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PEAK COMMUNITY HEALTH, INC.

Empowering Health Together

STAFF HANDBOOK

Core Policies for All Employees and Contractors

Version 2.0 | Effective September 1, 2026

Raleigh, North Carolina

Table of Contents

1. About This Handbook

1.1 Welcome

Welcome to Peak Community Health, Inc.! We are thrilled to have you as part of our team. Whether you are joining us as an employee or contractor, your role is essential in fulfilling our mission to empower individuals through compassionate and innovative behavioral and physical health services. We believe in fostering an inclusive and supportive environment where every team member is valued, respected, and equipped with the tools to succeed. This handbook is your guide to our policies, expectations, and commitment to excellence as we continue Empowering Health Together.

1.2 Mission and Vision

Mission. Our mission is to cultivate a community centered on Peace, Empowerment, Affirmations, and Kindness through forward-thinking behavioral health services. We are committed to delivering compassionate care that blends art with therapeutic practices, empowering individuals to attain holistic well-being. Our approach is grounded in the belief that everyone deserves a balanced, fulfilling life, supported by a community that uplifts and affirms their path.

Vision. Our vision is a community where Peace, Empowerment, Affirmations, and Kindness guide all that we do — a place where every individual feels supported and uplifted on their journey to wellness, with a commitment to holistic care that integrates art and therapeutic practices.

1.3 Purpose and Scope

This handbook applies to all Peak Community Health employees and independent contractors. It states the core policies that apply to everyone, regardless of role or program. It is supplemented by two categories of documents:

• Program Addenda. Short, role-specific requirements for particular services (for example, the Community Living and Support 1915(i) Program Addendum). Staff sign the addendum for each program in which they work.

• Compliance Manual. Detailed organizational procedures for compliance, billing integrity, privacy, incident reporting, and quality — maintained by leadership and available to all staff on request.

Where this handbook summarizes a topic, the addendum or Compliance Manual provides the full procedure. Where any policy conflicts with federal or state law or a payer requirement, the law or payer requirement governs.

1.4 Employment At-Will; Not a Contract

Employment with Peak Community Health is at-will. Either the employee or the agency may end the employment relationship at any time, with or without cause or notice. Contractor relationships are governed by the terms of the applicable contractor agreement.

This handbook is not a contract of employment and does not create contractual rights of any kind. It is a statement of current policy, and Peak Community Health may amend, supplement, or discontinue any policy at any time. No one other than the agency’s leadership has authority to modify these policies or to make any agreement contrary to the at-will relationship, and any such modification must be in writing. This handbook supersedes all prior versions.

1.5 Policy Updates and Acknowledgment

All staff must acknowledge this handbook in writing (or electronically through the staff training platform) at hire. When policies are revised, staff will be prompted to review and re-acknowledge the updated version. The current version of this handbook is always the controlling version and is available through the staff training platform.

2. Employment Policies

2.1 Equal Employment Opportunity

Peak Community Health, Inc. is an equal opportunity employer and does not discriminate against employees, contractors, or applicants based on race, color, religion, gender, national origin, age, disability, or any other characteristic protected under federal or state law. The agency provides reasonable accommodations to qualified individuals with disabilities as required by the Americans with Disabilities Act. Requests for accommodation should be directed to your supervisor or the Director of Operations.

2.2 Classification of Workers

Employees and independent contractors are classified based on their roles and responsibilities. Employees may be full-time or part-time and are entitled to benefits as outlined in their employment agreements. Contractors are responsible for their own taxes and benefits and must adhere to the terms of their contracts.

2.3 Hiring, Credentialing, and Onboarding

All staff must complete required background checks, licensure and certification verification, and credentialing before commencing work. Depending on role, required documentation includes:

• Government-issued photo identification

• High school diploma or GED

• Professional license (if applicable to the role)

• Certifications required for the role (for example, CPR/First Aid; NC Certified Peer Support Specialist certification for peer support roles)

• Negative TB test result

• Criminal background check

• Verification that the individual is not listed on the NC Health Care Personnel Registry

• Valid driver’s license and current automobile insurance (required for any staff who transport clients)

• Proof of liability insurance (contractors)

• W-4 (employees) or W-9 (contractors)

Staff may not begin providing services until all role-required items are complete and verified.

2.4 Orientation and Required Training

All new staff complete Peak’s onboarding and training pathway through the staff training platform before providing services. The pathway includes policy acknowledgment, required document uploads, program-specific training (including documentation standards and, for field staff, Electronic Visit Verification procedures), and a knowledge check with a minimum passing score of 8 out of 10. Staff also complete annual refresher training and any additional training required when regulations, payer requirements, or agency policies change.

2.5 Credential Maintenance

Keeping credentials current is each staff member’s responsibility. Staff must renew and upload time-limited items — including CPR/First Aid certification, professional licenses and certifications, automobile insurance, and any role-required health screenings — before they expire. Staff whose required credentials lapse may not provide services until the credential is restored, and repeated lapses may result in corrective action.

2.6 Introductory Period

The first 90 calendar days of employment are an introductory period. Its purpose is orientation, training, and a mutual evaluation of fit. During this period the supervisor sets clear expectations, provides training and regular feedback, and conducts a documented review at or near the 90-day mark. Concerns identified during the introductory period are generally shared in writing so the employee has a fair opportunity to improve; this reflects the agency’s practice and does not create a required process before separation.

Completion of the introductory period does not change the at-will nature of employment described in Section 1.4 and does not create a right to continued employment, seniority, or any other status. The agency may extend an introductory period at its discretion — for example, following a leave of absence or where additional training is needed — and will communicate any extension in writing. An employee rehired after a break in service of six months or more begins a new introductory period. Contractors do not have an introductory period; their engagements are governed by their agreements.

3. Professional Conduct and Ethics

3.1 Code of Conduct

All staff must uphold the highest professional standards when interacting with clients, colleagues, and stakeholders. Unprofessional behavior, harassment, or discrimination will not be tolerated.

3.2 Confidentiality and HIPAA Compliance

As a healthcare provider, Peak Community Health is committed to protecting the privacy and security of client information. All staff must comply with the Health Insurance Portability and Accountability Act (HIPAA), which includes:

• Keeping client records confidential and accessing only the information needed to do your job

• Avoiding unauthorized disclosures of protected health information (PHI)

• Using only agency-approved, secure systems and methods for transmitting client information

• Reporting any suspected privacy or security incident to your supervisor the same day it is discovered

Violations of HIPAA policies can result in disciplinary action, up to and including termination, and may carry legal penalties. Detailed privacy and breach-response procedures are in the Compliance Manual.

3.3 Professional Boundaries

Healthy boundaries protect clients and staff alike. Staff must not:

• Enter into romantic, sexual, financial, or business relationships with clients or their family members

• Accept gifts of more than nominal value from clients or families, or give personal gifts to clients

• Connect with current clients on personal social media accounts, or post any information about clients — including photos or de-identified stories — on social media

• Provide services to clients with whom they have a personal relationship, unless specifically approved under program rules (for example, approved relative-as-provider arrangements)

• Lend money to, borrow from, or conduct personal transactions with clients

If a boundary concern arises or a dual relationship is unavoidable, disclose it to your supervisor immediately so it can be managed appropriately.

3.4 Conflict of Interest

Employees and contractors must disclose any conflicts of interest that may interfere with their professional responsibilities. Engaging in outside employment or business that conflicts with the agency’s mission or services must be reported to management.

3.5 Technology, Devices, and Communication

Agency systems and client information may be used only for legitimate business purposes. Because field staff use mobile devices for scheduling and visit verification, the following rules apply to any device — agency-issued or personal — used for work:

• Client information belongs only in agency-approved systems (the electronic health record and the visit verification application). Never store, text, or email PHI using personal accounts, personal text messaging, or unapproved applications.

• Devices used for work must be protected with a passcode or biometric lock and kept up to date.

• Lost or stolen devices with access to work applications must be reported to your supervisor the same day.

• Upon separation, staff must cooperate in removing agency applications and access from personal devices.

4. Workplace Policies

4.1 Work Hours and Scheduling

Employees and contractors must adhere to their scheduled work hours and inform their supervisor of any changes. Contractors must maintain flexibility in scheduling to meet client needs. Field staff must submit proposed client visit schedules by the deadline stated in their program addendum so that visits can be authorized, verified, and billed correctly.

4.2 Attendance and Absences

All staff must notify their supervisor in advance of any absences. Excessive unexcused absences may lead to disciplinary action. Attendance, tardiness, and call-in standards — including how they apply to employees and to contractors — are stated in Appendix A.

4.3 Dress Code

All staff are expected to maintain a professional appearance. Business casual attire is required unless the role specifies alternative requirements.

4.4 Drug-Free Workplace

The use, possession, or distribution of illegal drugs or alcohol on company premises, while on duty, or while transporting clients is strictly prohibited. Staff may not provide services or transport clients while impaired by any substance, including legally obtained substances that impair safe performance.

4.5 Work Location and Working While Traveling

All employees and contractors are expected to be located in North Carolina while performing work for Peak Community Health. Work location is a condition of payroll processing: work is presumed to be performed in North Carolina, and pay is processed on that basis.

Working temporarily while traveling outside North Carolina is permitted, but requires advance notice. Before performing any work while traveling, staff must notify their supervisor in writing of the travel dates and expected work. For any period worked while traveling, staff must submit a timesheet specifying the work performed and the hours worked; pay for that period is processed from the submitted and approved timesheet. Work performed while traveling without prior notice and a timesheet may not be payable until properly documented and approved.

Extended or indefinite work from outside North Carolina is not permitted without prior written approval from leadership. Client-facing services must always be delivered in the settings permitted by program rules, regardless of staff travel.

5. Documentation Standards

5.1 Why Documentation Matters

Complete, timely service documentation is a state and federal mandate, not merely an agency preference. Documentation is the clinical record of the client’s care, the legal record of the service, and the basis on which Peak Community Health bills and is paid. A service that is not properly documented cannot be billed. All staff who provide services are expected to meet these standards at all times; failure to comply may result in corrective action.

5.2 The Complete Service Note

A full service note is required for every date of service and must be entered in the agency’s electronic health record (Checkpoint). At minimum, every note must include:

• Client name and Medicaid identification number

• Date of service

• Start and end times and total duration

• The service provided and the place of service

• The purpose of the contact as it relates to the goals in the client’s Individual Support Plan (ISP) or service plan

• The interventions or activities provided

• The client’s response and progress toward goals

• The staff member’s signature with credentials and the date signed

5.3 Documentation Deadline

All progress notes must be completed and submitted within 72 hours (3 days) of the date of service.

5.4 Late Documentation

Progress notes not submitted within 7 calendar days of the service date are considered late. Late progress notes will be compensated at a reduced rate of $10 per hour.

Requesting an extension (up to 14 days). If you are unable to submit documentation within the 7-day window, you may request approval for an extension of up to 14 days by submitting a written request to peakcommunityhealth@gmail.com with your direct supervisor copied. Approval must be granted in writing to be valid.

Notes more than 14 days late. Any documentation more than 14 days late will be automatically held and paid on the next payroll cycle. No exceptions will be made.

Repeated late documentation may result in corrective action in addition to the pay provisions above.

5.5 Systems of Record

Checkpoint is the system of record for all service notes, for every service, without exception. Staff providing services subject to Electronic Visit Verification (EVV) must also verify those visits in the agency’s EVV application (HHAeXchange) by checking in at the start of the visit and checking out at the end. EVV verification is in addition to — never a substitute for — the complete Checkpoint note. Field procedures, including which visits require EVV and how to handle a missed check-in or check-out, are in the applicable program addendum.

6. Client Care and Safety

6.1 Client Rights

Every client of Peak Community Health has the right to:

• Be treated with dignity, respect, and cultural sensitivity

• Participate in developing their own service plan and make informed choices about their care

• Confidentiality of their records and information, consistent with law

• Be free from abuse, neglect, exploitation, and retaliation

• Voice a complaint or grievance without fear of reprisal, and receive a timely response

• Be informed of these rights at admission and at any time upon request

6.2 Client Grievances

Clients, guardians, and family members may raise concerns verbally or in writing to any staff member. Staff who receive a grievance must forward it to the Director of Quality Assurance the same day. No client will ever experience retaliation for raising a concern, and no staff member may discourage a client from doing so. The full grievance procedure, including response timeframes, is in the Compliance Manual.

6.3 Duty to Report

All employees and contractors are mandated reporters. Any suspected abuse, neglect, or exploitation must be reported to the appropriate authorities, and to your supervisor, without delay.

6.4 Incident Reporting

Any incident affecting a client’s health, safety, or welfare — including injuries, medication errors, restrictive interventions, aggressive incidents, or any event requiring emergency services — must be reported to your supervisor the same day it occurs or is discovered. Designated staff will determine the incident level and complete any reports required by the state incident reporting system within required timeframes. Incident procedures are detailed in the Compliance Manual.

6.5 Emergency Procedures

In the event of an emergency, staff should follow established safety protocols, which include fire evacuation procedures, medical emergencies, and crisis intervention steps. When in doubt about immediate danger, call 911 first, then notify your supervisor.

6.6 Transporting Clients

Only staff with a valid driver’s license and current automobile insurance on file may transport clients, and only as part of an authorized service. Seat belts are required for all occupants. Program-specific transportation limits (for example, permitted destinations) are in the applicable program addendum.

6.7 Home and Community Visit Safety

Staff providing services in homes and community settings should keep their schedule visible to their supervisor, remain aware of their surroundings, and leave any situation that feels unsafe — client safety permitting — and immediately contact their supervisor. Safety concerns about a service location should be reported so the service plan can be adjusted.

7. Compensation and Benefits

7.1 Payroll and Invoicing

Staff are paid monthly, one month in arrears: peer support staff on the third Friday of the following month, and administrative and clinical staff on the last day of the following month. Payment is conditioned on complete, compliant documentation, including the late-documentation provisions in Section 5.4. The full schedule, conditions of payment, travel timesheet requirements, and final-pay provisions are stated in the Payroll and Payment Schedule Policy, which all staff acknowledge separately and which governs where the two documents differ. Contractors must also submit invoices according to their contractual agreements.

7.2 Benefits

Full-time employees may be eligible for benefits such as health insurance, paid time off, and professional development opportunities, as outlined in their employment agreements.

8. Corrective Action and Discipline

8.1 Purpose

The purpose of corrective action is to address performance and conduct concerns early, fairly, and consistently, and to give staff a genuine opportunity to correct course. Corrective action protects clients, protects the agency’s ability to bill and remain in compliance, and protects staff by making expectations and consequences clear. Nothing in this section alters the at-will relationship described in Section 1.4: this policy is a general framework, not a guarantee that any particular step will be used in any particular situation.

8.2 Progressive Corrective Action

Depending on the nature, severity, and pattern of the concern, corrective action may include any of the following steps:

• Coaching / verbal warning. An informal, documented conversation identifying the concern and the expected change.

• Written warning. A formal written notice describing the concern, the expectation, the timeframe for improvement, and the consequences of recurrence.

• Final written warning. A written notice stating that further occurrences will result in termination, which may be paired with a performance improvement plan with specific, measurable expectations and check-in dates.

• Suspension. Temporary removal from the schedule, with or without pay as permitted by law, pending investigation or as a disciplinary measure.

• Termination. Separation from employment or termination of the contractor agreement.

The agency may begin at any step and may skip steps entirely based on the seriousness of the conduct. Corrective action for contractors is applied consistent with the terms of their agreements.

8.3 Conduct Subject to Immediate Termination

Some conduct is serious enough that termination may occur on the first occurrence, without prior corrective steps. Examples include, but are not limited to:

• Abuse, neglect, or exploitation of a client, or failure to report suspected abuse, neglect, or exploitation

• Falsification of any record — including service notes, timesheets, credentials, or visit verification (EVV) records

• Documenting or billing for services not actually rendered

• Intentional misuse or unauthorized disclosure of protected health information

• Providing services or transporting clients while impaired

• Violence, threats of violence, or harassment of clients or coworkers

• Theft or intentional destruction of agency, client, or coworker property

• Criminal conduct that affects fitness to serve clients or eligibility to work in healthcare

8.4 Documentation and Response

Corrective actions at the written-warning level and above are documented in the personnel file, and the staff member receives a copy. Staff may submit a written response, which will be retained with the corrective action. A staff member who believes a corrective action is unwarranted or inaccurate may raise the concern with the next level of management, whose review decision is final.

8.5 Relationship to Other Policies

Where other sections of this handbook or its related documents reference corrective action — including documentation standards (Section 5), credential maintenance (Section 2.5), and privacy (Section 3.2) — that corrective action follows the framework in this section.

9. Separation

9.1 Voluntary Resignation

Employees and contractors are expected to provide written notice of resignation at least two weeks in advance. Departing staff must complete all outstanding documentation, return agency property, and cooperate in removing agency systems access before their final day.

Final pay. Final wages are paid on the regularly scheduled payday for the final pay period, following the pay schedule in Section 7.1 and consistent with North Carolina law. Final pay is not accelerated upon separation.

Resignation without notice. An employee who resigns without providing at least two weeks’ written notice (1) forfeits payout of any accrued, unused paid time off — this handbook constitutes the agency’s written notice of that forfeiture policy; (2) is separated not in good standing; and (3) is ineligible for rehire absent an exception approved by leadership. Earned wages for work performed are never withheld and are paid on the regular payday as described above.

9.2 Termination

Employment may be terminated due to performance issues, misconduct, policy violations, or business needs, consistent with the at-will relationship described in Section 1.4, with or without prior corrective action under Section 8. Contractors may have their contracts terminated per the terms of their agreements.

10. Related Documents

This handbook is supplemented by the following documents. Staff sign the addenda applicable to their role; the Compliance Manual and training materials are available through the staff training platform or from leadership on request.

• Payroll and Payment Schedule Policy — pay schedule, conditions of payment, and final-pay provisions (acknowledged by all staff)

• Community Living and Support (CLS) 1915(i) Program Addendum — EVV procedures, scheduling deadlines, service settings, and program limits

• Peer Support Services Program Addendum — certification maintenance, supervision, and role boundaries

• Peak Community Health Compliance Manual — corporate compliance, billing integrity, HIPAA procedures, incident reporting, and policy governance

• CLS 1915(i) Staff Training Manual and related training materials

Appendix A: Attendance, Tardiness, and Call-In Standards

Clients depend on scheduled visits. A missed or late visit is a missed service for a client, an unconfirmed visit in the EVV system, and lost revenue for the agency. These standards apply to every person who delivers scheduled services or works scheduled hours for Peak Community Health — employees and contractors alike — with the enforcement path differing by classification as described below.

A.1 Definitions

• Tardiness. Arriving at, or starting, a scheduled shift or visit after the scheduled time.

• Absence. Failing to work a scheduled shift or visit without prior approval.

• No-call / no-show. An absence without notifying the supervisor before the scheduled start time. Treated as the most serious attendance failure.

• Excused. An absence or late arrival approved in advance, or caused by a documented emergency. Excused occurrences are not counted under this appendix.

A.2 Call-In Requirement

Anyone who will be absent or late must notify their supervisor at least two hours before the scheduled start, or as soon as an emergency allows. Field staff must also notify the office so client visits can be covered or rescheduled and the EVV schedule updated before the visit time. Notifications must not include client protected health information beyond what is necessary to identify the visit.

A.3 Employees — Progressive Steps

Unexcused occurrences are addressed through the corrective action framework in Section 8, on the following schedule. Each step is documented and placed in the personnel file.

• Two unexcused occurrences within a 15-day period: Documented coaching / verbal warning.

• A further occurrence within 15 days of the coaching: Written warning.

• A further occurrence within 15 days of the written warning: Final written warning and/or unpaid suspension of three to five days.

• A further occurrence within 30 days of returning from suspension: Termination review by the Director of Operations.

A no-call/no-show for a scheduled client visit may proceed directly to a written warning on the first occurrence, given the effect on client care.

A.4 Contractors

Contractors are engaged to deliver scheduled services and are held to the same attendance and call-in standards as a condition of their agreements. Reliability for scheduled client visits is a service standard of the agency, not an employment term, and applies to everyone who delivers scheduled client services regardless of classification. Attendance failures by a contractor are addressed under the contractor agreement and Section 8.2, generally as follows:

• First pattern of unexcused occurrences: Documented notice of the concern and the expected standard.

• Continued occurrences: Written notice of breach of the agreement’s service standards.

• Further occurrences after written notice: Termination of the agreement.

A repeated no-call/no-show for scheduled client visits is grounds for termination of a contractor agreement. Nothing in this appendix converts a contractor relationship into employment or alters the terms of any contractor agreement; where an agreement states a different or stricter standard, the agreement governs.

Revision History

Version	Effective Date	Summary of Changes
1.0	—	Original Staff Handbook.
2.0	September 1, 2026	Restructured as core handbook with program addenda and Compliance Manual. Added at-will statement; expanded credentialing and training requirements; added professional boundaries, technology and device use, work location and travel, documentation standards (incorporating the Late Documentation Policy effective 7/21/2025), client rights and grievances, incident reporting, transportation, visit safety, role-based monthly pay schedule, corrective action and discipline framework, final-pay and no-notice resignation provisions, 90-day introductory period, and Appendix A attendance standards for employees and contractors.

Acknowledgment of Receipt

I acknowledge that I have received, read, and understood the Peak Community Health, Inc. Staff Handbook (Version 2.0). I understand that this handbook is not a contract of employment, that my employment (if I am an employee) is at-will, and that the agency may revise its policies at any time. I agree to comply with the policies outlined in this handbook and in the program addenda applicable to my role, and I understand that I will be asked to review and re-acknowledge policies when they are updated.

Thank you for being a valued member of Peak Community Health, Inc. We appreciate your dedication to providing quality care to our community!

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PEAK COMMUNITY HEALTH, INC.

Empowering Health Together

PAYROLL AND PAYMENT SCHEDULE POLICY

Version 1.0 | Effective September 1, 2026

1. Purpose and Scope

This policy states when and how Peak Community Health pays for work, and the conditions payment depends on. It applies to all employees and independent contractors. It restates and controls the payroll provisions summarized in Staff Handbook Section 7; where the two differ, this policy governs. For contractors, this policy applies alongside — and does not replace — the payment terms of the individual contractor agreement.

2. Pay Schedule

All workers are paid monthly, one month in arrears: payment for all work performed in a calendar month is issued the following month, on a schedule that depends on role.

Role	Payday
Peer support staff	Third Friday of the month following the month worked
Administrative and clinical staff	Last day of the month following the month worked

Example: work performed June 1 through June 30 is paid in July — on the third Friday of July for peer support staff, or on the last day of July for administrative and clinical staff. When a payday falls on a weekend or bank holiday, payment is issued on the nearest preceding business day.

3. Method and Conditions of Payment

• Method. Employees are paid by direct deposit. Contractors are paid per their agreements, on the schedule above, against invoices submitted in accordance with those agreements.

• Documentation. Payment is made only for services supported by complete, compliant documentation. A service without a complete Checkpoint note meeting Handbook Section 5.2 — and, where applicable, a complete EVV visit record — is not payable until the documentation is complete.

• Authorization. Only services within a client’s authorization and the applicable service definition are payable. Unauthorized hours are unbillable and unpaid.

4. Late Documentation and Pay

Progress notes must be completed and submitted within 72 hours (3 days) of the date of service. Notes not submitted within 7 calendar days of the service date are late, and late notes are compensated at a reduced rate of $10 per hour.

Extensions. A staff member unable to submit documentation within the 7-day window may request an extension of up to 14 days by written request to peakcommunityhealth@gmail.com with their direct supervisor copied. An extension is valid only if approved in writing.

Beyond 14 days. Documentation more than 14 days late is automatically held and paid on the next payroll cycle, without exception. Repeated late documentation is also addressed through corrective action under Handbook Section 8.

5. Work Location and Travel

Workers are expected to be located in North Carolina while performing work; pay is processed on that basis. Temporary work while traveling requires advance written notice to the supervisor, and payment for any travel period is processed from a submitted and approved timesheet specifying the work performed and hours worked (Handbook Section 4.5). Work performed while traveling without notice and a timesheet may not be payable until properly documented and approved.

6. Pay Changes and Corrections

• Changes. Changes to pay rates, paydays, or this schedule are communicated in writing in advance, as required by the North Carolina Wage and Hour Act.

• Errors. Suspected payment errors should be reported to the Director of Operations promptly. Confirmed underpayments are corrected no later than the next regular payday; confirmed overpayments are recovered as permitted by law and, for contractors, per their agreements.

7. Final Pay at Separation

Final wages are paid on the regularly scheduled payday for the final pay period, per the schedule in Section 2 and North Carolina law. Final pay is not accelerated upon separation. An employee who resigns without at least two weeks’ written notice forfeits payout of any accrued, unused paid time off (this policy and the Staff Handbook constitute written notice of that forfeiture policy), is separated not in good standing, and is ineligible for rehire absent a leadership-approved exception. Earned wages for work performed are never withheld and are paid on the regular payday. Contractor final payments follow the contractor agreement and this schedule.

Acknowledgment

I acknowledge that I have received, read, and understood the Peak Community Health Payroll and Payment Schedule Policy, including the monthly-in-arrears pay schedule, the documentation conditions of payment, the late-documentation pay provisions, and the final-pay provisions. If I am an independent contractor, I understand this policy applies alongside my contractor agreement.