Policy Manual

1. Providers are prohibited from partaking in any activity or association that creates or appears to create a conflict between the provider's personal interests and Community Care's business interests. Examples include (but are not limited to):
• Conflicts of commitment, whereby other demands on the provider's time conflict with their ability to carry out their duties for Community Care.
• Situations where the provider may be in a position to breach confidentiality of client or personnel information or Community Care business to other institutions, organizations, or their representatives.
• Any situation or personal interest that interferes with the exercise of independent judgment or with that provider's ability to act in the best interests of Community Care and Community Care clients.
2. Employees of Community Care, their spouse or live-in significant other, or family members living in the household of the employee are prohibited from acting as foster parents for Community Care.
3. Foster parents contracting with Community Care, their spouse or live-in significant other, or family members living in the household of the foster parent are prohibited from employment with Community Care.
4. So as to not to disrupt the placement of children currently in care, #2 and #3 above will be negotiated on an individual basis between Community Care and DHS for those cases recommended for consideration for exception until December 31, 1995.
5. Any situation of conflict of interest or perceived or possible conflict of interest must be promptly reported to the provider's Team Clinical Supervisor or to the Human Resources Coordinator. The Team Clinical Supervisor or Human Resources Coordinator will contact the Potential for Conflict Committee which will be responsible for resolving the situation and informing the Assistant Executive Director and/or Executive Director. In the event that the Executive Director is involved personally in any potential conflict situation, the Potential for Conflict Committee will inform the Board of Directors.
6. Determined conflict of interest may result in disciplinary action, including but not limited to suspension with or without pay, or termination from employment or the contract without advance notice. Determined conflict of interest may also result in a decision not to hire or contract with an individual involved in such conflict.
7. The Potential for Conflict Committee will be responsible for reviewing all reports of potential conflict that cannot be handled or resolved through normal team process or interaction. Based upon its findings, the Committee will recommend an appropriate course of action. It is the goal of the Committee to assist the participants in resolving the conflict themselves; however, in the event they cannot, the Committee will make a final binding decision.
8. All decisions of the Potential for Conflict Committee may be appealed according to Community Care policy, "Provider Grievance" (AD0006).

It is expected that all Development providers of Maine understand and comply with Community Care values, Standards of Care, policies, procedures, and accepted codes of ethics and standards of practice according to their individual discipline/profession.