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Dakota Radiology Employee Handbook October 2013 Edition Acknowledgement of Receipt of Dakota Radiology Employee Handbook I acknowledge that I have received a copy of the Dakota Radiology Employee Handbook. I understand that I am responsible for reading and abiding by all policies and procedures in this Handbook, as well as other policies and procedures of the Company. I also understand that the purpose of this Handbook is to inform me of the Company’s Policies and Procedures, and it is not a contract of employment. Nothing in this Handbook provides any entitlement to me or to any Company employee. I also understand that the Company has the right to change any provision of this Handbook at any time and that I will be bound by and notified of any such changes.

__________________________________ Signature

_______________ Date

__________________________________ Please print your full name Please sign and date one copy of this notice and return it to Human Resources. Retain a second copy for your reference.

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Section 1 – Personnel Policies Section 1 – Personnel Policies.....................................................................................................3 Section 2 - Confidentiality Agreements.......................................................................................5 Section 3 – Dakota Radiology Organizational Chart....................................................................5 Section 4 – Employee Forms........................................................................................................5 Section 5 – Benefit Summary......................................................................................................5 Section 6 – Retirement Plan Summary........................................................................................5 Welcome to Dakota Radiology.....................................................................................................6 .........................................................................................................................................................6 Introduction....................................................................................................................................7 Recruitment and Hiring ...............................................................................................................8 Employment Classifications.........................................................................................................8 Exempt Employees.............................................................................................................................8 Non-Exempt Employees.....................................................................................................................8 Introductory or Probationary Employee.............................................................................................8 Full-Time Employee...........................................................................................................................8 Part-Time Employee...........................................................................................................................8 Temporary (or PRN) Employee.........................................................................................................9 Casual (or PRN) Employee................................................................................................................9 Independent Contractors.....................................................................................................................9 Equal Employment Opportunity..................................................................................................9 Your Employment Relationship with Dakota Radiology..............................................................9 Orientation and Training...........................................................................................................10 Immigration Law Applicable to All Employees..........................................................................10 Introductory (Probationary) Period...........................................................................................10 Hours of Work............................................................................................................................10 Flex Time....................................................................................................................................11 Overtime....................................................................................................................................11 Overtime Compensation............................................................................................................11 Attendance and Punctuality......................................................................................................11 Inclement Weather....................................................................................................................12 Appearance Expectations..........................................................................................................12 Work Space................................................................................................................................13 Office Equipment.......................................................................................................................13 Personnel Records.....................................................................................................................13 Performance Reviews, Salary Reviews......................................................................................13 Confidentiality of Information...................................................................................................15 Internet Access..........................................................................................................................15 Responsibilities and Obligations......................................................................................................16 Violation of this Policy ....................................................................................................................16 Email..........................................................................................................................................16 Telephones................................................................................................................................16 Smoking.....................................................................................................................................17 Drug-Free Workplace.................................................................................................................17 Substance Abuse........................................................................................................................18

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Safety and Accident Rules.........................................................................................................18 Medical Procedures...................................................................................................................18 Promotions and Transfers.........................................................................................................19 Travel.........................................................................................................................................19 Staff Meetings...............................................................................................................................20 Discrimination Is Prohibited......................................................................................................21 Americans with Disabilities Act.................................................................................................21 Disabled Defined..............................................................................................................................21 Reasonable Accommodation............................................................................................................21 Workplace Harassment.............................................................................................................22 Sexual Harassment...........................................................................................................................22 Supervisors’ Responsibilities .....................................................................................................23 Penalties for Violation of Sexual Harassment Policy ................................................................23 Payroll Practices.........................................................................................................................24 Salary Deductions and Withholding..........................................................................................24 Direct Deposit............................................................................................................................24 General......................................................................................................................................25 Medical Insurance......................................................................................................................26 Waiting Period...........................................................................................................................26 Late Applicants ..........................................................................................................................26 Open Enrollment........................................................................................................................26 Special Enrollment.....................................................................................................................26 Continuation of Coverage..........................................................................................................26 Dental Insurance........................................................................................................................27 Short-Term -Disability Plan (STD)..............................................................................................27 Long-Term Disability Plan (LTD).................................................................................................27 Life Insurance.............................................................................................................................27 Supplemental Life Insurance.....................................................................................................27 Workers’ Compensation Insurance ..........................................................................................27 Religious Observance.................................................................................................................28 Vacation.....................................................................................................................................28 Eligibility..........................................................................................................................................28 Time-Off Requests...........................................................................................................................29 Carryover of Vacation hours............................................................................................................29 Holiday Pay ...............................................................................................................................29 Paid Time Off.............................................................................................................................30 All full-time employees receive 120 hours of Paid Time off (PTO) on July 1st of each calendar year. The 120 hours of PTO includes 48 hours Holiday pay, as reflected by the 6 holidays listed. Part-time employees receive a pro-rated number of PTO hours based on the number of hours the employee is scheduled to work. Temporary and PRN employees are not eligible for PTO hours. For employees hired after July 1st, PTO is prorated according to their date of hire and those hours are added to their PTO bank after completion of 90 days of continuous employment. .............................30 Notification Procedures.............................................................................................................31 Bereavement Leave...................................................................................................................31 Military Service Leave................................................................................................................31 Family and Medical Leave..........................................................................................................31 Civic Duty Leave ........................................................................................................................32

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Jury Duty....................................................................................................................................32 Voting...............................................................................................................................................32 Employee Parking......................................................................................................................33 New Hire Clothing Allowance....................................................................................................33 Leaving the Company................................................................................................................34 Dispute Resolution.....................................................................................................................34

Section 2 - Confidentiality Agreements Section 3 – Dakota Radiology Organizational Chart Section 4 – Employee Forms 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15.

Quick Reference – Benefits Summary Employee Information Sheet Direct Deposit Authorization I-9 W-4 Beneficiary Designation Personnel Action Notice Request for Long Term Leave of Absence Notice of Approval for Long Term Leave of Absence Performance Improvement Plan Employee 1st Warning Notice Employee 2nd Warning Notice Employee Termination Notice (Involuntary) Employee Voluntary Resignation Notice Employee Exit Interview & Checklist

Section 5 – Benefit Summary Section 6 – Retirement Plan Summary

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Welcome to Dakota Radiology

On behalf of all of the Physicians and staff of Dakota Radiology, I would like to welcome you to our corporate family! It is a privilege for us to work with people like you and by working together, provide the highest level of care to our friends and neighbors that choose Dakota Radiology for their imaging needs. I and the other Radiologists look forward to getting to know you and working with you. If there is anything I can do to assist you, please feel free to contact me.

Ron Baxter, MD President, Radiology Associates

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Introduction This Employee Handbook is a compilation of personnel policies, practices and procedures currently in effect at Dakota Radiology. All use of the words “The Company� are a direct reference to our organization, Dakota Radiology. The Handbook is designed to introduce you to our company, familiarize you with company policies, provide general guidelines on work rules, disciplinary procedures and other issues related to your employment, and help answer many of the questions that may arise in connection with your employment. This Employee Handbook is not a contract. This Handbook does not create a contract, express or implied, guaranteeing you any specific term of employment, nor does it obligate you to continue your employment for a specific period of time. The purpose of the Handbook is simply to provide you a convenient explanation of present policies and practices at the Company. This Handbook is an overview or a guide. It does not, nor is it intended to, cover every matter that might arise in the workplace. The Company reserves the right to modify any of our policies and procedures, including those covered in this Handbook, at any time. We will seek to notify you of such changes by email and other appropriate means. However, such a notice is not required for changes to be effective.

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Part 1 – Getting Started Recruitment and Hiring The Company’s primary goal when recruiting new employees is to fill vacancies with persons who have the best available skills, abilities or experience needed to perform the work. Decisions regarding the recruitment, selection and placement of employees are made on the basis of job-related criteria. When positions become available, qualified current employees are encouraged and are welcome to apply for the position. As openings occur, notices relating general information about the position are posted on our internal and/or external website. The Director of Human Resources will arrange interviews with employees who apply. We encourage current employees to recruit new talent for our Company. Immediate relatives of existing employees will not be considered for employment without approval by the Administrator and/or the Physician Owners.

Employment Classifications The following terms will be used to describe employment classifications and status: Exempt Employees An exempt employee is a salaried employee who holds an administrative, professional, or management position. Exempt employees are not subject to the overtime pay provisions of the Fair Labor Standards Act (FLSA). Non-Exempt Employees All hourly employees are non-exempt employees. Salaried employees who are not administrative, professional, or managerial employees (as defined by the U.S. Department of Labor) are likewise not exempt. Introductory or Probationary Employee Employees with less than 90 calendar days of service. Full-Time Employee Full-time employees are those who have completed their Introductory Period and are regularly scheduled to work 40 hours per week. Full-time employees are eligible for Company paid benefits without a cost share for such benefits. Part-Time Employee Part-time employees are those who have completed their introductory period and are regularly scheduled to work fewer than 40 hours per week. Part-time employees are eligible for Company paid benefits, and the employee bears a pro-rated share of the cost of such benefits.

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Temporary (or PRN) Employee Employees hired for an interim period of time, usually to fill in for vacations, leaves of absence, or projects of a limited duration. Temporary or PRN employees are not eligible for Company benefits. Temporary employees include interns and co-op students. If your status changes from temporary to part-time or full-time, you are considered hired on the date you become a full-time or part-time employee for purposes of calculating eligibility for benefits that require a minimum term of employment. Any time worked as a temporary or PRN employee, however, will be counted as part of your 90 day Introductory Period. Casual (or PRN) Employee Employees who work on an occasional or as needed basis are considered a casual employee or PRN. Casual employees are not eligible for benefits. Independent Contractors Persons hired by the Company to perform a particular job, typically for a limited time period. These persons may be self-employed or they may work for an outside agency. Independent contractors are not eligible for Company benefits and they are not considered employees of the Company.

Equal Employment Opportunity The Company is an Equal Opportunity Employer. We will extend equal opportunity to all individuals without regard to race, religion, color, sex, national origin, sexual orientation, age, marital status, disability or any other status protected under applicable Federal, State or Local law. Our policy reflects and affirms the Company’s commitment to the principles of fair employment and the elimination of all discriminatory practices. Details of our Equal Employment Opportunity policies are further explained in Part III below.

Your Employment Relationship with Dakota Radiology Like most American companies, Dakota Radiology does not offer individual employees a formal employment contract with the Company. Employment is “at will,” meaning that you or the Company may end your employment at any time for any lawful reason. This Employee Handbook is not a contract. It does not create any agreement, express or implied, guaranteeing you any specific terms or conditions of employment. Nothing contained in this Handbook should be construed as creating a contract or guaranteeing employment for any specific duration. Neither does it obligate you to continue your employment for a specific period of time. Unless you have entered into an Employment Agreement that supersedes this document, either you or the Company may terminate the employment relationship at any time. Neither does the handbook guarantee any prescribed process for discipline and discharge. No manager or other representative of the Company, other than the President and Physician Owners, has the authority to enter into any agreement guaranteeing employment for any specific period. No such agreement shall be enforceable unless it is in writing and signed by the President, the Administrator, and the employee.

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Orientation and Training To help you become familiar with the Company and our way of doing things, the Company will provide an orientation and training session within the first few days after you begin work. Some of the content of the session will depend in large part on the nature of your responsibilities, while other parts will be applicable to all employees. In addition, the Company may periodically offer additional training or educational programs. Some programs may be voluntary, while others will be required. Each position at Dakota Radiology has a Training Checklist. This is provided to you on your first day of employment during your orientation session. Your supervisor and yourself will complete and sign off on each training task as it is learned. The Training Checklist is filed as a permanent part of the Employee’s Personnel file. There are multiple employees involved in the training of a new employee to include Human Resources, IT, MRI Safety training, and Nursing orientation procedures.

Immigration Law Applicable to All Employees The Company complies with the Immigration Reform and Control Act of 1986 by employing only United States citizens and non-citizens who are authorized to work in the United States. All employees are asked on their first day of work to provide original documents verifying the right to work in the United States and to sign a verification form required by federal law (Form I-9). If you cannot verify your right to work in the United States within three (3) days of hire, the Company is required by law to terminate your employment.

Introductory (Probationary) Period The first 90 days of employment are considered an introductory/probationary period. This period provides you with the opportunity to demonstrate your ability, dedication and skills to perform the job for which you were hired, and for you and the Company to evaluate one another. After successful completion of this period, you may be eligible for certain benefits and you will be considered a “regular” full-time or part-time employee. Although we hope that the relationship between you and the Company will be a successful one, completion of the Introductory Period should not be construed as a guarantee of employment for any specific duration.

Hours of Work The workweek is generally from Monday through Friday, with normal operating hours from 6:00 am to 5:00 pm, although the ending times will vary as the Clinic patient census fluctuates. There is a minimum of one date per month when evening exams are offered to patients. We are staffed accordingly for any evening appointment schedules.

Timekeeping All hourly (non-exempt) full-time, part-time, and PRN employees are required to maintain their clockin and clock-out times on the Company’s electronic timekeeping system. The system is a “live” time system, and records the clock-in and clock-out time as it happens. If an employee forgets to clock in or out, they should notify their supervisor immediately so that it can be corrected. The electronic timekeeping system also maintains the employee’s Vacation accruals and PTO hours.

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Flex Time The Company recognizes that employees occasionally need flexibility in their work schedules. Employees are provided with generous time off benefits which should allow appointments to be scheduled within or before/after the workday by utilizing the time off benefit. There are occasions where the schedule can be flexed to allow for mid-shift appointments. Please see your direct supervisor for guidance on this subject.

Overtime Because of the nature of our business, your job may periodically require overtime work. If the Company requires that you work overtime, we will give you as much advance notice as possible, but it may only be within the same work day. The clinic’s patient census drives our need for overtime work and extended hours. That is unpredictable in nature. Employees are reasonably expected to accommodate the need for occasional overtime work. You should not work overtime hours without prior approval of your Supervisor.

Overtime Compensation For non-exempt employees, hours in excess of 40 hours worked in a week are subject to overtime pay at the rate of 1.5 times the employee’s hourly rate. Part-time and PRN employees must exceed 40 hours worked in order to be eligible for overtime compensation. Exempt employees are not subject to overtime compensation, however, exempt employees may use comp time in exchange for overtime, as determined by the Administrator.

Breaks Employees are not prohibited from taking breaks. Patient care is our top priority, and at times, that results in irregular break activity. A staff lounge is provided for employee use. Employees are encouraged to use the staff lounge for the breaks and to eat their lunch. There are no regularly scheduled breaks, and employees should use breaks only as needed, and so long as they are not excessive. Excessive time away from your desk may result in disciplinary action, especially if breaks happen that impede the workflow of the Clinic.

Attendance and Punctuality It is important for you to report to work on time and to avoid unnecessary absences. The Company recognizes that illness or other circumstances beyond your control may cause you to be absent from work from time to time. However, frequent absenteeism or tardiness may result in disciplinary action up to and including discharge. Excessive absenteeism or frequent tardiness put an unnecessary strain on your coworkers and can have a negative impact on the success of the Company, as well as impact patient care. You are expected to report to work when scheduled. If your absence is unexpected, you should attempt to reach your immediate supervisor as soon as possible, but in no event later than one hour before you are due at work. Supervisors can be reached by home phone, cell phone, and/or office phone. In the event your immediate supervisor is unavailable, you must speak with the

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Administrator. If you must leave a message on voicemail, you must provide a number where your supervisor may reach you if needed. You are expected to be at your workstation at the beginning of each shift, with your equipment on and ready to work. If you are delayed, you must call your supervisor to state the reason for the delay. As with absences, you must make every effort to speak directly with your supervisor. Regular delays in reporting to work will result in disciplinary action up to and including discharge.

Inclement Weather The Company is open for business unless there is a government-declared state of emergency or unless you are advised otherwise by your supervisor. There may be times when we will delay opening and on rare occasions we may have to close. Use common sense and your best judgment, however, when traveling to work in inclement weather. In the event that the Company’s facilities are closed by the Company or the government, employees may use their PTO or Vacation benefits. If the Company’s facilities are open and you are delayed getting to work or cannot get to work at all because of inclement weather, the absence will be charged to PTO or Vacation. You should always use your judgment about your own safety in getting to work. When potentially dangerous weather develops during the day and a decision is made by the Company to close early, you will be compensated for the hours worked. Your timecard should reflect PTO or Vacation hours for the balance of your workday. One of the Dakota Radiology physicians (the Mammo Rad) makes the decision as to whether the Clinic will be closed. Once that decision is made, the Administrator will notify each department supervisor. That department supervisor will then call the employees within their department to notify them of the decision. Dakota Radiology reports to KOTA-TV and KEVN-TV with any Clinic closures. The outgoing messages to patients and providers will state that the Clinic is closed due to whatever reason (inclement weather, government state of emergency, etc.) Employees are asked to wait to hear from their immediate supervisor. The decision to close will attempt to be made as early as 6 AM, however, there may be times the decision is made later due to worsening weather conditions or travel warnings.

Appearance Expectations As an employee of the Company, we expect you to present a clean and professional appearance when you represent us, whether you are in or outside of the office. You are, therefore, required to dress in appropriate business attire and to behave in a professional, businesslike manner. It is essential that you dress and act in a professional manner and extend the highest courtesy at all times to co-workers, visitors, patients, vendors and physicians. A cheerful and positive attitude is essential to our commitment to extraordinary customer service and exceptional quality. The current Company dress code is business professional for the Clinic and Records staff and professional medical for Technologists and Nurses. Dress code guidelines are as follows:

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Support Services & Records Staff

Technologists & Nursing

Collared button shirts Professional sweaters Slacks, skirts, dresses Jackets or cardigan-type sweaters Professional shoes No polo shirts or t-shirt style tops No sleeveless tops showing No colored or blue jeans No excessively high-heeled shoes Sandals may be worn (not beach-wear)

Scrubs (Nursing/Women’s Imaging) Clean Athletic style shoes (tennis shoes) Polo Shirts may be worn White Lab coats may be worn Professional sweaters Collared button shirts Professional slacks (not skirts or dresses due to the nature of the work) No sandals or any open-toed shoes

In all cases, there will be no cleavage showing, no undergarments showing, and no excessively short skirts. Hair should be kept neat and clean. Beards and moustaches should be short, neat, and trimmed. Employees are expected to practice good personal hygiene. We are a “fragrance free” environment in our Clinic – no perfumes or strong-scented soaps or sprays. All Clinic employees are required to wear and display their Employee ID badge at all times while in the Clinic for safety and security as well as identification to the patients.

Work Space Employees are responsible for maintaining the workspace assigned to them. A clean, orderly workspace provides an environment conducive to working efficiently. A photo or two of those who are special to the employee are allowed. However, employees should keep in mind that their workspace is part of a professional environment that portrays the company’s overall dedication to providing quality service to its clients. Therefore, your workspace should be clean, organized and free of items not required to perform your job.

Office Equipment Certain equipment is assigned to staff depending on the needs of the job. That equipment can include items such as a calculator, personal computer, printer and access to our central computers and servers. This equipment is the property of the Company and cannot be removed from the office without prior approval from your supervisor. It is expected that you will treat this equipment with care and report any malfunctions immediately to the appropriate staff members.

Personnel Records It is important that the Company maintain accurate personnel records at all times. You are responsible for notifying your immediate supervisor or the Human Resources Department of any change in name, home address, telephone number, marital status, number of dependents, immigration status, or any other pertinent information. By promptly notifying the Company of such changes, you will avoid compromise of your benefit eligibility, the return of W2 forms, or similar inconvenience. For purposes of payroll verification, Dakota Radiology will not release information related to the employee’s employment without their express written consent. Without the consent, the only information that can be released is the verification of employment and whether or not the employee is eligible for rehire.

Performance Reviews, Salary Reviews Dakota Radiology does not provide a formal review process, unless it is warranted. Employees will receive regular performance feedback from their immediate supervisor on an ongoing basis. Dakota Radiology Employee Handbook

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Periodically throughout the year, your supervisor will arrange a time to sit down privately with you to review your performance. Performance feedback and coaching will be provided during this meeting, and the employee is encouraged to participate with any concerns of their own. A written record of this performance feedback meeting will be added to the employee’s personnel file. This written record will include both the supervisor’s comments and the employee’s comments. It is important to note that there is no salary review associated with the performance feedback sessions. These sessions are meant to keep a good open dialogue between the employee and the supervisor as it relates to the employee’s performance. Salary reviews are undertaken by the Administration on an as needed basis. Employees who feel that a salary review is in order, for their own position, are encouraged to contact Human Resources for direction and guidance. Dakota Radiology will periodically provide a Cost of Living Adjustment (COLA) for employees. A COLA increase is not a guarantee and will only be implemented if it is deemed appropriate by the Administration and the Physician Owners.

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Part 2 – Our Policies and Practice Confidentiality of Information All employees are required to preserve the confidentiality of information acquired in their work at Dakota Radiology according to laws, regulations, policies, and practices. Confidential information may include patients, employees, applicants, physicians, other providers, sensitive business plans or finances of the employer, and even computer passwords. Inappropriate disclosure of private information can violate the law and or serve as a basis for litigation. Violation of the confidentiality policy may well result in termination of the individual violating the policy. Confidential information should only be disclosed where there is written consent from the individual, there is an appropriate court order or subpoena, there is an approved policy regarding such release, or as otherwise required by law. All Dakota Radiology employees are required to sign Confidentiality Agreements which require the employee to maintain the confidential information of Dakota Radiology. All signed Confidentiality Agreements will be maintained within the employee’s personnel file. Employees must refrain from discussing confidential information inside or outside of the workplace to anyone not needing to receive the information in order to perform their job. Employees are asked to refrain from discussing confidential information in areas of high use such as the lunch room, waiting rooms, or hallways. Employees are required to sign Confidentiality Agreements for our computer use agreement with Rapid City Regional Hospital, in order to access their systems, which we utilize on a daily basis within our company. All employees of Dakota Radiology are responsible for any information accessed from their own user ID and password. Access to confidential patient information is monitored both internally and externally and if the employee’s use of the information appears to be inappropriate, the employee may be disciplined, up to and including, termination.

Internet Access Access to the Internet and World Wide Web is given principally for work-related activities or approved educational / training activities. Incidental and occasional personal use and study use is permitted. This privilege should not be abused and must not affect a user’s performance of employment-related activities. The Company itself, or through its Internet Service Provider, may, from time to time, monitor, log and gather detailed statistics on employees’ Internet activity. The Company email and Internet system is the property of the Company. By accessing the Internet, Intranet and electronic mail services through facilities provided by the Company, you acknowledge that the Company by itself or through its Internet Service Provider may from time

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to time may monitor, log, and gather statistics on employee Internet activity and examine all individual connections and communications. The above information is a general guide. Please see the Information Technology policies in Policy & Procedures for the IT policies specific to Dakota Radiology.

Responsibilities and Obligations Employees may not access, download or distribute material that is in breach of the law, or which others may find offensive or objectionable, such as material that is pornographic, bigoted or an incitement to violence. You must respect and comply with copyright laws and intellectual property rights of both the Company and other persons at all times. When using web-based sources, you must provide appropriate attribution and citation of information to the websites. Software must not be downloaded from the Internet without the prior approval of qualified persons within the Company.

Violation of this Policy In all circumstances, use of Internet access and email systems must be consistent with the law and Company policies. Violation of this policy is a serious offense. This policy is incorporated as part of the terms of employment by the Company. Subject to the requirements of law, violation of this policy may result in a range of sanctions; from restriction of access to electronic communication facilities, to disciplinary action, including dismissal.

Email The email system is the property of the Company. All emails are archived on the server in accordance with our records retention policy, and all emails are subject to review by the Company. You may make limited personal use of our email system for personal business matters, so long as such use is kept to a minimum and does not interfere with your work. The Company email system is company property, and as such, is subject to monitoring. System monitoring is done for your protection and the protection of the rights or property of the provider of these services. Please consider this when conducting personal business using Company hardware and software. Electronic mail is like any other form of company communication, and may not be used to harass. Your email account is a company-provided privilege, and is company property. Remember that when you send email from the Company domain, you represent the company whether your message is business-related or personal.

Telephones The nature of our business includes incoming phone calls. Personal phone calls should be kept to a minimum. Use of a personal cell phone while at work is allowed, but must be kept to a minimum. Please keep your cell phones out of sight of our patients. Excessive personal phone calls, either on your personal cell phone or on the company phones, will result in disciplinary action.

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Gift Policy The owners and employees of Dakota Radiology are expected to maintain the highest ethical standards. Employees may not give or accept cash or gratuities. Employees may not give or accept gifts valued in excess of $50. Employees must report offers of payment or benefit in return for services immediately to the Administrator or Director of Human Resources. Employee must decline gifts that seem inappropriate in a professional manner, along with the assistance of the Administrator or Director of Human Resources. Any employee found to be in violation of this policy may be terminated without notice. Employees may not endorse particular products or services or anything related to the Radiologist and/or Medical fields.

Outside Employment Outside employment will not be restricted providing it does not interfere or impact the employee’s job or job performance at Dakota Radiology. Outside employment will not be construed as an acceptable excuse for poor job performance, absenteeism, or tardiness. Any employee who wishes to engage in outside employment, no matter the nature of such employment, must notify their supervisor and the Director of Human Resources.

Smoking In order to provide a safe and comfortable working environment for all employees, smoking is strictly prohibited at all times inside any Company building. The property of Dakota Radiology is owned by RCRH and is a smoke-free property. Employees who smoke will need to leave the building and the property in order to smoke. Breaks are not provided for the sole purpose of smoking.

Drug-Free Workplace The Company takes seriously the problem of drug and alcohol abuse, and is committed to provide a substance abuse free workplace for its employees. Substance abuse of any kind is inconsistent with the behavior expected of our employees, subjects all employees and patients within our facilities to unacceptable safety risks, and undermines our ability to operate effectively and efficiently. The Company has adopted a formal policy related to substance abuse.

Random Drug Testing Dakota Radiology reserves the right to randomly test employees for compliance with its drugfree workplace policy. All testing will be conducted by a licensed independent medical laboratory. The employee has the right to meet with Dakota Radiology and/or the laboratory personnel to explain and discuss the results. Employee has the right to obtain copies of all test results. All records containing test results will be kept confidentially in a medical file, separate from the employee’s personnel file. Dakota Radiology reserves the right to determine the best course of action, based upon individual results and violations of the drug-free workplace policy. Violations of the drug-free workplace policy may result in termination of employment.

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Substance Abuse Substance abuse is a serious problem adversely affecting the lives of millions of Americans, corporate profits, organizational effectiveness, and our nation's ability to compete in the world economy. The Drug-Free Workplace Act of 1988 imposes certain obligations upon many employers to respond to substance abuse problems. The Company recognizes alcohol and drug abuse as potential health, safety and security problems. The Company expects all employees to assist in maintaining a work environment free from the effects of alcohol, drugs or other intoxicating substances. Compliance with this substance abuse policy is made a condition of employment, and violations of the policy may lead to discipline and/or discharge. All employees are prohibited from engaging in the unlawful manufacture, possession, use, distribution or purchase of illicit drugs, alcohol or other intoxicants, as well as the misuse of prescription drugs on Company premises or at any time and any place during working hours. While we cannot control your behavior off the premises on your own time, we certainly encourage you to behave responsibly and appropriately at all times. All employees are required to report to their jobs in appropriate mental and physical condition, ready to work. Any employee who reports to work while under the influence of any intoxicant will be asked to leave immediately. If you suspect someone you work with is under the influence of an intoxicant, it should be reported to any Supervisor immediately. Substance abuse is an illness that can be treated. Employees who have an alcohol or drug abuse problem are encouraged to seek appropriate professional assistance. You may inform the Director of Human Resources for assistance in seeking help to address substance abuse. The Director can also help you determine coverage available under the Company’s medical insurance plan. When work performance is impaired, admission to or use of a treatment or other program does not preclude appropriate action by the Company. Any violator of this substance abuse policy will be subject to disciplinary action up to and including termination of employment.

Safety and Accident Rules Safety is a joint venture at the Company. We expect our employees to follow all of the Safety and Personal Protection rules as related to their work area. We strive to provide an environment to comply with all relevant federal, state and local occupational health and safety laws, including the Occupational Safety and Health Act. As an employee, you have a duty to comply with the safety rules of the Company, and you are expected to take an active part in maintaining this hazard-free environment. You should observe all posted safety rules, adhere to all safety instructions provided by your supervisor and use safety equipment where required. Your workplace should be kept neat, clean and orderly. You are required to report any accidents or injuries – including any breaches of safety – and to promptly report any unsafe equipment, working condition, process or procedure to a supervisor.

Medical Procedures If you become ill or get hurt while at work, you must notify your manager immediately. Failure to do so may result in a loss of benefits under the state workers’ compensation law. The

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Company is concerned about the physical well-being of its staff and encourages all employees to have periodic physical examinations. Check your Health Plan documents to determine coverage. The Company may also request that a doctor’s note of suitability to return to work be provided by the employee with certain illnesses and medical conditions.

Promotions and Transfers In an effort to match you with the job for which you are most suited and/or to meet the business and operational needs of the Company, you may be transferred from your current job. This may be either at your request or as a result of a decision by the Company. Reasons for transfer may include, but are not necessarily limited to: fluctuations in department workloads or production flow; a desire for more efficient utilization of personnel; increased career opportunities; staffing conflicts; or other business reasons. Most job openings that are intended to be filled from within the Company will be posted on the RadShare. The Management of the Company does reserve the right, however, to transfer or promote an employee without posting the availability of that position. Temporary transfers may be made at the discretion of the Company management. You are eligible to request a transfer and to be considered for promotions upon satisfactory performance in your current job. Your eligibility is also dependent, of course, on your having the needed skills, education, experience and other qualifications that are required for the job.

Travel All travel expenses require prior approval. Dakota Radiology will review and reimburse employees for certain expenses incurred by the employee in the pursuit of company business. The intent of this reimbursement is to cover those expenses incurred by the employee over and above the normal expenses the employee would incur. All expenses must be ordinary, reasonable, necessary, and have a valid business purpose. Expenses must be submitted to the company within 30 days of the expense incurred for reimbursement consideration. Time Employee will be paid for the amount of time for travel (including weekends, if applicable) based on the following criteria: Air Flights Travel time to and from airport, from clinic or Quincy. Time prior to flight and after flight up to 2.5 hrs. Flight time. Car Transportation Travel time as figured using mapquest.com from clinic or Quincy to the destination. Meals Time will not be paid for meals. Expenses Air Flights Employee will be reimbursed for his/her cost for transportation to and from the airport based on approved expense.

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Dakota Radiology will pay or reimburse for coach airfare or alternative airfare that is less expensive. Luggage fees will be reimbursed based on receipt submitted. Additional expenses must be found to be necessary and receipts received for reimbursement consideration. Car Transportation Mileage will be reimbursed based upon mapquest.com or actual odometer reading. Dakota Radiology will use the IRS mileage reimbursement rate. Tolls, parking fees, and additional cost will be reimbursed based upon receipt. Dakota Radiology will pay or reimburse for sub-compact car rentals or alternatives that are less expensive. Meals Dakota Radiology will pay for the cost of meals based on the receipt provided. If a meal is provided free of charge to the employee, the employee will not be reimbursed if he/she purchases a meal. Misc Expenses Additional expenses must be found reasonable and necessary. Receipts must be supplied for reimbursement.

Staff Meetings Dakota Radiology strives to keep its employees informed of matters that affect the employees, such as benefits, schedule changes, staffing changes, etc. Periodically, there may be an afterhours staff meeting scheduled. Every attempt will be made to notify employees as far in advance as possible that a meeting is scheduled. Employees are strongly encouraged to attend the Staff Meetings. It is the opinion of Dakota Radiology that if the time and effort for a Staff Meeting is being undertaken, the subject matter is something of an important and pertinent nature to all of the staff members. Only when it is announced ahead of time will attendance be mandatory.

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Part 3 – Equal Employment Opportunity Discrimination Is Prohibited The Company is an equal opportunity employer and makes all employment decisions without regard to race, color, age, religion, sex, disability, sexual orientation, or national origin. This policy applies to all terms and conditions of employment, including but not limited to: hiring, placement, promotion, termination, layoff, recall, transfers, and leave of absences, benefits, compensation, and training. We seek to comply with all applicable federal, state and local laws related to discrimination. The Company makes decisions concerning employment based strictly on an individual's qualifications and ability to perform the job under consideration, the comparative qualifications and abilities of other applicants or employees, and the individual's past performance within the organization. If you believe that an employment decision has been made that does not conform with management's commitment to equal opportunity, you should promptly bring the matter to the attention of the Human Resources Department. Your complaint will be thoroughly investigated. There will be no retaliation against any employee who files a complaint in good faith, even if the result of the investigation produces insufficient evidence to support the complaint.

Americans with Disabilities Act The Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation fringe benefits, job training and other terms, conditions and privileges of employment. The ADA does not alter the Company’s right to hire the best-qualified applicant, but it does prohibit discrimination against a qualified applicant or employee because of his or her disability, or because of a perceived disability. Most, if not all states now have similar statutes prohibiting discrimination against the disabled. As a matter of company policy, the Company prohibits discrimination of any kind against people with disabilities. Disabled Defined An applicant or employee is considered disabled if he or she (1) actually has a physical or mental impairment that substantially limits one or more major life activities, (2) has a record or history of such an impairment or (3) is regarded or perceived (correctly or incorrectly) as having such impairment. A qualified employee or applicant with a disability is an individual who satisfies the skill, experience, education, and other job-related requirements of the position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of that position Reasonable Accommodation Qualified applicants or employees who are disabled should request reasonable accommodation from the Company in order to allow them to perform a particular job. If you are disabled and

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you wish such reasonable accommodation, contact Director of Human Resources. 1 On receipt of your request we will meet with you to discuss your disability. We may ask for information from your health care provider(s) regarding the nature of your disability and the nature of your limitations or take other steps necessary to help us determine viable options for reasonable accommodation. We will then work with you to determine whether your disability can be reasonably accommodated, and if it can be accommodated, we will explore alternatives with you and endeavor to implement a mutually agreeable accommodation. Reasonable accommodation may take many forms and it will vary from one employee to another. Accommodation that will impose undue hardship on the Company is not considered reasonable.

Workplace Harassment The Company is committed to providing a work environment that provides employees equality, respect and dignity. In keeping with this commitment, the Company has adopted a policy of “zero tolerance” with regard to employee harassment. Harassment of any other person, including, without limitation, fellow employees, visitors, clients or customers, whether at work or outside of work, is grounds for immediate termination. The Company will make every reasonable effort to ensure that its entire community is familiar with this policy and that all employees are aware that every complaint received will be investigated and resolved appropriately. Dakota Radiology has an expectation of our employees to exhibit adult professional behavior at all times.

Sexual Harassment Sexual harassment is prohibited by federal, state and local laws, and applies equally to men and women. It is defined as any unwelcome sexual advance, request for sexual favor(s), or other verbal or physical conduct of a sexual nature when (1) submission to the conduct is made either explicitly or implicitly a term or condition of an employee’s employment; (2) submission to or rejection of such conduct by an employee is used as the basis for employment decisions affecting the employee; or (3) such conduct has the purpose or effect of unreasonably interfering with an employee’s work performance or creating an intimidating, hostile or offensive working environment. Dakota Radiology encourages reporting of all perceived incidents of sexual harassment, regardless of who the offender may be. Every employee is encouraged to raise any questions or concerns with Human Resources. If you believe that you have been subjected to harassment or if you believe you have witnessed any form of harassment, you should immediately contact the Director of Human Resources or the Administrator. An allegation against your own supervisor should be filed with the Director of Human Resources. Your complaint will be immediately and thoroughly investigated in a professional manner. There will be no retaliation against any employee who files a complaint in good faith or who assists in providing information relevant to a claim of harassment, even if the investigation produces insufficient evidence to support the complaint. If it is determined that inappropriate conduct has occurred, we will act promptly to eliminate the offending conduct, and we will take such action as is appropriate under the circumstances. Such action may range from counseling to termination of employment, and

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may include such other forms of disciplinary action, as we deem appropriate under the circumstances and in accordance with applicable law. To protect the privacy of persons involved, confidentiality will be maintained throughout the investigatory process to the extent practicable and appropriate under the circumstances. Investigations may include interviews with the parties involved, and where necessary, individuals who may have observed the alleged conduct or who may have relevant knowledge.

Supervisors’ Responsibilities All Managers are expected to ensure a work environment free from sexual and other harassment. They are responsible for the application and communication of this policy within their work area. Managers should: • • •

Encourage employees to report any violations of this policy. Make sure the Human Resources Department is made aware of any inappropriate behavior in the workplace. Create a work environment where sexual harassment is not permitted.

All employees are expected to cooperate fully with any ongoing investigation regarding a sexual harassment incident.

Penalties for Violation of Sexual Harassment Policy If our investigation leads to the determination that there is merit to the allegations of harassment, the necessary corrective discipline, up to and including termination, will be taken by the Company.

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Part 4 – Compensation Payroll Practices Employees are paid bi-weekly on Fridays. When a payroll date falls on a holiday, employees will, when possible, be paid on the last business day before the holiday.

Salary Deductions and Withholding The Company will withhold the following from your paycheck:

Taxes (Federal, state, and local taxes, as required by law, as well as the required FICA (Social Security) and Medicare payments)

Insurance (Your contribution to health insurance or other insurance premiums for yourself and any eligible family members or to other contributory benefit programs)

Other Deductions (Other deductions which you authorize, including short-term disability insurance, Flexible Spending Account contributions, and 401(k) contributions)

Direct Deposit Dakota Radiology provides direct deposit service for our employees. All staff members are asked to provide bank account information to which your paycheck is deposited directly. You will be given the authorization form for deposit by the Human Resources Department. In some instances, employees may not have an account set up at the time of being hired, and in those cases, a paper check will be issued.

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Part 5 – Benefits General This section describes the fringe benefits provided by the Company and information on your eligibility for benefits.

Retirement Plan Dakota Radiology sponsors an Employee Profit Sharing Plan (EPSP) and 401(k) retirement plan. After an employee completes one year of service, they are eligible to participate in the plan. The employee must have worked 1,000 or more hours in the previous year to be eligible. Participation in the plan will begin on the 1st of January or the 1st of July following their first year anniversary. Participants are eligible to make tax-deferred (pre-tax) contributions to their account. Monthly deposits are made by the Employer to the Employee’s account. Additional contributions to meet the determined minimum contribution requirements will be made on a yearly basis. Additionally, there may be a deposit reflective of “profit sharing” to the employee’s account. The determination as to whether a profit sharing deposit will be made, and the amount thereof, is at the sole discretion of the Board of Trustees (physician owners). The employee is immediately vested at 100% of the employee contributions and after two years of service, they are 100% vested for the Employer Contribution portion of their account. See Summary Plan description in Human Resources for more information regarding the retirement plan.

Partner and Employee Professional Courtesy Partners and Employees of Dakota Radiology and their immediate dependents (household members) are entitled to a discount of our professional and/or technical services. All diagnostic imaging services (mammogram-screening & diagnostic; diagnostic ultrasounds; xrays; and DEXA scans) will be discounted in full. This does not include surgical, interventional or image-guided procedures, such as biopsies and vein procedures. All services provided by Dakota PET/CT & MRI, The Imaging Center, LLC, or services provided at another location, such as Rapid City Regional Hospital will be billed to the applicable insurance company. The employee/partner will be responsible for their appropriate share of the cost of the service. Preauthorization should be obtained for any procedures requiring preauthorization. In the case of an employee/partner or their dependent being self-pay, the current policies regarding self-pay will apply. Professional services provided by Radiology Associates in the care of a Partner or Partner’s immediate family member will be discounted in full, regardless of the location where performed. It is up to each Partner to submit the discount consideration to the Administrator. Radiologists may use their discretion to extend professional courtesy for the professional component of their services, so long as the courtesy does not violate Stark Laws.

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Medical Insurance The Company offers medical insurance to all part-time and full-time employees. Employees may choose from either an HSA plan or a regular health plan. Details of the plans may be found in the Health Insurance Group Plan Booklet. The Company offers medical and dental coverage for eligible employees. Employees may wish to add additional coverage for their eligible dependents, at their own expense. Part-time employees will be charged a prorated share of the premium cost for their coverage, based upon the hours they are scheduled to work. (For example, a 32 hour per week employee works 80% of the week, and will be charged 20% of the cost of the health/dental insurance premium for their coverage.)

Waiting Period Employees will enroll in the insurance coverage, if they choose to participate, at the time of hire. The employee’s coverage starts on the 1st of the month following employment.

Late Applicants At the time you are hired, you are given an opportunity to elect certain benefits. If you waive participation in any of those programs for either yourself or your eligible dependents, you will only be allowed to apply for entry into the various Plans during Open Enrollment.

Open Enrollment The open enrollment period allows employees to add or change their benefits coverage. Applications for Medical, Dental, STD, LTD and Supplemental Life Insurance may be submitted during this period. Changes, additions and other elections made during Open Enrollment will take effect on the effective date following the Open Enrollment period. Once you have made a change, you cannot change that selection until the next Open Enrollment period (except in the case of a major life status change; see Special Enrollment).

Special Enrollment A Qualifying Event, such as certain life status changes--marriage, birth or adoption of a child or involuntary loss of medical and/or dental coverage, etc.--allow entry into these Plans as long as application for coverage is made within 30 days of the Qualifying Event. For specific details regarding Special Enrollment please refer your Summary Plan Description.

Medical Coverage for Retirees All retiring employees and partners are eligible to remain on the medical and dental plans until they are eligible for Medicare. Monthly premiums will be paid by retirees through direct billing from the Health/Dental provider.

Continuation of Coverage Federal law requires employers of 20 or more employees to give employees the right to choose to continue group health benefits provided by their group health plan for limited periods of time under certain circumstances, such as voluntary or involuntary job loss, reduction in the hours worked, transition between jobs, death, divorce, and other life events. Employees ordinarily may continue their health coverage for 18 months when their employment is

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terminated, at their own expense and with premiums paid in advance to the health insurance company.

Dental Insurance The Company offers a dental plan for eligible employees. Please refer to the Dental Summary Plan Description for an explanation of the plan benefits and limitations. The premium for the dental plan for the employee coverage is paid by Dakota Radiology. If an employee wishes to add coverage for eligible dependents, that additional cost is at the employee’s own expense. The additional premium will be paid through payroll deduction.

Short-Term -Disability Plan (STD) Employees may choose to purchase coverage for Short Term Disability from our Life Insurance agent, or an income replacement vendor of their own choosing. Premiums for STD policies may be set up on a payroll deduction.

Long-Term Disability Plan (LTD) Long-Term Disability coverage is a benefit that is made available to employees. This benefit would pay a portion of your regular salary for an extended period of time. LTD is employeespecific. Please refer to the LTD Summary Plan Description for an explanation of the plan benefits and limitations.

Life Insurance As a full-time employee you are eligible for and are automatically enrolled in a group term life insurance program. You may designate or change the beneficiary for this policy at any time. The Company pays the premium for this program. The face value of this benefit is equal to two times your annual salary, up to $100,000. For details please refer to the plan SPD.

Supplemental Life Insurance As a full-time employee, you are eligible to purchase supplemental life insurance for yourself and your eligible dependents at group rates. Supplemental Life Insurance is a voluntary benefit and is employee-specific. If you have elected this coverage, please refer to the plan description for eligibility requirements, plan limitations and additional information. Premiums for this benefit will be paid through payroll deduction.

Workers’ Compensation Insurance Dakota Radiology purchases Workers’ Compensation coverage for all staff members. If you are injured or become ill on the job, you must immediately report the injury or illness to your Manager and the Human Resources Director. This ensures that the Company can help you obtain appropriate medical treatment. Your failure to follow this procedure may result in a workers’ compensation report not being filed in accordance with the law, which may delay your benefits in connection with the injury or illness. Questions regarding Workers’ Compensation Insurance should be directed to the Human Resources Department.

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Part 6 – Holidays, Vacation and Other Leave Religious Observance Federal and state equal opportunity laws generally require employers to accommodate the religious beliefs of employees, but do not require them to provide paid leave. The Company respects your religious beliefs; however, as is the case with all holidays, employees are required to use their PTO or Vacation benefits to compensate for a holiday off. If an employee observes a religious holiday, other than the holidays listed, they should request that time off through our regular electronic timekeeping system. UNPTO may only be used for holidays if all paid benefits have been exhausted.

Vacation The Company recognizes the importance of vacation time in providing rest, recreation and personal enrichment. Vacations are established on an accrual basis. Dakota Radiology believes it is in the best interest of both the Company and our employees that employees take vacation time each year. Full-time hourly employees earn vacation time as follows: Day 1 to 5th year anniversary Two (2) weeks (3.0769 hrs per payroll) 5th year to 10th year anniversary Three (3) weeks (4.615 hrs per payroll) 10th year and beyond Four (4) weeks (6.153 hrs per payroll) Full-time salaried employees earn vacation time as follows: Day 1 to 5th year anniversary Three (3) weeks (4.615 hrs per payroll) 5th year to 10th year anniversary Four (4) weeks (6.153 hrs per payroll) th 10 year and beyond Five (5) weeks (7.692 hrs per payroll) Part-time employees earn vacation on a pro-rata basis. For example, an employee who works 30 hours per week will earn ¾ of the amount of vacation a full-time employee earns, while one working one-half time earns one-half the vacation of a full-time employee. Part-time employees may earn additional vacation time if they work beyond their normal scheduled hours. Hours worked for the year will be computed on the parttime employee’s anniversary date. If additional vacation time is earned, the accrual rate will be changed. This will be done yearly for part-time employees. Full-time employees cannot accrue more than what is computed on a 40 hour/week schedule. Accruals are managed in the electronic timekeeping system.

Eligibility Employees begin accruing vacation when they first begin work for the Company. Employees may use their vacation at any time after the first 90 days of employment.

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However, if an employee leaves the Company, vacation will be calculated on a pro-rata basis for the time worked and paid on the employee’s final paycheck.

Time-Off Requests Requests for vacation time should be submitted to your supervisor as soon as you know when you wish to schedule your vacation. Vacation requests are approved or denied by your immediate supervisor. Vacation time is coordinated within each team so that sufficient staff is available to provide adequate coverage at all times. Vacation requests are granted on a first-come, first-served basis. In the event of a conflict in vacation requests, your supervisor will consider the Company’s staffing needs during the relative period, as well as the length of service with the Company of the employees involved.

Carryover of Vacation hours On the Employee’s annual anniversary date, they may carry over up to 1 ½ times their annual vacation award as follows: 80 hour bracket may carry a balance of up to 120 hours over on their anniversary date. 120 hour bracket may carry a balance of up to 180 hours over on their anniversary date. 160 hour bracket may carry a balance of up to 240 hours over on their anniversary date. 200 hour bracket may carry a balance of up to 300 hours over on their anniversary date. If the Employee has a vacation balance in excess of the maximum allowable amount on their anniversary date, they may choose to cash out the excess amount or roll it into their Long Term Sick bank. Employee election regarding the excess balance must be made within the first payroll period after the employee’s yearly anniversary date.

Employee Birthday Recognition Full time employees will receive a day off (8 hours) in recognition of their birthday. The employee may choose to take their day off on their birthday, or on any day after their birthday, within 30 days of their birthday, and with their supervisor’s approval. The Birthday Holiday is in addition to any other benefits awarded to the employee. Part time and PRN employees will receive a $50.00 gift card in lieu of a day off.

Holiday Pay Dakota Radiology observes the following holidays with Clinic closure: o New Year’s Day o Memorial Day o Independence Day o Labor Day o Thanksgiving Day

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o Christmas Day Employees must use their Vacation hours or PTO hours for holiday pay.

Paid Time Off All full-time employees receive 120 hours of Paid Time off (PTO) on July 1 st of each calendar year. The 120 hours of PTO includes 48 hours Holiday pay, as reflected by the 6 holidays listed. Part-time employees receive a pro-rated number of PTO hours based on the number of hours the employee is scheduled to work. Temporary and PRN employees are not eligible for PTO hours. For employees hired after July 1st, PTO is prorated according to their date of hire and those hours are added to their PTO bank after completion of 90 days of continuous employment. Requests for PTO are submitted through the electronic timekeeping system to the approving supervisor. Requests for PTO will be approved based upon: adequate staffing for business needs, date of request, and length of employment (seniority). PTO time is designed for short notice personal needs. Requested time off submitted with less than two weeks notice should generally be considered as falling under the PTO provision of paid leave. However, any paid or unpaid leave may be used at the discretion of the department supervisor. PTO must be used within the fiscal year from July 1st to June 30th. Any unused PTO will be cashed out or converted to long-term sick leave on June 30th of each year. An employee may cash out up to 40 hours of PTO and convert the remaining hours to long-term leave or may convert all unused PTO to long-term leave on June 30th. Employees who resign before completing one year of employment are not eligible to cash out any PTO. Employees who resign after completing more than one year of employment may cash out up to 40 hours of unused PTO in their final paycheck, with proper notice given. An employee will not be eligible to use PTO after giving notice of resignation, except for Holidays and Illness, or as approved by the Administrator. Unscheduled absences: Employee is to contact their approving supervisor for same-day requests for PTO. Dakota Radiology considers more than 5 unscheduled absences as falling beyond a reasonable level. (Please see the policy for notification below for additional details.) Long Term Leave Long-term leave may be used when an absence exhausts all over paid leave benefits. Long Term absences are usually pre-approved, such as maternity leave, but may be unexpected in the case of a medical emergency. The use of Long Term Leave is subject

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to approval by the employee’s direct supervisor and the Director of Human Resources. Long term leave will only be authorized for Family and Medical leave as allowed by the provisions of our company’s leave policy. Long-term leave is allowed to accrue to a maximum of 720 hours, and cannot be cashed out at the time of termination of employment.

Notification Procedures When you are absent from work if your absence has not been previously scheduled, you must personally notify your immediate supervisor or manager as soon as you are aware that you will be late or unable to report to work. Leaving a voicemail, or a message with another staff member, does not qualify as notifying your supervisor – you must personally speak with him or her or leave a message for him or her along with a contact number where you can be reached. When absence is due to illness, the Company reserves the right to require appropriate medical documentation. Excessive absenteeism or tardiness can result in discipline, up to and including discharge. (Also see the section on Family & Medical Leave for extended leave situations.)

Bereavement Leave Employees will receive up to three (3) days of paid time off in the event of the death of a member of their immediate family. Immediate family includes spouse, domestic partner, child, parent, parent-in-law, brother or sister, and brother-in-law or sister-in-law. You are allowed one day of paid leave in the event of the death of an extended family member. Extended family includes grandparents, aunts and uncles. You may use your PTO or Vacation benefits to attend the funeral of anyone not listed above.

Military Service Leave Employees serving in the reserve or National Guard may take unpaid military leave, as needed, to enable them to fulfill their obligations as reservists or Guard members. Employees may use accrued vacation or personal leave for this purpose.

Family and Medical Leave The federal Family Medical Leave Act allows employees to take up to 12 weeks per year for serious health condition of the employee or a family member or for childbirth or adoption. Dakota Radiology is considered a small company in regards to the Federal Family and Medical Leave Act, and is not required to provide this coverage. However, we generally follow the provisions of the FMLA, as it pertains to the employee’s best interest as well as the best interest of the company. If you wish to use leave that falls in this category, you must notify your supervisor or the Human Resources Department as soon as possible. Confidential discussions will be held with you in regards to the leave, your eligibility for benefits, and your planned return to work.

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Civic Duty Leave Jury Duty The Company encourages employees to fulfill their civic duties. To that end, employees will be allowed leave to serve on a jury, if summoned. We request that you bring in a copy of your summons notice as soon as you receive it, so that we may keep it on file. If you are called during a particularly busy period, we may ask you to request a postponement. The Company will provide additional documentation in this regard, if necessary, to obtain such postponement. Jury duty can last from several days to several months or more. If your call to jury duty lasts for an extended period of time, you may be considered on a leave of absence and will be entitled to continue to participate in insurance and other benefits as if you were working. While serving on jury duty, you are expected to call in to your supervisor periodically to keep him or her apprised of your status. The Company will compensate the employee under the category of Jury Duty compensation, which is full pay. The employee is required to reimburse the company any amounts received in compensation from the Clerk of Courts to offset such the compensation paid. Generally, the compensation for jury duty is less than the employee’s actual earnings. Appearance as a Witness An Employee called to appear as a witness will be permitted time off to appear, but unless the appearance is related to Company business, the employee will be required to use their own PTO or Vacation benefits. Employees called as a witness on behalf of their work at Dakota Radiology will be paid as if they were working. Voting The Company encourages all employees to vote. Most polling facilities for elections for public office are scheduled to accommodate working voters. The Company, therefore, requests that employees schedule their voting for before or after their work shift. An employee who expects a conflict, however, should notify his or her supervisor, in advance, so that schedules can be adjusted if necessary. The employee will need to use their PTO or Vacation benefit if voting can’t be done outside of work hours. In no case do we prohibit employees from exercising their Constitutional Right to Vote.

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Part 7 – Miscellaneous Employee Parking A sufficient number of parking spaces are provided for employees at the Clinic location. Employees are asked to be courteous to patients and park as far away from the front door as possible to allow the closer spots to be utilized by our patients.

New Hire Clothing Allowance At the time of hire, all new employees are eligible for a one-time clothing reimbursement up to $150.00 for the purpose of obtaining new and appropriate work attire. Receipts should be submitted to Human Resources within 30 days after hire date. Prior to shopping for new clothing, the new employee should consult with their immediate supervisor for guidance and suggestions as to the appropriate attire for their individual job and work area.

Safety Policies It is the policy of Dakota Radiology that all employees who operate or ride in a company vehicle use the safety restraints provided with such vehicle. Employees are prohibited from using a cell phone while driving or texting while driving a company vehicle. Employees are required to adhere to these safety policies when doing any business for Dakota Radiology, no matter the vehicle they are riding in or operating, as long as they are in the course of their employment.

Employee Service Recognition Employees will be recognized for service and dedication to the company at specific intervals. The Human Resources Director will acknowledge employee service at the following intervals: 5 years of service: Certificate of Service, RadShare feature, Update on Benefits 10 years of service: Certificate of Service, RadShare feature, $100 gift card, update on Benefits 15 years of service: Certificate of Service, RadShare feature, $150 gift card, Celebration Cake 20 years of service: Certificate of Service, RadShare feature, $200 gift card, Celebration Cake 25 years of service: Certificate of Service, RadShare feature, $250 gift card, Celebration Cake 30 years of service: Certificate of Service, RadShare feature, $500 gift card, Celebration Cake

Recognition of Employee Illness or Death of a Family Member

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Employees who are hospitalized for any reason will receive a bouquet of flowers. In the event of the death of a family member of an employee, Dakota Radiology will send a memorial bouquet of flowers or a donation to a charitable organization of the family’s choosing, as approved by the Administrator. Family members include: spouse, partner, parent, children, brother, sister, grandparents, or persons bearing that same relationship to the employee’s spouse.

Leaving the Company If you wish to resign your employment with the Company, you are requested to notify your manager of your anticipated departure date four (4) weeks in advance. If the full 4 week notice is given, the banked PTO (up to 40 hours) and the banked Vacation hours will be paid to the employee at the time of termination. If the employee is able to give at least a two (2) week notice, there will be a prorated amount of PTO and Vacation benefits paid upon discharge. Employees who have not fulfilled this notice requirement or have not completed 1 year of service will not receive any benefits upon termination of employment. Notice of resignation should be in the form of a written note or letter (see Employee Resignation form in the Forms section.) The Company asks all employees to participate in an exit interview with the Director of Human Resources prior to leaving the company. This provides an opportunity to return keys and other property and tie up any loose ends. You will receive preliminary information at that time regarding COBRA coverage and any other continuation of benefits for which you may be eligible. If you leave the Company in good standing, you may be considered for reemployment at a later date. However, in the case of rehiring, you will be considered a new employee with respect to vacation time, benefits and seniority.

Dispute Resolution There are times when disputes arise between employers and employees. You should know that as an employee of Dakota Radiology, we take the issue of an employee dispute very seriously. In the event of a dispute, a full investigation will be undertaken, along with advice of legal counsel. Should a dispute arise, employees are encouraged to discuss with their immediate supervisor first, if possible. If that discussion does not result in a satisfactory outcome for the employee, the employee should seek to discuss the situation with the Director of Human Resources and/or the Administrator. If the dispute is still unresolved, the employee will be able to discuss it with one or more of the Physician Owners.

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Employee Handbook