Welcome to Preferred Medical Personnel. We are glad you are here! It is our goal to provide reliable and competent services to our clients. Through you, we can make a valuable contribution to the successful delivery of our community’s healthcare. We recognize that you are the key to our continued success and you are a vital member of our Company.

This Employee Handbook pertains to all temporary employees of the Company. The Company intends that the Employee Handbook provide a ready general reference to the guidelines by which we live and work within this organization. We recognize, however, it may not answer all of your questions. If we have overlooked a matter in which you are particularly interested, or if you still are uncertain about something you have read in this Handbook, do not hesitate to ask Human Resources about it.

We trust that you will find this Handbook interesting, useful and informative throughout your employment with the Company. We encourage you to read it carefully and re-read it whenever an employment question arises.

We are confident that your employment at Preferred Medical Personnel will be exciting, challenging, and rewarding. It is a pleasure to welcome you aboard.

Veronica Winks

President

The full content of this Employee Handbook is presented only as a matter of information. The language used in this material and in all other Company policies is not intended to create, nor is it to be construed to constitute, a contract between Preferred Medical Personnel and any one or all of its temporary employees. The Company reserves the right at any time to amend, suspend, or cancel, or to otherwise revise without notice any of its plans, policies, or procedures whether they are contained in this Handbook or in other Company documents. All such changes, amendments, or cancellations shall be provided to employees in writing. These policies supersede any and all prior policies previously issued by Preferred Medical Personnel.

In this Handbook, the following terms apply:

"You" or "Employee" – refers to and means you.

"PMP" or "the Company" – refers to and means Preferred Medical Personnel.

"Facility" or "client" – refers to and means the place at which you are assigned to work.

EMPLOYMENT WITH PREFERRED MEDICAL PERSONNEL IS "AT-WILL", WHICH MEANS THAT IT IS FOR NO DEFINITE PERIOD OF TIME AND MAY BE TERMINATED AT ANY TIME AND FOR ANY REASON BY YOU OR BY PREFERRED MEDICAL PERSONNEL, WITHOUT PRIOR NOTICE BY EITHER THE COMPANY OR THE EMPLOYEE. EMPLOYEES ARE REQUESTED TO GIVE TWO (2) WEEKS ADVANCE NOTICE OF A RESIGNATION.

Preferred Medical Personnel is an equal opportunity employer. As a result, all qualified employees and prospective employees will be recruited, selected and trained without regard to age, sex, race, color, religion, disability, national origin, veteran status, or any other legally-protected status. This same non-discriminatory consideration will be used in all other aspects of the employment relationship.

Many types of professional assignments are available through PMP. Placement will be based on employee’s certification, licensure, experience and other relevant factors. PMP assigns temporary employees to a variety of medical facilities such as doctor’s offices, hospitals, clinics and nursing homes. As our clients’ needs change, it may be necessary to move our employees to another facility.

Keep in mind that assignment availability depends on our client’s needs. Therefore, PMP does not guarantee that you will be assigned to a certain facility or assigned for a certain number of hours.

Once you complete an employment application and are hired, you become eligible for work assignments. Only those employees with an active work status will be placed on assignment. In order to maintain an active work status, you must meet the following criteria:

1. work at least one shift within a consecutive two month period;

2. maintain an accurate and complete employee file, which includes:

a. current CPR certification;

b. copy of current licensure;

c. current TB skin test;

and

3. notify the PMP office weekly of your availability for assignment.

It is your responsibility to keep PMP notified of your availability for assignments. Therefore, each employee must contact a PMP scheduling coordinator every Tuesday between 11:00 a.m. and 4:00 p.m. to let the coordinator know of your availability for work. Employees must also contact PMP at the end of each assignment, regardless of the day of week, to inform PMP of his/her current availability. Failure to contact PMP as indicated could result in:

1. No assignments for the following week; or

Moreover, failure to notify PMP of your availability for assignment will be considered a refusal of suitable work or a failure to investigate a referral of suitable work. Either situation may disqualify you from eligibility for unemployment compensation.

Any employee whose assignment will continue for 3 or more weeks need not call in every week as indicated above. That employee, however, must contact PMP on the Tuesday before the end of the assignment to inform PMP of his/her upcoming availability.

The Ohio Board of Health requires that all individuals providing direct care for any patient must have an annual TB skin test. It is your responsibility to have this test updated every year and provide appropriate documentation of the test to PMP.

You are also required to maintain CPR certification. CPR certification can be arranged through PMP or another certification source. Active employees will be reimbursed a reasonable fee for this certification.

Most, if not all, of our assignments require lifting as an essential function. Therefore, you must be able to perform the essential functions of the job. While lifting, as all other job responsibilities, you must use universal safety precautions at all times.

You must also provide documentation of compliance with the continuing education requirements of your particular licensing or certification board.

The first 72 hours worked (not including hours resulting from cancelled shifts) for all new employees is considered an introductory period. During this period of time, new employees will learn about their specific job responsibilities and have the opportunity to determine whether or not PMP is right for them. This time also gives PMP a chance to observe the work habits and performance of new employees.

Eligibility for all attendance and referral bonuses, detailed below, will begin at the end of the introductory period.

At all times, including during or after an employee’s introductory period, employees of PMP are at-will employees, meaning that they can be terminated at any time, for any reason, without notice or cause.

On occasion, a facility to which you are assigned will require that you complete a brief orientation. These orientations are mandatory. You will be compensated at half your hourly wage for orientation attendance, but at no time less than the current minimum wage.

You may be assigned to any shift. Although the hours of each shift may vary by facility, typical shifts are:

Morning shift: 7:00 a.m. – 3:00 p.m.

Evening shift: 3:00 p.m. – 11:00 p.m.

Night shift: 11:00 p.m. – 7:00 p.m.

In most cases, you will receive a ½ hour unpaid lunch break and two paid 10 minute breaks. All employees are required to take a ½ hour lunch break during any 8 or more hour shift. In extraordinary circumstances, you may be able to work through the lunch break and will be paid your regular hourly wage for such time. Before you may do so, however, you must obtain the facility supervisor’s permission and the supervisor must note this permission on your time sheet. Failure to obtain permission may result in disciplinary action.

When an employee arrives on time for a scheduled shift and that assignment has been cancelled by the facility or PMP, the employee will be compensated for two hours at the employee’s regular hourly wage.

Individual facilities may require you to follow their timekeeping procedure. You must follow these procedures as well as PMP’s time sheet procedures. PMP will provide you with a time sheet each week.

You are expected to accurately record your arrival, lunch break and departure times. No other information should appear on the original time sheet. If other notations are necessary, please copy the original and make notes on the copy or on a separate sheet of paper.

All time sheets must be submitted in person or by fax to PMP’s office not later than 10:00 a.m. on each Monday in order to receive a check the following Tuesday. If faxed, the original timesheet must be mailed or hand-delivered by Tuesday, in order to receive a check.

In order for the paychecks to be ready on time, the employee’s time sheet must be completed and submitted in accordance with this provision. Time sheets are completed when they contain the following information:

1. Employee’s full name

2. Full name of the facility (no initials)

3. Correct date and hours worked for that work week

4. Signature of your immediate facility supervisor

5. Employee’s signature

Time sheets which do not satisfy these provisions will be delayed by one week.

Payday is every Tuesday from 11:00 a.m. to 4:00 p.m. Unless other arrangements have been made, checks not picked up by Tuesday at 4:00 p.m. will be mailed that day.

All paycheck discrepancies must be reported within 24 hours of the receipt of the paycheck. Any corrections will be made in the next pay period.

PMP’s work week begins at 7:00 a.m. on Monday and ends at 11:59 p.m. on Sunday. Any hour worked over 40 hours in one week will be paid at one and one half the employee’s regular hourly wage. Hours of cancelled shifts, as defined above, are not considered hours worked for the purpose of calculating overtime. For example, if in one week you are paid for 44 hours, but 4 of those hours were cancellation hours, you will only be paid straight time for all 44 hours.

The following shifts are considered holiday shifts and will be paid at one and one half the employee’s regular hourly wage:

New Year’s Day – day shift Thanksgiving day – all shifts

Memorial Day – all shifts Christmas Eve – evening and night shifts

Independence Day – all shifts Christmas Day – all shifts

Labor Day – all shifts New Year’s Eve – evening and night shifts

Overtime holiday hours are not calculated as hours worked for the calculation of overtime hours. For example, if you work an eight hour holiday shift, you are paid for the equivalent of 12 hours, but only eight hours will be counted for the purposes of determining overtime.

If, however, the holiday shift is overtime, you will be paid two times your regular hourly wage. For example, if you have worked 40 hours Monday – Friday and Saturday is a holiday during which you worked another eight hours, you will be paid twice your regular hourly wage for the eight holiday hours.

All work hours are assigned through PMP. No employee should discuss scheduling needs directly with the client, schedule a shift without first consulting the PMP scheduling coordinator, or accept work without PMP’s approval.

Punctual and regular attendance is vital to our business. Tardiness and absence can jeopardize the health, safety and well-being of those counting on us to care for them. Therefore, all employees are expected to be on time for every assignment and work the entire shift.

It is the responsibility of each employee to know and confirm the date, location and time of each assignment and directions to the facility. If you are uncertain of any matters related to your assignment, it is your responsibility to contact the PMP office for clarification.

Ongoing attendance problems are cause for termination. However, depending on the circumstances, any one incident of absence, tardiness, call-offs or early leave may be cause for termination.

Please note that nothing in this section or in this Handbook should be construed as altering your at-will employment status. Therefore, PMP is free to terminate your employment at any time with or without cause and with or without warning.

Any employee that will not arrive at the scheduled time for his/her assignment, must contact a PMP Scheduling Coordinator. If a replacement has been sent to cover the assignment, the tardy employee will be sent home. In that situation, the tardy employee will not receive any compensation for that shift.

All schedule changes must be requested at least 24 hours before the start of the shift. All schedule change requests must be submitted to a PMP scheduling coordinator. Do not request schedule changes directly from the facility.

Each absence, tardiness or early leave, whether excused or unexcused, must be reported to a Preferred Medical Personnel scheduling coordinator. Do not contact the assigned facility directly. Contacting the assigned facility does not qualify as notification under this provision.

Failure to follow this notification procedure may result in immediate termination.

Because timely attendance is vital to our business, PMP desires to reward those employees with regular on-time attendance. Any employee that works at least 24 hours per week for one calendar month without any absences will receive a $50 bonus. This bonus will be awarded in the first pay period of the following month. Employees are eligible for this bonus each month.

You will be ineligible for an attendance bonus if you arrive late for your scheduled assignments two or more times in one week or three or more times in the calendar month.

Current PMP employees are eligible for referral bonuses. That bonus will be paid after the referred employee completes 10 shifts (not including cancelled shifts). For each referral, the employee will be awarded a bonus of $50. For any three referrals in a 90 day period, the employee will be awarded $200 total (not cumulative).

In order to be eligible for this bonus, the referred employee must provide your name as the referral source on the employment application.

Smoking and the use of other tobacco products is strictly prohibited in the facilities of all of our clients. You must adhere to the smoking policy of each facility.

You are expected to maintain appropriate standards of cleanliness, grooming, and person hygiene at all times during working hours. If the assigned facility maintains a dress code or uniform requirement, you must adhere to that policy. At no time are jeans, tee-shirts, sweatshirts or shorts allowed. Dangling, loose or long earrings should not be worn. Fingernails must be kept clean and only light nail polish, if used, is permitted.

It is the policy of PMP that all firearms or dangerous weapons of any type, concealed or unconcealed, are prohibited on PMP’s or its customer’s business premises, in PMP or customer owned vehicles, including all PMP and customer parking areas, regardless of whether the person is licensed to carry the weapon or not. This policy applies to all persons entering PMP’s or customer’s premises, with the exception of authorized security personnel and law enforcement officers. Further, all temporary employees, are prohibited from carrying firearms or dangerous weapons of any type outside the PMP’s premises while acting within the course and scope of their employment, regardless of whether the person is licensed to carry the weapon.

This policy shall govern the right of any individual to carry a concealed weapon on private PMP and customer property, including parking areas, notwithstanding the passage of Ohio’s new Concealed Weapons Law, which went into effect on April 8, 2004. The Concealed Weapons Law explicitly permits the PMP to prohibit concealed weapons as set forth herein.

Failure to abide by the terms of this policy may result in discipline up to and including termination. Further, carrying a weapon onto PMP or customer premises, including all parking areas, in violation of this policy will be considered an act of criminal trespass and will result in immediate removal from the premises and may result in prosecution.

PMP is committed to workplace safety. It is important that you seek out and follow all of the safety guidelines and procedures of the facility to which you are assigned. If at any time you have a safety concern, please notify PMP and your supervisor at your assigned facility immediately.

If any employee is injured in the course of his/her employment, he/she must immediately report the injury to Preferred Medical Personnel and complete an Accident/Injury Report form. These forms are available at PMP’s office. This form must be completed within 24 hours of the accident/injury. If the accident or injury requires emergency care, the form must be completed as soon as possible.

When immediate medical care is required, the employee may seek whatever care is necessary. If this is a Workers’ Compensation related accident/injury, a full report of status must be given to PMP as soon as possible. Should it become necessary to file a Workers’ Compensation claim, the employee must request the claim forms and related information from PMP.

It is expected that all employees will exercise caution to protect themselves as well as their fellow workers. Employees injured on the job must report the injury immediately to the PMP office and fill out an injury report within 24 hours. An employee’s failure to report promptly an injury in the workplace may result in disciplinary action against the employee. Employees who witness an injury of an employee or visitor must also promptly complete an injury report. Employees who are injured on the job must submit to a drug and/or alcohol test.

For the protection of all of our employees and clients, all employees are strictly forbidden to use, possess, be under the influence of, sell, or purchase alcohol or illegal drugs at any time during the work day anywhere on PMP’s premises, at a client site, or anywhere else while on duty. Off duty sale or use of illegal drugs, or abuse of prescription drugs, is also prohibited.

In the maintenance of a safe workplace, PMP reserves the right to search Company or personal property, or property at the client’s facility, whether or not that property is locked, to determine whether an employee is in possession if illegal drugs, alcohol, or other controlled substances. Such searches may include personal property such as purses, backpacks, briefcases, vehicles, etc. or Company or client property such as lockers or cabinets, etc. No employee should have any expectation of privacy in any Company property or personal property brought onto PMP’s or a client’s premises, and all employees should be aware of and understand that the Company can search its property wherever located at any time and without notice to any employee. Any employee who is convicted of a criminal drug statute, or any other law, must report the conviction to PMP as soon as possible.

The Company reserves the right to require an employee to submit to a blood, breath, or urine test for the presence of illegal drugs or alcohol in the following cases:

Employees determined to be involved in an accident are required to submit to breath, and/or urine testing as soon as practicable after the accident and, depending upon the circumstances, will be directed and/or transported to the testing facility for the testing to be performed. In all events, the employee must report for testing within six (6) hours of the accident and may not consume anything prior to the test being conducted. The employee shall remain readily available for such testing and may be deemed by the Policy Coordinator to have refused to submit to testing if they fail to do so. If the employee is seriously injured and cannot provide a specimen at the time of the accident, he or she shall provide the necessary authorizations for obtaining hospital reports and other documents that would indicate whether there were any controlled substances in his or her system.

If the drug or alcohol testing reveals positive results, the employee will be suspended without pay pending an evaluation/verification by an independent medical professional. Employees whose test results and/or physical examinations are positive for drug or alcohol use are subject to disciplinary action up to and including termination, even for the first offense. If the test results are negative, the matter will be closed.

Positive test results in relation to pre-employment or job applicant testing will disqualify the applicant for the job sought.

Discipline taken against an employee found in violation of this Policy will include a full range of sanctions, up to and including termination of employment. The severity of the action chosen will depend on the circumstances of each case, and will be consistent with this Policy. Any individual found to have a verified positive drug or alcohol test result will be disqualified from employment or be subject to disciplinary action, up to and including termination, even for the first offense.

Any employee who refuses to be tested, intentionally fails to provide adequate substance samples for testing when requested will be terminated. Any applicant who refuses to be tested will not be extended an offer of employment. Attempts to alter or substitute a specimen are grounds for not being extended an offer of employment or termination.

The Company will not initiate disciplinary action against any employee who voluntarily identifies him/herself as having a substance abuse problem prior to being identified through other means or becomes involved in an accident or near miss, if the employee both obtains counseling or rehabilitation through the Company’s Employee Assistance Program or other similar programs and refrains from drug and alcohol abuse thereafter.

Employees who voluntarily seek assistance on a timely basis for an alcohol- or drug-related problem, prior to the Company identifying the problem, may do so without jeopardizing their employment status provided that prescribed treatment is followed. Employees may request and be granted unpaid time off to participate in a rehabilitation or treatment program if the employee agrees to abstain from the substance and/or alcohol, abides by all Company policies, rules, and prohibitions, and if granting the requested leave will not cause the Company any undue hardship.

Employees who are undergoing prescribed medical treatment with a substance that may alter physical or mental capacity must report this to the Policy Coordinator.

Employees who observe or have knowledge of a violation of this Policy by any employee or other person are obligated to promptly report this knowledge to their supervisor and/or the Policy Coordinator.

PMP is committed to maintaining a professional and collegial work environment that is free of discrimination and harassment based on a person’s sex, race, color, age, religion, disability, ancestry, veteran status, national origin, or any other legally protected status consistent with all applicable laws.

All employees should respect the rights, opinions, and beliefs of others. Harassment of any person because of sex, race, color, age, religion, disability, ancestry, veteran status, national origin, or any other legally protected status is strictly prohibited, whether directed at an employee of PMP, an employee of the client, a patient or any one else that you come into contact with during the course of your employment. Any such harassment is prohibited by this policy without regard to whether or not it also violates any equal employment opportunity laws. This policy applies to all personnel and at all locations visited in the course of your employment.

No one may threaten or imply that an employee’s submission to or rejection of sexual advances will in any way influence any decision about that employee’s employment, advancement, duties, compensation, or any other terms or conditions of employment. No one may take any personnel action based on an employee’s submission to or rejection of sexual advances.

No one may subject another employee of PMP, its clients’ employees, any patient or anyone else you come in contact with during the course of your employment, to any unwelcome conduct of a sexual nature. This includes both unwelcome physical conduct, such as touching, blocking, staring, making sexual gestures, and making or displaying sexual drawings or photographs, and unwelcome verbal conduct, such as sexual propositions, slurs, insults, jokes and other sexual comments. Any employee’s conduct will be considered unwelcome and in violation of this policy when the employee knows or should know it is unwelcome to the person subjected to it or when it substantially interferes with an individual’s employment or creates an intimidating, hostile, or offensive work environment.

Any violations of this policy should be reported to ____________________ immediately. All complaints should be totally confidential and should not be discussed with anyone but the ____________________.

No one may harass anyone because of that person’s race, color, age, religion, disability, ancestry, veteran status, or national origin. Some examples of conduct prohibited by this policy include using racial and ethnic slurs or offensive stereotypes and making jokes about these characteristics.

If you believe that you have been subject to harassment, you should immediately make a complaint about the harassment. You may complain to ________________ or to _____________________. You may complain in writing or verbally, however, any verbal complaint will be required to be reduced to writing as soon as practicable. You are not required to complain first to the person who is harassing you, however, you are encouraged to tell the person harassing you to stop the conduct that you consider offensive. Similarly, if you observe what you believe constitutes harassment of another employee, you should report this to any of the persons described above. No reprisal, retaliation, or other adverse action will be taken against any employee for making in good faith a complaint or report of harassment, or for assisting in good faith in the investigation of any such complaint or report. Any suspected retaliation or intimidation should be reported immediately to any of the persons described above. Any individual found to have retaliated against another individual for making a complaint or report under this policy, or against anyone participating in the investigation of a complaint under this policy, may be subject to discipline up to and including dismissal.

The Company will promptly and thoroughly investigate any complaint or report of a violation of this policy and expects all employees contacted regarding a complaint to cooperate fully. Please understand that a thorough investigation can, in some cases, take several weeks. During the pendency of the investigation, to the extent possible, measures will be taken to prevent any further contact or interaction between the person who believes he or she has been subject to harassment and the alleged violator of this policy. At any time, you may ask the person to whom you made a complaint or report under this policy about the status of the investigation. While it is the Company’s intent to attempt to keep any complaints or reports under this policy as confidential as possible, in order to ensure a fair and thorough investigation, confidentiality may not be possible. However, all persons with whom the allegations are discussed will be reminded of the confidential nature of the process. All employees are expected and encouraged to participate fully and freely in any such investigation, and there will be no retaliation against any employee for truthfully participating in such an investigation.

PMP will take prompt and appropriate disciplinary and remedial action if its investigation shows a violation of this policy. Depending on the circumstances, the disciplinary action may range from a written reprimand to immediate dismissal.

A complaint or report that this policy has been violated is a serious matter. Dishonest complaints or reports are also against our policy, and the Company will take appropriate disciplinary action if its investigation shows that deliberately dishonest and bad faith accusations have been made.

Disciplinary action will also be taken against any employee who does not cooperate fully in any investigation conducted pursuant to this policy.

If you have any questions about this policy, please contact _________________ for additional information.

The Family and Medical Leave Act (FMLA) allows eligible PMP employees to take up to 12 weeks of leave [i.e., up to 480 hours for employees working 40 hour weeks] per rolling 12 month period for the qualifying events:

1. the birth of a child;

2. placement with an employee of a child for adoption or foster care;

4. the serious health condition of the employee.

Employees who have been employed by the Company for at least 12 months; and have worked at least 1,250 hours during the past 12 months are entitled toeligible for FMLA leave regardless of gender.

If the need for leave is foreseeable, an employee’s request must be submitted at least 30 days prior to taking leave. If this is not possible, the request must be made as soon as practicable.

PMP may require that an employee requesting FMLA leave arrange for his or her health care provider to complete a Certification of Health Care Provider form, available from PMP’s office or equivalent documentation in the case of an adoption/foster care. The completed Certification form must be returned to PMP as soon as practicable and not later than 15 days after the employee receives the form from the Company for completion. The completed Certification form shall be maintained in a confidential manner.

Leave taken for the birth or placement of a child must be taken within one (1) year of the date of birth or placement.

Employees shall exhaust all accrued paid leave balances, as appropriate, prior to going on unpaid leave.

Whether leave is paid, unpaid, or a combination, the employee is entitled to only 12 weeks of FMLA leave within a rolling 12 month period.

An employee may request to leave intermittently or by working a reduced schedule for his or her serious health condition or due to the serious health condition of a parent, spouse, son or daughter.

In order for intermittent leave or a reduced leave schedule to be granted, the employee must submit a Certification from his or her health care provider establishing the medical necessity for such leave. In reviewing the request, PMP will determine whether or not an acceptable leave schedule can be arranged and may consider a temporary transfer to an available, alternative assignment with equivalent pay and benefits that accommodates recurring periods of leave better than the employee’s regular job.

PMP may grant an employee’s request for intermittent leave or a reduced leave schedule for the birth or placement of a child, however, such request must be approved by ____________________________.

PMP will continue to pay its portion of health insurance premiums during approved FMLA leave.

An employee taking FMLA leave is required to continue paying his or her portion of health insurance premiums. Information on how health insurance premiums are to be paid while on FMLA leave may be obtained from _______________.

An employee taking FMLA leave shall be given a 30 day grace period from the due date of his or her health insurance premium. An employee who fails to pay his or her portion of the health insurance premium within this grace period may, with 15 days’ notice from their employer, be removed from the health insurance plan.

If an employee chooses not to continue health care coverage during FMLA leave, the employee will be entitled to reinstatement into the benefit plan upon return to work.

Under certain circumstances, PMP may seek reimbursement for any health insurance premiums paid on behalf of the employee if the employee fails to return to work from FMLA leave. PMP will not seek reimbursement if the reason for the employee failing to return to work is due to the continuation or recurrence of the serious health condition for which FMLA leave was taken or is otherwise beyond the employee’s control as defined in the FMLA.

In addition to the certification required with a request for leave that qualifies as a serious health condition, PMP may require a second opinion from a second health care provider designated by and paid for by the employer.

If the first and second opinions conflict, PMP may require the employee to submit to a third examination at its expense by a health care provider chosen jointly by the employee and the employer.

Under this policy, PMP may require the employee to periodically report their health status and intent to report to work. PMP may require an employee to provide re-certification of the medical necessity for leave.

The employer will presume that an employee on leave intends to return to work as indicated on the employee’s request for FMLA leave. If an employee decides to return to work on a different date, the employee must file a request for additional leave (or notify ______________ of the new return to work date) as soon as practicable. If an employee decides not to return to work, he or she must notify ____________________ as soon as practicable.

Generally, employees returning to work after FMLA leave will be reinstated to the same or similar position.

If the same job is not available, the Company will determine in which similar position the employee should be placed. The similar position will have equivalent pay, benefits, and conditions of employment.

Employees who take leave due to their own serious health condition may be required to provide certification from a health care provider that they are able to perform the essential functions of their position with or without some type of accommodation.

Questions or requests for assistance should be addressed to ___________________.

Each employee is responsible for timely notifying PMP of any change in name, address, telephone number, emergency contact, or related information for the purpose of ensuring that PMP’s records are current. Falsification or intentional omission of pertinent information for the Company’s records may result in disciplinary action, up to and including termination.

This material probably has not answered all of your questions. Special needs, circumstances, and problems of individual employees require special responses. As questions arise, contact __________________. You and your needs are important to PMP.

I acknowledge that I have received the Preferred Medical Personnel ("PMP") Employee Handbook, that I have familiarized myself with its content, and that I will comply with the policies contained therein. I understand that the policies in the Employee Handbook do not constitute a contract, express or implied, of any kind between PMP and me. I understand that my employment by PMP is on at at-will basis, and that either PMP or I may terminate the employment relationship at any time and for any reason or for no reason. I understand that no oral or written statements can modify the employment-at-will relationship unless it is in writing, directed to me personally and signed by the President of PMP, and that all PMP policies are subject to change or elimination at any time, without advance notice.

Also, should I ever leave employment with the PMP, I agree to return all PMP property in my possession, and that the replacement cost of any property that I fail to return shall be deducted from any pay due and owing to me at the time of such separation. I further release PMP from any liability for providing a reference for me to any subsequent employer to whom I may hereafter apply for employment.

Date Employee

Print Name

Date Preferred Medical Personnel Representative

Print Name