Policies - Welcome

DIRECT TRANSPORTATION SYSTEM, LLC

PERSONNEL POLICIES

Direct Transportation System, LLC welcomes you to our program. The company is a private LLC Corporation and is designed to provide non-emergency transportation to Non-Emergency Medical Brokers companies, Workers Comp companies, private individuals, insurance companies and other companies who seek medical services on a scheduled and will-call basis. The company is privately owned and operated.

The company will start with 12 vehicles and 13 employees and will increase over the years. The Mission is to: “Provide integrated, high quality, medical transportation to the Mississippi Delta. We aspire to provide the highest quality of services with a direct focus on our client/employee’s needs, request and requirement”.

We realize that we cannot obtain any stature without the superior services provided by our employees. We are glad you are part of our team. A transportation program dedicated to providing quality services to our clients. We believe each employee contributes directly to the program’s growth and success, and we hope you will take pride in being a member of our team.

We hope that your experience here will be challenging, enjoyable and rewarding. Again welcome!

DIRECT TRANSPORTATION SYSTEM, LLC, (DTS)

WELCOMES YOU

TO A NEW AND BENEFICIAL OPPORTUNITY

MISSION STATEMENT

“Provide integrated, high quality, medical transportation to Non-Emergency Medical Brokers companies, Workers Comp companies, private individuals, insurance companies and other companies who seek medical services on a scheduled and will-call basis. We aspire to provide the highest quality of service with a direct focus on our brokers, clients/employees’ needs and requirements.

VISION STATEMENT

“Being the best, we can be at all times”.

We believe that all clients should have the opportunity to affordable and accessible transportation. We believe that all operators are professional and should conduct themselves in this manner always. Our Vision is to move people from no transportation to transportation that they can feel that they own.

To realize the vision, we will have to play the role of pulling the team together, look at indicators for the future to see where we want to be and get staff qualified to meet the future needs of our transportation program.

PHILOSOPHY

The Philosophy of Direct Transportation System, LLC (DTS) is to ensure that our mission is fulfilled by meeting the overall goal of our brokers clients and employees while increasing the overall program.

We believe that.

Our brokers, clients and employees are the reason we exist

We provide the highest quality of services and aspire to meet all their needs as it relates to transportation in a professional manner.

Effective systems and procedures for program, financial and human resources management are necessary to the achievement of excellence in program management, as well as a strong focus in staff training and development.

INTRODUCTION

The productivity and effectiveness of Direct Transportation System, LLC, (DTS) staff has a direct bearing on the quality and quantity of services offered to our brokers, clients/employees. Therefore, it is essential that the administrative staff of Direct Transportation System, LLC (DTS), provide specific guidelines for program management as well as day-to-day program operations. It is also the responsibility of the management staff to supply each employee with a copy of these policies and procedures and through training ensure that staff understand and follow these directives.

The policies and procedures set forth in this manual apply to all employees of the (DTS) Program, however, this manual is not to be interpreted as a legal document or an employment contract. Policies contained herein are only summaries and are not all-inclusive. Owners must still manage day-to-day activities and make policy decisions where there are, at times, no strict guidelines.

DTS reserves the right to alter, change, add to or delete any of these policies or procedures at any time without notice. Amendments to these personnel policies, procedures and practices are subject to change at Direct Transportation System LLC (DTS) discretion to maintain their legal compliance, operational effectiveness, and the general scope of desired workplace conditions. Upon amendment of any part of this manual, the company will endeavor to use normal communication channels to appraise employees, in a timely fashion, for such changes and their effect, if any.

Each employee covered or affected by this manual is responsible for knowledge of and compliance with all provisions contained herein. DTS is an At-will employer, which means that this employment relationship can be terminated by either party with no liability.

The company will operate as a team which will begin with the owner, other members of the team will include the following: dispatcher, billing clerk, operational supervisor and drivers. Other positions will be designated as the company grows.

POSITION CLASSIFICATION: To develop and maintain a clear structure of job responsibility and work actively relationships within the company, and to keep meaningful the understanding of an employee’s job and associated pay, performance standards, and other employment conditions, the company has adopted a policy to maintain job descriptions on drivers.

The Owner will be responsible for preparing and maintaining job descriptions in all positions with the aid and assistance of other staff members. Such job descriptions should contain the designation as to whether positions covered by the job description are categorized as exempt or nonexempt, in addition to duty and qualification specifications. All job descriptions will be reviewed periodically to determine their continued accuracy, completeness, compliance with applicable standards of state and federal laws, and relevance to the company’s pay and performance evaluation systems. Each employee will be allocated to a position approved by the DTS Owner and position vacancies will be filled based on job description standards.

REVISION OF JOB DESCRIPTION AND POSITION ALLOCATION: Job descriptions and the allocation of employees to positions may be revised or altered from time to time at the sole discretion of the company as a means of operational efficiency and the changing nature of the program. When and where it is deemed appropriate, the company will endeavor to advise affected employees of changes in job description details or their allocation to a specific position, including the determination to abolish positions, in which case employees may be offered other positions for which they are qualified.

CLASSIFICATION OF DTS POSITIONS

FULL- TIME EMPLOYEE: An employee who works a full-time workweek of forty hours (40).

PART-TIME EMPLOYEE: An employee who works less than 40 hours per week

EMPLOYMENT PRACTICES

EQUAL EMPLOYMENT OPPORTUNITY

It is the policy of Direct Transportation System,0 LLC (DTS) to provide equal opportunity to all qualified persons and not to discriminate against applicants or employees because of race, religion, color, sex, age, national origin, disability, citizenship or service in the uniformed services.

HARRASSMENT POLICY

The company prohibits harassment of any employee based on race, religion, color, sex, age, national origin, disability, citizenship or service in the uniformed services. All employees should be able to enjoy a workplace free of such harassment. Such harassment is a form of unlawful discrimination and is considered illegal under various local, state and federal laws.

We strongly encourage any employee who feels unlawfully harassed to notify the Owner of DTS. Any claims will be promptly investigated, and appropriate action taken. All complaints will be kept in the strictest confidence except as necessary to complete an investigation. Retaliation against employees for complaining about such harassment is prohibited. Requiring an employee to properly perform his or her job is not unlawful harassment.

Violations of this policy will not be tolerated at the company and may result in disciplinary action, up to and including possible termination.

DRIVER’S LICENSE REQUIREMENT

Each employee driving a vehicle is required to have a valid Mississippi driver’s license and to have and maintain an acceptable driving record. All applicants must be 23 years or older. If you are involved in a moving violation, lose your driving privilege and/or do not have a valid driver’s license, you must immediately notify the owner. The company reserves the right to check your driving record periodically, without prior notice. No employee can drive for DTS if he/she receives more than 2 tickets in a one-year period

STAFF RECRUITMENT AND SELECTION

Direct Transportation System LLC (DTS) takes the position that employment consideration reflects upon the reputation of the company in the community, as well as the quality of our employees, and staff. It is therefore the desire of the company to make fair and impartial judgment of prospective employees, to leave a positive impression of the company, and to be thorough in its selection determinations. In keeping with the company’s policy on taking reasonable measures to determine the overall suitability of new hires, and to provide the company with greater assurance of a new employee’s successful adaptation to employment conditions, the company reserves the right to investigate and obtain prior employment, education, credit history, criminal background, character and other pertinent information about any prospective applicant under consideration for hire. While most reference investigations are conducted at the time of hire, the company may additionally determine the need to gather similar information on existing employees when doing so is deemed suitable and in the best interest of the company.

It shall be the duty and responsibility of the DTS Owner to coordinate the recruitment and selection of staff for the company. All current and prospective employees must complete an application and sign a declaration prior to employment that lists the following:

All pending and prior criminal arrests and charges related to child sexual abuse/molestation and their disposition.
Convictions related to other forms of child abuse and neglect.
All convictions of violent felonies
All violations against their license

The recruitment and selection plan for hiring staff for the Direct Transportation System., LLC (DTS) Program involves four basic steps:

Public Announcement: Available positions in the DTS Program are announced through the media and other public announcements so that the public will be aware of the available positions.
Recruitment: Applications are available at the DTS Office. The company may advertise or otherwise recruit qualified people in the appropriate labor market, and may, at its discretion, hire from outside the company. The company reserves the right to hire the most qualified person for the job.
Selection: The DTS Owner will appoint all applicants to be interviewed for available positions, notifying them in writing or by phone of the disposition of their application within five working days after the hiring process has been completed.

Nepotism: Nepotism applies to a position that is directly supervised by the family member mentioned below. NO person will be employed by DTS Program while the following member of his/her immediate family is employed in direct Owner position over him/her. Immediate family includes:

Husband/Wife
Father/Mother
Brother/Sister
Son/Daughter
Father-in-Law/Mother-in-Law
Brother-in-Law/Sister-in-Law.
Son-in-Law/Daughter-in-Law
Aunt/Uncle (niece/nephew)

JOB DISCRIMINATION

It is the intent of the company to establish by policy our commitment to afford equal employment opportunity to qualified individuals regardless of their race, color, religion, sex, national origin, age, physical or mental handicap, or veteran status and to conform with the content and spirit of applicable Equal Opportunity Laws and regulations; except where the doctrine of business necessity or a bona fide occupational qualification can reasonably be established. This policy is intended to apply to those actions related to both employees and applicants for employment.

In keeping with the intent of this policy, the company will adhere strictly to the following practices:

Recruitment, hiring and promotion of individuals in all jobs will be conducted without regard to race, color, religion, national origin, age, sex, physical or mental handicap, or veteran status, except where a bona fide occupational qualification exists.
Employment and promotional decisions will be made in such a manner as to further the principle of equal employment opportunity, when possible, based upon selection criteria that are job related.

INTRODUCTORY PERIOD

The first ninety (90) days of employment are considered an introductory period. This will give the employee an opportunity to become familiar with the job and DTS and determine if this is the type of organization they want to work for. It also allows DTS time to determine whether the employee can satisfactorily perform the assigned job. The Owner` will be given the opportunity to observe the employee’s character, ability, and work record.

2. The introductory period is for an employee working in a regular full-time or part-time capacity who has not completed 90 days of successful job performance.

3. During the introductory period of an employee who, in the judgment of the DTS Owner, does not perform satisfactory work, has poor attendance, abuses rules, etc., can be summarily dismissed after proper notification on or prior to the completion of the introductory period. Such a dismissal prevents the employee from being entitled to an increase in pay/commission.

4. The same supervision and training are offered to all employees.

5. Separation during the introductory period may be affected without showing detailed cause and maybe based on such things as stated in section three above. This type of separation is not subject to appeal unless the individual alleges discrimination because of a non-merit reason. In this latter case, it will be processed in keeping with pertinent company policies covering grievances.

6. Employee will not be considered for a raise (increase in pay) until after he/she has completed his or her 90 introductory period successfully, without any absents or late routes.

PROMOTION AND COMPENSATION

The company seeks currently employees and qualified staff to fill vacancies that occur from time to time. This applies to all employees. Hence, DTS employees may be given preference to fill a vacancy based on past performance. They may be given the opportunity to promote horizontally as well as vertically, subject to the approval of the Owners. The purpose of our in-house training and development program is to help employees experience their full potential.

When position vacancies occur, the Owner will determine whether there are eligible candidates within the company. Candidates for promotion will be selected based on their qualifications and work records without regard to age, sex, race, color, religion, mental or physical handicap or national origin. The standards will apply to all employees.

Service with the company may be a factor considered in the process of selecting a candidate for promotion. However, it will not be the deciding factor when determining which candidate is chosen. Promotions will always be based on ability, potential and actual performance.

ORIENTATION OF NEW EMPLOYEES

Direct Transportation System LLC (DTS) believes that a smooth and thorough orientation of new employees results in a positive integration into the company’s operation and will lead to a more productive and satisfying employment relationship. For this reason, it is the company’s policy to provide each new employee with a thorough orientation of the company and its policies and procedures promptly following their report to work date. Orientation for new employees is the direct responsibility of the Owner.

Several areas that will be covered in the orientation are.

History/introduction to the company
Discussion of organizational structure, key employees, office/site location
Review of policies and procedures, and the employee procedures manual
Code of conduct
Review of benefits and signing of all necessary forms
Introduction to Owners and co-workers
New employee’s role in helping to achieve company’s goals.
New employee’s job content and performance evaluation standards
Job Safety
Promotional opportunities

Following initial orientation, the Owner will regularly check with employees concerning questions they may have, their working conditions, any problems or difficulties they may have encountered, and feedback concerning their performance or job progress.

TRAINING

Employees of DTS will participate in a Professional Development training program that consists of: Defensive Driving; First Aid/CPR; Fraud Waste and Abuse, Emergency Training/Assisting Passenger with Disabilities, Bloodborne and Wheelchair accessibility to ensure that training is relevant to the needs of staff. The training program for the company will be composed of the following facets.

To provide pre-service training for employees to add to their knowledge and capabilities in working with ill clients. These training sessions include all areas of the Transportation Program and related DTS fields. Experts in the field of Transportation and other related fields from local colleges and universities and representatives from the CTAA Technical Training Division (On-Line) and Trainers often participate in leading the training sessions.

To provide resources for all drivers concerning transportation passengers.

To keep DTS staff informed about Transit Regulation and other job-related courses offered at the area vocational schools and when the budget allows, paying participating staff fees and material costs.

To provide various books and materials related to Transportation and other DTS fields, if funds are available.

All staff are required to participate in pre-service sessions and Quartey staff meetings. These sessions will be conducted in such a way as to help employees improve the quality of services they provide and prepare for jobs of more responsibility.

PERFORMANCE EVALUATION

It is the company’s policy to conduct performance reviews with all employees once a year. The appraisal is intended to be an employee development activity to assist and motivate employees to attain their maximum potential.

The objectives of the program are:

to motivate and guide employees toward greater self-deve1pment and improved performance by discussing significant strengths and areas needing improvement in a positive, constructive manner
to provide an objective and uniform means for Owners to make determinations based on an assessment of employee performance
to identify training needs and succession planning activities and
to provide a record of employees’ progress

The following procedures will be followed in performance appraisal.

DTS employees shall be given a performance rating by the Owner at least once per year

or at any time deemed necessary by the DTS Owner. An employee who has been given either an oral or written reprimand or has a grievance filed against them will be given a performance evaluation at the time of the reprimand or grievance. Another performance evaluation will be given to this employee within sixty days. If this evaluation is substandard, it may be grounds for dismissal.

Each employee may discuss their evaluation with the Owner. This will help each to have

a better understanding of the work being performed. After discussion, each employee must sign the evaluation to verify that it has been seen and discussed with the employee. The employee must also be given the opportunity to write comments concerning his/her evaluation before signing.

3. Evaluation reports are submitted to DTS Owner for examination/review.

A copy of the personnel evaluation report is then filed with the employee’s personnel

The employee’s performance and ability must be of such quality as to ensure the

guidelines set forth by the performance standards in all areas are met.

The employee evaluation can also serve as a basis for recommendations for pay adjustments.

DISCIPLINARY ACTION

Open communication between management and employees and the establishment of a friendly, cooperative work atmosphere go a long way toward eliminating serious disciplinary problems. If, however, disciplinary problems do arise, management should make every effort to ensure that employees have a thorough understanding of company policies and an awareness of what is expected in job performance.

The policy is to provide for progressive, even handed disciplinary action. The application of these guidelines must be consistent and equitable so that all employees receive treatment for similar offenses.

Illustrative examples of the type of conduct, activities, and performance that the company expressly wants employees to avoid include the following. However, because conditions of human conduct are unpredictable, no attempt has been made here to establish a complete list. Should there arise an instance of unacceptable conduct not included in the following list, the company may likewise find it necessary and appropriate to initiate disciplinary action in accordance with these policies and procedures.

Destruction of, damage to, or unauthorized removal of company property or personal property of others without prior approval.

Inefficient or careless performance of job responsibilities or inability to perform duties successfully.

Failure to promptly report a work-related injury or accident.

Negligence results in injury to an employee, staff or a visitor.

Intentional falsification of records required in the transaction of company business.

Unauthorized signing of another employee or recording the time of another employee. Both employees may be subject to disciplinary action.

Irregular attendance; repeated tardiness, unreported or unexcused absence, abuse of sick leave, and overstaying on a leave of absence without written authorization.

Insubordination, including refusal or failure to perform assigned work.

Possessing or being under the influence of alcohol, narcotics, or drugs while on company property.

Gambling on company property.

Sleeping while on duty.

Physical altercations (fighting) on company property.

Making malicious, false, or derogatory statements that may damage the integrity or reputation of the company or its employees.

Misrepresentation or withholding of pertinent facts in securing employment.

Refusal to follow instructions of authorized personnel, rude or discourteous conduct, or any action that endangers the health or safety of others.

Improper use of company telephones, computers, internet access and e-mails.

Abuse of break times and lunch periods.

18. Accepting gratuities or tips.

19. Distributing or posting information that is detrimental to the general interest of the company.

20. Use of company vehicles without prior approval, or unlawful operation.

Possession, display or use of explosives, firearms, or other dangerous weapons while on duty or on company property.

Encouraging or engaging in any work stoppage or any other activity designed to restrict or delay the delivery of goods or services by the company.

Directly or indirectly, either for one’s personal benefit or for the benefit of any other person or company, revealing any company or employee confidential information.

Any act or conduct that is discriminatory in nature toward another person’s race, creed, color, national origin, sex (including sexual harassment), age, religion beliefs, or political affiliations.

Willful or negligent violation of the company’s policies and procedures, operating rules, or related directives.

Failure to carry out a direct order from a superior, except where the employee’s safety may reasonably be jeopardized by the order.

Engaging in conflict-of-interest activities

Texting or face timing while driving – this action will cause immediate termination.

Conduct that discredits the employee or the company, or willful misrepresentation of the company.

Conviction of a crime, including conviction based on a plea of novo contender or of a misdemeanor involving moral turpitude, the nature of which reflects the possibility of serious consequences related to the continued assignment or employment of the employee.

Soliciting outside work for personal gain during business hours; engaging in off-duty employment for any business under contract with the company; participating in any off-duty employment that adversely affects the employee’s performance of work for the company; and engaging in unauthorized off-duty employment.

Discourteous treatment of the patients, employment passengers or other employees, including harassing, threatening, or intimating others.

Violation or neglect of safety rules or contributing to hazardous conditions.

Conduct that interferes with the management of the company’s operation.

Refusal or inability to improve job performance in accordance with written or verbal direction after a reasonable trial period.

Driving under the influence of alcohol or drugs while on duty; suspension of driver’s license where job duties require driving.

Careless, negligent, or improper use of company property, equipment, or funds, including unauthorized removal, or use for private purposes, or use involving damage or unreasonable risk of damage to property.

37. Unauthorized release of confidential information or official records.

The purpose of an adverse personnel action is to correct unacceptable employee conduct or performance, or if this fails, to remove the employee from the program. Adverse actions may range from an oral reprimand to termination of the employee. Depending on the nature and circumstances of an incident, discipline will normally be progressive and bear a reasonable relationship to the violation. The types of discipline that may occur are as follows in general order of increasing formality and seriousness:

Oral Reprimand – This is the mildest form of disciplinary action available to Owner to informally attempt to correct a conduct or performance inadequacy. An oral reprimand is simply a verbal admonishment in which a Owner tells an employee (1) the area of the employee’s unacceptable conduct or performance; (2) the corrective action required of the employee; and (3) the consequences if the employee fails to upgrade their conduct or performance. An oral reprimand has no appeal.
Written reprimand – A written reprimand is· of a more serious nature than an oral reprimand. The Owner indicates to the employee with a written reprimand that the employee’s conduct or performance record and that the written reprimand will be retained in the employee’s personnel file for a specified period not to exceed three (3) years. The written reprimand specifies (1) the area of the employee’s unacceptable conduct or performance; (2) the corrective action required of the employee; and (3) the consequences if the employee fails to adequately upgrade his/her conduct or performance.
Disciplinary demotion – Under circumstances of demotion for disciplinary reasons, an employee may be reassigned from a present job to having lower responsibilities, skill requirements, performance standards and rate of pay upon recommendation of Owner. A copy of such a written notice will be given to the affected employee and the Owner for placement in the employee’s personnel file.
Disciplinary Suspension – A disciplinary suspension is used to make an employee aware of the severity of their unsatisfactory conduct, and to communicate to them that the program will not continue to tolerate their deficiencies. The DTS Owner can immediately initiate a disciplinary suspension against an employee to correct behavior that conflicts with the standards of conduct as defined in the Company’s Personnel Policies and Procedures. Disciplinary Suspension is without pay. The employee must be notified in writing of the specific reason for the suspension, the length of the suspension, and the right to appeal the disciplinary suspension before the DTS Owner.
Summary Suspension – A summary suspension can be imposed by the DTS Owner if the employee’s continued presence in the program would endanger the safety of the patients, employees or staff, endanger property, or otherwise disrupt the operation of the program. A summary suspension will usually lead to termination. The summary suspension must immediately be followed by a letter confirming the summary suspension, stating the reason for the suspension, notifying the employee of the intent to terminate in accordance with the involuntary termination procedure, and notifying the employee of their right to appeal before the DTS Owner. The summary suspension is without pay and in cases of subsequent termination, without accrual of leave benefits. The final decision to terminate an employee must be approved or disapproved of by the Owner.
Probation for Unacceptable Performance or Conduct – An employee can be placed on probation as the result of unacceptable conduct or substandard formal employee evaluation. This office recommends a probationary period of three to six months. If the employee’s performance or conduct improves sufficiently during the probationary period as determined by a formal reevaluation, the employee is removed from probation. If enough improvement is not made, the employee is either terminated or transferred to a position he/she can adequately perform.
The employee must be notified in writing of (1) the exact time period of the probation, (2) the performance or conduct improvements which will be required for removal form probation, (3) the consequences of failure to make the required improvements and (4) the right to appeal the probation of it results in adverse personnel action, i.e. demotion to a lower pay scale, termination, etc. An employee must be formally re-evaluated at the end of the probationary period to determine what recommendations will be made.
Probation and/or Suspension for Prohibited Political Activities – An employee can be placed in probation and/or suspended as the result of participating in prohibited political activities. This office recommends a probationary period from three to six months for political activities as listed under Employee Code of Conduct, Prohibited Political Activities, F – K, and suspension for A – E for eight weeks. If political activities do not cease, the employee will be terminated. The employee must be notified in writing of (1) the exact time of the probation, (2) the conduct improvement which will be required for removal of probation or suspension, (3) the consequences of failure to make the required adjustment and (4) the right to appeal the probation and/or suspension.

Training/Counseling – The Owners will provide training and counseling to an employee who is in probation for the employee to improve his/her performance to an acceptable level.

Repeated Occurrences – Three occurrences of any type of adverse personnel action within a period of one year will result in the termination of an employee.

Involuntary Termination – An involuntary termination is the most serious adverse personnel action that can be taken against an employee. An involuntary termination will be initiated only after every consideration has been given to improve the employee’s performance. The charge against an employee must detail exactly what area of the employee’s performance is inadequate. Reasons for termination must be specific, such as prohibited political activities, outside employment interfered with job performance, using corporal punishment and total or extended isolation as a disciplinary measure, failed to perform job duties as outlined in the job description, unacceptable behavior which reflected negatively upon the DTS program, convicted of a crime involving moral turpitude, etc.

Involuntary termination will consist of two basic steps:

The Owner recommends termination of the DTS staff, who will then meet with the

employee and make a recommendation.

2. The DTS Owner notifies the employee in writing of the intent to terminate, the specific

charge, the right to be represented, the date and time of the meeting.

HOURS AND ATTENDANCE

The normal working hours are scheduled by the Owner and regularly scheduled attendance by the employee is required. Employees are expected to be at their assigned workstation on time each work period ready and able to work.

For all employees, the regular work week will consist of 5-8 – hours per day, five – six days per week. The Owner will assign work schedules from 4:00 AM. to 6:30 P.M. Monday through Saturday and Sunday’s if necessary.

Attendance: Consistent attendance and punctuality are considered imperative ingredients in the company operations. Employees are expected and required to report to their designated work location at the prescribed time and manner work activity is to commence. Tardiness, unexcused absence, or failure to report as required may result in disciplinary action up to termination. In the event an employee cannot report to work as scheduled, the employee must notify the Owner at least two (2) hours prior to scheduled reporting time or be

prepared to provide evidence of extenuating circumstances. In all cases of an employee’s absence or tardiness, the employee shall provide management with a truthful reason for the absence and, if applicable, the probable duration of absence.

Excessive absenteeism, regardless of reason(s) that render an employee insufficiently available for work will be evaluated on a case-by-case basis to determine the merits of correctional retention or termination.

Unauthorized Absence: An employee who is absent from his or her assigned work location or schedule without official leave approval from management for three (3) days shall be considered absent without authorized leave. In such cases, the company shall regard the job as abandoned and the employee automatically terminated, unless the employee can provide the company with acceptable and verifiable evidence of extenuating circumstances.

Employees who are absent without notice or authorization for less than three (3) days, and who subsequently report to work, shall provide a detailed written reason for such absence and, regardless of stated reason, may be subject to disciplinary action including termination.

Unauthorized leave or unexcused absence will not be compensated in any form by the company.

Meal and Break Period: In accordance with applicable law, nonexempt employees are entitled and encouraged to take lunch and break periods at times and under conditions prescribed by the Owner. It is the intent of this policy to provide opportunities for employees to meet their dietary and health needs, as well as to break periodically form assigned work tasks.

Breaks cannot be used in conjunction with lunch periods. Lunch and breaks must be taken at the time designated by the company unless prior approval is obtained for programmatic reasons to deviate from the schedule.

GRIEVANCE PROCEDURES

Good employee-employer relationships can exist only if employees believe they have been treated equitably and fairly within the management policies, procedures, and actions that influence their relationship. It is recognized that there are occasions when honest differences of opinion can occur regarding the interpretation and application of policies, procedures, and actions. Thus, the company will implement the following grievance procedure.

All grievances and complaints will be given prompt and fair consideration. Four basic types of grievances and complaints are addressed in the program:

Program Grievance that is either person to persons other than employee initiated or staff initiated.
Grievance against an employee
Adverse personnel action/unacceptable working conditions complaint
Civil right complaint

Grievance is a method for correcting unacceptable conditions in the workplace or at any level of program operation. A grievance can also be filed against an employee. An employee may also address adverse personnel action through grievance procedures. Generally, grievances or complaints are filed through the chain of command. For example: If a patient files a complaint with the Owner and if it cannot be resolved other actions will be taken. An appeal is an effort to contest an adverse personnel action such as firing, demotion or suspension.

It is understood that any employee who elects to use the employee complaint procedure will be treated courteously and that the case will always be handled confidentially. An employee will not be subject to discourteous action or reproach on any form due to use of the complaint procedure. Only those members of management with a need to know and who are in the employee’s chain of command may have access to complaint procedures documentation.

Employee Grievance Procedures: An employee who wishes to contest (appeal) an adverse personnel action or unacceptable working condition which cannot be solved through the chain of command must file his/her written grievance with the Owner within five working days of the adverse personnel action. The Owner must call a meeting within five working days of receiving the employee’s complaint, or written notification given as to when the meeting will be held. The decision of Grievance must be approved by the Owner. The steps of the personnel grievance are:

Employee files grievance with Owner within five working days of the adverse personnel action.

The Owner attempts to resolve the complaint and replies to the employee within five working days. It is expected that every effort will be made to resolve the complaint in a amicable manner at this level.

A grievance against a DTS employee will be filed through a chain of command and every effort will be made to resolve the complaint at this level. If the problem cannot be satisfactory concluded through this method, the DTS Owner will refer the matter to a liaison that will follow the steps as outlined in the employee grievance procedure.

The decision and recommendations of the Owner will be presented to the employee as to what actions will be taken.

Appeal: Actions and decisions of the standing committee, i.e. Personnel, Executive and Grievance, can be appealed. The Owners is the Program’s decision-making body. Therefore, the final approval or rejection of any action lies with the Owner

Civil Rights Complaints: An employee, person or group may initiate a civil rights complaint to address or contest an action or situation in which discrimination based on race, color, sex, age, national origin, religion or disability has occurred or has appeared to have occurred.

The company’s DTS Owner are available to hear civil rights complaints brought against the program by an employee and assure that they receive due process in accordance with local, state and federal laws.

REDUCTION IN FORCE

A Reduction in Force Policy has been developed in the event of a reduction in funds, a change in program options or a reorganization that results in a reduction of staff. A Reduction in Force constitutes a major work program change and must have prior approval of the Owner. The program will identify the type and grouping of positions to receive a reduction or reorganization.

Retention points are determined by years of service and evaluations. One value point is given for each year of service. Quality points are determined by evaluations, i.e.

Unsatisfactory 0 value points
Satisfactory 1 value point
Highly’ Satisfactory 3 value points
Outstanding 6 value points

The retention for service is determined by the sum of value points and quality points. The employee with the least number of retention points will be first to be affected by the RIP action.

PERSONNEL RECORD

Comprehensive records shall be kept on all personnel actions including interviews, hiring, training, promotions, dismissals, and resignations.

Time and attendance records shall be kept for all full-time and part-time employees

Information concerning a DTS employee will not be released unless the employee signs a release of information form, except to verify employment or to satisfy legitimate investigatory or legal requirements.

Personnel records should include specifically official documents for each member of staff related to qualifications for appointments or promotion, periodic pay increase, records of continued training or education, official recognition, performance evaluations, adverse personnel action, release of information form, oath of confidentially, physical form (Health Services Dept.), etc., as deemed necessary by the company.

COMPLETION OF TIME REPORT

At the end of each scheduled workday, employees are responsible for checking their time report with the owner to assure accuracy in their time. Once the time is checked and approved by the owner, it will be submitted for processing. If an employee works and fails to log in and out, they must immediately contact the owner immediately. Any missing time must be brought to the attention of the owner immediately (NO EXCEPTION). An employee will not be paid for time not recorded. If an employee states that his or her time is not correct, and an audit of the employee trip log is done, he or she will be paid if it is our error, if it is the employee error, then you will have to pay the agency the difference on the next payroll.

PAYROLL

It is the policy of the Company to issue payroll to employee on a bi-weekly basis. A schedule will be given to the staff annually for the dates. Payroll is prepared on Wednesday after the pay period ends, which is a direct deposit payroll. Checks are scheduled to be deposited on Friday.

Standard payroll deductions will include the withholding of income taxes, the withholding of social security taxes and withholding for Medicare and unemployment insurance.

SECURITY

The company has installed cameras to provide security for its employees and riders. Should any situation arise which need the attention that maybe a breach of security the employee should notify the Owner immediately and the Owner will discuss it with them. Employees are responsible for their personal belongings and should take precautions to ensure that they are properly protected. Effective security is dependent upon the cooperation of all employees. The security cameras are for your protection, they are not to be tampered with, if it is found that you tampered with the camera, you will be terminated immediately.

SUGGESTIONS, QUESTIONS AND CONCERNS RESOLUTION

The company values your opinion and encourages you to bring your suggestions, questions, and concerns to our attention. We will consider each of these in our continuing effort to create a good work environment and build a strong relationship with our employees. Difference of opinion may occur when many people work together as situations are bound to be viewed differently. While we cannot guarantee that we will always give you the answer that you want, we will consider any questions, suggestions or concern that may arise.

If you have a suggestion, question, or concern, you should discuss the situation with your Owner. Employees and their Owners work closely together daily, and experience has shown that most situations can be settled at this level. We encourage you to speak honestly and openly with your Owner.

If an employee still feels that his/her situation has not been resolved by the Owner or if the subject matter of the situation prevents an employee from discussing the matter with the Owner the employee may pursue it.

We want to provide employees with every opportunity to discuss questions, suggestions, and concerns freely and to feel that they have been treated fairly.

VOTING

Employees will be given time off for voting in elections if it becomes necessary. The amount of time will be determined by the DTS Owner and will be announced to the staff.

OVERTIME

At times employees (hourly) will work more than forty hours in any given week. If an employee, in carrying out their job responsibilities, works more than forty hours in one week, they will be paid overtime for all hours worked over 40. It is the responsibility of the employee to keep up with his or her time daily and report it to the owner on an as needed basis.

FRINGE BENEFITS

Social Security: DTS will pay the matching rate as prescribed by law toward social security benefits.

Workmen’s Compensation: DTS will pay all premiums for workmen’s compensation. Any employee who is absent 7 days from work because of an occupational disability arising during employment, unless purposely self-inflicted, or due to willful misconduct or violation of safety rules, or refusal to use safety precautions, will be excused from work. All accidents must be reported immediately to Owner. Failure to do so may cause loss of job.

Unemployment Taxes: DTS will pay all unemployment taxes, as prescribed by law, for the benefit of the employee.

HOLIDAYS:

DTS recognizes the same holiday days as the Non-Emergency Medical Management Broker, and they are considered as paid Holidays (4 hours) for all employees. These holidays shall include Thanksgiving and Christmas. Each employee will be paid 4 hours for each holiday.

ADD BOUNS

EMPLOYEE CONDUCT

CONFIDENTIAL INFORMATION

DTS provides its services to the patients/employees with a great deal of pride. Employees are expected to always conduct themselves in a courteous and professional manner. Due to the services we provide, employees will become aware of confidential information that is entrusted to us. It is the employee’s responsibility to maintain that confidentiality by not discussing information with anyone other than those individuals within the Company who are authorized to receive the information.

For your safety and well-being, DTS has an alcohol and drug policy. The company will conduct pre-employment and random alcohol and drug testing. Use, possession, sale or transfer of alcohol or the illegal use, possession, sale or transfer of drugs on Company property or in Company owned or controlled vehicles or reporting to work or performing company business while under the influence of alcohol or any illegal drug or reporting to work or performing company business while under the influence of any drug causing impairment is strictly prohibited. Violation of the company’s policy will result in termination.

When there is reasonable cause to believe that an employee’s physical or mental abilities may be impaired during working time as the result of alcohol or drug use, the company may require the employee to have a drug and/or alcohol test. A refusal by an employee to attend such testing within the time requested by the employee’s Owner or a refusal to cooperate in any way with the testing will result in immediate termination.

In addition, if an employee is involved in an accident or injury during working time, the company will require the employee to have a drug and alcohol test. A refusal by an employee to attend such a testing within the time requested by the employee’s Owner or refusal to cooperate in any way with the testing will result in termination of employment Confirmation of the presence of alcohol or drugs in the results of the post-accident drug and alcohol test will result in termination of employment. The drug and alcohol policy are attached to EXIBIT A and must be signed by each employee

NON-FRATERNIZATION POLICY

It is the policy of Direct Transportation System LLC to provide a workplace free from fraternization. Fraternization is any romantic or sexual relationship between employees or between an employee and supervisor or subordinate. This includes, but is not limited to, dates or any romantic involvement or sexual activity. This includes any conduct or behavior that may create the appearance of a conflict of interest or favoritism. Fraternization is against Direct Transportation System LLC, (DTS) policy and regulations.

PROCEDURE

Employees of Direct Transportation System LLC are strictly prohibited from fraternizing with any client (or employee) of Direct Transportation System LLC.
Clients of Direct Transportation System LLC will be provided with the best possible quality service. Employees will treat clients, vendors, co-workers, and the public with courtesy, appropriate distance, and respect.
Employees should abstain from any intimate physical contact and involvement with clients/or co-workers.
Employees should also avoid any unwelcome advances and intimate acts made by clients/or co-workers. Employees are required to report to their immediate supervisor any unwelcome advances or attempts at intimate acts made by clients or co-workers.

All employees are required to read and sign a copy of Direct Transportation System LLC, Fraternization policy, to acknowledge their understanding of the policy. Employees who violate this policy will be subject to disciplinary action up to and including termination. (See EXIBIT B)

ELECTRONIC SERVICES POLICY

Computer technology and the Internet have become an important part of the company’s means of conducting business. Likewise, e-mail is an essential business tool. Computers, Internet access, and e-mail are provided to employees for company business only and are not for personal use. Computers, like all the other office equipment that is provided by the company, are the property of the DTS. E-mail and Internet “surfing” should not be considered private or confidential and may be monitored or inspected at any time by management.

All company policies apply to the use of computers, the Internet and e-mail by employees, including the company’s policies on Discrimination, Harassment, Solicitation, and Confidential Information, Alcohol and Drug Use, and the Employee Code of Conduct Policy. Downloading, transmitting, viewing, or possessing electronic information or materials that are not work-related is prohibited. This includes but is not limited to items that may be considered pornography, sexually explicit or offensive.

The Owner is responsible for keeping the computer password secure. Passwords should be a non-obvious combination of letters or symbols and should be changed frequently. All employees are required to log off the computer when they leave their desk. Violation of this policy may lead to disciplinary action up to and including termination.

EMPLOYEE CODE OF CONDUCT POLICY

The company maintains certain policies to guide its employees with respect to standards of conduct expected in areas where improper activities could damage the company’s reputation and otherwise result in serious adverse consequences to the company and to employees involved. The purpose of this policy is to affirm, in a comprehensive statement, required standards of conduct and practices with respect to certain types of payments and political contributions. These rules of behavior must be observed to ensure a safe, productive operation.

An employee’s actions under this policy are significant indications of the individual’s judgment and competence. Accordingly, those actions constitute an important element in the evaluation of the employee for position assignment and promotion. Correspondingly, insensitivity to or disregard of the principles of this policy will be grounds for appropriate management disciplinary action, up to and including termination, depending on the facts of the case.

Respect and promote the unique identity of each patient and employee and refrain from stereotyping based on gender, race, ethnicity, culture, religion or disability.

No child will be transported alone or unsupervised while under your care.

Follow program confidentiality policies concerning information about children, patients, employees, and other staff members.

Use positive methods of guidance and do not engage in corporal punishment, emotional or physical abuse or humiliation. Do not employ methods of discipline that involve isolation, the use of food as punishment or reward or the denial of basic needs for any patient, especially children,

‘

Although not intended to be all inclusive, other types of conduct that are unacceptable at DTS are listed in “DISCIPLINARY ACTION.

Prohibited Political Activities: Employees are prohibited from taking active part in partisan political campaigns. Such employees may not engage in partisan political activities including but not limited to the following:

1. Becoming a candidate for nomination or election to the political office or to a party office.

Serving on or for any political committee, party, or other similar organization, or serving as a delegate or alternate to a political caucus or convention.

Soliciting the sale of or selling political contributions.

Soliciting the sale of or selling political fund-raising tickets.

Serving as an officer of a political club, as a member or an officer of any of its committees or being active in organizing it.

Assisting in preparation for organizing or conducting a political meeting or rally. Attendance at a political rally or meeting is permissible.

Engaging in activity at the polls at primary, regular, or special elections such as soliciting votes or passing out literature.

Acting as recorder, checker, watcher, or challenger for any party or candidate in an election.

Writing for publication or publishing any letter or article soliciting votes in favor for or against any candidate or party.

Distributing political campaign literature or material.

Initiating or circulating political petitions, including nominating petitions.

ALL THE ABOVE ARE TAKEN INTO CONSIDERATION DURING NORMAL WORKING HOURS.

Permitted political activities: There are some political activities that employees may participate in:

1. Register and vote as he/she choose.

2. Express his/her opinion on political subjects and candidates.

Be a member of a party or political club, although he/she may not hold office or otherwise be active in party affairs.

Make voluntary contributions of money to political campaigns or parties.

Participate in educational efforts related to issues and to the political process so long as this

is done in a politically neutral manner.

6. Attend political meetings and rallies.

7. Wear a political badge or button after working hours

8, Display a political sticker on his/her private automobile.

Gifts and Gratuities: Employees of DTS are prohibited from accepting gifts, money, and gratuities from persons receiving benefits or services under the DTS program or performing services under contract or otherwise in a position to benefit from any patient/employee action.

Procurement procedures: All employees who request and/or recommend the authorization of payment for goods and services fall under this category. No employee in this category shall:

Accept gratuities, favors, or anything of monetary value from contractors, vendors, or potential contractors or vendors.

2. Participate in the selection, awarding or purchasing of goods and services, where to the best of his/her knowledge, any of the following have a vested financial interest; employee, any member of his/her immediate family, his/her partner, and organization in which any of the above is an officer, Owner or employee, a person or organization with whom any· of the above individuals is negotiating or has any arrangement concerning perspective employment.

3. Provide an environment that excludes open and free competition for procurement transactions.

4. Purchase personal items from vendors used by the company on DTS’s premises.

DRESS CODE

Staff should always wear neat and comfortable clothing while working. Staff must always practice good personal hygiene. It should be remembered that staff are representatives of the DTS program and are expected to always dress and act accordingly. The company’s Dress Code Policy is as follows:

Shirts and pants must be always worn,
Badges must be always worn and visible.
No sling back shoes/flip flops
No hot pants, short, short pants
Very low-cut shirts

USE OF COMPANY PROPERTY

To avoid potential misunderstandings and problems, the company has established the following policy concerning the use of company property and services.

Care of Company Property: All employees are expected to exercise due care when using Company property and to utilize the property only for authorized purposes. Negligence in the care and use of Company property may be cause for disciplinary action including termination. Additionally, unauthorized removal of Company property from the premises, or its conversion to personal use, will be cause for termination. Employees are not allowed to use company property after working hours, this will call for termination of your employment. .

Return of Company Property: Company property issued to an employee must be returned to the company at the time the employee separates employment or when its return is requested. It is the employee’s responsibility to reimburse the company for the value of any such property issued to the employee that is not returned upon request.

Personal Property on Business Premises: The Company assumes no responsibility for the loss or damage to the personal property of any employee that is brought onto company premises. Also, it is prohibited for an employee to carry personal property in company vehicles without the expressed permission of the employee’s Owner.

Management will additionally have the right to request any employee to open for inspection any packages or other containers brought onto or taken from company premises.

Use of Business Vehicles: The use of company vehicles for personal use by an employee is prohibited. If an employee who normally operates and company vehicle has a situation that must be taken care of during work time, prior approval from the employee’s Owner must be obtained, but approval will be restricted to unusual circumstances.

Because of the unusual demand for transportation on behalf of the company by the DTS Transportation Owner a company provided vehicle maybe assigned for their use on an ongoing basis. The Company will set a fringe benefit value for the ongoing use of the company provided vehicles and issue a Form W -2 annually for the value of the benefits. The value of the fringe benefit shall be assessed at a monthly rate based on the period in use.

The company may, from time to time, as need is established, and vehicles are available, assign a 0company owned vehicle to employees to facilitate the needs and services of the company and the employee may agree to keep the company owned vehicle at home for safe keeping. The assigned vehicle is not to be used for personal use. The company does not assess this use as a fringe benefit.

SAFETY POLICY

Providing a safe place to work, the proper protective equipment, and a work environment conducive to safe practices and policies is a concern to management. The company expects all employees to be responsible for working safely and carefully, and for maintaining a work area free of safety hazards. We believe that performance geared to safety is always more efficient, and that inherent in every operation there must be a need and desire to perform that task safely. The aim of the safety policy is to avoid all injuries and illnesses. Therefore, infractions such as the ones listed below will result in disciplinary action, up to and including termination, depending on the facts of the case.

It would be impossible to write rules to cover every situation; the following list is not intended to be all inclusive. It illustrates some violations that are unacceptable at the company.

1. Failing to always wear seat belts either as a driver or a passenger during working time.

Reckless driving or exceeding the speed limit while operating any company vehicle or while operating ‘an employee’s vehicle’ on behalf of the company.

Squealing or spinning the tires on a company vehicle.

Willfully or negligently endangering the safety of self, patients, or fellow employees. Improper use of facilities, vehicles, materials, or equipment.

Willfully wasting material or dripping materials or waste on the floor, machinery or equipment or otherwise creating or contributing to poor housekeeping and/or unsanitary conditions.

Failing to immediately report to your Owner an injury, regardless of how slight, or refusing to follow first aide requirements.

Texting and face timing while driving.

Failing to report an accident, either personal or automobile, of any kind while on duty.

Failing to observe the general safety or environmental rules of the location and specific rules of the department.

Fighting, threatening, and indulging on practical jokes, horseplay or other acts which may endanger the physical wellbeing of others.

OTHER COMPANY POLICIES

Accident/Incident Reporting and Documentation Policy

Purpose

It is the policy of Direct Transportation that all accidents or incidents that result in personal injury and/or damage to a client, driver or others, should be properly reported and investigated. Although accident/incident investigation is a reactive process, a comprehensive accident reporting and investigation process is a proactive measure that can effectively prevent or minimize future accidents/incidents. This operating procedure establishes a systematic process to ensure that accidents/incidents are properly reported and documented in a timely manner and that the appropriate corrective actions are taken.

Scope

This operating procedure applies to the reporting and investigation of all accidents/incidents that result in:

A work-related injury/accident to any client, driver or others.
Personal injury to non- personnel while on or using Direct Transportation -owned property; or
Damage to Direct Transportation -owned property.

Responsibilities

Owners and/or office staff are responsible for:

ensuring that all accidents/incidents are properly reported and investigated in accordance with this operating procedure; and
ensuring that all corrective actions are promptly and completely carried out.

Anti-Sexual Harassment Rules and Procedures

In 1980, the Equal Opportunity Commission amended its guidelines on sex discrimination to include “Sexual Harassment” within its coverage. The EEOC defines sexual harassment as any unwelcome sexual advancements, requests for sexual favors, or other verbal or physical conduct of a sexual nature, when:

Submission to such conduct is made either explicitly or implicitly a condition of employment.
Submission to or rejection of such conduct by an individual is used as the basis for an employment decision affecting such an employee; or
Submission to or rejection of such conduct by an individual has the effect of unreasonable interfering with an employee’s work performance or creating an intimidating, hostile or offensive workplace.

The Program will not tolerate sexual harassment in any form, whether by some employee or management personnel, nor retaliation for reporting an act of sexual harassment Specifically, such harassment includes but is not limited to unsolicited remarks, gestures or physical contact, display or circulation of written materials or pictures derogatory to either gender or basing personnel decisions on any employee’s response to sexually oriented requests. Such conduct may result in disciplinary action up to and including dismissal. Any person who had a complaint of this nature should contact the Owner. The program will investigate thoroughly any such complaint or take other appropriate action. If requested, all such complaints will be kept as confidential as possible under the circumstance.

Drug Free Workplace Act

In accordance with the Drug-Free Workplace Act of 1988, 45 CFR. Part 76, Subpart F, it will be the policy of this company to provide services to patients, employees and their families in a completely drug-free environment. Upon accepting a position with Direct Transportation System LLC (DTS) Program, each employee will be given a statement of the Federal Drug Free Workplace Act of 1988, Public Law 100-690, 102 Stat 4181 and asked to sign a statement of receipt of said policy, which will be placed in the employee’s personnel file. Annual training will be provided on Drug Free workplace and Testing Policies and Procedures.

In an effort to comply with Section 7 © of the Act, it shall be the policy of Direct Transportation System LLC (DTS) that all employees and applicants are to be tested for drugs and/or alcohol upon hiring (all offers of employment are conditional on passing a drug and alcohol test) and to conduct mandatory random drug/alcohol screens as deemed in order by the DTS Owner. The drug/alcohol screen will be coordinated by a laboratory, using accepted practices to assure accuracy and legality of testing procedures. The DTS Owner will be responsible for the implementation of the testing.

If a controlled substance is detected in the screen, the employee will be notified verbally immediately, to be followed by written notification, and may be place on immediate suspension pending a determination. If proof of non-abuse, i.e. doctor’s prescription and pharmacist record, cannot be documented, the employee will be terminated with no further action necessary. Refusal to comply with the mandatory drug/alcohol screen will be grounds for dismissal.

Drug Testing Policy

Whereas it is the purpose and purpose of Direct Transportation System LLC (DTS). an equal opportunity employer, (hereinafter referred to as DTS) to lift the spirit and to increase the self-worth of our employees; and

Whereas the problem of drug and alcohol use and abuse is antithetical to said intent and purpose and has reached epidemic proportions in the service area of DTS; and

Whereas it is in the best interest and for the safety, well-being, and education of our patient/employees for whom DTS is responsible that they not be exposed to alcohol or illegal drugs or the consequences thereof while under the direction of DTS; and

Whereas, to show its support for the implementation of a drug policy by DTS as hereafter set forth, Owners of DTS does hereby voluntarily make itself subject to the policies and procedures of this Drug Testing Policy.

Be it hereby resolved and ordered by the Owners of Direct Transportation System LLC (DTS), and equal opportunity employer, that the following Program, and equal opportunity employer, that the following drug abuse and drug testing policy hereby adopted and shall be in effect from and after June 2, 2025, to-wit:

Employees affected: An employee who is in daily contact with the patients of Direct Transportation System LLC (DTS), and who, uses, possesses, or is under the influence, of any type of alcohol or illegal, drugs on or upon, the property, of DTS who uses a 1egal drug in an illegal manner thereon will be terminated with no further action necessary. (Employees deemed to be in daily direct contact with members shall include, but not, limited to, those occupying the following positions: drivers or aides.

Illegal Drugs Defined: Illegal drugs shall be defined as those drugs which are declared to be illegal by any provision or statute of the 1972 Mississippi Code Annotated, as amended, or the United States Code, as amended, and include, but are not limited to marijuana, cocaine, and their derivatives.

Random Drug Testing: Effective immediately, all employees who occupy’ the position as identified in Paragraph 1 hereinabove and who are in daily direct contact with clients of DTS shall be subject to random drug/alcohol testing as a condition and requirement of their employment. Said drug/alcohol testing shall be provided through an independent state certified drug testing facility and shall include tests for drug and alcohol usage. All costs of such testing shall be borne by DTS.

The method of determining subjects for drug/alcohol, testing shall be by a blind system using mathematical random chance whereby all employees subject to drug/alcohol testing will have the same possibility of being randomly chosen as a test subject. Said methods shall not be skewed or otherwise manipulated in any manner or for any reason so as to defeat the randomness requirement herein.

Penalty: Any employee of DTS who tests positive for use of illegal drugs or alcohol shall have his/her employment immediately terminated with no further action necessary.

Any employee of DTS who refuses to submit to drug/alcohol testing as set forth hereinabove shall have his employment immediately terminated with no further action necessary

Drug Testing: Post-Accident Drug Testing Policy

Purpose: Use or possession of alcohol or controlled substances while holding a Direct Transportation System LLC (DTS) position requiring the performance of safety-sensitive functions is prohibited, except when the use of controlled substances is pursuant to the instructions of a physician who has advised the employee that the substance does not adversely affect the individual’s ability to safely operate a vehicle or perform other safety-sensitive job functions.

Scope: The following policy applies to all employees of Direct Transportation System LLC (DTS) in positions that consist of duties or activities that involve the performance of safety-sensitive functions or the requirement of a regular driver’s license.

Circumstances Requiring Testing: Employees in positions described above are required to submit to testing to determine the presence of illegal drugs or alcohol under the following circumstances:

When the employee is performing safety-sensitive functions and is involved in a work-related accident in which there is a reasonable basis for concluding that drug use could have contributed to the incident and the accident results in either of the following:

Injury or death.
A citation to the employee under state or local law for a moving traffic violation arising from a work-related motor vehicle accident and when any vehicle requires towing from the accident scene or any involved person requires treatment away from the accident scene. An employee in such an accident is required to report it as soon as possible to his or her supervisor

Enforcement

When there is a reasonable possibility that drug use by the reporting employee was a contributing factor, an employee who refuses to consent and submit to a test when requested will be subject to disciplinary action, including termination, pursuant to the company’s discipline and dismissal procedures. Refusal to submit includes failure to provide adequate breath for testing without a valid medical explanation after receiving notice of the requirement for breath testing, failure to provide adequate urine for controlled substances testing without a valid medical explanation after receiving notice of the requirement for urine testing, engaging in conduct that clearly obstructs the testing process, and leaving the scene of an on-the-job accident. All drivers must sign the Drug Free Workplace Policy listed as EXIBIT A.

Aids Policy for Employees and/or Applicants for Employment

The best medical evidence available shows that the acquired Immune Deficiency Syndrome (AIDS) and the Human Immunodeficiency Virus (HIV) may not be transmitted through casual contact. According to the Surgeon General of the United States:

You cannot get AIDS from casual social contact; casual social contact such as shaking hands, hugging, social kissing, crying, coughing or sneezing will not transmit. the AIDS virus. Nor has AIDS been contracted from swimming in pools or bathing in hot tubs or from eating in restaurants (even if a restaurant worker has AIDS or carries the AIDS virus). AIDS is not contracted from sharing bed linens, towels, cups, straws, dishes or any other eating utensils. You cannot get AIDS from toilets, doorknobs, telephones, office machinery or household furniture.

It therefore continues to the policy of the program to provide equal employment opportunities to those individuals who have or have been exposed to AIDS or the HIV virus. In keeping with this policy, the program is committed to the health and safety of all its employees. It is the program’s sincere desire that all employees who have or have been exposed to AIDS will be able to continue to work. The program will make reasonable accommodations to help those individuals with AIDS and those who are HIV positive to continue in employment. The program will treat those employees who have or have been exposed to AIDS in the same manner as employees with other life-threatening illnesses about program-provided benefits. If anyone has questions about this policy or the program provided benefits, he/she should contact the DTS Owner. Any information concerning an individual’s diagnosis of or exposure to AIDS will be strictly confidential. In addition, it is the policy of the program that all employees are allowed to work in a dignified, professional and peaceful’ work environment. Therefore, no employee shall engage in the harassment of any other employee based on AIDS or exposure to AIDS. Any employee violating this rule may be subject to corrective action, up to and including discharge. For more information about AIDS or the HIV virus, please contact the local chapter of the Red Cross.

Smoke Free Workplace Policy and Procedure

Program Instruction: “Establishing a Smoke-Free Environment in DTS Programs”, all DTS facilities and vehicles are required to create smoke-free environments and to eliminate exposure to tobacco smoke by children, adults and staff in the DTS Program.

Policy: Due to the acknowledged hazards, both to adult nonsmokers and especially to young children arising from exposure to environmental tobacco smoke, it shall be the policy of the Direct Transportation System LLC (DTS), to provide a smoke-free environment for staff, children and all clients. This policy covers the smoking of any tobacco product, the use of smokeless tobacco and applies to both employees and non-employee participants of the Direct Transportation System LLC (DTS).

Direct Transportation System LLC (DTS, staff will serve as role models by not smoking or using smokeless tobacco in the presence of children and clients. Therefore.

There will be no smoking or use of smokeless tobacco on the premises utilized by the Direct Transportation System LLC (DTS) Program, Inc., inside or outside, at any time.

There will be no smoking or use of smokeless tobacco in any of the Direct Transportation System LLC (DTS) vehicles at any time. There will be no tobacco use in personal vehicles when transporting persons on DTS authorized business.

There will be no smoking or use of smokeless tobacco by staff when clients are present. This includes both indoor and outdoor activities.

The Direct Transportation System LLC (DTS) Smoke-Free Policy shall apply to all off-site activities and functions.

Procedures: The following procedures will be utilized to implement the Smoke Free Policy:

Staff will be informed of this policy through signs posted in DTS’s facilities and vehicles, the Personnel Policies and Procedures and orientation and training provided by management.
The Direct Transportation System LLC (DTS) will assist staff who wish to quit smoking by

facilitating access to recommended smoking cessation programs and materials.

Any violation of this policy will result in one (1) month suspension, without pay, for the first violation, two (2) months’ suspension without pay, for the second violation and immediate termination for the third violation of this policy.

Transportation Policies

Anyone driving a vehicle while transporting children must meet requirements as set forth by the State of Mississippi Department of safety, Motor Vehicles Division and company policies.

The driver of a vehicle, while transporting children, must be accompanied by an adult whose duty it sha1l be escort the children on and off the vehicle, escort them across the street or road and maintain ‘order and assure all safety procedures are followed on the vehicle.

The number of people on a vehicle should not exceed the maximum of which it is designed.

Drivers are cautioned to always follow safety rules and regulations and to obey all traffic laws.

Drivers are to avoid backing onto a public road if possible.

The Owner is responsible for assuring that vehicles are properly services and cleaned and must submit all monthly bills for the cost of maintenance and operation.

Vehicles may be used to transport DTS staff to meetings.

State law governing transportation will apply to vehicles operated by DTS.

Drivers must report’ all accidents immediately to the Owner regardless of the damage or bodily injury.

Unauthorized use of vehicles is prohibited and any use other than for DTS Program purposes is prohibited.

Vehicle maintenance pre/post inspection must be completed on each vehicle before and after each shift.
Smoking is always prohibited on buses/vans.

Before operating a vehicle, vehicle drivers must submit a copy of their drivers’ license to the Owner.

Vehicle Drivers are required to attend all DTS transportation trainings/workshops.

An employee who knowingly violates the above stated provisions shall immediately be placed on probation for a specific period by the DTS Owner. If there should be a second infraction of this type, the Owner will immediately recommend dismissal of the employee to the Owner.

At no time will a bus driver transport a child without an escort. If an escort is not available, the driver will immediately report this to the Owner. DO NOT TRANSPORT A CHILD ALONG.

ALLEGATION/SUSPECT OF CHILD ABUSE AND/OR NEGLECT BY EMPLOYEES

It is imperative that the company adhere to all “Child Safety” measures and guidelines to assure that each child receives the best care and in a safe and quality manner. Thus, the company cannot tolerate abuse or maltreatment of children at any level of care. All DTS employees are required to report child abuse and/or neglect, no matter whether the abuse occurred on or away from the DTS premises.

To ensure child safety while in our care it is a requirement of the company that an escort must always be with children. There must never be a situation where there is only the driver on the vehicle with a child at any time. For the first offense, written reprimand will be given; the second offense the employee(s) will be suspended for two (2) weeks; third offense the employee(s) will be terminated from employment with the company. All drivers must be involved in securing the safety of all children served by the company.

Any driver/staff suspected of child abuse and/or neglect, including corporal punishment and isolation, in any form will be immediately removed from company premises until such time as an investigation has been completed. The DTS Owner will place the staff members on leave, without pay, pending the investigation. If the employee is found guilty their employment with the company will be terminated. If the employee is found not guilty, he/she will be allowed to return to their position. All allegations/suspects of child abuse and neglect will be placed in the employee’s personnel file.

Company Procedures for Reporting Suspected Child Abuse must be followed in accordance with the company’s policy. Any employee of the company that fails to follow these reporting guidelines will be terminated from employment with the company immediately.

CELL PHONE POLICY

PURPOSE

The use of personal cell phones while at work may present a hazard or distraction to the user, clients and others. This policy is meant to ensure that cell phone use while at work is both safe and does not disrupt vehicle operations. Unless otherwise authorized, employees may only use personal cell phones for an emergency

DRIVING

Employees must adhere to all federal, state and local rules and regulations regarding the use of cell phones while driving. Accordingly, employees must not use cell phones if such conduct is prohibited by law, regulations or other ordinance (NO TEXING, FACE TIMING OR HOLD THE PHONE TO YOUR EAR WHILE DRIVING). If you are not sure whether the use of a cell phone while driving is prohibited in an area, please check with the Transportation Owner.

Employees should not use handheld cell phones for business purposes while driving. Should an employee need to make a business call while driving, he should locate a lawfully designated area to park and make the call or use a hand-free speaker device such as speaker phone or earpiece.

USE OF PERSONAL CELL PHONE FOR COMPANY BUSINESS

An employee must obtain prior approval from the DTS Owner to be reimbursed for the use of their personal cell phone for necessary company business calls. If approval is received from the DTS Owner, reimbursement may be requested, excluding call plan charges, equipment charges, taxes, surcharges and regulatory fees. Employees must identify the approved business expenses on the detailed cell phone bill and submit the original bill with the request for reimbursement. The employee will be reimbursed for approved costs related to each business call either by applying a “per minute cost” if the call is within plan minutes or by actual charges if the call occurs more than the plan minutes. The “Per minute cost” will be calculated by dividing the monthly calling plan charges by the minutes allowed. Multiplying the cost-per-minute times the business minutes used on the personal cell phone determined the total owed the employee. Employees who were offered and refused company cell phones will not be reimbursed for any calls made on their personal cell phones.

COMPANY ISSUED CELL PHONES

Employees who are issued company cell phones (if needed) must be approved by the DTS Owner. Company cell phones are provided for necessary, official company business purposes only. Only one cell phone will be approved for each qualified employee. The Owner will coordinate repair, purchase of accessories/new equipment and plan changes. Employees will be responsible for the safekeeping, care and custody of the cell phone assigned to them. Cell phones are DTS property and are to be returned into the Owner when employee separates from the company or no longer require use of the cell phone. DTS cell phones cannot be transferred to private ownership. Cell phone numbers are owned by the Company and cannot be transferred to private ownership. The Owner is responsible for reviewing employee call detail reports and for collecting reimbursement for occasional incidental or emergency use of DTS cell phones.

Employee reimbursement is to occur within 30 calendar days of the statement date. The employee will reimburse for costs related to each personal call either by paying actual charges, as it appears on the vendor invoice or by applying a “per minute cost”, if the call is within plan minutes. “Per minute cost” is calculated by dividing the monthly calling plan charges by the minutes allowed. Multiplying the cost-per-minute times the business minutes used on the personal cell phone to determine the total owed the Company.

COVID POLICY

DIRECT TRANSPORTATION SYSTEM LLC

COVID-19 and Transportation/Travel Policy:

Direct Transportation has developed these health/safety transportation protocols following CDC guidelines. The standards have been developed to protect the health of both passengers and transit drivers. As our community begins to re-open, we believe sharing these guidelines with riders will illustrate the precautions our company is taking to ensure the safety of our community.

All staff members are required to wear a mask while in the office and on the vehicle.
All passengers are required to wear a mask during transport.
All vehicles will be available for use disinfectant wipes with 70% alcohol, hand sanitizer (65-95% alcohol) or other EPA certified products that are readily available to combat cleanliness.
After each trip drivers must wipe down door handles, seat backs, window controls, hard surfaces and seat belts after each passenger transfer. Drivers should use disinfectant wipes or disinfectant mist spray while wearing gloves and dispose of all items used in the waste basket. (The items can only be used once)
All Drivers have been advised to limit all physical contact or materials sharing between driver and passenger when possible.
The following social distancing guidelines below are strongly suggested depending on vehicle capacities with passengers wearing facial covering:
Vans – Six passenger – Thirty percent (25 – 30%) capacity, 1 person per row, unless traveling with partners members of same household grouping.
Vans – Twelve passenger – Forty percent (30 – 40%) capacity 1 person per row, unless traveling with partners members of same household grouping.
Cars – One (1) person unless traveling with partner or member of household grouping (no passenger is to sit in the front seat)

REMEMBER, THE LIFE YOU SAVE, MAY BE YOUR OWN

DRIVE SAFTELY AND ARRIVE SAVE”

EXHIBIT A

Drug Free Workplace Policy:

In accordance with the Drug-Free Workplace Act of 1988, 45 CFR. Part 76, Subpart F, it will be the policy of this company to provide services to patients, employees and their families in a completely drug-free environment. Upon accepting a position with Direct Transportation System, LLC (DTS) Program, each employee will be given a statement of the Federal Drug Free Workplace Act of 1988, Public Law 100-690, 102 Stat 4181 and asked to sign a statement of receipt of said policy, which will be placed in the employee’s personnel file. Annual training will be provided on Drug Free workplace and Testing Policies and Procedures.

In an effort to comply with Section 7 © of the Act, it shall be the policy of Direct Transportation System, LLC (DTS) that all employees and applicants are to be tested for drugs and/or alcohol upon hiring (all offers of employment are conditional on passing a drug and alcohol test) and to conduct mandatory random drug/alcohol screens as deemed in order by the DTS Manager. The drug/alcohol screen will be coordinated by a laboratory, using accepted practices to assure accuracy and legality of testing procedures. The DTS Manager will be responsible for the implementation of the test.

If a controlled substance is detected in the screen, the employee will be notified verbally immediately, to be followed by written notification, and may be place on immediate suspension pending a determination. If proof of non-abuse, i.e. doctor’s prescription and pharmacist record, cannot be documented, the employee will be terminated with no further necessary action. Refusal to comply with the mandatory drug/alcohol screen will be grounds for dismissal.

Drug Testing Policy

Whereas, it is the intent and purpose of Direct Transportation System, LLC (DTS). an equal opportunity employer, (hereinafter referred to as DTS) to lift the spirit and to increase the self-worth of our employees; and

Whereas the problem of drug and alcohol use and abuse is antithetical to said intent and purpose and has reach epidemic proportions in the service area of DTS; and

Whereas it is in the best interest and for the safety, well-being, and education of our patient/employees for whom DTS is responsible to that they are not exposed to alcohol or illegal drugs or the consequences thereof while under the direction of DTS; and

Whereas, to show its support for the implementation of a drug policy by DTS as hereafter set forth, Managers of DTS does hereby voluntarily make itself subject to the policies and procedures of this Drug Testing Policy.

Be it hereby resolved and ordered by the Managers and Owner of Direct Transportation System, LLC (DTS), and equal opportunity employer, that the following Program, and equal opportunity employer, that the following drug abuse and drug testing policy hereby be adopted and shall be in effect form and after August 30, 2012, to-wit:

Employees affected: An employee who is in daily contact with the patients of Direct

Transportation System, LLC (DTS), and who, uses, possesses, or is under the influence, of any type of alcohol or illegal, drugs on or upon, the property, of DTS who uses a 1egal drug in an illegal manner thereon will be terminated with no further action necessary. (Employees deemed to be in daily direct contact with members shall include, but not, limited to, those occupying the following positions: drivers or aides.

The method of determining subjects for drug/alcohol, testing shall be by a blind system using mathematical random chance whereby all employees subject to drug/alcohol testing will have the same possibility of being randomly chosen as a test subject. Said method shall not be skewed or otherwise manipulated in any manner or for any reason to defeat the random requirement herein.

Penalty: Any employee of DTS who tests positive for use of illegal drugs or alcohol shall have his/her employment immediately terminated with no further action necessary.

Any employee of DTS who refuses to submit to drug/alcohol testing as set forth hereinabove shall have his employment immediately terminated with no further action necessary.

Drug Testing: Post-Accident Drug Testing Policy

Purpose: Use or possession of alcohol or controlled substances while holding a Direct Transportation System, LLC (DTS) position requiring the performance of safety-sensitive functions is prohibited, except when the use of controlled substances is pursuant to the instructions of a physician who has advised the employee that the substance does not adversely affect the individual’s ability to safely operate a vehicle or perform other safety-sensitive job functions.

Scope: The following policy applies to all employees of Direct Transportation System, LLC (DTS) in positions that consist of duties or activities that involve the performance of safety-sensitive functions or the requirement of a regular driver’s license.

Circumstances Requiring Testing: Employees in positions described above are required to submit to testing to determine the presence of illegal drugs or alcohol under the following circumstances:

When the employee is performing safety-sensitive functions and is involved in a work-related accident in which there is a reasonable basis for concluding that drug use could have contributed to the incident and the accident results in either of the following:

Injury or death.
A citation to the employee under state or local law for a moving traffic violation arising from a work-related motor vehicle accident and when any vehicle requires towing from the accident scene, or any involved person requires treatment away from the accident scene. An employee in such an accident is required to report it as soon as possible to his or her supervisor

Enforcement

Signed By______________________________ Date___________________

EXIBIT B

DTS Fraternization Policy

Direct Transportation System LLC is committed to maintaining a professional work environment that is free from discrimination, harassment, and conflicts of interest. To promote this environment, this Fraternization Policy provides guidelines and expectations for employees regarding romantic or sexual relationships in the workplace.

Scope:

This policy applies to all employees of Direct Transportation System LLC, including Owners and staff.

Definition of Fraternization:

Fraternization is defined as any romantic or sexual relationship between employees, or between an employee and a supervisor or subordinate. This includes any conduct or behavior that may create the appearance of a conflict of interest or favoritism.

Prohibited Behavior:

Direct Transportation System LLC prohibits any romantic or sexual relationships between employees, or between an employee and a supervisor or subordinate. This includes, but is not limited to, dating, romantic involvement, and sexual activity.

Exceptions:

There may be situations where a romantic or sexual relationship exists before employment with Direct Transportation System LLC, or where the relationship is between two employees who do not have a direct reporting relationship. In these cases, employees must disclose the relationship to the supervisor, who will work with the parties involved to ensure that the relationship does not create a conflict of interest or disrupt the work environment.

Reporting Procedures:

Employees who believe that they have witnessed or experienced fraternization or inappropriate behavior should report it immediately to their supervisor. All reports will be taken seriously and investigated promptly.

Consequences of Violations:

Violation of this policy may result in disciplinary action including termination of employment.

Acknowledgment:

All employees are required to read and sign a copy of this Fraternization Policy to acknowledge their understanding of the policy and their obligation to comply with it.

Employee Print: ______________________________________________

Employee Signature: ________________________DATE__________________

Conclusion: Direct Transportation System LLC, is committed to creating and maintaining a professional work environment that is respectful and free from harassment, discrimination, and conflicts of interest. This Fraternization Policy is an essential component of this commitment and applies to all employees of the company..

EXIBIT C

DIRECT TRANSPORTATION SYSTEM, LLC

LOADING AND UNLOADING POLICY

When it comes to medical transportation services, the most critical process is loading and unloading patients. The safety of the patients and transportation staff depends on how well the loading and unloading process occurs. In this policy, we have listed some essential safety tips for loading and unloading in medical transportation services that can help make the process more manageable and safer.

1. Communicate Clearly and Often

Clear communication is key when it comes to medical transportation services. Before starting the loading and unloading process, ensure that all the parties involved are aware of their role and responsibilities. Instruct the patient on where to wait and how to move into the vehicle safely.

2. Use Proper Lifting Techniques

One of the most common injuries in medical transportation services is related to improper lifting techniques. Transportation staff must follow proper lifting techniques to avoid injuries. Always lift with your legs and not with your back, keep your feet shoulder-width apart, and use your core strength while lifting. In addition, use mechanical lifts whenever possible to reduce the risk of injury.

3. Maintain Vehicle Safety

Before starting the loading and unloading process, ensure that the vehicle is stable and secure. Check the vehicle’s brakes, suspension, and tire pressure to ensure that they are functioning correctly. Similarly, make sure that the patient’s wheelchair is appropriately secured and that the seatbelts and tie-downs are in good working condition.

4. Follow Infection Control Procedures

All drivers must follow strict infection control protocols during the loading and unloading process. The driver should wear gloves, masks, and other protective equipment while handling the patient. The vehicle should also be cleaned and disinfected before and after each patient transport.

Conclusion

Ensuring the safety of everyone involved in medical transportation services is of utmost importance. By following safety tips, transportation staff can make the loading and unloading process safer and more manageable.