Code of Ethics (Website)

8/19/2019 Code of Ethics (Website)

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Code of Ethical Conduct An Overview of the Code of Ethical Conduct of The Life Enrichment Center



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.



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.



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.



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).



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.



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.



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.

http://life01/financial/Forms/HR%20&%20Personnel%20Forms/New%20Hire/Application%20Packet%20Forms/Notice%20of%20Privacy%20Practices.pdf

http://life01/financial/Forms/HR%20&%20Personnel%20Forms/New%20Hire/Application%20Packet%20Forms/Notice%20of%20Privacy%20Practices.pdf



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.



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.



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

http://www.youtube.com/watch?v=YzqNgyqUYso#t=86

http://www.youtube.com/watch?v=YzqNgyqUYso#t=86



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.



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

http://life01/financial/Website%20&%20Media/eeoc_self_print_poster.pdf

http://life01/financial/Website%20&%20Media/eeoc_self_print_poster.pdf



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.



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.



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.



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.



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.



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.



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.



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.



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.



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.



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.



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.



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).



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.



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.



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.



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.

Code of Ethics (Website)

Documents

Transcript of Code of Ethics (Website)