Talking about pay and working conditions
You can discuss your pay, your schedule, your caseload, and your working conditions with coworkers, and you can raise those concerns together or on your own, with the practice or with outside agencies. That is protected by Section 7 of the National Labor Relations Act, and it applies whether or not a workplace has a union. Nothing in the code of conduct, the social media policy, the confidentiality rules, or any other page restricts it. What those pages do restrict is client information. Client privacy is a legal duty that sits alongside your rights, not against them. You can say “I’m at 20 sessions a week and I think the bonus tier is unfair.” You can’t say who those sessions were with.Your life outside work
Utah law (Utah Code § 34A-5-112) protects lawful religious, political, and personal expression outside of work. The practice doesn’t police your off-duty life. The limits are the ones every clinician already carries: don’t identify clients, don’t create dual relationships, and don’t say things in public that would make a reasonable client doubt you can keep their confidence. See Professional boundaries and Social media.Your personal accounts
The practice will never ask for the username or password to a personal social media, email, or other online account (Utah Internet Employment Privacy Act, Utah Code § 34-48-201), and won’t require you to add anyone from the practice to your personal accounts.Your personal information
Before a job offer, the practice does not ask for your Social Security number, date of birth, or driver license number, except at the point it runs a background check you’ve authorized (Utah Employment Selection Procedures Act, Utah Code § 34-46-201). After an offer, those details go into Gusto and the I-9 process only.A firearm in your vehicle
Utah law (Utah Code § 34-45-103) allows you to keep a lawfully possessed firearm locked in your own vehicle in the parking area, out of plain view, and the practice does not prohibit that. Firearms are not permitted inside the office. See Workplace violence and threats.Lie detectors
Federal law prohibits the practice from asking you to take a polygraph or similar test, and we never will (Employee Polygraph Protection Act).Pay transparency and notice
Utah law (Utah Code § 34-28-4) requires that you be told your rate of pay and payday when you’re hired, and that you get notice before either changes. The practice does both in writing. See Pay and payroll.No non-compete
Utah law bans non-compete agreements for healthcare workers, including social workers and mental health therapists. The practice imposes none. See What survives employment.Reporting concerns
You can report a safety hazard, a wage problem, discrimination, a privacy violation, or suspected fraud to the practice or to the relevant agency, and the practice won’t retaliate. The agencies and how to reach them are on Who to contact. See also Anti-harassment, discrimination, and retaliation and Breach and incident reporting.Required postings
The notices the law requires the practice to post, and where they are, are listed on Required postings.Why. A handbook that protects clients has to say a lot about confidentiality and conduct. This page exists so those rules can’t be read as a muzzle on the things the law says you’re free to do.