Duty to Warn

RCW 71.05.120

At NHCC, we have a “duty to warn or to take reasonable precautions to provide protection from violent behavior where the patient has communicated an actual threat of physical violence against a reasonably identifiable victim or victims.” Should you find yourself in a situation whereby you think this law may be applicable, immediately notify your supervisor to obtain guidance regarding how to proceed.

Standards of Conduct

Employee Manual - Section 4

The work rules and standards of conduct for employees are important, and NHCC regards them seriously. All employees are urged to become familiar with these rules and standards.

While not intended to list all the forms of behavior that are considered unacceptable the following are examples of misconduct that will result in disciplinary action.

  • Theft or inappropriate removal of NHCC property;

  • Falsification of documents;

  • Working under the influence of alcohol or illegal drugs;

  • Fighting or threatening violence in the workplace;

  • Negligence or improper conduct leading to damage of company property;

  • Insubordination or other disrespectful conduct;

  • Violation of safety or health rules;

  • Sexual or other unlawful or unwelcome harassment (See Section 4.3)

  • Excessive absenteeism or any absence without notice (See Section 4.1 and 4.2)

  • Unauthorized disclosure confidential information;

  • Violation of personnel policies; and

  • Unsatisfactory performance or conduct.

Disruptive Behavior Policy

Disruptive Behavior by any employee of New Horizon Care Centers, Inc. (NHCC) is prohibited. This shall include disruptive behavior by any employee toward any individual in NHCC’s facilities; on any property owned by NHCC; in vehicles owned by or operated for NHCC; while conducting any business for NHCC; at any event sponsored by NHCC; or at any activity to which individuals were invited as employees of NHCC.

Examples of disruptive behavior include, but are not limited to, the following:

  • Physically threatening or intimidating language;

  • Physical contact with, or posturing towards, an individual in a threatening or intimidating manner;

  • Throwing items, hitting walls or desks, kicking objects;

  • Slamming doors in anger or frustration;

  • Refusing to communicate with other staff members (as it pertains to normal business operations);

  • Refusing to conduct duties aligned with an employee’s job description;

  • Threats of violence or retribution, veiled threats or warning of an encounter yet to come;

  • Belittling or berating statements;

  • Name calling or disrespectful language;

  • Criticizing a co-worker in the presence of a patient or co-worker;

  • Treating any patient with any measure of disrespect or indignity;

  • Rude conduct or behavior that reflects poorly on NHCC’s values, character or integrity;

  • Condescending language, degrading or demeaning comments regarding patients, visitors or staff;

  • Lack of cooperation without good cause;

We must recognize that we work in a behavioral health setting and that we are expected at all times to conduct ourselves in manner consistent with prosocial values; extending dignity and respect to every person.


Employee Manual - Section 4.3

NHCC is committed to providing a work environment that is free of discrimination and

unlawful harassment. Actions, words, jokes, or comments based on an individual’s sex, race, ethnicity, age, religion, disability, sexual preference or any other legally protected characteristic will not be tolerated.

If you believe you have been the victim of harassment, or know of another employee who has, you have an obligation to report it immediately.

Employees can always raise concerns and make reports without fear of reprisal.

Reporting of Unprofessional Conduct

It is expected that anybody witnessing or aware of unprofessional conduct will immediately notify their supervisor or the administrator.


It is our hope that minor issues or disagreements can be managed and resolved at the lowest level possible. After all, we are a service provider that teaches others how to resolve conflict in an effective manner, and we must be able to model that which we teach.

However, in the event that a matter cannot be easily resolved, employees are asked to utilize our grievance procedure.

Grievance Procedure (employee complaints)

Employee Manual - Section 7.3

Procedure for Handling Complaints

  1. Employee will take a written complaint to employee’s immediate supervisor.

  2. The employee’s supervisor will then arrange a meeting with the employee, supervisor and branch administrator to discuss workable solutions.

  3. If no resolution is reached, the employee may file a written complaint to the chief executive officer. A copy of this written complaint will be sent to the employee’s immediate supervisor and branch administrator. Administrative staff will set a resolution meeting within fourteen (14) business days and notify all parties in writing no less than five (5) days prior to the meeting.

  4. If no resolution is reached, the employee may file a written complaint with copies of all prior written complaints to the President of the Board of Directors sent by certified mail, return receipt requested. A copy of this written complaint will be sent to the chief executive officer. The complaint will be addressed by the Board of Directors at the next regularly scheduled Board meeting.

The chief executive officer will advise all parties of the date and time of the meeting no less than five (5) business days prior to the meeting. If complainant does not attend this meeting, the Board of Directors will discuss all correspondence at the scheduled meeting and send written notice of its decision no less than ten (10) business days after the meeting.

Complainants and others who have assisted in the investigation are protected by NHCC from retaliation, coercion, threats or discrimination by any individuals or parties involved.



Should any patient voice a complaint or indicate that they would like to initiate a grievance, it is the employee’s responsibility to immediately notify their supervisor, so the supervisor may rapidly respond to the concerns of our patients.