Carrie L. Pramuk-Volk, Employment Plan Officer
1900 W. Polk St., Suite 123, Rm 119Chicago, IL 60612
As required under the Employment Plan, Cook County Health CEO hired an Employment Plan Officer to be in charge of compliance and perform all tasks and responsibilities as described in this Employment Plan. The Employment Plan Officer’s primary responsibilities include the following: By definition, the Employee in charge of compliance who will perform all tasks and responsibilities as described in this Employment Plan. The Employment Plan Officer’s primary responsibilities include the following:
- Overseeing compliance with the Employment Plan;
- Maintaining and reviewing the Exempt List;
- Accepting, investigating, and report on complaints related to Employment Actions and the Employment Plan;
- Taking steps to evaluate, eliminate, remedy and reporting instances of Political Contacts and Unlawful Political Discrimination; and
- Training on Employment Plan.
- Reviewing Policies and Procedures.
If you have a question or concern alleging non-compliance with the Employment Plan, a Complaint Form is available below or you can contact the Employment Plan Officer directly.
Corporate Compliance may also be contacted by:
Cathy Bodnar, Chief Compliance & Privacy Officer
1900 W Polk St., Suite 227A
Chicago, IL 60612
Corporate Compliance Hotline: (866) 489-4949
In order to ensure Cook County’s commitment to transparency, reports on employment actions and monitoring activities are available as follows:
Quarterly Employment Action Reports
Employment Plan Officer’s Semi-Annual Reports
These reports are issued every March 15th and September 15th.
- March 2019
- March 2018
- March 2017
- March 2016
- March 2015
- September 2018
- September 2017
- September 2016
- September 2015
Request for Documents Form
After an allegation of non-compliance with the Employment Plan is investigated, the Employment Plan Officer issues an Incident Report which sets forth the nature of the complaint, and the findings of the investigation that may include non-compliance with the Employment Plan, or recommendations of specific corrective action. The report is sent to the Office of the Independent Inspector General and a redacted copy of the Incident Report to the Chief of Department of Human Resources and the CEO.
Department of Human Resources Report
The Department of Human Resources (DHR) Report is issued after the CEO’s Office and the Chief of DHR review the Incident Report that contains a finding of violation of or non-compliance with the Employment Plan or includes a recommendation of corrective action with the Department Head of the Department involved in the complaint. The DHR Report either confirms implementation of the Employment Plan Officer’s recommended action, or explains why the recommended action was not implemented and describes the alternative action the CEO has elected to take and the specific reasons for such alternative action.
After the Employment Plan Officer and DHR refer instances of Political Contact or Unlawful Political Discrimination to the Office of the Independent Inspector General, the OIIG will issue a summary report. The CEO and the Chief of DHR shall review the OIIG Summary Report with the Department Head of the Department involved in the complaint. If the OIIG Summary Report contains a finding that an Unlawful Political Contact or Unlawful Political Discrimination has occurred or includes a recommendation of corrective action, within 30 days of receipt of the OIIG Summary Report, the CEO or his or her designee shall prepare a CEO’s Report, which shall include the following:
a. A description of the complaint and any other information received pertinent to the investigation; b. A description of the findings discovered in the course of the investigation; c. Recommendations of OIIG for correction of the Unlawful Political Contact or Unlawful Political Discrimination, if applicable; d. Such other information as the CEO may deem relevant to the investigation or resulting recommendations; and e. A statement (i) confirming implementation of the OIIG’s recommended action or (ii) an explanation of why the recommended action was not implemented and a description of any alternative action the CEO has elected to take and the specific reasons for such alternative action.