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Code of Business Conduct
Regence and its affiliates have worked hard to earn
and maintain a reputation for highly ethical business
practices. These practices are based on fairness, integrity
and honesty. We are committed to strict compliance
with all federal, state and local laws and regulations
that apply to our business. We expect the same of those
with whom we do business.
Our ethics and compliance standards are expressed
in our Code
of Business Conduct (PDF). Among other subjects,
the Code addresses the following:
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• |
Core values |
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Safety, health and
environment |
• |
Improper payments |
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Making good decisions |
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Dealing with customers/
suppliers |
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Honorariums |
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Reporting issues
and concerns |
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Gifts, gratuities
and entertainment |
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Books and records |
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Conflicts of interest |
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Federal programs |
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Proper accounting |
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Reciprocity |
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Political activity
and contributions |
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Member information |
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Payments to agents,
representatives, providers and consultants |
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Confidential information
and trade secrets |
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Employee information |
We are committed to conducting business only with
physicians and other health care professionals, facilities,
agents, consultants, contractors and suppliers who
support our employees’ compliance with our Code.
We appreciate your full cooperation with this commitment
so that our relationship with you will be built on
the same high ethics and compliance standards. If at
any time you become aware of a situation or practice
that may not comply with these standards, please contact
any one of Regence’s Ethics and Compliance Officers.
Their contact information is listed below.
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Idaho: |
Eddy Chapman |
(208) 798-2122 |
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Oregon: |
Eddy Chapman |
(208) 798-2122 |
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Utah: |
Randy Romrell |
(801) 333-5691 |
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Washington: |
Harry Carstens |
(206) 464-3653 |
If you wish to remain anonymous, you may also contact
a Compliance Officer through one of the Ethics and
Compliance Resource lines:
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Idaho: |
1 (800) 438-1608 |
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Oregon: |
1 (800) 308-1228 |
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Utah: |
1 (800) 377-8446 |
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Washington: |
1 (888) 809-2334 |
We will attempt to protect the confidentiality of
anyone who reports suspected misconduct, but some circumstances
may make that impossible. Choosing to make an anonymous
report may limit our ability to conduct an investigation
and may result in no corrective action being taken.
No employee who is accused of a violation will be disciplined
solely on the basis of an anonymous report.
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