Policy 1600.1

Title: Conduct  
Section Conduct
Policy #: 1600.1
Modified 09/02/2015 12:50 AM
Procedure:


A. Guidelines for Appropriate Conduct

As an integral member of the PRO team, you are expected to accept certain responsibilities, adhere to high standards of personal conduct, and exhibit a high degree of personal integrity at all times. This not only involves showing sincere respect for the rights and feelings of others but also demands that you refrain from any behavior that might be harmful to you, your coworkers, PRO, or that might be viewed unfavorably by the people we service or by the public at large.

WHETHER YOU ARE ON OR OFF DUTY, YOUR CONDUCT REFLECTS ON PRO. YOU ARE, CONSEQUENTLY, REQUIRED TO OBSERVE THE HIGHEST STANDARDS OF PROFESSIONALISM AT ALL TIMES.

ANY TYPE OF BEHAVIOR AND/OR CONDUCT THAT PRO CONSIDERS INAPPROPRIATE COULD LEAD TO DISCIPLINARY ACTION UP TO AND INCLUDING TERMINATION OF EMPLOYMENT WITHOUT PRIOR WARNING, AT THE SOLE DISCRETION OF THE COMPANY.

Listed below are some of the rules and regulations of PRO. This list should not be viewed as being all-inclusive. These behaviors and/or conduct, include, but are not limited to, the following:

1. Falsifying employment or other PRO records;

2. Violating PRO’s nondiscrimination and/or anti-harassment policy;

3. Soliciting gratuities from patients or the entities that we serve;

4. Establishing a pattern of excessive absenteeism or tardiness;

5. Reporting to work intoxicated or under the influence of non-prescribed drugs;

6. Illegally manufacturing, possessing, using, selling, distributing, or transporting illegal drugs;

7. Bringing or using alcoholic beverages on PRO property or using alcoholic beverages while engaged in PRO business off PRO’s premises, except where authorized;

8. Fighting or using obscene, abusive, or threatening language or gestures;

9. Stealing property from coworkers, patients, entities that we serve, or PRO;

10. Having unauthorized firearms, weapons, or restraints such as handcuffs on PRO premises or while conducting PRO business;

11. Disregarding safety or security regulations;

12. Engaging in insubordination; and

13. Failing to maintain the confidentiality of patient information or PRO information.

IF YOUR PERFORMANCE, WORK HABITS, OVERALL ATTITUDE, CONDUCT, OR DEMEANOR BECOMES UNSATISFACTORY IN THE JUDGMENT OF PRO, BASED ON VIOLATIONS EITHER OF THE ABOVE OR OF ANY OTHER PRO POLICIES, RULES, OR REGULATIONS, YOU WILL BE SUBJECT TO DISCIPLINARY ACTION, UP TO AND INCLUDING DISMISSAL.

B. Courtesy and Politeness

Working in EMS is always a trying and testing position. When you are on the job or when you are wearing your uniform, you are seen as a representative of Professional Ambulance Service.

As a representative of the company, you must maintain a courteous, polite, and in control demeanor at all times.

Occasionally, you will be subject to verbal abuse, unsavory duties, and somewhat “difficult” people. When you find yourself in this position, remember that you are there for a reason. You are there to help a sick, injured, or infirm person. The people we serve depend on you and expect you to be neat, clean, courteous, polite, and in control of yourself and the situation you are dealing with.

Always be ready to work in concert with your partner and other people on the scene, not in conflict. If you lack any one of these attributes or if you disregard them, yourself, your patient, your co workers, and the service will suffer. This is an unacceptable situation. You must always strive to be better and try harder for everyone concerned.

C. Discipline Process

(1) Policy

PRO, IN ITS SOLE DISCRETION, WILL DETERMINE WHEN TO WARN, REPRIMAND, OTHERWISE DISCIPLINE, OR DISCHARGE EMPLOYEES IN THE MANNER AND DEGREE PRO DEEMS APPROPRIATE.

(2) Progressive Discipline

Generally, PRO adheres to a progressive discipline policy; however, PRO may begin the discipline process at any step, or advance to any step at PRO’s sole discretion based on the circumstances at hand.

The levels of discipline are as follows:

1. Reminder Email- This is an email to document a conversation a Supervisor has with an employee to ensure both parties, as well as other Supervisors,  are aware of the conversation. This Reminder Email will not be recorded on the employees review as a disciplinary action. Receipt will be acknowledged through PRO’s email.

2. Record of Conversation- documented and receipt acknowledged through PRO’s email.

3. Written Warning – documented on Corrective Action/Written Warning Form. A written warning could also be accompanied by a Decision Day.

4. Decision Day – documented on Decision Day Form completed by the employee during paid time outside of PRO. A Decision Day is eight (8) hours paid time away from PRO to complete a form documenting the employee’s decision as to whether they wish to remain employed at PRO. The employee must return for their next shift with either a letter of resignation; or the completed form that documents their acknowledgement and understanding of the inappropriate conduct, their commitment to absolutely correct the inappropriate conduct, and their acknowledgement and understanding that unless the inappropriate conduct is corrected they will be discharged.

5. Discharge

(3) Use of Disciplinary Action

Supervisors and management staff are authorized to use disciplinary action in varying degrees.

  • Supervisors are authorized to issue records of conversation, written warnings, and relieve personnel from duty pending further action.
  • The CEO is authorized to issue all levels of disciplinary action including Discharge.

(4) Complaint/Conflict Resolution

Employees may utilize the Complaint/Conflict Resolution Policy outlined in this handbook to dispute the administration of disciplinary action.