EMPLOYEE HANDBOOK AND OFFICE POLICY PERSONNEL AND BENEFITS GUIDE
(Revised April 1, 2019)
Table of Contents
No. | Policy Title | Effective Date |
1. Introduction | ||
1.1 | Handbook Disclaimer | 03-19-2017 |
1.2 | Welcome Message | 04-01-2019 |
1.3 | Changes in Policy | 03-19-2017 |
2. General Employment | ||
2.1 | At-Will Employment | 03-19-2017 |
2.2 | Immigration Law Compliance | 03-19-2017 |
2.3 | Equal Employment Opportunity | 03-19-2017 |
2.4 | Employee Grievances | 03-19-2017 |
2.5 | Internal Communication | 03-19-2017 |
2.6 | Outside Employment | 03-19-2017 |
2.7 | Anti-Retaliation and Whistleblower Policy | 03-19-2017 |
2.8 | Performance Evaluations | 03-19-2017 |
2.9 | Recreational Activities and Programs | 03-19-2017 |
3. Employment Status & Recordkeeping | ||
3.1 | Employment Classifications | 03-19-2017 |
3.2 | Personnel Data Changes | 03-19-2017 |
3.3 | Expense Reimbursement | 04-01-2019 |
3.4 | Termination of Employment | 03-19-2017 |
4. Working Conditions & Hours | ||
4.1 | Company Hours | 03-19-2017 |
4.2 | Emergency Closing | 03-19-2017 |
4.3 | Workplace Safety | 03-19-2017 |
4.4 | Security | 03-19-2017 |
4.5 | Meal & Break Periods | 03-19-2017 |
4.6 | Meal & Break Periods (California Employees) | 03-19-2017 |
4.7 | Break Time for Nursing Mothers | 03-19-2017 |
5. Employee Benefits | ||
5.1 | Holidays | 03-19-2017 |
5.2 | Paid Sick Leave (California Employees) | 04-01-2019 |
5.3 | Bereavement Leave | 03-19-2017 |
5.4 | Military Leave | 03-19-2017 |
5.5 | Jury Duty | 03-19-2017 |
5.6 | Workers’ Compensation | 03-19-2017 |
5.7 | Crime Victims Leave (California Employees) | 03-19-2017 |
5.8 | Domestic Violence Leave | 03-19-2017 |
5.9 | Voting Leave (California Employees) | 03-19-2017 |
5.10 | Wellness Care | 03-19-2017 |
5.11 | Paid Family Leave (California Employees) | 03-19-2017 |
6. Employee Conduct | ||
6.1 | Standards of Conduct | 03-19-2017 |
6.2 | Disciplinary Action | 03-19-2017 |
6.3 | Confidentiality | 03-19-2017 |
6.4 | Workplace Violence | 03-19-2017 |
6.5 | Drug & Alcohol Use | 03-19-2017 |
6.6 | Sexual & Other Unlawful Harassment | 03-19-2017 |
6.7 | Sexual and Other Unlawful Harassment | 03-19-2017 |
6.8 | Telephone Usage | 03-19-2017 |
6.9 | Personal Property | 03-19-2017 |
6.10 | Use of Company Property | 03-19-2017 |
6.11 | Smoking | 03-19-2017 |
6.12 | Visitors in the Workplace | 03-19-2017 |
6.13 | Computer, Email & Internet Usage | 03-19-2017 |
6.14 | Company Supplies | 03-19-2017 |
6.15 | Customer Relations | 03-19-2017 |
6.16 | Conflicts of Interest | 03-19-2017 |
6.17 | News Media Contacts | 03-19-2017 |
6.18 | Off-Duty Conduct | 03-19-2017 |
6.19 | Lunch Breaks and Snacks | 03-19-2017 |
6.20 | Dress Code | 04-01-2019 |
6.21 | Fraternization | 03-19-2017 |
6.22 | Continuing Educations and Seminars | 03-19-2017 |
6.23 | Understanding Our Services | 03-19-2017 |
6.24 | Open Communication | 03-19-2017 |
7. Timekeeping & Payroll | ||
7.1 | Attendance & Punctuality | 04-01-2019 |
7.2 | Timekeeping | 04-01-2019 |
7.3 | Paydays | 03-19-2017 |
7.4 | Payroll Deductions | 03-19-2017 |
7.5 | Overtime (California Employees) | 04-01-2019 |
1.Introduction
1.1 Handbook Disclaimer
The contents of this handbook serve only as guidelines and supersede any prior handbook. Neither this handbook, nor any other policy or practice, creates an employment contract, or an implied or express promise of continued employment with the Company. Employment with DREAM Wellness is “AT-WILL.” This means employees or DREAM Wellness may terminate the employment relationship at any time, for any reason, with or without cause or advance notice. As an at-will employee, it is not guaranteed, in any manner, that you will be employed with DREAM Wellness for any set period of time.
The Company has the right, with or without notice, in an individual case or generally, to change any of the policies in this handbook, or any of its guidelines, policies, practices, working conditions or benefits at any time. No one is authorized to provide any employee with an employment contract or special arrangement concerning terms or conditions of employment unless the contract or arrangement is in writing and signed by the president and the employee.
1.2 Welcome Message
Dear Valued Employee,
Welcome to DREAM Wellness! We are pleased with your decision to join our team.
DREAM Wellness is committed to providing superior quality and unparalleled customer service in all aspects of our business. We believe each employee contributes to the success and growth of our Company.
We seek to employ a select number of highly motivated and specially skilled individuals who will assist us in maintaining our reputation of excellence. To enable us to continue providing the best possible service to our community, we attempt to select people who take pride in their work, are the best at their jobs, possess the highest level of integrity and enjoy working as part of a team.
We believe interpersonal relationships are of utmost importance and we are committed to providing our team with a work environment and leadership that generates enthusiasm for our practice and for the valuable and essential work we are privileged to provide to our practice members.
You will find our office to be service driven with a mission to help as many people as possible regain and maintain their health through natural wellness care.
Our Core Values include:
Ethical
Caring and Inspiring
Outstanding Customer Service
Excellence
High Value
Creating Happiness
So, welcome to our team and thank you for deciding to lend us your talent and energy!
This employee handbook contains general information on our policies, practices, and benefits. Please read it carefully. If you have questions regarding the handbook, please discuss them with your supervisor or the CEO.
Many of the resources you will need to be successful at DREAM Wellness can be found at www.dreamwellness.com/hr.
Welcome aboard. We look forward to working with you!
Sincerely,
Brian A. Stenzler, MS, DC
President, CEO
1.3 Changes in Policy
Change at DREAM Wellness is inevitable. Therefore, we expressly reserve the right to interpret, modify, suspend, cancel, or dispute, with or without notice, all or any part of our policies, procedures, and benefits at any time with or without prior notice. Changes will be effective on the dates determined by DREAM Wellness, and after those dates all superseded policies will be null and void.
No individual supervisor or manager has the authority to alter the foregoing. Any employee who is unclear on any policy or procedure should consult a supervisor or the CEO.
This policy guide is presented to apprise all employees of our policies and to outline your rights and responsibilities. It is our desire to create a pleasant environment that reflects the work ethic, attitude and actions that create success.
This booklet is a working document and will answer many questions about the policies and guidelines instituted here It is not to be understood as a binding employment contract. It will help ensure uniform treatment of all employees of this office. No one except the owner(s) of this practice has the authority to establish a different policy or deviate from those contained in this document. This employee handbook is intended to explain the terms and conditions of employment for all full-time and part-time employees.
Written employment contracts between the Company and some individuals may supersede some of the provisions of this handbook. This handbook summarizes the policies and practices in effect at the time of publication. This handbook supersedes all previously issued handbooks and any policies, benefit statements, or memoranda that are inconsistent with the policies described here. Your supervisor or the owner will avail themselves to answer any questions you may have about this handbook.
We encourage all employees to seek guidance/assistance whenever the need arises. Direct inquiry often eliminates needless frustration and gives clarity to any situation.
2.General Employment
2.1 At-Will Employment
Employment with DREAM Wellness is “at-will.” This means employees are free to resign at any time, with or without cause, and DREAM Wellness may terminate the employment relationship at any time, with or without cause or advance notice. As an at-will employee, it is not guaranteed, in any manner, that you will be employed with DREAM Wellness for any set period of time.
Since success is most dependent on attitude, we encourage all employees to develop an attitude that is consistently positive, service oriented and team spirited. You will be rewarded more for your attitude, taking the initiative and accepting responsibility, than for length of employment.
The policies set forth in this employee handbook are the policies that are in effect at the time of publication. They may be amended, modified, or terminated at any time by DREAM Wellness, except for the policy on at-will employment, which may be modified only by a signed, written agreement between the President and the employee at issue. Nothing in this handbook may be construed as creating a promise of future benefits or a binding contract between DREAM Wellness and any of its employees.
The first 90 calendar days of continuous employment at the Company is considered a trial period. During this time you will learn your responsibilities, get acquainted with fellow employees, and determine whether or not you are happy with your job. Your supervisor will closely monitor your performance, to determine whether or not you have the requisite skills and abilities for the position and whether you are a good fit for the position. Completion of the trial period does not entitle you to remain employed by the Company for any definite period of time. All employees remain at-will during and after the trial period.
2.2 Immigration Law Compliance
DREAM Wellness is committed to employing only United States citizens and aliens who are authorized to work in the United States.
In compliance with the Immigration Reform and Control Act of 1986, as amended, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with DREAM Wellness within the past three years, or if their previous I-9 is no longer retained or valid.
DREAM Wellness may participate in the federal government’s electronic employment verification system, known as “E-Verify.” Pursuant to E-Verify, DREAM Wellness provides the Social Security Administration, and if necessary, the Department of Homeland Security with information from each new employee’s Form I-9 to confirm work authorization.
2.3 Equal Employment Opportunity (California Employees)
DREAM Wellness is an Equal Opportunity Employer. Employment opportunities at DREAM Wellness are based upon one’s qualifications and capabilities to perform the essential functions of a particular job. All employment opportunities are provided without regard to race, religion, color, sex, national origin, age, military status, veteran status, disability, genetic information, ancestry, medical condition, marital status, gender identity, gender expression, sexual orientation, or any other characteristic protected by law.
This Equal Employment Opportunity policy governs all aspects of employment, including, but not limited to, recruitment, hiring, internships, selection, job assignment, promotions, transfers, compensation, discipline, termination, layoff, access to benefits and training, and all other conditions and privileges of employment.
DREAM Wellness strongly urges the reporting of all instances of discrimination and harassment, and prohibits retaliation against any individual who reports discrimination, harassment, or participates in an investigation of such report. Appropriate disciplinary action, up to and including immediate termination, will be taken against any employee who violates this policy.
2.4 Employee Grievances
It is the policy of DREAM Wellness to maintain a harmonious workplace environment. DREAM Wellness encourages its employees to express concerns about work-related issues, including workplace communication, interpersonal conflict, and other working conditions.
Employees are encouraged to raise concerns with their supervisors. If not resolved at this level, an employee may submit, in writing, a signed grievance to the CEO.
After receiving a written grievance, DREAM Wellness may hold a meeting with the employee, the immediate supervisor, and any other individuals who may assist in the investigation or resolution of the issue. All discussions related to the grievance will be limited to those involved with, and who can assist with, resolving the issue.
Complaints involving alleged discriminatory practices shall be processed in accordance with DREAM Wellness’s Sexual and other Unlawful Harassment Policy.
DREAM Wellness assures that all employees filing a grievance or complaint can do so without fear of retaliation or reprisal.
2.5 Internal Communication
Effective and ongoing communication within DREAM Wellness is essential. As such, the Company maintains systems through which important information can be shared among employees and management.
Bulletin boards are posted in designated areas of the workplace to display important information and announcements. In addition, DREAM Wellness uses the Intranet and email to facilitate communication and share access to documents. For information on appropriate email and Internet usage, employees may refer to the Computer, Email, and Internet Usage policy.
All employees are responsible for checking internal communications on a frequent and regular basis. Employees should consult their supervisor with any questions or concerns on information disseminated.
2.6 Outside Employment
While employed by DREAM Wellness, employees are expected to devote their energies to their jobs with DREAM Wellness. For this reason, second jobs are strongly discouraged. The following types of employment elsewhere are strictly prohibited:
- Additional employment that creates a conflict of interest or is incompatible with the employee’s position with our Company;
- Additional employment that requires the employee to conduct work or related activities on the Company’s property during the employer’s working hours or using Company facilities and/or equipment; and
- Additional employment that directly or indirectly competes with the business or the interests of our Company.
Employees who wish to engage in additional employment that may create a real or apparent conflict of interest must submit a written request to the owner of the Company explaining the details of the additional employment. If the additional employment is authorized, the Company assumes no responsibility for it. The Company shall not provide workers’ compensation coverage or any other benefit for injuries occurring from or arising out of additional employment.
Authorization to engage in additional employment can be revoked at any time.
Employees with approved outside jobs will only be allowed as long as the employee meets the performance standards of their position with DREAM Wellness,
Unless an alternative work schedule has been approved by DREAM Wellness, employees will be subject to the Company’s scheduling demands, regardless of any existing outside work assignments; this includes availability for overtime when necessary.
DREAM Wellness’s property, office space, equipment, materials, trade secrets, and any other confidential information may not be used for any purposes relating to outside employment.
2.7 Anti-Retaliation and Whistleblower Policy
This policy is designed to protect employees and address DREAM Wellness’s commitment to integrity and ethical behavior. In accordance with anti-retaliation and whistleblower protection regulations, DREAM Wellness will not tolerate any retaliation against an employee who:
- Makes a good faith complaint, or threatens to make a good faith complaint, regarding the suspected Company or employee violations of the law, including discriminatory or other unfair employment practices;
- Makes a good faith complaint, or threatens to make a good faith complaint, regarding accounting, internal accounting controls, or auditing matters that may lead to incorrect, or misrepresentations in, financial accounting;
- Makes a good faith report, or threatens to make a good faith report, of a violation that endangers the health or safety of an employee, patient, client or customer, environment or general public;
- Objects to, or refuses to participate in, any activity, policy or practice, which the employee reasonably believes is a violation of the law;
- Provides information to assist in an investigation regarding violations of the law; or
- Files, testifies, participates or assists in a proceeding, action or hearing in relation to alleged violations of the law.
Retaliation is defined as any adverse employment action against an employee, including, but not limited to, refusal to hire, failure to promote, demotion, suspension, harassment, denial of training opportunities, termination, or discrimination in any manner in the terms and conditions of employment.
Anyone found to have engaged in retaliation or in violation of law, policy or practice will be subject to discipline, up to and including termination of employment. Employees who knowingly make a false report of a violation will be subject to disciplinary action, up to and including termination.
Employees who wish to report a violation should contact their supervisor or Brian Stenzler directly. Employees should also review their state and local requirements for any additional reporting guidelines.
DREAM Wellness will promptly and thoroughly investigate and, if necessary, address any reported violation.
Employees who have any questions or concerns regarding this policy and related reporting requirements should contact their supervisor, the CEO or any state or local agency responsible for investigating alleged violations.
2.8 Performance Evaluations
Performance evaluations will be conducted periodically by your supervisor. The frequency of performance evaluations may vary depending upon length of service, job position, past performance, changes in job duties, or recurring performance problems.
Your performance evaluations may review factors such as the quality and quantity of the work you perform, your knowledge of the job, your attendance, your initiative, your work attitude, and your attitude toward others. The performance evaluations are intended to make you aware of your progress, areas for improvement, and objectives or goals for future work performance. If you are unaware of the expectations of your job and performance parameters, please ask your supervisor for clarification. Favorable performance evaluations do not guarantee increases in salary or promotions. Salary increases and promotions are solely within the discretion of the Company and depend upon many factors in addition to performance. After the review, you may be required to sign the evaluation report simply to acknowledge that it has been presented to you, that you have discussed it with your supervisor, and that you are aware of its contents.
2.9 Recreational Activities and Programs
The Company or its insurer will not be liable for payment of workers’ compensation benefits for any injury that arises out of an employee’s voluntary participation in any off-duty recreational, social, or athletic activity that is not part of the employee’s work-related duties. Employees are neither required nor expected to participate in any such voluntary activities.
3.Employment Status & Record keeping
3.1 Employment Classifications
For purposes of salary administration and eligibility for overtime payments and employee benefits, DREAM Wellness classifies employees as either exempt or non-exempt. Non-exempt employees are entitled to overtime pay in accordance with federal and state overtime provisions. Exempt employees are exempt from federal and state overtime laws and, but for a few narrow exceptions, are generally paid a fixed amount of pay for each workweek in which work is performed.
If you change positions during your employment with DREAM Wellness or if your job responsibilities change, you will be informed by the CEO of any change in your exempt status.
In addition to your designation of either exempt or non-exempt, you also belong to one of the following employment categories:
Full-Time:
Full-time employees are regularly scheduled to work greater or equal to 40 hours per week. Generally, regular full-time employees are eligible for DREAM Wellness’s benefits, subject to the terms, conditions, and limitations of each benefit program.
Part-Time:
Part-time employees are regularly scheduled to work fewer than 40 hours per week. Regular part-time employees may be eligible for some DREAM Wellness benefit programs, subject to the terms, conditions, and limitations of each benefit program.
Temporary:
Temporary employees include those hired for a limited time to assist in a specific function or in the completion of a specific project. Employment beyond any initially stated period does not in any way imply a change in employment status or classification. Temporary employees retain temporary status unless and until they are notified, by DREAM Wellness Management, of a change.
Work Hours:
Tardiness is simply not tolerated as it undermines the team spirit that we feel is a vital ingredient of success. For the purpose of this policy, late is interpreted as more than one (1) minute past your scheduled start time.
The effectiveness of this office and its ability to operate effectively depends upon all of us working together as a team. The team depends on you to be on the job every workday, on time, to ensure all tasks are properly accomplished. People with unpredictable attendance records hurt themselves, other staff members and the company, at large. Therefore, your attendance record is considered an important factor at the time of your performance and salary reviews. Chronic absence or lateness will lead to disciplinary action and possibly to discharge.
Job Duties:
Your supervisor will explain your job responsibilities and the performance standards expected of you. Be aware that your job responsibilities may change at any time during your employment. From time to time, you may be asked to work on special projects, or to assist with other work necessary or important to the operation of your department or the Company. Your cooperation and assistance in performing such additional work is expected. The Company reserves the right, at any time, with or without notice, to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities.
Employment References
All requests for employment references must be directed to the owner. No other manager, supervisor or employee is authorized to release references of current or former employees. By policy, the Company discloses only the dates of employment and the title of the last position held of former employees. If you authorize the disclosure in writing, the Company also will inform prospective employers of the amount of salary or wage you last earned.
3.2 Personnel Data Changes
It is the responsibility of each employee to promptly notify their supervisor or the CEO of any changes in personnel data. Such changes may affect your eligibility for benefits, the amount you pay for benefit premiums, and your receipt of important company information.
If any of the following have changed or will change in the coming future, contact your supervisor or the CEO as soon as possible:
- Legal name
- Mailing address
- Telephone number(s)
- Change of beneficiary
- Exemptions on your tax forms
- Emergency contact(s)
- Training certificates
- Professional licenses
3.3 Expense Reimbursement
DREAM Wellness reimburses employees for necessary expenditures and reasonable costs incurred in the course of doing their jobs. Expenses incurred by an employee must be approved in advance by the CEO.
Some expenses that may warrant reimbursement include, but are not limited, to the following: mileage costs, air or ground transportation costs, lodging, meals for the purpose of carrying out company business, and any other reimbursable expenses as required by law. Employees are expected to make a reasonable effort to limit business expenses to economical options.
To be reimbursed, employees must submit expense reports to the CEO for approval. The report must be accompanied by receipts or other documentation substantiating the expenses. Questions regarding this policy should be directed to your supervisor. To submit a reimbursement request, go to https://www.dreamwellness.com/hr-reimbursement/.
3.4 Termination of Employment
Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Common circumstances under which employment is terminated include the following:
- Resignation – Voluntary employment termination initiated by an employee.
- Termination – Involuntary employment termination initiated by DREAM Wellness. In most cases, DREAM Wellness will use progressive disciplinary actions before dismissing an employee. However, certain actions warrant immediate termination.
- Layoff – Involuntary employment termination initiated by DREAM Wellness for non-disciplinary reasons.
- Retirement – Voluntary employee termination upon eligibility for retirement.
Employees who intend to terminate employment with DREAM Wellness, shall provide DREAM Wellness with at least two weeks of written notice. Such notice is intended to allow the Company time to adjust to the employee’s departure without placing undue burden on those employees who may be required to fill in before a replacement can be found.
Since employment with DREAM Wellness is based on mutual consent, both the employee and DREAM Wellness have the right to terminate employment at-will, with or without cause, at any time.
In the case of employee termination, the employee will receive their accrued pay in accordance with all federal, state and local laws.
Any employee who terminates employment with DREAM Wellness shall return all files, records, keys, and any other materials that are the property of DREAM Wellness.
Employee benefits will be affected by employment termination in the following manner:
- All accrued vested benefits that are due and payable at termination will be paid in accordance with applicable federal, state and local laws.
- Some benefits may be continued at the employee’s expense, if the employee elects to do so, such as healthcare coverage.
- The employee will be notified of the benefits that may be continued and of the terms, conditions, and limitations of such continuation.
If you have any questions or concerns regarding this policy, direct them to the CEO.
4.Working Conditions & Hours
4.1 Company Hours
DREAM Wellness is open for business from Monday – Friday 09:00 AM to 6:00 PM. This excludes holidays recognized by DREAM Wellness. The standard workweek is 40 hours.
Supervisors will advise employees of their scheduled shift, including starting and ending times. Business needs may necessitate a variation in your starting and ending times as well as in the total hours you may be scheduled to work each day and each week.
4.2 Emergency Closing
At times, emergencies such as severe weather, fires, or power failures can disrupt company operations. In extreme cases, these circumstances may require the closing of a work facility. The decision to close or delay regular operations will be made by DREAM Wellness management.
When a decision is made to close the office, employees will receive official notification from their supervisor.
4.3 Workplace Safety
DREAM Wellness is committed to providing a clean, safe, and healthful work environment for its employees. Maintaining a safe work environment, however, requires the continuous cooperation of all employees. DREAM Wellness and all employees must comply with all occupational safety and health standards and regulations established by the Occupational Safety and Health Act and state and local regulations. In addition, all employees are expected to obey safety rules and exercise caution and common sense in all work activities.
Complaint and Reporting Procedure:
Employees should immediately report any unsafe conditions to their supervisor without fear of reprisal. In the case of an accident that results in injury, regardless of how seemingly insignificant the injury may appear, employees must notify their supervisor. If you believe it would be inappropriate to report the matter to your supervisor, you can report it directly to:
Brian Stenzler
1130 Camino Del Mar Suite I Del Mar, CA 92014
858 847-0110 ext 104
Employees who violate safety standards, cause hazardous or dangerous situations, or fail to report or, where appropriate, remedy such situations may be subject to disciplinary action, up to and including termination of employment.
Retaliation Prohibited:
DREAM Wellness expressly prohibits retaliation against anyone who reports unsafe working conditions or work-related accidents, injuries or illnesses. Any form of retaliation will be subject to disciplinary action, up to and including termination of employment.
Questions or concerns regarding this policy should be directed to your supervisor or the CEO.
4.4 Security
The purpose of DREAM Wellness’s security policy is to protect Company assets and to maintain a safe working environment for all employees.
Facility Access:
All regular DREAM Wellness employees will be issued a key to gain access to DREAM Wellness facilities. Employees who are issued keys are responsible for their safekeeping. All lost or stolen keys must be reported to your supervisor as soon as possible.
Upon separation from DREAM Wellness, and at any other time upon DREAM Wellness’s request, all keys must be returned to your supervisor.
Closing Procedures:
The last employee, or a designated employee, who leaves the office at the end of the business day assumes the responsibility to ensure that: all doors are securely locked; the alarm system is armed; thermostats are set on appropriate evening and/or weekend setting; and all appliances and lights are turned off with the exception of the lights normally left on for security purposes.
Employees are not permitted on company property after hours without prior written authorization from the CEO.
4.5 Meal & Break Periods
In accordance with state and local laws, non-exempt employees will be provided with meal and break periods. Break periods of less than 20 minutes will be paid. Break periods lasting longer than 20 minutes will be unpaid.
Non-exempt employees must be fully relieved of their job responsibilities and are not permitted to work during unpaid break and meal periods of more than 20 minutes. If for any reason a non-exempt employee does not take the applicable meal and rest period that they are provided, the employee must notify his or her supervisor immediately.
DREAM Wellness will schedule meal and break periods in order to accommodate Company operating requirements.
4.6 Meal & Break Periods (California Employees)
Depending on the length of an employee’s shift, he or she may be entitled to meal and/or break periods as outlined in this policy. Non-exempt employees must be fully relieved of their job responsibilities and are not permitted to work during breaks and unpaid meal periods.
Meal Periods:
Employees working 5 or more hours in a workday are entitled to a 30-minute meal period. Employees working 10 or more hours in a workday are entitled to a second 30-minute meal period. For non-exempt employees, the meal period is unpaid. Non-exempt employees must record the beginning and ending of their meal periods using DREAM Wellness’s timekeeping system.
In the limited circumstances described below, with the employee’s and the Company’s mutual consent, employees may waive their meal periods:
- If an employee’s workday ends within six hours;
- If an employee’s workday will not exceed twelve hours, then the employee may waive their second meal period but only if the first meal period was not waived.
If an employee voluntarily waives a meal period, the employee must submit a written request and receive written authorization from their supervisor to do so.
In very limited situations, non-exempt employees may take a paid on-duty meal period. Non-exempt employees may only do so when the nature of their work requires it, and only after the employee and DREAM Wellness agree in writing. Employees may revoke this agreement in writing at any time.
Rest Periods:
Non-exempt employees are also entitled to paid break periods in accordance with the following schedule:
- One 10 minute break period for shifts from 3.5 to 6 hours in length;
- Two 10 minute break periods for shifts of more than 6 hours and up to 10 hours;
- Three 10 minute break periods for shifts of more than 10 hours and up to 14 hours.
Supervisors will schedule meal and break periods in order to accommodate the Company’s operating requirements. Where possible, breaks will be scheduled in the middle of each work period. Employees must take their meal and break periods, but if for any reason a non-exempt employee does not take the applicable meal or break period, the employee must notify his or her supervisor immediately.
If a non-exempt employee is discouraged, deterred, or otherwise impeded from taking a meal or break period they are entitled to, notify the CEO immediately.
For questions regarding this policy, please speak with the CEO.
4.7 Break Time for Nursing Mothers
DREAM Wellness accommodates employees who wish to express breast milk during the workday by providing reasonable break times to do so. The Company will provide a designated room, other than a bathroom, that is shielded from view, free from intrusion from coworkers and the public and is in compliance with all other applicable laws for this purpose.
Employees who use regularly scheduled rest breaks to express breast milk will be paid for the break time. If the lactation break does not run concurrently with the employee’s regularly scheduled compensated break, the lactation break time will be unpaid.
For questions related to this policy, please contact the CEO.
5.Employee Benefits
5.1 Holidays
DREAM Wellness observes the following paid holidays for Full Time Employees:
- New Year’s Day
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving Day
- Christmas Day
Due to the nature of our business, DREAM Wellness may require employees to work on a holiday. Employees required to work on holidays will be paid holiday pay in accordance with applicable laws.
As an employee of this practice, medical insurance is not typically available. Instead, the employee receives the opportunity to receive our wellness services at either no charge or at our cost when applicable. This benefit carries over to the employee’s immediate household family as well.
5.2 Paid Sick Leave (California Employees, City of San Diego)
Eligible employees may be entitled to paid sick leave under the Healthy Workplaces, Healthy Families Act. Below is a summary of rights and obligations under the Act.
Eligible Employees: DREAM Wellness employees working in California begin to accrue paid sick leave at the time of employment commencement.
Employees are eligible to begin using accrued paid sick leave after 90 days of service with DREAM Wellness.
Basic Leave Entitlement: Eligible employees may take up to 40 hours or five days of accrued paid sick leave per year for: The diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee or an employee’s family member; or to attend legal proceedings, or to obtain care, counseling or other victims’ services for domestic violence, sexual assault, safe-time or stalking; or if DREAM Wellness is closed by order of a public official due to a Public Health Emergency; or the Employee is providing care or assistance to a Child, whose school or child care provider is closed by order of a public official due to a Public Health Emergency.
Employees accrue paid sick leave at a rate of one hour for every 30 hours worked, up to a maximum of 80 hours or ten days. Accrued leave may be carried over into the following year; however, employees may not use more than 40 hours or five days of paid sick leave per year.
Upon separation from DREAM Wellness, employees are not entitled to be compensated for accrued, but unused paid sick days.
Notice: To the extent possible, employees must provide reasonable advance notice of their need for leave under this policy. If the need for leave is not foreseeable, an employee must provide notice as soon as practicable. Employees are required to complete the Time Off Request form found at https://www.dreamwellness.com/timeoff/ as soon as reasonably possible, even if after the absence had occurred.
DREAM Wellness may require verification of the need for sick leave if more than three consecutive work days.
Benefits Continuation: Leave under this policy will not constitute a break in the employee’s continuous service for the purpose of DREAM Wellness benefits and seniority.
Relationship with Other Leave Policies: If a law, regulation or policy provides for greater accrual or use of sick days, the law, regulation or policy with the greater protection may apply.
For questions regarding the interplay between your entitlement to leave under other laws, regulations or Company policies and your entitlement to leave under the Act, please contact the CEO.
Job Restoration: Upon expiration of the leave, an employee will generally be reinstated to his or her position with equivalent seniority, benefits, pay and other terms and conditions of employment.
5.3 Bereavement Leave
Bereavement leave provides paid time off for eligible employees in the event of a death in their immediate family. Employees in the following employment classification(s) are eligible for bereavement leave: Full-time employees only
An immediate family member for purposes of DREAM Wellness’s bereavement leave policy includes the following:
- Spouse
- Child (including foster children and step-children)
- Parent (including legal guardian and step-parent)
- In-laws (including mother and father-in-laws and brother and sister-in-laws)
- Grandparent
- Grandchild
- Sibling
- Same-sex partner
Eligible employees are entitled to 1 days paid time off for a death in the immediate family.
Because of the deep impact that death can have on an individual or a family, additional unpaid time off may be granted on a discretionary basis. Such arrangements must be approved by the employee’s supervisor.
To be eligible for paid time off for bereavement, employees are expected to notify their supervisors at the earliest opportunity so that the supervisor can try to arrange coverage for the employee’s absence. In addition, DREAM Wellness may require verification of the need for the leave.
5.4 Military Leave
DREAM Wellness grants employees time off for service, training and other obligations in the uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and any other applicable state law.
All employees requesting time off for military service must provide advance notice to their immediate supervisor, unless military necessity prevents such notice or it is otherwise impracticable. Continuation of health insurance benefits is available during military leave subject to the terms and conditions of the group health plan and applicable law.
Employees are eligible for reemployment for up to five years from the date their military leave began. The period an individual has to apply for reemployment or report back to work after military service is based on time spent on military duty and on applicable law. For reinstatement guidelines, contact the CEO.
Employees who qualify for reemployment will return to work at a pay level and status equal to that which they would have attained had they not taken military leave. They will be treated as though they were continuously employed for purposes of determining benefits based on length of service.
DREAM Wellness complies with all rights and protections under all applicable state laws granting time off for service, training and other obligations in the uniformed services. This includes, but is not limited to, benefits entitlement and continuation, notice and recertification requirements, and reemployment application requirements.
Questions regarding this policy should be directed to the CEO.
5.5 Jury Duty
DREAM Wellness encourages employees to fulfill their civic responsibilities when called upon to serve as a juror. Employees must provide their immediate supervisor with a copy of their jury summons as soon as possible so that the supervisor may make arrangements to accommodate their absence.
Employees on jury duty must report to work on workdays, or parts of workdays, when they are not required to serve. Either DREAM Wellness or the employee may request an excuse from jury duty if it is determined that the employee’s absence would create serious operational difficulties.
Jury duty will be paid to full-time employees if required by applicable state law. If paid, jury duty pay will be calculated on the employee’s base pay rate times the number of hours the employee would otherwise have worked on the day of absence. Paid jury duty time off is not to exceed 2 days, unless otherwise required by state law.
5.6 Workers’ Compensation
Employees who are injured on the job at DREAM Wellness are eligible for Workers’ Compensation benefits. Such benefits are provided at no cost to employees and cover any injury or illness sustained in the course of employment that requires medical treatment.
Employees who sustain work-related injuries or illnesses must notify their supervisor immediately so that DREAM Wellness can notify the workers’ compensation insurance carrier as soon as possible.
Lost time or medical expenses incurred as a result of an accident or injury which occurred while an employee was on the job will be compensated for in accordance with workers’ compensation laws. This protection is paid for in full by DREAM Wellness. No premium is charged for this coverage and no individual enrollment is required. DREAM Wellness will provide medical care and a portion of lost wages through our insurance carrier.
All job-related accidents or illnesses must be reported to an employee’s supervisor immediately upon occurrence. Supervisors will then immediately contact the CEO to obtain the required claim forms and instructions.
5.7 Crime Victims Leave (California Employees)
An employee may be entitled to leave if the employee, or his or her immediate family member, is a victim of a serious or violent felony, or a felony related to theft or embezzlement. Such leave may be taken to attend legal and court proceedings related to the crime. For purposes of this policy, immediate family member means spouse, registered domestic partner, child, child of registered domestic partner, stepchild, sibling, stepbrother, stepsister, parent, and stepparent.
The employee must provide DREAM Wellness with a copy of the notice of each scheduled proceeding that is provided to the victim, unless advance notice is not feasible. When advance notice is not feasible, the employee must be prepared to provide DREAM Wellness with certification of the judicial proceeding from the proper authority within a reasonable time following the leave. The documentation may be from the court or government agency setting the hearing, the district attorney or prosecuting attorney’s office, or the victim/witness office that is advocating on behalf of the victim.
Crime victims leave is unpaid; however, employees may use accrued paid time off for this purpose.
Upon expiration of the leave, an employee will generally be reinstated to his or her position with equivalent seniority, benefits, pay and other terms and conditions of employment.
5.8 Domestic Violence Leave (California Employees)
An employee may be entitled to a reasonable amount of leave if the employee is a victim of domestic violence, sexual assault or stalking. This leave may be used:
- To seek medical attention for injuries caused by domestic violence, sexual assault or stalking;
- To obtain services from a domestic violence shelter, program, or crisis center as a result of domestic violence, sexual assault or stalking;
- To obtain psychological counseling related to an experience of domestic violence, sexual assault or stalking; or
- To participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault or stalking, including temporary or permanent relocation.
Except in cases of imminent danger to the health or safety of the employee, or unless impractical, an employee requesting domestic violence leave must provide his or her supervisor with reasonable notice prior to the need for leave.
Employees must be prepared to provide DREAM Wellness with certification to verify the employee’s eligibility for the leave requested, such as a police report, a court order, or documentation from a medical professional, domestic violence advocate, health care provider, or counselor.
Domestic violence leave is unpaid; however, employees may use accrued paid time off for this purpose.
5.9 Voting Leave (California Employees)
DREAM Wellness requests that, whenever possible, employees vote before or after work hours to avoid interference with business operations. However, if a full-time employee does not have sufficient time outside of work hours to cast his or her ballot, the employee may be eligible for up to two hours of paid time off to vote on Election Day.
DREAM Wellness may specify the hours during which the employee may take leave to vote. Such time will generally be limited to the beginning or end of a working shift, whichever allows the most time for voting and the least time off from a regular working shift, unless otherwise mutually agreed.
To the extent possible, employees must provide at least two working days’ notice of their need for leave under this policy.
Employees must be prepared to provide DREAM Wellness with certification, such as a voter’s receipt, to prove that he or she voted.
5.10 Wellness Care
As a benefit of employment, each employee and his/her immediate family (spouse, significant other and their children) are entitled to receive regular chiropractic services at no charge (or our cost). Other DREAM Wellness services may be offered to you at no cost or at our cost (depending on the provider). Utilizing these services are important for your health and for your understanding of who we are, what we do and how each service works.
PURCHASES
Most purchases of supplements, educational materials and/or health related products are offered to employees at the practice’s cost. At times, the wholesale price is only made available if ordering a quantity at the time the purchase is made by DREAM Wellness.
5.11 Paid Family Leave (California Employees)
Employees in California are eligible for up to 6 weeks of wage replacement benefits within a 12-month period from the State of California for absences from work for the following reasons:
- To care for a child, spouse, domestic partner, parent, parent-in-law, grandparent, grandchild or sibling with a serious health condition;
- To bond with a new child; or
- To bond with a new child in connection with the adoption or foster care placement of that child.
Employees must provide a medical certification when filing a Paid Family Leave claim to provide care for a seriously ill family member.
Paid Family Leave is limited to the first year after the birth, adoption or foster care placement of a child.
Employees are subject to a 7 day waiting period before receiving benefits. Employees may be required to use up to 2 weeks of accrued paid time off prior to receiving Paid Family Leave benefits. The first week of paid time off may be applied toward the waiting period.
California Paid Family Leave does not provide employees with job protection. Rather, eligible employees are entitled to receive certain paid benefits from the State of California if the employee is absent from work for the reasons stated above.
The State of California will determine whether you are eligible for Paid Family Leave benefits, including the amount of benefits you may receive. Your entitlement to benefits is subject to the terms and conditions established by the State of California.
Generally, employees entitled to leave under the federal Family and Medical Leave Act and the California Family Rights Act must take Paid Family Leave concurrently with leave taken under those acts.
Employees who are interested in any additional information about these benefits should contact the CEO.
6.Employee Conduct
6.1 Standards of Conduct
DREAM Wellness’s rules and standards of conduct are essential to a productive work environment. As such, employees must familiarize themselves with, and be prepared to follow, the Company’s rules and standards.
While not intended to be an all-inclusive list, the examples below represent behavior that is considered unacceptable in the workplace. Behaviors such as these, as well as other forms of misconduct, may result in disciplinary action, up to and including termination of employment:
- Theft or inappropriate removal/possession of property
- Falsification of timekeeping records
- Possession, distribution, sale, transfer, manufacture or use of alcohol or illegal drugs in the workplace
- Fighting or threatening violence in the workplace
- Making maliciously false statements about co-workers
- Threatening, intimidating, coercing, or otherwise interfering with the job performance of fellow employees or visitors
- Negligence or improper conduct leading to damage of company-owned or customer-owned property
- Violation of safety or health rules
- Smoking in the workplace
- Sexual or other unlawful or unwelcome harassment
- Excessive absenteeism
- Unauthorized use of telephones, computers, or other company-owned equipment on working time. Working time does notinclude break periods, meal times, or other specified periods during the workday when employees are not engaged in performing their work tasks.
- Unauthorized disclosure of any “business secrets” or other confidential or non-public proprietary information relating to the Company’s products, services, customers or processes. Wages and other conditions of employment are not considered to be confidential information.
This policy is not intended to restrict an employee’s right to discuss, or act together to improve, wages, benefits and working conditions with co-workers or in any way restrict employees’ rights under the National Labor Relations Act.
Other forms of misconduct not listed above may also result in disciplinary action, up to and including termination of employment. If you have questions regarding DREAM Wellness’s standards of conduct, please direct them to your supervisor or the CEO.
6.2 Disciplinary Action
Disciplinary action at DREAM Wellness is intended to fairly and impartially correct behavior and performance problems early on and to prevent reoccurrence.
Disciplinary action may involve any of the following: verbal warning, written warning, suspension with or without pay, and termination of employment, depending on the severity of the problem and the frequency of occurrence. DREAM Wellness reserves the right to administer disciplinary action at its discretion and based upon the circumstances.
DREAM Wellness recognizes that certain types of employee behavior are serious enough to justify termination of employment, without observing other disciplinary action first.
These violations include but are not limited to:
- Workplace violence
- Harassment
- Theft of any kind
- Insubordinate behavior
- Vandalism or destruction of company property
- Presence on company property during non-business hours
- Use of company equipment and/or company vehicles without prior authorization
- Indiscretion regarding personal work history, skills, or training
- Divulging DREAM Wellness business practices or any other confidential information
- Any misrepresentation of DREAM Wellness to a customer, a prospective customer, the general public, or an employee
6.3 Confidentiality
DREAM Wellness takes the protection of Confidential Information very seriously. “Confidential Information” includes, but is not limited to, computer processes, computer programs and codes, customer lists, customer preferences, customers’ personal information, company financial data, marketing strategies, proprietary production processes, research and development strategies, pricing information, business and marketing plans, vendor information, software, databases, and information concerning the creation, acquisition or disposition of products and services.
Confidential Information also includes the Company’s intellectual property and information that is not otherwise public. Intellectual property includes, but is not limited to, trade secrets, ideas, discoveries, writings, trademarks, and inventions developed through the course of your employment with DREAM Wellness and as a direct result of your job responsibilities with DREAM Wellness. Wages and other conditions of employment are not considered to be Confidential Information.
To protect such information, employees may not disclose any confidential or non-public proprietary information about the Company to any unauthorized individual. If you receive a request for Confidential Information, you should immediately refer the request to your supervisor.
The unauthorized disclosure of Confidential Information belonging to the Company, and not otherwise available to persons or companies outside of DREAM Wellness, may result in disciplinary action, up to and including termination of employment. If you leave the Company, you may not disclose or misuse any Confidential Information.
This policy is not intended to restrict an employee’s right to discuss, or act together to improve, wages, benefits and working conditions with co-workers or in any way restrict employees’ rights under the National Labor Relations Act.
Questions regarding this policy should be directed to the CEO.
6.4 Workplace Violence
DREAM Wellness strictly prohibits workplace violence, including any act of intimidation, threat, harassment, physical violence, verbal abuse, aggression or coercion against a coworker, vendor, customer, or visitor.
Prohibited actions, include, but are not limited to the following examples:
- Physically injuring another person
- Threatening to injure another person
- Engaging in behavior that subjects another person to emotional distress
- Using obscene, abusive or threatening language or gestures
- Bringing an unauthorized firearm or other weapon onto company property
- Threatening to use or using a weapon while on company premises, on company-related business, or during job-related functions
- Intentionally damaging property
All threats or acts of violence should be reported immediately to your supervisor or security personnel. Employees should warn their supervisors or security personnel of any suspicious workplace activity that they observe or that appears problematic. Employee reports made pursuant to this policy will be kept confidential to the maximum extent possible. DREAM Wellness will not tolerate any form of retaliation against any employee for making a report under this policy.
DREAM Wellness will take prompt remedial action, up to and including immediate termination, against any employee found to have engaged in threatening behavior or acts of violence.
6.5 Drug & Alcohol Use
DREAM Wellness is committed to maintaining a workplace free of substance abuse. No employee is allowed to consume, possess, sell, purchase, or be under the influence of alcohol or illegal drugs, as defined by federal law, on any property owned by or leased on behalf of DREAM Wellness, or in any vehicle owned or leased on behalf of DREAM Wellness.
The use of over-the-counter drugs and legally prescribed drugs is permitted as long as they are used in the manner for which they were prescribed and provided that such use does not hinder an employee’s ability to safely perform his or her job. Employees should inform their supervisor if they believe their medication will impair their job performance, safety or the safety of others, or if they believe they need a reasonable accommodation when using such medication.
DREAM Wellness will not tolerate employees who report for duty while impaired by the use of alcohol or drugs. All employees should report evidence of alcohol or drug abuse to their supervisor or the CEO immediately. In cases in which the use of alcohol or drugs creates an imminent threat to the safety of persons or property, employees are required to report the violation. Failure to do so may result in disciplinary action, up to and including termination of employment.
As a part of our effort to maintain a workplace free of substance abuse, DREAM Wellness employees may be asked to submit to a medical examination and/or clinical testing for the presence of alcohol and/or drugs. Within the limits of federal, state, and local laws, DREAM Wellness reserves the right to examine and test for drugs and alcohol at our discretion.
As a condition of your employment with DREAM Wellness, employees must comply with this Drug & Alcohol Use Policy. Be advised that no part of the Drug & Alcohol Use Policy shall be construed to alter or amend the at-will employment relationship between DREAM Wellness and its employees.
Employees found in violation of this policy may be subject to disciplinary action, up to and including termination of employment.
6.6 Sexual & Other Unlawful Harassment
DREAM Wellness is committed to a work environment in which all individuals are treated with respect. DREAM Wellness expressly prohibits discrimination and all forms of employee harassment based on race, color, religion, sex, national origin, age, disability, military or veteran status, or status in any group protected by state or local law.
Sexual harassment is a form of discrimination and is prohibited by law. For purposes of this policy sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment. Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submission or rejection of the conduct is used as a basis for making employment decisions; or, (3) the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.
Sexual and unlawful harassment may include a range of behaviors and may involve individuals of the same or different gender. These behaviors include, but are not limited to:
- Unwanted sexual advances or requests for sexual favors.
- Sexual or derogatory jokes, comments, or innuendo
- Unwelcomed physical interaction
- Insulting or obscene comments or gestures
- Offensive email, voicemail, or text messages
- Suggestive or sexually explicit posters, calendars, photographs, graffiti, or cartoons
- Making or threatening reprisals after a negative response to sexual advances
- Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive objects or pictures, cartoons or posters
- Verbal sexual advances or propositions
- Physical conduct that includes touching, assaulting, or impeding or blocking movements
- Abusive or malicious conduct that a reasonable person would find hostile, offensive, and unrelated to the Company’s legitimate business interests
- Any other visual, verbal, or physical conduct or behavior deemed inappropriate by the Company
Harassment on the basis of any other protected characteristic is also strictly prohibited.
Complaint Procedure:
DREAM Wellness strongly encourages the reporting of all instances of discrimination, harassment, or retaliation. If you believe you have experienced or witnessed harassment or discrimination based on sex, race, national origin, disability, or another factor, promptly report the incident to your supervisor. If you believe it would be inappropriate to discuss the matter with your supervisor, you may bypass your supervisor and report it directly to:
Brian Stenzler
1130 Camino Del Mar Suite I Del Mar, CA 92014
858 847-0110 ext 104
Any reported allegations of harassment or discrimination will be investigated promptly, thoroughly, and impartially.
Any employee found to be engaged in any form of sexual or other unlawful harassment may be subject to disciplinary action, up to and including termination of employment.
Retaliation Prohibited:
DREAM Wellness expressly prohibits retaliation against any individual who reports discrimination or harassment, or assists in investigating such charges. Any form of retaliation is considered a direct violation of this policy and, like discrimination or harassment itself, will be subject to disciplinary action, up to and including termination of employment.
6.7 Sexual and Other Unlawful Harassment (California Employees)
DREAM Wellness is committed to a work environment in which all individuals are treated with respect. DREAM Wellness expressly prohibits discrimination and all forms of harassment against employees, interns, contractors and volunteers.
The California Fair Employment and Housing Act (FEHA) defines sexual harassment as harassment based on sex or of a sexual nature; gender harassment; and harassment based on pregnancy, childbirth, or related medical conditions. Harassment on the basis of any other protected characteristic, including sex, race, national origin, color, ancestry, age, disability, religion, military status, veteran status, genetic information, medical condition, marital status, gender, gender identity, gender expression, sexual orientation, or any other characteristic protected by law is also strictly prohibited.
The law prohibits sexual harassment by coworkers, supervisors and managers, and non-employees, (such as vendors and customers), whether the person is the same or a different gender as the harasser. The definition of sexual harassment includes many forms of offensive behavior, including harassment of a person of the same gender as the harasser and harassment of a Company employee by a non-employee. These behaviors include, but are not limited to:
- Unwanted sexual advances
- Offering employment benefits in exchange for sexual favors
- Actual or threatened retaliation
- Leering; making sexual gestures; or displaying sexually suggestive objects, pictures, cartoons, or posters
- Making or using derogatory comments, epithets, slurs, or jokes, including racial, ethnic or religious jokes, slurs or remarks
- Sexual comments including graphic comments about an individual’s body; sexually degrading words used to describe an individual; or suggestive, discriminatory or obscene letters, notes, or invitations, including sending harassing emails or text messages and messages on social media
- Physical harassment including touching or assault, as well as impeding or blocking movements
Complaint Procedure:
DREAM Wellness strongly encourages the reporting of all instances of discrimination, harassment, or retaliation. Promptly report the incident to your supervisor if you believe you have experienced or witnessed harassment or discrimination based on any characteristic protected by law. Supervisors are instructed to promptly report any complaints of misconduct to the CEO.
If you believe it would be inappropriate to discuss the matter with your supervisor, you may bypass your supervisor, contact the CEO, or report the matter directly to:
Brian Stenzler
858 847-0110 ext 104
1130 Camino Del Mar Suite I Del Mar, CA 92014
Any reported allegations of harassment or discrimination will be investigated promptly, thoroughly, and impartially, providing all parties due process.
The Company will keep the investigation confidential but only to the extent possible to conduct an impartial and thorough investigation. The Company will document and track the investigation to ensure reasonable progress, and will provide appropriate resolution at the conclusion of the investigation. Any employee found to be engaged in any form of sexual or other unlawful harassment may be subject to disciplinary action, up to and including termination of employment.
Filing a Complaint with the Department of Fair Employment and Housing (DFEH):
Employees who believe that they have been sexually harassed may also file a complaint of discrimination with DFEH within one year of the harassment. DFEH is part of the State of California and serves as a neutral fact-finder, attempting to help parties resolve such disputes.
If DFEH finds sufficient evidence to establish that discrimination occurred and settlement efforts fail, DFEH may file a formal accusation. This will lead to either a public hearing or a lawsuit filed by DFEH on behalf of the complainant. If DFEH finds that harassment has occurred, it may order certain remedies to the complainant. For more information see DFEH-159 “Guide for Complainants and Respondents”.
Contact DFEH toll free at (800) 884-1684, TTY (800) 700-2320 or visit their website at www.dfeh.ca.gov.
Retaliation Prohibited:
DREAM Wellness expressly prohibits retaliation against any individual who reports discrimination or harassment, or participates in an investigation of such charges. Any form of retaliation is considered a direct violation of this policy and, like discrimination or harassment itself, will be subject to disciplinary action, up to and including termination of employment.
Any questions or concerns regarding this policy can be directed to the CEO.
6.8 Telephone Usage
DREAM Wellness telephones are intended for the sole use of conducting company business. Personal use of the Company’s telephones and individually owned cell phones during business hours is prohibited except in emergencies. In addition, long distance phone calls which are not strictly business-related are expressly prohibited.
Any employee found in violation of this policy will be subject to disciplinary action, up to and including termination of employment.
6.9 Personal Property
Employees should use their discretion when bringing personal property into the workplace. DREAM Wellness assumes no risk for any loss or damage to personal property.
Additionally, employees may not possess or display any property that may be viewed as inappropriate or offensive on DREAM Wellness premises.
6.10 Use of Company Property
Company property refers to anything owned by the company: physical, electronic, intellectual, or otherwise. The use of company property is for business necessity only.
When materials or equipment are assigned to an employee for business, it is the employee’s responsibility to see that the equipment is used properly and cared for properly. However, at all times, equipment assigned to the employee remains the property of the Company, and is subject to reassignment and/or use by the Company without prior notice or approval of the employee. This includes, but is not limited to, computer equipment and data stored thereon, voicemail, records, and employee files.
DREAM Wellness has created specific guidelines regarding the use of company equipment. Below is a list of employee responsibilities and limitations with regards to company property.
Personal use of company property:
Company property is not permitted to be taken from the premises without proper written authority from company management.
Company Tools:
All necessary tools are furnished to employees in order to assist them in their required duties. Each employee is, in turn, responsible for these tools. Tools damaged or stolen as a result of an employee’s negligence will, to the extent permitted by federal, state and local law, be charged to the employee.
Care of Company Property:
Office areas should be kept neat and orderly and all equipment should be well-maintained. The theft, misappropriation, or unauthorized removal, possession, or use of company property or equipment is expressly prohibited.
Any action in contradiction to the guidelines set herein may result in disciplinary action, up to and including termination of employment.
6.11 Smoking
DREAM Wellness provides a smoke-free environment for its employees, customers, and visitors. Smoking is prohibited throughout the workplace. We have adopted this policy because we have a sincere interest in the health of our employees and in maintaining pleasant working conditions.
6.12 Visitors in the Workplace
To ensure the safety and security of DREAM Wellness and its employees, only authorized visitors are permitted on Company premises and in Company facilities.
All visitors must enter through the main reception area and sign in and out at the front desk. All visitors are also required to wear a “visitor” badge while on DREAM Wellness premises. Authorized visitors will be escorted to their destination and must be accompanied by a representative of the Company at all times.
6.13 Computer, Email & Internet Usage
Computers are an expensive and valuable resource and are to be used only for business purposes. Any use of computer resources for other than official company business will be considered misconduct and the employee engaging in such activity will be subject to discipline.
Computer terminal passwords are confidential and must be safeguarded at all times. It is the system user’s responsibility to ensure that passwords are never left unprotected or unsecured. An unprotected password constitutes a security violation. System users are held accountable for all the processing done with their passwords. Passwords are not to be shared with anyone other than designated personnel.
Business email addresses are to be used to send and receive business related emails only. Our computers are equipped with virus scanning software, but it is the individual’s responsibility to be cautious when receiving email to minimize the opportunity for viruses to enter and destroy our system.
All computer programs designed for and used by our office are company property or are protected by contract. No program or data should ever be copied for personal use or given to anyone outside this office. No programs should be added to the system without prior approval by Dr. Stenzler.
Employees and providers are not permitted to “friend” practice members on social media outlets such as Facebook, Intagram, etc; however, employees and providers are able to accept a friend request. In the event that a practice member is a social media friend with an employee or provider, employee or provider MAY NOT make any mention of anything regarding the healthcare of that member; including condition, office visits, or anything that may demonstrate that the practice member is a client of DREAM Wellness, without first receiving written permission from the practice member.
Computers, email, and the Internet allow DREAM Wellness employees to be more productive. However, it is important that all employees use good business judgment when using DREAM Wellness’s electronic communications systems (ECS).
Standards of Conduct and ECS
DREAM Wellness strives to maintain a workplace free of discrimination and harassment. Therefore, DREAM Wellness prohibits the use of the Company’s ECS for bullying, harassing, discriminating, or engaging in other unlawful misconduct, in violation of the Company’s policy against discrimination and harassment.
Copyright and other Intellectual Property
Respect all copyright and other intellectual property laws. For the Company’s protection as well as your own, it is critical that you show proper respect for the laws governing copyright, fair use of copyrighted material owned by others, trademarks and other intellectual property, including the Company’s own copyrights, trademarks and brands. Employees are also responsible for ensuring that, when sending any material over the Internet, they have the appropriate distribution rights.
DREAM Wellness purchases and licenses the use of various computer software for business purposes and does not own the copyright to this software or its related documentation. Unless authorized by the software developer, DREAM Wellness does not have the right to reproduce such software for use on more than one computer. Employees may only use software according to the software license agreement. DREAM Wellness prohibits the illegal duplication of software and its related documentation.
ECS Guidelines
The following behaviors are examples of previously stated or additional actions and activities under this policy that are prohibited:
- Sending or posting discriminatory, harassing, or threatening messages or images about coworkers, supervisors or the Company that violate the Company’s policy against discrimination and harassment.
- Stealing, using, or disclosing someone else’s code or password without authorization.
- Pirating or downloading Company-owned software without permission.
- Sending or posting the Company’s confidential material, trade secrets, or non-public proprietary information outside of the Company. Wages and other conditions of employment are not considered confidential material.
- Violating copyright laws and failing to observe licensing agreements.
- Participating in the viewing or exchange of pornography or obscene materials.
- Sending or posting messages that threaten, intimidate, coerce, or otherwise interfere with the job performance of fellow employees.
- Attempting to break into the computer system of another organization or person.
- Refusing to cooperate with a security investigation.
- Using the Internet for gambling or any illegal activities.
- Sending or posting messages that disparage another organization’s products or services.
- Passing off personal views as representing those of DREAM Wellness.
Privacy and Monitoring
Computer hardware, software, email, Internet connections, and all other computer, data storage or ECS provided by DREAM Wellness are the property of DREAM Wellness. Employees have no right of personal privacy when using DREAM Wellness’s ECS. To ensure productivity of employees, compliance with this policy and with all applicable laws, including harassment and anti-discrimination laws, computer, email and Internet usage may be monitored.
This policy is not intended to restrict an employee’s right to discuss, or act together to improve, wages, benefits and working conditions with co-workers or in any way restrict employees’ rights under the National Labor Relations Act.
Violations of this policy may result in disciplinary action, up to and including termination of employment. Questions or concerns related this policy should be directed to your supervisor or the CEO.
6.14 Company Supplies
Only authorized persons may purchase supplies in the name of DREAM Wellness. No employee whose regular duties do not include purchasing shall incur any expense on behalf of DREAM Wellness or bind DREAM Wellness by any promise or representation without express written approval.
6.15 Customer Relations
Employees are expected to be polite, courteous, prompt, and attentive to every customer. When an employee encounters an uncomfortable situation that he or she does not feel capable of handling, your supervisor should be called immediately. Ours is a service business and all of us must remember that the customer always comes first. Our customers ultimately pay all of our wages. Remember, while the customer is not always right, the customer is never wrong. Customers are to be treated courteously and given proper attention at all times. Never regard a customer’s question or concern as an interruption or an annoyance. You must respond to inquiries from customers, whether in person or by telephone, promptly and professionally.
Minimize the length of time a telephone caller is on hold. Direct incoming calls to the appropriate person in a timely manner, and make sure the call is received.
Through your conduct, show your desire to assist the customer in obtaining the help he or she needs. If you are unable to help a customer, find someone who can.
All correspondence and documents, whether to customers or others, must be neatly prepared and error free. Attention to accuracy and detail in all paperwork demonstrates your commitment to those with whom we do business. Never argue with a customer. If a problem develops or if a customer remains dissatisfied, ask your supervisor, a manager, the owner or a Police Officer to intervene.
6.16 Conflicts of Interest
All employees must avoid situations involving actual or potential conflict of interest. Personal or romantic involvement with a competitor, supplier, or subordinate employee of the Company, which impairs an employee’s ability to exercise good judgment on behalf of the Company, creates an actual or potential conflict of interest. Supervisor-subordinate romantic or personal relationships involve inherent conflicts of interest and can lead to supervisory problems, possible claims of sexual harassment, and morale problems. An employee involved in any of the types of relationships or situations described in this policy should immediately and fully disclose the relevant circumstances to his or her immediate supervisor, any other appropriate supervisor, or the owner for a determination about whether a potential or actual conflict exists. If an actual or potential conflict is determined, the Company may take whatever corrective action appears appropriate according to the circumstances. Failure to disclose a relationship covered by this policy may lead to disciplinary action, up to and including termination.
6.17 News Media Contacts
Employees may be approached for interviews or comments by the news media. Only contact people designated by the owner are authorized to comment on behalf of DREAM Wellness to news reporters.
6.18 Off-Duty Conduct
DREAM Wellness strives to employ members who set a great example of healthy living, positive attitudes and good standing members of their communities. While DREAM Wellness does not seek to interfere with the off-duty and personal conduct of its employees, certain types of off-duty conduct may interfere with the Company’s legitimate business interests. For this reason, employees are expected to conduct their personal affairs in a manner that does not adversely affect DREAM Wellness’ or their own integrity, reputation or credibility. Illegal or immoral off duty conduct by an employee that adversely affects the Company’s legitimate business interests or the employee’s ability to perform his or her job will not be tolerated.
6.19 Lunch Breaks and Snacks
Employees may leave the office for lunch or they bring their own, healthy food in. All employees are responsible for disposing of their own waste and also for cleaning the eating area (which is not the front desk).
In all cases, each person is responsible for, and must be prepared to pay for his/her own food with his/her own money. No one may use petty cash for any personal reason.
Because of the wellness nature of the Company and the culture of DREAM Wellness, there will be no “junk food”, coffee or fast food in the office; and no containers from fast food restaurants, coffee shops or unhealthy food items unless otherwise approved. Acceptable liquids permitted behind the front desk include water or herbal tea and must be in a clear container with a spill-proof lid. No foods are allowed in the office that have a strong smell.
6.20 Dress Code
Employees are expected to dress in a professional manner. Personal taste and style are understood, and our office must be sensitive to the feelings of our Practice Members. Clothing must be clean, neat and pressed and not with rips and tears. Hair must be clean and neat – beards and mustaches should be trimmed and close to the face. We also request that employees refrain from wearing cologne, perfume and heavy make-up since numerous practice members and staff suffer from allergies.
If someone has a question about a specific outfit, please ask for clarification.
6.21 Fraternization
All employees are strictly prohibited from dating, promiscuous behavior, or any unprofessional conduct with another employee or practice member of this office. It is essential to maintain a separate and distinct professional image to the practice members. This rule will be rigidly enforced and any infraction may be grounds for immediate dismissal. If a “love interest” were to develop between another staff member or practice member, it must be brought up to the CEO immediately and a resolution shall be determined.
6.22 Continuing Educations and Seminars
Attendance and participation at continuing educational programs are a part of your job responsibilities. We are committed to providing opportunities to you for continued education in relation to job efficiency and performance.
You will be required to attend certain seminars throughout the year. Some are local and some may require travel. In either case, you will be given advance notice of each event.
All seminar related expenses will be paid by the practice. This includes airfare, hotel and most meals when applicable.
Your attendance at mandatory seminars is expected. The seminar schedule is posted at least 3 months in advance ensure your attendance. Full attendance will result in compensation at your normal hourly rate of pay for days and hours normally worked. Compensation is for actual seminar time only and is exclusive of meal and travel times.
Failure to attend a seminar may result in disciplinary action. Missing two seminars in any year (except in emergency circumstances) may result in dismissal from our employment.
Workshops and lectures are presented to our practice members and the public on an on-going basis. All non professional employees will be asked to attend on a rotating and as needed basis. Your attendance is necessary to assist the providers and help make appointments at the end of the lecture or workshop. You will be compensated at your normal hourly wage for the events that you are asked to attend. For your own continued growth in this practice, it is recommended to attend as many workshops as possible, even when not being compensated or asked.
6.23 Understanding Our Services
It is important that each employee have a solid working knowledge of all of our services. As an employee you will be asked many questions regarding them and you must be able to answer them accurately in the most professional manner. Therefore, each staff member is responsible for attending each of our lectures and workshops twice within the first six months of employment. After your first year, you will be required to attend a minimum of one event as an educational experience for you, not as a working requirement.
6.24 Open Communication
Suggestions for improving the Company are always welcome. At some time you may have a complaint, suggestion, or question about your job, your working conditions, or the treatment you are receiving. Your good-faith complaints, questions, and suggestions are of concern to the Company. Unless it is not appropriate to do so, we ask you to first discuss your concerns with your supervisor, following these steps:
- Within a week of the occurrence, bring the situation to the attention of your immediate supervisor, who will then investigate and provide a solution or explanation.
- If the problem persists, you may describe it in writing and present it to the owner, who will investigate and provide a solution or explanation. We encourage you to bring the matter to the owner as soon as possible after you believe that your immediate supervisor has failed to resolve it.
- If the problem is not resolved, you may present the problem in writing to the President of the Company, who will attempt to reach a final resolution.
This procedure, which we believe is important for both you and the Company, cannot guarantee that every problem will be resolved to your satisfaction. However, the Company values your observations and you should feel free to raise issues of concern, in good faith, without the fear of retaliation. As indicated in its Equal Employment policy and Policy Prohibiting Harassment, the Company does not tolerate harassment or discrimination in the workplace. If you feel that you have been subjected to harassment or discrimination, you must immediately follow the reporting procedures contained those policies, described earlier in this Handbook.
7.Timekeeping & Payroll
7.1 Attendance & Punctuality
Absenteeism and tardiness place an undue burden on other employees and on the Company. DREAM Wellness expects regular attendance and punctuality from all employees. This means being in the workplace, ready to work, at your scheduled start time each day and completing your entire shift. Employees are also expected to return from scheduled meal and break periods on time.
All time off must be requested in writing, in advance, as outlined in the Company’s Paid Time Off (PTO) policy. If an employee is unexpectedly unable to report for work for any reason, he or she must directly notify their supervisor as early as possible, and preferably prior to their scheduled starting time. It is not acceptable to leave a voicemail message with a supervisor, except in extreme emergencies. In cases that warrant leaving a voicemail message or when an employee’s direct supervisor is unavailable, a follow-up call must be made later that day.
If an illness or emergency occurs during work hours, employees should notify their supervisor as soon as possible.
Employees, who are going to be absent for more than one day, should contact their supervisor on each day of their absence. DREAM Wellness reserves the right to ask for a physician’s statement in the event of a long-term illness (three consecutive days), or multiple illnesses or injuries.
If an employee fails to notify their supervisor after three consecutive work days of absence, DREAM Wellness will presume that the employee has voluntarily resigned. DREAM Wellness will review any extenuating circumstances that may have prevented him or her from calling in before the employee is removed from payroll.
Should undue or recurrent absence and tardiness become apparent, the employee will be subject to disciplinary action, up to and including termination of employment.
This policy is not intended to restrict an employee’s right to discuss, or act together to improve, wages, benefits and working conditions with co-workers or in any way restrict employees’ rights under the National Labor Relations Act.
All absences, whether they are requested for the future or in the past require the online “Time-off Request Form” to be completed by vising https://www.dreamwellness.com/timeoff/.
7.2 Timekeeping
It is Company’s policy to comply with applicable laws that require records to be maintained of the hours worked by our employees. Every employee is responsible for accurately recording time worked.
In addition to recording arrival and departure time, non-exempt employees are required to accurately record the start and end of each meal period as well as any departure for non-work related reasons.
DREAM Wellness strictly prohibits non-exempt employees from working off the clock for any reason. All time spent working must be logged and accounted for; this includes time spent using electronic devices for work-related purposes.
Vacation days, sick days, holidays, and absences for jury duty, funeral leave or military training must be specifically recorded by all employees.
It is the responsibility of all employees to submit and approve their time records each week.
Altering, falsifying, tampering with time records, or recording time on another employee’s time record may result in disciplinary action up to and including termination of employment.
Employees must “clock in and out” through the Dashboard in MindBody Online at the start and at the end of each work period, including before and after the lunch break. Employees also must clock out whenever they leave the building or handle a personal issue (other than rest rooms breaks) for any reason other than Company business. Clocking in or out another employee’s time or allowing another employee to clock you in or out not permissible and is subject to disciplinary action.
Salaried and exempt employees may be required to record their time on duty using a time clock.
When you clock in and out through MindBody Online or BackBone, you are validating that you have worked the exact number of hours recorded, not more or less. Any errors in your time record should be reported immediately to your supervisor, who will attempt to correct legitimate errors. Altering, falsifying, or otherwise tampering with time cards or records, recording time on another employee’s time card or record (or permitting same), and failing to record vacation or sick days, are all strictly prohibited and will subject you to disciplinary action, up to and including termination.
If a mistake is made when clocking in or out, you are required to submit a “Time-Clock Modification Form” by visiting https://www.dreamwellness.com/time-clock/, even if the time-clock had already been fixed. This includes forgetting to clock-in or clock-out or for any reason of which you were unable to clock in or clock out at the appropriate time. Frequent mistakes regarding the time-clock may result in disciplinary action and even termination.
7.3 Paydays
DREAM Wellness employees are paid on a Bi-weekly basis. In the event that a regularly scheduled payday falls on a holiday, employees will be paid on the day preceding the holiday, unless otherwise required by state law.
Paychecks will not, under any circumstances, be given to any person other than the employee without written authorization. Paychecks may also be mailed to the employee’s listed address or, upon advance written authorization, deposited directly into an employee’s bank account. Employees who elect payment through direct deposit will receive an itemized statement of wages when the Company makes direct deposits.
In the event of employee termination, the employee will receive their accrued pay in accordance with applicable federal, state and local laws.
7.4 Payroll Deductions
DREAM Wellness makes deductions from employee pay only in circumstances permitted by applicable law. This includes, but is not limited to, mandatory deductions for income tax withholding and Social Security and Medicare contributions as well as voluntary deductions for health insurance premiums and other related contributions.
If you believe that an improper deduction has been made from your pay, raise the issue with the CEO immediately. DREAM Wellness will promptly investigate. If the investigation reveals that you were subjected to an improper deduction from pay, you will be reimbursed promptly.
7.5 Overtime (California Employees)
The nature of our business sometimes requires employees to work overtime. Supervisors will notify employees when overtime is required. Employees are not permitted to work overtime without prior authorization from their supervisor. If your shift is going to run long and you will exceed eight (8) hours in a single day, you must notify your supervisor for permission to work beyond the eight hours.
Non-exempt employees will be paid overtime in accordance with state and federal overtime requirements as follows:
- One and one-half times (1.5) the regular rate of pay for all hours worked in excess of eight (8) hours in any workday;
- One and one-half times (1.5) the regular rate of pay for all hours worked in excess of 40 hours in the same workweek;
- Two times the regular rate of pay (or double time) for all hours worked in excess of twelve (12) in any workday;
- One and one-half times (1.5) the regular rate of pay for the first eight (8) hours on the seventh consecutive day in the same workweek;
- Two times the regular rate of pay (or double time) for all hours worked in excess of eight (8) on the seventh consecutive day in the same workweek.
There may be exceptions to these standards where allowed by law. Employees are encouraged to speak with their supervisor or the CEO for more information.
Please be reminded employees are not permitted to work overtime unless it has been authorized in advance by their supervisor.