Employee Computer Usage and Security Policy

Prevent unethical and illegal behavior, and address it promptly.

Financial Planning Guide is not part of the Qsource Compliance Program.

The Compliance Officer (VP of HR & Compliance) manages the reporting platform.

Designated compliance hotline is the official reporting channel.

Document procedures for consistency and knowledge sharing.

Denial of a raise after reporting a concern is retaliation.

1-833-564-4347

If concerns about retaliation arise, seek guidance from the appropriate channels.

Protecting employees who report unsafe or illegal workplace conditions from retaliation.

Concerns about retaliation should be reported to the Compliance Officer.

An employee who reports unsafe or illegal workplace conditions.

Considerations include race, sexual orientation, ancestry, and natural hairstyles.

Qsource can decline reasonable accommodations if they cause undue hardship.

An applicant who can perform essential job functions with or without reasonable accommodation.

Reports submitted through the compliance platform are received, recorded, and acted upon appropriately.

Qsource will communicate the investigation outcome and corrective actions taken.

The secure online reporting system allows for anonymous report submissions.

Continual learning and documentation of knowledge is essential for career advancement.

Investigators must conduct investigations fairly and unbiasedly.

Regular internal and external audits, both announced and unannounced, are integral to Qsource's operations.

Political affiliation is not a protected characteristic under Equal Employment Opportunity.

Natural hairstyles associated with race are considered in employment decisions.

Qsource can remotely wipe business-related data from personal devices used for work purposes to protect sensitive information and comply with data privacy regulations.

Data wiping can occur when an employee leaves Qsource, changes roles, or requests it themselves.

Employees can request the removal of specific business-related data from their devices, preserving personal data.

Qsource evaluates selective data wiping requests based on the type of data, its sensitivity, and legal requirements.

Employees must explicitly agree to the terms before using personal devices for work, acknowledging the potential for data wiping.

Employees are responsible for backing up personal data before using their personal devices for work.

Qsource won't access or tamper with personal data unrelated to work during the data wiping process.

Qsource takes steps to ensure that personal data remains confidential and not used for unauthorized purposes during data wiping.

Employees must maintain their clinical license in the applicable state while working at Qsource.

Employees must disclose any criminal convictions to their manager.

Employees must report all adverse actions to their license or certification to their manager.

Qsource equipment (computers, phones) is for business use only. Personal use is limited.

Work created on Qsource equipment and computers is the property of Qsource.

Qsource software cannot be copied or duplicated without formal authorization.

Adding personal equipment to Qsource systems without approval is prohibited.

Employees are responsible for protecting sensitive data and company information.

Employees cannot save private or vulnerable information on their personal devices (or company equipment for personal).

Employees must comply with HIPAA and FISMA guidelines concerning data security and privacy.

Employees must sign a confidentiality agreement acknowledging their responsibility for protecting company information.

The Qsource phone system may be monitored to ensure proper usage.

Employees must adhere to a regular work schedule and maintain expected productivity.

Employees are responsible for regular communication with their supervisor and sharing relevant information.

Expected productivity levels of work must be maintained. Below standard may cause action.

Employees are paid twice a month, resulting in 24 pay periods annually.

Qsource prohibits unauthorized deductions from employee salaries, ensuring compliance with labor laws.

Overtime work requires prior approval from a supervisor or designated manager.

All wage deductions are compliant with federal, state, and local laws, including minimum wage and overtime regulations.

Qsource deducts employee contributions towards company-sponsored benefits, like medical/dental plans and retirement contributions.

Federal, state, and local taxes, as well as FICA (Social Security and Medicare) are withheld from earnings.

Qsource does not provide tax advice. Employees are encouraged to seek guidance from qualified professionals.

Employees are responsible for determining any income tax implications related to maintaining a home office.

When an employee is paid more than they are owed, the excess amount must be repaid to the company. The full amount can be deducted at once, or in smaller installments with written agreement.

Qsource must comply with legal orders to deduct money from an employee's pay and send it to a third party, such as a creditor.

If an employee uses company credit or an employee charge account for personal purchases, they must repay the balance at the end of their employment.

Employees are responsible for the cost of repairing or replacing company property they damage or lose, beyond normal wear and tear.

If an employee leaves before using time off taken in advance, the value of that time is deducted from their final pay.

Exempt employees can have their salary reduced for a full day or week of absence due to personal reasons, unless federal law allows for partial-day deductions.

All employees must accurately track their time worked each day and submit their timesheets by 10:00 am the following day. Supervisors must approve all timesheets.

Non-exempt employees are eligible for overtime pay at 1.5 times their regular rate for hours worked beyond their standard hours, with prior supervisor approval.

Exempt employees will have deductions for absences of four or more hours, with the possibility of shorter deductions for absences related to jury duty or military duty.

Supervisors must instruct employees on how to correctly charge their time to the appropriate project/task code when work is assigned outside of their designated area.