policy and procedure manual
All of us at Altitude Physical Therapy and Sports Medicine are pleased to welcome you into our family of therapeutic professionals.
Each employee at Altitude performs a job function critical to the success of our company. We will work very hard to make sure you have all that you require in training and tools to perform at an excellent level. In return, we expect no less than 100% of your energy and dedication. However, it is important that all employees realize that a hire Altitude does not guarantee any length of employment to an employee, and that the company (Altitude) has the right to terminate employment at any time with or without cause. Conversely, all employees have the right to resign at any time with or without cause.
Please take the time to carefully read this handbook, your job description and any other materials distributed to you at hire. We would be happy to answer any questions you may have now or in the future.
We hope that you find this handbook to be helpful in understanding our policies and procedures. This handbook is designed for quick reference and general information. It is not intended to provide, in detail, all policies or to be inclusive of all company policies, regulations, and procedures contained within this handbook, as you will be asked to acknowledge your receipt and understanding of this material.
This handbook is not an employment contract, but rather an explanation of the employee and company policies and procedures, safety programs presently in effect. Should you have any questions concerning any information, procedure or practice described herein, please direct them to your supervisor. As updates, corrections, additions, deletions, etc. become necessary, you will be notified.
Each employee at Altitude performs a job function critical to the success of our company. We will work very hard to make sure you have all that you require in training and tools to perform at an excellent level. In return, we expect no less than 100% of your energy and dedication. However, it is important that all employees realize that a hire Altitude does not guarantee any length of employment to an employee, and that the company (Altitude) has the right to terminate employment at any time with or without cause. Conversely, all employees have the right to resign at any time with or without cause.
Please take the time to carefully read this handbook, your job description and any other materials distributed to you at hire. We would be happy to answer any questions you may have now or in the future.
We hope that you find this handbook to be helpful in understanding our policies and procedures. This handbook is designed for quick reference and general information. It is not intended to provide, in detail, all policies or to be inclusive of all company policies, regulations, and procedures contained within this handbook, as you will be asked to acknowledge your receipt and understanding of this material.
This handbook is not an employment contract, but rather an explanation of the employee and company policies and procedures, safety programs presently in effect. Should you have any questions concerning any information, procedure or practice described herein, please direct them to your supervisor. As updates, corrections, additions, deletions, etc. become necessary, you will be notified.
employee handbook
This handbook has been prepared to provide employees with an overview of Altitude policies, benefits, safety program and rules. It is intended to familiarize you with important information about the company, as well as information regarding your privileges and responsibilities. Although this handbook is not a contract or a legal document, it is important that you read, understand and follow the provisions of the handbook.
Benefit plans are defined in legal documents such as insurance contracts, official plan texts and trust agreements. This means that if a question ever arises about the nature and extent of plan benefits or if there is conflicting language, the formal language of the plan documents governs, not the informal wording of this handbook.
This handbook is for your personal retention. It is designed to enable you to become better acquainted with Altitude and the policies and rules which affect your employment environment. Remember, this handbook is only intended to provide a summary of the policies and benefits; it is not intended to create a contract of employment.
Benefit plans are defined in legal documents such as insurance contracts, official plan texts and trust agreements. This means that if a question ever arises about the nature and extent of plan benefits or if there is conflicting language, the formal language of the plan documents governs, not the informal wording of this handbook.
This handbook is for your personal retention. It is designed to enable you to become better acquainted with Altitude and the policies and rules which affect your employment environment. Remember, this handbook is only intended to provide a summary of the policies and benefits; it is not intended to create a contract of employment.
ethical standards/conflict of interest
Altitude has an excellent reputation for conducting its business activities and integrity, fairness, and in accordance with the highest ethical standards. As an employee, you enjoy the benefits of that reputation and are obligated to uphold it in every business activity. If you are ever in doubt whether an activity meets our ethical standards or compromises the company’s reputation, please discuss it with your director.
open door policy
Employees are encouraged to share their concerns, seek information, provide input, and resolve problems/issues through their immediate supervisor and management. Managers are expected to listen to employee concerns, to encourage their input, and to seek resolution to their problems/issues.
If you have any suggestions or ideas that you feel would benefit Altitude, we would encourage you to tell us about them. We are always looking for suggestions to improve methods, procedures, policies and working conditions which can reduce costs or errors and benefit the company and its employees.
If you have any suggestions or ideas that you feel would benefit Altitude, we would encourage you to tell us about them. We are always looking for suggestions to improve methods, procedures, policies and working conditions which can reduce costs or errors and benefit the company and its employees.
employment of relatives
For the business reasons of supervision, security, and moral, Altitude will not employ two or more immediate relatives if one occupies a position in which he/she could directly or indirectly influence the status of the other.
multiple employment
As an employee of Altitude, you may engage in other employment, provided that such employment involves none of the following:
*Employment that prevents you from timely and dependable attendance.
*Employment with a competing firm or business.
*Employment with a supplier
*Employment of a nature which adversely reflects the company’s reputation.
*Employment that prevents you from timely and dependable attendance.
*Employment with a competing firm or business.
*Employment with a supplier
*Employment of a nature which adversely reflects the company’s reputation.
employment-at-will
Each employee hired by Altitude is brought on board with the expectation that the term of employment will be productive and beneficial for both the employee and the company. It must be remembered, however, that the continuing employment relationship is based upon the MUTUAL consent of the employee and the company. In accordance with existing labor law, therefore, the employment of any employee may be terminated at any time at the option of the company of the employee for any reason, upon notice of either party to the other. This policy cannot be modified except in writing by the President. All employment with Altitude is “at-will.”
release of confidential information
In order to protect the privacy of our employees, no employee may release information about any other employee to anyone. Any request for information regarding an employee should be referred to management. Unless required by law, Altitude management will not release any information other than an employee’s date of service and job title. Should any employee need additional information released for any purpose, the employee will be required to complete a handwritten or typed request submitted to management.
Information, either verbal or written, distributed by the company or prepared for employees that has not been officially released to the public should not be distributed or discussed outside the company unless properly authorized by management.
Information, either verbal or written, distributed by the company or prepared for employees that has not been officially released to the public should not be distributed or discussed outside the company unless properly authorized by management.
equal employment opportunity
It is the policy of Altitude to be fair and impartial in all its relations with its employees and applicants for employment without regard to race, color, religion, sex, pregnancy, age, disability, national origin, marital status, ancestry, or any other characteristic protected by State or Federal Law.
The company will provide reasonable accommodation for known physical or mental disabilities, if a job applicant or employee is otherwise qualified. Reasonable accommodation may involve making existing facilities accessible and usable and/or job restructuring regarding schedules, equipment, training, or changing duties not considered to be essential functions of a job classification.
Altitude believes in freedom of opportunity for every individual to work at a job for which he or she qualifies. The company will attempt to ensure that hiring, promoting and transferring decisions are determined on the qualifications of the candidate. This policy also applies to other personnel actions such as compensation, benefits, discipline, terminations, layoffs, and training so that they will be administered without regard to race, color, religion, sex, pregnancy, age, disability, national origin, marital status, ancestry, or any other characteristics protected by State or Federal Law.
The company will provide reasonable accommodation for known physical or mental disabilities, if a job applicant or employee is otherwise qualified. Reasonable accommodation may involve making existing facilities accessible and usable and/or job restructuring regarding schedules, equipment, training, or changing duties not considered to be essential functions of a job classification.
Altitude believes in freedom of opportunity for every individual to work at a job for which he or she qualifies. The company will attempt to ensure that hiring, promoting and transferring decisions are determined on the qualifications of the candidate. This policy also applies to other personnel actions such as compensation, benefits, discipline, terminations, layoffs, and training so that they will be administered without regard to race, color, religion, sex, pregnancy, age, disability, national origin, marital status, ancestry, or any other characteristics protected by State or Federal Law.
policy against harassment
The company does not tolerate the harassment of any employee by anyone for any reason. In addition, it is against the policy of this company for any employee, male or female, to sexually harass another employee by:
- Making unwelcome sexual advances or requests for sexual favors, or other verbal or physical conduct of a sexual nature, a condition of an employee’s continued employment.
- Verbal harassment, including racial, age, color, or national origin epithets or negative or derogatory slurs.
- Physical intimidation or interference with an individual’s race, age, color, or national origin.
complaint procedure
If you believe that you have been subject of harassment, you should report the alleged act immediately to a director or any member of management. A confidential investigation of all complaints will be undertaken immediately. Any supervisor, employee or agent of the company who has been found by the company, after appropriate investigation, to have harassed another employee will be subject to appropriate disciplinary action depending on the circumstances, from a warning in his or her file, up to and including termination.
The company recognizes that the question of whether or not a particular action or incident is a purely personal, social relationship without a discriminatory employment effect requires a determination based on all facts in the matter. Given the nature of this type of discrimination, it is recognized also that false accusations of sexual and other forms of harassment can have serious effects on innocent women and men. We trust that all employees will continue to act responsibly to establish a pleasant working environment free of discrimination. This company encourages you to raise questions you may have regarding discrimination with the President or another member of management without fear of any retaliation.
The company recognizes that the question of whether or not a particular action or incident is a purely personal, social relationship without a discriminatory employment effect requires a determination based on all facts in the matter. Given the nature of this type of discrimination, it is recognized also that false accusations of sexual and other forms of harassment can have serious effects on innocent women and men. We trust that all employees will continue to act responsibly to establish a pleasant working environment free of discrimination. This company encourages you to raise questions you may have regarding discrimination with the President or another member of management without fear of any retaliation.
employee literacy action
Employees who inform the company that they have a problem with illiteracy and request assistance may be granted time off without pay for enrolling in an adult literacy education program.
Although each request must be considered with regard to the company’s business needs and work schedules, such educational time off may be granted as long as the employee continues to satisfactorily perform their work assignment. Furthermore, the company will make reasonable efforts to safeguard the privacy of an employee’s illiteracy problem. If you would like to discuss this literacy assistance opportunity, please see a member of management.
Although each request must be considered with regard to the company’s business needs and work schedules, such educational time off may be granted as long as the employee continues to satisfactorily perform their work assignment. Furthermore, the company will make reasonable efforts to safeguard the privacy of an employee’s illiteracy problem. If you would like to discuss this literacy assistance opportunity, please see a member of management.
immigration reform and control act
A Federal Law, the Immigration Reform and Control Act, effective November 6, 1986, makes it unlawful for us to knowingly hire a non-U.S citizen not authorized to work in the U.S., or continue to employ an employee once we know the employee status and the personal identification of all new hires by examining certain documents.
There are some documents that job applicants and new employees may provide that will satisfy both the verification of identity requirement and eligibility for employment requirement. These include:
For purposes of knowing that the job applicant is eligible for employment, we may rely on a card showing the social security account number (unless the card states that its issuance does not authorize employment in the United States). A U.S birth certificate, or any other document approved by the Attorney General for purposes of legal verification under this Act will also be acceptable as proof of employment eligibility.
While a birth certificate or social security card may be proof of employability, we must also assure ourselves that they belong to the person presenting them and not to someone else. Personal identification may be made by checking a driver’s license that contains a photograph of the individual or any other government-issued identification document.
The documents presented by a job applicant or new employee to establish personal identification and authorization for employment may be copied and the copies retained for the purpose of complying with law’s requirements.
In the event that an employee’s illegal status becomes known after the employee is hired, it would be unlawful for us to retain that employee.
For all employees we must state on a special federal form (I-9) that the employee’s right to work status has been verified, and the employee must attest to his or her lawful right to work in the United States.
In addition, the Immigration Law permits certain illegal non-U.S. citizens to apply to the Immigration and Naturalization Service for legal resident status. If you have questions regarding this important legalization program, please contact a Director or other member of management.
There are some documents that job applicants and new employees may provide that will satisfy both the verification of identity requirement and eligibility for employment requirement. These include:
- United States Passport;
- Certificate of United States Citizenship;
- Certificate of Naturalization;
- Unexpired foreign passport;
- Alien Registration Card;
- Unexpired Temporary Resident Card;
- Unexpired Employment Authorization Card;
- Unexpired Re-entry Permit;
- Unexpired Refugee Travel Document; or
- Unexpired Employment Authorization Document.
For purposes of knowing that the job applicant is eligible for employment, we may rely on a card showing the social security account number (unless the card states that its issuance does not authorize employment in the United States). A U.S birth certificate, or any other document approved by the Attorney General for purposes of legal verification under this Act will also be acceptable as proof of employment eligibility.
While a birth certificate or social security card may be proof of employability, we must also assure ourselves that they belong to the person presenting them and not to someone else. Personal identification may be made by checking a driver’s license that contains a photograph of the individual or any other government-issued identification document.
The documents presented by a job applicant or new employee to establish personal identification and authorization for employment may be copied and the copies retained for the purpose of complying with law’s requirements.
In the event that an employee’s illegal status becomes known after the employee is hired, it would be unlawful for us to retain that employee.
For all employees we must state on a special federal form (I-9) that the employee’s right to work status has been verified, and the employee must attest to his or her lawful right to work in the United States.
In addition, the Immigration Law permits certain illegal non-U.S. citizens to apply to the Immigration and Naturalization Service for legal resident status. If you have questions regarding this important legalization program, please contact a Director or other member of management.
conflict of interest
Your personal affairs are respected by the company. However, situations that may involve a conflict of interest between personal interests and the interests of the company must be discussed with management in order to protect your interests and those of the company.
While it is impossible to list every circumstance that may create possible conflicts of interest, the following should serve as a guide to the types of activities which may cause conflicts:
This list is not intended to be used as a substitute for good judgment. If you find yourself in a situation which may possibly give rise to a conflict of interest, immediate disclosure must be made to the President in order to protect the interest of both the company and yourself.
While it is impossible to list every circumstance that may create possible conflicts of interest, the following should serve as a guide to the types of activities which may cause conflicts:
- A financial interest in an outside concern which does business with or is a competitor of Altitude (except where such ownership consists of securities of a publicly owned corporation regularly traded on the public stock market.)
- Rendering of directive, managerial, or consulting services to any outside concern which does business with or is a competitor of Altitude, except with the knowledge and written consent of the President.
- Acceptance of gifts of more than token value, loans, excessive entertainment, or other substantial favors from any outside concern which does or is seeking to do business with or is a competitor of the company.
- Representation of Altitude in any transaction in which a personal interest exists.
- Disclosure or use of confidential company information for personal profit and/or advantage.
- Outside employment, directly or through an intermediary, which can or will adversely affect your productivity or availability for your position here, including employment by competitors.
This list is not intended to be used as a substitute for good judgment. If you find yourself in a situation which may possibly give rise to a conflict of interest, immediate disclosure must be made to the President in order to protect the interest of both the company and yourself.
disciplinary action
Formal disciplinary action will be taken with an employee in the event the manager determines it necessary. Disciplinary action may include verbal or written reprimand or leave without pay. Specific information regarding the conduct or performance of the employee which is an issue may be documented whether on a formal performance review, disciplinary notice forms, or in a separate memo to his/her personnel file.
The manager may first advise an employee verbally if he/she is not performing to acceptable standards. If satisfactory improvements are not exhibited after a verbal warning, a written warning may be given to the employee for review and action.
In instances where a written reprimand is deemed appropriate the written documentation will be discussed in a face-to-face meeting with the employee and manager. Employees are provided an opportunity to respond. Employees will be asked to sign written disciplinary notice forms.
If the employee does not substantially improve the conduct or performance which prompted disciplinary action, or where, in the discretion of management, preliminary warnings are not warranted, further action will be taken, which may include termination.
The manager may first advise an employee verbally if he/she is not performing to acceptable standards. If satisfactory improvements are not exhibited after a verbal warning, a written warning may be given to the employee for review and action.
In instances where a written reprimand is deemed appropriate the written documentation will be discussed in a face-to-face meeting with the employee and manager. Employees are provided an opportunity to respond. Employees will be asked to sign written disciplinary notice forms.
If the employee does not substantially improve the conduct or performance which prompted disciplinary action, or where, in the discretion of management, preliminary warnings are not warranted, further action will be taken, which may include termination.
employee problem resolution
As an employee of Altitude and an important member of our team, we are concerned that your on-the-job problems are brought to our attention. Many problems tend to arise out of misunderstandings or lack of complete information. If problems are kept hidden, they tend to fester and to grow out of proportion to their seriousness. If you feel there are work-related problems, have any complaints, requests or constructive criticism, the best approach is to discuss the situation with management.
The following steps are suggested:
The following steps are suggested:
- Talk to your manager
- If you feel you have not received a satisfactory explanation or decision from your Manager, you should speak with the President.
promotions and transfers
Whenever possible, job vacancies will be filled by promoting or transferring qualified and available employees within the company. However, because of legal requirements and the levels of education and other qualifications required for many positions, promotions from within are not always possible.
Transfer/promotion will take into consideration the employee’s performance, knowledge, training, experience and capacity for leadership as evidenced in daily work. In all cases, an employee’s desires are considered, but the needs of the company must take priority.
It is important to realize that in normal promotions, an individual must be ready to step in and do the required job immediately. Occasionally, an employee may be assigned in an acting capacity for a learning period to demonstrate capabilities before a final decision is made on the assignment.
Transfer/promotion will take into consideration the employee’s performance, knowledge, training, experience and capacity for leadership as evidenced in daily work. In all cases, an employee’s desires are considered, but the needs of the company must take priority.
It is important to realize that in normal promotions, an individual must be ready to step in and do the required job immediately. Occasionally, an employee may be assigned in an acting capacity for a learning period to demonstrate capabilities before a final decision is made on the assignment.
treatment policy
Here at Altitude, our policy is that treatments are performed 100% of the time with the door to the treatment room open. Patients can change with the door closed, however when the PT/front desk are in a room with the patient, the door must remain ajar.
hours of work
You will be advised on your working hours upon date of hire. Any changes to the schedule will be announced.
overtime
While every effort is made to assign work, so it can be completed in the course of a normal work day, working extended hours may be required during times of heavy caseloads. Overtime is NOT paid when working beyond the customary work week for exempt employees.
salary
Salaries are based on past contribution to the company. Management encourages salaries to be renegotiated annually for cost of living and/or job performance raises. Scheduling such negotiations with management is the sole responsibility of the employee.
attendance and punctuality
The efficient achievement of work schedules requires regular attendance and punctuality on the part of everyone. Therefore, good attendance is an essential element in job performance and is a determining factor in considering pay increases, transfers and promotions. A poor attendance record or excessive leave of absence, regardless of the cause, may result in disciplinary action, up to and including termination.
An absence is the failure to report to work at the scheduled starting time and is defined as lost time (partial or full day) due to illness, injury, personal reason, or other reasons for which the company is not responsible.
If you know in advance you will be absent, make the necessary arrangements with the Director.
If you are absent three consecutive days without notification to the company of the reasons for the anticipated length of absence, you will be considered to have voluntarily resigned with or without further notification from the company.
After you have notified the company that you will be absent for an extended period of one week or more due to a serious illness or injury, you must speak to the Human Resources Administrator a minimum of once each week on Mondays. This policy is necessary only to assist in scheduling your work until you are able to return.
A physician’s statement may be required, at the company’s discretion, for any absence due to illness or injury. Failure to comply with such a request will result in disciplinary action, up to termination. The company may also request a statement from a company appointed physician at company expense.
An absence is the failure to report to work at the scheduled starting time and is defined as lost time (partial or full day) due to illness, injury, personal reason, or other reasons for which the company is not responsible.
If you know in advance you will be absent, make the necessary arrangements with the Director.
If you are absent three consecutive days without notification to the company of the reasons for the anticipated length of absence, you will be considered to have voluntarily resigned with or without further notification from the company.
After you have notified the company that you will be absent for an extended period of one week or more due to a serious illness or injury, you must speak to the Human Resources Administrator a minimum of once each week on Mondays. This policy is necessary only to assist in scheduling your work until you are able to return.
A physician’s statement may be required, at the company’s discretion, for any absence due to illness or injury. Failure to comply with such a request will result in disciplinary action, up to termination. The company may also request a statement from a company appointed physician at company expense.
emergency absence
In the event you are absent due to an emergency, such as sudden illness or hospitalization, etc., the Director must be notified either by you or by the individual designated by you as your emergency contact. This notification should be made within twenty-four (24) hours of emergency occurrence.
employment guidelines
categories of employment
Altitude has established various categories of employment to meet its operating needs and permit options in hiring employees.
All employees are to be classified into one of the following categories.
All employees are to be classified into one of the following categories.
- Full time: Employees hired for regular, continuous service and scheduled to work thirty-two (32) hours per week or more.
- Part time: Employees hired for regular, continuous service and scheduled to work less than thirty-two (32) hours per week
- Casual: Employees hired on a day-to-day or “as needed basis”
exempt/non-exempt status
Depending upon an employee’s pay level, combined with the employee’s job duties and responsibilities, each employee is classified as either “Exempt or Non-Exempt” for payroll purposes. These two terms refer to whether an employee is exempt from the overtime provisions of applicable State and Federal Laws.
Exempt Status
Employees whose positions and salary levels meet the necessary legal requirements are classified as “Exempt.” Exempt employees are not covered by State and Federal overtime provisions and, therefore, are not paid overtime pay even though they may work more than eight (8) hours in a day or forty (40) hours in a week from time to time. Exempt employees also do not lose pay for incidental time away from the job.
Non-Exempt Status
Employees whose positions and pay levels do not meet certain legal requirements necessary for exemption from the applicable overtime laws are classified “Non-Exempt.” Non-Exempt employees are required by these laws to be paid premium overtime rates for each hour of daily or weekly overtime they work. The overtime rates are specified by law.
Exempt Status
Employees whose positions and salary levels meet the necessary legal requirements are classified as “Exempt.” Exempt employees are not covered by State and Federal overtime provisions and, therefore, are not paid overtime pay even though they may work more than eight (8) hours in a day or forty (40) hours in a week from time to time. Exempt employees also do not lose pay for incidental time away from the job.
Non-Exempt Status
Employees whose positions and pay levels do not meet certain legal requirements necessary for exemption from the applicable overtime laws are classified “Non-Exempt.” Non-Exempt employees are required by these laws to be paid premium overtime rates for each hour of daily or weekly overtime they work. The overtime rates are specified by law.
re-employment/reinstatement
Any former employee may be eligible for rehire unless it is indicated to the contrary on the employee’s prior termination paperwork. Consideration shall be given to factors concerning his or her work experience, work record, and circumstances involving the prior separation from the company.
The Directors must review each candidate for rehire before a final determination is made with respect to rehiring any former employee. Under normal circumstances, employees will not be eligible for rehire more than one time.
The Directors must review each candidate for rehire before a final determination is made with respect to rehiring any former employee. Under normal circumstances, employees will not be eligible for rehire more than one time.
working hours
Altitude employee work schedules are determined by Managers/Directors. Adherence to the schedule is the employee’s sole responsibility. Any changes or additions must be pre-approved by the management.
In accordance with Federal and State regulations, non-exempt employees are entitled to two (2) paid 15-minute rest periods each day and are scheduled by your supervisor. You and your supervisor should work together to conveniently schedule these breaks half-way between starting time and lunch break, and the hours between lunch and day’s end. Lunch breaks will also be scheduled by your supervisor.
In accordance with Federal and State regulations, non-exempt employees are entitled to two (2) paid 15-minute rest periods each day and are scheduled by your supervisor. You and your supervisor should work together to conveniently schedule these breaks half-way between starting time and lunch break, and the hours between lunch and day’s end. Lunch breaks will also be scheduled by your supervisor.
time keeping
All non-exempt employees must record their attendance on time cards when they arrive for work, leave for and return from meals, and when they leave. Salaries are computed based on time card entries and must be signed, in ink, by the employee and Manager for payment. You may not, under any circumstances, record another employee’s time, nor ask another employee to record your time. This is violation of company policy and ground for dismissal, at the discretion of the company.
payroll
Employees are paid on the 15th and the last day of each month. Your check represents payment for work performed the preceding payroll period.
payroll deductions
By law, the following statutory deductions are made from employee payroll checks:
Federal Income Tax Withholding
State Income Tax Withholding
Colorado State Disability Insurance (SDI)
Social Security (FICA)
Medicare
Income taxes are based on marital status and number of dependents; therefore, it is in your own best interest to keep management informed of changes in current status.
You must sign a withholding authorization for any withholding which are not statutory.
Federal Income Tax Withholding
State Income Tax Withholding
Colorado State Disability Insurance (SDI)
Social Security (FICA)
Medicare
Income taxes are based on marital status and number of dependents; therefore, it is in your own best interest to keep management informed of changes in current status.
You must sign a withholding authorization for any withholding which are not statutory.
garnishment of wages
Normally, Altitude does not assist creditors in collection of personal debts. However, under certain legal procedures such as garnishments, levies and judgments filed by the appropriate legal court or service, the company is required to take action. If an employee’s salary is attached, we must withhold a specified amount of earnings. Employees are notified if such garnishment has occurred.
safety & acccidents-worker's compensation
Responsibilities
Altitude strives to maintain safe working conditions for all employees. Therefore, upon initial date of hire, employees will review the Altitude safety manual.
The success of any safety program depends upon the safety consciousness and intelligent cooperation of everyone. The principal responsibility for safety rests with each employee. It is up to you to think safety and work safely. Report any potential or actual safety hazards to your manager/supervisor so that corrective action may be taken.
Reporting Injuries
You must report any on-the-job injury or illness, no matter how minor, to your manager immediately so that it may be treated as required, and so the necessary reports can be submitted to the State Workers’ Compensation insurance carrier.
Safety Guidelines
(See the Altitude Injury & Illness Prevention Plan)
Altitude strives to maintain safe working conditions for all employees. Therefore, upon initial date of hire, employees will review the Altitude safety manual.
The success of any safety program depends upon the safety consciousness and intelligent cooperation of everyone. The principal responsibility for safety rests with each employee. It is up to you to think safety and work safely. Report any potential or actual safety hazards to your manager/supervisor so that corrective action may be taken.
Reporting Injuries
You must report any on-the-job injury or illness, no matter how minor, to your manager immediately so that it may be treated as required, and so the necessary reports can be submitted to the State Workers’ Compensation insurance carrier.
Safety Guidelines
(See the Altitude Injury & Illness Prevention Plan)
employee development
salary policy
Altitude is dedicated to excellence. It is company policy to pay wages that reward excellence and are competitive based on skill, performance, and responsibility.
Accordingly, salary increases are based on merit in conjunction with performance evaluation. In addition, employees who strive for excellence and perform to and beyond our high standards may be rewarded with interim and discretionary salary adjustments and bonuses.
Accordingly, salary increases are based on merit in conjunction with performance evaluation. In addition, employees who strive for excellence and perform to and beyond our high standards may be rewarded with interim and discretionary salary adjustments and bonuses.
employee development
Employees are encouraged to increase and broaden their professional skills and knowledge through continued education. Assistance in defraying the costs of this further education is offered to employees for course work which will contribute to the employee’s value to the company. To be eligible for educational reimbursement, approval must be obtained from management prior to registration.
Full time professional employees (with greater than 6 months of employment) are entitled to continuing education benefits totaling one thousand dollars ($1,000.00) per calendar year. If your date of hire is mid-year, the amount will be prorated. These monies are designated toward the registration fee and transportation. The employee is responsible for food and entertainment.
Employees are paid for days missed from work when attending continuing education seminars, lectures, or conventions. All receipts must be retained and submitted to the company for reimbursement. If your continuing education course falls on your day off/over the weekend, you can take a day off after the course.
The purchase of textbooks is not permitted with continuing education monies. Text books can be purchased at the discretion of management and said text books then become property of the company.
Requests for reimbursement, along with evidence of completion, should be submitted to the manager for approval.
It is the employee’s responsibility to submit evidence of completion to receive reimbursement of a previously approved course. Evidence in the form of official grade reports or certifications are acceptable.
Full time professional employees (with greater than 6 months of employment) are entitled to continuing education benefits totaling one thousand dollars ($1,000.00) per calendar year. If your date of hire is mid-year, the amount will be prorated. These monies are designated toward the registration fee and transportation. The employee is responsible for food and entertainment.
Employees are paid for days missed from work when attending continuing education seminars, lectures, or conventions. All receipts must be retained and submitted to the company for reimbursement. If your continuing education course falls on your day off/over the weekend, you can take a day off after the course.
The purchase of textbooks is not permitted with continuing education monies. Text books can be purchased at the discretion of management and said text books then become property of the company.
Requests for reimbursement, along with evidence of completion, should be submitted to the manager for approval.
It is the employee’s responsibility to submit evidence of completion to receive reimbursement of a previously approved course. Evidence in the form of official grade reports or certifications are acceptable.
general practices (profile of excellence)
individual responsibility
At Altitude you are part of a team and as such your actions are a direct reflection on the company. Not only do we provide physical therapy, but we also provide a service to the community. Good client relations are everyone’s responsibility. Customers must always be treated politely and with respect. It is essential that employees dress and groom appropriately since we deal directly with the public.
For your protection and that of your co-workers, you must be safety conscious and comply with all safety rules and policies.
For your protection and that of your co-workers, you must be safety conscious and comply with all safety rules and policies.
housekeeping and maintenance of work areas
All employees share in a responsibility to maintain work areas in a neat and sanitary manner. Thus, work areas must be kept clean and orderly at all times. Personal belongings should be placed in areas which have been designated for such articles and not left in the work area. Food and beverage not consumed must be disposed of immediately, along with wrappers and containers. In addition, it is expected that all personnel contribute to keeping restrooms and the kitchen area neat and clean.
integrity
- Arrives in time for each shift
- Demonstrates complete honesty in handling money and patient/Altitude information
- Demonstrates ability to find something constructive and useful to do at all times – including any slow times.
- Does not waste company resources.
relationships with others
- Works cooperatively with manager/supervisor and is willing to take direction and follow through.
- Works cooperatively with co-workers.
- Communicates questions, concerns, suggestions to management and co-workers for the betterment of the company; does not “suffer in silence.”
appearance & grooming
Altitude is a public service company. Since we deal directly with our clients, it is essential the employees dress and groom appropriately. Management requires clinical personnel to wear long slacks while office personnel are allowed long slacks, dresses and/or skirts where appropriate. The company may provide shirts and jackets which are to be worn in the clinic and/or at athletic contests.
T-shirts are prohibited. If an employee reports to work inappropriately dressed or groomed, he/she will be sent home with instructions on how to change his/her appearance. In such a circumstance, the employee will not be compensated for the time away from the job. Repeated failures to dress or groom appropriately will lead to disciplinary action or termination.
T-shirts are prohibited. If an employee reports to work inappropriately dressed or groomed, he/she will be sent home with instructions on how to change his/her appearance. In such a circumstance, the employee will not be compensated for the time away from the job. Repeated failures to dress or groom appropriately will lead to disciplinary action or termination.
office equipment
Office equipment is to be used only for conducting company business and not to be used for personal purposes. Repairs and maintenance are handled routinely by the company. Equipment failure should be reported to management.
telephone communications
One of the most important aspects of client communications is that which takes place over the telephone. First impressions are very important in every relationship, and the way our office staff handles calls with our clients is of utmost concern to the practice. Please always make every effort to be courteous, friendly, and helpful.
Employees are requested to keep all personal phone calls to a minimum. Under no circumstances should an employee make or charge a long-distance call to the company unless it is work related.
Employees are requested to keep all personal phone calls to a minimum. Under no circumstances should an employee make or charge a long-distance call to the company unless it is work related.
personal information
State Law requires the company maintain accurate, up-to-date personal information on file. Employees must notify the Human Resource Administrator immediately for any of the following reasons:
- New telephone number
- New address
- Change of name
- Change of marital status
- Change in dependent status
- Change in emergency contact information
- Change in specified medical conditions, i.e., allergy to medications
personnel files
Altitude maintains up-to-date personnel files on all employees. It is important to keep your records timely because this information is used for benefit administration, insurance notices, notification in case of emergency, etc. We respect your right to have the information on your records treated confidentially.
bulletin boards
Bulletin boards are used to display legally required documents and to provide you with information about job opportunities, safety programs, changes in the company, or information of general interest. Personal notices are not permitted to be posted
problem solving procedure
Altitude affirms your right to bring forward problems or complaints to the manager, and to review them with progressively higher levels of management, if necessary. To encourage this approach to problem solving, the company has established the following procedure:
You will be able to use this procedure without any fear of reprisal or negative results for pursuing problems beyond your immediate Supervisor.
- First, you should discuss the issue privately with your immediate Supervisor.
- If your immediate Supervisor cannot resolve the issue, you should meet privately with a Director.
- Only if the matter is personal, and you would not feel comfortable about discussing it with your immediate Supervisor, or a Director, you should go directly to the President.
- All responses from the Supervisor, Director or President will be made in a timely fashion, normally within five (5) working days.
You will be able to use this procedure without any fear of reprisal or negative results for pursuing problems beyond your immediate Supervisor.
standards of conduct
Every organization has certain guidelines which are developed to reflect good business practices. In establishing any rules of conduct, the company has no intention of restricting the personal rights or any individual; rather, we wish to define the guidelines that protect the rights of all employees and to ensure maximum understanding and cooperation.
It is expected that each employee will use common sense and observe generally accepted standards of proper behavior while at work. However, to provide employees some guidance concerning unacceptable behavior, the following are some examples of types of conduct that are considered impermissible.
The list that follows is to be used as a guide and is inconclusive. Employees who engage in misconduct or whose performance is unsatisfactory may be subject to disciplinary action, possibly including termination.
It is expected that each employee will use common sense and observe generally accepted standards of proper behavior while at work. However, to provide employees some guidance concerning unacceptable behavior, the following are some examples of types of conduct that are considered impermissible.
The list that follows is to be used as a guide and is inconclusive. Employees who engage in misconduct or whose performance is unsatisfactory may be subject to disciplinary action, possibly including termination.
- Insubordination, including failure to follow instructions or your supervisor.
- Sabotage
- Deliberate damage or theft of company property and property belonging to fellow employees.
- Misuse, unauthorized removal, disclosure or destruction of company records, or confidential information.
- Falsification of company records.
- Possession of weapons, explosives, and firearms on Altitude property.
- Possession or using alcohol or other illegal non-prescribed drugs on company property.
- Fighting or disorderly conduct while on company property.
- Immoral conduct or indecency.
- Unwarranted tardiness or an unreasonable number or absences, as well as repeated failure to report absences.
- Threatening, intimidating, or coercing fellow employees or customers.
- Willful, deliberate, or continued violations or disregard of safety rules and practices.
- Sexual harassment or other unlawful harassment of another employee.
- Obtaining employment based on false or misleading information, or in any way falsifying your written application, personnel records or other company or other company records.
- Smoking in any unauthorized area.
- Recording another employee’s time on their time card or sheet or permitting anyone else to record time.
- Any violation of the Altitude employee discount policy.
security
Security of company property, the employees, and its clients, along with their belongings, is a prime concern of the company and a shared responsibility with all personnel.
To maximize security, we have the following requirements:
However, the company cannot assume responsibility for the loss or theft of personal belongings; and, employees are advised not to carry large sums of cash or other valuables with them when they come to work.
To maximize security, we have the following requirements:
- Employees are assigned keys for access to the facility on an as-needed basis. These keys are the sole responsibility of the employee and are the property of the company. If an employee resigns or is terminated, the keys must be surrendered on demand.
- The personnel working the closing shift are responsible for securing the facility. All doors must be securely locked, and alarms must be set.
- Advise all clients that we are not responsible for lost or stolen articles and not to leave valuables unattended.
- Patients frequently bring spouses, siblings, and friends to the facility. It is highly advised these people remain in the waiting area. This will leave ample room for employees and patients to work together, and it is an insurance liability.
- The company requests that a parent or legal guardian be present during initial evaluations of a minor performed by any staff member, regardless of age or sex.
- It is the policy of the company to assist its employees in safeguarding their personal property while at work.
However, the company cannot assume responsibility for the loss or theft of personal belongings; and, employees are advised not to carry large sums of cash or other valuables with them when they come to work.
termination of employment
We hope your association with our company will be enjoyable and rewarding, but the company makes no promise of the continuity of length of employment. Just as an employee has the right to leave the company for any reason, the company reserves the right to terminate employees with or without cause and with or without notice.
If you decide to end your employment with Altitude, we ask that you give at least two weeks notice. This provides us with the opportunity to make the needed adjustments to minimize the effect on work schedules.
A company-initiated discharge for cause may be on the spot without notice. Some examples for cause include, but are not limited to, such incidents as intoxication, fighting, refusal to obey orders, theft or fraud, serious violation of a safety or other company policies.
Unexpected reductions in workload or changes in operations may make it necessary to decrease the number or employees by a layoff. Important factors affecting layoff and recall decisions include qualification, performance and length of service with the company. Where feasible, notice will be provided. An employee who is involved in a layoff may be called back to work if work levels require his or her services.
If you decide to end your employment with Altitude, we ask that you give at least two weeks notice. This provides us with the opportunity to make the needed adjustments to minimize the effect on work schedules.
A company-initiated discharge for cause may be on the spot without notice. Some examples for cause include, but are not limited to, such incidents as intoxication, fighting, refusal to obey orders, theft or fraud, serious violation of a safety or other company policies.
Unexpected reductions in workload or changes in operations may make it necessary to decrease the number or employees by a layoff. Important factors affecting layoff and recall decisions include qualification, performance and length of service with the company. Where feasible, notice will be provided. An employee who is involved in a layoff may be called back to work if work levels require his or her services.
termination and staff reductions
Management will do everything in its power to provide continuous employment for all of its employees. However, when adverse conditions jeopardize the company’s financial or operational well being, it may need to take necessary action to reduce the workforce. We will attempt to prevent such reductions through careful planning and effective promotional programs.
General Policy. It is company policy to process terminations according to the following standard procedures:
General Policy. It is company policy to process terminations according to the following standard procedures:
- To ensure the consistent and equitable treatment of terminating employees.
- To reclaim any company property.
- To arrange for distribution of final paychecks.
Definitions: - Resigned - Voluntary termination initiated by the employee for such reasons as other employment, returning to school, leaving the area, staying home, or dissatisfaction with pay or working condition.
- With Notice – Notification of intent to resign should be given at least two (2) weeks prior to desired termination date.
- Without Insufficient Notice – Notification of intent to resign is given without providing the desired two (2) weeks notice, or, employee is absent, without notice, for two (2) consecutive scheduled work days; you fail to report to at the end of an approved leave of absence; you fail to call in to report an absence for the second time.
- Released - Involuntary termination initiated by the company due to the inability of the employee to satisfactorily perform the duties of his/her position for reasons of job inaptitude, violation of standards of conduct, violation of safety rules, or lack of work.
involuntary termination
An involuntary termination is one that is initiated by the company. The process of involuntary termination places certain obligations on the company to attempt to follow the procedure outlined in this handbook. The employee will be fully informed concerning the specific reason(s) for termination. However, it must be remembered that the employment relationship is based upon the mutual consent of the employee and the company. Also, current law specifies that either the employee of the company can terminate the employment relationship at will, at any time, for any reason, upon notice of either party to the other. The date of separation is the employee’s last day worked.
workforce reductions and organizations
If the company determines that a reduction in force is required for economic reasons, a reorganization, or other consideration, employees will be selected for administrative termination carefully to follow our Equal Employment Opportunity policy in this handbook.
Administrative terminations may be implemented on a company-wide basis or in one or more departments, work groups, or job classifications.
Administration terminations will be based on a combination of factors, including but not necessarily limited to, past performance and productivity, qualifications, attitude, and attendance. In cases where all other factors are deemed by the company to be reasonably equal, length of service with the company will be the deciding factor in determining who will be retained.
Unless notified in writing to the contrary, employees should understand that all administrative terminations are considered permanent, and that the company is under no obligation to notify administratively terminated employees of future job openings.
Administrative terminations may be implemented on a company-wide basis or in one or more departments, work groups, or job classifications.
Administration terminations will be based on a combination of factors, including but not necessarily limited to, past performance and productivity, qualifications, attitude, and attendance. In cases where all other factors are deemed by the company to be reasonably equal, length of service with the company will be the deciding factor in determining who will be retained.
Unless notified in writing to the contrary, employees should understand that all administrative terminations are considered permanent, and that the company is under no obligation to notify administratively terminated employees of future job openings.
final pay
All terminating employees will be paid in full in accordance with State Labor Law requirements. All compensation due employee involved in an involuntary termination will, by state law, be paid immediately on the last day of employment. All final compensation due an employee voluntarily terminating will be paid to the employee on the last day of employment, providing the employee gave the company at least seventy-two (72) hours of the time that the employee notified the company of the resignation.
company issued property
It is the responsibility of any terminating employee to return all company property issued to him or her at any time during the term of employment that has not previously been returned to the company. This would include, but not necessarily be limited to, the employee handbook, tools, equipment, keys, etc. All such property must be returned to the manager on or before the date of termination.
closing remarks
The success of Altitude depends on developing the skill and knowledge of each employee to meet ever-expanding challenges. You are encouraged to take individual responsibility to improve performance of your present duties and to grow in your assigned job. Advancement depends on your desire, capabilities, individual performance and needs of the company. The future belongs to those who plan and prepare themselves. We at Altitude feel that our future, as well as yours, is in your hands. How well you accept the challenge and responsibility is up to you.