code of ethics

Code of Ethics

Statement of Philosophy

While the mission of The Baddour Center has remained consistent since its inception, so have the basic tenets of philosophy relating to the faith, hope, love, and hard work that have made this ministry an exciting reality. As an organization associated with the United Methodist Church, we will strive to operate in a manner consistent with its philosophies and purpose. We will lead by example in all we do and practice the "Golden Rule," treating others as we want to be treated. We will strive to exemplify high moral, ethical, and professional character in all we do. We will work to be leaders in the field of intellectual disabilities and to help every resident reach the highest potential possible. We will strive for optimum productivity and efficiency in our jobs, with a hands-on management approach and attention to detail. We will face the future with enthusiasm and positive belief in the sufficiency of God's provision for our needs and our own willingness to work diligently and conscientiously to secure the needs of this ministry.

Introduction

This Code of Ethics has been adopted by the Board of Trustees of The Baddour Center to set forth over-arching principles for every aspect of our organization. This Code of Ethics is to promote honest and ethical conduct, proper disclosure of information, and compliance with applicable laws, rules, and regulations. This Code of Ethics applies to all employees, officers, trustees, partners, and vendors of The Baddour Center and, in certain cases, to its representatives and agents as well. The Baddour Center shall ask all employees, officers, trustees, partners, vendors, representatives, and agents to read and acknowledge understanding of this Code of Ethics.

Principles and Practices

In performing their duties, all employees, officers, trustees, partners, vendors, representatives, and agents must:
    engage in and promote honest and ethical conduct, avoiding any actual or apparent conflict of interest between personal and professional relationships;
    comply and take all reasonable actions to cause others to comply with applicable governmental laws, rules, and regulations;
    not directly or indirectly participate in any fraudulent action; and
    promptly report violations of this Code of Ethics to the Executive Director.
provide, or cause to be provided, full, fair, accurate, timely, and understandable disclosure when necessary;

Compliance and Accountability

It is the responsibility of The Baddour Center and of each employee, officer, trustee, partner, vendor, representative, and agent to respect and obey the law. Although not all employees are expected to know the details of all laws, rules, and regulations, it is at a minimum important to know enough to determine when to seek advice from supervisors. The Executive Director shall report material violations of this Code of Ethics to the Board of Trustees and recommend to the Board appropriate action. The Board may designate appropriate persons to determine appropriate action, and such action shall be reasonably designed to deter wrongdoing and to promote accountability for adherence to this Code of Ethics. Failure to observe the terms of this Code of Ethics may result in disciplinary action, up to and including termination of employment. Violations of this Code of Ethics may also constitute violations of law and result in civil and criminal penalties.

Organizational Values

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:

  • Committing to deliver exceptional quality services to adults with intellectual disabilities by practicing continuous quality improvement to exceed customer expectations.
  • Providing personal and friendly attention to residents and their families.
  • Designing programs and services around the needs and expectations of residents and families.
  • Recognizing that customer service is the business of our organization.
  • Upholding high standards of timeliness, quality, and value.
  • Acknowledging that a sacred trust is invested in The Baddour Center when families place their loved ones in our care.
  • Understanding that donors also rely on us to be faithful stewards of their financial support.
  • Maintaining commitments to Vocational and Horticultural customers to their satisfaction in service and products, resolving service failures expeditiously, and accepting only those projects for which we have complete competence.
  • Maintaining honest and objective relationships with vendors and other service providers.

    • We develop an environment of - Integrity and Trust by:

  • Recognizing every individual as a person of sacred worth.
  • Respecting others.
  • Taking responsibility for our own actions and results.
  • Encouraging innovation and treating mistakes as learning experiences.

    • We encourage - Teamwork by:

  • Breaking down organizational barriers to solve problems and achieve common goals.
  • Developing a shared vision and mission and establishing goals and clear roles.
  • Demonstrating trust, respect, and loyalty to each other.
  • Sharing information, ideas, and feelings.
  • Listening carefully and promoting cooperation.
  • Valuing diversity, with respect to the past, as we plan for the future.
  • Celebrating success.
  • Believing that for those who live here and those who work here, The Baddour Center should be a source of joy and inspiration.

    • We promote and support - Employee Excellence by:

  • Investing in employee training and education.
  • Recognizing and rewarding quality performance while identifying and addressing less-than-acceptable performance.
  • Identifying and addressing employee needs and expectations.
  • Providing employees with the tools to get the job done.
  • Placing priority on the safety and security of residents and employees.

    • Mississippi Vulnerable Adults Act

    With our widely recognized resident-centered culture and our values serving as the foundation for our 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 shall not tolerate:

  • Abuse, whether physical, verbal, mental, or emotional
  • Neglect
  • Exploitation, including accepting gifts from or selling items to vulnerable adults

    • The Mississippi Vulnerable Adults Act defines illegal and inappropriate actions (i.e., abuse, neglect, and exploitation) involving persons with Mental Retardation or Developmental Disabilities, and the Department of Human Services is the governmental body that addresses such issues or concerns. Any substantiated case of abuse, neglect, or exploitation can and shall be prosecuted according to the law. Anyone who directly observes or becomes aware of abuse, neglect, or exploitation and fails to report it will also be held liable.

    Confidentiality

    Employees, officers, trustees, partners, vendors, representatives, and agents must maintain the confidentiality of all information entrusted to them except when disclosure is authorized or legally permitted and must use such information for legitimate purposes only. All identifying and medical information regarding residents is strictly confidential, and only those individuals who have a "need to know" shall have access to that information.

    The Baddour Center, as employer and custodian of residents' medical information, is responsible for any breeches of the privacy regulations of the Health Insurance Portability and Accountability Act (HIPAA). Any information that discloses or that would lead to assumptions of a diagnosis may be shared only with those employees with the need to know in the performance of their job as it relates to the resident or employee or compliance with a law.

    Protection and Proper Use of Assets

    All employees, officers, trustees, partners, vendors, representatives, and agents 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 is directly or indirectly to be given or offered by any employee, officer, trustee, partner, vendor, representative, or agent of The Baddour Center to any individual, organization, government, political party, or any other entity or its representatives for any reason nor should any employee, officer, trustee, partner, vendor, representative, or agent of The Baddour Center accept bribes, kickbacks, or similar payments or consideration either directly or indirectly from any individual, organization, government, political party, or any other entity or its representatives for any reason.

    Employee Matters

    The Baddour Center is firmly committed to non-discrimination and equal opportunity for employees and residents. Everyone shall be treated without discrimination or harassment based on race, color, religion, sex, national origin, age, veteran status, 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 highest concerns. The Baddour Center is to provide a healthy, safe, drug-free, 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.

    Recordkeeping

    The Baddour Center requires honest and accurate recording of information in order to provide accurate reports and make responsible business decisions. All of The Baddour Center's books, records, accounts, and financial statements must be maintained in reasonable detail, reflect appropriately The Baddour 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 avoid exaggeration, derogatory remarks, guesswork, and inappropriate characterizations of people and companies that can be misunderstood and/or misinterpreted. This principle applies equally to email, internal memoranda, and formal reports. Records should always be retained or destroyed according to The Baddour Center's record retention policy. Reporting Illegal or Unethical Behavior

    Employees are encouraged to talk to their supervisors about observed illegal or unethical behavior, including existing and potential violations of this Code of Ethics, and when in doubt about the best course of action in a particular situation. Failure to report existing and potential violations is itself a violation of this Code of Ethics. It is the policy of The Baddour Center to not allow retaliation for reports of misconduct by others made in good faith by employees. Employees are expected to cooperate in internal investigations of misconduct.

    Compliance Procedures

    All employees, officers, trustees, partners, vendors, representatives, and agents are expected to read, understand, and comply with the principles contained in this Code of Ethics as well as with all applicable laws, rules, and regulations, and Baddour Center policies, guidelines, and procedures. It is not possible to anticipate every situation that may arise, so employees should keep the following in mind:

  • Make sure you have all the facts.
  • Ask yourself: What specifically am I being asked to do and does it seem unethical or improper?
  • Clarify your responsibility and role.
  • Discuss the problem with your supervisor.
  • Seek help from a Baddour Center representative.
  • You may report ethical violations in confidence without fear of retaliation.
  • Always ask first and act later.

    • An employee who is unsure of whether a situation violates this 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 this Code of Ethics or any law or regulation, it is critical that this fact be communicated to appropriate individuals for correction. Apparent violations shall be fully investigated and resolved.

    Any employee who engages in unlawful activities or violates this Code of Ethics or any other Baddour Center policy is subject to disciplinary action, up to and including termination of employment. 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.