Sunrise Community Committed to Compliance

At Sunrise, we have a commitment to compliance, and believe in creating a work environment that promotes and encourages our employees to practice good work ethics, adhering to all regulatory requirements and established standards. We promote our message to “Do the Right Thing” to all employees, contractors and vendors.

To report concerns or to seek guidance Sunrise has established Sunrise Community Compliance Hotline (1-800-563-6299). An email can also be sent to compliance@sunrisegroup.org.

Marcella Henry

Compliance Officer

compliance@sunrisegroup.org

1-800-563-6299

HIPAA

The Health Information Portability and Accountability Act (HIPAA) is the Federal law that secures protected health information (PHI), and Sunrise ensures adherence to these standards. The organization has privacy practices for the safety of protected health information to comply with the standard, implementation specifications, and other requirements of the HIPAA security.

To report any concerns with privacy or reportable events an email can be sent to privacy@sunrisegroup.org.

Julie Krug

Privacy Officer

privacy@sunrisegroup.org

ADA Reasonable Accommodation

Purpose

The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act (ADAAA) are federal laws that require employers with 15 or more employees to not discriminate against applicants and individuals with disabilities and, when needed, to provide reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable accommodations, so that they may perform the essential job duties of the position.

It is the policy of Sunrise Community to comply with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is the company policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment.

Procedures

When an individual with a disability requests accommodation and can be reasonably accommodated without creating an undue hardship or causing a direct threat to workplace safety, he or she will be given the same consideration for employment as any other applicant. Applicants who pose a direct threat to the health, safety and well-being of themselves or others in the workplace when the threat cannot be eliminated by reasonable accommodation will not be hired.

Sunrise Community will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation or if the accommodation creates an undue hardship to Sunrise Community. Contact the Human Resources department with any questions or requests for accommodation by calling 305-273-3086.

All employees are required to comply with the company’s safety standards. Current employees who pose a direct threat to the health or safety of themselves or other individuals in the workplace will be placed on leave until an organizational decision has been made in regard to the employee’s immediate employment situation.

Individuals who are currently using illegal drugs are excluded from coverage under the company ADA policy.

The HR department is responsible for implementing this policy, including the resolution of reasonable accommodation, safety/direct threat and undue hardship issues.

As a Service Provider, we deliver safe, reliable, efficient, and accessible transportation services to the people we support. To ensure equality and fairness, Sunrise Community will make reasonable modifications to policies and procedures to ensure that individuals with disabilities have equal access to all our services.

Exceptions would include modifications that:

  • Cause a direct threat to the health and/or safety of others
  • Result in a fundamental alteration of the nature of the service
  • Are not necessary in order for the individual with a disability to fully utilize Sunrise Community’s services

Title VI

Title VI of the Civil Rights Act of 1964 (referred to as “Title VI”) prohibits discrimination on the basis of race, color, or national origin in programs and activities receiving Federal financial assistance. Specifically, Title VI provides that “no person in the United States shall, on the ground of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance.”

Sunrise Community and all companies associated with the Sunrise Group (hereafter referred to as “Sunrise”), does not tolerate discrimination. Any person who believes that he or she has been subjected to discrimination based upon race, color, and national origin, may file a complaint by following the procedure below. If you have questions, concerns or require additional assistance regarding Title VI you make contact the Sunrise Title VI Liaison.

Lori Gertzman

Title VI Liaison

9040 Sunset Dr. Miami, FL 33173

titlevi@sunrisegroup.org

305-273-3085

1) Any person who believes he or she has been discriminated against on the basis of race, color or national origin may file a complaint by completing and submitting the Sunrise Group of Companies Title VI Complaint Form or by contacting the Sunrise Title VI Liaison.

2) All complaints shall be filed no later than 180 days from the date of the alleged discrimination and must include:

a. Name, address and contact number of the person making the complaint;

b. Names, addresses and contact numbers of witnesses;

c. A narrative or statement describing the alleged violation of Title VI, including date and time of the alleged violation and Town program or facility where the alleged violation occurred;

d. Any other documentation that may provide an additional explanation or identification of the alleged violation.

3) Once received, the Title VI Liaison will determine the agency or organization with jurisdictional authority. The complainant will receive an acknowledgment letter informing the person filing the complaint whether the complaint will be investigated by Sunrise or forwarded to the appropriate agency for response.

4) If determined Sunrise has jurisdiction to investigate the complaint the investigator will have ninety (90) days to review the complaint.

5) If more information is needed to resolve the case Sunrise may contact the complainant. The complainant has ten (10) business days from the date of the letter to send requested information to the investigator. If the investigator is not contacted by the complainant or does not receive the requested additional information within ten (10) business days from the date of the letter Sunrise may administratively close the case. A case can also be administratively closed if the complainant no longer wishes to pursue it.

6) After the investigator reviews the complaint, the investigator will issue one of two letters to the complainant:

a. Closure Letter – A letter that summarizes the allegations and states that there was not a Title VI violation and that the case will be closed.

b. Letter of Finding (LOF) – A letter that summarizes the allegations and the interviews regarding the alleged incident, and explains whether any disciplinary action, additional training for the staff member or other action will occur.

7) Upon receipt of the Closure Letter or LOF the complainant has seven (7) business days to appeal the decision.

Title VI Complaint Form