Code of Conduct

The areas include ethics that address:
 
  • Business
  • Marketing
  • Contractual Relationships
  • Service Delivery
  • Exchange of Gifts, Money, and Gratuities
  • Personal Fund Raising
  • Personal Property
  • Setting Boundaries
  • Professional Responsibilities
  • Witnessing of Documents
  • Human Resources (HR)
  • Prohibition of Waste, Fraud, Abuse, and other Wrongdoing
  • Advocacy Efforts
  • Corporate Citizenship
  • Conflict of Interest
 
Business and Marketing Practices
  • Employees must have knowledge of the legal status of person(s)-served.
  • Employees shall behave in a manner that demonstrates dignity and respect to person(s)-served, staff members, visitors, volunteers, and other stakeholders.
  • Employees must present and maintain a professional decorum with contact person(s)-served, staff and other stakeholder.
  • Employees must be honest and forthright in their communication, and communication about any relationship, including dating, with any FCC Behavioral Health (FCC) person(s)-served, employee, collaborative partner, or provider, or other business associate working directly or indirectly with FCC.
  • Employees shall use language that is respectful and professional when communicating with person(s)-served, employees, volunteers, and other stakeholders.
  • Employees are prohibited in engaging in contracts or agreements with outside organizations/agencies on behalf of FCC.
  • All material received from conferences is the property of FCC and turned in upon termination from FCC.
  • Employees shall behave in a trustworthy manner with person(s)-served, staff and other stakeholders.
  • Employees shall consult with immediate supervisors and refer to the agency’s policy when responding to subpoenas or other legal requests for agency and or records of person(s)-served.
  • Employees shall not engage in activities that fall into the category of fraud, waste, abuse, fiscal mismanagement, and/or misrepresentation of Agency funds or the funds of person(s)-served.
  • Employees shall not intentionally or unintentionally mismanage the resources of the Agency or other stakeholders or person(s)-served.
  • Employees shall give preference to the mission, vision and programs, over any personal, business, or marketing interest.
  • Employees shall not use FCC’s business practices, marketing strategies, or service delivery protocols for personal or professional gains.
  • Employees shall not use any printed, audio, or visual aid materials belonging to FCC for personal or professional gain or benefit.
  • Any misrepresentation of FCC’s vision, mission, purpose, goals, and objectives are prohibited.
  • Employees must not represent or act as a spokesperson for FCC unless previously authorized by the Chief Executive Officer (CEO).
 
Agreement Relationships
The agency may have an agreement with an individual or firm to perform specific tasks at an hourly rate or project cost. Individuals under this agreement are not considered employees of the agency, and proper credentials and proof of insurance, as appropriate, are required. The agency may request a verification of licensure, certification or accreditation, and/or insurance coverage. These agreements must be approved and signed by the Chief Executive Officer (CEO).
 
The relationship of a contractor to FCC is that of an independent contractor and no benefits, whether fringe benefits or other types of benefits, will be provided as a result of the agreement.
 
FCC Employees who may work with an independent contractor are encouraged to report any suspected abuse, neglect, waste, or wrongdoing by this independent contractor to their supervisor, and/or the Chief Compliance and/or the Chief Executive Officer.
 
Service Delivery
  • Employees shall ensure that the organization’s person-centered planning philosophy is evident in the service delivery process.
  • Employees must ensure that all barriers to accessibility are assessed, addressed, and removed, as appropriate.
  • Employees must have knowledge of the legal status of person(s)-served.
  • Employees shall, when applicable, provide information to person(s)-served regarding resources related to legal status and help link person(s)-served to these resources.
  • Employees shall be alert to, and avoid, conflicts of interest that interfere with the exercise of professional discretion and impartial judgment.
  • Employees should inform person(s)-served when a real, or potential, conflict of interest arises, and take reasonable steps to resolve the issue in a manner that makes the persons’ served interest primary and protects the persons’ served interest to the greatest extent possible.
  • Employees shall respect and safeguard the personal property of person(s)-served, visitors, staff and all property of the Agency.
  • Employees’ primary goals are to help people in need, address social problems, and support the well-being of person(s)-served.
  • Employees shall recognize the cultural, racial, and ethnic importance of human relationships.
  • Employees shall behave in a trustworthy manner with person(s)-served, staff and other stakeholders.
  • Employees shall maintain and update their professional licenses, credentials, certifications and clinical privileges.
  • Employees shall write legibly and use clear, specific, and understandable language in the clinical documentation of person(s)-served case activities.
  • Employees shall provide person(s)-served with reasonable access to their records per HIPAA Policy with proper forms completed and in place.
  • Employees should make reasonable efforts to ensure continuity of services in the event that services are interrupted by factors such as unavailability, relocation, illness, disability, or death.
  • Employees are prohibited from having person(s)-served sign blank forms, or to themselves, sign blank forms.
  • Staff shall not discuss person(s)-served case information without provisions for relative confidentiality.
  • Staff shall not leave person(s)-served case record in any other unsecured manner, thus violating person(s)-served confidentiality.
 
The Duty to Do No Harm to Person(s)-Served
All persons providing services on behalf of the agency are expected to remain aware of the risk for harm and to reduce that risk by all means possible. Such means include those provided in the entire Code of Ethical Conduct and include but are not limited to the following:
 
  • regularly scheduled staff training which addresses the most common sources of inadvertently harmful effects such as boundary violations, violations of confidentiality, misdiagnosis, counter-transference, etc.;
  • regularly scheduled supervision for all staff;
  • Performance and Quality Improvement activities;
  • All staff will contribute to a healthy work environment by encouraging open communication, free and open debate about issues impacting services, personal and professional growth, cooperation, a positive attitude toward the work provided to person(s)-served and by resisting the cynicism and passive-aggressiveness that so often undermines the human service organizations and ultimately harms service recipients.
 
Respect for Independence of Person(s)-Served
It is our duty to recognize the recipient's right and responsibility to make his/her own decisions and to recognize the potential conflict between the duties to respect independence of person(s)-served and the duty to prevent harm. All recipients have:
 
  • the right to participate in any plans (including treatment plans) made in their interests;
  • the right to refuse services (unless otherwise stipulated by court order) and with the understanding that refusal of specific services in FCC Behavioral Health programs may jeopardize status as a person(s)-served within that program
  • the right to due process with regard to agency policy and procedures;
  • the right to expect that their transactions with FCC will be treated confidentially;
  • the right for staff to show respect for their moral, religious, and cultural values, whether or not staff individually share those values and whether or not specific moral religious or cultural practices must be limited in order to prevent harm to self or others.
 
Exchange of Gifts, Money and Gratuities
 
Employees shall not accept money, exchange of gifts, gratuities, or other consideration from anyone other than FCC Behavioral Health for the performance of any act which would be required or expected to render in the regular course of duties as an FCC employee.
 
Agency Fundraising
 
Employees shall not engage in agency fundraising activities that are not sanctioned and approved by the Chief Executive Officer (CEO) as permissible fundraising activities.
 
Personal Property
 
FCC Behavioral Health cannot be responsible for loss of personal property that is damaged or stolen. Employees are responsible for personal property/items/belongings brought to the workplace. FCC prohibits any items on the premises or worksite that are sexually suggestive, offensive, or demeaning to specific individuals or groups, along with firearms or weapons. All personal property may be inspected for purposes of enforcing the Agency’s policies and to protect against theft.
  
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