Employee Education and Development
Vance Thompson Vision supports the educational aspirations and leadership development of its team. Employee education is not only about improving performance in your role, but also about fostering an environment of personal growth and development. Educational opportunities include, but are not limited to seminar/conference attendance, leadership development training, educational courses and/or seminars, certifications beyond the requirements of an employee’s role, membership to professional organizations and computer-based training. Employees seeking the use of educational dollars should work with their leader to discuss their educational goals. Certificates, licenses and/or memberships that are required of an employee’s job are not deducted from the annual allowance.
To show our commitment to your educational endeavors, each full-time employee will be eligible for a stipend of $800 per year, and part-time employees will be eligible for a $400 stipend. All educational spend must be approved by the employee’s leader prior to disbursement. The educational stipend can be banked up to $3,200. Employees may be responsible for any remaining balance due for the educational expense. Any additional leisure time added to an educational trip will be the responsibility of the employee. Please note that educational funds will not be paid out to employees when they leave the organization.
Team members should work with their leader and receive advance approval on scheduling to make sure patient care needs or team needs will be covered during any educational absence. Employees should attend and/or complete the education within the given timeline as discussed with their leader. Leaders will have the discretion as to whether or not they require proof of completion and/or attendance at the training. By investing in your educational desires, our hope is to see you grow in your career and future with us!
Travel and Meetings
Vance Thompson Vision will reimburse and compensate employees for reasonable expenses incurred for business purposes. Employees are asked to work with their leader and notify them of the reason for the expense and obtain advance approval. In order to be reimbursed for travel expenses, receipts verifying expenses will need to be provided. All employees should submit expense reimbursements through the expense reimbursement process in our online employee system of record.
Please keep in mind that the above scenarios outline the minimum amount that should be paid to non-exempt employees. The decision to compensate non-exempt employees for more than these minimums, provided the practice is applied fairly and consistently, is at the discretion of the site leader(s). Exempt employees’ compensation is not impacted by travel and/or meetings.
Discipline Process
Vance Thompson Vision believes in maintaining a friendly and positive work environment where everyone is expected to uphold our mission, vision and values. Our discipline process is in place to ensure fairness and consistency when addressing performance and behavior issues that don’t align with core values. Although it’s not our favorite part of the job, we understand and recognize that having a game plan in place will help us on our quest to be Best on Earth.
If a performance or behavior issue is identified, Vance Thompson Vision may use progressive discipline at its discretion in an attempt to correct the performance or behavioral issue. This process may include verbal warnings, written warnings, a written performance improvement plan, suspension (paid or unpaid), other disciplinary action, or immediate separation. Please note that disciplinary action may impact an employee’s eligibility for future promotions, transfers or opportunities within the organization.
The above use of the progressive discipline process is solely within Vance Thompson Vision’s discretion. Vance Thompson Vision may use disciplinary action in any particular sequence, and may take whatever disciplinary action it deems necessary to address the issue at hand. This may mean that more or less discipline is imposed in a given situation depending on the circumstances involved. Factors such as the severity or frequency of the employee’s misconduct or performance problems may impact the level of disciplinary action taken by Vance Thompson Vision. Remember, the use of our discipline process does not alter the at-will nature of employment or the right of Vance Thompson Vision to dismiss an employee at any time and for any reason.
While any unacceptable behavior or misconduct may result in discipline, the following are some examples of conduct that may be grounds for immediate employment separation, which are not to be considered an all‐inclusive list:
Breach of trust or dishonesty;
Conviction of a felony;
Theft of any kind;
Violation of Vance Thompson Vision’s Equal Employment Opportunity or Harassment policies or procedures;
Violation of Vance Thompson Vision’s confidentiality policies, including HIPAA policies;
Insubordination or deliberate non‐performance of work;
Falsification or altering of records;
Gross negligence;
Marring, defacing, or other willful destruction or damage of any supplies, equipment, or property of Vance Thompson Vision;
Violating Vance Thompson Vision’s Disruptive Conduct and Behavior in the Workplace and Bullying policy;
Excessive absenteeism or lateness;
Violent or threatening behavior towards employees, patients, and/or visitors; or
Disregarding or violating any established Vance Thompson Vision policy, procedure, practice, plan, or rule, whether or not covered in this Culture Book.
