Wonder Medical World(WMW) needs to uphold a tradition of ethical standards in the provision of health care services as well as in the management of its business affairs. The code of conduct supplements the mission, vision, and values of WMW and applies to all who provide services under the auspices of WMW. Our adopted code of conduct provides guidance to all who carry out daily activities within appropriate ethical and legal standards. It establishes standards of conduct to protect and promote integrity and to enhance WMW’s ability to achieve its mission and compliance goals.

The Code of Conduct must govern the actions of WMW. It is to be read by employees and service providers, who need to become familiar with the job-specific legal requirements and recognise circumstances that may raise issues. They are required to sign the Acknowledgement Form, confirming that they have received and read the Code of Conduct and are prepared to adhere to its terms.

It has seven principles:

1.     Confidentiality
2.    Business Ethics
3.    Legal and Regulatory Compliance
4.    Professional Conduct
5.    Conflicts of Interest
6.    Appropriate use of resources
7.    Responsibility

Employees and those affiliated with Wonder Medical World (WMW) are obliged to maintain the confidentiality of patients, personnel, and other proprietary information, as well as with those who enter into business or professional relationships with WMW. As such, employees are entrusted with a wide spectrum of confidential information, which remains the sole property of WMW. Sharing of confidential information with other employees or others outside the organisation is strictly forbidden, unless the person requesting the information has a legitimate reason to know it for WMW business-related purposes.

WMW is committed to the highest standards of business ethics and integrity, and requires honesty when representing WMW. WMW is committed to ensuring that its billing and reimbursement practices comply with applicable laws, regulations, guidelines, and policies of Ghana and all other countries where it operates, and that all billing is accurate.

WMW payments and other transactions are to be properly authorised by management, and are to be accurately and completely recorded in accordance with generally accepted accounting principles and established corporate policies. This serves as a basis for managing the business and is important to meeting obligations to patients, suppliers, and others. WMW’s high standard of accuracy and documentation is necessary for tax and financial reporting requirements.

The duty to report accurate and truthful information also applies to our internal dealings. All work-time and expenses recorded are to be reported accurately and honestly.

WMW prohibits its employees and other service providers from offering, paying, asking for, or accepting any money or other benefits in exchange for patient referrals, purchases, leases, or orders. All contracts and other referral sources must comply with all applicable laws.

WMW engages in activities and antitrust laws that are subject to the Republic of Ghana and the subsequent countries in which it operates. Generally, those laws prohibit competitors from entering into agreements to fix prices or to reduce price competition. WMW employees should not provide information about WMW to business competitors. In addition, employees are to refrain from engaging in unfair practices that might restrict competition.

Billing must comply with all applicable laws, rules, and policies. Employees who handle patient charges, claims, and records must accurately document and report services and supplies. WMW prohibits its employees or agents from knowingly presenting, or causing to be presented, claims for payment or approval that are false, fictitious, or fraudulent.

WMW policies and the laws of the Republic of Ghana, as well as those of the other countries in which it operates, prohibit fraudulent claim activity. The laws of Ghana prohibit conduct such as knowingly submitting a false or fraudulent claim, or using or making a false statement to get a false or fraudulent claim paid. Other laws governing medical programme integrity also seek to reduce fraud and abuse. WMW, its employees, and other service providers can be prosecuted for filing inaccurate claims for reimbursement and can be subject to civil fines, criminal penalties, or both.

WMW expects employees to report known or suspected activity of this type to the Corporate Compliance Office or the Management Committee. Employees who lawfully report false claims or other fraudulent conduct, or who otherwise assist in an investigation, action, or testimony, are protected from retaliation to the fullest extent possible under the laws of Ghana and the other countries in which it operates.

Performing routine audits, reviews, and monitoring, along with internal controls, helps WMW prevent and detect fraud, waste, and abuse.

Employees are prohibited from soliciting tips, personal gratuities, or gifts from patients or vendors.

WMW is committed to adhering to all applicable intellectual property laws. Additionally, WMW will respect the intellectual property and copyright laws regarding books, trade journals, magazines, and other applicable resources. All software used in connection with WMW must be properly licensed and used in accordance with that licence.

Marketing and advertising activities may be utilised for the following purposes: to educate the public, to provide information to the community, to increase awareness of our services, and to recruit employees. Marketing materials and media announcements are to be presented in a truthful, fully informative, and non-deceptive manner.

WMW is committed to the following ethical standards in full compliance with the laws and regulations in any research, investigations, and clinical trials conducted. WMW is committed to integrity in disseminating appropriate, valid scientific results in accordance with applicable regulations and guidelines. It is WMW’s priority to protect the rights of its subjects. As in all financial accounting and record-keeping, WMW’s policy is to submit accurate and complete costs related to research grants.

Travel and entertainment expenses of an employee must be consistent with their job responsibilities and the needs and resources of WMW. Employees are encouraged to participate in and attend educational workshops, seminars, and training sessions.

All activities by or on behalf of WMW are to comply with all laws and regulations of the Republic of Ghana and the subsequent countries in which it operates.

WMW employees and other healthcare providers are expected to comply with laws designed to improve workplace safety, such as properly controlling and monitoring dangerous materials and maintaining safe equipment.

Employees are to dispose of all waste and other materials, and store all chemicals and substances, in accordance with applicable laws and regulations. It is important to file all necessary environmental reports accurately and promptly, and to cooperate fully with all governmental authorities in the event of an environmental incident.

Wonder Medical World does not discriminate with regard to race, religion, gender, sexual orientation, pregnancy, marital status, age, nationality, ethnicity, ancestry, disability, or status as a disabled or military veteran. WMW also does not tolerate harassment.

Many controlled drugs, controlled substances, and other medical supplies are governed and monitored by specific regulatory organisations and are to be administered by physicians' orders only. Prescription and controlled medications and supplies are to be handled properly and only by authorised individuals to minimise risk to WMW and to patients.

WMW will not knowingly employ or contract with individuals or entities that have been listed as debarred, excluded, or otherwise ineligible for participation in national healthcare programs. As a condition of employment, employees are required to notify Human Resources immediately if they are currently, or to the best of their knowledge, will be in the future, listed by the Armed Forces of the nation where WMW operates.

WMW also has a code of conduct that addresses specific healthcare professionals' responsibilities to patients and to each other.

Employees and other service providers owe a duty of complete loyalty to WMW and may not use their position to profit personally at the expense of the organisation, financially or otherwise. Potential conflicts of interest should be directed to the Legal Office for evaluation.

Employment of immediate relatives (including a spouse, parent, stepparent, children, stepchildren, sister, brother, son-in-law, daughter-in-law, sister-in-law, mother-in-law, and father-in-law) is not permitted where an employee has, or would have, direct or indirect administrative, supervisory, or decision-making authority over the related person.

No employee of WMW shall use non-public information acquired through employment at WMW to trade in the securities of any company, or to buy or sell any property or assets.

WMW employees and other service providers who hold positions of trust and stewardship should refrain from directly or indirectly performing duties, incurring obligations, or engaging in business or professional relationships where there would appear to be a conflict of interest. No outside activity may interfere with your job performance.

WMW does not participate in or intervene in any political campaign on behalf of, or in opposition to, any candidate for political office. While WMW supports employee participation in the political process, employees are not permitted to use their position in the organisation to try to influence the personal decisions of others to contribute to, or otherwise support, political parties or candidates, except as lawfully permitted through political action committees. WMW may choose to support specific issues with the approval of the Legal Office.

WMW closely controls the dissemination of proprietary information. Except as specifically authorised by management pursuant to established policy and procedure, an employee should not disclose to any outside party any non-public business, whether financial, personnel, commercial, or technological information, plans, or data acquired during employment at WMW.

Those affiliated with WMW have a duty to preserve and protect the assets of the system and to ensure their efficient use. Theft, carelessness, and waste have a direct impact on the organisation’s success. As a rule, WMW prohibits the personal use of its property. Employees may not use equipment, supplies, materials, or services for non-work-related purposes. Employees have no expectation of personal privacy in connection with personal or work use of WMW’s electronic resources.

Violations of the responsibilities outlined in this Code of Conduct and WMW policies and procedures can lead to disciplinary action, up to and including dismissal. Conduct that violates the law may also result in civil and criminal penalties ranging from fines to imprisonment.

Employees and those affiliated with WMW have a responsibility to report any suspected or actual violation of the Code of Conduct or other policy irregularities to a supervisor, the Corporate Compliance Office, or the Office of General Counsel. For those who wish to remain anonymous, the report may be submitted through one of the WMW Compliance Reporting Lines. There will not be any negative consequences or retaliation for the good faith reporting of possible misconduct.