Wellstreet Urgent Care Employee Handbook - (Rev C December 2020)

WELLSTREET
EMPLOYEE HANDBOOK
WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 1

TABLE OF CONTENTS
Welcome to WellStreet! ........................................................................................................................................................ 5
Policy Changes........................................................................................................................................................................... 5
INTRODUCTION ..................................................................................................................................................................... 5
Our Legacy and Our Destiny...................................................................................................................................................... 5

GUIDING PRINCIPLES ............................................................................................................................................................. 6
Employment-at-Will .................................................................................................................................................................. 6
Open Door Policy ...................................................................................................................................................................... 6
Patient Information ................................................................................................................................................................... 6
Confidentiality ........................................................................................................................................................................... 7
Discrimination-Free Workplace ................................................................................................................................................ 7
Prohibited Harassment ............................................................................................................................................................. 7
Sexual Harassment .................................................................................................................................................................... 8
Retaliation Prohibited ............................................................................................................................................................... 8
Disability Accommodation ........................................................................................................................................................ 9
Life-Threatening Illnesses in the Workplace ............................................................................................................................. 9
Business Ethics .......................................................................................................................................................................... 9
Reporting Violations of the Law ................................................................................................................................................ 9
Reporting of False Claims ........................................................................................................................................................ 10
Conflicts of Interest ................................................................................................................................................................. 10
Secondary Employment .......................................................................................................................................................... 10
STANDARDS OF CONDUCT................................................................................................................................................... 11
Company Rules ........................................................................................................................................................................ 11

Violence-Free Workplace ........................................................................................................................................................ 11
Progressive Discipline.............................................................................................................................................................. 11
Drug and Alcohol Use .............................................................................................................................................................. 12
Reasonable Suspicion Testing ................................................................................................................................................. 12
Post-Accident Testing.............................................................................................................................................................. 12
Disciplinary Action................................................................................................................................................................... 12
Attendance and Punctuality .................................................................................................................................................... 13
Personal Appearance .............................................................................................................................................................. 13
Fingernails and Artificial Nails ................................................................................................................................................. 13
Solicitation .............................................................................................................................................................................. 14
The Media and Other Public Communications ....................................................................................................................... 14
Brand Management ................................................................................................................................................................ 14
Social Media Policy .................................................................................................................................................................. 14
Working Remotely .................................................................................................................................................................. 15
Workplace Relationships ......................................................................................................................................................... 16
Smoking ................................................................................................................................................................................... 16
Visitors in the Workplace ........................................................................................................................................................ 16
Phone, Voicemail and Mail Systems ....................................................................................................................................... 16
Mobile Device Use .................................................................................................................................................................. 16
Personal Cellular Phone Use ................................................................................................................................................... 17

Camera Use ............................................................................................................................................................................. 17
Text Messaging ....................................................................................................................................................................... 17
Appropriate Use of Company Technology .............................................................................................................................. 17
Confidentiality and Monitoring ............................................................................................................................................... 17
Internet and E-mail Use .......................................................................................................................................................... 17
Homework Policy .................................................................................................................................................................... 18
Workplace Monitoring ............................................................................................................................................................ 18
Use of Company Equipment ................................................................................................................................................... 19
EMPLOYMENT PRACTICES ................................................................................................................................................... 19
Employment Classification ...................................................................................................................................................... 19

Immigration Reform ................................................................................................................................................................ 20
Personal Information Changes ................................................................................................................................................ 20
Performance Evaluations ........................................................................................................................................................ 20
Salary Administration Program ............................................................................................................................................... 20
Promotions/Transfers ............................................................................................................................................................. 21
Job Postings ............................................................................................................................................................................. 21
New Hire Referral Incentive .................................................................................................................................................... 21
Employment Applications ....................................................................................................................................................... 21
Employee Background Information ........................................................................................................................................ 21
Employee Reference Information ........................................................................................................................................... 22
Employee Separations............................................................................................................................................................. 22
Employee Rehire ..................................................................................................................................................................... 22
Health & Welfare Benefits ...................................................................................................................................................... 22
Employer Approved Leave ...................................................................................................................................................... 23
TIME OFF BENEFITS ............................................................................................................................................................. 23
Paid Time Off (PTO) ................................................................................................................................................................. 23

Please refer to the Company’s PTO policy at the Appendix section of this handbook for details on PTO accrual rates by
tenure and by functional role. ................................................................................................................................................ 23
Applying for PTO ..................................................................................................................................................................... 24
Sick Days .................................................................................................................................................................................. 24
Company Paid Holidays ........................................................................................................................................................... 24
Company Observed Holidays: ................................................................................................................................................. 24
General Guidance.................................................................................................................................................................... 25
Holiday PTO requests and Black Out Periods for Center Level Staff ....................................................................................... 25
Company Floating Holidays ..................................................................................................................................................... 25
LEAVES OF ABSENCE ............................................................................................................................................................... 25
Family Medical Leave of Absence (FMLA) ............................................................................................................................... 26
Eligibility .................................................................................................................................................................................. 26
Amount of Leave Available ..................................................................................................................................................... 26
Medical Leave ......................................................................................................................................................................... 26
Personal Leave of Absence (PLOA) .......................................................................................................................................... 26
Military Leave .......................................................................................................................................................................... 26
Military-Short Term ................................................................................................................................................................. 27
Military-Extended Term .......................................................................................................................................................... 27

Reinstatement ......................................................................................................................................................................... 27
Bereavement Leave................................................................................................................................................................. 27
Voting Time Off ....................................................................................................................................................................... 28
Jury Duty & Witness Duty ....................................................................................................................................................... 28
Jury Duty ................................................................................................................................................................................. 28
Witness Duty ........................................................................................................................................................................... 28
ADDITIONAL BENEFITS ............................................................................................................................................................ 28
401(K) Savings Plan ................................................................................................................................................................. 28
Employee Assistance Program (EAP) ...................................................................................................................................... 28
Continuing Education Program ............................................................................................................................................... 28
PAYROLL/RECORDKEEPING ................................................................................................................................................. 29
Timekeeping ............................................................................................................................................................................ 29
Schedules ................................................................................................................................................................................ 29
Overtime (OT) Pay ................................................................................................................................................................... 30
Break Periods .......................................................................................................................................................................... 30
Pay Policies and Procedures.................................................................................................................................................... 30
Direct deposit .......................................................................................................................................................................... 30
Pay Advances .......................................................................................................................................................................... 30
Pay Corrections ....................................................................................................................................................................... 30
Pay Deductions........................................................................................................................................................................ 30
Personnel Records................................................................................................................................................................... 31
Medical and Benefit Records .................................................................................................................................................. 31
SAFETY AND SECURITY ........................................................................................................................................................ 31
Work Environment .................................................................................................................................................................. 31

Workers’ Compensation ......................................................................................................................................................... 31
Emergency Closings and Inclement Weather ......................................................................................................................... 32
HANDBOOK ACKNOWLEDGMENT FORM ............................................................................................................................. 33
Appendix A .......................................................................................................................................................................... 34
Global Company Policies* ................................................................................................................................................... 34
Appendix B .......................................................................................................................................................................... 35
Attendance and Punctuality .................................................................................................................................................... 35

Appendix C .......................................................................................................................................................................... 38
WellStreet Company Paid Time Off (PTO) Policy .................................................................................................................... 38

Welcome to WellStreet!
We are so glad that you are joining our team and we look forward to working with you in carrying out our mission and vision
every day and in building a rewarding career for you.
This Employee Handbook supersedes all previous versions of the WellStreet Employee Handbook. It is intended as an
informational guide to WellStreet’s current policies, procedures, and benefits and to familiarize you with our values and our
expectations for all employees. You are expected to read the Handbook in its entirety and to acknowledge that you will
comply with the policies contained in this Handbook and any revisions made to it.
Policy Changes
The policies or guidelines in the Handbook are not intended to give rise to contractual rights or obligations, or to be construed
as a guarantee of employment for any specific period of time, or any specific type of work. Except for the voluntary at‐will
employment policy, these guidelines are subject to modification, amendment, or revocation by WellStreet at any time, without
advance notice. In addition, Division-specific policies are referenced where appropriate and listed in the appendices at the
back of this Handbook.
Senior Management and Human Resources are responsible for the application of the policies and procedures stated in the
document. Throughout this document WellStreet Urgent Care (and its partners) will be referred to as WellStreet or the
Company. If you have questions, feel free to ask your manager or contact Human Resources who will be happy to assist you.
INTRODUCTION
Our Legacy and Our Destiny
Based in Atlanta and founded in 2011, WellStreet Urgent Care (“WellStreet”), owns and manages urgent care facilities that
operate in partnership with health systems. Our vision is to provide uncompromising care, one patient at a time in every
community we serve. Our commitment is to select outstanding locations, build exceptional facilities and consistently hire and
retain superb medical service providers and team members, and provide quality care to the patients and employers we serve.
Key Growth Milestones

• By the end of 2012, the WellStreet platform grew to eight locations.
• In 2014, WellStreet entered into an exclusive urgent care partnership in Georgia with Piedmont Healthcare, a premier
regional health system based in Atlanta.
• In October of 2018, WellStreet entered into a joint venture (JV) with Beaumont Health System in Michigan.
• By the end of 2019, Beaumont Health and WellStreet operated 17 centers across metro Detroit with another 13
centers planned for 2020. In November of 2019, Summit Urgent Care joined the WellStreet platform in Georgia,
adding 9 locations.
• In November 2019, WellStreet also strengthened its relationship with its Piedmont hospital partner and created a
new company for the Georgia operations called Piedmont Urgent Care by WellStreet. Together the Summit and
WellStreet centers operate 27 centers in Georgia and service nearly 400,000 annual patient visits.
WellStreet will continue to pursue a multifaceted growth strategy, growing each JV partnership and finding new health
system partners.

Mission
Uncompromising Care… One Patient at a Time.
Vision
To set the standard for patient service excellence in urgent care, becoming the provider and employer of choice in the
communities we serve.
Values
• Care – We each take personal responsibility for ensuring the right care is provided for every patient, every time.
• Courtesy – We are considerate, positive, and professional, recognizing the impact of our actions on our patients and
colleagues.
• Empathy & Compassion – We strive to understand the feelings and emotions of our patients and to earnestly help them
as we would our own family members.
• Delivery – We each play a role in creating a unique healing experience. Through consistent delivery of our values, we
transform our roles from jobs into callings.
• Integrity – We do the right thing, which shows up in the care that we provide and how we treat one another. We are
respectful open and honest with each other and our patients and treat company resources as if they were our own.
• Passion and Fun – We create and nurture an engaging, fun, and friendly environment that delights our patients,
communities, and caregivers.
GUIDING PRINCIPLES
Employment-at-Will
Employment-at-Will means that you may resign from WellStreet at any time, with or without cause. As an employer within
the guidelines of Employment-at-Will, WellStreet has similar latitude and can terminate employment at any time with or
without cause, within the boundaries of federal or state law.
Open Door Policy

At WellStreet, employee concerns should be resolved as soon as appropriate. Our management teams have an open-door
policy encouraging all employees to communicate any and all concerns. We believe the most effective method of resolution
is good, civil, appropriate communication. Most issues can be handled quickly and as confidentially as possible by you and your
manager, but a few issues may require assistance at a higher level. You can always get advice, and if necessary, help from
Human Resources and senior leadership. This is especially true if harassment or discrimination is involved. In those cases, you
should refer to the special sections of this Handbook which address these serious issues.
Patient Information
It is the responsibility of all employees to keep patient information private and confidential. All employees must ensure that
only those who have an official “need to know” have access to patient information. Ensuring confidentiality is not just the right
thing to do; it is the legal thing to do. You are required to understand Health Insurance Portability and Accountability Act
(HIPAA) standards and patient privacy. We all must comply with these standards. Notify Human Resources or the designated
HIPAA Representative at your regional operations office immediately if you have any concerns about compromised
information.

Confidentiality
All information regarding our patients, parents/guardians, products, and operations is to be held in the strictest confidence.
All employees are required to sign a Confidentiality Agreement that prohibits you from disclosing any information learned or
developed that is not available to the general public, not only while you work for WellStreet, but potentially after employment
has ceased. In other words, this information is to be used solely for the benefit of the Company and its patients. You must
receive prior management approval before you make copies of or remove any WellStreet records. If you are concerned about
the appropriateness of answering a question, refer the questioner to your manager. Employees who improperly use or
disclose trade secrets or confidential information are subject not only to disciplinary action, up to and including termination
of employment, but legal action as well.
Keeping employee health and personal information confidential is a basic tenant of today’s workplace and is mandated by
various laws. Please direct any concerns about confidentiality to Human Resources.
Discrimination-Free Workplace
At WellStreet we foster teamwork, mutual respect, and cooperation. Discrimination is taken seriously at WellStreet. Any
employee found discriminating against another individual or group of individuals will be subject to disciplinary action up to
and including termination of employment.
At WellStreet we do not discriminate on the basis of race, color, creed, religion, sex, national origin, age, citizenship, disability,
sexual orientation, or any other characteristic protected by federal, state, or local law. Employment decisions are based on
the principles of equal opportunity, qualifications, abilities, and merit. All personnel actions such as compensation, benefits,
transfers, training, and participating in social or recreational programs are administered without regard to any characteristic
protected by state, federal, or local law.
If you feel you have been subjected to discrimination, report it directly to Human Resources. Employees and applicants
will not be subjected to harassment, intimidation, threats, retaliation, coercion, or discrimination because they have
exercised any right protected by law.
Prohibited Harassment
The Company will not tolerate the unlawful harassment of any of our employees by any employee, vendor, supplier, or
customer of the Company. Harassment of any kind can result in disciplinary action up to and including termination of
employment.
Unlawful harassment is defined as harassment based on any characteristic protected by applicable federal, state, or local laws
including race, religion, color, sex, national origin, age, veteran status, military membership, genetic information, family
medical history, citizenship status, disability status, or any other characteristic or status protected by law. Also prohibited
are statements or actions that are threatening, intimidating, vulgar, or hostile, even if not based on protected class status.
Such conduct may make a reasonable person uncomfortable in the work environment or could interfere with an employee's
ability to perform his or her job, regardless of whether the actions are from a fellow employee, manager, customer, or visitor.
Comments or actions of this type, even if intended as a joking matter among friends, are always inappropriate in the
workplace and will not be tolerated. The conduct forbidden by this policy specifically includes, but is not limited to (a)
epithets, slurs, negative stereotyping, kidding, teasing, joking or intimidating acts that are based on a person's protected
status, and (b) written or graphic material circulated within the workplace that shows hostility toward a person or group
because of a protected status or characteristic(s).

No supervisor or manager should participate in such behavior and must take immediate action to stop those who are known
to be or suspected of being involved in such conduct. The manager must also contact and report the information up the
chain of command so appropriate action may be taken.
If you believe you have been harassed or have witnessed such conduct, you must report this violation to your manager or
Human Resources.
Sexual Harassment
While prohibited harassment may be based on any characteristic protected by law, the issue of sexual harassment requires
special attention. Sexual harassment can occur when a superior states or implies that any condition of employment will be
improved or impaired based on an employee’s acceptance or refusal of sexual advances. Sexual harassment can also occur
when any employee creates a hostile atmosphere based on sexual conduct, abuse, or language that is reasonably perceived
as hostile by an employee.
No supervisor, manager, or other person, whether employed by the Company or not, shall threaten or insinuate, either
explicitly or implicitly, that an employee's submission to or rejection of sexual advances will adversely affect that employee’s
employment, work status, evaluation, wages, advancement, assigned duties, hours of work or any other terms or conditions
of employment. Similarly, no employee - regardless of job title - shall promise, imply, or grant any preferential treatment in
return for another employee's acceptance of conduct which is sexually harassing.
Sexual harassment may be overt or subtle. Some behavior which is appropriate in a social setting may not be appropriate in
the workplace. Sexual harassment does not refer to behavior or occasional compliments of a socially acceptable nature. It
refers to behavior that is unwelcome, offensive, and affects an individual's employment or work conditions.
Some examples of conduct that may constitute sexual harassment include: (a) making unwelcome sexual flirtations,
advances, requests for sexual favors, or other verbal, visual or physical conduct of a sexual nature a condition of employment;
or (b) creating an intimidating, hostile or offensive working environment by such conduct as:
1. sexual innuendo or sexually suggestive comments - including but not limited to - sexually oriented “kidding” “teasing”
or practical jokes; jokes about gender specific traits; foul or obscene language or gestures;
2. subtle or direct pressure or request for sexual activities;
3. unnecessary touching of an individual, such as pinching, patting, or brushing up against another's body;
4. graphic verbal comments about an individual's body or appearance;
5. sexually degrading words used to describe an individual;
6. the reading or displaying in the workplace of sexually suggestive or revealing words, objects or pictures;
7. sexually explicit or offensive jokes;
8. physical assault; or
9. other explicit or implied conduct of a sexual nature which relates to or affects an individual's employment.
If you believe you or any other employee has been subjected to sexual or other harassment, you must inform your manager
or Human Resources.
Retaliation Prohibited
The term “retaliation” includes, but is not necessarily limited to, any adverse employment action, intimidation, or threats taken
because an employee has engaged in protected conduct. Protected conduct under this policy includes but is not limited to:
reporting or complaining in good faith about any discrimination or harassment, or participating in good faith in an investigation
about alleged discrimination or harassment.

It is a violation of policy for anyone to retaliate, threaten, or seek any type of reprisal against an individual who reports
harassment or discrimination or who participates or cooperates in an investigation regarding harassment or discrimination.
If an employee believes that reprisal, intimidation, or retaliation has occurred, report that to your manager or Human
Resources.
Disability Accommodation
At WellStreet, we insist that everyone—including individuals with physical or mental disabilities—be treated in a respectful,
nondiscriminatory manner. WellStreet is committed to taking actions which ensure equal employment opportunities for
persons with disabilities in accordance with the Americans with Disabilities Act Amendments Act (ADAAA) and with other
applicable federal, state, and local laws. For examples, please see the ADAAA’s website or contact Human Resources. Requests
for accommodations must be made directly to Human Resources who is responsible for managing the accommodation
assessment process.
Life-Threatening Illnesses in the Workplace

Employees faced with life-threatening illnesses who wish to continue their work will be supported by WellStreet as long as
the employee is able to meet acceptable performance and patient care standards. As with any disability, we will make
reasonable accommodations, in accordance with legal requirements, to allow performance of essential job functions. If you
have a concern about employment during a life-threatening illness, you are encouraged to contact Human Resources.
Business Ethics
WellStreet’s success and good name are built on a foundation of good business practices and sound ethics. Each employee
secures our Company’s reputation for integrity and excellence through every medical visit, patient contact and business
decision.
At WellStreet, you are part of a company that holds high standards of conduct and integrity. Our continued success absolutely
depends on:
• Patient/Parent/Guardian confidence and trust

• Upholding the law
• Good judgment
If you have any concerns about illegal or unethical acts, discuss them with your manager or Human Resources immediately.
Reporting Violations of the Law

Employees at WellStreet should report any situation or conduct you believe violates an applicable law, regulation, government
contract or grant requirement, or Company policy. You do not need to know the exact law or requirement or be certain a
violation has or will occur. If you suspect something is wrong, the better course of action is always to report it.
Examples include theft; wage, benefit, or hours abuses; discrimination or sexual harassment; misuse of Company property or
equipment; violation of safety rules; OSHA or environmental abuse concerns; conflicts of interest; and intentional misuse of
the Company’s network or computers.
WellStreet prohibits any form of retaliation against any employee for filing a bona fide complaint under this policy, or for
assisting in the complaint investigation. However, if, after investigating any complaint of unlawful discrimination, WellStreet
determines that an employee intentionally provided false information regarding the complaint, disciplinary action may be
taken against the one who gave the false information.

Reporting of False Claims
Overview
As a WellStreet employee, each of us is responsible for abiding by the laws that apply to our work. In particular, health care
companies such as WellStreet must comply with the requirements of federal and state False Claim Acts, as well as the Federal
Deficit Reduction Act Section 6032. Specifically, the federal False Claims Act (“FCA”) provides that liability exists when any
person:
1) Knowingly presents, or causes to be presented, to the Government of the United States a false or fraudulent claim
for payment or approval;
2) Knowingly makes, uses, or causes to be made or used, a false record or statement to get a false or fraudulent claim
paid or approved by the Government;
3) Conspires to defraud the Government by getting a false or fraudulent claim paid or approved by the Government; or
4) Knowingly makes, uses, or causes to be made or used, a false record or statement to conceal, avoid, or decrease an
obligation to pay or transmit money or property to the Government.
For purposes of the FCA, the terms “knowing” and “knowingly” mean that a person, with respect to information (1) has actual
knowledge of the information; (2) acts in deliberate ignorance of the truth or falsity of the information; or (3) acts in reckless
disregard of the truth or falsity of the information, and no proof of specific intent to defraud is required. While the FCA imposes
liability only when the claimant acts “knowingly,” it does not require that the person submitting the claim have actual
knowledge that the claim is false. A person, who acts in reckless disregard or in deliberate ignorance of the truth or falsity of
the information, also can be found liable under the FCA.
In general, the FCA imposes liability on any person who submits a claim to the federal government that he or she knows (or
should know) is false. FCA also imposes liability on an individual who may knowingly submit a false record in order to obtain
payment from the Government.
Report Concerns
If you have any concerns about illegal or unethical acts, discuss them with your manager immediately. If the concern involves
your immediate manager, you should contact Human Resources.
No Retaliation
WellStreet guarantees that you can raise concerns and make reports without fear of reprisal.
Conflicts of Interest
You have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. Determining
whether an action or situation creates a conflict or potential conflict of interest can be difficult, and if you are in doubt, seek
the counsel of Human Resources. Except for token gifts such as cookies or candy that can be shared with co-workers,
employees should politely decline any gifts of monetary value offered by their patients.
Secondary Employment
Your employment with WellStreet is considered your primary employment if you are classified as a full-time employee or work
a minimum of 30 hours per week. If your secondary employment impacts your attendance or work performance or presents
a conflict of interest, you will be subject to disciplinary action in accordance with applicable policies and will be asked to
discontinue secondary employment. Use of PTO, to allow employees to work at a secondary employer is considered a violation
of this policy.

STANDARDS OF CONDUCT
Company Rules
You should always remember that employee conduct is a reflection of WellStreet. We are proud to have you on board and
know you will demonstrate the highest standards of professionalism at all times.
Violence-Free Workplace
It is WellStreet’s policy to provide a workplace that is safe and free from all threatening and intimidating conduct. Therefore,
WellStreet will not tolerate violence or threats of violence of any form in the workplace, at work-related functions, or outside
of work if it affects the workplace. This policy applies to WellStreet employees, clients, customers, guests, vendors, and
persons doing business with WellStreet.
It will be a violation of this policy for any individual to engage in any conduct, verbal or physical, which intimidates, endangers,
or creates the perception of intent to harm persons or property. Examples include but are not limited to:
• Physical assaults or threats of physical assault, whether made in person or by other means (i.e., in writing, by phone, fax,
or e-mail).
• Verbal conduct that is intimidating and has the purpose or effect of threatening the health or safety of a coworker.
• All WellStreet facilities are “Weapons-Free” campuses. Possession of firearms or any other lethal weapon on Company
owned or leased property, in a company vehicle, or at a work-related function is prohibited.
• Any other conduct or acts which management believes represent an imminent or potential danger to workplace
safety/security.
Anyone with questions or complaints about workplace behaviors which fall under this policy may discuss them with a manager
or Human Resources. WellStreet will promptly and thoroughly investigate any reported occurrences or threats of violence.
Violations of this policy will result in disciplinary action, up to and including immediate termination of employment. Where
such actions involve non-employees, WellStreet will take action appropriate for the circumstances. Where appropriate and/or
necessary, WellStreet will also take whatever legal actions are available and necessary to stop the conduct and to protect
WellStreet employees and property.
Progressive Discipline
WellStreet has a progressive discipline policy that is designed to help employees improve their performance or to correct
undesirable behavior.
It would be impossible to list all the behaviors that could lead to disciplinary action or termination, but here are some examples:
• Theft or inappropriate removal or possession of property
• Falsification of Company records; including but not limited to employment and attendance records, patient charts,
quality control reports, or any Payer credentialing, billing, coding, or correspondence
• Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace, while on duty, or while
operating Company-owned or provided equipment
• Fighting or threatening violence in the workplace
• Negligence or improper conduct leading to damage of Company-owned or customer-owned property
• Insubordination or other disrespectful conduct
• Violation of safety or health rules and regulations
• Sexual or other forms of unlawful or unwelcome harassment
• Possession of dangerous or unauthorized materials, such as explosives, weapons, or firearms, in the workplace
• Excessive absenteeism or any absence without notice
• Unauthorized disclosure of “business secrets” or confidential information

• Violation of company policies
• Unsatisfactory performance or conduct
Progressive Discipline may call for any of four steps, depending on the severity of the problem and the number of occurrences:
1) Verbal warning
2) Written warning
3) Performance improvement plan
4) Termination of employment
WellStreet may combine or skip steps depending on the facts of each situation and the nature of the offense. Some of the
factors that will be considered are the severity of the offense; whether the offense is repeated despite coaching, counseling,
or training; the employee's work record; and the impact the conduct and performance issues have on the Company. The most
serious offenses may result in immediate termination of employment.
Drug and Alcohol Use

To keep a drug-free and safe workplace, we ask all our employees to report to work every day mentally and physically prepared
to provide quality medical care to our patients. Using illegal drugs or alcohol is prohibited at WellStreet or while performing
Company business. Possessing, distributing, selling, or being under the influence of illegal drugs and alcohol, as well as
possessing drug-related paraphernalia is also prohibited. The use of legal, prescription drugs currently prescribed to the
employee is allowed on the job as long as it does not impair the employee’s ability to work safely and to perform their essential
job functions. All employees must report any use of legally prescribed medication that may impair their ability to perform their
jobs. To meet the objectives of this policy, the Company will maintain a drug-testing program that includes the following.
Reasonable Suspicion Testing

When a manager suspects behavior or performance problems that could adversely affect an individual’s personal safety or the
personal safety of patients or employees, the manager will notify Human Resources to determine whether a drug or alcohol
test should be conducted. Indications for reasonable suspicion testing include but are not limited to the following: odor of
alcohol on the body or breath; slurred speech; falling asleep; red eyes; unsteady standing or walking; excessive sweating;
disorientation or confusion; or erratic or unusual behavior.
If a drug or alcohol test becomes necessary for an employee, the employee will be immediately suspended with pay until a full
evaluation has taken place and an appropriate course of action is determined. No prior notice is required to test based on
reasonable suspicion.
Post-Accident Testing
WellStreet may require a post-accident drug or alcohol test of an employee near the scene following an on-the-job accident
or incident. The employee may be suspended with pay until a full evaluation has taken place and an appropriate course of
action is determined.
Disciplinary Action
Employees violating this policy will be subject to disciplinary action up to and including termination of employment. In
addition, if an employee refuses to submit to reasonable suspicion or post-accident drug or alcohol testing, or fails to report
for testing as directed, he or she will be subject to disciplinary action up to and including termination of employment.
We encourage you to speak with Human Resources if you have questions or concerns or wish to obtain additional information.

Attendance and Punctuality
If you will be late or unable to report for work, contact your manager as soon as possible. Excessive absences or tardiness may
lead to disciplinary action. Refer to the WellStreet Attendance and Punctuality Policy dated October 1, 2019 and found at
Appendix B at the back of this Handbook.
Absences and tardiness will be evaluated on a rolling twelve-month time period. While each employee will be evaluated on a
case-by-case basis, in general, the guidelines outlined in WellStreet’s Attendance and Punctuality Policy will apply for
determining disciplinary action. However, WellStreet always reserves the right to bypass one or more progressive discipline
steps.
Personal Appearance
All employees will report to work professionally dressed for the work you do; especially if your job involves face-to-face
contact with patients or the public. Clothing/shoes and jewelry must not be distracting in any way. While on duty, all
personnel shall wear conventional and conservative hairstyles/color that do not provoke undue attention. Employees may
have no more than 2 earrings per ear; all other visible piercings must be removed. Ear gauges are not acceptable and must
be removed. No tattoos may be visible at any time. All tattoos must be covered appropriately.
Back Office Center Level Personnel (MA, LPN, EMT, RN) and Patient Services Representatives (PSR) must only wear scrubs with
guidelines prescribed to standard by WellStreet. No additional clothing may be added to the approved uniform (example:
sweatshirt/jacket/hats/scarf) unless specifically for religious reasons.
All employees are required to wear their company provided name badge while on duty. If you lose your name badge, you may
request a new one at your expense from Human Resources.
An employee who comes to work dressed inappropriately may be sent home to change and will not be paid for that time.
Provided below is a general list of proper attire guidelines for Corporate/Regional Offices and Physicians.
Corporate/Regional Office Employees & Physicians
Appropriate Inappropriate
• Collared or banded collar • Clothing with inappropriate graphics or sayings
• Button-front shirts • Frayed, faded, soiled or torn clothing
• Shirts and blouses • Clothing that is too tight or revealing
• Khaki pants and polo shirts • Sports attire (i.e., shorts, sweats, jogging suits, spandex)
• Skirts, slacks, and trousers • Sundresses
• Sweaters and Cardigans • T-Shirts, tank tops or halter tops
• Visible undergarments
• Hats, caps, and bandanas (unless specifically for religious reasons)
Fingernails and Artificial Nails

All persons providing direct patient care have a responsibility for maintaining hand hygiene by adhering to specific infection
control practices. Artificial fingernail enhancements contribute to nail changes that can increase the risk of colonization and
transmission of pathogens to patients and therefore are not to be worn among employees providing direct patient care.
Nail polish is permitted but anything applied to natural nails other than polish is considered an enhancement (e.g. artificial
nails, tips, wraps, appliques, acrylics, gels and any additional items applied to the nail surface). Freshly applied nail polish does

not increase transmission of bacteria, but chipped nail polish may support the bacteria growth and therefore is prohibited for
employees providing direct patient care. Natural fingernails shall be maintained at a nail length not to exceed 1/4 inch beyond
fingertips.
Solicitation
Donations to worthy causes are common in our workplace environment. We simply ask that you do it outside of work time
(when you and other employees are off-duty) and in non-work areas (like break rooms). We also reserve company bulletin
boards for company communications—no outside literature or solicitations should be posted.
The Media and Other Public Communications

Our success depends on the relationship between our employees, patients and their parents/guardians, suppliers, and the
general public. Communication is crucial to these relationships. If any reporter, government investigator, or other media
representative calls, thank them for their interest in WellStreet and refer them to the Senior Management Team (SMT).
Brand Management
Effectively managing a brand is not a responsibility that is left up to one department — it depends on a collective effort by
everyone in our WellStreet family. This collective effort is especially important when you consider our healthcare partners
and the volume of patients we treat daily.
Marketing Approvals
To ensure the integrity of the brand stays intact, it is critical that all materials are approved by trained brand management
personnel. All materials — traditional advertising, collateral and in center signage — that carry a Piedmont or Beaumont logo
must be approved by the Marketing department. Basic approval processes and best practices are as follows:
• If it includes ANY Piedmont or Beaumont logo, the Marketing department must review and approve. This includes
advertising and promotional elements, internal communications, common stationery elements such as business cards
and all signage, etc. If unapproved signage is posted, corrective action will be taken.
• Signage Approval Process - If you have a request for signage please inform your Manager and they will request
approval from the Marketing department by email [email protected].
For any questions about the approval process, please contact the Marketing department at 770.809.3038.
Social Media Policy

This policy covers use of various social media platforms and programs, including but not limited to blogs, Twitter, LinkedIn,
Facebook, etc., or product or service review sites such as CitySearch, Yelp, etc.
We understand that some employees may maintain social media sites or profiles or may contribute posts to the sites or profiles
of other people, businesses, or groups. It is important to understand that posts, images, tweets, and messages and e-mail can
be re-sent around the world. Even if you take precautions to restrict access to your site, posts, or profile, it is possible that
someone—perhaps even someone who is permitted to view the site—can copy it and use it in a way you did not intend. To
protect the Company’s interests, we expect that employees who maintain or contribute to social media sites will abide by the
following guidelines, as well as practice common sense.
• The Company’s equipment, including computers, internet access, and electronic and digital systems and storage, are
not to be used for employees’ personal social media. Working time should not be spent updating or creating personal
social media posts, sites, and spaces.

• When posting (which includes but is not limited to a blog post, a comment or wall post, status updates, modification
of your profile, or “tweeting”) about your work at home on your own time, you must abide at all times with all legal
and ethical requirements, as well as the Company’s policies regarding non-harassment and other matters including
those governing the confidentiality of the Company’s information and information of or about our patients, partners,
competitors, and WellStreet employees.
• You may not disclose confidential or other inside information about the Company, our patients, partners,
competitors, and WellStreet employees that you learn in the course of your employment.
• You may not use any materials belonging to the Company, including our promotional and marketing materials,
without the written permission of the Director of Marketing or a member of the Senior Management Team (SMT).
• You should assume that people, including our patients and their families, partners, competitors, and WellStreet
employees are reading your postings.
• Be respectful. You may not make discriminatory, defamatory, libelous, or slanderous comments when discussing the
Company, its officers, our patients, partners, competitors, and WellStreet employees.
• The Company may address as a disciplinary issue any language that you post in a blog or a social media site that
reflects negatively on your work ethic or your level of commitment to and compassion for our patients, partners,
competitors, and WellStreet employees.
• Nothing in this policy is intended to prohibit, nor should it be interpreted as prohibiting, employees from engaging in
communications with other company employees concerning working conditions or issues as provided by Section 7 of
the National Labor Relations Act (NLRA).
• The Company strives to provide the best service and work environment possible. We welcome your concerns and
suggestions for improvement. You should bring these concerns and suggestions to your manager, Human Resources,
or the SMT.
• We hope that our employees would recommend our services. However, the Company does not encourage its own
employees to “guerilla market” our services online. If you—or someone in your immediate family, like a spouse,
parent, child, or sibling—do make any such recommendation or review, the review must disclose the employment
relationship.
Violations of this policy may result in discipline up to and including termination of employment.
Working Remotely
At times, employees will be asked to work remotely. To meet the required remote work conditions, employees must have a
dedicated workspace, use company issued equipment or receive approval from IT that their own equipment is suitable for use,
and follow all HIPAA and Company policies. As a reminder, remote work does not mean flexible schedules. All employees are
expected to work their assigned hours, as they would in an office. Regular leave policies and procedures must be followed for
employees who are unable to report to work. Employees working remotely are held to the same work and performance
standards as when working in an office or a center. Failure to meet required performance expectations will result in returning
to work in an office and/or Progressive Disciplinary Action, up to and including termination of employment.

Workplace Relationships
WellStreet is aware that family and romantic relationships can and do exist in the workplace. Specific guidelines regarding
these relationships should be followed.
• Relatives - If you are an employee, you cannot supervise or report to anyone you are related to by blood or marriage
or anyone with whom the employee relationship might as well be one of blood or marriage.
• Socializing – If this occurs, it must not be in a manager/employee relationship. Employees must not create the
potential for conflict of interest, whether within the same line of authority or not. In any of the above cases,
WellStreet may transfer one of the employees to a suitable position if one is available.
• Spouse working for competitor - If employee spouse works for or accepts employment with a competitor, WellStreet
reserves the right to not hire you or to terminate your employment.
These policies apply regardless of gender or sexual orientation.
Smoking
The use of tobacco-related products including e-cigarettes and smokeless tobacco products decreases productivity, increases
healthcare costs and conflicts with the overall premise of the healthcare industry. WellStreet is a smoke-free environment,
anyone who violates this policy will undergo employee discipline measures as outlined above. We reserve the right not to hire
individuals based on their smoking habits, as well as reserve the right to terminate employees if they are or become smokers.
Visitors in the Workplace

For the safety and security of all WellStreet employees and facilities, only authorized visitors are allowed in the workplace. If
you are expecting visitors, please notify the office team and make sure employee visitors are escorted at all times.
Phone, Voicemail and Mail Systems

The telephone, mail and shipping conveniences provided at WellStreet are for business use only.
Mobile Device Use

All mobile computing and storage devices that access WellStreet's network and/or stores restricted and sensitive data must
be compliant with the Company’s Information Security Policies and Standards. All mobile computing and storage devices
that access, store, process, or transmit WellStreet’s data, regardless of ownership, must be compliant with WS Information
Security Policies and Standards which include:
• Restricted and sensitive data stored on mobile computing and storage devices must be encrypted.
• All mobile computing devices used within the Company’s information and computing environments must meet all
applicable Company’s encryption standards.
• The Company’s Information Security Policies applicable to desktop or workstation computers also apply to mobile
computing devices.
WellStreet permits the use of cell phones, tablets, and digital devices in the performance of work duties, subject to policies
related to the personal use of business cell phones and the safe use of cell phones by employees while driving. Cell phones
includes any type of cellular phone handset, including smartphones, or any other tablet-format digital device.
If your job responsibilities include driving and you use a cell phone or a mobile device for business purposes for WellStreet,
you are expected to refrain from using the phone to text, receive or place calls, surf the web, email, instant message or to take
pictures or video while driving in accordance with local and state laws. Use of a cell phone or mobile device while driving is
not required by the Company. Safety must come before all other concerns.

If you are charged with traffic violations resulting from the use of a phone or mobile device while driving, regardless of its
ownership status, you will be solely responsible for all liabilities that result from such actions.
Violations of this policy will be subject to disciplinary action, in accordance with the Progressive Discipline Policy contained
in this Handbook. Personal Cellular Phone Use
While at work you are expected to exercise the same discretion in using personal cell phones including headphones, EarPods,
or any personal digital device as is expected for the use of company phones. Excessive personal calls during the workday,
regardless of the phone used, can interfere with your productivity and the productivity of others. Restrict personal calls during
work time and only use your personal cell phones during scheduled breaks or scheduled lunch periods in non-working areas.
Flexibility will be provided in circumstances demanding immediate attention or in the event of emergencies. Center Staff are
prohibited from using personal cell phones including headphones, EarPods, personal digital devices in any patient care area.
Camera Use
As a preventative step necessary to secure employee and patient privacy, trade secrets and other business information, the
Company prohibits any employee from using a camera in our centers, including cameras on phones unless prior management
approval has been given for company-sponsored events or approved pictures or videos for company published social media.
WellStreet will not be liable for the loss of personal cellular phones or cameras brought into the workplace. Cameras are
prohibited in any patient care area.
Text Messaging
The use of personal cell phones or mobile devices for text messaging is prohibited in our centers during standard working
hours. Personal text messaging must be handled on personal time, breaks or lunch. If you have an emergency situation,
contact your immediate manager.
Appropriate Use of Company Technology

All technology provided by WellStreet, including computer systems, communication networks, company-related work records
and other information stored electronically, is the property of WellStreet and not the employee. In general, use of the
company's technology systems and electronic communications should be job-related and not for personal convenience. Use
of social platforms for personal use on Company computers is strictly prohibited.
The following guidelines outline employee use of the Company's technology and communications networks, including the
Internet and e-mail, in an appropriate, ethical, and professional manner.
Confidentiality and Monitoring

WellStreet reserves the right to examine, monitor and regulate e-mail and other electronic communications, directories, files,
and all other content, including Internet use, transmitted by, or stored in its technology systems, whether onsite or offsite.
Internal and external e-mail, voicemail, text messages and other electronic communications are considered business records
and may be subject to discovery in the event of litigation. Employees must be aware of this possibility when communicating
electronically within and outside the Company.
Internet and E-mail Use

WellStreet employees are expected to use technology responsibly and productively as necessary for their jobs. Internet access
and e-mail use is for job-related activities; however, minimal personal use is acceptable.

Sharing of employee passwords is strictly prohibited. Issues with employee logins and/or passwords will be managed by the IT
department and will not require an employee to divulge their password. The IT department will notify an employee if
maintenance is required on their login and will reset their password.
Employees may not use WellStreet's Internet, e-mail, or other electronic communications to transmit, retrieve or store any
communications or other content of a defamatory, discriminatory, harassing, or pornographic nature. No messages with
derogatory or inflammatory remarks about an individual's race, age, disability, religion, national origin, physical attributes, or
sexual preference may be transmitted. Harassment of any kind is prohibited.
Disparaging, abusive, profane, or offensive language and any illegal activities—including piracy, cracking, extortion, blackmail,
copyright infringement and unauthorized access to any computers on the Internet or e-mail—are forbidden.
Copyrighted materials belonging to entities other than WellStreet may not be transmitted by employees on the Company's
network without permission of the copyright holder.
Employees may not use WellStreet's computer systems in a way that disrupts its use by others. This includes sending or
receiving excessive numbers of large files and spamming (sending unsolicited e-mail to thousands of users).
Employees are prohibited from downloading software or other program files or online services from the Internet without prior
approval from the IT department. All files or software should be passed through virus-protection programs prior to use. Failure
to detect viruses could result in corruption or damage to files or unauthorized entry into company systems and networks.
Every employee of WellStreet is responsible for the content of all text, audio, video, or image files that he or she places or
sends over the Company's Internet and e-mail systems. No e-mail or other electronic communications may be sent that hide
the identity of the sender or represent the sender as someone else. WellStreet's corporate identity is attached to all outgoing
e-mail communications, which should reflect corporate values and appropriate workplace language and conduct.
Prohibited activities identified in this section are not all inclusive. The Company’s equal employment opportunity policy and
its policies against sexual or other harassment apply fully to the use of company computers, e-mail and the Internet and any
violation of those policies is grounds for discipline up to and including termination of employment.
Any employee who abuses the company-provided access to e-mail, the Internet, or other electronic communications or
networks, including social media, may be denied future access and, if appropriate, be subject to disciplinary action up to and
including termination of employment.
If you have a question regarding the appropriate use of WellStreet's electronic communications equipment or systems,
including e-mail and the Internet, consult your supervisor or the Information Technology (IT) department.
Homework Policy
WellStreet employees are not permitted do homework or other personal work while on duty.
Workplace Monitoring
In order to ensure quality, employee safety and morale, security, and patient satisfaction, we reserve the right monitor phone
communications or conduct video surveillance of non-private workplace areas to detect theft. WellStreet also reserves the
right to monitor employee computer, e-mail, and internet usage.
WellStreet does respect the legitimate privacy rights of our employees, so we make every effort to carry out workplace
monitoring in an ethical and respectful manner. However, the computers and computer accounts given to employees are to

assist them in performance of their jobs. Employees should not have an expectation of privacy in anything they create, store,
send, or receive on the computer system.
Use of Company Equipment

You must receive your manager’s approval before you borrow WellStreet tools or equipment for personal use.
All assigned Company property, including access badges, center keys, computers, laptops, cell phones, company issued credit
cards, etc. must be returned to the Company when you leave our employment.
EMPLOYMENT PRACTICES
In accordance with applicable federal, state, and local law, we ensure that we hire from an applicant pool reflecting the
diversity of the communities represented. We encourage the full and equal participation of such persons in all aspects and
levels of the Company.
Employment Classification
WellStreet Providers have different guidelines regarding employment classifications and should refer to the separate Provider
Supplement for information and guidance.
WellStreet employment position classifications have two basic parts. First, your position is either exempt or non-exempt. If
your position is non-exempt, you are entitled to overtime pay under specific provisions of federal and state law. Exempt
employees, however, are excluded from these provisions, and are not eligible for overtime as they are salaried employees.
Decisions regarding whether an employee is exempt or nonexempt are determined by federal law.
The second part of your position classification specifies your position with respect to the following three (3) categories. Note
that these categories affect benefit eligibility:
1) Regular Full-Time employees are those who are not in a temporary status and who are regularly scheduled to work
WellStreet’s full-time schedule (at least 36 hours or more per week). Center employees’ work hours may vary during
off-season periods based on business needs; however, that will not impact their ability to maintain full-time
employment status. Regular full-time employees are eligible for the Company’s group benefits subject to the terms,
conditions, and limitations of each benefit program. Based on the Affordable Care Act guidelines, medical coverage
is available to active employees who work a minimum of 30 hours per week. Full-time employees may be either
exempt or non-exempt.
2) PRNs are per diem employees that provide services on an as-needed basis. PRNs do not have a regular weekly work
schedule. PRNs are ineligible for Company benefits, except for participation in WellStreet’s 401(k) plan, and, they
receive legally mandated benefits such as Social Security and workers’ compensation insurance.
3) Temporary Agency Staff and Contractors are individuals that work for WellStreet under a contract through an external
company. Contract employees are not eligible for any Federal mandated benefits or Company-sponsored benefit
plans.

Immigration Reform
WellStreet complies with the Immigration Reform and Control Act of 1986 employing only United States citizens or non-citizens
authorized to work in the United States. All employees are required to provide original documents verifying their right to work
in the United States and to sign online a verification form required by federal law (INS Form I-9). If an individual cannot verify
his or her right to work within three days of hire, WellStreet must terminate his or her employment.
Personal Information Changes

Employees are required to use the Company’s HR/Payroll system to update all personal records to ensure we maintain accurate
personnel records and to mitigate risk of unauthorized or illegal access by external parties. Refer to the Employee Personal
Data Changes – Employee Self-Service (ESS) Policy dated 08/07/19 for complete information. The following are employee
personal information changes that must be initiated by employees: *
• Name changes
• Bank Account/ Direct Deposit Information
• Benefits information changes (Health / Dental / Vision)
• Home address, Telephone, and Personal Email Address changes
• State and Federal Tax Withholdings
• Emergency Contact information
*Some personal data changes may require additional documentation and/or Human Resources approval.
Performance Evaluations
It is essential that you and your manager actively discuss your job performance, goals, objectives, and professional concerns.
These discussions will be conducted formally on a scheduled basis, as well as informally when required by either you or your
manager. Effective communication is a vehicle to ensure that our WellStreet Mission, Vision and Values are practiced and alive
in our Company.
Newly hired employees will meet with their managers to review employee-specific duties and responsibilities within the first
two weeks of employment. The primary objective is to be formally welcomed and educated on our corporate culture. In
addition, you will be asked to prepare your primary goals and objectives for the next three-month period as you are brought
“on-board” our Company. This discussion from the viewpoint of “employee understanding” of how you will become a member
of the WellStreet Team is a vital link in our Recruitment Strategy of “we will attract, engage, develop and retain great people.”
Performance Evaluations are conducted annually for all Non-Provider staff and provides the opportunity for you and your
manager to discuss your job performance, goals, objectives, and professional concerns. Your manager wants you to learn,
grow and develop in your career with WellStreet.
This Performance Evaluation Process is the method provided to you in order to develop a positive working relationship with
leaders, peers, and subordinates and more importantly, in recognition of how your interests and goals impact WellStreet.
Salary Administration Program

The WellStreet compensation program provides consistent salary and wage practices that comply with federal and state laws.
Employee compensation is competitive within our labor market in the locations served by our Urgent Care Centers. WellStreet
is an Equal Employment Opportunity employer. Therefore, salary decisions and reviews are made without regard to race,
color, citizenship status, national origin, ancestry, gender, sexual orientation, age, religion, creed, physical or mental disability,
or any other factor disallowed by law.

The primary factor in determining compensation is your performance of the essential duties and responsibilities of your
position. Merit increases are not automatic. Increases are based on performance levels and tenure within the performance
review period. Compensation-related questions or concerns should be discussed with your manager who will refer
administration of departmental pay practice to Human Resources.
Promotions/Transfers
WellStreet provides you the opportunity to advance your career through promotions and transfers. The approval and selection
for these career moves depends on your level of training, work history and experience and demonstrated performance in your
current position. There is a general understanding, or protocol, associated with promotions and transfers. You may request
a transfer to another location that, at the time of request, is vacant or has a vacancy pending of your current position. To be
eligible for transfer consideration, the employee must (1) have completed their first six months of employment, (2) be
considered in “good standing”, and (3) not have any disciplinary reports above a verbal warning in the prior six months.
Employees may not transfer more than once in a 12-month period.
Managers should not approach employees in other departments about open positions without first discussing the position
with the employee’s manager. Similarly, you should discuss opportunities with your manager before approaching a hiring
manager in another part of the Company. In either case, you may contact Human Resources who will facilitate potential
interdepartmental transfers and promotions and address concerns or questions regarding promotional opportunities.
If you are selected, your current supervisor and the hiring manager will determine a transition plan to allow time for a
replacement to be identified or schedule adjustments to be made in order that business operations are not adversely
impacted. It is expected that a transition schedule will not exceed 30 days in duration unless extenuating circumstances exist.
Job Postings
WellStreet utilizes external job posting tools to notify potential applicants of available positions. WellStreet also posts
internally all jobs openings to provide promotional and transfer opportunities to its employees. The postings indicate the
necessary skills, experience and qualifications for the position and which recruiter is responsible for the job posting. Promotion
to a new position within WellStreet requires the adherence to specific hiring guidelines for competing with both internal and
external candidates.
New Hire Referral Incentive

WellStreet encourages you to refer reliable, qualified candidates for full-time positions to join our team. Applicants must
indicate the referring employee as their referral source (by email, phone or on application.) WellStreet will pay a $200 referral
bonus in two installments: $100 after the referred employee successfully completes 90 days of employment and $100 after
six (6) months of successful employment. Contact Human Resources for additional information and qualification guidelines.
Employment Applications
WellStreet requires the information in the employee application and other personal data provided in the hiring process to be
accurate and truthful. Any misrepresentation, falsification, or material omission may result in candidate exclusion from the
hiring process or termination if the employee has already been hired.
Employee Background Information

The WellStreet employment process requires a complete background verification which authorizes the Company to verify
selected work history and employment, educational background, and any violations of the law. Any misrepresentation,
falsification, or material omission may result in exclusion from the hiring process or termination if you have already been hired.
All employee background checks are conducted in compliance with the federal Fair Credit Reporting Act (FCRA).

Employee Reference Information
The WellStreet Human Resources Department accepts requests from other employers or financial institutions to confirm
employee date and position description of employment. All individual employee information is confidential and will not be
released without employee written authorization, unless required by law.
Employee Separations
Employment at WellStreet is based entirely on mutual consent. Therefore, the employee or WellStreet has the right to end
employment at any time and “at-will”, with or without reason or cause. The major types of employee separation are provided
below by definition.
• Resignation or Retirement: An employee decides to leave WellStreet with the agreement to provide advance notice
as outlined in their signed employment offer.
• Discharge: WellStreet initiates the decision to terminate the employment relationship for misconduct or
performance.
• Reduction in Force: WellStreet initiates termination for non-disciplinary reasons as in a significant decline in business
or a position is no longer needed or is redundant
• Furlough: WellStreet initiates a temporary leave driven by company circumstances, with the intention to bring the
employee back to their position within 6 months. If the Company decides not to bring the employee back after 6
months, the employee will be separated through a Reduction in Force. The employee has the option to resign or retire
during the Furlough.
Employee Separations are considered personal and confidential. For more information, contact Human Resources.
Employee Rehire
WellStreet may seek to rehire former employees who separated from WellStreet under positive circumstances at the time
of their previous separation. The rehiring process will require all standing policies and procedures for general employment
and selection. You may retain employee original service date for employee benefits and accrual purposes if:
1) You are rehired within six (6) months of employee separation date, and
2) You separated with twelve (12) months of continuous service.
Health & Welfare Benefits

WellStreet offers to full-time employees a comprehensive range of health and welfare benefits. The cost of medical coverage
is shared between WellStreet and full-time employees through pre-tax payroll deductions. Medical coverage is available to
active, full-time employees working a minimum of 30 hours weekly in accordance with the Affordable Care Act (ACA).
For regular full-time employees, coverage begins on the first day of the month following 30 days of continuous full-time
employment. Part-time employees may participate in the Company’s 401(k) plan on the first day of the month following 30
days of continuous employment. Human Resources will provide details about the plan and benefit enrollment information
upon hire. Employees may obtain Summary Plan Descriptions (SPDs) from Human Resources.
During our annual Open Enrollment period, full-time employees may change or waive or cancel their benefit elections for the
new plan year.
If your employment classification changes and you become ineligible to participate in the health insurance plan, you may
qualify for benefits continuation under the Consolidated Omnibus Budget Reconciliation Act (COBRA) or under state

Continuation Coverage. Information for continuing coverage will be issued directly by our COBRA provider. If you have
questions about continuing your group health insurance benefits through COBRA, please contact Human Resources.
Employees whose status changes to regular, full-time will become eligible for Company benefits on the first day of the month
following a 30-day waiting period.
Full-time employees should refer to their WellStreet Division’s Benefit Guide for detailed information on the benefit plans
offered, premium rates, and coverage limitations.
Employer Approved Leave

An employee who is temporarily laid off, furloughed, or otherwise on an Employer-approved leave, may continue all coverages
for up to 30 days following the commencement date of the qualified leave. If the layoff becomes permanent, this continuation
will cease and the employee will be offered COBRA in adherence to our eligibility guidelines.
TIME OFF BENEFITS

Paid Time Off (PTO)
Please refer to the Company’s PTO policy at the Appendix section of this handbook for details on PTO accrual rates by tenure
and by functional role.
WellStreet believes that all full-time corporate and center-level employees should be afforded a reasonable time away from
work to conduct personal affairs and to have a break from the demands of the workplace. Temporary employees, part-time
employees, contract employees, and interns are not eligible to accrue PTO.
The purpose of Paid Time Off (PTO) is to reduce unscheduled absences by providing employees with flexible paid time off from
work that can be used for such needs as:
• Vacation
• Personal or Family Illness
• Doctor Appointments
• School, volunteerism, and other activities of the employee's choice
PTO is added to the employee's PTO bank at the end of each pay period. New Hires have a 30-day waiting period before they
are eligible to use accrued PTO.
PTO accrued prior to the start of a requested and approved unpaid leave of absence must be used to cover hours missed
before the start of the unpaid leave.
Center-level employees may not use PTO in a week they have worked their regular, full-time schedule.
Under the Company's Family and Medical Leave Act (FMLA) policy, all accrued PTO time is to be taken concurrently with FMLA
before going into an unpaid status.
PTO accrual is capped at the annual PTO allocation for the current year. When employees reach that cap, no further PTO will
accrue. Accrued and unused PTO time is considered “use it or lose it” and may not be carried over from one calendar year to
the next unless an exception is approved by the Company CEO or mandated by state law.

Moreover, unless applicable state law requires otherwise, an employee will not be paid for accrued but unused PTO upon
termination of employment. Accrued PTO will run concurrently with any FMLA leave, disability leave, or absence resulting
from an on-the-job injury. However, employees do not accrue PTO while on leave.
Applying for PTO

1) Employees should submit a PTO request in the Company’s HR system to their manager at least two (2) weeks prior
to the requested date.
2) All PTO must be pre-approved by your manager.
3) When possible, PTO will be assigned in accordance with employee request, pending operational requirements.
Generally speaking, PTO will be granted on a “first come, first served” basis. In the event that two people request the
same days off at the same time, the employee with the longest service will receive priority.
4) WellStreet reserves the right to refuse a PTO request if granting the time off would jeopardize the ability to provide
quality patient care.
Misuse of PTO, such as excessive unscheduled absences, failure to obtain proper approval from manager, failure to notify
manager in cases other than an emergency, requesting time off without proper notice, or taking time off in excess of what
this plan provides could result in disciplinary action up to and including employment termination.
Sick Days
WellStreet observes all federal, state, or local government-mandated sick leave programs.
Employees who are unable to report to work because of their own illness or the illness of a family member must notify their
manager at least two (2) hours prior to the start of the employee’s scheduled shift. For all such absences that are not covered
by the FMLA policy, employees are required to submit a medical excuse supporting the absence to their practice manager
within two (2) business days of the absence.
Failure to provide the required advance notice and/or the failure to submit a timely medical excuse may result in an occurrence
under the Attendance policy and may result in disciplinary action, up to and including termination of employment. Fraudulent
use of sick time is strictly prohibited and may result in disciplinary action, up to and including termination of employment.
Company Paid Holidays
WellStreet Corporate Employees should refer to the Floating Holiday Policy issued on 01/09/2020 and listed in Appendix A of
the Handbook. Center Operations team members observe a different holiday schedule and should refer to their management
for the upcoming year’s holiday schedule and guidelines. In addition, WellStreet Providers have different guidelines regarding
Holidays and should refer to the separate Provider Supplement for information and guidance.
Company Observed Holidays:

All full-time corporate employees are eligible for 6 paid core holidays. These are:
1. New Year’s Day 4. Labor Day
2. Memorial Day 5. Thanksgiving Day
3. Independence Day 6. Christmas Day
If one of the above holiday falls on a weekend, the company-observed holiday will be the preceding Friday or the following
Monday.

The upcoming year’s holiday schedule for WellStreet Center-level Operations staff is issued at the beginning of the calendar
year. Center-level Operations employees who are scheduled to work on the six Company-observed holidays or on Easter
Sunday or Christmas Eve will be paid at the time and a half rate. In addition, full-time Center-level Operations employees are
required to work a certain number of other holidays identified by WellStreet. Manager approval is required for work on
holidays in accordance with the posted work schedule. Holiday pay will not be counted as hours worked for overtime pay.
Employees on a leave-of-absence or receiving disability pay are not eligible for holiday pay.
General Guidance
WellStreet will provide reasonable accommodation for the religious practices of its employees, unless it can show that the
accommodation would result in undue hardship for business.
For center employees: Holidays falling on a Saturday will be observed on the Friday proceeding the scheduled holiday. Holidays
that fall on a Sunday will be observed on the Monday following the scheduled holiday or as otherwise designated by common
business practice.
Unless PTO time has been approved in advance, you must work the last scheduled day immediately preceding and immediately
following the holiday to be eligible for the holiday pay.
Holiday PTO requests and Black Out Periods for Center Level Staff
To ensure that we have the appropriate coverage for holidays it is imperative that Team members work their scheduled days
during the holidays as they are the most difficult periods to find coverage. Please contact your manager for more information
on Holiday PTO requests and Black Out Dates.
Company Floating Holidays

Full-time corporate employees receive two (2) floating holidays to be used in the calendar year with prior approval of their
managers. Employees hired July through November will receive one (1) floating holiday to be used in the calendar year with
prior manager approval. Employees hired in December will receive two floating holidays in the next calendar year.
LEAVES OF ABSENCE
WellStreet provides five unpaid Leave-of-Absence programs for employees: Medical, Family and Medical (FMLA), Personal,
Military Short-Term, and Military Extended. While on any unpaid leave of absence, WellStreet will continue to pay your benefit
premium(s) at the same level to ensure you will not have a lapse in coverage. Upon your return to work, any missed payroll
deductions for benefits will need to be repaid. Human Resources will coordinate the process for paying back any missed
premiums. Please note, employees do not accrue PTO while on an unpaid leave of absence except during short-term Military
Leave.
Pregnancy-related leaves are classified as Medical Leave or Family and Medical Leave, as appropriate. Partial requirements
for each type of leave and a brief description of benefit coverage while on a leave of absence are provided below.
1) Return from a leave of absence on the agreed upon return date.

2) Employees accepting other employment while in a leave status from WellStreet will be considered to have voluntarily
resigned from employment on the day on which the leave began.
3) Returning from an extended leave period involves a reinstatement process. As such, the employee may not be
reinstated in the same position. Consult the section on employee type of leave since the reinstatement details vary
by leave type.
4) Employee benefits may remain or may not remain in effect depending on the type of leave.

Family Medical Leave of Absence (FMLA)
WellStreet complies with the provisions of the federal Family Medical Leave Act (FMLA) as summarized below:
Eligibility
To be eligible for leave, you must have been employed by WellStreet for at least 12 months. In the 12 months immediately
preceding the beginning of the leave, you must also have worked at least 1,250 hours to qualify for federal FMLA. In addition,
you must work in an office or work site where 50 or more employees are employed within 75 miles of that office or work site.
Amount of Leave Available

Eligible employees may take up to a total of 12 weeks of FMLA leave within a rolling 12-month period, measured backward
from the date an employee uses any FMLA leave, for any combination of the following reasons:
• The birth of an employee’s newborn child or the placement of a child with the employee for adoption or foster care
• To care for the employee’s spouse, child, or parent with a serious health condition
• The employee has a serious health condition that makes him or her unable to perform the functions of their job
• A qualifying exigency that arises because the employee’s spouse, child or parent is a covered military member on
covered active duty (or has been notified of an impending call or order to covered active duty).
When feasible, FMLA should be requested thirty (30) days in advance through the employee’s manager to Human Resources.
Please refer to WellStreet’ s FMLA Leave Policy listed in Appendix A or contact Human Resources for additional information.
Medical Leave
Please refer to your Division’s relevant policy or Handbook for additional information. Michigan employees should refer to the
Michigan Paid Medical Leave Policy dated 01/16/2020.
Regular full-time employees who are ineligible for FMLA or any state-mandated leave, may request a Medical Leave of Absence
of up to 30-days, unless the employee is using Short-Term Disability benefits which allows for up to 12 weeks of Medical Leave.
A Medical Leave may be granted to full-time employees who are unable to work due to a serious health condition or disability.
The employee must meet eligibility requirements; provide a statement from the employee’s health care provider verifying the
medical reason to begin the leave along with a similar statement verifying an approximate time when the employee will be
capable to return to work
When possible, employees should request through their manager to Human Resources thirty (30) days in advance of the
requested leave. WellStreet will attempt to return all employees to their former position or one with equivalent pay and
benefits.
Personal Leave of Absence (PLOA)

PLOA provides unpaid time off when you have compelling personal obligations. Employees are allotted up to 30 days of PLOA
in any two-year period. Please note, employees do not accrue PTO while on a personal leave of absence.
Military Leave
In accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA) employers must provide
short term or an extended military leave of absence when a member of the military is called to Active Duty status. WellStreet
requires notice unless military necessity makes that impossible.

Military-Short Term
A military active duty period less than 31 days is considered to be leave without pay with the employee retaining legal rights
for re-employment. PTO can be used in lieu of leave without pay during the employee’s absence. WellStreet continues
employee health benefits during short term military leave.
Military-Extended Term
A military active duty period more than 31 days requires employee notification of the manager and application with Human
Resources. USERRA requires that the employee be offered the same position, or a comparable one, they would have attained
had they remained continuously employed. The employee will be treated as though they were continuously employed for
purposes of determining benefits based on length of service.
Reinstatement
At the end of an employee’s military active duty, they are eligible for reinstatement at WellStreet in accordance with USERRA
and applicable state laws. Conditions for reinstatement are that you:
1) Adhered to the provisions of approved military leave and entered the military service directly from employment with
WellStreet Urgent Care.
2) Satisfactorily completed active duty service.
3) Applied for reinstatement in accordance with USERRA’s notification guidelines.
Bereavement Leave
The death of a family member can be a stressful time and WellStreet recognizes that. To help you get through it, we make
available paid bereavement leave to regular full-time employees in the event of a death in their immediate family.
Bereavement leave requests are typically granted, unless unusual business needs or staffing requirements prevent approval.
WellStreet defines “immediate family” as:
• Spouse or domestic partner

• Children (including stepchildren, son/daughter-in-law, or a child for whom the employee stands in loco parentis)
• Parents (including stepparents or parents-in-law)
• Grandparents (including spouse’s grandparents)
• Grandchildren (including spouse’s grandchildren)
• Sisters and brothers (including spouse’s siblings)
If you need to take time off because of the death of an immediate family member, please notify your manager as soon as
possible. Up to three (3) days of paid bereavement leave will be provided, based on your manager’s approval. Typically, one
day is permitted to attend a funeral, with incremental days added, as needed, for travel to an out of state funeral, or if the
employee is the one primarily responsible for making funeral arrangements. In some cases, a supervisor may approve an
unpaid extension to bereavement leave, or an employee may request PTO.
Bereavement leave pay is calculated on employee regular base pay rate at the time of the absence, and does not include any
special forms of compensation, such as incentives, or bonuses. Bereavement leave pay is only made when you actually take
time off work to make arrangements or attend the funeral, and not if you do that when work is not regularly scheduled.
Approved bereavement leave hours will not be deducted from employee PTO balance.

Voting Time Off
WellStreet takes your right to vote seriously and we hope you do, too. We ask that you find time to vote, if possible, either
before or after your regular work schedule. Many states offer early voting options to help accommodate workers. However, if
you are unable to do that because you are required to be at work within two (2) hours after voting starts and up to two (2)
hours before voting ends, then WellStreet will grant up to two (2) hours of unpaid time off to vote.
Please request this time off from your manager at least one (1) day prior to the Election Day so it can be scheduled with the
least disruption to business. This time will not be deducted from employee PTO bank.
In states where the law differs from this policy, we will comply with the state law; Human Resources can provide more
information.
Jury Duty & Witness Duty

Jury Duty
WellStreet encourages you to serve jury duty when you are called. Regular full-time employees are eligible to receive up to
one (1) week of paid jury duty leave in a (1) year period. Jury Duty service beyond one (1) week will be unpaid. Benefit
accruals and insurance coverage continue without interruption during approved jury duty leave. If employee jury duty lasts
more than one week or you are not eligible for jury duty leave pay, you may use PTO or request a Personal Leave of Absence.
Jury duty pay is calculated on your base pay rate times the number of hours you would otherwise have worked on the day of
absence. As soon as you receive a jury duty summons, please give a copy of it to your manager and the Human Resource
Department so your absence can be accommodated. If you think your absence would cause serious operational problems and
we agree, you or WellStreet may request that you be excused.
Witness Duty
If you are subpoenaed to appear in court or otherwise requested to testify as a witness by WellStreet, you will receive paid
time off for the entire period of witness duty. This time is not deducted from your PTO balance. If you are subpoenaed as a
witness at the request of a party other than WellStreet, you may use available PTO or request a Personal Leave of Absence.
In either case, please present the subpoena to your manager immediately after you receive it so that your absence can be
accommodated.
For both jury duty and witness duty, you are expected to report to work when court is not in session.
ADDITIONAL BENEFITS
401(K) Savings Plan
Complete details about the 401(k) savings plan are available in the Summary Plan Description (SPD) and in benefit enrollment
material given to eligible employees. Be sure to contact Human Resources for more information.
Employee Assistance Program (EAP)

All WellStreet employees and their eligible family members (dependents) may contact WellStreet’s EAP provider concerning
behavioral and emotional health issues, family, legal, financial, wellness or other matters. Please contact Human Resources
for more information.
Continuing Education Program

The WellStreet Continuing Education (CE) program reimburses you up to $200 for Company-approved formal education that
maintains or improves job-related skills or enhances your ability to compete for jobs within WellStreet. You are eligible if you

are a regular full-time employee who remains on the active payroll and who satisfactorily performs your job through
completion of each course.
You must receive approval from your manager before you enroll in any courses. WellStreet will determine whether or not a
course is business-related.
We expect that continuing education will enhance your performance, but we cannot guarantee that you will receive automatic
advancement, a different job assignment, or pay increases. We hope that you will return our investment by putting your
learning to use for us. However, if you voluntarily separate from employment at WellStreet within one (1) year of the last CE
course reimbursed, we will consider the payment amount a loan.
You will be required to repay up to 100 percent of the payment through a payroll deduction from your final paycheck or make
payment arrangements for the balance due.
The Continuing Education (CE) Program is separate from and does not apply to the Continuing Medical Education (CME)
reimbursement allotted to Providers.
PAYROLL/RECORDKEEPING
WellStreet Urgent Care follows the guidelines of The Fair Labor Standards Act (FLSA), a federal labor law of general and
nationwide application, including Overtime, Minimum Wages, Child Labor Protections, and the Equal Pay Act.
The FLSA requires overtime compensation (at time and one-half) for all "hours worked" over a prescribed "threshold" (typically
40 hours per week), for "non-exempt" employees.
Salaried Providers should refer to the Provider Pay Practices Policy dated 11/03/2019 listed in Appendix A of this Handbook.
Timekeeping
Accurately tracking employee time worked is a key to getting paid appropriately. From a recordkeeping standpoint, “time
worked” is all time spent on the job performing assigned duties. WellStreet needs high-quality records to calculate employee
pay and benefits. Any inappropriate manipulation of your own timecard, or a team members, including clocking in “early”
before you are performing assigned duties, or clocking out “late” by performing personal duties before clocking out, will result
in Progressive Disciplinary measures.
From time to time, the Company may change the time and attendance system when deemed necessary. If you are a non-
exempt employee, make sure you record the time you begin and end your shift, and the start and end of meal breaks. You
should also record the start and end of any split shift or change in your normal work schedule (such as leaving for a doctor’s
appointment). If an employee forgets to clock in or out, the manager will have to make a manual adjustment to the employee
time record. Failure to clock in or out may result in underpayment on your paycheck.
Never alter, falsify, or tamper with employee time records. Further, never record time on another employee’s record. Doing
so is a serious breach of WellStreet’s trust in you and will result in disciplinary action, up to and including termination of
employment.
Schedules
Work schedules at WellStreet vary throughout the Company. Sometimes starting and ending times or total hours scheduled
will change to accommodate a staffing need or operational demand. If you would like to request a change in your schedule or
you want a day off (regardless if paid or unpaid), you will need manager approval.

Employees must request a schedule change to their manager a minimum of two (2) weeks prior to the posting of the schedule
to be considered. If a schedule has already been posted, then it is the responsibility of the employee to coordinate their own
shift replacement and communicate that to their manager and/ or scheduler.
Overtime (OT) Pay

When operational or other business needs merit, we may require you to work OT hours, including staying over your regularly
scheduled shift or coming in early. The Company assigns overtime as equitably as practical to those qualified to perform the
work. Your manager will let you know as soon as possible if you need to work mandatory OT.
Time and a half is standard pay for overtime work in accordance with federal and state wage and hour regulations, based on
the 40-hour work week. Overtime pay is based on actual hours worked. Time off during the work week for a job-related
injury, paid holiday, jury duty or PTO is not used when calculating OT pay.
In the event of working any overtime hours, you must receive prior authorization from your manager before working the
overtime hours. If prior authorization is not obtained, the overtime hours will be paid; however, disciplinary action may result.
Break Periods
Center level staff break periods may occur when possible during center business hours. You must have a fellow coworker
cover any duties while you are on break. Please refer to the Break Periods for WellStreet Center Employees policy found at
Appendix C of this Handbook. All other non-exempt employees may receive up to two (2) paid fifteen (15) minute breaks for
each continuous (4) four hours worked.
Pay Policies and Procedures

The work week begins on Sunday morning (12:01 a.m.) and ends on Saturday at midnight (12:00 a.m.). Employees should
refer to their appropriate payroll calendar for specific pay dates. Payroll calendars are issued in the New Hire Packet and also
available from Payroll ([email protected]). If a payday falls on a Federal holiday, employees will be paid on the business
day before the holiday. If you are on vacation when a payday occurs, your pay will be deposited in your account(s) if you
elected direct deposit.
Direct deposit
All employees are encouraged to use direct deposit as this is a safe and convenient way to receive your pay. Employees are
able to view their pay statements and pay history in the HR system. You can make changes to your direct deposit at any time;
however, you should allow up to two (2) pay cycles for any changes or additions to take effect.
Pay Advances
WellStreet does not make personal loans or payroll advances to employees.
Pay Corrections
As hard as we try to make sure our employees’ paychecks are always correct, we may occasionally make an error. If your
paycheck comes up short, let the Payroll Department know ASAP so a correction can be made quickly. If you happen to
get an overpayment, it is your responsibility to let the Payroll Department know, and Payroll will work with you to set up
a reasonable repayment schedule.
Pay Deductions
WellStreet withholds federal, state, and local income tax based on the withholding tax forms employees submit. Employees
may adjust their withholdings at any time using the automated payroll system’s Employee Self-Service Portal.

Pay garnishments are mandated pay deductions taken by WellStreet, usually to help pay off a debt or obligation to us or
another authorized entity (e.g., child support). If we receive a court order to garnish employee wages, we will let you know.
The total amount that may be garnished from employee paycheck is determined by the Federal Consumer Credit Protection
Act.
Payroll deductions and garnishments are itemized on the paycheck stub. If you have questions about what you see, the Human
Resources Department can help.
Personnel Records
Subject to state and local legislation, Human Resources keeps a personnel file on each employee that includes information
such as job application, employee photo, resume, training, performance appraisals, salary increases and benefits. This file is
WellStreet property and is available for inspection only to personnel who have a legitimate business reason to review.
Employees may view their personnel records via the HR system or by contacting Human Resources; however, WellStreet does
not provide copies of personnel files to employees.
Medical and Benefit Records

Employee medical and benefit records are kept in a separate confidential file. WellStreet does not use or disclose employee
medical information without first receiving employee signed authorization permitting such use or disclosure.
SAFETY AND SECURITY

Work Environment
Because we regard safety and health to be one of our highest priorities, our rules have consequences for non-compliance.
Employees who violate safety standards, who cause hazardous or dangerous situations (for instance, failure to wear personal
protective equipment (PPE)), or who fail to report or, where appropriate, remedy such situations may be subject to disciplinary
action, up to and including termination of employment.
Please follow these guidelines to help keep WellStreet a safe place to work for you and all our employees:
• Prevent fires: Make sure flammable liquids are properly stored and know the location of the fire extinguishers and
exits in employee area.
• Respect OSHA regulations: Keep work areas neat and tidy and keep walkways and work areas clear of objects or spills
that may cause others to trip or fall.
• Compliance: Adhere to all compliance SOPs, including OSHA, HIPAA, state regulations and CDC infection control
policies.
• Use parking lot courtesy: Park in areas designated for employees. If you damage a car while parking or leaving,
immediately report it to your manager.
• Stay secure: Use proper entrances and exits and avoid unauthorized areas. When you leave the premises, make sure
that entrances are properly locked and secured.
• Report: In the event of an accident or injury to an employee or non-employee, report the incident to employee
manager as soon as possible.
Workers’ Compensation
Employee safety is a top priority for WellStreet. In the event you do suffer an on the job injury or illness, we provide a
comprehensive workers’ compensation insurance program at no cost to our employees. This applies to regular full-time
employees, regular part-time employees, and temporary employees. If you experience a work-related injury or illness that

requires medical treatment, you must report it as soon as possible to avoid negative impact or possible denial of benefits. It is
important that employees seek treatment from an approved Workers’ Comp provider, if not possible, let your manager know
ASAP. Please refer to the list of approved Workers’ Comp providers posted in employee breakrooms. If you have questions
or need information, please see your manager, or contact Human Resources.
Workers’ compensation provides income benefits after a short waiting period or immediately if you are hospitalized (subject
to applicable legal requirements). On the day of the work-related accident or illness, WellStreet will pay for any time lost for
the remainder of your normal workday.
If you develop a work-related illness or get hurt in some way on the job, please inform your manager immediately, even if it’s
a minor injury. If it is an emergency, arrangements will be made to transport you immediately to the nearest medical facility.
In other cases, you will get instructions about what to do next and you will need to follow them carefully. Otherwise, you risk
having unreimbursed medical bills.
When you are ready to return to work from a work-related illness or injury, provide a written authorization from your treating
physician. Human Resources will work with you and your manager to handle any recommended work modifications, where
feasible.
Emergency Closings and Inclement Weather

If WellStreet must close business operations for the day due to severe weather or other emergencies, you will be notified
before the workday begins. If an employee’s workday has already started when an emergency closure occurs, your manager
will inform you when you should leave for the day. In these cases, you will be paid for the hours you normally would have
worked for the day. If you are an hourly employee and your workday has not yet started at the time of the business closure,
you will not be paid for that day, unless mandated by state and federal laws. You may choose to use PTO for that day or make
up your shift if the schedule allows and your manager approves.

HANDBOOK ACKNOWLEDGMENT FORM
This Employee Handbook describes important information about WellStreet, and I understand that I should consult my
manager regarding any questions not covered in this Handbook. I have entered into my employment relationship with
WellStreet voluntarily and acknowledge that there is no specified length of employment. Accordingly, either WellStreet or
I can terminate the relationship at will, with or without cause, at any time, as long as there is no violation of applicable
federal or state law (Employment At-Will).
The information, policies, and benefits described in the Employee Handbook are subject to change. I acknowledge that
revisions to the Handbook may occur, except to WellStreet’s policy of employment-at-will. Future handbook changes will be
communicated through company communication or official notices, and I understand that revised information may supersede,
modify, or eliminate existing policies. Only the Executive Management Team of WellStreet has the authority to adopt any
revisions to the policies in this Handbook.
Furthermore, I acknowledge that this Handbook is neither a contract of employment nor a legal document. I acknowledge that
I have received the Handbook and I understand that it is my responsibility to read and comply with the policies contained in
this Handbook and any revisions made to it.
______________________________________________________________________________________________________
Employee’s Signature Date
______________________________________________________________________________________________________
Employee’s Name (Print)

Appendix A
Global Company Policies*
Attendance and Punctuality Policy dated October 1, 2019
Employee Personal Data Changes – Employee Self-Service (ESS) Policy effective August 1, 2019
Family Medical Leave Act (FMLA) SOP, Policy effective November 1, 2015
Floating Holiday Policy effective January 1, 2020
WellStreet Company Paid Time Off (PTO) Policy effective January 1, 2021
Break Periods for WellStreet Center Employees Policy effective January 1, 2020
WellStreet Corporate Credit Card Policy effective April effective April 15, 2020
WellStreet COVID-19 Temporary Remote Work Policy effective March 13, 2020
* This list is not Inclusive of all WellStreet Policies
Division Specific Policies
Michigan Paid Medical Leave Policy effective March 29, 2019 (applicable Michigan employees)

Appendix B
Attendance and Punctuality Policy
Policy Title: Attendance and Punctuality
Policy Department: Human Resources Effective Date: October 1, 2019

Reliable attendance is an essential responsibility of each employee at
WellStreet. The purpose of this policy is to set expectations for employee
attendance and punctuality, that promotes a positive and efficient work
environment, and supports our ability to effectively provide care for the
Purpose:
patients we serve. This policy provides guidelines for handling absences,
late arrivals, early departures, and other attendance-related incidents.
This policy does not apply to absences covered by the Family and Medical
Leave Act (FMLA).
Definitions:
Excused Absence occurs when all the following conditions are met:
▪ The employee provides to his or her manager sufficient notice, 2 weeks in advance of the absence.
▪ The absence request is approved in advance by the employee's manager.
▪ The employee has sufficient accrued paid time off (PTO) to cover the absence.
Call Out occurs when:

▪ The employee fails to provide advance notice of the absence to obtain management approval.
▪ ** A Call Out counts as (2) two occurrences for the purposes of discipline under this policy.
Punctuality: All employees are expected to report to work as scheduled on time and prepared to start working.
▪ Center Providers are expected to arrive at time of the scheduled shift
▪ Center level staff are expected to arrive 15 minutes prior to the scheduled shift
Tardiness: Failure to report to work at the assigned/scheduled time and:

▪ Taking an extended meal or break period without approval.
▪ Reporting to work later than the scheduled start time requires a manager’s approval to work the remainder of
the shift.
▪ A tardy will be considered as one occurrence for the purposes of discipline under this policy.
Early Out: Employees also are expected to remain at work for their entire work schedule.
▪ An Early Out occurs when an employee leaves a scheduled shift early without prior management approval.
▪ An Early Out counts as one occurrence for the purposes of discipline under this policy.
No Call/No Show: Employees are required to notify their direct managers if they are unable to report to work.
▪ A No Call/No Show will result in an immediate corrective action, up to and including termination of
employment

▪ If there are extenuating circumstances where the employee is unable to call, the employee must have someone
make the call.
▪ Extenuating circumstances will be reviewed by management and Human Resources.
Job Abandonment:
▪ Any employee who fails to report to work without notifying his or her manager within 2 days after the
scheduled shift, will be considered to have abandoned the job and voluntarily terminated the employment
relationship.
▪ Job abandonment will render an employee ineligible for rehire
Procedures:
Reporting a Call Out:
▪ If it is necessary for an employee to be absent from work for any reason, the employee must call his or her
manager no later than two (2) hours prior to the start of the employee’s scheduled shift.
▪ Text messages, emails, IM messages, etc. are NOT acceptable forms of notifying your manager in the event of
a call out.
▪ For center staff: you will do the following:
o Access the employee contact list.
o Contact a Teammates to find an even swap for the week.
o Contact PRN Teammates.
o Send an email to the correct email group and copy your direct manager, i.e.
[email protected], [email protected], [email protected],
[email protected].
o Contact Teammates for an overtime shift (Practice Manager approval required).
o Your Manager will review and provide appropriate approval for your shift coverage
Reporting a Tardy:
▪ If an employee anticipates they will be late for their scheduled shift, the employee must notify his or her
manager by phone as soon as possible.
▪ If an employee is having a technical issue with clocking in, or forgets to clock in, the employee must email their
manager ASAP to report their arrival time.
Reporting an Early Out:

▪ If an employee must leave during their shift for reasons unrelated to a medical issue, the
employee should work with the manager to help identify coverage, when possible.
Documentation for Call Outs:

▪ Emergency, Illness, or Injury-related circumstances will be addressed by the Manager pending appropriate
documentation from the employee.
▪ Documentation must be provided to the Manager within 24 hours of the call out, illness, injury, or emergency.
▪ Documentation must provide appropriate reason for the absence.
▪ Managers have the right to verify documentation if questionable.

Progressive Discipline Steps:
Attendance and Punctuality will be monitored and addressed in a timely and consistent manner.
All occurrences will be tracked on a rolling 12-month basis. Upon return to work after each occurrence,
the Manager will conduct a counseling session with the employee to set expectations for future.
Table I
Corrective Action Description
Verbal Coaching A signed Acknowledgement
Documented Verbal 2 occurrences within a rolling 12-month period
Written Warning 5 occurrences within a rolling 12-month period
Final Written Warning 9 occurrences within a rolling 12-month period
Termination 10 occurrences and above
Each employee’s attendance record will be evaluated on a case-by-case basis using the guidelines listed
above; however, Management reserves the right to bypass one or more of the above steps in cases of
excessive absenteeism or tardiness and may warrant immediate termination of employment. Excessive
absenteeism and/or tardiness is defined as three (3) or more occurrences within a 30-day period.
Promotions and Transfers

The Company will review an employee’s attendance record in addition to their performance record.
Employees who have been issued a Written Warning or Final Written Warning due to poor attendance,
within a 6-month period, will not be eligible for promotion or transfer.
Company Observed Holidays

Finding coverage is challenging especially during holidays. If an employee calls out of work the day
before, the day of, or the day after a company holiday, the Manager will review the circumstances of
the absence. Based on this review, the Manager has the discretion to determine whether to count the
incident as a regular occurrence or go directly to issuing a Written Warning for any holiday-related Call
Out. If an employee has already received corrective action, the Manager can progress to the next level
of discipline.

Appendix C
Paid Time Off (PTO) Policy
Policy Title: WellStreet Company Paid Time Off (PTO) Policy
Policy Department: Human Resources Effective Date: 01/01/2021
WellStreet provides Paid Time Off (PTO) to encourage employees to

maintain a healthy work-life balance. PTO is available for full-time
employees to use for time off from work for rest, vacation, or other
Purpose: personal reasons. Temporary employees, part-time employees, contract
employees, and interns are ineligible to receive PTO. Nothing in this policy
will limit or extend the unpaid leave of absence provisions under the
federal Family Medical Leave Act (FMLA).
ELIGIBILITY
All regular, full-time employees are eligible to accrue Paid Time Off (PTO) each pay period. Accrual rates
are based on years of service and will be pro-rated in first year of employment based on hire date. PTO
accruals are available for use in the pay period following completion of 30 days of employment.
ACCRUAL SCHEDULES
Employees become eligible for the higher accrual rate on the first day of the pay period in which the
employee's anniversary date falls.
Employees hired prior to 2021 that accrue PTO above the 2021 schedule, will be grandfathered in at the
higher accrual rate until the policy provides an increase in the accrual rate based on years of service.
PTO Accrual for Full-Time Center Operations Employees
Full-time Center-level employees will accrue PTO based on their regular bi-weekly hours per the following
schedule:
Years of Service Annual Accrual Amount Amount accrued per pay period
0 - 2 years 2 Weeks Based on regular weekly hours

3 - 7 years 3 Weeks Based on regular weekly hours
8+ years 4 Weeks Based on regular weekly hours

PTO Accrual for Full-Time Corporate Employees
Full-time Non-Director Level Corporate employees will accrue PTO per the following schedule:
0 - 2 years 80 Hours / 2 weeks 3.08 Hours

3 - 7 years 120 Hours / 3 Weeks 4.61 Hours
8+ years 160 Hours/ 4 Weeks 6.15 Hours
PTO Accrual Schedule for Full-time Director-level employees

Full-time Director level employees will accrue PTO per the following schedule:
0-2 years 120.0 hours 4.62 hours
3-5 years 160.0 hours 6.15 hours
6 years or more 200.0 hours 7.69 hours
PTO Accrual Schedule for Full-time, Salaried Providers*

Full-time Providers will accrue PTO (PTO & CME) per the following schedule:
0 - 5 years 3 Weeks PTO (this includes CME) Based on regular weekly hours
5+ years 4 Weeks PTO (this includes CME) Based on regular weekly hours
*Providers may use CME hours without submitting CME documentation. Providers should continue to
complete Continuing Medical Education per licensure requirements.
PTO CARRYOVER AND PAY OUT
PTO must be used within the calendar year accrued unless an exception is approved by the Company CEO.
PTO will not be paid out upon voluntary or involuntary separation of employment.
EXCEPTION for 2021: Employees may carry over up to one week of unused PTO from 2020 to 2021. This
balance, including all accrued PTO for 2021, must be used by the end of the 2021 calendar year.

PROCEDURES
Requesting Time Off
Whenever possible, PTO must be scheduled in advance. All PTO requests must be submitted through the
company’s HR/Payroll system and the company’s scheduling system (where applicable) for supervisor
approval prior to taking time off. Center level staff and Providers should submit PTO requests before
monthly schedules are finalized and published.
Scheduling Conflicts
PTO is subject to supervisory approval, department staffing needs and established departmental
procedures. PTO approval will be granted on a “first request” basis, however other legitimate factors may
be considered, including seniority and the amount of PTO time previously taken.
Minimum PTO leave increments
PTO must be taken within specific increments to ensure the necessary coverage to care for our patients.
WellStreet providers may take PTO in full shift increments and center staff may take PTO in a minimum
of 4-hour increments. Employees may borrow up to one week of PTO at the supervisor’s discretion. It is
the employee’s and supervisor’s responsibility to monitor PTO hours to ensure negative balances do not
exceed more than one week of available PTO hours for the year.
FMLA AND OTHER LEAVES OF ABSENCE
Employees may have the right in certain circumstances to make leave requests under the Family and
Medical Leave Act (FMLA) or other laws on shorter notice. If the employee is requesting PTO for family or
medical purposes. Under these circumstances, employees should notify their direct supervisor and
Human Resources to initiate the FMLA leave process.
PTO will run concurrently with any FMLA leave, disability leave, or absence resulting from an on-the-job
injury. PTO does not accrue during unpaid leaves of absence.
SICK LEAVE
WellStreet observes all federal, state, or local government-mandated sick leave programs.
MISUSE OF PTO
Misuse of PTO, such as excessive unscheduled absences, failure to obtain proper approval from
supervisor, failure to notify supervisor in cases other than an emergency, requesting time off without
proper notice, or taking time off in excess of what this plan provides could result in disciplinary action
up to and including termination of employment.

Wellstreet Urgent Care Employee Handbook - (Rev C December 2020)

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Wellstreet Urgent Care Employee Handbook - (Rev C December 2020)

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What are the policies regarding PTO accrual and usage?

What are the policies regarding PTO accrual and usage?

What are the minimum increments for taking PTO?

What are the minimum increments for taking PTO?

WELLSTREET

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 1

Welcome to WellStreet! ........................................................................................................................................................ 5

Our Legacy and Our Destiny...................................................................................................................................................... 5

Company Rules ........................................................................................................................................................................ 11

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 2

Employment Classification ...................................................................................................................................................... 19

Paid Time Off (PTO) ................................................................................................................................................................. 23

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 3

Work Environment .................................................................................................................................................................. 31

Global Company Policies* ................................................................................................................................................... 34

Attendance and Punctuality .................................................................................................................................................... 35

WellStreet Company Paid Time Off (PTO) Policy .................................................................................................................... 38

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 4

Key Growth Milestones

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 5

Open Door Policy

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 6

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 7

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 8

Life-Threatening Illnesses in the Workplace

• Patient/Parent/Guardian confidence and trust

Reporting Violations of the Law

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 9

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 10

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 11

Drug and Alcohol Use

Reasonable Suspicion Testing

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 12

Corporate/Regional Office Employees & Physicians

Fingernails and Artificial Nails

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 13

The Media and Other Public Communications

Social Media Policy

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 14

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 15

These policies apply regardless of gender or sexual orientation.

Visitors in the Workplace

Phone, Voicemail and Mail Systems

Mobile Device Use

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 16

Appropriate Use of Company Technology

Confidentiality and Monitoring

Internet and E-mail Use

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 17

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 18

Use of Company Equipment

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 19

Personal Information Changes

Salary Administration Program

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 20

New Hire Referral Incentive

Employee Background Information

WellStreet Urgent Care Employee Handbook - (Rev C December 2020) Page 21

Health & Welfare Benefits