1. Critical Incidents Identification and Reporting
Annual Refresher

2. Corporate Compliance Program
When someone is in a position of influence to make a decision that may benefit themselves or their family. Buying merchandise for Tanners Creek from your brother who owns a business producing flower pots.
Drug Free- testing for new hires, reasonable suspicion, or if there is an accident, or any other reason or no reason.

3. Items that are reportable
Potential Abuse/Neglect (reference Human Rights training)
Apparent Conflicts of Interest
Something that inhibits a Productive Work Environment (for example, sexual harassment)
Violations of the code of ethical behavior

4. Code of Ethical Behavior
To conduct all matters with honesty and respect
To avoid actual or the appearance of conflicts of interest
To comply with applicable laws and regulations of federal, state, and local governments
To include full, fair, accurate, timely and understandable disclosure in reports and documents
To responsibly use and protect all assets, resources and information
To encourage the prompt reporting of any violation of this Code of Ethics or any other governing document to our Executive Committee of the Board of Directors, or other designated entity
PG. 14. Designed to provide a safe, pleasant environment. Applies to everyone, regardless of position.

5. EthicsPoint Reporting System – where you report incidents
Available through website or by phone. Can be anonymous. Report of any perceived wrong doing.
For complaints or concerns that cannot be settled informally. Formal process. Complaint must be filed within 5 days. HR available to assist with process and act as an impartial participant.

6. Protections for Employee Rights – when items are reported
Confidentiality
An employee can report incidents in Ethics Point and remain completely anonymous, or choose to keep their name confidential to investigating parties
Whistle Blower Protection
All employees are covered under Whistle Blower federal protection: if something is reported that is illegal, no one can retaliate against the employee for reporting the issue
Personnel records double locked. Don’t share any personal information with outsiders. Don’t share any trade secrets.
Mandatory training provided for DSPs on Human Rights. Illegal to send a bill to Medicaid for services not provided. All share responsibility for reporting accidents or potential safety hazards.
If not reported promptly injuries may not be covered under Worker’s Comp

7. Other Work Related Incidents
Accidents:
Notify supervisor immediately!
Supervisor should follow the Workers Compensation policy on Eggnet
Workers’ Compensation Policy Basics
Follow procedures to ensure coverage.
Must visit Eggleston’s panel of physicians if needed
Or sign that you at least were shown the list of physicians
FMLA (Family Medical Leave Act)
In order to qualify, you must be employed for Eggleston at least one year AND have worked over 1,250 hours.
Doctor’s note required to return to work.
Pg 19 explains what to do if you are injured. Even what seems minor. Be aware of potential safety hazards and report them. You may be safe but if a co-worker isn’t your safety is jeopardized.
In order to qualify for FMLA, you must have worked 1,250 hours for Eggleston and been employed at least one year with Eggleston.

8. Using EthicsPoint at Work (All Ethical and Health and Safety Incidents are Reported on EthicsPoint)
Go to EggNet Home Page from any Eggleston computer. The link is on the right.

9. When away from the worksite…
Using A Computer:
To report unethical actions or behavior by an Eggleston employee or Board Member go to:
Left click once on the “File a Report” tab at the top of the page will get you started.
Using a Phone: Call if you prefer to file your report with a person.
Note: Only issues of ethics and compliance by an Eggleston Employee or Board Member are to be reported using the above information.
All critical, non-critical incidents and accidents are to be reported
while at work using the EggNet links available on the EggNet
home page or by going to:
For guidance you may also speak to a supervisor or any of the
contacts listed on the next slide.

10. Corporate Compliance
Corporate Compliance Officer and Safety Officer Michael Godwin, Vice President Human Resources , ext 301 or Corporate Human Rights Officer Carey Yates (757) Corporate Ethics Officer Chris Hoagland, Vice President Government Contracts , ext 330