Employee Handbook - Blackwell

Updated 3.20.2025

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The answer to (most) of the questions you'll have about the company, culture, services, policies, and compensation.

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Navigating Your Employee Handbook

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Travel Policy and Related Expense Reimbursement

Let's Get Acquainted

Pay and Payroll

Benefits

Time Off

Benefits, Time Off, and Payroll

Structure and Governance

Exiting the Company

Federal Laws & Notices

Anti-Retaliation

Reporting Violations and Investigation Process

Gifts and Kickbacks

Discrimination & Harassment

Drugs and Alcohol

Domestic Violence, Sexual Assault, & Stalking

Equal Opportunity

Remote Work 101

Strengths

Core Values

Culture Overview

Company Overview

Let's Get Acquainted

Company Overview

Blackwell Captive Solutions’ bedrock belief in innovation, in charting a new path, is why we named the company after Elizabeth Blackwell, the first woman to attend medical school in the United States. We take inspiration from Dr. Blackwell's trailblazing efforts to challenge the status quo and bring new perspectives and ideas to an industry often held back by the adherence to tradition. We know, just as Dr. Blackwell did, that there is a better way forward, a path that offers more success by pursuing new ideas promoted by new participants. At Blackwell Captive Solutions, our mission is to empower employers to bend the healthcare cost curve through strategic risk management, innovative cost containment, and personalized benefits solutions that enhance employee health while ensuring finanical sustainability.

Culture

Our culture is more than just words - we have established practices and processes that support a healthy culture.

Living Culture

We use Strengths to foster effective communication.

Strengths

Establish and share performance goals for all team members.

Goals

We live and celebrate our core values.

Core Values

Core Values

Developing Smart

Smart Characteristics

Developing Hungry

Hungry Characteristics

Developing Humble

Humble Characteristics

Team.

Humble

Drive.

Hungry

Expertise.

Smart

Humble Characteristics

Be Genuine

You know what you do and don't know, and aren't embarrassed to ask for help.

Be Present

You actively listen to people, and maintain a willingness to consider other points of view.

Be Open

You understand that good ideas come from anywhere and anyone.

Be Kind

You are kind to yourself and others when mistakes are made to support an environment of growth.

Be Supportive

You take great pleasure in helping other people succeed and grow.

Be a Good Team Mate

You embrace the mentality that we win as individuals only when we win as a team.

Return to Core Values

Return to Core Values

Determine what steps you can take to ensure people feel comfortable sharing their thoughts, ideas, and concerns with you.

Ways to Develop Humble

Share your expertise freely and ask for help without reservation.

Find ways to minimize distractions during conversations so that you can be fully present when you're interacting with others.

Determine what steps you can take to ensure collective team success - approach, tools, process, etc.

Return to Core Values

Be Accountable

Hungry Characteristics

Don't wait to be told what to do. Always look for ways to help clients, teammates, and the company.

Be Dedicated

Take on a business owner mindset, which means determining how you can help achieve the larger goal, not just your part of it.

Be Proactive

Be Mindful

Focus on making progress and improvements, not being perfect.

Hold yourself and others accountable for what they deliver and how they act.

Return to Core Values

Identify areas where new processes and approaches can positively help the company reach its goals.

Determine how you can go outside of your comfort zone and accept new projects and responsibilities.

Determine how you can better hold yourself and others accountable for their actions and behavior.

Ways to Develop Hungry

Determine how your individual actions, or potential actions, tie to company goals.

Be Creative

Be Flexible

Maintain a flexible mindset and adapt to changes.

Be Driven

Consistently find ways to improve your skills and knowledge.

Adopt a 'Yes, if" mentality, which is the belief that there's always a way if certain constraints are removed.

Smart Characteristics

Be the Expert

Master the skills and tools needed to fulfill your role.

Return to Core Values

Return to Core Values

Use every opportunity to invite others to participate in conversations and share their ideas.

Ways to Develop Smart

Determine the skills you have and which skills you should focus on improving.

Determine your natural reaction to change and develop ways to introduce a greater level of flexibility.

Executing

Influencing

Relationship Building

Strategic Thinking

Want more Info?

• Help us find what's naturally 'right' with the team and build on it.
• Help individuals identify what makes them unique and helps them to understand how their approach and personality impacts their team.
• Establish a common language that is easy to understand and communicate.
• Provide everyone with the ability to get to know fellow team members a bit better.
• Give us the tools we need to establish strong and productive working relationships with one another.

• Behavior assessment tool developed and offered by Gallup
• Formally known as CliftonStrengths after founder Don Clifton
• Assess 34 different behavior patterns and preferences across four domains, which are provided below.

We use Strengths because they..

What are Strengths?

Clifton Strengths

Benefits, Time Off, and Payroll

Benefits

For additional information or if you have questions about benefits, including optional benefits, connect with HR.

The benefits information provided below is for the current calendar year. This page will be updated accordingly.

Medical, Dental, Vision, and all other benefits

401(k)

Time Off Overview

Paid Jury Duty

Partially Paid Leave for Maternity

Paid Sick

Paid Vacation or Just Because

Paid Company Holidays

Paid Bereavement

Partially Paid Leave for Serious Illnesses, Adoption, or Paternity

Watch

All Things Payroll

We offer direct deposit and prefer to pay through direct deposit, but do not require it. If you want to receive a paper check, you will have to opt out of direct deposit and acknowledge that paper checks will take longer to be received than direct deposits.

In other words, if Monday is a holiday and a Non-Exempt person works forty hours Tuesday-Sunday at 12:00 a.m., they will not receive eight hours of over time.

We've created a quick presentation to help explain the differences between Exempt and Non-Exempt. Click the button below to access this presentation.

We run our payroll on a seven day cycle, even though we aren't 'open' seven days a week. Our work week begins on Sunday at 12:01 a.m. and ends Saturday at midnight. Time off, such as holidays, PTO, or any leave of absence will not be considered hours worked when calculating overtime.

You will receive your paycheck on the 15th and last day of the month. We take all reasonable steps to ensure that Team Members receive the correct amount of pay in each paycheck, and that Team Members are paid promptly on the scheduled payday. If you have a question or concern about your paycheck, send an email to people@renalogic.com.

Direct Deposit

Work Week

Pay Days

Structure and Governance

Remote Work 101

Be Mindful of Distractions. When you're working from home, the distractions will hit you like an avalanche. And unlike when you're working in the office, these distractions are often enticing. Television, the bed, loved ones, exercise, shopping… you name it. The distractions will come in all shapes and forms, and it's important to do what you can to buffer yourself against them.

Be Diligent About Data Security. We provide all team members with training on keeping company assets - the most critical of which is our information - safe. You're expected to use the knowledge gained during training, and deploy common sense to avoid getting yourself - and our data - in a precarious situation.

Maintain a Good Routine. While it's tempting to immeiately start working after you get out of bed, doing so will eventually blur the mental boundary between working from home, and your home becoming a place to work. Protect yourself against this by following some 'getting ready' routine before you dig into work.

Set Appropriate Boundaries. When your spouse, children, and friends have distracted you from work enough for the day, it's time for you to say "no." It's easy to give in to those requests. If those requests prevent you from getting the job done, you have allowed yourself to be taken advantage of. It will be crucial (especially if your spouse is also staying at home) to set some boundaries early on.

Don't Forget to Socialize. The idea of working alone is appealing to many people. The problem is, when you work by yourself (day in and day out), it can become easy to retreat and stop connecting with the outside world and other people. After a while, this becomes the norm, and those social skills will start to suffer. So, whether you're a social butterfly or a wall-flower, make sure that you are socializing (Facebook doesn't count!) regularly to keep those skills sharp and your heart full.

Know When to Stop. This is probably the single most challenging pitfall you will face. Working from home makes it easy to keep going into the evening or take up a weekend to finish 'one more thing.' While we appreciate the drive to succeed, we also want everyone to remember that we're in a marathon, not a sprint. At times, you'll need to work later and push a little harder, but it shouldn't be at a pace that will break you.

Guidelines, tips, and expectations for to help our team members make the most out of our primarily remote work environment.

Reimbursable Expenses

Non-Reimbursable Expenses

Submitting Expenses

Policy Overview

Travel Policy and Related Expense Reimbursement

It is the policy of Blackwell to reimburse staff for reasonable and necessary expenses incurred during approved work-related travel or at the company’s request.

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Discrimination and Harassment

Click here to Learn more about Harassment

Click here to Learn more about Discrimination

Harassment

Discrimination

Harassment becomes unlawful when:

1. Enduring the offensive conduct becomes a condition of continued employment, or
2. the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.

Harassment is unwelcome conduct that is based on race, color, religion, sex (including sexual orientation, gender identity, or pregnancy), national origin, older age (beginning at age 40), disability, or genetic information (including family medical history).

Any employment decision made - regardless if it's a decision about a current employee or an applicant - on the basis of race, color, religion, sex, national origin, disability, or age.

In addition to being against the law, discrimination won't be tolerated because it creates a culture of fear, minimizes creative thinking, and ultimately harms our ability to succeed as a company. While HR will provide more indepth training on an annual basis, let's take a moment to define discrimination and harassment.

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Equal Opportunity Employer

We are proud to be an equal opportunity employer, which means that our employment decisions are made based on your skills, experience, and capabilities. We will not use any of the following criteria to make any employment or hiring decisions:

Click Here to Read More

• race
• gender
• age
• sexual orientation
• gender identity
• pregnancy status
• religion
• national origin
• disability
• or any other personal, physical, mental, or sensory traits

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Domestic Violence, Sexual Assault, and Stalking

Click Here for Sexual Assault Support/Resources

Click Here for Stalking Support/Resources

Click Here for Domestic Violence Support/Resources

In addition to providing reasonable accommodations, we will provide Coaches with additional training and guidance on how to recognize and support team members who may be experiencing, or have disclosed that they are experiencing, domestic violence, sexual assault, or stalking.

To best protect victim/survivors of domestic violence, sexual violence, and stalking, we provide reasonable accommodations to individuals, providing they are requested. A reasonable accommodation might include:

• Taking your name off our website
• Changing your scope of work temporarily to allow you additional time to heal or handle personal logistics.
• Blocking specific email addresses
• Masking your entire email address
• Allowing an adjustment to email signature blocks
• Issuing a new company phone number

Domestic violence, sexual violence, and stalking have no economic, social, or cultural barriers, and they affect people of all ages, races, and genders. We protect victim/survivors of domestic violence, sexual assault, and stalking and strictly prohibit any individual from engaging in such behaviors on company time or while using company property.

Drugs and Alcohol

Click Here for Addiction Support/Resources

Team Members who have drug or alcohol dependency problems are strongly encouraged to connect with HR before their dependency impacts their performance. The company reserves the right to engage in drug and alcohol testing after a safety incident, providing doing so is allowed under state and federal law.

• Manufacturing, distributing, possessing, selling, exchanging, transferring, or purchasing illegal drugs, drug paraphernalia, or controlled substances.

• Being under the influence of any drug except those prescribed to you by a physician and whose side effects to not impair cognitive or behavioral abilities.
• Drinking to excess, which is the point at which behavioral and cognitive abilities are noticeably diminished.

In addition to posing serious health risks, abusing drugs and alcohol can impede an individual's ability to fulfill their position and represent the company in a positive light. Therefore, we strictly prohibit any of the following to occur on company property, when using company property, or on company time.

Retaliation

This policy does not apply to individuals who:

• Report violations in bad-faith (e.g. submitting intentionally false information), which is against policy and therefore subject to disciplinary action.
• Provide intentionally misleading information during the course of an investigation.
• Would otherwise face disciplinary action or termination of employment due to performance concerns or layoff

• Asking questions
• Submitting a report in good-faith (e.g., you believe what you are sharing is true)
• Participating in an investigation
• Contacting a regulatory or law enforcement agency
• Refusing to participate in wrongful acts
• Engaging in any other protected activity such as taking protected time off.

As such, no individual will be demoted, suspended, terminated, harassed, bullied, or otherwise retaliated against for:

We're committed to maintaining work environment where individuals free free to report policy violations, including incidents of discrimination, harassment, stalking, and other egregious acts committed by other members of the team without fear of retaliation. While the forms of retaliation can vary, we consider retaliatory actions to include anything that causes another individual to feel that their position, or their person, is at risk because they have formally or informally reported a violation or concern or refused to engage in any activity that violates the law.

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Gifts and Kickbacks

Gifts

KickBacks

Kickbacks are intended to improperly influence business decisions. They are often disguised as gifts. It is strictly forbidden to receive, request, or offer a kickback of any kind. Any potential or actual kickbacks must be reported to Carrick immediately. You will lose your job and contract if you fail to do so. Regulatory authorities may also be notified of the incidence of kickbacks.

No team member or contract may solicit, accept, or offer favors, gifts, fees, or entertainment directly or indirectly from a member, vendor or prospective vendor, client or prospective client. Accepting modest entertainment like food or drinks at conferences sponsored by industry, technical, professional, or educational associations aren't considered gifts, and neither are promotional products offered by vendors.

Reporting and Investigation Process

Reporting Violations

• Click the icon on the left to submit an annonymous report.
• This is also available on Microsoft Teams.

• Chelsi Blackmon, Director of HR
• Scott Byrne, President

We are all responsible for reporting violations of our policies, which include incidents of discrimination and harassment. To report incidents of discrimination or harassment, or any other policy, please connect with one of the following individuals.

Though every investigation won't follow the exact same path, the goal of every investigation is the same:

1. Understand the nature of the initial report.
2. Assess the validity of the report.
3. Determine what actions must be taken.
4. Take action.

Investigation Process

When necessary, the investigation may be turned over completely to external parties. This will happen if, for example, the individuals accused of wrongdoing include the Director of HR, President/COO, and/or the CEO.

Generally speaking, HR will lead investigations along with, when appropriate, outside council. Individuals who are contacted as part of the investigation process are strongly encouraged to participate. Reports of suspected improper or wrongful activity will be treated confidentially to the extent possible.

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Legal Notices

All required employment posters are available electronically. To access them, go to the 'All-Staff' Microsoft Teams channel and open the 'Employment Posters' folder.

Employment Posters

All team members must be legally authorized to work in the United States. All team members must complete their federal Employment Eligibility Verification Form (I-9) within three days of hire and will be entered into the federal E-Verify system. If a team member cannot provide acceptable documentation within that timeframe, their employment will be suspended or terminated. If a team member submits false documentation, their employment will be terminated and we will report the individual to Immigration and Customs Enforcement (ICE) or the Department of Justice.

Verification of Work Authorization

Section 7 of the National Labor Relations Act (the Act) guarantees employees "the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection," as well as the right "to refrain from any or all such activities."

National Labor Relations Act

• We're allowed to terminate anyone's employment with or without notice, provided that the reason for termination doesn't violate discrimination and retaliation laws.
• You have the right to quit without giving notice, no matter what the reason, unless you signed a contract.

We are an at-will employer and nothing in this document nor any other document not authorized by the President or a member of the Board of Directors invalidates our status as an at-will employer and therefore your status as an at-will employee. In simple terms:

At-Will Status

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Final Pay, Benefits, and Expense Reimbursement

Unemployment Benefits

Voluntary Employment Terminations

Involuntary Employment Terminations

References

We're providing information regarding voluntary and involuntary employment terminations, references, and unemployment benefits on this page. Please click any of the buttons below for additional information

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Exiting the Company

Thank you for joining the Blackwell Team. We're delighted to have you with us!

If you have any questions about anything in this guide, or a suggestion about something you think should be in this guide but isn't, please don't hesitate to contact People Engagement.

As we continue to grow and develop as a company, our policies, benefits, and focus may shift. When that happens, this guide will be updated to reflect the current reality of the business.

Final Note

Non-Reimbursable Travel Expenses - Airline club memberships. - Airline upgrades. - Business-class or first-class upgrades. - Childcare, babysitting, house-sitting, or pet-sitting/kennel charges. - Commuting between home and the primary work location. - Costs incurred by Team Member’s failure to cancel travel or hotel reservations in a timely fashion. - Evening or formal wear expenses. - Haircuts and personal grooming. - Laundry and dry cleaning. - Passports, vaccinations, and visas when not required as a specific and necessary condition of the travel assignment. - Personal entertainment expenses, including in-flight movies, headsets, health club facilities, hotel pay-per-view movies, in-theater movies, social activities, and related incidental costs. - Travel accident insurance premiums or purchase of additional travel insurance. - Valet parking. - Other expenses that are not directly related to business travel.

• Submitting expenses for reimbursements.- Team Members who were not added to Expensify must submit expenses to finance@renalogic.com within 30 days of incurring the charges. Their email must include original itemized receipts and a completed expense reimbursement form. - Team Members who were added to Expensify must submit itemized expenses via that platform within 30 days of incurring the charges and must include original receipts.

Airfare- An original itemized airline receipt, e-ticket receipt/statement, or an Internet receipt/statement is required.- The receipt must show the method of payment and indicate the date the payment was made. Any roundtrip flights costing more than $700 require approval from the President or CEO prior to booking. Rail transportation- If rail transportation was not prepaid, an original itemized receipt, original e-ticket receipt/statement, or Internet receipt/statement is required.- The receipt must show the method of payment and indicate that payment was made. Personal Car Travel- A valid driver’s license issued within the United States and personal automobile insurance is required for expenses to be reimbursed. - Team Members should be aware of the extent of coverage (if any) provided by their car insurance company.- Reimbursement for use of a personal automobile is based on our mileage rate. - As of 2023, the rate is $0.655 per mile. However, we ask that Team Members use a Rental Car or other options if that is more economical. Car Rental - Reimbursement for a rental car is authorized only if the rental vehicle is more economical than a train, Lyft, or Uber, or if the destination is not otherwise accessible. Original receipts are required. - Renalogic authorizes reimbursement for the most economic vehicle available. - The rental agreement must clearly show the date and the points of departure/arrival, as well as the total cost. Drivers must adhere to the rental requirements, and restrictions must be followed. Original receipts are required.- Team Members should be aware of the extent of coverage (if any) provided by their automobile insurance company for travel that is business or not personal in nature. - Team Members must fill the gas tank before returning the vehicle to the rental agency to avoid service fees and more expensive fuel rates. Lodging - The cost of overnight lodging (room rate and tax only) will be reimbursed to the Team Member if: - The authorized travel is 45 miles or more from the Team Member’s home or primary worksite; and - The cost of the room, excluding taxes and fees, is less than $200.00 per night, or $275.00 per night in higher-cost areas (e.g., major metropolitan locations). - Exceptions to this restriction may be approved in writing by the VP of Finance. Meals - A max allowance of $75 per day, per person, is reimbursable for travel that is 45 miles or more from the Team Member’s home or primary worksite.- Meals in a Team Member’s home city are generally not reimbursable unless there are extenuating circumstances (e.g., a multi-hour flight delay). - Original itemized receipts are required for all meals. Office Supplies - Office supplies are not eligible for reimbursement unless approved in advance of purchase. Any office expense requests must be submitted to the VP of Finance prior to purchase. Parking - Original receipts are required for parking fees (including airport parking). - The lodging bill can be used as a receipt when charges are included as part of the overnight stay. Tolls - Original receipts are required for tolls totaling $25 or more. Miscellaneous transportation - Original receipts are required for all taxi, bus, subway, metro, ferry, and other modes of transportation.

It is the policy of Blackwell to reimburse staff for reasonable and necessary expenses incurred during approved work-related travel. Authorization and responsibility - Team Members must check that expenses and/or travel arrangements are eligible for reimbursement prior to making any arrangements or incurring any expenses on the company’s behalf. Team Members can’t approve their own travel or reimbursement - All expense reimbursement submissions will be reviewed and approved by the VP of Finance. - If there is reason to believe that the expenditures are excessive or inappropriate, reimbursement for spending may be withheld, and additional disciplinary action may occur. Submitting expenses for reimbursements- Team Members who were not added to Expensify must submit expenses to finance@renalogic.com within 30 days of incurring the charges. Their email must include original itemized receipts and a completed expense reimbursement form. - Team Members who were added to Expensify must submit itemized expenses via that platform within 30 days of incurring the charges and must include original receipts. Personal funds- If a Team Member is not able to afford expenses related to travel, they should immediately connect with their Coach and VP of Finance so that we can make alternative arrangements.- Team Members that use personal funds to pay for work-related travel will not be reimbursed until after the charges are incurred, and only after the proper documentation has been submitted. Exceptions- Exceptions to the policy must be requested in writing and approved by the VP of Finance or the President. Typically, we expect approvals and reviews to be completed within five business days.ReimbursementsRequests for reimbursements of travel-related expenses are submitted via Expensify or, if the Team Member does not have access to Expensify, to the Finance Department at finance@renalogic.com.- All expense reimbursement submissions must be accompanied by an itemized receipt or other supporting documentation. - All expenses should be submitted within 30 days of the expense being incurred.- Expenses not submitted within this time frame may require exception approval from the President. - Reimbursement of travel expenses is based on documentation of reasonable and actual expenses supported by the original, itemized receipts.

• Airfare

• Personal car travel
• Reimbursement at $0.655 per mile
• Car rental
• Only if more economical than using taxi/Uber
• Must be the most economical vehicle available
• Must fill gas tank prior to renturning to the rental agency
• Lodging
• 45 miles or more from home
• Up to $200 per night (up to $275 for higher-cost areas)
• Meals
• 45 miles or more from home
• Up to $75 per day
• Office supplies
• If approved by VP of Finance prior to purchase
• Parking
• Tolls
• Miscellaneous transportation
• Rail, bus, subway, Taxi, Uber, ferry, etc.