HR Therapy Handbook

HR THERAPY HANDBOOK

Personal Information

Employee Name:

Position Information

Reporting Manager:

Start Date: Salary (Annual): $

Full-time   Part-time   Exempt   Non-exempt   Contractor

Employment History

Education

Graduation Date:

Professional References

Key Policies and Legal Notices

At-Will Employment: Employment with the practice is at-will, unless a separate written agreement signed by an authorized representative states otherwise. At-will means either the employee or the practice may terminate employment at any time, with or without cause or advance notice. Nothing in this handbook constitutes a guarantee of continued employment or creates contractual obligations contrary to the at-will relationship.

Equal Employment Opportunity: The practice maintains a policy of equal employment opportunity and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by applicable law. Reasonable accommodations will be provided to qualified individuals with disabilities upon request and subject to operational needs.

Confidentiality and Client Records: Employees must maintain strict confidentiality of client information in accordance with professional ethics and applicable law. Client records are the property of the practice and must be maintained, stored, transmitted, and disposed of in a manner that preserves confidentiality. Unauthorized disclosure of client information is grounds for disciplinary action, up to and including termination.

Professional Conduct, Licensing, and Continuing Education: Employees must maintain active, valid licenses and any required certifications while performing clinical duties. Failure to maintain licensure or to disclose disciplinary actions or investigations may result in immediate suspension or termination. The practice may require periodic continuing education; attendance and compliance with supervision requirements are mandatory where applicable.

Mandatory Reporting and Duty to Warn: Clinicians must comply with mandatory reporting statutes and ethical obligations, including reporting suspected abuse or imminent risk of harm. Employees must follow practice protocols for assessing and responding to threats to client or public safety and must promptly notify clinical supervision and management when such issues arise.

Drug-Free Workplace and Testing: The practice maintains a drug-free workplace. Reasonable suspicion and post-incident drug and alcohol testing may be required. Positive test results or refusal to test may result in disciplinary action or denial of employment.

Telehealth and Electronic Communications: All electronic communications with clients or third parties must comply with confidentiality, recordkeeping, and professional standards. Use of personal devices for clinical communications is discouraged unless secured and approved by management. Employees must obtain informed consent from clients for telehealth services consistent with practice protocols.

Social Media and Conflicts of Interest: Employees must avoid dual relationships that could impair professional judgment. Personal social media contacts with clients are discouraged. Employees must disclose potential conflicts of interest to management immediately and must not engage in activities that exploit clients for personal gain.

Leave, Time Off, and Accommodations

Paid time off, sick leave, family and medical leave, and other statutory leaves are administered in accordance with applicable law and practice policy. Requests for leave or accommodation should be submitted in writing to Human Resources and will be evaluated on a case-by-case basis. Abuse of leave policies may result in disciplinary action.

Grievance and Reporting Procedure

Employees are encouraged to report concerns about workplace conduct, discrimination, harassment, or client safety. Reports will be investigated promptly and confidentially to the extent possible. Retaliation against individuals who make good-faith reports is strictly prohibited and will result in disciplinary action.

Background Checks, Verification and Consent

As a condition of employment, the practice may verify professional credentials, licensure, employment history, and may obtain criminal background checks and other employment-related screening. Refusal to consent to background checks or verification may preclude hiring or continued employment.

I consent to the verification of my professional credentials, licensure, employment history, and to obtain criminal background checks as required for my position.

Acknowledgment and Applicant Certification

I certify that all information I have provided in connection with my application and employment is true, correct and complete to the best of my knowledge. I understand that any falsification, omission, or misrepresentation may result in refusal to hire or immediate termination of employment, regardless of when discovered.

I acknowledge receipt of the HR Therapy Handbook and understand that it explains key policies, procedures, and expectations of the practice. I understand that this handbook is not a contract of employment and that the practice reserves the right to amend, revise or rescind any policy within the handbook at its discretion.

I acknowledge that I have received, read, and understand the HR Therapy Handbook.

Authorization to Contact

I authorize the practice and its agents to contact any previous employers, references, licensing boards, or educational institutions to obtain information relevant to my employment or continued employment. I release such persons and the practice from liability for any information provided in good faith.

I authorize the practice to contact previous employers, references, educational institutions, and licensing boards.

Additional Employee Notes

Sign Now