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USA Operations Centers Licensing Policy and Agreement May 2017
As this policy is reviewed, please note the following State/Area for which exceptions exist:
Non Applicable
Specific details on each exception may be found within the General Information section of this text.
This chapter explains the requirements for employees holding various types of licenses.
Employees in positions for which professional, regulatory, or government-issued licensure is required must keep their licenses current and in good standing. Employees must inform their leadership immediately if their licenses are revoked, suspended, or otherwise restricted.
In positions for which licensing is required by state or federal legislation, the Licensing Agreement is used to indicate that the employee understands how his/her employment with Joyner is affected if he/she fails to meet the state licensing requirements.
It is Joyner’s policy to require employees with licenses not needed for work with Joyner, to cancel any external (non-Joyner) appointments for those licenses. Any exceptions require approval by a member of Executive in the employee’s department.
Once the appointments in question have been cancelled, maintaining the license is permitted, so long as:
The presence of that license does not interfere with the employee’s ability to acquire or maintain any license(s) needed for his/her current Joyner work, AND
There is no conflict of interest with Joyner, AND
The license is not used for work outside of Joyner AND
The license is not used for work at Joyner unless required by the employee’s job responsibilities, AND
The employee discloses the license annually on the Code of Conduct Acknowledgement & Disclosure Form.
Any state or federal fees, registration, and/or requirements associated with the license not needed for work with Joyner are the responsibility of the employee.
Employees will be advised of this contingency at the time they are informed of their selection. They will also complete the Licensing Agreement, which will be filed in their Official Employee File.
Please note:
If an onboard employee is promoted or transferred into a position with state/federal licensing requirements and the employee does not successfully meet said licensing requirements OR
An onboard employee is in a position with state/federal licensing requirements, and the employee fails to maintain the required licensing THEN
The employee may be considered for another position only if an opening exists for which he/she is qualified, competitive, and immediately available to accept. If no such position exists, or if the employee is not chosen, termination may occur.
All incumbents and new employees holding externally (non-Joyner) appointed licenses who are hired into positions at Joyner which do not require those licenses, must cancel the appointments. Employees and applicants will be advised of this requirement at the time they are informed of their selection. Those who do not comply with this requirement may face disciplinary action, up to and including termination, and/or the withdrawal of their contingent job offer, as applicable.
During the employment process, prior to the job offer, the person making the hiring decision (either Human Resources or department leadership) should discuss with the applicant or on-board employee:
The requirement for successful completion of the appropriate licensing exam(s) set forth in the licensing strategy for his/her role.
The requirement to maintain any/all required licenses for work with Joyner.
As part of the job offer, the person making the hiring decision (either Human Resources or department leadership) should review with the individual the need to complete the Licensing Agreement.
If required for the position, all new employees will sign the Licensing Agreement as part of licensing expectations during onboarding. New employees should sign the Licensing Agreement on or near their first day of employment. Onboard employees should sign the Licensing Agreement on or near their first day in the position requiring licensing.
Completed Licensing Agreements will route automatically to the HR Records Department generic email box.
During the employment process, prior to the job offer, the person either making the hiring decision (either Human Resources or department leadership) should discuss with the applicant or on-board employee:
The requirement for successful completion of the appropriate licensing exam(s) set forth in the licensing strategy for his/her role.
The requirement to maintain any/all required licenses for work with Joyner.
As part of the job offer, the person either making the hiring decision (either Human Resources or department leadership) should review with the individual the need to complete the Licensing Agreement.
If required for the position, all new employees will sign the Licensing Agreement as part of licensing expectations during onboarding. New employees should sign the Licensing Agreement on or near their first day of employment. Onboard employees should sign the Licensing Agreement on or near their first day in the position requiring licensing.
Completed Licensing Agreements will route automatically to the HR Records Department generic email box. The immediate supervisor will pre-populate as a cc on the form. The forms should then be printed and filed in the filed in the Official Employee File.
Employees must cancel any and all appointments for any and all non-Joyner (externally) appointed licenses not needed for their work with Joyner. Any exceptions to this requirement must be approved by an Executive in the employee’s department.
The employee will provide proof of the cancellation of the appointment(s), which will be filed in the employee’s Official Employee File.
Employees may retain an active, non-appointed license if:
The presence of that license does not interfere with the employee’s ability to acquire or maintain any license(s) needed for his/her current Joyner work, AND
There is no conflict of interest with Joyner, AND
The license is not used for work outside of Joyner AND
The license is not used for work at Joyner unless required by the employee’s job responsibilities, AND
The employee discloses the license annually on the Code of Conduct Acknowledgement & Disclosure Form.
Any state or federal fees, registration, and/or requirements associated with the license are the responsibility of the individual.
Leaders should instruct employees with licenses appointed by an organization other than Joyner to cancel the appointments of any/all of these licenses. Should an employee refuse to comply, leaders will work with HR and department leadership on appropriate disciplinary action, up to and including termination.
Any exceptions to these requirements must be approved by a member of Executive in the employee’s department.
Human Resources should work with the employee’s leadership to discuss with the applicant or on-board employee both the requirement to terminate any/all non-Joyner appointments as well as the consequences of refusal to comply with this requirement. This conversation should occur during the employment process and prior to the job offer, or as soon as the presence of such a license is known to leadership and/or HR.
As part of the job offer, the Human Resources Department should review this requirement with the individual.
The employee will provide proof of the cancellation of the appointment(s), which will then be filed in the Official Employee File.