HOW TO GET HELP
When you need help to prevent a violation of hospital policies, laws, rules, or regulations, do not look the other way. Speak up. Ask questions. Bring your concerns into the open. This will ensure we stay in compliance. Not because it is mandated, but because it is who we are and it is simply the right thing to do.
Employee Relations
If a concern is related to workplace conduct, employment practice, or other workplace situations, rather than organizational issues of compliance, the most appropriate place to report those issues is to your immediate supervisor. If this reporting is not appropriate due to the circumstances surrounding your concerns, then report it to Employee Relations located in Human Resources.
We suggest the first attempt to resolve issues, such as payroll, fair treatment, job postings, and disciplinary issues, should occur at the departmental level. Experience has shown that reporting these types of issues to your immediate supervisor or Employee Relations is the best way to deal promptly with these matters.
Seeking Advice
When seeking guidance on ethics or compliance issues or to simply report a concern, employees may choose from several options. The employee can seek advice from their immediate supervisor or the next level of supervision, highest levels of Hospital Management, the Compliance Office, or by calling the WFUBMC Hotline.
Employees should always seek advice whenever they are unsure about an appropriate legal or ethical course of action. This may involve situations where standards are unclear or do not exist, legal requirements are complex, employees have limited or no experience in dealing with the subject matter, or workplace pressures conflict with legal requirements.
Raising Concerns
Employees should raise any concerns they have about potential risks before they become actual problems. This may involve situations in which employees believe they or their co-workers may run the risk of violating standards.
Reporting Misconduct
Employees are required to report any suspected or known violations of NCBH & Subsidiaries policies, laws, rules, or regulations. This may involve situations where employees actually observe violations, hear about a violation occurring, or suspect a violation may be occurring or have occurred.
Confidentiality
When appropriate or requested, we will use all possible means to protect your identity. If you choose, you may make your call or correspondence anonymous. You do not have to provide your name and we will not try to determine who you are. However, if we do not have a certain level of detail in some situations we may not be able to help (e.g., an employee reports that he saw someone stealing but will not say anything else).
Response
If your call is one that requires an investigation, we will provide you with the status along the way and inform you when an outcome has been reached. If you choose to remain anonymous, we will provide you with a unique tracking number and dates to call back for updates. Please understand a response must respect patient and employee confidentiality rules and may not contain all the details of actions taken.
Protection
Retaliation against any employee, who seeks advice, raises a concern, or reports misconduct is not tolerated. If you suspect that you have been retaliated against, you should contact the Compliance Office and Employee Relations in Human Resources immediately.
Speak up. Ask questions. Bring your concerns into the open.
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