What you should know about reporting violations
It is AHRC NYC policy, as expressed in Section 4.01: Corporate Compliance Policy, that any employee, contracted employee, or agent who witnesses, learns of, or is asked to participate in potentially non-compliant activities must report the matter immediately to his/her supervisor or to the vice president of Corporate Compliance.
The Corporate Compliance Policy also requires that any AHRC NYC supervisor, officer, or director who receives information about possibly non-compliant activity must document the matter and report it to the vice president of Corporate Compliance. If the potential non-compliant activity involves the vice president of Corporate Compliance, the information must be reported without delay to the chief executive officer.
Upon receiving a complaint, the vice president of Corporate Compliance will immediately begin an investigation, while appropriately documenting both the complaint and the investigation. As appropriate, the vice president of Corporate Compliance will keep the chief executive officer and appropriate executive staff informed about the progress of the investigation.
Whistleblower Protections, Non-Intimidation and Non-Retaliation Policy
The False Claims Act provides protections for “whistleblowers” (persons who bring alleged wrong-doing to the attention of management or to outside authorities). Under the False Claims Act, whistleblowers can share in the recovery of monies paid fraudulently to organizations. No director, officer, employee, intern or volunteer of AHRC NYC, its affiliates or AHRC NYC Home Care who, in good faith, reports any action or suspected action taken by or within these entities that is illegal, fraudulent or in violation of any adopted policy will suffer intimidation into not reporting, harassment, discrimination or other retaliation or in the case of employees, adverse employment consequences.