Travel Nurse Employee Handbook

August 2015

Travel Nurse Handbook Table of Contents Introduction.......................................................................................................................................2 Equal Opportunities Letters.........................................................................................................3 Business Hours and Contact Information...............................................................................5 Key Definitions..................................................................................................................................6 Employment Practices...................................................................................................................7 Benefits...............................................................................................................................................9 Conduct..............................................................................................................................................9 Drug & Alcohol Testing..............................................................................................................11 Wage Policies..................................................................................................................................12 Assignment Cancellation...........................................................................................................13 Travel and Housing.......................................................................................................................13 Rental Cars......................................................................................................................................14 Reimbursement Expenses.........................................................................................................15 Safety Practices and Procedures.............................................................................................15 Grievance Policy............................................................................................................................17 Sexual Harassment Policy..........................................................................................................17 Appendix One National Patient Safety Guidelines..........................................19 Appendix Two Patient’s Bill of Rights...................................................................20 Appendix Three Cultural Diversity in Nursing Practice....................................21 Appendix Four CDC Hand Hygiene Recommendations................................22 Appendix Five Job Descriptions for General and Specialty RNs................25 Appendix Six Signature Pages and Standards Forms Table of Contents..........................................................................43 • Handbook Acknowledgement Form..................................................................44 • HIPAA Acknowledgement Form...........................................................................45 • Authority to Release Health Information Form...............................................46 • Physical Form...............................................................................................................47 • Flu Vaccination Declination....................................................................................48 • Written Disclosure Statement................................................................................49 • Applicant Background Information.....................................................................50 • Substance Abuse Testing Consent Form............................................................51 • Housing Agreement Acknowledgement...........................................................52 • Reference Release Form...........................................................................................53 • Incident Report...........................................................................................................54 • Grievance Report........................................................................................................55 • Grievance Response Report...................................................................................56 • Sexual Harassment Report......................................................................................57 • Weekly Timesheet........................................................................................................58 • Minimum Credential and Testing Requirements.............................................59 • Placement Standards................................................................................................62 1

INTRODUCTION Welcome to the Advantage RN team! This Traveler Employee Handbook was designed to acquaint you with Advantage RN and the policies and procedures unique to our company.

Who Is Advantage RN?

Advantage RN is a Joint Commission certified, specialty staffing company employing RNs and other healthcare professionals for travel assignments at hospitals and other medical facilities across the country. Managed by an industry-experienced, hands-on team of professionals, we are focused on delivering winwin solutions to the providers and medical facilities we serve. We are currently ranked as the 8th largest travel nurse staffing company in the country. “Being Excellent” is the cornerstone of our Mission and has been since our inception in 2003. The Mission has resulted in a solid bottom line and trusting relationships with our clients and nurses. It has also contributed to our repeated recognition as one of the fastest growing staffing companies in the industry by Staffing Industry Analysts and multiple appearances on Inavero and CareerBuilders’ Best of Staffing Client and Talent lists (2011, 2012, 2013, 2014, 2015) acknowledging exceptional service to our travelers and the facilities we serve. Our objective to develop long-lasting partnerships with our nurses and client facilities means taking the time to listen and understand your needs and delivering solutions to meet or exceed your expectations. With more than three dozen caring recruiters and hospital contracts encompassing hundreds of topnotch facilities around the country, we are ideally positioned to deliver well-suited placement matches to our travelers while guiding you each step of the way on your travel nursing experience. Learn more about us at www.advantagern.com. Advantage RN is an equal opportunity employer, and does not and will not discriminate on the basis of race, color, sex, sexual orientation, marital status, age, physical or mental disability, military status, genetic information, religion, ancestry or national origin.

Thank you for joining our team!

The Advantage RN Mission Statement: Be Excellent to Each Other: Our Clients, Our Communities, Our Employees, Our Families, Ourselves

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Equal Employment Opportunity Policy, January, 2015 This is to reaffirm the policy of Advantage RN (ARN) to extend equal employment opportunity to all employees and qualified applicants. Our policy is in accordance with applicable federal, state and local government equal employment opportunity/affirmative action laws, directives and regulations. All employees, including supervisors and managers across the organization, are expected to perform their job responsibilities in a manner that supports these concepts. Advantage RN does not discriminate against, or permit harassment of, any employee or applicant because of their race, color, creed, religion, national origin, gender, gender identity, age, ancestry, generic characteristics, sexual orientation, marital or domestic partnership, membership or activity in a local human rights commission, status with regard to public assistance or any other area protected by law. It is our policy to take affirmative action to employ, advance in employment, and otherwise treat protected veterans and individuals with disabilities without discrimination on the basis of their status, including any physical or mental impairment. Further, affirmative action will be taken to ensure all employment activities and practices are free from any form of discrimination. Areas covered include, but are not necessarily limited to, the following: recruitment, selection and placement; promotions, demotions, transfers, layoffs, disciplinary actions, and terminations; benefits, rates of pay or other forms of compensation; performance evaluations and selection for training. We provide reasonable accommodation, as appropriate, for applicants and employees with known disabilities in an effort to enhance their ability to perform essential functions of a position. In order to accomplish these goals, I have appointed Marianne Heatherly, Sr. Vice President, and her staff, to manage our equal employment opportunity and affirmative action efforts. Responsibilities include monitoring all related activities, providing feedback regarding the overall effectiveness of our Plan efforts and taking appropriate actions in event of any non-compliance. Employees and applicants who file a complaint, assist in a compliance review, or otherwise pursue their legal rights under the Plan are protected from any form of harassment, intimidation, threats, coercion and/or discrimination. Any individual who believes he or she has been treated in a manner that violates our EEO policy should immediately notify Marianne or any other representative of management. She can be reached at 866-301-4045 ext. 145, or via email at [email protected]. Upon notification, responsible individuals will investigate allegations as promptly and confidentially as possible and take any required corrective actions, as appropriate.

Matthew R. Price President/CEO Advantage RN Advantage RN Corporate • 9021 Meridian Way • West Chester, OH 45069 • 886-301-4045 (phone) • 866-850-4048 (fax) www.advantagern.com

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January 1, 2015 To All Applicants and Employees: Advantage RN is a Federal Government contractor subject to the rules and regulations in Section 503 of the Rehabilitation of Act of 1973, as amended, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (“VEVRAA”), as amended, and their implementing regulations. These Acts require Federal Government contractors and subcontractors to take affirmative action to employ, and advance in employment, protected veterans and individuals with disabilities who are qualified for respective positions. To this end, we have developed a written Affirmative Action Plan (“Plan”) for applicants and employees who meet the definitions outlined in these regulations. If you believe you are a covered individual, and would like to review the Plan, you may do so by contacting Marianne Heatherly, Sr. Vice President. Marianne can be reached at (866) 301-4045, Ext. 145 or via e-mail at [email protected]. Upon request, arrangements can be made for you to access the Plan. Best regards,

Matthew R. Price President/CEO Advantage RN

Advantage RN Corporate • 9021 Meridian Way • West Chester, OH 45069 • 886-301-4045 (phone) • 866-850-4048 (fax) www.advantagern.com

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BUSINESS HOURS & CONTACT INFORMATION Business Hours

Frequently-Requested Department Email Addresses

Ohio Office (Cincinnati)* M-F 8:30 a.m. - 5:30 p.m. EST 1-866-301-4045 1-513-603-3822 1-866-850-4048 (fax) 1-513-860-0763 (fax)

Recruiting Team [email protected] Human Resources [email protected]

S. Florida Office (Delray Beach) M-F 8:30 a.m. - 5:30 p.m. EST 1-866-301-4045 1-866-344-2932 (fax)

Quality Assurance [email protected] Payroll [email protected]

W. Florida Office (Clearwater) M-F 8:30 a.m. – 5:30 p.m. EST 1-866-301-4045 1-866-374-7527 (fax)

Travel and Housing [email protected] Benefits benefi[email protected]

North Carolina Office (Charlotte) M-F 8:30 a.m. – 5:30 p.m. EST 1-866-301-4045 1-877-242-5707 (fax)

Workers Comp [email protected]

San Diego Travel Nurse Office M-F 8:30 a.m. – 5:30 p.m. PST 1-877-801-8988 1-866-498-0601 (fax) *also Corporate Headquarters

Emergency Contact Information Work-related Injury or Illness In case of a work-related injury or illness, immediately call 866-301-4045 and notify your Recruiter as soon as possible. (See page 15 for the web addresses/phone numbers to call if you are injured.) After-Hours Travel Emergencies If you have an after-hours emergency situation, contact 866-301-4045 and follow the prompts to be connected with the appropriate after-hours personnel. A travel emergency is defined as a situation that needs to be handled prior to your scheduled travel the next business day. All other situations should be handled with your Recruiter during regular business hours. 5

KEY DEFINITIONS Here are some terms that you may need to know when reviewing this manual and working at Advantage RN:

Company: Advantage RN

Nurse Confirmation: An Agreement outlining the details of your assignment (start date, end date, pay rate, floating requirements, housing requirements). Your Recruiter will send you a Nurse Confirmation after you have agreed to work an assignment. You will then read the details, sign it, and send it back to your Recruiter within 24 hours of your acceptance of the position. Travel or housing arrangements can NOT be made on your behalf until we have received your signed Nurse Confirmation.

Employee / Traveler: You, the healthcare professional employed by Advantage RN. Client: The hospital facility where you are working. Also, Advantage RN’s customer. Recruiter: Your main contact at Advantage RN. This person works with other Advantage RN staff members to locate compatible assignments for you.

Take Home Pay: The amount of money a Traveler brings home each week. This amount is the after tax amount and does not include any elected housing and/or health insurance deductions.

Compliance Coordinator: Your Recruiter’s Quality Assurance partner. This person helps you and your Recruiter complete your file to meet TJC (The Joint Commission) and Advantage RN standards.

Referrals: Names and contact information of other nurses you provide to your Recruiter who you feel would work well with Advantage RN. Referrals are rewarded with bonuses of $500-$1000 after your referred Traveler has completed a 13-week assignment with us.

Housing Coordinator: The Advantage RN employees dedicated to accommodating the housing and transportation requirements for your assignment. Lock: When a traveler and hospital have agreed to work together for a specified assignment.

Contracted Hours: The number of hours you are scheduled to work each week. This number varies from 24 – 48+. Depending on the day of the week you start and your Orientation schedule, your first week may not include your contracted-hours total.

Start Date/End Date: The first (start) and last (end) dates of the Traveler’s hospital assignment. Consecutive Assignments: Continuous assignments, one after another, without interruption.

First Day Report: A report that contains information about the first day of your new assignment – directions to the facility, parking information, what to wear, where to meet, Orientation details, etc.

Per Diem Non Taxable Travel Reimbursement Benefit: One of the pay options for the Advantage RN nurse who owns or rents a home in one location while working and paying rent in another city (normally 75+ miles away). Travelers need to qualify for this benefit which may result in a higher weekly take home pay amount. Another pay option is all-inclusive pay.

Sentinel Event: Any unanticipated event in a healthcare setting resulting in death or serious physical or psychological injury to a person, not related to the natural course of the patient’s wellness. Sentinel events require a written response/incident report per the facility’s policy.

Private Housing: Housing that the nurse does not share with other nurses – such as apartments or extended stay facilities -- is called private housing.

The Joint Commission: The national accreditation body for evaluating quality standards within the healthcare industry; also known as TJC.

Housing Deductions: The amount of money deducted from your weekly pre-tax pay rate to pay for your travel and housing expenses. A housing deduction will only be made if you have elected to have Advantage RN make your housing arrangements.

Nursetesting.com: A third party administrator of competency testing for TJC, OSHA and competency assessments.

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ensure these documents are current and valid, and received by our QA Department by the date noted on your Nurse Confirmation. It is also your responsibility to maintain current documents while you are actively working for Advantage RN. Failure to do so may result in immediate termination from an assignment, or may make you ineligible for future placement. Further, being non-compliant may interrupt the timing of your pay.

EMPLOYMENT PRACTICES Site Specific Details of Your Assignment Before you actually start working, you will attend an Orientation at the hospital where you are doing your assignment. Each hospital has its own set of rules and regulations and these will be clarified at Orientation. The Orientation is also designed to help you feel comfortable with your new work assignment as well, so we encourage our Travelers to ask plenty of questions to be sure you are comfortable with what is expected of you.

To assist you in keeping your professional documents current, Advantage RN utilizes a Joint Commission-approved online third party resource called www.nursetesting.com for administering competency tests and Joint Commission and OSHA assessments. The following original documents should be kept with you at all assignments for re-verification purposes: • RN license valid for the state of your assignment • Verification of TB test within the past 12 months, or more recent depending on client specifications • Certifications: CPR, BLS, ACLS, PALS, NALS • Physician Statement of Health within the past 12 months • Immunization records • Personal Health Information Release

If, for some reason, the assignment is not at all what you were expecting based on your conversations with your Recruiter, please call your Recruiter as soon as possible to discuss the situation. Site specific training should be provided at Orientation or as soon as you start work. At a minimum, this needs to include Emergency Procedures, Fire Prevention, and Injury and Illness Prevention (in California only). It may include Bloodborne Pathogen/TB Exposure if you are in direct proximity to patients, or Hazard Communication if you are dispensing medication. OSHA and other Joint Commission training, as discussed later in this section, may also be provided at Orientation. If you are not offered this training, discuss it with your supervisor. If necessary, contact your Recruiter.

Please note that you must present a photo ID upon your arrival to the hospital. Advising Advantage RN of Changes To help us keep your records up-to-date in our systems, please inform Advantage RN immediately of any changes to the following: • Name • Address • Telephone Number and/or Email • Job Status • Beneficiary Designation • Emergency Contacts • Change in Licensure or Certification – receiving additional licenses or certifications may increase your eligibility for future assignments.

Ethical Standards While you are on an assignment you are a professional representative of Advantage RN. As such, Advantage RN expects you to adhere to the moral and ethical standards consistent with your occupation while you are employed. You are expected to avoid situations or activities, on and off the job, which might compromise the integrity or reputation of Advantage RN and your profession. Advantage RN is committed to treating all of our employees with this same level of integrity and professionalism. Electronic Signatures Advantage RN requires its travelers to complete and electronically submit employment applications and Nurse Confirmations online. As explained in each document’s affirmation statement, signing and submitting these documents in this manner is legally equivalent to providing a handwritten signature affirming the contents of the document are true.

OSHA / Joint Commission Requirements Ongoing OSHA /Joint Commission Training is required in the subjects listed below. The material presented must meet OSHA regulations and the standards set by Joint Commission for Healthcare Staffing Agencies. Training must be completed before you start your first assignment and periodically afterward. In addition, you must receive training from the client facility on topics such as those listed below before you begin your assignment: 1. HIPAA Privacy Awareness 2. Infection Control 3. Bloodborne Pathogens 4. Environmental Safety 5. Hazardous Materials

MAINTAINING CURRENT CERTIFICATIONS AND DOCUMENTS

Your Recruiter or Compliance Coordinator has discussed the qualifications, competencies, licensure, and certifications needed for your assignment. It is your responsibility to 7

The following information is provided in the Appendix of this Handbook for your immediate review: • National Patient Safety Guidelines • Patient Bill of Rights • Cultural Diversity in Nursing • CDC Hand Hygiene Recommendations Advantage RN Placement Standards

in caring for the patient to whom the event occurred. A sentinel event is an unexpected occurrence involving death or serious physical or psychological injury, or the risk thereof. Serious injury specifically includes loss of limb or function. The phrase, “or the risk thereof” includes any process variation for which a recurrence would carry a significant chance of a serious adverse outcome. • Such events are called “sentinel” because they signal the need for immediate investigation and response. • Some events such as transfusion of improper blood products are automatically classed as sentinel events because of the high potential for adverse effect even if no actual adverse effect occurs.

WORKERS COMPENSATION POLICY

Advantage RN complies with federal and state Workers Compensation laws. You are entitled to file a Workers Compensation claim for any work-related injury or illness. Your claim may be either accepted or denied by the Company’s insurance carrier. If denied, there are various appeals processes which vary from state-to- state. The insurance adjuster assigned to your case will explain these processes to you.

It is important that sentinel events and any quality of care issues be reported to your Recruiter as soon as you become aware of them. These situations may also be reported directly to The Joint Commission (TJC). Information on this can be found on their website, www.jointcommission.org.

WORKPLACE INCIDENTS

Neither Advantage RN nor the client organization will take disciplinary or retaliatory action against any employee reporting such events in this manner.

If you are involved in a workplace incident, please take the following steps: Medical Emergency • Assess any injuries and get emergency medical assistance, if required. All bloodborne pathogen exposures from an unknown source are considered to be an emergency. In case you have such an exposure, refer to the Post- Exposure Prophylaxis Procedures. Time is critical. • Notify your supervisor and Recruiter. • Notify the Workers Compensation Coordinator at 800-301-4045 or [email protected] to self-report. Please seek medical treatment at the local ER or Urgent Care as soon as necessary. Our WC coordinator will ensure your claim is properly filed and will be available to assist you throughout the process and recovery. A drug screen may be required. • Fill out an Incident Report (found in Appendix Six of this manual.)

See the section on Safety Practices & Procedures later in this guide for more information.

AMERICANS WITH DISABILITIES ACT (ADA)

Advantage RN does not discriminate against any qualified applicant because of a disability or perceived disability. However, every employee must be able to perform the essential functions of his/her assignment with reasonable accommodations. All selection decisions including employment, promotion, demotion, transfer, layoff and termination are consistent with these ADA requirements. Advantage RN will provide reasonable accommodations to a qualified individual with a disability, as defined by the ADA, who has made Advantage RN aware of the disability, provided that such accommodation does not constitute an undue hardship.

Failure to promptly report injuries could affect your eligibility for certain benefits. All injuries must be reported within 24 hours, even if medical attention is not immediately determined to be necessary.

Requesting Accommodations We encourage individuals with disabilities to request reasonable accommodations. Please contact your Advantage RN Recruiter about your exact accommodation needs.

Prior to returning to work following an injury, you must provide the Workers Compensation Coordinator with a physician’s statement certifying your ability to return to work. The physician’s statement must specify a return-to-work date as well as any applicable restrictions.

Upon receipt of an accommodation request, your Recruiter will discuss and identify your precise limitations and the potential accommodation options that Advantage RN and our Client facility might make to help overcome those limitations. Factors considered in accommodating such a request include, but are not limited to, the nature and cost of the request, the availability of tax credits and deductions, any outside funding, and the ability to find assignments within the scope of the disability.

Sentinel Events and Quality of Care Issues You must immediately notify your Recruiter of involvement in any sentinel events. This includes events where you may not be directly implicated in the event, but were directly involved 8

Referral Bonuses Advantage RN provides our Travelers with monetary rewards when you recruit other nurses to work for us. Earn $500 for your first referral, $750 for your second referral and $1,000 for your third and subsequent referrals. You will recive your Referral Bonus after your referred nurse has completed a 13-week assignment with us. Contact your Recruiter for complete details.

Advantage RN will inform you of the decision on your accommodation request. If the accommodation request is denied, you will be advised of the right to appeal the decision. This is accomplished by submitting a written statement to the Human Resources Manager explaining the reasons for the request. Should the request on appeal be denied, that decision is final. Travelers who have questions regarding this policy, or believe they have been discriminated against based on a disability, should notify their Advantage RN Recruiter, contact the corporate Human Resource Department at 866-301-4045, or refer to the Grievance Policy and procedures outlined in this Handbook (Appendix 6). All such inquiries or complaints will be treated as confidential to the extent permissible by law.

Loyalty Bonuses As another way of saying thank you for working with us, Advantage RN offers its Travelers a $500 Loyalty Bonus for 13-week extensions; extensions less than 13 weeks are prorated at $38/week. Ask your Recruiter for further details. License Reimbursements If you are traveling out of state and need to apply for another license, Advantage RN will pay the license fee for you. Once you are accepted and confirmed at your new assignment requiring the new license, simply send in an expense report along with your receipt; at the end of your assignment you will be reimbursed. (Visit www.advantagern.com/resources in the Payroll-related section to download an expense report.)

BENEFITS Weekly Pay As a Traveler, you receive competitive wages and are paid weekly by direct deposit. You’ll have access to your payroll information 24/7 through ADP’s on-line payroll service. Whenever possible, Advantage RN will be consistent with the pay periods and polices of the facility where you are placed (i.e., Sun-Sat; Mon-Sun, etc.). Paydays are on Friday, assuming your timesheet is received no later than the prior Sunday evening by midnight Eastern Standard Time. If your timesheet is incomplete or not received, your paycheck may be delayed until possibly the next pay period. (See our Wage Policies section on page 12 for specifics on submitting your weekly timesheets.)

FREE CEU Hours Advantage RN also offers FREE CEU hours for our Travelers, so you can easily keep up with your continuing education hours. Over 500 on-line classes are available in a variety of subject areas. Ask your Recruiter for more information. Continuing Insurance Benefits For all Travelers participating in insurance programs, the premium for the remainder of the month in which an assignment terminates will be deducted from your final paycheck. You will have the option to continue to purchase benefits for 30 days following termination. If you do not have another assignment after 30 days, COBRA benefits will be offered.

401(k) Retirement Plan Advantage RN travelers are eligible to participate in our generous 401(k) retirement plan. Eligibility begins after a total of 26 weeks have been worked. This program includes matching employer contributions of up to 4% (or up to $18k if under 50 and $24k if over 50). You will be fully vested after one year of service. To learn more about our 401(k) benefits, please email [email protected].

CONDUCT

Health Insurance The Advantage RN Benefits Package covers first day doctor, specialist, emergency room, hospital, and urgent care visits as well as prescription drug purchases. There’s also optional insurance for dental and vision coverage. Enrollment in our optional AFLAC insurance ensures coverage of accidents, sickness, cancer and other conditions. Advantage RN makes a monthly contribution toward your health insurance premium.

Dependability Your services and dependability are critically needed by our client facilities. Travelers who are unreliable put additional stress on the client and staff and can damage the relationship Advantage RN has with its clients. Advantage RN reserves the right to terminate any employee on the grounds of unreliability, including no-call, no-show when scheduled to work, unexcused absences, excessive absences, excess requests for schedule changes, an unprofessional attitude and/or similar activities that result in substantiated complaints from our client facilities.

Life Insurance While employed with Advantage RN, our healthcare professionals are provided with $15,000 of Life Insurance coverage at no cost. You must sign up to be eligible for this benefit.

Dependability is a top priority – being easily accessible to meet the needs of our facilities is always expected from our Travelers. 9

Work Rules Please arrive on time and complete all assigned work hours within your contracted assignment. You are subject to the direction and supervision of the Client facility and must abide by the rules and regulations of the facility where you are working (i.e., lengths of breaks and lunches, smoking, dress code, personal phone calls, cell phones usage, etc.).

while registering patients. • Remember to escort hearing-impaired patients to a private area prior to asking sensitive questions. • Never use the speakerphone to listen to messages or to speak with colleagues about confidential information. • Whenever you leave a computer terminal, make sure you have logged off or that it has a locked screen saver. Floating • Refrain from viewing data not pertaining to your patients. Almost every client facility requires their Travelers to float, • Do not leave confidential information on fax machines, where competent. Advantage RN expects every Traveler to printers, copiers, or tables. conform to the Client’s float policy. • When printing confidential information on a shared printer, retrieve your documents as quickly as possible. Dress Code • Make sure sensitive patient information is properly Dress codes will vary from facility to facility; Advantage RN disposed of, such as shredded instead of thrown in the Travelers should always adhere to the dress code policies of trash. the client facility. • Be careful when voicing comments or writing notes In addition, the following guidelines must be followed: that may include patient identifiable information. • Uniforms must be neat and clean. • Never include sensitive patient information on voicemail or emails. • Shoes must be clean and in good repair. • Always keep your computer password confidential. • Simple rings, earrings, and neck chains are appropriate. You are responsible for everything done under your However, facial piercing, ornamental earrings, necklaces, and bracelets are generally not appropriate. Always keep computer login and password. in mind that ornate or excessive jewelry can make • Make sure that you receive orientation on the facility’s infection control more difficult. HIPAA program. • Hair must be clean, neat, and in a professional style. • Make sure you have enough information about the Client facility to know who is authorized to receive Protected • A nametag must be worn and visible at all times. Health Information. • Basic personal hygiene is expected. Perfume and cologne must be worn in moderation. Use of Technology • Artificial nails are forbidden. While on assignment you will likely have access to the • Licensed personnel should have their licenses and facility’s fax, email, computers, internet access, and telephone certifications with them while on duty. and voicemail systems which are all in place to assist you in doing your job efficiently and productively. Always keep Confidentiality in mind that these systems are to be used exclusively for Travelers must maintain patient confidentiality, including work purposes and the facility retains the right to intercept, confidentiality pursuant to the Health Insurance Portability monitor, copy, review, and download any communications or and Accountability Act of 1996 (HIPAA). Travelers must files created or maintained by its Travelers while using such also maintain confidentiality of Advantage RN and the property. Client’s proprietary business practices and information. Any Advantage RN employee who violates this policy is subject to All of the Traveler’s electronic communication will be held disciplinary action – up to and including removal from the to the same standard as all other business communication assignment and termination of employment with Advantage RN. including compliance with anti-discrimination and sexual harassment policies. Advantage RN and/or the facility General Confidentiality Tips management should be notified of any unsolicited and The following tips are helpful reminders of the importance of offensive materials received by the Traveler through use of maintaining confidentiality: these technologies. Compliance with this policy is a condition • When discussing patient information, make sure you are of employment. Please refer to the Harassment Policy for additional information. in a private place where others cannot overhear the conversation. Falsification of Records • Patient information must be discussed only with others Advantage RN is responsible for screening candidates and who have a need or a right to know. assigning qualified people to the facilities of its Clients. Maintaining • Never discuss patient information in elevators, this trust and confidence requires a commitment to protect hallways, cafeterias, restrooms, other public places, and verify the credentials and records of potential travelers. near patient rooms, in exam rooms with open doors, or 10

Altering or falsifying any timekeeping record, intentionally documenting another Traveler’s timecard, permitting someone else to sign your timecard, removing any timekeeping record from the designated area without proper authorization or destroying such records will not be tolerated. Additionally, falsifying or making a material omission on an employment application or knowingly making erroneous entries or material omissions on any Advantage RN or Client facility record is forbidden.

• Bringing in or onto Client facility’s property dangerous or unauthorized materials, such as explosives, firearms or other similar items. • Unsatisfactory job performance following reasonable efforts to train, evaluate and communicate areas of needed improvements. Hospital Complaints Hospital complaints about an Advantage RN Traveler will be requested in writing. Our Clinical Educator and/or Human Resources Department will research the complaint and discuss it with all involved parties. Depending on the severity of the incident, one of the following outcomes may occur: • The Traveler will be terminated from Advantage RN, or • The Traveler will be terminated from the Client facility, or • Mediation between the Traveler and Client Hospital will occur to resolve the misunderstanding between the two parties.

Any individual who violates this policy will be subject to disciplinary action, up to and including immediate termination. If you have knowledge that any misrepresentation, falsification, or other irregularity has occurred, you are required to report this violation immediately to your Advantage RN Recruiter. Any person who retaliates, directly or indirectly, against any Traveler who reports such a policy violation will also be subject to disciplinary action, up to and including immediate termination.

We value our reputation for holding a highly moral and ethical standard toward our employees and our clients. We ask that our employees avoid activities or situation that would compromise the reputation each of us has worked hard to achieve.

Other Standards of Conduct Our goal is not to restrict your individual rights in any manner, but to provide you with a safe, healthy, productive, and secure work environment.

AUTHORIZED DRUG & ALCOHOL TESTING

Corrective or disciplinary action will be administered based on the seriousness of the infraction, up to and including immediate termination of employment. In addition to the standards listed above, the following are other examples of impermissible standards. Advantage RN reserves the right to revise these standards, as necessary.

As a placement condition, some of our client facilities require receipt of a negative drug result within 30 days of the start of employment. All prospective travelers will be given notice that a screening may be required when the details of an assignment are discussed. Reasonable Suspicion Testing In addition to our clients’ request, we may also require a Traveler to submit to a screening if Advantage RN has reasonable suspicion that the employee: • Is under the influence of alcohol or a controlled substance; • Has violated our policy prohibiting the use, possession, sale or transfer of drugs or alcohol while working on assignment or on the premises of our client’s facility or operating a vehicle leased to Advantage RN; • Has sustained a personal injury or caused another associate or client to sustain a personal injury; or • Has caused a work-related accident or is operating machinery, equipment or vehicles involved in a work- related accident whether helping or solely operating said equipment.

Examples include: • Insubordination, including improper conduct toward a supervisor or co-worker or refusal to perform any lawful and reasonable tasks assigned by a supervisor, or refusal to adhere to any policy listed elsewhere in this Handbook. • Possession, distribution, sale, use, or being under the influence of alcoholic beverages or illegal drugs while on the Client facility’s or Advantage RN property, while on duty, while operating your personal vehicle while on assignment or while operating a vehicle rented, leased or owned by Advantage RN. • Theft or unauthorized removal of property belonging to the Client facility, co-workers, or anyone else related to work assignments. • Acting in any manner that is discriminating, or which would constitute unlawful harassment. • Misusing, destroying or damaging property of the Client facility, a co-worker, a patient, or a visitor. • Fighting, using profane language, displaying abusive behavior, or provoking a fight at any time on the Client facility’s property, including, but not limited to, intimidating, menacing and/or provoking another employee to respond or retaliate.

Notice of Results Once the report has been received from the testing lab, Advantage RN will inform the Traveler of the negative results by telephone or, if necessary, instruct the Traveler that he/ she tested positive in a confirmatory test and inform him/ her of the right to request, at his/her own expense, a second confirmatory retest of the original sample. If the retest does 11

not confirm the original result, no adverse personal action may be taken against the Traveler based on the initial testing.

two consecutive 13- week assignments at that facility. Please contact your Recruiter immediately when such an offer is made.

Withdrawal of Job Offer When a potential Traveler has received a job offer that was made contingent on the applicant passing drug and alcohol testing, and the applicant has elected to pay for a secondary confirmatory retest which results in the same positive result, offers for placement will be withdrawn.

Confidentiality The terms of your assignment through Advantage RN are strictly confidential and just as important as patient confidentiality and client business practices. At no time during your assignment should you discuss your rate of pay, bonuses, or any other form of compensation. Any employee who violates this policy will be subject to disciplinary action, including possible termination with Advantage RN.

Confidentiality of Results All information acquired in the drug and alcohol testing process constitute private and confidential information that will not be disclosed to any third party individual, other employer, government agency, or private organization without the expressed written consent of the Traveler who was tested.

Contracted Hours In order to receive the contracted hours as described in your Nurse Confirmation, you must arrive to the assignment by Tuesday of the first week of the assignment. Occasionally, the facility’s Orientation schedule may prohibit you from receiving your contracted hours the first week. During subsequent weeks, you will not receive your contracted hours if you call in sick or leave early voluntarily. If you are asked to leave early or your shift is cancelled, please call your Recruiter as soon as possible.

WAGE POLICIES Paydays and Direct Deposits Employees are paid weekly via direct deposit into your checking or savings account. The official pay date on your paystub is always a Friday. Pay details can be viewed 24/7 via the ADP website. Your Recruiter will provide details on how to log on to ADP. To make a change to your Direct Deposit designation, please use the form found at https://www. advantagern.com/resources/ in the Payroll-related section.

If you notice you are not on the schedule to receive your contracted hours, it is your responsibility to talk to the Nurse Manager and/or Scheduling Manager immediately to let them know you are missing shift/s. A quick reminder may be all it takes to get your contracted hours scheduled. If your contracted hours are not scheduled after your conversation, notify your Recruiter immediately.

Timesheets Travelers will be paid for the hours worked according to the authorized weekly timesheet(s). Some facilities use an automated timekeeping system; others do not. Regardless of the timekeeping system used at the facility, all Travelers must submit an Advantage RN timesheet to our Payroll Department each week. The timesheet assists with hours worked verification. An authorized manager must sign the Advantage RN timesheet ONLY if there is NOT a timekeeping system at your facility. You can download an Advantage RN timesheet at www.advantagern.com/forms/timesheet and email it to [email protected] or fax it to 866-4009352 or 866-850-4048. You can also fill out and submit a timesheet online through our website: www.advantagern. com/ets.php. You’ll find a direct link at the bottom of the Advantage RN website’s Home page or under the Resources menu. Your recruiter will provide facility-specific timekeeping instructions prior to the start of your assignment. We must receive your timesheet no later than Sunday at midnight following the end of the work week. If your timesheet is incomplete, illegible, or late, your paycheck may be delayed until the next pay period. Falsification of timesheets is grounds for immediate dismissal and potential legal prosecution.

Assignment Extensions We require immediate notification of assignment extensions to ensure adequate time to arrange for housing, review credential expirations, and other similar issues. Notify your Advantage RN Recruiter as soon as the healthcare facility communicates the intention of extending your assignment and you intend to accept the extension. Your Advantage RN Recruiter will then prepare, and forward for your signature, a new Nurse Confirmation. Also notify your Recruiter if you are offered an extension but intend to decline. If any of your credentials are due to expire within the extension period, notify your Recruiter and secure renewal immediately. You must provide a copy of your updated certification, credential or license prior to their expiration date/s. Failure to do so may jeopardize your current assignment and/or future assignments. Time Off Notification Any absence should be reported to the appropriate supervisor at your assigned facility at least two hours in advance of the absence. This should also be recorded on your timecard. Should you need to take personal time off without pay, (due to illness, etc.), please contact your immediate Supervisor and your Advantage RN Recruiter as soon as possible. Calling off for an illness or for other personal reasons may result in your inability to be available for your

Temp-To-Hire If you have received an offer of permanent employment from an Advantage RN hospital and you wish to accept, there is no fee to the client as long as you have completed at least 12

Performance Evaluations Performance appraisals and evaluations will be completed at the end of each assignment and will be retained in the Traveler’s personnel file. A Reference form which can be used to keep your references current can be found in Appendix Six of this manual.

contracted hours. If this is the case, you will be paid only for hours worked. If you plan to make up hours, it must be within that pay period or at the end of your contract. This ensures the client is not being overbilled for your time and appropriate arrangements have been made with regard to the cost of paying for the additional days spent in housing, making travel and rental car changes, etc. Refer to the Travel and Housing section of this manual for more details.

Problems While Working If you have a problem while working on an Advantage RN assignment, please discuss the situation with your Advantage RN Recruiter. DO NOT WALK OFF THE ASSIGNMENT. Advantage RN intends to address complaints in a fair and responsive manner.

ASSIGNMENT CANCELLATION Cancellation by Traveler If you have accepted an assignment and do not complete the assignment by your own choice, for any reason, you will be responsible for all housing, ground and air travel expenses from the date of such voluntary termination or dismissal. As permissible by law, you may be paid for hours worked and the outstanding expenses may be deducted from your paycheck.

If you have a concern or a problem resulting from a misunderstanding or complaint, we encourage you to contact us and discuss the nature of the situation before going to facility personnel. In the event an Advantage RN representative cannot resolve the situation, contact our Human Resources department or refer to the Grievance Policy outlined in this Handbook.

Cancellation by Client - for Cause If you are dismissed by the facility for cause, you will be responsible for all housing, ground and air travel expenses from the date of such voluntary termination or dismissal. As permissible by law, you may be paid for hours worked and the outstanding expenses may be deducted from your paycheck.

TRAVEL & HOUSING Acceptance of travel and housing arrangements made by Advantage RN constitutes acceptance of the terms of these policies without exception. If you have any outstanding travel and housing expenses or obligations owed to Advantage RN, we may elect to refuse to assign you to another position until these expenses are paid in full.

Cancellation by Client - Not for Cause Assignments are temporary and can be cancelled or terminated by the Client facility for any or no reason. Should this occur, Advantage RN would make reasonable efforts to secure alternative employment. Advantage RN has no obligation to provide beyond hours worked as documented on an authorized/approved Advantage RN timesheet or as authorized through the client’s automated timekeeping system.

Travel and Housing Request Advantage RN strives to make cost-friendly travel arrangements on your behalf. Requests to travel on a specific schedule, a specific airline, or to stay at a specific hotel will only be accommodated if it is the least expensive option meeting the requirements of the assignment. Air Travel If your assignment includes air travel, Advantage RN will search flight options on your behalf and you will incur any and all air travel costs. Please talk with your Advantage RN Housing Coordinator for more details.

You may be responsible for housing, ground and air travel expenses from the date of such termination or dismissal if you do not follow specific instructions provided by your Recruiter immediately following the event. Cancellation by Advantage RN - for Cause Advantage RN may terminate your employment for cause including, but not limited to, dependability, failure to comply with Advantage RN or Client facility policies or unsatisfactory performance. Advantage RN has no responsibility to pay any further salary or expenses should the term of your assignment be ended in this manner. We may choose to assign you elsewhere; however, we have no obligation to do so.

When traveling, please be aware that due to enhanced security screening, airlines request that you be at the airport at least two hours prior to scheduled departure time. At certain times -- such as during holiday travel periods -additional time may be needed. Also be aware that you must carry a government- issued photo ID with you when traveling by plane. This is usually in the form of a valid driver’s license or passport. Your photo identification and boarding pass details must match and will be checked at the security checkpoint. Your identification may also be checked at the ticket counter and when boarding the plane.

You may be responsible for housing, ground and air travel expenses from the date of such termination or dismissal. You will be paid for hours worked, however, as permissible by law, these expenses may be payroll deducted. Please refer to the Travel and Housing section for more information. 13

Housing There are standard types of accommodations that Advantage RN provides its Travelers. Most Travelers will generally stay in either extended stay accommodations or in an apartment if their assignment is 13 weeks or longer. If the assignment is 13 weeks or shorter, our Travelers will most likely be housed in an extended stay facility. All of Advantage RN’s housing is private housing. Should you choose to travel with another Advantage RN traveler, Advantage RN can accommodate shared housing. Please inform your Recruiter or Housing Coordinator if this is your preference.

RENTAL CARS Pick-Up If a rental car is set up for your assignment, upgrades are not authorized and will not be paid by Advantage RN. It is your responsibility to inspect the vehicle, note any damages, and immediately advise the rental car agency of these damages before driving the car out of the rental car lot. If damages are noted when the vehicle is returned, you will be the responsible party and charged for the repairs.

When you arrive at your housing location, be sure to inspect it for any prior damages and immediately document this information with the Housing department. If damages are found after your departure, you will be responsible for the cost to repair those damages. Additionally, if traveling with pets, you will be responsible for any pet-related charges. Be sure advise your Recruiter and Housing Coordinator if you are bringing a pet with you to your assignment.

When you are provided a rental car you will need to provide proof of insurance to Advantage RN, or you must purchase coverage through the rental car agency at your own expense. You will be responsible for the insurance deductible as well as any incidentals such as lost keys or excessive wear while the vehicle is in your possession. Authorized Drivers Only authorized personnel are permitted to operate cars provided by Advantage RN while on an assignment. Allowing other persons to drive violates the rental car agreement and makes the insurance coverage null and void. Should this occur, the Traveler named on the rental agreement is 100% responsible for any damage or loss to the vehicle and any other subsequent charges or expenses.

When in an extended stay accommodation you will be responsible for all costs incurred. You may need to provide a means for paying for any incidentals (such as movies, telephone charges, Internet charges, meals, etc.). You will pay for these charges prior to your departure from the hotel. If Advantage RN has to pay any of these charges, where permissible by law, they will be deducted from your paycheck or other legal proceedings may be initiated. If there are any issues regarding your hotel room, please contact your Housing Coordinator for resolution.

Motor vehicle records (MVRs) may be obtained and evaluated before anyone is authorized to operate a company-supplied vehicle.

When placed in a standard one-bedroom apartment, Advantage RN will set up furniture, rent, and basic utilities on your behalf. Items such as cable, Internet access, DVD players, meals, parking charges, upgraded furniture packages/ additional furniture items, long distance phone charges, payper-view cable charges, dry cleaning, etc., are not included. All incidental charges and monthly overages received on your behalf will be deducted from your paycheck.

Accidents and Vehicle Damage If an accident or damage occurs to a rental car while it is in your possession, regardless of fault, it is your responsibility to immediately obtain a police report, complete an accident report with the rental car agency and notify your Recruiter and Human Resources within 24 hours of the incident at 866-301-4045. You must also notify your Advantage RN Travel Coordinator in a timely manner. If the rental car damage was your fault, you will be responsible for all costs related to the repair.

To ensure a prompt reimbursement on any paid security deposits, please be sure your room or apartment is cleaned prior to your departure from the assignment. If you fail to do so, you may be responsible for a cleaning charge. You will be notified if this occurs.

Returning the Vehicle It is your responsibility to return your rental car to the proper rental location after the completion of your assignment. It is also your responsibility to return the vehicle with a full tank of gas; otherwise, the rental car company will charge you twice the normal price for each gallon of gas required for a full tank.

Personal Belongings Insurance As when you are at home, your personal belongings should be covered under your own personal insurance-either homeowners’ or renters’ when you are on a travel assignment. This type of coverage generally encompasses your belongings, regardless of where they are located. Advantage RN is not responsible for loss, theft, damage or similar events affecting your personal property. Any damages, missing items, etc., to your personal belongings need to be processed and resolved through your insurance company. It is advisable to contact your insurance company before you travel to ensure you have necessary coverage.

The typical car rental period is three months which helps prevent the hassle of returning to the rental car company to secure a new rental agreement. Occasionally, however, a rental car company will request that their car be brought into the rental company for routine maintenance.

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• Any injury or illness suffered by our associates, even a slight one, must be reported to an Advantage RN representative. In the case of work-related injuries or illness, immediately call one of the numbers below:

REIMBURSEMENT EXPENSES When you incur a previously approved, reimbursable expense, you’ll need to complete an Advantage RN expense report and forward the original report and original receipts to:

State of Occurence

Advantage RN Attn: YOUR RECRUITER 9021 Meridian Way West Chester, OH 45069

Ohio

Carrier

Policy #

Contact Info.

State of OH 1412052 1-800-644-6292 www.ohiobwc.com

North Dakota www.workforcesafety.com

Examples of reimbursable expenses include out- of-pocket charges paid on pre-approved housing expenses (i.e., deposits) and fees related to obtaining a nurse license in a new state where you’ll be on assignment.

Washington www.inj.wa.gov Wyoming wyomingworforce.com All Other States The Hartford 33WBRS223 01 1-800-327-3636 332US22300

Expense Reports can be found on our website at www. advantagern.com/resources/ in the payroll-related section.

Contacting your proper insurance carrier will initiate your follow-up medical care and ensure your claim is properly filed. Failure to promptly report injuries could affect your eligibility for certain benefits. All injuries must be reported within 24 hours even if medical attention is not immediately determined to be necessary.

SAFETY PRACTICES & PROCEDURES Advantage RN Travelers have a duty to: • Know the Codes of Safe Practices for the general work area and for your job. • Comply with working conditions, safe work practices and personal protective equipment requirements for your job. • Report all unsafe conditions or observations of neglect and/or abuse to your supervisor immediately.

If injured on the job, you may be required to submit to a drug and alcohol test. If you refuse to take the test, you will automatically forfeit any Worker’s Compensation benefits and may be released from employment.

All employees are also required to have their supervisors complete and fax a First Report of Injury form (the one the In addition, each employee needs to be aware and facility uses) to your Advantage RN Recruiter as soon as understand the following: possible after the injury. Your Recruiter also needs to know • When on assignment, comply with all safety policies and if you will be losing any work due to the injury. FAILURE procedures for that client facility. TO REPORT AN INJURY WITHIN 24 HOURS COULD • Upon arrival at your assignment, ask for a safety guide JE0PARIDZE YOUR CLAIM. for that facility, including safety equipment and evacuation procedures. • No associate is to undertake a job that appears to be unsafe or, use chemicals without understanding their toxic properties. • No associate is expected to undertake a job until they have received instructions explaining the requirements for that position. • Associates are expected to report all unsafe conditions encountered during their work. • Use gait belts appropriately for ambulation and transfers. • When applicable, keep bed in lowest position and use side rails. • Use proper body mechanics. • Be sure that all medical equipment in use is in good working order. • Lock wheels on hospital beds and wheelchairs prior to transfer. • Always explain to the patient what it is you intend to do. 15



Official “Do Not Use” List Do Not Use

Potential Problem

U (unit) Mistaken for “0” (zero), the number “4” (four) or “cc”

Use Instead





Write “unit”

IU (International Unit) Mistaken for IV (intravenous) or the number 10 (ten)



Write “International Unit”



Q.D., QD, q.d. qd (daily)





Mistaken for each other





Write “daily”

Q.O.D., QOD, q.o.d, qod (every other day)



Period after the Q mistaken for “I” and the “O” mistaken for “I”



Write “every other day”

Trailing zero (X.0 mg)* Decimal point is missed Write X mg Lack of leading zero (.X mg) Write 0.X mg MS Can mean morphine sulfate or Write “morphine sulfate” magnesium sulfate Write “magnesium sulfate” MSO4 and MgSO4 Confused for one another 1



Applies to all orders and all medication-related documentation that is handwritten (including free-text computer entry) or on pre-printed forms.

*Exception: A “trailing zero” may be used only where required to demonstrate the level of precision of the value being reported, such as for laboratory results, imaging studies that report size of lesions, or catheter/tube sizes. It may not be used in medication orders or other medication-related documentation.

Additional Abbreviations, Acronyms and Symbols that Should Not Be Used

Do Not Use Potential Problem Use Instead

> (greater than) Misinterpreted as the number 7 Write “greater than” < (less than) (seven) or the letter “L” Write “less than” Confused for one another Abbreviations for drug names Misinterpreted due to similar Write drug names in full abbreviations for multiple drugs Apothecary units Unfamiliar to many practitioners Use metric units Confused with metric units @ Mistaken for the number 2 (two) Write “at” cc Mistaken for U (units) when poorly written Write “ml” or “millileters” μg Mistaken for mg (milligrams) resulting Write “mcg” or “micrograms” in one thousand-fold overdose

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Our policy against harassment applies to all our employees – both internal and our Travelers. The policy also applies when our Travelers are on assignment. The policy applies whether or not the person who is engaged in improper conduct is one of our employees or not. If you are being subjected to illegal harassment, we want to know about it so we can act to investigate and address the situation.

GRIEVANCE POLICY Advantage RN encourages and supports open communication between staff and management. Accordingly, the Company has established procedures by which an employee can recommend changes or make a complaint without fear of discipline or discrimination. This policy is called our Grievance Policy. Whereas Clients communicate their dissatisfaction through a Customer Complaint, the internal method of communicating dissatisfaction with issues the Traveler feels are unjustified or unfair is accomplished by submitting a Grievance Report.

It is your responsibility, however, to report the problem to us, and we encourage you to use the Sexual Harassment Complaint Form found in Appendix Six of this Handbook to do so. Advantage RN is committed to providing a work environment that is free of discrimination. In accordance with state and federal law, harassment on the basis of sex, race, color, national origin, ancestry, citizenship, religion, age, physical or mental disability, medical condition, sexual orientation, or marital status is unlawful. Advantage RN does not tolerate harassment of employees in the workplace or in a work related situation, and harassment is a violation of the Company’s rules of conduct.

The following is the procedure that should be followed when an employee would like to report a grievance: The issue must first be communicated directly to your Recruiter. You can do this verbally, or in writing, using the Employee Grievance Report form found in Appendix Six of this Nurse Handbook.

Unlawful harassment in employment may take many different forms. Some examples are: • Verbal conduct such as: epithets, derogatory comments, slurs, or unwanted comments and jokes; • Visual conduct such as: derogatory posters, cartoons, drawings, or gestures; • Physical conduct such as: blocking normal movement, restraining, touching or otherwise physically interfering with work of another individual; • Threatening or demanding that an individual submit to certain conduct or to perform certain actions in order to keep or get a job, to avoid some other loss, or as a condition of job benefits, security, or promotion; • Retaliation by any of the above means for having reported harassment or discrimination, or having assisted another employee to report harassment or discrimination.

Your Recruiter will respond to the complaint within 72 hours of receiving it. In most instances, the Recruiter will talk with the Traveler personally in an attempt to resolve the issue. The Recruiter is responsible for documenting the complaint and summarizing any meeting about the issue using the Standard Grievance Report form and submitting it to the Human Resource Manager. If, after following these procedures you feel the resolution is not an acceptable one, then you may submit a formal written grievance to Human Resources for review. The Employee Grievance Response Form (found in Appendix Six) should be used to communicate the situation with Advantage RN management. Your Recruiter and a member of Human Resources or senior management will meet within seven days of receiving the grievance to discuss the issue. You will receive written results of that meeting within 48 hours of the meeting unless an otherwise agreed- upon timeframe is acknowledged by you and a member of management.

Sexual harassment includes, but is not limited to, making unwelcome sexual advances, requests for sexual favors and/or other verbal or physical conduct of a sexual nature when submission to such conduct is made an explicit or implicit term or conditions of individual’s employment. Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

When necessary, the President of the Company will make a final decision after reviewing the details of the grievance and proposed resolution. Grievance involving sexual harassment issues are addressed by the Company’s Sexual Harassment Policy.

Complaint Procedure for Sexual Harassment Claims Employees who violate this policy will be subject to discipline, up to and including termination. Further, if you as an employee, are found guilty of sexual harassment, you may be personally liable.

SEXUAL HARASSMENT POLICY Sexual harassment or any other harassment based on a protected characteristic (e.g. age, race, religion, sex, sexual preference, etc.) is against the law and will not be tolerated at Advantage RN.

Any employee who believes he or she has been unlawfully harassed or who has observed harassment or discrimination involving any other employee must notify his or her 17

Advantage RN Recruiter or the Company’s Human Resource Department as soon as possible. Although verbal complaints are accepted, we strongly encourage the use of the form Complaint form found in Appendix Six of this Handbook. The Company will investigate the matter and take such action as is warranted under the circumstances. You have the right to complain without fear of retaliation. Advantage RN and the law forbid retaliation against any employee who complains about harassment to Advantage RN, files a complaint, testifies, assists or participates in an investigation, proceeding or hearing conducted by Advantage RN, or any government agency. Both the state and federal governments have agencies charged with addressing unlawful discrimination in the workplace For the Equal Employment Opportunity agency in your state please consult your telephone directory.

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APPENDIX ONE

2015

Hospital National Patient Safety Goals

The purpose of the National Patient Safety Goals is to improve patient safety. The goals focus on problems in health care safety and how to solve them. Identify patients correctly NPSG.01.01.01

NPSG.01.03.01

Use at least two ways to identify patients. For example, use the patient’s name and date of birth. This is done to make sure that each patient gets the correct medicine and treatment. Make sure that the correct patient gets the correct blood when they get a blood transfusion.

Improve staff communication Get important test results to the right staff person on time. NPSG.02.03.01 Use medicines safely NPSG.03.04.01

Before a procedure, label medicines that are not labeled. For example, medicines in syringes, cups and basins. Do this in the area where medicines and supplies are set up.

NPSG.03.05.01

Take extra care with patients who take medicines to thin their blood.

NPSG.03.06.01

Record and pass along correct information about a patient’s medicines. Find out what medicines the patient is taking. Compare those medicines to new medicines given to the patient. Make sure the patient knows which medicines to take when they are at home. Tell the patient it is important to bring their up-to-date list of medicines every time they visit a doctor.

Use alarms safely NPSG.06.01.01 Prevent infection NPSG.07.01.01

Make improvements to ensure that alarms on medical equipment are heard and responded to on time.

Use the hand cleaning guidelines from the Centers for Disease Control and Prevention or the World Health Organization. Set goals for improving hand cleaning. Use the goals to improve hand cleaning.

NPSG.07.03.01

Use proven guidelines to prevent infections that are difficult to treat.

NPSG.07.04.01

Use proven guidelines to prevent infection of the blood from central lines.

NPSG.07.05.01

Use proven guidelines to prevent infection after surgery.

NPSG.07.06.01

Use proven guidelines to prevent infections of the urinary tract that are caused by catheters.

Identify patient safety risks NPSG.15.01.01

Find out which patients are most likely to try to commit suicide.

Prevent mistakes in surgery UP.01.01.01

Make sure that the correct surgery is done on the correct patient and at the correct place on the patient’s body.

UP.01.02.01

Mark the correct place on the patient’s body where the surgery is to be done.

UP.01.03.01

Pause before the surgery to make sure that a mistake is not being made.

This is an easy-to-read document. It has been created for the public. The exact language of the goals can be found at www.jointcommission.org. 19

APPENDIX TWO Patient’s Bill of Rights As a healthcare provider, never lose track of the fact that every patient is an individual, with individual wants, needs and desires. Information Disclosure You have the right to receive accurate and easily understood information about your health plan, healthcare professionals, and health care facilities. If you speak another language, have a physical or mental disability, or just don’t understand something, assistance will be provided so you can make informed healthcare decisions. Choice of Providers and Plans You have the right to choose a healthcare provider that is sufficient to provide you with access to appropriate high quality healthcare. Access to Emergency Services If you have a severe pain, an injury, or sudden illness that convinces you that your health is in serious jeopardy, you have the right to receive screening and stabilization emergency services whenever and wherever needed, without prior authorization or financial penalty. Participation in Treatment Decisions You have the right to know all your treatment options and to participate in decisions about your care. Parents, guardians, family members, or other individuals that you designate can represent you if you cannot make your own decisions. Respect and Non-Discrimination You have the right to considerate, respectful and non-discriminatory care from your doctors, health plan representatives, and other healthcare providers. Confidentiality of Health Information You have the right to talk in confidence with healthcare providers and to have your healthcare information protected. You also have the right to review and copy your own medical record and request that your physician amend your record if it is not accurate, relevant, or complete. Complaints and Appeals You have the right to a fair, fast and objective review of any complaint you have against your health plan, doctors, hospital or other healthcare personnel. This includes complaints about waiting times, operating times, the conduct of health personnel, and the adequacy of healthcare facilities.

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APPENDIX THREE Cultural Diversity in Nursing Practice Definitions Cultural diversity refers to the differences between people based on shared ideas and values, customs, and meanings, as present in their way of life. Culture consists of patterns of behavior acquired and transmitted through human groups. The impact of cultural perceptions, interpretations and behaviors of persons in specific cultural groups is important. Issues such as cultural differences in defining health and in designing treatments are also important. As knowledge of specific cultures is gained, cross-cultural comparison can lead to recognition of possible universal aspects as well. Value(s) refer to the especially favorable way of regarding the ideas, behaviors, customs, and institutions of a group as desirable, useful, estimable, important, or truthful. Ethnocentrism is the belief that one’s own culture is superior to all others. This belief is common to all cultural groups. All groups regard their own culture as not only the best but also the correct, moral and only way of life. This belief is instilled, often unconsciously and is imposed on every aspect of day to day interaction and practices including health care. It is this attitude, which creates problems between nurses and clients of diverse cultural groups. Summary This statement describes an overview of cultural diversity as it is described in nursing practice. Knowledge of cultural diversity is vital at all levels of nursing practice. Ethnocentric approaches to nursing practice are ineffective in meeting health and nursing needs of diverse cultural groups or Clients. Knowledge about cultures and their impact on interactions with healthcare is essential for nurses, whether they are practicing in a clinical setting, education, research or administration. Cultural diversity addresses racial and ethnic differences. The changing demographics and what has previously been called minority groups, has shifted into the majority. Knowledge and skills related to cultural diversity can strengthen and broaden healthcare delivery systems. Other cultures can provide examples of a range of alternatives in services and delivery systems. Cultural groups often utilize traditional healthcare providers, identified by and respected within the group. Concepts of illness, wellness, and treatment modes evolve from a cultural perspective or worldview. Concepts of illness, health, and wellness are part of the total cultural belief system. Culture is one of the organizing concepts upon which nursing is based and defined. Nurses need to understand: • How cultural groups understand life processes; • How cultural groups define health and illness; • What cultural groups do to maintain wellness; • What cultural groups believe to be the causes of illness; • How healers cure and care for members of cultural groups; and • How the cultural background of the nurse influences the way in which care is delivered. It is important that the nurse consider specific cultural factors impacting an individual and recognizes that cultural variations mean that each client must be assessed for individual cultural differences.

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APPENDIX FOUR

Recommendations 1. Indications for hand washing and hand antisepsis A. When hands are visibly dirty or contaminated with proteinaceous material or are visibly soiled with blood or other body fluids, wash hands with either a nonantimicrobial soap and water or an antimicrobial soap and water (IA) (66).

CDC Hand Hygiene Recommendations

These recommendations are reprinted from the Centers for Disease Control and Prevention’s MMWR Recommendations & Reports, published October 25, 2002. The full report is available at http:///www.cdc. gov/mmwr/PDF/rr/rr5116.pdf.

B. If hands are not visibly soiled, use an alcohol-based hand rub for routinely decontaminating hands in all other clinical situations described in items 1 C-J (IA) (74 ,93,166,169,283,294,312,398). Alternatively, wash hands with an antimicrobial soap and water in all clinical situations described in items 1C-J (IB) (69-71,74).

Categories These recommendations are designed to improve handhygiene practices of HCWs and to reduce transmission of pathogenic microorganisms to patients and personnel in healthcare settings. This guideline and its recommendations are not intended for use in food processing or food-service establishments, and are not meant to replace guidance provided by FDA’s Model Food Code.

C. Decontaminate hands before having direct contact with patients (IB) (68,400). D. Decontaminate hands before donning sterile gloves when inserting a central intra-vascular catheter (IB) (401,402).

As in previous CDC/HICPAC guidelines, each recommendation is categorized on the basis of existing scientific data, theoretical rationale, applicability, and economic impact.

E. Decontaminate hands before inserting in dwelling urinary catheters, peripheral vascular catheters, or other invasive devices that do not require a surgical procedure (IB) (25,403).

The CDC/HICPAC system for categorizing recommendations is as follows:

F. Decontaminate hands after contact with a patient’s intact skin (e.g., when taking a pulse or blood pressure, and lifting patient) (IB) (25,45,48,68).

Category IA. Strongly recommended for implementation and strongly supported by welldesigned experimental, clinical, or epidemiologic studies.

G. Decontaminate hands after contact with body fluids or excretions, mucous membranes, non- intact skin, and Category IB. Strongly recommended for implementation and supported by certain experimental, wound dressings if hands are not visibly soiled (IA) (400). clinical, or epidemiologic studies and a strong H. Decontaminate hands if moving from a theoretical rationale. contaminated-body site to a clean body site during patient care (II) (25,53). Category IC. Required for implementation, as mandated by federal or state regulation or standard.

I. Decontaminate hands after contact with inanimate objects (including medical equipment) in the immediate vicinity of the patient (II) (46,53,54).

Category II. Suggested for implementation and supported by suggestive clinical or epidemiologic studies or a theoretical rationale.

J. Decontaminate hands after removing gloves (IB) (50,58,321).

No recommendation. Unresolved issue. Practices for which insufficient evidence or no consensus regarding efficacy exist.

K. Before eating and after using a restroom, wash hands with a non-antimicrobial soap and water or with an 22

antimicrobial soap and water (18) (404- 409).

D. Multiple use cloth towels of the hanging or roll type are not recommended for use in healthcare settings (II) (137,3).

L. Antimicrobial impregnated wipes (i.e., towelettes) may be considered as an alternative to washing hands with non-antimicrobial soap and water. Because they are not as effective as alcohol-based hand rubs or washing hands with an anti-microbial soap and water for reducing bacterial counts on the hands of HCWs, they are not a substitute for using alcohol-based hand rub or anti-microbial soap (IB) (160,161).

3. Surgical hand antisepsis A. Remove rings, watches, and bracelets before beginning the surgical hand scrub (II) (375,378,416). B. Remove debris from underneath fingernails using a nail cleaner under running water (II) (14,417).

M. Wash hands with non-antimicrobial soap and water or with antimicrobial soap and water if exposure to Bacillus anthracis is suspected or proven. The physical action of washing and rinsing hands under such circumstances is rec mended because alcohols, chlorhexidine, iodophors, and other antiseptic agents have poor activity against spores (II) (120,172, 224,225).

C. Surgical hand antisepsis using either an antimicrobial soap or an alcohol-based hand rub with persistent activity is recommended before donning sterile gloves when performing surgical procedures (IB) (115,159,232,234,237,418). D. When performing surgical hand antisepsis using an antimicrobial soap, scrub hands and forearms for the length of time recommended by the manufacturer, usually 2-6 minutes. Long scrub times (e.g., 10 minutes) are not necessary (IB) (117,156,205, 207,238-241).

N. No recommendation can be made regarding the routine use of non alcohol based hand rubs hand hygiene in healthcare settings. Unresolved issue. 2. Hand-hygiene technique A. When decontaminating hands with an alcohol based hand rub, apply product to palm of one hand and rub hands together, covering all surfaces of hands and fingers, until hands are dry (18) (288,410). Follow the manufacturer’s recommendations regarding the volume of product to use.

E. When using an alcohol based surgical handscrub product with persistent activity, follow the manufacturer’s instructions. Before applying the alcohol solution, pre-wash hands and forearms with a non-antimicrobial soap and dry hands and forearms completely. After application of the alcohol-based product as recommended, allow hands and forearms to dry thoroughly before donning sterile gloves (IB) (159,237).

B. When washing hands with soap and water, wet hands first with water, apply an amount of product recommended by manufacturer to hands, and rub hands together vigorously for at least 15 seconds, covering all surfaces of the hands and fingers. Rinse hands with water and dry thoroughly with a disposable towel. Use towel to turn off the faucet (IB) (90-92,94,411). Avoid using hot water, because repeated exposure to hot water may increase the risk of dermatitis (I ) (254,255).

4. Selection of hand hygiene agents A. Provide personnel with efficacious hand hygiene products that have low irritancy potential, particularly when these products are used multiple times per shift (IB) (90,92,98,166,249). This recommendation applies to products used for hand antisepsis before and after patient care in clinical areas and to products used for surgical hand antisepsis by surgical personnel.

C. Liquid, bar, leaflet or powdered forms of plain soap are acceptable when washing hands with a non antimicrobial soap and water. When bar soap is used, soap racks that facilitate drainage and small bars of soap should be used (ll) (412-41).

B. To maximize acceptance of hand hygiene products by HCWs, solicit input from these employees regarding the feel, fragrance, and skin tolerance of any products under consideration. The cost of hand hygiene products should not be the primary factor influencing product selection (IB) (92,93,166,274,276-278). 23

C. When selecting non-antimicrobial soaps, antimicrobial soaps, or alcohol based hand rubs, solicit information from manufacturers regarding any known interactions between products used to clean hands, skin care products, and the types of gloves used in the institution (II) (174,372).

F. No recommendation can be made regarding wearing rings in healthcare settings. Unresolved issue. 7. Healthcare worker educational and motivational programs A. As part of an overall program to improve hand hygiene practices of HCWs, educate personnel regarding the types of patient-care activities that can result in hand contamination and the advantages and disadvantages of various methods used to clean their hands (II) (74,292,295,299).

D. Before making purchasing decisions, evaluate the dispenser systems of various product manufacturers or distributors to ensure that dispensers function adequately and deliver an appropriate volume of product (II) (286).

B. Monitor HCWs’ adherence with recommended hand hygiene practices and provide personnel with information regarding their performance (IA) (74,276,292,295,299,306,310).

E. Do not add soap to a partially empty soap dispenser. This practice of “topping off” dispensers can lead to bacterial contamination of soap (IA) (187,419). 5. Skin care A. Provide HCWs with hand lotions or creams to minimize the occurrence of irritant contact dermatitis associated with hand antisepsis or hand washing (IA) (272,273).

C. Encourage patients and their families to remind HCWs to decontaminate their hands (II) (394,422). 8. Administrative measures A. Make improved hand hygiene adherence an institutional priority and provide appropriate administrative support and financial resources (IB) (74,75).

B. Solicit information from manufacturers regarding any effects that hand lotions, creams, or alcohol- based hand antiseptics may have on the persistent effects of antimicrobial soaps being used in the institution (IB) (174,420,421).

B. Implement a multidisciplinary program designed to improve adherence of health personnel to recommended hand hygiene practices (IB) (74,75).

6. Other Aspects of Hand Hygiene A. Do not wear artificial fingernails or extenders when having direct contact with patients at high risk (e.g., those in intensive care units or operating rooms) (IA) (350-353). B. Keep natural nail tips less than 1/4-inch long (II) (350).

C. As part of a multidisciplinary program to improve hand hygiene adherence, provide HCWs with a readily accessible alcohol-based hand rub product (IA) (74,166,283,294,312). D. To improve hand hygiene adherence among personnel who work in areas in which high workloads and high intensity of patient care are anticipated, make an alcohol based hand rub available at the entrance to the patient’s room or at the bedside, in other convenient locations, and in individual pocket sized containers to be carried by HCWs (IA) (11,74,166, 283,284,312,318,423).

C. Wear gloves when in contact with blood or other potentially infectious materials, mucous membranes, and non-intact could occur (IC) (356). D. Remove gloves after caring for a patient. Do not wear the same pair of gloves for the care of more than one patient, and do not wash gloves between uses with different patients (IB) (50,58,321,373).

E. Store supplies of alcohol based hand rubs in cabinets or areas approved for flammable materials (IC).

E. Change gloves during patient care if moving from a contaminated body site to a clean body site (II) (50,51,58). 24

APPENDIX FIVE Registered Nurse Job Descriptions Page #s

General RN Essential Duties and Responsibilities..................................................................................................................26

Specialty Descriptions • Critical Care...............................................................................................................................................................................27 • Dialysis/Hemodialysis..........................................................................................................................................................28 • Emergency Room..................................................................................................................................................................29 • Labor & Delivery......................................................................................................................................................................30 • Medical/Surgical.....................................................................................................................................................................31 • Mother/Baby-Post Partum.................................................................................................................................................32 • NICU..............................................................................................................................................................................................33 • Oncology....................................................................................................................................................................................34 • Operating Room.....................................................................................................................................................................35 • PACU.............................................................................................................................................................................................36 • Pediatrics....................................................................................................................................................................................37 • Psych............................................................................................................................................................................................38 • Telemetry...................................................................................................................................................................................39

Other Medical Staff Essential Duties and Responsibilities • LPN................................................................................................................................................................................................40 • Respiratory Therapist............................................................................................................................................................41 • Surgical Technician................................................................................................................................................................42

25

Registered Nurse Job Description Name:



Date:

Summary

The Registered Nurse provides general nursing care to patients in hospital or similar healthcare facility by performing the following duties, in compliance with Advantage RN and hospital standards of maintaining confidentiality, integrity, quality care and professionalism.

Essential Duties and Responsibilities 1. Explains procedures and treatments to patient to gain cooperation, understanding, and alleviate apprehension. 2. Administers prescribed medications and treatments in accordance with approved nursing techniques. 3. Prepares equipment and aids physician during treatment and examination of patient. 4. Maintains awareness of comfort and safety needs of patient. 5. Observes patient, records significant conditions and reactions, and notifies supervisor or physician of patient’s condition and reaction to drugs, treatments, and significant incidents. 6. Takes temperature, pulse, blood pressure, and other vital signs to detect deviations from normal, assess condition of patient and responds appropriately. 7. Makes beds, bathes and feeds patients. 8. Responds to life saving situations based upon nursing standards, policies, procedures and protocol. 9. Documents nursing history and physical assessment for assigned patients. 10. Initiates a patient education plan according to the individualized needs of the patient, as prescribed by physician and/or hospital policy including patient and family instruction. 11. Completes required hospital orientation at assigned hospital. 12. Floats among various clinical services (where qualified and competent). 13. Participates in department or unit quality improvement activities. 14. Performs duties under the direct clinical supervision of the assigned client. 15. Safeguards confidentiality of patients and client. 16. Follows hospital safety rules and procedures while Advantage RN. 17. Reports unsafe work conditions to the attention of your immediate supervisor. 18. Follows facility’s Exposure Control Plan based on OSHA’s Bloodborne pathogen Standard and CDC guidelines for healthcare personnel (Standard Precautions means treating blood, all body fluids, excretions and secretions, plus non-intact skin and mucous membranes as though infected with bloodborne or other pathogens. Standard Precautions incorporates features of both Universal Precautions and Body Substance Isolation practices to protect you against the risk of bloodborne pathogens as well as pathogens from moist body substances. Remember that all body fluids pose a potential risk of infection.). 19. Uses PPE where appropriate. 20. Follows Advantage RN Workplace Accident/Incident Protocol as outlined in Safety Manual.

Education and Experience

• 1 year recent hospital experience • Current BLS certification





• Graduation from an accredited school of nursing • 2 references current within the last year

Essential Requirements and Responsibilities

1. One year general experience in a hospital setting 2. Current RN License (in good standing, without disciplinary investigation or actions) 3. Current BLS 4. Head-to-toe assessments - knowledge of normal vs. abnormal findings and reporting of abnormal findings to Charge Nurse, M.D., if warranted 5. Critical thinking to intervene with appropriate intervention for urgent/emergent care. Care of the acute and chronically ill patients. 6. Knowledge of hemodynamics 7. Basic IV 8. Phlebotomy skills 9. Identifying and managing life sustaining physiologic functions in unstable patients Signature:

Date: 26



Registered Nurse Job Description Critical Care ICU/MICU/SICU/CVICU/CCU Name:



Date:

Essential duties and responsibilities include: 1. One year critcal care experience in a hospital setting 2. Current RN License (in good standing, without disciplinary investigation or actions) 3. Current BLS/BCLS, ACLS 4. Head-to-toe assessments - knowledge of normal vs. abnormal findings and reporting of abnormal findings to Charge Nurse, M.D., if warranted 5. Critical thinking to intervene with appropriate intervention for urgent/emergent care. Care of the acute and chronically ill patients. 6. Knowledge of hemodynamics 7. Basic IV and central line skills 8. Phlebotomy skills 9. Identifying and managing life sustaining physiologic functions in unstable patients 10. Basic understanding of cardiac monitoring equipment 11. Able to care for patient on IV drips 12. Care of cardiac cath patient (diagnostic and interventional) 13. Care of post acute MI 14. Care of general acute and sub-acute patients 15. Other duties, as assigned

Signature:

Date: 27

Registered Nurse Job Description Dialysis/Hemodialysis Name:



Date:

Essential duties and responsibilities include: 1. One year general recent psychiatric experience in a hospital setting 2. Current RN License (in good standing, without disciplinary investigation or actions) 3. Current BLS/BCLS 4. Head-to-toe assessments - knowledge of normal vs. abnormal findings and reporting of abnormal findings to Charge Nurse, M.D., if warranted 5. Critical thinking to intervene with urgent/emergent care. 6. Set up/initiate dialysis 7. Assess patient and equipment during dialysis 8. Knowledge of hemodynamics 9. Basic IV and central line skills 10 .Phlebotomy skills 11. Identifying and managing life-sustaining physiologic functions in unstable patients 12. Other duties, as assigned

Signature:

Date: 28



Registered Nurse Job Description Emergency Room Name:



Date:

Essential duties and responsibilities include: 1. One year Emergency Room experience in a hospital setting 2. Current RN License (in good standing, without disciplinary investigation or actions) 3. Current BLS/BCLS, ACLS 4. TNCC certification (preferred, but not required) 5. PALS certification (preferred, but not required) 6. Advanced cardiac monitoring 7. Care of emergent and non-emergent patients 8. Head-to-toe assessments - knowledge of normal vs. abnormal findings and reporting of abnormal findings to Charge Nurse, M.D., if warranted 9. Critical thinking to intervene with appropriate intervention for urgent/emergent care. Care of the acute and chronically ill patients 10. Knowledge of hemodynamics 11. Basic IV and central line skills 12. Phlebotomy skills 13. Identifying and managing life-sustaining physiologic functions in unstable patients 14. Other duties, as assigned

Signature:

Date: 29



Registered Nurse Job Description Labor & Delivery Name:



Date:

Essential duties and responsibilities include: 1. One year general Labor and Delivery experience in a hospital setting 2. Current RN License (in good standing, without disciplinary investigation or actions) 3. Current BCLS, NRP certification 4. Head-to-toe assessments - knowledge of normal vs. abnormal findings and reporting of abnormal findings to Charge Nurse, M.D., if warranted 5. Critical thinking to intervene with appropriate intervention for urgent/emergent care 6. Knowledge of hemodynamics 7. Basic IV and central line skills 8. Phlebotomy skills 9. Basic understanding of fetal monitoring equipment and tracings 10. Able to care for patients on necessary obstetric pharmaceuticals 11. Able to circulate as qualified and per assignment requirements 12. Able to identify and manage life-sustaining physiologic functions in unstable patients 14. Other duties, as assigned

Signature:

Date: 30



Registered Nurse Job Description Medical/Surgical Name:



Date:

Essential duties and responsibilities include: 1. One year general Medical/Surgical experience in a hospital setting 2. Current RN License (in good standing, without disciplinary investigation or actions) 3. Current BCLS 4. Head-to-toe assessments - knowledge of normal vs. abnormal findings and reporting of abnormal findings to Charge Nurse, M.D., if warranted 5. Critical thinking to intervene with appropriate intervention for urgent/emergent care. Care of the acute and chronically ill patients 6. Knowledge of hemodynamics 7. Basic IV and central line skills 8. Phlebotomy skills 9. Able to identify and manage life-sustaining physiologic functions in unstable patients 10. Care of the medical/surgical patient, to include orthopedic and neuro skills 11. Other duties, as assigned

Signature:

Date: 31

Registered Nurse Job Description Mother/Baby-Post Partum Name:



Date:

Essential duties and responsibilities include: 1. One year general Mother/Baby experience in a hospital setting 2. Current RN License (in good standing, without disciplinary investigation or actions) 3. Current BLS/BCLS and NRP certification 4. Head-to-toe assessments - knowledge of normal vs. abnormal findings and reporting of abnormal findings to Charge Nurse, M.D., if warranted 5. Critical thinking to intervene with appropriate intervention for urgent/emergent care. Care of the acute and chronically ill patients 6. Knowledge of hemodynamics 7. Knowledge of care for an at risk newborn or mother ante and post partum 8. Basic IV and central line skills 9. Phlebotomy skills 10. Able to identify and manage life-sustaining physiologic functions in unstable patients 11. Other duties, as assigned

Signature:

Date: 32



Registered Nurse Job Description Neonatal Intensive Care Unit Name:



Date:

Essential duties and responsibilities include: 1. One year Neonatal ICU experience in a hospital setting 2. Current RN License (in good standing, without disciplinary investigation or actions) 3. Current BCLS, NRP certification 4. Newborn head-to-toe assessments - knowledge of normal vs. abnormal findings and reporting of abnormal findings to Charge Nurse, M.D., if warranted 5. Critical thinking to intervene with appropriate intervention for urgent/emergent care of the newborn. 6. Knowledge of hemodynamics 7. Basic IV and central line skills for the newborn 8. Phlebotomy skills for the newborn 9. Basic understanding of cardiac and respiratory monitoring equipment 10. Able to identify and manage life-sustaining physiologic functions in unstable newborns 11. Other duties, as assigned

Signature:

Date: 33



Registered Nurse Job Description Oncology Name:



Date:

Essential duties and responsibilities include: 1. One year general oncology experience in a hospital setting 2. Current RN License (in good standing, without disciplinary investigation or actions) 3. Current BLS/BCLS 4. Knowledge and skill of caring for the terminally ill patient 5. Head-to-toe assessments - knowledge of normal vs. abnormal findings and reporting of abnormal findings to Charge Nurse, M.D., if warranted 6. Critical thinking to intervene with appropriate intervention for urgent/emergent care. Care of acute and chronically ill patients 7. Knowledge of hemodynamics 8. Basic IV and central line skills 9. Phlebotomy skills 10. The ability to identify and manage life-sustaining physiologic functions in unstable patients 11. The ability to care for medical/surgical patient, to include orthopedic and neuro skills 12. Knowledge and care of patients undergoing chemotherapy and/or radiation therapy 13. Other duties, as assigned

Signature:

Date: 34



Registered Nurse Job Description Operating Room Name:



Date:

Essential duties and responsibilities include: 1. One year general OR experience in a hospital setting 2. Current RN License (in good standing, without disciplinary investigation or actions) 3. Current BCLS 4. Ability to take call 5. Able to circulate as qualified and per job assignment requirements 6. Able to work in and maintain sterile environment 7. Able to care for acute and chronically ill patients 8. Knowledge of surgical procedures and appropriate consent forms 9. Basic lV and central line skills 10. Basic understanding of pre-op preps 11. Ability to function in team setting 12. Care of patients of all ages, including adult and pediatric, if applicable 13. Other duties, as assigned

Signature:

Date: 35



Registered Nurse Job Description Post Anesthesia Care Unit Name:



Date:

Essential duties and responsibilities include: 1. One year general PACU experience in a hospital setting 2. Current RN License (in good standing, without disciplinary investigation or actions) 3. Current BCLS, ACLS 4. Ability to take call 5. Head-to-toe assessments - knowledge of normal vs. abnormal findings and reporting of abnormal findings to Charge Nurse, M.D., if warranted 6. Critical thinking to intervene with appropriate intervention for urgent/emergent care. Care of the acute and chronically ill patients 7. Knowledge of hemodynamics 8. Basic IV and central line skills 9. Basic understanding of cardiac and respiratory monitoring equipment 10. The ability to identify and manage life-sustaining physiologic functions in unstable patients 11. The ability to care for medical/surgical patient, to include orthopedic and neuro skills 12. Other duties, as assigned

Signature:

Date: 36



Registered Nurse Job Description Pediatrics

Name:



Date:

Essential duties and responsibilities include: 1. One year general Pediatric experience in a hospital setting 2. Current RN License (in good standing, without disciplinary investigation or actions) 3. Current BLS/BCLS, PAL preferred, but not required 4. Pediatric head-to-toe assessments - knowledge of normal vs. abnormal findings and reporting of abnormal findings to Charge Nurse, M.D., if



warranted

5. Critical thinking to intervene with appropriate intervention for urgent/emergent care of pediatric patients 6. Knowledge of hemodynamics 7. Basic IV and central line skills 8. Phlebotomy skills 9. The ability to identify and manage life-sustaining physiologic functions in unstable patients 10. Experience in respiratory skills 11. Other duties, as assigned

Signature:

Date: 37



Registered Nurse Job Description Psych – Peds, Adolescent and Adult Name:



Date:

Essential duties and responsibilities include: 1. One year general recent psychiatric experience in a hospital setting 2. Current RN License (in good standing, without disciplinary investigation or actions) 3. Current BLS/BCLS 4. Head-to-toe assessments - knowledge of normal vs. abnormal findings and reporting of abnormal findings to Charge Nurse, M.D., if warranted 5. Critical thinking to intervene with appropriate intervention for urgent/emergent care. Care of acute and chronically ill psych patients as well as pediatric, adolescent and geriatric population as related to psychiatric disorders



6. Knowledge of basic medical emergency situations and procedures for care 7. The ability to identify and manage life-sustaining physiologic and psychiatric functions in unstable patients 8. Knowledge of psych emergencies and procedures for managing care 9. Knowledge of group/behavior mod and other interventions for assisting patients. Working with other staff toward the best outcome for all patients 10. Knowledge and care of patients with eating disorders 11. Knowledge of behavioristic charting-treatment/goal oriented 12. Knowledge of multi-disciplinary staffing and treatment team 13. Knowledge of therapeutic communication skills 14. Knowledge and management of drug/ETOH detox and symptoms 15. Knowledge and participation in psych emergency response team including rapid tranquilization 16. Knowledge and application of restraints, including 4-point, wrist and posey net full body 17. Knowledge and management of seclusion procedures 18. Knowledge and care of manic depressive, hallucination-delusions, suicidal, organic and seizure disorders 19. Other duties, as assigned

Signature:

Date: 38



Registered Nurse Job Description Telemetry Step Down/PCU/IMC Name:



Date:

Essential duties and responsibilities include: 1. One year general Telemetry experience in a hospital setting 2.Current RN License (in good standing, without disciplinary investigation or actions) 3. Current BLS/BCLS, ACLS 4. Head-to-toe assessments - knowledge of normal vs. abnormal findings and reporting of abnormal findings to Charge Nurse, M.D., if warranted 5. Critical thinking to intervene with appropriate intervention for urgent/emergent care. Care of the acute and chronically ill patients. 6. Basic understanding of cardiac monitoring equipment 7. The ability to care for patients on IV drips 8. The ability to identify and manage life-sustaining physiologic functions in unstable patients 9. Care of post cardiac cath patient (diagnostic and interventional) 10. Care of post acute MI patient 11. Care of general medical/surgical patient 12. Knowledge of hemodynamics 13. Basic IV and central line skills 14. Phlebotomy skills 15. Other duties, as assigned

Signature:

Date: 39



Licensed Practical Nurse (LPN) Traveler Job Description Definition A Licensed Practical Nurse Traveler is a highly competent, valuable member of the professional health care team, who through clinical experience and education, performs with a high level of sophistication. The Licensed Practical Nurse Traveler functions independently of supervision in making observation and nursing judgments by use of the therapy process.

Qualifications 1. Current license to practice as Licensed Practical Nurse in the state of placement. 2. Graduate of a Nursing Degree from an accredited college or be a graduate of an approved Licensed Practical Nursing Program. 3. Has at least one (1) year of professional clinical practice as Licensed Practical Nurses on the floor in the United States.

Functions 1. Provides physical care and carries out therapeutic and medical regimens. 2. Accepts doctor’s orders for residents and notifies administrative supervisor of any significant change in resident’s condition 3. Obtains patient histories and medical information. 4. Assists with medical and minor surgical procedures. 5. Assesses, reports, and records vital signs and measurements. Collects specimens. 6. Observes patients for physical or emotional changes. Reports observations. 7. Prepares examining rooms. Selects, sets up and maintains medical supplies and equipment. 8. Maintains a comfortable, orderly, safe and clean environment for patients. 9. Responds to medical emergencies. 10. Records patient information. 11. Prepares patients for continuing care after treatment. May instruct other LPNs. May serve as a source of information on nursing matters pertaining to section. 12. Schedules and coordinates patient and test appointments. 13. May administer medications under direction and authority of professional medical staff person. 14. Performs additional functions incidental to nursing activities. 15. Observes and records signs and symptoms of changes in resident’s condition or behavior; inspects rooms 16. Assists with general health care of residents

Physical Demands & Work Conditions • Work is on medium physical demand; walking and standing most of the time on duty • Frequent lifting of patients • Frequent reaching, bending, handling and fingering of instruments and caring for patient’s needs • Hearing to distinguish differences in heartbeat and breathing of patients • Near-visual activity to read gauges • Color vision for perceiving changes in patient’s skin color and colors of medications and solutions • Motor coordination and manual dexterity to coordinate hands, eyes and fingers

Signature:

Date: 40



Respiratory Therapist Traveler Job Description Definition

A Respiratory Therapist Traveler is a highly competent, valuable member of the professional health care team, who through clinical experience and education, performs with a high level of sophistication. The Respiratory Therapist Traveler functions independently of supervision in making observation and nursing judgments by use of the therapy process.

Qualifications 1. Current license to practice as Respiratory Therapists in the state of placement. 2. Graduate of an accredited school of therapy. 3. Has as least one (1) year of professional clinical practice as a Respiratory Therapists on the floor in the United States.

Functions 1. Set up and operate devices such as mechanical ventilators, therapeutic gas administration apparatus, environmental control systems, and aerosol generators, following specified parameters of treatment. 2. Provide emergency care, including artificial respiration, external cardiac massage and assistance with cardiopulmonary resuscitation. 3. Determine requirements for treatment, such as type, method and duration of therapy, precautions to be taken, and medication and dosages, compatible with physicians’ orders. 4. Monitor patient’s physiological responses to therapy, such as vital signs, arterial blood gases, and blood chemistry changes, and consult with physician if adverse reactions occur. 5. Read prescription, measure arterial blood gases, and review patient information to assess patient condition. 6. Work as part of a team of physicians, nurses and other health care professionals to manage patient care. 7. Enforce safety rules and ensure careful adherence to physicians’ orders. 8. Maintain charts that contain patients’ pertinent identification and therapy information. 9. Inspect, clean, test and maintain respiratory therapy equipment to ensure equipment is functioning safely and efficiently, ordering repairs when necessary. 10. Educate patients and their families about their conditions and teach appropriate disease management techniques, such as breathing exercises and the use of medications and respiratory equipment. 11. Explain treatment procedures to patients to gain cooperation and allay fears. 12. Relay blood analysis results to a physician. 13. Perform pulmonary function and adjust equipment to obtain optimum results in therapy. 14. Perform bronchopulmonary drainage and assist or instruct patients in performance of breathing exercises. 15. Demonstrate respiratory care procedures to trainees and other health care personnel. 16. Use a variety of testing techniques to assist doctors in cardiac and pulmonary research and to diagnose disorders. 17. Conduct tests, such as electrocardiograms, stress testing, and lung capacity tests, to evaluate patients’ cardiopulmonary functions.

Physical Demands & Work Conditions • Active Listening – Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. • Reading Comprehension – Understanding written sentences and paragraphs in work related documents. • Monitoring – Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. • Critical Thinking – Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. • Time Management – Managing one’s own time and the time of others. • Operation Monitoring – Watching gauges, dials, or other indicators to make sure a machine is working properly. • Active Learning – Understanding the implications of new information for both current and future problem-solving and decision-making. • Troubleshooting – Determining causes of operating errors and deciding what to do about it.

Signature:

Date: 41



Surgical Technician Traveler Job Description Definition A Surgical Tech Traveler is a highly competent, valuable member of the professional health care team, who through clinical experience and education, performs with a high level of sophistication. The Surgical Tech Traveler functions independently of supervision in making observation and nursing judgments by use of the therapy process.

Qualifications 1. Current certification practice if applicable for placement. 2. Graduate of an accredited Surgical Technologist program. 3. Has as least one (1) year of professional clinical practice as a Surgical Tech on the floor in the United States.

Functions 1. Perform all responsibilities in a manner that demonstrates Service Excellence towards patients, physicians, peers and other departments. 2. Maintain technical skills to serve a patient population comprised of infancy to geriatric clients. 3. Prepare Operating Room with appropriate instrumentation, equipment and supplies. 4. Demonstrate and practice a good understanding of sterile technique. 5. Perform sponge, needle and instrument counts in an accurate manner. 6. Take calls and rotate shifts as required under the direction of a registered nurse. 7. Assume responsibility for upholding the policies and procedures of the department and organization. 8. Assist with the teaching of newly hired technologists and student Operating Room technologists. 9. Communicate effectively with patients, staff members and physicians. 10. Assume responsibility for self and ensures that the policies, procedures and safety practices of the Operating Room are reinforced. 11. Anticipate the needs of the surgical team. 12. Perform other duties and responsibilities as required.

Physical Demands & Work Conditions • Ability to work effectively and efficiently under pressure in a stressful environment, and often without relief. • Ability to demonstrate knowledge of anatomy relating to the surgical procedure and the instrumentation required in order to effectively anticipate the needs of the surgeon. • Ability to set priorities and respond appropriately to actual and/or potential life threatening situations.

Signature:

Date: 42





APPENDIX SIX Signature Pages and Standard Forms

Page #s

*Handbook Acknowledgement..........................................................................................................44 *HIPAA Acknowledgement..................................................................................................................................................45 *Authority to Release Health Information Form...........................................................................................................46 Physical Form............................................................................................................................................................................47 *Flu Vaccination Declination..............................................................................................................................................48 *Written Disclosure Statement...........................................................................................................................................49 Applicant Background Information..................................................................................................................................50 Substance Abuse Testing Consent Form.........................................................................................................................51 Housing Agreement Acknowledgement........................................................................................................................52 Reference Release Form........................................................................................................................................................53 Incident Report Form.............................................................................................................................................................54 Grievance Report Form.........................................................................................................................................................55 Grievance Response Report Form.....................................................................................................................................56 Sexual Harassment Report Form.......................................................................................................................................57 Weekly Timesheet...................................................................................................................................................................58 Minimum Credential and Testing Requirements..........................................................................................................59 Placement Standards.............................................................................................................................................................62

* These forms need to be updated/renewed annually

43

Handbook Acknowledgement I have received the Advantage RN Travel Nurse Handbook and agree to adhere to the standards, terms and conditions, policies and procedures as a condition of my employment. I understand that it is my responsibility to request clarification for any questions regarding the information I have been provided and that at any time the information in this handbook is subject to change without notice. I understand that my employment is conditional and may be terminated with or without cause at any time with or without notice either by Advantage RN or myself. I agree that if I terminate my employment while on assignment that I will be responsible for my own transportation and housing while I am no longer on assignment. I understand that I will be compensated on an hourly basis by completing and faxing client- approved timesheets each week that I am on assignment. I understand that all payments shall be subject to withholding and other taxes and deductions and that my hourly compensation rate is subject to change based on market conditions.

Signature:

Date:

Safety Practices

I have read and understand my responsibility to maintain safety in the workplace, as outlined in this Manual.

Signature:

Date:

Code of Conduct

In the event of my employment, I will not discuss any element of my compensation with other employees of Advantage RN or any staff members employed by the facility in which I am placed. I agree that while placed within any Advantage RN contracted facility, I will not recruit nurses employed by the facility and I will communicate with all employees, patients, and staff in a professional, respective manner at all times.

Signature:

Date:

Sexual Harassment Policy Acknowledgement

I have read and agree to adhere to the sexual harassment policies outlined in this manual.

Signature:

Date:

Advantage RN Corporate • 9021 Meridian Way • West Chester, OH 45069 • 886-301-4045 (phone) • 866-850-4048 (fax) www.advantagern.com

44

HIPAA (Health Insurance Portability and Accountability Act) * Agreement Acknowledgement I acknowledge the confidentiality of patient health care information (“Confidential Patient Information”) that I may receive or have access to in the course of providing patient care services at participating hospitals through Advantage RN. I shall maintain the confidentiality of Confidential Patient Information and in doing so shall comply with all applicable state and federal laws and regulations including and without limitation to the privacy provisions under the Health Insurance Portability and Accountability Act of 1996 (“HIPAA)” as well as the policies and procedures of each participating hospital. My agreement to maintain the confidentiality of Confidential Patient Information shall survive the termination of my employment with Advantage RN and the conclusion of any assignment at a participating hospital under contract with Advantage RN.

Advantage RN Employee Signature Date



Advantage RN Employee Printed Name

Advantage RN Representative Signature Date

Advantage RN Representative Printed Name

Copy to Recruiter

Copy to Employee

Copy to Employee File

Advantage RN Corporate • 9021 Meridian Way • West Chester, OH 45069 • 886-301-4045 (phone) • 866-850-4048 (fax) www.advantagern.com

45

Authority to Release Health Information I authorize the use or disclosure of my health information as described below. 1. The information will be used or disclosed for the following purposes:

For use by Advantage RN and its clients in evaluating my qualifications for employment opportunities and related activities.

2. I understand that if the person or entity that receives the information is not a healthcare provider or health plan covered by federal privacy regulations, the information described above may be re-disclosed and no longer protected by these regulations. 3. I understand that I may revoke this authorization at any time by sending a written request to the party identified in paragraph 1, except to the extent that action has been taken in reliance on this authorization. 4. This authorization expires 1 year from date of signature below. (This date relates to the termination of the right for the provider to disclose the information and to Advantage RN’s right to use this information which, once the information is disclosed, does not terminate.) Signature of Patient or Representative Date



Patient Name

Name of Personal Representative (if applicable) Relationship to Patient

(A copy of this signed form will be provided to the patient.)

Copy to Recruiter

Copy to Employee

Copy to Employee File

Advantage RN Corporate • 9021 Meridian Way • West Chester, OH 45069 • 886-301-4045 (phone) • 866-850-4048 (fax) www.advantagern.com

46

8892  Beckett  Road   9021 Meridian Way Cincinnati,   OH   45069   West OH 45069 PH   Chester, 866-­‐301-­‐ 4045   866-850-4048 FAX      866-­‐850-­‐(fax) 4048   www.advantagern.com   www.advantagern.com

PHYSICAL FORM* MEDICAL RELEASE AUTHORIZATION

I,   ,  do  hereby  authorize  Dr.   to  release  to   Advantage RN and  any  of  its  client  hospitals  or  institutions  any  information  acquired  in  my  recent  medical  examination  which  is  relevant  to  my  employment.   Employee   Signature  

Date    

 

PHYSICIAN’S STATEMENT I  have  examined  the  above  named  individual,  and  to  the  best  of  my  knowledge,  he/she  is  in  good  physical  and  mental  health,  free  of   communicable  diseases  and  is  able  to  function  in  his/her  profession  in  full  capacity.  

 

 

  Physician  Signature  

 

 

Date  

  Printed  Name  of  Physician  

 

 

Date  of  Physical  

  Address  

 

  Please include the   following:

� � � � �

     

       

   

     

   

     

   

     

 

 

 

 

� � � � � �

TB  Skin  Test   CXR  (if  TB  test  positive)   Td   Tdap   Rubella  Titer   History  of  disease   Immunization   Rubeolla  Titer   History  of  disease   Immunization   Mumps  Titer   History  of  disease   Immunization   Varicella  Titer   History  of  disease   Immunization   Hep  B  Titer   Series  #   Color  Blindness  Test   Fit  Testing  

City   Date  Placed:       Date:       Date:       Date:       Date:       Date:       Date:       Date:       Date:       Date:       Date:       Date:       Date:       Date:       Date:       Date:       Date:       Date:   1:       Date:       Date:      

                                         

 

Date  Read:     Results:      

   

Results:       Results:      

     

   

State  

Results:      

 

   

Results:      

 

   

Results:      

 

   

Results:       Date  2:       Results:       Results:      

  Zip  

Results:      

(Note:  Must  have  copy  of  chest  x-­‐ray  report.)  

 

               

    Date  3:            

 

I. Hepatitis B Vaccination Declination –  Please  complete  Bloodborne  Training  before  signing    

 

I,   ,  understand  that,  due  to  my  occupational  exposure  to  blood  or  other  potentially  infectious  materials,  I  may  be  at  risk  of   acquiring  Hepatitis  B  virus  (HBV)  infection.  I  have  been  given  the  opportunity  to  be  vaccinated  with  Hepatitis  B  vaccine.  However,  I  decline  Hepatitis  B  vaccination  at  this  time.  I   understand  that,  by  declining  this  vaccination,  I  continue  to  be  at  risk  of  acquiring  Hepatitis  B,  a  serious  disease.  If,  in  the  future  I  continue  to  have  occupational  exposure  to  blood  or   other  potentially  infectious  materials  and  I  want  to  be  vaccinated  with  Hepatitis  B  vaccine  and  am  employed  by  Advantage  RN,  I  can  receive  the  vaccination  series.      

 

Employee   Signature  

Date    

This  is  a  regulatory  requirement  under  29  CFR  1910  1030.  If  you  decline  the  vaccination  and  refuse  to  sign  the  Declination  paragraph,  your  offer  will  be  withdrawn   or  your  assignment  will  be  terminated.  

II. Hepatitis B Vaccination Acceptance –  Please  complete  Bloodborne  Training  before  signing    

 

I,   ,  choose  to  receive  the  Hepatitis  B  vaccine  offered  by  Advantage  RN  in  accordance  with  the  OSHA  Bloodborne  Pathogen   Standard  25CFR  1910  1030  (f)(2)(l).  I  understand  that  administration  of  the  vaccine  may  cause  side  effects,  and  under  certain  conditions  is  not  medically  advised.  I  have  consulted   with  a  physician  and  have  determined  that  it  is  appropriate  for  me  to  receive  the  vaccine  based  on  my  potential  exposure.   I  release  Advantage  RN  and  its  employees  from  any  liability  in  connection  with  the  administration  of  the  vaccine.   I  understand  that  this  procedure  is  a  series  of  three  shots.  The  second  dose  is  to  be  administered  30  days  after  the  initial  dose,  and  the  third  does  is  to  be  administered  six  months  after   the  initial  dose.  All  three  shots  are  required  to  complete  the  vaccination  process.  If  I  am  not  employed  by  Advantage  RN  when  the  other  shots  are  due,  it  will  be  my  responsibility                   to  see  that  they  are  completed.  I  also  understand  that  the  vaccine  may  lose  its  effectiveness  over  time  and  may  required  booster  shots.  These  are  also  my  responsibility  if  I  am  not   employed  by  Advantage  RN.    

Employee   Signature  

Date    

 

47

Flu Vaccination Declination I _______________________________________________________________, understand that, due to my occupational exposure, I may be at risk of acquiring and /or spreading the flu virus. I have been given the opportunity to be vaccinated. However, I decline the flu vaccination at this time. In understand that, by declining this vaccination, I continue to be at risk of acquiring and /or spreading this virus. If, in the future I continue to have occupational exposure, I can choose to receive the vaccination.



Employee Signature Date

Copy to Recruiter

Copy to Employee

Copy to Employee File

Advantage RN Corporate • 9021 Meridian Way • West Chester, OH 45069 • 886-301-4045 (phone) • 866-850-4048 (fax) www.advantagern.com

48

Written Disclosure Statement* Please fill in this form and fax it back to Advantage RN at 866-850-4048. INTENT TO OBTAIN CONSUMER REPORT AND/OR INVESTIGATIVE CONSUMER REPORT In compliance with the Fair Credit Reporting Act, this document is being provided to notify you that the Employer or prospective Employer may obtain consumer reports and/or investigative consumer reports (i.e. background checks) on you in considering your employment application, or if you are hired or are already employed by the Employer, for any permitted employment related purpose during your employment with the Employer. I understand that a photocopy of this authorization would be accepted with the same authority as the original. The “investigative consumer report” that the Employer may obtain from a consumer reporting agency contains information which may be used to establish eligibility for employment, promotion, reassignment, or continued employment with the Employer and includes verification on your education, former employers, motor vehicle check, and felony and related misdemeanor record. It can also include information related to credit- worthiness, credit standing, credit capacity, general reputation, personal characteristics, or mode of living. This information may be obtained through personal interviews with former employers, acquaintances, coworkers, or others with whom you may be acquainted, which makes the report an“investigative”consumer report. This does not include information that the Employer obtains on its own without the aid of a third party.

AUTHORIZATION FOR OBTAINING CONSUMER AND INVESTIGATIVE CONSUMER REPORTS By signing below, I authorize the Employer and any consumer reporting agency acting on behalf of the Employer to investigate my employment history, educational history, criminal history, credit, and other records necessary to aid in employment-related decisions. I understand that this is considered either a consumer report or an investigative consumer report as described above. I acknowledge that the Employer has provided me a copy of the written disclosure (this document), and I have read this document before signing it.

Employee/Applicant Name Date

Employee/Applicant Signature

Copy to Recruiter

Copy to Employee

Copy to Employee File

Advantage RN Corporate • 9021 Meridian Way • West Chester, OH 45069 • 886-301-4045 (phone) • 866-850-4048 (fax) www.advantagern.com

49

Applicant Background Information Please fill in this form and fax it back to Advantage RN at 866-850-4048. BACKGROUND INFORMATION Please note that the information below will be used only for identification purposes in the background check process. This form will be kept separate from the employment application and will not be reviewed or relied upon in the hiring decision. Full Name (Printed) Other or Prior Names Used Date of Birth

Social Security Number

Driver’s License Number

State of Licensure

ADDRESSES - Please provide seven years of previous addresses 1. Present Address

How long?

City/State

Zip Code

2. Previous Address

How long?

City/State

Zip Code

3. Previous Address

How long?

City/State

Zip Code

4. Previous Address

How long?

City/State

Zip Code

5. Previous Address

How long?

City/State

Zip Code

Copy to Recruiter

Copy to Employee

Copy to Employee File

Advantage RN Corporate • 9021 Meridian Way • West Chester, OH 45069 • 886-301-4045 (phone) • 866-850-4048 (fax) www.advantagern.com

50

Substance Abuse Testing Consent I understand that I may be offered a position with Advantage RN that requires pre-employment and periodic substance abuse testing due to the nature of the duties performed, and to specific requirements of Advantage RN’s clients. Periodic testing could include – but is not limited to – random, post-accident, scheduled, or for- cause testing. Blood, breath, or urine samples may be collected to perform the appropriate tests which may take place at a clinic, hospital, laboratory or other agency designated by Advantage RN. I further understand that I may not begin/continue employment with Advantage RN unless I pass (receive negative results on) a test for the use of illegal drugs and/or alcohol when such a test is required. I agree to provide an appropriate sample as determined by Advantage RN and/or its Clients in accordance with the requirements of Advantage RN policies, and to have such samples tested for evidence of drug and/or alcohol use. If the creatinine, specific gravity, nitrates, temperature, or other parameters typically used to determine if a sample is representative of normal are outside the normal range, I may be required to return to the collection point for a witnessed collection. I understand that results of the Test may be disclosed to clients of Advantage RN to whom I may be assigned as required by Advantage RN to do business with the Client. I understand that a full copy of the Drug and Alcohol policy is available through my Advantage RN Recruiter. I have received and understand this statement and agree to abide by the Company’s Drug and Alcohol policy.



Employee/Applicant Name Date



Employee/Applicant Signature

Copy to Recruiter

Copy to Employee

Copy to Employee File

Advantage RN Corporate • 9021 Meridian Way • West Chester, OH 45069 • 886-301-4045 (phone) • 866-850-4048 (fax) www.advantagern.com

51

Housing Agreement Acknowledgement I ___________________________________________________________, agree to allow Advantage RN, LLC or its representatives to act as an agent on my behalf to acquire housing and travel accommodations. I understand that any accommodations related to lodging will be secured in my name by Advantage RN. Advantage RN will make payments on my behalf to the Creditors for the services provided. I agree to reimburse Advantage RN for any payment obligations made on my behalf.

Signature Date



I ____________________________________________________________, decline Advantage RN, LLC or its representatives’ offer to set up housing on my behalf.

Signature Date

Copy to Recruiter

Copy to Employee

Copy to Employee File

Advantage RN Corporate • 9021 Meridian Way • West Chester, OH 45069 • 886-301-4045 (phone) • 866-850-4048 (fax) www.advantagern.com

52

Reference Release Form      

Reference  Release  Form    

Last  Name  

 

 

First  Name  

 

Middle  Initial  

 

 

Employee  SSN  

 

 

 

Position  Held  

Employer  

 

 

Name  of  Supervisor  

 

Supervisor’s  Phone  Number  

 

Best  Time  to  Call  

 

 

The  applicant  named  above  has  mentioned  you  as  a  current  reference  for  previous  employment.  Please  take   a   moment  to  evaluate  the  performance  level  you  feel  this  candidate  has  shown  in  your  experience  while   employed   under  your   supervision.  

 

Please  check  the  appropriate  box  based  on  your  evaluation  of  the  following  areas:  

 

Quality  of  Work:   Quantity  of  Work:   Attitude:   Dependability:   Cooperation:   Attendance  &  Punctuality:   Adaptability  to  Situations:    

Appearance:  

� � � � � � � �

Excellent   Excellent   Excellent   Excellent   Excellent   Excellent   Excellent   Excellent  

� � � � � � � �

Above  Average  

�

Yes    � No  

Above  Average   Above  Average   Above  Average   Above  Average   Above  Average   Above  Average   Above  Average  

� � � � � � � �

Satisfactory   Satisfactory   Satisfactory   Satisfactory   Satisfactory   Satisfactory   Satisfactory   Satisfactory  

� � � � � � � �

Below  Average   Below  Average   Below  Average   Below  Average   Below  Average   Below  Average   Below  Average   Below  Average  

� � � � � � � �

Poor   Poor   Poor   Poor   Poor   Poor   Poor   Poor  

Comments:  

 

  Is  this  candidate  eligible  for  rehire?      

   

   

Reference’s   Signature  

 

Date  

   

   

I  have  given  Advantage  RN  permission  to  call  references  on  my  behalf.  

 

 

 

Employee’s   Signature  

 

Date  

 

 

The  information  that  has  been  provided  to  Advantage  RN  is  permitted  to  be  obtained  for  the  sole  purpose  of   securing  future  employment  as  a  travel  nurse  with  our  agency.  

  Copy  to  Recruiter  

Copy  to  Employee  

Copy  to  Employee  File  

Advantage  RN  Corporate  •  9021  Meridian  Way   •   West  Chester,  OH   45069  •  866-­‐301-­‐4045  (phone)  •  866-­‐850-­‐4048  (fax)   www.advantagern.com    

Copy to Recruiter

Copy to Employee 85  

Copy to Employee File

Advantage RN Corporate • 9021 Meridian Way • West Chester, OH 45069 • 886-301-4045 (phone) • 866-850-4048 (fax) www.advantagern.com

53

Traveler Incident Report Form Name of Traveler __________________________________________________________________________ Travel Company ____________________________________________________________________________ Unit Assigned ___________________________ Shift Assigned _____________________________________ Date of Incident__________________________Time of Incident ____________________________________ Were there witnesses to the Incident?

___Yes ___ No

If so, how many? ____________

Description of Incident:

Was Advantage RN notified of the incident within a 24-hour period or occurrence? ___ Yes ___ No Who at Advantage RN was notified? ___________________________________________________________ Date of notification _________________________ Time of notification _______________________________ Means of notification: ___ Phone ___ Email

___ Fax

Requested resolution to incident:

Advantage RN’s Follow-up/Resolution:

______________________________________________________________ Signature of Employee Copy to Recruiter

Copy to Employee

________________________ Date form was submitted

Copy to Employee File

Advantage RN Corporate • 9021 Meridian Way • West Chester, OH 45069 • 886-301-4045 (phone) • 866-850-4048 (fax) www.advantagern.com

54

Employee Grievance Report Form Employee’s Name __________________________________________________________________________ Job Title _______________________________________ Work Location _____________________________ Date(s) grievance occurred:

_________________________________________________________________

Date reported to Recruiter: __________________________________________________________________

Grievance (describe the condition needing attention):

Have you tried to discuss this with your Advantage RN representative? When? What was the result?

What do you feel should be done to correct the condition?



______________________________________________________________ Signature of Employee Copy to Recruiter

Copy to Employee

________________________ Date form was submitted

Copy to Employee File

Advantage RN Corporate • 9021 Meridian Way • West Chester, OH 45069 • 886-301-4045 (phone) • 866-850-4048 (fax) www.advantagern.com

55

Employee Grievance Response Report Employee’s Name __________________________________________________________________________ Job Title _______________________________________ Work Location _____________________________

Check one of the following:

______ I feel that my Advantage RN representative’s plan will satisfactorily correct the condition.

______ I agree with my Advantage RN representative that no further action should be taken.

______ I disagree with my Advantage RN representative and plan to request a hearing with the Human Resources Manager or an appointed representative within five days after the day I receive my Advantage RN representative’s decision.

Comments, if desired:



______________________________________________________________ ________________________ Signature of Employee Date form was submitted Copy to Recruiter

Copy to Employee

Copy to Employee File

Advantage RN Corporate • 9021 Meridian Way • West Chester, OH 45069 • 886-301-4045 (phone) • 866-850-4048 (fax) www.advantagern.com

56

Sexual Harassment Complaint Form Your Name _______________________________________________________________________________________ Office ___________________________________________________________________________________________ Your Recruiter _______________________________________ Assignment Location ___________________________ Type of Complaint _________________________________________________________________________________ Date incident reported

________________________________ Reported to ___________________________________

Please describe the specific incidents that you feel constitute harassment:

What is/are the date/s the incident occurred? ___________________________________________________________ Please describe the incident including what occurred, when it occurred, and whether there were any witnesses other than yourself to the event(s). If necessary, attach additional sheets of paper.

Please describe what, if anything, you have done in order to attempt to address the situation yourself. If you have not tried to address the situation yourself, please explain why.

Are you aware of any other person who has been subjected to similar harassment? If so, please identify such person(s) and describe the details of the harassment including when and what occurred.

Other than the individual(s) you have identified above, is/are there any other person(s) who you feel should be contacted in connection with the investigation of this complaint. If so, please identify the individuals, how to contact them, and what information these individual(s) may have.

1-866-850-4048

Your complaint of harassment will be promptly and thoroughly investigated. The investigation will be kept confidential to the extent as possible with the company’s need to fully investigate and address the situation. If the investigation verifies that inappropriate behavior has occurred, appropriate disciplinary action will be taken against the person who has harassed you. If at anytime you feel that as a result of your complaint you are being retaliated against, please file an additional complaint using this form. Please read the above carefully before signing. Your signature below will indicate that this form accurately and completely describes your complaint of harassment.

Signature __________________________________________________________

Date _____________

Please print name ___________________________________________________ Please report this incident immediately. 57

Date

Unit

Time In

Time Out

Time In

Time Out

On Call Hours

Total

Time Out

Total Hrs

Approval of of Approval shifts shiftworked, worked, cancelled shift, cancelled shift, missed missed time, time, and and overtime overtime must be must be initialed in initialed by appropriate servisor box by in box supervisor.

x

Facility Signature

7/2015

Fax numbers not working? Call our Troubleshooting Hotline at 1-800-345-9642 so we can quickly provide fax support.

weekly for hours worked verification purposes.

Time In

Call Back Hours

Recruiter:

WEEKLY TIME SHEET WEEKLY TIMESHEET

Fax your timesheets to 1-866-400-9352 or 1-866-850-4048 (or email them to [email protected]) no later than By signing below, client acknowledges all hours By signing below, customer acknowledges that all hours are true and correct.SUNDAY @ MIDNIGHT. Submitting timesheets any later are true and correct. Signature also acknowledges Signature also acknolwledges that customer has read and agreed to all terms may delay your paycheck. client has read and agreed to all terms and and conditions set forth herein, on the client agreement. conditions set forth in the hospital confirmation/hospital Regardless of policy, all Advantage RN employees Regardless ofthe thefacility facility’s timekeeping system, all contract. must sendmust in a timesheet weekly. Travelers send in an Advantage RN timesheet

Total Hours

Facility Approval

No lunch must be must be initialed by initialed by supervisor supervisor in appropriate in appropriate box.

ch

Lunch

City, State:

Facility:

Week Ending:

Name:

Please fax or email your weekly timesheet to our Payroll Department by Sunday at midnight: Fax: 1-866-400-9352 or 1-866-850-4048, or Email: [email protected]

Employee Signature

x

I certify that the hours shown were worked by me on I certify that the hours shown were worked by me on the the dates designated and were verified by a dates designated and were verified by a representative of representative of the medical facility. I certify that no the medical facility. I certify that no accident or injury was accident or injury was sustained by me while working sustained by me while working the assignment except on the assignment except as on previously reported to as previously reported Advantage RN. to My Agency, Advantage RN, or as noted in the comments section. I agree to contact My Agency after completion of any assignment to discuss another assignment.

Employee Approval

Totals

SUN Sat

SAT Fri

FRI Thurs

Wed THUR

Tues WED

Mon TUES

SSun MON

Day

Advantage RN 9021 Meridian Way West Chester, OH 45069 Phone: 1-866-301-4045 Ext 103 Fax: 1-866-400-9352 or 1-866-850-4048 1-866-850-40481 Email: [email protected] Call us to report fax line trouble: 1-800-345-9642 ADP Home Page: https://portal.adp.com ADP Home Page: https://portal.adp.com

Minimum Credential and Testing Requirements

Minimum  Credential  and  Testing  Requirements  

NOTE: BLS, ACLS and PALS must be issued by American Heart Association ONLY. Additional certifications and testing is possible depending NOTE:  BLS,  ACLS  and  PALS  must  be  issued  by  American  Heart  Association  ONLY.  Additional   on specific hospital requirements. certifications   testing  is  possible   depending   on  the specific   hospital   requirements.   (Note: * denotes that thisand   is something requested often by facility; if requested, proof  of the certificate will be required for (Note:  *  denotes  that  this  is  something  requested  often  by  the  facility;  if  requested,  proof  of  the  certificate  will  be   submission.)required  for  submission.)    

Specialty Registered Nurse Case Manager

Certification

Skills Checklist

Competency Testing

BLS

Case Manager

Cath Lab

BLS, and ACLS *PALS

Cath Lab

Critical Care BICU, CVICU, General ICU, Neuro ICU Cardio-vascular Operating Room (CVOR) Dialysis

BLS and ACLS

Critical Care

BLS and ACLS

OR

BLS * ACLS

Dialysis

Emergency Department (ER or ED) Endoscopy/GI

Emergency Room

Home Health

BLS and ACLS * PALS, TNCC, ENPC, CPI BLS * ACLS BLS

Hospice

BLS

Hospice/Palliative Care

Labor And Delivery (L&D)

BLS and ACLS * NRP, FHM (Intermediate or Advanced), S.T.A.B.L.E. BLS

L&D

Case Manager, RN Pharmacology, Core Mandatory 1, 2, & 3 Cath Lab, RN Pharmacology, Dysrhythmia (Basic), Core Mandatory 1, 2, & 3 ICU General or Specific, Dysrhythmia (Basic), RN Pharmacology, Core Mandatory 1, 2, & 3 OR, Dysrhythmia, RN Pharmacology, Core Mandatory 1, 2, & 3 Dialysis, RN Pharmacology, Core Mandatory 1, 2, & 3 Emergency Room, RN Pharmacology, Core Mandatory 1, 2, & 3 Endoscopy, Core Mandatory 1, 2, & 3 HHC-Clinical, HHCMedication, Core Mandatory 1, 2, & 3 Hospice/Palliative Care, RN Pharmacology, Core Mandatory 1, 2, & 3 L&D, RN Pharmacology, Core Mandatory 1, 2, & 3

Medical-Surgical (MS)

BLS * ACLS

Med-Surg

Neonatal Intensive Care Unit (NICU)

BLS * PALS, NRP,

NICU

Long Term Care (LTC)

 

Endoscopy Home Health

LTC

59

97  

LTC, LTC Pharmacology, Core Mandatory 1, 2, & 3 MS, RN Pharmacology, Core Mandatory 1, 2, & 3 NICU, NICU Pharmacology, Core

Oncology

S.T.A.B.L.E, ACLS BLS * ACLS

Operating Room (OR)

BLS and ACLS *PALS

OR

PACU

BLS and ACLS *PALS

PACU

Pediatric

BLS * PALS

Pediatric

Pediatric Intensive Care Unit (PICU)

BLS and PALS

PICU

Post Partum or Mother Baby

BLS and ACLS * NRP, S.T.A.B.L.E

Post Partum

Psychiatric

BLS * CPI

Psych

Step Down (PCU)

BLS and ACLS

Cardiac Progressive Care

Telemetry or MS-Tele

BLS and ACLS

Telemetry

Non-Nursing Medical Professionals BLS

Cath Lab Tech

CST/ORT/ Surgical Tech

BLS

Surgical Tech

CT Tech

BLS

CT Tech

ECHO Tech

BLS

Echo Tech

Mammography Tech

BLS

Mammography Tech

MRI Tech

BLS

MRI Tech

Cath Lab Tech

Oncology

98  

  60

Mandatory 1, 2, & 3 Oncology, RN Pharmacology, Core Mandatory 1, 2, & 3 OR, RN Pharmacology, Core Mandatory 1, 2, & 3 PACU, RN Pharmacology, Core Mandatory 1, 2, & 3 Pediatrics, PEDS Pharmacology, Core Mandatory 1, 2, & 3 PICU, PEDS Pharmacology, Core Mandatory 1, 2, & 3 Mother Baby, RN Pharmacology, Core Mandatory 1, 2, & 3 Psych, RN Pharmacology, Core Mandatory 1, 2, & 3 Cardiac Progressive Care, Dysrhythmia (Basic), RN Pharmacology, Core Mandatory 1, 2, & 3 MS, Cardiac Progressive Care, Dysrhythmia (Basic), RN Pharmacology, Core Mandatory 1, 2, & 3

Cath Lab Tech, Core Mandatory 1, 2, & 3 for non-nursing Surg tech, Core Mandatory 1, 2, & 3 for non-nursing CT Tech, Core Mandatory 1, 2, & 3 for non-nursing ECHO Tech, Core Mandatory 1, 2, & 3 for non-nursing Mammography Tech. Core Mandatory 1, 2, & 3 for non-nursing Core Mandatory 1, 2, & 3 for non-nursing

Nuclear Tech

BLS

Nuclear Tech

Radiation Therapist Radiologic Tech

BLS

Radiation Therapist Radiologic Tech

Respiratory Therapist Ultrasound Tech

BLS

BLS

Respiratory Therapist Ultrasound Tech

BLS

Core 3 for Core 3 for Core 3 for Core 3 for Core 3 for

Mandatory 1, non-nursing Mandatory 1, non-nursing Mandatory 1, non-nursing Mandatory 1, non-nursing Mandatory 1, non-nursing

       

   

 

 

 

 

 

 

 

 

 

   

 

 

 

 

 

   

 

 

 

 

 

 

     

     

 

 

   

             

   

 

 

 

   

 

 

 

 

           

 

                                 

 

   

 

   

 

   

   

   

 

   

 

   

 

     

 

   

 

   

 

   

 

   

 

   

 

   

 

   

 

   

 

   

 

       

 

     

 

 

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99  

2, & 2, & 2, & 2, & 2, &

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OFFICES: Corp. Headquarters - Cincinnati Advantage RN 9021 Meridian Way West Chester, OH 45069 Toll Free: (866) 301-4045 Local: (513) 874-8717 Toll Free FAX: (866) 850-4048 Local FAX: (513) 874-8718

Clearwater, FL Office Advantage RN 13770 North 58th Street, Suite 311 Clearwater, FL 33760 Toll Free: (866) 301-4045 Toll Free FAX: (866) 374-7527

Del Ray Beach, FL Office Advantage RN 1625 South Congress Ave., Suite 150 Delray Beach, FL 33445 Toll Free: (866) 301-4045 Toll Free FAX: (866) 344-2932

Charlotte Office Advantage RN Vanguard Center 5601 Seventy Seven Center Drive, Suite 215 Charlotte, NC 28217 Toll Free: (866) 301-4045 Toll Free FAX: (866) 242-5707

San Diego Rapid Response Office 2515 Camino del Rio South, Suite 142 San Diego, CA 92108 Toll Free: (877) 801-8988 Toll Free Fax: (866) 498-0601

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