This is for Life Line Medical Ambulance employees only- no outside persons are to review, read, copy, etc. without written authorization from Life Line Medical Ambulance.
Please be aware that we have updated the manual for 2012 and this is considered outdated. Please see Kelly for the new updates.
Life Line Medical Ambulance
EMPLOYEE MANUAL
Revised July 2010
Revised August 2010
Revised Sept 2010
TABLE OF CONTENTS:
SECTION 1 - INTRODUCTION
1.1 Changes in Policy
1.2 Employment Applications
1.3 Employment Relationship
SECTION 2 - DEFINITIONS OF EMPLOYEE STATUS
“Employees” Defined
SECTION 3 - EMPLOYMENT POLICIES
3.1 Non-Discrimination
3.2 Non-Disclosure/Confidentiality
3.3 New Employee Orientation
3.4 Probationary Period for New Employees
3.5 Office Hours
3.6 Lunch Periods
3.7 Break Periods
3.8 Personnel Files
3.9 Personnel Data Changes
3.10 Inclement Weather/Emergency Closings
3.11 Performance Review and Planning Sessions
3.12 Outside Employment
3.13 Corrective Action
3.14 Employment Termination
3.15 Safety
3.16 Health Related Issues
3.17 Employee Requiring Medical Attention
3.18 Building Security
3.19 Insurance on Personal Effects
3.20 Supplies; Expenditures; Obligating the Company
3.21 Expense Reimbursement
3.22 Parking
3.23 Visitors in the Workplace
3.24 Immigration Law Compliance
3.25 Uniform Policy
3.26 Pets
3.27 Job description
SECTION 4 - STANDARDS OF CONDUCT
4.1 Attendance/Punctuality
4.2 Absence Without Notice
4.3 Harassment, including Sexual Harassment
4.4 Office Telephone Use
4.5 Public Image
4.6 Substance Abuse
4.7 Tobacco Products
4.8 Internet Use
4.9 Unexcused missed hours
SECTION 5 - WAGE AND SALARY POLICIES
5.1 Wage or Salary Increases
5.2 Timekeeping
5.3 Overtime
5.4 Paydays
5.5 Cash out Option
SECTION 6 - BENEFITS AND SERVICES
6.1 Insurance
6.2 Cobra Benefits
6.3 Social Security/Medicare
6.4 Simple IRA
6.5 Vacation
6.6 Record Keeping
6.7 Holidays
6.8 Jury Duty/Military Leave
6.9 Educational Assistance
6.10 Training and Professional Development
SECTION 7 - EMPLOYEE COMMUNICATIONS
7.1 Staff Meetings
7.2 Bulletin Boards
7.3 Suggestion Box
7.4 Procedure for Handling Complaints
SECTION 8 -
8.1 Vehicle Checking
8.2 Check Sheets
8.3 General Maintenance
8.4 Decontamination
8.5 Fuel
Section 9- EMPLOYEE RELATIONS
9.1 Employee Relations
9.2 Hiring of a relative
9.3 Interoffice dating
Section 10- Squad Cell phone use
10.1 Cell phone use while driving
10.2 Texting while driving
10.3 Cell phone use during patient care
Section 11- Driving
11.1Driving a squad
11.2 Emergency Response
11.3 Non-Emergency Response
11.4 Seatbelt
Section 12- Response times
Please be aware that we have updated the manual for 2012 and this is considered outdated. Please see Kelly for the new updates.
SECTION 1-INTRODUCTION
This Manual is designed to acquaint you with Life Line Medical Ambulance and provide you with information about working conditions, benefits, and policies affecting your employment. You are required to read, understand and comply with all provisions of the handbook. Please understand that our policies can be changed at any time without prior noitice to employees. It is important to review the policy often for changes and updates.
The information contained in this Manual applies to all employees of Life Line Medical Ambulance. Following the policies described in this Manual is considered a condition of continued employment. However, nothing in this Manual alters an employee’s status. The contents of this Manual shall not constitute nor be construed as a promise of employment or as a contract between the Company and any of its employees. The Manual is a summary of our policies, which are presented here only as a matter of information.
You are responsible for reading, understanding, and complying with the provisions of this Manual. Our objective is to provide you with a work environment that is constructive to both personal and professional growth.
The Handbook cannot anticipate every situation or answer every question about employment. It is not intended to create contractual obligations of any kind. Neither the employee of Life Line or the owner of Life Line is bound to continue the employment relationship if either chooses to end it.
1.1 CHANGES IN POLICY
This Manual supersedes all previous employee manuals and memos that may have been issued from time to time on subjects covered in this Manual.
However, since our business and our organization are subject to change, we reserve the right to interpret, change, suspend, cancel, or dispute with or without notice all or any part of our policies, procedures, and benefits at any time. We will notify all employees of these changes. Changes will be effective on the dates determined by the Company, and after those dates all superseded policies will be null.
No individual supervisor or manager has the authority to change policies at any time. If you are uncertain about any policy or procedure, speak with your direct supervisor.
1.2 EMPLOYMENT APPLICATIONS
We rely upon the accuracy of information contained in the employment application and the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.
1.3 EMPLOYMENT RELATIONSHIP
You enter into employment voluntarily, and you are free to resign at any time for any reason or no reason. Similarly, Life Line Medical Ambulance is free to conclude its relationship with any employee at any time for any reason or no reason. Following the probationary period, employees are required to follow the Employment Termination Policy (See Section 3.13).
SECTION 2- DEFINITIONS OF EMPLOYEES STATUS
“EMPLOYEES” DEFINED
An “employee” of Life Line Medical Ambulance is a person who regularly works for Life Line Medical Ambulance on a wage or salary basis. “Employees” may include exempt, non-exempt, regular full-time, regular part-time, and temporary persons, and others employed with the Company who are subject to the control and direction of Life Line Medical Ambulance in the performance of their duties.
EXEMPT
(Note: The FLSA is the federal labor law that covers minimum wage provisions, overtime pay, the Equal Pay Act, child labor laws, and other employment laws. http://www.dol.gov/dol/asp/public/programs/handbook/minwage.htm )
Employees whose positions meet specific criteria established by the Fair Labor Standards Act (FLSA) and who are exempt from overtime pay requirements. www.flsa.com/overtime.html
NON-EXEMPT
Employees whose positions do not meet FLSA criteria and who are paid one and one-half their regular rate of pay for hours worked in excess of 40 hours per week.
REGULAR FULL-TIME
Employees who have completed the 90 day probationary period and who are regularly scheduled to work 36 or more hours per week. Generally, they are eligible for the Company’s benefit package, subject to the terms, conditions, and limitations of each benefit program. EMS overtime is guided under the Fair Labor Standards Act (FLSA)- please see overtime section.
REGULAR PART-TIME
Employees who have completed the 90 day probationary period and who are regularly scheduled to work less than 36 hours per week. Regular part-time employees may be eligible for some benefits sponsored by the Company, subject to the terms, conditions, and limitations of each benefit program.
TEMPORARY (FULL-TIME or PART-TIME)
Those whose performance is being evaluated to determine whether further employment in a specific position or with the Company is appropriate or individuals who are hired as interim replacements to assist in the completion of a specific project or for vacation relief. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary employees retain that status until they are notified of a change. They are not eligible for any of the Company’s benefit programs.
PROBATIONARY PERIOD FOR NEW EMPLOYEES
A new employee whose performance is being evaluated to determine whether further employment in a specific position or with Life Line Medical Ambulance is appropriate. When an employee completes the probationary period, the employee will be notified of his/her new status with Life Line Medical Ambulance.
SECTION 3: EMPLOYMENT POLICIES
3.1 NON-DISCRIMINATION
In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Life Line Medical Ambulance will be based on merit, qualifications, and abilities. Life Line Medical Ambulance does not discriminate in employment opportunities or practices because of race, color, religion, sex, national origin, age or disability.
Life Line Medical Ambulance will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.
Employees with questions or concerns about discrimination in the workplace are encouraged to bring these issues to the attention of their supervisor. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in unlawful discrimination will be subject to disciplinary action, including termination of employment.
3.2 NON-DISCLOSURE/CONFIDENTIALITY
The protection of confidential business information and trade secrets is vital to the interests and success of Life Line Medical Ambulance. Such confidential information includes, but is not limited to, the following examples:
• Compensation data,
• Financial information,
• Personnel/Payroll records
• Conversations between any persons associated with the company.
• Patient Confidentiality (HIPPA)
• Patient information, runs, patient care, patient insurance info or private info.
All employees are required to sign a non-disclosure agreement as a condition of employment.
Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, including termination of employment and legal action, even if they do not actually benefit from the disclosed information.
3.3 NEW EMPLOYEE ORIENTATION
Orientation is a formal welcoming process that is designed to make the new employee feel comfortable, informed about Life Line, and prepared for their position. New employee orientation is conducted by a Life Line representative, and includes an overview of the company history, an explanation of the company core values, vision, and mission; and company goals and objectives. In addition, the new employee will be given a overview of benefits, tax, and legal issues, and complete any necessary paperwork.
Employees are presented with all codes, keys, and procedures needed to navigate within the workplace. The new employee’s supervisor then introduces the new hire to staff throughout the company, reviews their job description and scope of position, explains the company’s evaluation procedures, and helps the new employee get started on specific functions.
Orientation
3.4 PROBATIONARY PERIOD FOR NEW EMPLOYEES
The probationary period for regular full-time and regular part-time employees lasts up to 90 days from date of hire. During this time, employees have the opportunity to evaluate Life Line as a place to work and management has its first opportunity to evaluate the employee. During this introductory period, both the employee and the Company have the right to terminate employment without advance notice.
Upon satisfactory completion of the probationary period, a 90 day review will be given and benefits will begin as appropriate. All employees, regardless of classification or length of service, are expected to meet and maintain Company standards for job performance and behavior (See Section 4, Standards of Conduct).
Any significant absence will automatically extend the probationary period by the length of the absence. More than 4 weeks off will restart the probationary period to 90 days. If Life Line determines that the designated probationary period does not allow sufficient time to thoroughly evaluate the employee's performance, the probationary period my be extended for a specified time.
3.5 OFFICE HOURS
Life Line Medical Ambulance office is open for business from 8am to 4pm Monday through Friday , except for Holidays (See Section 6.7, Holidays). This is for the office staff and office employees. EMT's hours are based per schedule- up to 24 hours per day.
The standard workweek is 40 hours of work (see Section 5.3, Overtime). In the computation of various employee benefits, the employee workweek is considered to begin on, Sunday (starting at 00:01) through Saturday (ending at 00:00), unless a supervisor makes prior other arrangement with the employee.
3.5-1 BUSINESS HOURS
Life Line Medical Ambulance is a 24 hour a day, 7 day a week emergency business.
There will be weeks where you may be scheduled more that the normal 40 hours work week as well you may be asked to work less than 40 hours in a week.
3.6 LUNCH PERIODS
Employees are allowed a half hour lunch break. Lunch breaks generally are taken between the hours of 11:00 and 14:00 on a staggered schedule so that your absence does not create a problem for co-workers or clients. Please see a manager before leaving the premises for lunch.
3.7 BREAK PERIODS
Employees of the office staff are allowed two (2) fifteen (15) minute breaks a day at the conventions of the employee, but to staggered the breaks so that your absence does not create a problem for co-worker or clients. It must be cleared before breaks so that we know where you are in-case of an emergency.
If employees have unexpected personal business to take care of, they must notify their direct supervisor to discuss time away from work and make provisions as necessary. Personal business should be conducted on the employee’s own time.
Employees who do not adhere to the break policy will be subject to disciplinary action, including termination.
TV's, DVD, VHS, and the internet is not allowed before 5pm unless it is used for continued education or Life Line Business.
3.8 PERSONNEL FILES
Employee personnel files include the following: job application, job description, Resume, Record of participation in training events, salary history, and records of disciplinary action and document related to employee performance reviews, coaching, and mentoring. It can also have copies of medical cards, drivers license and state license cards.
Personnel files are the property of Life Line Medical Ambulance and access to the information is restricted. Management personnel of Life Line Medical Ambulance who have a legitimate reason to review the file are allowed to do so.
Employees who wish to review their own file should contact their supervisor. With reasonable advance notice, the employee may review his/her personnel file in Company’s office and in the presence of their supervisor.
3.9 PERSONNEL DATA CHANGES
It is the responsibility of each employee to promptly notify their supervisor or Life Line Medical Ambulance of any changes in personnel data such as:
• Mailing address
• Telephone numbers
• Name and number of dependents
• Individuals to be contacted in the event of an emergency.
•Current EMT License
•drivers license status- including any moving violations, DUI's, suspension, etc.
•All Medical Cards
An employee’s personnel data should be accurate and current at all times.
3.10 INCLEMENT WEATHER/EMERGENCY CLOSINGS
At times, emergencies such as severe weather, fires, or power failures can disrupt company operations. The decision to close the office will be made by the Executive Staff.
When the decision is made to close the office, employees will receive official notification from their supervisors.
Time off from scheduled work due to emergency closings will be unpaid for all non-exempt employees. However, if employees would like to be paid, they are permitted to use vacation time if it is available to them.
Please note that all EMS should report to work if possible during bad weather. Please use extra caution and drive careful, but our patients depend on us for emergencies during bad weather. Plan extra travel time during bad weather, and contact Life Line right away if unable to report to work.
3.11 EMPLOYEE PERFORMANCE REVIEW AND PLANNING SESSIONS
Supervisors will conduct performance reviews and planning sessions with all regular full-time and regular part-time employees after one year of service. Supervisors may conduct informal performance reviews and planning sessions more often if they choose.
Performance reviews and planning sessions are designed for the supervisor and the employee to discuss his/her current job tasks, encourage and recognize attributes, and discuss positive, purposeful approaches for meeting work-related goals. Together, employee and supervisor discuss ways in which the employee can accomplish goals or learn new skills. The planning sessions are designed for the employee and his/her supervisor to make and agree on new goals, skills, and areas for improvement.
Life Line Medical Ambulance directly links wage and salary increases with performance. Your performance review and planning sessions will have a direct effect on any changes in your compensation. For this reason among others, it is important to prepare for these reviews carefully, and participate in them fully.
New employees will be reviewed at the end of their probationary periods (see Section 3.3, Probationary Period for New Employees). After the initial review, the employee will be reviewed according to the regular annual schedule.
3.12 OUTSIDE EMPLOYMENT
Employees may hold outside jobs in non-related businesses or professions as long as the employee meets the performance standards of their job description with Life Line Medical Ambulance. Unless an alternative work schedule has been approved by Life Line Medical Ambulance, employees will be subject to the company’s scheduling demands, regardless of any existing outside work assignments.
Outside work CAN NOT interfere with Life Line daily duties. It is unacceptable for an employee to be late or leave early due to another job or employment. EMT's are required to stay for their entire shift. If a squad run or transport occurs 2 minutes before the end of the shift the employee is required to take the transport.
If an employee is coming off a 24 hour shift from another company a 6 hour rest period must occur before the employee can report to duty at Life Line.
Life Line’s office space, equipment, and materials are not to be used for outside employment.
If a Life Line employee is late to work, leaves early, or refuses to take a run/transport then their base pay will be garnished to minimum wadge for a minimum of 8 hours to a maximum of 40 hours per pay period. If there are less than 8 hours for that pay period- then the minimum wadge will be set for the following pay period.
3.13 CORRECTIVE ACTION
Life Line Medical Ambulance holds each of its employees to certain work rules and standards of conduct (see Section 4). When an employee deviates from these rules and standards, Life Line Medical Ambulance expects the employee’s supervisor to take corrective action.
Corrective action at Life Line Medical Ambulance is progressive. That is, the action taken in response to a rule infraction or violation of standards typically follows a pattern increasing in seriousness until the infraction or violation is corrected.
The usual sequence of corrective actions includes an oral warning, a written warning, probation, and finally termination of employment. In deciding which initial corrective action would be appropriate, a supervisor will consider the seriousness of the infraction, the circumstances surrounding the matter, and the employee’s previous record.
Though committed to a progressive approach to corrective action, Life Line Medical Ambulance considers certain rule infractions and violations of standards as grounds for immediate termination of employment. These include but are not limited to: theft in any form, insubordinate behavior, vandalism or destruction of company property, being on company property during non-business hours, the use of company equipment and/or company vehicles without prior authorization by Life Line Medical Ambulance, untruthfulness about personal work history, skills, or training, divulging Company business practices, and misrepresentations of Life Line Medical Ambulance to a customer, a prospective customer, the general public, or an employee.
Please see Code of Conduct at our web site at www.lifelinemedicalambulance.com
3.14 EMPLOYMENT TERMINATION
Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are a few examples of some of the most common circumstances under which employment is terminated:
Resignation – voluntary employment termination initiated by an employee.
Termination – involuntary employment termination initiated by Life Line Medical Ambulance.
Layoff – involuntary employment termination initiated by Life Line Medical Ambulance for non-disciplinary reasons.
When a non-exempt employee intends to terminate his/her employment with Life Line Medical Ambulance, he/she shall give Life Line Medical Ambulance at least two (2) weeks written notice. Exempt employees shall give at least four (4) weeks written notice.
Since employment with Life Line Medical Ambulance is based on mutual consent, both the employee and Life Line Medical Ambulance have the right to terminate employment at will, with or without cause during the Introductory/Probationary Period for New Employees (See Section 3.3, Introductory/Probationary Period for New Employees).
Any employee who terminates employment with Life Line Medical Ambulance shall return all files, records, keys, and any other materials that are property of Life Line Medical Ambulance. No final settlement of an employee’s pay will be made until all items are returned in appropriate condition. The cost of replacing non-returned items will be deducted from the employee’s final paycheck. Furthermore, any outstanding financial obligations owed to Life Line Medical Ambulance will also be deducted from the employee’s final check.
Employee’s benefits will be affected by employment termination in the following manner. All accrued vested benefits that are due and payable at termination will be paid. Some benefits may be continued at the employee’s expense (See Section 5, Benefits) if the employee elects to do so. The employee will be notified of the benefits that may be continued and of the terms, conditions, and limitations.
Please see: 4.9 UNEXCUSED MISSED HOURS for waged garnishment for employees who do not give a 2 week notice.
3.15 SAFETY
Safety is our number one concern. Life Line Medical Ambulance provides information to employees about workplace safety and health issues through regular internal communication such as:
[Training sessions]
[Team meetings]
[Bulletin board postings]
[Memorandums]
[Other written communications and internet]
Each employee is expected to obey safety rules and exercise caution and common sense in all work activities. Employees must immediately report any unsafe conditions to their supervisor. Employees who violate safety standards, cause hazardous or dangerous situations, or fail to report, or where appropriate, remedy such situations, may be subject to disciplinary action including termination of employment.
In the case of an accident that results in injury, regardless of how insignificant the injury may appear, employees should notify their supervisor (See Section 3.16, Employee Requiring Medical Attention).
3.16 HEALTH-RELATED ISSUES
Employees, who become aware of any health-related issue, including pregnancy, should notify their supervisor of health status. This policy has been instituted strictly to protect the employee.
A written “permission to work” from the employee’s doctor is required at the time or shortly after notice has been given. The doctor’s note should specify whether the employee is able to perform regular duties as outlined in his/her job description.
A leave of absence may be granted on a case-by-case basis. If the need arises for a leave of absence, employees should notify their supervisor.
3.17 EMPLOYEE REQUIRING MEDICAL ATTENTION
In the event an employee requires medical attention, whether injured or becoming ill while at work, the employee’s personal physician must be notified immediately. If it is necessary for the employee to be seen by the doctor or go to the hospital, a family member will be called to transport the employee to the appropriate facility. If an emergency arises requiring Emergency Medical Services to evaluate the injury/illness of an employee on-site, the employee will be responsible for any transportation charges. Furthermore, Life Line’s employees will not be responsible for transportation of another employee due to liabilities that may occur.
A physician’s “return to work” notice may be required.
3.18 BUILDING SECURITY
All employees who are issued keys to the office are responsible for their safekeeping. These employees will sign a Building Key Disbursement form upon receiving the key. The last employee, or a designated employee, who leaves the office at the end of the business day assumes the responsibility to ensure that all doors are securely locked, the thermostats are set on appropriate evening and/or weekend setting, and all appliances and lights are turned off with exception of the lights normally left on for security purposes. E
3.19 INSURANCE ON PERSONAL EFFECTS
All employees should be sure that their own personal insurance policies cover the loss of anything occasionally left at the office. Life Line Medical Ambulance assumes no risk for any loss or damage to personal property.
3.20 SUPPLIES; EXPENDITURES; OBLIGATING THE COMPANY
Only authorized persons may purchase supplies in the name of Life Line Medical Ambulance. No employee whose regular duties do not include purchasing shall incur any expense on behalf of Life Line Medical Ambulance or bind Life Line Medical Ambulance by any promise or representation without written approval.
3.21 EXPENSE REIMBURSEMENT
Expenses incurred by an employee must have prior approval by a supervisor.
3.22 PARKING
Employees must park their cars in areas indicated and provided by the Company.
3.23 VISITORS IN THE WORKPLACE
To provide for the safety and security of employees, visitors, and the facilities at Life Line Medical Ambulance only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps ensure security, decreases insurance liability, protects confidential information, safeguards employee welfare, and avoids potential distractions and disturbances.
No visitors are allowed near or around any personal or business files. This includes but is not limited to employee files, business computers, patient files, patient information, patient transport sheets, etc.
Visitors are not allowed to use, play with, or tamper with any medical supplies or office supplies.
Visitor hours are restricted from 9 am- 9 pm unless it has been cleared in writing by management.
Visitors are not permitted on the grounds without a supervising Life Line Employee.
Any injuries, damages, etc. are the responsibility of the supervising Life Line employee.
3.24 IMMIGRATION LAW COMPLIANCE
Life Line Medical Ambulance employs only United States citizens and those non-U.S. citizens authorized to work in the United States in compliance with the Immigration Reform and Control Act of 1986.
Each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with Life Line Medical Ambulance within the past three years or if their previous I-9 is no longer retained or valid.
3.25 Uniform Policy
1. Life Line Green shirt, sweatshirt, dress whites or polo.
2. Black Medic paints or nice dress pants/slacks- jeans are not allowed
3. Life Line Jacket- if needed
4. Black Belt
5. Black Socks
6. Black Shoes
All uniformed employees are required to wear the specific uniform when on duty. Shirts must be tucked in while outside of the office, on runs or out with the public. It is important to be neat, professional and clean at all times. Soiled uniforms are to be changed immediately. Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affects the business image of Life Line.
Office staff should dress in a neat and clean manor. Office attire is dress casual or business. Please do not dress in any inappropriate outfits.
Upon termination of employment all uniform wear purchased by the company is to be returned in good condition, prior to receiving your final checks. If uniforms are damaged, dirty, or not returned they will be taken out of your final paycheck.
All Employees are expected to maintain high standards of personal hygiene. Any employee not doing so my be sent home, and could be subject to disciplinary actions.
3.26 PETS
Pets can be permitted on the grounds but they must be accompanied by an off-duty employee or a visitor. They must be on a leash and current shots/vaccines.
3.27 JOB DESCRIPTION
Each job is different and demanding. We hold our employees to a higher standard.
Job Descripton
SECTION 4- STANDARDS OF CONDUCT
The work rules and standards of conduct for Life Line Medical Ambulance are important, and the Company regards them seriously. All employees are urged to become familiar with these rules and standards. In addition, employees are expected to follow the rules and standards faithfully in doing their own jobs and conducting the Company’s business. Please note that any employee who deviates from these rules and standards will be subject to corrective action, up to and including termination of employment (see Section 3.12, Corrective Action).
While not intended to list all the forms of behavior that are considered unacceptable in the workplace, the following are examples of rule infractions or misconduct that may result in disciplinary action, including termination of employment.
• Theft or inappropriate removal or possession of property;
• Falsification of timekeeping records (See Section 5.2, Timekeeping);
• Working under the influence of alcohol or illegal drugs (See Section 4.6, Substance Abuse);
• Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace (See Section 4.6, Substance Abuse);
• Fighting or threatening violence in the workplace;
• Boisterous or disruptive activity in the workplace;
• Negligence or improper conduct leading to damage of company-owned or customer-owned property;
• Insubordination or other disrespectful conduct;
• Violation of safety or health rules;
• Smoking in the workplace;
• Sexual or other unlawful or unwelcome harassment (See Section 4.3, Harassment, Including Sexual Harassment);
• Excessive absenteeism or any absence without notice (See also, Section 4.1 Attendance/Punctuality and 4.2, Absence without Notice);
• Unauthorized use of telephones, or other company-owned equipment (See Section 4.4, Telephone Use);
• Using company equipment for purposes other than business (i.e. playing games on computers or personal Internet usage);
• Unauthorized disclosure of business “secrets” or confidential information;
• Violation of personnel policies; and
• Unsatisfactory performance or conduct.
Life Line has a specific Code of Conduct Policy that can be found at our web site at www.lifelinemedicalambulance.com Under "Code of Conduct."
4.1 ATTENDANCE/PUNCTUALITY
The Company expects that every employee will be regular and punctual in attendance. This means being in the office, ready to work, at their starting time each day. Absenteeism and tardiness places a burden on other employees and on the Company. Tardiness is considered being 5 minutes past your posted start time.
If you are unable to report for work for any reason, notify your supervisor before regular starting time. You are responsible for speaking directly with your supervisor about your absence. It is not acceptable to leave a message on a supervisor’s voice mail, except in extreme emergencies. In the case of leaving a voice-mail message, a follow-up call must be made later that day. The company phone number is (419)-768-4000.
Should undue tardiness become apparent, disciplinary action may be required.
If there comes a time when you see that you will need to work some hours other than those that make up your usual work week, notify your supervisor at least seven working days in advance. Each request for special work hours will be considered separately, in light of the employee’s needs and the needs of the Company. Such requests may or may not be granted.
Please see: 4.9 Unexcused missed hours for wage changes for attendance
4.2 ABSENCE WITHOUT NOTICE
When you are unable to work owing to illness or an accident, please notify your supervisor. This will allow the Company to arrange for temporary coverage of your duties, and helps other employees to continue work in your absence. If you do not report for work and the Company is not notified of your status, it will be assumed after two consecutive days of absence that you have resigned, and you will be removed from the payroll.
If you become ill while at work or must leave the office for some other reason before the end of the workday, be sure to inform your supervisor of the situation.
Please see: 4.9 Unexcused missed hours for wage changes for absence without notice
4.3 HARASSMENT, INCLUDING SEXUAL HARASSMENT
Life Line Medical Ambulance is committed to providing a work environment that is free of discrimination and unlawful harassment. Actions, words, jokes, or comments based on an individual’s sex, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated.
If you believe you have been the victim of harassment, or know of another employee who has, report it immediately. Employees can raise concerns and make reports without fear of reprisal.
Any supervisor who becomes aware of possible harassment should promptly advise their supervisor who will handle the matter in a timely and confidential manner.
Please also see our Harassment policy at our web site.
4.4 OFFICE TELEPHONE USE
Life Line Medical Ambulance telephones are intended for the use of serving our customers and in conducting the Company’s business.
Personal usage during business hours is discouraged except for extreme emergencies. All personal telephone calls should be kept brief to avoid congestion on the telephone line.
To respect the rights of all employees and avoid miscommunication in the office, employees must inform family members and friends to limit personal telephone calls during working hours.
If an employee is found to be deviating from this policy, he/she will be subject to disciplinary action (See Section 3.12, Corrective Action).
Please see Section 10 for Squad cell phone use.
4.5 PUBLIC IMAGE: FOR OFFICE STAFF
A professional appearance is important anytime that you come in contact with customers or potential customers. Employees should be well groomed and dressed appropriately for our business and for their position in particular. All EMT's are required to wear uniforms that are clean, neat and professional. All EMT's must wear Black shoes, black paints, black belt and a Life Line shirt or Sweatshirt. A professional dress White EMT shirt is also acceptable. No shirts/sweatshirts/hats of other departments are allowed. If you wear a ball cap/hat it must be a Life Line hat.
The following items are considered inappropriate working attire for ANY Life Line Medical Ambulance Employee:
Open-toed sandals
Spaghetti-strapped shirts
Tank tops or revealing shirts
Short mini skirts
Sheer clothing
T-shirts with inappropriate or offensive gestures or advertising
Shirts/clothing/hats/jackets from other departments/squads, torn clothing, dirty clothing, or un-tucked shirts.
Consult your supervisor if you have any questions about appropriate attire.
4.6 SUBSTANCE ABUSE
The Company is committed to providing a safe and productive workplace for its employees. In keeping with this commitment, the following rules regarding alcohol and drugs of abuse have been established for all staff members, regardless of rank or position, including both regular and temporary employees. The rules apply during working hours to all employees of the Company while they are on Company premises or elsewhere on Company business.
The manufacture, distribution, possession, sale, or purchase of controlled substances of abuse on Company property is prohibited.
Being under the influence of illegal drugs, alcohol, or substances of abuse on Company property is prohibited.
Working while under the influence of prescription drugs that impair performance is prohibited.
So that there is no question about what these rules signify, please note the following definitions:
Company property: All Company owned or leased property used by employees.
Controlled substance of abuse: Any substance listed in Schedules I-V of Section 202 of the Controlled Substance Act, as amended.
Drug: Any chemical substance that produces physical, mental, emotional, or behavioral change in the user.
Drug paraphernalia: Equipment, a product, or material that is used or intended for use in concealing an illegal drug, or otherwise introducing into the human body an illegal drug or controlled substance.
Illegal drug:
a. Any drug or derivative thereof whose use, possession, sale, transfer, attempted sale or transfer, manufacture, or storage is illegal or regulated under any federal, state, or local law or regulation.
b. Any drug, including – but not limited to – a prescription drug, used for any reason other than that prescribed by a physician.
c. Inhalants used illegally.
Under the influence: A state of not having the normal use of mental or physical faculties resulting from the voluntary introduction into the body of an alcoholic beverage, drug, or substance of abuse.
Consistent with the rules listed above, any of the following actions constitutes a violation of the Company’s policy on drugs and may subject an employee to disciplinary action, up to and including immediate termination.
Using, selling, purchasing, transferring, manufacturing, or storing an illegal drug or drug paraphernalia, or attempting to or assisting another to do so, while in the course of employment.
Working or reporting to work, conducting Company business or being on Company property while under the influence of an illegal drug or alcohol, or in an impaired condition.
4.7 TOBACCO PRODUCTS
The use of tobacco products is not permitted anywhere on the Company’s premises except in authorized and designated locations. Employees must follow all rules posted in designated smoking areas and adhere to all policies associated with this policy (See Sections 3.6, Break Periods and 3.14, Safety).
There is not to be any form of Tobacco products in or around Life Line Medical Ambulances. There is not to be any form of Tobacco product in possession of an employee while in a Life Line Ambulance while on or returning from a transport. Employees are only permitted to use or have possession of Tobacco product while at the station, in designed areas and are not to use them at any of our servicing facilities. Violation of this policy will result in immediate termination.
No tobacco is to be used around, in or near a squad, the office, in the garage or near oxygen.
The back porch is the only designated area for tobacco.
4.8 INTERNET USE
Office Staff on Office Computers:
Life Line Medical Ambulance employees are allowed use of the Internet and e-mail when necessary to serve our customers and conduct the Company’s business.
Employees may use the Internet when appropriate to access information needed to conduct business of the Company. Employees may use e-mail when appropriate for Company business correspondence.
Use of the Internet must not disrupt operation of the company computer network. Use of the Internet must not interfere with an employee's productivity. Employees are responsible for using the Internet in a manner that is ethical and lawful.
Internet messages are public and not private. Life Line Medical Ambulance reserves the right to access and monitor all files and messages on its systems.
Personal computers, TV's, DVD's, and internet should not be used or turned on until 5pm or later on weekdays and after all checks, cleaning, and duties have been performed. Weekend use is more flexible and can be used once all checks, cleaning and duties have been performed.
Medical Staff:
Medical Staff is not permitted on the office computer or office internet with out prior authorization from supervisor, or if assisting in office work.
4.9 UNEXCUSED MISSED HOURS
Unexcused missed hours includes being late by more than 1 hour, calling off without 12 hours notice, leaving the station/office before posted hours (without consent), not showing up for work, or terminating employment without a 2 week notice.
Any employee who has unexcused hours will have their base pay cut from their normal pay to minimum wadge for a minimum of 8 hours to a maximum of 40 hours per pay period. If there are less than 8 hours for that pay period- then the minimum wadge will be set for the following pay period.
SECTION 5: WAGE AND SALARY POLICIES
5.1 WAGE OR SALARY INCREASES
Each employee’s hourly wage or annual salary will be reviewed at least once each year. The employee’s review date will usually be conducted on or about the anniversary date of employment or the date of the previous compensation review. Such reviews may be conducted more frequently for a newly created position, or based on a recent promotion.
Increases will be determined on the basis of performance, adherence to company policies and procedures, and ability to meet or exceed duties per job description and achieve performance goals (See Section 3.10, Performance Review/Planning Sessions).
Although the Company’s salary ranges and hourly wage schedules will be adjusted on an ongoing basis, Life Line Medical Ambulance does not grant “cost of living” increases. Performance is the key to wage increases in the Company.
5.2 TIMEKEEPING
Accurately recording time worked is the responsibility of every non-exempt employee. Time worked is the time actually spent on a job(s) performing assigned duties.
Life Line Medical Ambulance does not pay for extended breaks or time spent on personal matters.
The time clock is a legal instrument. Altering, falsifying, tampering with time records, or recording time on another team member’s time record will result in disciplinary action, including termination of employment.
Authorized personnel will review time records each week. Any changes to an employee’s time record must be approved by his/her supervisor, Questions regarding the timekeeping system or time cards should be directed to the Shona Searls.
Time Cards – Non-exempt employees will be issued a time card on their first day of employment. The employee will be given thorough instructions on usage and instructions on what to do should a problem occur.
Employees will be financially responsible for replacing the card if it is lost or stolen. Replacement cards are $5.00.
5.3 OVERTIME
Life Line Medical Ambulance is open for business 40 hours per week for the business office, and office staff. The EMS staff is open 24/7 on the medical portion. Overtime compensation is paid to non-exempt employees in accordance with federal and state wage and hour restrictions. Overtime is payable for all hours worked over 40 per week at a rate of one and one-half times the non-exempt employee's regular hourly rate. Time off on personal time, holidays, or any leave of absence will not be considered hours worked when calculating overtime. In addition, vacation time does not constitute hours worked. THIS IS FOR OFFICE STAFF ONLY PLEASE SEE BELOW FOR EMS OVERTIME.
All EMS falls under the FLSA overtime system. The Fair Labor Standards Act (FLSA) overtime information can be found on their website at www.flsa.com/overtime.html. At Life Line we use the FLSA “8/80” systems. In this system EMS personnel are paid by FLSA overtime for actual time worked in excess of 8 hours per day, or 80 hours every two (2) weeks, instead of the normal excess of 40 hours per work week. Under this “8/80” system an EMT is due FLSA overtime pay only if, when and to the extent actual hours worked exceeds 86 hours in the 14 day work period.
All overtime work performed by an hourly employee must receive the supervisor’s prior authorization. Overtime worked without prior authorization from the supervisor may result in disciplinary action. The supervisor’s signature on a time sheet authorizes pay for overtime hours worked.
5.4 PAYDAYS
All employees are paid bi-weekly. In the event that a regularly scheduled payday falls on a weekend or holiday, employees will receive pay on the next day of operation. Example: Christmas.
If a regular payday falls during an employee’s vacation, the employee’s paycheck will be available upon his/her return from vacation.
If the employee is not at work when paychecks are distributed and does not receive the paycheck, the paycheck will be kept at the Payroll office through the rest of the payday. If an employee is unable to pick up his or her check on payday, he or she will need to see the Shona Searls.
Paychecks will not, under any circumstances, be given to any person other than the employee without written authorization. Paychecks may also be mailed to the employee’s address upon request.
Pay is given after 4pm every other Friday.
5.5 CASH OUT OPTION
To be eligible for sick time, personal time or vacation time you must be a full time employee for a minim of 1 year.
If you choose not to use all of your sick or personal time for that calendar year, you can cash out your time. To cash out, Life Line has to have a written request for unused time for the current year. Requests can not be make until after December 7th of the current year (which will be seen on your next paycheck).
Overtime will not be paid for accumulated hours in combination with regular pay and cash out option. For example if you work 40 hours and cash out 10 hours, you will be paid 50 hours of regular time.
SECTION 6- BENEFITS AND SERVICES
Life Line Medical Ambulance offers a benefits program for its regular full-time and regular part-time employees. However, the existence of these programs does not signify that an employee will necessarily be employed for the required time necessary to qualify for the benefits included in and administered through these programs.
6.1 GROUP INSURANCE
As of September 2010 we have applied for group insurance but currently do not offer any type of insurance.
HEALTH INSURANCE
-none at this time
coverage begins
percentage of premium Life Line pays
percentage of premium employee pays
how employee pays premium-payroll deduction
6.2 COBRA BENEFITS- as of this time we do not have insurance
COBRA is the legislation that provides employees and their covered dependents the right to continue their group health care coverage after a qualifying event. COBRA legislation applies to employers with 20 or more employees. http://www.dol.gov/dol/pwba/public/pubs/dislocl.htm
The Federal Consolidated Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under Life Line’s health plan when a “qualifying event” would normally result in the loss of eligibility.
Some common qualifying events are resignation, termination of employment, or death of an employee; a reduction in an employee’s hours or leave of absence, divorce or legal separation and a dependent child no longer meeting eligibility requirements.
Under COBRA, the employee or beneficiary pays the full cost of coverage at Life Line’s group rates plus an administration fee. Life Line provides each eligible employee with a written notice describing rights granted under COBRA when the employee becomes eligible for coverage under Life Line’s health insurance plan. The notice contains important information about the employee's rights and obligations.
6.3 SOCIAL SECURITY/MEDICARE
Life Line withholds income tax from all employees' earnings and participates in FICA (Social Security) and Medicare withholding and matching programs as required by law.
6.4 SIMPLE IRA- as of this time Life Line does not offer an IRA or 401k. We are attempting to open up an IRA for our employees. Please be patient during this process.
The Simple Investment Retirement Account (Simple IRA) plan offers Life Line employees a unique opportunity for savings, financial growth and favorable tax treatment.
The IRA plan helps contributors save in several ways:
• Gross taxable income is reduced
• Life Line makes a matching contribution of the employees' contributions
• Convenience of payroll deduction (amount you choose)
The Simple IRA plan is administered through an Investment firm and managed internally by Life Line. Life Line makes matching contributions equal to 100% of Elective Deferrals that does not exceed 3% (and not less than 1%) of annual compensation. Each year [Company Name] chooses the percentage of matching funds for the year (between 1% and 3%). For any year, a Contributing Participant’s Elective Deferrals shall not exceed $6,000 (indexed for cost-of-living increases according to law). Please see Shona Searls for the current percentage.
Eligibility occurs after [24 months] of continuous employment for regular full-time employees.
6.5 VACATION
You must fill out a vac request off form. Due to the nature of our business, we may not be able to accept all vac days. Please turn them in as soon as possible to better your chances of getting days off.
You must work at Life Line for 1 year full time before you can be eligible for paid vac time.
Paid vacation is available to regular full-time employees following their first-year anniversary with Life Line Medical Ambulance and is provided based on the following calculations:
After the first year of employment, vacation time will be earned at the rate of .0192 hours per hour worked. Earned vacation can be taken after 1 (one) year continuous employment. To a max of 1 week per year once you have worked 1-5 years. After 5 years employment you will have a max of 2 weeks per year.
During the 5th (fifth) years of employment, paid vacation time will be earned at the rate of .0384 hours per hour worked. To a max of 2 weeks per year.
During the 6th (sixth) and following years of employment, vacation time will be earned at the rate of .0586 hours per hour worked. To a max of 2 weeks per year.
NOTES:
The vacation policy applies to all regular full-time employees.
Paid vacation time of regular employees will be earned on a fractional basis. Fractional vacation weeks will correspond to the average number of hours worked during the preceding year. No vacation time is given to employees who have worked less than one year, are part time, or who have not had continuous full time employment for 1 year (for example they worked part time for 7 months and full time for 4 months).
Example: Employee “A” works 25 hours per week for 52 continuous weeks
25 x 52 = 1,300 hours
Earned vacation equals 1,300 hours worked x .0192 = 25 hours
Earned vacation leave cannot be taken before it is accrued and approved. An employee can only have 2 weeks vac time per year max-unless cleared by management in writing.
Vacation may be taken in half-day increments of time.
A maximum of one week paid vacation may be carried over from one calendar year to the next, if cleared and approved in writing. However, no more than one week of vacation may be taken at one time, except under extraordinary circumstances. Requests for more than one week of vacation should be in writing at least ninety (90) days prior to the beginning of the requested vacation period.
Life Line Medical Ambulance encourages all employees to make the most of their vacation time. Regular breaks from daily work make everyone more productive. However, because circumstances do not always permit everyone to take vacation time when it is requested, Life Line Medical Ambulance will offer employees the option of taking the dollar equivalent of their earned vacation hours at their regular hourly rate. Arrangements to take earned vacation pay should be made at least (1) one payroll period in advance.
If the employee quits or is fired accrued time will not be paid out unless management has approved it in writing within 1 week from the employees last day. Please be aware that Life Line is not required to pay any sick time/vac time/personal time once an employee quits or is fired. If an employee gives a 2 week notice no more than 8 hours of vac time/personal time can be used unless approved in writing by management.
6.6 RECORD KEEPING
The Payroll Department maintains vacation days accrued and used. Each employee is responsible for verifying his/her pay stub to make sure the correct amount of hours appear. Please Contact Shona with questions.
6.7 HOLIDAYS
Life Line Medical Ambulance observes the following non-paid holidays per year for all business office employees:
New Year’s Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Day
Please be aware that we have updated the manual for 2012 and this is considered outdated. Please see Kelly for the new updates.
Medical Staff will be paid time and a half for hours worked on the following day:
Christmas Eve
Christmas Day
Thanksgiving
Easter
You must be scheduled these days to received time and a half. If you have an absence shift prior or shift after you will not received time and half for your holiday
6.8 JURY DUTY/MILITARY LEAVE
Employees will be granted time off to serve on a jury or military leave without pay. However, all regular employees both full-time or part-time will be kept on the active payroll until their civic duties have been completed. A copy of the jury duty summons and all other associated paperwork are required for the personnel file.
6.9 EDUCATIONAL ASSISTANCE
Life Line Medical Ambulance recognizes that the skills and knowledge of its employees are critical to the success of the Company. Life Line Medical Ambulance offers educational assistance programs. Life Line Medical Ambulance offers educational assistance programs to encourage personal development improve job-related skills and enhance an employee’s ability to compete for reasonably attainable jobs in the Company.
If you would like like Life Line to assist with medical education, CEU's, etc. please send a statement in writing to a member of management. They will decide how much (if any) that will be approved. Life Line has the right to deny payment for classes/education. Life Line will not pay for more than 50% of any class or CEU.
If any member of Life Line staff quits or is fired within 1 year of payment of classes or CEU's they may be required to pay part or all of the bill back to Life Line-even if no schooling contract is signed.
6.10 TRAINING AND PROFESSIONAL DEVELOPMENT
Life Line recognizes the value of professional development and personal growth for employees. Therefore, Life Line encourages its employees who are interested in continuing education and job specific training to research these further and get approval before signing up for the seminars or courses.
Each EMT, EMT-I, EMT-A, and EMT-P is required to keep up with CEU's and keep updated on all cards. All EMT's are required to have a CPR card and state card, Medics are required to have ACLS, CPR, and their state card.
SECTION 7: EMPLOYEE COMMUNICATIONS
7.1 STAFF MEETINGS
Quarterly staff meetings will be held 2-4 times per year. These informative meetings allow employees to be informed on recent company activities, changes in the workplace and employee recognition.
7.2 BULLETIN BOARDS
Bulletin boards placed in the office to provide employees access to important posted information and announcements. The employee is responsible for reading necessary information posted on the bulletin boards. Postings can be found upstairs and downstairs.
7.3 SUGGESTION BOX
Life Line encourages employees who have suggestions that they do not want to offer orally or in person to write them down and leave them [in the suggestion box located in the production center]. If this is done anonymously, every care will be taken to preserve the employee’s privacy. Janel Scarbrough checks the box on a regular basis.
7.4 PROCEDURE FOR HANDLING COMPLAINTS
Under normal working conditions, employees who have a job-related problem, question or complaint should first discuss it with their immediate supervisor. At this level, employees usually reach the simplest, quickest, and most satisfactory solution. If the employee and supervisor do not solve the problem, Life Line encourages employees to contact Connie Scarbrough, Shona Scarbrough, or Janel Scarbrough.
SECTION 8 - DAILY DUTIES
8.1 VEHICLE CHECKS
Crews going on duty are responsible for the thoroughly checking the units for defects, equipment, supplies, safety, OMTB checks and inventory. This is to be done first thing when going on duty. Be advised that if checks are not started within 30 min of clocking in- this is considered a violation of company policy. If an run is scheduled at the same time as your shift starts- it is required for the employee to arrived to work early to complete the required checks prior to transport. OMTB and safety checks required to be done daily on each squad and on each shift.
If a unscheduled run is dispatched prior to checks or during checks the squad checks are to be completed as soon as the squad returns from the transport. At no time is it acceptable to delay squad checks for personal reasons such as the weather (being cold/hot), food, phone conversations, smoke breaks, etc.
8.2 CHECK SHEETS
Check sheets are used to help insure a thorough check, and constant check. Each check sheet has to be completed, recorded, and logged in every day for each squad. Records are required daily job duty for all EMT's.
8.3 GENERAL MAINTENANCE
Squads should be checked daily. Fluids are required to be checked daily and more often if needed. Any low fluids should be addressed, filled, and fixed as soon as possible. Any deficiencies or safety hazards that are beyond the crews ability to correct are to be reported in writing to the appropriate supervisor. If a hazard or deficiency is noted that could potentially hurt, injure or damage the squad, equipment, an employee or a patient- then that equipment or squad is required to be put out of service until fixed.
8.4 CLEANING/DECONTAMINATION
Any blood or bloody fluids getting onto equipment of the vehicle, or on the vehicle the vehicle shall be cleaned immediately. General Decontamination should also be preformed after each squad run. It is the recommendation of Life Line Ambulance that a comprehensive vehicle cleaning/disinfection occur with each vehicle (including back-ups) at a minimum of four (4) times per year. The station is available to perform this cleaning/disinfection on request. These procedures may be requested in part or whole at any time, i.e. trauma call. The procedures listed below are inclusive of:
Cleaning:
8.5 FUEL
Fuel tanks are required to be filled at 1/2 tank. This should be done before or after each run. NO employee is to leave their shift with a squad at less than 1/2 tank. If this occurs the employee will be written up for the first violation, and additional violations will be time off without pay. See Code of Conduct for more info.
Section 9- EMPLOYEE RELATIONS
9.1 EMPLOYEE RELATIONS
Life Line believes that the work conditions, wages, and benefits it offers to its employees are competitive with those offered by other employers in this industry. If an employee have a concern about work conditions or compensation please discuss this with your direct supervisor.
9.2 HIRING OF A RELATIVE
The employment of a relative in the same area of an organization may cause serious conflicts and problems with favoritism and employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside the work environment can be carried in to a day-to-day working relationship.
Although Life Line has no prohibition against hiring relatives of existing employees, we are committed to monitoring situations in which relatives work in the same area. In case of actual or potential problems, Life Line will take prompt action. This can include reassignment or, if necessary, termination of employment of one or both of the individuals involved. It is for this reason we strongly believe it is not in the best interest of the company to hire relatives of current employees however, this will be addressed in a case by case basis.
Relatives are defined to include spouses, parents, children, grandparents, brothers, sisters, brother and sister-in-laws, father and mother-in-laws, stepparents, stepchildren and step-family. This also includes individuals who are not really related but who reside at the same residence as another employee.
9.3 INTEROFFICE DATING
For the reasons above, interoffice dating is strongly discouraged.
If inappropriate dating occurs or the dating affects the company or duties of the staff then the employee(s) will receive time off or may be terminated.
SECTION 10 PHONE USE
10.1 CELL PHONES AND DRIVING
Cell phone use is strongly discouraged while in the squad. Personal phone calls should not be taken while driving. Calls from our office should be answered by the passenger. If the passenger is unable, then keep the conversation short, or pull off and call the office back. Its best to never drive and talk on the phone.
It is never acceptable to talk on the cell phone while driving with the lights and sirens, during bad weather or heavy traffic.
10.2 TEXTING AND DRIVING
This is never allowed. Any persons driving and texting will be suspended and/or fired.
10.3 CELL PHONE AND PATIENT CARE
Never use cell phones or text while giving patient care. Patients deserve your 100% attention during transports. If a phone call occurs during care be brief, or return the phone message later.
Texting during patient care is strongly discouraged.
It is acceptable to use your phone to call the sending or receiving hospitals, medical control, doctors offices, the office or for other patient care concerns.
SECTION 11 DRIVING
11.1 DRIVING SQUADS:These vehicles are not passenger cars or passenger vans and they are not to be driven like one. Ambulances have numerous characteristics not found in the standard passenger vehicle, consequently they do not handle the same. Drivers must be in a constant states of readiness for any situation, such as mechanical failure, tire failure, wind and weather, traffic, etc. The driver must always be in the proper positions and ready to react. Feet are to be in the proper position. Brake and accelerator pedals are positioned for the right foot; DO NOT use the left foot for braking.
11.2 EMERGENCY RESPONSE
Use of red light and siren DOES NOT relieve you of your responsibility to drive safely. You MUST NOT endanger the lives of your crew or the public. You must exercise due regard for the safety of others at all times. Click here
-Use your warning lights and siren only for true emergencies
-Never use the lights without sirens
-Keep headlights on low beam, unless high beam is needed for visibility
-Spotlight is for utility purpose, and not a part of emergency lights
-Make gradual changes in speed and direction
-Signal your intentions well in advance
-Always pass other vehicles on their left
-Never pass other emergency vehicles traveling in the same direction, if it is on an emergency also
-When approaching an intersection do not assume other drivers will heed your warning
-Come to a gradual and complete stop at stop signs and traffic lights, regardless of the color
-Always use due regard for other drivers
-Always obey road and safety signs
11.3 NON-EMERGENCY RESONSE
Follow all traffic laws. The vehicle shall be driven in a legal and proper manner at all times. The patients comfort is the primary consideration when one is om board. Keep headlights on low beam, unless high beam is needed for visibility. Keep a minimum of four (4) seconds following distance, make gradual changes of speed and direction, look ahead for potential dangers, anticipate light changes and park on the side of the road with the flow of traffic.
11.4 SEATBELTS
It is required that all employees, passengers, patients, guests, etc. are required to wear a seatbelt at all times while in the squad. If a passenger can not or will not wear a seatbelt then that person can not ride in a Life Line vehicle.
Patients should be secured with all 3 safety cot straps unless it is compromising patient care, then as many straps as possible should be put on the patient.
Employees preforming patient care in the back of the squad should wear a seatbelt unless doing direct patient care that requires them to be up out of a seat. Once able, the employee should put their seatbelt on.
SECTION 12 RESPONSE TIMES
12.1 RESPONSE TIMES
It’s critical that we are able to move quickly during an emergency. Patients rely on how quickly we can render aid. All EMT's are to be ready to go at a moments notice. Regardless if it is an emergency or non-emergency squad run, an EMT’s phone call to response time is to be less than 3 minutes- day or 5 min night.
Goal for response time is less than three minutes from the time of call.
Conduct
Employees are to conduct themselves in a professional and responsible manner at all times while working, on duty, on assignment or at any time they may be deemed as representing Life Line or the Emergency Medical Service in general.
The use of alcoholic beverages are NOT PERMITTED WHILE WORKING on duty or on assignment. No alcohol is to be consumed less than six (6) hours prior to reporting to work or duty (eight hours is recommended). Any employee who violates this is subject to such disciplinary action determined by management and may be cause for immediate dismissal.
The use or sale, by any employee, of illegal drugs or un-prescribed substance, such as, but not limited to: marijuana, cocaine, crack, heroine,etc. shall be cause for immediate dismissal. This provision is applied whether the employee is on duty or not at the time of the incident.
The theft, unauthorized removal, unintentional damage or the the intentional destruction of Life Line property or the property of another employee, patient or customer shall be the grounds for such disciplinary action as may be determined by management including immediate dismissal.
Any employee with knowledge of violations of the above rules and failing to report it, shall also be subject to disciplinary action.
Duty personnel must keep in contact with the dispatcher at all times. Communication away from the premises may be, pagers or cellular phone.
No employee is to make any recommendation or suggestion, by any means, either for or against any hospital, doctor, nursing home or other health professional or facility.
No visitor or off duty personnel are permitted to be in the sleeping quarters.
If a disagreement should arise between crew person in the field as to procedure, treatment, etc., of a patient or victim, the opinion of the Crew Chief shall prevail. The disagreement can be discussed after the completion of the run, and in PRIVACY.
Duty crews are to keep themselves readily available for response at all times.
Please be aware that we have updated the manual for 2012 and this is considered outdated. Please see Kelly for the new updates.