Eden II has established a Corporate Compliance Plan which consists of the following key elements:
Eden II requires that employees comply with all policies and procedures outlined in the Eden II Corporate Compliance Plan and Code of Conduct. Employees must also adhere to all applicable federal, state, and local laws, rules, regulations, and professional guidelines. Violation of these policies, laws, and regulations may result in corrective action up to and including termination of employment and referral to legal authorities.
Employees and those acting on behalf of Eden II are required to disclose any actual or potential conflicts of interest and seek guidance on how to handle such situations. A conflict of interest is any situation in which financial or other personal considerations may compromise or appear to compromise: (1) the professional judgment of any employee or other party engaged by Eden II; (2) the delivery of service; or, (3) the ability of an employee to do his or her job. An actual or potential conflict of interest occurs when an individual is in a position to influence a decision that may result in a personal gain for that person at the expense of the best interest of Eden II and/or the participants and families served by Eden II. Employees are expected to use professional judgment and act in an honest and ethical manner both professionally and personally.
Eden II employees may not accept significant gifts and gratuities from outside entities (families, vendors, etc), although small, inexpensive tokens of appreciation are permitted. Business dealings with outside entities should not result in unusual gain for either any involved party. “Unusual gain” refers to bribes, special fringe benefits, unusual price breaks, and other windfalls designed to ultimately benefit the employer, the employee, or both.
Eden II materials, products, designs, plans, ideas, and data are the property of Eden II and should never be given to an outside firm or individual except through normal established standard protocols with appropriate prior authorization. Any improper transfer of material or disclosure of information, even though it may not be apparent that an employee has personally gained by such action, is prohibited.
All employees, including supervisors and managers, are responsible for reporting misconduct, including actual or potential violations of law, regulation, policies and procedures, problems and concerns regarding questionable service provision, documentation, accounting, internal accounting controls, or auditing matters. Failure to report a known violation may result in appropriate disciplinary action up to and including termination.
Anyone with knowledge of a potential violation of law, regulation, policy or procedures has an affirmative duty to report that information. A telephone compliance hotline, (877) 767-7781, has been set up so that employees who wish to do so can anonymously report problems, violations, and concerns or seek clarification of compliance related issues. Callers will have their confidentiality protected to the fullest extent of the law. No attempt will be made to identify a caller who requests anonymity. Any violation of this policy may result in sanctions and penalties. Determinations as to the limit of confidentiality under the law will be made in consultation with legal counsel.
The compliance hotline is accessible 24 hours a day, 365 days a year. Employees may also call, e-mail, or approach the Compliance Officer, Shirley Dunn, at any time. Shirley Dunn is located at 150 Granite Avenue, SI, NY, 10303, ext 178 and can also be contacted at firstname.lastname@example.org .
Employees cannot exempt themselves from the consequences of their own misconduct by reporting the issue, although self-reporting may be taken into account in determining the appropriate course of action. Knowledge of actual or potential wrong-doing, misconduct, or violations must be immediately reported to management, the Compliance Officer, or the hotline.
Supervisors, managers and other employees are prohibited from engaging in retaliation, retribution or any form of harassment against an employee for reporting a compliance related concern. Any supervisor, manager or employee who conducts or condones retribution, retaliation or harassment in any way will be subject to discipline, up to and including termination.
Eden II prohibits the termination, threatening, or otherwise harming of any person on the basis of the employee’s reporting a problem or his or her participation in an investigation of violations. People who bring organizational problems or criminal conduct to their supervisors, administrators, or the Compliance Officer are entitled to protections and remedies.
Failure to comply with the policies and procedures outlined in the Eden II Compliance Plan and Code of Conduct may result in corrective action up to and including termination of employment and referral to legal authorities.