SECTION III
3.1
Disciplinary Action Disciplinary action at COPC is intended to fairly and impartially correct behaviors and performance problems and to prevent reoccurrence. If a manager speaks to an employee about a problem, they are to take it seriously the first time and take appropriate steps to correct the misconduct. We want to work with employees to overcome problems and correct behaviors; therefore, corrective action and/or disciplinary measures may be used. Disciplinary measures may involve any of the following, in any order: Performance Improvement Confidentiality COPC takes the protection of confidential business information and/or trade secrets very seriously. To protect such information, employees may not disclose any confidential or proprietary information about the Company to any unauthorized individual. This includes, but is not limited to, disclosing confidential or proprietary Confidential information includes, but is not limited to, employment records, employee or patient information of any kind which may uniquely identify a person, computer processes, computer programs and codes, patient lists, patient preferences, and personal information. Also included is COPC financial data, marketing strategies, proprietary processes including those related to patient care, research and development strategies, pricing information, business and marketing plans, vendor information, software, databases, or any information The unintentional disclosure of confidential information can be just as harmful as intentional disclosure. To avoid this, never discuss with any unauthorized person any confidential information about a patient or about the Company. Never discuss confidential information, even if with authorized employees, if in the presence of others who are not authorized. If employees receive a request for confidential information, they should immediately refer the request to their Direct Supervisor or to a member of the Human Resources Department. Should an employee leave the Company, they may not disclose or misuse any confidential information at any time. As a condition of employment, employees must agree that all such information is the exclusive
Plan (PIP), verbal warning, written warning, final written warning, suspension with or without pay, and/or termination of employment, depending on the severity of the problem and the frequency of occurrence. COPC reserves the right to administer disciplinary action at its sole discretion and based upon the circumstances. There may be circumstances when one or more steps are bypassed due to the serious nature of the offense and an employee may be terminated without prior notice.
General Employment Policies 3.1 Disciplinary Action 3.2 Confidentiality 3.3 Health Insurance Portability & Accountability Act (HIPAA) 3.4 Recordings 3.5 Dress Code/Appearance Standards 3.6 Employment Transfer 3.7 Employee Referral Program 3.8 Violence in the Workplace 3.9 Weapons in the Workplace 3.10 Discrimination, Harassment and Sexual Harassment, & Bullying Prevention Policies and Complaint Procedure
3.2
information to any unauthorized individual via methods such as covert recordings, scanning or photocopying, including the use of any device which may be considered a “smartphone” for these purposes. This policy is not intended to restrict in any way, employees’ rights under the National Labor Relations Act (NLRA). concerning the creation, acquisition or disposition of products and services. Confidential information also includes any information considered to be the intellectual property of the Company. Intellectual property includes, but is not limited to, trade secrets, ideas, discoveries, writings, trademarks, and inventions developed throughout the course of employment with, and as a direct result of, job responsibilities with the Company. property of the Company and they will not at any time disclose to anyone, except in the responsible exercise of their job, any such information whether or not it has been designated specifically as “confidential”. Signing a separate confidentiality agreement further clarifying this policy at the Company’s request may be a condition of continued employment with COPC, should the Company deem it necessary for any reason. The unauthorized disclosure of confidential information belonging to the Company may subject employees to disciplinary action, up to and including termination of employment.
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Questions and concerns can be directed to your immediate supervisor, Human Resources (614) 304-2080 or the Compliance Hotline (866) 539-5813
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