The OSHA Compliance Officer of Idaho Falls Employment Health Clinic, PLLC (IFEHC) also enforces labor laws that do NOT fall under the scope of OSHA, including assuming responsibility for giving appropriate training to all personnel. For questions or concerns, reach IFEHC's OSHA Compliance Officer at OSHA@IFEHC.com.
Idaho Falls Employment Health Clinic, PLLC is an equal opportunity employer that complies with applicable Federal and State laws. IFEHC does NOT discriminate on the basis of sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by applicable law in its hiring or retention decisions. Nor does IFEHC retaliate for raising good faith concerns about discrimination on the basis of these protected categories. Moreover, IFEHC enforces a safe work environment where personnel who raise good faith concerns about workplace conditions shall be protected from retaliation. IFEHC goes out of its way to make available in prominent locations, including its office and its website, statements of these rights. IFEHC's OSHA Compliance Officer shall oversee this program.
Idaho Falls Employment Health Clinic (IFEHC) takes all reasonable steps to foster a good work environment. Both supervisors and employees are responsible for maintaining this environment. Sexual harassment, defined as unwelcome treatment towards another individual on the basis of his or her gender (n.b., multiple categories of gender recognized), is not tolerated. Good faith beliefs of sexual harassment should be promptly reported to management. All employees must produce timely written acknowledgement of this policy.
IFEHC believes in fostering a safe environment for its patients and its employees. This document addresses professionalism, known hazards, harassment, and workplace violence. The only legitimate excuses for noncompliance are legally stipulated exceptions, such as those delineated in the Americans with Disabilities Act (ADA). Even under those circumstances, employees must communicate responsibly and be capable of performing their essential job functions with or without accommodations. All employees with good faith concerns must direct them either to the Medical Director or the OSHA Compliance Officer. All employees must produce timely written acknowledgement of this policy.
Employees are required to acknowledged receipt of and understanding of IFEHC's policies towards sexual harassment and workplace bullying.
IFEHC takes the well-being of its employees so seriously it requires them to pass a 75 question, 100 minute examination on labor rights, with emphasis on OSHA. Failure to complete this training in a timely manner or to pass the examination on a first attempt is grounds for instant termination. The following is a link to a practice examination. The estimated pass level is 59%.The questions are similar in content and difficulty to the actual examination, but they are NOT identical.
For current and prospective employees' convenience, the mandatory Federal and State (i.e., Idaho) posters are provided here. They are also posted in the lobby of IFEHC. Employees are required to be familiar with the locations and contents of these posters. Failure to demonstrate knowledge of location and contents by the end of formal training is grounds for disciplinary action, possibly including termination.
Contents: 1 - Equal Employment Opportunity is the Law (Federal), 2 - Equal Opportunity is the Law (State), 3 - Idaho Prohibits Discrimination in Employment, 4 - Employee Rights Under the Fair Labor Standards Act (Federal), 5 - Idaho Minimum Wage Law (State), 6 - OSHA Job Safety and Health: It’s the Law! (Federal), 7 - Employee Rights Under the Family Medical and Leave Act (Federal), 8 - Employee Rights: Paid Sick Leave and Expanded Family and Medical Leave Under the Families First Coronavirus Response Act, 9 - Employee Rights: Employee Polygraph Protection Act (Federal), 10 - Unemployment Insurance Benefits (Idaho), 11 - Your Rights Under USERRA.
Employees should only claim credit for hours spent (if time-based payment) or for work successfully completed (if merit-based). Violation of this policy constitutes civil and criminal offenses. This policy must be signed and dated. Employees are responsible for signing in a timely manner. Failure to do so is in itself a serious violation of policies.
Certain employees are eligible for advance payments. Advance payments are loans. Depending upon the circumstance, violations of the contract can constitute a civil or even criminal offense.
In compliance with Federal and State (Idaho) laws. See employment contract for details.
As stipulated in the employment contract.
As stipulated in the employment contract.
Idaho Falls Employment Health Clinic (IFEHC)
2539 Channing Way Ste 260, Idaho Falls, ID 83404-7558 in Idaho Falls Medical District
All contents on this site, including downloadable files (unless otherwise credited), are the intellectual property of D.M. Boren, M.D., the Medical Director. Materials may be used for private consumption. Written authorization must be sought for each commercial use. D.M. Boren, M.D. and Idaho Falls Employment Health Clinic, PLLC must be given intellectual credit each time Dr. Boren’s materials are reproduced for any purpose (whether private or commercial).