The Full Coverage PDN Home Care Agency supports and follows all applicable laws and regulations including:
As a healthcare provider, we have an obligation to ensure that our client’s medical records are protected. Client’s medical records may not be shared without written consent unless it interferes with client’s treatment or care coordination. Appropriate and reasonable steps should be taken to ensure medical information is secure. Please refer HIPAA Notice of Privacy Practices for additional information.
Equal Employment Opportunity (EEO) Standards:
An applicant or an employee will not be discriminated against because of the person’s race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older) disability, or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination or participate in an employment discrimination investigation or lawsuit.
Fair Labor Standards Act Information:
The FLSA established minimum wage, overtime pay, record keeping, and youth employment standards affecting covered nonexempt employees in the private sector and in the Federal, State, and local governments.
American with Disabilities Act (ADA) Information:
The ADA prohibits discrimination, against a person who meets the definition of “disabled”, on the basis of disability in employment, state and local government, state and local facilities, transportation, and telecommunications.
Civil Rights Act of 1964 Information:
Requires equal access to public places and employment; outlawing discrimination on the basis of race, color, religion, sex, or national origin.
Each individual has the right to expect a workplace with a professional atmosphere that prohibits discrimination and harassment based on race, color, religion, sex, national origin, age, marital status, disability, sexual orientation, veteran status, or any other category protected under this law. FCPDN does not tolerated harassment or hostile actions in the workplace and will take prompt action to correct such situations when discovered with confidentiality. If you have any questions, concerns or need to report about this policy, please contact the Human Resources Manager, Administrator or any Board Member at 919-803-4000.
Stark Law and Anti-kickback:
Stark Law prohibits physician self-referrals, specially a referral of a Medicaid or Medicare patients to an entity providing DHS in which there is a financial interest. The federal Anti-Kickback Act prohibits those involved in government contracting from offering, accepting, or attempting compensations of any kind directly or indirectly for the purpose of influencing awarding contract for materials, equipment, or services of any kind.
Whistleblower Protection Act:
Protects an employee from employer’s retaliation for reporting injuries, safety concerns, fraud, waste and abuse, or other protected activity. Whistleblower Protection Act Complaints should be sent to: U.S. Office of Special Counsel Complaints Examining Unit 1730 M Street, NW, Suite 201 Washington, DC 20036-4505 The required complaint form is available online at:
Adult and Juvenile Abuse and/or Neglect:
If you suspect activities of client abuse and/or neglect, please contact your supervisor. FCPDN will investigate and take appropriate actions.
Fraud, Waste, and Abuse:
Fraud, waste, and abuse in the Medicaid program may occur in many different ways, including Medical identity theft, billing for unnecessary services or items, billing for services or items not rendered, up-coding, unbundling, billing for non-covered services or items, kickbacks and beneficiary fraud. If you have reason to believe that someone is defrauding the Medicaid program, please report the appropriate agency.
TTY Toll-Free: 1-877-486-2048
Office of Inspector General Hotline:
Mail: Office of the Inspector General
HHS TIPS Hotline
P.O. Box 23489
Washington, DC 20026
If you believe that a law or regulation is not being followed, please contact the Human Resources Manager, the Administrator, or any Board Member. Any violations will be thoroughly investigated and handled. When appropriate, confidentiality will be maintained as much as possible.