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8/19/2019 Code of Ethics (Website)
http://slidepdf.com/reader/full/code-of-ethics-website 1/30
Code of Ethical Conduct An Overview of the Code of Ethical Conduct of The Life Enrichment Center
8/19/2019 Code of Ethics (Website)
http://slidepdf.com/reader/full/code-of-ethics-website 2/30
Policy of Ethical Conduct
It is the policy of the Life Enrichment Center to encourage all staff and volunteers to
conduct all activities in an ethical manner at all times. “Ethical” will be defined as being
in accordance with acceptable principles of right and wrong that govern the conduct of a
profession.
• Employees are expected to comply with all statues and rules of the Federal, State, and
Local Governments. It is not the intent of the Center as an employer to be concerned
with the non-working time of employees. However, when off-duty conduct has a
bearing on the Center operations or brings discredit upon the Center, then such
conduct does legitimately become a concern and could result in appropriate
disciplinary action against the employee.
• Employees must be especially careful to avoid such things as using their officialpositions for personal gain, giving unjustified preference, losing sight of the need for
efficient and impartial decisions in the methods of operations, or committing an act
which could result in questioning the integrity of the Center.
• This policy applies to all Board Members, Staff, and Volunteers.
8/19/2019 Code of Ethics (Website)
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General Conduct
• Employees should carry out duties in a diligent, cooperative manner.
• Contact the Center Director, Barbara Coleman, if you are aware of
any problem concerning the Center.
• Supported Individuals should be under staff supervision at all times
unless otherwise specified in his or her Individualized Support Plan.• Direct Care staff may not enter into romantic or physical
relationships with persons served.
8/19/2019 Code of Ethics (Website)
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Coverage of Duties
• When you’re unable to come to work, you should call in before 8:30am. You should inform your Supervisor or the Front Office staff.
• Annual Leave should be requested by completing a Leave RequestForm. Turn it into your direct supervisor at least 5 days before thefirst day you would like to be off.
• If you are out sick for more than 5 days, you will need to bring adoctor’s excuse to your Supervisor.
• Stick to your schedule. If changes need to be made to your schedule,contact you Supervisor.
• Employees should not take more than two 15 minute breaks each
day.• Abandonment of Position
• If you fail to show up for work for 3 or more consecutive dayswithout notice it may be determined that you have voluntarilyresigned from your position.
8/19/2019 Code of Ethics (Website)
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Relationships with Fellow
Employees• Treat each other respectfully and professionally.
• The following behaviors are not allowed:
• Threatening, abusive, or profane language
• Argumentative behavior
• Sexual-related conversations or inappropriate touching
• If you begin dating a co-worker, the Director should be notified. If
there is a conflict of duties, you will be reassigned within the
company so that a line relationship no longer exists between two
employees (example: Managers can’t date their subordinates).
8/19/2019 Code of Ethics (Website)
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Service Delivery
• Service delivery should never be compromised by personal gains.
• Service delivery should ensure that ISP Goals are worked in a
manner that will give individuals the best opportunity to reach and
achieve those goals.
•
You may not physically, verbally, or financially abuse or neglectSupported Individuals.
• Employees cannot enter into financial transactions with Supported
Individuals, including lending, borrowing, or trading.
• Direct Care staff should advocate for persons served while they are
in our care. It is not the Center’s concern what those individuals dowith their personal time, unless it directly impacts their time at the
Center or if there is a safety concern.
8/19/2019 Code of Ethics (Website)
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Record Keeping
• Accurate records serve essential administrative, legal, and historical
purposes. Good records protect people and meet our legal and
funding requirements.
• Employees are prohibited from falsifying records or any other
documents prepared during the course of business.
8/19/2019 Code of Ethics (Website)
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Confidentiality and Privileged
Information• All staff are to follow the guidelines of the Health Insurance
Portability and Accountability Act of 1996 (HIPAA).
Notice of Privacy Practices.pdf
• No information about a person’s health information may be shared
with any non-employee without written consent from that person
served. Exceptions will be made for Auditors, Nursing Staff, Support
Coordinators, or other DBHDD employees that have a need to know
about individuals on their caseload.• Employees are prohibited from using a computer to gain information
about Supported Individuals, co-workers, or stakeholders for non-
work related reasons.
8/19/2019 Code of Ethics (Website)
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Respect for Supported
Individuals• Employees shall treat each other and persons served with dignity.
• Social communication from persons served, verbal and
otherwise, shall be attended to and responded to with dignity
and respect.
•
Staff will promote such communication and engage personsserved in attempts to initiate communications.
• Verbal praise will be used to reinforce communication and
attempts to communicate.
• Each person is part of the team.
• Persons Served must be treated with kindness and concern at alltimes. A friendly, empathic attitude is important. Consistency of
treatment in day-to-day dealings with consumers can be an
important and effective behavioral tool for the efficient
management of behavior.
8/19/2019 Code of Ethics (Website)
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Community Inclusion
• All activities outside the Center and concerning the Center, involving
staff and/or persons served should be coordinated with the Center
Director and the Social Services Coordinator, or a Director Designee.
• Regardless of ability, every person has the right to live and
participate in neighborhoods, communities, and volunteer locations.
8/19/2019 Code of Ethics (Website)
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Appreciation of Diversity
The Life Enrichment Center values that every person is unique and
promotes diversity in the workplace.
Diversity is more than race.
It is made up of cultures, beliefs, age, religion, sexual orientation,
abilities, parental status, income, education, etc.While we are at work, we should be polite to each other even if we
don’t share the same values or background.
Let the Director know if you feel discriminated against for any reason
or if there is a personnel issue that affects you.
The Importance of Diversity in the Workplace
8/19/2019 Code of Ethics (Website)
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Religious Acceptance
• Under Title VII of the Civil Rights Act of 1964, employers cannot
discriminate or treat employees less favorably because of their
religious beliefs.
• LEC will accommodate an employee’s religious beliefs and practices
at work, as long as it does not cause “undue hardship” for the
employer, such as incurring exorbitant costs. Accommodations may
include requested days off to observe religious holidays, requesting
flexible work scheduling, or accommodations for religious dress.
• All religious accommodations will be reviewed on a case-by-case
basis.
8/19/2019 Code of Ethics (Website)
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Non-discrimination Policy
• The Center does not base hiring, compensation, promotion or any
other employment decisions on the basis of an individual’s race or
color.
• The Center does not discriminate against any individual, male or
female in any employment decision. We do not use height and
weight standards as part of the requirements of the job, nor do we
assume that parenthood may result in a female employee being
absent as a lawful basis for refusing employment to a mother.
Equal Employment Opportunity
8/19/2019 Code of Ethics (Website)
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Other Forms of Discrimination
Age Discrimination
• The Center does not
discriminate against anyone
over the age of 21.
• All job applicants must be
over 21.
• Age-based criteria will not be
used in making personnel
decisions regarding layoffs,
selections, promotion, or any
other element of
employment.
AIDS/ARC/HIV
• Policy states that a personwho is HIV positive or whohas AIDS will not bediscriminated against.
• AIDS is a protected disabilityand the Center has a legalobligation to providereasonable accommodationsfor a qualified employee.
• All health records of
employees are confidential.• Universal Precautions are
enough to protect otheremployees.
8/19/2019 Code of Ethics (Website)
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Accommodations may be made for:
• Disabilities: The Center will provide reasonable accommodations to
enable a qualified person to perform essential functions of the job.
The goal is to allow an employee with a disability to enjoy the
benefits and privileges of employment.
• Religion: Possible accommodations may include time off for religious
holidays, flexible work schedule to accommodate religious practices,
and religious attire.
• All accommodations must be approved by the Center Director. They
must not exert undue hardship on Supported Individuals or other
employees and they mustn’t create a financial burden for LEC.
Undue hardship is defined as an action that requires significant
difficulties or expense.
8/19/2019 Code of Ethics (Website)
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Empowerment
• Employees will do their best to build the capacity of person served
to make choices and to reach their desired goals.
• Staff will advocate on the behalf of persons served and teach them
how to be self-advocates.
8/19/2019 Code of Ethics (Website)
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Collaborative Relationships
• The Life Enrichment Center recognized the need for employees to
work effectively with each other within work areas to ensure service
delivery.
• Staff shall be mindful that interactions with one another often occur
in front of persons served. Therefore, staff shall model respectful
verbal and non-verbal communications.
8/19/2019 Code of Ethics (Website)
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Safety
• Employees are prohibited from carrying deadly weapons on his or
her person while on duty at the Center
• Deadly weapons will not be stored in vehicles while they are parked
on Center property.
•
Employees must follow all safety policies and procedures.• Employees are responsible for identifying hazards and taking
immediate action to minimize or remove the risk of harm or injury.
8/19/2019 Code of Ethics (Website)
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Quality – Staff Training
The In-Service Training Programs conducted by the Center are an
integral and vitality important part of the overall program at the
Center. Employees are expected to attend when requested. Employees
are expected to continually increase their knowledge and competence,
thus being able to demonstrate continued effectiveness and
improvement in job performance.
8/19/2019 Code of Ethics (Website)
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Quality – Staff Communication
Monthly staff meetings will be held. All staff, not otherwise occupied,
will be expected to attend. Part-time staff may be requested to attend.
Minutes of meetings will be developed and routed to all staff to insure
that everyone is updated, as needed.
8/19/2019 Code of Ethics (Website)
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Business Guidelines
• Conflict of Interest
• When personal interests get in the way of duties andresponsibilities as an employee of LEC.
• Examples of a Conflict of Interest:
• Making improper profit from the exercise of duties and
responsibilities.• Engaging in an outside activity that interferes with proper
performance of duties while working for LEC.
• Political Activities
• should be conducted on your own time
• Cannot make use of Center facilities
• Employees cannot pretend to act on behalf of the Center
• If a situation arises that makes it difficult to do your job to the bestof your ability, notify your Manager or the Director.
8/19/2019 Code of Ethics (Website)
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Proper use of Property
• Employees should not use State or LEC property of any kind other
than for official activities.
• Damages to property should be reported to the Director and the
Front Office staff.
•
Offices, work stations, and office furniture are to be used for work-related activities only.
• LEC is not responsible for any personal property brought on the
premises.
• Employees may post quotes or inspirational sayings in their work
station. However, if they are offensive to others you may be asked totake them down.
8/19/2019 Code of Ethics (Website)
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Fundraising and Marketing
• Occasionally, the Life Enrichment Center may engage in fundraising
for business purposes. Staff will ensure that all marketing
and/fundraising is carried out with respect, dignity, and
consideration of the privacy rights of persons served.
• Marketing and Fundraising activities will highlight the vision,
mission, and goals of the Center.
8/19/2019 Code of Ethics (Website)
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Buying and Selling
• No employee should engage in any business other than his or her
LEC work duties during working hours, including such things as
selling items to fellow employees or lending of money for profit.
• Supervisors should not cosign on loans with fellow employees.
8/19/2019 Code of Ethics (Website)
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Gifts and Gratuities
• It is improper and prohibited for an employee to solicit or receive,
directly or indirectly, any favor, gift, or thing of value.
• Flower funds and gifts are not prohibited. However, participation in
such activities must be wholly voluntary on the part of each
employee, and any gifts should be of a normal value in keeping with
the spirit of the event, rather than for financial benefit.
• Employees will not accept personal gifts, money, gratuities, free
trips, personal property, services, or other items of value greater
than $25.00 from a family, person served, or subordinate employee.
8/19/2019 Code of Ethics (Website)
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Witnessing Legal Documents
• Legal documents can be witnessed by the Administrative Assistant
or Managerial staff.
• Examples of such documents are power of attorney,
guardianship, and advance directives.
•
No financial documents will be signed.• The person that witnesses the documents should have no personal,
financial, or other interests in an agreement. (A neutral third party).
8/19/2019 Code of Ethics (Website)
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Media and Public Relations
• The Director and the President of the Board are the only
spokespersons for the Center.
• If an employee receives a media inquiry, it must be referred to the
Director.
•
Employees must represent the Center in accordance with thehighest standards of professional integrity while engaging in
community interactions.
• Employees should also be mindful that off campus conduct reflects
on the Center. While there will be no attempt to interfere in your
personal life, you are expected to conduct yourself in a fashion
which will reflect credit on the Center.
8/19/2019 Code of Ethics (Website)
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Waste, Fraud, Theft, and Abuse
• Direct Care Staff and/or Management are not to make purchases for
themselves using a Supported Individual’s money.
• Frequent calls from creditors, garnishment proceedings, and
harassment on the job because of financial mismanagement on your
part may lead to disciplinary action.
• If you’re found to be engaging in wasteful or fraudulent activities,
theft, or abuse of company resources will be subject to disciplinary
actions.
8/19/2019 Code of Ethics (Website)
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Duty to Report
• If an employee observes or becomes aware of waste, fraud, theft,
abuse of company resources, abuse of Supported Individuals, or
neglect he or she must report it to Management of the Center
Director.
• Remember that you are a Mandatory Reporter. If you suspect abuse,
you are to report it immediately to the Consumer Rights
Coordinator.
• Any violations of the Ethics Policy should be reported to the Director
and/or Management.
• There will be no retaliation of any sort placed upon a person
reporting a potential loss, hazard, abusive situation, or any other
wrongdoings.
8/19/2019 Code of Ethics (Website)
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Summary
All Employees should…
• be very scrupulous in their duties and responsibilities while at work.
• refrain from entering into financial endeavors with Supported
Individuals.
•
keep an open dialogue with their Manager/Supervisor and let themknow of anything that comes up that may affect their ability to
perform their job duties (conflict of Interest, absence, hazards,
distractions, etc.)
• treat all Supported Individuals the way that they would like to be
treated – with dignity and respect.If any employee becomes aware of a violation of the Code of Ethical
Conduct, he or she shall report it to Management or the Director.
There will be no retaliation of any sort placed upon a person who
reports potential violations of this policy.