Employee Conduct and Work Rules

- Failure to comply with federal and state laws and regulations
- Failure to comply with Tenet’s policies and procedures
- Violation of Tenet’s Standards of Conduct
- Theft or inappropriate removal or possession of company or facility property
- Falsification of timekeeping records or other company documents or records
- Providing false information for a company or government investigation, audit or workers’ compensation claims
- Accessing patient account information that is not needed in performing an employee’s job duties including but not limited to the accounts of children, spouse, parents and self, etc.
- Failure to report overpayment of wages, benefits, or perquisites
- Working under the influence of alcohol or illegal drugs
- Possession, distribution, sale, transfer or use of alcohol or illegal drugs in the workplace, on duty, or while operating Tenet vehicles or customer-owned property
- Unlawful or unauthorized possession, display or use of a dangerous or deadly weapon in the workplace
- Fighting or threatening violence in the workplace
- Boisterous or disruptive activity in the workplace
- Negligence or improper conduct leading to property damage
- Insubordination or other disrespectful conduct
- Violation of safety or health rules
- Sexual or other unlawful harassment (e.g., racial, religious and ethnic)
- Excessive absenteeism, tardiness or absence without notice
- Unauthorized absence from work station during the work day
- Dishonesty
- Sleeping or the appearance of sleeping on duty
- Unsatisfactory performance or conduct. 
- Prohibited use of information systems (that is, computers, telephones, internet, e- mail, instant messaging, social media, etc.). 
- Use of personal technology devices during working hours in patient care areas, in areas where HIPAA-protected information is discussed or accessed, or in any other areas where there is an overriding confidentiality or legal interest without prior approval from management.

Issues are reported to the Hospital Compliance Officer (HCO)
Level of disciplinary action for compliance-related events are determined by the Company
Exit interviews are conducted by the HCO for any terminations or resignations for compliance
All compliance-related events are documented in the employee file

- No Violation of Law or Policy
  - Verbal coaching
  - Education
  - Training
-   Unintentional Violation of Policy
  - Verbal counseling
  - Written warning
  - Modifier of the merit increase or AIP bonus amount
  - Suspension or more severe discipline, up to termination (depends on severity of violation)
- Intentional Violation of Law or Policy
  - Final written warning
  - Modifier of the merit increase or AIP bonus amount
  - Suspension or termination

- Document incidence of unacceptable behavior and immediately contact HR or the HCO
- Discuss facts about the policy violation and necessary corrective action with the employee
- Report any corrective, remedial or disciplinary action to HR or HCO