Podcast
Questions and Answers
What consequence can an employee face for unauthorized disclosure of QIO information?
What consequence can an employee face for unauthorized disclosure of QIO information?
Which of the following is NOT a requirement for employees with access to QIO information?
Which of the following is NOT a requirement for employees with access to QIO information?
When in doubt about sharing information, what should an employee do?
When in doubt about sharing information, what should an employee do?
Who must comply with HIPAA standards?
Who must comply with HIPAA standards?
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What is required of employees regarding client, customer, or vendor information?
What is required of employees regarding client, customer, or vendor information?
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What must employees do annually regarding Qsource's confidentiality policy?
What must employees do annually regarding Qsource's confidentiality policy?
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Which of the following best describes the conduct expected from Qsource employees?
Which of the following best describes the conduct expected from Qsource employees?
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What does PHI stand for in the context of health information at Qsource?
What does PHI stand for in the context of health information at Qsource?
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Which of the following is NOT considered a part of PHI?
Which of the following is NOT considered a part of PHI?
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What must employees avoid doing regarding Qsource's intellectual property?
What must employees avoid doing regarding Qsource's intellectual property?
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What does Qsource require employees to do concerning social media commentary?
What does Qsource require employees to do concerning social media commentary?
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What is the primary goal of the Organizational Conflict of Interest (OCI) policy at Qsource?
What is the primary goal of the Organizational Conflict of Interest (OCI) policy at Qsource?
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What happens when a non-mitigable OCI is identified?
What happens when a non-mitigable OCI is identified?
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Employees are required to safeguard which types of information?
Employees are required to safeguard which types of information?
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Which of the following actions could lead to a violation of Qsource's policy regarding public image?
Which of the following actions could lead to a violation of Qsource's policy regarding public image?
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What must be done if an employee has questions regarding the release of PHI?
What must be done if an employee has questions regarding the release of PHI?
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Which of the following could be a common scenario for using PHI at Qsource?
Which of the following could be a common scenario for using PHI at Qsource?
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What ethical obligation do employees have concerning personal activities outside of work?
What ethical obligation do employees have concerning personal activities outside of work?
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What type of information can be disclosed without qualifying as PHI?
What type of information can be disclosed without qualifying as PHI?
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When should employees immediately notify their management about a potential OCI?
When should employees immediately notify their management about a potential OCI?
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Which action is considered a conflict of interest according to the guidelines?
Which action is considered a conflict of interest according to the guidelines?
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What must employees do regarding outside employment?
What must employees do regarding outside employment?
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What type of comments or jokes are explicitly mentioned as inappropriate conduct?
What type of comments or jokes are explicitly mentioned as inappropriate conduct?
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Which scenario is least likely to lead to disciplinary action?
Which scenario is least likely to lead to disciplinary action?
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What should employees do if they believe they have been subjected to sexual harassment?
What should employees do if they believe they have been subjected to sexual harassment?
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What is an example of sex stereotyping as defined in the content?
What is an example of sex stereotyping as defined in the content?
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Why must employees refrain from borrowing money from certain organizations?
Why must employees refrain from borrowing money from certain organizations?
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What is considered adverse conduct in the context of retaliation?
What is considered adverse conduct in the context of retaliation?
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Which activity could indicate unethical behavior in an employee?
Which activity could indicate unethical behavior in an employee?
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What is the primary role of managers in relation to harassment policies?
What is the primary role of managers in relation to harassment policies?
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What action constitutes 'protected activity' according to the content?
What action constitutes 'protected activity' according to the content?
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What is true regarding substantial gifts or excessive entertainment?
What is true regarding substantial gifts or excessive entertainment?
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Which of the following is an indication of inappropriate behavior in a workplace?
Which of the following is an indication of inappropriate behavior in a workplace?
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Which guideline addresses the confidentiality of company information?
Which guideline addresses the confidentiality of company information?
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Who should be notified if an immediate Supervisor is involved in a harassment incident?
Who should be notified if an immediate Supervisor is involved in a harassment incident?
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What should an employee do if they encounter a new conflict of interest?
What should an employee do if they encounter a new conflict of interest?
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What is the purpose of the guidelines for social media use?
What is the purpose of the guidelines for social media use?
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Which of the following actions is NOT protected under EEO laws?
Which of the following actions is NOT protected under EEO laws?
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What is an example of sexual harassment as stated in the content?
What is an example of sexual harassment as stated in the content?
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What is considered workplace violence?
What is considered workplace violence?
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Which of the following is NOT considered harassment under Qsource’s policy?
Which of the following is NOT considered harassment under Qsource’s policy?
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How should a Qsource employee report allegations of harassment?
How should a Qsource employee report allegations of harassment?
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What kind of behavior is explicitly prohibited on social media according to company policy?
What kind of behavior is explicitly prohibited on social media according to company policy?
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What constitutes a weapon-free workplace at Qsource?
What constitutes a weapon-free workplace at Qsource?
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What action is taken if an employee files a false complaint?
What action is taken if an employee files a false complaint?
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What is required from employees when posting opinions related to Qsource online?
What is required from employees when posting opinions related to Qsource online?
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What is the consequence if an investigation finds harassment occurred?
What is the consequence if an investigation finds harassment occurred?
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What defines sexual harassment according to federal law?
What defines sexual harassment according to federal law?
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What type of dress code is required during video conference calls with clients?
What type of dress code is required during video conference calls with clients?
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What should employees do if they witness harassment?
What should employees do if they witness harassment?
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Which factors are considered while defining harassment?
Which factors are considered while defining harassment?
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How do laws define the retaliation against an employee who reports harassment?
How do laws define the retaliation against an employee who reports harassment?
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Which of the following is a requirement regarding employee appearance?
Which of the following is a requirement regarding employee appearance?
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Who does Qsource's harassment policy apply to?
Who does Qsource's harassment policy apply to?
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What phrase should employees include when discussing their opinions related to Qsource on social media?
What phrase should employees include when discussing their opinions related to Qsource on social media?
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What must employees refrain from doing in order to avoid violating the company's policy?
What must employees refrain from doing in order to avoid violating the company's policy?
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What must employees do when recording communications for business purposes?
What must employees do when recording communications for business purposes?
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What is a consequence of unauthorized retention of recorded data?
What is a consequence of unauthorized retention of recorded data?
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In what cases can substance abuse screening be conducted?
In what cases can substance abuse screening be conducted?
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What should employees do if they have a problem with substance abuse?
What should employees do if they have a problem with substance abuse?
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What is required before an employee can be tested for substance abuse based on reasonable suspicion?
What is required before an employee can be tested for substance abuse based on reasonable suspicion?
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How should recorded communications containing sensitive information be handled?
How should recorded communications containing sensitive information be handled?
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Under what conditions can an employee face termination related to drug testing?
Under what conditions can an employee face termination related to drug testing?
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What must an employee do if they become ill or injured while at work?
What must an employee do if they become ill or injured while at work?
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What behavior may indicate an employee is under the influence of substances at work?
What behavior may indicate an employee is under the influence of substances at work?
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What actions may lead to disciplinary measures regarding safety rules?
What actions may lead to disciplinary measures regarding safety rules?
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For what purpose can recorded communications be used in a workplace setting?
For what purpose can recorded communications be used in a workplace setting?
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Study Notes
Employee Conduct Policies
- Honesty and Appropriate Conduct: Employees must act honestly and appropriately, adhering to company policies regarding copyright, software licenses, property rights, and privacy. Internet conduct is covered by existing company policies.
- Confidentiality: All data and information acquired or generated by Qsource (as a Medicare Quality Improvement Organization – QIO) must be kept confidential. Unauthorized disclosure carries penalties up to $1,000 and six months' imprisonment. Employees must complete training, sign an annual confidentiality statement. Do not identify clients, customers, or vendors without permission. Do not retain sensitive information at home.
- HIPAA Compliance: Qsource adheres to the Health Insurance Portability and Accountability Act (HIPAA) to protect Protected Health Information (PHI). PHI includes medical records, conditions, histories, and claims experience. The VP of HR and Compliance is the HIPAA compliance officer. All forms of health information must be appropriately safeguarded.
- Protected Health Information (PHI) Definition: PHI is individually identifiable information related to health status, claims, conditions, histories, and physical examinations. This also includes genetic information and disabilities.
- PHI Activities: Qsource processes enrollment, changes, payroll deductions, and claim resolution, potentially involving transmissions of PHI. Disclosures not considered PHI include those to the individual, authorized parties, government agencies for reporting, workers' compensation providers, and for claims processing purposes (except for information external to a health plan).
Intellectual Property & Public Information
- Intellectual Property: Innovative work-related ideas are Qsource's intellectual property. Do not share or post without written permission from an executive.
- Public Information Restrictions: Qsource is publicly held; posting about future growth, projections, or stock prices may violate SEC rules. Employees may be asked to limit or remove Qsource references online.
Conflicts of Interest
- Organizational Conflict of Interest (OCI): Qsource has a policy to identify, avoid, and mitigate OCI issues associated with the company, subsidiaries, and organizational divisions.
- OCI Policy: Addresses potential conflicts of interest as per Federal Acquisition Regulation (FAR) and contractual requirements. Mitigating OCI is achieved through communication and developing mitigation plans. Non-mitigable OCI issues result in contract avoidance.
- Outside Employment: Employees must disclose any current or future outside employment (self-employment, freelancing, consulting). Requests for outside employment are reviewed for potential conflict, impact on job performance, and reputation. The company may require modifications to mitigate conflicts; this may involve work schedule changes, disclosure, or restrictions on certain activities. Confidentiality of Qsource information must be maintained.
- Outside Employment Restrictions: Outside employment should not disrupt work schedules or impact productivity. Employees should not use Qsource confidential information, systems, trade secrets, or intellectual property without permission.
Social Media
- Social Media Policy: Social media use is allowed during off-duty hours but should not affect work productivity or Qsource policy. On-duty use is permitted if directly related to work, and approved by a manager. The company monitors online activity.
- Respect and Disclaimers: Employees must be respectful toward Qsource, and its clients and vendors. Do not disclose confidential information, engage in harassment, or create defamatory comments. Post disclaimers on social media that personal opinions do not reflect Qsource's views.
- Competition: Do not use social media to criticize or compete with Qsource's competitors.
Conversation Recording
- Consent Requirement: Consent must be obtained before recording any communication (phone calls, video conferences, etc.). Written consent is preferable, except for video meetings with visible recording indications and a leave option. Opting-out must lead to within-2-business-day provision of the recorded information.
- Legal Compliance: All local, state, and federal laws related to recording communications must be adhered to (e.g., wiretapping laws, data protection).
- Data Security: Encrypted storage and access controls should be used for recording data.
- Retention and Deletion: Data should be retained only as necessary for intended purposes. Any unauthorized retention or sharing is prohibited.
- Sensitive Information: Sensitive or confidential information should not be recorded or shared without authorization.
- Use for Training or Quality Assurance: Training is required for those who handle recorded communications.
Substance Use
- Drug and Alcohol-Free Workplace: Qsource’s policy prohibits substance abuse and provides support for employees seeking professional assistance.
- Substance Abuse Screening: Pre-employment, for cause (reasonable suspicion), or random screenings may be conducted. Screening is a condition of employment. Positive tests, refusal to test, or policy violations result in disciplinary action.
Safety and General Conduct
- Safety and Accident Rules: Accidents/injuries (including safety breaches), unsafe equipment or conditions must be reported. Medical issues/injuries should be reported to managers; failure may result in benefit loss.
- Smoke-Free Workplace: Smoking (tobacco, electronic devices) is prohibited in buildings and work areas, but is allowed in designated outdoor areas during breaks. Smoking policy adheres to client policies when onsite.
- Cell Phone Use/Texting While Driving: Using cell phones for business while driving (company or client-owned vehicles) is prohibited. Most states prohibit handheld cell phone use while driving.
- Harassment and Violence Prevention: Zero tolerance policy for harassment, violence, and inappropriate behavior. Harassment includes forms based on race, religion, sex, national origin, age, disability or genetic information.
- Workplace Violence: Physical assault or aggressive behavior is prohibited.
- Weapon Free Workplace: Possessing/using dangerous weapons on company/client property is prohibited.
- Sexual Harassment: Definition and examples of sexual harassment are addressed. Explicit or implicit impact on employment terms/conditions, use in employment decisions, or creating an offensive work environment are prohibited.
- Harassment Reporting & Investigation: Employees should promptly report harassment or any inappropriate behavior, regardless of the source (manager, coworker, vendor, etc.). Qsource will thoroughly investigate and may pursue mediation or counseling where appropriate.
- Retaliation: Retaliation against employees for reporting harassment or participating in investigations is prohibited.
- Dress Code: Employees should maintain a neat professional appearance, consistent with safety & good taste. Casual wear is generally acceptable, but business casual is required for video meetings, conducting work outside the home, and in-person Qsource-related events.
- Policy Violations: Violations may lead to disciplinary action or termination. Employees should report any observed violations to their supervisor or HR.
Studying That Suits You
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Description
Test your knowledge on employee conduct policies, including confidentiality, honesty, and HIPAA compliance. This quiz covers important regulations and expectations for maintaining professionalism within the workplace. Ensure you understand the key aspects of these policies to protect yourself and the organization.
