The Work Release/Physical Capacities form should be completed at each
physician visit and returned to the Director of Operations. You must report to your next scheduled shift once the
doctor releases you to work (part-time, temporary, modified, or regular).
I have read the above responsibility sheet. I have been given an opportunity to ask questions about my
responsibilities and understand that failure to do so may result in termination or may adversely affect my workers
compensation benefits. I have been given a copy of this document.
40| P a g e
Injury/Accident
Report
EMPLOYEE PORTION-Personal Information
Employee Name
Email Address
Address
Phone Number
Date of Birth
Sex:
Male
Hourly Pay Rate (on date of injury)
Date of Hire
Marital Status:
Single
Married
Female
Divorced
Widowed
Social Security Number

Occupation at time of injury
ACCIDENT/INJURY INFORMATION-to be completed by employee

Name of Facility
Facility Phone Number
Date of Injury
Address of Facility
Time of Injury
Exact Location of Injury:
Time Began Work:
Name of Witness (if applicable)
Date Injury Reported
Paid in full for date injury

occurred?
Yes
No
Person to Whom Reported
Machine, Tool, or object causing Injury
Specify part of machine, tool, or object
Describe fully how injury/illness occurred
Was injury caused by an unsafe act and/or unsafe

working conditions?
Yes
No
Were safeguards in place and utilized?
Yes
Describe actual injury, illness or affected body part(s)
No
Treated in Emergency Room?

Yes
No
Overnight Hospitalization Required?
Yes
No
Hospital, Clinic, or Treating Physician Name and Address

Has employee returned to work?
Yes
No
If yes, at what wage?
On what date?
EMPLOYER PORTION
Name of Employer
Federal Tax Identification Number
Date of Injury Notice to Employer
FLEXRN+CO
Address of Employer
Phone Number
Fax Number
STAFFORD, VA 22554
866-781-0726
888-482-0048
Name of Insurer
Policy Number and Effective Dates
Agent Code
AMERICAN HOME ASSURANCE

Employer Contact
Title
Date Report Prepared
Diana Moncure
Executive Director
2761 JEFFERSON DAVIS HWY STE 201
dmoncure@flexrn.com
Employer Signature
AIG Claims Contact
41| P a g e
Type of Claim:
Notice Only
Claim
Date of Report to AIG
State where claim will be filed

Virginia
AIG Reference Number for Report
Housing Policy
Security Deposits and Private Apartment Fees

Applicable security deposits are stated on your Assignment Confirmation Notice. This fee is non-refundable in
the event of cancellation/termination of your assignment. If you are on a Staffing Assignment, the security
deposit advanced on your behalf will be deducted from your first paycheck. The security deposit will be
refunded in your final paycheck or will be transferred accordingly to your next assignment. If you are receiving
a completion bonus, no fee will be deducted from your first paycheck, but rather held as security until time of
apartment vacancy.
Additional Housing Conditions

When you elect to reside in FlexRN provided housing, you hereby accept responsibility for the assigned living
quarters, agree to abide by all FlexRN policies and agree to abide by all of the rules and regulations of the
applicable apartment complex.
1.
2.
3.
4.
5.
6.
7.
8.
You agree to reside in the assigned living quarters during the term of the employment agreement. Housing
assignments are subject to availability and market conditions.
If you are taking a private apartment and plan to reside with a non-employee (i.e. spouse, child, and/or
friend), this must be confirmed and approved in advance, and the non-employee must agree to abide by all
the apartment complexs rules and regulations.
If you live in FlexRN provided housing you will be required to do an apartment inspection at the time of
the move-in and move-out with the apartment personnel (manager, lease agent, etc.). The complex should
be able to provide these inspection forms. Both forms must be completed and signed by you and the
authorized apartment personnel. Is it important that you keep a copy of the forms for your records. Should
the complex be unable to provide you with the required documents, contact your recruiter for assistance. If
you fail to complete the inspection forms prior to departure, you will be responsible for all charges
associated with cleaning the apartment and/or repairs for damages. This amount will be deducted from
your paycheck or invoiced for payment as necessary and in compliance with applicable laws. If there is
difficulty in coordinating this inspection, please notify your recruiter immediately.
You agree to allow any authorized FlexRN representative to enter your assigned unit and inspect the living
accommodations at any time. Furthermore, you agree to notify to the company immediately if any
problems should arise regarding the apartment or if any damage occurs.
You shall not bring pets into FlexRN housing unless approved in advance by the company. If petpermissible housing is available, you must take private housing and pay deposit/fee/pet rent as required by
the apartment complex. In most instances a portion of the pet deposit shall be nonrefundable. Any
ramifications/costs incurred due to false information and/or excessive damage caused by the pet, will be
your responsibility. The amounts will be deducted from your paycheck or invoiced for immediate
payment. You agree to furnish paperwork verifying the breed and weight of your pet upon the request of
such information by the applicable apartment complex.
You agree to provide at least 30 days advance notice to FlexRN if you intend to extend an assignment in
order for the company to extend your apartment lease end date. (Please note that not all leases can be
extended and may result in a need to change apartments.)
You agree to transfer or consolidate apartments promptly when deemed necessary by the company.
You agree to vacate the assigned apartment within 24 hours of the assignment end date whether as
scheduled or otherwise. All keys, parking cards, and remotes must be returned to the apartment complex
before leaving the premises. Any charge for missing keys, parking cards, and remotes will be deducted
from your paycheck or invoiced to you as necessary.
42| P a g e
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
Any request for an extended stay beyond 48 hours must be approved by FlexRN at least 30 days in advance
- you must agree to pay a daily rental charge during such extended period. Please consult your recruiter
directly for those amounts.
At the completion of an assignment you agree to leave the apartment in clean condition. You shall remove
all personal possession from the apartment, empty items from refrigerator, cupboards and closets, and
remove all trash from the apartment. Failure to do so shall result in cleaning and/or damage charges to you,
which may be deducted from your paycheck or invoiced to you at FlexRNs discretion.
You will not be charged for electrical utilities up to $100 per month, anything above that will be deducted
from you weekly pay. Due to that fee, we do ask that you conserve heat, air conditioning, and electricity.
You will be responsible for all housing costs (i.e. rent, utilities, etc.) after the date on which your
assignment ends, if terminated or cancelled.
You agree to be responsible for housing costs between contracts when an apartment is kept open for you.
Housing costs will be payroll deducted prior to any scheduled time off or time off between contracts.
All FlexRN provided housing is non-smoking.
You agree to comply with state or local ordinances, which mandate maximum number of occupants per
bedroom.
You are solely responsible for all personal belongings brought to FlexRN housing and any damages
incurred to them due to water damage, fire, and theft, any natural or mad-made disasters, etc. FlexRN is
not responsible for providing renters insurance and we suggest that all Flex nurses carry their own rental
insurance.
You are responsible for arriving at the leasing office during office hours to move into your assigned unit.
Arrangements for an a
fter hours move-in is your responsibility and will only be available at the
discretion of the applicable landlord.
If you would like to move in to your apartment prior to an assignment move-in date and if the apartment is
available, you may do so for a pro-rated fee (based upon the monthly rental rate) payable to FlexRN or
deducted from you first paycheck.
Subsidy
FlexRN offers a monthly housing reimbursement for employees who choose to locate their own housing. Half
of the monthly subsidy amount is paid twice per month (ex. 13 weeks worked = 6 subsidy payments.) First
subsidy payment will be received after the completion of one full pay period or two weeks of work. Subsidy
amounts are subject to change upon the completion of one assignment and the start of another assignment at the
same location. Subsidy amounts may also vary from location to location and are a stipend toward housing
expenses. Subsidy payments are taxable if you have not demonstrated that you are maintaining a permanent tax
residence outside a 50 mile radius from the facility.
If you wish to transfer from subsidy to FlexRN provided housing, you must have at least 13 weeks left on your
assignment. If you wish to change from company accommodations to subsidy, you must first complete the
original assignment associated with the assigned housing.
All shifts must be completed in order to be eligible for full reimbursement. Subsidy is pro-rated on a per shift
basis for each shift missed.
Facility Housing
If housing accommodations for your assignment are being provided by the client facility, it is your
responsibility to contact the Facility representatives for all information and instructions. Please forward your
new assignment address to your Recruiter.
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Drug Screen
Policy
FlexRN is to take a specimen of urine and submit it for a pre-employment, random, or a reasonable suspicion drug
test. The laboratory testing service is to make the results of such a test available to the prospective or current
employer, FlexRN. If at any time you refuse to submit to a drug or alcohol test under company policy, or if you
otherwise fail to cooperate with the testing procedures, you will be subject to immediate termination.
In the event of a positive drug test result that is not supported by a physicians statement, prescription, or
pharmacy documentation, FlexRN reserves the right to impose an immediate re-test within 72hrs of when positive
result is received. Furthermore, FlexRN will require that a random re-test is conducted within 3 months of positive
result and in a designated laboratory. If this policy and the established timelines are not strictly adhered to, your
ability to work may be adversely affected.
You RELEASE the laboratory testing service, its officers, and employees, from any and all claims which you might
otherwise have due to such results being made so available. You CONSENT NOT TO FILE ANY ACTION at law
or in equity against FlexRN, the laboratory testing service, their respective officers, agents or employees in
connection with the results of such test being made so available, and you hereby agree to INDEMNIFY and HOLD
HARMLESS FlexRN, the laboratory testing service, their respective officers, and employees from all damages,
expenses, reasonable attorney's fees, and costs of court which they or any of them may suffer or incur, jointly or
severally, due to the results of such test being made so available.
44| P a g e
Major Terms of Employment Agreement

This document summarizes the most important policies that govern your day-to-day relationship with FlexRN+Co.
Please review it carefully and sign it. Also, please remember to you must review the Employee Handbook, which
has much more detail. All rates are subject to change with two weeks notice. All benefits offered by FlexRN + Co.
are addressed in our Employee Handbook.
Hourly Base Rates:
All hourly rates are dependent on each facility as each contract between FlexRN + Co. and each
facility varies. Please speak to your scheduler to receive additional information. (Certain facilities may classify
such nursing areas as Post Partum and Well Baby Nursery as Med/Surg.)
Differentials:
Please speak to your scheduler to determine any/all night or weekend shift differentials. Facilities
vary dependent on hospital contract.
Holiday or Overtime Rates:
These are paid at 150% of the Base Rate for all employee classifications. Overtime is only payable when
pre-approved by the hospital in writing and confirmed by FlexRN Scheduling Specialist.
Orientation Pay Rate:
Please speak to your scheduler to discuss orientation as it pertains to each individual facility.
Standard orientation (1-2 hours prior to a first shift) is uncompensated. However, more extensive training may be
paid at a rate to be determined. Contract employees may receive payment for more hours depending on hospital
policy and management approval.
401k
Participating employees will receive a dollar for dollar match for their contributions up to two
percent of their gross pay.
Health Insurance:
Those eligible employees interested in joining the health insurance plan have the option of an HMO open
access (nontraditional HMO, no referrals required) or a PPO. All employees scheduled for an average of 30 hours
or more per week are eligible to join the health insurance with a company reimbursement offered. All premiums are
deducted as PRE-TAX dollars to your benefit, reducing your taxable income to save YOU money!
Employee Handbook:
Employee agrees to read and abide by the policies contained in the Employee Handbook.
Updates:
Employees are responsible for faxing or mailing in updates for licenses, certifications and Health statement
records as well as any additional paperwork that may become necessary for compliance with hospital requests
(i.e.: checklists, JCAHO information, etc.).
Sign On Bonuses:
Nurses will receive a $250 sign on bonus if they work 200 hours within the first 90 days of employment.
Nurses will receive $500 sign on bonus if they go directly into a full time contract within the first 30 days of
employment. At times there are additional or changed bonuses. We will match any comparable company that has a
different bonus or rate as long as proof is supplied in writing.
***Please speak to your scheduling specialist to receive the most up to date differential and base rate pay
scales. ***
________________________
Print Name
45| P a g e
__________________________
Signature
_____________
Date
Ph 1-866-781-0726 Fax 1-888-482-0048
Employee Evaluation Report

Dear Client Supervisor:
Please complete this Employee Evaluation Report and return it to our office by fax or mail. We value your
response, as they are the critical component of our quality assurance effort. Thank you.
FlexRN+Co. Employee Name: ____________________________

Name of Unit Shift Worked:
____________________________
Client Facility Name: ___________________________________
Excellent
Good
Fair
Clinical Skills (over all):

Patient Assessment & Observation
Remains calm in stressful/emergent situations
Documentation
Evaluation of change in patient condition
Patient & Family Education
Working knowledge of Advance Directives
Patient interaction (age appropriate communication & care)
Critical thinking skills/Judgement
Implementation of Physicians orders
Quality of Work (over all):

Uses time efficiently
Prioritizes care appropriately
Initiative & enthusiasm
Follows Hospital Policy & Procedures
Relations with Coworkers:

Attitude
Cooperation with peers
Appropriate reports patient information
Effective & Timely communication with physicians
Punctuality:
Ability to adapt to New Workplace:
Compliant with JCAHO standards:
Signature of Client Supervisor

46| P a g e
Print Name of Client Supervisor
Date
Poor
Not Observed
Ph 1-866-781-0726 Fax 1-888-482-0048
Employee Evaluation Report

Dear Client Supervisor:
Please complete this Employee Evaluation Report and return it to our office by fax or mail. We value your
response, as they are the critical component of our quality assurance effort. Thank you.
FlexRN+Co. Employee Name: ____________________________

Name of Unit Shift Worked:
____________________________
Client Facility Name: ___________________________________
Excellent
Good
Fair

Documentation
Patient interaction (age appropriate communication & care)
Critical thinking skills/Judgement

Initiative & enthusiasm

Attitude
Effective & Timely communication with physicians
Punctuality:
Signature of Client Supervisor

47| P a g e
Print Name of Client Supervisor
Date
Poor
Not Observed
Yearly Employee Self Evaluation

This self evaluation gives FlexRN an idea of where you rate yourself so that we can track your
growth and offer opportunities for improvement in the areas you feel you could use improvement
in. Thank you for assisting us in our efforts to measure our employees performance and
continue to supply our facilities with the highest quality of staff available.
Excellent
Good
Fair
Poor
Not
Applicable

Documentation
Patient interaction (age appropriate
communication & care)
Critical thinking skills/Judgment

Initiative & Enthusiasm

Attitude
Effective & Timely communication with
physicians
Punctuality:
Professional Goals for the upcoming year:__________________________________________

______________________________________________________________________________
Please list two areas of strength:__________________________________________________
______________________________________________________________________________
Please list two areas of weakness that could use improvements:________________________
______________________________________________________________________________
FlexRN Employee Signature

48| P a g e
Print Name
Date
Form VWC1
WORKERS'
COMPENSATION NOTICE
The employees of this business are covered by the Virginia Workers' Compensation Act. In case of injury by accident or
notice of an occupational disease:
THE EMPLOYEE SHOULD:

1. Immediately give notice to the employer, in writing, of the injury or occupational disease and the date of
accident or notice of the occupational disease.
2. Promptly give to the employer and to the Virginia Workers' Compensation Commission notice of any
claim for compensation for the period of disability beyond the seventh day after the accident. In case of fatal
injuries, notice must be given by one or more dependents of the deceased or by a person in their behalf.
3. In case of failure to reach an agreement with the employer in regard to compensation under the act, file
application with the Commission for a hearing within two years of the date of accidental injury or first
communication of the diagnosis of an occupational disease.
4. If medical treatment is anticipated for more than two years from the date of the accident and no award has
been entered, the employee should file a claim with the Commission within two years from the date of the
accident.
NOTE: The employer's report of accident is not the filing of a claim for the employee. The voluntary
payment of wages or compensation during disability, or of medical expenses, does not affect the running of
the time limitation for filing claims. An award based on a voluntary agreement must be entered or a claim
filed within two years; one year in death cases.
THE EMPLOYER SHOULD:

1. At the time of the accident, give the employee the names of at least three physicians from which the
employee may select the treating physician.
2. Report the injury to the Commission through your carrier or directly to the Commission.
3. Accurately determine the employee's average weekly wage, including overtime, meals, uniforms, etc.
Questions may be answered by contacting the Commission. A booklet explaining the Workers' Compensation Act is
available without cost from:
THE VIRGINIA WORKERS' COMPENSATION COMMISSION
1000 DMV Drive
Richmond, Virginia 23220
1-877-664-2566
vwc.state.va.us
Every employer within the operation of the Virginia Workers' Compensation Act MUST POST THIS NOTICE IN A
CONSPICUOUS PLACE in his place of business.
Every day many unemployed workers tell us that unemployment insurance is due them because they
have paid for it. This is not true in Virginia. There are no deductions from your paycheck for
unemployment insurance. Employers taxes are deposited in a trust fund from which unemployment
insurance benefits are paid. Do not confuse unemployment insurance with Old Age and Survivors
Insurance to which both you and your employer contribute.
YOU MAY APPLY FOR UNEMPLOYMENT INSURANCE BENEFITS IF:
You are totally unemployed, or

You are working at reduced wages and hours,
IF YOU ARE TOTALLY UNEMPLOYED OR ON A TEMPORARY LAYOFF:

The first week you are unemployed; register for work; and file a claim for benefits by calling 1-866-8322363, online at www.VaEmploy.com or in person at the nearest Virginia Employment Commission office.
IF YOU ARE WORKING REDUCED HOURS:
The first week your hours have been reduced; file a claim for partial benefits by calling 1-866-832-2363,
or in person at the nearest Virginia Employment Commission office.
TO BE ELIGIBLE FOR BENEFITS, THE LAW REQUIRES THAT YOU:
File a claim with the Virginia Employment Commission.

Have earned sufficient wages from employers who are subject to the Unemployment
Compensation Act of Virginia or any other state within your Base Period.
Must be unemployed through no fault of your own.
Must be able and available to work and making an active search for work.
Continue to report as instructed by the Virginia Employment Commission.
You cannot be paid unemployment benefits until you have filed your claim. To speed payment of benefits,
you should file your claim as soon as you become unemployed or your hours are reduced. If you have
any questions about your rights and responsibilities under the Virginia Unemployment Compensation Act,
visit the nearest office of the Virginia Employment Commission.
THE LAW REQUIRES EMPLOYERS TO POST THIS NOTICE IN A PLACE VISIBLE TO ALL WORKERS.
An Equal Opportunity Employer/Program
Auxiliary aids and services are available upon request to individuals with disabilities.
This notice is available in Spanish. Direct requests to:
Employer Accounts Unit
PO Box 1358
Richmond, VA 23218-1358
VEC B-29 (7/06)
YOUR RIGHTS UNDER USERRA

THE UNIFORMED SERVICES EMPLOYMENT
AND REEMPLOYMENT RIGHTS ACT
USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake
military service or certain types of service in the National Disaster Medical System. USERRA also prohibits employers
from discriminating against past and present members of the uniformed services, and applicants to the uniformed services.
REEMPLOYMENT RIGHTS
HEALTH INSURANCE PROTECTION
You have the right to be reemployed in your civilian job if you leave that
job to perform service in the uniformed service and:
If you leave your job to perform military service, you have the right
to elect to continue your existing employer-based health plan
coverage for you and your dependents for up to 24 months while in
the military.
Even if you don't elect to continue coverage during your military

service, you have the right to be reinstated in your employer's
health plan when you are reemployed, generally without any waiting
periods or exclusions (e.g., pre-existing condition exclusions) except
for service-connected illnesses or injuries.
you ensure that your employer receives advance written or verbal

notice of your service;
you have five years or less of cumulative service in the uniformed
services while with that particular employer;
you return to work or apply for reemployment in a timely manner
after conclusion of service; and
you have not been separated from service with a disqualifying
discharge or under other than honorable conditions.
If you are eligible to be reemployed, you must be restored to the job and
benefits you would have attained if you had not been absent due to
military service or, in some cases, a comparable job.
ENFORCEMENT
The U.S. Department of Labor, Veterans Employment and Training

Service (VETS) is authorized to investigate and resolve complaints
of USERRA violations.
For assistance in filing a complaint, or for any other information on

USERRA, contact VETS at 1-866-4-USA-DOL or visit its website at
http://www.dol.gov/vets. An interactive online USERRA Advisor can
be viewed at http://www.dol.gov/elaws/userra.htm.
If you file a complaint with VETS and VETS is unable to resolve it,
you may request that your case be referred to the Department
of Justice or the Office of Special Counsel, as applicable, for
representation.
You may also bypass the VETS process and bring a civil action
against an employer for violations of USERRA.
RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION

If you:
are a past or present member of the uniformed service;

have applied for membership in the uniformed service; or
are obligated to serve in the uniformed service;
then an employer may not deny you:
initial employment;
reemployment;
retention in employment;
promotion; or
any benefit of employment
because of this status.

In addition, an employer may not retaliate against anyone assisting in
the enforcement of USERRA rights, including testifying or making a
statement in connection with a proceeding under USERRA, even if that
person has no service connection.
The rights listed here may vary depending on the circumstances. The text of this notice was prepared by VETS, and may be viewed on the internet at
this address: http://www.dol.gov/vets/programs/userra/poster.htm. Federal law requires employers to notify employees of their rights under USERRA,
and employers may meet this requirement by displaying the text of this notice where they customarily place notices for employees.
U.S. Department of Labor

1-866-487-2365
U.S. Department of Justice
Office of Special Counsel
1-800-336-4590
Publication DateJuly 2008
Required Posters for Virginia Employers
Virginia Unemployment Compensation Act (UC)
The Notice to Workers (VEC-B-29) must be posted by every employer subject to

Virginia unemployment compensation laws. It advises an employee when they are
eligible for unemployment insurance benefits and how to apply for those benefits.
The poster in English: http://www.vec.virginia.gov/pdf/vecb29eng.pdf ,
and Spanish: http://www.vec.virginia.gov/pdf/vecb29sp.pdf

This poster may also be obtained from:
Virginia Employment Commission
Client Relations Room 100
P.O. Box 1358
Richmond, Virginia 23218-1358
(804) 786-4359
Virginia Occupational Safety and Health Act (VOSH)

The Job Safety and Health Protection poster advises an employee of their
rights and responsibilities under the OSHA law. All private and public employers
must post this notice, and are subject to a citation and possible fine if this poster
is not displayed. This poster is required in 11 x 17 format and is not available
for download, but may be ordered on line at:
http://www.doli.virginia.gov/publications/poster_form.html
Virginia Department of Labor and Industry
Occupational Safety and Health Program
13 South Thirteenth Street
Richmond, Virginia 23219-4101
(804) 371-2327
Virginia Department of Social Services (VDSS)

Earned Income Tax Credit (EITC) IRS publication 4194 advises low-to-middle
income working individuals and families about the federal earned income tax credit
and state low income credit. Links to the required State and Federal posters, and
other information, are available at:
http://www.dss.virginia.gov/community/eitc.cgi
Virginia Workers Compensation (VWC)

The Workers' Compensation Notice (VWC 1) advises employees and
employers of their rights and responsibilities under the Workers' Compensation
Law in case of injury or occupational disease. The notice must be posted by
every employer subject to the Virginia Workers' Compensation Act. The poster is
available at: http://www.vwc.state.va.us/vwc-portlet-cmcontentmanagement/content/df0fd392-84a9-11df-915db9f4d8d8256b/vwc1_form.pdf
Virginia Workers' Compensation Commission
1000 DMV Drive
Richmond, Virginia 23220
(804) 367-8699
The following six Federal posters may be downloaded or

ordered online. Most are available in English and Spanish
at:
http://www.osha.gov/pls/epub/wageindex.list or,
http://www.dol.gov/compliance/topics/posters.htm
or you may order directly from:
400 North Eighth Street
Richmond, VA 23240
(804) 771-2995
Fair Labor Standards Act (FLSA)
Minimum Wage Notice (WH-1088). Every employer with employees subject to

the Fair Labor Standards Act's minimum wage provisions must post this notice
explaining the Act. It must be available in a conspicuous place in all of their
establishments so that employees may readily read it.
Employee Polygraph Protection Act (EPPA)
The Polygraph Poster (WH-1462) is required by Federal law. The law requires all
employers to display this poster where employees and job applicants can readily read it.
Service Contract Act and Public Contractors Act
The poster Notice to Workers Working on Government Contracts (WH-1313)

is required by Federal law. This law affects all employers whose workers are
engaged in the production of materials, supplies, articles, or equipment
amounting to more than $10,000 under a government contract. Contracts for
services in excess of $2,500 also apply.
Davis-Bacon Construction Contracts Act

The Davis-Bacon poster (WH-1321) is required by federal law. All construction
contractors and subcontractors working on federally-financed construction must
post at the job site a copy of the specifications section of their contract that set
forth applicable prevailing wage rates, as determined by the Secretary of Labor.
Family Medical Leave Act of 1993 (FMLA)

The required FMLA poster (WH-1420) outlines the act and its enforcement
provisions. Employers with 50 or more employees are subject to the provisions
of this law.
Migrant and Seasonal Agricultural Worker Protection Act

(MSPA)
MSPA poster (WH-1376). Each farm labor contractor, agricultural employer and
agricultural association that is subject to the MSPA, and who employs any
migrant or seasonal agricultural worker(s), must keep this poster in a conspicuous
location at the place of employment.
The following required Federal posters are available online,

by mail, or phone as noted below.
Equal Employment Opportunity (EEO)
All employers with 15 or more employees, all government contractors and
subcontractors, regardless of the number of employees, are required to display
this poster Equal Opportunity is the Law (OFCCP-1420). This provides
general employment information, including provisions of the Americans with
Disabilities Act. English and Spanish versions are available at:
http://www1.eeoc.gov/employers/poster.cfm
U.S. Equal Employment Opportunity Commission
8280 Greensboro Drive, Suite 300
McLean, VA 22102
1-800-669-3362
Uniformed Services Employment and Reemployment

Rights Act (USERRA)
Employers may provide the notice "Your Rights Under USERRA by posting it
where employee notices are customarily placed. However, employers are free to
provide this notice to employees in ways that will minimize costs while ensuring
that the full text of the notice is provided (e.g., by handing or mailing out the
notice, or distributing the notice via electronic mail). This law protects the job
rights of individuals who voluntarily leave employment to undertake military
service, and prohibits employer discrimination against past and present members
of the uniformed services. This required poster and information about the Final
Rule are available at: http://www.dol.gov/vets/programs/userra/poster.htm
This poster may also be obtained directly from:
Veterans Services
1-800-487-2365
3/11
ww.doli.virginia.gov/whatwedo/enforcement/osha_vosh_std.html. YOU MAY ALSO CONTACT THE DEPARTMENT OF LABO

RY OFFICES LISTED BELOW TO RECEIVE PRINTED COPIES OF THE VIRGINIA UNIQUE STANDARDS AND OBTA
OF PUBLISHERS OF THE FEDERAL IDENTICAL STANDARDS.
request, names of employees filing complaints. Complaints may

at the Department of Labor and Industry addresses shown below.
Employers
ployer shall furnish to each of his employees employment and a

employment free from recognized hazards that are causing or
to cause death or serious harm to his employees, and shall
with occupational safety and health standards issued under the
Employees
ployee shall comply with all occupational safety and health stanles, regulations and orders issued under the Law that apply to his
ons and conduct on the job.
Inspection
requires that a representative of the employer and a representaorized by the employees be given an opportunity to accompany the
spector for the purpose of aiding the inspection.
here is no authorized employee representative, the VOSH inspecconsult with a reasonable number of employees concerning safeealth conditions in the workplace.
Discrimination
The Law provides that employees may not be discharged or discr

against in any way for filing safety and health complaints or otherw
exercising their rights under the Law.
An employee who believes he has been discriminated against for

ing their rights under the Law, may file a complaint with the Comm
of the Virginia Department of Labor and Industry within 60 day
alleged discrimination.
CASPA
Complaints Against State Plan Administration: Any person may

to the Regional Administrator of OSHA (address below) conce
Administration of the State Safety and Health Program.
State Coverage
Citation
spection VOSH believes an employer has violated the Law, a citaing such violations will be issued to the employer. Each citation
ify a time period within which the alleged violation must be cor-
SH citation must be prominently displayed at or near the place of

iolation for three days or until the violation is corrected, whichever
o warn employees of dangers that may exist there.
Proposed Penalty
provides for mandatory penalties against private sector employers

$7,000 for each serious violation and for optional penalties of up to
or each otherthanserious violation. Penalties of up to $7,000 per
be proposed for failure to correct violations within the proposed
od. Also, any employer who willfully or repeatedly violates the Law
assessed penalties of up to $70,000 for each such violation.
ector employers, all departments, agencies, institutions or other

subdivisions of the Commonwealth, are exempt from the penalty
s of this Law.
penalties are also provided for in the Law. Any willful violation
in the death of an employee is punishable, upon conviction, by a
ot more than $70,000 or by imprisonment for not more than six
or by both. Subsequent conviction of an employer after a first conoubles these maximum penaltiesC
Complaint
es or their representatives have the right to file a complaint with the

VOSH office requesting an inspection if they believe unsafe or
y conditions exist in their workplace. VOSH will withhold, on
A DEPARTMENT OF
AND INDUSTRY
Taylor Building
h Thirteenth Street
nd, VA 23219
The VOSH program shall apply to all public and private sector b
es in the State except for Federal agencies, businesses under th
Energy Act, railroad rolling stock and tracks, certain Federal encla
businesses covered by the Federal Maritime jurisdiction.
Voluntary Activity
Voluntary efforts by the employer to assure his workplace is in co

with the Law are encouraged. Voluntary Safety and Health Con
and Training Programs exist to assist employers. These services
obtained by contacting the Department of Labor and Industry a
shown below.
Recordkeeping
Employers now have a new system for tracking workplace injurie

nesses. OSHAs new recordkeeping log is simplier to understand
Using a question and answer format, the revised recordkeeping
vides answers to record occupational injuries and illnesses, and
how to classify specific cases. Flowcharts and checklists make th
keeping requirements easier to follow. Not all industries are requi
a recordkeeping log. To see if your industry is exempt, visit the OS
site at www.osha.gov/recordkeeping/pub3169text.html.
Fatalities
Any fatality or injuries to three (3) or more employees involving

hospitalization from a workplace incident, must be reported to the
VOSH office within eight(8) hours. Failure to report may result in
fine
OCCUPATIONAL SAFETY AND HEALTH OFFICE LOCATIONS

Headquarters
Powers-Taylor Building
13 South Thirteenth Street
Richmond, VA 23219
Northern Virginia/
Manassas
10515 Battleview Parkway
Manassas, VA 20109
Abingdon
The Johnson Center
468 East Main Street
Suite 114
EMPLOYEE RIGHTS AND RESPONSIBILITIES

UNDER THE FAMILY AND MEDICAL LEAVE ACT
Use of Leave
Basic Leave Entitlement

FMLA requires covered employers to provide up to 12 weeks of unpaid, jobprotected leave to eligible employees for the following reasons:
For incapacity due to pregnancy, prenatal medical care or child birth;
To care for the employees child after birth, or placement for adoption
or foster care;
To care for the employees spouse, son or daughter, or parent, who has
a serious health condition; or
For a serious health condition that makes the employee unable to

perform the employees job.
Military Family Leave Entitlements

Eligible employees with a spouse, son, daughter, or parent on active duty or
call to active duty status in the National Guard or Reserves in support of a
contingency operation may use their 12-week leave entitlement to address
certain qualifying exigencies. Qualifying exigencies may include attending
certain military events, arranging for alternative childcare, addressing certain
financial and legal arrangements, attending certain counseling sessions, and
attending post-deployment reintegration briefings.
FMLA also includes a special leave entitlement that permits eligible
employees to take up to 26 weeks of leave to care for a covered
servicemember during a single 12-month period. A covered servicemember
is a current member of the Armed Forces, including a member of the
National Guard or Reserves, who has a serious injury or illness incurred in
the line of duty on active duty that may render the servicemember medically
unfit to perform his or her duties for which the servicemember is undergoing
medical treatment, recuperation, or therapy; or is in outpatient status; or is on
the temporary disability retired list.
An employee does not need to use this leave entitlement in one block. Leave
can be taken intermittently or on a reduced leave schedule when medically
necessary. Employees must make reasonable efforts to schedule leave for
planned medical treatment so as not to unduly disrupt the employers
operations. Leave due to qualifying exigencies may also be taken on an
intermittent basis.
Substitution of Paid Leave for Unpaid Leave

Employees may choose or employers may require use of accrued paid leave
while taking FMLA leave. In order to use paid leave for FMLA leave,
employees must comply with the employers normal paid leave policies.
Employee Responsibilities
Employees must provide 30 days advance notice of the need to take FMLA
leave when the need is foreseeable. When 30 days notice is not possible, the
employee must provide notice as soon as practicable and generally must
comply with an employers normal call-in procedures.
Employees must provide sufficient information for the employer to
determine if the leave may qualify for FMLA protection and the anticipated
timing and duration of the leave. Sufficient information may include that the
employee is unable to perform job functions, the family member is unable to
perform daily activities, the need for hospitalization or continuing treatment
by a health care provider, or circumstances supporting the need for military
family leave. Employees also must inform the employer if the requested
leave is for a reason for which FMLA leave was previously taken or certified.
Employees also may be required to provide a certification and periodic
recertification supporting the need for leave.
Employer Responsibilities
Benefits and Protections

During FMLA leave, the employer must maintain the employees health
coverage under any group health plan on the same terms as if the employee
had continued to work. Upon return from FMLA leave, most employees
must be restored to their original or equivalent positions with equivalent pay,
benefits, and other employment terms.
Use of FMLA leave cannot result in the loss of any employment benefit that
accrued prior to the start of an employees leave.
Eligibility Requirements
Employees are eligible if they have worked for a covered employer for at
least one year, for 1,250 hours over the previous 12 months, and if at least 50
employees are employed by the employer within 75 miles.
Definition of Serious Health Condition

A serious health condition is an illness, injury, impairment, or physical or
mental condition that involves either an overnight stay in a medical care
facility, or continuing treatment by a health care provider for a condition that
either prevents the employee from performing the functions of the
employees job, or prevents the qualified family member from participating
in school or other daily activities.
Subject to certain conditions, the continuing treatment requirement may be
met by a period of incapacity of more than 3 consecutive calendar days
combined with at least two visits to a health care provider or one visit and a
regimen of continuing treatment, or incapacity due to pregnancy, or
incapacity due to a chronic condition. Other conditions may meet the
definition of continuing treatment.
Covered employers must inform employees requesting leave whether they

are eligible under FMLA. If they are, the notice must specify any additional
information required as well as the employees rights and responsibilities. If
they are not eligible, the employer must provide a reason for the ineligibility.
Covered employers must inform employees if leave will be designated as
FMLA-protected and the amount of leave counted against the employees
leave entitlement. If the employer determines that the leave is not FMLAprotected, the employer must notify the employee.
Unlawful Acts by Employers

FMLA makes it unlawful for any employer to:
Interfere with, restrain, or deny the exercise of any right provided under
FMLA;
Discharge or discriminate against any person for opposing any practice

made unlawful by FMLA or for involvement in any proceeding under
or relating to FMLA.
Enforcement
An employee may file a complaint with the U.S. Department of Labor or
may bring a private lawsuit against an employer.
FMLA does not affect any Federal or State law prohibiting discrimination, or
supersede any State or local law or collective bargaining agreement which
provides greater family or medical leave rights.
FMLA section 109 (29 U.S.C. 2619) requires FMLA covered

employers to post the text of this notice. Regulations 29
C.F.R. 825.300(a) may require additional disclosures.
____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
For additional information:

1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627
WWW.WAGEHOUR.DOL.GOV
U.S. Department of Labor | Employment Standards Administration | Wage and Hour Division
WHD Publication 1420 Revised January 2009
$7.25
PER HOUR
BEGINNING JULY 24, 2009
VERTIME PAY
At least 11/2 times your regular rate of pay for all hours worked over 40 in a workweek.
HILD LABOR
An employee must be at least 16 years old to work in most non-farm jobs and at least
18 to work in non-farm jobs declared hazardous by the Secretary of Labor.
P CREDIT
NFORCEMENT
DDITIONAL
FORMATION
Youths 14 and 15 years old may work outside school hours in various non-manufacturing, non-mining, non-hazardous jobs under the following conditions:
No more than
3 hours on a school day or 18 hours in a school week;
8 hours on a non-school day or 40 hours in a non-school week.
Also, work may not begin before 7 a.m. or end after 7 p.m., except from June 1
through Labor Day, when evening hours are extended to 9 p.m. Different rules
apply in agricultural employment.
Employers of tipped employees must pay a cash wage of at least $2.13 per hour if
they claim a tip credit against their minimum wage obligation. If an employee's tips
combined with the employer's cash wage of at least $2.13 per hour do not equal the
minimum hourly wage, the employer must make up the difference. Certain other
conditions must also be met.
The Department of Labor may recover back wages either administratively or through
court action, for the employees that have been underpaid in violation of the law.
Violations may result in civil or criminal action.
Employers may be assessed civil money penalties of up to $1,100 for each willful or
repeated violation of the minimum wage or overtime pay provisions of the law and up
to $11,000 for each employee who is the subject of a violation of the Acts child labor
provisions. In addition, a civil money penalty of up to $50,000 may be assessed for each
child labor violation that causes the death or serious injury of any minor employee, and
such assessments may be doubled, up to $100,000, when the violations are determined
to be willful or repeated. The law also prohibits discriminating against or discharging
workers who file a complaint or participate in any proceeding under the Act.
Certain occupations and establishments are exempt from the minimum wage and/or
overtime pay provisions.
Special provisions apply to workers in American Samoa and the Commonwealth of the
Northern Mariana Islands.
Some state laws provide greater employee protections; employers must comply with both
The law requires employers to display this poster where employees can readily see it.
Employees under 20 years of age may be paid $4.25 per hour during their first 90
consecutive calendar days of employment with an employer.
Certain full-time students, student learners, apprentices, and workers with disabilities
may be paid less than the minimum wage under special certificates issued by the
Department of Labor.
NOTICE
Federal, State and local governments are not affected by the law. Also, the law does not apply to
tests given by the Federal Government to certain private individuals engaged in national securityrelated activities.
EXEMPTIONS*
Employers are generally prohibited from requiring or requesting any employee or job applicant to
take a lie detector test, and from discharging, disciplining, or discriminating against an employee or
prospective employee for refusing to take a test or for exercising other rights under the Act.
PROHIBITIONS
The Employee Polygraph Protection Act prohibits most private employers from using lie detector
tests either for pre-employment screening or during the course of employment.
EMPLOYEE POLYGRAPH
PROTECTION ACT
Wage and Hour Division

Washington, D.C. 20210
EMPLOYMENT STANDARDS ADMINISTRATION
U.S. DEPARTMENT OF LABOR
U.S. DEPARTMENT OF LABOR

EMPLOYMENT STANDARDS ADMINISTRATION
Wage and Hour Division
Washington, D.C. 20210
June 2003
WH Publication 1462
*The law does not preempt any provision of any State or local law or any collective bargaining agreement which
is more restrictive with respect to lie detector tests.
THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB
APPLICANTS CAN READILY SEE IT.
or if you have access to the internet, you may log onto our Home page at www.wagehour.dol.gov.
Additional information may be obtained, and complaints of violations may be filed, at local offices of
the Wage and Hour Division. To locate your nearest Wage-Hour office, telephone our toll-free
information and help
line at 1 - 866 - 4USWAGE ( 1 - 866 - 487 - 9243). A customer service
representative is available to assist you with referral information from 8am to 5 pm in your time zone;
ADDITIONAL INFORMATION
The Secretary of Labor may bring court actions to restrain violations and assess civil penalties up
to $10,000 against violators. Employees or job applicants may also bring their own court actions.
ENFORCEMENT
Where polygraph tests are permitted, they are subject to numerous strict standards concerning the
conduct and length of the test. Examinees have a number of specific rights, including the right to a
written notice before testing, the right to refuse or discontinue a test, and the right not to have test
results disclosed to unauthorized persons.
EXAMINEE RIGHTS
The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms
who are reasonably suspected of involvement in a workplace incident (theft, embezzlement, etc.)
that resulted in economic loss to the employer.
The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector,
subject to restrictions, to certain prospective employees of security service firms (armored car,
alarm, and guard), and of pharmaceutical manufacturers, distributors and dispensers.
SEX (WAGES)
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as
amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in
the payment of wages to women and men performing substantially equal work,
in jobs that require equal skill, effort, and responsibility, under similar working
conditions, in the same establishment.
AGE
The Age Discrimination in Employment Act of 1967, as amended, protects
applicants and employees 40 years of age or older from discrimination based on
age in hiring, promotion, discharge, pay, fringe benefits, job training, classification,
referral, and other aspects of employment.
DISABILITY
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect
qualified individuals from discrimination on the basis of disability in hiring, promotion,
discharge, pay, fringe benefits, job training, classification, referral, and other
aspects of employment. Disability discrimination includes not making reasonable
accommodation to the known physical or mental limitations of an otherwise qualified
individual with a disability who is an applicant or employee, barring undue hardship.
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN

Title VII of the Civil Rights Act of 1964, as amended, protects applicants and
employees from discrimination in hiring, promotion, discharge, pay, fringe benefits,
job training, classification, referral, and other aspects of employment, on the basis
of race, color, religion, sex (including pregnancy), or national origin. Religious
discrimination includes failing to reasonably accommodate an employees religious
practices where the accommodation does not impose undue hardship.
WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED

There are strict time limits for filing charges of employment discrimination. To
preserve the ability of EEOC to act on your behalf and to protect your right to file a
private lawsuit, should you ultimately need to, you should contact EEOC promptly
when discrimination is suspected:
The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000
(toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing
impairments). EEOC field office information is available at www.eeoc.gov or
in most telephone directories in the U.S. Government or Federal Government
section. Additional information about EEOC, including information about charge
filing, is available at www.eeoc.gov.
RETALIATION
All of these Federal laws prohibit covered entities from retaliating against a
person who files a charge of discrimination, participates in a discrimination
proceeding, or other wise opposes an unlawful employment practice.
GENETICS
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants
and employees from discrimination based on genetic information in hiring,
promotion, discharge, pay, fringe benefits, job training, classification, referral, and
other aspects of employment. GINA also restricts employers acquisition of genetic
information and strictly limits disclosure of genetic information. Genetic information
includes information about genetic tests of applicants, employees, or their family
members; the manifestation of diseases or disorders in family members (family
medical history); and requests for or receipt of genetic services by applicants,
employees, or their family members.
Applicants to and employees of most private employers, state and local governments, educational institutions,
employment agencies and labor organizations are protected under Federal law from discrimination on the following bases:
Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations
Equal Employment Opportunity is
The Office of Federal Contract Compliance Programs (OFCCP), U.S.

Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C.
20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be
contacted by e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional
or district office, listed in most telephone directories under U.S. Government,
Department of Labor.
Any person who believes a contractor has violated its nondiscrimination or

affirmative action obligations under the authorities above should contact
immediately:
RETALIATION
Retaliation is prohibited against a person who files a complaint of discrimination,
participates in an OFCCP proceeding, or otherwise opposes discrimination
under these Federal laws.
three years of discharge or release from active duty), other protected veterans
(veterans who served during a war or in a campaign or expedition for which a
campaign badge has been authorized), and Armed Forces service medal veterans
(veterans who, while on active duty, participated in a U.S. military operation for
which an Armed Forces service medal was awarded).
EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement
RACE, COLOR, NATIONAL ORIGIN, SEX

In addition to the protections of Title VII of the Civil Rights Act of 1964, as
amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits
discrimination on the basis of race, color or national origin in programs or
activities receiving Federal financial assistance. Employment discrimination
is covered by Title VI if the primary objective of the financial assistance is
provision of employment, or where employment discrimination causes or may
cause discrimination in providing services under such programs. Title IX of the
Education Amendments of 1972 prohibits employment discrimination on the
basis of sex in educational programs or activities which receive Federal financial
assistance.
EEOC-P/E-1 (Revised 11/09)
If you believe you have been discriminated against in a program of any

institution which receives Federal financial assistance, you should immediately
contact the Federal agency providing such assistance.
INDIVIDUALS WITH DISABILITIES

Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment
discrimination on the basis of disability in any program or activity which receives
Federal financial assistance. Discrimination is prohibited in all aspects of
employment against persons with disabilities who, with or without reasonable
accommodation, can perform the essential functions of the job.
Programs or Activities Receiving Federal Financial Assistance
DISABLED, RECENTLY SEPARATED, OTHER PROTECTED,

AND ARMED FORCES SERVICE MEDAL VETERANS
The Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended, 38
U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ
and advance in employment disabled veterans, recently separated veterans (within
INDIVIDUALS WITH DISABILITIES

Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified
individuals from discrimination on the basis of disability in hiring, promotion,
discharge, pay, fringe benefits, job training, classification, referral, and
other aspects of employment. Disability discrimination includes not making
reasonable accommodation to the known physical or mental limitations of an
otherwise qualified individual with a disability who is an applicant or employee,
barring undue hardship. Section 503 also requires that Federal contractors take
affirmative action to employ and advance in employment qualified individuals
with disabilities at all levels of employment, including the executive level.
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN

Executive Order 11246, as amended, prohibits job discrimination on the basis
of race, color, religion, sex or national origin, and requires affirmative action to
ensure equality of opportunity in all aspects of employment.
Applicants to and employees of companies with a Federal government contract or subcontract

are protected under Federal law from discrimination on the following bases:
Employers Holding Federal Contracts or Subcontracts

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Benefits, Policies and Procedures

More Information and Facts about FlexRN

FlexRN Mission Statement

Policies and Procedures

9.6 Orientation Pay

Chapter 1 Equal Employment Policies

1.2 Prohibition against all Forms of Harassment

Vulgar or sexual comments, jokes, stories and innuendos.

Graphic or suggestive comments about someones body or

Gossip or questions about someones sexual conduct or

Vulgarity, leering, inappropriate touching and obscene or

Clinical Employee Handbook

Ch. 1 Equal Employment Policies

Prohibition Against All Forms of Harassment

Display in the workplace of sexually suggestive photographs,

Unwelcome and repeated flirtations, requests for dates and the

Requests or demands for sexual activity, dates, or the like by the

Requests or demands for sexual activity, dates, or the like by the

Intimidating, hostile, derogatory, contemptuous or otherwise

Retaliation against an employee for refusing sexual or social

If at any time you believe you are being subjected to harassment or

Complaints will be disclosed only as necessary to allow us to

Anyone who is found to have violated this policy is subject to

We will not permit retaliation against anyone who makes a

1.3 Conflict of Interest

Clinical Employee Handbook

Chapter 2 Employment Status

Ch. 2 Employment Status

application process and meet compliance guidelines in a timely

Chapter 3 Recruitment and Selection

3.2 Employment of Relatives

3.3 Background Checks

3.4 Application Information

Ch. 3 Recruitment and Selection

misrepresents or omits information on the application or

Chapter 4 Compensation and Benefits

4.2 Family Medical Leave Act

For incapacity due to pregnancy, prenatal medical care or child

To care for the employees child after birth, or placement for

To care for the employees spouse, child, or parent, who has a

For a serious health condition that makes the employee unable to

Clinical Employee Handbook

Ch. 4 Compensation and Benefits

4.4 General Employment agreement

4.5 Contract Agreements

Section Five: Evaluation

Two due within first 6 months of employment

One due at each new facility

Two due yearly, thereafter, if at same facility.

Annual Self Evaluation and goals

Performance evaluations for contract workers are conducted:

One completed at the start of the contract

Two to be completed within the duration of the contract.

Annual Self Evaluation and goals

Additional evaluations, which may be formal or informal, may be

5.2 Corrective Action

discharge, with or without advance notice. ANY complaint from a

End of probationary status

Continuation of probationary status with a scheduled follow-up