Contact Us

Andrew Vaughan, Ph.D. Director & Psychologist
andrew@upweegrow.com

Lauren Resnick, MS, CCC, SLP, Director & Speech Pathologist
lauren@upweegrow.com

Anne Long, MS, Sp.Ed., Director & Special Education Teacher
anne@upweegrow.com

Teresa Gutierrez, MS ext. 125
Teresa@upweegrow.com

Lisa Zelli ext. 116
Lisa@upweegrow.com

Therapist Shortages Far and Wide in Early Intervention and What Up Wee Grow is Doing About It!

Compliance Officer – Rosanne Saltzman, LCSW   ext. 117
Rosanne@upweegrow.com

Rosanne Saltzman, LCSW, Director  ext. 117
Rosanne@upweegrow.com

Nancy Petrucelli, MA, Ed., SAS, SDA ext. 123
NancyP@upweegrow.com

Matthew Hennessy, LMSW  ext 121
Matthew@upweegrow.com

Carmen Booker
Carmen@upweegrow.com

Long Island – Nassau & Suffolk

Yana Miller  ext. 118
Yana@upweegrow.com 

Vanessa Merced ext. 113
Vanessa@upweegrow.com

NYC – All 5 Boroughs

Joe Zihal  ext. 134
Joe@upweegrow.com

Pilar Echavez  ext. 132
Pilar@upweegrow.com

Vera Langstone  ext. 112
Vera@upweegrow.com

Diane Talleur  ext. 128
DianeT@upweegrow.com

Janice Ferrara  ext. 111
Janice@upweegrow.com

Diane Maggio ext. 136
DianeM@upweegrow.com

NASSAU & SUFFOLK E.I. SERVICE COORDINATION SUPERVISOR

Michelle Connor  ext. 139
Michelle@upweegrow.com

Joseph Weiss, MS, School Psychologist, Director  ext. 130
Joseph@upweegrow.com

Liz Vigh  ext. 124
Liz@upweegrow.com

Melody Lohin, MA  ext. 129
Melody@upweegrow.com

Sheila Silberglied, Director  ext. 115
Sheila@upweegrow.com

Michael Bernstein  ext. 127
Michael@upweegrow.com

Patricia Guzman  ext. 143
Patricia@upweegrow.com

Billing FAX #

516-908-4181

Up Wee Grow, Inc. is committed to preventing and detecting fraud, waste and abuse. In support of this commitment, Up Wee Grow, Inc. has established a Corporate Compliance Program. The purpose of the Corporate Compliance Program is to establish appropriate controls that will help ensure consistent compliance with the Federal and State laws which govern our activities, and to detect violations of the law by employees and others affiliated with Up Wee Grow, Inc. Up Wee Grow’s Compliance Plan includes a Code of Conduct which serves a guide to assist in identifying and addressing issues, as well as information which is provided to employees and others who do business with the company regarding the Federal Deficit Reduction Act.

Every Provider of services has an obligation to exercise diligence, care, and integrity when submitting claims for payment for services rendered. Honest, fair, and accurate billing practices shall be maintained. Employees, non-employees and contractors involved in the provision of, or claiming Federal Medicaid financial compensation or reimbursement for, school and preschool supportive health services are required to conform to the governing Federal and State statutes and regulations. Failure to do so may result in adverse consequences to them. Up Wee Grow strives to meet this obligation.

If you become aware of any compliance issues or have any questions regarding the information contained in this letter, please contact Rosanne Edelsack Saltzman, LCSW, Up Wee Grow, Inc’s Corporate Compliance Officer, at (631) 351-1111, ext. 117. Anonymous issues can be reported by calling the Up Wee Grow, Inc. Hotline at 631 351-1111 x 17, or by writing to the company at 20 Broadhollow Road, Suite 3011, Melville, NY 11747.

Up Wee Grow and the Bureau of Early Intervention has several mechanisms to identify fraud, including routine work with providers, ongoing data analysis of billing activity in the New York Early Intervention System (NYEIS), and investigation of reports from families, therapists, agencies, and others. Investigations can include interviews with families and therapists; analysis of claims; and collection and analysis of a variety of documents from agencies, such as session notes. Families who believe that they may have been affected by fraud, as well as providers who are aware of potentially fraudulent activity, should contact the NYC BEI Consumer Affairs Office at 347-396-6828.

SEXUAL OR OTHER UNLAWFUL HARASSMENT IN THE WORKPLACE

Please visit The State of New York – Combatting Sexual Harassment in the Workplace, which presents important information including Guide to Reporting, Training Materials, Training Videos, FAQs, Complaints, Finding Support, and Contacts.

Up Wee Grow.  (“UWG”) is committed to maintaining a workplace free from all forms of harassment, including sexual harassment.  UWG is also committed to maintaining a workplace free of retaliation against individuals for reporting harassment in good faith or for participating in the investigation and resolution of reported harassment.

Sexual harassment is a form of sex discrimination and is unlawful under federal, New York State and local law. Retaliation against a complainant, witness, or any other individual participating in the reporting or investigation of sexual harassment is also unlawful under federal, New York State and local law.

The United States Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws, including Title VII of the 1964 federal Civil Rights Act (codified as 42 U.S.C. § 2000e et seq.) which prohibits discrimination on the basis of certain protected characteristics. The Human Rights Law (HRL), codified as N.Y. Executive Law, art. 15, § 290 et seq., which prohibits sexual harassment, applies to all employers in New York State. Additionally, many localities enforce laws protecting individuals from sexual harassment and discrimination.

UWG prohibits all forms of harassment against employees on the basis of race, color, national origin, religion, sex, age, disability and genetic information and other characteristics protected by law.

UWG prohibits all forms of sexual harassment against employees, applicants for employment, interns (paid or unpaid), contractors, and persons conducting business with UWG.

EXAMPLES OF PROHIBITED SEXUAL HARASSMENT

The following describes some of the types of acts that may be unlawful sexual harassment and are prohibited by this Policy:

1. Physical assaults of a sexual nature, such as, Touching, pinching, patting, grabbing, brushing against another employee’s body or poking another employee’s body; Rape, sexual battery, molestation or attempts to commit these assaults.

1. Unwanted sexual advances or propositions, such as: Requests for sexual favors accompanied by implied or overt threats concerning the victim’s job performance, evaluation, a promotion or other job benefits or detriments; Subtle or obvious pressure for unwelcome sexual activities.

3. Sexually oriented gestures, noises, remarks, jokes or comments about a person’s sexuality or sexual experience, which create a hostile work environment.

4. Sexual or discriminatory displays or publications anywhere in the workplace, such as:

1. Displaying pictures, posters, calendars, graffiti, objects, promotional material, reading materials or other materials that are sexually demeaning or pornographic. This includes such sexual displays on clothing, workplace computers or cell phones, sexual displays as visible body art, and/or sharing sexual displays while in the workplace.

5. Hostile actions taken against an individual because of that individual’s sex, sexual orientation, or gender identity, such as:

1. Interfering with, destroying or damaging a person’s workstation, tools or equipment, or otherwise interfering with the individual’s ability to perform the job; Sabotaging an individual’s work; Bullying, yelling, name-calling.

UWG prohibits retaliation against individuals who, in good faith, complain of any form of harassment on the basis of a protected characteristic including sexual harassment. No person covered by this policy shall be subject to adverse employment action including being discharged, disciplined, or discriminated against for reporting an incident of harassment, providing information, or otherwise assisting in any investigation of harassment, including any investigation of a sexual harassment complaint.

UWG will conduct a prompt, thorough investigation of all allegations of harassment and retaliation. Any person who is found to have engaged in any form of harassment or retaliation may be subject to corrective and/or disciplinary action, up to and including termination. Additionally, any supervisory or managerial personnel who knowingly allowed harassment or retaliation to occur may be subject to corrective and/or disciplinary action, up to and including termination.

DEFINITIONS:

Age-based harassment: Age-based harassment is harassment of an individual because she or he is 40 years old or older. 

Color-based harassment: Color-based harassment is harassment based on an individual’s skin tone.

Disability-based harassment: Disability-based harassment is harassment based on an individual’s actual or perceived physical or mental disability. Disability-based harassment also includes harassment because of a request for or receipt of a reasonable accommodation. 

Genetic information harassment: Genetic information harassment includes, but is not limited to, harassment based upon an individual’s (or the family member of an individual’s) genetic test, family medical history, requests for receipt of genetic services by an individual or a family member.

National origin harassment: National origin harassment is harassment based on an individual’s (or her or his ancestor’s) actual or perceived place of origin, ethnic or cultural characteristics, or linguistic characteristics.

Race-based harassment: Race-based harassment is harassment based on an individual’s actual or perceived race and/or specific race-linked traits.

Religious harassment: Religious harassment is harassment based on an individual’s religion, religious practices, or dress. Religious harassment also includes harassment because of a request for or receipt of a religious accommodation.

Sex-based harassment: Sex-based harassment is harassment based on an individual’s sex, including an individual’s sexual orientation, sex stereotypes, and gender. Sex-based harassment also includes harassment based on pregnancy, childbirth, lactation and related medical conditions.

Sexual Harassment Definitions

Sexual harassment: Sexual harassment means unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose or effect of interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

Quid pro quo Sexual Harassment: Sexual harassment also occurs when a person of authority tries to trade job benefits for sexual favors. This can include hiring, promotion, continued employment or other terms, conditions or privileges of employment. 

Protected Individual: For purposes of sexual harassment, “protected individual” shall include any employee, applicant for employment, intern, or other individual, paid or unpaid, involved in the operation of UWG, as well as contractors, vendors, or any employee of a contractor or vendor, or any consultant. 

Instructions to File a Complaint of Harassment or Sexual Harassment

Protected Individuals who believe they have been subjected to any form of harassment are encouraged to attempt to resolve the matter informally by discussing the situation with the individual engaging in such conduct.  The Protected Individual should make it known that the conduct is offensive and unwelcome.  If the Protected Individual is in any way uncomfortable addressing the offender directly, or if the offending conduct continues, the Protected Individual is encouraged to follow the complaint procedure, as outlined in the Anti-Harassment Policy. For a copy of the Anti-Harassment policy, contact Human Resources.

1. In addition to addressing perceived harassment with the offender, complaints of any type of harassment may be filed in writing or orally by any Protected Individual to any supervisor, managerial employee, Partner, or Human Resources representative. Complaints of sexual harassment may be made using the Complaint Form or orally.

2. The Director of Human Resources or other managerial employee designated by the Director of Human Resources shall be the individual designated to investigate complaints of harassment for UWG.

3. A copy of the Complaint Form can be obtained by contacting Human Resources or any member of the UWG management team.