COVID COMMUNICATIONS COMMITTEE PURPOSE:
The purpose of this committee is to support open and timely communications within MHAAO as well as publicly on its website to keep team members and stakeholders informed and supported. Our purpose is also to provide clarity regarding MHAAO procedures related to COVID-19 safety.
FEEDBACK OPPORTUNITY:
The COVID Communications Committee is asking you to share your feedback, comments, and experiences with the Mental Health & Addiction Association of Oregon's programs and operations as it relates to the ongoing novel coronavirus (COVID-19) pandemic. MHAAO's programs include EVOLVE Peer Delivered Services, Pathway Home, the Oregon Peer Training & Innovation Center (OPTIC), training, technical assistance, and outreach services, Peer Support for Peer Support Specialist (PS4PSS), and our national conference, Peerpocalypse.
Your comments will be sent to the COVID Communications Committee that is currently composed of Kaity Riordan, René Stewart, Adrienne Scavera, and Sunny Briscoe. Comments will first be reviewed by Human Resources and a committee member prior to being reviewed by the full COVID Communications Committee. This is done to ensure that no protected information is disclosed.
If you would like your feedback to be anonymous, please do not provide any identifying information. However, if you would like to receive follow-up from the Committee, please include your name so that we can follow up with you as needed. Please be aware that if any person is named in feedback that relates to sexual misconduct or discrimination based on a protected class, the information will be reported in compliance with mandatory reporting. Otherwise, your name will be kept confidential within the committee.
MHAAO EMPLOYEE HANDBOOK ANTI-RETIALATION AND WHISTLEBLOWER POLICY (2.7):
This policy is designed to protect employees and address MHAAO's commitment to integrity and ethical behavior. In accordance with anti-retaliation and whistleblower protection regulations, MHAAO will not tolerate any retaliation against an employee who:
- Makes a good faith complaint, or threatens to make a good faith complaint, regarding the suspected Organization or employee violations of the law, including discriminatory or other unfair employment practices;
- Makes a good faith complaint, or threatens to make a good faith complaint, regarding accounting, internal accounting controls, or auditing matters that may lead to incorrect, or misrepresentations in, financial accounting;
- Makes a good faith report, or threatens to make a good faith report, of a violation that endangers the health or safety of an employee, peer, environment or general public;
- Objects to, or refuses to participate in, any activity, policy, or practice, which the employee reasonably believes is a violation of the law;
- Provides information to assist in an investigation regarding violations of the law; or
- Files, testifies, participates, or assists in a proceeding, action, or hearing in relation to alleged violations of the law.
Retaliation is defined as any adverse employment action against an employee, including, but not limited to, refusal to hire, failure to promote, demotion, suspension, harassment, denial of training opportunities, termination, or discrimination in any manner in the terms and conditions of employment.
Anyone found to have engaged in retaliation or in violation of law, policy, or practice will be subject to discipline, up to and including termination of employment. Employees who knowingly make a false report of a violation will be subject to disciplinary action, up to and including termination.
Employees who wish to report a violation should contact their supervisor or the HR Director. Employees should also review their state and local requirements for any additional reporting guidelines. Mental Health Association of Oregon will promptly and thoroughly investigate and, if necessary, address any reported violation.
Employees who have any questions or concerns regarding this policy and related reporting requirements should contact their supervisor, the HR Director or any state or local agency responsible for investigating alleged violations.