Cell Phone & Earphone Policy

To maintain a focused and productive work environment, the company has implemented a cell phone and earphone policy. The policy is designed to ensure that employees are attentive, engaged, and minimize distractions during working hours. Please familiarize yourself with the following guidelines:

1. Cell Phone Usage:

· Personal cell phone usage for non-work-related purposes should be limited to designated break times.

· Personal calls, messaging, social media browsing, and other similar activities should not be conducted during working hours.

· In case of an emergency or urgent personal matter, employees should seek permission from their supervisor and use designated break areas or private spaces for brief and necessary phone conversations.

2. Earphone or Earbud Usage:

· The use of earphones or earbuds is generally discouraged during working hours to ensure effective communication, collaboration, and a safe work environment.

· Exceptions may be made for specific job roles or tasks that require audio communication or listening to relevant audio material. In such cases, employees must obtain prior approval from their supervisor.

Disciplinary Actions and Write-ups:

Failure to comply with the cell phone and earphone policy may result in disciplinary actions, including write-ups. The consequences of repeated violations will be as follows:

1. Verbal Warning: The first instance of non-compliance will result in a verbal warning. The employee will be reminded of the policy and its importance in maintaining a professional work environment.

2. Written Warning: If a second violation occurs, a written warning will be issued. This will be documented and placed in the employee's personnel file. The employee will be notified that further violations may result in more severe disciplinary actions.

3. Final Warning: A third violation will lead to a final written warning. The employee will be informed that any subsequent infractions may result in termination of employment.

4. Termination: Continued violations after the final warning may result in termination of employment, as it indicates a disregard for company policies and expectations.

It is important to note that disciplinary actions will be applied in a fair and consistent manner, with due consideration given to the circumstances and the employee's work history. So, please familiarize yourself with this policy and adhere to it consistently.

Drugs & Alcohol Use

The practice's utmost priority involves protecting the safety and health of patients, visitors, and staff. Staff who come to work while under the influence of drugs or alcohol put other staff, patients, visitors, and the practice at risk. To guard against this, the practice ensures that the office is a drug and alcohol-free workplace by requiring drug and alcohol screening if a staff member is suspected or known to be under the influence of drugs or alcohol.

Policy

1. All staff are prohibited from the following:

· Being under the influence of non-prescription drugs or alcohol while on duty or on the worksite

· Possessing, using, or distributing illegal drugs in the workplace

· Taking or abusing prescription drugs that cause impairment or create safety risks to themselves

· or others.

2. Staff must notify management within 5 days of either receiving a conviction or entering a plea of nolo contendere for violating state or federal laws pertaining to illegal drugs.

3. Management may determine that staff are under the influence of drugs or alcohol by any of the following:

· Breath odor

· Slurring of speech

· Unusual, inappropriate, erratic, or violent behavior

· Being involved in an accident or damaging the practice's equipment while on duty

· Behavior that results in a complaint by another staff member, patient, or visitor

4. Any staff who suspect that another staff member is under the influence of drugs or alcohol must notify management immediately.

5. If management concludes there is a reasonable basis for determining that a staff member is impaired by drugs or alcohol, management will immediately remove the staff member known or suspected to be under the influence of drugs or alcohol from contact with patients, family members, and visitors.

6. Staff suspected of being under the influence of drugs or alcohol may be asked to submit to blood-alcohol-level testing or a chemical-substance screening. In such cases, the staff member is escorted to the laboratory collection facility for testing or collection.

7. Staff who refuse to consent to blood-alcohol or chemical-substance testing are subject to disciplinary action, including termination of employment.

8. Exempt staff who have worked any part of the workweek are suspended from work with pay while waiting for the results of chemical-substance screening. Hourly staff are suspended without pay.

9. If a staff member is found to be under the influence of drugs or alcohol, management will ensure that he or she is safely taken home. Should the staff member refuse to be driven or otherwise escorted home, management will document this in his or her personnel file. The appropriate authorities will be contacted if management believes the staff member poses a risk to himself or herself or to others.

10. Management documents, the reason for suspecting that he or she is under the influence of drugs or alcohol, along with any findings related to this suspicion will become a part of the staff member's personnel tile.

11. Staff proven to be under the influence of drugs or alcohol while at the workplace are subject to disciplinary action, including immediate dismissal, even for first-time offenses.

12. Any information, action, or documentation addressing a staff member's known or suspected condition of being under the influence of drugs or alcohol is confidential. Disclosing this confidential information, through oral, written, or electronic methods, without proper authorization is prohibited and may result in disciplinary action.