EMPLOYEE HANDBOOK
Revis
ed
January 7, 2013
2
MISSION STATEMENT
OF
SAINT FRANCIS HEALTH SYSTEM
MISSION
To
extend
the presence and healing ministry of Christ in all we do.
VISION
The Saint Fran
cis Health System will collaborate with others who share
its values to be the regional leader in the delivery of quality Catholic
health care services.
VALUES
EXCELLENCE
-
Promoting
high standards of service and performance
DIGNITY
-
Respect
ing
each perso
n as an inherently valuable member of the
human community and as a unique expression of life
JUSTICE
-
Advocating
for systems and structures that are attuned to the
needs
o
f
the vulnerable and disadvantaged and that promote a sense of
community
among all
persons
INTEGRITY
-
Encouraging
honesty, consistency, and predictability in all
relationships
STEWARDSHIP
-
Ensuring
prudent use of talents and resources in a
collaborative manner
3
HISTORY
www.saintfrancis.com/about/history
SAINT FRANCIS
H
EALTH SYSTEM POLICY
Disclaimer
SFHS reserves the right to change, interpret, delete or add to any of its employment
guidelines at any time and without prior notice to employees. Employment or any
offer of employment may be withdrawn, with or without c
ause, and with or without
notice at any time. SFHS is an “At Will” employer.
No representative of SFHS has the authority to enter into any agreement for
employment for any specified period of time, or assure t
o make some other personnel
action
, either pr
ior to commencement of employment or after employment, or to
assure any benefits or terms and conditions of employment, or make any agreement
contrary to the foregoing.
SFHS further reserves the right to transfer any employee to another department, shift
or entity if required by staffing or census levels and to change wages, benefits,
guidelines, work schedules and working conditions at any time.
The contents of this
H
andbook are not to be considered in any manner as being in the
nature of a contract, exp
ressed or implied, with any employee. No employee has or
will acquire any contractual right or rights as a result of the guidelines as set forth in
this
H
andbook.
The purpose of this Handbook is to summarize those SFHS guidelines that relate to
employmen
t. Please refer to the Human Resources Policy Manual available on the
Intranet
,
or the Human Resources Department for further clarification.
If there is
conflict
ing information
in this Employee Handbook, the current Policy and
Procedures of SFHS will
sup
er
s
ede
the Handbook.
4
TABLE OF CONTENTS
TITLE
PAGE
Mission Statement
2
History
3
SFHS Disclaimer
3
Table Of Contents
4
LEGAL ISSUES
AFFECTING EMPLOYMENT
Statement on Employee Relations
7
Equal Opportunity
8
Professional Conduct
8
Am
ericans With Disabilities Act
8
Corporate Compliance
8
EMPLOYMENT PRACTICES
New Employee
Orientation
9
Your Job
9
Employment Status Definitions
9
Employ
ee Current Hire
Date
9
Promotions
10
Transfers
10
Performance Appraisals
10
ID Badge
1
0
Employee Health Services
10
Return to Work Following Illness
1
0
Workers’ Compensation Insurance
1
1
Family Medical Leave
1
1
Leave of Absence (Medical)
1
1
Scheduled Absence
1
2
Unscheduled Absence
1
2
Leaving Work Area or Premises
1
2
Tobacco
-
Free En
vironment
1
2
Solicitation and
Distribution
1
2
Drug
and Alcohol
Policy Statement
1
3
Background Search
1
3
Address
/Name
Change
1
3
Confidentiality
1
3
Electronic Mail
and Internet
1
3
License, Certification, and
Registration
1
4
Customer Service
1
4
Telep
hone Courtesy and Use
1
4
Conscientious Objections
Policy Statement
1
4
Employee Grievance
Procedure
1
5
5
HOURS AND PAY
Pay Periods and Pay Days
1
5
Meal Period
1
5
Breaks
1
5
Overtime
1
5
Shift Differential
1
6
On Call
1
6
Wage Structure
1
6
Salar
y Adjustments
1
6
Time Clocks
1
6
Payroll Deductions
1
6
Assignments and Garnishments
1
7
BENEFITS
Ave Maria House
1
7
Paid Time Off
1
7
PTO Cash Out
1
8
PTO Resignation Benefits
1
8
Holidays
1
8
Extended Sick Leave
1
8
Flexible Spending Account (F
SA)
1
8
Medical Insurance
1
9
Health Plan Prescription Program
1
9
PPO High Deductible Health Plan
1
9
Dental Insurance
1
9
Group Term Life Insurance
19
Long Term Disability (LTD)
20
Critical Illness (CII)
20
Retirement Plan
20
Educational Opportuniti
es
20
Credit Union
20
Employee Assistance Program
2
1
Gift Shop
2
1
Logo Shop
2
1
Bereavement
and Funeral Pay
2
1
Jury Duty
2
1
Subpoena
2
2
Employee Recognition
2
2
SAFETY
Policy Statement
2
2
Responsibility
2
2
Unauthorized SFHS Visitors
2
2
No
n
-
Aggression Policy
2
3
6
S
TANDARDS OF CONDUCT
Employee Demeanor
2
3
Progressive Discipline
2
3
Conduct
,
Personal Appearance
and Phone Use
2
3
OTHER THINGS YOU NEED TO KNOW
Parking
Parking Tag
Parking Requirements
and Insurance Liability
2
4
2
4
2
4
SFHS Equipment and Supplies for Personal Use
2
5
Social Media
25
Employee Communication
2
5
Lost and Found
2
5
Suggestions
2
5
Package Inspections
2
5
MyHR@Home
Theft
2
5
2
6
TERMINATION
Resignation
2
6
Final Check
2
6
7
Saint Francis Health System
Statement on Employee Relations
Saint Francis Health System (SFHS) believes that its employees are one of its
greatest resources and are integral to the mission “to extend the presence and healing
ministry of
Christ in all we do.”
Faithful to the values of excellence, dignity, justice, integrity and stewardship,
SFHS is
committed to treating employees respectfully and with dignity. The system
demonstrates its commitment to employees by providing good working
conditions,
competitive wages and benefits and provides opportunities for employees to share their
ideas, talents and experiences. This in turn aids the organization in its goal of
continuously enhancing patient care at all of its facilities. The health
system
endeavors to provide work environments that enable employees to take pride in their
work and to bring meaning to their lives through what they do.
Saint Francis Health System is dedicated to providing employees good working
conditions, competitive
wages and benefits, and above all, treating employees fairly
with dignity and respect. A cooperative and supportive work environment is best
achieved by maintaining an open and direct working relationship with employees.
Saint Francis Health System does
not believe employees would benefit from outside
representation.
Consistent with Catholic Church teaching and the Ethical and Religious
Directives for Catholic Health Care Services, SFHS recognizes employees
’
right to
choose whether or not to be represe
nted from the outside. Without the threat of
retaliation by
anyone or any party, SFHS employees have the right
to support or
oppose
representation and
to share their views with fellow employees in a manner
consistent with the policies.
Saint Francis Hea
lth System employees have the right to information prior to
deciding whether they desire to relinquish their individual voice to an outside
organization. As an employer, Saint Francis Health System has the right under
federal labor law
-
as well as a resp
onsibility
-
to provide information to its employees
regarding representation by a labor organization.
Saint Francis Health System affirms its commitment to its employees and will
continue to recognize the value its employees bring to the strength of eac
h of its
entities and to the health system as a whole.
8
LEGAL ISSUES AFFECTING YOUR EMPLOYMENT
EOE/AA
As an Equal Opportunity E
mployer
with Affirmative Action
, SFHS does not
discriminate because of sex, race, creed, national origin, age, marital status,
physical
or mental disability,
military status,
religion
or
genetic information
in any aspect of
employment.
All decisions affecting employment, including hiring decisions, are made with
this policy in mind.
Refer to Saint Francis Health System Employmen
t
-
General
Policies, SFHS.PPM.06.00.00.00.
PROFESSIONAL CONDUCT
SFHS seeks to establish and maintain a workforce and workplace free from
harassment, discriminatory practices and other unprofessional behavior. SFHS will
not tolerate discrimination or haras
sment of or by employees, patients, medical staff
or others for any reason. In addition, harassment for any discriminatory reason, such
as race, sex, national origin, disability, sexual orientation, age,
religion
or
other
protected categories
, is prohibit
ed by SFHS and under state and federal laws. SFHS
expects all employees and staff personnel to abide by all federal and state laws that
prohibit discrimination.
SFHS will take appropriate steps to ensure that its work environment remains
free of discri
mination and that all employees and staff personnel behave in a
professional manner. All employees and staff personnel are expected to treat each
other with courtesy, respect and professionalism. SFHS prohibits not only unlawful
harassment, but also othe
r unprofessional and discourteous actions that might create
an intimidating, hostile or offensive working environment. Accordingly, derogatory or
inappropriate remarks, slurs or jokes regarding race, ethnicity, age,
sexual
orientation
,
religion
or gender
will not be tolerated.
Refer to Saint Francis Health
System Professional Conduct and Harassment Prohibition Policy,
SFHS.PPM.04.03.00.00.
AMERICANS WITH DISABILITIES ACT
It is the policy of SFHS to provide equal opportunity in employment to all
persons w
ithout regard to
any
such persons'
actual or
perceived disability, or
impairment
. Every employee must assist management in complying with the
Americans with Disabilities Act (the ADA) so that SFHS can provide the greatest
possible access to all aspects of
our services by patients, applicants and employees. It
is SFHS's policy to comply with all employment provisions of the ADA. Additionally
,
it
is our policy to reasonably accommodate the known limitations of an otherwise
qualified individual with a disab
ility
, perceived disability, or impairment
, if SFHS can
do so without creating an undue hardship for SFHS or its employees. This policy
applies to all aspects of employment.
Refer to Saint Francis Health System
Employment
-
General Policies
, SFHS.PPM.06.0
0
.00.00.
CORPORATE COMPLIANCE
SFHS has appointed a Corporate Compliance Officer to support our mission of
providing quality healthcare services with integrity and performing all activities in a
lawful and ethical manner.
All employees are expected to uph
old SFHS’s standards and conduct all
activities in a lawful and ethical manner. Employees who suspect a violation of any
law, regulation or standard must report this to their Supervisor/Man
ager, Employee
9
Relations
, the Corporate Compliance Hotline, or dir
ectly to the Corporate Compliance
Officer.
SFHS prohibits retaliation against employees who report a suspected violation
of any law, regulation
or standard in good faith. Any
retaliatory conduct must also be
reported.
EMPLOYMENT PRACTICES
NEW EMPLOYEE
O
RIENTATION
New jobs represent new challenges, surroundings, associations and
responsibilities. To help employees get acquainted as quickly as possible, a special
orientation session will be conducted on a regular
basis and attendance is required
.
Unders
tanding SFHS and its objectives will help employees do a good job and find
satisfaction.
Employees should not hesitate to ask questions during the orientation session.
If questions are not answered at that time, employees may ask their
Supervisor/Manager
or the Human Resources Department.
Employees are required to
attend New Employee Orientation during their first 30 days of employment.
Refer to
Saint Francis Health System New Employee Orientation Policy,
SFHS.PPM.06.05.00.00.
YOUR JOB
Employees are sel
ected for hire because we believe that they have the aptitude
and skill to make an important contribution to SFHS. It is the responsibility of each
Supervisor/Manager to assign duties as necessary. It is the employee’s responsibility
to perform the dutie
s effectively and efficiently and work assigned schedules.
Refer to
Saint Francis Health System Employment
-
General Policies
,
SFHS.PPM.06.00.00.00.
EMPLOYMENT STATUS DEFINITIONS
FULL
-
TIME:
Full
-
time employees are those employees
in positions
who are regu
larly
scheduled to work a minimum of 36 hours per week (minimum of 72
hours per
two
(2)
week period). Full
-
time employees are eligible for all
SFHS benefits as set out in the appropriate employee benefit plan.
PART
-
TIME:
Employees
in positions
who are re
gularly scheduled to work fewer than
36 hours per week but at least 16 hours (minimum of 32 hours per
two
[2]
week pay period) are considered part
-
time employees, and are
eligible for certain benefits as set out in the employee benefit plan.
ECB:
Emerg
en
cy Call Basis personnel (ECB e
mployees) are those hired to
work on an
as
-
needed basis by SFHS. ECB e
mployees are not
guaranteed a minimum number of scheduled work hours and
are
eligible
for
a limited number of
benefits
.
Refer to Saint Francis Health S
ys
tem Employment Status Policy,
S
FHS.PPM.06.02.00.00.
EMPLOYEE
CURRENT HIRE
DATE
Full and
part
-
time employees establish a
hire
date, which is the initial date of
employment. If there is a break in service, the rehire date will become the new
current
hire
d
ate.
Refer to Saint Francis Health System Employment Date Policy,
SFHS.PPM.06.03.00.00.
10
PROMOTIONS
When positions become available, consideration is given to employees of SFHS
based on their
qualifications,
ability, past performance, seniority and potent
ial to
handle the new position. The
current hire
date of the employee will remain the date of
hire unless there has been a break in service,
in which case it will be the latest date of
hire.
Refer to Saint Francis Health System
Employee Transfers and Pro
motions
Policy,
SFHS.PPM.0
9
.0
0
.00.00.
TRANSFERS
Employees who wish to be considered for a transfer to another department,
another SFHS entity or job classification,
must
complete
an
on
-
line
Transfer Re
quest
Form
. Employees seeking transfer must meet the
minimum qualifications of the job
they ar
e applying for to be considered, and must have worked a
minimum of six (6)
months in their current position, based on the
business needs of the department.
Transfers may also be instituted at the discretion of SFHS
for
a variety of
reasons, including, but not limited to
reorganization or assessment of an employee
performing at a less than satisfactory level in his or her current position.
Refer to
Saint Francis Health System Employee Transfers and Promotions Policy
,
SFHS.PPM.09.00.00.00.
PERFORMANCE APPRAISALS
It is the practice of SFHS for the Supervisor/Manager and employee to
periodically review past performance and make plans for future goals. Such
evaluations are intended to
provide employees with feedback
in
relation to what is
expected and also to give
employees
an opportunity to discuss career goals with the
Supervisor/Manager.
Employees are
generally g
iven their performance appraisals between September
1 and November 1
by the
ir
direct Supervisor/Manager.
If the employee does not agree
with the evaluation,
he/she
should discuss the areas of disagreement further with the
Supervisor/Manager, or the Human Resources Department.
Refer to Saint Francis
Health System Performance Management Program Policy, SFHS.P
PM.08.10.00.00.
ID BADGE
When employees
begin
work
for
SFHS, they are given a
picture
identification
badge. ID badge
s
should be worn at all times while on duty. ID badges may not be
defaced with stickers, emblems, pins, etc. If a badge is lost, stolen or
damaged, there
is a $10 replacement fee.
A separate access badge may be issued to employees as needed for access to
various areas/departments.
The Security Department
will distribute access badges as
warranted and will monitor access codes.
Refer to Sa
int Francis Health System
Employee Identification Badge Policy, SFHS.PPM.11.04.00.00.
EMPLOYEE HEALTH SERVICES
Employee Health Services are provided to employees free of charge to help
ensure a healthy atmosphere both for employees and for the patients in
our care. Pre
-
placement and annual health assessments may be required of employees.
Refer to
Saint Francis Health System Employee Health Services Policy, SFHS.PPM.16.11.05.00.
RETURN TO WORK FOLLOWING ILLNESS
Employees who have been absent from work du
e to
their own personal illness
or injury must
be clear
ed by Employee Health Services
to return to work. Employees
who have been absent due to an extended illness or injury are
required to obta
in a
11
release from a physician and must be cleared by Employee
Health Services to return
to work
.
Employees should report to the
ir
Superv
isor/Manager with the EHS
release
before
performing their duties upon
return to work.
Refer to Saint Francis Health
System Employee Health Services Policy, SFHS.PPM.16.11.05.00.
W
ORKERS’
COMPENSATION INSURANCE
SFHS complies with t
he Worker
s’
Compensation Insurance laws of Oklahoma
which
cover employees who are injured on the job.
Employees must report any injury sustained wh
ile on the job to their
Supervisor/Manager immediately
and complete an Employee Injury/
I
llness
F
orm.
F
orms
are
available in each department or by contacting the Supervisor/Manager
,
Risk Management or Employee Health Service
s
. Failure to report a work
-
related
injury may disqualify an employee from receiving be
nefits that they would otherwise
be entitled to.
Refer to Saint Francis Health System Reporting Occupational
Injuries/Illnesses Policy, SFHS.PPM.16.05.10.00.
FAMILY MEDICAL LEAVE
In accordance with the federal Family and Medical Leave Act (FMLA)
,
e
mploye
es
who have worked a minimum of 1,250 hours over the previous 12 months
and have
been employed by SFHS for at least one
(1)
year,
are eligible for up to a maximum of
12 weeks of unpaid, job
-
protected leave for:
serious
health condition of the employee
the
birth, adoption or foster care of a child
serious health condition of a parent, spouse or child
qualifying exigencies
caring for a covered servicemember
An eligible employee may take up to 26 weeks of leave during a single 12
-
month
period to care for
a s
p
ouse, son, daughter, parent, or next of kin who is a covered
military “service member” with a serious injury or illness, as defined by the FMLA and
the SFHS Family and Medical Leave Policy.
Employees
are responsible for contacting
Matrix at
1
-
877
-
462
-
4970 to request their FMLA.
Refer to Saint Francis Health
System Family and Medical Leave (FMLA) Policy, SFHS.PPM.16.08.01.00.
LEAVE
OF
ABSENCE
(MEDICAL)
A leave of a
bsence for medical reasons
(Medical LOA)
may be granted to full and
part
-
time employees
who
are not eligible for
,
or have exhausted
Family Medi
c
al Leave
under the FMLA
.
An
employee
requesting a Medical LOA
must have a written
statement from a physician stating the medical condition and the approximate return
-
to
-
work date.
Unlike employees o
n FMLA,
employees on a Medical LOA
are
not
guarantee
d
a position upon employee's return to work.
Once the employee
has
cleared Employee Health,
if their job has been double
-
filled,
it is the employee’s
responsibility to contact Human Resources to apply or
seek employment for positions
in which they
are
qualifi
ed
. An employee
on a Medical LOA
will not be permitted to
return to work without a written release from
his/her treating
physician. The
employee may return to work prior to the projected expiration
of the leave upon
presenting a written medical release
to Employee Health Services
.
To request a
Me
dical
LOA
,
employee
s are responsible for contacting Matrix at 1
-
877
-
462
-
4970.
Refer to Saint Francis Health System Medical Leave of Absence Policy,
SFHS.PP
M.16.08.01.01.
12
SCHEDULED ABSENCE
A scheduled abse
nce must be approved in advance
and accepted by the
Supervisor/Manager as a valid reason for absence and be in compliance with proper
notification requirements according to departmental policy. PTO benefit
s are
applicable.
Refer to Saint Francis Health System Paid Time Off (PTO) Policy,
SFHS.PPM.16.09.00.00.
UNSCHEDULED ABSENCE
An unscheduled absence is one which has not been approved in advance and
will count as an occurrence
.
Refer to
S
aint
F
rancis
H
ealth
S
ystem
Attendance and
Punctuality Policy
,
SFHS.PPM.11.01.00.00.
LEAVING WORK AREA OR PREMISES
Because emergencies may arise in the department, it is necessary for the
Supervisor/Manager to know when an employee leaves the work area for breaks or
lun
ch.
If it becomes necessary to leave the premises during working hours for personal
reasons, employees must obtain permission from the
ir
immediate supervisor.
Employees are required to clock out upon leaving and clock back in again upon
return.
Refer to
Saint Francis Health System Meal Periods Policy,
SFHS.PPM.12.02.00.00.
TOBACCO
-
FREE ENVIRONMENT
SFHS is committed to the promotion of quality health care, which includes
prevention of disease. With this commitment comes the responsibility of providing a
safe and healthy environment and to promote wellness in accordance with
SFHS
mission and acting as a leader in assuring a clean air environment.
To establish and maintain the safest possible environment in which to deliver
such care,
SFHS
and properties
are tobacco free as of November 16, 2006. Use of
tobacco products (including pipes, smokeless tobacco, cigarettes, cigars, snuff and
herbal smoking
, electric cigarettes
and/or tobacco products) is prohibited in or on
Health System owned or leased property
inside and outside campus buildings, parking
lots, personal vehicles in parking lots and company vehicles. Personnel are asked not
to dispose of their tobacco litter on the Health System's properties. Employees may
not use tobacco products during hours
of work. Employees who leave the
building/campus for non
-
work related
activities
, including the use of tobacco,
must
clock out
and clock back in upon return
. This policy is not intended to control any
person's choice to use tobacco products outside of th
e workplace, but rather to create
a healthier environment for everyone who works at
SFHS
, receives care or is a visitor.
Refer to Saint Francis Health System Tobacco Free Policy, SFHS.PPM.11.13.00.00.
SOLICITATION AND DISTRIBUTION
To prevent disruptions
or interruptions to health care operations and
interference with quality patient care, the policy applies to any solicitation and/or
distribution of literature and products on SFHS property.
Employees may not solicit during working time
on SFHS premises
f
or any
purpose or in any area that would cause disruption of health care operations or
disturbance of patients or employees. Working time includes time of both the
employee doing the soliciting or distributing and the employee to whom the soliciti
ng
or di
stributing is directed. Refer to Saint Francis Health System Solicitation and
Distribution Policy, SFHS.PPM.10.09.00.00.
13
DRUG AND ALCOHOL
POLICY STATEMENT
SFHS and all of its subsidiaries and affiliated organizations, seek to establish
and maintain a wo
rkforce and workplace free from the unauthorized use of alcohol
and prohibited, illegal or controlled substances, including drugs and other chemicals.
Employees who are impaired or under the influence of drugs or alcohol present
safety and health risks to
themselves, patients, co
-
workers and others with whom they
come into contact. SFHS policy prohibits an employee from being impaired by drugs
or alcohol at work, on SFHS premises or while engaged in performance of duties for
SFHS.
The Drug and Alcohol Po
licy is available for employee review.
Refer to Saint
Francis Health System Drug and Alcohol Policy, SFHS.PPM.10.20.00.00.
BACKGROUND SEARCH
It is the policy of SFHS to provide a safe workplace for its employees, patients,
staff, visitors and guests. To
enable SFHS to properly evaluate
an
individual
’s
fitness
for employment or continued employment, SFHS reserves the right to conduct or
require criminal background investigations on applicants and employees. The scope
of these investigations may include i
nquiries of local, state and federal law
enforcement and regulatory bodies, including Oklahoma State Bureau of
Investigations, Office of the Inspector General, and other reporting agencies who
provide information relevant to the determination of an individ
ual’s fitness for
employment with SFHS.
A release permitting this background search is included in
the application for employment.
Refer to Saint Francis Health System Criminal
Background Investigation Policy, SFHS.PPM.06.01.03.00.
ADDRESS
/NAME
CHANGE
E
mployees must notify the Human Resources Department within 30 days of
any change of name, address, phone number, marital status
or any other information
to
keep
records up
-
to
-
date.
Address changes can be done online at MyHR@Home.
Written name change requ
ests must be accompanied by
a current
Social Security card
in compliance with IRS requirements.
CONFIDENTIALITY
Under Oklahoma law, certain Federal laws and SFHS policy, information
concerning a patient and his/her condition is strictly confidential. Thi
s also includes
any information concerning a patient's Physician. Employees are cautioned that they
may not give out any information to anyone
, unless properly authorized
. If
an
employee
receive
s
a written or oral request for information
regarding patien
ts or
employees,
the
following
procedures
must be followed
:
Refer inquiries about patients from friends and relatives to the nurse in charge of
the unit;
Refer inquiries from members of the press or other sources of publ
ic information
to A
dministration or
Marketing
;
Familiarize yourself with all Policies and Procedures on Confidentiality for your
assigned work area.
Refer to Saint Francis Health System
Breach of Confidentiality
Policy,
SFHS.PPM.0
3
.0
0
.00.00.
ELECTRONIC MAIL
AND INTERNET
SFHS authorized
users will utilize the e
-
mail system
as
defined by SFHS
Corporate Information Services. This policy assumes use of e
-
mail via the public
Internet and interaction with patients and other members of the public at large. SFHS
14
e
-
mail system users including,
but not limited to, employees, contractors, students
and volunteers will adhere to this policy. The SFHS Electronic Mail Policy governs all
mail usage either originated at a SFHS computer or network or received into a SFHS
computer or network from an exte
rnal mail system. No employee, or other user of e
-
mail on SFHS provided PC
's, should have
any expectation of privacy in such e
-
mails.
Refer to Polic
ies
Electronic Mail Policy,
SFHS.
ITS.PPM
.01.03.01.01 and
Internet Policy
SFH
S
.ITS.PPM.01.03.01.02.
LICENS
E
, CERTIFICATION
AND
REGISTRATION
SFHS employees who are required by law
or job description
to be licensed
,
certified or registered (LCR)
must have a valid
LCR
and are expected to obtain the
required
LCR
renewal. It is the employee's responsibility to pa
y for all
LCR
fees and to
provide a copy of such to the appropriate department and/or Human Resources
Department. Failure to maintain your
LCR
may result in the inability to work and/or
disciplinary action.
Refer to Saint Francis Health System
Primary
So
urce Verification
Policy, SFHS.PPM.06.06.00.00.
CUSTOMER SERVICE
It is the Mission of Saint Francis Health System to extend the presence and
healing ministry of Christ in all we do. Patients and visitors are to be treated with
excellence, dignity, justic
e and integri
t
y.
It is extremely important that each and every
SFHS employee take an active interest in contributing to the best possible
relationships
with all people.
TELEPHONE COURTESY AND USE
Care and courtesy in using the telephone makes the contact
a pleasant
experience. Please keep the following suggestions in mind when using the telephone:
Answer pleasantly and promptly
Identify yourself by department and name
Give accurate and careful answers
Transfer calls tactfully
Always say "Please" and "Tha
nk you"
Be helpful
Remember: People only hear a voice; they don't see a face
Avoid using medical terminology which is not un
derstood by patients and
family
Whenever possible, avoid placing caller on "hold" for more than a few seconds
Hang up gently
Person
al phone calls should be on break time
or during meal periods
CONSCIENTIOUS OBJECTIONS POLICY STATEMENT
Employees have the right to request reassignment when their duties are in
conflict with their ethical values or
religious and
cultural beliefs. The re
questing
employee is responsible for providing appropriate patient care until an alternate
arrangement can be made. It should be realized that for reasons of staffing
limitations, it may not be possible to grant a request for reassignment. Refusal to
pro
vide care may result in disciplinary action up to and including termination.
Refer
to Saint Francis Health System Conscientious Objections Regarding Direct Patient
Care Policy, SFHS.PPM.11.16.00.00.
15
EMPLOYEE GRIEVANCE
PROCEDURE
Employees are encouraged
to resolve problems, concerns or disputes about
work through open communication with their immediate Supervisor/Manager. If such
discussions do not result in a successful conclusion, employees may seek resolution
through th
e
Employee Grievance
Procedure
to cover any complaint concerning matters
relating to employment. Examples of such include
, but are not limited to
:
Application of SFHS policies, practices, rules, regulations and procedures
believed to be to the detriment of an employee;
Treatment consid
ered inappropriate such as coercion, reprisal, harassment or
intimidation;
Alleged discrimination because of race, color, sex, age,
religion,
handicap,
national origin, military status, marital status
, genetic information
or any other
non
-
merit factor.
Th
e Employee Grievance
Procedure shall not cover employment issues related
to Workers’ Compensation claims, Benefit Plan issues, unemployment compensation
or any non
-
waivable statutory claims.
An employee complaint to be addressed in accordance with this pr
ocedure must
be submitted in writing on the appropriate form within the time frame
specified.
Refer
to SFHS Employee Grievance
Procedure Policy, SFHS.PPM.15.05.03.01
.
HOURS
AND
PAY
PAY
PERIODS
AND
PAYDAY
The standard pay period at SFHS is two
(2)
week
s beginning at 0001 Sunday
and ending at 2400 on the second following Saturday.
SFHS employees are paid every other week
;
therefore, there are 26 pay periods
each year. For employee convenience, paychecks will be automatically deposited into
the banking i
nstitution of choice.
Questions concerning an employee’s pay advice should be addressed with the
Supervisor/Manager.
Employees may view payroll advices through Employee Self
Service via the Intranet and Internet.
Refer to Saint Francis Health System Pay
Periods, Pay Days and Methods of Payment Policy, SFHS.PPM.08.03.00.00.
MEAL
PERIOD
Meal breaks are normally one
-
half
hour in length, time may vary by
department. Meal breaks are non
-
paid and are duty
-
free
. Employees are not required
to
clock
out for me
al breaks unless they leave the premises.
Refer to Saint Francis
Health System Meal Periods Policy, SFHS.PPM.12.02.00.00.
BREAKS
Breaks are optional and should be managed through th
e department
Supervisor/Manager when department coverage and business ne
eds allow.
Refer to
Saint Francis Health System Break Periods Policy, SFHS.PPM.12.03.00.00.
OVERTIME
Supervisor/Manager approval is required for overtime. All non
-
exempt
personnel are paid time and one
-
half for hours
worked
over forty in one week.
Ex
empt employees are not eligible for overtime pay.
Refer to Saint Francis Health
System Overtime Policy, SFHS.PPM.
08
.0
2
.0
3
.00.
16
SHIFT
DIFFERENTIAL
Employees who work in a designated shift department and are assigned to the
evening
,
night
or weekend
shif
t will receive a shift differential in addition to the basic
hourly rate.
This shift differential will be paid automatically for actual time worked on an
eligible shift. The Supervisor/Manager should advise the employee if there is a shift
differential.
Refer to Saint Francis Health System Authorized Shift Patterns Policy,
SFHS.PPM.08.02.0
2
.00.
ON CALL
In some departments within SFHS, the nature of the work requires that a
member of that department be available for business after normal hours.
This wi
ll be considered “on call
.
” It is the employee’s responsibility to remain at
a location where they may be reached by telephone (or
page
r) and be able to return to
SFHS within thirty minutes.
Hourly e
mployees who are on ca
ll receive special compensation f
or their time
spen
t
on call.
Refer to Saint Francis Health System Rate of Pay
-
On
-
Call Hourly
Employees Policy, SFHS.PPM.08.06.07.00.
WAGE
STRUCTURE
Each job classification in SFHS is assigned to a pay grade, which is based upon
the degree of responsib
ility, the technical skills and the professional capacity required
by the position.
Job classifications are reviewed periodically regarding their relationship to
comparable positions in SFHS and in the community.
Questions regarding wages or potential fo
r advancement should be addressed
with the Supervisor/Manager.
Refer to Saint Francis Health System Compensation
Management Policy, SFHS.PPM.08.00.00.00.
SALARY
ADJUSTMENTS
As determined by the
SFHS
budget, eligible employees may receive a base
salary i
ncrease, if approved
.
Prorating tables/factors will be distributed for newer
employees by Human Resources as approved
.
Refer to Saint Fr
ancis Health System
Base Salary
Increase Policy, SFHS.PPM.08.01.01.01.
TIME CLOCKS
All
employees are required to c
lock in/out at the beginning/end of their shift.
Failure to clock
in/out
could result in
disciplinary action and/or
loss of pay.
Refer to
Saint Francis Health System
Time Entry
Policy, SFHS.PPM.
13
.0
0
.
0
0.00.
PAYROLL
DEDUCTIONS
There are two types of ded
uctions: Those required by law and those authorized
by the employee.
Those required by law include:
Amount required by law for Federal and State withholding;
Amount required by Federal
law for Social Security. The amount paid by
SFHS
equals the amount paid by the employee;
17
Those authorized by the employee include:
Insurance premiums;
Credit Union
and 401(k)
deduction
s;
Deductions for
fees;
gift shop
, logo shop
or food
purchases
, etc.
United Way
or Employee Emergency Fund
contributions;
Miscellaneous deductions.
Ref
er to Saint Francis Health System Payroll Deductions and Garnishments Policy,
SFHS.PPM.08.05.00.00 and Voluntary Payroll Deductions Policy,
SFHS.PPM.10.22.00.00.
ASSIGNMENTS
AND
GARNISHMENTS
SFHS
must honor legal garnishments and other orders by the cour
t and/or
State and Federal agencies. During this period, the employer is required to deduct a
percentage from the earnings of the employee.
Refer to Saint Francis Health System
Payroll Deductions and Garnishments Policy, SFHS.PPM.08.05.00.00.
BENEFITS
A
ll Employee Benefit Plans are described in detail in the Summary Plan Description
("SPD") which is
the
controlling
document
. Always refer to the SPD when seeking
information regarding your benefits.
AVE MARIA HOUSE
The Ave Maria House is open to
childre
n of
employees of SFHS including Saint
Francis Hospital, Laureate Psychiatric Clinic and Hospital, Warren Clinic and Saint
Francis
South
. The employee must receive a pay check from SFHS in order to have
daycare charges payroll deducted.
Refer to Saint Fr
ancis Health System Ave Maria
House (Child Development Center), SFHS.PPM.16.11.01.00.
PAID TIME OFF
SFHS believes that employees have a need for benefits, which will provide pay
for leisure time as well as payment during periods of illness or disability.
Paid Time
Off (PTO) is a plan for the administration of benefits which consists of Vacation,
Holiday and Sick Pay according to the following schedule:
From Date of Hire
Fifth Anniversary
Tenth Anniversary
Managers
and
Above
.10000 per paid hour
(26 da
ys per year)
.11923 per paid hour
(31 days per year)
.11923 per paid hour
(31 days per year)
Full Time
.08076 per paid hour
(21 days per year)
.10000 per paid hour
(26 days per year)
11923 per paid hour
(31 days per year)
Part Time
No ECB’s
.03824 per
paid hour
(10 days per year*)
.05769 per paid hour
(15 days per year*)
.07692 per paid hour
(20 days per year*)
*Accruals based on hours paid
Regular full
-
time and regular part
-
time employees are eligible to accrue and use
PTO benefits. PTO is calcula
ted based upon type of employment, length of continuous
service and the number of hours paid in each pay week up to a maximum of 40 hours
per week. Hours paid include worked hours and benefit hours. Up to 320 hours of
accrued PTO may be carried over to t
he next calendar year.
Refer to Saint Francis
Health System Paid Time Off (PTO) Policy, SFHS.PPM.16.09.00.00.
18
PTO CASH OUT
A non
-
exempt employee who has taken 4
0 or more hours of PTO in the current
calendar year may request cash payment equal to
50
%
of
the cash value of PTO for up
to 80 hours per year. In order to be eligible for such payment, an employee must
retain a minimum of 80 accrued PTO hours after cash out.
Refer to Saint Francis
Health System Paid Time Off (PTO) Policy, SFHS.PPM.16.09.00.00.
PTO
RESIGNATION
BENEFITS
In the event an employee is no longer working in a position that is eligible for
PTO (due to position change, hours change, etc.) or an employee separates from
employment, the maximum payment for accrued unused PTO will be 320 ho
urs.
Refer
to Saint Francis Health System Paid Time Off (PTO) Policy, SFHS.PPM.16.09.00.00.
HOLIDAYS
The holidays recognized by SFHS include New Year’s Day, Good Friday,
Memorial Day, Independence Day, Labor Day, Thanksgiving and Christmas.
Part
-
time
and ECB employees who work on a recognized SFHS holiday are paid
an extra hour for every hour worked up to
8 hours
for shifts that begin on the holiday.
The holiday starts at 0001 hours and ends at 2400 hours.
Refer to Saint Francis
Health System
Holiday
s
Policy, SFHS.PPM.16.09.0
2
.00.
EXTENDED SICK LEAVE
Regular full
-
time employees are eligible to accrue and use
Extended Sick Leave
(
ESL
)
benefits to help provide protection from loss of income due to extended periods
of illness or injury. ESL benefits a
re accrued from the date of employment or
eligibility. Calculation is based upon the number of hours paid in each pay week up
to a maximum of 40 hours paid per week. Hours paid include worked hours and
benefit hours. ESL accrues at 0.02692 hours per pai
d hour with a maximum annual
accrual of 56 hours per year. ESL hours less than 1040 hours will be carried over to
the next calendar year.
ESL hours are paid during periods of personal illness or injury lasting more than
24 hours of scheduled work time.
T
he employee must use PTO for the first 24
consecutive hours if available
,
except in the case of hospitalization, outpatient surgery
or recurring serious illness
. The first 24 hours will be without pay if PTO is not
available. Each calendar year, employee
s may opt to transfer up to 24 hours of
accrued PTO to ESL.
ESL hours are paid at the employee’s base rate of pay according to the
employee’s regularly scheduled workday but not to exceed 40 hours per pay week.
In the event that an employee transfers to
a part
-
time or ECB position, accrual
will cease and the ESL balance will be frozen for one year. ESL will be re
-
instated if
employee becomes full
-
time within one year from status change. Upon termination of
employment, ESL hours are forfeited.
Refer to
Saint Francis Health System Extended
Sick Leave (ESL) Policy, SFHS.PPM.16.09.01.00.
FLEXIBLE SPENDING ACCOUNT (FSA)
FSA’s allow
participants to pre
-
tax payroll deductions for the following:
Employee share of premiums for
h
ealth and/or
d
ental coverage
M
ed
ical Reimbursement (out
-
of
-
pocket expenses not covered by medical
insurance)
Dependent
Care
Reimbursement (child care, elderly care, etc.)
19
Eligible employees are required to
enroll electronically through MyHR@Home
on
an annual basis which remains in effec
t and cannot be revoked or changed during the
plan year unless there is a “qualifying event” (change in the family status, i.e.,
marriage, divorce, death, birth, adoption or change of employment of spouse).
“Qualifying Events” must be reported
and electio
n changes made
within 3
1
days of the
event.
MEDICAL
INSURANCE
Full and part
-
time employees may participate in the SFHS Group Medical Plans
and choose one of the following:
a.
CommunityCare HMO Saint Francis
b.
CommunityCare HMO Standard
c.
CommunityCare
PP
O
Sain
t Francis
d.
CommunityCare High Deductible PPO Saint Francis
Premium costs for full
-
time employees' insurance are paid in part by SFHS.
Part
-
time employees must pay the entire premium. If an employee wishes to obtain
insurance for dependents, the dependent
premiums must be paid by the employee.
If an
active
employee interrupts employment for any reason, the employee must
make arrangements with the Human Resources Department for payment of health
insurance premiums to prevent a lapse in insurance coverage.
HEALTH PLAN PRESCRIPTION PROGRAM
All HMO/PPO participants are provided with a health/pharmacy card for In
-
Network pharmacies and pay the lesser of the co
-
pay or actual cost. A 90
-
day supply
through mail order is also available.
PPO HIGH DEDUCTIBLE HEAL
TH PLAN
All PPO High Deductible Health Plan participants are provided with a
health/
pharmacy card for in
-
network pharmacies and are
required
to pay the
discounted price at the time of purchase.
The e
mployee may be required to file claim
to obtain reimbu
rsement.
DENTAL
INSURANCE
Full
-
time employees may participate in the SFHS Group Dental PPO Plan.
Premium costs are paid in part by SFHS. If the employee wishes to obtain insurance
for dependents, they must pay the dependent premiums. Part
-
time employe
es are not
eligible to participate.
If an employee interrupts employment for any reason, arrangements must be
made with the Human Resources Department for payment of dental insurance
premiums to prevent a lapse in insurance coverage.
Employees who do not
enroll in the
d
ental
i
nsurance when first eligible
as a
new hire
will be considered a late enrollment
if
d
ental
i
nsurance is elected at a later
date
and subject to the provision
s
of the Plan.
GROUP TERM LIFE INSURANCE
Full
-
time employees are provided wi
th Group Term Life Insurance
in an amount
equal to
their annual base salary at no cost to the employee. Additional coverage at
group rates is optional
and employee pays the cost
. Dependent coverage for spouse
and children is also available at minimal co
s
t. Evidence of insurability may be
20
required for optional and dependent coverage.
Full
-
time employees and eligible
dependents may also participate in Voluntary Accidental Death & Dismemberment
coverage.
LONG TERM DISABILITY (LTD)
Exempt Employees are co
vered for L
TD upon full
-
time employment.
Hourly
employees are covered for LTD the first of the month following two consecutive years of
full
-
time employment. Coverage includes 60% of base monthly earnings (not to exceed
$10,000) payable to age 65 as long
as the employee is continuously disabled. The
elimination period (period of disability before benefits start) is 90 days for exempt
employees and 180 days for hourly employees.
CRITICAL ILLNESS (CII)
Full
-
time employees are eligible to participate in
the Critical Illness Insurance
Plan. Employee must be actively at work to enroll and also be actively working the
date the coverage begins. It is required that employees are covered by a medical
insurance plan to be able to participate in this plan. Emp
loyee pays the full cost of
this insurance plan.
RETIREMENT
PLAN
Basic Retirement:
SFHS contributes 6% of the annual salary for all employees
who meet the age and service eligibility. Vesting is at 100%
after
six (
6
)
years of service in which employee
is paid 1,000
hours per year.
401(k):
For all eligible employees, SFHS matches a percentage of the
employee's contributions. Employer 401(k) matching
contributions made after January 1, 2002 are subject to a 6
-
year graded vesting schedule. Those contribu
tions will be
vested as follows: 2 years = 20%, 3 years = 40%, 4 years =
60%, 5 years = 80% and 6 years = 100%.
See Summary Plan Description for details.
EDUCATIONAL OPPORTUNITIES
SFHS is keenly aware of the rapid changes occurring in all areas of the
health
care field. To ensure that our employees have the opportunity to keep abreast of these
changes, we offer various
in
-
service
programs.
In addition, SFHS has also established a tuition reimbursement program to
help those employees who are interested
in self
-
improvement. Course work must be
directly related to the employee's present position and/or enhance the employee's skill
or knowledge with respect to his/her assigned duties or help to prepare the employee
for a new position within SFHS.
Refer to
Saint Francis Health System Tuition
Reimbursement Pla
n
Policy, SFHS.PPM.16.06.02.00.
CREDIT
UNION
SFHS is a member of Saint Francis Federal Credit Union, an independent non
-
profit financial institution wholly owned by its members. Membership is availab
le to
all employees and immediate family members. The Credit Union has
two
locations in
the Tulsa area: Saint Francis Hospital,
and
Warren Clinic Tower
.
Credit Union members enjoy the following services:
21
Checking accoun
t with direct deposit, ATM and overdraft protection
Savings account, certificate of deposit and IRA account conveniently
payroll deducted
Low
-
interest loan for debt consolidation, educat
ion, home
improvement, second mortgage or personal
Auto, life and accidental death insurance
Discount entertainment coupons
Tax forms, travelers' checks,
trust accounts and wire transfers
Refer to Saint Francis Health System Credit Union Policy, SFHS.PPM.16.10.01.00.
EMPLOYEE
ASSISTANCE
PROGRAM
The Employee Assistance Program provides short
-
term counseling free of charge
to any employee and
his or her
imm
ediate family member with problems related to
alcohol, drugs, personal crises, parent
-
child, financial, marital, emotional, work
-
related, etc., on a 24
-
hour basis. To schedule a meeting with a counselor, call
(918)
481
-
2999.
GIFT
SHOP
The Gift Shop at Sa
int Francis Hospital, Children’s Hospital at Saint Francis
and Saint Francis South
stock
s
gift items, candy, snacks, jewelry, cards, etc.
Employee purchases in the amount of $10.00 or more may be payroll deducted.
Refer
to Saint Francis Health System Vol
untary Payroll Deductions Policy,
SFHS.PPM.10.22.00.00.
LOGO SHOP
SFHS employees may purchase items through the Logo Shop with Saint Francis
insignia
. The Logo Shop is open at various times. Employee purchases may be payroll
deducted.
Refer to Saint Fr
ancis Health System Voluntary Payroll Deductions Policy,
SFHS.PPM.10.22.00.00.
BEREAVEMENT
AND FUNERAL PAY
Full
-
time employees are eligible for up to three
(3)
days
or a maximum of 24
hours
of bereavement
time
with pay to prepare for and attend the funer
al of an
immediate family member. The time off must be taken between the death and the day
following internment. If additional time is needed due to travel outside the local area,
a request may be made to extend the leave using PTO if available. Bereave
ment
time
is paid at the base rate of pay.
Refer to Saint Francis Health System Bereavement and
Funeral Pay Policy, SFHS.PPM.16.09.03.00.
JURY
DUTY
SFHS encourages each employee, when possible, to fulfill his or her civic duty
as a juror when summoned by
court. Regular full
-
time and part
-
time employees,
upon employment, are eligible to receive their base rate of pay not to exceed eight
(8)
hours per day for required time off to serve as a juror. To qualify for payment, the jury
summons should be submitt
ed to the Supervisor/Manager within 48 hours of receipt.
The employee will receive his/her base rate of pay plus any parking fees
,
mileage
expense
and jury duty pay
paid by the court.
Refer to Saint Francis Health System
Jury Duty Policy, SFHS.PPM.16.04.
04.00.
22
SUBPOENA
Employees served with a subpoena that is unrelated to SFHS must use PTO if
available.
This shall be recorded as an excused absence.
If an employee receives a
subpoena relating to his or her services for SFHS, he or she must immediately
provide
a copy of the subpoena to the legal department of SFHS.
Refer to Saint Francis Health
System Subpoenaed Court Appearances Policy, SFHS.PPM.1
0
.10.00.00.
EMPLOYEE
RECOGNITION
SFHS is proud of the contributions made by long term employees; therefor
e,
these employees are recognized for continued, loyal and devoted service with the
presentation of service pins and/or gifts. Employee’s ser
vice is recognized at 5, 10, 15
and 20+ year increments
based on the employee’s current hire date
.
Refer to Saint
Francis Health System Service Awards Policy, SFHS.PPM.16.11.09.00
SAFETY
POLICY
STATEMENT
It is the goal for
SFHS
to have in place policies and procedures that are
designed to re
asonabl
y reduce the risk of and
prevent injury to persons and damage to
p
roperty, to protect the patients, the employees, the facility, the public and the
environment from injury, fire or other damages. To achieve th
is goal
, SFHS requires
and supports a comprehensive Safety Management Program that is directed by a
written plan
that it expects its employees to comply with at all times
.
Refer to Saint
Francis Health System Workplace Safety Policy, SFHS.PPM.10.13.00.00.
RESPONSIBILITY
Everyone should share in maintaining safe conditions within SFHS. Employees
must cooperate in
the prevention of injuries and should enlist the cooperation of
patients and visitors in preventing accidents. Each employee can help by:
Reporting potential hazards to the Supervisor/Manager
Reporting injuries and accidents promptly to the Supervisor/Manager
Caring properly for equipment
Helping to keep work areas tidy
Being generally ale
rt and careful on the job
Complying with all SFHS and departmenta
l safety guidelines as outlined
in
the Safety Manual
Being familiar with personal protective equipment and proper hand
wash
ing procedures to help prevent spread of infectious diseases
UNAUTHORIZED
SFHS
VISITORS
Employees should be on the alert for people loitering in or around any of the
SFHS facilities who do not have legitimate business. Employees should report the
presen
ce of suspicious persons to the Supervisor/Manager or Security immediately in
order to prevent disturbances to our patients
, visitors, employees, or staff.
Refer to
Saint Francis Health System Workplace Safety Policy, SFHS.PPM.10.13.00.00.
23
NON
-
AGGRESSI
ON POLICY
Any violent act or threat made by employees, patients, medical staff, visitors or
others is entirely unacceptable and is not tolerated by SFHS. This policy holds for any
violent acts or threats made on SFHS
property, at SFHS
sponsored events or
under
circumstances that may negatively affect SFHS's ability to provide services.
Employees involved in such acts shall be subject to disciplinary action
, up to and
including possible termination. Such acts or threats of violence, whether made
directly
or indirectly by words, gestures or symbol, infringe upon SFHS's obligation to
provide a safe workplace for our employees.
An employee who believes that he/she is being subjected to or has experienced
threats, harassment, aggressive, violent or inappro
priate behavior shall report such
incidents to their
S
upervisor and/or Human Resources. In addition, employees who
have been subjected to threats or aggressive, violent or inappropriate behavior
outside
SFHS
must
also report such incidents if
there is con
cern that such threats or behavior
could follow them
into the workplace.
Refer to Saint Francis Health System Workplace
Safety Policy, SFHS.PPM.10.13.00.00.
STANDARDS OF CONDUCT
EMPLOYEE
DEMEANOR
SFHS places a high degree of importance on establishing
and maintaining an
atmosphere of friendliness, courtesy and concern for each patient as well as
professional competence in providing high quality patient care. It is the policy of SFHS
to encourage and expect each person at all times to be aware of how his
/her attitude
and actions impact patients and other individuals, including co
-
workers, within SFHS.
Refer to Saint Francis Health System Professional Conduct and Harassment
Prohibition Policy, SFHS.PPM.04.03.00.00.
PROGRESSIVE DISCIPLINE
SFHS supports t
he use of a progressive discipline process to address an
employee whose job performance or conduct does not meet the Health System’s
expectation and standards of the job. If an employee’s performance or conduct does
not meet SFHS expectations, SFHS will u
se a progressive discipline process whenever
possible to motivate the employee to resolve the problem. When circumstances
warrant, SFHS management may decide in its sole discretion, that some or all of the
steps in the process should not be followed and t
hat immediate corrective action, up to
and including discharge of employment, should be taken. Since SFHS is an at
-
will
employer, these Standards of Conduct are merely guidelines and do not create a
contract.
The SFHS employee
still may be discharged, or
quit, without notice or
cause.
Refer to Saint Francis Health System Progressive Discipline Process Policy,
SFHS.PPM.14.00.00.00.
CONDUCT
,
PERSONAL
APPEARANCE
AND PHONE USE
W
illingness to listen, show concern,
and
reflect attitudes of kindness and
consi
deration are important employee qualities. This needs to be expressed to
patients, co
-
workers and the general public. It is important for an employee’s conduct
to express
the SFHS values of
E
xcellence,
D
ignity
,
J
ustice,
I
ntegrity and
S
tewardship
at all ti
mes.
A professional appearance is expected at all times.
Cleanliness
is associated
with
quality patient care
,
and
maintain
in
g good hygiene and a professional
personal
24
appearance when working
,
is of utmost importance
for all employees
. Our patients
and t
he general public form a great deal of their impression of SFHS through their
contacts with our employees. For everyone
--
clean apparel
,
neatly combed and
groomed hair
, clean hands, trimmed fingernails, etc.,
are essential.
R
efer to
Saint
Francis Health
System
Personal Appearance Policy, SFHS.PPM.11.03.01.00, for
specific requirements.
Additionally, e
mployees should not be on personal phone calls during working
hours. This
applies to the use of SFHS telephones, which are for business use only,
and
emplo
yee
’
s
personal cellular telephones.
Personal cellular telephones should be
turned off during working hours
unless approved for business use and should never
be in use in areas where
cellular telephones are prohibited (most patient care areas).
Refer to S
aint Francis Health System Employee Visitors, Personal Cell Phones and
Other Electronic Devices Policy, SFHS.PPM.11.06.00.00.
OTHER
THINGS
YOU
NEED
TO
KNOW
PARKING
Parking facilities are provided in designated areas at no charge to employees.
Employees
are expected to park in the designated areas and
may not park in the
Emergency area or in those areas designated for
patients, visitors or
physicians only.
Specific areas have been designated for employee parking and it is important
that all employees pa
r
k within the area designated. E
mployee parking will be available
24 hours a day,
seven (
7
)
days per week. Due to occasional construction needs,
parking may be a
djusted to other designated are
as with shuttle service available.
Parking in locations
other t
han designated employee parking is prohibited and will
result in disciplinary action. For over
-
sized parking, please contact Security at
(918)
494
-
1508.
Refer to Saint Francis Health System Employee Parking Policy,
SFHS.PPM.16.11.06.00.
PARKING
TAG
Employ
ees
working at Saint Francis Hospital
must obtain a parking tag from
Human Resources for his/her vehicle. Vehicles parked in employee designated areas
must have a registered parking tag hanging from the rear
-
view mirror of the vehicle,
facing the front so
that the registra
tion number is clearly visible.
Employees are
required to return the parking tag to their Department Manager or Human Resources
Department upon termination.
Saint Francis Hospital employees housed elsewhere,
Saint Francis home care compa
nies,
Warren Clinic
, and
SFH South
employees should
contact Security in their respective office building.
Laureate does not distribute or
utilize parking tags.
Refer to Saint Francis Health System Employee Parking Policy,
SFHS.PPM.16.11.06.00.
PARKING
R
EQUIREMENTS AND INSURANCE LIABILITY
Vehicles should be parked between parking stripes, headed into the parking space.
SFHS assumes no liability for theft or damage and cars should be locked.
Questions regarding parking may be directed to the Security Depa
rtment at
(918)
494
-
1508.
25
SFHS
EQUIPMENT
AND
SUPPLIES
FOR
PERSONAL
USE
No individual is allowed to remove or use SFHS equipment or supplies for
personal use, except with the approval of their Supervisor/Manager.
The removal or use of SFHS equipment or
supplies without appropriate
approval may subject the individual to termination of employment. This policy applies
to all employees regardless of position.
Refer to Saint Francis Health System
Workplace Safety Policy, SFHS.PPM.10.13.00.00.
SOCIAL MEDIA
Employees who engage in online social networking should understand
that it is possible that people may perceive their personal
activity
to be tied to or
representing the company
–
even when the employee does not specifically mention the
company. Employee
s are encouraged to review the Saint Francis Health System Social
Media Policy, SFHS.PPM.11.03.01.00 for further information.
EMPLOYEE COMMUNICATION
List Server messages and bulletin boards are used to communicate with SFHS
employees.
There are officia
l SFHS bulletin boards placed throughout the facilities.
Employees are expected to be informed regarding those items posted
either through
the List Server message or the bulletin board
which relate to SFHS operating policy,
rules and regulations, etc. Em
ployees are responsible for complying with instructional
notices.
Refer to Saint Francis Health System Posting of Printed or Written Material
Policy, SFHS.PPM.10.07.00.00.
LOST AND FOUND
Supervisors should orient employees to the Patient's Valuables Pro
cedures.
Items found in public or employee areas should be turned in to the
designated Lost
and Found area located in the Environmental Services Office.
SUGGESTIONS
Employees are encouraged to present suggestions to their Supervisor/Manager,
the Human Re
sources Department or Administration on any items which might
improve the quality of patient care or the efficiency and effectiveness of our operation.
PACKAGE
INSPECTIONS
SFHS has the authority to inspect any package brought in or taken from SFHS
premis
es by employees.
Refer to Saint Francis Health System Workplace Safety Policy,
SFHS.PPM.10.13.00.00
MyHR@Home
MyHR@Home
may be accessed through the SFHS intranet or internet
at
www.saintfrancis.com
.
To view or print your p
ay advices
employees need to l
og on to
MyHR@Home
.
You may also sign up for pay advice notification by email by entering
your email address into the MyHR@Home portal.
MyHR@Home can also be used for:
Viewing and managing W
-
4 information
Displaying the plans in which you are currently e
nrolled
Enrolling in new benefits during open enrollment period
Viewing and managing your address and/or telephone number
26
Viewing and managing work or home email address to receive SFHS
communication updates
Viewing and managing United Way
and/or Employee
Emergency Fund
ePledge
information.
To use MyHR@Home your SAP login ID and password are needed. Directions to
develop the ID and password are given on the beginning
sign
-
in
page of MyHR@Home
if you do not have a SAP login ID and password.
THEFT
SFHS ca
nnot be responsible for the loss or theft of personal items. All
employees can assist in reducing the possibility of theft by:
Reporting unauthorized persons
Storing supplies and equipment in approved area
Observing maximum security measures
Not bringing
valuables or excessive amounts of money to work
TERMINATION
RESIGNATION
If an employee chooses to end the employment relationship, formal notification
in writing should be submitted to the Supervisor/Manager. Hourly employees are
expected to give two
(2
)
weeks notice. Exempt employees are expected to give four
(4)
weeks notice.
Refer to Saint Francis Health System Employment Separation and
Termination Policy, SFHS.PPM.15.00.00.00
FINAL
CHECK
A f
inal pay
roll advice will
be mailed to the employee on th
e next scheduled
payday.
SFHS property must be surrendered to the Supervisor/Manager by the last
day of employment. Outstanding accounts will be deducted from final pay
, pursuant
to the Employee’s Payroll Deduction Agreement,
unless other arrangements are
approved by the
Executive Director
of Human Resources or designee.
Refer to Saint
Francis Health System Pay Periods, Pay Days, and Methods of Payment Policy,
SFHS.PPM.08.03.00.00
