Posts filed under ‘A. Ethics’

Ethics

Ethics

General
Transition Projects observes and abides by all of the laws that apply to our business and treatment responsibilities, and conducts itself at all times in ways that dignify people and recognize their worth. Even where the law may be permissive or unclear, we choose the higher ground of integrity. Customs, traditions and values differ from place to place, but honesty and respect for others are universally valued.

  • Employees influence the success and development of the agency through continuous effort to improve professional practices, services, training, and research.
  • Ethical behavior is expected at all times. If an employee has reason to believe that the behavior of Transition Projects or any employee might be unethical, he or she is responsible to attempt to rectify the situation, using our established remedies.
  • No employee may claim or imply professional qualifications or competencies exceeding those actually possessed.
  • Employees must remain ever aware of the obligations to our client relationship, and must maintain the highest respect for the client by affording client treatment needs the utmost priority.
  • Should an employee be in a situation where his or her ethical obligations are unclear, the employee will seek supervision and professional guidance and act accordingly.
  • In the interest of better service to our clients and more efficient operations in general, employees are discouraged from activities during working hours that are not related to Transition Projects business.

Management Responsibilities
Transition Projects bears a responsibility to be an ethical employer, and for its managers and supervisors to manage Transition Projects’ affairs professionally, honestly, and responsibly. Board members and management are expected to model the highest ethical and professional behavior, setting a standard for Transition Projects, its employees, volunteers and clients.

Employee Work Performance and Relationships
Transition Projects expects each employee to report to work as required, perform assigned work at high performance levels and according to established standards, and to make every effort to maintain good relationships with clients, fellow employees, and community members.

Employee/Client Interaction
Transition Projects exists primarily for the benefit of our clients. When dealing with clients, as well as others outside the agency, employees are expected to promote good will on behalf of Transition Projects.

Conflicts of Interest
All employees must avoid situations of actual, potential, or perceived conflict of interest. A conflict of interest may occur when an employee is in a position to influence a decision that may result in a personal gain, financial or otherwise, for that employee or for a relative or friend. Personal or romantic involvement with a competitor, supplier, or subordinate employee, which affects an employee’s good judgment, creates an actual or potential conflict of interest. Employees may be required to complete a conflict-of-interest form at the beginning of their employment and at any point an employee may be in a conflict. The Executive Director will review all conflict of interest forms for final approval.

To avoid conflicts of interest, the following relationships and activities are prohibited.

  • DUAL RELATIONSHIPS IN TREATMENT: No person shall be employed in a role of evaluation, planning, recommendation, or direct treatment of a member of their immediate family or significant others. No supervisor shall be placed in a role to direct, plan, monitor, or evaluate the activities of other staff regarding treatment of a member of their immediate family or significant others.
  • DUAL RELATIONSHIPS IN SUPERVISION: No person shall be employed in a position over which an immediate family member or significant other exercises line or grievance adjustment authority, nor shall any person be placed in a supervisory position in which the supervisor can make recommendations that affect the selection, transfer, promotion, or salary of an immediate family member or significant other except as approved by the Executive Director.

Further, the following relationships and activities should be reported to one’s supervisor:

  • OUTSIDE EMPLOYMENT: For regular employees, Transition Projects considers itself the primary employer. While employment outside of Transition Projects is permitted, we will make no accommodations to facilitate such employment. Employees are required to report such employment to their supervisors. If the outside employment results in conflict of interest or conflict in duties, schedule, or ability to perform at Transition Projects, the employee will be asked to choose between concluding the outside employment or termination from Transition Projects.
  • EXTRAMURAL PROFESSIONAL ACTIVITIES: Any paid or volunteer professional activities outside of Transition Projects employment must be reported to that employee’s supervisor prior to initiation of such activities. Employees shall not perform work related to outside paid professional activities during regularly scheduled working hours. Additional compensation for any work done as a representative of Transition Projects (for example, workshop fees, speaking stipends, etc.) shall be returned to Transition Projects. An employee may be asked to terminate outside professional activity which is deemed to be detrimental to their performance or ability to represent Transition Projects in the community.

REPORTING CONFLICT OF INTEREST OR ETHICAL VIOLATIONS:
Any employee who suspects that a violation of Transition Projects Conflict of Interest or Ethics policies has occurred must report this suspicion promptly as provided in Section II, Whistleblower Policy.

Business Relations
Transition Projects deals with many contractors, vendors, and suppliers of goods and services. Doing business with these suppliers can raise ethical and even legal issues.

  • Do not accept gifts or gratuities, except for items of no material value (e.g., holiday or thank-you cards). Accepting gifts, services or gratuities of value from any person who is, has, or seeks to contract with Transition Projects, exposes the employee to disciplinary action.
  • Do not encourage or solicit payment for entertainment events such as concerts, or sporting events from anyone with whom Transition Projects does business, including clients.
  • Contracts with agents, sales representatives, or consultants must be in writing in the standard Transition Projects or vendor contract format, and must clearly and accurately describe the services to be performed, the basis for earning payment, and the rate or fee. Payment must be reasonable and not excessive in view of the practice in the trade, and commensurate with the value of the service rendered.
  • Do not offer or give a gift of money, service, entertainment, or anything of value, directly or indirectly, to any government official or employee.
  • Software packages purchased by Transition Projects are covered by copyright law and license agreements. These copyright provisions are to be strictly followed. Software is not to be copied or used in violation of the manufacturer’s license. Employees who violate software copyright agreements are subject to disciplinary action.

Document Retention, Books and Records
Transition Projects expects that all business transactions, including client records, will be accurately recorded as required by law, and that its financial books and records will be accurate, complete, and compliant with standard accounting principles.

All documents and records will be retained as required by law. No Transition Projects employee may discard or destroy any official documents or records without management approval. As necessary, managers may seek legal counsel regarding rules governing document retention. Detailed guidance is in Section II, Record Retention Policy.

Deliberately falsifying records or improperly destroying records is not only against Transition Projects policy, but may also be illegal.

Political Activity and Contributions
Transition Projects employees are encouraged to exercise their civic rights and responsibilities through voluntary participation in the political process. Employees must ensure, however, that these activities do not interfere with fully executing their job responsibilities, do not compromise the agency, and are in compliance with all legal requirements.

Safety, Health and Security
It is the intent of Transition Projects to provide a safe environment for employees and to properly manage any incidents that occur so as to minimize injury and other forms of loss. It is the responsibility of each employee to report certain situations or events to management. These include: safety and security violations, accidents, hazardous conditions, assault, injury, or harassment of employees, clients or others while carrying out Transition Projects business; threats of violence; bomb threats; theft of employee property or Transition Projects assets; fraud; unexplained shortages or losses of Transition Projects assets; arson, sabotage or vandalism; suspected illegal use, possession, distribution or sale of drugs or alcohol; or other incidents which are considered a violation of criminal law or of Transition Projects policies and workplace practices.

Compliance
Transition Projects expects employees, officers, directors, volunteers, and others engaged in work or work-related activities at Transition Projects to comply with this Code, and with specific policies as articulated in this Handbook. All employees, managers and supervisors are expected to deal appropriately with any suspected violations of these policies, and to report any suspected behavior that is illegal, unethical, inappropriate, or injurious to the interests of Transition Projects or our clients.



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