Employee Conduct Policies Quiz

Employees must act honestly and appropriately, respecting copyright, software licenses, property rights, and privacy.

Protecting information collected by Qsource, a Medicare Quality Improvement Organization, is crucial.

Leaks of QIO information can lead to fines up to $1,000 and up to 6 months in prison.

All Qsource staff needing access to QIO data must complete training and sign an annual confidentiality statement.

Employees should not share or reference client, customer, or vendor identities without explicit permission.

Protecting patient health information electronically is governed by national standards (HIPAA).

Employees are prohibited from storing private patient health information (PHI) at home.

Employees can talk about work and the company, but not sensitive or confidential information.

PHI includes any individually identifiable health information that Qsource receives, like medical records, health status, genetic info, or claims experience.

The Vice President of Human Resources and Compliance is responsible for ensuring Qsource complies with HIPAA regulations.

Innovative ideas related to Qsource's business are intellectual property belonging to Qsource.

Qsource employees may be asked to limit social media posts about Qsource to avoid violating SEC rules.

OCI happens when an employee's personal interests might interfere with their professional duties, potentially affecting Qsource.

Qsource has procedures to identify, avoid, and mitigate OCI concerns involving employees and customers.

Employees must make sure their outside activities don't create conflicts of interest with Qsource.

Employees have a responsibility to act ethically and avoid situations where their personal interests conflict with Qsource.

A situation where an employee's personal interests might interfere with their ability to act in the best interest of Qsource.

Qsource might require employees to take steps to reduce or eliminate a conflict of interest, like modifying work schedules, disclosing relationships, or limiting activities.

Outside work must not interfere with Qsource duties, meet work expectations, or disrupt regular work schedules.

Employees must protect Qsource's confidential information, even outside of work, including sensitive client information, business strategies, financial data, or any proprietary information.

Qsource encourages employee communication, but information posted online is public. Employees must follow guidelines for social media.

Employees must avoid sharing confidential information, negative remarks about Qsource, or misleading statements.

Any employee behavior negatively affecting job performance, fellow employee performance, or Qsource's business interests may result in disciplinary action, up to termination.

Social media platforms covered by Qsource guidelines include blogs, forums, and social networking sites like Twitter, Facebook, LinkedIn, YouTube, Instagram, and Snapchat.

Employees must disclose any existing or intended outside employment to their supervisor or the Human Resources department.

Qsource reviews outside employment requests to see if there's a potential conflict of interest or impact on job performance.

Qsource assesses potential conflicts of interest based on factors like the nature of outside work, industry, responsibility level, and impact on Qsource's reputation and business relationships.

Qsource communicates its decision on outside employment requests to the employee in writing.

Employees must act in ways that don't conflict with Qsource's business interests. This means protecting Qsource's reputation and avoiding actions that could harm the company.

Employees are responsible for promptly informing their supervisor or HR of any changes to their outside employment or if new conflicts of interest arise.

Employees can use social media during their personal time, but it shouldn't disrupt work or violate Qsource policies.

Using social media at work is allowed only if it directly relates to your job and has your manager's approval.

Treat Qsource, its clients, and employees with respect on social media. Avoid inappropriate comments and divulging confidential information.

Employees discussing Qsource on social media must clearly state that their opinions are personal and don't represent the company.

Employees should not use social media to criticize Qsource's competitors or try to compete with the company.

Employees cannot use Qsource's trademarks or copy Qsource's materials on social media without permission.

Always obtain explicit consent from everyone involved before recording any communication, preferably in writing.

Video meetings with visible recording indicators and an option to leave for those objecting are exceptions to the consent rule.

Recording conversations follows specific legal and regulatory guidelines, ensuring privacy and compliance.

Employees should present themselves in a professional manner, adhering to Qsource's dress code.

Casual wear is generally acceptable for virtual work, but business casual is required for video calls and in-person events.

Qsource has established categories for dress code: casual, business casual, and business professional, each with specific guidelines.

Examples of each dress code category are provided to help employees understand the expectations.

Qsource employees must be aware of and comply with all relevant laws and regulations regarding recording conversations, including wiretapping laws, data protection laws, and industry-specific regulations.

If recording communication is necessary for business purposes, the data should be protected with strong security measures to prevent unauthorized access and breaches. Encrypted storage and access controls are essential.

Recorded communications should only be retained for as long as necessary for their intended purpose. Employees must follow established retention and deletion policies to ensure data isn't kept unnecessarily, and unauthorized retention or sharing is strictly prohibited.

Care must be taken when recording or storing sensitive and confidential information. Never record or share this data without explicit authorization and proper security measures in place.

If recorded communications are used for training or quality assurance purposes, employees involved in this process should be trained on the appropriate handling and protection of sensitive data.

Qsource has a strict policy against substance abuse of any kind, as it threatens the health and safety of employees and the security of Qsource's facilities.

Substance abuse screening may be conducted in certain situations, including pre-employment, reasonable suspicion, or random testing as required by law. Compliance is a condition of employment.

Any employee violating the substance abuse policy is subject to disciplinary action, including termination, even for the first offense. Employees are encouraged to seek professional help for alcohol or drug problems.

The EAP provides confidential support and resources for employees struggling with substance abuse or other personal issues. Employees can use FTO and be referred to treatments without disciplinary action.

Employees may be subject to testing based on observations of apparent workplace use, possession, or impairment of alcohol or drugs. Specific behaviors and observations must be documented.

Qsource prohibits employees from using cell phones for any reason while driving for work-related purposes or a company-owned vehicle.

All accidents, injuries, safety breaches, and unsafe equipment must be reported promptly to a supervisor. Failure to do so may result in loss of benefits and disciplinary action.

Smoking is strictly prohibited in company buildings and work areas at any time. This policy applies to all employees.

Employees who test positive for drugs or alcohol, refuse testing, or violate the substance abuse policy will be subject to disciplinary action, including termination.

'Smoking' includes the use of traditional tobacco products like cigarettes and chewing tobacco, as well as electronic smoking devices and e-cigarettes.

Smoking is only permitted during break times in designated outdoor areas.

The signs are: (1) Slurred speech, slow, distracted, or inability to verbalize thoughts. (2) Argumentative, agitated, irritable, or drowsy emotions. (3) Sleeping, unconscious, or no reaction to questions.

Qsource considers workplace violence a serious safety hazard. It includes any physical assault or aggressive behavior during work, even threats or displays of force.

This policy prohibits possessing or using dangerous weapons on Qsource or client property, regardless of license to carry.

Harassment is defined as unwelcome conduct based on protected characteristics like race, sex, religion, age, etc., creating a hostile or abusive work environment.

Qsource has a 'zero tolerance' policy for harassment. It prohibits discrimination based on disability or accommodation requests.

This policy applies to all employees, including prospective, current, and former employees, and anyone witnessing harassment.

Employees should immediately report allegations in writing to their manager or Human Resources.

Qsource thoroughly investigates allegations and takes disciplinary action, up to termination, if harassment or retaliation is confirmed.

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature creating a hostile environment.

Qsource aims to prevent and address incidents of violence, harassment, bullying, and inappropriate behavior through its policies and procedures.

This policy ensures employees can report harassment or retaliation without fear of retribution, allowing them to freely assist investigations.

Employees filing false or unreasonable complaints may face disciplinary action even if they are protected by the EEO.

Employees should immediately report the incident, in writing, to their manager or Human Resources for a thorough investigation.

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.

Subtle or overt pressure for sexual favors, inappropriate touching, lewd comments, offensive language, suggestive posters or pictures, and repeated requests for dates.

Harassing someone because they don't fit the typical image of a man or woman.

Report the incident promptly to your supervisor, designated manager, or HR.

Qsource conducts a thorough and impartial investigation.

Punishing someone for reporting harassment or discrimination.

Shunning, threats, intimidation, denying benefits, demotion, firing, and assault.

Actions taken to assert your rights against discrimination, including reporting harassment, discrimination, or retaliation.

Create a work environment free from harassment, communicate the policy, and encourage reporting.

To ensure a fair and respectful work environment for all employees.

Promptly, thoroughly, and impartially investigate all claims.

Any employee, regardless of who the offender is, can report harassment.

A service that offers counseling and support for employees facing personal or work-related challenges.

Filing a complaint, participating in an investigation, communicating with a supervisor, refusing discriminatory orders, resisting sexual advances, and requesting accommodation.

It is strictly prohibited and violates Qsource's policy.