Handbook for

Staff Members

Nebraska Methodist Health System, Inc.

Nebraska Methodist Hospital Nebraska Methodist College – The Josie Harper Campus

Methodist Physicians Clinic Methodist Hospital Foundation Methodist Women’s Hospital

Shared Service Systems

July 2018

Table of Contents

A Welcome Note from the President and CEO ................................................................................................... 1

An Important Message to Our Employees .......................................................................................................... 2

Nebraska Methodist Health System, Inc. ............................................................................................................ 3

Nebraska Methodist College – The Josie Harper Campus ............................................................................... 3

Shared Service Systems ....................................................................................................................................... 3

Nebraska Methodist Hospital and Methodist Women’s Hospital ..................................................................... 4

Nebraska Methodist Hospital Foundation .......................................................................................................... 4

Methodist Physicians Clinic ................................................................................................................................. 4

Methodist Jennie Edmundson ............................................................................................................................. 5 Your First Day

Photo Identification Cards ................................................................................................................................... 5 Employee Parking ............................................................................................................................................. 5,6 Employee Cafeteria ............................................................................................................................................. 6 Employee Health ................................................................................................................................................. 6 Employee Safety .................................................................................................................................................. 6 Patient and Visitor Safety .................................................................................................................................... 7 Emergency Information ....................................................................................................................................... 7 General Telephone Information ........................................................................................................................... 7 Information Systems ......................................................................................................................................... 7,8

Human Resources Division .................................................................................................................................. 8 Policies and Information You Should Know

The Organization's Goal and You ....................................................................................................................... 9 Organization Orientation ...................................................................................................................................... 9 Probationary Period ............................................................................................................................................. 9 Equal Employment/Affirmative Action ................................................................................................................. 9 Corporate Compliance/Federal False Claims Act ............................................................................................. 10 Sexual Harassment ........................................................................................................................................... 12 Conduct ............................................................................................................................................................. 12 Confidential Information ..................................................................................................................................... 12 General Liability Insurance ................................................................................................................................ 12

Matters of Conscience ....................................................................................................................................... 12 Non-Work Related Activities .............................................................................................................................. 13 Employee Classification (Status) ....................................................................................................................... 13 Employee Notification of Human Resources Policies ....................................................................................... 13 Job Description .................................................................................................................................................. 13 Professional Development ................................................................................................................................. 13 Employee Recognition ....................................................................................................................................... 13 Work Schedule and Assignments ..................................................................................................................... 14 Meal Breaks and Rest Periods .......................................................................................................................... 14 Breastfeeding/Employee Lactation Rooms ....................................................................................................... 14 Performance Evaluations .................................................................................................................................. 15 Performance Management ................................................................................................................................ 15 Your Human Resources File ............................................................................................................................. 15 Additional Hours ................................................................................................................................................ 16 Attendance and Tardiness ................................................................................................................................. 16 Military Obligation .............................................................................................................................................. 16 Family Medical Leave ........................................................................................................................................ 16 Gifts .................................................................................................................................................................... 18 Drug Free Workplace (Impaired Employees) .................................................................................................... 18 Employment of Relatives ................................................................................................................................... 19

Visitors for Employees ....................................................................................................................................... 19 Solicitation and Distribution ............................................................................................................................... 19 Tobacco-Free Environment ............................................................................................................................... 19 Appearance/Dress Code ................................................................................................................................... 19 Destruction of Organization Property ................................................................................................................ 19 Political Activity .................................................................................................................................................. 20 Conduct in Violation of the Law ......................................................................................................................... 20 Workplace Safety ............................................................................................................................................... 20 Weapons Free Campus ..................................................................................................................................... 20 Hazardous Materials .......................................................................................................................................... 21 Uniformed Security Officers ............................................................................................................................... 21 Bulletin Boards ................................................................................................................................................... 21 Lost and Found .................................................................................................................................................. 21 A Second Job .................................................................................................................................................... 21 Corrective Action and Discharge ....................................................................................................................... 21 Complaints and Grievances .............................................................................................................................. 22 Transfers to Other Health System Affiliate Companies ..................................................................................... 22 Resignation ........................................................................................................................................................ 22

Emergency Information

"Attention Code Red/Fire Alarm" ....................................................................................................................... 24 "Attention Code Blue/Medical Emergency" ....................................................................................................... 23 Plain Language Code Announcements ............................................................................................................. 24 Emergency Phone Numbers ............................................................................................................................ 24

Your Paycheck

Pay Procedures ………….. ................................................................................................................................ 25 Direct Deposit .................................................................................................................................................... 25 Recording Time Worked .................................................................................................................................... 25 Overtime ............................................................................................................................................................ 25 Shift Differential ................................................................................................................................................. 25 Weekend Differential ......................................................................................................................................... 25 Pay Advances .................................................................................................................................................... 26 Garnishments and Wage Attachments .............................................................................................................. 26 Jury Duty, Election Board Service, and Witness Fees ...................................................................................... 26

Employee Benefits MHS Employees and SSS Employees ............................................................................. 26 In Closing ............................................................................................................................................................. 26

1 07/2018

A Welcome from the President We are very pleased to have you on the Methodist team. By working together, we make a real difference in the lives and health of those we serve, and our community is stronger thanks to the care and service we provide. Every Methodist employee makes an important and valued contribution to our efforts, and we want you to have the information, resources and support you need to succeed. This handbook is provided to employees of Methodist Health System, Inc., Methodist Hospital, Nebraska Methodist College, Methodist Physicians Clinic, Methodist Hospital Foundation, Methodist Women’s Hospital and Shared Service Systems as an overview of our history, goals, HR policies, benefits and expectations. Please review this material, and if you have questions, contact your supervisor or Human Resources for more information. Welcome! Stephen L. Goeser President & Chief Executive Officer Methodist Health System

2 07/2018

An Important Message to Our Employees

All employees are expected to behave in ways consistent with the core values of the Health System: We are patient-centered, patient-driven. We honor and respect the dignity of all. We strive for the highest standards and push beyond. We work as one. We are dedicated to serving our community. This means we will focus on customer needs, honor and respect others, demonstrate skill in working with others, and serve our communities. This handbook contains our expression of the policies and procedures of Nebraska Methodist Hospital, Methodist College, Methodist Physicians Clinic, Nebraska Methodist Health System, Inc., Methodist Hospital Foundation, Methodist Women’s Hospital and Shared Service Systems. It is issued solely for the guidance of our employees and may be amended from time to time as policies change. It is not intended to replace the Administrative Policies, which are available online, on the organization’s Intranet. The Administrative Policies will be controlling if they conflict in any way with this handbook. Employees who have specific employment agreements are subject to the terms and conditions of employment stated in these agreements, subject to the discretion of the President. This handbook is not an employment contract, and it does not grant any employee a specific term of employment. Although we hope your relationship with the organization is a long and rewarding one, your employment will continue only as long as both you and the organization are satisfied with it. The organization has the right to exercise the customary functions of management. Decisions will be guided by the careful consideration of the needs of our patients, our customers, our employees, the organization itself, the physicians and the community. The leadership team reserves the right to vary the hours and shift of any employee at any time. You have the right, at any time, to terminate your employment, and your employer reserves the same right.

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Nebraska Methodist Health System Methodist Health System is the parent organization for our not-for-profit affiliates Methodist Jennie Edmundson, Methodist Hospital, Methodist Hospital Foundation, Methodist Physicians Clinic, Nebraska Methodist College – The Josie Harper Campus, Methodist Hospital Foundation, Methodist Women’s Hospital and our for-profit affiliate Shared Service Systems. The corporation, the first health system in the region, was created in 1981 to better meet the needs of the people we serve. Although the legal name for the corporation includes Nebraska, we usually refer to the corporation as Methodist Health System, because we have affiliates located in both Iowa and Nebraska. The mission of Methodist Health System and its affiliates is: Improving the health of our communities by the way we care, educate, and innovate. Employees of the Corporate Offices provide a wide range of support services to assist our affiliates in this mission. They include administration, financial services, human resources, information technology, integrated services, marketing, and planning. Methodist Health System and its affiliates enjoy an excellent reputation in the community, thanks to the efforts of our employees, who live our values of patient-focused, patient-driven care, respect for all, service excellence, teamwork and community service. Methodist…the meaning of care.

Nebraska Methodist College – The Josie Harper Campus

Nebraska Methodist College is a premier health professions institution that has offered a caring, close-knit community to its students and employees since it was established as Methodist Hospital School of Nursing in 1891. The oldest continuously operating nursing school in the city, Nebraska Methodist College moved to the brand-new Josie Harper Campus at 720 N. 87th St. in 2006. Students enjoy hands-on learning in the first year of all programs and the finest, most well-equipped nursing skills labs in the country. The mission of Nebraska Methodist College is to provide educational experiences for the development of individuals that they may positively influence the health and well-being of the community. Graduates of NMC provide health care in every state of the union. Methodist College supports the clinical education requirements of the MHS health care professionals through a number of continuing educational programs. In partnership with the Methodist Hospital Foundation, many of these educational programs are provided free to employees. Methodist College also supports the academic requirements of non-clinical education for CEU requirements.

Shared Service Systems, Inc. Shared Service Systems, Inc., the only for-profit affiliate of Methodist Health System, is one of the largest processors of health care linen in the region, and one of the leading independent medical products distributors in the nation. Shared meets the laundry or distribution needs of more than 1,000 clients in hospitals, long-term care facilities, clinics and physician offices across a four-state area. Laundry is processed at the rate of 5,000 pounds an hour or 90,000 pieces per day. By skillfully purchasing and managing the linen asset, Shared has kept the costs down for the Methodist Health System affiliates and a steadily growing list of clients.

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Nebraska Methodist Hospital & Methodist Women’s Hospital

Methodist Hospital was founded in 1891 by deaconesses of the Methodist Church. Beginning in a three-story frame house at 20th & Harney Streets, the hospital expanded and moved to 38th & Cuming (now the Salvation Army’s Renaissance Center) in 1908 and to its current location at 84th & Dodge Streets in 1968. The North Tower was completed in 1981. To meet the needs of the growing community, Methodist Hospital opened a second campus in June 2010. The new Methodist Women’s Hospital, located at 192nd and W. Dodge, is the region’s only facility dedicated to excellence in women’s health services. This $120 million, 116-bed, five-story acute care inpatient features a Level III neonatal intensive care unit and hotel-style amenities, including private rooms, family space, green space, room service and decentralized patient check-in. In addition to birth services, Methodist Women’s Hospital will offer gynecology and surgical services for women. Both men and women will be able to utilize the outpatient laboratory, radiology/imaging and emergency services. Known for its caring staff and excellent patient outcomes, Methodist Hospital offers a full range of inpatient and outpatient services, with centers of excellence in cancer care, cardiovascular services and women’s health. Methodist Hospital was the first hospital in Nebraska to achieve Magnet status for nursing excellence from the American Nurses Credentialing Center and is one of only 44 facilities in the nation to earn the prestigious Baby-Friendly USA designation from the World Health Organization and UNICEF. Emphasis on gerontology by the nursing staff has resulted in the hospital receiving NICHE designation (Nurses Improving Care for Health System Elders), as well.

Nebraska Methodist Hospital Foundation

The Nebraska Methodist Hospital Foundation accepts, protects and distributes charitable contributions from employees, physicians and other generous donors. It supports cancer care at Methodist Estabrook Cancer Center, charitable care for patients in need, education for health care professionals, students and faculty at Nebraska Methodist College and a variety of community service programs. The Caring Campaign is the annual opportunity for employees to support the work of the Foundation through a payroll deduction pledge, cash or paid time off hours that are converted to a cash gift after taxes are deducted. One hundred percent of every gift is used for the purpose or program the donor chooses. Nebraska Methodist Hospital Foundation also offers The Family Crisis Connection, a program designed to help Methodist Health System employees in times of emergency.

Methodist Physicians Clinic

Methodist Physicians Clinic, Inc. was founded as a private practice in 1952. It moved to 10060 Regency Circle in 1974, added a satellite facility in Millard in 1982 and joined Methodist Health System in 1990. Methodist Physicians Clinic (MPC) consists of owned and operated clinics throughout southwest Iowa and greater Omaha. With more than 150 providers, MPC remains the largest, private, not-for-profit, multi-specialty group practice in Nebraska. Health care is provided in a wide range of specialties, including allergy, bariatric surgery, behavioral health, dermatology, family medicine, general surgery, gynecology, hospitalists, internal medicine, neurology, obstetrics, orthopedic surgery, pediatrics, sports medicine, urogynecology and urology.

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Methodist Jennie Edmundson

Methodist Jennie Edmundson was founded in 1886 by the Women’s Christian Association, and has been at its present location on Pierce Street in Council Bluffs since 1907. A Methodist Health System affiliate since 1994, Jennie is a 255-bed regional health center serving the residents of southwest Iowa. The hospital has a full range of inpatient and outpatient medical, surgical and rehabilitation services with more than 225 physicians representing more than 20 medical specialties. The Jennie Edmundson Cancer Center, certified by the American College of Surgeons, is the only accredited cancer center in southwest Iowa. Jennie Edmundson Hospital Foundation provides a conduit for generous donors to benefit patients, medical programs and the community. The staff handbook for Methodist Jennie Edmundson is printed separately from this handbook.

Your First Day Photo Identification Cards The photo identification badge is issued upon completion of the new hire paperwork and should always be worn while on duty. This badge also allows you to enter the employee parking areas. If your name or position changes, your supervisor can order a new photo identification badge. If you lose your badge, you will need to order a new one. In case of a disaster, you will be asked to show your photo identification card to be admitted to any building. Please protect your badge, as you would protect your keys to your home or car. It allows access to patient areas as well as other areas with confidential and/or sensitive information. There is a charge to replace a lost or damaged badge. Do not lend your badge to anyone - lending your badge will result in corrective action at the written warning level or above. Everyone is responsible for safety. Physically Challenged Individuals Patients/visitors with proper license plates or permits may park in designated handicapped zones in the Visitors Lot. An employee who is physically challenged with restricted physical activity and/or mobility limitations will be assisted by Security to determine a parking location that will best meet his/her needs for accessibility.

Employee Parking Methodist Hospital The tiered parking structure directly south of the Hospital and the far southeast lot are designated for use by employees of Methodist Hospital. Parking at Methodist Hospital is free. If someone is dropping you off, please use the employee entrance that faces Farnam Drive. Do not use the Emergency Room or the Main entrance on the upper or lower drives. The maximum speed limit on hospital property is 10 m.p.h. Employees who park in "no parking" areas will be ticketed and may be fined. You will need a parking sticker for each vehicle that you may park in the lot. Your photo identification card will give you access to the lot. The dock/delivery areas are not employee entrance/exit doors to the facilities. Employees at the Hospital as Patients or Visitors Employees who come to Methodist Hospital as patients or visitors may use the Visitor Lot when necessary. They need to register with the Security department immediately by calling the voice mailbox at extension 2886 - "AUTO" and leaving the requested information. Personal notes left in a vehicle or sent to appeal a citation will not be accepted unless a phone message was received.

Security issues citations to enforce moving violations and parking violations by employees. This is considered misconduct, and can result in corrective action in accordance with the Hospital’s Corrective Action Guidelines. In

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addition, employees who violate campus parking regulations may be fined. Fines will be deducted from employees’ paychecks. Employee Parking 8511 Campus Methodist Health System Corporate Office employees may park in the lot to the south of the building or the lot to the west and north of the Corporate Offices. They may also park in the lot north of the 8601 Building. Employee Parking – Methodist College Methodist College employees may park in the spaces to the north or south of the College. Employee Parking Methodist Physicians Clinic All Methodist Physicians Clinic locations have specific employee parking areas. Please be sure you understand the parking guidelines for your specific location. Any questions should be directed to your supervisor. Employee Parking – Methodist Women’s Hospital Employees working on the Women’s Hospital campus will be provided with designated, free parking. Information regarding specific parking areas is provided to new and transferring employees by the recruiter. Employee Parking Shared Service Systems The company provides free parking in areas designated as employee parking. Do not park in reserved parking areas. Employee Cafeteria at Methodist Hospital Located on the second floor of Methodist Hospital, the Employee Cafeteria is available for breaks and meals. Food and beverages are served in accordance with the posted schedule of meals. The cafeteria is open seven days a week, from 6:30 a.m. to 8:00 p.m. and midnight to 3:00 a.m. Cyber Joe’s is located on the first floor of Methodist Hospital. The hours of operation are Monday through Friday from 6:30 a.m. to 4:30 p.m. Cyber Joe’s has vending available seven days a week, 24 hours a day. Employee Cafeteria at the Corporate Offices The cafeteria is open Monday through Friday from 11:00 a.m. to 1:15 p.m. A snack area is located on the lower level of the corporate area with various packaged snack items for sale. Methodist Physicians Clinic Many Methodist Physicians Clinic locations have designated break rooms for employee use for meals and breaks. Methodist Women’s Hospital Designated break and meal areas will be available for employees. More information will be provided during orientation. The cafeteria is open from 6:00 a.m. to 2:00 p.m., Monday through Friday. From 2:00 p.m. to 5:30 a.m. and 24 hours on weekends, “Meals To Go” service is provided to employees by calling x5-4900. Shared Service Systems Shared Service Systems has a designated lunch room for employee use for meals and breaks. Methodist College Methodist College has a dining area on the first floor of the Clark Center. During the fall and spring semesters, meals are catered from various restaurants, Monday through Thursday. Lunch is usually served from 11:30 am to 1:00 pm. Employee Health Employee Health is a resource to employees for job-related health information and questions. Employees are encouraged to call or visit Employee Health for issues relating to their health. Employee Health services may be offered at various locations. Please refer to the MHS Intranet, Human Resources, Employee Health, for applicable hours and sites.

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Employee Safety To report work-related illness or injury, see your supervisor immediately. He/she will refer you to the Employee Health office during their business hours. If an incident occurs after the Employee Health office is closed, depending on the severity of the incident, your supervisor may refer you to the Emergency Department at Methodist Hospital or to the Employee Health office the following day. Every injury, no matter how small, must be reported immediately. If further treatment is necessary, you will be referred to an appropriate physician. All approved costs resulting from a job-related injury will be paid by our Workers’ Compensation Plan. Patient and Visitor Safety If a patient or visitor has any kind of accident, contact Security to help him/her. Tell your supervisor about the accident so that the appropriate documentation can be completed. Emergency Information It is very important to become familiar with the fire and safety regulations in all our facilities. Please refer to the separate section in this handbook. In addition, all departments have copies of the Fire and Disaster manuals, which state in detail the procedures to be followed in an emergency. New employees are urged to familiarize themselves with this information at the earliest opportunity. Annual Fire/Safety Training is provided to all employees. General Telephone Information The phone systems at our various locations differ somewhat in their operation and features. Please be certain you receive adequate training on the phone system your area uses, so you can use the system efficiently. Phone lines must be kept free for the organization's business. If you need to make a personal call, please use one of the non-business telephones. Tell your friends and relatives not to call you at work unless it is an emergency. For the safety of our employees, incoming calls will not be transferred to staff members on duty. Please be sure those people who need to contact you in an emergency have the necessary information including your department and phone extension. If you need to make a personal long distance call, you should reverse the charges or use a telephone credit card. No personal long distance calls should be placed directly and charged to the organization. Information Systems Information systems are those systems where data and/or voice information is processed and stored. Such systems include, but are not limited to: computer systems, removable and non-removable computer storage devices, voice mail systems, fax machines, telephones, the Internet and Intranet. You are encouraged to utilize information systems related to your specific job. If you have a need, reason and permission to access, view, and/or retrieve the information, please do. If not, please don’t. Information systems used by employees in their work environment are the property of and under control of Methodist Health System. Such systems are provided to enhance business communication and process information related to the work of Methodist Health System. Data kept on any information system is the property of and is available to the Health System. This information may be examined by Health System employees or designees at any time, without notification, and used in any acceptable manner. Employees may not use the organization’s information systems for personal reasons except in limited circumstances. Inappropriate use of information systems may also include:

-Selling products and/or merchandise (i.e. personal property, cosmetics, Girl Scout cookies) -Advertising any ventures you may be involved in (i.e. home products, soliciting for fundraisers not sponsored

by MHS)

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Employees must have a need, reason and permission to access, view and/or retrieve any information. Inappropriate use of information includes: -Talking about patients in hearing distance of others

-Exposing data by leaving information on the computer screen -Leaving confidential papers on desk for others to see (i.e., insurance claims, daily census reports, etc.)

-Medical Information System – Employee must demonstrate a “need-to-know” to access, review, input or retrieve data.

Electronic mail, voice mail, Intranet and Internet activity are subject to monitoring. Some information systems are monitored for customer service and accreditation purposes. Monitoring may be done at any time for reasonable cause. E-mail may not be used to promote personal or unrelated business activities. Examples of inappropriate usage of Health System equipment include: -Outlook – Sending personal messages (i.e., making and /or sending a Christmas mailing list) -Voice Mail – Chatting excessively regarding non-work- related information (i.e., a recipe or joke) -Internet – Excessive personal use (i.e. checking on travel arrangements, car prices, etc.) -Games – Playing games before, on or after work time on a computer (i.e., solitaire) Information that has been generated as a result of a person’s employment becomes company property and must be protected as such. Tampering or destroying information is as serious as tampering or destroying physical assets of the organization. Pirating software, downloading, taking home and loading software onto one’s home PC or taking disks home and using for non-work-related activities are also inappropriate uses of the organization’s systems. Such behavior is subject to the Corrective Action guidelines, and may be grounds for termination.

Our Human Resources Division Although your supervisor will be your main contact for questions and assistance during your employment here, the Human Resources division can also help with: Benefit questions Photo identification badges

Direct Deposit assistance Policy information

Pay questions Progressive Correction Action Guidelines

Promotion Opportunities Wellness

Tax-Sheltered Accounts Job Transfers

Retirement Name Changes

Please feel free to stop in whenever you need assistance. See the MHS Intranet, Human Resources, Human Resources Customer Service and FAQ, for applicable hours. Methodist Hospital

8303 Dodge Street (402) 354-8827 Corporate Offices

8601 W. Dodge Road, Suite 18 (402) 354-2200 Shared Service Systems – Tuesday and Thursday

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1725 S. 20th Street (402) 536-5306 See also “Human Resources” on the top navigation bar of the Methodist Health System Intranet.

Policies and Information You Should Know The Organization's Goal and You The primary purpose of Methodist Hospital, Methodist Physicians Clinic, MHS Corporate Offices, Methodist College, Methodist Hospital Foundation, Methodist Women’s Hospital and Shared Service Systems is to provide and support the highest quality of patient care, while maintaining our reputation for excellent customer service. We believe this can best be accomplished through complete understanding and cooperation among the various divisions and areas of the organizations. It is the policy of the organizations to maintain an open-door relationship with its employees so that every employee may deal directly with members of the leadership team about conditions relative to his/her employment. It is also the policy of Methodist Hospital, Methodist College, Methodist Physicians Clinic, MHS Corporate Offices, Methodist Hospital Foundation, Methodist Women’s Hospital and Shared Service Systems to pay wages and to provide benefits that compare favorably with those of other employers in the area. It is our intent to be fair with all employees, and to treat them with dignity and respect. We ask you to help us attain this goal through your cooperation, friendliness and willingness as a member of our staff. Organization Orientation The orientation session will help you become acquainted with the organization. General orientation sessions include information on the various organizations in the Health System, as well as their relationship to the Health System and to the affiliates. The mission, vision and values of the organization, mandatory training, organizational standards for customer service, confidentiality, teamwork and corporate compliance are also addressed. You are required to attend orientation during your first thirty days of employment. Your supervisor, or a designee, will introduce you to the people with whom you will work, tell you about your job, answer any work-related questions you may have, and provide specific orientation to your department. Probationary Period Your probationary period is defined as the first six months of your job with us. It is a time during which you get to know us and decide if you want to continue working for us. You may resign or your supervisor may dismiss you without any notice during your probationary period. Our progressive, corrective action guidelines and grievance policy do not apply to probationary employees. If your supervisor believes he/she needs more time to evaluate your performance, this period may be extended. Equal Employment/Affirmative Action Methodist is an Equal Employment/Affirmative Action employer, meaning that it is committed to providing equal employment opportunity to all applicants and employees, regardless of their race, color, gender, religion, national origin, age, sexual orientation, gender identity and disabled or veteran status. Specifically, Methodist is required to comply with the requirements of Executive Order 11246 as amended, related to affirmative action; Section 503 of the Rehabilitation Act and the Americans with Disabilities Act, covering the employment of the disabled; and Section 402 of the Vietnam Era Readjustment Assistance Act of 1974, covering the employment of veterans. As part of these obligations, Methodist is required to monitor and analyze its employment practices to ensure equal employment opportunity for all individuals, regardless of their membership in any protected class. Should you have any concerns or suggestions on how to better promote equal employment opportunity, please contact 402-354-2200.

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Our organizations believe that the working conditions, wages and benefits they offer to employees are competitive with those offered by other organizations in this area. If employees have concerns about work conditions or compensation, they are strongly encouraged to voice these concerns openly and directly to their supervisors or contact Human Resources. Our experience has shown that when employees deal openly and directly with supervisors, the work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that we demonstrate our commitment to employees by responding effectively to employee concerns. Corporate Compliance Methodist Health System and each of its affiliates are committed to maintaining the highest standards of conduct in the pursuit of our mission and core values. This code of conduct applies to all employees, directors, members of the medical staff, volunteers, students and contractors. All System affiliates are committed to complying with all applicable laws and regulations in connection with their activities. The Corporate Compliance Program is intended to foster an understanding of these requirements, and detect and prevent illegal or improper behavior. All employees and persons affiliated (as listed above) are required to become educated regarding legal responsibilities, report conduct suspected to be illegal, comply with the law, adhere to corporate compliance plans and carry out their duties in an ethical manner. Questions about this information may be directed to your supervisor, the Corporate Compliance Officer or Human Resources.

IMPORTANT INFORMATION for METHODIST HEALTH SYSTEM EMPLOYEES Methodist Health System (MHS) is required by federal law to provide information to all its employees regarding the federal false claims act, administrative remedies for false claims and statements, the state false claims act and whistleblower protections under these laws. The federal and state false claims acts play an important role in detecting fraud, waste and abuse in federal health care programs. Please read this information carefully! Federal False Claims Act What it does: Allows a civil action to be brought against a health care provider who:

Knowingly presents, or causes to be presented, a false or fraudulent claim for payment or approval to any federal employee;

Knowingly makes, uses or causes to be made or used a false record or statement to get a false or fraudulent claim paid; or

Conspires to defraud the government by getting a false of fraudulent claim allowed or paid (31 USC sec. 3729(a)).

Examples of a false claim:

Billing for procedures not performed Violation of another law. For example a claim was submitted appropriately but the service was the

result of an illegal relationship between a physician and the hospital (physician received kick-backs for referrals)

Remedies:

A federal false claims action may be brought by the U.S Department of Justice Civil Division, the United States Attorney.

An individual may bring what is called a qui tam action. This means the individual files an action on behalf of the government.

Violation of the federal False claims Act is punishable by a civil penalty of between $5,500 and $11,000 per false claim, plus three times the amount of damages incurred by the government.

A statute of limitations says how much time may pass before an action may no longer be brought for violation of the law. Under the False Claims Act, the statute of limitations is six years after the date of violation or three years after the date when material facts are known or should have been known by the government, but no later than ten years after the date on which the violation was committed.

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Whistleblower protections: Federal law prohibits an employer from discriminating against an employee in the terms or conditions or his or her employment because the employee initiated or otherwise assisted in a false claims action. The employee is entitled to all relief necessary to make the employee whole. 31 USC 3730(h) Nebraska False Medicaid Claims Act and Whistleblower Protections The Nebraska Medicaid False Claims Act (Neb. Rev. Stat. §§ 68-934 to 68-947) provides that a person may be subject to civil liability for presenting a false Medicaid claim or otherwise violating the Act. Prohibited acts include presenting a false claim, making or using a false record, and knowingly destroying records related to Medicaid claims. Civil penalties, damages in the amount of three times the false claims submitted, and the state’s costs and attorney fees may be recovered from a person who violates the Act. The Nebraska Attorney General is responsible for establishing a state Medicaid fraud unit to enforce the Act. Nebraska law also prohibits employers from discriminating against employees who oppose any practice or refuse to carry out any action unlawful under federal or state law. Neb. Rev. Stat. §48-1114. Iowa False Medicaid Claims Act and Whistleblower Protections Iowa Code § 249A.7 imposes criminal liability on any person who obtains assistance or payments from the Medicaid program by knowingly making or causing to be made a false statement of material fact or knowingly concealing a material fact concerning an applicant’s eligibility. A person who violates this code section commits a fraudulent practice and is subject to punishment varying from a class “C” felony to a simple misdemeanor depending on the amount of money involved in the fraud (Iowa Code § 714.9-.14). Besides the criminal penalty, the state also has the authority under Iowa Code § 249A.5 to recover the incorrectly paid assistance from recipients or providers. The Iowa Department of Inspections and Appeals is responsible for these investigations and audits. (481 Iowa Admin. Code ch.73) According to Iowa Code § 10A.105, all complaints filed with the Department either in writing or verbally from any source will be confidential with the exception of information necessary to conduct the hearing, appeal, audit, investigation, or other related function. Iowa law also protects whistleblowers who in good faith report fraud. Iowa Code § 10A.105 requires that the Department of Inspections and Appeals keep all information confidential unless necessary for the proceedings of the case. Furthermore, Iowa Code § 915.23 prohibits employer retaliation against any employee who serves as a witness in a criminal proceeding, which would include fraud against the state’s Medicaid program. The law also gives the employee authority to recover actual damages, court costs, and reasonable attorney fees for job-related losses from such retaliation to make the employee whole. What you should do if you think Methodist Health System may have made a false claim:

If you see something that is not right, or looks like one of the examples of a false claim discussed earlier, MHS encourages you to:

o Report it to your supervisor for further investigation. If you are not comfortable doing this or do

not see action in response to your report; o Call the MHS Compliance Reporting Line at (402) 354-2174 or file an on-line compliance report

through the on-line compliance reporting link available on the MHS Intranet.

You are not required to report a possible false claims act violation to MHS first. You may report directly to the federal Department of Justice.

MHS will not retaliate against you if you inform MHS or the federal government of a possible false

claims act violation.

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MHS has several policies related to preventing, detecting and investigating fraud and abuse. These policies are all available on the MHS Intranet and include:

Billing Compliance Monitoring Conflict of Interest Contracting Corporate Compliance Plan (Code of Conduct Section) Medicare Cost Report Preparation and Compliance Preferred Vendor Agreements

If you have any questions about this information, please review the Compliance Reporting Information on the MHS Intranet or call the Methodist Health System Corporate Compliance Officer at (402) 354-2174. Sexual Harassment Methodist Hospital, Methodist College, Methodist Physicians Clinic, MHS Corporate Offices, Methodist Hospital Foundation, Methodist Women’s Hospital and Shared Service Systems affirm that all women and men are to be treated fairly and equally, with dignity and respect. Any form of sexual harassment contradicts the policies of the organizations, and will not be permitted. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. If you believe you have been harassed or unfairly discriminated against based on gender or any other criterion, please contact your supervisor or Human Resources immediately. Supervisors aware of any form of harassment or discrimination should also report the situation to Human Resources. We will promptly investigate all complaints and reports and will take whatever action is appropriate. Conduct You represent Methodist Hospital, Methodist College, Methodist Physicians Clinic, MHS Corporate Offices, Methodist Hospital Foundation, Methodist Women’s Hospital and Shared Service Systems. The way in which you treat patients, customers, students, visitors and other employees will reflect credit or discredit upon the organization as a place of comfort and understanding for the sick, their families and friends. Your courteous treatment, friendliness and assistance reflects the fact that the staff is putting forth its best efforts for the care of our patients, and will be expected of you at all times. Confidential Information As an employee, you may have access to information about patients, other employees, customers, applicants for jobs, and the business itself. Any such information must be treated as confidential. You may use this information only in a manner required by your job. Accessing confidential information for which you have no need to know may result in your discharge. Revealing confidential information may result in your discharge. Failure to safeguard confidential information may result in legal action against you personally and against the organization. It will always be considered serious misconduct and may be cause for discharge. When in doubt, consider the information confidential, and consult your supervisor for guidance. General Liability Insurance Employees, students, and authorized volunteers are protected persons while working, or when they did work, for Methodist Hospital, Methodist College, Methodist Physicians Clinic, MHS Corporate Offices, Methodist Hospital Foundation, Methodist Women’s Hospital and Shared Service Systems. This coverage does not extend to external activities performed during off-duty hours.

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Coverage does not extend to an employee or his/her personal automobile when driven during the course of employment. Employees should retain adequate insurance coverage on employee-owned vehicles. Employees are required to comply with all legal requirements while conducting business, including traffic laws. For safety purposes, when traveling on the business of the employer in either a personal car or company vehicle, cell phone usage, texting, and other potentially distracting activities such as eating while operating a moving vehicle are not allowed. If you are in a vehicle and must use the phone, pull over in a safe location prior to its use. Matters of Conscience There may be medical treatments and procedures generally accepted as good medical practice about which you have objections of conscience. The responsibility for decisions regarding medical treatment rests with the physician in charge and the policies of the health care facility. If you have objections regarding treatment, please inform your supervisor immediately. Your good faith request to not participate in such treatment based on conscience will be considered and honored when possible. You may not, however, refuse to provide treatment or render assistance when your refusal may jeopardize patient care. If appropriate, you may be transferred to another position for which you are qualified. Non-Work Related Activities Meetings on the premises that are not related to Health System business require the approval of the appropriate facility President. Employee Classification (Status) • Full-time employees at: • Methodist Hospital/Women’s Hospital – are scheduled to work 24 hours or more per week. • Methodist College – are scheduled to work 24 hours or more per week. • MHS Corporate Offices, Shared Service Systems – are scheduled to work 37.5 hours or more per week.

• Methodist Physicians Clinic – are scheduled to work 35 hours or more per week. • Part-time employees at: • Methodist Hospital/Women’s Hospital - work less than 24 hours per week. • Methodist College – work less than 24 hours per week. • MHS Corporate Offices, Shared Service Systems - work less than 37.5 hours per week.

• Methodist Physicians Clinic – work less than 35 hours per week. • Casual employees work only when called, on an "as-needed" basis. • Temporary employees work for a specific period of time not to exceed 90 days. Employee Notification of Human Resources Policies As policies are reviewed, substantive changes will be published in a variety of organizational news vehicles. Employees are responsible for keeping abreast of organization and policy changes by reading the various news publications and checking the MHS Intranet for updates. Job Description A written description of your job is available from your supervisor. The description explains your duties and responsibilities. Your job may change from time to time. If this happens, your supervisor will explain the changes to you and update your job description.

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Professional Development The organization provides training and inservice programs to assist you in learning new skills and gaining more knowledge. We believe an investment in the development of our staff is an investment in our future. Employee Recognition The organization sponsors formal and informal ways to reward and recognize employees’ service. We also take pride in recognizing those employees whose work goes beyond that which is normally expected. Formal recognition includes the service recognition function and seasonal recognition. Informal recognition may reward individuals or departments. Supervisory staff have discretion to utilize informal recognition. All employees are encouraged to share positive feedback with one another as often as possible. Recognition of employees is communicated via Employee Connections. Work Schedule and Assignments Your supervisor will assign and schedule you and other staff in your department for the efficient operation of the organization and the provision of services. Any questions or concerns about your work schedule or your assignment should be discussed with your supervisor. Meal Breaks and Rest Periods You are welcome to bring your meal from home or buy it from the cafeteria if your location has one, but all meals must be eaten in the cafeteria or other designated area. You may be allowed one 15-minute rest period or break for each six-hour shift. You may be allowed two 15-minute breaks when working a 12-hour shift. These breaks cannot be taken consecutively. The time of your rest period will be determined by your supervisor. A rest period on shifts of less than six hours must be approved by your supervisor. This rest period is part of your working day. Breaks and rest periods are a privilege and not a right. Patient care and departmental needs will be evaluated first should a question arise. Employees who work six or more consecutive hours may be permitted a meal period. The organization provides one-half hour of unpaid time for meals, subject to patient care needs or workload emergencies. Employees may not work during unpaid meal breaks without prior approval by the supervisor for additional paid time. Please consult with your supervisor concerning any questions. Breastfeeding/Employee Lactation Rooms Because breastfeeding employees need ongoing support in the worksite to be able to provide their milk for their babies, Methodist Health System subscribes to the following policy:

1. Employees will be provided a place to breastfeed or express their milk. An employee lactation room will be provided as a private and sanitary place for breastfeeding employees to express their milk while at work. The room will provide an electrical outlet, chair, hand hygiene product, and nearby access to running water. Employees may, of course, use their private work area for breastfeeding or milk expression, if they prefer. Employees should talk to their supervisor and/or a lactation consultant for ideas of where they can pump at their work location.

2. A refrigerator will be made available for safe storage of expressed breast milk. Employees may use their own cooler packs to store expressed breast milk, or may store milk in a designated refrigerator/freezer. Employees should provide their own containers, clearly labeled with name and date. Those using the refrigerator are responsible for keeping it clean.

3. Employees will be provided flexible breaks to accommodate breastfeeding or milk expression. Employees may breastfeed their child or express their milk during any regular meal and break periods. If meal and rest breaks are not reasonably sufficient to permit staff to breastfeed or express their milk,

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employees may take a reasonable amount of additional unpaid break time, as necessary. If employees take additional break time, they must clock in and out to reflect the additional break time taken. Employees should contact their supervisor to determine the most appropriate time and place to breastfeed or express their milk.

4. Employees who will be breastfeeding their babies on campus should adhere to the following infection control guidelines.

a. If the baby is brought in by someone other than the breastfeeding employee, he/she needs to wait in the designated visiting areas as appropriate. Other siblings or family members should wait in the visiting areas as well. b. Babies may only be brought in if they are free of communicable diseases. If there is a question, the baby’s pediatrician must be consulted. c. Babies must be current on their immunizations as outlined by the Centers for Disease Control and Prevention (CDC).

5. Leadership are expected to provide support for breastfeeding employees. Realizing the importance of breastfeeding to the infant, the mother, and our organization, leadership should provide an atmosphere of support for breastfeeding employees.

6. Employee orientation will include information about Methodist Health System’s breastfeeding policy. Methodist Health System’s breastfeeding policy will be communicated to current staff. New employees will be informed about our policy in New Employee Orientation.

For breastfeeding questions, call the Methodist Women’s Hospital Certified Lactation Consultants at (402) 815-1528 or (402) 815-1529 or Breastfeeding Boutique at (402) 815-1136. Employee Lactation Rooms by campus:

Methodist Hospital campus: 9 South, (2 areas – west end and east end) Methodist Women’s Hospital campus: 2nd, 3rd, 4th, & 5th floors (ask your supervisor or call a lactation

consultant for the specific location on the desired floor). MHS Corporate Offices campus, 8511 W. Dodge Road building: adjacent to the women’s restroom,

east of the cafeteria, across from the Platte Room. MHS Corporate Offices campus, 8601 W. Dodge Road building: within Human Resources, Suite 18 For all other campuses, employees should talk to their supervisor and/or a lactation consultant for ideas

of where they can pump at their work location.

Performance Evaluations Employee performance will be evaluated at the end of the probationary period (6 months after hire) and annually thereafter. This schedule may change if an employee transfers or is promoted to a new position. The purpose of the evaluation is to compare your performance to the standards applicable to your position. This is also an opportunity for you to discuss goals, concerns and expectations with your supervisor. Employees may also be evaluated at times other than those stated above. Performance Management If the performance of any employee of Methodist Hospital, Methodist College, Methodist Physicians Clinic, MHS Corporate Offices, Methodist Hospital Foundation, Methodist Women’s Hospital or Shared Service Systems is below the acceptable level, as determined by the supervisor, a plan to improve performance will be developed by the supervisor and employee. Specific examples of work that do not meet performance expectations will be provided, clear goals will be communicated, and a time frame will be established for specific improvement. The supervisor and employee will discuss the possible consequences if performance does not improve. The consequences may include a specific period of time that serves as final notification that failure to resolve the performance issues will result in discharge. Typically, the timeframe will range from 30 to 90 days. Employees who are in the probationary period following initial employment or casual/on-call or temporary, may not be afforded the same privilege as outlined in this policy.

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The employee will be expected to maintain the expressed level of performance after that established timeframe has elapsed. If performance at an acceptable level does not continue, the initial consequence(s) may result. The performance improvement action plan will be documented by the supervisor and placed in the Human Resources file. Questions regarding this process may be directed to Human Resources. Your Human Resources File The information in your Human Resources file is considered confidential information. Normally only you and appropriate supervisory personnel, Human Resources division staff and Administration who have a legitimate need to access it are allowed to review it. You may copy any part of it. If you wish to review your file, please call Human Resources to schedule an appointment. It is important that your employment records are kept up to date. We make an electronic system available to all staff members that allows you to make changes online to your demographic information. This system also makes available to you information about your benefits, continuing education, pay, and paid time off balances. Please make every effort to review your information periodically and update when necessary. It is the responsibility of each employee to maintain his/her demographic information such as address and phone numbers (work, home and cell phones). Preferred First Name can be updated in Employee Self Service. Due to regulatory requirements, employee last name (and legal first name) can only be updated when an updated social security card and/or Identity Authorization Document is presented and verified in Human Resources. Changes in last name due to marriage and/or divorce must first be made with the regulatory agency prior to update in the NMHS system(s). Based upon an employee's Human Resources file, the organization will give references to those who have a legitimate interest in the information. Information given will be limited to date of hire, date of separation, and job title. Upon receiving written permission from an employee or former employee, wage information will be released. Individual supervisors may not provide written or verbal references on behalf of the organization. Additional Hours Employees may sometimes be needed for extra work to address the needs of our patients and customers. If your supervisor asks you to work overtime, we expect you to make every effort to work the additional hours. Your supervisor must approve all overtime pay. All hours worked in excess of 40 hours per week will be paid at time and one-half your regular rate of pay if you are a nonexempt employee, according to Wage and Hour regulations and organizational policy. Attendance and Tardiness You are expected to report to work on time for your shift every time you are scheduled to work. If you will be late or absent, you must notify your supervisor prior to your scheduled working time, according to your department's policy. The definition of excessive absence and tardiness may differ depending on the organization for which you work. Employees should refer to the Administrative Policies, on the Intranet, for more information. Questions may also be directed to your supervisor. Absences due to extended illness or injury will be governed by the Family Medical Leave and Furlough policies. Military Obligation Methodist Health System complies with the federal and state laws on military obligation. See the Military Obligation policy for more details. Family Medical Leave Methodist Hospital, Methodist College, Methodist Physicians Clinic, MHS Corporate Offices, Methodist Hospital Foundation, Methodist Women’s Hospital and Shared Service Systems recognize the need of employees to care for themselves or for family members for intermittent or extended periods. This policy governs the absences of employees due to the medical needs of the employee or family members. We also recognize the needs of employees to take time off to deal with certain issues relating to a family member’s active duty, call to active duty or to care for a family member who is seriously ill or injured as a result of active

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military duty or for the employee to fulfill a military obligation. Please refer to the following policies: Military Family Leave for Employees, Military Family Leave Act and/or Military Obligation. For additional questions, contact Human Resources. Family Medical Leave taken prior to federal eligibility will not count toward FML taken after federal eligibility, assuming the employee meets the federal eligibility requirements. This policy intends to incorporate the parameters of the Family Medical Leave Act effective August 5, 1993 and all subsequent amendments. - Leave Criteria An employee is eligible for up to a maximum of 12 weeks of family medical leave when the purpose for an extended absence falls within one of the following criteria: For the birth of a child or to care for a child during the first 12 months after birth, For the adoption or foster care placement of a child with an employee, To care for the employee's spouse, child or parent with a serious health condition, or Because the employee's own serious health condition prevents the employee from performing his/her job

duties. This criteria includes absences due to on-the-job illness or injury or for qualifying exigency leave. In accordance with amendments to the FMLA effective 1/16/09, employees may also be eligible for up to 26

weeks in a 12-month period to care for a covered service member injured on active duty. Please see the details of this information in the policy entitled Military Family Leave Act and Military Family Leave for Employees. Please call Human Resources with questions.

Employee's spouse is defined as lawful spouse. Child is birth, adopted or step-child. Parent includes only the employee's birth, adoptive parent, or step-parent. - Leave Duration The 12 weeks of family medical leave are calculated by multiplying the employee's scheduled hours, as of the time of the leave event, by 12. Casual employee’s family medical leave will be calculated by averaging hours worked during the 12 weeks prior to the family medical leave event (x12). The 12 weeks of family medical leave can be taken continuously or intermittently. The 12 weeks of family medical leave are available to employees during a rolling 12 month period of time measured backward from the first day of the requested leave. Leave taken on an intermittent basis must be completed within 12 months of the first day of intermittent leave. The amount of leave an employee is entitled to take intermittently is determined based on the scheduled hours as explained above. (For an employee scheduled to work 40 hours per week, he/she may be eligible for 480 scheduled hours [40 hours x 12 weeks] of intermittent or continuous leave. An employee scheduled for 20 hours per week may be eligible for 240 scheduled hours [20 hours x 12 weeks] of intermittent or continuous leave.) The combination of continuous and intermittent leave may not exceed the number of hours available to the employee, based on his/her scheduled hours, during any 12-month period of time. A serious health condition is defined as an illness, injury or impairment (mental or physical) that involves:

Inpatient care at a hospital, hospice or residential care facility, or Any period of incapacity requiring absence from work, school or other regular daily activities in excess

of 3 calendar days that involves continuing treatment by health care provider, or

Continuing treatment for a chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in further incapacity of more than three days, or prenatal care.

- Paid Time During a Leave An employee has the option to take any accrued time off benefits during a family medical leave. Whether the employee has accrued escrowed sick or paid time off, it is the employee's option to use these benefits to provide

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income during the family medical leave. Escrowed sick hours may only be used during a family medical leave. A salaried employee who does not wish to use paid time benefits for the family medical leave absence may take the family medical leave unpaid, and his/her paycheck will be adjusted for time not worked. Please review the PTO policy on the Intranet at Human Resources/MHS Benefits for more information. - Benefits During a Leave

During a designated family medical leave, the employee's benefits continue at the same level and cost as benefits prior to the family medical leave. The employee remains responsible for paying any premiums due during the family medical leave in accordance with the respective plan's provisions. Failure to pay premiums on time will result in termination of the coverage. For benefits that are determined based on annual pay or annual hours worked, unless paid time is taken during the family medical leave, no pay or hours will accrue toward the employee's benefit. - Requesting Family Medical Leave An employee must request a family medical leave 30 days prior to the start of the leave or as soon as practical under emergency circumstances. The employee may be asked to provide medical certification of the reason for the family medical leave. The employee must provide such at his/her own expense. The supervisor may request a second opinion at the expense of the employer. The employee may also be asked to provide periodic medical certification of the need for the Family Medical Leave during the leave period. The form(s) for medical certification is(are) available from Human Resources, and it is on the Intranet. The employee may also be asked to provide periodic medical certification of the need for the Family Medical Leave during the leave period. An employee requesting Family Medical Leave is expected to schedule medical appointments with the least disruption to his/her department operations as reasonably possible. An employee on intermittent leave may be reassigned during the intermittent leave period to another position with the same benefits and pay to better accommodate staffing needs. Absences that fall within the Family Medical Leave guidelines will be considered family medical leaves and be recorded as such in the employee's personnel records.

The policies governing Family Medical Leave are located on the Intranet.

- Return After a Family Medical Leave An employee returning to work after a family medical leave may be asked to make an appointment with the Employee Health Department prior to returning. The employee may also be asked to provide medical certification from his/her private physician regarding his/her fitness to return to work. An employee is entitled to return to the same or an equivalent position upon return from a family medical leave. This applies whether the leave is continuous or intermittent. The employee's right to return to his/her prior position is no greater than had the employee been continuously employed during that same period. Employees who need additional time off after exhausting the time available to them under the Family Medical Leave policy, may be eligible if the employee is a qualified individual with a disability, and some period of additional time off is a reasonable accommodation under the circumstances of the case. Each situation will be evaluated individually before approval is granted. Gifts As an employee, you may not accept a tip or a gift from a patient, visitor, vendor or doctor. Accepting a gift is inappropriate and may result in corrective action. We encourage employees to donate gifts, donations or honoraria received in exchange for volunteer or community services on behalf of the Methodist Health System to the Methodist Hospital Foundation. Nominal gifts of food or flowers should be shared with department co-workers. Drug-Free Workplace (Impaired Employee) Methodist Health System is committed to providing a drug-free workplace to all staff members. Unauthorized possession or use of alcoholic beverages or drugs (illegal or prescribed), or being impaired or under the influence

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of either while on duty or on the organization’s premises is prohibited and warrants corrective action. Supervisors are responsible for taking the necessary action according to established protocols/guidelines. A procedure has been developed to take necessary action to protect patients, employees and property from the actions of an employee who is under the influence of and/or impaired by alcohol or drugs (illegal or prescribed) and, when appropriate, to refer employees for evaluation and/or treatment. Questions regarding these issues should be discussed with Human Resources. These procedures are detailed in the Administrative Policies. Note: the policy for drug testing at Methodist Physicians Clinics in Iowa differs from the policy used in Nebraska. Iowa employees are encouraged to review the policy online so they are familiar with Iowa’s regulations. Employees can access the policy from the Intranet or request a copy from Human Resources. Employees are reminded that the Employee Assistance Program is available to assist them confidentially and at no cost. Employment of Relatives We will be happy to consider your relatives and friends for jobs if they are qualified and there is a job opening. Please ask them to complete an application for employment online or in the Human Resources office. Guidelines have been established to protect family members from any suspicion of collusion, improper activity or preferential treatment and to minimize the effect of family problems being brought to work. Relatives who may be employed in the same department will have specific acknowledgment of the arrangement from the appropriate department head. The relative of a supervisor will not be allowed to report to that related supervisor. Relatives are defined as husband/wife, father/mother, son/daughter, brother/sister, aunt/uncle, grandparent, or in-law. Visitors for Employees Visits from relatives and friends are not appropriate during working hours. If someone is coming to pick you up, you can meet in locations as follows:

Methodist Hospital: The employee entrance Women’s Hospital: The south employee entrance Foundation: The north entrance of the Durham Plaza building Methodist College: The east door Methodist Physicians Clinic locations: The front receptionist area Shared Service Systems: The receptionist area

Solicitation and Distribution Solicitation for any purpose and distribution of any literature by employees is allowed only in very limited circumstances. These are outlined in the Solicitation and Distribution policy in the Administrative Policies. Do not engage in any form of solicitation or distribution on organization’s property or during working time without familiarizing yourself with the policy and following it carefully. If you have any questions, contact your supervisor or Human Resources for guidance. Tobacco-Free Environment Methodist Hospital, Methodist College, Methodist Physicians Clinic, Methodist Hospital Foundation, Methodist Women’s Hospital and MHS Corporate Offices are tobacco-free facilities. Use of tobacco products is prohibited inside and outside of the buildings on our campuses. Complying with this tobacco-free policy is mandatory for all employees and persons visiting the organization. Shared Service Systems is also a tobacco-free facility. However, there are specific areas outside the building for employees who wish to smoke. Shared Service Systems employees should contact their supervisor or Human Resources representative for guidance if there are any questions. Appearance/Dress Code

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We expect our employees to be neat and clean at all times. Personal cleanliness is expected for all staff. A fresh, clean uniform or attire helps you enjoy your work and look professional too. Shoes should be shined and hair carefully combed. Jewelry and cosmetics should be conservative, and perfume should be light. Your supervisor will tell you about any special dress rules to be observed in your department. Personal listening devices, other than those issued by your supervisor, are not to be used during work time without the express permission of your supervisor. For more information about the applicable dress code, please see the Dress Code policy in the organization’s Administrative Policies. Destruction of Organization Property Please be careful when handling equipment and supplies that belong to the organization. You will be held financially responsible for willful destruction or damage to Methodist Hospital, Methodist College, Methodist Physicians Clinic, Methodist Health System, Methodist Hospital Foundation, Methodist Women’s Hospital and Shared Service Systems property. You may also be subject to corrective action up to and including discharge. Political Activity Please do political campaigning away from the organizations’ campuses and on your own time. Discussing politics, wearing campaign buttons, and passing out pamphlets may disturb and upset our patients and customers. Such activities are also distracting to your co-workers. Remember that in your political activities, you are acting for yourself and not for the organizations that make up the Methodist Health System. Political letters, articles, letters to newspapers, and speeches must not identify you as an employee of Methodist Hospital, Methodist College, Methodist Physicians Clinic, Methodist Health System, Methodist Hospital Foundation, Methodist Women’s Hospital or Shared Service Systems. Conduct in Violation of the Law The organization requires all employees to notify their supervisor or Human Resources if they are arrested for, or charged with, any criminal conduct. This policy is intended to protect the property and safety of the organization, our patients and staff, and to otherwise ensure a safe work place. Failure to report an arrest or conviction may result in corrective action up to and including discharge. If an employee is arrested for an offense that constitutes a misdemeanor, the organization will evaluate the situation and determine whether or not the employee should be suspended from work without pay, pending adjudication of the charges. If convicted, the organization will determine if the conduct requires termination of employment. For offenses that constitute felonies, the organization may suspend the employee, without pay, until adjudication of the charges. If the employee enters a guilty plea or is convicted, the organization will determine if the conduct requires termination of employment. All convictions are evaluated on an individual case by case basis, considering the circumstances of the conviction and how it may relate to the specific job in question, before a decision is made regarding the effect of the conviction on the individual’s employment. Workplace Safety Methodist Hospital, Methodist College, Methodist Physicians Clinic, MHS Corporate Offices, Methodist Hospital Foundation, Methodist Women’s Hospital and Shared Service Systems want to make sure all buildings, parking areas, and grounds are safe for everyone. All employees are responsible for maintaining a safe workplace and avoiding injury to self or co-workers by following safety precautions. Tell your supervisor or call x4-4111 about any unsafe condition at any location. Help avoid accidents by reporting such things as wet or slippery floors, equipment left in hallways or on sidewalks, defective equipment, and any fire hazard. Each organization has a Safety Committee that reviews our experiences as they relate to on-the-job injuries, unsafe conditions and workplace hazards. By monitoring workplace safety, we are able to prevent injuries or unsafe conditions through education of staff, facility and equipment maintenance and constant awareness.

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We are committed to maintaining a safe, healthy and efficient working environment where patients, employees, physicians, volunteers, vendors, contractors and visitors are free from the threat of workplace violence. MHS prohibits any person from engaging in any intentional act, either on Health System property or during the performance of work related duties, that threatens the safety, health, life or well-being of any employee, customer, visitor, patient, physician, volunteer or other guest. Also prohibited is behavior that results in damage to organization, employee or customer property of any kind. Procedures for dealing with patient issues may also be addressed in applicable affiliates’ Nursing/Patient Care/Clinical policies. Employees become educated on these matters during orientation and periodic in-service training. Employees are reminded that packages, parcels, bundles, shopping bags and similar items as well as lockers may be subject to inspection. If a specific item of MHS property is to be removed from any campus, please obtain proper authorization from a department head. Weapons-Free Campus Methodist Hospital, Methodist College, Methodist Physicians Clinic, MHS Corporate Offices, Methodist Hospital Foundation, Methodist Women’s Hospital and Shared Service Systems prohibit all persons who enter the premises from carrying or otherwise possessing a handgun, firearm, or prohibited weapon of any kind, regardless of whether or not the person is licensed to carry or possess the weapon. This policy applies to all persons on Methodist Hospital, Methodist College, Methodist Physicians Clinic, MHS Corporate Offices, Methodist Hospital Foundation, Methodist Women’s Hospital or Shared Service Systems premises, including employees, contractors, visitors, patients, and physicians. Hazardous Materials If your job involves the handling of hazardous materials, you will be trained as to the nature of the hazard and how to use proper safeguards. You will be responsible to use the required safeguards at all times. All hazardous chemicals used in the affiliates are identified via Safety Data Sheets (SDS). Information regarding the chemicals used in your area is available to you during your department and job orientation, and periodically, as needed. The SDS sheets are maintained by the Safety Officer, and can be obtained from Safety or on the MHS Intranet/Quick Links/SDS Safety Data Sheets, or in the home department. If you have questions regarding this information, please see your supervisor. Uniformed Security Officers Around the MHS Corporate Offices, Methodist College and Methodist Hospital you will see uniformed security officers in the organization's buildings, parking lots, and on the grounds. They are on duty to ensure the safety and security of patients, employees, visitors and property. Security Officers are not assigned to Methodist Physicians Clinic locations. Shared Service Systems has an officer on duty from 4:00 p.m. to 6:00 a.m. If you should notice something suspicious, please follow the security procedures at your location. You should become familiar with the Emergency Procedures at your particular work site. Consult with your supervisor for specific information related to your location. Bulletin Boards All bulletin boards are for the express purpose of communicating organizational and/or departmental business. To place notices on department bulletin boards, you must have your supervisor's approval. All notices on the main employee bulletin boards must have the approval of the Marketing Department and/or Human Resources. Lost and Found A lost and found service is maintained by Security. Inquiries about lost items should be directed to the Security Office. When articles are found, they should be turned over to a security officer or to your supervisor. At the Methodist Physicians Clinic locations, there are areas established as “Lost and Found.” Please check with your supervisor for the location in your work area of your specific facility. A Second Job The organization does not mind if you have a second job, as long as it does not interfere with your attendance or performance at this organization and does not reflect adversely on Methodist Hospital, Methodist College,

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Methodist Physicians Clinic, MHS Corporate Offices, Methodist Hospital Foundation, Methodist Women’s Hospital or Shared Service Systems. To eliminate any possibility of conflict of interest, please notify your supervisor of any second job you hold for more than 30 days. If you work in a second position with another affiliate in the Health System, your paycheck for both positions will come from the company in which your primary position is based. This is usually the position with the most scheduled hours. The combination of each position’s regularly scheduled hours determines your employment status (full-time, part-time) with the organization. Additionally, you may be asked to work at another facility within the Health System. This will not change your status as an employee with your primary company in the Health System. Corrective Action and Discharge To ensure that all employees receive fair and consistent treatment in terms of corrective action and discharge, Methodist Hospital, Methodist College, Methodist Physicians Clinic, MHS Corporate Offices, Methodist Hospital Foundation, Methodist Women’s Hospital and Shared Service Systems have established corrective action guidelines for your supervisor to follow. These guidelines will be discussed with you during your departmental orientation. These guidelines are guidelines only and will be interpreted and applied to promote fairness, with common sense, and in the light of the circumstances of the situation. They are not a binding or rigid framework which must be mechanically applied in every case. The guidelines are not intended to be all-inclusive, nor are they intended to replace supervisory judgment. The guidelines take into consideration the severity, intent, and frequency of the unwanted behavior. Corrective action (except for severe or extraordinary cases of misconduct calling for immediate discharge) will usually be progressive in nature. The objective of corrective action is to correct or modify behavior and to prevent recurrence of inappropriate conduct. Types of corrective action available to your supervisor include documented discussion, written warning, suspension, and discharge. However, Methodist Hospital, Methodist College, Methodist Physicians Clinic, MHS Corporate Offices, Methodist Hospital Foundation, Methodist Women’s Hospital and Shared Service Systems reserve the right to discharge any employee at any time for any reason. All employees should familiarize themselves with the complete corrective action guidelines. This information can be found in the Administrative Policies on the MHS Intranet. Employees considered to be casual, on-call, temporary or within their probationary period are not covered by the corrective action guidelines. Since supervisory staff serve at the discretion of administration, and are expected to set an example for other employees, they may not be afforded the same consideration as provided by the guidelines. Complaints and Grievances If you have problems involving your work, the working conditions, or the people with whom you work, please go to your supervisor. Your discussion will be held confidential if you wish. To ensure that every employee has the opportunity to be heard, the organization provides a formal complaint and grievance procedure. You should discuss the matter with your immediate supervisor and attempt to work out a solution. If the problem is not resolved to your satisfaction, then you and your supervisor may go to his/her supervisor and attempt to find a satisfactory solution. If no satisfactory solution is found, please go to a Human Resources Representative. He/she will listen to your complaint and assist you in resolution. If this course of action does not satisfactorily resolve the issue for all parties involved, Human Resources will assist you with a more formal grievance process. This request must be submitted within 30 days of the event in question. This formal grievance procedure is not available to supervisory, probationary, casual or temporary employees. However, all employees are encouraged to discuss any concerns they may have about work with their supervisor or with Human Resources so that issues may be discussed and resolved. Grievances alleging discrimination based on disability are available to all employees. Questions should be referred to Human Resources.

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Transfers to Other Health System Affiliate Companies The affiliated companies of the Methodist Health System offer a variety of job opportunities, with varied schedules, shifts and locations. Openings for positions across Methodist Health System are available at each Human Resources office, posted on various bulletin boards, and available on the Intranet. The ability to transfer to other employers within the Methodist Health System is further enhanced by corporate-wide policies that allow for portability of seniority, benefit participation and continuing education credits. For more details on the advantages of intercompany transfers, please see your Human Resources representative. Resignation If you wish to submit your resignation, you are required to give written notice to your supervisor at least two weeks before you leave so that he/she will have time to find a replacement for you.

All staff who supervise others or whose titles are Team Leader, Service Leader, Service Executive, System Leader, Supervisor, Manager, Director, Vice President or President must give at least 4 weeks written notice.

In addition, all employees who work in the departments of Physical Therapy, Occupational Therapy or Speech Therapy and salaried employees who work in EAP, Pharmacy or Perfusionists in Inpatient Surgery must give at least 4 four weeks written notice.

Effective January 1, 2014, staff at Methodist Hospital and Women’s Hospital whose job description requires a RN license must give at least 4 weeks written notice as well.

Effective August 12, 2014, staff at Methodist Hospital and Women’s Hospital who work in all pathology laboratory positions require 4 weeks written notice. Exceptions are noted in Laboratory department specific policies and job descriptions.

Please consult with your supervisor if you have any questions about your notice period. Employees of Methodist College should consult with their supervisor for the required notice period. Emergency Information

Campus-specific emergency procedures have been developed for all MHS work sites. Please familiarize yourself with this site-specific information. "Attention Code Red/Fire Alarm" You will be trained in orientation and in your department about what to do in the case of a fire. In facilities with overhead paging, the operator will announce "Attention Code Red/Fire Alarm.” This means that there is a fire. Practice drills are conducted periodically. The operator will indicate a practice by preceding the announcement with "This is a drill.” When the fire or fire drill is over, the operator will announce "Code Red/Fire Alarm all clear.” The buildings will not be evacuated unless directed by the Fire Department, the President or his/her designee. Ask your supervisor what your duties will be in case of fire. Each department has a copy of the Emergency Procedures Manual. All employees should become familiar with the appropriate measures to be taken in their area. At Methodist Hospital and Methodist Women’s Hospital: If you discover a fire, move patients out of danger of smoke or fire. Then report the fire by activating the nearest pull station located next to each stairway door. Go to the nearest phone and dial the hospital operator, "6911.” Give the operator the exact location of the fire, its type, and extent. DO NOT hang up the telephone. Turn off oxygen in the immediate area of the fire. Leave all room lights on. Close all doors to patient rooms, offices, and trayveyors. Please refer to your Emergency Preparedness Manual for site-specific emergency numbers to call.

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Use the fire extinguisher or other appropriate means to control the fire. At the College, Corporate Offices, Methodist Hospital Foundation or Shared Service Systems: Pull the nearest fire alarm if available. Close all doors. Go to the nearest phone and dial “9911.” After reporting to the public authorities, then dial the hospital operator, "0” or “6911.” Give the operator the exact location of the fire, its type, and extent. DO NOT hang up the telephone. Use the fire extinguisher or other means to control the fire as appropriate. At the Methodist Physicians Clinic Locations: Pull the nearest fire alarm and go to the nearest phone and dial “911.” After giving the exact location of the fire, its type, and extent, DO NOT hang up the telephone until directed to do so. Begin to direct the evacuation of patients and staff. Attempt to contain the fire by closing doors and windows. Use the fire extinguisher or other means to control the fire as appropriate. "Attention Code Blue/Medical Emergency" In facilities with overhead paging, the operator will announce "Attention Code Blue/Medical Emergency". This means that a patient needs immediate emergency attention. A specially trained team of professionals is dispatched to the area immediately. Please do not get on an elevator if it is in use by an emergency team. Plain Language Code Announcements There is a national movement for overhead and emergency announcements in hospitals to be in plain language. We will be transitioning to plain language in our overhead announcements over the next year.

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Emergency Phone Numbers Employees at Methodist Hospital should call “6-911” in the event of an emergency. Employees at other locations should call “9-911” or direct dial “911” if your location does not need to access an outside line to summon emergency assistance.

Your Paycheck Pay Procedures Most employees are paid every two weeks on Friday. You will receive pay for all hours reported to payroll for the two-week pay period which ended on the Saturday prior to payday. Those employees who are on the monthly payroll will be paid once a month on the first business day of the month. Direct Deposit All employees must use the ACH direct deposit system. Through ACH, most area banks and credit unions will accept your automatic deposit. You may deposit your pay into a savings or a checking account. Within two pay periods of beginning employment, all employees must provide a voided check (preferred) or a deposit slip for their account. You must also complete a Direct Deposit Authorization form. Employees not doing so within three pay periods may be subject to corrective action.

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You may change your direct deposit any time. This change usually takes two full pay periods to process, so do not close the current account until your paycheck is deposited to your new account. Payroll can give you the effective date of your change when you complete the new Direct Deposit Authorization form. On your first payday, you will receive an actual paycheck. On subsequent paydays, you can view or print your pay stub from Employee Self Service. Use this pay receipt to check your hours, miscellaneous pay, taxes, and other deductions. Employee Self Service stores your paycheck history for 2 years and after 2 years, this information is always available from Payroll by request. Recording Time Worked Your supervisor will instruct you as to the appropriate location and procedure for recording time worked. You are responsible for recording your time worked using the Teletime Telephone System at the telephone designated by your supervisor. You must not record time for anyone but yourself. Recording time for another employee may be grounds for corrective action, up to and including discharge. If an error occurs when recording your time worked, your supervisor should be notified. Work performed away from the premises or job site is included in hours worked. You must have approval from your supervisor before performing work away from the premises unless this is part of your regular job. Approved rest periods or breaks are considered time worked; however, you are not compensated for your 30-minute meal period. Please be sure to notify your supervisor promptly if you are unable to take a meal break or if that break is interrupted for any reason. You must record your in and out time via the Teletime System when leaving the premises for your meal period. When not at work, hourly employees should not casually check emails from home (i.e. when home sick), or do other work from home unless specifically authorized to by their supervisor. Hourly employees working from home must be paid for all hours worked, in accordance with Wage and Hour regulations. This includes employees who complete Annual Organization Review (AOR) or other mandatory online training from home. Records pertaining to time worked are considered official organization documents. Falsification may result in discharge. Overtime If you are a non-exempt employee, hours worked in excess of 40 hours per week are considered overtime and shall be compensated at one and one-half times your rate of pay. Shift Differential When specific criteria are met, shift differential may be paid. Please review the Administrative Policies on the Intranet for the current parameters. Shift differential is based on a percentage of your base rate of pay. Weekend Differential Because some of the organizations provide service on a seven-day per week basis, it is necessary for some employees to work weekends. All hours worked within the shift parameters at Methodist Hospital, MHS Corporate Offices, Methodist Physicians Clinic, Methodist Hospital Foundation, Methodist Women’s Hospital and Methodist College are eligible for the differential. Weekend differential is based on a percentage of your base pay at these affiliates. All non-exempt employees are eligible for the differential at these affiliates. Employees of Shared Service Systems are paid differential for evening, nights and holidays. See the Administrative Policy for details. Pay Advances Pay advances may be allowed in the event of an emergency, though not more than two times per year. You must have the approval of your Vice President or President. In such emergencies, the maximum amount you can receive in a pay advance is for the number of hours worked in the current pay period, minus taxes and deductions. Garnishments and Wage Attachments

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The organization is legally required to retain earnings from an employee when served with a garnishment or other wage attachment on that employee. The maximum amount which can be retained is calculated according to legal standards. This amount must be turned over to the court or the creditor unless the employee obtains a release of the attachment from the creditor. Because compliance for the enforcement of garnishments can be very costly to the organization, employees who receive multiple garnishments may be subject to corrective action. Jury Duty, Election Board Service and Witness Fees Full-time, part-time and casual employees will be given time off when summoned for Jury Duty and Election Board Service. Methodist Hospital, Methodist College, Methodist Physicians Clinic, MHS Corporate Offices, Methodist Hospital Foundation, Methodist Women’s Hospital and Shared Service Systems will pay you the difference between your base pay (i.e., your current hourly or salaried rate exclusive of differential) and the jury duty/board fees. This difference will be paid for those regularly scheduled hours which you are unable to work as a result of the jury/election duty. (Casual employees’ hours will be calculated by averaging hours worked in the last 90 days). Hours paid will be considered as hours worked for PTO purposes. Employees normally turn their court issued checks over to Payroll, who then will pay the regular employee pay. You are asked to return to work during all periods when you are not actually required to be present at the courthouse. If you cannot work your regularly scheduled shift prior to duty, your supervisor may approve payment for the entire shift. If you are summoned for jury/election duty, or if you receive a summons/subpoena or a request to appear as a witness in a matter involving an affiliate of Methodist Health System, it is important that you notify your supervisor immediately. Any fees to which you may be entitled should be turned over to the Payroll Department as this is normally considered to be time worked.

Employee Benefits MHS Employees and SSS Employees

For information regarding the employee benefits, please see the MHS intranet that describes the benefit plans and programs. You can find the employee benefits information on the MHS Intranet at Human Resources / MHS Benefits. For information on holidays, see the Human Resources policies on the MHS Intranet under Policies.

In Closing ...

We’re glad you’re a part of the Methodist Health System family. We hope your employment with us is and remains a satisfying and rewarding experience.

Nebraska Methodist Health System, Inc. Nebraska Methodist Hospital

Nebraska Methodist College – The Josie Harper Campus

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Methodist Physicians Clinic Shared Service Systems

Methodist Hospital Foundation Methodist Women’s Hospital

Employee Handbook Acknowledgement

Employees of the Methodist Health System are held in the highest regard by Methodist Health System leadership. Working as a team, it is our goal to provide the highest quality of care to our patients and customers. Our professional respect for one another includes the sincere desire to be honest and straightforward about the policies, procedures and laws regarding your employment.

Beginning in 2010, our handbook will be maintained online and can be accessed by going to the Intranet/Human Resources/Employment/Employee Handbook. It has been updated for employees of Methodist Hospital (MH), Methodist College (NMC), Methodist Physicians Clinic (MPC), Methodist Health System, Inc. (MHS), Shared Service Systems (SSS), Methodist Hospital Foundation (MHF) and Methodist Women’s Hospital (MWH). The online administrative policies for your respective organization expand on the handbook information.

The policies and procedures contained in the online handbook clarify our philosophy regarding employment. You are encouraged to read "An Important Message to Our Employees" in the online handbook concerning this philosophy. It has always been, and continues to be, our goal to make decisions regarding employment in a fair and careful manner.

The online handbook is not intended to cover every situation which may arise during your employment. You should consult your supervisor or Human Resources regarding any questions not answered in the online handbook or for clarification of the policies and procedures.

You should be fully informed about the laws governing employers and employees in Nebraska, Iowa and Kansas. These are "employment at will" states, meaning that any employee whose terms of separation are not governed by an agreement has the freedom to stay or leave a job at will, for any or no reason. Applicable state law extends the same rights to employers as it does to employees. The online handbook is not a contract of employment that alters at-will employment. Only a written agreement authorized by the organization and signed by its representative can alter at will employment.

Confidentiality Oath of Nondisclosure:

As a staff member or person providing care/services to the customers/patients of the Methodist Health System (MHS), with access to confidential patient, employee, and/or proprietary information, you agree to maintain the confidentiality of all information that is obtained, including patient medical, personal, and financial information. You understand both state and federal laws protect the confidentiality of such information, and that you will be personally liable for any breach of this duty and may also be held criminally liable under the Health Insurance Portability and Accountability Act (HIPAA) privacy regulations for intentional and malicious release of identifiable health information. You hereby hold MHS, and all of its affiliates, harmless for any such breach.

User Identification Code (if applicable):

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You acknowledge receipt of your user identification code(s). The code(s) are confidential. You will be held accountable and responsible to ensure confidentiality at all times. You understand that:

Your user identification code is the equivalent of your legal signature. You are responsible and accountable for all entries made and all retrievals accessed under

your sign-on code, even if such action was made by you or by another due to your intentional or negligent act or omission. Any data available to you will be treated as confidential information.

If assigned a user identification code, you will not disclose the code to anyone or allow anyone to access the system using your sign-on code.

You will not attempt to learn or use another’s sign-on code. You will not attempt to access, via the system, or disclose protected health information (PHI)

any or other information that is considered proprietary, sensitive or confidential to which you are not authorized and/or to which you do not have a specific work-related need to know.

Your accessing the system via your identification code is recorded permanently and may be periodically monitored to ensure compliance with this agreement.

While signed on, you will not leave a secured computer application unattended. You will comply with all policies and procedures and other rules of MHS adopted to comply

with HIPAA governing the privacy, security and use of PHI governing the privacy, security and use of PHI and/or relating to confidentiality of information and sign-on codes.

You agree not to use the information in any way detrimental to the organization. If you have reason to believe that the confidentiality of your user identification code has been

broken, you will contact your supervisor and/or the Information Technology Service Desk (402-354-2280) immediately so that the suspect code can be deleted and a new code assigned to you.

You will report to the Corporate Compliance Hotline (402-354-2174) any unauthorized access or use of confidential information. You understand that your reporting is confidential and you will remain anonymous.

You understand that misuse of your access to computer systems of MHS, or of confidential information obtained, may result in immediate termination of your access.

Your user identification code will be deleted from the system when you no longer hold a position that requires that code(s).

You agree that disclosure of confidential information is prohibited indefinitely, even after termination of employment or business relationship, unless specifically waived in writing by an authorized party.

You acknowledge and certify that:

You are responsible to read and review updates and future versions of the online handbook because they will supersede and replace prior versions of online policies and procedures and will apply to you;

You agree to abide by all of the organization’s terms and conditions of employment. You understand that failure could result in disciplinary action up to and including termination.

You have been informed about, and know how to access, the Methodist Health System Code of Conduct and any compliance policies applicable to your responsibilities;

You pledge to act in compliance with the Code of Conduct and all compliance policies applicable to your responsibilities;

You have received your user identification code(s) and pledge to act in compliance with your responsibilities concerning the code(s) as set forth in this document;

You further understand that if you violate any of the above statements regarding the Confidentiality Oath of Nondisclosure and/or User Identification Code, it will be referred

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to your supervisor and termination of employment may occur. You understand criminal fines and penalties may also be brought against you for violations.

You have access to the online handbook and are familiar with its purpose and content; The online handbook supersedes and replaces all previous handbooks and applies to you; You may obtain a printed version of the online handbook by requesting such from Human

Resources; Updates and future versions of the handbook will be online, updates will be communicated

via the organization’s electronic updates;

Employee Handbook Acknowledgment

By signing below, you agree to accept the above acknowledgements and to receiving the updated handbook from the online resource.

__________________________________ Employee Name (Print) _______________________________ __________________________ Employee Signature Date