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Becky
Posted: Thursday, May 24, 2012 1:59:38 PM
Rank: Advanced Member
Groups: Member

Joined: 5/24/2012
Posts: 45
Hi,
I'm trying to get this product to convert an htm file into a pdf. I am currently just converting the url into pdf with this code:
Code: Visual Basic.NET 
Protected Sub btnConvert_Click(ByVal sender As System.Object, ByVal e As System.EventArgs) Handles btnConvert.Click
        Dim thisPageURL As String = HttpContext.Current.Request.Url.AbsoluteUri
        Dim htmlFilePath As String = thisPageURL.Substring(0, thisPageURL.LastIndexOf("/")) + "/html/PolicyManual1002.htm"
        'Create a PdfDocument object and convert
        'the Url into the PdfDocument object
        Dim doc As New PdfDocument()
        HtmlToPdf.ConvertUrl(htmlFilePath, doc)

        Try
            'save pdf file for possible later viewing
            Dim myFile As String = thisPageURL.Substring(0, thisPageURL.LastIndexOf("/")) + "/html/PolicyManual1002.pdf"
            Dim outFilePath As String = Request.PhysicalApplicationPath & "html/PolicyManual1002.pdf"

            'save pdf for later viewing through program
            doc.Save(outFilePath)
            '  send the generated PDF document to client browser
            Response.ContentType = "application/pdf"
            Response.Clear()
            Response.TransmitFile(outFilePath)
            Response.End()
        Catch
        End Try
    End Sub


The conversion works but no bullet points are displayed in the pdf file. Do I need to change something in my htm file to get bullet points to be displayed?

Some of my htm file follows:
Code: HTML/ASPX 
<!DOCTYPE html PUBLIC "-//W3C//DTD XHTML 1.0 Transitional//EN" "http://www.w3.org/TR/xhtml1/DTD/xhtml1-transitional.dtd"><html xmlns="http://www.w3.org/1999/xhtml" ><head><title>Untitled Page</title><link rel="stylesheet" href="BEPolicyStyle.css" type="text/css"/></head><body><div style="width:688px; margin-top:5px; float:left; font-size:15px"><p style="text-align: center"><b><span style="font-size: 16pt; font-family: arial narrow;">POLICY MANUAL<br />TABLE OF CONTENTS</span></b><em><span style="font-size:12pt; text-transform:none; text-align: center;"><br /> <br />PRINTED: 5/9/2012</em></p><br /><br /><h1>
<a align="left" id="TOCEntry_1_ID" class="contents" href="#INTRODUCTION TO MANUAL"><strong>INTRODUCTION TO MANUAL</strong></a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_2_ID" class="contents" href="#INTRODUCTION TO POLICIES">INTRODUCTION TO POLICIES</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_3_ID" class="contents" href="#DISTRIBUTION OF MANUAL">DISTRIBUTION OF MANUAL</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_4_ID" class="contents" href="#OUR PHILOSOPHY">OUR PHILOSOPHY</a><br />
<a align="left" id="TOCEntry_5_ID" class="contents" href="#EMPLOYMENT PRACTICES"><strong>EMPLOYMENT PRACTICES</strong></a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_6_ID" class="contents" href="#EMPLOYER-EMPLOYEE RELATIONS">EMPLOYER-EMPLOYEE RELATIONS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_7_ID" class="contents" href="#&ldquo;AT-WILL&rdquo; EMPLOYMENT">“AT-WILL” EMPLOYMENT</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_8_ID" class="contents" href="#EQUAL OPPORTUNITY EMPLOYMENT POLICY">EQUAL OPPORTUNITY EMPLOYMENT POLICY</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_9_ID" class="contents" href="#THE EMPLOYMENT SELECTION PROCESS">THE EMPLOYMENT SELECTION PROCESS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_10_ID" class="contents" href="#MEDICAL EXAMINATIONS">MEDICAL EXAMINATIONS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_11_ID" class="contents" href="#IMMIGRATION LAW COMPLIANCE">IMMIGRATION LAW COMPLIANCE</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_12_ID" class="contents" href="#NEW EMPLOYEE ORIENTATION PROGRAM">NEW EMPLOYEE ORIENTATION PROGRAM</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_13_ID" class="contents" href="#NEW HIRE REPORTS">NEW HIRE REPORTS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_14_ID" class="contents" href="#HEPATITIS B VACCINATION">HEPATITIS B VACCINATION</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_15_ID" class="contents" href="#EMPLOYEE PERFORMANCE REVIEW">EMPLOYEE PERFORMANCE REVIEW</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_16_ID" class="contents" href="#REFERENCE REQUESTS">REFERENCE REQUESTS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_17_ID" class="contents" href="#BONDING OF EMPLOYEES">BONDING OF EMPLOYEES</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_18_ID" class="contents" href="#ANTI-HARASSMENT">ANTI-HARASSMENT</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_19_ID" class="contents" href="#PROBLEM RESOLUTION PROCEDURE">PROBLEM RESOLUTION PROCEDURE</a><br />
<a align="left" id="TOCEntry_20_ID" class="contents" href="#HOURS OF EMPLOYMENT"><strong>HOURS OF EMPLOYMENT</strong></a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_21_ID" class="contents" href="#HOURS OF WORK">HOURS OF WORK</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_22_ID" class="contents" href="#WHAT CONSTITUTES TIME WORKED">WHAT CONSTITUTES TIME WORKED</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_23_ID" class="contents" href="#PERSONAL TIME OFF">PERSONAL TIME OFF</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_24_ID" class="contents" href="#LEAVING PREMISES">LEAVING PREMISES</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_25_ID" class="contents" href="#WHEN THE DOCTOR IS AWAY">WHEN THE DOCTOR IS AWAY</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_26_ID" class="contents" href="#ATTENDANCE AND PUNCTUALITY">ATTENDANCE AND PUNCTUALITY</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_27_ID" class="contents" href="#JOB ABANDONMENT">JOB ABANDONMENT</a><br />
<a align="left" id="TOCEntry_28_ID" class="contents" href="#WAGES AND SALARIES"><strong>WAGES AND SALARIES</strong></a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_29_ID" class="contents" href="#SALARY ADMINISTRATION">SALARY ADMINISTRATION</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_30_ID" class="contents" href="#PAY SCHEDULE">PAY SCHEDULE</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_31_ID" class="contents" href="#INCLEMENT WEATHER AND INACTIVE TIME PAY">INCLEMENT WEATHER AND INACTIVE TIME PAY</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_32_ID" class="contents" href="#ON-CALL HOURS/WAIT TIME">ON-CALL HOURS/WAIT TIME</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_33_ID" class="contents" href="#OVERTIME PAY">OVERTIME PAY</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_34_ID" class="contents" href="#INCENTIVE OR BONUS PAY">INCENTIVE OR BONUS PAY</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_35_ID" class="contents" href="#PAYROLL DEDUCTIONS">PAYROLL DEDUCTIONS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_36_ID" class="contents" href="#WAGE AND TAX STATEMENT - W-2">WAGE AND TAX STATEMENT - W-2</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_37_ID" class="contents" href="#PAY ADVANCES">PAY ADVANCES</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_38_ID" class="contents" href="#SALARY ADJUSTMENTS">SALARY ADJUSTMENTS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_39_ID" class="contents" href="#SOCIAL SECURITY">SOCIAL SECURITY</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_40_ID" class="contents" href="#LOST PAYCHECKS">LOST PAYCHECKS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_41_ID" class="contents" href="#COMPENSATORY TIME OFF (COMP TIME)">COMPENSATORY TIME OFF (COMP TIME)</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_42_ID" class="contents" href="#CONTINUING EDUCATION">CONTINUING EDUCATION</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_43_ID" class="contents" href="#RECERTIFICATION">RECERTIFICATION</a><br />
<a align="left" id="TOCEntry_44_ID" class="contents" href="#EMPLOYEE BENEFITS"><strong>EMPLOYEE BENEFITS</strong></a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_45_ID" class="contents" href="#EMPLOYEE CLASSIFICATION">EMPLOYEE CLASSIFICATION</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_46_ID" class="contents" href="#BENEFITS CHART">BENEFITS CHART</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_47_ID" class="contents" href="#MEDICAL BENEFITS">MEDICAL BENEFITS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_48_ID" class="contents" href="#LIFE INSURANCE">LIFE INSURANCE</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_49_ID" class="contents" href="#DENTAL BENEFITS or DENTAL BENEFITS PDBA">DENTAL BENEFITS or DENTAL BENEFITS PDBA</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_50_ID" class="contents" href="#PAID SICK LEAVE">PAID SICK LEAVE</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_51_ID" class="contents" href="#VACATION BENEFITS or PAID TIME OFF">VACATION BENEFITS or PAID TIME OFF</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_52_ID" class="contents" href="#PAID HOLIDAYS">PAID HOLIDAYS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_53_ID" class="contents" href="#BEREAVEMENT LEAVE">BEREAVEMENT LEAVE</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_54_ID" class="contents" href="#RETIREMENT PLAN">RETIREMENT PLAN</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_55_ID" class="contents" href="#SEVERANCE PAY">SEVERANCE PAY</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_56_ID" class="contents" href="#PERSONAL LEAVE OF ABSENCE DUE TO ILLNESS OR DISABILITY">PERSONAL LEAVE OF ABSENCE DUE TO ILLNESS OR DISABILITY</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_57_ID" class="contents" href="#PERSONAL LEAVE OF ABSENCE">PERSONAL LEAVE OF ABSENCE</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_58_ID" class="contents" href="#MEDICAL LEAVE OF ABSENCE FOR OCCUPATIONAL DISABILITIES">MEDICAL LEAVE OF ABSENCE FOR OCCUPATIONAL DISABILITIES</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_59_ID" class="contents" href="#WORKERS&rsquo; COMPENSATION">WORKERS’ COMPENSATION</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_60_ID" class="contents" href="#PREGNANCY LEAVE OF ABSENCE">PREGNANCY LEAVE OF ABSENCE</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_61_ID" class="contents" href="#BREASTFEEDING AND EXPRESSING MILK RIGHTS">BREASTFEEDING AND EXPRESSING MILK RIGHTS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_62_ID" class="contents" href="#FEDERAL FAMILY AND MEDICAL LEAVE ACT (FMLA)">FEDERAL FAMILY AND MEDICAL LEAVE ACT (FMLA)</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_63_ID" class="contents" href="#LEAVE RELATED TO DOMESTIC VIOLENCE">LEAVE RELATED TO DOMESTIC VIOLENCE</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_64_ID" class="contents" href="#LEAVE FOR SCHOOL ACTIVITIES">LEAVE FOR SCHOOL ACTIVITIES</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_65_ID" class="contents" href="#NEW EMPLOYEE REFERRAL BONUS">NEW EMPLOYEE REFERRAL BONUS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_66_ID" class="contents" href="#MEAL PERIOD">MEAL PERIOD</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_67_ID" class="contents" href="#REST BREAKS">REST BREAKS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_68_ID" class="contents" href="#JURY DUTY">JURY DUTY</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_69_ID" class="contents" href="#VOTING">VOTING</a><br />
<a align="left" id="TOCEntry_70_ID" class="contents" href="#POLICIES"><strong>POLICIES</strong></a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_71_ID" class="contents" href="#HEALTH AND SAFETY">HEALTH AND SAFETY</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_72_ID" class="contents" href="#ACCIDENTS OR INJURIES">ACCIDENTS OR INJURIES</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_73_ID" class="contents" href="#ON-THE-JOB ACCIDENTS">ON-THE-JOB ACCIDENTS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_74_ID" class="contents" href="#SAFETY SHIELDS">SAFETY SHIELDS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_75_ID" class="contents" href="#APPEARANCE">APPEARANCE</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_76_ID" class="contents" href="#UNIFORM POLICY">UNIFORM POLICY</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_77_ID" class="contents" href="#PRACTICE PROPERTY OR EQUIPMENT">PRACTICE PROPERTY OR EQUIPMENT</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_78_ID" class="contents" href="#OFFICE SECURITY">OFFICE SECURITY</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_79_ID" class="contents" href="#VIOLENCE PROTECTION POLICY">VIOLENCE PROTECTION POLICY</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_80_ID" class="contents" href="#ALCOHOL AND DRUG ABUSE">ALCOHOL AND DRUG ABUSE</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_81_ID" class="contents" href="#CONFIDENTIALITY AND NON-DISCLOSURE">CONFIDENTIALITY AND NON-DISCLOSURE</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_82_ID" class="contents" href="#PERSONNEL RECORDS">PERSONNEL RECORDS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_83_ID" class="contents" href="#PERSONAL DATA CHANGES">PERSONAL DATA CHANGES</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_84_ID" class="contents" href="#COMPUTER, EMAIL, AND INTERNET USAGE">COMPUTER, EMAIL, AND INTERNET USAGE</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_85_ID" class="contents" href="#SOCIAL MEDIA">SOCIAL MEDIA</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_86_ID" class="contents" href="#PORTABLE MUSIC DEVICES">PORTABLE MUSIC DEVICES</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_87_ID" class="contents" href="#PERSONAL TELEPHONE, CELL PHONE AND CAMERA PHONE USE">PERSONAL TELEPHONE, CELL PHONE AND CAMERA PHONE USE</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_88_ID" class="contents" href="#PARKING">PARKING</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_89_ID" class="contents" href="#USE OF PRIVATE VEHICLE">USE OF PRIVATE VEHICLE</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_90_ID" class="contents" href="#SMOKING">SMOKING</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_91_ID" class="contents" href="#MAINTENANCE - HOUSEKEEPING">MAINTENANCE - HOUSEKEEPING</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_92_ID" class="contents" href="#PERSONAL PROBLEMS">PERSONAL PROBLEMS</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_93_ID" class="contents" href="#OUTSIDE EMPLOYMENT (MOONLIGHTING)">OUTSIDE EMPLOYMENT (MOONLIGHTING)</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_94_ID" class="contents" href="#SOLICITATION">SOLICITATION</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_95_ID" class="contents" href="#ACCEPTING ENTERTAINMENT, GIFTS, FAVORS, AND GRATUITIES">ACCEPTING ENTERTAINMENT, GIFTS, FAVORS, AND GRATUITIES</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_96_ID" class="contents" href="#UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT">UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT</a><br />
<a align="left" id="TOCEntry_97_ID" class="contents" href="#EMPLOYEE RELATIONS"><strong>EMPLOYEE RELATIONS</strong></a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_98_ID" class="contents" href="#RESPONSIBILITY AND CONDUCT">RESPONSIBILITY AND CONDUCT</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_99_ID" class="contents" href="#UNPROFESSIONAL CONDUCT">UNPROFESSIONAL CONDUCT</a><br />
<a align="left" id="TOCEntry_100_ID" class="contents" href="#TERMINATION OF EMPLOYMENT"><strong>TERMINATION OF EMPLOYMENT</strong></a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_101_ID" class="contents" href="#SEPARATION FROM EMPLOYMENT">SEPARATION FROM EMPLOYMENT</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_102_ID" class="contents" href="#REQUEST FOR EMPLOYMENT VERIFICATION">REQUEST FOR EMPLOYMENT VERIFICATION</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_103_ID" class="contents" href="#RETURN OF PROPERTY">RETURN OF PROPERTY</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_104_ID" class="contents" href="#FEDERAL CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT OF 1985 (COBRA)">FEDERAL CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT OF 1985 (COBRA)</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_105_ID" class="contents" href="#ACKNOWLEDGEMENT FORM">ACKNOWLEDGEMENT FORM</a><br />
<a style="padding-left: .2in; text-indent: .2in" id="TOCEntry_106_ID" class="contents" href="#DESIGNATED NAME(S)">DESIGNATED NAME(S)</a><br />
</h1></div><div id="main">
<div id="column_leftacross" style="page-break-before:always"><a id="TOCEntry_1_Target_ID" name="INTRODUCTION TO MANUAL" class="bookmark"><h6><p style="text-align: center"><strong><span style="font-size: 14pt; font-family: arial narrow">INTRODUCTION TO MANUAL</span></strong></p></h6></a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow;"><span style="color: #000000;">This manual serves as a <strong>ready</strong> reference for doctor and employees. It is a summary of personnel policies, procedures and employee benefits. It is designed to be a working guide for the administration of a consistent and fair personnel program. Please read it carefully and learn its contents.</span></span></p>
<p><strong><span style="font-size: 11pt; font-family: arial narrow;"><span style="color: #000000;">The policies are intended to: </span></span></strong></p>
<ul>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow;">Prevent misunderstandings that might arise from unwritten policies, inconsistently applied policies, or lack of proper communications</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow;">Eliminate the need to make hasty decisions in matters of personnel policies</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow;">Assure uniformity and fairness throughout the practice</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow;">Communicate to everyone within the employment relationship the rights and responsibilities of all</span></span></li>
</ul>
<p><span style="font-size: 11pt; font-family: arial narrow;"><span style="color: #000000;">The policies described are not an expressed or implied contract of employment between the employer and the employees and do not in any way imply or create any rights, contractual or otherwise. We reserve the right to modify, suspend, rescind, interpret and administer any of the policies, procedures, terms, conditions, and language of any or all parts of this manual. However, the “at-will” employment policy can be changed only by written notification signed by the employer. To be binding, the specific terms or benefits of any employment must be in writing and signed by the employer/manager.</span></span></p>
<p><strong><span style="font-size: 11pt; font-family: arial narrow;"><span style="color: #000000;">Examples of the types of employment decisions that are within the discretion of the employer include:</span></span></strong></p>
<ul>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow;">Hire and discharge</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow;">Compensation</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow;">Benefits</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow;">Discipline</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow;">Layoff</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow;">Work schedules</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow;">Work assignments</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow;">“Extenuating circumstances” and case-by-case decisions</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow;">Job responsibilities</span></span></li>
</ul>
<p><span style="font-size: 11pt; font-family: arial narrow;"><span style="color: #000000;">Anything else that the employer may determine to be necessary for the safe, efficient, and economic operation of the business.</span></span></p>
<p><span style="font-size: 11pt; font-family: arial narrow;"><span style="color: #000000;">This policy manual replaces all earlier policy manuals, and takes precedence over all memoranda and oral descriptions of personnel policies, practices, and procedures. Outdated manuals should be removed and saved for later reference.</span></span></p>
<p><span style="font-size: 11pt; font-family: arial narrow;"><span style="color: #000000;">You will be informed of any revisions to these policies as they occur. Please keep current with the changes by reading the manual periodically. As policies are updated, the latest printed date will be shown at the top of the table of contents page of the personnel policy manual, thereby, making previous dates invalid.</span></span></p>
<p><span style="font-size: 11pt; font-family: arial narrow;"><span style="color: #000000;">The policy manual is located in a place where it is easily accessible to everyone. Please familiarize yourself with these policies, and sign a copy of the Employee Acknowledgment Form (Form #203A). </span></span></p>
<p><span style="font-size: 11pt; font-family: arial narrow;"><span style="color: #000000;">If you have any questions, please feel free to ask.</span></span></p>
</div><div id="column_right"><a id="TOCEntry_2_Target_ID" name="INTRODUCTION TO POLICIES" class="bookmark">INTRODUCTION TO POLICIES</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow"><span style="color: #000000;">Is it working?</span></span></p>
</div><div id="column_right"><a id="TOCEntry_3_Target_ID" name="DISTRIBUTION OF MANUAL" class="bookmark">DISTRIBUTION OF MANUAL</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow"><span style="color: #000000;">Our aim is to provide each patient with the finest care in a professional environment that inspires trust and confidence. We have learned that a patient follows the doctor’s recommendations in direct proportion to the level of trust perceived to exist between the doctor and the employees. We therefore encourage you to share your ideas, opinions, and feelings so we can be sure to keep the channels of communication open.</span></span></p>
<p><span style="font-size: 11pt; font-family: arial narrow"><span style="color: #000000;">A professional practice is a business that must be managed efficiently and profitably if we are to continue serving our community with quality treatment. We invite and appreciate your contributions and suggestions toward greater office efficiency. Our fees are fair and reflect the care and expertise with which we treat each patient. </span></span></p>
<p><strong><span style="font-size: 11pt; font-family: arial narrow"><span style="color: #000000;">We strive:</span></span></strong></p>
<ul>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">To help our patients achieve the highest level of health possible</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">To be committed to excellence in all of our services to the patient</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">To treat the patient’s needs with the highest level of care, skill, and comfort</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">To participate enthusiastically, honestly, and positively in all areas of the practice</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">To change, grow, and evolve with our profession and society</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">To enhance the lives of all those with whom we come in contact</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">To foster an environment that supports and encourages all of the above</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">To maintain a safe and healthy environment for our patients and ourselves</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">To be part of the solution of any conflict or problem solving, to share our ideas and feelings, and to confront any issue in a win-win manner in order to maintain office harmony and teamwork</span></span></li>
</ul>
</div><div id="column_right"><a id="TOCEntry_4_Target_ID" name="OUR PHILOSOPHY" class="bookmark">OUR PHILOSOPHY</a></div>
<div id="column_leftacross" style="page-break-before:always"><a id="TOCEntry_5_Target_ID" name="EMPLOYMENT PRACTICES" class="bookmark"><h6><p style="text-align: center"><strong><span style="font-size: 14pt; font-family: arial narrow">EMPLOYMENT PRACTICES</span></strong></p></h6></a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow"><span style="color: #000000;">We believe that the strength and future growth of the practice depends directly upon the contributions made by every employee. We also know that high productivity and efficiency depend on individual job satisfaction and happiness.</span></span></p>
<p><strong><span style="font-size: 11pt; font-family: arial narrow"><span style="color: #000000;">In our effort to implement fair and effective personnel policies, </span></span></strong><br /><strong><span style="font-size: 11pt; font-family: arial narrow"><span style="color: #000000;">we pledge to:</span></span></strong></p>
<ul>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Hire people based on their qualifications and potential contributions to the practice</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Provide employees with avenues for addressing job-related concerns</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Recognize each employee as an individual and valuable member of the team</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Maintain safe and healthful working conditions</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Conduct performance reviews periodically, so employees will know where they stand regarding their work performance and extend guidance and assistance as needed</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Provide a competitive compensation package based largely on industry standards in the community and the quality of the employee’s work performance</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Welcome your input and suggestions</span></span></li>
</ul>
<p><strong><span style="font-size: 11pt; font-family: arial narrow"><span style="color: #000000;">Your responsibilities are to:</span></span></strong></p>
<ul>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Be professional and honest in all business dealings on behalf of the practice</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Keep all business and proprietary information in strictest confidence</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Give a productive day’s work commensurate with your individual skills and abilities</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Be friendly and courteous to other employees and patients</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Adhere to office policies</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Address complaints or grievances through established channels (See Problem Resolution Procedure)</span></span></li>
</ul>
<p><strong><span style="font-size: 11pt; font-family: arial narrow"><span style="color: #000000;">The practice assumes responsibility to:</span></span></strong></p>
<ul>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Schedule hours of work, and to make changes in the work schedule</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Change work assignments or job classifications as needed</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Change office policies as needed taking into consideration internal circumstances, competitive forces, and economic conditions</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Dismiss, assign, supervise and discipline as necessary</span></span></li>
<li><span style="color: #000000;"><span style="font-size: 11pt; font-family: arial narrow">Decide and act whenever it is in the best interest of the practice and employees</span></span></li>
</ul>
</div><div id="column_right"><a id="TOCEntry_6_Target_ID" name="EMPLOYER-EMPLOYEE RELATIONS" class="bookmark">EMPLOYER-EMPLOYEE RELATIONS</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow">You are free to terminate your employment with the practice at any time, with or without a reason, and the employer has the right to terminate your employment at any time, with or without reason. Therefore, employment with the practice is not for a specified term and can be terminated “at-will” by either party. This employment policy includes all employees, including those presently employed by the practice. No employee or representative of the practice, other than its owner, has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the foregoing. </span></p>
<p><span style="font-size: 11pt; font-family: arial narrow">The “at-will” policy constitutes an integrated agreement with respect to the nature of the employment relationship. There are no other oral or collateral agreements regarding this issue. These provisions supersede all existing policies and practices and may not be amended or added to without the express written approval of the employer. </span></p>
</div><div id="column_right"><a id="TOCEntry_7_Target_ID" name="&ldquo;AT-WILL&rdquo; EMPLOYMENT" class="bookmark">“AT-WILL” EMPLOYMENT</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow;">It is our policy to provide equal employment opportunities to qualified persons without regard to race, color, religion/creed, sex, national origin, physical or mental disability, pregnancy, age (after 40), genetic information or any characteristic protected by state/city/county anti-discrimination laws</span><span style="font-size: 11pt; font-family: arial narrow;">. This will extend into all areas of the employment relationship, including promotions, wages, benefits, and all other privileges, terms, and conditions of employment. </span></p>
</div><div id="column_right"><a id="TOCEntry_8_Target_ID" name="EQUAL OPPORTUNITY EMPLOYMENT POLICY" class="bookmark">EQUAL OPPORTUNITY EMPLOYMENT POLICY</a></div>
<div id="column_left"><p><span style="font-family: Arial Narrow;">Candidates for job openings are selected on the basis of merit, competence, experience, satisfactory character and employment references. To maintain impartiality, we exercise discretion in the hiring of family members if it would place an employee in a position of supervisory, appointment or grievance adjustment authority over the family member. </span></p>
<p><span class="ArialNarrow11pt"><span style="font-size: 11pt; font-family: arial narrow">Applicants and the information they have provided either on the employment application form, the resume, or during the interview will be thoroughly screened for accuracy. Any misrepresentation, falsification or omission of material information may result in a denial of an offer or, if the applicant is hired, be cause for immediate dismissal without any liability to the employer other than for payment of services actually rendered. </span></span></p>
<p><span class="ArialNarrow11pt"><strong><span style="font-size: 11pt; font-family: arial narrow">During the screening process, we will review: </span></strong></span></p>
<ul>
<li><span style="font-size: 11pt; font-family: arial narrow">The employment application (Form #102D) </span></li>
<li><span style="font-size: 11pt; font-family: arial narrow">Education and work experience </span></li>
<li><span style="font-size: 11pt; font-family: arial narrow">Prior work history </span></li>
<li><span style="font-size: 11pt; font-family: arial narrow">References </span></li>
<li><span style="font-size: 11pt; font-family: arial narrow">License verification (if applicable) </span></li>
<li><span style="font-size: 11pt; font-family: arial narrow">Copies of certificate of training</span></li>
<li><span style="font-size: 11pt; font-family: arial narrow">Personality assessment results to ascertain skill and potential job performance (if applicable) </span></li>
<li><span style="font-size: 11pt; font-family: arial narrow">Compliance with the Immigration Reform and Control Act (IRCA) of 1986</span></li>
<li><span style="font-size: 11pt; font-family: arial narrow">Results of a medical examination (if applicable)</span></li>
</ul>
<p><span class="ArialNarrow11pt"><span style="font-size: 11pt; font-family: arial narrow">A word of caution in the treatment of job applicants and their references: It is important that we maintain good public relations throughout the screening and interviewing process with applicants. Therefore, it is our policy to look upon job applicants as potential patients and treat them with the same professional courtesy and consideration. </span></span></p>
</div><div id="column_right"><a id="TOCEntry_9_Target_ID" name="THE EMPLOYMENT SELECTION PROCESS" class="bookmark">THE EMPLOYMENT SELECTION PROCESS</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow"><span style="font-family: Arial Narrow;">After a conditional offer of employment has been made, applicants may be required to pass a medical examination. These examinations will be paid for by the practice and are the property of the practice. Such records will be treated in a confidential manner and will be made available only to the employee, persons designated and authorized by the employee, relevant insurance companies, or the employee’s certified healthcare practitioner.</span></span></p>
</div><div id="column_right"><a id="TOCEntry_10_Target_ID" name="MEDICAL EXAMINATIONS" class="bookmark">MEDICAL EXAMINATIONS</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow">All employers are required to comply with the federal immigration laws. In keeping with this obligation, all new employees must fill out Form I-9 and provide satisfactory evidence of identity and legal authority to work in the United States no later than three business days after beginning the new job. All offers of employment and continued employment are contingent upon presenting such proof.</span></p>
</div><div id="column_right"><a id="TOCEntry_11_Target_ID" name="IMMIGRATION LAW COMPLIANCE" class="bookmark">IMMIGRATION LAW COMPLIANCE</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow">During your first few days of employment, you will participate in an orientation program. During this program, you will receive important information regarding the performance requirements of your position, basic personnel policies, your compensation, benefits programs, plus other information necessary to acquaint you with your job. Your orientation will partially be structured with our New Employee Orientation Checklist (Form #201).</span></p>
<p><span style="font-size: 11pt; font-family: arial narrow">You will also be asked to complete all necessary paperwork at this time, such as medical benefits plan enrollment forms, beneficiary designation forms, and appropriate federal, state, and local tax forms. At this time, you will be required to present information establishing your identity and your eligibility to work in the United States in accordance with applicable federal law. </span></p>
<p><span style="font-size: 11pt; font-family: arial narrow">We encourage you to ask any questions you may have during this program so that you will understand all the guidelines that affect and govern your employment relationship with us. </span></p>
<p><span style="font-size: 11pt; font-family: arial narrow">You may be required to attend specific educational and training sessions to improve your skills or performance. </span></p>
</div><div id="column_right"><a id="TOCEntry_12_Target_ID" name="NEW EMPLOYEE ORIENTATION PROGRAM" class="bookmark">NEW EMPLOYEE ORIENTATION PROGRAM</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow">The federal “Personal Responsibility and Work Opportunity Reconciliation Act” (PRWORA), requires all states to operate a child support enforcement program. Under PRWORA, all employers must report new hires to their state within 20 days of hiring. Employers may use Form W-4 or equivalent forms for new hire reporting purposes, at the employer’s option. Certain states encourage use of the forms developed for their own new hire reporting programs for ease of processing. The following information must be reported: </span></p>
<ul>
<li><span style="font-size: 11pt; font-family: arial narrow">Employee’s full first and last names, social security number, home address and start of work date</span></li>
<li><span style="font-size: 11pt; font-family: arial narrow">Employer’s name, address, account number, and Federal Employer Identification Number</span></li>
</ul>
</div><div id="column_right"><a id="TOCEntry_13_Target_ID" name="NEW HIRE REPORTS" class="bookmark">NEW HIRE REPORTS</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow">Hepatitis B vaccination is made available to employees who are reasonably expected to be in contact with blood (or its products) in the performance of their duties (Hepatitis B Information and Consent Form #206). The vaccination is made available within 10 days of the initial assignment to employees who have not already been vaccinated. The employer will pay the immunization expense. Employees who decline to have the vaccination will be asked to sign a formal statement of declination but may later change their mind (Hepatitis B Vaccine Declination Form #207). (For more information on blood borne pathogen compliance refer to the OSHA Manual or the Health and Safety Manual.) </span></p>
</div><div id="column_right"><a id="TOCEntry_14_Target_ID" name="HEPATITIS B VACCINATION" class="bookmark">HEPATITIS B VACCINATION</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow;">The evaluation of an employee’s job performance is an ongoing process. The performance review serves as a guide to evaluate progress, address areas for improvement, as well as plan further training and establish and commit to future goals. The frequency of evaluations may vary depending upon the length of service, job position, past performance, changes in job duties, or recurring performance problems. After the review, you may be required to sign a performance evaluation report simply to acknowledge that the items have been discussed with you and that you are aware of its contents.</span></p>
<p><span style="font-size: 11pt; font-family: arial narrow;">A salary review is usually given separately and on a different date than the performance review.</span></p>
</div><div id="column_right"><a id="TOCEntry_15_Target_ID" name="EMPLOYEE PERFORMANCE REVIEW" class="bookmark">EMPLOYEE PERFORMANCE REVIEW</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow">It is our policy that all requests for information concerning current and former employees are handled in a consistent and appropriate manner. Such requests usually involve employment information, personal and business references, descriptions of job duties, etc. The procedure outlined below is to be followed by all employees who are approached, either formally or informally, and asked to provide information about present or former employees.</span></p>
<p><span style="font-size: 11pt; font-family: arial narrow">All written, oral, or informal requests for information about employees or former employees are to be referred to the doctor. Consequently, no employee may provide (either on or off-the-record) any information regarding current or former employees to any non-employee. By following this policy, we can ensure that the information released about an employee is accurate, authorized, and representative of the practice’s position.</span></p>
<p><span style="font-size: 11pt; font-family: arial narrow">In addition, to avoid charges of slander or defamation claims, employees and former employees are cautioned to be very careful about what they say about other employees, the employer, and the practice when they are away from the workplace.</span></p>
</div><div id="column_right"><a id="TOCEntry_16_Target_ID" name="REFERENCE REQUESTS" class="bookmark">REFERENCE REQUESTS</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow">Bonding is a precautionary measure to insure adequate protection of property, personnel and assets. This measure helps insure employer and employees against the intentional or accidental loss of property, including embezzlement, caused by the bonded employee. Certain employees who have specific responsibilities within the office may be bonded.</span></p>
</div><div id="column_right"><a id="TOCEntry_17_Target_ID" name="BONDING OF EMPLOYEES" class="bookmark">BONDING OF EMPLOYEES</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow;">It is our policy to provide a work environment that is free from any form of discrimination or harassment based on any protected characteristic under federal, state, or city/county laws. Protected characteristics include, but are not limited to, sex, race, national origin, genetic information, religion, etc.</span></p>
<p><span style="font-size: 11pt; font-family: arial narrow;">Harassment can take many forms: written, verbal, and non-verbal, and can occur with any type of medium: phone, email, texting, social networking, etc. In all cases, discrimination or harassment is prohibited at all times.</span></p>
<p><span style="font-size: 11pt; font-family: arial narrow;">Jokes, name calling, etc., especially relating to protected characteristics are prohibited. Sexual harassment includes but is not limited to: verbal, physical, or visual behavior of a sexual nature; graphic or suggestive comments about an individual’s dress or body, or actual or perceived sexual orientation; making unwanted sexual advances and requests for sexual favors where either (1) submission to such conduct is made an explicit or implicit term or condition of employment; (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.</span></p>
<p><span style="font-size: 11pt; font-family: arial narrow;">Any incident of discrimination or harassment, including threats, intimidation and assault to our employees or any other person by our employees or any other person, must be reported immediately to the person(s) listed on the Designated Name(s) page. The report should state the time; place, the type of harassment, the person or persons involved and the name of any possible witnesses (see Problem Resolution Procedure and use the Problems/Concerns Report Form #422).</span></p>
<p><span style="font-size: 11pt; font-family: arial narrow;">A prompt investigation will be conducted as discreetly as possible. Confidentiality will be maintained to the degree feasible given the need to investigate and act upon allegations made. Only those with a need to know about such a complaint will be advised of its existence. The person or persons accused of prohibited conduct will have an opportunity to explain the conduct in question.</span></p>
<p><span style="font-size: 11pt; font-family: arial narrow;">Any person who has been found in violation of this policy shall be subject to appropriate disciplinary action, including letters of reprimand, suspension, demotion, termination, and the possibility of civil liability. It is the responsibility of every employee to conscientiously follow this policy.</span></p>
<p><span style="font-size: 11pt; font-family: arial narrow;">Employees who are dissatisfied with the resolution of the investigation should file a written appeal. No employee will be subject to any form of retaliation or discipline for pursuing a harassment complaint.</span></p>
</div><div id="column_right"><a id="TOCEntry_18_Target_ID" name="ANTI-HARASSMENT" class="bookmark">ANTI-HARASSMENT</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow">The purpose of a resolution procedure is to ensure fair and equitable treatment for all employees. </span></p>
<p><span style="font-size: 11pt; font-family: arial narrow">We are eager to learn of any condition that may be causing problems for you on the job. Such conditions cannot be corrected unless you make them known. A problem may involve work conditions, policies, alleged discrimination, harassment, or anything else that prevents a fair and productive work environment.</span></p>
<p><span style="font-size: 11pt; font-family: arial narrow">You are encouraged to use the following procedure so a problem can be addressed and resolved as soon as possible. Please state the situation as clearly as possible, preferably in writing (Form #422), within ten working days after you become aware of the situation. Any complaints of harassment must be reported immediately to, either, the Practice Administrator, the person listed on the designated names page or the employer who will then follow through according to the harassment policy described earlier in this manual.</span></p>
<p><strong><span style="font-size: 11pt; font-family: arial narrow">Step 1. The Practice Administrator, Manager, or Designated Person</span><br />(If not applicable, go to step 2) </strong></p>
<ul>
<li><span style="font-size: 11pt; font-family: arial narrow">The administrator checks the circumstances and provides a solution to the problem within five working days</span></li>
<li><span style="font-size: 11pt; font-family: arial narrow">In the event you are not satisfied that the problem has been resolved—proceed with Step 2</span></li>
</ul>
<p><strong><span style="font-size: 11pt; font-family: arial narrow">Step 2. The Employer</span></strong></p>
<ul>
<li><span style="font-size: 11pt; font-family: arial narrow">The employee brings the situation to the attention of the employer in writing within ten working days</span></li>
<li><span style="font-size: 11pt; font-family: arial narrow">The employer investigates the circumstances and returns a decision within five working days</span></li>
<li><span style="font-size: 11pt; font-family: arial narrow">The employer’s decision on a given issue does not set precedence for future decisions</span></li>
</ul>
</div><div id="column_right"><a id="TOCEntry_19_Target_ID" name="PROBLEM RESOLUTION PROCEDURE" class="bookmark">PROBLEM RESOLUTION PROCEDURE</a></div>
<div id="column_leftacross" style="page-break-before:always"><a id="TOCEntry_20_Target_ID" name="HOURS OF EMPLOYMENT" class="bookmark"><h6><p style="text-align: center">
	<strong><span style="font-size: 14pt; font-family: arial narrow">HOURS OF EMPLOYMENT</span></strong></p>
</h6></a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow">You will find your workdays and hours on the posted schedule. You are responsible for reading the schedule and being available for work when required. The workdays and hours may be increased or decreased in response to the needs of the practice. </span></p>
<p><span style="font-size: 11pt; font-family: arial narrow">Office requirements, due to unexpected emergencies and changes in planned procedures, occasionally make it necessary to work beyond the scheduled work hours. When overtime is required, you will be notified as much in advance as possible. The employer reserves the right to assign employees to jobs other than their usual assignments when required.</span></p>
<p><span style="font-size: 11pt; font-family: arial narrow"><strong>Keeping Track Of Your Time</strong>—All Employees are responsible, individually, for recording their time when: </span></p>
<ul>
<li><span style="font-size: 11pt; font-family: arial narrow">Reporting for work</span></li>
<li><span style="font-size: 11pt; font-family: arial narrow">Leaving for lunch</span></li>
<li><span style="font-size: 11pt; font-family: arial narrow">Returning from lunch</span></li>
<li><span style="font-size: 11pt; font-family: arial narrow">Leaving at the end of the day</span></li>
</ul>
<p><span style="font-size: 11pt; font-family: arial narrow"><strong>Attendance records</strong>—Whether on card or computer, are used as a means of recording hours worked and calculating pay. They record regular hours worked, meal periods, overtime, absences, and paid time off, etc. <span style="text-decoration: underline;">Attendance records are legal documentation of hours worked and must not be destroyed, falsified, defaced or removed from the premises.</span> All non-exempt employees, whether salaried or hourly, must complete and sign a weekly time record reflecting actual hours worked each day. Any mistakes or omissions on the attendance record are to be reported immediately to the employer, who then will make the necessary corrections. <strong>Do not permit</strong> another employee to enter your time for you. Likewise, do not register another employee’s time even if requested to do so. </span></p>
<p><span style="font-size: 11pt; font-family: arial narrow"><strong>Do not sign in</strong> or start work earlier than 5 minutes before your normal starting time or sign out or stop work later than 5 minutes after your normal quitting time unless overtime has been approved in advance. This will give you a ten-minute “window” within which to check in or out without incurring overtime. Thereafter, for pay calculation purposes, time will be rounded off to the nearest one-tenth of an hour (e.g., one-tenth is 6 minutes; three-tenth is 18 minutes). Employees are not permitted to work on their own initiative before or after scheduled working hours or during nonpaid meal periods or paid rest breaks.</span></p>
<p><strong><span style="font-size: 11pt; font-family: arial narrow">Time off for which you expect to be paid must be entered on your attendance record during the pay period in which it occurred.</span></strong></p>
<p><span style="font-size: 11pt; font-family: arial narrow"><strong>Exchanging Hours</strong>—please do not exchange hours with another employee without prior approval. Authorization will not be granted unless it can be accomplished without overtime.</span></p>
</div><div id="column_right"><a id="TOCEntry_21_Target_ID" name="HOURS OF WORK" class="bookmark">HOURS OF WORK</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow">From your <span style="font-size: 11pt; font-family: arial narrow; text-decoration: underline;">actual commencement</span> of duties until the end of your workday, except for time spent at lunch or dinner, constitutes time worked. Getting ready and clean-up time, employee meetings in the beginning or during the day are also time worked. Arriving early, leaving late, or preliminary time spent in attending to personal matters such as grooming, changing clothes (unless required by the nature of the job), are not considered time worked. Do not sign in until you are ready to go to work. Likewise, do not work after you have signed off on the attendance record or computer time clock. For purposes of calculating overtime, time worked does not include paid time off.</span></p>
</div><div id="column_right"><a id="TOCEntry_22_Target_ID" name="WHAT CONSTITUTES TIME WORKED" class="bookmark">WHAT CONSTITUTES TIME WORKED</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow">Time off during normally scheduled hours is without pay. Time spent receiving dental treatment must be recorded on the attendance record as personal time off. Be sure to get approval before leaving the practice during work hours for personal reasons.</span></p>
</div><div id="column_right"><a id="TOCEntry_23_Target_ID" name="PERSONAL TIME OFF" class="bookmark">PERSONAL TIME OFF</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow">If you have to leave the premises for any reason during the regular work period, be sure to get permission and record the time on your attendance record.</span></p>
</div><div id="column_right"><a id="TOCEntry_24_Target_ID" name="LEAVING PREMISES" class="bookmark">LEAVING PREMISES</a></div>
<div id="column_left"><p><span style="font-size: 11pt; font-family: arial narrow">When the doctor is away from the office and therefore not seeing patients, it provides the employees an opportunity to complete unfinished tasks. Check with the doctor or the authorized person, no later than the day before, to determine if your presence is required while the doctor is gone. For example, the clinical employees may be asked to take the time off and the administrative employees to come to work to answer the phone and get caught up, etc. If your presence is not required at the office, you may, with approval: </span></p>
<ul>
<li><span style="font-size: 11pt; font-family: arial narrow">Take time off without pay</span></li>
<li><span style="font-size: 11pt; font-family: arial narrow">Take time off and be charged with paid time off you have earned but not used. Please indicate on your attendance record what type of benefit with which to charge the time off</span></li>
</ul></div></body></html>


None of the <li> lines are being displayed with a bullet point first, just the text.

Thanks,
Becky
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eo_support
Posted: Thursday, May 24, 2012 2:04:25 PM
Rank: Administration
Groups: Administration

Joined: 5/27/2007
Posts: 24,195
Hi,

Thanks for the information. We are aware of this problem and we are currently working on it. Hopefully we can send you a new build today with this issue fixed.

Thanks!
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Becky
Posted: Thursday, May 24, 2012 2:08:12 PM
Rank: Advanced Member
Groups: Member

Joined: 5/24/2012
Posts: 45
Sounds great! Thank you for your quick response.
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eo_support
Posted: Thursday, May 24, 2012 10:32:19 PM
Rank: Administration
Groups: Administration

Joined: 5/27/2007
Posts: 24,195
Hi,

Please download the new build from our download page. The new build fixed this problem.

Thanks!
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Becky
Posted: Friday, May 25, 2012 11:37:27 AM
Rank: Advanced Member
Groups: Member

Joined: 5/24/2012
Posts: 45
Yes, that fixed the issue - thank you!!!!!
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eo_support
Posted: Friday, May 25, 2012 11:43:45 AM
Rank: Administration
Groups: Administration

Joined: 5/27/2007
Posts: 24,195
Great! Thanks for confirming the fix!
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