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RISF Employee Handbook Back to Course Index

RECOVERY INSTITUTE OF SOUTH FLORIDA, INC.

EMPLOYEE HANDBOOK
2018
Rev.2.5.18

 

Welcome to Recovery Institute of South Florida.

Dear Employee:

We are very happy to welcome you to Recovery Institute of South Florida. Thank you for joining us! We want you to feel that your association with Recovery Institute of South Florida will be a mutually beneficial and pleasant one.

This Handbook provides answers to most of the questions you may have about Recovery Institute of South Florida’s benefit programs, as well as the company policies and procedures we abide by — our responsibilities to you and your responsibilities to Recovery Institute of South Florida. If anything is unclear, please discuss the matter with your Human Resources. You are responsible for reading and understanding this Employee Handbook, and your performance evaluations will reflect your adherence to Recovery Institute of South Florida policies. In addition to clarifying responsibilities, we hope this Employee Handbook also gives you an indication of Recovery Institute of South Florida interest in the welfare of all that work here.

From time to time, the information included in our Employee Handbook may change. Every effort will be made to keep you informed through suitable lines of communication, including postings on the company bulletin boards and/or notices sent directly to you in-house.

We wish you best wishes for your success and happiness at Recovery Institute of South Florida.

If you have any question as to the interpretation of these policies and procedures, please contact Human Resources (HR). An employee will be responsible for his/her action(s) taken wherein the policy was misinterpreted and yet the employee acted upon the misinterpretation when not directly interpreted through HR.  

 

Mission Statement

Our mission is to assist in the development and internalization of a recovering identity and to nurture the need for continued participation in the self-discovered healing process.

 

You’re Part of Our Team

As a member of the Recovery Institute of South Florida team, you will be expected to contribute your talents and energies to improve the environment and quality of the company, as well as the company’s services.

Recovery Institute of South Florida is dedicated to two standards:

  1. To provide our clients with the best possible services.

  2. To provide you with wages and benefits comparable to others doing similar work within the region.

At Recovery Institute of South Florida, we always put safety first. We believe it is our duty to provide you with as safe a workplace as we possibly can.

For your protection, we have an in-house safety inspection program and we are committed to making the environment as safe as possible; in addition we also have a substance abuse policy, because you have a right to know you can depend on your coworkers.

All employment at Recovery Institute of South Florida is “at will” unless a contract specifying a definite term of employment has been executed. No employee will be denied opportunities or benefits on the basis of age, sex, color, race, creed, national origin, religious persuasion, sexual orientation, marital status, political belief, or disability that does not prohibit performance of essential job functions; nor will anyone receive special treatment for those reasons.

 

Various Benefits

You may not have thought about it, but the value of your benefits amount to a considerable sum each year in addition to the wages or salary you earn.

These are just some of the benefits Recovery Institute of South Florida provides for eligible employees each year:

  • Health/Dental Insurance
  • Paid Holidays
  • Paid Time Off (PTO) Time
  • Unemployment Compensation Insurance


Purpose of This Handbook

This Handbook has been prepared to inform you about Recovery Institute of South Florida’s history, philosophy, employment practices, and policies, as well as the benefits provided to you as a valued employee and the conduct expected from you.

No employee Handbook can answer every question, nor would we want to restrict the normal question and answer interchange among us. It is in our person-to-person conversations that we can better know each other, express our views, and work together in a harmonious relationship.

We hope this Handbook will help you feel comfortable with us. We depend on you — your success is our success. Please do not hesitate to ask questions. Your supervisor will gladly answer them. We believe you will enjoy your work and your fellow employees here. We also believe you will find Recovery Institute of South Florida a good place to work.

We ask that you read this Handbook carefully, and refer to it whenever questions arise. Recovery Institute of South Florida’s policies, benefits and rules, as explained in this Handbook, may be changed from time to time as business, employment legislation, and economic conditions dictate. If and when provisions are changed, you will be given replacement pages for those that have become outdated.

 

Notice

The policies in this Handbook are to be considered as guidelines. Recovery Institute of South Florida, at their option, may change, delete, suspend, or discontinue any part or parts of the policies in this Handbook at any time without prior notice. Any such action shall apply to existing as well as future employees. Employees may not accrue eligibility for monetary benefits that they have not earned through actual time spent at work. Employees shall not accrue eligibility for any benefits, rights, or privileges beyond the last day worked.

No one other than the CEO/Executive Director or their duly designated agent of Recovery Institute of South Florida may alter or modify any of the policies in this Handbook. No statement or promise by a supervisor, or department head may be interpreted as a change in policy nor will it constitute an agreement with an employee.

Should any provision in this Employee Handbook be found to be unenforceable and invalid, such finding does not invalidate the entire Employee Handbook, but only the subject provision.

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 What To Expect From Us

Recovery Institute of South Florida established employee relations policy is to:

  1. Operate an economically successful business so that a consistent level of steady work is available.
  2. Select people on the basis of experience, skill, training, ability, attitude, and character without discrimination with regard to age, sex, color, race, creed, national origin, religious persuasion, sexual orientation, marital status, political belief, or disability that does not prohibit performance of essential job functions with or without reasonable accommodation.
  3. Pay all employees according to their effort and contribution to the success of our business, and strictly in accordance with ethical standards and guidelines.
  4. Review wages, employee benefits and working conditions every twelve months, with the objective of providing maximum benefits in these areas, consistent with sound business practices and in accordance with DCF, AHCA, SAMSHA and JC Guidelines.
  5. Provide paid PTO and holidays to all eligible employees.
  6. Provide eligible employees with medical, dental, and other benefits.
  7. Develop competent people who understand and meet our objectives, and who accept with open minds the ideas, suggestions and constructive criticisms of fellow employees.
  8. Assure employees, after talking with their supervisor, an opportunity to discuss any problem with officers of Recovery Institute of South Florida.
  9. Make prompt and fair adjustment of any complaints, which may arise, in the everyday conduct of our business, to the extent that is practicable.
  10. Maintain mutual respect in our working relationship.
  11. Keep all employees informed of the progress of Recovery Institute of South Florida, as well as the company’s overall aims and objectives.

 

Supervisors/Directors

Your immediate supervisor is the person on the management team who is closest to you and your work. Your day-to-day contact with management gives you a chance to receive guidance and counsel regarding your work and the progress you make in accomplishing your daily tasks. He or she is responsible for the efficient operation of the department. Your supervisor has authority to hire and dismiss, to assign work, recommend pay increases, transfers or promotions, and to maintain order and discipline. This may be accomplished by the supervisor personally or through his or her designee.

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What We Expect From You

Your first responsibility is to know your own duties and how to do them promptly, correctly and pleasantly. Secondly, you are expected to cooperate with management and your fellow employees and maintain a cooperative team attitude. The success of your department is directly affected by how you interact with fellow employees and the clients whom Recovery Institute of South Florida serves. In turn, the performance of one department can impact the entire service offered by Recovery Institute of South Florida. Consequently, whatever your position, you have an important assignment: perform every task to the very best of your ability. You are encouraged to embrace opportunities for personal development that are offered to you. This Handbook offers insight on how you can positively perform to the best of your ability to meet and exceed Recovery Institute of South Florida’s expectations. We strongly believe you should have the right to make your own choices in matters that concern and control your life. We believe in direct access to management. We are dedicated to making Recovery Institute of South Florida a company where you can approach your supervisor, or any member of management, to discuss any problem or question. We expect you to voice your opinions and contribute your suggestions to improve the quality of Recovery Institute of South Florida We are all human and working toward a common goal, so please communicate with each other and with management.

Recovery Institute of South Florida needs your help in making each working day enjoyable and rewarding.

 

Human Resources Administration

Human Resources is responsible for handling personnel records and related personnel administration functions at Recovery Institute of South Florida   Interpretation of policies should be directed to Human Resources. Questions regarding wages should generally be directed to Payroll.

 

HR File

Keeping your personnel file up-to-date is important with regard to pay, deductions, benefits, and other matters. If you have a change in any of the following items, please be sure to notify Human Resources (HR). The following are examples of changes that must be communicated to HR:

  1. Full Legal name
  2. Home address
  3. Home telephone number
  4. Person to call in case of emergency
  5. Marital status
  6. Any change in driving record or status of driver’s license, if you operate any company vehicles
  7. Military or draft status
  8. Any allowance (dependents claimed) changes on your W-4 tax form

Your personnel file is the property of Recovery Institute of South Florida You may see information, which is kept in your own personnel file, if you wish, and you may request and receive copies of all documents you have signed. You can make arrangements through the Human Resources Department to review your personnel file during normal business hours, but you cannot remove any documents.

 

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Employment Classifications

Full-Time Employees

Employees are classified as full-time, part-time, temporary or per diem. Unless otherwise specified, the benefits described in this Handbook apply only to full-time employees.

All other policies described in this Handbook and communicated by Recovery Institute of South Florida apply to all employees, with the exception of certain wage, salary and time off limitations applying only to hourly (see the definition that follows) employees. If you are unsure of which job classification your position fits into, please ask your supervisor.

An employee who has successfully completed the Probationary Period (see the Employment Policies section for definition) of employment and who works at least thirty-two (32) hours per week is considered a full-time employee.

If you are a full-time employee and have been on an approved leave of absence, upon return you will be considered a full-time employee provided you return to work as agreed in the provisions of your leave. This policy applies to all leaves of absences including Family and Medical Leave Act (FMLA) and Military-related leave. Federal guidelines will supersede this policy where it relates to FMLA or Military-related leave. (See Family and Medical Leave/Military Leave Policy)

 

Part-Time/Temporary or Per Diem Employees

An employee who works less than a regular thirty two (32) hour workweek is considered a part-time employee. Part-time employees are ineligible for benefits described in this Handbook, except to the extent required by local, state and federal laws.

From time to time, Recovery Institute of South Florida may hire employees for specific periods of time or for the completion of a specific project. An employee hired under these conditions will be considered a temporary employee. The job assignment, work schedule, and duration of the position will be determined on an individual basis.

Normally, a temporary position will not exceed six (6) months in duration, unless specifically extended by a written agreement. Summer employees are considered temporary employees.

If you are a temporary employee, please understand that you are ineligible for benefits described in this Handbook, except to the extent required by local, state and federal laws. Those temporary employees classified as per diem who work more than eight (8) hours in one day or more than forty (40) hours during any work week are eligible for overtime pay for any hours worked greater than 40 hours in a given work week. Our work week begins on Tuesday and ends on Monday.

 

Non-exempt and Exempt Employees

Employees are classified as either non-exempt (hourly) or exempt (“salaried” or no overtime pay required). A Non-exempt classification entitles an employee to overtime pay for hours worked in excess of forty hours (40) in a given work week.

Salaried employees are executives, professional staff, outside sales representatives, officers, directors, owners and others whose duties and responsibilities allow them to be “exempt” from overtime pay provisions as provided by the Federal Fair Labor Standards Act (FLSA) and any applicable state laws.

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Time Clock Policy

Non-exempt staff will utilize a time clock as an official record for compensation. Currently, there are three (3) time clocks at the following facilities: Whitehouse, Detox and Residence. To provide uniformity, the following will apply:

Time Calculations

Non-exempt staff are assigned working hours and are expected to clock in within 5 minutes of the beginning of shift and clock out within 5 minutes of the end of shift. Any deviation from assigned working hours MUST be approved, in advance, by the immediate supervisor.

Non-exempt staff must clock out when leaving work for reasons other than work-related reasons, i.e., doctor appointments, personal appointments, etc. When returning from non-work-related appointments, staff must clock in. No work should be conducted while on lunch/dinner breaks while clocked out.

Continued and/or repeated deviations from assigned working hours which do not have prior approval including tardiness or clocking in/out early or late, or clocking in and then leaving the facility for personal reasons without clocking out and then returning to work, will result in disciplinary action up to and including termination of employment.

If time calculations result in the loss of any time, an employee Leave Request Form must be completed and approved.

Clock-In/Clock-Out Procedures

  • Clock in and clock out using the same finger for which you were set up (enrolled) and place it in the time clock the same way as when you were set up.
  • Clock in within 5 minutes of your scheduled start time and clock out no more than 5 minutes after the end of your scheduled shift time.
  • Don’t clock out at the beginning of the lunch period and in at the end of the lunch period
  • Don’t clock out for 15-minute or less breaks
  • Don’t clock out when leaving one facility to go to another facility for work-related responsibilities
  • Repeated failure to clock in or out or repeated failure to notify immediate supervisor will in disciplinary action up to and including termination of employment.
  • Normal policies and practices for overtime will be followed.  Staff work schedules may be adjusted in order to avoid working hours greater than 40 hrs per week.   For example, work hours for M-F reach 40 hrs on Thursday, time off may be granted on Friday to avoid exceeding 40 hrs.

 

Anniversary Date

The first day you report to work is your “official” anniversary date. Your anniversary date is used to compute various conditions and benefits described in this Handbook.

 

At Will Employment

All employment and compensation with Recovery Institute of South Florida is “at will” which means that your employment can be terminated with or without cause, and with or without notice, at any time, at the option of either Recovery Institute of South Florida or yourself, except as otherwise provided by law or by written agreement to the contractor.

 

Business Hours

Our regular operating hours are 24 hours per day 365 days per year. Your job description will identify what shift you work and what hours you are scheduled for. Your particular hours of work and the scheduling of your lunch period will be determined and assigned by your supervisor or department head. Most employees are assigned to work a forty- (40) hour workweek.

Dependent upon your regularly scheduled shift (work hours), Non-exempt employees are required to take a minimum ½ hour or one hour unpaid lunch period daily; please understand that you may not “work through lunch” in order to arrive late or to leave early or to work extra time unless otherwise and previously approved by your immediate supervisor.

 

References

Recovery Institute of South Florida does not respond to oral requests for references. All requests must be in writing by the company requesting the information and must include an authorization of release by the employee, except where required by law. Requests for Verification of current or previous employment will be provided only upon receipt of written authorization from the employee. Employees are prohibited from providing any verification of employment for any employee at any time and for any reason. This information can only be released by Human Resources. All requests should be directed to Human Resources.

 

Driver’s License & Driving Record

Employees whose job description requires the operation of a motor vehicle must present and maintain a valid driver’s license and a driving record acceptable to our insurer. Our insurance carrier may require annual review of Division of Motor Vehicle license check to determine continued insurability. Any changes in your driving record must be reported to the Human Resources Department immediately. Failure to do so may result in disciplinary action, up to and including termination of employment. An employee who at a future date is determined no longer insurable based upon his/her driving record may be terminated.

 

Criminal Convictions Prior to and During the Course of Employment

At the time of hire, employees are required to complete an Affidavit of Good Moral Character. In accordance with Department of Children and Families (DCF) employees will be disqualified for employment if their signature on the Affidavit indicates that their record contains one or more of the conviction(s) listed on the Affidavit and the conviction is within the last three years. Based upon this policy, employees are additionally obligated to notify the Company in the event s/he becomes disqualified during the course of employment.

 

Probationary Period

Your first ninety 90 days of employment are considered a Probationary Period. This Probationary Period will be a time for getting to know your fellow employees, your supervisor and the tasks involved in your job position, as well as becoming familiar with Recovery Institute of South Florida products and services. Your supervisor will work closely with you to help you understand the needs and processes of your job.

This Probationary Period is a trial time for both you, as an employee, and Recovery Institute of South Florida, as an employer. During this Probationary Period, Recovery Institute of South Florida will evaluate your fitness for employment, and you can evaluate Recovery Institute of South Florida as well. At any time during this first 90 days, you may resign without any detriment to your record.

If, during this period, your work habits, attitude, attendance or performance does not measure up to our standards, we may terminate your employment. If you take approved time off in excess of five workdays during the Probationary Period, the Probationary Period may be extended by that length of time.

At the end of the Probationary Period, your supervisor will discuss your job performance with you. This review will be much the same as the normal job performance review that is held for regular full-time or part-time employees on an annual basis. During the course of the discussion, you are encouraged to give your comments and ideas as well.

Please understand that completion of the Probationary Period does not guarantee continued employment for any specified period of time, nor does it require that an employee be discharged only for “cause”.

 

Proof of U.S. Citizenship and/or Right to Work

Federal regulations require that 1) within the first three days of employment all applicants must complete and sign Federal Form I-9, Employment Eligibility Verification Form; and 2) all applicants who are hired need to present acceptable documents of identity to establish eligibility to work in the U. S.

 

Departmental Meetings

From time to time, staff meetings will be scheduled before, during, or after work. They give you and your fellow workers a chance to receive information on Recovery Institute of South Florida events, to review problems and possible solutions, and to make suggestions about your department or your job. If your attendance at Department Meetings is mandatory, you will be informed. Failure to attend will result in disciplinary action, up to and including termination of employment.

 

Property & Equipment Care

Upon accepting employment with Recovery Institute of South Florida the company may issue certain designated employees with a pager, cellular phone, and additional equipment (when necessary) at no charge. You will be required to sign a receipt acknowledging personal responsible for the costs to replace any lost/stolen Recovery Institute of South Florida property. In the event that you resign or your employment is terminated, these items must be returned to your immediate supervisor or at your scheduled Exit Interview. Final payroll will be released only after an Exit Interview has been conducted by HR.

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Resignation

While we hope both you and Recovery Institute of South Florida will mutually benefit from your continued employment, we realize that it may become necessary for you to leave your job with Recovery Institute of South Florida. If you anticipate having to resign your position with Recovery Institute of South Florida, you are expected to notify your supervisor at least two (2) weeks in advance of the date that you must leave. Failure to provide two weeks notice will render the employee ineligible for rehire. Available PTO accrual balance, (excluding employees who terminate within 90-day probationary period), will be paid with your final paycheck or the next pay cycle, whichever comes first. Employees cannot use PTO in lieu of two week notice.

 

Return of Company Property

Any Recovery Institute of South Florida property issued to you, such as office keys, cellular phones, pagers, or computer software, etc. must be returned to Recovery Institute of South Florida at the time of your dismissal or resignation, or whenever it is requested by your supervisor or a member of management.

Items not returned to your supervisor must be brought to your Exit Interview. You are responsible to pay for any lost or damaged items. The value of any property issued and not returned may be deducted from your paycheck, and you may be required to sign a wage deduction authorization for this purpose.

 

Exit Interviews

Every employee who leaves our employ, Recovery Institute of South Florida, whether voluntary or involuntary, is required to contact the Director of Human Resources to schedule an Exit Interview. This Interview will discuss your benefits under COBRA, PTO balance payout and final paycheck, and the reason(s) for leaving and any other impressions that you may have about us. During the exit interview, you can express yourself freely.

It is hoped that this exit interview will provide insights into possible improvements we can make. Information provided during the Exit will in no way affect any reference information that Recovery Institute of South Florida management provides to another employer, about you. An employees’ final payroll will be released only upon the completion of an Exit interview.

 

ENVIRONMENTAL HEALTH & SAFETY

Equal Employment Opportunity

Recovery Institute of South Florida will provide equal employment opportunity without regard to race, color, sex, age, disability, religion, national origin, marital status, sexual orientation, or status as a veteran.

The policy applies to all areas of employment, including recruitment, hiring, training and development, promotion, transfer, termination, layoff, compensation benefits, social and recreational programs, and all other conditions and privileges of employment in accordance with applicable federal, state, and local laws.

 

Americans with Disabilities Act (ADA)

It is the policy of Recovery Institute of South Florida to comply with all the relevant and applicable provisions of the Americans with Disabilities Act (ADA). Recovery Institute of South Florida will not discriminate against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a person’s physical or mental disability. Recovery Institute of South Florida also will make reasonable accommodation wherever necessary for all employees or applicants with disabilities, provided that the individual is otherwise qualified to safely perform the duties and assignments connected with the job and provided that any accommodations made do not require significant difficulty or expense.

Management is primarily responsible for seeing that Recovery Institute of South Florida’s equal employment opportunity policies are implemented, but all members of the staff share in the responsibility for assuring that by their personal actions the policies are effective and apply uniformly to everyone.

Any employees, including supervisors, involved in discriminatory practices will be subject to disciplinary action, up to and including termination.

 

Workers’ Compensation

The Florida Workers’ Compensation Law is a no-fault insurance plan, which is supervised by the state, and one hundred percent (100%) paid for by Recovery Institute of South Florida.

This law was designed to provide you with benefits for any injury, which you may suffer in connection with your employment. Under the provisions of the law, if you are injured while at work, you are eligible to apply for Workers’ Compensation.

We will require the employee to complete an Adverse Incident Report in every instance when an adverse incident occurs, even when the incident does not result in injury. Incidents that do not result in injury or minor injuries that require only first aid must be reported to your immediate supervisor and Human Resources by way of an Adverse Incident Report. All adverse incidents must be reported within 24 hours of occurrence. Work-related injuries that occur after normal business office hours must be reported to Human Resources the following business day.

Work-related injuries that require immediate medical attention should be reported to human resources after calling 9-1-1 Emergency.

Employees will be taken to the nearest medical facility for immediate treatment. Medical treatment for a non-urgent work-related injury must first be coordinated through the Human Resources Department, to ensure an employee is sent to a participating provider approved by our Workers’ Compensation Carrier.

Any employee involved in a motor vehicle accident while performing their work duties must call 9-1-1 Emergency to file a police report, regardless of the extent of damage or lack thereof. Failure to call 9-1-1 Emergency will result in disciplinary action, up to and including termination of employment.

While you are out of work due to a work related injury or illness, you may receive time loss compensation based on a percentage of your hourly rate, as determined by the State. A workers’ compensation absence may also count under the Family and Medical Leave Act. In this event, both leaves will run concurrently.

 

Unemployment Compensation

Recovery Institute of South Florida pays a percentage of its payroll to the Unemployment Compensation Fund according to Recovery Institute of South Florida’s employment history. If you become unemployed, you may be eligible for unemployment compensation, under certain conditions, for a limited period of time. Unemployment compensation provides temporary income for workers who have lost their jobs. To be eligible you must have earned a certain amount and are willing and able to work. You should apply for benefits through your Local State Unemployment Office as soon as possible.

Recovery Institute of South Florida pays the entire cost of this insurance.

 

Social Security

The United States Government operates a system of contributory insurance known as Social Security. As a wage earner, you are required by law to contribute a set amount of your weekly wages to the trust fund from which benefits are paid. As your employer, Recovery Institute of South Florida is required to deduct this amount from each paycheck you receive. In addition, Recovery Institute of South Florida matches your contribution dollar for dollar, thereby paying one-half of the cost of your Social Security benefits.

 

Fire Drills

We schedule drills throughout the year for employee safety. Your supervisor can answer any questions you may have about what to do.

 

First Aid

Federal law (“OSHA”) requires that we keep records of all illnesses and accidents, which occur during the workday. The Florida State Workers’ Compensation Act also requires that you report any illness or injury on the job, no matter how slight. If you hurt yourself or become ill, please contact your supervisor for assistance. If you fail to report an injury, you may jeopardize your right to collect workers’ compensation payments as well as health benefits. OSHA also provides for your right to know about any health hazards, which might be present on the job. Should you have any questions or concerns, contact the Safety Officer, immediate supervisor or Human Resources Department.

 

Housekeeping

Neatness and good housekeeping are necessities. Please keep your office area neat and orderly at all times — it is a required safety precaution.

Easily accessible trash receptacles and recycling containers are located throughout the office. Please put all litter and recyclable materials in the appropriate receptacles and containers. Please do not put cigarettes out on the floor or throw ashes into any container not intended for that purpose. Always be aware of good health and safety standards, including fire and loss prevention. Please report anything that needs repairing or replacing to management immediately.

 

Parking

Remember to lock your car every day and park within the specified areas. Courtesy and common sense in parking will avoid accidents, personal injuries, damage(s) to your vehicle and to the vehicles of other employees. If you should damage another car while parking or leaving, immediately report the incident by completing an Adverse Incident Report and submit to your supervisor for signature. Please include the license plate numbers of both vehicles and any other pertinent information you may have, to your supervisor. Recovery Institute of South Florida does not assume liability for any loss or damages you may sustain to personal property unless the loss involves a company-owned vehicle.

 

Safety Rules

Safety is everybody’s business. Safety is to be given primary importance in every aspect of planning and performing all Recovery Institute of South Florida activities. We want to protect you against industrial injury and illness, as well as minimize the potential loss of production.

Please report all injuries (no matter how slight) to your supervisor immediately, as well as anything that needs repair or is a safety hazard. Below are some general safety rules. Your supervisor or department head may post other safety procedures in your department or work area:

  • Avoid overloading electrical outlets with too many appliances or machines.
  • Use flammable items, such as cleaning fluids, with caution.
  • Walk — don’t run.
  • Use stairs one at a time.
  • Report to your supervisor if you or a co-worker becomes ill or is injured.
  • Ask for assistance when lifting heavy objects or moving heavy furniture. Use proper body mechanics by bending knees when lifting heavy objects.
  • Smoke only in designated smoking areas which includes e-cigarettes.
  • Keep cabinet doors and file and desk drawers closed when not in use.
  • Never empty an ashtray into a wastebasket or open receptacle.
  • Sit firmly and squarely in chairs that roll or tilt. Do not stand on any chair that rolls or tilts.
  • Stack materials only to safe heights.
  • Watch out for the safety of fellow employees.

 

Security

Maintaining the security of Recovery Institute of South Florida’s buildings and vehicles is every employee’s responsibility. Develop habits that insure security as a matter of course. For example:

  • Always keep cash properly secured. If you are aware that cash is insecurely stored, immediately inform the person responsible.
  • Know the location of all alarms and fire extinguishers, and familiarize yourself with the proper procedure for using them, should the need arise.
  • When you leave Recovery Institute of South Florida’s premises make sure that all entrances are properly locked and secured.

 

Smoking

Recovery Institute of South Florida discourages its employees from smoking. Smoking is regarded as a poor health habit, which can detract from performance and is often offensive to co-workers and/or customers. While we cannot regulate employee conduct off the job or outside of work hours, we feel it is our responsibility to provide a workplace free of exposure to hazardous substances, and we have therefore established our facility and business as a smoke-free workplace which includes e-cigarettes. Each facility has a designated smoking area(s). Employees are prohibited from smoking in any area other than designated area(s) which includes smoking e-cigarettes. All employees are expected to abide by this policy while at work.

 

Abuse Reporting

Recovery Institute of South Florida strives to provide an environment for our clients free from abuse or harassment. If you suspect or witness abuse of a client by a staff member or another client you are required to immediately report the incident to your immediate supervisor, any member of management or the Director of Human Resources. The supervisor or Director of Human Resources will report suspected/actual abuse to The Department of Children and Families (DCF). DCFs Abuse Hotline Number is: 1-800-96ABUSE (800-962-2873) or (954) 762-3700.

An employee who reports suspected or actual client abuse to this Hotline must immediately notify his/her supervisor, any member of management or the Director of Human Resources to ensure that we are aware of the incident and can conduct our own internal investigation. Failure to report suspected or actual client abuse to Recovery Institute of South Florida may result in disciplinary action, up to and including termination of employment. Any individual who knowingly reports a false report or counsels another to make a false report will be subject to disciplinary action, up to and including termination of employment.

 

Harassment and Anti-Retaliation Policy

Consistent with our values of mutual respect, we are committed to providing a work environment free of unlawful harassment and retaliation.

 

What Is Harassment?

Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

  • Submission to, or cooperation with, the conduct is explicitly or implicitly made a term or condition of the individual’s employment.
  • Submission to, or rejection of, such conduct is used as the basis for employment decisions affecting the individual.
  • Such conduct has the purpose or effect of substantially interfering with an employee’s work performance or creating an intimidating, hostile, or offensive working environment.

Conduct that constitutes harassment can also occur through having inappropriate pictures in the workplace. No such pictures will be tolerated, including pictures on or in desks, etc. Similarly, materials of a sexual or inappropriate nature should not be accessed, transmitted or printed from computer or communication devices.

In addition, retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports is prohibited. If you have a complaint of harassment or retaliation, you should notify your immediate supervisor, any member of management, or the Director of Human Resources.

Your name and the names of people involved will be kept confidential except as necessary to investigate and resolve matter. All complaints will be investigated and the appropriate corrective action will be taken.

 

Responsibility/Reporting

All Recovery Institute of South Florida employees, and particularly supervisors, have a responsibility for keeping our work environment free of harassment and retaliation. Any employee, who becomes aware of an incident of harassment or retaliation, whether by witnessing the ncident or being told of it, must report it to their immediate supervisor or any management representative with whom they feel comfortable or the Director of Human Resources. When management becomes aware that harassment or retaliation might exist, it is obligated by law to take prompt and appropriate action, whether or not the complainant wants the company to do so.

Any employee found to have harassed or retaliated against a fellow employee or subordinate will be subject to disciplinary action, up to and including termination of employment. Recovery Institute of South Florida will also take any additional action necessary to appropriately remedy the situation. No adverse employment action will be taken against any employee making a good faith report of alleged harassment.

It is imperative to immediately report to management any incident covered in the aforementioned Guidelines, as we are unable to take corrective action unless notified by the complainant.

Recovery Institute of South Florida will not provide legal, financial or any other assistance to an individual accused of harassment or retaliation if a legal complaint is filed.

 

Drug-Free Workplace Policy

In order to provide quality care for our customers and to ensure a safe drug-free workplace for our employees, Recovery Institute of South Florida’s (hereinafter referred to as the Company) policy strictly prohibits the unlawful manufacture, distribution, dispensation, possession, or use of illegal drugs, controlled substances or alcohol (drugs). An employee who abuses drugs or alcohol creates a risk to the safety, security, and health of not only him or herself, but to the ability of the Company to provide quality service to our customers. The Company is committed to preventing drug and alcohol abuse at our facilities.

Use of illegal drugs, controlled substances, or alcohol results in the presence of substances in the body which can lower a person’s productivity, affect coordination, and slow reflexes. The use of unlawful drugs or controlled substances, including marijuana, can leave those substances in your body for as long as two or three days and in some cases ten days or longer.

Employees, on or off their jobs, with such substances in their system not only present a danger to our workplace and violate state and federal laws, but are also in violation of the Company policy. Employees who violate this policy are subject to discipline up to and including discharge. Employees at work under the influence of alcoholic beverages are also subject to dismissal. Employees are required to report to their supervisors any criminal convictions of drug related violations on “the Company” premises and/or while conducting business. The report shall be submitted no later than five calendar days after date of conviction.

The company will not accept a medical marijuana, marijuana extract or recreational marijuana explanation for a positive drug test even where permitted by state law because such use is in violation of Schedule 1 of the federal Controlled Substances Act.

 

Reasons for Drug Testing

Pre-Hire:

To provide for a safer and more productive work environment, the Company will require all “new hires” to undergo laboratory testing as a condition of employment. A new hire must have a negative test and that a negative dilute specimen is not acceptable. Medical reasons for dilute urine specimens will be considered. Any job applicant who refuses to take a drug or alcohol screening test when requested to do so shall be in violation of the Drug-Free Workplace policy and shall not be hired. If the drug screen result is “positive” the job applicant will not be hired. A job applicant has the right to contest or explain drug test results within a five day period. A job applicant may reapply for employment after 6 months.

The requirement for drug testing is also that we be in compliance with the mandates of the Florida Department of Children and Families licensure policies. A “new hire” 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.

Reasonable Suspicion:

When a reasonable suspicion exists, employees will be tested. Any employee who refuses to take a drug or alcohol screening test when requested to do so shall be in violation of the Drug-Free Workplace policy and shall be subject to dismissal for failure to cooperate in the Company investigation.

The Company may test any employee for drug and alcohol use based upon a reasonable suspicion that the employee has violated the Company Drug-Free Workplace Policy. Reasonable suspicion testing may be based upon, but is not limited to, the following:

  1. Observable phenomena, such as an employee’s behavioral patterns and physical manifestations (including breath), or direct observation (a confidential eyewitness account from another credible employee, client or family member) of drug use or possession, and/or the physical symptoms of being under the influence of a drug;
  2. A pattern of abnormal conduct or erratic behavior;
  3. Arrest or conviction for a drug-related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug possession, use, or trafficking;
  4. Information provided by a reliable and credible source;
  5. Evidence that the employee has tampered with a previous drug test; or
  6. Information that an employee has caused, contributed or has had an accident while at work.

If an employee is suspected of illegal drug or alcohol use, a supervisor will document all information, facts and circumstances leading to and supporting this suspicion and report such facts immediately to his or her Department Manager. A written report should be prepared at the earliest possible time by the reporting supervisor and should include the sources of information and dates and times of any reported drug or alcohol related incidents.

If management is available to review the written documentation (i.e. Department Manager) and determines that reasonable suspicion exists, management may ask the employee to provide a urine specimen or blood sample to an approved, licensed and certified laboratory for the testing to be conducted.

Before proceeding, the lab is to be notified that an employee is soon to be enroute and shall complete a consent form. The employee shall be taken to the lab by a staff member as a safety precaution for the employee. The urine specimen or blood sample shall be taken at the testing facility by qualified laboratory personnel in accordance with HHS guidelines.

An employee refusing to submit to such a test shall be terminated. An employee who has been tested will be suspended without pay and may not return to work until the test results are received by the Company. The employee will receive any back wages which would have been earned while suspended if the results are negative. If the test results are confirmed as positive, a probationary, per diem, or temporary employee will be terminated immediately. If the employee testing positive has been granted regular full-time or regular part-time status, that employee will be given an opportunity to agree to a Drug/Alcohol Problem Acknowledgment and Rehabilitation Agreement.                                 
This Agreement effectively gives that employee a second chance under certain strictly observed conditions. Under such an Agreement, it is first required that the employee immediately be assessed for substance abuse.

Refusal to submit to an assessment or to follow any recommended course of treatment by a counselor will result in an employee’s immediate dismissal. If rehabilitative treatment is recommended as a result of the assessment, the employee will be responsible for undertaking and certifying successful completion of such rehabilitative treatment at his/her own expense.

Upon successful completion of employee’s rehabilitation treatment program, an employee must comply with the Relapse Prevention Program developed by the rehabilitative counselor for one year and be subject to follow-up random testing for up to two years. An employee’s failure to do so will result in immediate dismissal.

If the rehabilitative counselor makes an assessment that an employee may return to work while pursuing a rehabilitation treatment program outside of normal working hours, that employee may be returned to probationary status when his/her job or a job for which he/she is qualified is available. Such an employee is still required to successfully complete his/her rehabilitation program and follow all other aspects of his/her Rehabilitation Agreement as a condition of his/her continued employment.

If the rehabilitative counselor does not recommend re-employment until the successful completion of a rehabilitation treatment program, the employee will remain indefinitely suspended without pay. The employee may use sick and vacation leave time, if available, while suspended.

Successful completion of such a rehabilitative treatment program, within six (6) months, will allow the employee to be restored to his/her job, or to a similar job for which he/she is qualified, when such positions are available at the discretion of the Company.

If the employee has a repeat infraction of the Company Drug-Free Workplace Policy after returning to work, he/she will be dismissed from employment with the Company. As a condition of continued employment, such employees must agree to be randomly monitored for drug and alcohol use for up to two years after their return to work in accordance with their Rehabilitation Agreement in order to ensure that they remain drug-free and that our workplace remains drug-free.

Post Accident:

If an accident occurs and/or there is probable cause for reasonable suspicion, an employee will be sent for a drug test. If a “positive” screen results on any of the five (5) drugs tested (but not limited to), the Company will not be responsible for any medical expenses incurred due to the accident.

If an injured worker refuses to submit to a test for drugs or alcohol, he/she forfeits his/her eligibility for all medical and indemnity benefits and will be terminated from employment.

Fitness for Duty:

If at any time, the Company requires an employee to submit to a fitness for duty medical examination, drug testing is to be included as part of the examination.

Random:

The Company may require employees, as a condition of their continued employment, to undergo random laboratory testing to detect illegal drug or alcohol use. Any employee who refuses to take a drug or alcohol screening test when requested to do so shall be in violation of the Drug-Free Workplace policy and shall be subject to dismissal for failure to cooperate. The requirement for random drug testing is also that we be in compliance with the mandates of the Florida Department of Children and Families licensure policies.

Drugs to be Tested:

Drugs to be tested for may include (but not limited to): alcohol, amphetamines, cannabinoids, cocaine, phencyclidine, methaqualone, opiates, barbiturates, benzodiazepines, meperidine, methadone, and propoxyphene.

 

Rights and Responsibilities

Employees:

An employee has the right to consult the testing laboratory for technical information regarding prescription and non-prescription medication.

An employee must notify the testing laboratory of any administrative or civil actions brought against them.

Employees who test positive for illegal drugs or alcohol use under this policy or voluntarily come forward to admit a drug or alcohol problem will be given one opportunity to submit to immediate assessment for substance abuse. Appropriate safeguards will be taken to protect the personal dignity and confidentiality of individuals who are tested and participate in the assessment. The term “illegal drug use” under this testing provision does not mean the use of a controlled substance pursuant to a valid and lawful prescription. If the assessment facility recommends rehabilitative treatment, an employee is responsible to successfully complete, at his/her expense, (an employee can use their insurance coverage) such a treatment program and must agree to comply with the requirements of the program’s Relapse Prevention Program prior to returning to work on a probationary basis. Refusal to submit to an assessment or to follow all the program’s recommendations will result in immediate dismissal.

If an employee, in the course of employment, enters a program for drug or alcohol related problems, the employee is required to submit to a drug test as a follow-up and is subject to weekly, monthly, quarterly, semi-annual or annual screenings for up to two years thereafter.

All information, interviews, reports, statement memoranda, and drug test results, written or otherwise, received by the employer through a drug testing program are confidential communications and may not be used or received in evidence, obtained in discovery, or disclosed in any public or private proceedings.

Employers:

The Company recognizes that drug and alcohol abuse is a serious problem which is not always easy for a user to control.

As a result, employees who voluntarily come forward prior to a request that they be tested and report their drug or alcohol abuse problem to their program director or supervisor, will be given a single opportunity to remain employed by the Company by agreeing to the terms of the Rehabilitation Agreement.

All supervisory personnel will be trained to address substance abuse in the workplace, to recognize facts that give rise to reasonable suspicion, and to document facts and circumstances to support a finding of reasonable suspicion. Failure to receive such training, however, shall not invalidate otherwise proper reasonable suspicion. Documentation of training related to this policy will be maintained in each supervisor’s personnel file.

 

 

Open Door Policy & Counseling

If a problem or complaint is of a personal nature, or a very delicate matter, please contact any member of management or the Director of Human Resources. He or she will decide what action, if any, should be taken.

 

Standards of Conduct

Rules of conduct are needed to help everyone work together efficiently, effectively, and harmoniously. Occasionally people may have problems with “rules” and “authority figures,” and whose past experience may have justified these thoughts and feelings; however, at Recovery Institute of South Florida, we hold ourselves to a high standard of quality where the rules and authority figures merely assure that quality is maintained.

By accepting employment with us, you have a responsibility to Recovery Institute of South Florida and to your fellow employees to adhere to certain rules of behavior and conduct. The purpose of these policies is not to restrict your rights rather to be certain that you understand what conduct is expected and necessary, to follow the rules of conduct, to ensure our organization will be a better place to work for everyone.

 

Unacceptable Activities

We expect each person to act in a mature and responsible way at all times. However, to avoid any possible confusion, some of the more obvious unacceptable activities are noted below. Your avoidance of these activities will be to your benefit as well as the benefit of Recovery Institute of South Florida. If you have any questions concerning any work or safety rule or any of the unacceptable activities listed, please see your supervisor for an explanation.

Occurrences of any of the following violations, because of their seriousness, may result in immediate termination of employment without warning:

  • Willful violation of any company rule; any deliberate action that is extreme in nature and is obviously detrimental to Recovery Institute of South Florida’s efforts to operate profitably.
  • Willful violation of security or safety rules or failure to observe safety rules or Recovery Institute of South Florida’s safety practices; failure to wear required safety equipment; tampering with Recovery Institute of South Florida’s equipment or safety equipment.
  • Negligence or any careless action which endangers the life or safety of another person.
  • Being intoxicated or under the influence of controlled substance drugs while at work; use or possession or sale of controlled substance drugs in any quantity while on company premises except medications prescribed by a physician that does not impair work performance.
  • Unauthorized possession of dangerous or illegal firearms, weapons or explosives on company property or while on duty.
  • Engaging in criminal conduct or acts of violence, or making threats of violence toward anyone on company premises or when representing Recovery Institute of South Florida; fighting, or horseplay or provoking a fight on company property, or negligent damage of property.
  • Insubordination or refusing to obey instructions properly issued by your supervisor pertaining to your work; refusal to help out on a special assignment.
  • Threatening, intimidating or coercing fellow employees on or off the premises — at any time, for any purpose.
  • Engaging in an act of sabotage; willfully or with gross negligence causing the destruction or damage of company property, or the property of fellow employees, customers, suppliers, or visitors in any manner.
  • Theft of company property or the property of fellow employees; unauthorized possession or removal of any company property, including documents, from the premises without prior permission from management; unauthorized use of company equipment or property for personal reasons; using company equipment for profit.
  • Dishonesty; willful falsification or misrepresentation on your application for employment or other work records; lying about PTO or personal leave; falsifying reason for a leave of absence or other data requested by Recovery Institute of South Florida; alteration of company records or other company documents.
  • Violating the non-disclosure agreement; giving confidential or proprietary Recovery Institute of South Florida information to competitors or other organizations or to unauthorized Recovery Institute of South Florida employees; working for a competing business while a Recovery Institute of South Florida employee; breach of confidentiality of personnel information.
  • Malicious gossip and/or spreading rumors; engaging in behavior designed to create discord and lack of harmony; interfering with another employee on the job; willfully restricting work output or encouraging others to do the same.
  • Immoral conduct or indecency on company property.
  • Engaging in any inappropriate behavior with any clients.
  • Sleeping during work hours

Occurrences of any of the following activities, as well as violations of any Recovery Institute of South Florida rules or policies, may be subject to disciplinary action, up to and including immediate termination of employment. This list is not all-inclusive and, notwithstanding this list, all employees remain employed “at will”.

 

  • Unsatisfactory or careless work; failure to meet production or quality standards as explained to you by your supervisor; mistakes due to carelessness or failure to get necessary instructions.
  • Any act of harassment, sexual, racial or other; telling sexist or racial-type jokes; making racial or ethnic slurs.
  • Excessive use of company telephone for personal calls.
  • Smoking in restricted areas or at non-designated times, as specified by department rules.
  • Creating or contributing to unsanitary conditions.
  • Failure to report an absence or late arrival; excessive absence or lateness.
  • Obscene or abusive language toward any supervisor, employee or customer; indifference or rudeness towards a client or fellow employee; any disorderly/antagonistic conduct on company premises.
  • Speeding or careless driving of any company vehicles.
  • Failure to immediately report damage to, or an accident involving company equipment.
  • Soliciting during working hours and/or in working areas; selling merchandise or collecting funds of any kind for charities or others without authorization during business hours, or at a time or place that interferes with the work of another employee on company premises.
  • Failure to maintain a neat and clean appearance in terms of the standards established by policy and procedure; any departure from accepted conventional modes of dress or personal grooming; wearing improper or unsafe clothing.

 

Disciplinary Action

Unacceptable behavior, which does not lead to immediate dismissal, may be dealt with using progressive discipline via:

  •       Verbal Warning
  •       Written Warning
  •       Dismissal

Verbal and Written warnings will include the reasons for the supervisor’s dissatisfaction and any supporting evidence. You will have an opportunity to defend your actions and rebut the opinion of your supervisor at the time the warning is issued. Disciplinary action may also include suspension from work with or without pay or other measures deemed appropriate to the circumstances.

All pertinent facts will be carefully reviewed. The Director of Human Resources is responsible to oversee all Disciplinary action.

If you commit any of the actions listed below, or any other action not specified but similarly serious, you may be suspended without pay pending the investigation of the situation. Following the investigation you may be terminated without any previous disciplinary action having been taken.

  1. Theft
  2. Falsification of Company records
  3. Failure to follow safety practices
  4. Conflict of interest
  5. Threat of or the act of committing bodily harm
  6. Willful or negligent destruction of property
  7. Use and/or possession of intoxicants, drugs or narcotics
  8. Neglect of duty
  9. Refusal to perform assigned work or to follow a direct order
  10. Bringing a weapon onto company property.

 

Dismissal

Employment and compensation with Recovery Institute of South Florida is “at will” in that an employee can be terminated with or without cause, and with or without notice, at any time, at the option of either Recovery Institute of South Florida or yourself, except as otherwise provided by law or by contract.

Employees who are terminated from employment are ineligible for rehire.


Grievances

Our goal is to maintain a comfortable working environment for everybody. We do this in several ways:

*       By treating each of you as an individual and encouraging your maximum development;

*       By recognizing that each of you is essential to the success and growth of Recovery Institute of South Florida; and

*       By maintaining direct communications with all of our employees and ensuring that each and every one of you can speak directly and openly with our management team.

We believe that this type of communication is best for all concerned. Therefore, when you wish to express your problems, opinions, or suggestions, you will always find an open door and an attentive ear. As time goes by and Recovery Institute of South Florida grows, we will continue to listen and respond to your questions and comments.

 

Resolving Problems

Whenever you have a problem or complaint, we expect you to communicate directly with us. You can take the following steps:

  1. First, talk to your immediate supervisor. Your supervisor is most familiar with you and your job, and is therefore in the best position to assist you. Your supervisor works closely with you, and is interested in seeing that you are treated fairly and properly.
  2. If your supervisor cannot help you resolve the matter or if you feel uncomfortable speaking with him/her, you may speak to the Director of Human Resources who will give your problem or complaint prompt consideration.

Remember — it is always best to resolve problems right away. We are unable to resolve a given situation if we do not know about the issues.   Little problems tend to turn into big problems; facts become confused; resentment and anger builds up.

 

Confidential Information

Our clients entrust Recovery Institute of South Florida with important information relating to themselves, their families, and their businesses. The nature of this relationship requires maintenance of confidentiality and, confidentiality requirements with respect to client records and information will be maintained strictly in accordance with State and Federal Law. In safeguarding the information received, Recovery Institute of South Florida earns the respect and further trust of our clients and suppliers. Your employment with us assumes an obligation to maintain confidentiality, even after you leave our employ.

Any violation of confidentiality seriously injures Recovery Institute of South Florida’s reputation and effectiveness. Therefore, please do not discuss Recovery Institute of South Florida’s business with anyone who does not work for us, and never discuss business transactions with anyone who does not have a direct association with the transaction. Even casual remarks can be misinterpreted and repeated, so develop the personal discipline necessary to maintain confidentiality. If you hear, see, or become aware of anyone else breaking this trust, consider what he or she might do with the information they get from you.

If you are questioned by someone outside the company or your department and you are concerned about the appropriateness of giving them certain information, remember that you are not required to answer, and that we do not wish you to do so. Instead, refer the request to your supervisor, the Director of Human Resources or Executive Director.

No employee is permitted to remove or make copies of any Recovery Institute of South Florida records, reports, or documents without prior management approval.

Because of its seriousness, disclosure of confidential information could lead to dismissal.

As an employee of Recovery Institute of South Florida, you have access to personal and confidential information. All Recovery Institute of South Florida’s business must be kept strictly confidential. You will be required to sign a Confidential Information Agreement to this effect.

 

Client Relations

The success of Recovery Institute of South Florida depends upon the quality of the relationships between Recovery Institute of South Florida, our employees, our clients, our referral sources and the general public. Our clients’ impression of Recovery Institute of South Florida and their interest and willingness to treat with us is greatly formed by the people who serve them. In a sense, regardless of your position, you are a Recovery Institute of South Florida ambassador. The more goodwill you promote, the more our clients will respect and appreciate you, and Recovery Institute of South Florida services.

Here are several things you can do to help give clients a good impression of Recovery Institute of South Florida:

  1. Act professionally and competently at all times and deal with clients in a courteous and respectful manner.
  2. Communicate pleasantly and respectfully with other employees at all times.
  3. Follow up on orders and questions promptly, provide businesslike replies to inquiries and requests, and perform all duties in an orderly manner.
  4. Take great pride in your work and enjoy doing your very best.

 

 

EMPLOYEE CODE OF ETHICS AND STANDARDS OF CONDUCT

I am responsible for reading the full policy and procedure of Recovery Institute of South Florida, regarding the professional and ethical conduct required of me as a member of the staff. I agree to follow all ethical guidelines, as written.

Employee of Recovery Institute of South Florida, who is licensed and/or certified, shall also abide by the code of ethics of individual licensing(s) and/or certifying bodies.

The following are excerpts from the policy and are not intended to be all inclusive:

  1. Do not discriminate against any client or staff member based upon race, color, sex, sexual orientation, age, religion, national origin, socioeconomic status, political beliefs, physical disability or HIV status;
  2. Treat clients and coworkers with dignity and respect, at all times;
  3. Work as a positive team member, respecting the rights and views of clients and coworkers;
  4. Protect the rights, welfare and safety of clients, acting only in their best interest;
  5. Protect the confidentiality of clients and client-related information in accordance with federal, state and local regulations, and the policies of Recovery Institute of South Florida;
  6. Do not engage in any personal or business relationships with clients for a minimum of two years following their discharge from the services of Recovery Institute of South Florida;
  7. Do not engage in activity which may be construed as exploitation of clients;
  8. Do not accept any gifts of value from clients and/or families;
  9. Urge positive changes in the lives of clients only in the interest of promoting recovery from substance abuse;
  10. Remain aware of personal skills and limitations, performing job responsibilities within the scope of training and qualifications;
  11. Accept responsibility for ongoing professional development and training;
  12. Follow all local, state and federal laws regarding treatment of clients and the maintenance of client records;
  13. Refrain from all behavior that reflects negatively on Recovery Institute of South Florida, or on the field of substance abuse treatment;
  14. Exhibit responsible concern for the well-being of the Agency, colleagues and coworkers by bringing to the attention of your immediate supervisor any information regarding manifestations of illness. You are expected to report immediately to your immediate supervisor or the Director of Human Resources any unethical conduct in coworkers;

I understand that failure to follow the ethical guidelines 

 

Theft

Internal theft is a serious problem for Recovery Institute of South Florida. Although taking small items of Recovery Institute of South Florida property many seem inconsequential; the cumulative effect can be very large. Stealing from the company is like stealing from your self. Losses from theft immediately affect our ability to increase salaries and can jeopardize the profitability of the company.

Recovery Institute of South Florida will not tolerate property theft of any type. We consider property theft to be the unauthorized use of company services or facilities or the taking of any company property for personal use. The following list of examples is not all-inclusive, but provides illustrations of several activities, which are unacceptable:

  1. Use of Company Copy Machines for Personal Use: The office copiers are not provided as a free service to employees. If you wish to use a company copier for personal use, please follow the established procedure for reimbursement of Recovery Institute of South Florida. Failure to do so is a form of property theft.
  2. Use of Computers: Recovery Institute of South Florida’s personal computers (the personal computers in the office, or laptops made available for work away from the office) are to be used exclusively for business purposes unless you receive expressed permission from your immediate supervisor or designee. Permission may be given for the use of personal computers during non-business hours or during a scheduled lunch break.

 

Penalty Clause

Unauthorized possession or removal of company property is a very serious offense. Employees violating this policy will be subjected to disciplinary action, up to and including termination of employment.

 

Gifts

An employee is prohibited from accepting or soliciting a gift of any kind from a client. Employees are not permitted to give gifts to clients or suppliers, except for certain promotional “premiums” (t-shirts, coffee mugs, pens, key chains, etc.) imprinted with the Recovery Institute of South Florida logo or sales information.

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Personal Appearance

It is the policy of Recovery Institute of South Florida that each employee’s dress, grooming and personal hygiene should be appropriate to the work situation. Employees are expected at all times to present a professional business-like image to clients and the public.

The personal appearance of employees is to be governed by the following standards:

  1. Employees are expected to dress in a manner that is normally acceptable in an office environment.
  2. Hair should be clean, combed and neatly trimmed or arranged. Shaggy, unkempt hair is not permissible regardless of length.
  3. Sideburns, mustaches, and beards should be neatly trimmed.
  4. The appropriateness of employee compliance with any of the foregoing shall be in the sole discretion of Management.                        
  5.   Office personnel are permitted to wear appropriate jeans (no holes, frayed or torn items) only on Fridays.

Non-compliance

All decisions regarding the appropriateness of attire in the workplace remain in the sole discretion of Management.  Any employee who has a question regarding the appropriateness of their attire should ask Management, in particular the HR Director.  Any employee who, at the discretion of Management, does not meet the standards of this policy will be required to take corrective action, which may include leaving the premises.  Repeated violations of this policy will be cause for disciplinary action, up to and including termination of employment.  

All BH Techs working at the Detox facility are required to wear medical scrubs. There is no exception to this mandate. All other Techs, (not working at Detox/RTC) and office personnel, i.e. Admissions Coordinator, Office Manager and Case Managers are required to wear appropriate office attire.

 

Communications

Successful working conditions and relationships depend upon successful communication. Not only do you need to stay aware of changes in procedures, policies, and general information; you also need to communicate your ideas, suggestions, personal goals, or problems as they affect your work. In addition to the exchanges of information and expressions of ideas and attitudes which occur daily, make certain you are aware of and utilize all Recovery Institute of South Florida methods of communication, including this Employee Handbook, bulletin boards, discussions with your supervisor, memoranda, staff meetings, newsletters, training sessions, etc.

You will receive other information booklets, such as your insurance booklets, from time to time. You may take these booklets home so that your family may know more about your job and your benefits.

 

Computer Software (Unauthorized Copying)

Recovery Institute of South Florida does not condone the illegal duplication of software. The copyright law is clear. The copyright holder is given certain exclusive rights, including the right to make and distribute copies. Title 17 of the U.S. Code states that, “it is illegal to make or distribute copies of copyrighted material without authorization” (Section 106). The only exception is the users’ right to make a backup copy for archival purposes (Section 117).

The law protects the exclusive rights of the copyright holder and does not give users the right to copy software unless a backup copy is not provided by the manufacturer. Unauthorized duplication of software is a Federal crime. Penalties include fines of as much as $250,000, and jail terms of up to five years.

Even the users of unlawful copies suffer from their own illegal actions. They receive no documentation, no customer support, and no information about product updates.

Recovery Institute of South Florida licenses the use of computer software from a variety of outside companies. Recovery Institute of South Florida does not own this software or its related documentation and, unless authorized by the software manufacturer, does not have the right to reproduce it.

With regard to use on local area networks or on multiple machines, Recovery Institute of South Florida employees shall use the software only in accordance with the license agreement.

Recovery Institute of South Florida employees learning of any misuse of software or related documentation within the company shall notify the department supervisor or Recovery Institute of South Florida legal counsel.

According to the U.S. Copyright Law, illegal reproduction of software can be subject to civil damages and criminal penalties, including fines and imprisonment. Recovery Institute of South Florida employees who make, acquire or use unauthorized copies of computer software shall be disciplined as appropriate under the circumstances. Such discipline may include dismissal.

 

Personal Phone Calls

Please keep personal phone calls to a minimum—they must not interfere with your work. You are permitted to make limited local area calls on company telephones for essential personal business.

Please do not abuse this privilege. Emergency calls regarding illness or injury to family members, changed family plans, or calls for similar reasons may be made at any time. Incoming calls will be directed to you. Abuse of this privilege will result in disciplinary action, up to and including termination of employment.

 

Attendance

You are expected to be at Recovery Institute of South Florida and ready to work at the beginning of your assigned daily work hours, and you are expected to remain at work until the end of your assigned work hours, except for lunch. Be aware that excessive time off could lead to disciplinary action, up to and including termination of employment.

 

Absence or Lateness

From time to time, it may be necessary for you to be absent from work. Recovery Institute of South Florida is aware that emergencies, illnesses, or pressing personal business that cannot be scheduled outside your work hours may arise.

If you are unable to report to work or if you will arrive late, please contact your supervisor within two hours prior to the scheduled work hours. Employees who work in the residential setting are required to make a good faith effort to secure coverage for their shift. If this is not possible, your supervisor will arrange for someone else to cover your position until you return or arrive at work. If you know in advance that you will need to be absent, you are required to request this time off directly from your supervisor. He or she will determine when will be the most suitable time for you to be absent from your work.

When you call in to inform Recovery Institute of South Florida of an unexpected absence or late arrival, please notify your immediate supervisor or designee directly. In instances where unexpected absence will occur, leaving a message with a coworker or receptionist does not preclude the employee from speaking directly with your immediate supervisor or designee at some point during that day.

In instances of unplanned absences, the employee is required to contact his/her immediate supervisor or designee on every day of absence.

For late arrivals, please indicate when you expect to arrive for work. Notifying the receptionist is not sufficient. If you are unable to call in yourself because of an illness, emergency or for some other reason, you are responsible to ensure someone calls on your behalf. Absence from work for three (3) consecutive days without notifying your supervisor, otherwise known as “no call/no show”, will be considered job abandonment. Job abandonment will result in immediate termination of employment.

 

Record of Absence or Lateness

If you are absent because of illness for three (3) or more successive days, your supervisor may request that you submit written documentation from your doctor. We reserve the right to request written documentation from your doctor at any time and for any period of absence. If you are absent five (5) or more days because of illness, you may be required to provide written documentation from a doctor that you are able to resume normal work duties before you will be allowed to return to work. The employee is responsible for any monetary fees charged by your doctor in order to produce this documentation.

Requests for return to work under “light or restricted duty” will be evaluated on a case-by-case basis to ensure that “light or restricted duty” is available. Legitimate written documentation from a doctor does not preclude progressive disciplinary action from being taken against an employee whose absences are excessive, except where it relates to FMLA or other leaves of absences as provided under Federal law.

Employees must complete a leave slip in every instance of absence from work, whether paid or unpaid, and provide to immediate supervisor for signature. The completed form must be submitted immediately to Human Resources’ attendance records will be considered when evaluating requests for promotions, transfers, leaves of absence, excluding FMLA and other leaves of absences as provided under Federal law, and approved time off, as well as scheduling layoffs, etc.

 

Excessive Absenteeism or Lateness

In general, five (5) absences in a 90-day period, or a consistent pattern of absence, will be considered excessive, and the reasons for the absences may come under question. Tardiness or leaving early is as detrimental to Recovery Institute of South Florida as an absence. Three (3) such incidents in a 90-day period will be considered a “tardiness pattern” and will carry the same weight as an absence.

Other factors, like the degree of lateness, may be considered. Be aware that excessive absenteeism, lateness, or leaving early may lead to disciplinary action, up to and including termination of employment, excluding FMLA or other leaves of absences as provided under Federal Law.

 

Outside Employment

Individuals employed by Recovery Institute of South Florida are currently allowed to work secondary jobs under the following conditions:

  1. As long as they meet the performance standards of their job
  2. Does not create a conflict with their current position.
  3. The employee must notify Human Resources of the secondary job

Exception: Employees approved for any type of medical leave including sick time or FMLA, are prohibited from holding outside employment unless the employee can prove that the job does not have the same physical requirements as those required by Recovery Institute of South Florida.

Individuals employed by Recovery Institute of South Florida may hold outside jobs as long as they meet the performance standards of their job with Recovery Institute of South Florida. Employees should consider the impact that outside employment may have on their ability to perform their duties at Recovery Institute of South Florida.

All employees will be evaluated by the same performance standards and will be subject to Recovery Institute of South Florida scheduling demands, regardless of any outside work requirements.

If Recovery Institute of South Florida determines that an employee’s outside work interferes with their job performance or their ability to meet the requirements of Recovery Institute of South Florida, as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain employed with Recovery Institute of South Florida.

Outside employment that constitutes a conflict of interest is prohibited and grounds for termination if the employee refuses to terminate the job causing the conflict.

Outside employment during any type of medical leave, including sick leave or FMLA is prohibited and grounds for immediate termination.

List of Additional Policies Not Included in This Handbook

  1. Corporate Compliance Policies Regarding Fraud and Abuse Issues
  2. Computer Policy

 

COMPENSATION & BENEFITS

Basis for Determining Pay

Your pay is influenced by a number of factors, including without limitation:

  1. The nature and scope of the job.
  2. What other employers pay their employees for comparable jobs.
  3. Individual performance.

Wages and salaries for all positions are compared with external market data. Periodically Recovery Institute of South Florida will examine the market conditions to ensure ongoing comparability.

 

Individual Pay

An individual’s pay will depend on his sustained performance over time. Every twelve (12) months every employee will have a performance review with his supervisor. During that review, significant performance events that occurred throughout that year will be discussed. Employees are prohibited from discussing current pay rates/increases/bonuses, etc. with other co-workers.

 

Payroll Deductions (Mandatory)

Recovery Institute of South Florida is required by law to make certain deductions from your paycheck each time one is prepared. Among these are your federal, state and local income taxes and your contribution to Social Security as required by law. These deductions will be itemized on your check stub.

The amount of the deductions may depend on your earnings and on the information you furnish on your W-4 form regarding the number of dependents/exemptions you claim.

Any change in name, address, telephone number, marital status or number of exemptions must be reported to the Human Resources Coordinator immediately, to ensure proper credit for tax purposes. The W-2 form you receive for each year indicates precisely how much of your earnings were deducted for these purposes.

 

Any other mandatory deductions to be made from your paycheck, such as court-ordered attachments or garnishments will be explained whenever Recovery Institute of South Florida is ordered to make such deductions. Some states may require other payroll deductions.

 

Error(s) In Pay

Every effort is made to avoid errors in your paycheck. If you believe an error has been made please inform the Human Resources Coordinator immediately. S/he will take the necessary steps to research the problem and to assure that any necessary correction is made properly and promptly.

 

Overtime Pay

From time to time, it may be necessary for you to perform work in excess of your regularly scheduled workweek in order to complete a job on time. All hours in excess of regularly scheduled workweek must be approved in advance by your supervisor or department head. When it is necessary to work overtime, you are expected to cooperate as a condition of your employment. Only non-exempt employees are eligible for overtime pay. There are two types of overtime work:

  1. Scheduled Overtime: Scheduled overtime work is announced in advance and generally will involve an entire department or operation. This type of overtime becomes part of the required workweek of the people who are members of the department or operation. If you need to be excused from performing scheduled overtime, please speak with your supervisor. He or she will consider your situation and the requirements of the department or operation in deciding whether you may be excused from performing the scheduled overtime.
  2. Incidental Overtime: Incidental overtime is not scheduled; it becomes necessary in response to extenuating circumstances. It is extra time needed to complete work normally completed during regular hours. Incidental overtime may become necessary when an illness or emergency keeps co-workers from being at work as anticipated. It may require you to return to the workplace for emergency work.

The opportunity to perform incidental overtime will be given first to the employee who normally performs the task. If that employee cannot perform the overtime, the supervisor will offer the overtime to a suitably qualified person who is available to perform the overtime work. If you are a salaried employee and you perform overtime work, you will be compensated with flex time. This time off request needs to be put in writing and submitted to your supervisor for approval at a minimum of 24 hours prior to flex day. In rare events this request may be postponed due to employee illness, PTO or unfilled positions.

Employees are prohibited from working unauthorized overtime. The following, although not all-inclusive, are examples of what constitutes unauthorized overtime:

  1. Arriving to work early and beginning workday earlier than scheduled shift or workday; working beyond scheduled shift or workday without expressed consent and approval from immediate supervisor;
  2. failure to observe “unpaid” daily lunch break of ½ hour or more;
  3. The completion of any work-related assignment beyond your normally scheduled 40 hour workweek, without the expressed consent and approval from immediate supervisor.

 

Pay Period & Time Sheets

Our work week begins on Tuesday and Ends on Monday. Payday is transmitted on a bi-weekly basis, to be distributed on Fridays.

 

Pay Cycle

Changes will be made and announced in advance whenever Recovery Institute of South Florida holidays or closings interfere with the regularly scheduled payday.

 

Paycheck Distribution

Paychecks are distributed by your immediate supervisor or his/her designee.

 

Resignation and Termination Pay

Recovery Institute of South Florida hopes and expects that you will give at least two weeks notice in the event you intend to leave our employ. Employees who do not provide the require notice will be ineligible for rehire. An employee who terminates employment or is terminated by the Company will be paid for any accrued and unused PTO accruals. Accruals will be paid out on your final payroll period or will be paid on the next regularly scheduled payroll period, whichever comes first. Employees may not use PTO time in lieu of providing the required two week notice.

 

Time Sheets

We are obligated to keep accurate records of the time worked by all hourly employees.

Any time off from work, whether paid or unpaid, must be recorded on a leave slip, signed by the employee and submitted to immediate supervisor for his/her signature. The completed leave slip must be sent directly to Human Resources.

 

Expense/Mileage Reimbursement

You must have your supervisor’s written authorization (requisition/purchase order, etc.) prior to incurring an expense on behalf of Recovery Institute of South Florida. To be reimbursed for all authorized expenses, you must submit an expense report/voucher accompanied by receipts and approved by your supervisor. Please submit to the Administrative Assistant by payroll cutoff date. Mileage used for company-related business will be reimbursed at the IRS-designated rate. Mileage must be recorded on the Mileage Reimbursement form (contact the Administrative Assistant) and submitted biweekly by payroll cutoff date.

 

Performance & Compensation Appraisals/Reviews

Your supervisor is continuously evaluating your job performance. Day-to-day interaction between you and your supervisor should give you a sense of how your supervisor perceives your performance. However, to avoid haphazard or incomplete evaluations, Recovery Institute of South Florida conducts a formal review upon the completion of your 90-day probationary period and thereafter on an annual basis and based upon your hire date.

Employees may be reviewed more frequently, if determined necessary by immediate supervisor or Human Resources. A review may also be conducted in the event of a promotion or change in duties and responsibilities.

During formal performance reviews, your supervisor will consider the following things, among others:

* Attendance, initiative and effort

* Knowledge of your work

* Attitude and willingness

* The quality and quantity of your work

The primary reason for performance reviews is to identify your strengths and weaknesses in order to reinforce your good habits and develop ways to improve in your weaker areas. This review also serves to make you aware of and to document how your job performance compares to the goals and description of your job. This is a good time to discuss your interests and future goals.

Your supervisor is interested in helping you to progress and grow, in order to achieve personal as well as work-related goals—perhaps he or she can recommend further training or additional opportunities for you.

In addition to individual job performance reviews, Recovery Institute of South Florida periodically conducts a review of job descriptions to insure that we are fully aware of any changes in the duties and responsibilities of each position, and that such changes are recognized and adequately compensated when and/if it becomes necessary.

 

Performance Reviews

Wage and salary increases may be based on merit alone or cost of living increases or changes in the minimum wage. Having your compensation reviewed does not necessarily mean that you will be given an increase. Recovery Institute of South Florida conducts compensation reviews annually on or about following their performance review.

 

Promotion Policy

It is our policy to advise all employees about advancement opportunities. Please submit your request for consideration for a specific position directly to your supervisor. Whenever a position becomes available, every effort will be made to fill it by promoting a qualified employee. Jobs will be awarded based on individual ability and past job performance, as well as length of service if two people have similar qualifications. By utilizing all opportunities for education and performing your job excellently, you may become qualified to fill a position of greater skill, responsibility, and value at Recovery Institute of South Florida. Recovery Institute of South Florida reserves the right to continue to look outside the company for potential employees as well.

Whenever you are learning a new job, or if your abilities are unknown in a particular job, you will be classified as being in training during the time necessary for you to gain experience to do the job. The length of training time for any given job is governed by the experience required for that job and your learning ability.

You will be reviewed every ninety- (90) days while training. At these reviews, you may receive an increase in pay, timed so that upon completion of the training period, you will be receiving a wage comparable to others in the job.

 

Transfers

New hires must complete six (6) months employment before being eligible to transfer to another position. Employees who transfer must maintain the new position for a minimum six (6) months before transferring to another position, unless a promotion in position is offered.

 

Work Schedule

Recovery Institute of South Florida provides treatment services to clients on a 7-day/week schedule. Your supervisor will give your schedule of daily work hours to you. You will be notified promptly whenever a change is necessary.

 

Lunch Breaks

Lunch breaks schedules vary among departments, depending on the needs of each department. Unpaid lunch breaks must be a minimum one-half hour in duration. Non-exempt employees are required to observe this “unpaid” lunch break on a daily basis. Your supervisor will provide a lunch break schedule for you to follow. Exempt employees are encouraged to observe a daily lunch break.

 

Group Insurance Coverage

Recovery Institute of South Florida is interested in the health and well being of both you and your family to include same-gender spouses. A comprehensive group health and dental insurance program is available for you and your family to include same-gender spouses. We provide group insurance underwritten by a national insurance carrier. Employees who work 30 hours per week or more will be eligible to enroll on the first of the month following 60 days of employment. Eligible employees who do not enroll in the insurance coverage MUST complete the Declination of Insurance form and provided completed Declination to Human Resources. This requirement is necessary to ensure that all eligible employees acknowledge receipt of information as it relates to insurance eligibility, as required by law.

The following benefits are provided, as defined and limited in the literature provided by our insurance company:

  • Group Health Insurance
  • Dependents’ Health Care Coverage
  • Dental Coverage

Benefits information will be provided to full-time employees during New Hire Orientation.

Completed Enrollment/declination forms must be submitted timely to ensure adequate time is given to process coverage based upon your effective date. Enrollment forms submitted after your effective date will not be processed.

Eligible employees who do not enroll by initial eligibility date may be eligible to enroll during Open Enrollment (March 1st of every year) or earlier if eligible under a Qualifying Event.

The Company will contribute fifty percent of the monthly Employee Only Premium.

In the event of your termination of employment with Recovery Institute of South Florida or reduction in work hours to less than full-time status you and your eligible dependents will be offered continued coverage under the Consolidated Omnibus Budget Reconciliation Act (COBRA).

This benefit may continue for a period of up to 18 months. COBRA coverage may be extended up to 36 months in cases where the enrollee and/or his/her qualified dependents are determined disabled, according to Social Security Administration (SSA).

 

Termination of Insurance

Your insurance will terminate when the insurance policy terminates, when you fail to make an agreed contribution to premium when due, when you cease to be eligible for coverage under the terms of our group insurance program or when you cease to be employed as a regular full-time employee eligible for the insurance.

In addition to receiving an equitable salary and having an equal opportunity for professional development and advancement, you may be eligible to enjoy other benefits, which will enhance your job satisfaction. We are certain that you will agree that the benefits program described in this Handbook represents a very large investment by Recovery Institute of South Florida, and we trust that you will avoid abusing any of the program’s benefits.

A good benefits program is a solid investment in Recovery Institute of South Florida and its employees. It not only ensures the loyalty of long-time capable employees; it also helps to attract talented newcomers who can help Recovery Institute of South Florida grow. Recovery Institute of South Florida will periodically review the benefits program and will make modifications as appropriate to the company’s condition.

                                                                          

Eligibility for Benefits

Upon the successful completion of the 90-day probationary period, an employee who regularly works a minimum 32 hour or more per week will enjoy all of the benefits described in this Handbook. If you are a part-time employee, you may be eligible for FMLA leave provided you meet the minimum requirements as described under FMLA or other federally-required leave. (See Family and Medical Leave Act). Temporary and/or per-diem employees are ineligible for benefits. (See Group Insurance Coverage for insurance details).

 

Paid Leaves of Absence

During approved leaves of absence, we will require an employee exhaust any/all accrued PTO time. Thereafter, any additional time off will be without pay. No benefits will be accrued during any approved leave of absence if the cumulative duration is greater than thirty (30) days.

 

Unpaid Leaves of Absence

Occasionally, for medical, personal, or other reasons, you may need to take a leave of absence from the duties of your job with Recovery Institute of South Florida, but may not wish to submit your resignation. Under certain circumstances, you may be eligible for an unpaid leave of absence provided you completed at least one year of employment.

 

Holidays

Employees are eligible to receive holiday pay upon employment. Only full-time employees are eligible for holiday pay.

A full-time employee who works less than 40 hours per week will be granted a percentage of holiday pay based upon their regularly scheduled work hours. Part-time, per diem or temporary employees are ineligible for this benefit.

 

Recognized Holidays

The following holidays are recognized by Recovery Institute of South Florida as paid holidays:

  • New Year’s Day
  • Memorial Day
  • Independence Day
  • Labor Day
  • Thanksgiving Day
  • Christmas Day

  

Holiday Policies

You may take time off to observe a religious holiday(s) not observed by the Company. If available, PTO must be used for this purpose. If PTO is not available, this day off may be granted without pay. Holidays that fall on a Saturday will be observed on Friday and holidays that fall on a Sunday will be observed on Monday.  

If a holiday occurs during your scheduled PTO, you will be paid for the holiday and this day off will not be counted against your PTO entitlement.   If you request time off for an unobserved holiday you are required to submit the request one-month prior to its occurrence.

If you are scheduled to work on a day in which a holiday is observed, you must request a day “in lieu of” said holiday within 30 days of the holiday. Time off in this instance must be recorded on a leave slip, to be sent immediately to Human Resources. In lieu of holidays not taken within 30 days of holiday, observance will be forfeited. A holiday observed on a day in which you are normally not scheduled to work will be paid as 8 hours holiday pay or the percentage of full-time employment. In order to qualify for holiday pay, you must work the scheduled workday immediately before and after the holiday. Only excused absences will be considered exceptions to this policy.

You are ineligible to receive holiday pay when you are on a leave of absence if the cumulative duration is greater than 30 days. Absences or tardiness on a scheduled workday before or after a holiday must be scheduled and approved by your supervisor for you to receive holiday pay.

 

PTO (Paid Time Off)

PTO is a time for you to rest, relax, and pursue special interests. Recovery Institute of South Florida has provided paid PTO as one of the many ways in which we show our appreciation for your loyalty and continued service.

Only regular full-time employees are eligible for PTO. Employees who work less than 40 hours a week but at least 32 hours per week will accrue at a reduced rate and based upon your percentage of full-time employment. For example, an employee works an average 32 hours per week or 80% and is within the first 2 years of employment will accrue 6.40 hours per month.

Employees who work less than 32 hours per week are considered part-time and are ineligible for PTO accruals unless agreed upon as par of an employment offer.

Every effort will be made to grant your request for PTO at the time you desire. However, PTO’s cannot interfere with your department’s operation. Therefore PTO should be requested at least two days in advance for one day PTO and two weeks in advance for five days PTO. Employees are prohibited from taking PTO in advance of its accrual and cannot borrow time. Approved time taken within your probationary period will be taken without pay.

Years of Employment Monthly PTO Accrual Rate Bi-Weekly Rate Total

0-90 days                     /      0.00 hours                        /   0.00                 / 0.00

91 days to 2 year         /    8                                    /      96.00              / 3.69

3 yrs to 4 years           /    11.33                              /  136.00            /  5.23

5 + years                     /   14.67                              /  176.00            /  6.77

 

 The following is the PTO accrual schedule based upon (32 hours) per week employee:

Years of Employment Monthly PTO Accrual Rate Bi-Weekly Rate Total

0-90 days                    / 0.00 hours                                0.00                   /  0.00

91days to 2 year          / 6.4                                          /   76.70                 /   2.95

3 yrs to 4 years            9.1 10                                    /  108.68             /  4.18

5 + years                     /   11.7                                   /    140.92          /  5.42

Employees begin accruing PTO on their 91st day of employment. Employees will earn accruals each pay period. New employees will accrue PTO based upon the applicable schedule but are ineligible to access or be paid PTO time off until the successful completion of the 90-day probationary period. An employee who terminates employment within the 90-day probationary period, whether voluntary or involuntary, is ineligible to receive payment for these hours. Thereafter, an employee who terminates, whether voluntary or involuntary, will be paid their PTO accrual balance per payroll period up to a maximum of 80 hour increments.

PTO is intended to be used for all time off (sick, personal or vacation hours.) Please advise your supervisor as soon as possible that you will be absent from work due to illness.

For purposes of PTO accruals, an employee will be considered entering in their third year of employment upon the completion of their 2nd year employment anniversary; their 5th year of employment upon their 4th year employment anniversary.

If you are required to take a leave of absence, any accrued PTO leave will be paid on the regularly scheduled payroll period and will continue in regular payroll intervals, until such time that PTO leave accrual is exhausted.

If you are on an approved leave of absence for a minimum of one full pay period, your PTO leave will stop accruing until you return to work.

Exempt employees are required to use their PTO accruals until time is exhausted. This PTO leave policy does not apply to “exempt” employees where it concerns absences that do not total at least 8 hours in duration. Thereafter, if no accruals are available, time will not be docked for any hours taken off if less than 8 hours in duration.

 

Accumulation Rights

Employees may carryover a maximum 240 hours PTO from calendar year to calendar year. Any accrued hours in excess of 240 hours will be forfeited. If an employee reaches the maximum allowable accruals, said employee will not accrue again until s/he takes time off.

For example, an employee whose PTO balance is 240 hours, and who does not take any time thereafter for a period of two months will not accrue additional hours in that two month period of time. If on the third month, after reaching the accrual maximum allowance, the employee takes 8 hours off, s/he will accrue on the next accrual cycle based upon their accrual rate, but not to exceed 240 hours.

 

Payment in Lieu PTO

In special circumstances, employees may cash in their accrued time at the discretion of the CEO.

 

Funeral (Bereavement) Leave

You are entitled to take up to three (3) workdays with pay to attend the funeral and take care of personal matters related to the death of a member of your immediate family. (Immediate family member for the purpose of this benefit is defined as a parent, spouse, spouse’s parents, child, spouse’s child by a former marriage, brother, or sister, or significant other.)

Two days of paid funeral leave will be granted in the case of the death of a grandparent, your spouse’s grandparent or sibling, or any member of your extended family living in your home. Only regular full-time employees are eligible for paid funeral leave.

At your request, you may take up to one full day without pay to attend funerals of other relatives and friends. If you prefer, earned PTO may be used for this purpose.

Pay for a funeral leave will be made for actual time lost from work. If the death occurs at a time when work is not scheduled, payment will not be made. If a holiday or part of your PTO occurs on any of the days of absence, you may not receive holiday or PTO pay in addition to paid funeral leaves. An excused absence for family death may not be retroactive, postponed or split.

 

Jury Duty

It is your civic duty as a citizen to report for jury duty whenever called. If you are called for jury duty, we will permit you to take the necessary time off and we wish to help you avoid any financial loss because of such service.

If you have completed your Probationary Period, Recovery Institute of South Florida will pay you eight-hours of wages per day for your first five days of service, as required by state law. Should your jury service extend beyond five (5) days, you will be entitled to receive $30.00 per day from the state.

Upon receiving a notice for jury duty, you must provide us with a completed leave slip and copy of the notice as soon as possible. You must report for work if you are released from jury duty before the end of our workday or if you are temporarily released from jury duty.

.

Election Day

We encourage you to exercise your voting privileges in local, state, and national elections. However, since the polls are open for long periods, you are encouraged to vote before or after regular working hours. If it should be necessary, you may take up to two hours leave from work to vote in a governmental election or referendum. You will be expected to notify your supervisor at least one week in advance. You will not be paid for such time. PTO time, if available, may be used for this purpose.

 

Family & Medical Leave Act

Pursuant to the Family and Medical Leave Act, Recovery Institute of South Florida provides family leaves of absence without pay to eligible employees who wish to take time off from work duties to fulfill family obligations relating directly to childbirth, adoption or placement of a foster child, or to care for a child, spouse or parent with a serious health condition or an employees serious health condition.   Spouse is defined as a husband or wife that entered into marriage as recognized under the place of celebration rule to include opposite-sex or same-sex and common law marriage. A serious health condition means an illness, injury, impairment or physical or mental condition that involves inpatient care in a hospital, hospice or residential medical care facility, or continuing treatment by a health care provider.

Eligible employees must have been employed by Recovery Institute of South Florida for at least twelve (12) months and worked at least 1,250 hours during the last twelve (12) months.

Eligible employees may request family leave only after having completed 12 months of service. Eligible employees should make requests for family leave to their supervisors at least 30 days in advance of foreseeable events and as soon as possible for unforeseeable events.

Employees requesting family leave related to the serious health condition of for themselves, a child, spouse or parent must submit a health care provider’s statement, which is available from the Human Resources, verifying the need for a family leave to provide care, its beginning and expected ending dates, and the estimated time required.

Eligible employees may request up to a maximum of 12 weeks of family leave within any 12-month calendar year. Any combination of leave available under all combined leave policies may not exceed the maximum limit allowed by law. If this initial period of absence proves insufficient, consideration will be given provided that a medical certification or other appropriate documentation is provided by the employee. Employees will be required to exhaust any available accruals simultaneous to FMLA leave. Married employee couples may be restricted to a combined total of 12 weeks leave within any 12 month period for childbirth, adoption or placement of a foster child, or to care for a parent with a serious health condition.

Subject to the terms, conditions and limitations of the applicable plans, the Company will continue to provide health insurance benefits for the full period of the approved family leave. Employees must continue to pay their portion of any insurance premiums.

Benefit accruals, such as PTO, PTO leave and holiday benefits will not accrue during the approved family leave period if the leave exceeds 30 consecutive days. Accrual benefits will be reinstated upon return from FMLA.

The employer has 5 days upon retrieval of notice that the employee is going on leave, to finalize and mail all FMLA documentation to the employee. The employee then has 15 days from the date they sign the certified letter return receipt to get all of their FMLA documentation back to the Human Resources department.

Upon returning to work, employees must have a physician’s note indicating if they have any restrictions when returning. If so, restrictions must be delineated with specifics.

So that an employee’s return to work can be properly scheduled, an employee on family leave is requested to provide the Company with at least two weeks advance notice of the date the employee intends to return to work. If an employee returns to work after exhausting the 12 weeks or after medically released, whichever comes first the employee will be reinstated to the same or similar position, at the same rate of pay.

If an employee fails to report to work promptly at the end of the approved leave period, except for valid reasons submitted in writing at least one week in advance and prior to FMLA or Military maximum allowance period, the Company will assume that the employee has resigned.

 

Interim Military Family Leave FMLA Policy

If you are an employee who is otherwise eligible to take leave under the FMLA, you may be eligible for military family leave under the 2008 amendments to the Act. There are two types of leave available.

Under the new “active duty” leave, Recovery Institute of South Florida will grant you leave for up to 12 weeks per year because of “any qualifying exigency” arising out of the fact that your spouse, son, daughter, or parent is on active duty, or has been notified of an impending call to active duty status, in support of a contingency operation. Spouse is defined as a husband or wife that entered into marriage as recognized under the place of celebration rule to include opposite-sex or same-sex and common law marriage. By the terms of the statute, this provision requires the Secretary of Labor to issue regulations defining “any qualifying exigency.” In the period before those regulations are issued, Recovery Institute of South Florida wishes to provide an opportunity for eligible employees to benefit from this leave opportunity under the terms set forth below.

Under the new “military caregiver” provisions, Recovery Institute of South Florida will grant military caregiver leave for up to 26 weeks in a single 12-month period to an eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered service member who is recovering from a serious illness or injury sustained in the line of duty or on active duty to care for the service member. “Next of kin” is defined as “the nearest blood relative” of the service member. The term “serious illness or injury” is defined here as one that renders the service member medically unfit to perform the duties of the member’s military position.

The covered service member is one who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list due to the injury or illness. You are entitled to this military caregiver leave intermittently or continuously, but only during “a single 12-month period.” If you take this military caregiver leave, any leave you have used from your 12-week allotment for other FMLA leaves will be deducted from the 26-week period.

 

Application and Notice

If you desire a leave pursuant to these military leave provisions of the Act, you must follow similar procedures for application and notice of leave as are used for other FMLA leaves.

When the application for leave is for “active duty leave” because of a qualifying exigency, you must submit an application advising why the leave is needed and you should provide notice as soon as reasonable and practicable.

If an application for leave is for military caregiver leave and the leave is foreseeable, such as for a planned medical treatment, you must submit the application for leave not less than 30 days before the date the leave is to begin. You should attempt to schedule your leave so as not to disrupt business operations. When the need for leave is not foreseeable, you must submit the application as far in advance of the date the leave is to begin as is practicable.

A leave pursuant to the military family leave provisions may be taken on an intermittent (rather than on an uninterrupted) basis or on a reduced schedule if medically necessary because of the health condition of the service member who is your spouse, child, parent or next of kin.

 

Qualifying Exigency

Until such time as regulations are issued defining “qualifying exigency,” Recovery Institute of South Florida will regard the following activities as eligible for active duty leave:

  • Attending official ceremonies or programs where the participation of the family member is requested by the military;
  • Attending to farewell or arrival arrangements for a servicemember;
  • Attending to affairs caused by the missing status or death of a servicemember;
  • Making arrangements for child care or elder care;
  • Making financial and legal arrangements to address the servicemember’s absence;

Other events may qualify at Recovery Institute of South Florida’s sole discretion.

 

Verification or Certification

When the application for leave is because of a qualifying exigency due to the service member’s active duty, the application should state the nature of the relationship of the employee to the service member and you should attach to your application for leave verifications of the service member’s call-up or active duty and the reason for the request. If not immediately available, you should provide the verifications as soon as practicable. If you are unable to provide verification, Recovery Institute of South Florida may deny FMLA designation for the leave. However, Recovery Institute of South Florida retains the right, in its sole discretion, to designate any leave as FMLA leave retroactively.

When the application for leave is for military caregiver leave, the application should state the nature of the relationship of the employee to the service member and must include as an attachment a written certification from the health care provider, including but not limited to the Department of Defense, for the injured service member. If not immediately available, Recovery Institute of South Florida may, in its sole discretion, permit you, as an eligible employee, to commence an FMLA leave; however, you must provide the required certification within five (5) business days or Recovery Institute of South Florida may deny FMLA designation to the leave. However, Recovery Institute of South Florida retains the right, in its sole discretion, to designate any leave as FMLA leave retroactively.

As with current certifications for other medical leave under the Act, the written certification should state: (1) the date on which the serious health condition commenced; (2) the probable duration of the condition; (3) the appropriate medical facts regarding the condition and its duration; and, additionally, (4) that the covered service member is medically unfit to perform the duties of the member’s office, grade, rank, or rating.

 

Conditions

Any conditions applicable to current FMLA leave, such as potential transfers to alternative positions, are applicable to military family leave.

If you and your spouse are both employed by Recovery Institute of South Florida, and the two of you are taking leave because of a qualifying exigency and any of the other leaves currently available under the FMLA, as is currently the case, the two of you are entitled to a total of 12 weeks, rather than 12 weeks each.

If you and your spouse are both employed by Recovery Institute of South Florida, and the two of you are taking military caregiver leave and any other FMLA leave, you are entitled to a total of 26 weeks of leave, rather than 26 weeks of leave each. Limitations of 12 weeks for any leave other than military caregiver leave are still valid.

As currently, your health insurance benefits will be continued under the same terms as they are offered when you are at work. Recovery Institute of South Florida will pay all premiums due if you are unable to do so during your FMLA leave; however, such premiums must be re-paid to Recovery Institute of South Florida once you have returned to work. If during the military FMLA leave you indicate that you do not intend to return to work, or if after completion of the leave you do not return to work, you will be required to reimburse Recovery Institute of South Florida for the cost of payments made to maintain your benefits during the leave.

Paid leave, if available, may be used during military FMLA leave under the same terms and conditions as for any FMLA leave. If paid leave is unavailable, military FMLA leave is still available to an eligible employee. If you have no available company leave and are not authorized to take FMLA leave, yet you still choose to take leave, you may be regarded as absent under Recovery Institute of South Florida current policies.

 

Military Leave of Absence

A Military Leave of absence will be granted to employees who are absent from work because of service in the U.S. uniformed services in accordance with the Uniformed Services Employment and Reemployments Rights Act (USERRA) and Veterans’ Reemployment Rights (VRR) Statute.

Advance written or verbal notice of military service is required for all military duty unless military necessity prevents such notice or it is otherwise impossible or unreasonable. Service members may utilize accrued leave in lieu of unpaid leave while performing military duty, but are not required to do so.

Subject to the terms, conditions, and limitations of the applicable plans, the company will continue to provide health insurance benefits for 30 days. Thereafter, the employee will be offered COBRA and will be required to pay 102% of the premium, for a period of 24 months. To continue under the insurance benefits (COBRA), an employee must continue to pay premiums.

Employees returning from military leave will be placed in the position they would have attained had they remained continuously employed, or a comparable one, depending on the length of military service in accordance with USERRA. They will be treated as though they were continuously employed for purposes of determining benefits and compensation based on length of service.

Please contact the Director of Human Resources for further information or if you should require such leave of absence.

 

Personal Leave of Absence

Recovery Institute of South Florida may grant a leave for a personal reason with permission from your supervisor and human resources. Full-time employees may only be eligible upon the completion of one year of continual employment. You should request an unpaid personal leave of absence from your supervisor. Approved personal leave must be recorded on a Leave Slip and provided immediately to Human Resources. A personal leave of absence must not interfere with the operations of your department or Recovery Institute of South Florida

A personal leave of absence may be granted for up to thirty (30) days. We require you exhaust any accrued PTO time while on leave and will not accrue PTO hours where granted time off is greater than fifteen (15) days. Accruals will resume upon your return to full-time status. Consult your group insurance booklet to determine your insurance coverage during a leave of absence. We will not pay your portion of insurance premium while on leave of absence. Failure to return from a leave at the time agreed will result in termination of employment.

 

Domestic Violence Leave

Under Florida law, Recovery Institute of South Florida will allow employees to take up to three (3) working days of leave within a twelve (12) month period if the employee or a family or household member is a victim of sexual assault, domestic violence and stalking and if the leave is sought for specific reasons related to the sexual assault, domestic violence or stalking. The provisions of the Florida Domestic Violence Leave define the terms under which leave is governed. Details are outlined in RISF’s Policy & Procedure Manual.

 

Civil Air Patrol Protections

Effective July 1, 2017, eligible members of the state wing, an auxiliary of the U.S. Air Force, are eligible for up to 15 days of unpaid leave. In addition, returning employees are entitled reinstatement, with seniority and benefits, and retaliation against employees who take leave is prohibited.

 

Education Assistance Seminars/Continuing Professional Education

We feel that employees who possess a desire to continue their education, in addition to performing their full-time job, show a commitment to improving themselves and their position within the company.

Full-time employees who have completed their first year of continuous employment may pursue their education or attend seminars and continuing professional development courses in a related field; Recovery Institute of South Florida may reimburse one (1) educational seminars/class per year. All courses must be pre-approved by your supervisor. Once the course is completed, submission a certified transcript of grades, with receipts for expenses is required for reimbursement. 

 

Educational Leave of Absence

An educational leave of absence five (5) educational days to be used to study for mid-terms, finals or to study or sit for licensure or other similar exams if the desired curriculum is of mutual benefit to you and to Recovery Institute of South Florida Employees must complete one year of continuous employment in order to be eligible for this leave. Employee must complete a leave slip in advance of taking educational day(s) and must submit completed slip for Supervisor approval.

 

 

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RECEIPT & ACKNOWLEDGMENT OF EMPLOYEE HANDBOOK

This Employee Handbook is an important document intended to help you become acquainted with Recovery Institute of South Florida This Handbook will serve as a guide.   Because the general business atmosphere of Recovery Institute of South Florida and economic conditions are always changing the contents of this Handbook may be changed at any time at the discretion of Recovery Institute of South Florida and without prior notice. Please read the following statements and sign below to indicate your receipt and acknowledgment of the Recovery Institute of South Florida Employee Handbook.

* I have received and read a copy of the Recovery Institute of South Florida Employee Handbook. I understand that the policies, rules, and benefits described in it are subject to change at the sole discretion of Recovery Institute of South Florida at any time.

* I further understand that my employment is terminable at will, either by myself or Recovery Institute of South Florida, regardless of the length of my employment or the granting of benefits of any kind.

* I understand that no contract of employment other than “at will” has been expressed or implied, and that no circumstances arising out of my employment will alter my “at will” employment relationship unless expressed in writing, with the understanding specifically set forth and signed by myself and the CEO of Recovery Institute of South Florida. Furthermore, I acknowledge that this Handbook is not a contract of employment.

* I am aware that during the course of my employment confidential information may be made available to me, I understand that this information is critical to the success of Recovery Institute of South Florida and must not be given out or used outside of Recovery Institute of South Florida’s premises or with non Recovery Institute of South Florida employees. In the event of termination of employment, whether voluntary or involuntary, I hereby agree not to utilize or exploit this information with any other individual or company.

* I understand that, should the content be changed in any way, Recovery Institute of South Florida may require an additional signature from me to indicate that I am aware of and understand any new policies.

* I understand that my signature below indicates that I have read and understand the above statements and have received a copy of the Recovery Institute of South Florida Employee Handbook.

 

______ ______________           ______

Employee Name (Please Print)           Date

 

   ________________                                    

Employee Signature                              Date

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