CODE OF CONDUCT
RHA’s Corporate Compliance Program
Our Commitment
RHA is guided by a strong commitment to our mission, vision, and values, which include a commitment to accountability and ethics. Our compliance program is designed to help fulfill this commitment.
The cornerstone of RHA’s Corporate Compliance Program is our Code of Conduct, which outlines key expectations that every employee must follow every day.
The Code serves to guide each of us as we face complex professional, ethical, and legal decision-making. We must be assured that each decision, policy, and procedure, whether it is clinical or business-related, is developed with absolute integrity and honesty
As part of the Corporate Compliance Program, you will receive training on how our program operates and how you play a key role as an important team member in ensuring sound and ethical conduct
If you have a question regarding the Code of Conduct or how it may apply to a particular situation, as a starting point, you should first contact your supervisor and use your local chain of responsibility. Should you ever encounter a situation that concerns you and you feel uncomfortable reporting it to your supervisor, o encourage you to use our Ethics & Compliance
We are all responsible for upholding the outstanding reputation of RHA and honoring the trust our communities have placed in us We appreciate your commitment to holding yourself and others accountable for maintaining high standards of conduct and compliance in all we do
. Mickey Atkins Chief Executive Officer
RHA’s Mission Statement:
To provide a safe and healthy environment while creating opportunities for personal outcomes.
Quality Service
Code of Conduct Standard
Key Statement
RHA will deliver appropriate and effective supports and services.
Guiding Principles
Supports and services must be appropriate and designed to meet the intended outcomes of each person’s treatment plan
Treatment plans are developed based on each person’s definition of quality life, desired personal outcomes, and the service definition for each type of service. Services must always be provided with sensitivity, respect, and professionalism
Our focus is on establishing clear expectations for interactions between our team and the individuals we serve.
Employees are dedicated to using evidence-backed methods for delivering support and services, all while maintaining a focus on cost-effectiveness.
RHA employees are required to observe all applicable standards of professional practice throughout all RHA programs
Ask yourself
Ask Yourself: Did I provide excellent support today to people consistent with their desired individual goals and outcomes?
Did I provide excellent support today to the people I served consistent with their desired individual goals and outcomes?
Fair Treatment of Employees
Code of Conduct Standard
Key Statement
RHA is dedicated to cultivating a workplace environment that upholds the rights, dignity, and cultural diversity of its employees
Guiding Principles
It is everyone’s responsibility to create and maintain a work environment in which employees are treated with respect, diversity is valued, and opportunities for development are provided.
We hire, train, promote, and compensate employees without regard for race, color, sex, religion, gender, national origin, age, marital status, gender identity, sexual orientation, disability, veteran status, or other classification protected by law.
We maintain an environment free of harassment, discrimination, retaliation and hostility.
Ask yourself
Am I careful not to let differences and beliefs affect the work environment? Did I treat others the way I wish to be treated?
Improper Use of Funds
Code of Conduct Standard
Key Statement
Guiding Principles
Ask yourself
If I take a person served shopping for new clothes, did I make certain to log the expense and turn in the receipt?
Protecting Property, Assets, and Information
Code of Conduct Standard
Key Statement
All personal property of persons supported, visitors, employees, and property owned by the company should be properly cared for and safeguarded. Company property should be used for business purposes only
Guiding Principles
RHA will make every effort to protect the personal possessions of people receiving services from theft, damage, destruction, and loss.
Company property is authorized for RHA business use only and not for personal purposes This includes office equipment, computers, print materials, digital marketing collateral, software, supplies, records, personnel information, and company data and reports.
Ask yourself
o the people I idual goals and Did I refrain from using RHA business supplies and equipment for personal use? Did I accurately report my time at work?
Conflict of Interest
Code of Conduct Standard
Key Statement
All employees must avoid a conflict of interest, the appearance of a conflict of interest, or a conflict of commitment.
Guiding Principles
A conflict of interest occurs if an outside interest or activity may influence or appear to influence your ability to exercise objectivity or meet your job responsibilities at RHA. A conflict of commitment occurs when an employee engages in an outside professional activity, paid or unpaid, that involves a commitment of time that may interfere, or appear to interfere, with the fulfillment of the employee's obligations.
Unless otherwise permitted by policy, RHA employees should not accept or give any type of gift (cash, gift card, etc) to or from a person supported or any member of their family.
yourself
Did I disclose any business relationship that may be a conflict of interest or commitment to my supervisor prior to entering into any agreement? Did I ensure that my relationship with a vendor does not influence my choice to use that vendor?
Billing Practices
Code of Conduct Standard
Key Statement
RHA employees are responsible for ensuring that documentation for services is accurate and supports the services provided.
Federal and State laws, MCOs, and LMEs prohibit all employees from making or submitting a false or improper claim for payment.
Guiding Principles
RHA will only bill for services after they have been rendered and appropriately documented All billing must comply with state and federal payer requirements and conform with all applicable contracts and agreements.
Services will be provided based on accurate and appropriate assessment and medical necessity of the person supported
Billing and cost report data must be collected, submitted, and retained as defined by law and RHA policies. Policies and procedures have been developed, approved by management, appropriately updated, and made available to all employees involved in the billing process.
Employees who suspect improper billing or documentation are required to immediately alert their supervisor or a higher-level manager or call the Ethics and Compliance Helpline
Ask Yourself:
Ask yourself
Did I provide excellent support today to the people I served consistent with their desired individual goals and outcomes?
Do I have the appropriate documentation to support billing and submit the claim for this service? If I am ever asked to process a claim that is different than policy, did I request clarification to avoid improper billing?
Ethical Business Practices
Code of Conduct Standard
Key Statement
Employees are responsible for acting honestly and with integrity, following the rules, understanding the difference between right and wrong, and choosing to do the right thing.
Guiding Principles
To ensure compliance with state and federal laws and to prevent and monitor fraud, waste, and abuse, RHA routinely audits services for regulatory compliance and quality
We are all responsible for acting in an ethical and honest manner. All employees must consider the following:
In all things, follow our Vision, Core Values, and Code of Conduct. Employees should have a basic understanding of the rules and follow them.
Know what to do when help is needed to determine if there is a problem
Report any known or suspected violations of the Code of Conduct, laws, or regulations.
Acting with integrity is the res regardless of their work locati Did I provide excellen served consistent with o Ask Yourself: Is this action consistent with RHA policy? Did I treat persons supported with dignity and respect?
Ask yourself
Confidentiality
Code of Conduct Standard
Key Statement
RHA safeguards confidential information, including details concerning the individuals we support Information may be disclosed and shared for purposes related to individual treatment, daily operations, and payment for services rendered or when other appropriate permissions are obtained.
Guiding Principles
We should never disclose confidential information to any unauthorized person or entity. Additionally, taking pictures, texting, and sharing photographs of individuals receiving services on websites or social media platforms is prohibited and subject to corrective action, up to and including termination.
We respect and maintain the confidentiality of employees and people we support. Some examples include:
Person-supported records (identity, diagnosis, treatment, treatment plan, services provided, financial, psychosocial, and other personal or family information).
Employee-related information such as social security numbers, birth dates, and medical information.
Financial, marketing, planning, and other types of business-related information.
Ask yourself
Ask Yourself: Am I careful not to leave individual files, reports, or other information in areas that can be viewed by others who do not have a need to see it? Did I keep my computer passwords confidential?
RHA has implemented policies and procedures that help guide employees on the appropriate uses and disclosures of protected health information The confidentiality of Alcohol and Drug abuse is further protected under 42 CFR, Part 2, and applicable state laws. Did I provide excellent support today to the people I served consistent with their desired individual goals and outcomes?
Getting Help
What to do when you believe there may be a problem?
Whenever possible, you are encouraged to resolve issues by contacting your Supervisor, Home Manager, or the Administrator/Director If you are uncomfortable using this approach or wish to remain anonymous, the Ethics & Compliance Helpline is available 24/7.
Every compliance concern brought to RHA’s attention will be promptly and thoroughly evaluated and investigated for proper resolution.
It is against RHA policy to retaliate against any individual who makes a good-faith report. Any individual who engages in retaliation or retribution is subject to discipline up to and including termination.
or
