Accountability

Regulatory Bodies 

Mental Health Partners (MHP) takes very seriously its regulatory and legal obligations that are a result of the funding we receive, the state and federal laws that govern what we do, and the populations that we serve. To continue to serve our clients, we must operate within these regulations, even when that requires balancing demands on our time and resources. At MHP, each of us will follow the rules and requirements and strive for excellence in client care. All workforce members are individually responsible for reading, understanding, and abiding by the rules, regulations, and ethical obligations related to the appropriate licensing and/or professional regulatory body. Questions or concerns should be directed to the appropriate regulatory body or the MHP Compliance department. If you have a good faith belief that another employee is engaging in prohibited or unethical behavior, you should immediately contact Compliance. 

Interpersonal Interactions 

MHP is a healthcare organization that serves the needs of a large and diverse community and has high standards of ethical behavior and workplace conduct. MHP requires all workforce members to exercise the highest standards of ethics in all interactions and all decisions that may impact MHP, and these standards serve as the cornerstone of MHP’s reputation. Your actions may enhance, maintain, or damage the reputation that MHP has developed. MHP’s ability to attract and retain quality workforce members and to maintain community partnerships to serve the community depends on this reputation. The guiding principle for behavior is that all individuals are treated equitably without regard to any protected status. To help guide our standards, we have established MHP core values to help support and shape our culture. Violations of these standards are serious offenses and, if substantiated, can result in immediate disciplinary actions up to and including termination of employment.  

If you are attracted to a client, it is your responsibility to notify your supervisor as soon as you become aware of the attraction. If a client admits, reports, or shows an indication of attraction to a staff person, this must be reported to your direct supervisor. Management will investigate and act as appropriate. 

Equal Employment Opportunity (EEO)

MHP is dedicated to the principles of equal employment opportunity in any term, condition, or privilege of employment. MHP does not discriminate against applicants or employees based on race, color, religion, sex, sexual orientation, gender expression or identity, marital status, age (40 and over), veteran status, national origin, creed, ancestry, physical or mental disability, pregnancy, genetic information, or any other status protected by state or local law. This policy applies to all workforce members, including managers, supervisors, colleagues, and others. MHP prohibits unlawful harassment, discrimination, or retaliation based on age (40 or older), sex, sexual orientation (including transgender status, gender identity or expression), pregnancy (including childbirth, lactation, and related conditions), race (including hair texture, hair type, or a protective hairstyle commonly or historically associated with race, such as braids, locs, twists, tight coils or curls, cornrows, Bantu knots, Afros, and headwraps), national origin, disability, creed, religion, genetic information, ancestry, military or veteran status, or any other status protected by federal, state, or local laws. 

Conflict of Interest 

Employees must conduct business without creating any conflict of interest. A conflict of interest can arise when an employee is involved in activities for personal gain, which for some reason conflicts with MHP’s business interests. Employees must not engage in any business activity, private practice, or maintain any relationships which conflict in any way with the full performance of their obligations to MHP. A dual role exists when an employee relates to a client or MHP in more than one role, for example, supervisory, social, personal, business, or financial. Similarly, a dual role exists when a client relates to an employee in more than one role, for example, supervisory, social, personal, business, or financial. Dual roles can produce discomfort arising from role conflict and confusion.  

Reporting 

If you believe there has been a violation of these policies, you may discuss it with your direct manager directly, or please use the following complaint procedure. MHP expects you to make a timely complaint to enable MHP to promptly investigate and correct any behavior that may be in violation of this policy. MHP will conduct a prompt and thorough investigation of violations of all allegations and complaints in a confidential manner. MHP will take appropriate corrective action, if and where warranted. We are all responsible for upholding the Code of Conduct and all MHP policies. MHP prohibits retaliation against an employee for filing a complaint under this policy or for assisting in a complaint investigation. If you perceive retaliation for making a complaint or due to your participation in an investigation, please immediately notify Compliance. The situation will be promptly investigated