PCHC HR Manual Revised 2014 10 PDF

Human Resources Manual
Latest Revision: October 8, 2014

Pueblo Community Health Center
CONTENTS
MESSAGE FROM THE CHIEF EXECUTIVE OFFICER ................................................. 4
DISCLAIMER .................................................................................................................. 5
EMPLOYMENT ............................................................................................................... 6
EQUAL EMPLOYMENT OPPORTUNITY AND UNLAWFUL HARASSMENT ................................... 6
Equal Employment Opportunity Harassment ........................................................... 6
Sexual Harassment .................................................................................................. 6
Complaint Procedure ............................................................................................... 7
HEALTH CARE PROGRAM INTEGRITY AND COMPLIANCE ..................................................... 8
Introduction .............................................................................................................. 8
Prohibited Acts ......................................................................................................... 8
Reporting ................................................................................................................. 8
No Retaliation........................................................................................................... 9
Excluded Individuals ................................................................................................ 9
EMPLOYMENT CLASSIFICATION ...................................................................................... 10
JOB VACANCIES ........................................................................................................... 10
COMPANY SERVICE ...................................................................................................... 11
PERFORMANCE EVALUATION ......................................................................................... 11
SEPARATION OF EMPLOYMENT ...................................................................................... 11
WORK ENVIRONMENT ............................................................................................... 13
DRESS CODE ............................................................................................................... 13
W ORK HOURS.............................................................................................................. 13
CENTER CLOSINGS ...................................................................................................... 14
PERSONAL VEHICLES AUTHORIZED FOR BUSINESS USE .................................................. 15
FOOD AND DRINK ......................................................................................................... 15
FACILITIES, SUPPLIES AND EQUIPMENT .......................................................................... 16
SOLICITATION AND/OR CANVASSING............................................................................... 16
SAFETY ........................................................................................................................ 17
SECURITY/PERSONAL SAFETY/THREATS OF VIOLENCE.................................................... 17
IDENTIFICATION BADGES ............................................................................................... 18
OCCUPATIONAL SAFETY AND W ORK RELATED INJURIES .................................................. 19
TOBACCO PRODUCTS ................................................................................................... 19
ALCOHOL..................................................................................................................... 20
CONTROLLED SUBSTANCES .......................................................................................... 20
RECREATIONAL AND MEDICAL MARIJUANA...................................................................... 21
DRUG-FREE W ORKPLACE ............................................................................................. 21
WORKPLACE EXPECTATIONS .................................................................................. 25
ABSENTEEISM AND PUNCTUALITY .................................................................................. 25
COMPUTER/INTERNET/COMMUNICATION SYSTEMS USAGE .............................................. 25
PROBLEM RESOLUTION................................................................................................. 25
DISCLOSURES BY EMPLOYEES ...................................................................................... 26
2
DISCIPLINARY ACTION/PERFORMANCE CORRECTION....................................................... 27

CONFLICT OF INTEREST ................................................................................................ 27
PUBLIC RELATIONS ...................................................................................................... 27
GIFTS AND REBATES .................................................................................................... 28
CONFIDENTIALITY ......................................................................................................... 28
DISTRIBUTION OF DOCUMENTS ...................................................................................... 29
COMPENSATION AND BENEFITS.............................................................................. 30
PAY RATES.................................................................................................................. 30
OVERTIME ................................................................................................................... 30
PAYROLL, PAYROLL RECORDS AND DISTRIBUTION .......................................................... 30
Salary for Exempt Employees ................................................................................ 31
Pay Periods and Paydays ...................................................................................... 31
Check Distribution .................................................................................................. 31
Payroll Questions ................................................................................................... 32
Pay Advances ........................................................................................................ 32
Personnel/Payroll Records..................................................................................... 32
Employee Information ............................................................................................ 32
Time Reporting....................................................................................................... 32
EMPLOYEE BENEFITS ................................................................................................... 33
LOCAL BUSINESS TRANSPORTATION EXPENSES ............................................................. 34
TIME OFF AND LEAVES OF ABSENCE ..................................................................... 35
PAID TIME OFF ............................................................................................................ 35
HOLIDAYS .................................................................................................................... 37
JURY DUTY .................................................................................................................. 37
PARENTAL INVOLVEMENT LEAVE.................................................................................... 38
LEAVE OF ABSENCE WITH PAY....................................................................................... 38
LEAVE OF ABSENCE WITHOUT PAY................................................................................. 38
BEREAVEMENT............................................................................................................. 39
MILITARY LEAVE........................................................................................................... 39
DOMESTIC ABUSE LEAVE .............................................................................................. 39
FAMILY AND MEDICAL LEAVE ......................................................................................... 39
COLORADO FAMILY CARE ACT LEAVE: ........................................................................... 41
3
Message from the Chief Executive Officer

Welcome to Pueblo Community Health Center (PCHC). PCHC is a family practice model
community health center practicing community oriented primary care.
This manual describes PCHC's human resource standards and practices. The contents
do not cover every situation. They serve as a standard in keeping with sound business
practices and as a guide on managing employment matters. Should you need assistance
in interpreting a standard, practice or procedure, please see your immediate supervisor. In
any event, good judgment, knowledge of and adherence to the policies and practices, and
cooperation are each employee's professional responsibility.
Once again, welcome. I sincerely hope your employment with PCHC is successful and
rewarding. I encourage you to visit PCHC’s website at www.pueblochc.org for more
information about the history, vision, mission and values of our organization. Please let me
know if I can help you in any way as you begin.
4
Disclaimer
THIS HANDBOOK IS DESIGNED TO ACQUAINT EMPLOYEES WITH PUEBLO
COMMUNITY HEALTH CENTER (PCHC) AND PROVIDE SOME INFORMATION
ABOUT WORKING HERE. THE HANDBOOK IS NOT ALL INCLUSIVE, BUT IS
INTENDED TO PROVIDE EMPLOYEES WITH A SUMMARY OF SOME OF PCHC’S
GUIDELINES. THIS EDITION REPLACES ALL PREVIOUSLY ISSUED EDITIONS.
EMPLOYMENT WITH PUEBLO COMMUNITY HEALTH CENTER IS AT-WILL.

EMPLOYEES HAVE THE RIGHT TO END THEIR WORK RELATIONSHIP WITH
PCHC, WITH OR WITHOUT ADVANCE NOTICE FOR ANY REASON. PCHC HAS
THE SAME RIGHT. THE LANGUAGE USED IN THIS HANDBOOK AND ANY
VERBAL STATEMENTS MADE BY MANAGEMENT ARE NOT INTENDED TO
CONSTITUTE A CONTRACT OF EMPLOYMENT, EITHER EXPRESS OR IMPLIED;
NOR ARE THEY A GUARANTEE OF EMPLOYMENT FOR A SPECIFIC DURATION.
NO REPRESENTATIVE OF PCHC, OTHER THAN THE CHIEF EXECUTIVE
OFFICER, HAS THE AUTHORITY TO ENTER INTO AN AGREEMENT OF
EMPLOYMENT FOR ANY SPECIFIED PERIOD AND SUCH AGREEMENT MUST BE
IN WRITING, SIGNED BY THE CHIEF EXECUTIVE OFFICER AND THE EMPLOYEE.
NO EMPLOYEE HANDBOOK CAN ANTICIPATE EVERY CIRCUMSTANCE OR

QUESTION. AFTER READING THE HANDBOOK, EMPLOYEES HAVING
QUESTIONS SHOULD TALK WITH THEIR IMMEDIATE SUPERVISOR OR THE
HUMAN RESOURCES DEPARTMENT. IN ADDITION, THE NEED MAY ARISE TO
CHANGE THE GUIDELINES DESCRIBED IN THE HANDBOOK; EXCEPT FOR THE
AT-WILL NATURE OF THE EMPLOYMENT, PCHC, THEREFORE, RESERVES THE
RIGHT TO INTERPRET THEM OR TO CHANGE THEM WITHOUT PRIOR NOTICE.
5
Employment
Equal Employment Opportunity and Unlawful Harassment
Pueblo Community Health Center is dedicated to the principles of equal employment
opportunity in any term, condition or privilege of employment. We do not discriminate
against applicants or employees on the basis of age 40 and over, race, sex, color, religion,
national origin, disability, pregnancy, creed, ancestry, sexual orientation, genetic
information, military status, or any other status protected by federal, state or local law.
PCHC will make reasonable accommodation for qualified individuals with known
disabilities and employees whose work requirements interfere with a religious belief
unless doing so would result in an undue hardship to PCHC or cause a direct threat to
health or safety.
Equal Employment Opportunity Harassment
Pueblo Community Health Center strives to maintain a work environment free of unlawful
harassment. In doing so, the organization prohibits unlawful harassment because of age
40 and over, race, sex, color, religion, national origin, disability, military status, genetic
information, or any other status protected by applicable state or local law.
Unlawful harassment includes verbal or physical conduct that has the purpose or effect of
substantially interfering with an individual’s work performance or creating an intimidating,
hostile, or offensive work environment. Actions based on an individual’s age 40 and over,
race, sex, color, religion, national origin, disability, military status, genetic information, or
any other applicable status protected by state or local law will not be tolerated. Prohibited
behavior may include but is not limited to the following:
· Written form such as cartoons, e-mails, posters, drawings, or photographs.

· Verbal conduct such as epithets, derogatory comments, slurs, or jokes.
· Physical conduct such as assault, or blocking an individual’s movements.
This policy applies to all employees including managers, supervisors, co-workers, and
non-employees such as customers, clients, vendors, consultants, etc.
Sexual Harassment
Because sexual harassment raises issues that are to some extent unique in comparison to
other types of harassment, the Company believes it warrants separate emphasis.
Pueblo Community Health Center strongly opposes sexual harassment and inappropriate
sexual conduct. Sexual harassment is defined as unwelcome sexual advances, requests
for sexual favors, and other verbal or physical conduct of a sexual nature, when:
· Submission to such conduct is made explicitly or implicitly a term or condition of

employment;
· Submission to or rejection of such conduct is used as the basis for decisions
affecting an individual’s employment; or
· Such conduct has the purpose or effect of substantially interfering with an
individual’s work performance or creating an intimidating, hostile or offensive work
environment.
Revised: October 8, 2014 Page 6

All employees are expected to conduct themselves in a professional and businesslike
manner at all times. Inappropriate sexual conduct that could lead to a claim of sexual
harassment is expressly prohibited by this policy. Such conduct includes, but is not limited
to, sexually implicit or explicit communications whether in:
· Written form, such as cartoons, posters, calendars, notes, letters, E-mail;

· Verbal form, such as comments, jokes, foul or obscene language of a sexual
nature, gossiping or questions about another’s sex life, or repeated unwanted
requests for dates;
· Physical gestures and other nonverbal behavior, such as unwelcome touching,
grabbing, fondling, kissing, massaging, and brushing up against another’s body.
Complaint Procedure
If you believe there has been a violation of the EEO policy or harassment based on the
protected classes outlined above, including sexual harassment, please use the following
complaint procedure.
PCHC expects employees to make a timely complaint to enable the organization to
promptly investigate and correct any behavior that may be in violation of this policy.
Report the incident to any of the following: immediate supervisor, Human Resources
Manager, a member of executive management, or the Chief Executive Officer who will
promptly initiate an investigation. The person receiving the report will notify the Chief
Executive Officer of the potentially discriminative or harassing situation. Appropriate
corrective actions will be taken. Your complaint will be kept as confidential as practicable.
Should the actions in question involve the Chief Executive Officer, the employee should
discuss the situation with the Executive Officer for his/her department and/or the Human
Resource Manager. If this is impractical from the employee's viewpoint, then an
appointment should be scheduled with the advisory lawyer to the PCHC Board of
Directors:
Mr. Doug Piersel at Mullans, Piersel & Reed

1311 North Greenwood
Pueblo, CO 81002
If PCHC determines that an employee’s behavior is in violation of this policy, appropriate

disciplinary action will be taken against the offending employee, up to and including
termination of employment.
The company prohibits retaliation against an employee for filing a complaint under this
policy or for assisting in an investigation. If you perceive retaliation for making a complaint
or your participation in the investigation, please follow the complaint procedure outlined
above. The situation will be promptly investigated.

Health Care Program Integrity and Compliance

Introduction
Pueblo Community Health Center, Inc., (PCHC) participates in several Federal and
State programs ("Programs") that provide funding and reimbursement for the health
care delivered to its patients. Examples of these programs are:
· Medicaid (Federal and State)

· Medicare (Federal)
· Public Health Service 330 grant funds (Federal)
· Colorado Indigent Care Program (State)
These Programs are associated with certain laws, regulations and requirements with
which patients and providers, like PCHC, must comply. PCHC is committed to full
compliance with the conditions of participating with these Programs. The Deficit
Reduction Act of 2005 requires that our employees receive information about the
Federal False Claims Act and other laws, including state laws, dealing with fraud,
waste, and abuse and whistleblower protections.
Prohibited Acts
Collectively, the laws and regulations described above prohibit, among other things:
• Billing for services or goods not provided;

• Billing for undocumented services;
• Making inaccurate, false, or improper entries in medical records, cost reports, and any
other records used to support reimbursement;
• Billing for services that are medically unnecessary;
• Characterizing non-covered services or costs in a way that secures reimbursement;
• Assigning an incorrect code to a service in order to obtain a higher reimbursement;
• Failing to seek payment from beneficiaries who may have other primary payment
sources;
• Participating in unlawful kickbacks and rebates;
• Altering, falsifying, destroying, or concealing medical records, income and expenditure
reports, or any other records that support reimbursement.
• Utilizing grant funds for unapproved purposes.
PCHC wants to know if any of the above mentioned activities are occurring and it
encourages employees to report actual or suspected behavior associated with improper
participation in the Programs. Periodically, PCHC will review its practices related to
seeking reimbursement and participating in the Programs to determine if it is in
compliance. This may be accomplished through concurrent review of billing activities,
sampling audits, external audits and responding to the concerns and suggestions of
employees about our compliance with the Programs.
Reporting
Follow these procedures if you suspect or are aware of fraud or abuse occurring with
PCHC's participation in any of the Programs. All good faith reports will be handled
promptly and without any retaliation towards the reporting employee.

1. A confidential report may be made to any member of Executive Management, including
the Chief Executive Officer (CEO). The CEO will be made aware of all reports.
2. An anonymous report may be made by calling (800) 826-6762.
3. Reports may also be made by calling:
Medicare: Office of US Inspector General
1-800-447-8477
State Medicaid Office of Colorado Attorney General
1-720-508-6000
An employee is not required to report a possible false claim to executive management

first. Instead, a report may be made directly to the Federal Department of Justice or
applicable state authorities. However, in many instances, we believe that the use of our
internal reporting process is a better option because it allows us to quickly respond and
address any problems. Typically, if an internal report is made and the investigation
results in a finding that a false claim is made, we will take swift action against the
employees who caused the false claim to be submitted and we will also report the
matter ourselves to the applicable government agency. Thus, we encourage
employees to consider first reporting suspected false claims to the executive team
for a prompt investigation and response, but the choice is up to the employee.
No Retaliation
We will not retaliate against any employee for informing us or the federal or state
government of a possible violation of federal or state laws. The law provides protection
for employees from retaliation by their employer. An employee who is discharged,
demoted, suspended, threatened, harassed, or discriminated against in terms and
conditions of employment because of reporting fraud or abuse may, under certain
circumstances, bring an action in the United States District Court for the District of
Colorado seeking reinstatement, two times the amount of back pay plus interest, and
other enumerated costs, damages, and fees. Colorado’s “public policy wrongful
discharge” doctrine, adopted by the Colorado Supreme Court, prohibits employers from
discharging, disciplining, or retaliating against an employee who in good faith reports a
violation of a clearly defined state or federal law, or a condition or practice that threatens
the health or safety of that employee or any other individual.
If you believe that retaliation has occurred, you may also use the PCHC grievance
procedure and may appeal any adverse employment action that you believe may be
motivated by retaliation.
The rights of an employee under this policy may not be waived by the employee by
contract or as a condition of employment.
Excluded Individuals
It is the policy of PCHC not to employ, contract with or conduct business with an
individual or entity excluded from participation in Federal or State sponsored health care
programs, such as Medicare and Medicaid. This includes individuals who are currently
excluded, suspended, debarred, or otherwise ineligible to participate in Federal or State
funded health care programs or in federal procurement or non-procurement programs. It
also includes individuals who have been convicted of a criminal offense but has not yet
been excluded, debarred, suspended, or otherwise declared ineligible.

Employment Classification
All employees will be assigned an employment classification at time of hire. An
employee’s classification as Full-time, Part-time, Temporary or Pool may change at
PCHC’s discretion. Volunteers, students and other affiliates are not considered employees
of PCHC and are not entitled to compensation or benefits. However, volunteers, students
and other affiliates are expected to comply with PCHC’s policies and procedures.
Full-Time Employment: Full-time employees work 40 hours per work week on a regular
basis. Full-Time employees currently receive 100% of the benefits available through
PCHC’s Flexible Benefit Plan.
Part-Time Employment: Part-time employees work less than 40 hours per work week on a
regular basis. There are three part-time employment classifications:
Part-Time 30: Employees who are hired to work from 30 to 39 hours per work week.
Part-Time 30 employees currently receive 75% of the benefits available through
PCHC’s Flexible Benefits Plan.
Part-Time 20: Employees who are hired to work from 20 to 29 hours per work week.
Part-Time 20 employees currently receive 50% of the benefits available through
PCHC’s Flexible Benefits Plan.
Part-Time Under 20: Employees who work, on average, less than 20 hours per work
week. Part-Time Under 20 employees currently are not eligible for benefits.
Temporary Employment: Temporary employees work for a defined period of time typically
not to exceed 12 months of continuous service. Temporary employees are not eligible for
benefits, except as required by applicable law. This classification includes only employees
on PCHC’s payroll. It does not include workers employed through outside agencies.
Pool/PRN Employment: Pool/PRN employees work on an as needed basis and will be

scheduled to work at the discretion of PCHC management. The organization does not
guarantee that a pool/PRN employee will be scheduled to work on a consistent basis.
Pool/PRN employees are not eligible for benefits. This classification includes only
employees on PCHC’s payroll. It does not include workers employed through outside
agencies.
Exempt Employment: Employees who are exempt from the overtime provisions of the Fair
Labor Standards Act do not receive payment at the overtime rate for hours worked over 40
in one work week or twelve in one work day.
Non-Exempt Employment: Employees who are eligible for paid overtime at one and one-
half times their regular rate of pay for all hours worked in excess of state regulatory
requirements.
Job Vacancies
When a job vacancy occurs, it will be filled with the person determined to be the best-
qualified applicant for the position. Recruiting methods are at the discretion of PCHC
management and may include solicitation of outside applicants when appropriate.

PCHC recognizes the benefit of providing growth and advancement opportunities for its
employees. If the decision is made to post a job internally, the position announcement will
typically be posted for three working days.
The hiring of relatives is prohibited by PCHC in the following circumstances:
· A relative supervises or is in a position to exercise authority to appoint,

dismiss, or discipline another relative.
· A relative audits, verifies, receives, or is entrusted with money handled by
another relative.
· A relative has access to confidential information including payroll and
personnel records.
Relatives of employees who are applicants for a vacant position must meet the same
requirements as others applying for that position. Relatives may include but are not limited
to immediate family such as spouse, mother, father, siblings, children and corresponding
in-law relationships.
Company Service
PCHC defines Company service as the length of time an employee has worked for the
Center as a full-time or part-time employee. An employee's length of service shall begin to
accrue the first day he/she reports to work. Employment as a temporary or pool/PRN
employee is not included in the calculation of length of service.
The date of hire for full-time and part-time employees is used for purposes of calculating
the effective dates for employee benefits.
Company service accumulated is not lost during the period of an authorized leave of
absence.
Performance Evaluation
PCHC endeavors to conduct periodic and ongoing evaluations of employee job
performance. Employees should contact and advise their supervisor or a Human
Resources representative if more than a year has passed since receiving formal
feedback.
Separation of Employment
In the event an employee voluntarily resigns or is involuntarily terminated from PCHC, the
following outlines the steps which generally are taken.
Resignation: Employees are encouraged to provide written notice of resignation. Notice

may include anticipated date of departure, reason for resignation, signature, and any other
pertinent information.
Exit Surveys: Exit Surveys are a valuable tool to obtain insight from employees who are
leaving PCHC. Therefore, PCHC requests and may conduct an exit survey with anyone
leaving the organization. The exit surveys may be used by PCHC for assessing the
effectiveness of employment and management practices.

Former employees who worked for PCHC at least one year and left the organization may
be given consideration for bridging of prior years of service at the time of rehire if their
departure has not been longer than 6 months. Should prior service be granted, this
service may be credited toward all employee benefits that include a length of service
component with the exception of paid leave.

Work Environment
Dress Code
Personal appearance has a strong influence on how patients and the public perceive
PCHC. Professional/business like dress and proper hygiene helps PCHC achieve its
goals of quality care, high levels of customer service, safety, infection control and a
strong, positive public image.
Supervisors are expected to enforce and employees are expected to follow these
guidelines:
· Supervisors determine professional dress standards for their department. If
you have questions about dress and hygiene please consult your supervisor.
· Dress, including footwear, shall be appropriate to working conditions with due
consideration to safety and should appear professional and business-like at
all times.
· Employees in patient care areas must wear shoes that protect against safety
hazards (i.e., solid closed toe shoes that protect from body fluids, sharp
instruments, hazardous liquids, etc.)
· Blue jeans, non-logo t-shirts, non-logo sweat shirts are only allowed for
approved “dress down days.”
· The following are considered prohibited:
o Visible body piercing, facial or mouth jewelry except for earrings
o Visible tattoos
o Excessive perfume, cologne, smoke odor or fragrance of any kind.
o Unnatural hair color (i.e. pink, purple, green, blue)
o Clothing with large or prominent logos or brand names
o Dirty, tattered, torn, faded or worn out clothes
o Tight, revealing, “low-cut” or suggestive clothing
o Denim pants/slacks of any color
o T-shirts, tank tops, sweat shirts/pants, work out clothing
o Halter tops
o Thin or “spaghetti” strap tops, backless or open back tops
o Low-rise or “hip-hugger” pants
o Short skirts or dresses
o Casual shorts
o Clothing revealing the midriff
o Casual sandals, “flip flops,”
o Tennis shoes or sneakers, exception is for staff required to stand
for the majority of their work day.
Supervisors may prohibit other items or require more restrictive standards. If a supervisor
determines an employee’s appearance or personal hygiene is inappropriate, he/she may
be asked to leave the work place and return appropriately attired and/or groomed. Time
away from a non-exempt employee’s work schedule to comply with dress requirements
is unpaid.
Work Hours
PCHC’s standard work week begins at 12:01 a.m. on Sunday and ends at Midnight on
Saturday. The standard work day begins at 12:01 a.m. and ends at Midnight. Further, from
time to time, circumstances may necessitate working hours that are outside of the
regularly scheduled work hours for a given day.
Standard Hours of Operation: PCHC's hours of operation are posted at each facility and
are subject to change.
Employee Standard Work Schedule: Management will assign each employee a work
schedule upon acceptance of a given position. Employees may have varying schedules
as dictated by the needs of PCHC. These varying schedules are subject to change.
At any time an employee may be asked to work a reduced schedule or asked not to report
to work for his/her assigned shift on a temporary or regular basis. Supervisors, at their
discretion, shall have the authority to assign any employee to a reduced schedule or no
schedule.
All employees, full or part time, shall be at their work stations ready to begin work at their
scheduled time in accordance with their assigned schedule. If an employee is unable to
work his/her scheduled hours, the employee is responsible for making arrangements with
his/her immediate supervisor for time off prior to scheduled shift.
Work Breaks: Each full-time employee may be allowed work breaks during each standard
work schedule in keeping with the schedule(s) established by his/her department and
regulatory requirements. A lunch break will be arranged in accordance with the
department standards.
Each part-time employee's schedule may be established by his/her supervisor on a case-

by-case basis. Generally, part-time employees who are scheduled to work less than 4
hours during a given day may not receive a break. Part-time employees scheduled to
work more than 4 hours, but less than 8 hours during a given day, will receive scheduled
work breaks in accordance with regulatory and department guidelines.
Overtime Work Breaks: All work breaks taken while working overtime hours will be
scheduled in accordance with regulatory guidelines.
Workplace Accommodation for Working Mothers: A private space will be provided and
time will be permitted for nursing mothers to express milk during the workday. The time
permitted typically will not exceed the normal time allowed for lunch and breaks. If
additional time is needed above and beyond normal breaks/meal time, the supervisor
and employee will agree upon a plan which might include the employee using annual
leave/vacation time, arriving at work earlier, or leaving later.
PCHC recognizes that requirements and/or regulations may change from time to time and
at any time, for any reason and may change the schedules outlined above on a temporary
or regular basis.
Center Closings
PCHC has established days and hours it is open to care for patients. PCHC strives to
remain open at all times and under all circumstances except for regularly scheduled
closings such as holidays and weekends. However, in some instances, PCHC may close
due to factors beyond its control or for business necessity.

In the event of a full closing, employees will be notified by their supervisor. PCHC will
decide if employees will be paid their regularly scheduled hours for that day. In the case of
exempt employees, PCHC will comply with the salary basis requirements of the Fair Labor
Standards Act.
In the event of an early closing and employees are asked to leave, PCHC will decide if
employees will be paid for their scheduled work hours for that day. Extended closings will
be determined by the Chief Executive Officer. In the event of an extended situation, each
individual employee's job assignment, schedule and pay considerations may be
determined on a case-by-case basis, based on the needs of the Center.
PCHC recognizes that weather may create, on occasion, poor travel conditions for the
commute to and from the work place. Employees are expected to report to work and on
time during inclement weather giving reasonable regard for their personal safety. Only the
Chief Executive Officer may authorize a closing due to inclement weather.
Any closures or modifications of business hours require prior approval of the Chief
Executive Officer.
Personal Vehicles Authorized for Business Use

PCHC provides reimbursement for properly documented mileage when an employee’s
personal vehicle is used for PCHC business. Reimbursement is determined by the
organization’s Accounting Policies.
Employees will not be reimbursed for travel from home to any of the PCHC sites, or from
any PCHC site to home. Travel between the sites may be reimbursable (see: Local
Business Transportation Expenses).
Vehicles shall not be operated on behalf of PCHC without the operator possessing a valid
driver’s license and insurance coverage meeting Colorado requirements. An employee
who operates a personal vehicle while conducting business for PCHC must notify Human
Resources if his/her license or privilege to drive is suspended or revoked or if the
insurance mandated by law is cancelled.
Employees are responsible for moving violations incurred while they are driving a
Company-owned vehicle or personal vehicle for business. Normally, parking violations
are also the employee’s responsibility.
All accidents occurring on PCHC property and all accidents involving any vehicle operated
on behalf of PCHC shall be reported immediately to the employee’s supervisor. An
accident involving a vehicle being operated for business use that is determined to be the
fault of the employee through carelessness or neglect may result in disciplinary actions up
to and including immediate termination.
At no time will a personal vehicle used for business purposes be allowed to transport
PCHC patients.
Food and Drink

Food must be consumed in designated break areas only. Food and open drink containers
may not be kept in any patient area. Only beverages in covered containers may be
consumed outside of designated break areas. Please be courteous to coworkers and
patients by avoiding food and beverages with strong odors.
Facilities, Supplies and Equipment

PCHC provides facilities, supplies and drugs for use in PCHC patient care and
tools/equipment for the employee's use in performing his/her job. Employees must
exercise care, safety, and conscientiousness in the use of PCHC property. Work areas
should be kept free from safety hazards, and the use of scented products such as air
fresheners, potpourri, candles, etc. is discouraged. Employees may be asked to
discontinue use of scented products when a supervisor has determined that the scented
product is strong or it is in the best interest of PCHC not to permit the scented product.
Personal use of PCHC supplies and drugs is prohibited. Personal use or removal of
PCHC supplies, tools, drugs, or equipment from the PCHC premises is not allowed.
Unsafe or careless use of supplies, tools, equipment, and chemicals may be viewed as a
violation of safety standards in compliance with OSHA's Materials Safety Data Sheet and
may become the subject of disciplinary action.
Solicitation and/or Canvassing

PCHC recognizes that it, as an organization, and/or its employees may choose to
participate in non-PCHC sponsored activities that may involve collections/contributions,
solicitations, and/or canvassing. With this in mind, PCHC has established the guidelines
covering these matters as outlined below.
Soliciting, canvassing, posting and/or distributing literature for political or religious

purposes or to sell products or services for personal gain is not permitted on PCHC
premises.
PCHC may, as an organization, choose to participate in charitable fund raising campaigns,

and it may ask employees to voluntarily contribute on behalf of the organization's
participation.
Soliciting, canvassing and/or distributing material for charitable or not-for-profit

organization contributions must not interfere with patient care or the performance of any
employee’s work and must not occur in immediate patient care areas.
Employees may report concerns related to this policy by calling 800-826-6762.

Safety
Security/Personal Safety/Threats of Violence
PCHC strives to ensure that all employees, patients, and visitors feel safe and secure
within the workplace and their association with PCHC. PCHC has developed the following
security practices to assist in providing a secure work environment for all.
· Employees must notify the most readily available supervisor if a situation

appears threatening. If an employee assesses that a situation poses an
imminent danger, he/she should use reasonable personal discretion whether to
bypass supervisory notification and contact the proper law enforcement or fire
authority.
· Supervisors are responsible for initiating an incident report as outlined in
PCHC’s incident reporting procedure.
· It is the responsibility of the employee to notify management of any suspicious
situations.
· An employee should not take action against a potentially dangerous person or
situation.
· It is the responsibility of the employee to assist the patients and Center visitors
to safety during threatening situations.
· Former employees may access PCHC facilities only through public entrances.
· Initiating or taking part in the development of a breach of security or dangerous
situation is prohibited.
Employees are expected to contribute to the safety of the work environment by complying
with the following safety procedures and using any other measures that increase personal
safety. If you notice an unsafe or potentially dangerous situation, notify your supervisor,
officer or management personnel at once.
· Leave with another person when exiting the building after dark.
· Keep all exits except the door into the waiting room locked so only authorized
personnel can enter the building.
· Do not prop open doors to re-enter the building.
· Secure access codes and devices are highly confidential and may not be
loaned or given to anyone. Lost or stolen access devices (codes, cards, FOBs,
etc.) must be reported to Human Resources immediately.
· Report any suspected unauthorized access to PCHC facilities to a manager.
· Make sure all exits and windows in your work area are locked at the end of your
shift.
· Employees who work after dark should park near the exit to the building.
· Inform coworkers if you are working in an area of the facility that is isolated.
· Be aware of your surroundings and try to plan a method of escape in case a
threatening or violent situation arises.
· Periodically review procedures for fire safety, emergency response, and the
security system.
Pueblo Community Health Center is committed to providing a work environment free from
intimidation, threat and/or acts of violence. PCHC will not tolerate violent behavior or the
threat of violent behavior directed at clients, customers, co-workers, staff, supervisors,
managers or any other person at the worksite or in PCHC owned/rented facilities. Neither
will such behavior be tolerated against the worksite or any PCHC owned/rented property.
Such behavior will result in disciplinary action up to and including termination and
potentially, criminal charges.
Violent behavior is defined as the infliction or threat of any bodily injury, harmful
psychological contact or the destruction or abuse of property. This includes but is not
limited to intimidating, threatening or hostile behaviors, jokes or offensive comments which
are veiled, conditional, direct, written or verbal, physical abuse, vandalism, arson,
sabotage and/or the use or carrying of weapons of any kind.
Possession of a weapon of any type at the worksite or in a PCHC owned/rented facility is

strictly prohibited. This includes possession in a privately owned vehicle driven onto
PCHC owned/rented property.
An employee with a demonstrated need to possess a weapon in a privately owned vehicle

may request an exemption. The employee should contact their immediate supervisor to
make the request. The Executive Officer for the department will review the request and
will notify the Human Resources Manager if the request is granted.
Employees who feel they have been subjected to any behavior prohibited by this standard,
or have observed or have knowledge of a violation of this standard, should immediately
report it to their supervisor, the Executive Officer for the department, the Human
Resources Manager, or any member of the Management Team
Any employee possessing a restraining order prohibiting someone from contacting the
employee at work is requested to alert their immediate supervisor and provide PCHC with
a copy of the restraining order to keep on file.
All complaints will be taken seriously, investigated and appropriate action taken.
Identification Badges
Identification badges are required for all persons working in PCHC facilities. The badges
must be openly displayed on clothing so they can be readily seen at all times while on
duty. Damaged badges must be replaced immediately and should not be worn. Items
attached to the ID badge must be kept to a minimum and must not obstruct any printed
portion of the badge.
Human Resources issues badges to individuals at the time of initial employment, affiliate
placement, or commencement of contractual duties. The badges contain the individual’s
picture, name, job title and other appropriate information.
Replacement badges will be provided free of charge in the event of a name change,
position change or damaged/defective badge. A fee may be charged for replacement of
lost badges. Replacements may be obtained by contacting the Human Resources
Department.

All visitors must be accompanied by a PCHC employee or issued a visitor badge.
Staff members are expected to help enforce this procedure by instructing persons of
unknown identity to return to the waiting area of the facility to obtain a visitor badge or
contact appropriate staff for assistance. Visitor badges are available from Management
Team members for issuance to visitors.
In the event a person of unknown identity refuses to cooperate, staff must immediately
notify a member of the Management Team. Noncompliance will be reported to the police.
Identification badges remain the property of PCHC, and individuals are required to return
their cards upon termination of employment or at the end of affiliate or contractual
assignment. Badges must be returned to Human Resources.
Occupational Safety and Work Related Injuries

PCHC strives to provide all employees a safe work environment free from known health
and safety hazards. The organization has established the following safety practices
concerning work area organization, as well as use of tools, equipment, and chemicals.
· Each employee is responsible to follow the standards and conduct his/her

activities in accordance with established practices.
· Each employee is responsible to report any accident or injury on the job
immediately regardless of severity.
· Failure by an employee to follow safety standards or related practices will
not be tolerated.
It is in the best interest of both PCHC and the employee, that work related injuries are
attended to quickly and appropriately. In the event an injury requires medical treatment,
the employee will be given the opportunity to report to one of PCHC’s designated Worker’s
Compensation medical facilities. Employees who use other health care providers for
treatment of a work related injury may not be covered by PCHC's Worker's Compensation
Coverage.
Unsafe working conditions should be reported to an employee’s immediate supervisor, or

they may be reported by calling 800-826-6762.
Tobacco Products
As a health care provider committed to the health and safety of staff, patients, and
visitors, PCHC is taking a leadership role on the major public health issue of tobacco
use. To promote PCHC’s commitment to public health and safety and to reduce the
health and safety risks to those served and employed at the workplace, all PCHC
facilities, campuses, and properties are tobacco-free environments.
Pueblo Community Health Center prohibits smoking or use or sale of any tobacco
products in the PCHC workplace and at all PCHC campuses. Use of tobacco products
and non-cigarette tobacco products, including electronic and vapor devices is not
permitted in the PCHC workplace or in private vehicles on PCHC property. This
prohibition extends to public rights-of-way (sidewalks and alleys) surrounding PCHC
and PCHC owned and leased properties.

Nicotine replacement products used to reduce, treat or eliminate nicotine or tobacco
dependence are allowed if approved by the United States Food and Drug Administration
for use in reducing, treating or eliminating nicotine or tobacco dependence, or for other
medical purposes, when such product(s) is being marketed and sold solely for such an
approved purpose (e.g., gum, patches, lozenges, inhalers).
Employees are not allowed to smoke or use any tobacco products during their paid
work time (breaks) and are encouraged not to use tobacco products during their unpaid
work time (meal break). Smoke odors at any time are not allowed. PCHC does not
require staff, patients or visitors to stop using tobacco; however, it is required that
people do not smoke or use other tobacco products in the PCHC workplace or during
work time.
Employees violating this policy may be subject to disciplinary action up to and including
termination of employment.
Alcohol
PCHC does not permit employees reporting to work with alcohol in their system, nor does
it permit the consumption of alcohol on its premises during standard work hours or breaks
by anyone employed by the Center.
For purposes of this policy, work hours shall include the standard work schedule as well as
any other interpretations of work hours/schedule, or any time spent on PCHC premises.
PCHC retains the right to request an employee to submit to alcohol testing at any time, for
any reason or reasonable suspicion. The result of this testing is highly confidential, and
will be addressed on a case-by-case basis (see: Drug-Free Workplace). Further, PCHC
retains the right to conduct searches for alcohol, including any item(s) that could conceal
the possession of alcohol being brought onto PCHC premises.
Controlled Substances
PCHC does not permit the unlawful possession, sale, consumption of, or reporting to work
under the influence of controlled substances or illegal drugs. The violation of this policy by
any employee will be grounds for immediate termination.
For purposes of this policy, work hours shall include the standard work schedule as well as
any other interpretations of work hours/schedule, or any time spent on PCHC premises.
PCHC retains the right to request an employee to submit to drug testing at any time for
any reason or reasonable suspicion. The result of this testing is highly confidential, and will
be addressed on a case-by-case basis (see: Drug Free Workplace). Further, it retains the
right to conduct searches for controlled substances, including any item(s) that could
conceal the possession of any substance being brought onto PCHC premises.
Should an employee be under medical care which requires the use of prescriptive
medication that may cause side effects that may impair performance, they shall provide
PCHC’s Human Resources department with a document stating such from a
professionally identifiable, authorized and qualified health care provider.

The nature of PCHC's medical services requires the storage of and access to controlled
substances. Any unauthorized use or removal of controlled substances by employees for
personal use or gain is prohibited.
Recreational and Medical Marijuana

Pueblo Community Health Center, Inc. provides a drug free work place. You may not,
whether or not on company premises or business, engage in the unlawful manufacture,
distribution, dispensation, possession or use of drugs which are illegal under Federal
law or State law. This prohibition includes a prohibition against the use of recreational
and medical marijuana. The use or possession of marijuana, even though pursuant to a
medical marijuana prescription, medical marijuana card or state/local regulations
permitting the use of recreational marijuana is prohibited.
Drug-Free Workplace
Purpose and Goal: Pueblo Community Health Center is committed to protecting the
safety, health and well-being of all employees and other individuals in our workplace.
We recognize that alcohol abuse and drug use pose a significant threat to our goals.
We have established a drug-free workplace program that balances our respect for
individuals with the need to maintain an alcohol and drug-free environment.
· This policy recognizes that employee involvement with alcohol and other drugs
can be very disruptive, adversely affect the quality of work and performance of
employees, pose serious health risks to users and others, and have a negative
impact on productivity and morale.
· As a condition of employment, this organization requires that employees adhere
to a strict policy regarding the use and possession of drugs and alcohol.
· This organization encourages employees to voluntarily seek help with drug and
alcohol problems.
Covered Workers: Any individual who conducts business for the organization, is
applying for a position or is conducting business on the organization's property is
covered by our drug-free workplace policy. Our policy includes, but is not limited to
CEO, executive management, managers, supervisors, full-time employees, part-time
employees, off-site employees, volunteers and applicants.
Applicability: Our drug-free workplace policy is intended to apply whenever anyone is

representing or conducting business for the organization. Therefore, this policy applies
during all working hours, whenever conducting business or representing the
organization, while on call, paid standby, while on organization property and at
company-sponsored events.
Prohibited Behavior: It is a violation of our drug-free workplace policy to use, possess,

sell, trade, and/or offer for sale alcohol, illegal drugs or intoxicants in the workplace.
Prescription and over-the-counter drugs are not prohibited when taken in standard
dosage and/or according to a physician's prescription. Any employee taking prescribed
or over-the-counter medications will be responsible for consulting the prescribing
physician and/or pharmacist to ascertain whether the medication may interfere with safe
performance of his/her job. If the use of a medication could compromise the safety of
the employee, fellow employees or the public, it is the employee's responsibility to use
appropriate personnel procedures (e.g., call in sick, use leave, request change of duty,
notify supervisor) to avoid unsafe workplace practices.
The illegal or unauthorized use of prescription drugs is prohibited. It is a violation of our

drug-free workplace policy to intentionally misuse and/or abuse prescription
medications. Appropriate disciplinary action will be taken in the event of a finding of
prohibited behavior.
Notification of Convictions: Any employee who is convicted of a criminal drug violation

in the workplace must notify the organization in writing within five calendar days of the
conviction. The organization will take appropriate action within 30 days of notification.
Federal contracting agencies will be notified when appropriate.
Drug Testing: To ensure the accuracy and fairness of our testing program, all testing
will be conducted according to DHHS/SAMHSA guidelines where applicable and will
include a screening test; a confirmation test; the opportunity for a split sample; review
by a Medical Review Officer, including the opportunity for employees who test positive
to provide a legitimate medical explanation, such as a physician's prescription, for the
positive result; and a documented chain of custody.
All drug-testing information will be maintained in separate confidential records.
As a condition of employment, each employee will be required to participate in pre-

employment, post-accident and reasonable suspicion testing upon selection or request
of management.
The substances that will be tested for include, but are not limited to, amphetamines,
cannabinoids, cocaine, opiates, phencyclidine (PCP) and alcohol.
Testing for the presence of alcohol will be conducted by analysis of breath. Testing for
the presence of the metabolites of drugs will be conducted by the analysis of urine.
Any employee who tests positive will be immediately removed from duty and may be
subject to disciplinary action up to and including termination. Management may choose
to refer the employee to a substance abuse professional for assessment and
recommendations.
An employee will be subject to the same consequences of a positive test if he/she

refuses the screening or the test, adulterates or dilutes the specimen, substitutes the
specimen with that from another person or sends an imposter, will not sign the required
forms or refuses to cooperate in the testing process in such a way that prevents
completion of the test.
Consequences: One of the goals of our drug-free workplace program is to encourage

employees to voluntarily seek help with alcohol and/or drug problems. If, however, an
individual violates the policy, the consequences are serious.

In the case of applicants, if he or she violates the drug-free workplace policy, the offer of
employment can be withdrawn. The applicant may reapply after one year and must
successfully pass a pre-employment drug test.
If an employee violates the policy, he or she will be subject to disciplinary action up to

and including termination from employment.
Return-to-Work Agreements: Following a violation of the drug-free workplace policy, an

employee may be offered an opportunity to participate in rehabilitation. In such cases,
the employee must sign and abide by the terms set forth in a Return-to-Work
Agreement as a condition of continued employment.
Assistance: Pueblo Community Health Center recognizes that alcohol and drug abuse
and addiction are treatable illnesses. We also realize that early intervention and support
improve the success of rehabilitation. To support our employees, our drug-free
workplace policy:
· Encourages employees to seek help if they are concerned that they or their
family members may have a drug and/or alcohol problem.
· Encourages employees to utilize the services of qualified professionals in the
community to assess the seriousness of suspected drug or alcohol problems and
identify appropriate sources of help.
Treatment for alcoholism and/or other drug use disorders may be covered by the
employee benefit plan. However, the ultimate financial responsibility for recommended
treatment belongs to the employee.
Confidentiality: All information received by the organization through the drug-free

workplace program is confidential communication. Access to this information is limited
to those who have a legitimate need to know in compliance with relevant laws and
management policies.
Shared Responsibility: A safe and productive drug-free workplace is achieved through

cooperation and shared responsibility. Both employees and management have
important roles to play.
All employees are required to not report to work or be subject to duty while their ability
to perform job duties is impaired due to on- or off-duty use of alcohol or other drugs.
In addition, employees are encouraged to:

· Be concerned about working in a safe environment.
· Support fellow workers in seeking help.
· Use the Employee Assistance Program.
· Report dangerous behavior to their supervisor.
It is the supervisor's responsibility to:

· Observe employee performance.
· Investigate reports of dangerous practices.
· Document negative changes and problems in performance.
· Counsel employees as to expected performance improvement.
· Refer employees to the Employee Assistance Program.
· Clearly state consequences of policy violations.
Communication: Communicating our drug-free workplace policy to both supervisors

and employees is critical to our success. To ensure all employees are aware of their
role in supporting our drug-free workplace program:
· All employees will receive a written copy of the policy.

· The policy will be reviewed in orientation sessions with new employees.
· Employee education about the dangers of alcohol and drug use and the
availability of help will be provided to all employees.

Workplace Expectations
Absenteeism and Punctuality
Absenteeism and tardiness can be a very serious problem for PCHC. It is costly, causes
unnecessary overtime, imposes additional work on co-workers and supervisors, disrupts
schedules, and creates morale problems.
Employees are expected to be at work and on time as scheduled. It is recognized that

occasional unscheduled absences will occur.
If an unscheduled absence from work is necessary due to illness, injury, or emergency

situation, the employee must notify PCHC as soon as possible. Notification of an
unexpected absence or late arrival to work must occur through first-hand conversation
with your supervisor, their designee or, as a last resort, Human Resources. Daily
notification is required unless medical documentation of the length of the expected
absence is received. Employees should notify PCHC of the specific reason for their
absence and expected return date. Voice, text or other types of messages are not
acceptable notification.
Absenteeism or tardiness that is excessive in the judgment of PCHC management will

not be tolerated.
A standardized monitoring system for absenteeism and punctuality may be implemented

by a department or the organization as a basis for disciplinary actions.
Employees who are absent for two consecutive workdays without notifying their
supervisor may be terminated.
Computer/Internet/Communication Systems Usage

PCHC may provide employees with access to computers, the Internet, electronic mail,
voice mail or other electronic communication devices. These resources are intended for
use in conducting business on behalf of PCHC. In keeping with this intention,
management maintains the ability to access any computer files or messages stored or
transmitted on PCHC systems. PCHC management or its designated representative may
access or monitor usage of PCHC systems. Employees should not assume that computer
files, records of Internet access, e-mail or voice mail are confidential.
Employees are not permitted to visit websites or send electronic mail or messages
deemed by management as inappropriate or in violation of other organizational guidelines.
PCHC management determines when an employee is using PCHC communication
systems inappropriately. Inappropriate use of computer/internet/communication systems
may result in disciplinary action up to and including termination.
Problem Resolution
PCHC encourages employees to resolve concerns, issues, or complaints promptly,
sincerely, and candidly when the issue arises. PCHC recommends the following problem
resolution process:

1. The employee shall contact his/her immediate supervisor and schedule a time for
discussing the matter. Employees are encouraged to discuss issues openly and
honestly so that an opportunity to resolve the matter occurs as soon as possible,
typically within 3-5 days. PCHC expects that an employee's immediate supervisor
will be able to resolve the majority of the matters that arise.
2. If a resolution is not reached with the supervisor, or it is inappropriate to go to the

supervisor, the employee may discuss the situation with the Human Resources
Manager and/or a member of executive management. The Human Resources
Manager and executive management will work with the employee and other
appropriate parties to facilitate resolution of the issue.
3. If resolution is not reached in step 2, the parties may request a meeting including
the employee, his/her immediate supervisor, the next level of supervision, and the
Chief Executive Officer.
The decisions resulting from the Chief Executive Officer will be final.
Disclosures by Employees
PCHC strives to operate its facilities based on the highest standards and ethical practices.
The potential may exist, however, that certain business practices and/or staff actions may
be called into question. Employees should feel free to report any unusual or questionable
circumstances without fear of retaliation.
If an employee becomes aware of a questionable practice within the Center or conduct by

another employee or official of the Center, the employee should report the practice or
conduct immediately. The employee may utilize the procedure outlined below:
1. Notify his/her immediate supervisor to discuss the matter.

2. Should an employee's immediate supervisor decide further consultation is
needed, or in the employee's opinion the issue was not resolved, a
discussion should be scheduled with the Executive Manager for their
department.
3. Should any one of the parties view the results of Step 2 as not resolving the
matter, all parties should schedule a meeting with the Chief Executive
Officer.
4. Should there be a situation which makes following the above three steps
impractical, from the employee's view point, the employee may schedule an
appointment with the Executive Manager for his/her department Officer or
directly with the Chief Executive Officer.
Should the actions in question involve the Chief Executive Officer, the employee should
discuss the situation with the Executive Officer for his/her department and/or the Human
Resource Manager. If this is impractical, from the employee's viewpoint, then an
appointment should be scheduled with the advisory lawyer to the PCHC Board of
Directors:
Mr. Doug Piersel at Mullans, Piersel & Reed

1311 North Greenwood
Pueblo, CO 81002
PCHC will, upon receipt of information concerning improper conduct, investigate the
circumstances and take appropriate action if necessary to eliminate the persistence of
such circumstances. Situations of this type will be handled on a case-by-case basis.
Employees may also report issues by calling 800-826-6762.
Proof of violation of PCHC ethical standards or illegal practices will subject the employee
or officer to disciplinary action, up to and including termination.
Disciplinary Action/Performance Correction

It may become necessary to formally correct the performance or behavior of individuals
and, in some cases, to terminate the employment relationship.
The Organization may impose counseling or disciplinary action including termination,

which, in its judgment, most effectively takes care of the problem. Any action taken by
management in an individual case should not be assumed to establish a precedent in
other circumstances.
Conflict of Interest
Employees shall not accept or engage in any activity, business, or employment during or
after working hours that conflict or have the appearance of conflict with the interests of
PCHC. This applies to both direct and indirect interest of the employee, business partners,
or prospective employers of the PCHC employee.
PCHC may determine what constitutes a conflict of interest. Examples may include, but
are not limited to, financial interests, gifts, gratuities, favors, nepotism, and bribery. The
existence of an actual, appearance of, or potential conflict of interest depends, of course,
on specific facts. An employee must report any personal outside or business interests or
transactions that may constitute a conflict of interest to his/her supervisor and the Chief
Executive Officer. An employee must take any actions regarded by PCHC as being
necessary to eliminate a conflict of interest. Failure to do so will not be tolerated.
Employees shall not accept opportunities for personal gain, which provide rewards beyond
those of normal employment, directly resulting from their position with PCHC.
Public Relations
The impression patients, doctors, vendors, fellow employees and others have of PCHC is
the collective result of quality, courteous, and timely service and assistance provided by its
employees and management together as a team. We must strive to treat others with
dignity and respect.
Public relations involve many aspects of business, including personal interface with other
employees, vendors, patients, health care initiatives, and promotional activities. It is
essential that everyone maintain a pleasant, courteous, and professional manner in
communicating with, and responding to, each other as well as PCHC's various publics.
Whether in person or via other means, such as telephone, written correspondence, or
electronic/automated transmission, the manner in which the interface is handled can
promote goodwill that reinforces the competency of the individual employee's performance
as well as public recognition of PCHC and the regard with which PCHC is viewed for
employing competent, capable professionals. Regardless of the nature of the contact,
each employee is responsible for his/her own conduct in a manner that is professional,
courteous, and helpful.
Gifts and Rebates

Employees shall not solicit or accept any gift, gratuity, or rebate if the value is greater than
$25.00, from any patient, vendor, visitor, outside organization, or the general public for any
service rendered by the employee. If there is any question as to whether a situation
violates these guidelines, the employee should notify his/her supervisor. Examples of
prohibited gifts or services include:
Ÿ Personal Gifts
Ÿ Social Entertainment or Sporting Event Tickets
Ÿ Loans
Ÿ Special Privileges
Ÿ Gifts to Immediate Family Members
Confidentiality
All information not commonly known by the public, which is obtained by virtue of
employment with PCHC, should be held in the strictest confidence. Each employee of
PCHC will be required to sign an acknowledgement that they have read and understand
this policy.
As a result of PCHC's health care mission, its employees have access to highly intimate
and sensitive medical, psychological and personal information. Only those employees
who have a professional need for access to information concerning a patient, employee,
operations of the Center, or other confidential information will be given authority for access
in the performance of job duties. Any medical records/information pertaining to patients
and staff, both active and inactive, should not be disclosed to anyone within or outside the
organization without professional need to know and proper authorization. This standard
applies to all forms of information exchange. All requests for medical information regarding
patients must be referred to the medical records department. All requests for information
regarding staff must be referred to the human resources department.
Any breach of confidentiality may subject the Center to serious liability exposure.
Management will establish which information and materials should be considered
confidential information. Examples of confidential information include, but are not limited
to, medical records, personnel files, employee addresses and telephone numbers, payroll
records, etc. Should an employee have reservations concerning whether information is
confidential, they should treat it as such and discuss the matter with their immediate
supervisor at the first possible opportunity.
Any violation of the confidentiality policies or procedures may be cause for immediate
termination.

Distribution of Documents
The Center produces many types of documents for internal use. Much of this information
is intended for limited distribution both internal and external to the organization. Examples
of these types of documents include, but are not limited to grant proposals, salary ranges,
forms, policy and procedure manuals and audit documents.
Employees, volunteers and contractors may not distribute PCHC documents to persons
outside the organization without permission from a member of Executive Management.
Some documents are prepared for use by a limited number of employees within the
Center. Information of this type should not be freely disseminated to others in the
organization without permission from a member of Executive Management.

Compensation and Benefits

Pay Rates
As a component of its Total Compensation Plan, PCHC takes into account what other
organizations of comparable types of service pay for similar positions, internal factors
within PCHC, and economic feasibility in determining the level of pay for a given position.
All pay raises and adjustments to the salary scale are dependent upon the financial
viability of the organization and absolutely no pay raises are guaranteed.
Overtime
Non-exempt employees are compensated for overtime. Overtime is defined as the hours
worked, during the defined work week, in excess of forty (40) hours in the work week,
twelve (12) hours in one day, or 12 consecutive hours without regard to the starting and
ending time of the workday, whichever results in the greater payment of wages. When a
nonexempt employee has daily overtime and weekly overtime hours, the payment of daily
overtime counts toward the payment of the weekly overtime.
PCHC recognized holidays are considered “hours worked” for the purposes of overtime
calculation. Paid Time Off and other forms of leave are not considered “hours worked” for
the purposes of overtime calculation.
It is the responsibility of the supervisor, and not at the discretion of the employee, to
schedule the employee's work hours.
Employees may be required to work overtime to meet PCHC schedules and business
needs from time to time, and at any time management deems necessary. Whenever
practical, advanced notice may be given; however, management may schedule overtime
whenever the need is identified.
Further, management may authorize overtime requested by an employee for completion of

a production request or a project.
All overtime must be authorized by an employee's supervisor or an appropriate member of

management prior to working any overtime hours.
· A rate of one and one-half times the regular hourly rate will be paid for overtime hours
worked by non-exempt employees.
· Overtime authorization by an officer or supervisor is required on the time record prior to

submission for payroll processing. All exceptions to, or errors on, the time record must
be approved by the employee's supervisor. Unauthorized overtime will result in
disciplinary action.
Payroll, Payroll Records and Distribution

Salary for Exempt Employees
It is our policy to comply with the salary basis requirements of the Fair Labor
Standards Act. Therefore, we prohibit all company managers from making any
improper deductions from the salaries of exempt employees. Permissible
deductions from salaries include the following:
· Personal absences - Employers may deduct for full day absences for
personal reasons other than sickness or disability.
· Absences for illness or injury - Employers may deduct for full day
absences due to illness or injury if bona fide sick pay/disability plans
are in place.
· Absences for FMLA Leave - Employers may deduct for full day absences
taken as FMLA leave and partial day absences for hours taken as
intermittent or reduced schedule FMLA leave.
· Offsets - Employers may offset employees' pay for amounts received by
the employee for jury fees, witness fees, or military pay.
· Infractions of safety rules - Employers may deduct for penalties imposed
when salaried employees violate safety rules of major significance.
· Infractions of workplace conduct rules - Employers may suspend exempt
employees without pay for full days for infractions of written workplace
conduct rules. This deduction is meant to cover only suspensions for
"serious workplace misconduct" such as sexual harassment or drug
and alcohol violations.
· First or last weeks of employment - Employers may make partial week
payments during an employee's first or last weeks of employment.
If you believe that an improper deduction has been made to your salary, you
should immediately report this information to Human Resources.
Reports of improper deductions will be promptly investigated. If it is determined
that an improper deduction has occurred, you will be promptly reimbursed.
Pay Periods and Paydays

Employees of PCHC are paid on a bi-weekly schedule. Paydays occur on Friday
immediately following the end of a pay period. If the normal payday falls on a
holiday, payday is the previous working day of PCHC.
Check Distribution
Employees are encouraged to participate in the direct deposit program to receive
their pay, but can elect to receive a paper pay check. Arrangements for direct
deposit should be made with payroll. Paper pay checks and pay stubs may be
distributed by an employee's immediate supervisor or the supervisor's alternate
on the payday. An employee's paycheck may be given to another person only
upon written authorization from the employee and positive identification of the
designated individual. All paychecks not distributed by the supervisor will be
returned to the accounting department for direct distribution to employees or their
designated parties.

Payroll Questions
Questions concerning pay or related matters should be brought to the immediate
attention of the employee's supervisor. The supervisor may facilitate through
payroll any pay questions or issues. Should adjustments be necessary, they may
be made and appear on a subsequent week's pay check.
Pay Advances
PCHC does not accommodate requests for advances on employee pay.
Personnel/Payroll Records
A current employee may view the contents of PCHC's personnel/payroll file relating
to employee's employment. A current employee may view the personnel/payroll file
only in the presence of the Chief Executive Officer or the Chief Executive Officer
designee. A current employee may not place in or remove information and
documents from the personnel/payroll file without permission of the Chief Executive
Officer or the designee. The personnel/payroll file cannot be removed by the
employee from the secured file area.
PCHC maintains a work history record for each employee. Employment records
are the property of PCHC and are retained by PCHC in accordance with regulatory
guidelines.
Employee Information
All employees are responsible for notifying PCHC of any changes in the following
information:
Permanent Address
Home Telephone Number
Whom to Notify in an Emergency
Beneficiary Changes
Pay Status Changes
Marital Status, Number(s) of Dependents
Time Reporting
Employees who are classified as nonexempt are required to maintain an accurate
time record using the system designated by management. Employees are
expected to record their arrival and departure for each work shift, the beginning and
end of their lunch break and any other time the employee leaves or returns to work
during their scheduled shift. Hours worked beyond the employee’s scheduled hours
for the work day or work week, will be paid according to the provisions of the
overtime policy.
Overtime and schedule changes must be pre-authorized by the supervisor.

The time record represents the legal record of the hours worked by the employee.
All exceptions or errors on the time record must be approved by the employee's
supervisor. It is the responsibility of the employee to minimize exceptions to the
timesheet. Employees may only make entries into their own time record. Entering
time records for another employee or allowing another employee to make entries in
your time record is considered falsification. Falsification of or excessive
errors/exceptions on time records will not be tolerated.
Employee Benefits
PCHC presently provides the employee benefits listed below. Many of these benefits are
offered voluntarily. Some insurance plans may require premium payments prior to the
effective date of coverage. Benefit coverages become effective on the first of the month
following seventeen (17) days of continuous employment. Upon separation, benefit
coverages end on the last day of employment or the last day of the month following the
last day of employment, depending on the plan requirements.
New employees and terminating employees should consult with Human Resources or
Payroll to determine the specifics of their individual situation. A few of the benefits are
required for compliance with governmental regulations. However, in some cases the level
of benefit provided is flexible.
PCHC presently offers a flexible benefits program to full-time and part-time employees
working 20 hours or more per week (see Employment Classification). The program
provides some distinct advantages for employees:
Ÿ An employee may choose among different levels of coverage or choose no

coverage for any particular benefit.
Ÿ The employee’s share of the cost of some benefits can be paid for by the
employee on a tax-free or pre-tax basis.
Each year, PCHC provides a specific number of dollars to employees to be applied to the
cost of the employee’s benefit choices. The amount provided is based on the number of
hours per week the employee is hired to work. Currently, Full-time employees receive
100% of the monthly benefit amount approved by the Board of Directors, Part-time 30
employees receive 75% of the benefit amount and Part-time 20 employees receive 50% of
the benefit amount (see Employment Classification).
These dollars may not cover the full cost of the benefit choices. Any remaining cost for
selected benefits will be deducted from the employee’s earnings. If the employee is
eligible and elects to receive the cash amount in lieu of benefits, the cash received is
taxable income. Employees requesting cash in lieu of health benefits must provide proof
of group health coverage, and maintain group health coverage, to receive the designated
amount of cash allowed. An employee must notify Human Resources, if his or her
coverage lapses for any reason. PCHC may discontinue or reduce the amount of cash
paid in lieu of benefits at any time, for any reason.
The employee is encouraged to choose carefully from among the benefit options. Most of
these choices will be in effect for one year. Only a life event change may allow an
employee the option of changing his/her benefit selection. A life event could include
marriage, divorce, birth or adoption of a child, death of a dependent or a change in a
spouse’s benefit coverage. Employees must notify Payroll or Human Resources
immediately of a life event if benefit changes are desired as deadlines for enrollment or
changes may exist.
Benefit opportunities presently available to employees are:
Ÿ Medical Insurance
Ÿ Dental Insurance
Ÿ Long-Term Disability Insurance
Ÿ Short-Term Disability Insurance
Ÿ Life Insurance
Ÿ 403(b) Retirement Plan
Ÿ Cafeteria 125 Flexible Spending Account
· Supplemental Voluntary Benefits may be offered at the Discretion of the
Organization
403(b) Retirement Plan: Separate from the Flexible Benefit Plan, PCHC currently
contributes 3 percent of an eligible employee’s wages into the Tax Sheltered Annuity Plan
after one year of service and for each year thereafter. Employees may contribute their
own money immediately on hire. There are a wide variety of investment options available
to meet the financial needs of the employee as he/she looks to future retirement.
For complete details regarding any and all plans and programs listed in this section,
contact your supervisor or Human Resource personnel. In the event the handbook
information conflicts with the actual terms and conditions of coverage, the latter governs.
Local Business Transportation Expenses

Local business transportation expenses submitted by an employee and approved by
PCHC, within 30 days of expenditure, shall be reimbursed by PCHC. Local business
transportation expenditures are limited to the following:
· Ordinary and necessary expenses of traveling between clinics.
· Ordinary and necessary expenses of getting from a clinic to any temporary work site
(Temporary worksite is defined as a place where your work assignment is irregular
or short-term)
Employees shall not be reimbursed for expenses of traveling between the employee’s
home and the work site. These costs are personal commuting expenses.
Requests for reimbursement should be submitted at least monthly. Employees should

allow sufficient processing time before requesting their check.

Time Off and Leaves of Absence

PCHC recognizes that employees may, from time to time, have a situation that requires
their absence from work. Requests for time off must be submitted to the immediate
supervisor in writing or through the electronic time and attendance system for prior
authorization. Descriptions of the types of paid and unpaid leave available are provided
below.
Paid Time Off (PTO) will not accrue in any month that an employee is on unpaid leave
for more than half of the work days in that month. Holiday or jury duty pay will not be
granted during unpaid leave. If an employee takes unpaid leave the workday before or
after a holiday, that holiday will not be paid.
Failure to return to work upon the expiration of approved paid or unpaid leave, unless
medical or other evidence has been submitted to PCHC along with a request for an
extension of the authorized leave, will be regarded and recorded as a termination without
notice.
Paid Time Off

Paid time off (PTO) provides eligible employees with paid time away from work for
vacation, personal time, personal illness or time off to care for dependents. Requests for
PTO are subject to supervisory approval and are scheduled according to department
staffing needs and established departmental procedures. PTO is not included in any
overtime calculation. Employees are required to use available PTO before requesting
leave without pay.
PTO periods greater than three (3) days must be requested at least one (1) month in
advance through the electronic time and attendance system or on a Leave Request Form
unless other arrangements are approved in writing by the supervisor. Employees should
try to give as much advance notice as possible when requesting PTO. Requests for leave
with inadequate notice and/or unscheduled absences may result in disciplinary action (see
Absenteeism and Punctuality policy). Employees are expected to keep requests for leave
(unrelated to FMLA) within their leave accrual and are responsible to monitor their PTO
balance to ensure they have enough leave accrued to cover any future-dated leave
requests.
In accordance with PCHC’s infection control guidelines (Employee Health Policies), an

employee may be required to take PTO if he/she reports to work with a contagious illness.
The supervisor may request the employee provide a statement from his or her health
care provider at any time concerning the justification for an unscheduled absence
related to illness of the employee or dependent.
The employee may also be required to provide a health care provider’s release before
returning to duty following absence for an illness or injury.
PTO hours are accrued on the second pay date of each month. The amount of PTO
available to part-time employees is prorated based on the number of hours per week an
employee is hired to work, as outlined below. Newly hired and terminating employees
should consult with Payroll or Human Resources to determine when their PTO accrual will
begin or end.
The following accrual schedule applies to exempt and non-exempt employees hired on or
after November 1, 1995. Exempt employees hired prior to November 1, 1995 are subject
to the vacation schedule contained in the PCHC Benefit Package dated January 1, 1995.
The Human Resource department provides this schedule to the applicable employees and
payroll.
Full-Time (40 hours per week)

Year 0 through 5 12 hours accrued per month
Year 11 and above 20 hours accrued per month
Part-Time 30 (30-39 hours per week)

Part-Time 20 (20-29 hours per week)

Temporary, Pool and Part-Time Under 20 employees do not receive PTO.
All employees are encouraged to take as many available PTO days as possible during the
year. An employee may not carry over into the next calendar year more than the amount
of PTO specified in the table below. On the first pay day in January, PCHC will pay out all
employees for any unused PTO in excess of the maximum carry over at a rate equal to the
employee’s hourly wage or salary. The maximum carry over amounts are prorated for part-
time employees and are listed below:
Full-time (40 hours/week) 160 hours

Part-time 30 (30 to 39 hours/week) 120 hours
Part-time 20 (20 to 29 hours/week) 80 hours
An employee is not eligible for PTO that has not accrued. Employees requesting PTO will
be eligible for only the portion of PTO that has been accrued. Any additional authorized
time will be unpaid by PCHC.
Upon termination of employment, employees are eligible for payment of any accrued
unused PTO.

Holidays
PCHC currently closes its facilities and provides holiday pay to eligible employees on the
following days:
New Year's Day Thanksgiving Day
Memorial Day Christmas Eve (1/2 day)
Independence Day Christmas Day
Labor Day New Year's Eve (1/2 day)
If a holiday falls on Saturday, it will be observed on the preceding Friday. If a holiday falls
on Sunday, it will be observed on the following Monday.
In addition to the holidays listed above, one floating holiday is available to all eligible
employees with a hire date on or before the first business day of the current year. The
floating holiday is available for use after the first business day of the current year and must
be used within the current calendar year. If the floating holiday is not used by December
31 of the year it is given, it is forfeited by the employee.
The employee must schedule the use of the floating holiday in advance with the approval
of their supervisor. The floating holiday may not be used as paid time for unscheduled
absences. The hours must be used on one day
The Center may substitute additional floating holidays for any of the holiday closings listed
above when it is in the best interest of the Center’s operation. Floating holidays must be
used within the timeframe specified by management. Unused floating holidays are not paid
if employment terminates.
Holiday pay is prorated according to employment status as listed below.
Part-time 20 4 hours
Part-time 30 6 hours
Full-time 8 hours
If a holiday occurs during an employee's approved leave with pay, the holiday is paid as a
holiday rather than approved leave. Employees are not paid for holidays occurring during
or adjacent to leave without pay.
Jury Duty
When an employee is called for jury duty, PCHC will pay the employee's regular wages or
salary for the actual number of days served or a maximum of three (3) days, whichever is
less, in exchange for all jury fees paid for those days by the Court to the employee. The
employee must provide his/her immediate supervisor with official documentation of the
time spent on jury duty.
In no case shall leave with pay be granted for court attendance when an employee is the
Defendant or is engaged in personal litigation unless such actions are the results of an act
performed by the employee as a part of his/her official duties as an employee of PCHC.

Additionally, the jury duty and court appearances described above must occur during the
employee's regularly scheduled working hours. Employees are expected to report to work
if excused from jury duty during normal work hours.
Parental Involvement Leave

PCHC may grant parental involvement leave to eligible employees to attend academic
activities for their school-aged children. To be eligible, an employee must work in a
nonexecutive or nonsupervisory capacity and be the parent or legal guardian of a child
enrolled in public or private school or certain home-based educational programs.
Employees can take leave for parent-teacher conferences and meetings about special
education services, response to intervention, dropout prevention, attendance, truancy,
or disciplinary issues.
Full-time employees may take up to 18 hours in an academic year to attend such

activities. Part-time employees may take leave on a prorated basis. Employees may
not take more than six hours of leave in any one-month period and leave may not be
taken in increments longer than three hours.
Employees must use accrued Paid Time Off while taking parental involvement leave.
Further leave may not be provided where an employee has exhausted accrued paid
leave.
Except in emergencies, employees are required to notify their supervisors at least one
week in advance of the need for leave. Employees must also provide written
verification of the academic activity from the school or school district. In emergencies,
employees are required to provide notice and written verification from the school as
soon as possible after learning of the need for leave. Employees are required to make
a reasonable attempt to schedule academic activities outside regular work hours.
PCHC may deny leave where the employee’s leave may endanger a person's health or
safety or result in a halt of service or production.
Leave of Absence with Pay

The organization, may grant Leave of Absence with Pay (and not require use of Paid Time
Off or other leave banks) for an employee when management determines it is in the best
interest of the organization. Examples of situations that may be considered include but are
not limited to investigatory leave, educational leave and leave to attend conferences or
meetings. This leave would be paid at the employee's regular rate of pay. Supervisor
approval is required for all requests for leaves of absence with pay. Prior authorization
from the Chief Executive Officer is required for leaves of absence with pay lasting longer
than five (5) business days. The employee should submit a Leave Request Form to the
immediate supervisor as far in advance of the requested leave date as possible.
Leave of Absence without Pay

Requests for leave of absence without pay will be handled on a case-by-case basis. Also
see guidelines for Family and Medical Leave (FMLA Leave.)
If the staff person returns within the time frame specified on their approved Leave Request
Form, he/she may be reinstated in the same or a comparable position and be paid the
same or prevailing rate. An extension may be obtained under special circumstances with
the written approval of the Chief Executive Officer.
Paid leave must be used before leave without pay is allowed except when an employee is
receiving worker’s compensation for lost work days or disability insurance payments
through PCHC’s group disability plan.
Failure to return to work upon the expiration of an approved leave of absence, unless
medical or other evidence has been submitted to PCHC along with a request for an
extension of the leave, will result in termination.
Any leave without pay longer than two weeks that is not related to an employee’s medical
need or does not qualify under the Family Medical Leave Act must have prior approval
from the Chief Executive Officer.
Bereavement
Employees may request a leave of absence without pay for a death in the immediate
family. The leave is for a maximum of three days without pay. Immediate family includes:
spouse, son, daughter, father, mother, sister, brother, and corresponding in-law
relationships. If more time off is needed than provided above, other leave may be
granted upon the approval of the supervisor/manager.
Military Leave
If you are a member of the U.S. Armed Forces Reserve, National Guard or performing
other protected uniformed service, you are granted an unpaid leave of absence when
called for active or inactive duty training. This time is granted in addition to earned PTO.
However, if you desire to use your PTO for this purpose, you may voluntarily do so if
you make a request in writing. If you are inducted into a branch of the U.S. Armed
Forces for an extended period, upon returning to PCHC after separation from military
service, you may be reinstated in accordance with the provisions of the Law.
Domestic Abuse Leave

Employees subject to domestic abuse may be eligible for a leave of absence. Please
see the Human Resources Department for more information.
Family and Medical Leave

Pueblo Community Health Center (PCHC) supports the Family and Medical Leave Act.
PCHC recognizes that under certain circumstances an employee may need to be away
from work for an extended period of time.
This policy does not in any way represent an exhaustive explanation; therefore, any
employee who has questions concerning this leave should contact Human Resources.
An employee who has been employed by PCHC for 12 months, and has worked at least
1250 hours in the 12 months preceding the leave may be granted unpaid leave for:
Medical Leaves
· Employee’s serious health condition or pregnancy-related disability.

Family Leaves
· Father’s attendance at birth of child.
· Parent’s care of newborn, if completed within 12 months following birth of
child.
· Placement of a child with employee for adoption or foster care.
· Serious health condition of employee’s child under 18 years, or older child
if disabled.
· Serious health condition of employee’s spouse or parent.
· Any qualifying exigency if the employee’s spouse, son, daughter or parent
is on active duty or has been notified of an impending call or order to
active duty in the Armed Forces.
The Organization grants up to 26 weeks of leave to an eligible employee who is the

spouse, son, daughter, parent or next of kin of a covered service member to care for
that person while he or she is undergoing medical treatment, recuperation, or therapy, is
otherwise in outpatient status, or is otherwise on the temporary disability retired list, for
a serious injury or illness.
Thirty (30) days advance notice is required unless circumstances do not permit 30 days.
A husband and wife both working for PCHC are permitted to take only a combined total of
12 weeks of leave during any 12-month period for the care of a newborn or adoption of a
child.
PCHC calculates the amount of leave available to an employee by using a “rolling” 12-
month period measured backward from the date an employee uses any FMLA leave. The
remaining leave entitlement would be any balance of the 12 weeks that has not been used
during the immediately preceding 12 months.
The organization:
· Recognizes that the administration of this law may require separate procedures for
certain highly compensated, salaried employees (the top 10%) whose time away
from work for this duration may cause substantial and serious economic injury to
the operations.
· Requires that the total of either 12 or 26 weeks leave run concurrently with the use
of earned Paid Time Off and short term illness leave, if applicable, as part of the
total time away from work during any 12 month period.
· Shall work with the employee to establish the schedule for the leave recognizing
that intermittent leave or a reduced work schedule may accommodate both the
employee and PCHC.
· Requires the employee to provide initial written certification of a serious health
condition and fitness for duty and return to work reports by a professionally
identifiable, authorized and qualified health care provider.
· Shall continue health care benefits (if the employee is covered prior to leave) during
the leave with coverage premiums handled in the same manner as with an active
employee. However, should an employee decide not to return to work at the end of
the leave for any reason other than conditions beyond his/her control (such as a
continuing serious health condition), PCHC may require repayment of any portion
of the coverage premiums that it paid. If PCHC contributes to a life insurance or
disability plan, PCHC will continue making payroll deductions while the employee is
on paid leave. While the employee is on unpaid leave, the employee must continue
to make those payments.
· Will make every attempt to advise the employee of the portion of leave that is
considered FMLA leave, but in the case where the employee takes paid leave for a
condition that progresses into a serious health condition and the employee requests
unpaid leave as provided under this policy, PCHC may designate all or some
portion of related leave taken as leave under this policy, to the extent that the
earlier leave meets the necessary qualifications.
· May require an employee to report periodically his/her status and intention to
return.
· Shall upon an employee's return from FMLA leave, reinstate the employee to the
same or a similar position with equivalent pay, benefits, and other terms and
conditions of employment. Reinstatement is subject to the rules of FMLA.
Colorado Family Care Act Leave

PCHC provides up to 12 weeks of unpaid leave to eligible employees to care for their
partners in a civil union or domestic partnership, who have serious health conditions.
Generally, leave under the Family Care Act is administered consistent with FMLA
regulations. Contact your supervisor or Human Resources if you need family care
leave.

INDEX
A J
Absenteeism and Punctuality, 25 Job Vacancies, 11
Alcohol, 20 Jury Duty, 37
B L
Bereavement, 39 Leave of Absence with Pay, 38
Local Business Transportation Expenses, 34
C
M
Center Closings, 14
Colorado Family Care Act Leave, 41 Message from the Executive Director, 4
Company Service and Anniversary Date, 11 Military Leave, 39
Compensation and Benefits, 30
Computer/Internet/Communication Systems Usage, 25
Confidentiality, 28
O
Conflict of Interest, 27 Occupational Safety and Work Related Injuries, 19
Controlled Substances, 20 Overtime, 30
D P
Disciplinary Action/Performance Correction, 27 Paid Time Off, 35
Disclaimer, 5 Parental Involvement Leave, 38
Disclosures by Employees, 26 Pay Rates, 30
Distribution of Documents, 29 Payroll, Payroll Records and Distribution, 30
Domestic Abuse Leave, 39 Performance Evaluation, 11
Dress Code, 13 Personal Vehicles Authorized for Business Use, 15
Drug-Free Workplace, 21 Problem Resolution, 25
Public Relations, 27
E
Employee Benefits, 33
R
Employment, 6 Recreational and Medical Marijuana, 21
Employment Classification, 10
Equal Employment Opportunity/Sexual Harassment, 6
S
F Safety, 17
Security/Personal Safety/Threats of Violence, 17
Facilities, Supplies and Equipment, 16 Separation of Employment, 11
Family and Medical Leave, 39 Solicitation and/or Canvassing, 16
Food and Drink, 16
T
G
Time Off and Leaves of Absence, 35
Gifts and Rebates, 28 Tobacco Products, 19
H W
Health Care Program Integrity and Compliance. See Work Environment, 13
Holidays, 37 Work Hours, 13
Workplace Expectations, 25
I
Identification Badges, 18


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Human Resources Manual

Latest Revision: October 8, 2014

MESSAGE FROM THE CHIEF EXECUTIVE OFFICER ................................................. 4

DISCIPLINARY ACTION/PERFORMANCE CORRECTION....................................................... 27

Message from the Chief Executive Officer

EMPLOYMENT WITH PUEBLO COMMUNITY HEALTH CENTER IS AT-WILL.

NO EMPLOYEE HANDBOOK CAN ANTICIPATE EVERY CIRCUMSTANCE OR

· Written form such as cartoons, e-mails, posters, drawings, or photographs.

· Submission to such conduct is made explicitly or implicitly a term or condition of

Revised: October 8, 2014 Page 6

· Written form, such as cartoons, posters, calendars, notes, letters, E-mail;

Mr. Doug Piersel at Mullans, Piersel & Reed

If PCHC determines that an employee’s behavior is in violation of this policy, appropriate

Revised: October 8, 2014 Page 7

Health Care Program Integrity and Compliance

· Medicaid (Federal and State)

• Billing for services or goods not provided;

Revised: October 8, 2014 Page 8

An employee is not required to report a possible false claim to executive management

Revised: October 8, 2014 Page 9

Pool/PRN Employment: Pool/PRN employees work on an as needed basis and will be

Revised: October 8, 2014 Page 10

The hiring of relatives is prohibited by PCHC in the following circumstances:

· A relative supervises or is in a position to exercise authority to appoint,

Resignation: Employees are encouraged to provide written notice of resignation. Notice

Revised: October 8, 2014 Page 11

Revised: October 8, 2014 Page 12

Each part-time employee's schedule may be established by his/her supervisor on a case-

Revised: October 8, 2014 Page 14

Personal Vehicles Authorized for Business Use

Food and Drink

Facilities, Supplies and Equipment

Solicitation and/or Canvassing

Soliciting, canvassing, posting and/or distributing literature for political or religious

PCHC may, as an organization, choose to participate in charitable fund raising campaigns,

Soliciting, canvassing and/or distributing material for charitable or not-for-profit

Employees may report concerns related to this policy by calling 800-826-6762.

Revised: October 8, 2014 Page 16

· Employees must notify the most readily available supervisor if a situation

Possession of a weapon of any type at the worksite or in a PCHC owned/rented facility is

An employee with a demonstrated need to possess a weapon in a privately owned vehicle

Employees may report concerns related to this policy by calling 800-826-6762.

Revised: October 8, 2014 Page 18

Occupational Safety and Work Related Injuries

· Each employee is responsible to follow the standards and conduct his/her

Unsafe working conditions should be reported to an employee’s immediate supervisor, or

Revised: October 8, 2014 Page 19

Revised: October 8, 2014 Page 20

Recreational and Medical Marijuana

Applicability: Our drug-free workplace policy is intended to apply whenever anyone is

Prohibited Behavior: It is a violation of our drug-free workplace policy to use, possess,

The illegal or unauthorized use of prescription drugs is prohibited. It is a violation of our

Notification of Convictions: Any employee who is convicted of a criminal drug violation

All drug-testing information will be maintained in separate confidential records.

As a condition of employment, each employee will be required to participate in pre-

An employee will be subject to the same consequences of a positive test if he/she

Consequences: One of the goals of our drug-free workplace program is to encourage

Revised: October 8, 2014 Page 22

If an employee violates the policy, he or she will be subject to disciplinary action up to

Return-to-Work Agreements: Following a violation of the drug-free workplace policy, an

Confidentiality: All information received by the organization through the drug-free

Shared Responsibility: A safe and productive drug-free workplace is achieved through

In addition, employees are encouraged to: