The Code of Ethics was adopted by The Baddour Center’s Board of Trustees in 2004, setting forth principles for every aspect of the organization. It mandates the promotion of honest and ethical conduct, proper disclosure of information, and compliance with applicable laws, rules, and regulations. The Code of Ethics applies to all employees, officers, and trustees of The Baddour Center and, in certain cases, to its partners, representatives, and agents as well. The Baddour Center asks all employees to read and understand the Code of Ethics.
In performing their duties, all employees, officers, trustees, partners, vendors, representatives, and agents must:
It is the responsibility of The Baddour Center and of each trustee and employee to respect and obey the law. Trustees and employees are not expected to know the details of all laws, rules, and regulations; however, at a minimum, it is important to know enough to determine when to seek advice from Supervisors and/or other Management of The Baddour Center. The Executive Director will report material violations of this Code to the Board of Trustees and recommend appropriate action. The Board may designate appropriate persons to determine appropriate action, and such action will be reasonably designed to deter wrong-doing and promote accountability for adherence to this Code. Failure to observe the terms of this Code may result in disciplinary action, up to and including termination of employment. Violations of this Code may also constitute violations of law and may result in civil and criminal penalties.
The Baddour Center is a Christian ministry founded on the conviction that every person is created in the image of God and is therefore worthy of dignity and respect.
We embrace these organizational values as guiding principles. We hold ourselves and each other responsible to support and demonstrate these values in our daily tasks, decisions, and interactions. We acknowledge that effective communication creates the foundation for these values.
We focus on Quality Customer Service by:
We develop an environment of Integrity and Trust by:
We encourage Teamwork by:
We promote and support Employee Excellence by:
With a widely-recognized, resident-centered culture and the aforementioned values serving as the foundation for decision-making, we commit to providing residents considerate and respectful care, regardless of race, color, religion, sex, national origin, age, veteran status, or disability. Furthermore, The Baddour Center will not tolerate:
The Mississippi Vulnerable Adults Act defines illegal and inappropriate actions involving persons with intellectual disabilities, and the Department of Human Services is the governmental body that addresses such issues or concerns. Any case of substantiated abuse, neglect, and/or exploitation can and will be prosecuted according to the law. Anyone directly observing or becoming aware of abuse, neglect, and/or exploitation, and failing to report it will also be held liable.
The Baddour Center is charged with safeguarding information so that only those with a need to know receive information. Information must be related to the business at hand. Employees, officers, trustees, agents, and representatives must maintain the confidentiality of all information entrusted to them. Exceptions include when disclosure is authorized or legally permitted; however, disclosure and use of such information must be for legitimate purposes. All information relating to residents is CONFIDENTIAL and only employees with a “need to know” will be provided access to said information.
The Baddour Center, as an employer and custodian of residents’ medical information, is responsible for any breaches of the privacy regulations of the Health Insurance Portability and Accountability Act (HIPAA). Any information that discloses a diagnosis or leads to assumptions of a diagnosis may be shared only with “those who have a need to know” in the performance of their job as it relates to the resident, the employee, or compliance with a law.
All employees, officers, and trustees should protect The Baddour Center’s assets and ensure their efficient use. Except for incidental personal use, assets of The Baddour Center should be dedicated to legitimate business only. It is never acceptable to use a corporate credit card for personal use, and corporate expense accounts should be used only for business in accordance with policy. The obligation to protect assets includes intellectual property, business and marketing plans, databases, records, salary information, and unpublished reports. Unauthorized use or distribution of this information is prohibited. No bribes, kickbacks, or similar payments or consideration are directly or indirectly to be given or offered by any employee, officer, trustee, or agent of The Baddour Center to any individual, organization, government, political party, or any other entity or its representatives for any reason, or vice versa.
The Baddour Center is firmly committed to non-discrimination and equal opportunity for employees and residents. Everyone will be treated without discrimination or harassment based on race, color, religion, sex, national origin, age, veteran status, genetics, or disability. No person shall be refused employment, promotion, transfer, compensation, benefits, or any other term or condition of employment based on any of these characteristics. Sexual harassment in any form and conduct of a sexual nature that creates an intimidating, hostile, or offensive working environment is prohibited at The Baddour Center. In addition, the health and safety of employees is one of The Baddour Center’s greatest concerns. The Baddour Center is to provide a healthy, drug-free, safe, and efficient workplace and business environment for employees and residents. Employees are prohibited from engaging in the illegal use, transfer, sale, or possession of drugs and abusing prescription drugs while on the job.
The Baddour Center requires honest and accurate recording of information in order to provide accurate reports and make responsible business decisions. All of The Center’s books, records, accounts, and financial statements must be maintained in reasonable detail, appropriately reflect The Center’s transactions, and conform to both applicable legal requirements and the system of internal controls. Unrecorded or “off the book” funds or assets should not be maintained unless permitted by law. All employee business expense accounts must be documented and recorded accurately. Business records and communications often become public, and employees should strive to be clear and concise, avoiding exaggeration, derogatory remarks, guesswork, and inappropriate characterizations of others. This principle applies equally to email, internal memoranda, and formal reports. Records should always be retained or destroyed in accordance with The Center’s record retention policy.
Employees are encouraged to speak to their supervisors about observed illegal or unethical behavior, including existing and potential violations of this Code of Ethics and if or when in doubt about the best course of action to take in a particular situation. Failure to report existing and potential violations is also a violation of this Code. The Baddour Center shall protect employees, who in good faith report misconduct by others, from retaliation. Employees are expected to cooperate in internal investigations of misconduct.
All employees, officers, and trustees are expected to read, understand, and comply with the principles contained in the Code of Ethics, as well as all applicable laws, rules, and regulations, and Baddour Center policies, procedures, and guidelines.
It is not possible to anticipate every situation that may arise, so employees should keep the following in mind:
An employee who is unsure of whether a situation violates the Code of Ethics should discuss the situation with his or her Supervisor or a designated Baddour Center representative to prevent possible misunderstanding and embarrassment later.
If an employee becomes aware of any violation of the Code of Ethics, law, or regulation, it is critical that the employee communicate this to the appropriate individuals for correction. Apparent violations will be fully investigated and resolved.
Any employee who engages in unlawful activities or violates the Code of Ethics or any other Baddour Center policy is subject to disciplinary action, which could result in dismissal. Remember, if an employee is unsure of what to do in any situation, the best course of action is to seek guidance before taking action.
Employees wishing to report violations of the Code of Ethics or other concerns that may indicate unlawful activities at The Baddour Center may do so confidentially by calling the Ethics Hotline at 662-562-0100, ext. 444.