Employee Handbook 2022

Prestige Dental Network

Employee Handbook

Prestige Dental Network manages a network of independently owned and operated dental offices
This Employee Handbook is intended for use only by its affiliated practices & employees – NOT FOR EXTERNAL DISTRIBUTION

Employee Handbook

Table of Contents

INTRODUCTION ..........................................................................................................................................4
Welcome to Prestige Dental Network!..................................................................................................4

OUR VISION ....................................................................................................................................................4
OUR MISSION ..................................................................................................................................................4
OUR VALUES ...................................................................................................................................................4
FUNDAMENTALS OF EMPLOYMENT...........................................................................................................6

Employment At-Will ..............................................................................................................................6
Employee Relations & Open Door Policy ..............................................................................................6
Equal Opportunity Employment............................................................................................................6
Confidentiality Statement .....................................................................................................................7
Forms, Documents, Marketing, Branding & “Homemade Bread” Policy ..............................................7
PERSONNEL ADMINISTRATION ..................................................................................................................8
Personnel Files and Privacy ...................................................................................................................8
Proof of U.S. Citizenship and/or Right to Work .....................................................................................8
Mandated Federal and State Taxes .......................................................................................................9
HIPAA Business Associate Agreements .................................................................................................9
EMPLOYMENT PRACTICES..........................................................................................................................9
Hiring Policy.........................................................................................................................................10
Position Plans (Job Descriptions).........................................................................................................10
Introductory Period* ...........................................................................................................................10
Periodic Performance Evaluations & Reviews .....................................................................................10

Pay Raises........................................................................................................................................11
Employee Correction & Discipline.......................................................................................................11
Resignation & Employment Separation ..............................................................................................13
New Employee Referral Program ........................................................................................................14
STANDARDS OF CONDUCT .......................................................................................................................15
Ethical Conduct....................................................................................................................................15
Employee Arrests.................................................................................................................................15
Conflicts of Interest .............................................................................................................................15
Harassment..........................................................................................................................................16
Safety and Health ................................................................................................................................16

Office Emergencies .........................................................................................................................17
Drug-Free Workplace ..........................................................................................................................18
Unacceptable Activities, Behaviors, or Conduct .................................................................................18
ON-THE-JOB..............................................................................................................................................19
Regular Office Hours............................................................................................................................19
Attendance Policy................................................................................................................................20

Accountability Statement ...............................................................................................................20
Right to Enforce Prompt Attendance – added 10/19/2016 ...........................................................20
Definition of No Call/No Show & Job Abandonment .....................................................................21

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Right to Enforce Efficient Operations – added 1/9/2017 ...............................................................22
Smoking Policy.....................................................................................................................................22
Non-Solicitation and Non-Distribution Policy .....................................................................................22
Cell Phone Policy .................................................................................................................................22
Office Equipment & Phones Policy......................................................................................................23
Internet & Computer Use Policy..........................................................................................................23
Dress Standards ...................................................................................................................................24
Food & Drink Policy .............................................................................................................................24
Gloves Policy........................................................................................................................................25
Interoffice Travel Reimbursement Policy.............................................................................................26
UNEXPECTED DAYS OFF AND LEAVES OF ABSENCE .................................................................................26
Inclement weather ..............................................................................................................................26
Leave of Absence for Jury Duty-Full-Time Employees ........................................................................27
Medical Leave of Absence, Including Pregnancy ................................................................................28
Other Leaves of Absence.....................................................................................................................28

CT Paid Family Medical Leave (PFMLA) ....................................................................................29
Time Clock Procedures ........................................................................................................................30
Payment of Salary/Pay Policies............................................................................................................30
Error in Pay ..........................................................................................................................................31
Direct Deposit......................................................................................................................................31
Pay Cycle..............................................................................................................................................31
Deductions from Paycheck ..................................................................................................................32
Paid Medical/Health Insurance ...........................................................................................................34
COBRA Coverage..................................................................................................................................35
Dental Care ..........................................................................................................................................36
401K or Simple IRA Retirement Plan ...................................................................................................36
Paid Time Off, known as PTO...............................................................................................................36

Vacation/Personal PTO Benefits .....................................................................................................36
Sick/Emergency Pay........................................................................................................................37
Holiday Pay .....................................................................................................................................37
Continuing Education ..........................................................................................................................38
After Hours Work Parties & Social Events ...........................................................................................39
EMPLOYEE ACKNOWLEDGEMENT & SIGNATURE- EMPLOYEE COPY .......................................................40
EMPLOYEE ACKNOWLEDGEMENT & SIGNATURE- EMPLOYER COPY .......................................................41

“No matter our role or job title, putting and taking care of the patient first
in everything we do shall be our guiding light. Teams that align, stay
focused, and execute on this goal are worth their weight in gold. “

-Kristen Close, Director of Operations

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INTRODUCTION

Welcome to Prestige Dental Network!
On behalf of all of us at Prestige Dental Network, we welcome you and wish you much success here. You are a
very important member of an incredible dental team that provides top-notch, quality services and often times
“magical” experiences to our patients and families, which we serve. Whether you are a hands-on clinician
working directly inside patients’ mouths, an administrator assisting patients to schedule appointments or
helping them better understand their insurance, or you play part in one of our home office support roles to
keep things moving forward for the company, you can take pride in knowing you are valued, respected, and
appreciated for who you are and what you do – never forget that the work you do improves and makes a
positive impact on peoples’ lives every single day.

This handbook reflects a number of our policies here at Prestige Dental Network. While many of the policies
may only be summarized here, or generally outlined, you should take the time to familiarize yourself with the
contents of this handbook. Along with our Core Values and your Position Plan, these policies and procedures
directly promote our mission, vision, and the culture we seek to achieve.

Currently, we are a growing organization… we plan to work with and align with team members who are
dependable, committed, and open/receptive to growth and improvement. ***Should you have any questions
or concerns at all, do not hesitate to reach out to your Office Operations Support Manager or to the Director
of Operations.***

OUR VISION

To deliver a “magical” dental experience.

OUR MISSION

We provide gentle, top-notch, quality dental care to children and adults, which improves their oral/dental
health and knowledge and gets patients, families, and communities excited about coming to the dentist.

OUR VALUES

1. Ready 2. Professional
3. Tip Top Conditions (safe & clean) 4. A Transformative Experience
5. Customer Service 6. Team Synergy
7. Job Performance (accountability) 8. Productive (efficient & effective)
9. Proactive 10. Care

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Readiness
We are ready to serve our patients

Appearance/Presentation
We are professional, organized, and confident/competent

Tip Top
We maintain a clean and safe environment

Experience
We create a patient experience which transforms the typical dental visit from “OW” to “WOW!”

Customer Service
We handle our patients with the utmost respect, friendliness, and knowledge

Team Harmony/Synergy
We align and function as a unified whole, making each other look good in front of the patient

Job Performance

We perform our jobs not just to survive, but to thrive; we succeed because we have a true passion for
healthcare and (gratitude for) serving others

Our Belief:

We are an integral part of our patient lives…therefore, we take responsibility for our patients’
oral/dental health by keeping them on track, up to date, & well informed by communicating regularly
with them.

Productivity
We work efficiently and effectively, minimizing distractions and downtime and staying focused on our tasks

Proactivity

We go above and beyond to take initiative for the “little things” that can ultimately make all the difference in
the world to someone

Care Delivery

We deliver care and service so that all our patients and guests feel special when in our office… like they’ve been

transformed to a “magical” place, our goal really is to make people SMILE!

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FUNDAMENTALS OF EMPLOYMENT

Employment At-Will

All employment is “at-will,” unless an Employee has a formal employment contract, which expressly provides
otherwise. In an “employment at-will” situation the Employer or the Employee may end the employment
relationship at any time for any or no reason at all. This employment-at-will policy is not subject to change or
modification of any kind, except when done so in writing and signed by the Dentist-Owner.

No statements contained in this Handbook or any other hiring materials (such as, employment applications,
recruiting emails, offer letters, etc.) create an express or implied employment contract concerning any
conditions of employment; nor are any statements in this Handbook or other documents intended to restrict
the Company's right to administer employment-at-will policies.

Employee Relations & Open Door Policy

Experience has shown us that when employees deal openly, honestly, and directly with each other and with
their managing Supervisor, the work environment is better, communication is clearer, and attitudes are more
positive. Thus, we strongly encourage you to discuss any concerns in connection with your employment,
practice operations, or another team member directly (& privately*) with your Operations Support Manager.

*NOT TO BE IN EARSHOT/VIEW OF PATIENTS

We strive to maintain an open door policy, allowing you to bring concerns or questions to Management (via the
Operations Support Manager or Director of Operations) without fear of retaliation or negative consequences to
your employment. Suggestions for improvement or ways to streamline our business are always welcome.

Equal Opportunity Employment

It is the policy of Prestige Dental Network to provide equal opportunity employment to all persons without
regard to race, color, religion, sexual orientation, age, marital status, national origin, gender or disabilities which
do not prohibit performance of essential job functions. This is reflected in company practices and policies
regarding hiring, training, promotions, rates of pay, layoff, and other forms of compensation and
acknowledgment.

All matters relating to employment and appraisal are based upon one's ability to perform the job, as well as
one's performance (including but not limited to, relevant skills, productivity, efficiency, & accuracy), tenure,
dependability and reliability (attendance).

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Any concerns or reports of discriminatory behavior can be made without fear of reprisal and should be brought
to the attention of Management. Anyone found to be engaging in any type of unlawful discrimination,
threats/harassment, or “bullying” will be subject to disciplinary action, up to and including termination of
employment.

Confidentiality Statement

In your role in the Company, you are likely to be exposed and entrusted with confidential information regarding
the Office and/or our patients. It is vitally important to our interests and business success that all employees
maintain the highest and strictest standards of confidentiality and ethics in protecting information. Any
violation of confidentiality or disclosure of secure information, whether intentional or not, can seriously injure
the reputation and effectiveness of the organization; therefore, please take the time to familiarize yourself with
this section of the Handbook and to conduct yourself in a manner consistent with the guidelines listed and with
industry, federal and state privacy & HIPAA rules. Employees who improperly use or disclose such information
will be subject to disciplinary action, up to and including termination of employment and possible legal action,
even if the Employee does not actually materially benefit from the disclosure.

“Confidential information” is information that may pertain to patients' private information (medical, dental or
social histories, their appointments in the Office, financial information, social security numbers, addresses, etc.)
or our company’s business operations (clinical protocols, administrative processes, materials, vendors we use,
etc.) that are generally not known to the public. In addition to preserving and protecting the confidentiality and
privacy of all such information, employees are obligated not to remove any information from the Office
premises or disclose it by any means (verbal, electronic, or written) to another person or entity without prior
explicit consent or direction of the patient and/or Dentist-Owner. Some of our internal documents may be
copyright protected, proprietary, original works, and/or licensed for limited-use and therefore, in general, Office
documents and forms must never be shared or distributed to the general public.

If someone questions you, requests information or other data and you are concerned about the
appropriateness of the inquiry or reason for their visit, as politely as possible, refer them to the Director of
Operations. In some cases, you may be asked to document (on the company’s Internal Document Form) what
happened or what was said for our records; but again, this information, occurrence, along with any other
information is to remain private & confidential and is not to be shared with anyone outside the practice or with
other employees.

No Employee or agent, representative, or contractor is authorized or allowed at any time to make any
statement to media, press, or a news reporter, which appears to represent a statement, stance, viewpoint or
opinion of the Office or Company.

Forms, Documents, Marketing, Branding & “Homemade Bread” Policy

No Employee is allowed or authorized to create or modify any Prestige form, office document, or marketing
material. Any form which may be needed in order to successfully and more smoothly run the practice or to
communicate more clearly with the patients must be requested from Management by sending an email to the
Director. Include in this email request any ideas or necessary things you have for what should be included in
the document, form or marketing material you feel in order to be successful for its intended purpose.
Employees should ensure that all “old” outdated copies of forms, documents and/or marketing materials are
removed (deleted) promptly from their computers, workstations, & files.

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PERSONNEL ADMINISTRATION

Personnel Files and Privacy

Keeping your personnel file up to date can be important to you regarding pay, deductions, benefits and other
matters. If you have changes to your file, please be sure to notify us within 15 working days. This includes
any changes to your name, address, marital status, emergency contact information and/or banking information.
Your contact for such changes is Human Resources and/or the Director of Operations.

Only with your written permission, will the Company release any of your personal information to individuals or
institutions you specify, such as a mortgage lender. Without your expressed written permission, the Company
will only verify your dates of employment, job title, and the likelihood of continued employment. In the case of
future job references or Employer recommendations, we also reserve the right to indicate the reason for
employment termination/separation and an Employee's eligibility for re-hire, if applicable.

Employee medical information, benefit enrollment, and other personal health information will be held as part
of, but separate from, the Employee's personnel/performance file as well. This is to include information on
each Employee who is covered by OSHA regulations on blood borne pathogens: The status of Hepatitis B
vaccination/titer, COVID vaccination, and any data related to incidents or exposures to blood borne or viral
pathogens (ie: needle sticks and other accident reports) are maintained here. Except where the law indicates,
the information contained herein is strictly confidential and is not to be released at any time without the
Employee's signed, explicit permission.

Proof of U.S. Citizenship and/or Right to Work

Federal regulations require that before becoming employed, all applicants must complete and sign the
Federal I-9 Form, Employment Eligibility Verification Form; and all employees, within 3 days of hire,
need to present the appropriate documents of identity and eligibility to work in the United States.
Any Employee not complying with this requirement may be subject to termination.

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Mandated Federal and State Taxes
Upon hire all employees will be asked to fill out the appropriate tax forms for federal, state, and social
security tax withholding taxes. Subcontractors, consultants, associates, and other contractors may be
asked to provide identification and other forms for the purpose of tax reporting obligations.

If you have any questions, concerns or are unsure of your tax withholding status, exemptions, or tax
categories you should consult a knowledgeable family member, accountant, lawyer, or tax adviser.

HIPAA Business Associate Agreements
All new employees, subcontractors and business affiliates will be asked to fill out a HIPAA Business Associate
Agreement in compliance with the new Omnibus ruling made in 2014 and/or indicate their understanding for
HIPAA Privacy Rules. This documentation shall remain for an indefinite period of time.

Annually, mandatory HIPAA refresh training will be held with staff, which allows employees the opportunity to
learn more and ask questions. An employee refusing to attend HIPAA training or failing to demonstrate an
acceptable level of competency for their HIPAA responsibilities may be subject to termination.

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EMPLOYMENT PRACTICES

Hiring Policy
As part of our hiring policy, a confidential phone screening and in-person interview with a Hiring Manager will
be arranged. The next step may be up to (3) three consecutive days for in-Office job shadow, observation days
or work interviews. Background checks are frequently conducted and applicant references verified. Upon
successful completion of these things and a favorable decision by Management, a formal offer of employment
will be made- specifics of the position under consideration will be discussed at this time.

An offer &/or agreement letter or discussion does not constitute a formal employment contract, and as
described earlier, does not negate the Employment At-Will policy.

Position Plans (Job Descriptions)
All positions are to be identified according to state licensing or credentialing requirements, qualifications and
job duties/responsibilities. A written position plan is on file for each position in the Office. When your
responsibilities materially change, your position plan will be updated and communicated with you.

Any questions you may have about your position plan, duties and/or expected responsibilities should be
directed to your Supervising Manager and/or Director of Operations.

Introductory Period*
*Your first 90 days with the Office will be considered a period of
introduction and development. It will provide you with an opportunity to
determine if you like your job and confirm that a good fit exists between
your skills, personality, and the requirements of the job.

At the completion of the introductory period, we will discuss your job performance with you and provide
guidance to you toward the success of your continued employment. This review will be much the same as the
normal job performance review held annually. During the discussion, you are always encouraged to provide
your feedback and ideas too.

Periodic Performance Evaluations & Reviews

Prestige Dental Network believes in open, honest and direct communication between employees. The
Operations Support Manager has been put in place as a direct resource for your own development,
mentoring, guidance, and to facilitate critical interpersonal conversations within the Office. Thus, we strongly
encourage ongoing job performance discussions and goal-setting meetings to occur with the Manager on an
informal, regular basis.

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Likewise, annually, a more formal type of evaluation should take place as part of your performance
development. Both soft skills (things such as, rapport building and body language) and specific, tangible skills
(I.E. organization, multi-tasking, clinical ability) will be included in these appraisals.

These are important times for the Employee to listen and understand his/her strengths and areas of
improvement. The Employee will have opportunity to document his/her opinions on a self-evaluation form
and to discuss opportunities for one's growth. At the conclusion of the meeting, the Employee will be asked to
acknowledge receipt of the evaluation and the meeting by signing the form, which will be placed in the
Employee's confidential personnel file. A copy of the blank appraisal form & template is available to you at any
time you may wish to review the criteria.

It is typically not appropriate for an Employee to request or expect to have a meeting directly with the Dentist-
Owner(s) regarding specific business operations, management or other employee grievances, as this is
distracting and disruptive to our efficient operations and the running a viable business which employs and is
responsible for several Employees’ livelihoods and their families. Employees who may tender their resignation
due to employee upset will be given an opportunity of an “exit interview” at which time they will be invited to
share feedback with the business owners.

Pay Raises

Merit-based pay adjustments may be recommended as a result of an annual performance evaluation but
raises are not necessarily to be viewed as a standard, timed practice of the Company or something to which
employees are automatically entitled. The decision to award any pay adjustments depends upon numerous
factors, including but not limited to, information documented by the evaluation, the Employee's current
salary level, industry salary range for the position, and perhaps most importantly the practice’s ability to
support a pay increase given the overall budget and the Practice’s financial results/health.

Employee Correction & Discipline

If an Employee is suspected of a wrongdoing and/or has violated an Office rule, policy, or established standard,
then he/she should be reported to the Manager or Director for careful consideration of the relevant facts at
hand. A prompt determination as to whether or not a violation actually occurred, the nature of the issue, and a
decision as to the appropriate corrective action or remedy plan is typically made and executed by the Manager
or Director and in consultation with the Owner-Dentist. We reserve the right to decide on all corrective action
plans, disciplinary action, & to take/execute appropriate action given the severity of the offense and the
employee’s history of misconduct and/or work performance within our company.

Step 1 is to determine if the Employee breached an Office protocol, policy, operating procedure or other
standard, and to identify it as it may apply to one or more of the following categories:

1. Attendance/Punctuality
2. Conduct/Behavior
3. Performance

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Step 2 is to measure the infraction against a scale of escalating corrective & disciplinary actions and using a
decision-matrix based upon things such as: the severity of the infraction, a pattern of repetitiveness by the
Employee for similar occurrences, the Employee's overall corrective/disciplinary history in the Office, and/or
the business and managerial experience of the Employer or Director in similar situations or circumstances.

Step 3 in the majority of cases will be to communicate with the Employee and, if applicable, regain a
commitment for improvement and positive atmosphere and contribution from the Employee moving forward.

We recognize that a certain amount of subjective decision-making and managerial instinct goes into Employee
development, correction and discipline and that sometimes such communication, though critical, is not always
easy. Our Company strives to maintain a high level of mutual respect and rapport with its employees and
shall use both verbal and written documentation whenever possible in order to eliminate any confusion or
ambiguity. NOTE: All employee correction is done one-on-one & privately, as general company policy.

Performance & Accountability Program SUMMARY

I. Corrective/Improvement Process- may lead to a new standard or protocol being considered or
established

A. Coaching – A casual, brief, impromptu conversation between Manager, Director, or Dentist and an
Employee to solve problems or improve one’s attitude or performance.

B. Performance Improvement Discussion – A documented discussion between Manager, Dentist, or
Director and Employee about the need to improve one's attitude or performance. Training may be
provided for identified gaps in one's skill or knowledge base. Usually bound by a specified amount
of time in which improvement is to be measured and seen.

II. Corrective/Disciplinary Process- typically occurs after a standard operating procedure or protocol has
been previously established

A. Prompt – The first step in the formal disciplinary process, documented in written form by
Supervisor but may be verbal to employee; to remain active for 6 months. Calling to attention an
area where Employee behavior, conduct, or performance does not match Employer/Business need
or expectation.

B. Written Citation – Often times, but not always, the second step, or a more escalated formal step of
our disciplinary process, documented in written form by Supervisor to employee; to remain active
for 9 months. Also known as a “write up.”

C. Decision-Making Leave &/or Change in Employment Status (PAF Change) – Often times, but not
always, the final or most definitive step of the formal disciplinary system (before termination). This
is a one-day suspension from work (with or without pay as determined by the Employer) or a
change in the employment status of the Employee (which may or may not result in a lapse or loss of
benefits/perks/FT status, etc.), whereby the Employee is to decide whether to solve the immediate
problem and make complete transformation in all performance aspects of one's job (another
words, a 100% total commitment to acceptable performance, behavior, and attitude and new
status), or decide to resign. This shall remain active for up to 12 months.

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III. Termination Process

Sometimes it becomes necessary due to the seriousness of an offense*, or it is deemed in the business's best
interest, to terminate immediately or dismiss an Employee even after coaching or training efforts have taken
place. Once it has been established that the Employee understood the goals/rules, had the appropriate
resources to perform one’s job acceptably, and in some instances, has been given ample time and opportunity
to improve their behavior, the unfortunate situation may still arise that the Employee no longer fits the job
description or that they no longer meet the criteria of the position or changing needs of the business. Rather
than continuing in this kind of failing relationship and/or creating an environment of hostility, resentment, poor
performance and disappointment, an Employee will be let go.

*Examples of serious infractions which would negate sequential or all steps within this due diligence Performance & Accountability
Program and may be grounds for immediate termination can be found under the Standards of Conduct section of this Handbook.*

Employees who separate from employment for any reason must immediately return all property of the
Office, including but not limited to, business cell phone, door key(s), passwords, access codes, and uniforms.
All requests for references for future employment should be directed to Management or the Director of
Operations only.

An Employee determined to have abandoned one's job (as defined by a failure to appear for work and/or notify
the Manager/Supervisor or on-site Dentist of one’s absence after two (2) work days) will be considered
voluntarily separated from employment and not-eligible to receive payout of any PTO benefits or for re-hire.

Resignation & Employment Separation

An Employee is requested to give Prestige Dental Network two weeks written notice of his/her intent to
resign. An Employee leaving his/her employment can expect to receive his/her final paycheck(s) according to
the typical or usual payroll schedule.

Whenever possible, should the Company find it necessary to dismiss an Employee (particularly when due to a
layoff, decline in work load, job redundancy, change in company direction or circumstances, etc.), an attempt
will be made to provide the Employee with two weeks written notice, except when to do so might create a
negative or unproductive work environment or when business needs dictate differently. An Employee
terminated from his/her employment by the Employer can expect to immediately receive his/her final
paycheck(s) when no notice is able provided or according to the typical or usual payroll schedule when an
advance notice is being provided.

All Employee requests for recommendations and/or job appraisals following separation shall be made directly
to and by the Director of Operations. No Employee of the practice shall provide a job recommendation or
speak to any prospective future Employer for any other Employee.

As stated earlier, separating Employees may be given an opportunity to provide an “Exit Interview” and/or
employee feedback to Management and/or the Company.

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New Employee Referral Program

Current PDN employees1 who refer another team member that ultimately gets hired by us will receive an
Employee Referral Bonus!

❖ $50 paid when the new, referred employee is hired
❖ $50 paid after the referred employee successfully completes their first 90-day introductory period
❖ $150 paid when the referred employee achieves their 1-year anniversary with the company

*In order for the referring employee to receive this bonus, both the referring and referred employees must be
and remain active, continuously employed and in good standing.

For all Associate Dentist referrals that result in a hire, the payout schedule above is DOUBLED and for all
Specialty Dentist referrals that result in a hire, the payout schedule is TRIPLED.

1Current PDN Employees at or above the level of Director (Executive Leadership Team) are excluded from this program.

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STANDARDS OF CONDUCT

Ethical Conduct
All employees are expected to demonstrate the highest standards of public trust, goodwill, and conduct by
being honest, fair, and ethical in both their personal and professional lives.

Ways to act accordingly in this standard, include:

• adhering to all federal, state and local laws and
regulations;

• exemplifying good citizenship;
• protecting the Company’s & Office's reputation

and assets;
• acting responsibly to avoid conflicts of interest

and other situations potentially harmful to our
business;
• striving to maintain Office harmony and team
synergy, by avoiding gossip and not engaging in any sub-grouping (cliques) behavior or rumor
spreading;
• speaking with truth and integrity (IE: “say what you mean and mean what you say... and don't say it
mean”)

Reference: The Four Agreements (book by Don Miguel Ruiz & Janet Mills. 1997)

Employee Arrests
Any team member that is arrested while under the Prestige Dental Network’s employ, whether on or off the
job, must notify the Support Manager or Director of Operations immediately. While an arrest does not
automatically disqualify an employee from continued employment, certain arrests or offenses (based on their
nature) may preclude the employee from employment until the case is disposed.

Conflicts of Interest
Employees must not engage in activities that directly conflict with the Company's business interests. We
recognize that an Employee may hold other paid or unpaid position(s) outside of the Office, however,
employees may not have a financial interest in, position, or relationship with any person or entity that does
business with the Office that would influence, or be regarded as influencing the actions of the Employee or the
Office, or that is a direct competitor of the Office, as determined by the Employer.

Employees should ensure that their other positions outside the Office do not negatively impact or affect their
ability to satisfactorily perform their job or daily duties in the Office. Employees are expected to avoid and/or
immediately correct any conflicts of interest that may exist or arise during the course of one's employment.

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Harassment

It is Company policy to provide all employees with an initial 2-hour training on harassment within the first 6
months of employee after October 1, 2019, plus is committed to providing a work environment that is pleasant,
healthy, comfortable and free from harassment, intimidation, hostility, coercion, or threat. Employees are
required to avoid actions and comments that are, or could give the appearance of being (or being
misunderstood as) inappropriate for the workplace or interfering with another person's work performance.
Together, all Employees are responsible for ensuring a harmonious and productive team environment exists.

Any Employee found or believed to have harassed a co-worker, vendor, business associate, or patient will be
subject to disciplinary action, up to and including, termination of employment. We hold a ZERO-TOLERANCE
policy on all forms of harassment (including sexual); bullying; intimidating or unwelcome comments,
requests, advances; all forms of discrimination; and/or any actions or behaviors that are generally
disparaging to another human being and/or their rights to gainful employment.

Any Employee who believes that he/she has been the subject of harassment by another Employee, an
Employer, an affiliate, or business associate is encouraged to immediately bring the matter to the Manager,
Director, or to Dr. Jenny Kwon, Chief Compliance Officer. No Employee is required to report the alleged issue to
the alleged harasser, and steps will be taken by the Company to duly investigate and resolve all instances of
alleged harassment. You may be assured that your contact will be handled in confidence and the Company will
not take retaliatory action against any Employee who makes a good faith report of alleged harassment, even if
the Employee were in error.

Safety and Health

The Company is committed to providing a safe and healthy work environment. The necessary proper protective
equipment (PPE) and accommodations will be made for all employees in all locations. Our overall safety and
health objective is to reduce or eliminate disabling injuries and illnesses to our employees by identifying
potentially concerning or unsafe conditions early on and taking corrective action quickly (ideally before a
negative incident actually occurs).

The Employer and employees share equally in this responsibility and together ensure the safety of themselves,
their teammates, and patients/visitors to the Office alike. Employees should take an ongoing and pro-active
part in identifying, reporting and following-up on resolutions to potential workplace hazards, including:

• being aware of the location of all fire extinguishers, first aid kits, CPR masks & exits in the building;
• participating in the Office's emergency, evacuation, and safety plans in case of fire, medical, or other

threats;
• complying with the Bloodborne Pathogen and Needle-Stick/Accident Protocols, including prompt

reporting of all injuries to the Manager or Director;
• maintaining up-to-date MSDS sheets;
• wearing and using PPE appropriately (gloves, eyewear, masks, and lab coats are to be provided &

laundered, when applicable, by the Employer at no cost to the Employee)
• complying with the COVID mask fit-test protocols/practices and other pandemic protocols

Any suspected or witnessed hazard or accident should be promptly reported to the Manager or Director.
Failure to follow the Office's safety and health guidelines or conduct which places the Employee, volunteer,
client, agency, or property at risk, can lead to Employee disciplinary action, up to and including termination.

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Office Emergencies

As a general rule, employees should be aware of all exits, alarm operations and have current contact and next
of kin information on file with the Employer.

In the event of a fire emergency, employees should calmly guide all patients and guests to the nearest
exit, leave the building, and call 911 to notify the local fire department. Team and patients must meet in a safe,
central location in the parking lot away from the building in order to be accounted for.

In the event of on-site violence or other threat, employees should remain calm and secure
themselves, the patients, and the building whenever possible by closing and locking doors. Immediately call
911 to notify the local police department, and comply with/follow closely the directions given by the
authorities. If securing oneself and others inside the building is not possible, then employees should
immediately assist others and leave/flee the building to remove themselves as far away from the threat as
possible before calling 911.

In the event of a medical emergency, employees should notify the Dentist on duty immediately.
Clinical team members should stay with the Dentist and the patient (never leave a patient experiencing a
medical emergency alone!) to manage the situation. Administrative team members may be instructed to call
911 to notify appropriate local medical emergency personnel and should remain calm and be ready to take
direction from the doctor who is managing the situation.

All clinical employees are required to be CPR & AED certified. If you are not currently certified in CPR, the Office
will make arrangements to have you trained or will reimburse you the tuition fee to take an approved CPR
training program as determined by the Employer.

First aid supplies are available _________________________________________________(location), including
an Epi-Pen, Glucose tabs, and an Albuterol inhaler. Once per year, the first aid kit & fire extinguishers in the
Office should be taken out and checked for expiration dates, possible missing equipment or supplies, re-
stocking and/or maintenance as necessary.

DATE OF LAST IN-OFFICE INSPECTION OF SAFETY EQUIPMENT: ___________________
BY WHOM: _____________________________(Name) _____________________(Title)

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Drug-Free Workplace

The Company prohibits the use, impairment by, sale, distribution, transfer, or possession of illegal drugs,
controlled substances or alcohol by employees while in the Office or during working hours. Any violation of this
policy is grounds for immediate termination of your employment.

Any Employee convicted of a drug-related offense must notify Management immediately. An Employee taking
medication, whether or not prescribed by a physician that could impair the Employee's ability to safely perform
his/her job duties and/or decision-making ability must notify Management or Dentist on site before starting
work. Management or the Supervising Dentist shall determine whether the Employee can continue to work
and/or will impose any necessary work restrictions.

Unacceptable Activities, Behaviors, or Conduct

Generally speaking, we expect our employees to act responsibly and professionally. However, to avoid any
possible confusion or ambiguity, we have decided to list some unacceptable activities, behaviors, or conduct.
Due to the seriousness of the following offenses, occurrences may result in an Employee's immediate dismissal
without prior discussion or warning (or using the company’s progressive Performance & Accountability
Program).

• Excessive absences, tardiness, or abandoning one's post / job
• Misuse or abuse of time or time clock (“milking the clock”)
• Dishonesty or willful falsification or misrepresentation of one's records, job application, time sheets,

sick or medical leave reasons, etc.
• Substandard work performance, performing duties inefficiently or inaccurately, or making chronic

mistakes
• Taking excessive break time or break time taken too frequently (“loafing around”)
• Failure to follow safety rules and/or failure to protect the safety of others or assets of business due to

one’s carelessness or negligence/neglect (ie: breaking equipment)
• Insubordination to management, supervising colleagues, project leaders, on-site Dentist, Manager,

Director, or the Employer
• Refusing to do one's job or particular duties incumbent of the position
• Wasting materials or supplies needlessly, carelessly, and/or intentionally
• Using vulgar or abusive language or behavior
• Smoking (including e-cigarettes) or using tobacco products in the Office
• Intoxication or being under the influence of a controlled substance while at work
• Use, possession or sale of a controlled substance or unauthorized prescription
• Possession of an illegal firearm or weapon in the Office
• Abuse or misuse of Office computer, material, supply, equipment, resource, or business asset
• Discrimination or harassment against any patient, visitor, doctor, Employee, etc. for any reason
• Contribution to a disharmonious work environment that effects productivity and/or creates a business

distraction
• Repeating or revealing confidential patient or business information to an unauthorized source
• Engaging in personal activities during paid Employee time, without permission of the Employer,

including personal cell phone use in the Office

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• Participating with employment which is
deemed a conflict of interest and/or
detracts from one's individual or group
performance in the Office

• Willful violation of a Company rule or
policy or any act of sabotage

• Negligence or any careless action, which
can endanger oneself or others

• Sleeping on the job
• Acts of violence or making threats,

disparaging statements, or coercion
• Any action or act, which is detrimental to

the business in terms of its reputation,
profitability, or harmonious work environment (including engaging in gossip, spreading rumors, and/or
a blatant disregard for one's learning, improvement, or Company values and standards)
• Fighting, horseplay, damage to the Office or acts of vandalism
• Lewd, immoral or inappropriate behavior
• Unauthorized use, distribution, or removal of information or material from the Office
• Soliciting or discussing matters not directly related to business operations with patients or colleagues
during work hours and/or in any area of the Office; this includes selling merchandise, collecting funds,
or distributing literature or other materials on behalf of a charity, religious organization, school or other
entity
• Theft or embezzlement of money or property belonging to the
Company, another Employee, visitor or patient of the Office

The reality of work

ON-THE-JOB Let’s face it… many of us
spend more time in the
Regular Office Hours workplace than we do at
home or with our own
*Office hours subject to change. spouse – its important to us
at Prestige Dental Network
Each office location/dental center has its own set hours; please refer to that we create and maintain
the Company Directory for further information regarding current specific a harmonious and positive
office hours & days working. Any known changes to the regular Office team environment for all so
hours will be updated on the Company Directory and posted to a shared that work can be a place of
office DRIVE, as well as communicated via email. Any short notice, enjoyment & one to look
unscheduled or temporary changes will be made known to you in person forward to coming to!
or via phone call/text message or email as possible.
19
An Employee's particular work hours and lunch periods will be
determined and assigned by the Employer, Manager or Director. An
Employee will be notified of his/her work schedule and location within a
reasonable, advance time period, and can vary or change based upon the
business needs. If the Employee needs to request a particular change to

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one's schedule, practice location he/she works out of, or wishes to put in a special or preferential request,
he/she will need to do so in writing (email is fine) to the Manager, Director AND Payroll for consideration and
approval.

Note: There are certain days or times where you will be required to attend a mandatory Office training session
or work event that may vary from the regular Office hours. You will be notified in advance of such dates and
times so that proper arrangements can be made. Pay* will be provided to all Employees attending mandatory
Office training sessions or educational team meetings. No pay is provided for an Employee’s time spent at
home when doing online courses, trainings or educational team meetings remotely.

*Pay for training time/continuing education (non-patient care) may be modified slightly to a “training” wage (which may
be a standardized amount, less than your “regular” hourly wage or salary). The 2020-21 “Training Wage” for all hourly-
paid employees regardless of job title is set at $15.00/hour, or your regular hourly wage, whichever is less.

Attendance Policy

The attendance policy of our business is simple and clear: We expect all employees to strive for perfect
attendance and punctuality. Furthermore, we ask Employees to limit the requests for time off/away from work
to time that is actually available to them; this may mean arranging your personal doctor appointments and
other things to one of your days normally off from work. The timely attendance of each Employee is essential
to allowing our Offices to service patients satisfactorily and to the smooth operations of each day. Punctuality
is defined as “arriving early enough to set up and be ready for patient care and/or to actively participate in
morning huddles, as implemented in the Office.” All employees are expected to arrive 15 minutes prior to the
start of patient care. AVAILABLE PTO (EITHER SICK/EMERGENCY OR VACATION/PERSONAL) MAY BE
AUTOMATICALLY DISTRIBUTED (PAID OUT) TO AN EMPLOYEE AT THE TIME OF AN ABSENCE OR WHEN THE PTO
TIME BECOMES AVAILABLE, AT THE SOLE DISCRETION OF MANAGEMENT.

Accountability Statement

It is the Employee's responsibility to be at work from the scheduled start time through their scheduled
completion time or to the end of patient care, whichever may be necessary. One must recognize in this
role that we are delivering healthcare, which can sometimes be unpredictable and unforeseen
circumstances can and do arise; an Employee rendering patient care may have to stay late or work
through a break time on occasion, and we expect that all employees remain flexible in their attitude
and that they maintain the practice of “seeing it through 'til the job is done.” An Employee who
experiences a work conflict of any sort must discuss this immediately with the Office Support Manager
for resolution, possible solution, and/or to arrange coverage for themselves or make alternate
arrangements so that the patient and Office is never unfairly left in a lurch.
The Company reserves the right to request documentation of an absence or late arrival/early dismissal.

Right to Enforce Prompt Attendance – added 10/19/2016

Any employee arriving late to work by 7 minutes or greater may be subject to being sent home either

for their shift (4 hours) or the entire day, at the discretion of management and as dictated by business

need. Any time lost by the employee due to being sent home under this management right to enforce

will be UNPAID to the employee and the employee will NOT be eligible to request pay from their PTO

benefits. This policy is in effect for ALL employees regardless of one’s HR type or employment category

(FT, PT, Flex, etc.).

As of 4/15/2021, please refer to the Attendance Policy for further information & details; employees should also familiarize

themselves with “Assigned Rotating Coverage (ARC QUEUE) Policy” dated 5/24/2021 to fully understand their obligations

and expectations for coverage on days off.

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Definition of No Call/No Show & Job Abandonment

Employees are expected to notify in advance the Office Operations Support Manager of an expected
absence or tardiness to work. Employees should call the OOSM via phone call to his/her cell and follow
up with a text to any voicemails that had to be left. If the OOSM cannot be reached (out of service,
vacation, not accepting text messages, etc.), then the Employee should notify the Director of
Operations next or their Supervising Dentist third with whom they work.

A failure of an Employee to notify Management in advance of an absence is deemed a NO CALL/NO
SHOW. Notification of an absence mid-day to management on the day an absence has occured is not
considered sufficient or acceptable “advance notification” and will still be defined as No Call/No Show
according to this policy as if no notification had taken place at all.

After Two (2) No Call No Shows (consecutive, or non-consecutive within one year) an Employee will be
terminated/released from employment. An Employee is further deemed to have abandoned one’s job
after Two (2) No Call No Shows without any notice (where contact could no longer be made with
employee); dental providers holding a license/certificate should be advised to the possible notification
the Employer may make to the state board for one’s job abandonment.

Efficient Operations Policy

Employees are expected to work efficiently, productively, and each day put forth their best effort for the
business. This means that any Employee found to be loafing, excessively socializing, and/or engaged in non-
business activity on company time may be asked to punch out and/or leave for the day. Subsequent
incidences may cause the Employer to have to make an employment retention decision.

Once patient care has been completed, employees are expected to take appropriate measures to quickly and
efficiently clean up, break down their rooms, organize themselves and their rooms, and complete all remaining
documentation, administration and stocking tasks. Patient charts and
clinical case notes are to be filled out by the rendering treatment provider
(using one’s own login and password) on a patient-by-patient basis, at the
end of each appointment, and are not to be left until the end of the day to
be written up. All providers are required not to share or allow use of their
passwords by any other team member.

-----------------------------------------------------

REMEMBER, P.T.S.

PATIENTS COME FIRST... 21

TEAM COMES SECOND...

SELF COMES THIRD

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**When you do the right thing for the patients first and protect the assets

of the practice next, you are likely to be making the RIGHT decision!**

Right to Enforce Efficient Operations – added 1/9/2017
Any employee who is either distracted, upset, and/or unable to focus fully to complete one one’s
assigned tasks & stay professional in the eyes of the patients may be subject to being sent home either
for their shift (4 hours) or the entire remainder of the day, at the discretion of management and as
dictated by business need. Any time lost by the employee due to being sent home under this
management right to enforce will be UNPAID to the employee and the employee will NOT be eligible to
request pay from their PTO benefits. This policy is in effect for ALL employees regardless of one’s HR
type or employment category (FT, PT, Flex, etc.).

Smoking Policy
There is to be no smoking (including e-cigarettes) or tobacco products used at any time in any room inside our
Office or immediately outside the Office building where patients enter and exit.

As healthcare providers, all persons' health and long-term wellbeing is vitally important to us, including your
own: Please do not hesitate to speak privately with your Supervising Dentist or Manager for information and
guidance on smoking cessation programs and/or ways that we may be able to support you in quitting a smoking
habit.

If you do smoke, please be mindful of the fact we in dentistry are working in close proximity to patients and
that some of these patients may be extremely sensitive- we ask that you take diligent care to ensure your
clothing, hair and skin are free of smoke odor and visible signs of cigarette smoke, stains, or burns.

Non-Solicitation and Non-Distribution Policy
The Company has an interest in keeping its premises free of activities, which do not relate to its business.
Solicitation and/or the distribution of literature, pamphlets or other materials in the Office are prohibited.
Employees are asked to promptly remove anything, which they may find a patient or other party has left behind
or posted in our Office, and employees should respectfully but firmly decline any efforts or requests from
outside (non-dental) sources to solicit, post, or market within the Office.

Cell Phone Policy

Personal use of cell phones for talking, text messaging and internet/social media/email is NOT ALLOWED in
the Office during business hours while working or “on the clock.” All cell phones must be silenced (put on
mute) throughout the day and kept out of patients’ view. Employees may utilize their cell phone in a
designated break area or outside the Office only, and either during authorized break times or on a limited, brief
basis for extenuating or emergency situations only. Any Employee found using a cell phone for personal, non-

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emergent use, or in the Office during business hours while on the clock will receive a verbal or written
Reminder. If subsequent Reminders are given the Employee may face a retention decision having to be made
by the Employer.

Office Equipment & Phones Policy

Personal use of office equipment, including business phones is STRONGLY DISCOURAGED in the Office during
business hours while working or “on the clock.” In the event of an emergency, an Employee may receive a call
on the Office phone, however, we ask all Employees not to make outgoing personal calls and to keep the lines
free and clear for our patients of the Practice and for business operations. An Employee may receive and/or
send limited, personal faxes with approval of the Employer. And, personal photo copies and/or print jobs are
expected to be kept to a minimum, as ink and toner costs are a major office expense to the business. Any
Employee found to be abusing or misusing office equipment will receive a verbal or written Prompt. If
subsequent Prompts or Citations are given the Employee may face a retention decision having to be made by
the Employer.

Internet & Computer Use Policy

Internet and computer use during business hours is restricted to related business activities only. Personal use
of the Internet and/or Office computers during business hours will not be tolerated. Any Employee found
using the Internet and/or Office computers for personal use during business hours will receive a verbal or
written Prompt. If subsequent Prompts or Citations are given the Employee may face a retention decision
having to be made by the Employer.

No Employee is allowed or authorized to download or accept any changes, applications, programs, or unknown
attachments to the Office computers, as to do so may unknowingly result in a virus, malware, spam, worm or
other attack to be made against our system. When unsure of a pop-up, suspicious email attachment, or
anytime you may be prompted to install or update a program, employees are asked to immediately stop and
verify first the proper action with the Employer or the Office's IT lead.

Electronic Monitoring Statement:

Prestige Dental Network reserves the right to monitor, record, track, access, retrieve, and delete any
matter stored, created, received, or sent using the Office's information systems (telephone, voicemail,
answering machine, computers, server, etc.) and all office activities. At any time, the Office may
implement and use software, video/audio surveillance systems, and cameras that can monitor and
record employee behaviors and actions, telephone, email, and internet usage. It is not necessary that
employees be informed of these implementations at the time they are made and employees are
informed by way of this Handbook that they may be coached, trained &/or corrected based on the
information revealed through electronic monitoring.

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Dress Standards

Employees are expected to dress in a manner that is appropriate to the specific duties and responsibilities of
their position. Professional, neat, and clean appearances are required in every position with the Office.
Therefore, employees are discouraged from facial piercings, obvious or large tattoos, overly strong perfume,
cologne or excessive make-up.

For safety and health reasons, clinical team members are required to wear their hair tied up and back off their
face, closed-toe leather shoes, and are asked to refrain from having long fingernails and interfering jewelry.

Administrative team members who also assist the doctor from time to time may choose to wear scrubs,
however, those in the position of specifically presenting treatment or making financial business arrangements
with patients should consider wearing only business casual, conservative, or business dress clothes, including
our company shirts as a uniform; we believe this appears to be more professional and in line with someone
working in an office role.

Acceptable • Business casual or business dress
Unacceptable • Khaki Pants or Black Slacks
• Polo or Button Down Collared (Branded) Shirts
• Scrubs (solid colored scrubs are preferred over prints or patterned scrubs- our

company color is grey)

• Open-toed shoes, flip-flops, or canvas tennis shoes
• Midriff shirts, mini-skirts (>4 inches above the knee), or any revealing clothing
• Sweat or gym clothing, tank tops, or leggings/spandex
• Jeans

Food & Drink Policy

Employees are requested to keep all food and drink in designated, appropriate meal or break areas within the
office; all front desk spaces and especially treatment/sterilization areas are to remain free and clear of all food
and drinks (exception would be a single water bottle which is retained by the employee for consumption, out of
view from the patients’ general sight).

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Gloves Policy

Employees (doctors, too!) are required to remove their gloves promptly just prior to exiting the treatment areas
where they are worn. No employee is ever allowed to wear gloves or carry a glove outside of the operatory or
into administrative areas, when touching charts or other parts of the office or otherwise- an exception may be
made for employees when they are taking out garbage bags at the end of the day.

All gloves which are worn should be promptly disposed of and in an appropriate CLINICAL garbage container.
Even worn gloves which are clean should never be put back on, reused, or placed on a counter for disposal at
a later time.

Always a phenomenal

experience. Very professional... — Peyton C. (Patient since 2018)

Always a phenomenal experience. Very professional intelligent staff. The facility is beautiful

and very well managed. They truly care about the health. Mar 25, 2021

AMAZING SERVICE! — Avalee A. (Patient since 2020)

Magicland is AMAZING! So clean, so professional, and sooo friendly! You always want

what’s best for your kids, this is the place! Thank you guy’s for all your hard work. Keep

shinning! Mar 13, 2021

I am highly impressed with the staff and the do... — Jayden T. (Patient since

2019)

I am highly impressed with the staff and the doctor. My son who is 3 went in for a cavity who

also has ENT problems was greatly taken care of. I honestly was way more scared than

him. The doctor and the assistant were amazing and quick. Made my son feel comfortable

through the tears and mine as well, haha. Highly recommend ! Mar 10, 2021

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Interoffice Travel Reimbursement Policy

Prestige Dental Network compensates an employee of a practice for their time spent traveling or driving
between office locations when instructed to do so (minus time spent eating lunch or other personal errands
performed during one’s drive). Additionally, practice employees having to travel between 2 or more office
locations within a single day will be provided a standard mileage reimbursement amount according to the
established reimbursement schedule below (reimbursement rates are subject to change at any time).

Interoffice Travel Amounts (per way) Paid to an Employee Traveling Between 2+ Offices in a Single Day:

o $1.00 Within same city/town

o $3.00 Adjacent city/town (IE: East Hartford & Hartford)

o $5.00 Moderately spaced apart cities/towns but typically within the same county or

requiring only light-moderate travel (uncomplicated highway access)

(IE: Meriden & Waterbury or East Hartford/Hartford & Meriden)

o $7.00+ Significantly spaced cities/towns and/or requiring more extensive or complex

travel within the state (IE: East Hartford/Hartford & Waterbury)

It is the sole responsibility of the employee to correctly & immediately indicate to Payroll that travel has
occurred (and time of travel) between 2 locations in the same day in order to receive this travel reimbursement
in one’s paycheck. Interoffice traveling employees are to enter a travel note in the time clock system when they
punch in to the DESTINATION OFFICE (ARRIVAL OFFICE) as to which office they have just come from.

SAMPLE TIME CLOCK NOTE (to be entered by the Employee in the Arrival Office’s Dentrix):

Same Day Travel Between DAKD & MDA, 20 minutes, in order to cover for absent DA, Suzie

In all instances of travel, employees MUST continue to punch in and punch out of EACH office location they are
physically present/working at so that one is correctly compensated for all their working and driving time. If
there are any questions about this process or protocol at all, please speak to the Operations Manager or
Director of Operations for clarification and further instruction.

UNEXPECTED DAYS OFF AND LEAVES OF ABSENCE

Inclement weather

The Employer has the sole discretion to revise employees' schedules as business needs dictate. In the case of

severe weather conditions, all employees are expected to work their normal work schedule, unless otherwise

notified by the Employer or if a state of [travel] emergency has been declared by the Governor, closing the

major thoroughfares to travel. If the Office closes due to weather conditions, the scheduled patients may be

moved to a day when the Office is not normally scheduled open to accommodate the patients; employees are

expected to be flexible to this possibility. Employees absent from work due to weather, when the office is

open for operations, will be considered UNEXCUSED as per company Attendance Policy (available PTO may be

disbursed at the sole discretion of management to cover absence from work).

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Closure: On rare occasions, the Office may be closed due to inclement weather. The Employer will
make the decision to close the Office as soon as possible and will contact you by phone or text, either
at home or on your cell. Whenever possible, office closures will also be posted on local television
network stations. Accrued/Available Paid Time Off (PTO) benefits may be used in ½-full day increments
(4-8 hours), based on practice need/ability & when requested by the employee to be paid.

Delay: Sometimes it may be necessary to delay the opening of the Office due to inclement morning
weather or difficult travel conditions. The Employer will make the decision to delay opening of the
Office as soon as possible and will contact you with the start time as indicated above. The end time on
a delayed day may be adjusted slightly (extended) to accommodate typical patient flow and patient
needs; however, such changes will be decided and worked out on a case-by-case basis with the team.
You will be compensated for the actual amount of time worked that day. Accrued/Available Paid Time
Off (PTO) benefits may be used in 1-hour or ½ day increments (4 hours), based on practice need/ability
& when requested by the employee to be paid.

Early Dismissal: In the event that inclement weather begins after the workday has already begun, the
Employer may make a decision to close the Office earlier than normally scheduled. This will be
communicated during the day in-person to those affected employees. You will be compensated for the
actual amount of time worked that day and as indicated above for a delay. Accrued/Available PTO may
be used in 1-hour or ½ day increments (4 hours), based on practice need/ability & when requested by
the employee to be paid.

*For an Employee who makes personal, last minute changes to his/her own schedule due extenuating
circumstances relating to weather AND when the Office is open for operations, the Employee will be
compensated for the actual amount of time personally worked, and the Employee may not be able to request
to use accrued/available paid time off (PTO) benefits for the time not worked in this case though the Employer
may decide to automatically pay out under terms of the Absence Policy. In such a case, Employee may be
written up or provided an attendance citation due to the failure to complete or work one’s assigned schedule or
shift.

**In the event of bad weather and the Employer is unable to be reached for whatever reason to make a
determination as to how to handle the schedule, the Director and/or Managing Dentist on staff are granted the
right to make their best and most prudent decision in making any changes. A message should be sent
immediately to the Employer with such changes and please ensure that all patients of the schedule are duly
notified; verify the Office voicemail system and patient communication system, too, are updated to reflect such
changes for anyone who may be calling into the Office.

Leave of Absence for Jury Duty-Full-Time Employees

An Employee will be paid according to state regulations which require regular wages to be paid, up to 8 hours
per day, for the first five days of service for employees who work full-time, defined as a minimum of 32 hours
per week. Employees should provide the Company and Office, with advance notice and a copy of the jury duty
notification. Upon returning to the Office, employees should also provide valid proof of actual service,

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outlining the actual dates and times in duty. Jury duty, once validated, is considered an EXCUSED absence.

Part-time or FLEX employees are not eligible for jury duty compensation.
No paid time off (PTO) benefits or other benefits will accrue during a jury duty leave.

Medical Leave of Absence, Including Pregnancy
The Company may grant (based on practice needs and ability to do so) an unpaid leave of absence for illness,
disability, or pregnancy. An approved medical leave may be granted for up to 12 weeks (plus, 2 additional
weeks are possible in cases of pregnancy complications). If necessary, you may request two more extensions in
increments of 1 week up to 30 additional days, but these are likely to be inherently more difficult to approve.

The request for a medical leave and return plans, if known, should be submitted to the Employer for
consideration and approval allowing as much notice as possible. There are no guarantees that a medical leave
request can be approved and it will be determined at that time based on patient case flow, staffing/coverage
issues, and Office schedule, among other things. An Employee will automatically be paid out all of their earned
accrued PTO benefits that exist at the time the leave is taken.

No Paid Time Off (PTO) benefits or other benefits will be accrued during a medical leave. An Employee is solely
responsible for payment of the full premium of their medical/health insurance coverage during a medical
leave (if applicable). *An Employee on any type of medical leave MUST submit in writing a physician's Return
to Work Statement or doctor's letter prior to performing any duties in the Office.

Other Leaves of Absence
Other leave of absence (bereavement, care of a sick family member, adoption, domestic violence, etc.) will be
considered on a case-by-case basis. An approved other leave of absence may be granted for up to 12 days for
domestic violence and up to 12 weeks for other. If necessary, an Employee may request one more extension in
any increment, spanning one week to one additional month. Documentation/proof validating the request may
be required by the Employee.

The request for an other leave and return plans, if known, should be submitted to the Employer for
consideration and approval allowing as much notice as possible. There are no guarantees that a leave request
can be approved and will be determined at that time based on patient case flow, staffing/coverage issues, and
the Office schedule, among other things. An Employee will be paid out all their earned accrued PTO benefits
that exist at the time the leave is taken.

No Paid Time Off (PTO) benefits or other benefits will be accrued during an unpaid leave of absence.

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CT Paid Family Medical Leave (PFMLA) – commencing 1/1/2021 with employee contributions/

paycheck deductions to fund plan; plan benefits then begin 1/1/2022 for employees

Starting 1/1/2021, Employees will see an additional deduction from their paychecks of 0.05% of their pay which
is going to the State to fund the state’s PFMLA program.

Effective 1/1/2022, the state is expected to introduce a Paid Family Medical Leave plan, allowing employees
some job protection (guaranteed holding of one’s position or a comparable position and wage) when taking an
eligible leave, PLUS the opportunity to receive some income during one’s leave (see State guidelines).

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COMPENSATION

Time Clock Procedures

All employees are expected to comply with the time clock software & time recording procedures, in accordance
with their designated work schedule, and to reflect accurate payroll records on a consistent basis. An Employee
should punch in upon arriving to work (into the building) and punch out promptly upon completion of his/her
day's tasks (prior to leaving building). Under no circumstances should an Employee linger in the Office, talk,
socialize, or catch up on personal items while still “on the clock.” We desire for all our team members to get
along and work well together; however, we ask that you please recognize that we are, in fact, running a
business; in order for us to succeed, we must all be dedicated and focused on maintaining a both a
collaborative/friendly environment balanced with a productive and efficient one.

Payroll reserve the right to automatically round up or down time respective to the nearest fifteen (15) minutes,
or one quarter of an hour.

The Office has a designated time frame for employees to take a lunch. Employees are expected to take this
break, clock out while on this break, and they will not be paid for this break time. On rare occasions, an
Employee may have to “work through lunch;” this is to be at the direction of the Dentist and/or if dictated by
business/patient needs. If this winds up being the case then the Employee will be paid for their time working.

Each Employee is responsible for entering his/her own time into the payroll system and typically this can be
done using one’s own smartphone (through the Paycom app) or online at www.paycom.com. If any Employee
expects to go over 38 hours in a work week, he/she should notify the Manager, Director, &/or Payroll promptly
for approval of this occurrence. It is not acceptable for one Employee to enter information for another
Employee or to adjust, make changes to another Employee's time. In the event, an Employee needs to make
changes to their own time (for example, a forgotten, missed or incorrect time clock punch), the Employee is
enter a punch and make a note on that time punch to notify Payroll about the correction that needs to be
made.

Payment of Salary/Pay Policies

Each Employee is solely responsible for providing his/her own time worked, Paid Time Off (PTO) hours
requested (again, using the Paycom “request time off” feature), maintaining accuracy of his/her time record,
and verifying that all the information provided to Payroll is correct, accurate, and ON TIME* each pay period.
All times and adjustments must be entered in to the system, no later than by the close of business on the
Tuesday of a pay week. This is because Payroll is transmitted early Wednesday morning of a pay week so that
you are paid on time every other Friday.

Any Employee failing to update their time clock, punches, write notes, or to include his/her hours requested
from PTO benefits, as specified, will have to wait until the next pay period for payment of the corrected time.
NO MANUAL, HAND-WRITTEN CHECKS WILL BE ISSUED TO THE EMPLOYEE FROM THE EMPLOYER, FOR ANY
REASON, CIRCUMSTANCE, FAULT, OR ERROR FROM THIS POINT FORWARD (as of 9/22/2016) - NO EXCEPTIONS!
It is not the Dentist’s, Manager’s nor Payroll's responsibility to chase an Employee to provide their accurate
time worked or to catch time clock mistakes. As stated in previous versions of this handbook, no supplemental
checks will be written in the event of Employee oversight or inability to supply accurate and correct time clock
information to Payroll. And now new policy dictates no supplemental checks are written for any reason,
including mistakes, system failure, office technology glitch, or employee’s inability or forgetting to check time.

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Steps to Ensure Accurate Payroll Information:

1. Promptly punch in and out to indicate times worked, using your Paycom app on your smartphone or
online at www.paycom.com, at the start and end of each and every shift for each location worked.
For start and end of day, use IN DAY and OUT DAY.
For start and end of lunch, use OUT LUNCH and IN LUNCH.
For atypical breaks, use OUT BREAK and IN BREAK.
Make sure when making all IN DAY punches you select from the drop down payroll profile the correct
location/office you are in (when the office is different from your regularly assigned “home office”
location).

2. Immediately when an entry is unable to be made (ie: due to computer glitch, wi-fi being down, not
having a username/password setup, etc.) or upon recognizing an error was previously made in the
system, make a note in the system and your Payroll supervisor will see that.

3. No Later than By 7:00 PM every other Tuesday of Pay Week the following employee actions must be
taken:
a. Review & reconcile one’s own punches, times, & notes for accuracy within the period
b. Submit corrections to Payroll by writing a note in the system

Error in Pay
Every effort is made to avoid errors in your paycheck. If you believe an error has been made, notify Payroll
immediately. They will take the necessary steps to research the problem and to assure that any necessary
correction is made in a timely manner, no later than by the next pay cycle.

Direct Deposit
The Company has made it possible for its employees to deposit his/her paycheck directly into his/her savings or
checking account at a bank. All new employees are strongly urged to provide Payroll with the appropriate
documentation within the first two pay periods from their date of hire. Mid-employment changes to one's
bank or account being deposited into may take up to two pay periods to take effect, so those should be
communicated with Payroll as soon as possible so you do not experience a lapse in pay.

Pay Cycle

Prestige Dental Network operates on a bi-weekly pay schedule. Employees are paid on alternating Fridays for
the previous two weeks’ work on a Wednesday through Tuesday cycle. Payroll maintains a calendar of specific
pay dates in case of question.

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Deductions from Paycheck

Prestige Dental Network is required by law to make certain deductions from the Employee's paycheck. Among
these are Federal, state and local income taxes, and your contribution to Social Security as required by law.
These deductions will be itemized on your check stub. The amount of your deductions may depend on your
individual earnings (tax bracket) and the information furnished to Payroll on W-4 forms (IE: claimed number of
dependents/exemptions). Specific, personal paycheck information may be accessed on the Employee portal
at: myaccess.adp.com for all paychecks prior to 6/10/2021; after this date, you may use your Paycom app on
your smartphone. See management for assistance in resetting your password or retrieving your username.

As of 1/1/2021, the State of CT has enacted a state Paid Family Medical Leave Act (PFMLA), requiring all employers to
withhold/deduct and pay to the state from an employee’s pay 0.5%, up to the SS contribution base.

Effective 1/2/2022, eligible employees in the State of CT may start to apply to receive benefits under the terms of this program. See
www.ctpaidleave.org for more information.

Any other mandatory deductions to be made from your paycheck, such as court-ordered attachments or wage
garnishments will be explained whenever the Company is ordered to make such deductions.

Typically, the Company does not take or hold any other deductions from an Employee's paycheck other than
those described above and as required by law. Exceptions to this statement, however, might be in the case of:

• A prior arrangement being made with the Employer to repay a dental treatment plan or dental
treatment received by the Employee in the office through payroll deduction

• PTO benefits being used but not yet accrued at the time a final check is issued to the Employee
• Cost of continuing education not reimburse-able by Employer or Employee separation within six (6)

months of employer-paid CE, seminar or other employee investment
• As penalty or payment for missing, stolen, broken or un-returned property or uniforms belonging to

the Office by the Employee

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BENEFITS

In the event an employee has joined the Company under the terms of an Employment Contract (not typical),
the executed contract will override all Benefits, either outlined in this section of the Handbook or as new
Benefits are written and executed in the Office.

The Employer reserves the right to amend and/or discontinue any and all Benefits as outlined in this section of
the Handbook at any time and without notice.

For the purpose of this Benefits Section of the Handbook:

• Full-Time (FT) Employee: > 30 Hours / week

• Part-Time (PT) Employee: 10-29 Hours / week

• FLEX/PER DIEM Employee: <10 Hours / week & or may be any number of hours per week but

without a “regular” schedule in place week over week (ie: fill in, seasonal)

Please read & familiarize yourself as well with the supplemental information from 5/25/2021 entitled, “Benefits
Summary 2021” for further information.

Requesting Benefits

Prestige Dental Network recognizes the importance of paid time off for our employees and their families.
Eligible team members will earn PTO benefits based on their status and length of service with the Company.

PTO begins to accrue for all eligible employees on their first day of work or their first day becoming eligible.
The employee may begin to use this time after 90 days for sick time and after 1 year for vacation. It is the
responsibility of the employee to submit requests for time off, no less than 30 days in advance, to Management
for consideration and approval. All approvals will be made based on an employee’s attendance rating, status
and on a first-come, first-serve basis and are strictly subject to practice needs and ability to grant request, office
schedule, and availability of coverage, among other factors.

Use & Restrictions of PTO Leave

• Whenever possible, request must be made no less than 30 days in advance of an anticipated vacation,
absence, personal time, etc.

• Employees are required to use any available PTO when taking time off or are absent from work (there
will be NO unpaid time off granted) and in many instances Employees should expect this to be
automatically paid out/distributed.

• Time off is subject to supervisory approval, staffing needs, and established Office or departmental
procedures. Such requests for time off may be denied.

• Documentation may be requested as justification for any absence greater than 3 consecutive days.
• An employee requesting PTO may be required to secure his/her own coverage for the request or to

assist Management in doing so
• Employees do not accrue PTO during absences, leaves, vacations, suspensions or a change in pay status

to an ineligible one (whether temporary or permanent).
• PTO does not count as hours worked for the purpose of calculating overtime.
• An employee may not utilize PTO subsequent to notice of resignation, regardless of whether the PTO

was approved prior to resignation.

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Paid Medical/Health Insurance

As of September 1, 2021, Prestige Dental Network is pleased to offer Employer-Sponsored Group Health
Insurance through the highly esteemed Cigna PPO network to our employees! It is a wonderful plan, which is
able to be used in all 50 states and having a low $5,000 individual deductible to its members. The plan offers
no cost annual preventative care (doctor’s physicals), as well as a low out of pocket, prescription drug coverage
and $20 copays on urgent care, not subject to the deductible.

All PT and FT employees are eligible to enroll in our health insurance plan after 90 days of employment. FT
only Employees will be granted a deferral of a portion of the monthly premium cost. Employee’s portion of the
health insurance will be deducted through bi-weekly payroll election. Employees may choose to cover
themselves only, the employee and a spouse, the employee and one child, or to pick up the full family
coverage, based on the needs of each individual and their family. If an Employee opts not to enroll in our group
health insurance plan when they first become eligible, 90 days following new hire, then an Employee will be
able typically to next enroll annually during our company’s Open Enrollment window or period (typically this
occurs in July-August). Certain qualifying life events only may allow an Employee to opt into or out of the plan
sooner than the annual Open Enrollment period or termination cycle and NO PARTICIPATING EMPLOYEE IS ABLE
TO OPT OUT OF THE PLAN OR EARLY TERMINATE THEMSELVES FROM THE PLAN ONCE THEY ARE PART OF IT.

As of August 31, 2021 the Employer will no longer offer to its Employees any other or additional Medical or
healthcare Reimbursements or Stipends, and such other programs that may have been done/offered in the past
will cease to exist, being replaced by this group health insurance plan.

Speak to the Director of Operations for more information and details on this plan.

2021 Summary of the Prestige Dental Network Group Health Insurance Plan:

Cigna PPO Advantage 5000

www.cigna.com

Available in all 50 States! ***Good and able to use even if you travel!***

No Referrals are Required

Preventative Care: NO CHARGE

In Network Deductible: $5000 single / $10,000 family Out Net Deductible: $10,000 / $20,000
50% AD
In Net Co-Insurance: 30% after deductible Out Net Co-Insurance: UNLMTD/UNLMTD
DED & CO-INS
In Net OOP Max: $8150 single / $16,300 family Out Net OOP Max:

In Net Office CoPays: $20 gen / $60 spclst NO DED Out Net Office CoPays:

All Subject to Deductibles & Co-Insurance

o Mental Health (out patient)
o Chiropractor (20 visits per year)
o Hospital (in-patient)
o EMS/ambulance
o ER

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o XRays, Bloodwork, MRI, Durable Medical Equipment, Home Health
o Urgent Care ($20 copay only in network; no deductible)
o Eye Exams (no charge in network)

RX Benefits – all prescriptions will first get the CIGNA network DISCOUNT!!! Which is huge

Generic: $0 copay after ded

Preferred: 25% copay after ded

Non-Preferred: 50% copay after ded

$7,000 Term Life Insurance for all members

POLICY: EE’s are eligible 90 days from their date of hire; then again each open enrollment period (estimated
July-August) for a calendar year Jan 1 – Dec 31 benefit period/benefits reset period. EE’s may NOT opt out of
the plan once enrolled, unless they have a “qualifying life event” (marriage, birth, death, etc). An EE whose
status changes (to PT or PER DIEM) who goes out on leave will be responsible for the duration for the TOTAL
cost (EE and ER portions) of medical insurance!!!!

TOTAL COST (ER & EE COMBINED) EE COST (WITH ER CONTRIBUTION for FT EEs)

EE Only: $614 $307 /mo $141.69 per paycheck
EE & Spouse: $1254 $947 /mo $437.08 per paycheck
EE & 1 Child: $1064 $757 /mo $349.38 per paycheck
Family Plan: $1569 $1262 /mo $582.46 per paycheck

COBRA Coverage

Any Employee participating with the Group Health Insurance and who resigns, is discharged or terminated from
employment, who goes out on Leave of Absence, or whose status changes (from FT to PT or FLEX) will be
provided with information regarding what happens to their insurance. Details of COBRA, which will outline the
ability or mandate to maintain or keep one’s insurance for a specified time period and the cost to do so will be
mailed to the Employee’s home address following separation, leave, or a change in status. Employees who
choose or are required to take COBRA benefits (for the continuation of one’s medical insurance) are solely
responsible for premium payments to be made directly to the carrier in order to keep valid and active health
insurance coverage. All details and arrangements of this COBRA coverage will be specifically between the
Employee or former Employee and Cigna.

*Under the terms of a LOA, Employees going out on a Leave are MANDATORILY REQUIRED to maintain their
coverage with COBRA (with all cost of premiums being Employee responsibility), particularly if he/she wishes to
resume coverage immediately upon returning to work or FT status.

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Dental Care

After 3 months of continuous employment, all Employees receive free preventative & basic dental care or
regular more complex care at deeply discounted fees, respectively. The benefits of free and discounted dental
care are extended to an employee’s spouse* and the employee’s immediate, child household dependents** as
well.

Emergency dental care may also be received on credit as a benefit of working for the Prestige Dental Network.
The emergency dental care on credit feature is one which is offered to our employees only, and not to any
extended family members. Please speak to the Support Manager or Director of Operations to make financial
arrangements in such a case.

Generally speaking, our dental care benefits to employees include all regular treatments performed in the
office free of charge, minus lab and/or other materials costs (which will be the employee’s responsibility). The
Office reserves the right, however, to collect from the employee’s dental insurance plan (if applicable) for any
treatment rendered before applying any relevant discounts to the employee-patient.

Uninsured, extended family members of an active Employee are encouraged to enroll in the Prestige Dental
Network Discount Plan so that they, too, receive discounts on their treatment. Please speak to Management
regarding any discounts or offers that may be given to your loved ones so that they are able to receive
important dental care they may need.

401K or Simple IRA Retirement Plan

As of 1/1/2016, our Company offers a 401K retirement savings plan to its Employees after 1 year of
employment. All 401K/IRA plans are regulated and administered according to the guidelines of IRS rule, tax
rule, and/or plan administrator options and details.

As of the writing of this handbook, Prestige Dental Network’s plan included a Safe Harbor feature with
American Funds, which does not require an employee to put in any money of their own at all but still may
receive some monies in an account reserved just for them (based on business result and plan performance).
Actual Retirement Plan information and performance details will be kept on file by Management for any time
an Employee wishes to request more information. Annual information sessions will be conducted for new &
returning employees to be provided updated information, learn more, and consider enrollment.

Please speak to the Director of Operations for more information or to obtain enrollment/change of enrollment
contribution or election forms.

Paid Time Off, known as PTO (may be used for Vacation/Personal, Sick/Emergency, &/or Holidays
equivalently)

Vacation/Personal PTO Benefits

All Active Full-Time Employees accrue Vacation/Personal PTO benefits in accordance with their tenure schedule
at Prestige Dental Network from day one. Currently, Employees working 1-5 years earn 0.0192 hours of
Vacation/Personal PTO for each hour worked. Employees working 6+ Years earn 0.0384 PTO hours for each

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hour worked. After 10 years of employment, an Employee will be granted an additional week of excused time
off (unpaid) as an option they may elect to take.

Employees are allowed to request available Vacation/Personal PTO after 1 year of employment and may only
take & receive PTO once a sufficient amount exists to cover the request. Employees may not go into a “negative
PTO” status or situation, unless specially approved by Management. PTO requests should be in increments of 1,
4, or 8 hours, depending on the situation.

Unused, accrued Vacation/Personal PTO, minus up to 40 hours which rolls over into the next year, is paid out to
Employees at the end of each year.

Accrued Vacation/Personal PTO is paid out to an employee A.) at the time of involuntary separation from
employment, provided the employee has worked for the Company for no less than 1 year and has separated in
good standing (no active Citations, Performance Improvement Plans, or Recommendations for Termination
based on misconduct) and is in compliance with other terms of their employment or B.) at the time of
voluntary separation from employment provided the employee has worked for the Company for no less than 1
year and has provided sufficient notice (2 weeks) and worked the complete notice period with no absences the
final 2 weeks. *No Employee is entitled to receive Vacation/Personal PTO benefits within their last 2 weeks of
work.

Sick/Emergency Pay

All Active Full-Time Employees accrue Sick/Emergency PTO benefits at the rate of 0.0153 hours* of Sick/
Emergency PTO for each hour worked. Employees may receive sick/emergency time after 90 days of
employment.

Unused, accrued Sick/Emergency PTO up to 40 hours is rolled over for use in the next year. At the start of each
calendar year, Employees’ Sick/Emergency PTO bank accounts will be “made whole” or replenished to 40 hours
in the amount necessary to make up gap from this roll-over amount.

No Sick/Emergency PTO is paid out to an employee at the time of either voluntary or involuntary separation
from employment and instead is forfeited, in accordance to the terms of the State’s new expected PFMLA plan.

Effective 1/1/2022, Sick/Personal PTO will not accrue but rather be granted either 90 days post Start Date and/or Annually
at the first of each calendar year in 40 hour totals. This benefit will be expanded to cover all Part Time as well as Full Time
Employees, working on average greater than 10 hours/week.

Holiday Pay

Eligible, Full-Time Employees, after 6 months of employment, will be given and paid by the Company the
following up to 6 Major Holidays, yearly, when these Holidays fall on a day of the week the Employee is
normally assigned to work and for the number of hours the Employee normally works, up to a maximum of 8
daily hours: New Year Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, Christmas.

Prestige observes and is scheduled OFF the following days additional to Holidays listed above; please note,

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these days are UNPAID by the company unless the employee is able, eligible and opts to use his/her own PTO.
□ New Year Eve
□ Thanksgiving Eve
□ Friday & Saturday after Thanksgiving
□ Christmas Eve
□ Some Offices ONLY (please ask): 1 Week for Company Vacation/Shut Down (typically in July set by the
Company & may include July 4th)

Continuing Education
In general, our organization supports and encourages Employees to invest and take part in their own continuing
education and professional development; if any Employee would like to discuss reimbursement, compensation
and/or employer scholarship to attend a particular course or seminar, they should discuss this ahead of time
with the Operations Manager and/or Director for case-by-case consideration & possible approval.

Employees requesting consideration of reimbursement or payment toward a particular continuing education
event, course or opportunity should be prepared to demonstrate how the education may benefit one’s own job
performance and overall organizational results improvement (ROI: return on investment).

Effective 5/19/2021, Employees are to refer to the documented policy on the subject, in order to understand
the policy as it relates to mandatory or Employer-obligation trainings and continuing education opportunities.

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After Hours Work Parties & Social Events

Our organization places a high value on the overall office morale, team building environment, and our
relationships we all have with each other! As a result, we will encourage, host, or facilitate events, and you will
be invited to attend regular social gatherings, parties and/or other group volunteer events throughout the year;
these things are designed and intended to enjoy each other’s company as individuals and as colleagues and to
better get to know each other, deepening connections and bonds among the staff. Social events serve as a sort
of “thank you” from Management for all your hard work and service to making Prestige Dental Network a
better place!

While these parties and events are not considered “mandatory,” nor will an employee be paid to attend them,
it simply cannot be overstated enough how important we feel it is that an employee try one’s best to be
present and to show visible effort to be part of the greater team unit.

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EMPLOYEE ACKNOWLEDGEMENT & SIGNATURE- EMPLOYEE COPY

Please read the following statements and sign below to indicate your receipt and
acknowledgment of the Employee Policies & Procedures Handbook:

o I have received and read a copy of the Employee Policies & Procedures Handbook for Prestige Dental
Network. I understand that the policies, rules, and benefits described in it are subject to change at
the sole discretion of the Office at any time.

o I further understand that my employment is “at-will,” both by the Office or myself, with or without
cause.

o I am aware that during my employment, confidential information will be made available to me. I
agree to comply with HIPAA rules and regulations and not share any patient or business information
with anyone outside the Office. In the event of separation from employment, whether voluntary or
involuntary, I hereby agree not to utilize, disclose or exploit this information with any other individual
or Office, and understand I may be held legally accountable to this clause.

o I acknowledge that I am expected to perform my job with safety and efficiently. If at any time, I
require a special OSHA, disability, or personal protective equipment (PPE) accommodation in order to
comply with this standard I am aware that I may discuss and request this of the Employer at no charge
to me.

o I understand that should the material content of this Handbook be changed in any way and/or a new
Policy or Procedure be added, the Office may require an additional signature from me to indicate that
I am aware, understand, and intend to comply with the rules of the Office and my employment.

o I understand my signature below indicates that I have read and understood the above statements
and have received a copy of the Office's Employee Handbook to retain for my own records. I am able
to ask questions at any time of my Manager, Director or Employer for further clarification or to discuss
my concerns.

________________________________________________ ______________________________
Employee’s Printed Name Position

________________________________________________ ______________________________
Employee’s Signature Date

EMPLOYEE: RETAIN THIS COPY 40

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EMPLOYEE ACKNOWLEDGEMENT & SIGNATURE- EMPLOYER COPY

Please read the following statements and sign below to indicate your receipt and
acknowledgment of the Employee Policies & Procedures Handbook:

o I have received and read a copy of the Employee Policies & Procedures Handbook for Prestige Dental
Network. I understand that the policies, rules, and benefits described in it are subject to change at
the sole discretion of the Office at any time.

o I further understand that my employment is “at-will,” both by the Office or myself, with or without
cause.

o I am aware that during my employment, confidential information will be made available to me. I
agree to comply with HIPAA rules and regulations and not share any patient or business information
with anyone outside the Office. In the event of separation from employment, whether voluntary or
involuntary, I hereby agree not to utilize, disclose or exploit this information with any other individual
or Office, and understand I may be held legally accountable to this clause.

o I acknowledge that I am expected to perform my job with safety and efficiently. If at any time, I
require a special OSHA, disability, or personal protective equipment (PPE) accommodation in order to
comply with this standard I am aware that I may discuss and request this of the Employer at no charge
to me.

o I understand that should the material content of this Handbook be changed in any way and/or a new
Policy or Procedure be added, the Office may require an additional signature from me to indicate that
I am aware, understand, and intend to comply with the rules of the Office and my employment.

o I understand my signature below indicates that I have read and understood the above statements
and have received a copy of the Office's Employee Handbook to retain for my own records. I am able
to ask questions at any time of my Manager, Director or Employer for further clarification or to discuss
my concerns.

________________________________________________ ______________________________
Employee’s Printed Name Position

________________________________________________ ______________________________
Employee’s Signature Date

EMPLOYEE: SIGN & RETURN THIS COPY TO THE EMPLOYER 41

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