3.3
3.6
Health Insurance Portability and Accountability Act (HIPAA) HIPAA laws protect the privacy and security of a patient’s past, present, and future physical and mental health information otherwise known as Protected Health Information (PHI). COPC complies with HIPAA by using administrative, technical, and physical safeguards to protect the use, storage, transport, transmission, and disposal of a patient’s PHI in all formats. All patients receive a Notice of Privacy Practices that outlines how their PHI will be used and disclosed by COPC, and their rights related to PHI maintained by COPC. All COPC employees and physicians receive HIPAA education and training at the time of employment Recordings COPC does not permit video or audio recording of conversations unless all parties to the conversation have notice of and consented to the recording. COPC management cannot consent to recordings, Dress Code/ Appearance Standards All employees are expected to take pride in their appearance as a direct reflection of COPC. Employees must dress appropriately and professionally according to their position within the company. While each business location of COPC may set additional dress code requirements (as long as they include accommodations for religious beliefs), all employees must remain in compliance with this policy, regardless of work location. Business Casual is defined as a style of clothing that is less formal than traditional business wear but is still intended to give a professional and businesslike impression. Examples of acceptable business casual attire include: ● Dress shirts and blouses ● Dresses or skirts (following guidelines in the full policy) ● Knit shirts, sweaters, and cardigans ● Loafer or dress shoes that cover all or most of the foot ● Open-collar and polo shirts ● Slacks/khakis ● Tailored blazers and sport coats
Employment Transfer COPC’s positions require training and on-the-job work experience before an employee is operating at full capacity. Therefore, all employees must complete a minimum of six (6) months in their current position, whether newly hired, transferred, or promoted, before they become eligible to apply for a different position. An employee must not be under any form of discipline to be eligible to request a transfer. Eligibility requirements may be waived by COPC in those instances where the transfer would be in the best interest of the Company and exceptions will be reviewed on a case-by-case basis by Human Resources. Employee Referral Program COPC strives to hire qualified individuals to fill positions at the company. Employees who know the qualities our Company looks for and the skills and training that make COPC a success are our best assets when sourcing talent. In appreciation for helping recruit candidates, eligible employees who refer an individual for a designated priority opening (referred to as a “featured opportunity”) that meets the qualifications will receive a referral incentive.
All benefits will remain in force and will follow the employee based on Full-time/Part-time status of the new position and the new location will be responsible to pay for all future benefits including accrued PTO. Employees can find more information in the full Transfer policy found here.
and annually thereafter. COPC takes the privacy and security of patient PHI very seriously and HIPAA violations are subject to disciplinary action, up to and including termination of employment. In addition, the Department of Health and Human Services Office of Civil Rights (OCR) oversees COPC’s enforcement of HIPAA. Depending on the severity of a HIPAA violation, OCR sanctions can include fines, penalties, and prison. Report all privacy and security violations to the COPC Compliance Officer or call the COPC Compliance Hotline at (866) 539-5813.
3.7
All COPC employees are eligible for the referral bonus except for Physicians, Human Resources, and anyone supervising the employee in the course of their normal job duties. Employees can find more information in the Employee Referral Incentive policy found here.
3.4
unless there is a specific, authorized reason for the recording that advances or improves work quality or performance or has been specifically approved by an effective policy or the Legal Department.
3.5
* While scrubs are not normally considered “business casual,” in clinical settings they are acceptable. Our Company remains committed to supporting our employees’ religious and cultural beliefs and, upon request, may modify dress code/appearance standards on an individual basis to accommodate an employee. This accommodation will only be approved once it has been determined that by doing so, it will not endanger the health or safety of the employee or any employee or patient. The full Dress Code/Appearance Standards policy can be found here.
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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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