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Section 5 employee ethics ppt

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The document discusses ethics, conduct, fraud and abuse reporting for employees. It covers the company's code of ethics, responsibilities under the False Claims Act, and how to report violations. Employees are expected to adhere to high standards of integrity, respect, leadership and professionalism. The Fraud and Ethics Violations Confidential Reporting Hotline allows anonymous reporting of any suspected fraud or ethics violations and will be investigated promptly and impartially. As mandatory reporters, all employees must report any suspected abuse of vulnerable individuals. Supervisors are responsible for ensuring their own conduct and addressing any violations or suspicions.

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Ethics, Conduct, Fraud and Abuse Reporting Universal Employee Handbook Supervisors Overview Section 5 This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
ETHICS MATTER! (Section 5.1) The Code of Ethics is designed to outline behavior that is expected of all employees. Your Responsibility? ≒ Review the specific list in the Employee Handbook carefully to (i) understand the scope of responsibility and (ii) identify where you may need to focus attention and/or provide additional training with staff. ≒ Always look to our Company Values as your litmus test 端錫 Dignity and Respect 端錫 Integrity 端錫 Leadership 端錫 Attitude of Service 端錫 Professional Business Practices Litmus test n Definition: a critical indication of future success or failure. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
FALSE CLAIMS (Section 5.2) The False Claims Act (FCA), also known as the Lincoln Law, imposes liability on persons and companies who defraud governmental programs. Why does it impact us? ≒ Most of our contracts are partially or fully funded through government entities Significance? ≒ If documentation or billing is compromised, this poses a serious risk to the company. Suspicious? ≒ Any suspected violations should be reported to our Hotline. To violate the FCA a person must have submitted, or caused the submission of, the false claim (or made a false statement or record) with knowledge of the falsity. http://www.justice.gov/civil/ docs_forms/CFRAUDS_FCA_Primer.pdf This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
HOTLINE REPORTING (Sections 5.2) The Embassy Hotline No More ≒ Our Hotline has been re-named to the Embassy Fraud and Ethics Violations Confidential Reporting Hotline (just because it rolls off the tongue a bit better). EXTRA, EXTRA, Read All About It! ≒ See the Embassy Reporting Overview in the Resources section of this course for a visual summary to post in place of previous posters. ≒ We are required to keep data on reports of fraud and ethics violations all such reports should be called in to this Hotline. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
KEEPING EMPLOYEES INFORMED (Section 5.2) When not to use the Hotline ≒ Suspected abuse, or complaints: If these situations are reported through the hotline the information received will be provided to the appropriate supervisor. A report has been called into the Hotline. Whos got the ball? What happens next? ≒ The Hotline is monitored by the Chief Compliance Officer. ≒ A prompt, impartial investigation will be conducted and action taken. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
MANDATED REPORTING (Section 5.3) The Importance: Keeping our Supported Individuals Safe ≒ Mandatory reporting of suspected abuse, neglect, or exploitation of vulnerable individuals is a requirement under most of our services. ≒ We expect all supervisors to follow the established reporting guidelines for outside entities, and to promptly respond to and take all reports seriously. ≒ All employees are considered Mandatory Reporters. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
DOING YOUR PART (Section 5.3) The Role of a Supervisor ≒ You are a role model and a leader. Ensure your behavior is always in line with company policies. ≒ Promptly address any violations. ≒ Promptly, and impartially, investigate suspicions. In doubt? Always file a report! ≒ If uncomfortable with something you see, hear, or are asked to do; consult with your supervisor, HR Partner, or call the reporting Hotline. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.

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Section 5 employee ethics ppt

  • 1. Ethics, Conduct, Fraud and Abuse Reporting Universal Employee Handbook Supervisors Overview Section 5 This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
  • 2. ETHICS MATTER! (Section 5.1) The Code of Ethics is designed to outline behavior that is expected of all employees. Your Responsibility? ≒ Review the specific list in the Employee Handbook carefully to (i) understand the scope of responsibility and (ii) identify where you may need to focus attention and/or provide additional training with staff. ≒ Always look to our Company Values as your litmus test 端錫 Dignity and Respect 端錫 Integrity 端錫 Leadership 端錫 Attitude of Service 端錫 Professional Business Practices Litmus test n Definition: a critical indication of future success or failure. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
  • 3. FALSE CLAIMS (Section 5.2) The False Claims Act (FCA), also known as the Lincoln Law, imposes liability on persons and companies who defraud governmental programs. Why does it impact us? ≒ Most of our contracts are partially or fully funded through government entities Significance? ≒ If documentation or billing is compromised, this poses a serious risk to the company. Suspicious? ≒ Any suspected violations should be reported to our Hotline. To violate the FCA a person must have submitted, or caused the submission of, the false claim (or made a false statement or record) with knowledge of the falsity. http://www.justice.gov/civil/ docs_forms/CFRAUDS_FCA_Primer.pdf This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
  • 4. HOTLINE REPORTING (Sections 5.2) The Embassy Hotline No More ≒ Our Hotline has been re-named to the Embassy Fraud and Ethics Violations Confidential Reporting Hotline (just because it rolls off the tongue a bit better). EXTRA, EXTRA, Read All About It! ≒ See the Embassy Reporting Overview in the Resources section of this course for a visual summary to post in place of previous posters. ≒ We are required to keep data on reports of fraud and ethics violations all such reports should be called in to this Hotline. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
  • 5. KEEPING EMPLOYEES INFORMED (Section 5.2) When not to use the Hotline ≒ Suspected abuse, or complaints: If these situations are reported through the hotline the information received will be provided to the appropriate supervisor. A report has been called into the Hotline. Whos got the ball? What happens next? ≒ The Hotline is monitored by the Chief Compliance Officer. ≒ A prompt, impartial investigation will be conducted and action taken. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
  • 6. MANDATED REPORTING (Section 5.3) The Importance: Keeping our Supported Individuals Safe ≒ Mandatory reporting of suspected abuse, neglect, or exploitation of vulnerable individuals is a requirement under most of our services. ≒ We expect all supervisors to follow the established reporting guidelines for outside entities, and to promptly respond to and take all reports seriously. ≒ All employees are considered Mandatory Reporters. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
  • 7. DOING YOUR PART (Section 5.3) The Role of a Supervisor ≒ You are a role model and a leader. Ensure your behavior is always in line with company policies. ≒ Promptly address any violations. ≒ Promptly, and impartially, investigate suspicions. In doubt? Always file a report! ≒ If uncomfortable with something you see, hear, or are asked to do; consult with your supervisor, HR Partner, or call the reporting Hotline. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.