Section 5: Employee Benefits & Perks
5.0 Company Equipment
For employees to be successful on the job, the Company provides a variety of supplies, equipment, materials and tools for work (such as furniture, office supplies and equipment). Employees are responsible for the proper care and use of Company equipment and supplies.
Any damaged or unsafe equipment, repairs, and replacements should be reported to your supervisor immediately. No property, including patient charts and lost-and-found items, may be removed from the premises without the proper approval from an authorized member of the leadership team.
5.1 Employee Health Plan
River Rock Behavioral health provides a medical health plan to all employees who are considered full-time. The Company will pay for 50% of the cost for the employee’s health insurance premium; employees are expected to pay 100% of the insurance premium for any dependents that may be added to their health plan.
5.2 Retirement Plan
Employees who have reached their eligibility date may elect to join a company IRA retirement plan. The Company will match eligible contributions up to 3% of employee salary.
5.3 Workers Compensation
Reporting Workplace Accidents and Incidents
Any employee who is injured on the job, no matter how slightly, must report the incident immediately to their supervisor. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize an employee’s claim.
As a caring and concerned member of the team, employees should alert their supervisor or another member of the leadership team to any condition that could lead to or contribute to an employee accident.
Employees often get together outside of work, and outside of working hours. Neither the Company, nor the workers' compensation insurance carrier, will be liable for the payment of workers' compensation benefits for injuries that occur during an employee's voluntary participation in any non-work-related optional, off-duty recreational, social, or athletic activity, even if sponsored by the Company.
5.4 Telecommuting, Hybrid & Remote Work
Telecommuting (“remote work” or “working from home”) and hybrid work is a cooperative work arrangement that allows eligible employees to work at home for all or part of their workweek. The Company considers telecommuting to be a viable, flexible work option when both the employee and the job are suited to such an arrangement. Employees are expected to have at least 40% of their billable hours completed in office. This could translate to 2 out of 5 days of a typical work week being spent in the office / seeing clients. Alternative arrangements can be made as needed for working remotely and should be discussed with the Company owner. If a therapist needs to switch to telehealth on a day that they usually see clients in the office, they are expected to contact the clients themselves barring any emergency or illness that would prevent them from doing so (in which case, administration can help contact clients).
Eligibility
Before entering into any telecommuting or hybrid agreement, the requesting employee and their direct supervisor must evaluate the suitability of such an arrangement, reviewing the following areas:
General suitability. The employee and their direct supervisor will assess the needs and work habits of the employee, compared to traits customarily recognized as appropriate for successful telecommuters.
Employee performance. The employee has demonstrated sustained high performance and when the employee’s direct supervisor believes the employee can maintain the expected quantity and quality of work while telecommuting.
Job responsibilities. The employee and their direct supervisor will discuss the job responsibilities and determine if the job is appropriate for a telecommuting arrangement.
Impact on the department. The department can maintain quality of service for clients and team members while the employee telecommutes.
Equipment needs, workspace design considerations, and scheduling issues. The employee and their supervisor will review the physical workspace needs and the appropriate location for the telework.
Evaluation of Telecommute/Hybrid Work
Evaluation of telecommuter performance will include regular contact and interaction by phone, video conference, and e-mail between the employee and their direct supervisor, including required weekly virtual face-to-face meetings via video conference to openly discuss work progress and any issues or concerns, and potential solutions.
Equipment
River Rock Behavioral Health supplies each employee with a laptop that can be used in the office or while telecommuting. Generally, employees are required to provide any additional necessary, approved equipment needed to perform work from home, such as internet modems and/or routers. Equipment supplied by the employee, if deemed appropriate by the organization, must be adequately maintained by the employee. The Company accepts no responsibility for damage or repairs to employee-owned equipment that is used in the course of their work at home:
The Company reserves the right to make determinations as to appropriate equipment, which is subject to change at any time.
When the Company provides a telecommuting employee with Company property, the telecommuter must maintain, sign and submit an inventory of all company property received and agree to take appropriate action to protect the items from damage or theft. This inventory list must be updated immediately when inventory changes.
Upon termination of employment, all Company property will be returned to the company unless other arrangements have been made and are documented in writing.
Work Environment
Each telecommuting employee must establish and consistently maintain an appropriate, productive work environment within their home for work purposes. The Company is not responsible for costs associated with the setup of the employee's home office, such as remodeling, furniture, or lighting, nor for repairs or modifications to the home office space.
Security
Maintaining ongoing security of sensitive, private, confidential, and/or protected Company information must be a top priority for telecommuters. Consistent with the organization's expectations of information security for employees working at the office, telecommuting employees will be expected to protect the proprietary company and customer information accessible from their home office or any alternative work location. Steps include the use of locked file cabinets and desks, regular password maintenance, and any other measures appropriate for the job and the environment.
Home Office Safety
Employees are expected to maintain their home workspace in a safe manner, free from safety hazards.
Balancing Work and Personal Needs
Regular telecommuting is not designed to be a replacement for appropriate child care. Although an individual employee's schedule may be modified to accommodate family care needs, the focus of the arrangement must remain on job performance and meeting business demands. Prospective telecommuters are encouraged to discuss expectations of telecommuting with family members prior to entering a trial period.
Similar to employees who work in the office, telecommuting employees are encouraged to schedule their personal appointments during out-of-work hours in order to minimize disruptions in the business.
Time Worked & Time Keeping
Telecommuting employees are required to accurately record all hours worked using the Company’s prescribed time-keeping procedure and system. Telecommuting employees who anticipate working hours in excess of those scheduled per day and per workweek should seek the advance approval of their direct supervisor. Employees should refer to the Company’s policies or speak with their direct supervisor if they have questions about recording time worked while telecommuting. Failure to comply with this requirement may result in the immediate termination of the telecommuting agreement.
Tax and Legal Implications
The employee must determine and comply with any and all known tax or legal implications under IRS, state, and local government laws and/or restrictions of working out of a home-based office.
Ad Hoc, As-Needed Telecommute Arrangements
Ad hoc or temporary telecommuting arrangements may be approved for employees who do not normally telecommute in circumstances such as inclement weather, public health emergencies, special projects, or business travel. Employees should discuss these arrangements with their direct supervisor, or the CEO. These arrangements are approved on an as-needed basis only, with no expectation of ongoing continuance. All scheduling changes, whether temporary or permanent, should also be communicated to administrative staff.
Other informal, short-term arrangements may be made for employees on family or medical leave to the extent practical for the employee and the organization and with the consent of the employee's health care provider, if appropriate.
5.5 Expense Reimbursement
The purpose of this policy is to define approved employee business-related expenses and the authority for incurring and approving such expenses.
Approved business expenses are the reasonable and necessary expenses incurred by employees to achieve legitimate business purposes that are not covered by normal Company procurement and purchasing processes. Any business expenses must be approved in advance of purchase in order to be eligible for reimbursement.
Licensure and Continuing Education
The company pays for costs associated with license renewal as well as access to continuing education materials through a continuing education subscription. Please note: if you choose to purchase continuing education materials outside of what is provided by River Rock, you are assuming financial responsibility for said material and credits.
Business Meetings (Company-Sponsored Events and Meetings)
The Company pays for expenses necessary to achieve a valid business purpose when meetings are held with customers, vendors, or other Company employees.
Employee Expense Reporting
Employees must follow the reimbursement procedure provided in this Policy to be reimbursed for any job-required expenditures. To receive reimbursement and eligible expenses, employees must submit a completed Expense Reimbursement Form along with attached receipts for actual incurred expenditures to Payroll within thirty (30) calendar days of incurring the expense. If any expenditure is foreseeable (we believe that almost all expenses incurred on behalf of the Company will be foreseeable), the employee must provide an estimate to, and receive advance approval for, the expenditure from their supervisor.
Employees who comply with this policy will be reimbursed by the next regular payroll date after the reimbursement is processed.
5.6 Employee Parking
There is ample employee parking available in the rear parking lot for the building. Rear access to the building is available through a locked door that can be opened with the building key. The rear lot can be accessed from Sappington Road.
Please do not park in the front of the building, as these spots are designated for client and customer use. There are no assigned or designated parking spots, and parking is free for daily use. Employee vehicles should not be parked overnight except in extenuating circumstances. The Company is not responsible for any damage or theft to employee vehicles while using the shared parking lot.
