SELF Company Employee Healthcare Exclusion Check Policy

Ensuring Regulatory Compliance and Quality Employee Healthcare Coverage

In today’s complex regulatory landscape, organizations must exercise diligence in ensuring that their employee healthcare plans comply with all relevant laws, regulations, and ethical standards. One critical aspect of this compliance is the Healthcare Exclusion Check, designed to prevent individuals or entities that are excluded from federal healthcare programs from participating in or benefiting from company-sponsored healthcare coverage. This policy document outlines the purpose, procedures, responsibilities, and implications of the SELF Employee Healthcare Exclusion Check, serving as a comprehensive guide for, compliance officers, and management.

The Healthcare Exclusion Check policy exists to safeguard the integrity of the company’s healthcare benefits and to comply with governmental regulations, particularly those concerning federal healthcare programs such as Medicare and Medicaid. Exclusion checks are intended to:

· Prevent the provision of healthcare benefits to individuals or entities barred from participation in federal programs due to fraud, abuse, or other violations.

· Mitigate risk of financial penalties, legal liabilities, and reputational damage to the company.

· Promote ethical standards and foster trust with employees, regulators, and stakeholders.

This policy applies to all employees, contractors, and vendors eligible for participation in company healthcare plans. It also covers prospective hires, employees applying for plan enrollment, and any third-party administrators involved in healthcare benefits management.

· Full-time, part-time, and temporary employees

· Contract workers and consultants

· Healthcare providers involved in plan administration

· Vendors and suppliers with access to employee healthcare benefit information

Several federal and state agencies maintain exclusion lists to identify individuals and organizations prohibited from participating in government-sponsored healthcare programs. Key exclusion sources include:

· The Office of Inspector General’s (OIG) List of Excluded Individuals/Entities (LEIE)

· The System for Award Management (SAM)

· State Medicaid Exclusion Lists

Organizations found to have knowingly employed or contracted with excluded individuals or entities may be subject to substantial penalties under laws such as the False Claims Act, the Anti-Kickback Statute, and the Civil Monetary Penalties Law.

The company is committed to conducting exclusion checks on all employees, contractors, and relevant vendors before enrollment in any healthcare benefit program. Regular exclusion checks will also be performed at defined intervals to ensure continued compliance.

· To verify that no excluded individual or entity receives company-sponsored healthcare coverage.

· To ensure that all healthcare plan participants meet eligibility requirements under applicable law.

· To maintain accurate records of exclusion checks for audit and regulatory purposes.

The exclusion check process is integral to the company’s onboarding, benefits enrollment, and ongoing monitoring processes. The procedure consists of several steps:

· Upon conditional offer of employment or engagement, the HR team will conduct an exclusion check using OIG LEIE, SAM, and state databases.

· Candidates must provide necessary identification and consent to allow for background screening.

· Any individual found on exclusion lists will be deemed ineligible for company healthcare benefits and, depending on company policy and role, may have their offer rescinded.

· Prior to enrollment in company healthcare plans, all employees will be screened against exclusion lists.

· Screening will be documented and retained in the individual’s personnel file for at least seven years or as required by law.

· HR will notify affected individuals of any exclusion findings, providing information on appeal processes where appropriate.

· Exclusion checks will be repeated annually for all active employees, contractors, and vendors participating in healthcare programs.

· Automated systems may be used to cross-reference participant lists with updated exclusion databases.

· Any changes in exclusion status will be promptly addressed, with appropriate actions taken to terminate coverage or employment as needed.

· Third-party administrators, brokers, and healthcare providers will be subject to exclusion screening prior to engagement and at regular intervals thereafter.

· Contracts will include provisions requiring notification of any exclusion status changes during the term of engagement.

· All exclusion checks, findings, and follow-up actions will be documented in compliance records.

· Records will be securely stored and managed according to company data privacy policies and regulatory requirements.

· Audit trails will be maintained for internal review and regulatory inspection.

Effective implementation of the Healthcare Exclusion Check policy relies on clear roles and responsibilities:

· Conduct initial and ongoing exclusion checks for employees and contractors.

· Maintain exclusion check records and ensure compliance with data retention policies.

· Report exclusion findings to management and affected individuals.

· Monitor regulatory changes related to healthcare exclusions.

· Oversee the exclusion check process and the integrity of procedures.

· Provide training and guidance to HR and other relevant staff.

· Ensure that direct reports complete required exclusion checks before plan enrollment.

· Promptly report any concerns or suspected cases of exclusion.

· Implement and maintain secure systems to conduct exclusion checks and store related documentation.

· Integrate exclusion screening into onboarding and benefits platforms.

Failure to adhere to the Healthcare Exclusion Check policy may expose the company to significant risks, including:

· Monetary penalties from regulatory agencies

· Loss of eligibility to participate in federal healthcare programs

· Reputational harm and loss of public trust

· Legal action and civil liability for damages

It is imperative that all personnel understand their roles in ensuring compliance and the seriousness of non-compliance consequences.

Individuals or entities found to be on exclusion lists may have the right to appeal or seek remediation, as provided by law and regulatory authorities. The company will provide information and support to affected individuals regarding appeal processes, timelines, and documentation requirements.

Regular training sessions will be provided to Supervisory staff, managers, and employees to ensure awareness of the policy, the importance of exclusion checks, and updates to relevant laws and regulations. Educational materials, workshops, and compliance resources will be made available through SELF intranet and HR portals.

The Healthcare Exclusion Check policy will be reviewed annually or as regulatory changes warrant. Updates will be communicated to all employees and stakeholders through official company channels.

Supporting Empowering Lives Foundation, Inc. Employee Healthcare Exclusion Check policy is an essential component of the organization’s commitment to legal and ethical compliance in healthcare benefits administration. By conducting thorough exclusion checks, maintaining accurate records, and fostering a culture of accountability, the company safeguards its interests and those of its employees. This proactive approach not only ensures compliance but also upholds the integrity and quality of the benefits offered to employees.

· Office of Inspector General (OIG) LEIE Database [URL]

· System for Award Management (SAM) [URL]

· State Medicaid Exclusion Lists [URL]

  SELF Staff Training Policy

Empowering Employees Through Continuous Professional Development

The purpose of this Company Staff Training Policy is to establish a structured framework that ensures all employees have access to high-quality training and development opportunities. The policy is designed to foster a culture of continuous learning, enhance job performance, support career progression, and maintain compliance with industry standards and legal requirements. This policy applies to all employees, including part-time, full-time, temporary, and contract staff, across all company locations and departments.

· Commitment to Learning: SELF is dedicated to providing resources and opportunities for the professional growth and development of its workforce.

· Equal Access: All employees, regardless of role, seniority, or location, will have access to relevant training programs, free from discrimination or bias.

· Alignment with Business Goals: Training initiatives will align with the organization’s strategic objectives, ensuring the workforce possesses the skills necessary to drive SELF”s success.

· Compliance: SELF will provide all mandatory training required by laws, regulations, or industry standards, including but not limited to health and safety, data protection, and anti-harassment.

· Results-Oriented: Training programs will be regularly evaluated for effectiveness, and improvements will be made as necessary.

SELF recognizes the diverse needs of its employees and offers a wide range of training opportunities, including:

· Onboarding and Orientation: Introductory programs designed to familiarize new hires with the organization, its culture, policies, procedures, and their specific roles and responsibilities.

· Job-Specific Training: Instruction focused on the technical and functional aspects of employees' day-to-day work.

· Compliance Training: Mandatory courses covering topics such as health and safety, anti-bribery, harassment prevention, and data protection.

· Leadership and Management Development: Programs tailored for current and aspiring leaders to build skills in supervision, communication, decision-making, and team management.

· Soft Skills Development: Training in areas like communication, problem-solving, time management, emotional intelligence, and adaptability.

· Technical and Digital Skills: Opportunities to gain proficiency in emerging technologies, software, and tools relevant to the employee’s role and the SELF’s operations.

· External Training: Support for employees attending conferences, seminars, workshops, or obtaining professional certifications.

Management: Senior leaders are responsible for fostering a culture of learning, identifying team training needs, allocating resources, and supporting employees’ participation in training programs.

Chief Executive Officer: The CEO oversees the development and implementation of training programs, tracks participation and completion, maintains training records, and evaluates program effectiveness.

Employees: Each employee is expected to actively participate in required and optional training, apply new skills and knowledge on the job, and seek opportunities for professional growth.

To ensure relevance and effectiveness, SELF will regularly assess organizational and individual training needs. This process involves:

· Annual performance appraisals and skill gap analysis.

· Surveys and feedback from employees and managers.

· Monitoring of regulatory changes and industry best practices.

· Alignment with strategic objectives and anticipated future needs.

Based on these assessments, CEO will develop and update an annual training plan in coordination with department heads.

SELF employs a variety of delivery methods to accommodate different learning styles and operational requirements, including:

· In-person workshops and seminars.

· Online learning modules and webinars.

· On-the-job training and mentoring.

· Blended learning approaches combining digital and face-to-face instruction.

· Self-directed learning resources.

Some training programs are mandatory for all employees, such as health and safety, ethics, and security awareness. Non-compliance may result in disciplinary action.

Voluntary training is strongly encouraged to enhance career development and personal growth. Employees may request approval to attend external courses or pursue accreditation, subject to budgetary considerations and management approval.

All training activities will be documented and tracked by the CEO for compliance and development purposes. The effectiveness of training is evaluated through:

· Assessment tests and quizzes.

· Participant feedback and course evaluations.

· On-the-job performance monitoring.

· Review of business performance metrics.

Continuous improvement of training programs is based on these evaluations.

The company will provide financial and logistical support for approved training activities, which may include covering registration fees, travel, accommodation, and study materials. Employees may be granted paid time off for participation in required training, and, on a case-by-case basis, for external learning activities.

All training programs will be accessible to employees with disabilities and delivered in a manner that respects diversity, equity, and inclusion. Materials will be provided in accessible formats as needed, and reasonable accommodations will be made to ensure full participation.

All records related to staff training will be handled in accordance with SELF data protection policies and applicable privacy laws. Information regarding participation, assessment results, and feedback will remain confidential.

This SELF Staff Training Policy will be reviewed annually, or as necessary in response to business changes, regulatory updates, or feedback from stakeholders. Employees are encouraged to suggest improvements to the CEO at any time.

Failure to comply with mandatory training requirements or to adhere to this policy may result in disciplinary action, up to and including termination of employment.

This policy will be communicated to all staff through the employee handbook, SELF intranet, and onboarding sessions. supervisors are responsible for reinforcing the importance of training and ensuring their teams are aware of policy provisions.

SELF Staff Training Policy represents the organization’s commitment to developing a skilled, knowledgeable, and agile workforce. By investing in employee learning and growth, the company not only enhances individual capabilities but also drives innovation, operational excellence, and long-term success.

  SELF HIPAA Compliance Policy

Company Policy for Safeguarding Protected Health Information (PHI)

The Health Insurance Portability and Accountability Act (HIPAA) establishes national standards for the protection of health information. Our company is committed to maintaining the confidentiality, integrity, and availability of Protected Health Information (PHI), ensuring compliance with applicable federal and state laws and fostering a culture of privacy and security.

The purpose of this policy is to outline the SELF’s commitment to HIPAA compliance, provide guidance for handling PHI, establish procedures for safeguarding health information, and define responsibilities for employees, contractors, and business associates.

This policy applies to all employees, contractors, and workforce members who handle or access PHI in any format (electronic, paper, oral) as part of their job duties. It covers all systems, networks, and processes involved in the creation, receipt, maintenance, or transmission of PHI.

· Protected Health Information (PHI): Individually identifiable health information in any form, including demographic data, medical histories, test results, insurance information, and other data that can identify an individual and relate to their health.

· Covered Entity: Any health care provider, health plan, or health care clearinghouse subject to HIPAA regulations.

· Business Associate: A person or entity that performs certain functions or activities on behalf of, or provides services to, a covered entity that involves the use or disclosure of PHI.

· Minimum Necessary Rule: Only the minimum amount of PHI required to accomplish the intended purpose may be used, disclosed, or requested.

SELF will:

· Comply with all HIPAA regulations, including the Privacy Rule, Security Rule, and Breach Notification Rule.

· Protect PHI against unauthorized access, use, disclosure, alteration, or destruction.

· Train staff regularly on HIPAA requirements and security awareness.

· Develop, maintain, and enforce administrative, physical, and technical safeguards.

· Respond promptly to incidents involving PHI and report breaches as required by law.

· Review and update HIPAA policies and procedures periodically.

· Appoint a HIPAA Compliance Officer responsible for overseeing policy implementation and compliance activities.

· Conduct regular risk assessments to identify vulnerabilities in systems and processes handling PHI.

· Develop written procedures for the use, disclosure, and safeguarding of PHI.

· Establish a process for reporting, investigating, and documenting incidents and breaches.

· Maintain records of HIPAA training, risk assessments, and policy reviews.

· Implement sanctions for workforce members who fail to comply with HIPAA requirements.

· Restrict physical access to facilities where PHI is stored or processed to authorized personnel only.

· Use locks, security systems, and identification badges to control access to sensitive areas.

· Store paper records containing PHI in locked cabinets or secure rooms.

· Dispose of PHI in accordance with secure destruction protocols (e.g., shredding, incineration).

· Maintain a visitor log and escort unauthorized individuals in areas containing PHI.

· Implement access controls such as unique user IDs, strong passwords, and multi-factor authentication for systems containing PHI.

· Encrypt PHI while stored and during transmission over electronic networks.

· Install firewalls, antivirus software, and intrusion detection/prevention systems.

· Regularly update software, firmware, and security patches.

· Monitor system activity and audit logs for unauthorized access or suspicious activity.

· Limit the use of portable electronic devices and ensure data is encrypted or removed before disposal or reuse.

· Obtain written authorization from individuals before using or disclosing PHI for purposes not permitted by HIPAA.

· Allow individuals to access and request amendments to their PHI as required by law.

· Inform individuals of their privacy rights and how their PHI may be used or disclosed.

· Limit PHI disclosures to the minimum necessary for treatment, payment, or health care operations.

· Maintain a Notice of Privacy Practices and provide it to all clients and patients.

· Provide comprehensive HIPAA training to all new employees, contractors, and volunteers before they access PHI.

· Conduct annual refresher training and periodic awareness campaigns.

· Train workforce members on reporting incidents, avoiding phishing scams, and protecting portable devices.

· Test workforce knowledge with periodic quizzes, simulations, and scenario-based exercises.

· Report breaches of unsecured PHI to the HIPAA Compliance Officer immediately.

· Investigate reported incidents and assess the scope and impact of the breach.

· Notify affected individuals, the U.S. Department of Health & Human Services (HHS), and, if applicable, the media as required by law.

· Document breach investigations and corrective actions.

· Review incidents to improve safeguards and prevent future occurrences.

· Enter into written BAAs with all vendors, contractors, or entities that may access PHI in the course of providing services.

· Ensure that business associates are aware of their obligations under HIPAA and agree to comply with all applicable regulations.

· Monitor business associate compliance through audits and reviews.

· Individuals have the right to inspect and obtain a copy of their PHI maintained by the company.

· Individuals may request corrections or amendments to their PHI.

· SELF will respond to requests promptly and in accordance with HIPAA requirements.

· Individuals may file complaints about privacy practices with SELF or with the HHS Office for Civil Rights.

· All workforce members are required to comply with this policy and all HIPAA regulations.

· Failure to comply may result in disciplinary action, including termination of employment or contract.

· Intentional or reckless violation of HIPAA may result in criminal and civil penalties.

· The HIPAA Compliance Officer will review and update this policy at least annually or as required by changes in law, regulation, or company practices.

· Feedback from staff, clients, and regulatory bodies will be considered in policy updates.

· Documentation of policy reviews will be maintained for compliance purposes.

Protecting the privacy and security of health information is a fundamental responsibility of our company. All workforce members must be vigilant, informed, and proactive in maintaining HIPAA compliance. Questions about this policy or concerns regarding PHI should be directed to the HIPAA Compliance Officer.

By adhering to this HIPAA Compliance Policy, SELF ensures the trust and confidence of our clients, patients, and partners, supporting high standards of ethical, legal, and professional conduct now and in the future.

Critical Incident Management Policy - Safeguarding Operations and Ensuring Resilience in the Face of Crisis

In today’s fast-paced business landscape, organizations face a multitude of potential risks that can threaten their people, assets, reputation, and ability to operate. A critical incident—be it a natural disaster, cyberattack, workplace violence, or any other event with the capacity to disrupt business continuity—demands a swift, structured, and effective response. This Self-Critical Incident Management Policy outlines the guiding principles, structures, and procedures for preparing for, responding to, and recovering from critical incidents to ensure operational resilience and safeguard stakeholders.

The purpose of this policy is to define the SELF’s approach to critical incident management and to establish a framework for responding to incidents that threaten the safety, security, or functioning of organizational operations. This policy applies to all employees, contractors, and visitors at company locations, as well as those engaging with company resources remotely.

· Critical Incident: Any event—planned or unplanned—that poses a significant risk to life, health, property, environment, or business continuity. Examples include but are not limited to: natural disasters, fire, chemical spills, terrorism, cyberattacks, active shooter events, pandemics, serious accidents, and major system outages.

· Incident Management Team (IMT): A designated group responsible for coordinating response efforts during a critical incident.

· Business Continuity Plan (BCP): A documented strategy detailing procedures and resources necessary to maintain or restore business operations following a critical incident.

SELF is committed to providing a safe and secure environment for all stakeholders and to minimizing the impact of critical incidents through proactive planning, training, and vigilant response. All employees must familiarize themselves with this policy and participate in relevant training and drills.

SELF Incident Management Team (IMT) comprises representatives from operations, security, IT, HR, communications, facilities, and legal departments. The IMT is responsible for:

· Assessing the nature and severity of the incident

· Activating the appropriate response plan

· Coordinating internal and external communication

· Making decisions regarding evacuation, business continuity, and recovery

· Documenting actions and outcomes throughout the incident

Each member of the IMT will have defined responsibilities, which may include:

· Incident Commander: Leads the IMT and makes final decisions during a critical incident

· Operations Lead: Coordinates maintenance of facilities and ensures physical safety

· IT Lead: Manages risks related to technology and information security

· Communications Lead: Handles all internal and external communications

· HR Lead: Addresses personnel concerns, employee assistance, and welfare

· Legal Lead: Advises on regulatory and liability issues

· Risk assessment and identification of potential threats

· Development and dissemination of emergency procedures

· Regular training, exercises, and awareness campaigns for all staff

· Maintenance of emergency supplies and resources

· Partnerships with local emergency services and authorities

· Immediate recognition and reporting of a critical incident by any employee

· Dedicated channels for incident reporting (hotline, email, emergency app)

· Rapid assessment by IMT to determine escalation and resource needs

· Activation of the Incident Management Team and relevant plans

· Evacuation or shelter-in-place procedures as appropriate

· Communication with stakeholders, including employees, authorities, clients, and media

· Coordination of first aid, security, IT, and facilities management

· Continuous monitoring and adaptability to changing circumstances

Communication during a critical incident is vital. SELF will establish clear protocols for internal and external communications to ensure accurate, timely, and coordinated messaging. Only designated members of the IMT may issue official communications, and all messages will prioritize safety, transparency, and organizational integrity.

All media inquiries will be referred to the Communications Lead, who will coordinate with senior management and legal counsel before any statement is released. No employee may speak to the media unless authorized.

SELF will notify all relevant stakeholders—including employees, clients, partners, and regulators—as soon as practical during a critical incident. Updates will be provided regularly as the situation evolves.

Regular training sessions, tabletop exercises, and full-scale drills will be conducted to ensure readiness and familiarity with critical incident procedures. New employees will receive orientation on this policy, and ongoing education will be made available.

Compliance with this policy is mandatory for all employees. The IMT will review the policy annually or after any critical incident, updating procedures and protocols as necessary to reflect lessons learned and evolving best practices.

SELF Company Employee Healthcare Exclusion Check Policy

Ensuring Regulatory Compliance and Quality Employee Healthcare Coverage

In today’s complex regulatory landscape, organizations must exercise diligence in ensuring that their employee healthcare plans comply with all relevant laws, regulations, and ethical standards. One critical aspect of this compliance is the Healthcare Exclusion Check, designed to prevent individuals or entities that are excluded from federal healthcare programs from participating in or benefiting from company-sponsored healthcare coverage. This policy document outlines the purpose, procedures, responsibilities, and implications of the SELF Employee Healthcare Exclusion Check, serving as a comprehensive guide for, compliance officers, and management.

The Healthcare Exclusion Check policy exists to safeguard the integrity of the company’s healthcare benefits and to comply with governmental regulations, particularly those concerning federal healthcare programs such as Medicare and Medicaid. Exclusion checks are intended to:

· Prevent the provision of healthcare benefits to individuals or entities barred from participation in federal programs due to fraud, abuse, or other violations.

· Mitigate risk of financial penalties, legal liabilities, and reputational damage to the company.

· Promote ethical standards and foster trust with employees, regulators, and stakeholders.

This policy applies to all employees, contractors, and vendors eligible for participation in company healthcare plans. It also covers prospective hires, employees applying for plan enrollment, and any third-party administrators involved in healthcare benefits management.

· Full-time, part-time, and temporary employees

· Contract workers and consultants

· Healthcare providers involved in plan administration

· Vendors and suppliers with access to employee healthcare benefit information

Several federal and state agencies maintain exclusion lists to identify individuals and organizations prohibited from participating in government-sponsored healthcare programs. Key exclusion sources include:

· The Office of Inspector General’s (OIG) List of Excluded Individuals/Entities (LEIE)

· The System for Award Management (SAM)

· State Medicaid Exclusion Lists

Organizations found to have knowingly employed or contracted with excluded individuals or entities may be subject to substantial penalties under laws such as the False Claims Act, the Anti-Kickback Statute, and the Civil Monetary Penalties Law.

The company is committed to conducting exclusion checks on all employees, contractors, and relevant vendors before enrollment in any healthcare benefit program. Regular exclusion checks will also be performed at defined intervals to ensure continued compliance.

· To verify that no excluded individual or entity receives company-sponsored healthcare coverage.

· To ensure that all healthcare plan participants meet eligibility requirements under applicable law.

· To maintain accurate records of exclusion checks for audit and regulatory purposes.

The exclusion check process is integral to the company’s onboarding, benefits enrollment, and ongoing monitoring processes. The procedure consists of several steps:

· Upon conditional offer of employment or engagement, the HR team will conduct an exclusion check using OIG LEIE, SAM, and state databases.

· Candidates must provide necessary identification and consent to allow for background screening.

· Any individual found on exclusion lists will be deemed ineligible for company healthcare benefits and, depending on company policy and role, may have their offer rescinded.

· Prior to enrollment in company healthcare plans, all employees will be screened against exclusion lists.

· Screening will be documented and retained in the individual’s personnel file for at least seven years or as required by law.

· HR will notify affected individuals of any exclusion findings, providing information on appeal processes where appropriate.

· Exclusion checks will be repeated annually for all active employees, contractors, and vendors participating in healthcare programs.

· Automated systems may be used to cross-reference participant lists with updated exclusion databases.

· Any changes in exclusion status will be promptly addressed, with appropriate actions taken to terminate coverage or employment as needed.

· Third-party administrators, brokers, and healthcare providers will be subject to exclusion screening prior to engagement and at regular intervals thereafter.

· Contracts will include provisions requiring notification of any exclusion status changes during the term of engagement.

· All exclusion checks, findings, and follow-up actions will be documented in compliance records.

· Records will be securely stored and managed according to company data privacy policies and regulatory requirements.

· Audit trails will be maintained for internal review and regulatory inspection.

Effective implementation of the Healthcare Exclusion Check policy relies on clear roles and responsibilities:

· Conduct initial and ongoing exclusion checks for employees and contractors.

· Maintain exclusion check records and ensure compliance with data retention policies.

· Report exclusion findings to management and affected individuals.

· Monitor regulatory changes related to healthcare exclusions.

· Oversee the exclusion check process and the integrity of procedures.

· Provide training and guidance to HR and other relevant staff.

· Ensure that direct reports complete required exclusion checks before plan enrollment.

· Promptly report any concerns or suspected cases of exclusion.

· Implement and maintain secure systems to conduct exclusion checks and store related documentation.

· Integrate exclusion screening into onboarding and benefits platforms.

Failure to adhere to the Healthcare Exclusion Check policy may expose the company to significant risks, including:

· Monetary penalties from regulatory agencies

· Loss of eligibility to participate in federal healthcare programs

· Reputational harm and loss of public trust

· Legal action and civil liability for damages

It is imperative that all personnel understand their roles in ensuring compliance and the seriousness of non-compliance consequences.

Individuals or entities found to be on exclusion lists may have the right to appeal or seek remediation, as provided by law and regulatory authorities. The company will provide information and support to affected individuals regarding appeal processes, timelines, and documentation requirements.

Regular training sessions will be provided to Supervisory staff, managers, and employees to ensure awareness of the policy, the importance of exclusion checks, and updates to relevant laws and regulations. Educational materials, workshops, and compliance resources will be made available through SELF intranet and HR portals.

The Healthcare Exclusion Check policy will be reviewed annually or as regulatory changes warrant. Updates will be communicated to all employees and stakeholders through official company channels.

Supporting Empowering Lives Foundation, Inc. Employee Healthcare Exclusion Check policy is an essential component of the organization’s commitment to legal and ethical compliance in healthcare benefits administration. By conducting thorough exclusion checks, maintaining accurate records, and fostering a culture of accountability, the company safeguards its interests and those of its employees. This proactive approach not only ensures compliance but also upholds the integrity and quality of the benefits offered to employees.

· Office of Inspector General (OIG) LEIE Database [URL]

· System for Award Management (SAM) [URL]

· State Medicaid Exclusion Lists [URL]