No employee or representative of Royale Care, who in good faith reports Wrongful Conduct or who assists in the investigation of any such report, shall suffer harassment, retaliation, or adverse employment ramification. Such reports will be treated confidentially to the extent Royale Care determines it appropriate under the circumstances and the law. This policy is intended to encourage and enable employees and representatives to raise serious concerns without consequence.
The objectives of this Policy are to establish policies and procedures for:
- The submission of concerns regarding alleged Wrongful Conduct by employees and other representatives of Royale Care on a confidential and/or anonymous basis.
- The receipt, retention and treatment of complaints received by Royale Care regarding alleged Wrongful Conduct.
- The protection of employees and other representatives of Royale Care reporting concerns from retaliatory actions.
Applies to all employees, volunteers, and interns.
Royale Care requires and expects all employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. Royale Care’s employees must practice honesty and integrity in fulfilling their responsibilities and comply with all applicable laws and regulations.
“Wrongful Conduct” is defined in this Policy to include: a serious violation of Royale Care policy or a violation of applicable local, state and/or federal law.
“Representative” is defined in this Policy to include: agents, independent contractors, interns, and volunteers.
The following procedures are to provide guidance and protection for reporting alleged Wrongful Conduct
1. Generally, employees and representatives are encouraged to share their questions, concerns, suggestions, or complaints with a Royale Care agent who can address them properly. In most cases, an employee’s or representative’s supervisor is in the best position to address an area of concern. However, if an employee or representative is uncomfortable speaking with his or her supervisor, or is unsatisfied with the supervisor’s response, he or she should speak with someone in Human Resources or another member of management whom he or she is comfortable approaching.
2. If an employee or representative reasonably believes that Royale Care, a Royale Care employee and/or a Royale Care representative is engaged in Wrongful Conduct, a written complaint should be submitted to the Human Resources Manager. Anyone filing a complaint concerning a violation or suspected violation must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation.
3. Reports of violations or suspected violations, including the name of the employee submitting the allegation, will be kept confidential to the extent Royale Care determines it appropriate under the circumstances and the law. Violations or suspected violations may also be submitted anonymously.
4. All reported violations or suspected violations will be promptly investigated, and appropriate corrective action will be taken if deemed necessary by Royale Care.
5. Royale Care will not retaliate against an employee or representative if that employee or representative reasonably believes that the Wrongful Conduct continued after Royale Care has had reasonable opportunity to investigate and correct the alleged activity, and subsequently discloses, or threatens to disclose, the Wrongful Conduct to a regulatory or public body.
6. Any employee or representative who retaliates against another employee or representative because he or she has, in good faith, reported, or threatened to report, Wrongful Conduct, will be subject to disciplinary action up to and including termination of employment or relationship with Royale Care. Retaliation includes, but is not limited to, adverse action such as termination, compensation decreases, poor work assignments and/or threat of physical harm.
7. Any employee or representative of Royale Care who accuses Royale Care, an employee of Royale Care, or a representative of Royale Care of engaging in Wrongful Conduct, and such allegation proves not to be substantiated and is proven to have been made maliciously or knowingly to be false will be subject to disciplinary action up to and including termination of employment.
8. If an employee or representative believes he/she has been retaliated against as a result of his or her good faith-based reporting or threatening to report Wrongful Conduct, he/she must contact the Human Resources Manager or Royale Care Executive Director immediately.