[{"data":1,"prerenderedAt":526},["ShallowReactive",2],{"document-physical-therapy-code-of-ethics-D14033":3},{"document":4,"label":24,"preview":11,"thumb":25,"thumb600":26,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":27,"breadcrumb":31,"related":39,"customDescModule":180,"customdescription":6,"mdFm":181,"mdProseHtml":525},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":23},"PHYSICAL THERAPY CODE OF ETHICS [YOUR CLINIC/ORGANIZATION NAME] At [YOUR CLINIC/ORGANIZATION NAME], we are committed to providing the highest quality of care through the practice of physical therapy. This Code of Ethics serves as a guide for the professional conduct of all physical therapists and staff within our organization, ensuring that our services are delivered with integrity, respect, and a commitment to the well-being of those we serve. COMMITMENT TO PATIENTS Physical therapists at [YOUR CLINIC/ORGANIZATION NAME] shall prioritize the health, safety, and well-being of their patients. They must provide patient-centered care, respecting the autonomy, dignity, and rights of each individual. Therapists should empower patients to achieve their functional goals and maximize their independence. PROFESSIONAL INTEGRITY Physical therapists must conduct themselves with the highest level of integrity in all professional interactions. This includes being honest, transparent, and trustworthy in communications with patients, colleagues, and other healthcare professionals. Therapists must avoid any actions that could mislead or harm their patients. CONFIDENTIALITY AND PRIVACY Therapists must protect the confidentiality of their patients' personal health information. Patient information should be shared only with those who have a legitimate need to know or as required by law. Physical therapists must comply with all relevant privacy laws and regulations to safeguard patient information. INFORMED CONSENT Physical therapists must obtain informed consent from patients before initiating any assessment or intervention. This includes providing patients with clear, accurate, and understandable information about the proposed treatment, potential risks, benefits, and alternatives. Patients have the right to make informed decisions about their care. COMPETENCE AND CONTINUAL LEARNING Physical therapists are responsible for maintaining and enhancing their professional competence. This includes engaging in continual education, staying current with advancements in the field, and applying evidence-based practices in their work. Therapists must only provide services that are within their scope of practice and expertise. RESPECT FOR DIVERSITY Physical therapists at [YOUR CLINIC/ORGANIZATION NAME] must respect the cultural, social, and individual diversity of their patients",null,"Physical Therapy Code Of Ethics","0",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/physical-therapy-code-of-ethics-D14033.png","https://templates.business-in-a-box.com/imgs/250px/14033.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#14033.xml",{"title":15,"description":6},"physical therapy code of ethics",[17,20],{"label":18,"url":19},"Legal Agreements","/templates/business-legal-agreements/",{"label":21,"url":22},"Release Agreements","/templates/release-agreement/","physical therapy code ethics","Physical Therapy Code Of Ethics Template","https://templates.business-in-a-box.com/imgs/400px/14033.png","https://templates.business-in-a-box.com/imgs/600px/14033.png",[28,17,20],{"label":29,"url":30},"Templates","/templates/",[32,33,36],{"label":29,"url":30},{"label":34,"url":35},"Human Resources","/templates/human-resources/",{"label":37,"url":38},"Workplace Policies","/templates/workplace-policies/",[40,44,48,52,56,60,64,68,72,76,80,84,88,103,121,136,152,167],{"label":41,"url":42,"thumb":43,"extension":10},"Code Of Ethics Massage Therapy","/template/code-of-ethics-massage-therapy-D13924","https://templates.business-in-a-box.com/imgs/250px/13924.png",{"label":45,"url":46,"thumb":47,"extension":10},"Occupational Therapy Code Of Ethics","/template/occupational-therapy-code-of-ethics-D14024","https://templates.business-in-a-box.com/imgs/250px/14024.png",{"label":49,"url":50,"thumb":51,"extension":10},"Code of Ethics","/template/code-of-ethics-D704","https://templates.business-in-a-box.com/imgs/250px/704.png",{"label":53,"url":54,"thumb":55,"extension":10},"Code Of Conduct and Ethics Policy","/template/code-of-conduct-and-ethics-policy-D13626","https://templates.business-in-a-box.com/imgs/250px/13626.png",{"label":57,"url":58,"thumb":59,"extension":10},"Code Of Ethics For Educators","/template/code-of-ethics-for-educators-D13922","https://templates.business-in-a-box.com/imgs/250px/13922.png",{"label":61,"url":62,"thumb":63,"extension":10},"Code Of Ethics For Nurses","/template/code-of-ethics-for-nurses-D13923","https://templates.business-in-a-box.com/imgs/250px/13923.png",{"label":65,"url":66,"thumb":67,"extension":10},"Councelor Code Of Ethics","/template/councelor-code-of-ethics-D13945","https://templates.business-in-a-box.com/imgs/250px/13945.png",{"label":69,"url":70,"thumb":71,"extension":10},"Cybersecurity Code Of Ethics","/template/cybersecurity-code-of-ethics-D13948","https://templates.business-in-a-box.com/imgs/250px/13948.png",{"label":73,"url":74,"thumb":75,"extension":10},"Dentistry Code Of Ethics","/template/dentistry-code-of-ethics-D13957","https://templates.business-in-a-box.com/imgs/250px/13957.png",{"label":77,"url":78,"thumb":79,"extension":10},"Engineering Code Of Ethics","/template/engineering-code-of-ethics-D13963","https://templates.business-in-a-box.com/imgs/250px/13963.png",{"label":81,"url":82,"thumb":83,"extension":10},"Firefighter Code Of Ethics","/template/firefighter-code-of-ethics-D13975","https://templates.business-in-a-box.com/imgs/250px/13975.png",{"label":85,"url":86,"thumb":87,"extension":10},"Journalism Code Of Ethics","/template/journalism-code-of-ethics-D13996","https://templates.business-in-a-box.com/imgs/250px/13996.png",{"description":89,"descriptionCustom":6,"label":90,"pages":91,"size":92,"extension":10,"preview":93,"thumb":94,"svgFrame":95,"seoMetadata":96,"parents":97,"keywords":101,"url":102},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[98],{"label":99,"url":100},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":104,"descriptionCustom":6,"label":105,"pages":106,"size":9,"extension":10,"preview":107,"thumb":108,"svgFrame":109,"seoMetadata":110,"parents":112,"keywords":111,"url":120},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":111,"description":6},"employment agreement_at will employee",[113,115,118],{"label":34,"url":114},"human-resources",{"label":116,"url":117},"Hire an Employee","hire-employee",{"label":18,"url":119},"business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":122,"descriptionCustom":6,"label":123,"pages":124,"size":9,"extension":10,"preview":125,"thumb":126,"svgFrame":127,"seoMetadata":128,"parents":130,"keywords":129,"url":135},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":129,"description":6},"non disclosure agreement nda",[131,132],{"label":18,"url":119},{"label":133,"url":134},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":137,"descriptionCustom":6,"label":138,"pages":139,"size":140,"extension":10,"preview":141,"thumb":142,"svgFrame":143,"seoMetadata":144,"parents":145,"keywords":150,"url":151},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[146,147],{"label":34,"url":114},{"label":148,"url":149},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",{"description":153,"descriptionCustom":6,"label":154,"pages":155,"size":156,"extension":10,"preview":157,"thumb":158,"svgFrame":159,"seoMetadata":160,"parents":161,"keywords":165,"url":166},"EMPLOYMENT AGREEMENT FOR AN EXECUTIVE This Employment Agreement for an Executive (the \"Agreement\") is made and effective this [Date], BETWEEN: [EXECUTIVE NAME] (the \"Executive\"), an individual with his main address at: AND: [COMPANY NAME] (the \"Company\"), an entity organized and existing under the laws of the [STATE/PROVINCE], with its head office located at: Recitals In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Company hereby employs the Executive and the Executive hereby agrees to perform services as an Executive of the Company, upon the following terms and conditions: TERM The Company hereby employs Executive to serve as [position] and to serve in such additional or different position or positions as the Company may determine in its sole discretion. The term of employment shall be for a period of [NUMBER] years (\"Employment Period\") to commence on [DATE], unless earlier terminated as set forth herein. The effective date of this Agreement shall be the date first set forth above, and it shall continue in effect until the earlier of: The effective date of any subsequent employment agreement between the Company and the Executive; The effective date of any termination of employment as provided elsewhere herein; or [NUMBER] year(s) from the effective date hereof, provided, that this Employment Agreement shall automatically renew for successive periods of [NUMBER] years each unless either party gives written notice to other that it does not wish to automatically renew this Agreement, which written notice must be received by the other party no less than [NUMBER] days and no more than [NUMBER] days prior to the expiration of the applicable term. Duties and Responsibilities Executive will be reporting to [IDENTIFY]. Within the limitations established by the By-laws of the Company, the Executive shall have each and all of the duties and responsibilities of that position and such other or different duties on behalf of the Company, as may be assigned from time to time by [identify what person or body may assign additional responsibilities]. Location The initial principal location at which Executive shall perform services for the Company shall be [location]. Acceptance of Employment Executive accepts employment with the Company upon the terms set forth above and agrees to devote all Executive's time, energy and ability to the interests of the Company, and to perform Executive's duties in an efficient, trustworthy and business-like manner. Devotion of Time to Employment The Executive shall devote the Executive's best efforts and substantially all of the Executive's working time to performing the duties on behalf of the Company. The Executive shall provide services during the normal business hours of the Company as determined by the Company. Reasonable amounts of time may be allotted to personal or outside business, charitable and professional activities and shall not constitute a violation of this Agreement provided such activities do not materially interfere with the services required to be rendered hereunder. QUALIFICATIONS The Executive shall, as a condition of this Agreement, satisfy all of the qualification that are reasonably and in good faith established by the Board of Directors. Compensation Base Salary Executive shall be paid a base salary (\"Base Salary\") at the annual rate of [salary], payable in bi-weekly installments consistent with Company's payroll practices. The annual Base Salary shall be reviewed on or before [DATE] of each year, unless Executive's employment hereunder shall have been terminated earlier pursuant to this Agreement, starting on [agreed upon date] by the Board of Directors of the Company to determine if such Base Salary should be increased for the following year in recognition of services to the Company. In consideration of the services under this Agreement, Executive shall be paid the aggregate of basic compensation, bonus and benefits as hereinafter set forth. Payment Payment of all compensation to Executive hereunder shall be made in accordance with the relevant Company policies in effect from time to time, including normal payroll practices. Bonus From time to time, the Company may pay to Executive a bonus out of net revenues of the Company. Payment of any bonus compensation shall be at the sole discretion of the Board of Directors or the Executive committee of the Board of Directors and the Executive shall have no entitlement to such amount absent a decision by the Company as aforesaid to make such bonus compensation. Executive shall also be entitled to a bonus determined as follows: [DESCRIBE] Benefits The Company shall provide Executive with such benefits as are provided to other senior management Of the Company. Benefits shall include at a minimum (i) paid vacation of [NUMBER] days per year, at such times as approved by the Board of Directors, (ii) health insurance coverage under the same terms as offered to other Executives of the Company, (iii) retirement and profit sharing programs as offered to other Executives of the Company, (iv) paid holidays as per the Company's policies, and (v) such other benefits and perquisites as are approved by the Board of Directors. The Company has the right to modify conditions of participation, terminate any benefit, or change insurance plans and other providers of such benefits in its sole discretion. The Executive shall be reimbursed for out of pocket expenses that are pre-approved by the Company, subject to the Company's policies and procedures therefore, and only for such items that are a necessary and integral part of the Executive's job functions. NonDeductible Compensation In the event a deduction shall be disallowed by the Internal Revenue Service or a court of competent jurisdiction for federal income tax purposes for all or any part of the payment made to Executive by the Company or any other shareholder or Executive of the Company, shall be required by the Internal Revenue Service to pay a deficiency on account of such disallowance, then Executive shall repay to the Company or such other individual required to make such payment, an amount equal to the tax imposed on the disallowed portion of such payment, plus any and all interest and penalties paid with respect thereto. The Company or other party required to make payment shall not be required to defend any proposed disallowance or other action by the Internal Revenue Service or any other state, federal, or local taxing authorities. Withholding All sums payable to Executive under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. Other Employment Benefits Business Expenses Upon submission of itemized expense statements in the manner specified by the Company, Executive shall be entitled to reimbursement for reasonable travel and other reasonable business expenses duly incurred by Executive in the performance of his duties under this Agreement. Benefit Plans Executive shall be entitled to participate in the Company's medical and dental plans, life and disability insurance plans and retirement plans pursuant to their terms and conditions. Executive shall be entitled to participate in any other benefit plan offered by the Company to its Executives during the term of this Agreement (other than stock option or stock incentive plans, which are governed by Section 3(d) below). Nothing in this Agreement shall preclude the Company or any affiliate of the Company from terminating or amending any Executive benefit plan or program from time to time. Vacation Executive shall be entitled to [agreed upon number of time] weeks of vacation each year of full employment, exclusive of legal holidays, as long as the scheduling of Executive's vacation does not interfere with the Company's normal business operations.","Employment Agreement Executive","12",97,"https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_executive-D543.png","https://templates.business-in-a-box.com/imgs/250px/543.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#543.xml",{"title":6,"description":6},[162,163,164],{"label":34,"url":114},{"label":116,"url":117},{"label":18,"url":119},"employment agreement executive","/template/employment-agreement-executive-D543",{"description":168,"descriptionCustom":6,"label":169,"pages":170,"size":9,"extension":10,"preview":171,"thumb":172,"svgFrame":173,"seoMetadata":174,"parents":176,"keywords":175,"url":179},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","1","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":175,"description":6},"job offer letter long",[177,178],{"label":34,"url":114},{"label":116,"url":117},"/template/job-offer-letter-long-D12769",false,{"seo":182,"reviewer":193,"legal_disclaimer":197,"quick_facts":198,"at_a_glance":200,"personas":204,"variants":229,"glossary":257,"clauses":291,"how_to_fill":342,"common_mistakes":383,"faqs":408,"industries":436,"comparisons":453,"diy_vs_lawyer":467,"jurisdictions":480,"related_template_ids_curated":501,"schema":513,"classification":514},{"meta_title":183,"meta_description":184,"primary_keyword":15,"secondary_keywords":185},"Physical Therapy Code of Ethics Template (Free Word)","Free physical therapy code of ethics template for PT practices. Covers patient rights, confidentiality, professional conduct, and disciplinary procedures. Free Word and PDF download.",[186,187,188,189,190,191,192],"physical therapy code of ethics template","physical therapy ethics policy","physical therapist professional conduct policy","pt practice ethics agreement","physical therapy compliance document","physical therapy patient rights policy","physical therapist ethical standards template",{"name":194,"credential":195,"reviewed_date":196},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":199,"legal_review_recommended":197,"signature_required":197,"notarization_required":180},"medium",{"what_it_is":201,"when_you_need_it":202,"whats_inside":203},"A Physical Therapy Code of Ethics is a binding policy document that defines the professional conduct standards, ethical obligations, and disciplinary procedures governing physical therapists and support staff within a practice or healthcare organization. This free Word download is fully editable online and exportable as PDF — ready to be signed by all clinical and administrative personnel as a condition of employment or ongoing engagement.\n","Use it when onboarding new therapists or support staff, when establishing a new PT practice, or when updating existing conduct policies to align with current licensing board standards and applicable healthcare regulations. It is also required documentation for accreditation applications and payer credentialing processes.\n","Patient rights and dignity standards, confidentiality and HIPAA obligations, professional competence requirements, conflict-of-interest provisions, scope-of-practice boundaries, reporting and whistleblower protections, social media and public communications conduct, and a structured disciplinary procedure with escalation steps.\n",[205,209,213,217,221,225],{"title":206,"use_case":207,"icon_asset_id":208},"PT practice owners","Formalizing ethical standards for all clinical staff before opening or expanding a clinic","persona-small-business-owner",{"title":210,"use_case":211,"icon_asset_id":212},"HR managers in healthcare organizations","Standardizing conduct policies across multi-site physical therapy departments","persona-hr-manager",{"title":214,"use_case":215,"icon_asset_id":216},"Physical therapy directors","Establishing enforceable ethical guidelines for a hospital or rehab center PT team","persona-operations-director",{"title":218,"use_case":219,"icon_asset_id":220},"Compliance officers","Documenting ethics governance for accreditation, licensing board, or payer audits","persona-compliance-officer",{"title":222,"use_case":223,"icon_asset_id":224},"Physical therapy educators","Requiring students and clinical affiliates to acknowledge ethics standards before placements","persona-student-entrepreneur",{"title":226,"use_case":227,"icon_asset_id":228},"Staffing agencies placing PT professionals","Issuing a standard ethics acknowledgment to contracted therapists on behalf of client facilities","persona-staffing-agency",[230,234,238,242,245,249,253],{"situation":231,"recommended_template":232,"slug":233},"Establishing ethics standards for an independent PT private practice","Physical Therapy Code of Ethics","physical-therapy-code-of-ethics-D14033",{"situation":235,"recommended_template":236,"slug":237},"Governing conduct for a multi-discipline allied health team","Healthcare Employee Code of Conduct","code-of-conduct-D13318",{"situation":239,"recommended_template":240,"slug":241},"Documenting HIPAA-specific privacy obligations for clinical staff","HIPAA Confidentiality Agreement","confidentiality-agreement-D950",{"situation":243,"recommended_template":90,"slug":244},"Formalizing the relationship with a contracted PT consultant","independent-contractor-agreement-D160",{"situation":246,"recommended_template":247,"slug":248},"Setting conduct expectations for a PT intern or clinical rotation student","Intern Agreement","non-profit-partnership-agreement-D14023",{"situation":250,"recommended_template":251,"slug":252},"Outlining patient rights and informed consent procedures","Patient Rights and Responsibilities Policy","roles-and-responsibilities-D13478",{"situation":254,"recommended_template":255,"slug":256},"Addressing social media conduct for licensed healthcare professionals","Social Media Policy","social-media-policy-D12688",[258,261,264,267,270,273,276,279,282,285,288],{"term":259,"definition":260},"Scope of Practice","The procedures, actions, and processes a physical therapist is permitted to perform based on their specific education, experience, and state or provincial license.",{"term":262,"definition":263},"Informed Consent","The process of a patient voluntarily agreeing to a proposed treatment after receiving a clear explanation of its purpose, risks, benefits, and alternatives.",{"term":265,"definition":266},"Therapeutic Relationship","The professional, trust-based relationship between a physical therapist and a patient that must remain free from exploitation, dual roles, or personal boundary violations.",{"term":268,"definition":269},"Duty of Candor","The ethical obligation to be honest with patients, colleagues, and regulators — including disclosing errors or adverse events that affect patient care.",{"term":271,"definition":272},"Conflict of Interest","A situation where a therapist's personal, financial, or professional interests could inappropriately influence clinical decision-making or referral practices.",{"term":274,"definition":275},"Mandatory Reporting","The legal obligation to report suspected patient abuse, neglect, or unsafe practices to the appropriate regulatory or child/adult protection authority.",{"term":277,"definition":278},"Professional Boundary","The limits that define the appropriate scope of the therapist-patient relationship and prevent personal relationships, financial arrangements, or physical contact beyond clinical necessity.",{"term":280,"definition":281},"Whistleblower Protection","Legal and policy protections preventing retaliation against a staff member who reports suspected ethical violations, unsafe practices, or regulatory non-compliance in good faith.",{"term":283,"definition":284},"Continuing Competence","The ongoing obligation of a licensed physical therapist to maintain and advance their clinical skills through continuing education, self-assessment, and professional development.",{"term":286,"definition":287},"Dual Relationship","A situation where a therapist holds more than one role with a patient simultaneously — such as therapist and employer, family member, or business partner — creating a risk of exploitation or compromised objectivity.",{"term":289,"definition":290},"Supervisory Responsibility","The obligation of a licensed physical therapist to ensure that physical therapist assistants and support staff under their direction practice within appropriate scope and competency limits.",[292,297,302,307,312,317,322,327,332,337],{"name":293,"plain_english":294,"sample_language":295,"common_mistake":296},"Purpose and scope","Defines who the code applies to — licensed PTs, PT assistants, aides, students, and administrative staff — and states the overarching ethical principles the practice upholds.","This Code of Ethics applies to all employees, contractors, and students of [PRACTICE NAME] ('Organization') who provide or support physical therapy services. All covered individuals are required to read, understand, and sign this Code as a condition of employment or engagement.","Limiting the scope to licensed therapists only and omitting PT assistants, aides, and front-desk staff — leaving the practice exposed for conduct violations by non-clinical employees who have direct patient contact.",{"name":298,"plain_english":299,"sample_language":300,"common_mistake":301},"Patient rights and dignity","Establishes that every patient has the right to respectful, non-discriminatory care and that staff must honor patient autonomy, cultural differences, and informed consent at all times.","All personnel shall treat patients with dignity, respect, and cultural sensitivity. No patient shall be discriminated against on the basis of [PROTECTED CHARACTERISTICS]. Informed consent shall be obtained and documented prior to initiating any treatment plan.","Using generic anti-discrimination language without referencing the specific protected characteristics mandated by federal, state, or provincial law — creating gaps that fail licensing board audits.",{"name":303,"plain_english":304,"sample_language":305,"common_mistake":306},"Confidentiality and privacy","Requires staff to protect patient health information in compliance with applicable privacy law, limits disclosure to authorized purposes, and specifies breach reporting procedures.","All patient health information shall be held in strict confidence and used only for purposes of treatment, payment, or healthcare operations as permitted under [HIPAA / PIPEDA / applicable law]. Any suspected breach of patient information must be reported to [PRIVACY OFFICER / TITLE] within [24] hours of discovery.","Referencing only HIPAA without accounting for applicable state privacy laws or, for Canadian practices, PIPEDA and provincial health information acts — which may impose stricter obligations than the federal floor.",{"name":308,"plain_english":309,"sample_language":310,"common_mistake":311},"Professional competence and continuing education","Requires each therapist to practice only within their scope of licensure, maintain required continuing education credits, and self-report any lapse in licensure status.","Each licensed physical therapist shall maintain an active, unrestricted license in [STATE / PROVINCE] and complete a minimum of [X] continuing education hours per [licensing cycle]. Any suspension, restriction, or lapse in licensure must be reported to [SUPERVISOR TITLE] within [48] hours.","Omitting the self-reporting requirement for licensure issues. Discovering a lapsed license during a payer audit or adverse event investigation — rather than through proactive disclosure — creates significantly greater regulatory exposure.",{"name":313,"plain_english":314,"sample_language":315,"common_mistake":316},"Professional boundaries and therapeutic relationships","Prohibits sexual, romantic, financial, and exploitative relationships with patients and defines the limits of appropriate physical contact, communication, and gift acceptance.","No covered individual shall engage in sexual, romantic, or exploitative conduct with any current or former patient. Acceptance of gifts from patients is limited to items of nominal value not exceeding $[25]. All patient communications shall be maintained through [ORGANIZATION-APPROVED CHANNELS] only.","Setting a high gift threshold (e.g., $100 or 'reasonable value') without a specific dollar cap — leaving the policy open to interpretation and creating fraud and abuse exposure under anti-kickback statutes.",{"name":318,"plain_english":319,"sample_language":320,"common_mistake":321},"Conflict of interest and financial integrity","Requires disclosure of any financial or personal interest that could influence clinical decisions, referral patterns, or equipment recommendations, and prohibits self-referral arrangements prohibited by law.","Covered individuals must disclose in writing to [COMPLIANCE OFFICER / TITLE] any financial interest in a company whose products or services they recommend to patients. Referral arrangements that violate the Stark Law, Anti-Kickback Statute, or applicable provincial law are strictly prohibited.","Treating conflict-of-interest disclosures as a one-time onboarding step rather than an ongoing obligation — missing subsequent financial interests acquired during employment that arise when staff take on consulting or ownership roles outside the practice.",{"name":323,"plain_english":324,"sample_language":325,"common_mistake":326},"Mandatory reporting and whistleblower protections","Obligates staff to report suspected patient abuse, neglect, or unsafe clinical practices to the appropriate authority, and prohibits retaliation against anyone who makes a good-faith report.","Any covered individual who reasonably suspects patient abuse, neglect, or a pattern of unsafe clinical practice shall report the concern to [DESIGNATED SUPERVISOR / EXTERNAL AUTHORITY] within [48] hours. The Organization prohibits retaliation of any kind against an individual who makes a report in good faith under this policy.","Including a whistleblower protection clause but not specifying the external reporting channel (state licensing board, Adult Protective Services, etc.) — leaving staff unclear on what to do when the concern involves a supervisor or owner.",{"name":328,"plain_english":329,"sample_language":330,"common_mistake":331},"Social media and public communications","Defines what therapists may and may not share about patients, the practice, or colleagues on personal or professional social media accounts, and requires compliance with patient privacy obligations in all digital communications.","Covered individuals shall not post, share, or comment on patient cases, identifiable patient images, or confidential organizational information on any personal or professional social media platform. Posting on behalf of [PRACTICE NAME] requires prior written approval from [AUTHORIZED TITLE].","Applying the social media clause only to patient information and omitting the prohibition on posting disparaging comments about colleagues or competitors — a source of defamation claims and licensing board complaints.",{"name":333,"plain_english":334,"sample_language":335,"common_mistake":336},"Disciplinary procedure and enforcement","Sets out the escalating consequences for code violations — verbal warning, written warning, suspension, and termination — and describes the investigation process, including the right to respond.","Violations of this Code will be addressed through the following progressive steps: (1) verbal warning documented in personnel file, (2) written warning with corrective action plan, (3) suspension with or without pay pending investigation, (4) termination for cause. The accused individual shall have the opportunity to respond in writing within [5] business days of receiving a written warning or notice of investigation.","Omitting the employee's right to respond before a final disciplinary decision. Skipping this step creates wrongful termination and due process exposure, particularly in Canadian and UK employment law contexts.",{"name":338,"plain_english":339,"sample_language":340,"common_mistake":341},"Acknowledgment and signature","Documents the covered individual's confirmation that they have read, understood, and agreed to comply with the Code, with a signed and dated signature block.","I, [EMPLOYEE / CONTRACTOR FULL NAME], acknowledge that I have read, understand, and agree to comply with the [PRACTICE NAME] Physical Therapy Code of Ethics. I understand that violation of this Code may result in disciplinary action up to and including termination of employment or engagement. Signature: __________________ Date: __________________","Collecting signatures at onboarding but not re-obtaining them when the Code is materially updated — meaning staff are technically bound only to an earlier version and not to new provisions added after their original signature date.",[343,348,353,358,363,368,373,378],{"step":344,"title":345,"description":346,"tip":347},1,"Enter the practice name and covered personnel scope","Replace [PRACTICE NAME] throughout the document with the registered legal name of the organization. In the scope clause, list every category of covered individual — licensed PTs, PT assistants, aides, students, and administrative staff — by job title or role.","Use the exact registered business name, not a trade name or DBA, so the document aligns with your licensing board filings and payer contracts.",{"step":349,"title":350,"description":351,"tip":352},2,"Align protected characteristics with applicable law","In the patient rights clause, list all protected characteristics required by federal and state or provincial anti-discrimination law — race, color, religion, sex, national origin, disability, age, and any additional categories mandated in your jurisdiction.","Several states and provinces include sexual orientation and gender identity as required protected classes; confirm your jurisdiction's current list before finalizing.",{"step":354,"title":355,"description":356,"tip":357},3,"Specify privacy law references and breach timelines","In the confidentiality clause, name the specific law governing your practice — HIPAA for US practices, PIPEDA or applicable provincial health information act for Canadian practices. Set a specific breach-reporting window, typically 24 hours internally.","If your practice operates in multiple states or provinces, reference the most stringent applicable law — not just the federal floor.",{"step":359,"title":360,"description":361,"tip":362},4,"Set the continuing education hours and licensure reporting window","Enter the minimum continuing education hours required per licensing cycle for your jurisdiction and a specific timeframe (typically 24–48 hours) within which staff must report any licensure change to a named supervisor title.","Check your state or provincial PT licensing board's current CEU requirements before finalizing — these change periodically and vary by license type.",{"step":364,"title":365,"description":366,"tip":367},5,"Define the gift value threshold and communication channels","Enter a specific dollar cap for acceptable patient gifts (typically $10–$25) and list the approved communication channels for patient contact — practice EMR messaging, organization email only, or specific platforms.","A specific dollar amount eliminates disputes over what 'nominal value' means; $25 is the most commonly defensible threshold under federal anti-kickback safe harbors.",{"step":369,"title":370,"description":371,"tip":372},6,"Name the compliance officer and external reporting authorities","In the conflict-of-interest and whistleblower clauses, insert the title or name of the internal compliance contact, and list the relevant external reporting authorities — state PT licensing board, Adult Protective Services, or OSHA — for each category of concern.","For small practices without a dedicated compliance officer, designate the practice owner or senior PT by title, not by personal name, to avoid needing to update the document when personnel changes.",{"step":374,"title":375,"description":376,"tip":377},7,"Tailor the disciplinary procedure to your employment policies","Ensure the disciplinary steps and timelines in this Code align with your employee handbook and any applicable collective bargaining agreements. Set a specific number of business days for the employee's written response — five is standard.","Confirm that the disciplinary procedure in this Code does not conflict with at-will employment language in your employment contracts — if it implies cause-based termination, it can limit your ability to terminate at will in US jurisdictions.",{"step":379,"title":380,"description":381,"tip":382},8,"Collect signatures before the first day of patient contact","Have every covered individual sign and date the acknowledgment block before they have any patient contact. Store signed copies in each person's personnel file and a centralized compliance folder.","Re-obtain signatures any time the Code is materially revised. Note the revision date on the updated document and retain prior versions to show the audit trail.",[384,388,392,396,400,404],{"mistake":385,"why_it_matters":386,"fix":387},"Applying the code only to licensed therapists","PT assistants, aides, and front-desk staff have direct patient contact and access to protected health information. Excluding them leaves the practice without enforceable conduct standards for a significant portion of the workforce.","Explicitly list every job category covered by the Code in the scope clause — including administrative, billing, and student roles — and collect a signed acknowledgment from each.",{"mistake":389,"why_it_matters":390,"fix":391},"Omitting a specific gift value threshold","Vague language like 'nominal value' or 'reasonable gifts' invites inconsistent interpretation and creates anti-kickback exposure, particularly for practices that receive referrals from physicians or insurers.","State a specific dollar cap — typically $25 — aligned with federal anti-kickback safe harbor guidance, and prohibit cash and cash-equivalent gifts entirely regardless of amount.",{"mistake":393,"why_it_matters":394,"fix":395},"Not re-obtaining signatures after material updates","A staff member who signed an earlier version is technically bound only to that version. New provisions — such as a revised social media policy or updated breach reporting timeline — are unenforceable against them without a fresh acknowledgment.","Establish a policy of re-issuing the Code for re-signature whenever substantive changes are made, and record the revision date prominently on the document.",{"mistake":397,"why_it_matters":398,"fix":399},"Referencing only federal privacy law and ignoring state or provincial requirements","Several states — including California, Texas, and New York — impose stricter patient privacy obligations than HIPAA. Canadian practices face PIPEDA plus provincial health information acts. A code that cites only federal law creates compliance gaps that regulators and plaintiffs will exploit.","Have a healthcare attorney confirm applicable state or provincial privacy laws for each jurisdiction where you operate and reference all applicable statutes in the confidentiality clause.",{"mistake":401,"why_it_matters":402,"fix":403},"No internal reporting channel named for whistleblower concerns","Without a named internal contact and a clear external escalation path, staff who observe ethical violations may not report them — or may go directly to a regulatory authority without giving the practice a chance to self-correct.","Name a specific supervisor title for internal reports and list the applicable external authorities (licensing board, APS, OSHA) for each category of concern, with the relevant contact information.",{"mistake":405,"why_it_matters":406,"fix":407},"Disciplinary procedure that conflicts with at-will employment language","A progressive discipline policy that implies termination only after documented warnings can be interpreted as a contractual promise, undermining at-will status in states where that matters.","Include explicit language that the disciplinary procedure is a guideline, not a contract, and that the organization reserves the right to skip steps or terminate employment at will for serious violations.",[409,412,415,418,421,424,427,430,433],{"question":410,"answer":411},"What is a physical therapy code of ethics?","A physical therapy code of ethics is a formal policy document that defines the professional conduct standards, ethical obligations, and disciplinary procedures that govern physical therapists and their support staff. It covers areas including patient dignity, confidentiality, scope of practice, professional boundaries, conflict of interest, and mandatory reporting. Unlike general employee handbooks, a PT-specific code of ethics is aligned with licensing board standards and healthcare regulatory requirements, making it both an internal governance tool and an external compliance document.\n",{"question":413,"answer":414},"Is a written code of ethics legally required for physical therapy practices?","In most US states and Canadian provinces, a formal written code of ethics is not explicitly mandated by statute for private PT practices, but licensing boards — including those affiliated with the American Physical Therapy Association (APTA) and the Canadian Physiotherapy Association (CPA) — publish ethical standards that practitioners are bound to follow. Accreditation bodies such as CARF and Joint Commission typically require documented ethics policies as a condition of accreditation. Having a signed, documented code is also the single strongest defense in a licensing board complaint or patient litigation.\n",{"question":416,"answer":417},"Does every staff member need to sign the code of ethics?","Yes. While the ethical obligations are most detailed for licensed physical therapists, PT assistants, aides, administrative staff, and clinical students all have patient contact or access to protected health information. Collecting a signed acknowledgment from every covered individual creates an enforceable record, satisfies payer and accreditation audit requirements, and ensures that disciplinary action for conduct violations has a documented foundation.\n",{"question":419,"answer":420},"How does a PT code of ethics differ from an employee handbook?","An employee handbook covers general employment policies — benefits, leave, workplace safety, and HR procedures. A code of ethics focuses specifically on professional conduct standards tied to clinical practice, patient rights, licensure obligations, and healthcare-specific legal requirements such as HIPAA, anti-kickback statutes, and mandatory reporting laws. Both documents are needed; the code of ethics supplements, rather than replaces, the handbook.\n",{"question":422,"answer":423},"What HIPAA obligations should a PT code of ethics address?","At minimum, the code should require staff to use and disclose patient health information only for treatment, payment, and healthcare operations purposes; prohibit unauthorized access to patient records; require reporting of suspected breaches within a defined timeframe; and mandate participation in HIPAA training. For practices subject to state privacy laws stricter than HIPAA — such as California's CMIA or Texas HB 300 — those obligations should be referenced explicitly alongside the federal standard.\n",{"question":425,"answer":426},"Can a physical therapy code of ethics be used as a standalone contract?","A signed code of ethics creates enforceable obligations and can be referenced in disciplinary proceedings, licensing board complaints, and employment litigation. However, it is generally used alongside — not instead of — an employment contract or independent contractor agreement, which governs compensation, termination, IP, and broader employment terms. The code of ethics specifically governs professional conduct and does not replace a comprehensive employment agreement.\n",{"question":428,"answer":429},"How often should a physical therapy code of ethics be updated?","Review the code at least annually and whenever there is a material change in applicable law, licensing board standards, or accreditation requirements. The APTA updates its Code of Ethics periodically; practices should align their internal document with the current version. Any time a substantive update is made, re-issue the document for re-signature by all covered individuals and retain the prior version on file with a clear revision date.\n",{"question":431,"answer":432},"What happens if a physical therapist violates the code of ethics?","Internally, violations are addressed through the disciplinary procedure outlined in the code — typically a progressive process from verbal warning through termination for cause. Externally, serious violations may be reportable to the state or provincial PT licensing board, which can impose sanctions ranging from formal reprimand and mandatory continuing education to suspension or revocation of licensure. Patient complaints can also trigger civil litigation, making documented adherence to an ethics code a critical element of the practice's risk management.\n",{"question":434,"answer":435},"Do I need a lawyer to implement a physical therapy code of ethics?","For most private practices, a well-drafted template is sufficient when aligned with current APTA ethical standards and applicable state or provincial law. Legal review is advisable when the practice operates across multiple states or provinces with different privacy and employment laws, when preparing for Joint Commission or CARF accreditation, or when a past licensing board complaint has created specific compliance obligations. A healthcare attorney review typically costs $400–$800 and is worthwhile for any practice with five or more clinical staff.\n",[437,441,445,449],{"industry":438,"icon_asset_id":439,"specifics":440},"Private PT practices","industry-healthtech","Owner-operated clinics need a signed code to satisfy payer credentialing audits, licensing board requirements, and professional liability insurer requests — often a precondition for coverage.",{"industry":442,"icon_asset_id":443,"specifics":444},"Hospital and health system rehab departments","industry-professional-services","Large organizations require the PT code to align with system-wide compliance programs, Joint Commission accreditation standards, and medical staff bylaws governing allied health professionals.",{"industry":446,"icon_asset_id":447,"specifics":448},"Home health and mobile PT services","industry-homecare","Therapists working in patient homes without direct supervision face heightened boundary and mandatory-reporting obligations; a clear written code establishes the standards that govern unsupervised patient encounters.",{"industry":450,"icon_asset_id":451,"specifics":452},"Physical therapy education and clinical training programs","industry-education","Academic programs and clinical affiliates require students to sign a code of ethics before any patient contact, satisfying accreditation body requirements and limiting institutional liability for student conduct.",[454,458,461,464],{"vs":455,"vs_template_id":456,"summary":457},"Employee Code of Conduct","D{EMPLOYEE_CODE_OF_CONDUCT_ID}","A general employee code of conduct governs workplace behavior — attendance, dress, anti-harassment, and technology use — for all staff regardless of role. A physical therapy code of ethics focuses specifically on clinical conduct, patient rights, HIPAA obligations, licensure maintenance, and healthcare-specific legal requirements. PT practices need both: the code of conduct handles general employment standards; the ethics code governs professional clinical obligations.",{"vs":240,"vs_template_id":459,"summary":460},"D{HIPAA_CONFIDENTIALITY_ID}","A HIPAA confidentiality agreement covers only the use and protection of patient health information. A physical therapy code of ethics addresses confidentiality as one clause among many — also covering professional boundaries, scope of practice, conflict of interest, mandatory reporting, and disciplinary procedures. For practices where regulatory audit is a concern, a standalone HIPAA agreement and a full code of ethics together provide stronger, layered documentation.",{"vs":462,"vs_template_id":244,"summary":463},"Employment Contract","An employment contract governs the commercial terms of the working relationship — compensation, benefits, IP, non-compete, and termination. A code of ethics governs professional conduct and clinical standards. A signed employment contract does not create ethics obligations, and a signed code of ethics does not govern pay or benefits. Both documents are required for a complete, enforceable onboarding package.",{"vs":251,"vs_template_id":465,"summary":466},"D{PATIENT_RIGHTS_POLICY_ID}","A patient rights and responsibilities policy is a patient-facing document explaining what patients can expect from the practice and what responsibilities they hold. A physical therapy code of ethics is a staff-facing governance document that binds clinicians and employees to specific conduct standards. The patient rights policy is displayed in waiting rooms and handed to patients; the ethics code is signed by staff and retained in personnel files.",{"use_template":468,"template_plus_review":472,"custom_drafted":476},{"best_for":469,"cost":470,"time":471},"Single-location private PT practices onboarding staff and meeting standard payer credentialing requirements","Free","30–60 minutes to customize and deploy",{"best_for":473,"cost":474,"time":475},"Multi-state or multi-province practices, those pursuing Joint Commission or CARF accreditation, or practices with a prior licensing board complaint","$400–$800 for a healthcare attorney review","3–7 days",{"best_for":477,"cost":478,"time":479},"Large health systems, hospital-based PT departments with medical staff bylaw integration, or practices operating under a corporate integrity agreement","$1,500–$4,000+","2–4 weeks",[481,486,491,496],{"code":482,"name":483,"flag_asset_id":484,"note":485},"us","United States","flag-us","The APTA Code of Ethics for the Physical Therapist is the national professional standard; state PT licensing boards enforce it directly and reference it in disciplinary proceedings. HIPAA sets the federal floor for patient privacy, but California (CMIA), Texas (HB 300), and several other states impose stricter obligations. Non-compete enforceability for clinical staff varies significantly by state — California bans most post-employment restrictions while many other states enforce them if reasonable in scope.",{"code":487,"name":488,"flag_asset_id":489,"note":490},"ca","Canada","flag-ca","Physiotherapy practice in Canada is governed provincially; each college of physiotherapists (e.g., College of Physiotherapists of Ontario, College of Physical Therapists of BC) publishes its own standards of practice and code of ethics. Patient privacy is governed by PIPEDA federally and by provincial health information legislation — Ontario's PHIPA, Alberta's HIA, and BC's PIPA impose requirements that may exceed the PIPEDA baseline. French-language requirements apply in Quebec for any patient-facing and employee-facing documentation.",{"code":492,"name":493,"flag_asset_id":494,"note":495},"uk","United Kingdom","flag-uk","Physiotherapists in the UK are regulated by the Health and Care Professions Council (HCPC), which publishes Standards of Conduct, Performance and Ethics that all registrants must meet. The Chartered Society of Physiotherapy (CSP) also publishes a professional code. Patient data is governed by the UK GDPR and the Data Protection Act 2018. Employment law protections — including whistleblower rights under the Public Interest Disclosure Act 1998 — must be reflected in the disciplinary and reporting clauses.",{"code":497,"name":498,"flag_asset_id":499,"note":500},"eu","European Union","flag-eu","Physiotherapy regulation is member-state specific, but EU GDPR applies to all patient data processing and imposes stricter requirements than HIPAA — including a 72-hour breach notification window to supervisory authorities. Several EU countries require financial compensation for post-employment non-compete restrictions to be enforceable. The European Region of the World Confederation for Physical Therapy (ER-WCPT) publishes a framework of ethical principles that member-state associations incorporate into their national standards.",[244,502,503,504,505,506,507,508,509,510,511,512],"employment-agreement_at-will-employee-D541","non-disclosure-agreement-nda-D12692","employee-handbook-D712","employment-agreement-executive-D543","job-offer-letter-long-D12769","employee-dismissal-letter-D508","fixed-term-contract-D13225","remote-work-agreement-D13282","temporary-employment-contract-D12734","employee-disciplinary-action-policy-D13487","anti-harassment-policy-D12624",{"emit_how_to":197,"emit_defined_term":197},{"primary_folder":114,"secondary_folder":515,"document_type":516,"industry":517,"business_stage":518,"tags":519,"confidence":524},"workplace-policies","policy","health-services","all-stages",[520,521,516,522,523],"healthcare","compliance","code-of-ethics","professional-conduct",0.85,"\u003Ch2>What is a Physical Therapy Code of Ethics?\u003C/h2>\n\u003Cp>A \u003Cstrong>Physical Therapy Code of Ethics\u003C/strong> is a binding policy document that defines the professional conduct standards, ethical obligations, and disciplinary procedures governing physical therapists, PT assistants, aides, and support staff within a practice or healthcare organization. It translates the ethical principles published by licensing bodies — including the American Physical Therapy Association (APTA) in the US and provincial physiotherapy colleges in Canada — into specific, enforceable internal rules that every covered employee or contractor must sign before providing or supporting patient care. The document covers patient rights, confidentiality and HIPAA compliance, scope-of-practice boundaries, professional relationships, conflict-of-interest disclosures, mandatory reporting obligations, and a structured process for investigating and resolving alleged violations.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a signed, practice-specific code of ethics, a physical therapy organization faces compounding exposure on multiple fronts. Payer credentialing audits and accreditation reviews — including Joint Commission and CARF — routinely request documented ethics policies; missing one can stall or void credentialing. Licensing boards investigating patient complaints look for evidence that the practice had clearly communicated ethical standards in place; the absence of a signed code removes the strongest procedural defense available. Staff who violate boundaries, share patient data, or accept improper referral arrangements cannot be disciplined effectively without a documented standard they were required to acknowledge. A comprehensive, properly executed physical therapy code of ethics closes these gaps, establishes the foundation for consistent disciplinary action, and demonstrates to regulators, insurers, and patients that ethical practice is a formal organizational commitment rather than an assumed one.\u003C/p>\n",1781186000804]