Welcome to Overcomers Counseling! We’re excited to have you on our team. You were hired because we believe you share our vision and can help us change mental health and coaching for the better.
Overcomers Counseling is committed to unparalleled clinical quality and client service. As part of the team, we hope you’ll discover that the pursuit of excellence is a rewarding aspect of your career with us.
It’s our goal to recruit the best possible team members (like you) and then provide them with opportunities for advancement and professional growth that will compel them to stay employed with us for life.
At Overcomers Counseling, we believe that everyone has the potential to be an overcomer. Our practice offers help and support for a wide spectrum of mental health issues. These include addictions, eating disorders, sleep disorders, depression, trauma... and the list goes on. The exact offerings at any location vary depending on the team in place. Usually, clients call seeking help with anxiety, depression or trauma.
We have had many ‘success’ stories that have said their sessions at Overcomers Counseling greatly improved their lives and personal success.
Our purpose is to offer a positive and supportive experience that helps our clients improve their happiness, relationships, and life success.
Our vision is to provide the utmost care for the mental well-being of our local Colorado communities.
We started Overcomers Counseling to make counseling easier and better for clients and counselors.
Our clients, obviously, are the root of our practice. The quality of the relationships we form with clients determines our long-term success. It’s our belief that clients are to be treated with meticulous, sensitive care and unfaltering respect. We give all clients apt attention as if they were our only client.
We continue to improve our skills, techniques and processes. We also develop innovative services so that the value we offer our clients continues to grow.
Overcomers Counseling is a family! We value our team, schedulers, billing and clinicians. We trust our team of people, invest in developing our people and promote them based on performance and contributions. Most importantly, we strive to involve our people in decisions that affect them. We hire the best individuals we can find and then help them to exceed their own expectations.
We endeavor to keep the business side of Overcomers Counseling in harmony with the needs of our team and, whenever possible, to err in favor of human considerations rather than monetary ones. We acknowledge that managing and caring for our people well is a difficult discipline to master. More often than not, people quit managers, not companies.
That’s why developing great supervisors is central to our goal of having Overcomers Counseling be “a great place to work”.
We work to develop a genuine sense of community, camaraderie, ingenuity and fun in the workplace, and to create an environment where people actually want to come to work each day. We strive for a culture where the absence of a single team member is recognized.
We strive to make Overcomers Counseling a compelling, engaging, fun, and rewarding place to have a career. The hardest thing about transition to a private practice environment is getting started. We’re going to do everything we can to make it as painless as possible; so here’s the scoop.
It is the policy of the Company to provide equal employment opportunities to all qualified individuals and to administer all aspects and conditions of employment without regard to the following:
The Company takes allegations of discrimination, intimidation, harassment and retaliation very seriously and will promptly conduct an investigation when warranted.
Equal employment opportunity includes, but is not limited to, employment, training, promotion, demotion, transfer, leaves of absence and termination.
For the protection of our clients and team members, we conduct criminal background checks. Our background check policy is below.
Overcomers Counseling believes in providing the highest quality of care for our clients. Background checks are an important part of upholding our standards of high-quality employees. Overcomers Counseling’ background check process complies with all applicable federal, state, and local laws and all information obtained will be kept strictly confidential. Overcomers Counseling’ hiring and business practices comply with Equal Employment Opportunity guidelines as set forth in the Overcomers Counseling Employee Handbook. Overcomers Counseling will not use background checks in hiring decisions in a way that does not comply with the Equal Employment Opportunity Commission’s current interpretation of Title VII of the Civil Rights Act of 1964.
The information obtained through background checks is confidential and will be shared only with individuals with an essential business need to know. Records of the background check will be maintained in the Office of Human Resources in a file.
If negative information is obtained through the background check process, Overcomers Counseling will determine whether the information is job-related and if the decision not to hire is consistent with business necessity. In making this determination, Overcomers Counseling will consider, among all other relevant information, the following:
If adverse action is probable based in whole or in part on the results of a background check, the Employment Finalist will receive a copy of the background check report, a Pre-Adverse Action Notice, and a copy of “A Summary of Your Rights under the Fair Credit and Reporting Act”. Employment Finalists will be permitted to provide responsive information regarding their criminal history, including evidence that they did not commit the offense (in the case of a misidentification), evidence of rehabilitation or character, the length of time since the last criminal conviction, and other extenuating circumstances. The Employment Finalist will be given five (5) business days to provide this information so as not to halt the recruitment process for the position or franchise. Extensions may be provided at the sole discretion of Overcomers Counseling.
If adverse action is taken against the Employment Finalist in whole or in part based upon the results of a background check, he or she will receive an Adverse Action Notice, indicating that no further action will be taken and the offer will be rescinded. The Employment Finalist will also receive a document summarizing his/her rights under the FCRA.
Employees have an ongoing responsibility, during their employment, to make Overcomers Counseling aware of any arrests, felony or misdemeanor convictions (other than traffic violations) or pleas which are acknowledgements of responsibility. Any convictions or pleas should be reported to your supervisor.
The employment relationship between the Company and employees is at-will. This means that employees are not hired for any specified period of time and their employment may be terminated at any time, with or without cause, and with or without notice, by either the Company or the employee. Company policy requires that all employees are at-will; any implied, oral, or written agreements or promises to the contrary are void and unenforceable, unless approved by an officer with the power to create an employment contract. There is no implied employment contract created by this Handbook or any other Company document or written or verbal statement or policy.
All employees are required to complete Section 1 of Form I-9 on their first day of employment, and produce, within three business days, acceptable proof of their identity and eligibility to work in the United States. Failure to produce the proper identifying documents within three days will result in termination.
The employee's first 90 days of employment with the Company are considered an introductory period. This introductory period will be a time for getting to know fellow employees, managers and the tasks involved in the position, as well as becoming familiar with the Company's products and services. The supervisor or manager will work closely with each employee to help them understand the needs and processes of their job.
This introductory period is a try-out time for the employee and the Company. During this introductory period, the Company will evaluate employees' suitability for employment and employees can evaluate the Company as well. At any time during this first 90 days, employees may resign. If, during this period, employee work habits, attitude, attendance, performance or other relevant factors do not measure up to our standards, the Company may terminate employment.
At the end of the introductory period, the supervisor or manager will discuss each employee's job performance with them. During the course of the discussion, employees are encouraged to give their comments and ideas as well.
Completion of the introductory period does not guarantee continued employment for any specified period of time, nor does it require that an employee be discharged only for cause. Completion of the introductory period also does not imply that employees now have a contract of employment with the Company, other than at-will. Successful completion of the introductory period does not alter the at-will employment relationship.
A former employee who has been rehired after a separation from the Company of more than one year is considered an introductory employee during their first 90 days following rehire.
Employees are expected to exercise common sense and courtesy at all times, for the benefit of clients, co-workers, and the Company as a whole. Professionalism is expected, as is respect for the safety and security of people and property. Failure to meet these expectations may be grounds for discipline, up to and including termination. The following are examples of unacceptable conduct, but this is not an exhaustive list.
The Company is committed to providing a work environment free of harassment in any form, including inappropriate and disrespectful behavior, intimidation, and other unwelcome conduct directed at an individual because of their inclusion in a protected class. Applicable federal and state law defines harassment as unwelcome behavior based on someone's inclusion in a protected class. Sometimes language or actions that were not expected to be offensive or unwelcome actually are, so employees should err on the side of being more sensitive to the feelings of their co-workers rather than less.
The following are examples of harassment; behaviors not in this list may also be considered harassment:
Sexual harassment on the job is unlawful whether it involves coworker harassment, harassment by a manager, or harassment by persons doing business with or for the Company, such as clients, customers or vendors.
Any form of retaliation against someone who has expressed concern about any form of harassment, refused to partake in harassing behavior, made a harassment complaint, or cooperated in a harassment investigation, is strictly prohibited. A complaint made in good faith will under no circumstances be grounds for disciplinary action. Individuals who make complaints that they know to be false may be subject to disciplinary action, up to and including termination.
All managers and supervisors are responsible for:
Employees who witness offensive behavior in the workplace - whether directed at them or another employee - are encouraged, though not required, to immediately address it with the employee whose behavior they found offensive. An employee who is informed that their behavior is or was offensive should stop immediately and refrain from that behavior in the future, regardless of whether they agree that the behavior could have been offensive.
Employees are encouraged to use the Complaint Procedure to report behavior that they feel is harassing, whether or not that behavior is directed at them. The Complaint Procedure provides for immediate, thorough, and objective investigation of claims of harassment. Appropriate disciplinary action will be taken against those who are determined to have engaged in harassing behavior.
Abusive conduct means malicious conduct in the workplace that a reasonable person would find hostile or offensive and unrelated to an employer’s legitimate business interests. Abusive conduct may include repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the sabotage or undermining of a person’s work performance. A single act will generally not constitute abusive conduct, unless especially severe.
The Company considers abusive conduct in the workplace unacceptable and will not tolerate it under any circumstances. Employees should report abusive conduct to a manager or Human Resources. Managers are responsible for ensuring that employees are not subjected to abusive conduct. All reports will be treated seriously and investigated when appropriate. Employees who are found to have engaged in abusive conduct will be subject to discipline, up to and potentially including termination. Retaliation against an employee who reports abusive conduct or verifies that it took place is strictly prohibited.
It’s the policy of Overcomers Counseling to handle serious complaints in accordance with processes set forth by law and the Department of Health. A serious complaint is any complaint by a client, staff, or other health professionals that concerns ethical or legal issues or that implies a lapse (or potential lapse) in quality of care or client outcome due to negligence, abuse, or poor performance. Upon becoming aware of a serious complaint, an Overcomers Counseling staff member must inform a manager or director immediately and document the circumstances of the event. Proper action will be taken, with a focus on ensuring good clinical care to clients, on a per-incident basis.
Unfortunately, there may come a time that a report needs to be made about another clinician/employee. These incident reports may be about:
If you feel that a report should be made and brought to the attention of the HR Department/Admin. Form located in Paylocity.
A high level of job performance and professionalism is expected from each employee. In the event that an employee’s job performance does not meet the standards established for the position, they violate company policies or procedures, or their behavior is otherwise unacceptable, corrective action may ensue. Corrective action may include, but is not limited to: coaching, oral or written warnings, performance improvement plans, paid or unpaid suspension, demotion, and termination. The type and order of actions taken will be at management's sole discretion and the Company is not required to take any disciplinary action before making an adverse employment decision, including termination.
Attitudes are contagious. One team member with a negative attitude can quickly spread it across an entire office. Ideally, we look for team members to have “contagious happiness” that spreads to co-workers and clients. Essentially we ask that team members act in a professional manner and extend the highest courtesy to co-workers, visitors, customers, vendors and clients. A cheerful and positive attitude is crucial to our commitment to extraordinary customer service and quality.
We want to hire excellent team members and compensate them exceptionally well. Most of our support team and clinicians are paid as employees (not independent contractors) and are eligible to receive numerous employment benefits and incentives.
We encourage team members to accept their civic responsibilities, and we’re pleased to assist you in the performance of your civic duties such as Jury Duty, Voting, Military Service, and others. Please contact your supervisor for details.
Additional types of personal leaves of absence may be granted. Time spent on a personal leave of absence will not be used for computing benefits such as vacation or holidays. You should speak directly with your supervisor prior to taking a leave to ensure your understanding of any obligations to the company you may still have while on leave.
With the exception of sick leave, time off must be marked 30 days in advance in EHR. Providers should schedule vacations and absences at such times as to minimize interference with the needs of Clients; and will use reasonable efforts to coordinate time off with other Providers so that appropriate patient care and coverage may be arranged in advance.
Except in special circumstances, the Provider will notify admin of extended (2+ weeks) absences at least 30 days in advance.
Employees will not incur any financial obligation on behalf of Overcomers without the prior written consent of the Overcomers Counseling’s Owner.
Overcomers has the sole and exclusive right and authority to enter into contractual relationships with Payment Programs for and on behalf of Provider.
Smoking, vaping, and use of chew are not permitted in any Company buildings, work sites, or vehicles. Employees wishing to engage in these activities may do so during their designated break times, outside of Company buildings, in designated areas (or off the property if no area is designated), and in accordance with local ordinances.
The Company is dedicated to providing employees with a workplace that is free of drugs and alcohol. While on Company premises, whether during work time or non-work time, employees are prohibited from being under the influence of drugs or alcohol. There are limited exceptions for the use of prescription drugs (not including marijuana), as long as they do not create safety issues or impair an employee's ability to do their job, and the moderate use of alcohol at company-sponsored or sanctioned events.
Employees are strictly prohibited from possessing illegal drugs, cannabis, or excessive quantities of prescription or over-the-counter drugs while on Company premises, performing Company-related duties, or operating any Company equipment. Any drugs confiscated that are suspected of being illegal will be turned over to the appropriate law enforcement agency.
Employees taking medication should consult a medical professional to determine whether the drug may affect their personal safety or ability to perform their job and should advise their manager of any resulting job limitations. Once notified, the Company will make reasonable efforts to accommodate the limitation.
The Company reserves the right to test any employee for the use of illegal drugs, marijuana, or alcohol, in accordance with applicable law. Employees in safety-sensitive positions may be subject to regular or random drug testing. Drug or alcohol tests may also be conducted after an accident in which drugs or alcohol could reasonably be involved, or when behavior or impairment on the job creates reasonable suspicion of use. Under those circumstances, the employee may be driven to a certified lab for testing at the Company’s expense. Refusal to be tested for drugs or alcohol will be treated the same as a positive test result.
Violation of this policy may result in discipline, up to and including termination.
To the extent that any federal, state, or local law or regulation limits or prohibits the application of any provision of this policy, then that particular provision will be ineffective in that jurisdiction only, while the remainder of the policy remains in effect.
If the Company is made aware of an employee's disability and resulting need for accommodation, Human Resources or the employee's manager will engage with them in the interactive process. This process will determine what, if any, accommodations are necessary and reasonable in order to assist the employee in doing the essential functions of their job. Whether an accommodation is reasonable will be determined based on a number of factors, including whether it will effectively assist the employee in doing the essential functions of their job, the cost, and the effect on business operations. In most cases, employees will be required to provide documentation from an appropriate healthcare provider. Human Resources will provide employees with the necessary form.
All employees are required to comply with safety standards. Employees who pose a direct threat to the health or safety of themselves or others in the workplace may be temporarily moved into another position or placed on leave until it is determined if a reasonable accommodation will effectively mitigate the risk.
If an employee is injured or witnesses an injury at work, they must report it immediately to the nearest available manager. Employees should render any assistance requested by that manager. When any accident, injury, or illness occurs while an employee is at work, regardless of the nature or severity, the employee must complete an injury reporting form and return it to Human Resources as soon as possible. Reporting should not be allowed to delay necessary medical attention. Once the accident is reported, follow-up will be handled by Human Resources or the designated Safety Officer, including a determination as to whether the injured employee may return to work.
Questions asked by law enforcement or fire officials making an investigative report should be answered giving only factual information and avoiding speculation. Liability for personal injury or property damage should never be admitted in answering an investigatory question asked by law enforcement or fire officials.
In addition to compliance with safety measures imposed by federal Occupational Safety and Health Act (OSHA) and state law, the Company has an independent interest in making its facilities a safe and healthy place to work. The Company recognizes that employees may be in a position to notice dangerous conditions and practices and therefore encourages employees to report such conditions, as well as non-functioning or hazardous equipment, to a manager immediately. Appropriate remedial measures will be taken when possible and appropriate. Employees will not be retaliated or discriminated against for reporting of accidents, injuries, or illnesses, filing of safety-related complaints, or requesting to see injury and illness logs.
The Company carries insurance that covers work-related injuries and illnesses. The workers' compensation insurance carrier governs the benefits provided. These benefits will not be limited, expanded, or modified by any statements of Company personnel or Company documents. In the case of any discrepancy, the insurance carrier's documents will control.
The Company expects all employees to conduct themselves in a non-threatening, non-abusive manner at all times. No direct, conditional, or veiled threat of harm to any employee, customer, business partner, or Company property will be acceptable. Acts of violence or intimidation of others will not be tolerated. Any employee who commits, or threatens to commit, a violent act against any person while on Company premises, will be subject to discipline, up to immediate termination.
Employees share the responsibility of identifying and alleviating threatening or violent behaviors. Any employee who is subjected to or threatened with violence, or who is aware of another individual who has been subjected to or threatened with violence, should immediately report this information to a manager. Threats will be investigated and appropriate remedial or disciplinary action will be taken.
Employees who drive on Company business are expected to drive safely and responsibly and to use common sense and courtesy. Employees are also subject to the following rules and conditions:
This policy establishes guidelines for Company operations during periods of extreme weather and similar emergencies. The Company will remain open in all but the most extreme circumstances. Unless an emergency closing is announced, all employees are expected to report to work. However, the Company does not advise employees to take unwarranted risks when traveling to work in the event of inclement weather or other emergencies. Each employee should exercise their best judgment with regard to road conditions and other safety concerns.
Only by the authorization of designated managers will the Company cease operations due to emergency circumstances. If severe weather conditions develop during working hours, it is at the discretion of Management to release employees. Employees will generally be expected to remain at work until the appointed closing time.
If weather or traveling conditions delay or prevent an employee’s reporting to work, their immediate supervisor should be notified as soon as possible. If possible, such notification should be made by a chat/email conversation directly with the supervisor.
When a partial or full-day closing is authorized by Management, the following pay and paid leave practices apply:
Employees are expected to be at their work area and ready to work at their scheduled time.
Non-exempt employees must accurately record all time worked, regardless of when and where the work is performed. Off-the-clock work (doing work that is not reported in the timekeeping system) is prohibited. No member of management may request, require, or authorize non-exempt employees to perform work without compensation. Any possible violations should be reported promptly to a member of management.
Employees will take a 10-minute rest period during each half of a full workday.
Employees are expected to be at work and ready to go when their scheduled shift begins or resumes. If an Support Agent Employees are not able to be at work on time, or at all, they must notify Garrett Luttman no later than 30 minutes before the start of their scheduled work day. If a Clinician-Employee is not able to attend their schedule sessions then they must notify their clients immediately. If a Clinician-Employee is not able to attend their schedule sessions because of an emergency, they may contact the Scheduling Department for assistance. Learn more here: Scheduling Emergencies - Urgent Cancelations.
Excessive tardiness or absences are unacceptable job performance.
Employees are permitted to work from home (WFH) occasionally or regularly, depending on a number of factors and the arrangements they've made with their manager. Working from home is a privilege that may be revoked at any time. The Company may request that an employee be present in the office at any time (regardless of scheduled WFH time) or deny a request to work from home based on business needs, employee performance, or viability of doing the work from home. To be eligible to WFH, an employee must have access to reliable internet and a space that is free from excessive noise or distraction.
As with employees working in the office, those who WFH will be expected to ensure the protection of proprietary Company and customer PHI through use of locking doors, desks, file cabinets, and media storage, regular password maintenance, and any other steps appropriate for the job and the environment. Unless you live alone, computers should be locked when you walk away, and other household members should be not allowed access to or use of Company property. Security standards must be HIPAA compliant.
When working from home employees must:
Employees are expected to present a professional image, both through behavior and appearance. Accordingly, employees must wear work-appropriate attire during the workday or any time they are representing the company. Clothing does not need to be expensive, but should be clean and neat in appearance. Employees should consider their level of customer and public contact and the types of meetings they are scheduled to attend in determining what attire is appropriate.
The following are generally not acceptable:
All employees are expected to maintain appropriate oral and bodily hygiene. Hair (including facial hair) should be clean and neat. Accessories should not interfere with an employee's work. The excessive use of perfume or cologne is unacceptable, as are odors that are disruptive or offensive to others or may exacerbate allergies.
Managers are responsible for enforcing dress and grooming standards for their department. Any employee whose appearance does not meet these standards may be counseled. If their appearance is unduly distracting or the clothing is unsafe, the employee may be sent home to change into something more appropriate.
Reasonable accommodation will be made for employees' sincerely held religious beliefs and disabilities when such accommodations do not cause an undue burden. Employees who would like to request an accommodation or have other questions about this policy should contact their supervisor.
Providers are to use the facilities exclusively for the care and treatment of Clients and to perform Provider’s normal work duties. Ask permission if you want to use company facilities or company property for other or personal use. We’re often happy to grant such requests.
Provider will devote efforts to use, to the full extent of Provider’s capacity, as requested by Overcomers, all electronic health records programs, all electronic prescribing programs, and other electronic devices implemented by Overcomers.
Providers are to comply with applicable laws and regulations (and Overcomers policies) related to coding, and clinical note documentation. Timely clinical notes are crucial for the smooth operations and billing at our company. Clinical notes are to be completed the same day that a service is provided. Many clinicians find that completing each clinical note immediately following the session is the best way to ensure notes are accurate and timely.
Protecting the privacy of our patients’ medical information helps to foster long-term patient relationships built on confidence and trust. In addition, safeguarding Protected Health Information or “PHI” is required by the Health Insurance Portability and Accountability Act (HIPAA).
Our Practice is considered a covered employer that is required to comply with the HIPAA Privacy Rule. The Privacy Rule requires that a patient’s PHI is kept confidential and that no one associated with our organization (such as employees, volunteers, interns or contractors) use or disclose such information without the patient’s written authorization, except under limited and specific circumstances.
Protected Health Information includes any patient health information that is individually identifiable. Individually identifiable health information is that which can be linked to a particular person or group of people, usually by the patient’s name, social security number, address, birth date or other piece of demographic information. For example a patient’s medical condition coupled with that patient’s name would be considered PHI. In addition, simply the fact that an individual is a patient at our Practice is also considered PHI. In your role with the company, you are required to safeguard any patient information, including demographic data that relates to:
Employees will inevitably come into contact with Protected Health Information. This information may be in any medium (e.g. spoken, written, or observed). Such information may only be disseminated to other employees within the Practice on a strict “need to know” basis. In addition, under no circumstances are employees permitted to discuss or otherwise disclose PHI with anyone outside the Practice, including other patients, the patient’s family or friends, or their own family or friends.
A HIPAA covered entity, such as our Practice, is permitted to use and disclose PHI, without the patient’s authorization under the following circumstances:
Please keep in mind that HIPAA Privacy Rule-covered transactions include, but are not limited to:
Employees will receive training regarding the Practice’s Privacy and HIPAA policies. Adherence to the Practice's HIPAA rules and policies is a condition of employment. Unauthorized disclosures of PHI, or other Privacy or HIPAA violations, will result in disciplinary action up to and including termination.
Should you ever have questions or concerns regarding our HIPAA policy, a specific disclosure, or a disclosure request, please direct such questions to your manager or our HIPAA Compliance Officer.
From time to time, individual or staff meetings may be held for the purpose of providing instruction, training, or reviewing company operations/policies. You might be required to attend company meetings.
Provider will cooperate with Overcomers in any investigation of performance or conduct Overcomers may reasonably determine is necessary and appropriate. Provider will participate in drug and alcohol testing in response to Overcomers’ reasonable suspicion of drug or alcohol use that is contrary to its policies and procedures or that in its judgment may impair Provider’s performance of Services.
Our policy forbids employees from engaging in any other business that competes with or is similar to Overcomers. Company policy also forbids a financial interest in an outside concern, which does business with or is a competitor of the company (except where such ownership consists of securities of a publicly owned corporation regularly traded on the public stock market with less than 5% ownership).
Rendering of directive, managerial, or consulting services to any company that does business with or is a competitor of the company, except with the knowledge and written consent of your supervisor, is also prohibited. If you think that there is a possibility that any business venture of yours may conflict with this policy, it is your responsibility to notify your supervisor and obtain his/her approval in writing.
Overcomers requires all employees to sign a confidentiality agreement as a condition of employment, due to the possibility of being privy to information that is confidential and/or intended for the company use only. All employees are required to maintain such information in strict confidence. This policy benefits you, as an employee, by protecting the interests of Overcomers in the safeguard of confidential, unique and valuable information that is part of our competitive advantage in the marketplace.
Should an occasion arise in which you are unsure of your obligations under this policy, it’s your responsibility to consult with your supervisor.
It’s important that personnel records be accurate. Promptly notify HR of any change in name, home address, telephone number, marital status, number of dependents, change in licensure status, or any other pertinent information that may change.
Work areas must be maintained in a clean, healthy and orderly fashion. A cleaning/custodial service will provide cleansing on a regular basis. In addition, employees are to take an active role in maintaining their work area’s clean appearance by participating in intermittent cleaning including (but not necessarily limited to) wiping down surfaces, emptying waste baskets, and attending to spills.
It’s each employee’s responsibility to make sure that his/her work area is clean and orderly at the completion of his/her scheduled shift (remember, even if you’re a fulltime provider your office might be used by another provider when you are not scheduled to see clients). Desks should be orderly and without stacks of papers; surfaces, floors and rugs should be clean; and offices should be free of clutter and food-stuffs. There should be two or fewer boxes of tissues in any office at a time.
At no time should a therapy office contain PHI (or intake documents) unless a Provider is present and actively reviewing the PHI. Overcomers seeks to provide a consistent brand experience to clients. Included in this experience is the appearance of Overcomers locations, including therapy offices.
Providers are prohibited from decorating their offices in any substantial way without approval, as it might deviate from the Overcomers brand experience (for example: a painting or a lamp would need approval). If you have a question about whether an item is acceptable, please ask your supervisor in advance (when in doubt, take a picture and get approval).
If you observe conditions or equipment that reflect poorly on the company or that are potentially dangerous, report them immediately to your supervisor.
There have been times when most of us have had the opportunity or the need to have two jobs at one time. It is important that any other employment, as well as outside interests, do not interfere in any way with your job at Overcomers. You should be careful that extra hours of work do not affect the safe operation of your job by leaving you tired and slow to react. Also, you are prohibited from working for a competitor; or any similar like-and-kind business; or any type of business in the industry as that presents a conflict of interest. The only exception to the above statement is unless you obtain written approval, in advance, from your supervisor.
Provider will not intentionally engage in conduct that causes damage to the reputation of Overcomers Counseling, which portrays in a negative light the business policies or decisions of Overcomers Counseling, or that adversely affects the performance of employees of Overcomers Counseling. Provider will use good faith reasonable efforts to work cooperatively and collaboratively with all employees and independent contractors of Overcomers Counseling.
Should Provider become incapacitated or leave Overcomers, Provider will refer Clients to an alternate Provider at Overcomers unless: (i) the Practice’s patient expresses a preference for a non-Overcomers provider; (ii) the Practice’s Patient’s insurer selects the provider; or (iii) in Provider’s judgment a referral to an Overcomers provider is not in the best interest of the Patient.
If Provider leaves Overcomers, Provider will in no way inform Clients of Provider’s new employment plans or suggest to Clients that they may opt to engage Provider’s services at Provider’s new place of employment.
Soliciting a client or customer for the support of any external organization is prohibited. Distribution of any advertising or other literature within the office must be coordinated with your supervisor for approval.
Conduct that negatively affects an employee’s job performance, the job performance of fellow employees, or the Company’s legitimate business interests—including its reputation and ability to make a profit—may result in disciplinary action up to and including termination.
Below are some guidelines for the use of social media. These guidelines are not intended to infringe on an employee’s Section 7 rights and any adverse action taken in accordance with this policy will evaluate whether employees were engaged in protected concerted activity.
Employees must not use statements, photographs, video, or audio that could reasonably be viewed as malicious, obscene, threatening, or intimidating toward customers, employees, or other people or organizations affiliated with the Company. This includes, but is not limited to, posts that could contribute to a hostile work environment on the basis of race, sex, sexual orientation, disability, religion, national origin, or any other status protected by state or federal law.
Employees must not post anything they know or suspect to be false about the Company or anyone associated with it, including fellow employees and clients. Writing something that is untrue and ultimately harmful to any person or organization is defamation and can lead to significant financial liability for the person who makes the statement.
Employees must maintain the confidentiality of Company trade secrets and confidential information. Trade secrets include, but are not limited to, information regarding the development of systems, products, and technology. Private and confidential information includes, but is not limited to, customer lists, financial data, and private personal information about other employees or clients that they have not given the employee permission to share.
Employees must not represent themselves as a spokesperson for the Company unless requested to do so by management. If the Company is a subject of the content being created—whether by an employee or third party—employees should be clear and open about the fact that they are employed with the Company but that their views do not necessarily represent those of the Company.
Employees must not use Company email addresses to register for social media accounts unless doing so at the request of management. Employees who manage social media accounts on behalf of the Company should ensure that at least one member of management has all the login information needed to access the account in their absence.
In the course of advertising, public relations or other similar conduct for business purposes, the company may utilize media resources. You agree that the company may use your photograph, picture, video recording and/or voice transcription for promotion or advertising at any time without compensation.
The Company is not liable for lost, misplaced, or stolen property. Employees should take all precautions necessary to safeguard their personal possessions. Employees should not have their personal mail sent to the Company, as it may be automatically opened, and should check with their manager before having larger items delivered to the workplace.
All parking is at an employee’s own risk. Employees and visitors should lock their vehicles and take appropriate safeguards to protect their valuables, including removing them from the vehicle if appropriate under the circumstances. Employees are not to park in areas reserved for visitors.
We request that clinical employees provide notice at least 30 days before resigning from a position. Clinician departure is both a financial and a clinical-ethical issue. We’re careful not to hire too many clinicians; if we over-hire there might not be enough clients for clinicians to maintain a full caseload. However, because staff sizes are limited, if a clinician leaves before the practice can replace him/her, the practice will not be able to accommodate new clients, or might not be able to re-assign the departing clinician’s caseload to another clinician.
The clinician will have access to our EHR 3-days after the last day of employment in order to complete any session notes. If there are unwritten notes by the clinician at the end of the 3 days, the supervisor/admin will write these notes and the clinician will NOT be paid for these sessions.
All employment with the Company is “at-will." This means that either the Company or the employee can terminate the employment relationship at any time, with or without notice, and for any reason allowed by law or for no reason at all. An employee’s at-will status can only be changed by written contract, signed by both the employee and the President or CEO.
All Company property, such as computer equipment, keys, tools, parking passes, or Company credit cards, must be returned immediately at the time of termination. Employees may be responsible for any lost or damaged items. When leaving, employees should ensure that they take all of their personal belongings with them.