CODE OF CONDUCT

Purpose

The purpose of this Code of Conduct is to establish clear expectations for professional behavior,

ethical standards, and workplace conduct for all Health Care Personnel (“HCP” or “Employees”).

This Code supports the Agency’s mission to provide safe, high-quality, respectful, and compliant

home care services while ensuring that all Employees understand their responsibilities and the

potential consequences for failing to meet these standards.

Scope

This Code of Conduct applies to all employees of Weng’s Group NY, Inc., d/b/a ADJ Wisdom

Home Care (“the Agency”), including but not limited to:

● Direct care staff (e.g., home health aides, personal care aides, nurses)

● Supervisory and clinical staff

● Administrative, clerical, and management personnel

● Full-time, part-time, temporary, per-diem, and contracted staff

Compliance with this Code is a condition of employment.

Standards of Professional Conduct

All Employees are expected to:

● Comply with all applicable federal, New York State, and local laws and regulations,

including NYSDOH requirements for LHCSAs

● Follow all Agency policies and procedures

● Treat patients, families, coworkers, and community partners with respect, dignity, and

cultural sensitivity

● Maintain honesty, integrity, professionalism, and accountability

● Work collaboratively and support teamwork

● Communicate concerns, errors, or potential risks promptly and appropriately

● Protect patient rights, confidentiality, and privacy at all times

● Perform job duties safely, competently, and within the scope of their role

Open communication is encouraged. The Agency strives to support Employees through education,

supervision, and corrective guidance when performance falls short of expectations.

Prohibited Conduct

The following behaviors are strictly prohibited and may result in disciplinary action up to and

including immediate termination and/or reporting to regulatory authorities. This list is not

exhaustive.

Patient Safety & Ethics

● Abuse, neglect, or exploitation of any patient

● Unsafe or negligent patient care practices

● Failure to follow care plans or physician orders

● Violation of patient rights or confidentiality

Legal & Regulatory Violations

● Acts of fraud, waste, abuse, or illegal remuneration

● Falsification or alteration of records, timesheets, or documentation

● Failure to report reportable incidents or misconduct as required

Substance Use

● Use, possession, or distribution of illegal drugs

● Intoxication or impairment while conducting Agency business or providing care

Workplace Conduct

● Fighting, threatening, intimidating, harassing, or discriminatory behavior

● Insubordination or refusal to follow lawful and reasonable instructions

● Sleeping while on duty

● Acceptance of gifts, money, or gratuities from patients or families

● Conduct that damages the Agency’s reputation or trust with patients

Monitoring and Oversight

The Agency monitors Employee conduct and performance through, but not limited to:

● Performance improvement plans and corrective action

● Employee performance evaluations

● Patient complaints or grievances

● Employee complaints or reports

● Supervisory and clinical visits

● Documentation review and audits

Reporting Unprofessional Conduct

All Employees have a responsibility to report suspected unprofessional, unsafe, unethical, or illegal conduct.

● Reports may be made to a supervisor, manager, or designated Agency representative

● Retaliation against Employees who report concerns in good faith is strictly prohibited

All reports will be reviewed promptly and handled confidentially to the extent possible.

Investigation and Disciplinary Action

Reports of unprofessional conduct will be investigated by the Employee’s immediate supervisor

and/or Agency leadership. The investigation will be documented, and appropriate

recommendations will be made.

Possible Disciplinary Actions Include:

● Verbal Warning

For minor violations, outlining the concern, expected behavior, and timeframe for improvement

● Written Warning

For repeated or more serious violations

● Suspension, Termination, and/or Reporting to Regulatory Authorities

For serious infractions, including those involving patient safety, fraud, abuse, or illegal activity

Progressive discipline may be used when appropriate; however, the Agency reserves the right to

take immediate action, including termination, without prior warnings, based on the severity of

the conduct.

Disciplinary decisions are made at management’s discretion and may consider factors such as:

● Severity and nature of the conduct

● Employee’s work history and prior discipline

● Risk to patient safety

● Regulatory or legal obligations

Employee Acknowledgment & Training

All Employees will receive this Code of Conduct during orientation and may receive refresher

training as required. Employees are expected to review, understand, and comply with this Code at

all times.

Have a concern or complaint you would like to share?
Leave a voice message at (929) 810-0618 or email to co@adjwhc.com or mail to us at 230 Grand Street 2M FL New York, NY 10013