Employee Handbook

Our Mission

To provide accurate, compassionate, and timely specimen collection services that empower healthcare providers to make informed clinical decisions. We are dedicated to clinical excellence, patient dignity, and the highest standards of laboratory practice.

Our Values

• Clinical Excellence — We hold ourselves to the highest standards of accuracy, safety, and technical proficiency.
• Compassion — We treat every patient with warmth, dignity, and respect.
• Integrity — We conduct our work with honesty, transparency, and ethical rigor.
• Reliability — We show up on time, prepared, and ready to serve our healthcare partners.
• Continuous Improvement — We invest in ongoing training, education, and process refinement.

Services We Provide

• Mobile phlebotomy services (venipuncture and capillary collection)
• Specimen processing, handling, and transport
• Point-of-care testing coordination
• Long-term care and skilled nursing facility draws
• Home-bound patient collection services
• Clinical trial and research specimen collection

At-Will Employment

Employment at PrimeDraw Specimens is at-will. This means either the employee or the company may terminate the employment relationship at any time, with or without cause, and with or without notice. Nothing in this handbook creates an employment contract or guarantee of continued employment. Only the Chief Executive Officer has the authority to modify the at-will nature of employment, and any such modification must be in writing and signed by both parties.

Full-Time Employees

Employees regularly scheduled to work 30 or more hours per week. Full-time employees are eligible for all company benefits, including health insurance, paid time off, and retirement plan participation, subject to the terms of each benefit plan.

Part-Time Employees

Employees regularly scheduled to work fewer than 30 hours per week. Part-time employees may be eligible for certain benefits on a pro-rated basis as outlined in the benefits summary. Statutory benefits apply as required by law.

Per Diem / PRN Employees

Employees who work on an as-needed basis without a regular schedule. Per diem employees are not eligible for company-sponsored benefits but receive a wage premium in lieu of benefits.

Introductory Period

All new employees serve a 90-day introductory period from their date of hire. During this period, the employee's performance, attendance, and overall fit are evaluated. Completion of the introductory period does not change at-will employment status. Benefits eligibility begins on the first day of the month following 60 days of employment for full-time staff.

Non-Exempt vs. Exempt Status

Most clinical and hourly staff are classified as non-exempt under the Fair Labor Standards Act (FLSA) and are eligible for overtime pay at 1.5 times their regular rate for hours worked beyond 40 in a workweek. Exempt employees are paid on a salary basis and are not eligible for overtime. Your classification is noted in your offer letter and pay statement.

Professional Behavior

• Treat all patients, colleagues, healthcare partners, and members of the public with courtesy and respect.
• Arrive punctually and prepared for all scheduled shifts and appointments.
• Follow all clinical protocols, safety procedures, and standing orders without deviation.
• Communicate clearly, honestly, and promptly with supervisors and team members.
• Report errors, near misses, and safety concerns immediately.
• Protect company property and use it only for authorized purposes.

Prohibited Conduct

The following behaviors are strictly prohibited and may result in disciplinary action up to and including immediate termination:

• Possession, use, or being under the influence of alcohol or illegal drugs while on duty.
• Theft, fraud, embezzlement, or unauthorized use of company funds or property.
• Falsification of any company record, including time records, patient charts, and expense reports.
• Violation of patient confidentiality or HIPAA regulations.
• Workplace violence, threats, intimidation, or possession of weapons on company property or at work sites.
• Discrimination or harassment of any kind.
• Sleeping on duty during patient care hours.
• Unauthorized photography or recording in patient care areas.
• Insubordination or refusal to follow lawful work directives.

Conflicts of Interest

Employees must avoid situations where personal interests conflict, or appear to conflict, with the interests of PrimeDraw Specimens. This includes: accepting gifts or gratuities from vendors or patients beyond nominal value; engaging in outside employment that interferes with job performance; using company resources for personal business; and having a financial interest in a competitor or vendor without prior disclosure and written approval from management.

Social Media Policy

Employees are prohibited from posting confidential company information, patient information, or internal communications on personal social media accounts. Do not speak on behalf of the company unless explicitly authorized. When identifying yourself as a PrimeDraw employee online, you must state that your views are your own. Harassment, bullying, or disparagement of colleagues or patients on social media is grounds for disciplinary action.

Sexual Harassment

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: submission is made a condition of employment; submission or rejection is used as a basis for employment decisions; or the conduct creates an intimidating, hostile, or offensive work environment. Examples include offensive jokes, comments, gestures, displaying sexually suggestive materials, and unwanted physical contact.

Reporting Procedure

Any employee who believes they have been subjected to discrimination, harassment, or retaliation should immediately report the incident to their direct supervisor, the Human Resources Department, or the Compliance Officer. Reports may be made verbally or in writing. All reports will be investigated promptly, thoroughly, and confidentially to the extent possible. PrimeDraw Specimens strictly prohibits retaliation against any employee who makes a good-faith report or participates in an investigation.

Attendance Expectations

• Arrive at your assigned work location or first appointment on time.
• Clock in and out accurately for all shifts using the designated timekeeping system.
• Report to your supervisor at the start and end of each shift as required.
• Review your schedule in advance and raise any conflicts promptly.

Call-Out Procedure

If you are unable to report to work due to illness, emergency, or other unforeseen circumstances, you must:

1. Notify your direct supervisor by phone call and text message at least 2 hours before your scheduled start time.
2. Do not communicate absences solely by text, email, or message to a coworker — you must speak with your supervisor directly or leave a voicemail.
3. For each subsequent day of absence, check in with your supervisor by 9:00 AM.
4. Upon return, complete any required absence documentation.

Excessive Absenteeism

More than 3 unexcused absences or 5 instances of tardiness in a rolling 90-day period is considered excessive and may result in disciplinary action, up to and including termination. Absences of 3 or more consecutive days due to illness require a healthcare provider's note clearing you to return to work.

No-Call / No-Show

Failure to report to work and failure to notify your supervisor for 2 consecutive shifts is considered job abandonment and will result in termination.

Pay Schedule

PrimeDraw Specimens pays all employees on a biweekly basis (every other Friday) via direct deposit through Gusto. Pay periods run from Monday through Sunday. Each paycheck covers the preceding two-week pay period. If a payday falls on a bank holiday, payment is made on the preceding business day.

Timekeeping

• Non-exempt employees must accurately record all hours worked each day.
• Time must be recorded through the approved timekeeping system (Gusto).
• Timecards must be submitted by Monday at 10:00 AM following each pay period.
• Falsification of time records is grounds for immediate termination.
• Supervisors must review and approve timecards by Monday at 5:00 PM.

Overtime

Overtime is paid at 1.5 times the regular hourly rate for all hours worked in excess of 40 in a single workweek. Overtime must be approved in advance by your supervisor. Unscheduled overtime worked without prior approval is still compensable but may result in counseling regarding scheduling compliance.

Mileage Reimbursement

Employees who use their personal vehicle for work-related travel between patient appointments or work sites are eligible for mileage reimbursement at the current IRS standard mileage rate. Mileage must be submitted through the mileage reimbursement form with supporting documentation. Commuting mileage between home and the first/last work site of the day is not reimbursable.

Wage Deductions

Required deductions include federal and state income tax, Social Security, Medicare, and any court-ordered garnishments. Voluntary deductions for benefits are made with employee authorization. Deductions are itemized on each pay stub, accessible through the Gusto employee portal.

Health Insurance

Full-time employees are eligible for medical, dental, and vision coverage. Coverage begins on the first day of the month following 60 days of continuous employment. Premium costs are shared between the company and the employee. Details are provided in the benefits enrollment guide distributed during onboarding and annual open enrollment.

Paid Time Off (PTO)

Full-time employees accrue PTO as follows based on years of service:

• 0–2 years: 80 hours (10 days) per year
• 3–5 years: 120 hours (15 days) per year
• 6+ years: 160 hours (20 days) per year

PTO accrues per pay period. Up to 40 hours of unused PTO may be carried over into the next calendar year. PTO is not paid out upon separation unless required by state law.

Sick Leave

Employees accrue paid sick leave in accordance with state and local law. Sick leave may be used for the employee's own illness, injury, or medical care, or to care for a family member. A healthcare provider's note may be required for absences of 3 or more consecutive days.

Holidays

PrimeDraw Specimens observes the following paid holidays for full-time employees:

• New Year's Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Christmas Day

Employees required to work on a holiday receive holiday premium pay at 1.5 times their regular rate in addition to their regular pay. Two floating holidays are available per year, subject to supervisory approval.

Family and Medical Leave

Eligible employees may take up to 12 weeks of job-protected leave under the Family and Medical Leave Act (FMLA) for qualifying family and medical reasons. Employees must have been employed for at least 12 months and worked at least 1,250 hours in the preceding 12 months. Contact HR for eligibility determination and leave request procedures.

Workers' Compensation

All employees are covered by workers' compensation insurance for work-related injuries or illnesses. Any work-related injury or illness must be reported to your supervisor immediately, no matter how minor. Failure to report promptly may jeopardize benefits.

Jury Duty & Bereavement

Employees called for jury duty will receive up to 5 days of paid leave per summons. Employees may take up to 3 paid days of bereavement leave for the death of an immediate family member (spouse, child, parent, sibling, grandparent, or domestic partner).

Infection Control & Standard Precautions

• Treat all blood and body fluids as potentially infectious (Universal Precautions).
• Wear appropriate PPE (gloves, lab coat, mask, eye protection) for every patient encounter.
• Change gloves between every patient.
• Wash hands before and after every patient contact using proper hand hygiene technique.
• Dispose of sharps immediately in approved sharps containers at the point of use.
• Never recap, bend, or break needles.
• Clean and disinfect work surfaces and phlebotomy trays between patients.

Needlestick & Exposure Protocol

In the event of a needlestick injury or blood/body fluid exposure:

1. Immediately wash the affected area with soap and water. For mucous membrane exposure, flush with water or saline for at least 15 minutes.
2. Report the incident to your supervisor immediately.
3. Seek medical evaluation at the nearest occupational health clinic or emergency department within 2 hours.
4. Complete an Incident Report within 24 hours.
5. Cooperate with post-exposure testing and follow-up as recommended by the treating provider.

Driving & Vehicle Safety

• Maintain a valid driver's license and current auto insurance.
• Obey all traffic laws; do not use a mobile phone while driving (use hands-free only).
• Keep your vehicle clean and presentable — it reflects on the company.
• Secure specimens properly during transport per DOT and OSHA guidelines.
• Report any vehicle accidents occurring during work-related travel to your supervisor immediately.

Workplace Violence Prevention

PrimeDraw Specimens has a zero-tolerance policy for workplace violence. If you feel unsafe at any work site, remove yourself from the situation immediately and notify your supervisor. Trust your instincts — if a situation or environment feels unsafe, do not proceed with the appointment until the concern is addressed.

Emergency Procedures

In the event of a fire, medical emergency, or other urgent situation at a work site:

• Ensure your own safety first.
• Call 911 for life-threatening emergencies.
• Notify your supervisor as soon as it is safe to do so.
• Follow the emergency protocols of the facility you are in.

Protected Health Information (PHI)

PHI includes any information that can identify a patient, including but not limited to:

• Name, address, date of birth, Social Security number
• Medical record numbers, test results, diagnoses
• Insurance and billing information
• Photographs, images, or any identifying data
• Dates of service, appointment schedules

Your Obligations

• Access only the minimum necessary PHI required to perform your job duties.
• Do not discuss patient information in public areas, including elevators, hallways, cafeterias, or on social media.
• Do not share PHI with family members, friends, or colleagues who do not have a legitimate need to know.
• Log out of all systems containing PHI when leaving your workstation.
• Never leave patient records, requisition forms, or electronic devices containing PHI unsecured.
• Use only company-approved communication channels for transmitting PHI.

Breach Notification

Any suspected or actual breach of PHI must be reported to the Compliance Officer immediately. A breach includes any unauthorized access, use, or disclosure of PHI. PrimeDraw Specimens will investigate and, if required, notify affected individuals and the Department of Health and Human Services within the mandated timeframe. Failure to report a known breach is itself a violation and may result in termination.

Penalties

HIPAA violations carry significant consequences. Civil penalties range from $100 to $50,000+ per violation depending on the level of culpability. Criminal penalties can include fines up to $250,000 and imprisonment for knowing or intentional violations. Employees who violate HIPAA are subject to disciplinary action up to and including immediate termination and referral to law enforcement.

Company-Issued Devices

Company-provided phones, tablets, and laptops are for business use. Personal use should be minimal and must not interfere with work duties. Employees have no expectation of privacy on company-issued devices — the company reserves the right to monitor, access, and review all content on company devices at any time.

Email & Messaging

• Use your company email for all work-related communication.
• Do not forward company emails with PHI to personal email accounts.
• Check your company email at least twice per shift.
• Respond to supervisor communications within 4 hours during working hours.
• Group messaging apps (e.g., Slack, Teams) are for work coordination only and are subject to the same confidentiality rules as email.

Personal Device Use

Personal cell phones may not be used during patient encounters except to access company-approved clinical reference apps or to contact a supervisor for clinical guidance. Personal phone calls should be limited to breaks and meal periods. Photography or recording in patient care areas with personal devices is strictly prohibited.

Data Security

• Use strong, unique passwords for all company accounts.
• Never share your login credentials with anyone.
• Lock devices when not in use.
• Report lost or stolen devices containing company data or PHI to IT Support and the Compliance Officer within 1 hour.
• Do not install unauthorized software on company devices.
• Do not click links or open attachments in suspicious emails — report them to IT Support.

Progressive Discipline

PrimeDraw Specimens generally follows a progressive discipline approach for policy violations and performance issues. The typical sequence is:

1. Verbal Counseling — Informal discussion between employee and supervisor to address the issue and clarify expectations.
2. Written Warning — Documented notice of the violation, consequences of further infractions, and an improvement plan with timelines.
3. Final Written Warning — Notice that any further violation will result in termination.
4. Termination — Separation of employment.

Note: The company reserves the right to skip steps or proceed directly to termination for serious offenses, including but not limited to HIPAA violations, theft, workplace violence, falsification of records, or gross insubordination.

Grievance Procedure

Employees who have a workplace concern or complaint are encouraged to follow this process:

1. Discuss the issue with your direct supervisor. Most concerns can be resolved at this level.
2. If unsatisfied with the resolution, or if the complaint involves your supervisor, escalate to the HR Department.
3. If the matter remains unresolved, you may request a meeting with senior management.

All grievances are taken seriously and investigated promptly. No employee will face retaliation for raising a concern in good faith.

Voluntary Resignation

Employees who choose to resign are requested to provide at least 2 weeks' written notice to their supervisor and HR. The company appreciates the opportunity to plan for transitions and complete exit procedures.

Termination

Employment may be terminated for cause (policy violations, performance, misconduct) or without cause at the discretion of the company, consistent with at-will employment. Terminated employees will receive their final paycheck in accordance with applicable state law, which typically requires payment on the last day worked or within 72 hours.

Exit Procedures

Upon separation, employees must:

• Return all company property, including badges, keys, devices, equipment, uniforms, and documents.
• Complete an exit interview with HR (if scheduled).
• Confirm final pay and benefits continuation (COBRA) information with HR.
• Return any company data in their possession and delete company data from personal devices if applicable.

COBRA

Employees and their covered dependents who lose health coverage due to a qualifying event (termination, reduction in hours) may be eligible to continue coverage under COBRA for up to 18 months. HR will provide COBRA election notices upon separation. The employee is responsible for the full premium cost plus a 2% administrative fee.