WellNecessities

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WellNecessities

• Welcome!!!

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Agenda/Topics to Be Covered

• History Mission of WellNecessities
• Company Products/Services
• Whos Who at WellNecessities
• Office Addresses Phone Numbers

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Agenda/Topics to Be Covered

• Company Standards Policies
• Equal Employment Opportunity
• Cultural Diversity
• Americans with Disabilities Act (ADA)
• Harassment
• Drug Free Workplace
• Family Medical Leave Act (FMLA)
• Driver Safety
• Introductory Period
• Hours
• Clocking In Clocking Out
• Lateness
• Attendance
• Overtime Makeup Time

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Agenda/Topics to Be Covered

• Performance Expectations, Goals, Appraisals
• Parking
• Pay
• Benefits Review
• Other Resources

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History of WellNecessities

• Owner/CEO Lea Desmarteau
• Founded in March 1993 when Lea recognized the
  need for sleep testing in infants and children in
  the Ark-La-Tex.
• Business increased when she also began performing
  studies on adults.
• Lea recognized the need to hire and train
  additional staff.
• Expanded in the Texas market with contracts in
  both Austin and Dallas, TX in October 2001.

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Mission of WellNecessities

• WellNecessities is a nationally recognized,
  clinically based wellness company. We offer
  innovative products, education, and services in a
  dignified and modern environment to support a
  healthy lifestyle. The hallmarks of our company
  are sleep diagnostics, home medical equipment,
  wellness related products, and unique gifts. Our
  customers are individuals and health care
  providers who seek a comprehensive and fresh
  approach to wellness.
• They choose WellNecessities for VitalSleep,
  VitalTools, and VitalSolutionsfor Life

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Company Products/Services

• Sleep Diagnostics
• Home Medical Equipment
• Compounding Pharmacy

• Retail Showroom
• Aromatherapy
• Relaxation
• Mattresses
• Bedding
• Books
• Gifts
• Coffee Shop

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Whos Who at WellNecessitiesCorporate Staff

• Lea Desmarteau, Owner/CEO
• Doug Terrell, Chief Operations Officer
• Katrina Warren, Director of Clinical Services
• Miranda Hardy, Human Resources Coordinator
• Caley Poovey, Administrative Assistant
• Anthony Smith, IT Manager

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Office Addresses Phone Numbers

• WellNecessities
• 8835 Line Avenue, Suite 500
• Shreveport, LA 71106
• Phone [phone]
• Fax [phone]
• Toll Free 800-892-9994
• VitalSleep of Austin
• NAMC
• 1221 Mopac Expressway N.
• Austin, TX 78758-2483
• Phone [phone]
• Fax [phone]
• WellNecessities of Dallas
• One Glen Lakes
• 8140 Walnut Hill Lane, Suite 650
• Dallas, TX 75231

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Company Standards Policies

• Responsibility when dealing with patients,
  customers, and the public.
• The success of our business depends on the
  confidence and integrity of our staff.
• Patients and customers have the right to expect
  us to act in accordance with the highest
  standards of honesty, sincerity, and fairness.
• This summarizes our Company code.

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Equal Employment Opportunity

• We are an Equal Opportunity Employer.
• Employment is based upon personal capabilities
  and qualifications without discrimination because
  of race, color, religion, sex, age, national
  origin, disability, or any other protected
  characteristic as established by law.

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Cultural Diversity

• We acknowledge
• The unique contribution of people of diverse
  ethnic, racial, socioeconomic, religious, and
  cultural backgrounds.
• That all staff have the right to fulfill their
  potential in an environment of mutual respect.
• The opportunities and challenges inherent in
  cultural diversity and the tensions that can
  arise if cultural differences are associated with
  racism or exclusion.

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Cultural Diversity

• We are committed to an environment of
• Respect for ones self and others, regardless of
  economic status, intellectual or physical
  ability, sex, age, race, color, religion, creed,
  or ethnic origin.
• Respect for cultural difference.
• Respect for the economic, political, and social
  rights of others.
• Respect for the rights of others to seek and
  maintain their own identies.

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Americans with Disabilities Act (ADA)

• We are committed to complying with all applicable
  provisions of the ADA.
• It is our policy to
• Not discriminate against any qualified employee
  or applicant with regard to any terms or
  conditions of employment because of a disability
  or perceived disability.
• Provide reasonable accommodation to qualified
  individuals with a disability, as defined by the
  ADA, provided the accommodation does not
  constitute an undue hardship on the Company.

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Americans with Disabilities Act (ADA)

• Employees with a disability who believe they need
  a reasonable accommodation to perform the
  essential functions of their job should contact
  the Human Resource department.
• WellNecessities encourages individuals with
  disabilities to come forward and request
  reasonable accommodation.

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Harassment

• We are committed to a work environment in which
  all individuals are treated with respect and
  dignity.
• Each individual has the right to work in a
  professional atmosphere that promotes equal
  employment opportunities and prohibits
  discriminatory practices, including harassment.
• We expect all relationships among persons in the
  workplace will be business-like and free of bias,
  prejudice, and harassment

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Sexual Harassment

• Unwelcome sexual advances, requests for sexual
  favors, and other verbal or physical conduct of a
  sexual nature when, for example
• Submission to such conduct is made either
  explicitly or implicitly a term or condition of
  employment
• Submission to or rejection of such conduct is
  used as the basis for employment decisions or
• Such conduct has the purpose or effect of
  unreasonably interfering with an individuals
  work performance or creating an intimidating,
  hostile, or offensive working environment.

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Sexual Harassment

• May include both subtle and not so subtle
  behaviors.
• May involve individuals of the same or different
  gender.

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Examples of Possible Sexual and Sex-Based
Harrassment

• Unwanted sexual advances or requests for sexual
  favors
• Sexual jokes and innuendo
• Verbal abuse of a sexual nature
• Commentary about an individuals body, sexual
  prowess, or sexual deficiencies
• Leering, catcalls, or touching

• Insulting or obscene comments or gestures
• Display or circulation in the workplace of
  sexually suggestive objects or pictures
  (including through e-mail)
• Other physical, verbal, or visual conduct of a
  sexual nature
• A male manager yelling only at female employees
  a female manager yelling only at male employees

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Other Types of Harassment

• Verbal or physical conduct that denigrates or
  shows hostility or aversion toward an individual
  that
• Has the purpose or effect of creating an
  intimidating, hostile, or offensive work
  environment
• Has the purpose or effect of unreasonably
  interfering with an individuals work
  performance or
• Otherwise adversely affects an individuals
  employment opportunities.

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Other Types of Harassment

• These protected characteristics include
• Race
• Color
• Religion
• National Origin
• Age
• Disability
• Any other characteristic protected by law
• That of his/her relatives, friends, or associates

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Harassing Conduct May Include

• Epithets, slurs, or negative stereotyping
• Threatening, intimidating, or hostile acts
• Denigrating jokes

• Display or circulation in the workplace of
  written or graphic material that denigrates or
  shows hostility or aversion toward an individual
  or group (including through e-mail)

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Who Do Harassment Policies Apply To?

• To all applicants and employees
• Whether engaged in by fellow employees,
  supervisor or manager, or by someone not directly
  connected to the company, such as an outside
  vendor, customer, or patient.

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Retaliation and Complaint Procedure

• WellNecessities prohibits retaliation against any
  individual who reports discrimination or
  harassment or participates in an investigation of
  such reports. Such retaliation will be subject
  to disciplinary action.
• We strongly urge the reporting of all incidents
  of discrimination, harassment, and/or retaliation
  with the immediate supervisor or with the
  Director of Human Resources.
• Employees who have experienced conduct they
  believe is contrary to this policy have an
  obligation to take advantage of this complaint
  procedure.

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Drug Free Workplace

• WellNecessities has a vital interest in
  maintaining a safe, healthy, and efficient
  working environment for its employees, including
  a working environment free from the use of
  illegal drugs and alcohol as reasonably possible.

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Drug Free Workplace

• The sale, purchase, transfer, manufacture, use,
  or possession of intoxicants, alcohol, or an
  illegal drug while on or off Company property,
  during the course of work, is strictly prohibited
  and may be cause for dismissal.
• The sale, purchase, transfer, manufacture, use,
  or possession of drug paraphernalia while on or
  off Company property, during the course of work,
  is strictly prohibited and may be cause for
  dismissal.
• Reporting to work or working while on or off
  company property, with a detectable quantity of
  alcohol or illegal drugs in blood, urine, or
  breath alcohol is strictly prohibited and may be
  cause for dismissal.

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Drug Free Workplace

• An employee taking a prescribed narcotic or drug,
  which affects the employees ability to safely
  perform his/her duties, must advise his/her
  supervisor of its use and any potential side
  effects.
• Prior to employment, candidates who have been
  made a job offer will undergo drug screening,
  including rehires.

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Drug Free Workplace

• The presence of any detectable level of illegal
  and/or non-prescribed, controlled substance is
  prohibited and is cause for not extending an
  employment opportunity.
• An employee who tests positive for alcohol and/or
  drugs during the employees first sixty (60) days
  of employment will be discharged for violation of
  WellNecessities Drug Free Workplace Policy.

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Drug Free Workplace

• WellNecessities has the right to periodically
  perform random drug screenings on all staff.
• Evidence by behavior of being under the influence
  of drugs and/or alcohol while at work constitutes
  a violation of Company policy and will be
  considered cause for testing an employee for both
  drugs and alcohol.
• The company will offer any employee who
  voluntarily admits to drug dependence or
  alcoholism the opportunity for rehabilitation
  without jeopardizing his/her job or promotional
  opportunity.

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Family Medical Leave Act (FMLA)

• What is it?
• Requires companies with 50 or more employees to
  allow eligible employees to take up to 12 weeks
  of unpaid leave within any 12 month period for
  qualified family and medical events and to be
  restored to the same or equivalent position upon
  their return.

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Family Medical Leave Act (FMLA)

• Who is an eligible employee?
• Worked for WellNecessities for at least 12 months
  (which need not be consecutive)
• Worked for at least 1,250 hours in the 12
  calendar months immediately preceding the leave
• Be employed at a worksite that has 50 or more
  employees within a 75-mile radius
• Have a qualified reason for the leave.
• See Family Medical Leave Act policy for
  complete information.

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Driver Safety

• Always wear your seatbelt
• Realize your particular physical condition
• Be familiar with the vehicle you drive
• Do not place the vehicle in drive until you and
  your occupants are properly secured

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Driver Safety

• Know the route to your destination or have clear
  instructions before you leave
• Leave your emotions out of the decisions you make
  while driving
• Eliminate anything that distracts you from your
  focus on driving safely

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Introductory Period

• The first 90 days of employment will be an
  initial employment period during which the
  employee will receive training and orientation.
• Conditions of the Introductory Period include
• No more than 2 absences and 2 late arrivals
  during the 90 day introductory period
• Application for transfer to another position will
  not be considered

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Introductory Period

• A performance appraisal and competency review
  will be conducted after completion of the
  introductory period.
• Informal coaching and feedback will be provided
  on a daily or as-needed basis.

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Introductory Period

• If during the introductory period the employee is
  not pleased with their association with
  WellNecessities or feels they are not adaptable
  to the type of work they were hired to perform,
  employment may be terminated without notice and
  for no other reason.
• The company may also terminate employment without
  notice or prior counseling during this time if it
  is decided that the employee fails to demonstrate
  the ability or desire to perform the duties of
  the position at an acceptable level or fails to
  adhere to all facility policies and standards of
  conduct.
• Successful completion of the introductory period
  does not alter the employment-at-will status.

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Hours

• Each employee has been assigned specific work
  hours and is expected to adhere to those hours.
• Any deviation from those hours requires
  preauthorization from his/her supervisor.
• A one-hour lunch break is mandatory for full-time
  employees.

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Clocking In Clocking Out

• Employees are not to clock in more than 5 minutes
  before their scheduled work time begins.
  Clocking in more than 5 minutes after their
  scheduled work time begins constitutes lateness.
• Employees must be clocked out no later than 5
  minutes after their scheduled work time ends.
  Employees should not clock out more than 5
  minutes before their scheduled work time ends.

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Lateness

• All employees have the responsibility to report
  to work on time and as scheduled.
• In the rare instance an employee cannot avoid
  being late, he/she should notify his immediate
  supervisor as soon as possible in advance of the
  anticipated lateness. If the supervisor cannot
  be reached, they are to contact the Director of
  Human Resources.
• Excessive lateness may lead to disciplinary
  action, as outlined in the Absenteeism and
  Lateness, Clocking In/Out policy.

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Attendance

• WellNecessities has adopted a no fault
  attendance policy.
• Absence is defined as not present or in
  attendance.
• An absence is an absence, regardless of the
  reason, even for medically verified illness.
• Poor attendance may lead to disciplinary action,
  as outlined in the Absenteeism and Lateness,
  Clocking In/Out policy.

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Attendance

• Exclusions from the no fault attendance policy
  are
• Scheduled and approved Paid Time Off (PTO)
• Leaves of absence covered by the Family and
  Medical Leave Act (FMLA)
• Bereavement Leave
• Military Leave
• Jury Duty or appearance as a court witness as a
  result of a summons
• Absences that are the direct result of a
  job-related injury or illness and are approved
  for coverage under FMLA or under WellNecessities
  Leave of Absence policy and are substantiated by
  a physician.
• Leaves of absences meeting criteria under the
  WellNecessities Leave of Absence policy.

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Attendance

• Doctor, dentist, and personal appointments are to
  made at the convenience of the company. If it is
  impossible to schedule them outside of work
  hours, coordinate appointments with your
  supervisor to select the most convenient time.
• Employees should give supervisors at least a
  2-week notice for all non-emergent appointments.

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Attendance

• All ill employees must be able to be reached at
  home.
• All ill employees must personally notify his/her
  supervisor when and why (no details necessary)
  they will be absent
• Day staff within 2 hours of scheduled start time.
• Night staff by 200 p.m. of the day scheduled to
  work
• If unable to reach supervisor, notify the
  Director of Human Resources

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Overtime Makeup time

• All overtime must be preapproved by your
  supervisor.
• Makeup time for time missed must also be
  prearranged with your supervisor.
• All makeup time approved must be completed within
  the same week it was missed. It cannot be made
  up in a different week.

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Performance Expectations, Goals, Appraisals

• Performance appraisals provide a means of
  discussing, planning, and reviewing the
  performance of each employee.

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Performance Expectations, Goals, Appraisals

• Regular performance appraisals
• Help employees clearly define and understand
  their responsibilities, provide criteria by which
  their performance will be evaluated, and suggest
  ways in which they can improve performance.
• Identify employees with potential for advancement
  within the company.
• Help managers distribute and achieve departmental
  goals.
• Provide a fair basis for awarding compensation
  based on performance.

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Performance Expectations, Goals, Appraisals

• Performance expectations can be found in your job
  description.
• Hourly employees receive a performance appraisal
  at the completion of the 90-day introductory
  period and then annually.
• Salaried employees receive a performance
  appraisal annually.
• Performance appraisals will include goals to
  complete for the next evaluation period.

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Parking

• To ensure adequate parking for patients and
  customers, employees should park in the back of
  the building.

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Pay

• Payday is every other Friday
• Direct deposit is provided and mandatory for all
  employees

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Benefits Review

• All full-time employees (working at least 32
  hours per week) are eligible for the following
  benefits
• - You will receive 5 days of sick leave (40
  hours) after the competition of your 90 day
  introductory period.
• You will receive 8 paid holidays after your 90
  day introductory period.
• You will receive 2 weeks Paid Vacation (80 hours)
  after your completion of your first year with the
  company.

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Benefits Review

• Retirement
• Employees are eligible to participate in the
  Companys Simple IRA retirement plan following 2
  years of service
• The company will match the employees
  contribution dollar for dollar up to 3 of the
  employees annual income up to 5000.00.

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Benefits Review

• Health Insurance
• Blue Cross Blue Shield
• Company pays 55 of the employees monthly health
  insurance premium
• Dental
• MetLife
• Company pays 10.00 of the employees monthly
  dental insurance premium
• Includes a Free Vision Discount Program

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Benefits Review

• Life Insurance
• Company provides 20,000 of life insurance for
  all full time employees
• Employee may purchase additional life insurance
  for him/herself and family
• Short-Term Disability
• Supplemental Cancer Policy

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Benefits Review

• Employee must enroll within the first 90 days of
  employment
• If employee declines insurance will only be
  eligible to enroll during he next open enrollment
  period (yearly) or when a qualifying event occurs
• Employees become eligible for benefits the first
  day of the month following 90 days of employment.

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Joint Commission

• Joint Commission, aka JACHO, is our Accreditation
  Board. They are there if needed, this is there
  policy for filing a complaint about a Health Care
  Organization.
• Do you have a complaint about the quality of care
  at a Joint Commission-accredited health care
  organization? The Joint Commission wants to know
  about it. Submit your complaint online or send it
  to us by mail, fax, or e-mail. Summarize the
  issues in one to two pages and include the name,
  street address, city and state of the health care
  organization.
• When submitting a complaint to the Joint
  Commission about an accredited organization, you
  may either provide your name and contact
  information or subit your complaint anonymously.
  Providing your name and contact information
  enables The Joint Commission to inform you about
  the actions taken in response to your complaint,
  and also to contact you should additional
  information be needed.
• It is our policy to treat your name as
  confidential information and not to disclose it
  to any other party. However, it may be necessary
  to share the complaint with the subject
  organization in the course of a complaint
  investigation.
• The Joint Commission policy forbids accredited
  organizations from taking retaliatory actions
  against employees for having reported quality of
  care concerns to The Joint Commission.
• E-mail complaint_at_jointcommission.org
• Fax Office of Quality Monitoring [phone]
• Mail Office of Quality Monitoring
• The Joint Commission
• One Renaissance Boulevard
• Oakbrook Terrace, IL 60181
• If you have questions about how to file your
  complaint, you may contact the Joint Commission
  at this toll free U.S. telephone number, 830 to
  500 p.m., Central Time, weekdays.
• (800) 994 - 6610

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Other Resources

• Employee Handbook
• Policy and Procedure Book
• WellNecessities Intranet
• Employment Posters

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We are excited for you to become a part of this
team and look forward to working with you.