1 Ohio Medical Transportation, Inc. the code of conduct: supporting right relationships Do those served grow as persons? Do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants? Robert K. Greenleaf
2 Table of Contents 1 Message from Rod Crane, President/CEO... 3 Why the Code of Conduct is Important... 4 Code of Conduct: Supporting Right Relationships... 6 My Relationships with Patients, Their Families and the Customers We Serve... 8 My Relationships with My Co-Workers and Others Who Serve with Me My Relationships with Vendors, Business Partners, and Competitors My Relationships with the Government and Other Payers My Relationship with MedFlight Where to Find Help Resources Acknowledgement and Certification... 20
3 2 Mission To care for and transport the critically ill and injured. Vision MedFlight will be a premier provider of critical care transportation. Our Patients-First Values Safety Integrity Excellence Accountability
4 A Message from Rod Crane, President and CEO 3 MedFlight is a Patients-First organization based on our values of Safety, Integrity, Excellence, and Accountability. These values and our mission to care for and transport the critically ill and injured serve as a compass to guide our organization. We understand that working in the medical transport industry is extremely challenging, and sometimes the right course of action can be unclear. Our Code of Conduct is intended to help you respond to common questions and issues you may encounter in your daily work. Our Code of Conduct is designed to help support right relationships: relationships with patients and referring agencies; relationships with our co-workers and business partners; relationships with the government and others who pay for the medical services we provide, and relationships within MedFlight. Our Code of Conduct describes the behaviors and conduct expected of all MedFlight partners, contract workers, executives, board members, business partners, vendors, and others acting on MedFlight s behalf. To further apply our Code of Conduct to common situations encountered in the workplace, we have included sample questions along with answers. Please review and become familiar with our Code of Conduct, particularly those areas that apply to your everyday work activities. When faced with a difficult decision or uncertainty, you should ask questions and seek guidance from your supervisor or other appropriate resource. Most importantly, you are responsible for speaking up about behaviors or actions that may be inconsistent with our Code of Conduct. If you have a question or concern that is not specifically addressed by our Code of Conduct, please consult one of the many resources listed in the Where to Find Help section on page 18. As stewards of resources shared by The Ohio State University Medical Center, OhioHealth and Akron General Medical Center, we are expected to represent them through our competence as care givers, through our ethical business practices and our consistent reputation as a premier provider of critical care transportation in Ohio and the United States. Non-Retaliation Policy MedFlight policy prohibits any form of retaliation or intimidation against MedFlight partners for good-faith reporting of harassment, a policy violation, a compliance concern, or for the good-faith participation in any investigation or other proceeding related to such a report, even if MedFlight ultimately concludes that there was no violation. Any acts or believed acts of retaliation should be reported to the partner s direct supervisor, to any member of management, or to any member of the Human Resources Department. Violations could result in disciplinary action, up to and including termination of employment, or termination of business relationships, as applicable in accordance with MedFlight s policies. Thank you for your commitment to provide high-quality, safe, and effective services to the patients and communities we serve. Rod Crane President and CEO
5 4 MedFlight s Code of Conduct provides guidance to all MedFlight partners and others acting on MedFlight s behalf. MedFlight and each of us as individuals are held accountable for our behaviors and actions. In addition to supporting our mission, vision and values, the Code of Conduct also assists in ensuring that our actions and behaviors are consistent with the numerous legal, ethical and professional obligations that apply to our organization. Actions and behaviors that are inconsistent with the Code of Conduct can significantly harm relationships with patients, communities, business partners and others we rely upon to assist us in the delivery of our services. Individuals will be held accountable for actions and behaviors inconsistent with the Code of Conduct. Violations could result in disciplinary action, up to and including termination of employment, or termination of business relationships, as applicable, in accordance with MedFlight s policies. Why the Code of Conduct is Important Our Responsibilities The Code of Conduct applies to all MedFlight partners, contract workers, executives, board members, business partners, vendors, and others working on MedFlight s behalf. You are accountable to: Review and follow the Code of Conduct, the policies outlined in the Partner Manual, and all Standard Operating Policies, paying particular attention to those areas that apply to your everyday work activities. Ask questions when you are uncertain what to do or to speak up when you are concerned about behavior that is inconsistent with the Code of Conduct. See Page 18, Where to Find Help, for a listing of resources available to answer questions. Support and promote our policy of non-retaliation for anyone who raises issues and concerns in good faith. Learn and follow applicable laws and regulations that affect business activities. See page 14 for further information. Serve as a role model for our mission and values by carrying-out your responsibilities with the highest degree of personal integrity. Understand and embrace the models of Servant Leadership and Just Culture that promote trust, open communication, and respect. Encourage others to raise issues and concerns so they can be appropriately addressed.
6 Servant Leadership Servant leadership is a lifelong journey that includes the discovery of one s self, the desire to serve others and a commitment to lead. Kevin Redd Every leader brings to the job a background of education, a history of being tutored by parents, coaches and supervisors and a sense of personal development aspiration. It was in my discovery of the Servant Leadership movement in 2006 that led me to realize that my 40-plus years of leadership experience could be passed on to the next generation of leaders through the adoption of Robert Greenleaf s thesis: the best leaders are first the best servants to the people they lead. At MedFlight we practice Servant Leadership. In order for our patient care teams to function at their highest levels of service for their patients, they must have an awareness that the people they report to respect and care for them as people not just see them as employees. Likewise, in order for support staff to realize their greatest levels of fulfillment in their work they must experience care and support from their direct supervisor and from their peers. This is the essence of a Servant Leadership culture as described by Greenleaf: do those served grow as persons; do they while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants? Rod Crane Good leaders must first become good servants. Robert K. Greenleaf What is a Just Culture? It refers to a way of thinking that promotes a questioning attitude, is resistant to complacency, is committed to excellence, and fosters both personal accountability and corporate self-regulation. It is an atmosphere of trust in which people are encouraged (even rewarded) for providing essential event-related information, but in which they are also clear about where the line must be drawn between acceptable and unacceptable behavior. What are the Benefits of a Just Culture for MedFlight? A Just Culture will lead to more reporting and feedback using such tools as unusual occurrence and MedDebrief reporting. We will be able to identify trends that will provide opportunities to address latent conditions/risks. Just Culture builds trust and enhances accountability. Just Culture clearly establishes acceptable versus unacceptable behavior. If done properly in a collaborative environment, Just Culture makes all MedFlight partners responsible and accountable for such things as morale, commitment, job satisfaction and the will to do that little extra. This contact, as well as the resulting common understanding of where the lines are drawn for punitive actions, enhances the trust that is at the core of developing a Just Culture. Just Culture develops a more effective safety and operational management system. It is expected that a Just Culture will enhance MedFlight s effectiveness by clearly defining a partner s job performance expectations, establishing clear consequences for deviation from Standard Operating Policies (SOPs) and promote the continuous review of SOPs. 5
7 6 the code of conduct: supporting right relationships
8 7 Virtually everything we do at MedFlight is dependent on maintaining right relationships. We have relationships with our patients, their families and the customers we serve, relationships with MedFlight partners and others who serve with us, and relationships with vendors, business partners, payers, competitors and others involved in our delivery of health care services. Right relationships are essential to fulfilling our mission and achieving our vision. MedFlight is committed to ethical conduct that supports right relationships. The Code of Conduct further describes this commitment using common examples often encountered in the workplace.
9 8 MedFlight exists to provide patients with access to safe, high-quality and timely transport from their location to an appropriate level medical center. Our Patients-First values require us to always consider the patient s care as our primary concern. To successfully fulfill our commitment to patients, all partners at MedFlight must know and understand our internal and external customer needs and requirements. My Relationships with Patients, Their Families and the Customers We Serve What is Expected of Me? Maintain mission readiness: be prepared for timely response to all mission requests. Deliver services with compassion, dignity and respect for everyone in your care, including their family members and other representatives. Maintain a positive, courteous and customer-service oriented attitude and approach to those you serve. Speak kindly and patiently to patients, their families and others. Act in the best interests of patients and others you serve. Respond to requests for information, input or assistance from customers, patients, family members and other representatives in a timely and supportive manner. Incorporate MedFlight s Safety Management System, Quality Management System and all Standard Operating Policies into your actions to ensure a safe transport environment and quality patient care. Involve customers, patients, their family members and representatives in care decision-making, including respecting patient and family preference, when appropriate. Maintain complete, timely and accurate patient care records. Provide post-transport communication to the referring customer. Protect the privacy and confidentiality of all medical and other information of those in your care. Frequently Asked Questions Q: What should I do if I receive calls from a patient or patient s family wanting copies of their patient care record? A: Patients are entitled to receive copies of all or a part of their patient care record in accordance with MedFlight s policies, and federal and state laws. All requests for copies should be referred to MedFlight s Medical Records Clerk (SOP HIPAA Policy on Patient Authorization to Release Medical Information and Consent for Release of Medical Records Form). Q: A sheriff appeared at the base with a subpoena for a patient s medical record. What should I do? A: Refer all subpoena or other external requests for medical records to the Medical Records Clerk. Q: One of my co-workers asked me if I transported their neighbor who was in a serious motor vehicle accident. He wanted to know what was wrong with his neighbor and how extensive his injuries were. A: A major goal of the HIPAA Privacy Rule is to assure that individuals health information is properly protected. The fundamental principle is that all partners need to be sensitive about the importance of maintaining the confidence and security of all material we create or use that contains patient care information. Co-workers should not have access to information that is not necessary for them to complete their job.
10 Health Insurance Portability and Accountability Act (HIPAA): HIPAA is a federal law that requires health care providers and other covered entities to protect the privacy and security of patient health information, and provides patients certain specific rights related to their health information. You should be familiar with MedFlight s policies to protect the privacy and security of health information. Please contact the Privacy Officer (MedFlight s Risk Manager) if you have questions or need further guidance related to HIPAA. All MedFlight partners are required to complete annual HIPAA education via MedFlight s online learning management system (HealthStream). What is a Quality Management System (QMS)? It is a set of objectives and processes of an organization designed to focus the organization toward quality and customer satisfaction. MedFlight is committed to a Quality Management System. We will create and sustain a quality performance culture by using the Baldrige National Quality Program for Excellence. Leaders within MedFlight will demonstrate their commitment to quality performance by holding each other and all partners accountable for excellent performance. What is a Safety Management System (SMS)? It is a pro-active integrated approach to safety management and defines the policies that govern the safe operation of our company. MedFlight s commitment to a corporate safety culture is defined in the Safety Mission Statement: To foster our development of structured business plans to ensure safety, to manage risk, to reduce accidents and safety significant events, while increasing our operational efficiency. The MedFlight Safety Management Plan is made up of four processes which include: Risk Management safety Policy Safety Promotion Safety Assurance The processes in place will not work without the active involvement of all leadership and partners, who, through planning and review, must continue to drive efforts for continuing improvement in safety and safety performance. This is considered a top-down, bottom-up system. 9 The pillars of the Baldrige National Quality Program Criteria for Performance Excellence: Leadership Strategic Planning Customer Focus Measurement, Analysis and Knowledge Management Workforce Focus Process Management Results
11 10 The delivery of high-quality, effective patient care requires teamwork and accountability among all individuals involved. Data shows that the work environment has a direct effect on the quality and safety of care delivered. Trust and respect are important factors toward ensuring that all MedFlight partners utilize their talents, perspectives and ideas to the best of their abilities. At MedFlight, everyone is expected to treat others as they would like to be treated. My Relationships with My Co-Workers and Others Who Serve with Me What is Expected of Me? Treat others with honesty, dignity, fairness and respect. Maintain a positive, courteous and customer-service oriented attitude and approach. Speak kindly and patiently to your co-workers and others who serve with you. Commit to working with others in a supportive, team environment. Support co-workers in providing excellent care and services by responding to requests for information, input or assistance in a timely manner. Communicate with others in a clear, open and honest manner. Attempt to address any differences you have with co-workers directly with the individuals involved. Respect the individual privacy of co-workers and others. Model your workplace behavior on the Code of Conduct, Partner Manual, and Standard Operating Policies. Use CRM (crew resource management), TEM (threat & error management) and hold others accountable as well. Professionally call out peers for safety violations or behaviors inconsistent with MedFlight s Safety Management System. Support new MedFlight partners during their orientation process by ensuring they receive every opportunity to be successful in their new role. Adapt to and support organizational change. Respect the diversity of others, including age, sex, color, race, national origin, ancestry, religion, military or veteran status, sexual orientation, and disability. Abstain from unwelcomed physical contact with co-workers and others who serve with you. Report harassment, intimidation, disruptive behavior, or violence of any kind that you witness in the workplace. See page 18, Where to Find Help, for a list of resources.
12 Frequently Asked Questions 11 Q: I know of a partner who is offended by the language and inappropriate humor one of his co-workers uses when on-duty. What should I advise the partner to do? A: You should advise the partner to speak directly to their co-worker about their concerns. If the partner is not comfortable speaking directly to their co-worker or does not get a resolution, they should report the matter to their direct supervisor or a member of Human Resources. Q: I have two partners on my team that don t seem to get along. One of these partners reported to me that her coworker often publicly criticizes her job performance and skill level, raises his voice (practically screaming) at her in front of patients and believes that he is spreading vicious rumors about her to other peers. Is this just a personality conflict that they need to resolve? A: The reported behavior should be taken seriously and could be considered workplace bullying if it is actually occurring. As their supervisor, you need to investigate and discuss the situation with Human Resources. If these behaviors are occurring, they must be stopped immediately. Any partner participating in bullying behavior would be subject to disciplinary action. Q: I have been asked to precept a new partner. Will I be held accountable if he does not successfully complete his orientation? A: You cannot be held accountable for the actual performance of another partner. However, you would be held accountable of ensuring that the new partner was given every opportunity to be successful. If you perform your preceptor role to the best of your ability by offering educational opportunities, working with the new partner on any identified weaknesses, reviewing equipment and policies and offering/documenting constructive feedback you will have performed your role successfully. accountability MedDebrief MedDebrief is MedFlight s event reporting system designed for MedFlight partners to document events and nearmisses related to key segments of a transport mission: Clinical Operational Safety Miscellaneous Infection Control Only a life lived for others is a life worthwhile. Albert Einstein Designed by the MedFlight Information Services team, it is available to all clinical partners via the MedFlight Intranet.
13 12 MedFlight partners and other individuals working on behalf of MedFlight have a duty to act in the best interest of the organization. This means avoiding situations where relationships with vendors, competitors or other business partners could appear to influence decisions you make involving MedFlight. Executives, as well as board members, must be particularly sensitive to actual or potential conflicts of interest. As a tax-exempt organization, transactions involving MedFlight executives and board members are subject to special laws and regulations. Failure to follow these regulations can result in significant fines and penalties against MedFlight and the involved person, including managers who authorize such activities. My Relationship with Vendors, Business Partners, and Competitors What is Expected of Me? Maintain a positive, courteous and customer-service oriented attitude when interacting with vendors and business partners. Maintain objectivity and avoid actual or potential conflicts of interest that might interfere with your responsibilities at MedFlight. When dealing with conflicts of interest, always remember that an appearance of improper conduct can have an impact. Make decisions in the best interest of MedFlight. Follow MedFlight s policies addressing conflicts of interest. In general, these policies require that you discuss and obtain the advance approval of the Chief Executive Officer for any situation that could present an actual or potential conflict of interest with your work at MedFlight. The following are a few examples of activities that can create a conflict of interest: Outside Employment: MedFlight partners are prohibited from being affiliated as an owner, officer, director, member, manager, employee, independent contractor, consultant or agent with any organization that competes with any business segment of MedFlight. Service on Outside Boards: MedFlight partners are encouraged to actively participate in various charitable or civic organizations that benefit our communities. The approval of the Chief Executive Officer should be obtained before accepting an appointment to the board of any industry-related organization that may represent a conflict of interest. Financial Interests: It is generally considered to be a conflict of interest to do business with, or recommend that MedFlight do business with a company in which you or a family member has a financial interest (excluding investments in large, publicly-held companies) or business relationship. Obtain the advance approval of the Chief Executive Officer in all such situations. Gifts and Entertainment: MedFlight partners acting in an advisory capacity on the selection of any vendor shall not solicit or accept any gifts, favors or hospitality from actual or potential suppliers under circumstances which might influence their decision making or actions affecting the MedFlight organization.
14 13 Frequently Asked Questions Q: I am considering a part-time position with another critical care transport service that we have a partnership with. Would I be allowed to work for this other organization? A: Any time you are considering employment with another medical transport company you should discuss it with your supervisor and Human Resources. MedFlight s executive management will then determine if such employment would be considered a conflict of interest. The individual circumstances would be discussed with you. Many attempts to communicate are nullified by saying too much. Robert K. Greenleaf Q: One of our vendors has offered me gift certificates to local restaurants due to the amount of business we do with them. Am I allowed to accept these gift certificates? A: Per SOP Corporate Compliance, Partners may accept items/gifts of nominal value (generally under $50.00) although you should not accept a gift from a vendor when the offer is based on the amount of business we do with them. Promotional type items are permissible such as T-shirts, golf balls, pens, holiday food packages, etc. When in doubt, the partner should contact the Risk Manager/Compliance Officer for direction. Conflict of Interest: A conflict of interest exists whenever outside activities or relationships influence or would appear to influence your decision-making.
15 14 Health care organizations, including MedFlight, are subject to numerous laws and regulations that impact how we deliver health care services. In addition, our federal and state governments are responsible for the payment of a significant portion of the health care services we provide to patients covered by the Medicare and Medicaid programs. Many laws and regulations are complex and challenging to apply in our rapidly changing industry. Nevertheless, MedFlight is committed to fully complying with all laws and regulations that apply to our health care services. My Relationships with the Government and Other Payers What is Expected of Me? Act with honesty and integrity in all your business activities involving MedFlight. Follow all laws and regulations that apply to your work and ask for assistance if you have questions about how they affect you. See page 18, Where to Find Help, for a listing of resources available to answer your questions. Follow all requirements of government (e.g. Medicare and Medicaid) and other third-party payers, such as insurance companies, who pay for the health care services we provide. These requirements generally include maintaining complete and accurate medical records, submitting only complete and accurate claims for services provided, and protecting the privacy and security of the health information we collect. Participate in training and education offered by MedFlight on those laws and regulations that apply to your work responsibilities. Cooperate with any government investigation. Never, under any circumstances, destroy or alter documents requested as part of a government investigation, or lie or make false statements to a government investigator. In addition, never offer gifts or other items of value to government representatives. Be familiar with and follow the laws and regulations (Stark, Anti-Kickback & Internal Revenue Service) that affect business activities with physicians or other organizations that refer patients to MedFlight. Frequently Asked Question Q: Do I Have a Relationship with the Government? A: It may surprise you, but the answer is yes! While many federal and state laws and regulations that apply to our health care operations may not apply directly to the work you do, it s important for you to be aware of these requirements and to understand how they affect our organization.
16 15 What Does Tax-Exempt Status Mean? MedFlight is a non-profit, tax-exempt organization. The profits are used to sustain or improve the company and are not paid to individual owners. Our tax-exempt status requires us to follow a number of additional laws and regulations that generally prohibit the following: Paying more than fair market value for goods and services. Providing goods or services to others at less than fair market value, unless specifically allowed by federal or state law. Improper use of organization assets for the benefit of board members, executives and others in a position of substantial influence over the business activities of our organization. Engagement of tax-exempt organizations in substantial lobbying activities. Direct or indirect campaigning for or against the election of any candidate for public office, including the donation of organization funds to any political campaign. What is Fair Market Value? In general, goods and services are at fair market value when their price is reasonable and consistent with current prices in the community for the same or similar goods and services. Contact your Risk Manager/Compliance Officer if you have additional questions or need further guidance. What is Fraud and Abuse? There are many federal and state laws designed to protect government programs, such as Medicare and Medicaid, and other third-party payers such as commercial insurance companies that pay for health care services. The fraud and abuse laws generally prohibit the following: Submitting inaccurate or misleading claims for services provided. Submitting claims for services not provided. Submitting claims that don t meet payer requirements (e.g. coverage for services). Making false statements or representations to obtain payment for services or to gain participation in a program. The offer or payment of money, goods or anything of value in return for the referral of patients to a health care provider. Offering or giving something of value to patients to encourage them to use or purchase health care services. integrity
17 16 As MedFlight partners, we have committed our careers to helping others. MedFlight is unlike any other company in the world because of our unique team. We can work as a team because we know what is expected of each of us; we have special skills and resources to do the job and we have guidelines to follow. The following bullet points contain the overview of the expectations of individual MedFlight partners and for MedFlight as an organization. If we take care of each other first, our efforts will result in a team that serves our patients and customers with a Servant s Heart. My Relationship with MedFlight What is Expected of Me? Support MedFlight s mission, vision, values, and Servant Leadership philosophy through your behaviors, actions, and decisions. Represent the organization honestly and ethically in all your work activities and ask for assistance if you have questions. See page 18, Where to Find Help, for a listing of resources available to answer your questions. Properly use and protect MedFlight resources including supplies, equipment, staff time and talents, and financial assets. Prepare and maintain accurate and complete financial records including accounting, budgeting, time and attendance, expense and other financial data and information. Retain all clinical, financial and partner records in accordance with MedFlight s record retention policies. Properly use and protect the confidentiality of business information you use or encounter in your work with MedFlight. Maintain appropriate professional licenses, certifications and other credentials required of your position. Commit to your ongoing learning and development through timely completion of education and training assignments. Follow your job description, Standard Operating Policies and legal mandates/regulations as related to your position. Accept responsibility and accountability for quality performance for internal and external customers. Know your own duties and how to do them promptly, correctly and pleasantly while maintaining a positive team attitude. Professionally voice your opinions and contribute your suggestions to improve the quality of MedFlight through active participation in committee meetings and work groups. Participate in MedFlight s Safety Management System by reporting safety and risk concerns, events and near misses. What Should I Expect From MedFlight? MedFlight management will treat you with honesty, dignity, fairness and respect. MedFlight will provide a safe and supportive work environment free of harassment, intimidation, disruptive behavior or violence. MedFlight will provide encouragement and support for your continued learning and development. MedFlight will provide resources for your training and development to assist your understanding of the various laws, regulations and the organization s policies that apply to your work. MedFlight will promote a respectful work environment that allows you to freely ask questions, seek clarification when needed, and raise issues and concerns in good faith without fear of harassment or retaliation.
18 MedFlight will respond to your requests for information, input or assistance in a timely and supportive manner. MedFlight will select partners for hire/promotion on the basis of skill, training, ability, attitude, and character without regard to age (40 or older), sex, color, race, national origin, ancestry, religion, military or veteran status, sexual orientation, disability, and any other characteristic protected by applicable law. MedFlight will keep all partners informed of the progress of the organization in relation to strategic plan, mission, and vision. MedFlight will promptly investigate and take appropriate action on any complaint, policy violation or performance issue in accordance with Just Culture. When faced with a difficult issue or situation where you are unsure what to do, the following questions may assist you in making the right decision. 17 excellence Frequently Asked Questions Q: I was cleaning out some file cabinets at my base and found old reports and documents. I was told by my co-workers to throw them away. What should I do? A: As MedFlight partners we are all responsible to review and follow MedFlight s Record Retention Policy SOP Record retention periods are governed by federal and state laws and regulations. MedFlight needs to ensure that necessary records and documents are adequately protected, maintained and available in the event of a governmental audit, investigation, or pending litigation. Any questions regarding record retention should be discussed with the Compliance Officer. Q: I know of a partner who has downloaded software onto our base computer so he could work on a non- MedFlight project. Who should I inform? A: You should inform the Director of Information Services and your manager. Installation of any software without express permission of the Director of Information Systems is not allowed and must be reported. Inappropriate use exposes MedFlight to risks including virus attacks, compromise of network systems and services, breach of patient confidentiality and other legal claims. Questions to Ask Yourself Is the decision inconsistent with the mission and values of MedFlight? Will the decision negatively affect the quality of patient care? Would I be uncomfortable telling my family about the decision or having it described on television or in a newspaper? Could the decision negatively impact the reputation of MedFlight if made known to the public? Could the decision negatively impact commitments the organization has made with partners, customers or the communities we serve? Is there something about the decision that bothers me, makes me feel uncomfortable, or just doesn t feel right? If the answer to any of these questions is yes, seek the assistance of one of the resources listed within this document (see page 18).
19 18 Delivering health care services is an increasingly challenging task, with complex and ever-changing rules and regulations that apply to our operations. As a result, there will likely be times when the answer to a particular issue or situation is not clear. As a partner of MedFlight, you are responsible for seeking answers to your questions or concerns. Fortunately, many resources and options are available to assist you. Remember, no one is penalized for raising a concern or issue. Where to Find Help: How to Raise a Concern or Ask a Question Resources Your Supervisor or Base Director: This is usually the best place to start in getting answers to your questions. Because this individual understands the work you do, he or she may already have the information you need or can direct you to the right resource. Human Resources: MedFlight s Human Resources staff can likely answer many of your questions, including assisting you in addressing workplace-related concerns. Risk Manager: If you have questions or concerns related to patient care or workplace safety, you may also contact the Risk Manager or the Safety Officer. Corporate Compliance Officer (Risk Manager is assigned as the Corporate Compliance Officer at MedFlight): The Compliance Officer can assist you in obtaining answers to your questions and concerns. Known or suspected violations of local, state or federal law or regulations should be reported to the Compliance Officer or the Chief Executive Officer. Chief Executive Officer: Known or suspected violations of local, state or federal law or regulations shall be reported to the Corporate Compliance Officer or the Chief Executive Officer. Safety Officer: Contact MedFlight s Safety Officer if you have questions or concerns related to workplace safety. Privacy Officer (Risk Manager is assigned as the Privacy Officer): Contact MedFlight s Privacy Officer if you have questions or concerns related to the use and/or protection of patient health or confidential business information.
20 19 Other Resources We encourage you to use one of the resources listed here to address your questions and concerns. However, if you are not comfortable using any of these resources, or if these resources have not fully resolved your concern, you can use one of the following resources: Compliance Officer Hotline File a report on-line at intranet.medflight.com under Partner Resources Corporate Compliance section (internal MedFlight partners only). Remember: The most important thing you can do is to keep asking questions until you are comfortable with the answer. Anonymous Reporting Both the Compliance Officer Hotline and online reporting allow for anonymous reporting of concerns. If the reporter chooses to be identified, he/she will receive feedback. All concerns will be investigated. Genuine leadership demonstrates the power of love, rather than the love of power. Rod Crane
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TIAA-CREF Code of Business Conduct A Message from Roger Ferguson For more than 95 years, TIAA-CREF has maintained the highest ethical standards in serving our clients and conducting business. The values
Letter from the Chief Executive Officer and Chairman and the Group Medical Director Every day, millions of people put their trust in International SOS to help them wherever they live or travel. We remain
Page 1 of 11 First Solar, Inc. (Adopted as of October 3, 2006; revised July 29, 2015) Introduction This of First Solar, Inc. and its subsidiaries (the Company ) summarizes the values, principles and business
Helix Energy Solutions Group, Inc. Code of Business Conduct and Ethics Introduction This Code of Business Conduct and Ethics ( Code ) covers a wide range of business practices and procedures. It does not
Albany Medical Center Code of Conduct Approved by the AMC Board of Directors 07/05/06 Rev. 11/5/03, 7/5/06 TABLE OF CONTENTS Introductory Letter from Mr. Barba 1 Quality and Excellence 2 Safety Credentials
UNITED WAY OF GREATER GREENSBORO, INC. CODE OF ETHICS The Board of Directors of the United Way of Greater Greensboro, Inc. (the Organization ) has adopted the following Code of Ethics, which applies to
HIGHMARK INC. THIRD PARTY CODE OF BUSINESS CONDUCT HIGHMARK.COM TABLE OF CONTENTS Overview...1 Highmark Inc. s Obligations to Third Parties...1 Highmark Inc. s Expectations for Third Parties...3 Highmark
Page No. 1 of 13 Introduction: The PHI Air Medical, L.L.C. is to be used by employees, contractors and vendors to get a high level understanding of the key regulatory requirements relating to our participation
Corporate Code of Conduct and Ethics Policy Approver: CEO Valid from: 26-11-13 1. INTRODUCTION CRI recognizes its responsibilities as a global services provider, and is committed to being a responsible
Ur-Energy Inc. Code of Business Conduct and Ethics As Amended Effective February 5, 2014 2957409.2 TABLE OF CONTENTS INTRODUCTION... 3 CONFLICTS OF INTEREST... 3 GIFTS, INVITATIONS AND ENTERTAINMENT GUIDELINES...
CUBIC ENERGY, INC. Code of Business Conduct and Ethics Introduction Our Company s reputation for honesty and integrity is the sum of the personal reputations of our directors, officers and employees. To
Message from the Co-Chairmen and Chief Executive Officers As each of us works to meet individual and Company-wide business goals here at Torchmark, we must all ensure that the work we perform and the business
Code of Business Conduct and Ethics THE WOODBRIDGE WAY integrity honesty respect responsibility Reissued June 12, 2015 Code of Business Conduct and Ethics THE WOODBRIDGE WAY INTRODUCTION Woodbridge Foam
GOLDFIELDS MONEY LIMITED ACN 087 651 849 CODE OF CONDUCT as adopted by the Board of Directors on 20 February 2015 1. Purpose This Code of Conduct (Code) clearly states the standards of responsibility and
Supplier Integrity Guide Wayne Fueling Systems and its Wayne Fueling Systems business are committed to unyielding Integrity and high standards of business conduct in everything we do, especially in our
Introduction Over the years, General Dynamics Information Technology has experienced significant growth in its IT services business serving government and commercial customers worldwide. As a valued supplier
Living Our Purpose and Core Values CODE Code of Business Ethics and Conduct for Vendors December 2015 HCSC Vendor Code of Business Ethics & Conduct Since 1936, Health Care Service Corporation, a Mutual
EXTRA SPACE STORAGE INC. CODE OF BUSINESS CONDUCT AND ETHICS Purpose and Scope Since its founding, Extra Space Storage Inc. and its subsidiaries (collectively, the Company ) has required that all its employees
Johnson Electric Group Code of Ethics and Business Conduct Chairman s Message Johnson Electric strives to conduct its business with honesty and integrity, both within the Group and in dealing with business
CODE OF BUSINESS CONDUCT AND ETHICS -- A Statement of Company Policy for All Employees -- CONDUCTING BUSINESS WITH INTEGRITY, HONESTY AND ACCOUNTABILITY SKYWORKS WILL NOT RETALIATE AGAINST, NOR WILL IT
CODE OF CONDUCT Individually and as an organization, the Clinic and its officers, employees and independent contractors (collectively referred to as Clinic Staff ) share in a commitment to legal, ethical
COLLINS FOODS LIMITED (the COMPANY) CODE OF CONDUCT 1. Introduction The Company is committed to maintaining ethical standards in the conduct of its business activities. The Company's reputation as an ethical
CODE OF CONDUCT Providers, Suppliers and Contractors Table of Contents Code of Conduct... Honesty and integrity... Quality and Service... Responsibilities of Providers, Suppliers and Contractors... Compliance
DLI CODE OF BUSINESS CONDUCT & ETHICS All DLI employees, regardless of where they are located, must conduct their affairs with uncompromising honesty and integrity. Business ethics are no different from
Nyack Hospital Code of Conduct Committing to Excellence LETTER FROM THE PRESIDENT Our commitment to providing compassionate, quality healthcare has earned us the respect and trust of our patients and the
Code of Business Conduct and Ethics With Special Message for Senior Business and Finance Leaders Index Letter from our Chairman & CEO and from our President Annual Letter to Senior Leaders Introduction
Mental Health Resources, Inc. Mental Health Resources, Inc. Corporate Compliance Plan Corporate Compliance Plan Adopted: January 2, 2007 Revised by Board of Directors on September 4, 2007 Revised and Amended
Business Ethics and Code of Conduct. Executives and employees. Global Connections Pcl. Update on December 2013 Page 2 of 12 Contents. Subject Page Introduction 4 The aim of the company 4 Treatment of Stakeholders
Code of Business Conduct (The Code ) PRESIDENT S STATEMENT It is the policy of Red Spot Paint & Varnish Co., Inc. and my personal commitment that equal employment opportunity be provided in the employment
INTEGRITY AT TURTLE & HUGHES Business Ethics Code of Conduct TSI CORE VALUES These six core values are our foundation. They define our culture and who we are as people and as a company. They set us apart
North American Partners in Anesthesia Corporate Compliance Plan VERSION EFFECTIVE: JANUARY 2015 CONTENTS Introduction and Mission 1. Corporate Commitment to Compliance: Code of Conduct 2. Written Compliance
Code of Conduct in doing the right thing for all the right reasons. Important Phone Numbers WellStar Code of Conduct Compliance Department... 678-331-6870 Compliance Hotline...1-888-800-5094 ADMINISTRATION
Service NSW Code of Conduct Contents CEO Message 2 Our DNA 3 We ensure our personal and professional conduct complies with this Code of Conduct 4 We manage conflict of interest responsibly 6 We respect
Integrity and Compliance Description Approved by the Audit Committee of the Providence Health & Services Board of Directors December 7, 2009 Contents: Introduction Page 1 Purpose Page 2 Compliance Administration
Sanchez Energy Corporation Code of Business Conduct and Ethics Introduction The Board of Directors (the Board ) of Sanchez Energy Corporation (the Company ) has adopted this Code of Business Conduct and
POSTMEDIA NETWORK CANADA CORP. (the Company ) CODE OF BUSINESS CONDUCT AND ETHICS INTRODUCTION This Code of Business Conduct and Ethics ( Code ) covers a wide range of business practices and procedures.
Overview LIFEPATH SYSTEMS 2015 COMPLIANCE PROGRAM It is Collin County Mental Health and Mental Retardation Center s (d/b/a LifePath Systems) intent to conduct all of its business and clinical practices
Ryanair Holdings PLC Code of Business Conduct & Ethics 2012 1 TABLE OF CONTENTS 1. INTRODUCTION 3 2. WORK ENVIRONMENT 3 2.1 Discrimination & Harassment 3 2.2 Privacy of Personal Information 3 2.3 Internet
Compliance and Ethics Program Compliance and Ethics Program Introduction Inova, including its corporate subsidiaries, is committed to promoting an organizational culture that encourages ethical conduct
Compliance, Code of Conduct & Ethics Program Cantex Continuing Care Network Contents Compliance, Code of Conduct & Ethics Program 1 What is the CCCN Code of Conduct? 2 Operating Philosophies 2 Employee
Corporate Office 107 W. Franklin Street P.O. Box 638 Elkhart, IN 46515-0638 Phone (574) 294-7511 Fax (574) 522-5213 INTRODUCTION PATRICK INDUSTRIES, INC. CODE OF ETHICS AND BUSINESS CONDUCT As a leader
NRG ENERGY, INC. SUPPLIER CODE OF CONDUCT Revision 1, Released June 10, 2014 Ethics toll-free Helpline 888.263.0463-1 Table of Contents INTRODUCTION and MESSAGE FROM CEO 3 NRG STRIVE VALUES 4 ETHICS HELPLINE
HORIZON OIL LIMITED (ABN: 51 009 799 455) CORPORATE CODE OF CONDUCT Corporate code of conduct Page 1 of 7 1 Introduction This is the corporate code of conduct ( Code ) for Horizon Oil Limited ( Horizon
HENRY FORD HEALTH SYSTEM CODE OF CONDUCT Together, We Can BUSINESS INTEGRITY SERVICES CODE OF CONDUCT Henry Ford Hospital and Health Network Henry Ford Hospital Henry Ford Medical Group Henry Ford Behavioral
section 15 Computers, Email, Internet, and Communications 15.1 Electronic Communications Email is Not Private Email messages, including attachments, sent and received on YWCA Tulsa equipment are the property
I. Introduction The Ralph Lauren Center for Cancer Care ( RLCCC or The Center ) operates a freestanding diagnostic and treatment center, licensed under Article 28 of the New York State health law, located
Corporate Responsibility P R O G R A M A M I S S I O N B A S E D O N V A L U E S A N D E T H I C S Ascension Health, its Health Ministries, associates and agents are committed to carrying out their healthcare
PHILIP MORRIS INTERNATIONAL INC. Code of Business Conduct and Ethics for Directors 1. Introduction This Code of Business Conduct and Ethics for Directors ( Code ) has been adopted by Philip Morris International
Ethics and Compliance Training Revised 12/2011 Dear Fellow Employee: West Tennessee Healthcare (WTH) entered into a Corporate Integrity Agreement (CIA) for a period of five years with the Office of Inspector
Professional Accounts, LLC Memo To: All Employees and Vendors From: Lee Frans, Executive Director Date: April 2, 2012 Re: Corporate Compliance Program Our mission as an organization has been to deliver
1.0 INTRODUCTION Integrity is a core value of British Columbia Ferry Services Inc. and its subsidiaries ( BCF or the Company ). It is a fundamental principle of this organization that all Directors, Officers,
Aveta, Inc. Corporate Compliance Program 2009 1 P age Aveta, Inc. Code of Business Conduct (Updated 6/2/2009) Corporate Compliance Program Preface Aveta, Inc. established a Corporate Compliance Program
SOLAR SENIOR CAPITAL LTD. CODE OF BUSINESS CONDUCT CODE OF BUSINESS CONDUCT TABLE OF CONTENTS Introduction 1 Purpose of the Code 1 Conflicts of Interest 2 Corporate Opportunities 2 Confidentiality 3 Fair
Code of Business Conduct & Ethics Last updated by the Board of Directors of Twitter, Inc. on October 19, 2013. * Our Core Values Grow our business in a way that makes us proud. Integrity, honesty and trust
CODE OF BUSINESS CONDUCT January 2016 A MESSAGE TO ALL EMPLOYEES Dear Team Members: Since its inception, Ritter Insurance Marketing, LLC ( Ritter ) has been committed to the business model of excellence
Code of Conduct of JTH Holding, Inc. Liberty Tax Service Comments from John Hewitt: At Liberty Tax Service, being a principles-led company is more than a list of ideals it is a part of our mission. Our
CODE OF CONDUCT And CORPORATE COMPLIANCE PLAN SUMMARY Original Issue Date: October 2007 Revision Date: August 2013 Table of Contents Code of Conduct...1 Compliance Policies...3 A. General Business Practices...3