The besa Health Employee Handbook is a comprehensive resource designed to help employees understand the policies, procedures, and expectations of our organization. It serves as a guide for maintaining a professional, safe, and inclusive work environment while fostering mutual respect and effective communication.
Employee Handbook - 2025 Edition
This handbook does not constitute a contractual agreement between the company and its employees. It is a living document and may be updated periodically to reflect changes in company policies, labor laws, or industry practices.
Download: Employee Handbook - 2025 Edition (PDF)
https://drive.google.com/file/d/1MpRRZRiRn2H4nnrdRUygEzyQOEzVB7vW/view?usp=drivesdk
About The Employee Handbook
Purpose Of The Handbook
This handbook outlines key company policies, employee benefits, and the standards of conduct expected from everyone at besa Health. It is intended to ensure transparency and provide clarity for both new and existing team members.
What You Will Find In This Handbook
Workplace Policies: Guidelines on how we work together as a team, including attendance, dress code, and professional behavior.
Employee Benefits: An overview of the benefits and resources available to you as a valued team member.
Code Of Conduct: Expectations for maintaining a respectful and inclusive work environment.
Safety And Security: Procedures to ensure your health and safety at work.
Why This Handbook Matters
Clarity: It ensures you are informed about your rights and responsibilities within the company.
Consistency: It provides a unified understanding of the company's policies and procedures.
Support: It is a valuable resource to help you navigate any questions or concerns during your employment.
For clarification or questions, contact Human Resources:
Phone: (949) 438-0735
Email: hr@besahealthcare.com
Address: 18575 Jamboree Road, Irvine, CA 92612
1. Welcome
History, Goals And Culture
besa Health was founded in 2024 with the vision of disrupting the healthcare industry. Starting as a small team of passionate individuals, we have grown into a respected organization known for our dedication to excellence, commitment to patient satisfaction, and fostering a new way to treat patients.
In just a short time, we have achieved milestones such as launching cutting-edge technology, expanding services, and building long-term relationships. These accomplishments are a testament to our strong foundation and the unwavering dedication of our team.
At besa Health, we firmly believe that a culture of collaboration and results-driven work is the key to success. We strive to create an environment where every employee feels valued, supported, and empowered to achieve their best. By celebrating diversity and encouraging creativity, we ensure that besa Health remains a great place to work and thrive.
Purpose Of The Handbook
This Employee Handbook serves as a comprehensive guide to besa Health's policies, procedures, and expectations. It is intended to:
Provide Clarity: Help employees understand their roles, responsibilities, and rights within the company.
Foster Transparency: Ensure that every team member is aware of company standards and practices.
Enhance Communication: Act as a resource for resolving questions or concerns related to workplace matters.
While this handbook does not constitute a binding employment contract, it is an important tool to support mutual understanding and a harmonious work environment. By familiarizing yourself with its contents, you contribute to the shared success of our organization.
At-Will Employment
besa Health operates under an At-Will Employment policy. This means that the employment relationship between besa Health and its employees is not bound by a fixed term and can be ended by either party at any time, with or without cause or notice.
We value the trust and collaboration of our employees and aim to build strong, long-lasting relationships within our team. That said, besa Health is committed to:
Adhering to all applicable labor laws and regulations.
Ensuring that all employment decisions are made fairly, equitably, and in compliance with our anti-discrimination and equal opportunity policies.
2. Workplace Commitments
Equal Opportunity Employment
besa Health is an equal-opportunity employer. We are committed to providing a work environment free from discrimination and harassment of any kind. Employment decisions are based on qualifications, merit, and business needs, regardless of race, color, religion, gender, sexual orientation, national origin, disability, age, or any other legally protected status.
We believe diversity strengthens our team and fosters innovation, creativity, and better problem-solving. By embracing inclusivity, we ensure that everyone has an equal opportunity to contribute and thrive within our company.
Non-Harassment And Non-Discrimination
besa Health has zero tolerance for harassment, discrimination, or bullying in the workplace. This includes, but is not limited to:
Verbal or physical conduct that creates a hostile work environment.
Discrimination based on any legally protected characteristic.
Unwanted sexual advances or inappropriate behavior.
Employees who experience or witness such behavior are encouraged to report it immediately to their supervisor or the Human Resources department. All complaints will be taken seriously and handled confidentially.
Drug-Free And Alcohol-Free Workplace
To ensure the safety and well-being of our employees, besa Health maintains a drug-free and alcohol-free workplace. The use, possession, or distribution of illegal drugs or alcohol on company premises is strictly prohibited. Employees are expected to report to work free from the influence of substances that may impair their performance or judgment. Violations of this policy may result in disciplinary action, up to and including termination.
Open Door Policy
besa Health values open and honest communication. We encourage employees to share ideas, concerns, or suggestions with their supervisors, managers, or the Human Resources department. Our Open Door Policy ensures that every team member has the opportunity to voice their opinions and resolve workplace issues in a constructive manner. By fostering open communication, we create an environment of mutual respect and continuous improvement.
3. Company Policy And Procedures
Dress Code
besa Health promotes a professional image by maintaining a dress code appropriate for the workplace.
Office Staff: Business casual attire is required unless otherwise specified for certain events or roles.
Clinical Staff: All clinical staff must wear their besa Health scrubs and represent our values, mission, and vision. If a staff member has not yet received their besa Health scrubs, they must wear blank scrubs with no branding.
Remote Staff: Remote staff must dress professionally while on calls with the team and patients. Once besa Health clothing has been received, it must be worn.
Payday
besa Health processes payroll on a biweekly basis. Paydays occur every other Friday, and employees will receive payment via direct deposit unless otherwise arranged. Employees are encouraged to promptly review their pay stubs and report any discrepancies to the Payroll Department within five business days of receiving payment.
Company Property
All company property, including computers, vehicles, tools, and other resources, is provided for work-related purposes. Employees are expected to:
Handle company property with care.
Report any damage, theft, or loss immediately.
Refrain from using company resources for personal or unauthorized activities.
Failure to comply with this policy may result in disciplinary action or financial responsibility for damages.
Privacy
besa Health respects the privacy of its employees. However, please note that:
The company reserves the right to monitor company-issued devices, emails, and other communication channels to ensure compliance with policies and patient safety.
Personal information collected by the company will be handled in accordance with data protection laws and will not be shared without consent except as required by law.
Employees should maintain professionalism in all communications using company resources.
Personnel Files
Personnel files are maintained by the Human Resources department and include records such as:
Employment contracts and agreements.
Performance reviews and disciplinary actions.
Certifications or training records.
Employees have the right to access their personnel files by submitting a formal request to Human Resources. These files are confidential and will only be shared with authorized personnel when necessary.
Code Of Professional Conduct
At besa Health, we expect all employees to adhere to the highest standards of professional behavior. This includes:
Treating colleagues, patients, and stakeholders with respect and courtesy.
Upholding honesty and integrity in all interactions.
Avoiding any activities that could harm the company's reputation or conflict with its interests.
4. Employment Classification
Full-Time, Part-Time And Contract Status
Full-Time Employees: Employees who are regularly scheduled to work 40 hours per week and are eligible for company benefits.
Part-Time Employees: Employees who are scheduled to work fewer than 30 hours per week. These employees may have limited eligibility for benefits, depending on company policy.
Contract Employees: Employees hired on a contract basis. Contract employees are not eligible for benefits unless otherwise specified in their employment agreement.
Employees are encouraged to confirm their classification with their supervisor or Human Resources if they have any questions about their employment status.
Exempt Employees
Exempt employees are those who are not eligible for overtime pay as outlined in labor regulations. These employees typically hold positions in management, administration, or specialized roles that require decision-making and professional expertise. Exempt employees are expected to complete their assigned responsibilities regardless of the number of hours worked.
Non-Exempt Employees
Non-exempt employees are entitled to overtime pay for any hours worked beyond the standard 40-hour workweek in accordance with applicable labor laws. Overtime work must be approved in advance by a supervisor. Supervisors are responsible for ensuring that non-exempt employees' time is accurately tracked and compensated appropriately.
5. Attendance Policies
General Attendance
Punctuality and consistent attendance are critical to maintaining a productive work environment. Employees are expected to:
Arrive on time and be prepared to work during scheduled hours.
Notify their supervisor as soon as possible in the event of an absence or delay.
Provide appropriate documentation, such as a doctor's note, for extended absences.
Chronic tardiness or absenteeism may result in disciplinary action.
Tardiness
Employees are considered tardy if they arrive more than 10 minutes after their scheduled start time without prior notice. Excessive tardiness will be addressed by supervisors and may lead to corrective action if it disrupts operations.
6. Leave Policies
Vacation Leave
besa Health recognizes the importance of rest and personal time for its employees. Vacation leave policies include:
Eligibility: Full-time employees are eligible for vacation leave after completing a three-month probation period.
Accrual: Employees accrue 10 vacation days per year, prorated based on their start date.
Usage: Vacation leave must be scheduled in advance and approved by the employee's supervisor to ensure smooth operations.
Unused vacation days may be carried over into the next year, up to a maximum of five days, unless otherwise stated.
Sick Leave
Sick leave is provided to support employees in managing personal health and well-being.
Accrual: Employees accrue one day of sick leave per month.
Usage: Sick leave may be used for personal illness, medical appointments, or to care for an immediate family member.
Documentation: For absences exceeding three consecutive days, employees are required to provide a medical certificate.
Family And Medical Leave Act (FMLA)
besa Health complies with the Family and Medical Leave Act (FMLA), which allows eligible employees to take up to 12 weeks of unpaid leave in a 12-month period for:
The birth or adoption of a child.
Serious health conditions affecting the employee or their immediate family.
Other qualifying emergencies related to military service.
Employees must provide at least 30 days' notice for planned leave or as much notice as possible for unforeseen circumstances.
Holidays
besa Health observes the following paid holidays:
New Year's Day
Independence Day
Thanksgiving Day
Christmas Day
Additional local holidays as applicable
If a holiday falls on a weekend, it will typically be observed on the nearest weekday.
Jury Duty
Employees summoned for jury duty will be granted leave to fulfill their civic responsibilities.
Full-time employees will receive their regular pay for up to five days of jury service.
Employees must provide their jury summons and notify their supervisor as soon as possible.
Voting Leave
besa Health encourages employees to exercise their right to vote. Employees who cannot vote outside of work hours will be granted up to two hours of paid leave to cast their vote.
Military Leave
Employees who are members of the military are entitled to unpaid leave for active duty, training, or other military obligations as required by law. Employees are encouraged to provide advance notice of their service commitments.
Leave Of Absence
A leave of absence may be granted for personal or professional reasons at the discretion of the company. Requests must be submitted in writing and approved by both the employee's supervisor and Human Resources.
Eligibility: Full-time employees who have completed at least one year of service.
Duration: Leaves of absence are typically unpaid and may not exceed six months.
7. Work Performance
Expectations
besa Health is committed to maintaining a high standard of excellence and professionalism in the workplace. Employees are expected to:
Complete assigned tasks accurately and within deadlines.
Demonstrate problem-solving skills and take initiative in addressing challenges.
Communicate effectively with colleagues, supervisors, and clients.
Uphold the company's values and contribute to a positive work environment.
Supervisors will provide guidance and support to ensure employees meet these expectations.
Insubordination
besa Health defines insubordination as the refusal to follow lawful and reasonable instructions from a supervisor or manager. Examples include:
Deliberate defiance of direct orders.
Disrespectful behavior toward supervisors or colleagues.
Failure to complete assigned duties without valid justification.
Insubordination disrupts workplace harmony and may result in disciplinary action, up to and including termination.
Performance Reviews
Regular performance reviews are conducted to evaluate employee contributions, provide feedback, and identify opportunities for growth.
Frequency: Reviews are conducted annually and may include a mid-year check-in.
Criteria: Reviews assess job performance, goal achievement, and adherence to company values.
Development Plans: Based on the review, employees may receive recommendations for professional development or additional training.
Employees are encouraged to actively participate in the review process and provide feedback to their supervisors.
8. Discipline Policy
Grounds For Disciplinary Action
Disciplinary action may be taken for behaviors including, but not limited to:
Chronic tardiness or absenteeism.
Violation of company policies or procedures.
Harassment, discrimination, or bullying.
Theft or misuse of company property.
Breach of confidentiality or data security.
All employees are expected to uphold the company's standards of conduct to maintain a respectful and productive workplace.
Procedures
Disciplinary actions are handled in a fair and consistent manner. Steps include:
Verbal Warning: For minor infractions or first offenses.
Written Warning: Documented notice for repeated violations or serious misconduct.
Suspension: Temporary leave without pay, depending on the severity of the infraction.
Termination: Dismissal from employment for grave or repeated offenses.
Each case is reviewed individually, and employees have the right to respond or appeal disciplinary decisions.
Termination
Termination of employment may occur under the following circumstances:
Voluntary Resignation: When an employee chooses to leave the company.
Involuntary Termination: Due to performance issues, misconduct, or redundancy.
Probationary Termination: For employees who do not meet expectations during their probationary period.
Employees are required to return all company property and complete an exit interview before their final day of work.
9. Employee Health And Safety
Workplace Safety
besa Health is committed to providing a safe and secure working environment for all employees. To ensure workplace safety, employees are expected to:
Follow all safety protocols and procedures.
Use personal protective equipment (PPE) when required.
Report unsafe conditions or hazards immediately to their supervisor.
Participate in mandatory safety training sessions.
Supervisors are responsible for monitoring compliance with safety policies and addressing potential risks promptly.
Workplace Security
The security of our employees, property, and data is a top priority. besa Health implements the following measures to ensure a secure environment:
Access Control: Employees must use their ID badges to enter company premises. Visitors must register and be escorted by an authorized employee.
Confidential Information: Employees are expected to safeguard company data and avoid sharing sensitive information with unauthorized individuals.
Emergency Contacts: All employees must provide updated emergency contact information to Human Resources.
Suspicious activities or security breaches must be reported immediately to the security team or supervisor.
Emergency Procedures
In the event of an emergency, besa Health has established protocols to protect employees and minimize risks.
Evacuation: Familiarize yourself with the emergency exits and evacuation routes. Follow instructions from emergency coordinators during drills or actual emergencies.
Fire Safety: Fire extinguishers are strategically located throughout the premises. Only trained personnel should operate them during emergencies.
Regular safety drills will be conducted to ensure employees are prepared to respond effectively to emergencies.
10. Benefits
Health Insurance
Full-time employees are eligible for comprehensive health insurance coverage, including:
Medical, dental, and vision insurance.
Coverage for immediate family members.
Preventative care and wellness programs.
Retirement Plans
besa Health offers a 401(k) retirement plan with a company-matching contribution of up to 5% of the employee's annual salary. Employees are encouraged to participate in the plan to secure their financial future.
Worker's Compensation
Employees injured on the job are entitled to worker's compensation benefits, which cover medical expenses and a portion of lost wages. All workplace injuries must be reported immediately to a supervisor to ensure timely claims processing.
Disability Benefits
besa Health provides short-term and long-term disability coverage to assist employees who are unable to work due to illness or injury. Eligibility and claim procedures are detailed in the benefits package provided during onboarding.
11. Termination Policies
Voluntary Termination
When an employee decides to resign from besa Health, we request:
A written notice is provided at least two weeks in advance.
Completion of all pending assignments or projects, as agreed with the supervisor.
An exit interview will be conducted to gather feedback and facilitate a smooth transition.
Final Paycheck
Employees will receive their final paycheck on the next scheduled payday following their last day of work. The final paycheck will include:
All earned wages up to the last day of work.
Payment for any unused vacation days, if applicable.
Deductions for unreturned company property or outstanding obligations may apply, in accordance with company policy and legal regulations.
COBRA Continuation Of Benefits
Under the Consolidated Omnibus Budget Reconciliation Act (COBRA), eligible employees may choose to continue their health insurance coverage after leaving the company.
Employees will receive a notification detailing their COBRA rights and options.
Coverage continuation must be elected within 60 days of termination.
Employees are responsible for paying the full cost of the premiums during the coverage period.
Exit Interview
Exit interviews are an important part of the offboarding process at besa Health. They provide an opportunity to:
Understand the employee's reasons for leaving.
Gather constructive feedback about the company's policies, culture, and management.
Address any outstanding concerns or issues.
All feedback provided during the exit interview will remain confidential and will be used to improve the work environment and employee experience.
12. Acknowledgment Of Receipt
Employee Copy
Employees are required to read and understand the contents of this Employee Handbook. By signing the acknowledgment form, employees confirm:
They have received a copy of the handbook.
They understand the company's policies and expectations.
They agree to comply with the policies outlined within the handbook.
Employer Copy
In the onboarding quiz, you will acknowledge that you have received and understood the Company Handbook.
Acknowledgment Of Receipt
I, [Employee Name], acknowledge that I have received, read, and understood the besa Health Employee Handbook. I agree to abide by the policies and procedures outlined in this handbook.
Employee Signature: ______________________________
Date: ______________________________
Closing Remarks
At besa Health, we value your contributions and are committed to fostering a workplace that supports your professional and personal growth. This Employee Handbook serves as a foundational resource to help you navigate your journey with us.
We encourage you to revisit this document whenever you have questions about company policies, expectations, or your rights as an employee. If you need further clarification, do not hesitate to reach out to your supervisor or the Human Resources department.
Together, we can build a productive, inclusive, and thriving work environment that benefits everyone. Thank you for being a part of the besa Health family.
Contact Information
Phone: (949) 438-0735
Website: besahealth.org
Email: hr@besahealthcare.com
Social Media: @besahealthcare
Address: 18575 Jamboree Road, Irvine, CA 92612
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