Staff Code of Conduct & Ethics

Rationale:

Staff, volunteers and practicum students will understand and practice ethical conduct when dealing with members, colleagues and the community at large. Further, BGC Prince County staff, volunteers and practicum students will promote the full development of each participant’s potential and will endeavor to ensure that the total needs of each participant are met.

Policy:

All staff are expected to adhere to and model appropriate behaviours in accordance with the guidelines outlined below:

1. Ethical Conduct

a) Governing Board members and staff members may not accept honoraria, except when specifically contracted to fulfill a service or duty that is outside of their job description. The duty or service must be one that:

i. They are trained to perform and they possess the skill set for.

ii. Is not performed within another person’s job description.

iii. Is necessary for the operations of the organization such as training or group facilitation.

b) The organization prohibits the payment or other consideration to any service provider or other organization for the referral of any applicant for the organization’s services.

c) The organization prohibits direct referral of organization applicants, clients and their families to any private practice in which the staff may be engaged.

i. If any person is found to have paid for a referral, or to have been paid for a referral, or to be considered for service provision must be reported to the Executive Director or if involving the Executive Director, to the Board.

d) Staff of the organization and its’ Governing Board members have no direct or indirect financial interest in the assets, leases, business transactions or professional services of the organization.

e) Any Board Member who individually or as part of a business or professional firm is involved in the business transactions or current professional services of the organization, shall disclose this relationship and shall not participate in any vote taken in respect to such transaction or services.

f) The organization will not employ personnel or recruit Board Members who are related to the governing Board or staff members serving in a governing, administrative or supervisory capacity.

i. Exceptions may include:

Ø Temporary short-term positions / Summer positions.

Ø Contract positions.

Ø Casual positions.

Ø Youth positions.

ii. Under no circumstances will staff be directly supervised by a relative.

2. The organization strictly prohibits all staff from developing or participating in any form of abuse, including sexual, physical and emotional, with or towards any member, staff or volunteer.

3. If the organization becomes aware of any discrepancy between the organization’s ethical guidelines and a professional governing body’s Code of Ethics, every effort will be made to ensure the discrepancy is resolved. In cases where the discrepancy is not resolvable, the Code of Ethics of their particular professional governing body will guide staff in making decisions.

4. In the case of allegations of unethical conduct by staff refer to both the Grievance Policy and the Progressive Corrective Discipline Policy.

5. At no time will staff participate in, or permit to occur, any willful behaviour intended to degrade, humiliate, intimidate or terrify any program participants, volunteers or other program staff.

6. Staff are strongly discouraged from becoming involved in non-program or non-organization related activities with program participants, both current and alumni. It is also discouraged from any supervisors or senior management to engage themselves in non-program or non-organizational activities with other staff they supervise. When such contact does occur, staff will document the activity in writing and inform their supervisor at the earliest opportunity. These situations have the strong potential for staff behaviour to be interpreted in a negative light and, thereby, affect the professional standing of the staff and the organization. These situations also have the strong potential for a conflict situation to arise, which would affect the work environment.

7. In line with current organization policies, staff are expected to demonstrate a high level of professional and personal maturity, comfort and self-awareness in responding to issues of human sexuality.

8. Staff are to avoid physical contact with program participants and coworkers at all times.

9. Staff are not to lend or borrow money or property to/from participants as these activities may be seen as relinquishing control and/or giving payment for dubious reasons.

10. The BGC Prince County staff must not accept gifts or other benefits that are connected directly or indirectly with the performance of their duties from any individual, organization or corporation, other than:

i. The normal exchange of gifts between friends.

ii. The nominal exchange of hospitality between persons doing business together.

iii. Tokens exchanged as part of protocol.

iv. Nominal gifts presented to persons participating in public function.

v. Nominal prizes presented to persons who are participating in industry supported events or tournaments.

vi. In the event one is in doubt with respect to the gift or propriety of acceptance of an invitation, the advice of the Executive Director is advised.

11. Employees or volunteers that wish to do personal fundraising at their work site with the BGC Prince County should ensure that the cause is in alignment with our mission statement and core values. Individuals seeking funding for personal projects must have them approved by their supervisor. The project must be:

Ø Approved one week in advance by the supervisor.

Ø All delivery of products is the responsibility of the fundraising contact person.

Ø Fundraising may not exceed two weeks.

12. Employees or volunteers are not to act as witnesses to documents for participants at any time.

13. The BGC Prince County will not contract services with any current employee or volunteer unless approved by the Board of Directors.

14. Staff are to avoid using unprofessional language and name-calling while in their professional capacity, as this may be interpreted in a negative light and, thereby, affect the professional standing of the staff, organization and the program itself.

15. Staff are to avoid behaviours/statements which could indicate a personal use of illegal substances or personal dependence upon alcohol and/or drugs in order to cope with life situations.

16. Staff are not to be 1 on 1 with a child or youth. If this is absolutely not possible, staff are to inform another staff member where they are, be in a space with a surveillance camera, and use a space that is not blocked off with a door.

17. If a staff is ever uncertain as to the appropriateness of a specific behaviour, he/she should consult with their supervisor.

Any alleged violations of this code will be investigated and a determination made by the Executive Director or designated supervisor of the employee in a timely fashion. Any investigations will be concluded in no more than 30 calendar days.

It is understood that a violation of the Code of Conduct may be grounds for termination of a volunteer or in the case of an employee, immediate dismissal for just cause without notice or pay in lieu of notice.