Employee Handbook - Baptist Memorial Online

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E. An employee is responsible for initiating and assuring propercompletion of the appropriate request forms regarding his orher need for a leave of absence. Employees may not return towork without clearance from an employee health representative.Once the employee is cleared to return to work, theemployee is expected to notify his/her supervisor prior to thescheduled return date. Once the employee communicateswith a member of the management team or designee, themanager should notify Employee Health of the actual agreedupon date of return. Employees are not allowed to workwithout providing the appropriate documentation andobtaining clearance from Employee Health.F. An employee is expected to return to work from an approvedleave of absence on the predetermined date as scheduled.Employees may not be absent from work without properleave of absence documentation and approval from management.Failure to return to work at the agreed upon time,and/or failure/refusal to report for work in the absence ofappropriate leave of absence documentation and managementapproval normally results in disciplinary action, inaccordance with the Baptist Attendance Standards andconduct policies, up to and including termination.Family Medical LeaveBaptist complies with the Federal Family and Medical Leave Actof 1993, and all amendments thereto. A copy of the Departmentof Labor’s notice entitled “Employee Rights and Responsibilitiesis provided on the inside back cover of the Employee Handbook.If an employee needs FMLA or would like additional informationon Baptist’s FMLA procedures, he/she should refer to BaptistLeaves of Absence Policy on the Baptist intranet or contact anEmployee Health Representative.37
Tennessee Maternity Leave ActUnder the Tennessee Medical Leave Act (TMLA), employees whohave been employed for at least 12 consecutive months as fulltimeemployees may be eligible for up to 4 months of unpaidleave for the purpose of adoption, pregnancy, childbirth, andnursing the infant, where applicable. The complete provisions ofTMLA are available on Baptist’s intranet site. TMLA leave foradoption shall begin at the time an employee receives custody ofthe child. TMLA leave will run concurrently with time off underthe federal Family and Medical Leave Act, if applicable.Notice: Employees must provide Baptist at least 3 months advancenotice of their anticipated date of departure for TMLAleave, the length of TMLA leave, and intention to return to fulltimeemployment upon the conclusion of such TMLA leave.However, employees who are prevented from providing 3 monthsadvance notice because of a medical emergency necessitatingthat leave begin earlier than originally anticipated or employeeswho are prevented from giving three 3 months advance noticebecause the notice of adoption was received fewer than 3months in advance shall not forfeit their right to and benefits associatedwith TMLA leave solely because of their failure to provide3 months advance notice.Job Restoration: Employees who provide the required notice andtake TMLA leave shall be restored to their previous or similar positionswith the same status, pay, length of service credit, andseniority, wherever applicable, as of the date of their leave.If the employer cannot temporarily fill the employee’s positionbecause the position is unique, then Baptist may elect not to reinstatethe employee upon conclusion of TMLA leave.If the employee uses the period of TMLA leave to pursue otheremployment opportunities or if the employee works part or fulltime for another employer during the period of TMLA leave withoutwritten permission from Baptist, then Baptist may elect notto reinstate the employee upon conclusion of the TMLA leave.Baptist will notify employees if they will not be reinstated becausetheir jobs cannot be temporarily filled, they have usedTMLA to search for other employment, or they have worked forother employers.38
Page 1 and 2: Employee Handbook
Page 3 and 4: V. BenefitsPersonal Time Off (PTO)
Page 6: Dear Employee:Welcome to the Baptis
Page 9 and 10: A Commitment to Excellence - Servic
Page 11 and 12: II. General Provisions of Employmen
Page 13 and 14: Again, while it is not possible to
Page 15 and 16: Candidates are referred by the appr
Page 17 and 18: licensure and/or registration statu
Page 19 and 20: PRN Employees: PRN employees are em
Page 21 and 22: Because employees may be subject to
Page 23 and 24: III. Center for Education and Organ
Page 25 and 26: OvertimeBecause of the around-the-c
Page 27 and 28: Performance EvaluationManagement is
Page 29 and 30: Termination: At the time of termina
Page 31 and 32: Service AwardsIn recognition of ser
Page 33 and 34: Cancer InsuranceEmployees and their
Page 35 and 36: on the carrier’s plan provisions.
Page 37: employment, that are inconsistent w
Page 41 and 42: Educational LeaveEmployees who want
Page 43 and 44: Electronic CommunicationsInternet a
Page 45 and 46: References and Employee Information
Page 47 and 48: Appearance StandardsEmployees are e
Page 49 and 50: Attendance StandardsAll Baptist emp
Page 51 and 52: No Call/No ShowEmployees who fail t
Page 53 and 54: In cases where a potential violatio
Page 55 and 56: Reporting Alleged ComplaintsBaptist
Page 57 and 58: In addition to the above policy reg
Page 60: ACKNOWLEDGEMENT OF RECEIPT OF HANDB

Employee Handbook - Baptist Memorial Online

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