Your Employee Guide

WORKING WITH US

Medical Professionals is a dedicated recruiting team who offers the very best to you every day. We can assist you with everything from short-term assignments to direct hire positions. Assignments offer you flexibility, diversity, and above all else, the ability to utilize your valuable skills.

As part of your process, verification of references, education and other job-related experience may be required. And depending on the position, criminal background search, drug testing and health clearance may also be required.

For helpful job search tips and resources, check out our blog at www.medicalprofessionals.com/blog.

EMPLOYEE BENEFITS


HOLIDAYS—You will be eligible for holiday pay upon accumulating 1,000 hours during the 26-weeks preceding the holiday. Work 40 hours the week before and 32 hours the week of the holiday.

  • New Year’s Day
  • Memorial Day
  • Independence Day
  • Labor Day
  • Thanksgiving Day
  • Christmas Day

VACATION—You will be eligible for five (5) days of vacation pay upon accumulating 2,000 hours during the preceding   52-week period. Your vacation pay will equal one week (40 hours) at your most recent hourly pay rate. Notify Medical Professionals two weeks in advance to request your vacation pay. Vacation benefits may not be accumulated and must be used in the year earned.

INSURANCE BENEFITS—Medical Professionals offers a wide array of medical, dental, vision, and life insurance coverages through Anthem Blue Cross. All plans fully meet or exceed Affordable Care Act (ACA) standards. You will be able to select from Bronze, Silver, and Gold plans for you and your eligible dependents. For more information: Employee Benefits Overview.

REFERRAL BONUS PLAN—Medical Professionals offers two referral bonus plans designed to help you earn extra money.

  • Refer a Friend—Your referral must be an individual who has not applied or worked for Medical Professionals in the last six months. This individual must successfully complete four weeks (160 hours) and we will award you $100 as a thank you for your referral.
  • Refer a Client Company—For $100 award, your client referral must utilize the services of Medical Professionals for a period of four weeks (160 hours) or hire a full-time employee.

We’re Here to Help—For questions about any of our benefits, email us at custsvc@medicalprofessionals.com

A HEALTHY WORKPLACE

We want to keep you safe and to provide accident-free and healthy working conditions, and to insist upon safe practices and a harassment free environment for all employees.

  • Report an injury to your Medical Professionals’ Account Manager immediately.
  • Use of legal or illegal drugs or alcohol may adversely affect work performance or safety is not permitted on the job. Any violation is grounds for dismissal.
  • Do not move or treat an injured person unless there is an immediate peril, such as profuse bleeding or stoppage of breathing.
  • Learn safe work practices. When in doubt about performing a task safely, contact your supervisor or Medical Professionals for instruction and training.
  • When lifting heavy objects employees should bend their knees and use the large muscles of the leg instead of the smaller muscles of the back.
  • When operating or riding in company vehicles or using your personal vehicle for business purposes, the vehicle’s seatbelt shall be worn, and use of cell phones or texting is prohibited.
  • Do not work while ability or alertness is so impaired by fatigue, illness, or other causes that you might unnecessarily expose yourself or others to injury.

WORKPLACE INJURIES

Medical Professionals is concerned about your safety, and to care for you, should you be injured:

  • Notify your supervisor or Medical Professionals immediately.
  • Medical Professionals will help you make arrangements for medical attention you may need. Do not treat yourself.
  • Medical Professionals will provide you with an authorization for medical treatment, along with the address and phone number of your treatment center.
  • You may not go to your own physician immediately following your injury unless an emergency has arisen.
  • Medical Professionals will require a drug screen test whenever an on-the-job accident or injury is reported. Refusal to submit to drug testing will be grounds for termination.
  • Prompt reporting of your injury is the key to prompt benefits. Everything that needs to be done will be arranged by Medical Professionals Corporate Office.
  • Workers who falsify or withhold information pertinent to their claim in order to receive benefits may be disqualified from further benefits and may be subject to criminal prosecution and civil penalties.

SUBSTANCE ABUSE POLICY

Medical Professionals is committed to a drug free environment for our clients and our employees. With this objective we explicitly prohibit:

  • The use, possession, solicitation or sale of illegal drugs, alcohol, or prescription medication without a prescription while on premises or while performing an assignment;
  • Being impaired or under the influence of legal or illegal drugs or alcohol that adversely affects the employee’s work performance, or safety at the workplace.

Medical Professionals may drug test using one of three standardized methods:

  • Pre-Employment: As required by client.
  • Randomly:  A random selection of some employees for testing will be done unannounced.
  • For Cause: When it is the company’s belief that a drug problem exists (such as evidence of drugs, accidents, injuries in the workplace, fights or other behavioral symptoms of drug abuse, negative performance patterns, excessive absenteeism or tardiness) for-cause testing will be utilized.

Employees of Medical Professionals who refuse to submit to drug testing, test positive or admit to substance abuse will be subject to termination. The results of all drug testing will be treated confidentially.

EQUAL OPPORTUNITY POLICY

Medical Professionals is an equal opportunity employer. Medical Professionals’ policy prohibits unlawful discrimination based on race, color, creed, sex, marital status, age, national origin, ancestry, physical or mental disability or handicap, or any other consideration made unlawful by federal, state or local laws.  This commitment applies to all persons involved in the operation of Medical Professionals and prohibits unlawful discrimination by any employee of Medical Professionals, including supervisors and co-workers.

AMERICANS WITH DISABILITIES POLICY

Medical Professionals upholds its commitment to nondiscrimination in all of its employment practices by insuring that any individual with a disability will have equal access to any employment opportunity available to a similarly situated individual who is not disabled. Accordingly, Medical Professionals has incorporated the provisions of the Americans with Disabilities Act of 1990 and State regulations of disability discrimination into its already existing nondiscrimination practices.

All managers and employees share in the responsibility of implementing and adhering to all components of this policy. This includes but is not limited to, reasonably accommodating disabled individuals in recruitment, advertising, testing, hiring, training, terminations, benefits, compensation, and other terms, conditions and privileges of employment.

Any acts of unlawful discrimination should be promptly reported to your Supervisor. An investigation will occur and appropriate corrective action will be taken. Employees and candidates will be protected from any type of coercion, intimidation, interference or discrimination should they file a complaint or assist in an investigation of such a complaint in conjunction with upholding this policy.

UNLAWFUL HARASSMENT POLICY

Medical Professionals is committed to providing a work environment free of unlawful harassment. Company policy prohibits harassment based on pregnancy, childbirth or related medical conditions, race, religious creed, color, gender, national origin or ancestry, physical or mental disability, medical condition, marital status, registered domestic partner status, age, sexual orientation or any other basis protected by federal, state or local law or ordinance or regulation. All such harassment is unlawful.

Medical Professionals’ anti-harassment policy applies to all persons involved in the operation of Medical Professionals and prohibits unlawful harassment by any of our employees, including supervisors and managers, as well as vendors, customers and any other persons. It also prohibits unlawful harassment based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics.

IF YOU HAVE A COMPLAINT—If you believe that you have been unlawfully harassed or discriminated against, submit a written complaint to any Medical Professionals’ supervisor, vice-president or president as soon as possible after the incident. You will be asked to provide details of the incident or incidents, names of individuals involved and names of any witnesses. Supervisors will refer all harassment complaints to Medical Professionals’ senior management, president or investigative officer.

Medical Professionals will immediately undertake an effective, thorough and objective investigation of the harassment allegations. If Medical Professionals determines that unlawful harassment has occurred, effective remedial action will be taken in accordance with the circumstances involved. Medical Professionals will not retaliate against you for filing a complaint and will not tolerate or permit retaliation by management, employees or co-workers.

ADDITIONAL PROVISIONS

California Paid Sick Leave (PSL)— Paid sick leave is earned at one hour for every 30 hours worked on your assignment, up to 3 days or 24 hours annually, whichever is greater. You are eligible to take PSL after completing 90-days employment. Annual PSL allotment will be adjusted to comply with local municipal and state PSL guidelines. You must take PSL pay in increments of two hours or more. Please alert the payroll department at custsvc@medicalprofessionals.com.

Paid sick leave may be used for the diagnosis, care, or treatment of an existing health condition of, or preventative care for you, or one of your family members. Also, if you are a victim of domestic violence, sexual assault, or stalking, you are entitled to PSL. You must provide written or oral notice of the need to take PSL. Reasonable advance notice must be provided if it is foreseeable; otherwise provide notice as soon as practicable. PSL will be paid at your current regular hourly rate when PSL is taken. PSL will be paid no later than your next regular payroll period after PSL was taken. Upon termination, resignation, retirement, or other separation from Medical Professionals, you will not be compensated for unused PSL. However, if you separate from Medical Professionals and you are then rehired on the same assignment by Medical Professionals within one year, Medical Professionals will reinstate your previously accrued and unused PSL.

California Paid Family Leave (PFL)—Unpaid leave of absence to care for a seriously ill child, spouse, parent, or registered domestic partner, or to bond with a newly born or adopted minor child, is available through the state of California. PFL offers up to six (6) weeks of benefits in a 12-month period. PFL does not provide job protection or return rights. For details, including applying for benefits, contact the Employment Development Department (EDD) at 1-877-238-4373 or click here for details.

HIPAA AND CONFIDENTIALITY

Medical Professionals has a legal and ethical responsibility to safeguard the privacy of its clients and to protect the confidentiality of their business information. As an employee of Medical Professionals, you may come into possession of confidential client information. Click here for HIPAA Training Website.  As a condition of your employment with Medical Professionals you agree that:

  • You will not disclose any client information to any person or permit any person access of any kind to any client documents prepared by you or under your control, or use client information, other than is necessary, either during or after your employment/assignment.
  • When client information must be discussed with another employee in the course of work, you will use discretion to assure that such conversations cannot be overheard by others who are not involved in the client’s business.
  • Click to review the HIPAA Guidelines and comply with this agreement. As an employee of Medical Professionals and a Business Associate we require all staff to review the above guide and training on an annual basis to meet all compliance required as a covered entity and a Business Associate.

All employees acknowledge that violation of our Employee Guidelines may result in corrective action, up to and including discharge.

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