UNITEDHEALTHCARE ETHICS AND COMPLIANCE EXAM
2026/2027 | Answered 100% Scored | Aligned with Code of
Conduct & CMS FWA | HIPAA | DOJ Standards | Pass
Guaranteed - A+ Graded
SECTION 1: UNITEDHEALTH GROUP CODE OF CONDUCT
(Questions 1–12)
Question 1
Which of the following best describes the "Speak Up" culture at UnitedHealth
Group?
A. Employees are encouraged to report concerns only to their direct supervisor
B. Employees are expected to remain silent about potential violations to avoid
workplace conflict
C. Employees are encouraged and expected to report concerns, ask questions, and
raise issues without fear of retaliation
D. Employees should only report concerns if they have absolute proof of a violation
Correct Answer: C
Rationale: UnitedHealth Group's Speak Up culture explicitly encourages all
employees to report concerns, ask questions, and raise compliance issues without
fear of retaliation. This is a cornerstone of UHG's Ethics and Compliance program.
Option A is incorrect because UHG provides multiple reporting channels beyond just
direct supervisors, including the anonymous Ethics Helpline. Option B directly
contradicts UHG policy and would create a culture of silence that enables
misconduct. Option D is incorrect because employees are encouraged to report
good-faith concerns even without absolute proof—the Compliance team investigates
allegations.
,Question 2
Under the UHG Code of Conduct, what is the monetary limit for promotional items
that employees may generally accept from vendors?
A. $10
B. $25
C. $50
D. $100
Correct Answer: B
Rationale: UHG policy generally permits employees to accept promotional items of
nominal value, typically under $25, from vendors. Items exceeding this threshold may
create the appearance of impropriety or an actual conflict of interest. Option A is too
restrictive and not the stated policy threshold. Option C exceeds the nominal value
standard and could be perceived as influencing business decisions. Option D is well
above acceptable limits and would likely constitute an improper gift requiring
disclosure or return.
Question 3
A UHG employee is considering outside employment with a local hospital that
contracts with UnitedHealthcare for network services. What must the employee do?
A. Nothing, as long as the outside job is performed on personal time
B. Disclose the outside employment to their manager and ensure it does not conflict
with UHG business interests
C. Decline the position automatically due to the contractual relationship
D. Only disclose if the outside job pays more than $10,000 annually
Correct Answer: B
Rationale: UHG requires employees to disclose outside employment to their
manager and obtain approval to ensure no conflict exists with UHG business
interests. Employment with a contracted provider requires careful review. Option A is
,incorrect because even off-hours employment can create conflicts of interest or
divided loyalties. Option C is overly broad—some arrangements may be permissible
with proper disclosure and safeguards. Option D is incorrect because there is no
specific dollar threshold for disclosure; the conflict potential matters more than
compensation amount.
Question 4
Which of the following gifts is PROHIBITED under the UHG Code of Conduct?
A. A branded pen valued at $5 from a pharmaceutical vendor
B. A modest business lunch with a provider discussing network participation
C. A $100 gift card from a grateful patient
D. A conference tote bag with a vendor logo
Correct Answer: C
Rationale: Cash and cash equivalents, including gift cards, are generally prohibited
under UHG's gift policy regardless of value, as they create the highest risk of
improper influence. Option A is permissible as a nominal promotional item under the
$25 threshold. Option B is acceptable if the meal is modest, has a legitimate business
purpose, and is not lavish or frequent. Option D is a standard promotional item of
nominal value that is permissible.
Question 5
Regarding political contributions, which statement aligns with UHG policy?
A. UHG reimburses employees for personal political contributions
B. Employees may make personal political contributions but must not be pressured
or reimbursed by UHG
C. Employees are prohibited from making any political contributions
D. UHG requires all employees to contribute to the company Political Action
Committee (PAC)
, Correct Answer: B
Rationale: UHG respects employees' personal political choices and prohibits
coercion or reimbursement for personal political contributions. PAC contributions
must comply with Federal Election Commission limits and are strictly voluntary.
Option A violates federal election law and UHG policy. Option C is incorrect—
personal political contributions are permitted. Option D violates the voluntary nature
of PAC participation and would constitute improper pressure.
Question 6
Which UHG core value is most directly reflected in the requirement to report
potential compliance violations?
A. Compassion
B. Relationships
C. Integrity
D. Innovation
Correct Answer: C
Rationale: Integrity—doing the right thing even when no one is watching—is the
core value most directly tied to compliance reporting and ethical decision-making.
While Compassion (A) relates to patient care and Relationships (B) to stakeholder
engagement, Integrity specifically encompasses honesty, transparency, and
accountability. Innovation (D) relates to developing new solutions but does not
directly govern ethical reporting obligations.
Question 7
A UHG manager learns that an employee reported a potential compliance concern to
the Ethics Helpline. What is the manager's obligation regarding non-retaliation?
A. The manager may reassign the employee to a less desirable shift as a warning
B. The manager must protect the employee from retaliation and may not take
2026/2027 | Answered 100% Scored | Aligned with Code of
Conduct & CMS FWA | HIPAA | DOJ Standards | Pass
Guaranteed - A+ Graded
SECTION 1: UNITEDHEALTH GROUP CODE OF CONDUCT
(Questions 1–12)
Question 1
Which of the following best describes the "Speak Up" culture at UnitedHealth
Group?
A. Employees are encouraged to report concerns only to their direct supervisor
B. Employees are expected to remain silent about potential violations to avoid
workplace conflict
C. Employees are encouraged and expected to report concerns, ask questions, and
raise issues without fear of retaliation
D. Employees should only report concerns if they have absolute proof of a violation
Correct Answer: C
Rationale: UnitedHealth Group's Speak Up culture explicitly encourages all
employees to report concerns, ask questions, and raise compliance issues without
fear of retaliation. This is a cornerstone of UHG's Ethics and Compliance program.
Option A is incorrect because UHG provides multiple reporting channels beyond just
direct supervisors, including the anonymous Ethics Helpline. Option B directly
contradicts UHG policy and would create a culture of silence that enables
misconduct. Option D is incorrect because employees are encouraged to report
good-faith concerns even without absolute proof—the Compliance team investigates
allegations.
,Question 2
Under the UHG Code of Conduct, what is the monetary limit for promotional items
that employees may generally accept from vendors?
A. $10
B. $25
C. $50
D. $100
Correct Answer: B
Rationale: UHG policy generally permits employees to accept promotional items of
nominal value, typically under $25, from vendors. Items exceeding this threshold may
create the appearance of impropriety or an actual conflict of interest. Option A is too
restrictive and not the stated policy threshold. Option C exceeds the nominal value
standard and could be perceived as influencing business decisions. Option D is well
above acceptable limits and would likely constitute an improper gift requiring
disclosure or return.
Question 3
A UHG employee is considering outside employment with a local hospital that
contracts with UnitedHealthcare for network services. What must the employee do?
A. Nothing, as long as the outside job is performed on personal time
B. Disclose the outside employment to their manager and ensure it does not conflict
with UHG business interests
C. Decline the position automatically due to the contractual relationship
D. Only disclose if the outside job pays more than $10,000 annually
Correct Answer: B
Rationale: UHG requires employees to disclose outside employment to their
manager and obtain approval to ensure no conflict exists with UHG business
interests. Employment with a contracted provider requires careful review. Option A is
,incorrect because even off-hours employment can create conflicts of interest or
divided loyalties. Option C is overly broad—some arrangements may be permissible
with proper disclosure and safeguards. Option D is incorrect because there is no
specific dollar threshold for disclosure; the conflict potential matters more than
compensation amount.
Question 4
Which of the following gifts is PROHIBITED under the UHG Code of Conduct?
A. A branded pen valued at $5 from a pharmaceutical vendor
B. A modest business lunch with a provider discussing network participation
C. A $100 gift card from a grateful patient
D. A conference tote bag with a vendor logo
Correct Answer: C
Rationale: Cash and cash equivalents, including gift cards, are generally prohibited
under UHG's gift policy regardless of value, as they create the highest risk of
improper influence. Option A is permissible as a nominal promotional item under the
$25 threshold. Option B is acceptable if the meal is modest, has a legitimate business
purpose, and is not lavish or frequent. Option D is a standard promotional item of
nominal value that is permissible.
Question 5
Regarding political contributions, which statement aligns with UHG policy?
A. UHG reimburses employees for personal political contributions
B. Employees may make personal political contributions but must not be pressured
or reimbursed by UHG
C. Employees are prohibited from making any political contributions
D. UHG requires all employees to contribute to the company Political Action
Committee (PAC)
, Correct Answer: B
Rationale: UHG respects employees' personal political choices and prohibits
coercion or reimbursement for personal political contributions. PAC contributions
must comply with Federal Election Commission limits and are strictly voluntary.
Option A violates federal election law and UHG policy. Option C is incorrect—
personal political contributions are permitted. Option D violates the voluntary nature
of PAC participation and would constitute improper pressure.
Question 6
Which UHG core value is most directly reflected in the requirement to report
potential compliance violations?
A. Compassion
B. Relationships
C. Integrity
D. Innovation
Correct Answer: C
Rationale: Integrity—doing the right thing even when no one is watching—is the
core value most directly tied to compliance reporting and ethical decision-making.
While Compassion (A) relates to patient care and Relationships (B) to stakeholder
engagement, Integrity specifically encompasses honesty, transparency, and
accountability. Innovation (D) relates to developing new solutions but does not
directly govern ethical reporting obligations.
Question 7
A UHG manager learns that an employee reported a potential compliance concern to
the Ethics Helpline. What is the manager's obligation regarding non-retaliation?
A. The manager may reassign the employee to a less desirable shift as a warning
B. The manager must protect the employee from retaliation and may not take
