Job Description:

Shifa Home Care in Saint Charles, Illinois is hiring Caring & Compassionate home care aids in
Home Care to the Elderly residents in Kane County, Dupage, Will & Cook counties, Towns
include Elgin, St. Charles ,Geneva, North Aurora • We offer flexible hours, work close to home &
online paid training. • We offer competitive pay starting $18.50/hourly depending on experience. •
If you have a family member who needs care, you can work for them • Hiring Bilingual caregivers
English/Spanish/Urdu/Hindi/Gujarati.

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Physical and Mental Demands:

- Good physical and mental health.
- Physical ability to stand, walk, use hands and fingers, reach, stoop, kneel, crouch, talk, hear and see.
- Mental fortitude and stability to handle stress.
- Physical and mental ability to drive a vehicle.

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Qualifications/Education:

- (High School Diploma.)
- Current driver’s license.
- Proper Vehicle Insurance Coverage.

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Training/Experience:
- May require related experience.

I have read and understand the job description and agree to fulfill the position’s responsibilities.

Supervisor Signature:                                                        Date:

Shifa Home Care

Policy Number: 4.140

Section 4: Human Resources

Policy Title: Conflict of Interest

PURPOSE
Shifa Home Care is committed to ensuring its employees, managers, contractors and agents
avoid possible Conflicts of Interest activities by performing their duties in a professional
and moral manner. The goals are to prevent clients from being taken advantage of, to
reduce management risks, to manage human resources, to deliver services effectively and
efficiently and to prevent actual or perceived Conflicts of Interest.

DEFINITIONS
1. Conflict of Interest
A person has a Conflicts of Interest when he/she:
a. is in a position of trust which requires him/her to exercise judgment on behalf of
others (people, institutions, etc.); and/or,
b. has interests or obligations of the sort that might interfere with the exercise of
his/her judgment; and/or
c. is morally required to, either avoid, or openly acknowledge.

2. Conflict of Interest for This Policy
For purposes of this policy, the Agency considers Conflicts of Interest to include, but
not be limited to, the following:
d. conflict with the mission, philosophy of objectives of the Agency;
e. violation of local, State or Federal laws and regulations;
f. putting Agency, personnel, clients/families at risk ethically, financially or legally;
g. taking advantage of the professional relationship with a client, which results in
personal gain for the employee and/or their family/friends;
h. entering into an employment relationship with another service provider which
infringes on the employment relationship with this Agency unless that relationship
has been approved by this Agency.
i. agreeing to provide service to any client, where there is a personal/familial
relationship, unless such a relationship has been disclosed to the Agency and has
been reviewed and authorized.
j. accepting any remuneration, compensation or gift from current or potential clients
or competing agencies and their staff, which are not in the best interests of this
Agency, its staff and its clients.
k. giving gifts or favors to others where such items/actions could appear to
improperly influence others in their relations with the Agency; and,

l. double billing.

3. The Federal Civil False Claims Act
The Federal False Claims Act (FCA) is intended to prevent and detect fraud, waste and
abuse of government funds. It is a violation of the federal FCA for anyone to knowingly
submit, or cause another person to submit, a false health care claim and receive
government funds. Examples of actions that could violate the federal FCA include
overcharging the government for services rendered; filing a claim with the government
for services that were not rendered; or filing a claim with the government with
information known to be false. Anyone who knowingly or intentionally submits a false
claim to the federal government is liable for civil penalties of $5,500 to $11,000 per
claim, plus three times the amount of damage caused by the false claimed.

4. Federal Deficit Reduction Act of 2005 – Section 6032
Section 6032 requires that any entity, which receives Medicaid payments of at least
$5,000,000 annually, establish certain written policies for all of their employees,
managers, contractors and agents, managers, contractors, and agents as a prerequisite to
receiving Medicaid/Medicaid reimbursement. These policies shall provide written
information on the Federal False Claims Act; remedies for false claims and statements;
state laws pertaining to civil or criminal penalties for false claims and statements;
whistleblower protections; and the role such laws play in preventing and detecting
fraud, waste, and abuse in federal health care programs

5. “Qui Tam” (Whistleblower) Protection.
“Qui tam” (Whistleblower) is a mechanism of the False Claims Act (FCA) that allows
citizens with evidence of fraud against government contracts and programs to sue, on
behalf of the government, in order to recover the stolen funds. In compensation for the
risk and effort of filing a “qui tam” case, the whistleblower may be awarded a portion of
the funds recovered

POLICY
Shifa Home Care is committed to ensuring its standards of conduct are adhered to, in part,
by establishing measures to make employees, managers, contractors and agents responsible
for avoiding and reporting any known or suspected conflict of interest activities. To this
end, the Agency requires that:

1. all members of the Governing Board, employees, managers, contractors and agents, ,
sign a Conflict of Interest Statements to disclose any potential or known conflicts of
interest immediately; and,

2. Individuals employed by the Agency be responsible to their clients and co-workers to
perform their duties at all times in a professional and ethical manner, without the
intention of obtaining direct or indirect Conflicts of Interest.

PROCEDURES
1. Employees, managers, contractors and agents should avoid conducting transactions or
establishing any relationship with others if their loyalty and diligence to the Agency is
negatively affected or may be negatively affected.

2. Clients shall be advised of their rights to be free from Conflicts of Interest behaviors
and conducts which take advantage of them and/or their situations.

3. Employees, managers, contractors and agents shall not do anything that could result in
a Conflicts of Interest for the Agency such as buying and selling activities..

4. Employees, managers, contractors and agents shall be advised of the situations that the
Agency considers to be Conflicts of Interest, as identified under the “Definitions”
section of this policy.

5. Employees, managers, contractors and agents are to be provided with information on
how to report potential/actual conflicts of interest, in accordance with the Agency’s
Policies:
a. Compliance; and,
b. Compliance with Federal deficit Reduction & False Claims Acts.

6. Employees, managers, contractors and agents may not accept gifts, money, discounts
or favors including a benefit to family members, friends or business associates for
doing work that the company pays them to do.

7. Employees, managers, contractors and agents may not use, or permit the use of the
Agency’s property, facilities, equipment, supplies or other resources for activities not
associated with their work without authorization first from the Agency,

8. Employees, managers, contractors and agents may not disclose confidential or
privileged information for any purpose about the Agency, co-workers, clients/families,
or use confidential information to advance personal or others' interests as per the
Agency’s “Confidentiality and Privacy of Client Information Policy”.

9. Employees, managers, contractors and agents shall not violate federal, state or local
laws. Strict adherence is required to laws established for the detection and prevention
of fraud, abuse and waste in the federal health care systems, particularly the Federal
Deficit Reduction Act of 2005 – Section 6032 and False Claim Act, which require that
they be: 

a. encouraged to:
i. be familiar with the laws regarding fraud, abuse and false claims;

ii. assume responsibility for their role in the prevention of fraud, abuse and waste
in the federal health care system; and,,
iii. assume responsibility for recognizing and reporting known and suspected cases
of fraud, abuse, and/or false claims in the federal health care system.

b. protected from retaliation and retribution, if they report known or suspected cases
of fraud, abuse and/or false claims, as per the “qui tam” provision of Section 6032.
(Refer to Policy #160 – Compliance with Federal Deficit Reduction & False Claims
Acts).

10. Employees, managers, contractors and agents shall advise the Compliance
Officer/Designee, Manager or Supervisor, in writing, of all other employment and
possible Conflicts of Interest situations.

11. All employees, managers, contractors and agents are obligated to make full disclosure
to the Compliance Officer/Designee, Manager or Supervisor of all situations involving
either actual or potential conflicts of interest, whenever such situations develop.

12. When a Conflict of Interest, or something that appears to be a Conflicts of Interest,
arises the employee, manager, contractor or agent may be asked to correct or remedy
the situation immediately. Depending on the circumstances, the individual may be
subject to discipline, up to and including termination.

13. Members of the Governing Body, employees, managers, contractors and agents shall
be required to disclose all possible Conflicts of Interest by completing and signing the
Agency’s Conflict of Interest Statement at the time of hiring, annually, and/or
whenever the status changes. These signed statements shall be kept in the employees,
managers, contractors, and agents’ personnel files.

14. The Compliance Officer/Designee shall review relationships with other agencies,
organizations, educational organizations, health care providers and payors, in order to:
a. ensure these relationships comply with local, State and Federal regulations; and,
b. promote the Agency’s mission and philosophy.

15. The Compliance Officer/Designee shall consult with the Compliance/Ethics
Committee, Governing Body and/or Manager, whenever:
a. the issues are complicated and/or confusing;
b. reinforcement of opinion is desired;
c. disciplinary action needs to be considered; and/or,
d. additional input is desired.

GUIDELINES

1. A process, including the enforcement of the Agency’s Policies on Compliance and
Compliance with Federal Deficit Reduction & False Claims Acts shall be developed
for all aspects of the Conflicts of Interest Policy including:
a. providing orientation to new staff of facts and examples and through verbalization
of examples and distribution of written material;
b. advising clients of their rights to ethical and quality service;
c. advising management of potential Conflicts of Interest situations;
d. documenting Conflicts of Interest occurrences;
e. investigating procedures carried out by management and/or community resources;
f. providing detailed instructions for employees, managers, contractors and agents
and clients/families for reporting potential Conflicts of Interest situations;
g. disciplining staff, when indicated; and,
h. reporting Conflicts of Interest involving regulated health providers to professional
colleges or other appropriate organizations, when appropriate.

2. Education shall be given to all employees, managers, contractors and agents at
orientation and via annual staff training and development sessions on Conflicts of
Interest.

3. Employees, managers, contractors and agents shall undergo training on the False
Claim Act and the Federal Deficit Reduction Act of 2005 – Section 6032 when hired
and at least annually thereafter. They shall also be educated about their role in the
prevention of fraud, abuse and waste in the federal health care system.

4. A record of training shall be kept for all employees, managers, contractors and agents
and shall include:
a. dates when training was given;
b. summary on what training was given;
c. names and credentials of person(s) providing the training; and,
d. names and positions of people attending the training sessions.
Records are to be maintained for 3 years from the date of training.

FORMS
1. Conflicts of Interest Statement
2. Standards of Conduct

CROSS-POLICY REFERENCES
1. Compliance
2. Compliance with Federal Deficit Reduction & False Claims Acts

3. Confidentiality and Privacy of Client Information
4. Disciplinary Action

REFERENCES
1. Department of Health and Human Services
2. National Science Foundation
3. Public Health Service
4. Federal False Claims Act (U.S.C. Title 31; Chapter37; Subchapter III;§ 3729)
5. Federal Deficit Reduction Act of 2005 – Section 6032

I read and acknowledgement and agree to these statements

It is the responsibility of all Agency employees to preserve and protect confidential Agency,
client and employee medical, personal and business information and, thus, shall not disclose
such information except as authorized by law, client or individual.

Confidential Client Information includes, but is not limited to any identifiable information
about a client’s and/or his/her family including, but not limited to:
 medical history;
 mental, or physical condition;
 treatments and medications;
 test results;
 Conversations;
 financial information; and,
 household possessions.

Confidential Employee information includes, but is not limited to:
 contact information i.e. telephone number(s); address, email address;
 names of spouse and/or other relatives;
 Social Security Number;
 performance appraisal information;
 health status and treatments; and,
 other information obtained from their personnel files which would be an invasion of
privacy e.g.:
- Date of Birth;
- Place of Birth
- Traditional password identifiers
- Bank account numbers
- Income tax records
- Driver’s license numbers
- Credit card numbers
- Passport numbers

Confidential Business Information
Confidential business information includes, but is not limited to:
 client lists;
 Security data and credentials such as passwords,
 any information that, if released, could be harmful to the Agency; and,
 any financial information including accounts receivable, accounts payable and
payroll.

I acknowledge that:
1. I understand that it is my legal and ethical responsibility to protect the security, privacy,
and confidentiality of all client records, Agency information and other confidential
information relating to the Agency, including business, employment and medical
information pertaining to clients, their families and employees.
2. I will only discuss confidential information during the performance of my duties and
only for job related purposes and shall take caution to ensure such conversations are
not within hearing range of anyone who is not entitled to have this information
3. I shall respect and maintain the confidentiality of all discussions, conversations, and
any other information generated while providing service to clients in connection with
individual client service, risk management and/or peer review activities.
4. I shall not disclose the content of any discussions, deliberations, client records, peer
reviews or risk management information, except to persons authorized to receive
such information, while conducting Agency business.
5. I shall only access or distribute client care information when executing my job duties
or when required to do so by law.
6. I will only access records on a “need-to-know” basis in the performance of my duties.
7. I will not share my Login or User ID and password for accessing electronic records
with anybody. If I believe someone else has used my Login or User ID and/or
password, I will immediately notify the Supervisor.
8. I will only use mobile computing devices, with Agency approval, AND providing they
are encrypted with an approved data encryption solution before using them for any
Agency-related business. I understand that I may be personally responsible for any
breach of confidentiality resulting from unauthorized access due to hacking or other
means to Agency information stored on my unencrypted device
9. I understand that the Agency will undertake measures to determine if client and
employee records have been accessed without authorization.
10. I understand that state and federal laws/regulations governing a client’s right to
privacy, the illegal or unauthorized access or disclosure of client’s confidential
information may result in disciplinary action up to and including immediate
termination from my employment and possible civil fines and criminal sanctions.
11. I understand that I am obligated to maintain these confidentialities after my
employment with this Agency ceases.

I hereby acknowledge that I have read and understand the above-mentioned information and
that my signature below indicates my agreement to comply with these terms.

 I have been oriented to Shifa Home Care Inc.‘s Policies and Procedures and
agree to abide by them.

 I agree to comply with the policies, regulations and standards of:
o federal, state and local laws
o professional standards
o relevant, federally-funded health care programs

 I understand that revisions to these policies & procedures, laws, regulations
and standards may occur over time, and it is my responsibility to adhere to all
revisions, as stated.

 Furthermore, I understand that adhering to these policies, procedures, laws,
regulations and standards is a condition of employment and/or continued
employment.

Witnessed by:                                                           Date:

Agency Representative                              

Shifa Home Care

Policy Number: 4.130

Section 4: Human Resources

Policy Title: Standards of Conduct
& Work Ethics

PURPOSE
To provide guidelines on standards of conduct and work ethics for employees to follow in
the performance of their job duties.

POLICY
Shifa Home Care is committed to the highest standards of ethical and professional conduct.
All employees shall adhere to the Agency’s policies and procedures relative to their job
functions and shall comply with legal and regulatory requirements. Any breaches of this
policy may be subject to disciplinary

DEFNINTIONS
1. Standards of Conduct
Standards of conduct are an organization's formal guidelines for ethical behavior.
2. Work Ethics
Work ethics are a moral code, which guides the members of a profession in the proper
conduct of their duties and obligations. It deals with behavior that is right or wrong and
involves applying judgment and making choices about what to do and what not to do. It
reflects how employees conduct themselves on the job site and includes:
a. their appearance;
b. what they say;
c. how they behave;
d. how they treat others; and,
e. how they work with others.

3. The Federal Civil False Claims Act
The Federal False Claims Act (FCA) is intended to prevent and detect fraud, waste and
abuse of government funds. It is a violation of the federal FCA for anyone to knowingly
submit, or cause another person to submit, a false health care claim and receive
government funds. Examples of actions that could violate the federal FCA include
overcharging the government for services rendered; filing a claim with the government
for services that were not rendered; or filing a claim with the government with
information known to be false. Anyone who knowingly or intentionally submits a false
claim to the federal government is liable for civil penalties of $5,500 to $11,000 per
claim, plus three times the amount of damage caused by the false claimed.

4. Federal Deficit Reduction Act of 2005 – Section 6032
Section 6032 requires that any entity, which receives Medicaid payments of at least
$5,000,000 annually, establish certain written policies for all of their employees,
managers, contractors, and agents as a prerequisite to receiving Medicaid/Medicaid
reimbursement. These policies shall provide written information on the Federal False
Claims Act; remedies for false claims and statements; state laws pertaining to civil or
criminal penalties for false claims and statements; whistleblower protections; and the
role such laws play in preventing and detecting fraud, waste, and abuse in federal health
care programs

PROCEDURES

Employees shall, at all times, conduct themselves in a professional and ethical manner by:

1. complying with all relevant regulations;
2. assuming responsibility to report cases of suspected or known fraud or fiscal abuse;
3. conducting themselves in a manner that does not have a negative impact on the
Agency;
4. only relaying/distributing information that is accurate, when representing the Agency;
5. not promising care/services, which the Agency doesn’t provide;
6. not borrowing money from clients/families or lending money to them;
7. not trading or purchasing items from clients/families;
8. not accepting gifts from clients/families except in special circumstances wherein a
relationship with a client could be damaged if a gift was rejected; (e.g. Employees may
accept a gift that is of a token nature such as a box of chocolates but must first obtain
authorization from the Supervisor.)
9. not giving gifts to clients/families without first obtaining authorization from the
Supervisor;
10. not using the Agency’s property for personal benefit without authorization;
11. displaying appropriate dress, grooming, hygiene and etiquette;
12. wearing an approved uniform, when required;
13. being aware of their personal strengths, weaknesses and feelings;
14. having a good and positive attitude;
15. being pleasant on the job site;
16. displaying appropriate verbal and non-verbal skills;
17. keeping moodiness, bad temper and unhappiness out of their demeanor;
18. reporting to work on time, beginning delegated duties immediately and working
continuously except for scheduled breaks;

19. working the designated hours and seeking additional tasks if their assigned work is
completed sooner than predicted;
20. completing tasks in the expected timeframe, combining tasks for greatest effectiveness
and avoiding idle time;

21. completing their work assignments as scheduled by the Supervisor;
22. contacting the Supervisor as quickly as possible, if they need to leave the job site in the
event of an emergency;
23. keeping in touch with the office to confirm schedules and to receive reports/direction;
24. completing any and all paperwork correctly and in a timely manner;
25. ensuring their quality of work is of a high standard and not expecting anything but the
best from themselves;
26. keeping all obligations and promises;
27. being cooperative by displaying leadership skills and maintaining appropriate
relationships with other employees;
28. being considerate to clients, families, friends, colleagues and professionals;
29. displaying loyalty, honesty, trustworthiness, dependability, reliability, initiative, self-
responsibility and self-discipline;
30. respecting the rights of others;
31. being a cooperative and participative team member;
32. dealing appropriately with diversity and treating everyone with respect;
33. looking at things from another’s perspective and being empathetic towards their
thoughts and feelings;
34. avoiding criticizing or denouncing others because their beliefs and values may differ;
35. respecting others for their individuality
36. conforming to all safety regulations for their own and other’s protection;
37. keeping information confidential and not gossiping about the affairs of others;
38. being polite and courteous to clients, families, friends, colleagues and professionals;
39. following instructions and utilizing all knowledge and skills;
40. giving their best efforts at all times;
41. realizing and admitting to errors and learning from the experience(s) to avoid making
the same mistake(s) again.
42. showing good organizational skills in managing themselves, in time management, in
prioritizing, in flexibility, in stress management and in the ability to deal with change;
43. being truthful and accurate about care given, clients’ progress, and events that occurred
or did not occur;
44. avoiding complaining and negativity;
45. working cooperatively to achieve goals and being willing to help and support others;

46. complimenting others work and participating actively in the care team’s endeavor;
47. submitting a written statement, outlining the facts of any arrest, indictment or
conviction for a felony or misdemeanor (other than a minor traffic offense) to the
Supervisor within 5 working days of the incident.
48. immediately reporting to the Supervisor any incidents wherein they observe another
employee treating a client in a manner that is:
a. not consistent with the Agency’s standards of conduct and ethical behavior; and/or,
b. physically and/or verbally abusive.
49. when working with clients/families,
a. not giving them their home phone numbers;
b. not giving personal opinions about them;
c. not offering medical advice;
d. not smoking in their homes;
e. not using their telephone except in cases of emergency or to call the office;
f. not taking anyone, including pets, into their homes
g. not safeguarding a client’s valuables;
h. not using a client’s vehicle or other property for personal reasons;
i. not consuming alcohol or using medication/drugs except for a medical reason(s) in
their homes;
j. not accepting meals from them;
k. not taking advantage of their hospitality;
50. regarding legal matters,
a. not taking on assignments of a legal nature;
b. not becoming an appointee or having legal involvement with the client/family’s
property;
c. not becoming the beneficiary of a client’s will;
d. not becoming a witness or an executor of a client’s will; and,
e. not having Power of Attorney.

51. responsibility to report false claims (Refer to Policy #160 – Compliance with Federal
Deficit Reduction & False Claims Acts)
a. Agency employees, managers, contractors and agents shall be encouraged to:
i. be familiar with the laws regarding fraud, abuse and false claims;
ii. assume responsibility for their role in the prevention of fraud, abuse and waste in
the federal health care system; and,
iii. assume responsibility for recognizing and reporting known and suspected cases
of fraud, abuse, and/or false claims.

b. Individuals who report abuse, fraud or waste shall be protected from retaliation and
retribution.

GUIDELINES

1. Work ethics shall reflect the values of the Agency and of community care programs.
2. All personnel/clients/families must clearly understand the standards of conduct and
work ethics, their importance to the community and their relationship to the delivery of
services.
3. All new employees shall be given information on the Agency’s Standards of Conduct
and Work Ethics Policy during Orientation. Refresher sessions shall be given on an as-
needed basis and/or annually.
4. All employees shall be evaluated on how well they respect and work within the
Agency’s Standards of Conduct and Work Ethics Policy during performance
appraisals.
5. Any complaints of violations of this policy shall be investigated. Proceedings shall be
documented, and corrective actions shall immediately be undertaken.
6. All breaches of this policy and subsequent actions taken shall be documented in the
individual employee’s personnel file. All staff shall adhere to the company’s “Conflict
of Interest” Policy”.
7. Violations to the Standards of Conduct and Work Ethics Policy shall be reported to the
Manager/Administrator or Supervisor to maintain quality improvement.
8. The Standards of Conduct and Work Ethics Policy shall be reviewed and revised, as
necessary, with input from the community and employees.

FORMS
1. Compliance
2. Standards of Conduct
3. Conflict of Interest Statement
4. Confidentiality Statement

CROSS-POLICY REFERENCES
1. Compliance with Federal Deficit Reduction & False Claims Acts
2. Compliance
3. Disciplinary Action

REFERENCES
1. Federal False Claims Act (U.S.C. Title 31; Chapter37; Subchapter III;§ 3729)

2. Federal Deficit Reduction Act of 2005 – Section 6032

I have read and acknowledge the standards of conduct form.

Signature of Employer:                                             Date:

Shifa Home Care Inc. has recommended that I receive an influenza vaccination to protectmyself and the clients I serve

I acknowledge that I am aware of the following facts:

♦ Influenza is a serious respiratory disease that kills an average of 36,000 persons andhospitalizes more than 200,000 persons in the United States each year.

♦ Influenza vaccination is recommended for me and all other healthcare workers to preventinfluenza disease and its complications, including death.

♦ If I contract influenza, I will shed the virus for 24-48 hours before influenza symptoms appear.My shedding the virus can spread influenza infections to clients.

♦ If I become infected with influenza, even when my symptoms are mild, I can spread severeillness to others.

♦ I understand that the strains of virus that cause influenza infection change almost every year,which is why a different influenza vaccine is recommended each year.

♦ I cannot get the influenza disease from the influenza vaccine.

♦ The consequences of my refusing to be vaccinated could endanger my health and the healthof those with whom I have contact, including:

● clients

● my co-workers

● my family

● my community

Despite these facts, I am choosing to decline influenza vaccination right now

I understand that I may change my mind at any time and accept influenza vaccination, if avaccine is available.

I have read and fully understand the information on this declination form

As an employee of an entity doing business with the Community Care Program (CCP), you represent the publicface of your employer and the Illinois Department on Aging. It is your responsibility to provide service in aprofessional and ethical manner to the older adults who receive services as participants in this program.

I have reviewed the Limitations on Marketing and Recruiting ActivitiesUnder the Community Care Program Policy/Power Point and acknowledge my understanding of andresponsibility to comply with the following non-exhaustive list of requirements under the CCP as set forth byfederal and State laws, the 1915(c) Medicaid Waiver for the Elderly, regulations/rules, policies/procedures, theprovider service certification, and the provider service agreement:

❖ An individual may choose at any time to not receive services for which eligibility has been determinedunder the CCP.

❖ An individual has the right to select a provider of his or her choice based on availability in the servicearea at any time during participation in the CCP.

❖ All information about an individual’s case is to be kept confidential under the CCP. This information maybe used ONLY for purposes directly related to the administration of this program. This informationcannot and should not be shared between provider agencies.

▪ Confidential case information includes, but is not limited to, the following items: Name, SSN, Date ofBirth, Address, Medicaid Number and Status, Family/Guardian Name(s) and Contact Information,Phone Numbers, Financial Account Numbers, and Medication(s) or other health information.

▪ This information may be maintained in any form or medium (i.e., electronic, oral, or paper).

▪Confidentiality continues beyond the termination of employment.

❖ The CCP prohibits the use of unsolicited telephone calls (cold-calling) and door-to-door solicitations;sales activities at community meetings, educational events and health care facilities; and cross-sellingof non-CCP-related services to current and prospective program clients.

❖ Failure to comply with program requirements may subject you and/or your employer to sanctionsimposed by the Department or other government officials with oversight responsibilities. Possiblesanctions include, but are not limited to:

▪ Participation in additional mandatory training.

▪ Imposition of a ban on continued employment in the capacity as a caregiver under the CCP andother publicly funded programs in Illinois.

▪ Placement of name on the Adult Protective Service Registry.

ORIGINAL OF THIS ACKNOWLEDGEMENT SHOULD BE MAINTAINED IN EACH EMPLOYEE’S PERSONNEL FILE.

Agency Name: SHIFA HOME CARE INC.