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New York New Jersey Pennsylvania To Register and Learn More about our 2024 Autism Walk Click Here The Way Forward Gala Celebrating 25 Years Join our team of skilled professionals dedicated to making a positive impact on the lives of others. CAREERS AT EIHAB New York New Jersey Pennsylvania EIHAB Human Services' Self-Advocacy Council empowers individuals by providing a platform for their voices. We follow the CQL model and prioritize fostering rights, inclusivity, and autonomy. ​ Through tailored initiatives and support, we aim to enhance quality of life and active participation. Join us in championing empowerment for all! Empowering Voices: EIHAB's Self-Advocacy More Info Compliance Violation Reporting Procedures Are you aware, witnessed, or been asked to participate in an action that could violate Compliance & Ethical Practices ? Call EIHAB Compliance Hotline 631-771-7718 Or Click to Submit a Compliance Concern Report EIHAB Ei-Mployees Only ​ Request Services ​ Search Careers ​ Compliance ​ Privacy Notices Button Terms of Use ​ Donate ​ Contact Us Button Button Button Button Button Button Button Button

EIHAB Equitable Diversity DEI Statement At EIHAB, we're committed to continuous improvement in the realm of diversity, equity, and inclusion, recognizing that this journey leads to a better working environment for all. Every day, we strive to enhance our efforts in this area, understanding that fostering a culture of openness, respect, and belonging is essential for our collective success.​Our dedication to diversity, equity, and inclusion goes beyond mere rhetoric; it's a guiding principle that shapes our actions and decisions. We actively seek out opportunities to learn and grow, listening to feedback from our team members and the communities we serve to inform our approach. By embracing diversity in all its forms, we not only strengthen our organization but also enrich the experiences of those we support and care for. At EIHAB, we believe that every individual deserves to be valued, respected, and empowered to reach their full potential.​Moreover, we celebrate the rich tapestry of cultures that make up our team and the communities we serve. Through events and initiatives, we recognize and honor the diverse backgrounds, traditions, and customs of our employees and individuals. These events not only foster a sense of belonging but also promote understanding, empathy, and appreciation for different cultures.​Join us on this journey of continuous improvement and transformation at EIHAB, where diversity, equity, and inclusion aren't just ideals—they're the foundation of everything we do. Together, let's create a workplace where everyone feels welcome, supported, and empowered to thrive, regardless of background or identity. Uniting Through Thanksgiving Cuisine EIHAB's 2024 'One Mission' Potluck Celebrates Diversity and Connection EIHAB Human Services once again embraced the vibrant tapestry of diverse cultures with its annual celebration. Thanksgiving marked the occasion for our much-anticipated potluck gathering, an event where colleagues from all corners come together to share the richness of their culinary traditions. This year, under the resonant theme of "One Mission," our teams from across three states converged, uniting in the spirit of learning and appreciation for the multitude of flavors and histories that adorn our tables. As we savored each dish, we embarked on a culinary journey that transcended borders, discovering the interconnectedness of cuisines from around the globe.Amidst the laughter and camaraderie, we uncovered fascinating insights into the shared origins of many beloved dishes, highlighting the interconnectedness of our world through food. From the spices of India to the hearty stews of Africa, each bite served as a testament to the richness of cultural exchange.Beyond the culinary delights, "One Mission" provided a platform for meaningful connections to flourish. Colleagues, both familiar faces and new acquaintances, came together to forge bonds and celebrate the mosaic of humanity that defines our organization.As we departed, hearts and bellies full, we carried with us not only the flavors of the world but also a renewed sense of unity and purpose. "One Mission" served as a reminder that, despite our diverse backgrounds and experiences, we are all united in our commitment to serving others and making a difference in the lives of those we support.

EIHAB Compliance Resource Corporate Compliance Program Standard of Conduct False Claims and Protection HIPAA Statement Compliance Report Click Here Lelia Quiroz, Compliance Officer Phone Number: 718-276-6101 ext. 311 Email: lelia.quiroz@eihab.org Compliance Email: compliance@eihab.org Compliance Hotline: 631-771-7718 ​ At EIHAB, our mission is to uphold the highest standards of compliance and ethical conduct in all aspects of our operations. We are committed to fostering a culture of integrity, transparency, and accountability, ensuring that we not only meet regulatory requirements but also exceed expectations in maintaining trust with our stakeholders. Our vision at EIHAB is to be a leader in compliance excellence, setting the benchmark for ethical conduct and regulatory adherence in our industry. We strive to continuously enhance our compliance program, policies, and procedures, leveraging cutting-edge technology and expertise to proactively identify and address potential risks. By doing so, we aim to earn the confidence and trust of our clients, partners, and the community, ensuring sustainable success and positive impact.

We Want to Hear From You! For inquiries or to access our services, EIHAB provides multiple office locations and resources across the states of NY, NJ, and PA. We have dedicated offices for Human Resources, Administration, and EIHAB's leadership staff to ensure seamless operations and exceptional care delivery. ​ To explore our services or contact us, you can visit our Central Intake Page. Alternatively, you can directly reach out to the state you are interested in for further information or referral services by visiting the respective state's main contact page. Additionally, if you are interested in career opportunities within EIHAB in a specific state, you can find more information on careers through the state's contact page. ​ Here is our contact information for each state: ​ ​ ​ ​ ​ ​ ​ ​ ​ ​ New York Office 168-18 South Conduit Avenue Springfield Gardens, NY 11434 Tel: (718) 276-6101 | Fax: 718-276-6063 Vice President of Operations: Tashah Bigelow, tashah.bigelow@eihab.org Vice President of Behavioral Health Services: Tania Bazzi, tania.bazzi@eihab.org Director of Operations: Jasmine Vargas, jasmine.vargas@eihab.org Intake Coordinator: Sandy Moriera, sandy.moriera@eihab.org ​ ​ ​ ​ ​ ​ ​ ​ ​ ​ New Jersey Office 1007 US Highway 9N, Suite 202 Howell, NJ 07731 Tel: (732) 358-7471 | Fax: (732)-358-7475 Vice President of Operations: Ahmed Gamea, ahmed.gamea@eihab.or g Vice President of Clinical Services: Monica Elkeshk, monica.elkeshk@eihab.org Director of Residential: Calvan Davis, calvan.davis@eihab.org Director of Intake: Eva Boyette, eva.boyette@eihab.org ​ ​ ​ ​ ​ ​ ​ ​ ​ ​ ​ Pennsylvania Office 35 East Tioga Street Tunkhannock, PA 18657 Tel: (570) 319-5733 | Fax: (570) 388-3067 Vice President of Operations: Patricia Bart, patricia.bart@eihab.org Director of Residential: Cliff Miller, cliff.miller@eihab.org ​ We are dedicated to upholding our mission of providing exemplary care and are ready to assist you with any inquiries or service requirements.

BEHAVIORAL SUPPORT SERVICES biker Supportive Friend Support Group Session biker 1/3 BEHAVIORAL SUPPORT SERVICES Read More EIHAB believes in the boundless potential of every individual to thrive with the right support and guidance. Serving communities in New Jersey and offering support services in certified settings across New York, we are committed to empowering people to unlock their full potential. ​ Why Choose Us: At EIHAB, we're proud to have the most skilled BCBA-certified behaviorists dedicated to meeting the unique needs of each person we serve, whether in a residential facility or the comfort of their own home. Every behavior plan undergoes meticulous review by our expert team, ensuring personalized care that addresses both behavioral and mental health needs. Our multidisciplinary approach, led by highly qualified professionals, equips us to provide tailored support to individuals with dual diagnoses, helping them overcome challenges and thrive. ​ Join Us: Experience the transformative power of EIHAB Behavioral Services. With our team of dedicated and experienced certified behaviorists, we are committed to championing the growth and well-being of every person we serve. Join us in creating a future where individuals with dual diagnoses can live their best lives, filled with purpose, fulfillment, and endless possibilities. Let us walk alongside you on your journey to achieving your behavioral health goals and unlocking your true potential. NJ Service Locations & Application

New Jersey Situated in Howell, New Jersey, the EIHAB New Jersey Office serves as a pivotal administrative center, overseeing essential functions within the organization. These responsibilities encompass program management, service directorship, leadership activities, and administrative operations. Our corporate office acts as the central hub, orchestrating efforts to guarantee the efficient and effective delivery of services to individuals with intellectual and developmental disabilities (IDD). ​ Our services span a wide geographic area, encompassing key regions in New York such as Queens, Brooklyn, Nassau, and Suffolk counties. This extensive coverage enables us to address the diverse needs of individuals and families across these areas, providing crucial support and resources to improve their quality of life. Here is our contact information for the New Jersey Office: New Jersey Main Office 1007 US Highway 9N, Suite 202 Howell, NJ 07731 Tel: (732) 358-7471 | Fax: (732)-358-7475 Office Hours: Monday to Friday: 9:00 AM to 5:00 PM Saturday and Sunday: Closed ​ Click to Meet Our NJ Leadership ​ During these office hours, our dedicated team is available to handle inquiries, offer information, and assist with various administrative and program-related matters. We are committed to maintaining open communication and accessibility, ensuring that individuals and stakeholders can easily connect with us and access the services they need.

CORPORATE COMPLIANCE PROGRAM ​ ​ EIHAB Human Services is dedicated and committed to: Providing housing and comprehensive supportive services designed to meet the physical, social and emotional needs of each individual. Helping individuals whose needs have been neglected or whose circumstances have prevented use of existing services. Promoting greater public understanding the unmet needs of individuals with special needs. EIHAB Human Services is further dedicated and committed to meeting high ethical standards and compliance with all applicable laws in all activities regarding the delivery of health care through its licensed and certified facilities. It is our goal that our established and effective Compliance Program will assist the Agency in fulfilling its fundamental vision, mission, and values. As such our Compliance Plan is an integral part of EIHAB Human Services’ ongoing efforts to achieve compliance with federal and state laws relating to Medicaid billing. The Plan creates a comprehensive system of oversight for Medicaid billing, reporting and practices and describes our procedures for detecting and preventing fraud, waste and abuse. The goal of the Agency’s Compliance Program is to ensure that Medicaid eligible services are properly documented and accurately billed and that services rendered, but not properly documented are not billed. In addition, the Compliance Program establishes systematic checks and balances to detect and prevent inaccurate billings and inappropriate practices in compliance with Medicaid standards. EIHAB Human Services will communicate its compliance standards and policies through required training and communication initiatives and distribution of this Compliance Plan and the Standards of Conduct to all Affected Individuals. EIHAB Human Services has appointed a Compliance Officer who is responsible for the overall operation of the Compliance Program. A Compliance Committee works with the Compliance Officer to implement and maintain an effective Compliance Program. The Compliance Plan shall be overseen by EIHAB Human Services’ Compliance Officer who shall report directly to the Chief Executive Officer. It remains, however, the responsibility of all Affected Individuals involved in the provision of services and the billing process to comply with the provisions of the law. The Compliance Plan also advises that all Affected Individuals of the procedures to be used in reporting non-compliance with such Federal and State laws. The Compliance Plan will be consistently enforced through appropriate disciplinary mechanisms including, if appropriate, discipline of Affected Individuals responsible for failure to detect and/or report noncompliance. As is detailed within this Compliance Plan, it is the duty of all Affected Individuals to comply with the policies as applicable to their individual areas of employment or contracts. Detected noncompliance, discovered through any mechanism, such as compliance auditing procedures and/or confidential reporting of noncompliance, will be responded to in an expedient manner. EIHAB Human Services is dedicated to the resolution of such matters and will take all reasonable steps to prevent further similar violations, including any necessary modifications to the Compliance Plan and policies and procedures. EIHAB Human Services will not take any retaliatory action against an Affected Individual who, in good faith, reports actual or suspected noncompliance or illegal activities or for good faith participation in the Compliance Program. EIHAB Human Services will not take any retaliatory action against an employee if the employee discloses certain information about the Agency’s policies, practices, or activities to a regulatory, law enforcement, or other similar agency or public official. Protected disclosures are those that assert that the Agency is in violation of a law that creates a substantial and specific danger to the public health and safety; or that constitute healthcare fraud under the law; or that assert that the employee, in good faith, believes constitutes improper quality of care. A. Benefits to our Compliance Program Benefits to our Compliance Plan include, but are not limited to the following: Demonstrates to all Affected Individuals and community at large our strong commitment to honesty, responsibility and appropriate conduct. Develops a system to encourage all Affected Individuals to report potential problems that may be detrimental to the client and the Agency. Develops procedures that allow for a thorough investigation of alleged misconduct. Develops procedures for promptly and effectively conducting internal monitoring and auditing which may prevent non-compliance. Through early detection and reporting, minimizes the risk to the Agency and, thereby, reduces our exposure to any civil damages or penalties, criminal sanctions or administrative remedies. Policies and Procedures and Standards of Conduct To support the operation of EIHAB Human Services’ Compliance Program, policies and procedures are established to provide direction to Affected Individuals and address the following components of the Compliance Plan: Conflict of Interest Reporting and investigation of noncompliance Non-retaliation and non-intimidation False Claims Act and Whistleblower protections Compliance Program education and training Auditing and monitoring Billing errors and overpayments Kickbacks and business courtesies Discipline for noncompliance or failure to report Responding to governmental investigations All Affected Individuals are expected to be familiar with and knowledgeable about the Compliance Program Policies and Procedures. The Policies can be accessed at www.eihab.org or on-site. ​ The Standards of Conduct serves as a foundational document that describes the Agency’s fundamental principles and values, and commitment to conduct its business in an ethical manner. The Standards of Conduct provides Affected Individuals with guidance on requirements for conduct related to their employment, contract, assignment or association with EIHAB Human Services. ​ When any person knows or reasonably suspects that the expectations in the Standards of Conduct and the Compliance Program have not been met, this must be reported to the immediate supervisor, a member of Management, the Compliance Officer, member of the Compliance Committee, or the Chief Executive so that each situation may be appropriately dealt with. The Compliance Officer may be reached at (718) 276-6101 Extension.311. The Chief Executive can be reached at (718) 276-6101 Extension. 113. Reports may be made in person; by phone, fax, mail, or email; or anonymously by other means ​ ​ ​ Compliance Program Oversight Compliance Officer EIHAB Human Services has designated a Compliance Officer who oversees the development, implementation and effectiveness of EIHAB Human Services Compliance Program and ensures appropriate handling of instances of suspected or known illegal or unethical conduct. We have identified the Corporate Compliance Officer as Lelia Quiroz. However, in the event that the Corporate Compliance Officer is not available, we have designated and alternate contact. The following responsible individuals will receive and coordinate complaints or concerns involving our compliance operations. Lelia Quiroz Corporate Compliance Officer lelia.quiroz@eihab.org 718-276-6101 Ext.311 ​ Mona Saleh Director of Quality Assurance mona.saleh@eihab.org 718-276-6101 Ext:214 Duties of the Compliance Officer include but not limited to: Overseeing and monitoring the implementation of the Compliance Program. Developing and implementing Compliance Program policies and procedures and Standards of Conduct. Reviewing and revising, periodically, the Standards of Conduct, the Compliance Program, and policies and procedures as changes occur within EIHAB Human Services, and/or in the law, regulations, or governmental and third-party payers. Developing, implementing, and monitoring the annual Compliance Work Plan. Reporting, no less frequently than quarterly, to the Board of Directors, Chief Executive, and Compliance Committee on the progress of implementation of the Compliance Program. Assisting the Chief Executive, Senior Leadership, Management, and the Compliance Committee in establishing methods to improve EIHAB Human Services’ quality of service and to reduce vulnerability to fraud, abuse, and waste. Developing, coordinating, and participating in a multifaceted educational and training program that focuses on the elements of the Compliance Program and seeks to ensure that all Affected Individuals, consistent with roles and any associated risk areas, are knowledgeable of, and comply with, pertinent Federal and State standards and EIHAB Human Services’, Standards of Conduct. Ensuring that excluded individuals and entities are not employed or retained by the Agency. Directing EIHAB Human Services internal audits established to monitor effectiveness of compliance standards and the Compliance Program. Independently investigating and acting on matters related to compliance, including the flexibility to design and coordinate internal investigations (e.g., responding to reports of problems or suspected violations) and any resulting corrective action with all departments, providers, and sub-providers, agents, and, if appropriate, independent contractors. Coordinating internal investigations and ensuring the implementing corrective action. Developing policies and programs that encourage managers and employees to report suspected fraud and other improprieties without fear of retaliation. Providing guidance to Management medical/clinical program personnel, and individual departments regarding Policy and Procedures and governmental laws, rules and regulations. Maintaining a reporting system, including an anonymous means to report, and responding to concerns, complaints, and questions related to the Compliance Program. Maintaining a reporting system (hotline) and responding to concerns, complaints and questions related to the Compliance Program. Overseeing efforts to communicate awareness of the existence and contents of the Compliance Program. Ensuring that independent contractors (recipient service provision, vendors, billing services, etc.) are aware of the requirements of EIHAB Human Services Compliance Program. Acting as a resourceful leader regarding regulatory compliance issues. Actively seeking up to date material and releases regarding regulatory compliance. Continuing the momentum of the Compliance Program and the accomplishment of its objectives. The Structure and Duties and Role of the Compliance Committee Reporting Structure and Purpose Compliance Committee members are appointed by the Chief Executive Officer (CEO) and approved by the Board of Directors. Compliance issues are reported by the Compliance Committee to the CEO and Board, where appropriate. The Compliance Committee’s purpose is to advise and assist the Compliance Officer with implementation of the Compliance Plan. The Compliance Committee will meet on a regular basis, but not less than quarterly. Meeting minutes will be maintained by the Compliance Officer. ​ Function The roles of the Compliance Committee include: Analyzing the environment where EIHAB Human Services does business, including legal requirements with which it must comply. Reviewing and assessing existing Policy and Procedures that address these risk areas for possible incorporation into the Compliance Program. Reviewing and monitoring Compliance Program training and education to ensure that they are effective and completed in a timely manner. Ensuring that the Agency has effective systems and processes in place to identify Compliance Program risks, overpayments, and other issues and has effective policies and procedures for correcting and reporting such issues. Working with departments to develop standards and policy and procedures that address specific risk areas and encourage compliance according to legal and ethical requirements Coordinating with the Compliance Officer to ensure that the written policies and procedures and Standards of Conduct are current, accurate, and complete. Developing internal systems and controls to carry out compliance standards, Standards of Conduct, and policies and procedures. Coordinating with the Compliance Officer to ensure communication and cooperation by Affected Individuals on compliance-related issues, internal or external audits, or any other function or activity. Developing a process to solicit, evaluate and respond to complaints and problems. Monitoring internal and external audits to identify issues related to non-compliance. Implementing corrective and preventative action plans and follow-up to determine effectiveness. Ensuring the development and implementation of an annual Compliance Work Plan. Advocating for sufficient funding, staff, and resources to be allocated to the Compliance Officer to carry out duties related to the Compliance Program. Ensuring that the Agency has appropriate systems and policies in place that effectively identify risks, overpayments, and other areas of concerns including fraud, waste, and abuse. Monitoring and evaluating the Agency’s Compliance Program for effectiveness at least annually and making recommendations for necessary modifications to the Compliance Program as applicable. Developing and implementing a Compliance Committee Charter. The Charter will outline the Compliance Committee’s duties and responsibilities, membership, designation of a chairperson and frequency of meetings. The Charter will be reviewed and updated annually. ​ ​ Delegation of Substantial Discretionary Authority Any employee or prospective employee who holds, or intends to hold, a position with substantial discretionary authority for the Agency is required to disclose any name changes and any involvement in non-compliant activities including healthcare-related crimes. In addition, the Agency performs reasonable inquiries into the background of such applicants, all prospective employees, the Chief Executive and other senior administrators, Board members, interns, contractors, and vendors. The following resources may be queried when conducting screening: a) The System for Award Management (SAM) available on the SAM website. The URL address is: https://www.sam.gov b) HHS/OIG List of Excluded Individuals and Entities. The URL address is: http://exclusions.oig.hhs.gov/ . c) Medicaid Exclusions | Office of the Medicaid Inspector General. The URL address is: https://omig.ny.gov/medicaid-fraud/medicaid-exclusions d) Licensure and disciplinary record with NYS Office of Professional Medical Conduct (Physicians, Physician Assistants) (the URL address is http://www.health.state.ny.us/nysdoh/opmc/main.htm ) and/or New York State Department of Education (other licensed professionals) (the URL address is http://www.op.nysed.gov/opsearches.htm ). ​ ​ Education and Training Expectations Education and training are critical elements of the Compliance Program. All Affected Individuals are expected to be familiar and knowledgeable about EIHAB Human Services’ Compliance Plan and have a solid working knowledge of his or her responsibilities under the plan. Compliance policies and standards will be communicated to all Affected Individuals through required participation in training programs. The proper education and training of all Affected Individuals is a significant element of an effective compliance program. As such, all Affected Individuals will be expected to participate in appropriate training. It is the Compliance Officer’s responsibility to ensure that all Affected Individuals involved with the Medicaid service and billing process is educated about the applicable laws and regulations governing provider billing and documentation. In addition, EIHAB Human Services Compliance Plan shall be shared with all Affected Individuals, be available for inspection and shall be published on the EIHAB Human Services website. The Compliance Officer shall also develop, oversee and/or provide in- service training on Medicaid billing and documentation requirements for all Affected Individuals involved in providing and/or billing for Medicaid services periodically and at other times, including initial employment or assignment or appointment. Such training shall be mandatory and EIHAB Human Services shall maintain records of all trainings. Training Topics - General All Affected Individuals shall participate in training on the topics identified below: EIHAB Human Service’s Compliance Plan; Standards of Conduct and other related written guidance; Federal False Claims Act; New York False Claims Act; Whistleblower Protections; Risk areas and organizational experience; The role and responsibilities of the Compliance Officer and the Compliance Committee; Communication channels (name of Compliance Officer, reporting mechanisms, anonymous reporting mechanism); EIHAB Human Services’ expectations for reporting known or suspected fraud, waste, and abuse; illegal or unethical acts; actual or suspected violations of Federal or State laws and regulations; actual or suspected violations of the Standards of Conduct, the Compliance Program, and EIHAB Human Services’ policies and procedures; improper acts in the delivery or billing of services; and other wrongdoing (collectively referred to as “compliance concerns”) and how the Agency responds to such reports including the investigation process and corrective actions; EIHAB Human Services’ disciplinary policy and standards; Prevention of fraud, waste, and abuse; and Non-retaliation and non-intimidation policy. All Affected Individuals will complete the Compliance Program training no less frequently than annually. EIHAB Human Services will maintain an annual training plan. The training plan will, at a minimum, outline the subjects or topics for compliance training and education, the timing and frequency of the training, which Affected Individuals are required to attend, how attendance will be tracked, and how the effectiveness of the training will be periodically evaluated. The training plan will be reviewed by the Compliance Officer and Compliance Committee and updated as needed, but at minimum on an annual basis. Training Topics - Targeted In addition to the above, targeted training will be provided to all Affected Individuals whose job responsibilities include activities related to compliance topics. Managers shall assist the Compliance Officers in identifying areas that require specific training and are responsible for communication of the terms of this Compliance Plan to all independent contractors doing business with EIHAB Human Services. Orientation As part of orientation, all Affected Individuals shall receive a written copy of the Compliance Plan and Standards of Conduct and be provided access to Compliance Program policies and procedures. Attendance All education and training relating to the Compliance Plan will be verified by attendance and a signed acknowledgement of receipt of the Compliance Plan and Standards of Conduct. Attendance at compliance training sessions is mandatory and is a condition of continued employment/ contract/appointment/assignment with the Agency. Lines of Confidential Communication Expectations Open lines of communication between the Compliance Officer and all Affected Individuals subject to this Compliance Plan are essential to the success of our Compliance Program and commitment to comply with all applicable laws and regulations and the prevention of Medicaid fraud, waste, and abuse. All Affected Individuals have an obligation to refuse to participate in any wrongful course of action and to report the actions according to the procedure listed below. Failure to report is deemed misconduct and a violation of this requirement. ​ ​ ​ Reporting Procedure If any of the Affected Individuals learns of, or is asked to participate in potential noncompliant activities, in violation of this Compliance Plan, he or she should contact the Compliance Officer, his or her immediate supervisor, a member of the Management Team, or a member of the Compliance Committee. Reports may be made in person or by calling a telephone line dedicated for the purpose of receiving such notification (631) 771-7718, mailing information to 168-18 South Conduit Boulevard, Springfield Gardens, NY 11434 - Attention: Compliance Officer. Upon receipt of a question or concern, any supervisor, officer or director shall document the issue at hand and report issue to the Compliance Officer. Any questions or concerns relating to potential non-compliance by the Compliance Officer should be reported immediately to the Chief Executive Officer. The Compliance Officer or designee shall record the information necessary to conduct an appropriate investigation of all complaints. If the employee was seeking information concerning the Standards of Conduct or its application, the Compliance Officer or designee shall record the facts of the call, the nature of the information sought and respond as appropriate. Protections EIHAB Human Services shall, as much as is possible, protect the anonymity of all Affected Individuals who reports any complaint or question about EIHAB Human Services’ Compliance Program and Standards of Conduct. Strict confidentiality regarding the reporting of compliance concerns will be maintained unless the matter is subject to a disciplinary proceeding, referred to, or under investigation by Federal, State, or local law enforcement, or disclosure is required during a legal proceeding. Policy of Non-Retaliation and Non-Intimidation EIHAB Human Services will not take any retaliatory action against an Affected Individual who, in good faith, reports a compliance concern, as defined by this Plan or for good faith participation in the Compliance Program, including but not limited to: Reporting potential issues; Investigating issues; Self-evaluations; Audits; Remedial actions; and Reporting to appropriate officials as provided in sections 740 and 741 of the New York State Labor Law. Any threat of retribution, retaliation, or intimidation against a person who acts in good faith pursuant to their responsibilities under the Compliance Plan is acting against EIHAB Human Services’ Compliance Policy. Discipline, up to and including termination of employment, contract, appointment, or assignment, will result if such retribution, retaliation, or intimidation is proven. ​ Affected Individuals who believe they have been subject to retribution, retaliation and/or intimidation for reporting a compliance concern or for good faith participation in the Compliance Program shall report the actions to the Compliance Officer who shall conduct an investigation into the allegation in accordance with this Compliance Plan (Response to Compliance Issues). ​ Guidance Any Affected Individual may seek guidance about the Compliance Plan or Standards of Conduct at any time by following the reporting mechanisms outlined above. ​ Disciplinary Action - General Affected Individuals who fail to comply with EIHAB Human Services’ Compliance Program and Standards of Conduct, or who, upon investigation, are found to have committed illegal or unethical acts or violations of applicable Federal and State laws and regulations, the Compliance Program, the Standards of Conduct, or the Agency’s policies and procedures, will be subject to appropriate disciplinary action, up to and including termination of employment, contract, assignment, or appointment with the Agency. When the determination is made that a compliance violation occurred involving a contractor or vendor, the Compliance Officer will notify the Chief Executive and work collaboratively to determine and execute the appropriate corrective action. The Agency will apply progressive discipline consistent with the violation. Examples of the disciplinary action that may be taken in accordance with the nature and scope of the infraction include but are not limited to: (a) verbal counseling or warning; (b) counseling with written warning; (c) retraining; (d) reassignment or demotion; (e) suspension without pay; and (f) termination of employment, contract, assignment, or appointment. The Agency will consider intentional or reckless behavior as being subject to more significant discipline. The following actions will result in more significant disciplinary action: Authorization of or participation in actions that violate Federal or State laws, regulations, the Compliance Program, Standards of Conduct, or any related policies and procedures; Failure to comply with the Agency’s policies governing the prevention, detection, or reporting of fraud and abuse; Falsification of records; Submitting or causing to submit a false claim; Failure to report a violation by a peer or subordinate; Failure to cooperate in an investigation; and Retaliation/intimidation against an individual for reporting a possible violation or participating in an investigation. Any discipline will be appropriately documented in the Affected Individual’s file, along with a written statement of reason(s) for imposing such discipline. Such documentation will be considered during an employee’s regular and promotional evaluations. The Compliance Officer will maintain a written record of all disciplinary actions taken against Affected Individuals related to non-compliance and violations, including verbal warnings, and will reference these records when necessary to ensure consistency in application of disciplinary measures. The Compliance Officer will provide a report on disciplinary actions taken to the Compliance Committee and the Board of Directors. ​ Disciplinary Action -Supervisory Managers and supervisors will be disciplined for failure to adequately instruct their subordinates, or for failing to detect noncompliance with applicable policies and legal requirements, where reasonable diligence on the part of the manager or supervisor would have led to the earlier discovery of any problems or violations and would have provided EIHAB Human Services with the opportunity to correct them. ​ ​ ​ Auditing and Monitoring Internal Audits Ongoing evaluation is critical in detecting non-compliance and will help ensure the success of EIHAB Human Services’ Compliance Program. An ongoing auditing and monitoring system, implemented by the Compliance Officer, in consultation with the Compliance Committee, is an integral component of our auditing and monitoring systems. On an annual basis, the Compliance Officer, in conjunction with the Chief Executive, Senior Management, and Compliance Committee, will develop an audit plan based on an organizational risk assessment. This ongoing auditing and monitoring will evaluate at minimum, the following risk areas: Billings; Payments; Ordered services; Medical necessity; Quality of care Governance; Mandatory reporting; Credentialing; Contractor, subcontractor, agent or independent contract oversight; Review of contracts and relationships with contractors, specifically those with substantive exposure to government enforcement actions; Review of documentation and billing relating to claims made to Federal, State and third-party payers for reimbursement; Compliance training and education; Effectiveness of the Compliance Program; and Other risk areas that are or should be reasonably identified by EIHAB Human Services through its organizational experience. The audits and reviews will examine EIHAB Human Services’ compliance with specific rules and policies through on-site visits, personnel interviews, general questionnaires (submitted to employees and contractors), and record documentation reviews. Results of all auditing and monitoring activities will be reported to the Compliance Committee and Board of Directors. ​ Compliance Plan Integrity Additional steps to ensure the integrity of the Compliance Plan will include: The Compliance Officer will be notified immediately in the event of any visits, audits, investigations or surveys by any Federal or State agency or authority and shall immediately receive a photocopy of any correspondence from any regulatory agency charged with licensing EIHAB Human Services and/or administering a Federally or State-funded program or county-funded program with which EIHAB Human Services participates. Establishment of a process detailing ongoing notification by the Compliance Officer to all appropriate personnel of any changes in laws, regulations, or policies; as well as appropriate training to assure continuous compliance. ​ Response to Compliance Issues Violation Detection EIHAB Human Services maintains a formal confidential and anonymous compliance reporting process to encourage the reporting of any compliance concerns. Affected Individuals must promptly report any compliance concerns to Compliance Officer, the immediate supervisor, a member of Management, or a member of the Compliance Committee. Service recipients, vendors, and any party conducting business with EIHAB Human Services may report compliance concerns to the Compliance Officer through the confidential or anonymous reporting process. ​ As part of its Compliance Program, EIHAB Human Services will ensure that all reports of compliance concerns are immediately and objectively investigated and resolved promptly. Such investigations may be conducted by the Compliance Officer, members of the Compliance Committee, other employees or external parties as indicated or recommended by the Compliance Officer, the Chief Executive or legal counsel. ​ The Compliance Officer will take immediate measures to secure relevant evidence or documentation and will ensure the confidentiality of any information obtained from a report, interview or through an investigation, unless otherwise required by law. ​ Unless a potential conflict of interest exists, the Compliance Officer will inform the Chief Executive of any pending investigations. The Compliance Officer or Chief Executive will arrange to retain legal counsel, as deemed appropriate. Reporting The results of the investigation and remedial actions will be communicated confidentially to the Chief Executive, members of the Board of Directors, and other employees based on a need-to-know basis. The Compliance Officer shall report to the Compliance Committee regarding each investigation conducted unless conducted under attorney privilege. At the conclusion of an investigation involving legal counsel, he/she shall issue a report to the Compliance Officer, Chief Executive Officer, and Compliance Committee summarizing his or her findings, conclusions and recommendations and will render an opinion as to whether a violation of the law has occurred. The report will be reviewed with legal counsel in attendance. Any additional action will be on the advice of counsel. Rectification If the Compliance Officer, in consultation with legal counsel, identifies credible evidence or credibly believes that a State or Federal law, rule, or regulation has been violated, the Compliance Officer will promptly report such violation to the appropriate governmental entity, where such reporting is otherwise required by law, rule, or regulation. If EIHAB Human Services identifies that an overpayment was received from any third-party payer, the appropriate regulatory (funder) or prosecutorial (attorney general/police) authority will be appropriately notified with the advice and assistance of counsel. It is our policy to not retain any funds, which are received as a result of overpayments. Overpayments will be reported and refunded to Medicaid in accordance with the appropriate self-disclosure protocols and any required time frames. In instances where it appears an affirmative fraud may have occurred; appropriate amounts shall be returned after consultation and approval by involved regulatory and/or prosecutorial authorities. Systems shall also be put in place to prevent such overpayments in the future. Recordkeeping Regardless of whether a report is made to a governmental agency, the Compliance Officer shall maintain a record of the investigation, including copies of all pertinent documentation. The Compliance Officer will organize the information so that the Agency can determine if an infraction occurred. The Compliance Officer will securely maintain all notes of the interviews, all evidence and review of documents as part of the investigation file. This record will be considered confidential and privileged and will not be released without the approval of the Chief Executive Officer or legal counsel. ​

New York Located in Queens, New York, the EIHAB Corporate Office plays a vital role as the central administrative headquarters responsible for overseeing various critical functions within the organization. This includes program management, service directorship, leadership activities, and administrative operations. Our corporate office serves as the nerve center, coordinating efforts to ensure efficient and effective delivery of services to individuals with intellectual and developmental disabilities (IDD). ​In terms of geographical coverage, our services extend across several key areas in New York, namely Queens, Brooklyn, Nassau, and Suffolk counties. This expansive reach allows us to cater to the diverse needs of individuals and families across these regions, providing essential support and resources to enhance their quality of life. Here is our contact information for the New York Offices New York Corporate Office 168-18 South Conduit Avenue Springfield Gardens, NY 11434 Tel: (718) 276-6101 | Fax: 718-276-6063 Office Hours: Monday to Friday: 9:00 AM to 5:00 PM Saturday and Sunday: Closed ​ ​Click to Meet Our NY Leadership ​ ​During these office hours, our dedicated team is available to address inquiries, provide information, and assist with various administrative and program-related matters. We strive to maintain open lines of communication and accessibility to ensure that individuals and stakeholders can easily connect with us and access the services they require.​ ADMINISTRATIVE OFFICES EIHAB New York operates two Satellite Administrative Offices located in Westbury and Westchester. These administrative offices serve as key hubs for Human Resources, community services leadership activities, and various other administrative operations.​The Westbury and Westchester Satellite Administrative Offices play a crucial role in supporting our operations across New York. They serve as central points for managing Human Resources functions, including recruitment, training, and personnel management. Additionally, these offices oversee community services leadership activities, ensuring effective coordination and delivery of services to individuals with intellectual and developmental disabilities (IDD). Our Satellite Administrative Offices handle a range of administrative operations. They serve as essential pillars in maintaining the efficiency and effectiveness of our services throughout New York. ​ EIHAB Westbury Office 615 Merrick Avenue Westbury, NY 11554 Office Hours: Monday to Friday 8AM to 5PM Saturday and Sunday: Closed EIHAB Westchester Office 210 North Central Avenue Hartsdale, NY 10530 Office Hours: Monday to Friday: 9AM to 5PM Saturday and Sunday: Closed​

Notice of Privacy Practices This notice describes the privacy practices of EIHAB Human Services and the privacy rights of the people we serve. It will describe how information about you may be used and disclosed and how you can get access to this information. The Privacy Rule of the Health Insurance Portability and Accountability Act (HIPAA) DOES NOT CHANGE the way you get services from EIHAB or the privacy rights you have always had under federal and state laws. The Privacy rule adds some details about how you can exercise your rights. ​ EIHAB Notice of Privacy Practices This notice describes the privacy practices of EIHAB Human Services and the privacy rights of the people we serve. It will describe how information about you may be used and disclosed and how you can get access to this information. The Privacy Rule of the Health Insurance Portability and Accountability Act (HIPAA) DOES NOT CHANGE the way you get services from EIHAB or the privacy rights you have always had under federal and state laws. The Privacy rule adds some details about how you can exercise your rights. Our Privacy Commitment to You: EIHAB provides many different services to you. We understand that information about you and your family is personal. We are committed to protecting your privacy and sharing information only with those who need to know and are allowed to see the information to assure quality services for you. EIHAB is required by law to maintain the privacy of your health information and to provide you with notice of its legal duties and privacy practices with respect to your health information. This notice tells you how EIHAB uses and discloses information about you. It describes your rights and what EIHAB’s responsibilities are concerning information about you. When we use the word “you” in this Notice, we also mean your personal representative. Depending on your circumstances and in accordance with state law, this may mean your guardian, your health care proxy, or your involved parent, spouse, or involved adult family member. ​ ​ If you have questions about any part of this notice or if you want more information about the privacy practices at EIHAB, click for your state: ​ ​ ​ ​ Who will follow this Notice: All people who work for EIHAB will follow this notice. This includes employees, persons EIHAB contracts with who are authorized to enter information in your record or need to review your record to provide services to you, and volunteers who EIHAB allows to assist you. What information is protected : All information that we create or keep that relates to your health or care and treatment, including but not limited to your name, address, birth date, social security number, your medical information, your service or treatment plan, and other information (including photographs or other images) about your care in our programs, is considered protected information. In this Notice, we refer to protected information as protected health information or “PHI”. We create and collect information about you and we keep a record of the care and services you receive though this agency. The information about you is kept in a record; it may be in the form of paper documents in a chart or on a computer. We refer to the information that we create, collect, and keep as a “record” in this Notice. ​ Your Health Information Rights : Unless otherwise required by law, your record is the physical property of EIHAB, but the information in it belongs to you and you have the right to have your information kept confidential. You have the following rights concerning your PHI: ​ You have a right to see or inspect your PHI and obtain a copy of the information. Some exceptions apply, such information compiled for use in court or administration proceedings. NOTE: EIHAB requires you to make your request for records in writing to the Privacy Officer. You may request copies in paper format or in an electronic form such as a CD, portable device, or memory stick. In some instances, we may charge you for copies. If we deny your request to see your information, you have the right to request a review of that denial. The Chief Executive Officer will appoint a licensed health care professional to review the record and decide if you may have access to the record. You have the right to ask EIHAB to change or amend information that you believe is incorrect or incomplete. We may deny your request in some cases, for example, if the record was not created by EIHAB or if after reviewing your request, we believe the record is accurate and complete. You have the right to request a list of the disclosures that EIHAB has made of your PHI. The list, however, does not include certain disclosures, such as those made for treatment, payment, and health care operations, or disclosures made to you or made to others with your permission. You have the right to request a restriction on uses or disclosures of your health information related to treatment, payment, health care operations, and disclosures to involved family. EIHAB, however, is not required to agree to your request. You have the right to request that EIHAB communicates with you in a way that will help keep your information confidential. You may request alternate ways of communication with you or request that communications are forwarded to alternative locations. You have the right to limit disclosures to insurers if you have paid for the service completely out of pocket. You will be notified if there is a breach of unsecured PHI containing your information; we are required by federal law to provide notification to you. ​ To request access to your clinical information or to request any of the rights listed here, click here for your state ​ ​ Our Responsibilities to You : We are required to: Maintain the privacy of your information in accordance with federal and state laws. Give you this Notice that tells you how we will keep your information private. Tell you if we are unable to agree to a limit on the use or disclosure that you request. Carry out reasonable requests to communicate information to you by special means or at other locations. Get your written permission to use or disclose your information except for the reasons explained in this notice. We have the right to change our practices regarding the information we keep. If practices are changed, we will tell you by giving you a new notice. Notices will be posted on our website: www.eihab.org . How EIHAB Uses and Discloses Your Health Information: EIHAB may use and disclose information without your permission for the purposes described below. For each of the categories of uses and disclosures, we explain what we mean and offer an example. Not every use or disclosure is described, but all of the ways we will use or disclose information will fall within these categories. ​ Treatment : EIHAB will use your information to provide you with treatment and services. We may disclose information to doctors, nurses, psychologists, social workers, and other EIHAB personnel, volunteers, or interns who are involved in providing your care. For example, involved staff may discuss your information to develop and Notice of Privacy Practice carry out your treatment or service plan and other EIHAB staff may share your information to coordinate different services you need, such as medical tests, respite care, transportation, etc. We may also need to disclose your information to other providers outside of EIHAB who are responsible for providing you with services. ​ Payment : EIHAB will use your information so that we can bill and collect payment from you, a third party, an insurance company, Medicare or Medicaid, or other government agencies. For example, we may need to provide your health care insurer with information about the services you received in our agency or through one of our programs so they will pay us for the services. In addition, we may disclose your information to receive prior approval for payment for services you may need. ​ Health Care Operations : EIHAB will use clinical information for administrative operations. These uses and disclosures are necessary to operate EIHAB programs and to make sure all individuals receive appropriate, quality care. For example, we may use information for quality improvement to review our treatment and services and to evaluate the performance of our staff in serving you. We may also disclose information to clinicians and other personnel for on-the-job training. We will share your health information with other EIHAB staff for the purposes of obtaining legal services from our attorneys, conducting fiscal audits, and for fraud and abuse detection and compliance through our Compliance Program. We may also disclose information to our business partners who need access to the information to perform administrative or professional services on our behalf. Other Uses and Disclosures that Do Not Require your Permission : In addition to treatment, payment, and health care operations, EIHAB will use your information without your permission for the following reasons: When we are required to do so by federal or state law. For public health reasons , including prevention and control of disease, injury or disability, reporting births and deaths, reporting child abuse or neglect, reporting reactions to medication or problems with products, and to notify people who may have been exposed to a disease or are at risk of spreading the disease. To report domestic violence and adult abuse or neglect to government authorities if necessary to prevent serious harm. For health oversight activities , including audits, investigations, surveys and inspections, and licensure. These activities are necessary for government to monitor the health care system, government programs, and compliance with civil rights laws. Health oversight activities do not include investigations that are not related to the receipt of health care or receipt of government benefits in which you are the subject. For judicial and administrative proceedings , including hearings and disputes. If you are involved in a court or administrative proceeding, we will disclose information if the judge or presiding officer orders us to share the information. For law enforcement purposes , in response to a court order or subpoena, to report a possible crime, to identify a suspect or witness or missing person, to provide identifying data in connection with a criminal investigation, and to the district attorney in furtherance of a criminal investigation of client abuse. Upon your death, to coroners or medical examiners for identification purposes or to determine cause of death, and to funeral directors to allow them to carry out their duties. To organ procurement organizations to accomplish cadaver, eye, tissue, or organ donations in compliance with state law. For research purposes when you have agreed to participate in the research and the Privacy Oversight Committee has approved the use of the clinical information for the research purposes. To prevent or lessen a serious and imminent threat to your health and safety or someone else’s. To authorized federal officials for intelligence and other national security activities authorized by law or to provide protective services to the President and other officials. To correctional institutions or law enforcement officials if you are an inmate and the information is necessary to provide you with health care, protect your health and safety or that of others, or for the safety of the correctional institution. To governmental agencies that administer public benefits if necessary to coordinate the covered functions of the programs. Uses and Disclosures that Require Your Agreement : EIHAB may disclose information to the following persons if we tell you we are going to use or disclose it and you agree or do not object: To family members and personal representatives who are involved in your care if the information is relevant to their involvement and to notify them of your condition and location. To disaster relief organizations that need to notify your family about your condition and location should a disaster occur. For fundraising purposes, we may disclose information to a charitable program that assists us in fundraising with your permission. You have the right to refuse or opt out if you previously agreed to communications regarding fundraising. For marketing of health- related services, we will not use your health information for marketing communications without your permission. To disclose psychotherapy notes. ​ Authorization Required For All Other Uses and Disclosures: For all other types of uses and disclosures not described in this Notice, EIHAB will use or disclose information only with a written authorization signed by you that states who may receive the information, what information is to be shared, the purpose of the use or disclosure and an expiration for the authorization. Written authorizations are always required for the sale of PHI and use and disclosure for marketing purposes, such as agency newsletters and press releases. Note: If you cannot give permission due to an emergency, EIHAB may release information in your best interest. We must tell you as soon possible after releasing the information. You may revoke your authorization at any time. If you revoke your authorization in writing, we will no longer use or disclose your information for the reasons stated in your authorization. We cannot, however, take back disclosures we made before you revoked, and we must retain information that indicates the services we have provided to you. Changes to this Notice : We reserve the right to change this Notice . We reserve the right to make changes to terms described in this Notice and to make the new notice terms effective to all information that EIHAB maintains. We will post the new notice with the effective date on our website at www.eihab.org and in our facilities. In addition, we will offer you a copy of the revised notice at your next scheduled service planning meeting. ​ Complaints : If you believe your privacy rights have been violated, you may file a complaint with. Click below to file with your state: New York Pennsylvania New Jersey New York New Jersey Pennsylvania New York New Jersey Pennsylvania

STANDARD OF CONDUCT VISION AND MISSION STATEMENT Everyone, regardless of race, religion, color, gender, age, sexual orientation, or disability deserves the same opportunities for dignity and self- respect. We have a moral mandate to do our utmost to serve that in need, achieve self -reliance and help them to take their places as productive members of society. The individuals we serve deserve genuine caring and excellent service. We want not only to develop programs that serve the under-served and hard to serve communities, but to increase public awareness of their needs. EIHAB has clearly stated mission and purpose approved by the EIHAB’ Board of Directors. EIHAB is committed to comply with all applicable laws and regulations and to detect and prevent unethical, improper, or unlawful behaviors or acts in the delivery and billing of services and prevention and detection of fraud, waste and abuse. EIHAB Human Services (sometimes referred to as “Agency”) Standards of Conduct is applicable to all Affected Individuals. “Affected Individuals “ defined as all persons who are affected by the provider’s risk areas, including employees, the Chief Executive and other senior administrators, managers, contractors, subcontractors, independent contractors, and governing body and corporate officers. ​ INTEGRITY EIHAB Human Services is an equal employment action employer and is committed to providing a workplace that is free of discrimination of all types from abusive, offensive or harassing behavior. Any employee who feels harassed or discriminated against should report the incident to his or her manager or to the Director of Human Resources. EIHAB Human Services has an active governing body that is responsible for setting the mission and strategic direction of the organization and oversight of the finances, operation and policies of EIHAB. This document is a formal statement of EIHAB’s commitment to the standards and rules of ethical conduct. All Affected individuals must abide by EIHAB’ Standards of Conduct which includes abiding by the requirements of Medicaid, and other Federal and State laws. This involves reporting any alleged violations of wrongdoing and assist Management and the Compliance Officer in investigating allegations of wrongdoing. All Affected individuals should feel comfortable to speak, particularly with respect to ethics concerns that are not addressed by this document or existing policies and procedures, affected. ETHICS AND BUSINESS CONDUCT EIHAB commitment is to comply with all laws and regulations applicable and to conduct business with the highest degree of integrity. This applies to all affected individuals we employ or have business relations with. Because of the nature of our organization, we bound to uphold applicable program, licensing requirements, employee credentials, screening requirements and laws governing consumer protection. EIHAB conducts exclusion screening and background checks to verify that all employees and independent contractors have not been excluded from federal healthcare programs. EIHAB conducts exclusion check searches of the OIG, Office of Inspector General - List of Excluded Individuals/Entities OIG Most Wanted, Office of Inspector General – List of Restricted and Excluded Providers / OMIG, Office of the Medicaid Inspector General- Most Wanted Fugitives SAM, System for Award Management: Excluded Parties SDN, Office Of Foreign Assets Control. Procedures for Affected Individuals with Honesty : EIHAB is committed to comply with all applicable laws and regulations. EIHAB established its Corporate Compliance Program, Standards of Conduct, policies and procedures, training and education and auditing and monitoring as an expression of our commitment to uphold ethical and legal behavior. EIHAB staff should contribute with EIHAB Vision and Mission which includes to be honest and transparent, whether financial or organizational. This involves maintaining and following truthful and accurate practices with service recipients, other providers, supplier, and all others with whom EIHAB does business. CONFLICT OF INTEREST This section is designed to help EIHAB identify situations that present potential conflicts of interest. All Affected individuals are responsible to avoid activities, agreements, business or interest, or other situations that that conflict or appear to conflict or interfere with the duty to provide services to the best of his or her ability. This applies to all Affected individuals when an employee or a family member is in a position to benefit personally, directly, or indirectly, from his or her relationship with the person or entity conducting business with EIHAB. For the purpose of this section, an immediate family member includes an individual’s spouse, spousal equivalent, children, whether natural or adopted, grandchildren, great-grandchildren, siblings, whether by whole or half-blood, and the spouses of children, grandchildren, and great-grandchildren. Affected individuals have an obligation to report any potential conflict of which he or she becomes aware involving a family member. To say that one has a conflict of interest doesn’t necessary mean that the individual involved acted or is expected to act inappropriately. However, the appearance of a conflict of interest may be as serious as an actual conflict of interest. When it comes to conflicts of interest, appearance is an important reality. This why disclosing conflicts of interest is important. Avoiding Conflicts of Interest There are various types of conflicts of interest can occur because of the nature of relationships versus rules of EIHAB or Federal and State laws: We must avoid any relationship or activity that might impair, or even appear to impair, our ability to make objective and fair decisions when performing our jobs. At times, we may be faced with situations where the business actions we take on behalf of EIHAB may conflict with our own personal or family interests because of the course of action that is best for us personally may not also be the best course of action for EIHAB. We owe a duty to EIHAB to advance its legitimate interests when the opportunity to do so arises. We must never use EIHAB property or information for personal gain or personally take for ourselves any opportunity that is discovered through our position with EIHAB. Here are some other ways in which conflicts of interest could arise: 1. Being employed (you or a close family member) by, or acting as a consultant to, a competitor or potential competitor, supplier, or contractor, regardless of the nature of the employment, while you are employed with EIHAB. 2. Hiring or supervising family members or closely related persons. 3. Serving as a board member for an outside commercial company or organization. 4. Owning or having a substantial interest in a competitor, supplier, or contractor. 5. Having a personal interest, financial interest, or potential gain in any EIHAB transaction. 6. Placing company business with a firm owned or controlled by an EIHAB employee or his or her family. 7. Accepting gifts, discounts, favors, or services from a customer/potential customer, competitor, or supplier, unless equally available to all EIHAB employees. Determining whether a conflict of interest exists is not always easy to do. Employees with a conflict-of-interest question should seek advice from senior management. Before engaging in any activity, transaction or relationship that might give rise to a conflict of interest, employees must seek review from their managers or the Compliance Officer. All conflict will be disclosed and made available for review by Board members. GIFTS, GRATUITIES, AND BUSINESS COURTESIES The Standards of Conduct and the following guidelines are intended to help you make appropriate, responsible, and correct decisions in these and all matters. EIHAB is committed to competing solely on our quality of services provided. We should avoid any actions that create a perception that favorable treatment of outside entities by EIHAB was sought, received or given in exchange for personal business courtesies. Business courtesies include gifts, gratuities, meals, refreshments, entertainment or other benefits from persons or companies with whom EIHAB does or may do business. We will neither give nor accept business courtesies that constitute, or could reasonably be perceived as constituting, unfair business inducements that would violate law, regulation or polices of EIHAB or consumers, or would cause embarrassment or reflect negatively on EIHAB reputation. Accepting Business Courtesies Most business courtesies offered to us in the course of our employment are offered because of our positions at EIHAB. We should not feel any entitlement to accept and keep a business courtesy. Although we may not use our position at EIHAB to obtain business courtesies, and we must never ask for them, we may accept unsolicited business courtesies that promote successful working relationships and good will with the firms that EIHAB maintains or may establish a business relationship with. Employees who award contracts or who can influence the allocation of business, who create specifications that result in the placement of business or who participate in negotiation of contracts must be particularly careful to avoid actions that create the appearance of favoritism or that may adversely affect the company’s reputation for impartiality and fair dealing. The prudent course is to refuse a courtesy from a supplier when EIHAB is involved in choosing or reconfirming a supplier or under circumstances that would create an impression that offering courtesies is the way to obtain EIHAB business. Use of EIHAB Resources Agency resources, including time, material, equipment and information, are provided for business use only. Nonetheless, occasional personal use is permissible as long as it does not affect job performance or cause a disruption to the workplace. ​ Employees and those who represent EIHAB are trusted to behave responsibly and use good judgment to conserve company resources. Managers are responsible for the resources assigned to their departments and are empowered to resolve issues concerning their proper use. ​ Generally, we will not use Agency equipment such as computers, copiers and fax machines in the conduct of an outside business or in support of any religious, political or other outside daily activity, except for Agency-requested support to nonprofit organizations. We will not solicit contributions nor distribute non-work related materials during work hours. ​ In order to protect the interests of EIHAB consumers and our fellow employees, EIHAB reserves the right to monitor or review all data and information contained on an employee’s company-issued computer or electronic device, the use of the Internet. We will not tolerate the use of Agency resources to create, access, store, print, solicit or send any materials that are harassing, threatening, abusive, sexually explicit or otherwise offensive or inappropriate. ​ Questions about the proper use of company resources should be directed to your manager or the Compliance Officer. The Organization has developed policies and procedures to assure that the confidentiality of EIHAB Human Services information and information about service recipients is protected and released only with the appropriate authorization or for lawful reasons. All Affected Individuals are required to comply with EIHAB Human Services’ HIPAA Policy. If you have any questions concerning confidential information or the HIPAA Policy, contact your immediate supervisor or the Compliance Officer. RETENTION AND DESTRUCTION OF RECORDS EIHAB provides the systematic review, retention and destruction of records received or created by EIHAB’ staff for services delivered. This section discuss and covers all records, regardless of physical form, contain guidelines for how long certain records should be kept and how records should be destroyed. EIHAB wants to ensure that EIHAB complies with Federal and State laws and regulations, to eliminate accidental or innocent destruction of records and to facilitate EIHAB’ operations by promoting efficiency and freeing up valuable storage space. ​ The Retention and Destruction of Records applies to all records in any form that contains information about individuals’ services, plans or eligibility for services. Anything that can be represented with words or numbers is a record for purpose of this policy. Documents after the audit review period will be archived. Employees and independent contractors must record all information related to EIHAB Human Services and its operations, its service recipients and financial information fully accurately and honestly. ​ All corporate records must be true, accurate and complete, and company data must be promptly and accurately entered in our books in accordance with EIHAB and other applicable accounting principles. We must not improperly influence, manipulate or mislead any unauthorized audit, nor interfere with any auditor engaged to perform an internal independent audit of EIHAB books, records, processes or internal controls. ​ Record Retention Records will be kept in a secure location and the confidentiality of consumers, employees and business operations and activities will be protected. Records that are no longer needed, are no longer required to be kept or are duplicative of other records maintained will be destroyed on a routine basis using the standard procedures outlined below. Records relating to a specific incident or report should be retained at least during the period the review or the investigation is ongoing. Otherwise, all records (with the exception of a summary of activities, findings and corrective actions) related to a specific incident that has been resolved should be destroyed on a periodic basis unless otherwise required by applicable state or federal law or the organization is advised to retain the records by corporate counsel. ​ Records relating to the Compliance Plan including memoranda, meeting minutes and reports will be retained indefinitely in order to maintain a record of Compliance Program activities. These documents can be used by the organization to prove the existence of an active and effective Compliance Program. ​ Records relating to individual’s program, medical, HIPPA and billing will follow this records retention procedures. Accurate Public Disclosures We will make certain that all disclosures made in financial reports and public documents are full, fair, accurate, timely and understandable. This obligation applies to all employees, including all financial executives, with any responsibility for the preparation for such reports, including drafting, reviewing and signing or certifying the information contained therein. No business goal of any kind is ever an excuse for misrepresenting facts or falsifying records. ​ Employees should inform management or the Compliance Officer if they learn that information in any filing or public communication was untrue or misleading at the time it was made or if subsequent information would affect a similar future filing or public communication. ​ Accountability Each of us is responsible for knowing and adhering to the values and standards set forth in this Code and for raising questions if we are uncertain about company policy. If you are concerned whether the standards are being met or are aware of violations of the Code, we must contact you immediate supervisor or the Compliance Officer. EIHAB takes seriously the standards set forth in the Code, and violations are cause for disciplinary action up to and including termination of employment. FALSIFICATION OF RECORDS You must not make any false entries in any of the Organization’s records or in any public record for any reason. You may not alter any permanent entries in the Organization’s records. Any records to be appropriately altered must reflect the date of the alteration, the name, signature, and title of the person altering the document, and the reason for the alteration, if not apparent. You may not sign the name of another person to any document. Signature stamps may not be used. You may not create or participate in the creation of any records that are intended to mislead or to conceal anything that is improper. Backdating and predating documents is unacceptable. PROTECTION OF CONFIDENTIAL INFORMATION During your employment, contract, or association with the Organization, you may acquire confidential information about EIHAB Human Services, its staff, and service recipients which must be handled in strict confidence and not discussed with outsiders. The protection of confidential business, employee, and service recipient information is very important. Violations may result in fines and penalties, legal action, or criminal charges. SELECTIVE DISCLOSURE We will not selectively disclose (whether in one-on-one and/or small discussions, meetings, presentations, proposals or otherwise) any material nonpublic information with respect to EIHAB’s operations, plans, financial condition, results of operations or any development plan. We should be particularly vigilant when making presentations or proposals to consumers to ensure that our presentations do not contain material nonpublic information. CONFIDENTIAL AND PROPRIETARY INFORMATION Integral to EIHAB business success is our protection of confidential company information, as well as nonpublic information entrusted to us by employees, service recipients and other business partners. Confidential and proprietary information includes such things as pricing and financial data, consumer names/addresses or nonpublic information about other companies, including current or potential supplier and vendors. We will not disclose confidential and nonpublic information without a valid business purpose and proper authorization. Eihab recipients’ confidentiality is to be maintained in accordance with HIPPA Laws in accordance with e Human Resources Manual. Termination of Employment or Contract You may not use any confidential information gained from your employment or contract with the Organization for your benefit or another organization’s benefit. You may not take copies of any reports, documents, or any other property belonging to the Organization. Upon termination of employment or contract with the Organization, you must return all of the Organization’s property including, but not limited to, copies of documents, notes, and other records containing confidential information; computer disks; your ID and keys; and credit cards. GUIDELINES FOR THE USE OF INFORMATION TECHNOLOGY FOR AFFECTED INDIVIDUALS These are general guidelines to follow for the protection of IT devices and security of private information. Follow departmental procedures to safely handle and dispose of protected information. Employees may be held responsible for any lost, stolen or improperly accessed data if that data was not protected (e.g. password protected and encrypted). Do not leave devices unattended. Computers, internet access, email or other office communication systems are intended for business- related purposes only and not for uses that may disruptive, offensive, harassing, or harmful to others. All Affected Individuals are required to comply with EIHAB’s procedures pertaining electronic devices and materials. FAIR DEALING EIHAB’s commitment to integrity begins with complying with laws, rules and regulations where we serve individuals. The compliance Program, these Standards of Conduct, and policies and procedures are developed to provide guidance in in your day-to-day work and activities you perform on behalf of EIHAB. Further, each of us must have an understanding of EIHAB policies, laws, rules and regulations that apply to our specific roles. We are responsible for preventing violations of law and for speaking up if we see possible violations. ​ EIHAB has put in place procedures and practices to ensure that: All service documentation, records, and reports are prepared timely, accurately, and honestly; All documentation supporting claims for service is complete and maintained in accordance with the regulatory requirements and EIHAB’s policies; Claims are only submitted for services provided by eligible providers; All claims submitted to outside entitles are accurate and comply with all Federal and State laws and regulations and payer requirements; All claims are properly documented and accurately coded and identified billing errors are returned to the payer. It is against the law and EIHAB policies to knowingly or carelessly submit a false claim. Submitting a false claim includes using false records, using wrong code, double billing, or billing, or causing to be billed services that are not provided or fully documented. GUIDELINES FOR AFFECTED INDIVIDUALS: FAIR DEALING The Standards of Conduct and the following guidelines are intended to help you make appropriate, responsible, and correct decisions in these and all matters: Kickbacks and Rebate Kickbacks and rebates in cash, credit, or other forms are prohibited. They are not only unethical, but also in many cases illegal. Agreements with Contractors and Vendors The Organization must ensure that any agreements with contractors and vendors clearly and accurately describe the services to be performed or items to be purchased. Performance standards and the applicable compensation, if any, must be reasonable in amount, not be excessive in terms of industry practice, and must equal the value of the service(s) rendered or items purchased. ​ FEDERAL AND STATE PROGRAMS EIHAB Human Services is committed to complying with the laws and regulations that govern the Federal and State programs that it administers. The Compliance Program, these Standards of Conduct, and policies and procedures are developed to provide guidance in your day-to-day work and activities you perform on behalf of the Organization. You must abide by the policies and procedures and the Standards set by the Organization. EIHAB Human Services’ programs and services are largely funded by Federal and State healthcare programs, including Medicaid and Medicare. EIHAB Human Services is committed to full compliance with all Federal and State healthcare program requirements. EIHAB Human Services must also comply with laws and regulations designed to combat fraud, waste, and abuse and the submission of inaccurate or false claims. EIHAB Human Services has put in place procedures and practices to ensure that: All service documentation, records, and reports are prepared timely, accurately, and honestly; All documentation supporting claims for service is complete and maintained in accordance with regulatory requirements and the Organization’s policies; All claims submitted to any government or private healthcare program are accurate and comply with all Federal and State laws and regulations and payer requirements; Claims are only submitted for medically necessary services provided by eligible providers; All claims are properly documented and accurately coded; and Billing errors are promptly identified and any payments received in error are promptly returned to the payer. Employees and independent contractors responsible for the documentation, charging, coding, billing, and accounting of services must comply with all applicable State and Federal regulations and EIHAB Human Services policies and procedures. ​ It is against the law and EIHAB Human Services’ policies to knowingly or carelessly submit a false claim. Submitting a false claim includes using false records, using the wrong code, double billing, or billing or causing to be billed services that are not provided or fully documented, and billing for services that are not medically necessary. ​ All Affected Individuals have a responsibility to notify the Compliance Officer promptly if they are charged with a criminal offense related to healthcare or are proposed or found to be subject to exclusion from Federal or State healthcare programs. ​ GOVERNMENTAL INVESTIGATIONS There may be times that the Organization is asked to cooperate with an investigation by a Federal or State governmental agency, or to respond to a request for information. A request may be formally addressed to the Organization or to an individual employed by or associated with the Organization. All Affected Individuals must report any requests for information or cooperation with an investigation to the Chief Executive and Compliance Officer immediately. ​ EMPLOYMENT ENVIRONMENT EIHAB is committed to maintaining a working environment free from all forms of discrimination, including any action that is considered sexual harassment. Therefore, we expect all employees to maintain a high standard of personal and professional behavior. ​ At EIHAB everyone should feel comfortable to speak his or her mind, particularly with respect to ethics concerns. Managers have a responsibility to create an open and supportive environment where employees feel comfortable raising such questions. We all benefit tremendously when employees exercise their power to prevent mistakes or wrongdoing by asking the right questions at the right times. ​ EIHAB will investigate all reported instances of questionable or unethical behavior, including allegations of sexual harassment and discrimination or any other unethical behavior. In every instance where improper behavior is found to have occurred, the organization will take appropriate action. We will not tolerate retaliation and/or intimidation against employees who raise genuine ethics concerns in good faith. All Affected individuals are required to support EIHAB’s commitment to a safe and professional work environment and to demonstrate appropriate behavior in the workplace. ​ EIHAB Human Services is committed to creating a safe and professional workplace where employees and others are treated with respect and without regard to their race, sex, age, religion, national origin, color, marital status, disability, or other protected characteristics. Business integrity, teamwork, trust, and respect are the Organization’s most important values. Unlawful discrimination or harassment of any sort violates these values. All Affected Individuals must exhibit and promote respect, integrity, trust, and teamwork in the workplace and must comply with the Organization’s policies prohibiting discrimination and harassment in all facets of the Organization’s work. All Affected Individuals are required to support the Organization’s commitment to a safe and professional work environment and to demonstrate appropriate behavior in the workplace. All Affected Individuals are prohibited from joking about another person’s race, sex, age, religion, national origin, color, marital status, disability, or other protected characteristics. All employees are prohibited from considering someone’s race, color, religion, sex, national origin, age, disability, or other protected characteristic in making decisions about hiring, placement, assignment of duties, training, promotion, termination, compensation, benefits, and other work terms. Sexual harassment is prohibited. Sexual harassment includes any form of unwelcome sexual advance, request for sexual favors, or other verbal or physical conduct of a sexual or sex-based nature. Affected Individuals are responsible for understanding the Organization’s policy prohibiting discrimination and sexual harassment. You should consult with an appropriate supervisor, administrator, or Human Resources if you have questions about your right to a workplace free from unlawful harassment or discrimination or if you have questions about your duty to avoid discrimination. Be alert to any situation that could violate EIHAB Human Services’ Standards of Conduct, Compliance Program, policies and procedures, guidelines, and/or Federal and State laws and regulations. Promptly report any questions, issues, compliance concerns, wrongdoing, violations, or suspected violations to your supervisor, another member of Management, a member of the Compliance Committee, or the Compliance Officer.

Pennsylvania EIHAB Human Services currently operates licensed group homes throughout Northeastern Pennsylvania and Lehigh County, enhancing the quality of life of those in need. The agency currently serves adults (aged 18 and over) with intellectual and developmental disabilities, dual diagnosis, and complex behavioral health needs. Here is our contact information for the Pennsylvania Office ​ Pennsylvania Office 35 East Tioga Street Tunkhannock, PA 1865718411 Tel: (570) 996-6288 | Fax: (570) 504-7280 Monday to Friday: 9AM to 5PM Saturday and Sunday: Closed​ ​ Click to Meet Our PA Leadership ​ During these office hours, our dedicated team is available to handle inquiries, offer information, and assist with various administrative and program-related matters. We are committed to maintaining open communication and accessibility, ensuring that individuals and stakeholders can easily connect with us and access the services they need.

EIHAB Featured Ei-Vents 2024 ANNUAL AUTISM WALK We're excited to announce that the Day Program Management Team will be hosting the 2024 Annual Autism Walk! This event is a fantastic chance for us to join forces as a community and showcase our dedication to autism awareness and advocacy. We urge all staff, departments, programs and team members to join in and contribute to the success of this event. From the Best SIgn Contest to the Favor Gifts, we gear up for the Autism Walk uniting as a team and create a positive impact by spreading awareness for autism. Thank you for your enthusiasm, participation, and support! Register EIHAB Human Services Gala: Pioneering "The Way Forward" After 25 Years "The Way Forward" represents EIHAB Human Services' forward-looking approach after 25 years of impactful service. It signifies the organization's commitment to pioneering new paths and innovative strategies to continue making a positive difference in the lives of individuals with developmental disabilities and behavioral health challenges. This includes e xpanding and enhancing programs, embracing new technologies and methodologies, fostering community collaborations, and empowering individuals to achieve their life goals through personalized support and guidance. "The Way Forward" encapsulates EIHAB's vision of continuous progress, adaptation, and improvement as they navigate the next chapter of their mission. During the gala event "The Way Forward" by EIHAB Human Services, CEOs Joshua Thomas and Hamdy Elgindy delivered impactful addresses, encapsulating the essence of "Celebrating a Quarter-Century of Impact."At the Garden City Hotel on May 17, amid an atmosphere of commemoration and progress, both CEOs articulated the organization's remarkable journey over 25 years. They emphasized EIHAB's pivotal role as a multi-lingual, multicultural not-for-profit organization, reaching out to more than 1,000 individuals with developmental disabilities and behavioral health challenges across New York, New Jersey, and Pennsylvania. CEO Hamdy Elgindy passionately conveyed the organization's unwavering commitment to leveraging their past achievements as a springboard for even greater impact. His address resonated with a vision of extending support and empowerment to individuals in underserved communities, promising a transformative impact in the years to come. These addresses not only celebrated EIHAB's achievements but also set a clear direction for the future—a future where EIHAB continues to pioneer innovative solutions and initiatives, making meaningful differences in the lives of those they serve. ​ The formal proceedings of the evening included a special tribute to Melanie Hardja from Lamb Insurance Services for her unwavering commitment and support of EIHAB's mission. The event was skillfully hosted by Kristin Thorne, an Emmy Award-winning reporter from WABC Channel 7, with Dr. Hirah Mir, Chief Diversity Officer for the New York State Office for People with Developmental Disabilities, delivering an insightful keynote address. Read More Honoring Commitment and Support Expressing Gratitude and Vision Chief Executive Officer Joshua Thomas expressed gratitude, stating, “EIHAB Human Services extends its Joshua Thomas, Co-Chief Executive Officer of EIHAB Human Services, expressed heartfelt gratitude to sponsors, donors, and supporters for their vital role in celebrating 25 years of transformative impact. Chief Executive Officer Hamdy Elgindy reiterated the organization's unwavering commitment to amplify their positive influence on individuals with developmental disabilities in underserved communities for the next quarter-century. Their words inspire confidence in EIHAB's future endeavors and the enduring impact they seek to achieve. Our Guests Empowering Lives: A Vision for the Future EIHAB's core mission revolves around providing high-quality, compassionate services to empower individuals with developmental, intellectual, and behavioral health challenges to lead fulfilling, productive lives. The gala also served as a platform for Chairman of the Board Jason Wonsang to outline EIHAB's strategic plans for future growth. These plans include expanding residential and habilitation programs and broadening supportive services to take a life coach approach, assisting individuals in achieving their specific life goals. Dance the Night Away into the Way Forward Acknowledging Generous Support The gala's success was made possible by the generous contributions of sponsors like Trooper Foods (platinum sponsor), Lamb Insurance Services (silver sponsor), Community Care Rx, and the Joseph Ahmed Foundation (bronze sponsors). Notable contributors included BDO, Elsamra Construction, MHH Clinical Services, Moritt Hock & Hamroff, TD Bank, Unique People Services, Valley Bank, Paycom, BottomLine Concepts, and Marketing Works. Additionally, individuals and organizations such as Yonkers Honda, Go Green, the Mahdaly Family, Fancy Lady Cleaning Services, and Harlem Valley Corp showed their support through donations. For All of Your Support....