Vital Sign Home Care - Employee Handbook 2023

provide a written response specifying the reasons why lactation breaks or a lactation location cannot be provided.

Retaliation against employees for requesting lactation breaks is prohibited. Employees who believe their rights under the Ordinance have been violated may file a complaint with the HR Manager, or with the Baltimore Community Relations Commission.

Employees can contact the HR Manager with questions regarding this policy.

3-8 Workers' Compensation

On-the-job injuries are covered by the Agency’s Workers' Compensation Insurance Policy, which is provided at no cost. If employees are injured on the job, no matter how slightly, they should report the incident immediately to their supervisor. Managers will then immediately contact the Human Resources department to obtain the required claim forms and instructions. Failure to follow Agency procedures may affect the ability of employees to receive Workers Compensation benefits. Medical expenses incurred as a result of a work-related accident or injury will be compensated in accordance with workers' compensation laws. This protection is paid for in full by Vital Sign Home Care. No premium is charged for this coverage and no individual enrollment is required. Vital Sign Home Care will provide medical care and a portion of lost wages through our insurance carrier. This is solely a monetary benefit and not a leave of absence entitlement. Employees who need to miss work due to a workplace injury must also request a formal leave of absence. See the Leave of Absence sections of this handbook for more information. Vital Sign Home Care realizes that it is the obligation of all U.S. citizens to serve on a jury when summoned to do so. All employees will be allowed time off to perform such civic service as required by law. Employees are expected to provide proper notice of a request to perform jury duty and verification of their service with a copy of their summons for jury service. Employees are expected to keep management informed of the expected length of jury duty service and to report to work for the major portion of the day if excused by the court. If the required absence presents a serious conflict for management, employees may be asked to try to postpone jury duty. If the employee's jury service exceeds four hours including travel time to and from court, the employee will not be scheduled to work between 5 p.m. on the day of their appearance for jury duty and 3 a.m. the following day. 3-9 Jury Duty

Jury duty leave is unpaid. However, employees may opt to use accrued paid time off for this purpose.

Exempt employees will be paid their full salary for any week in which time is missed due to jury duty if work is performed for the Agency during such week.

Vital Sign Home Care - Employee Handbook January 2023

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