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Code of Ethical Conduct
Staff, contractors, caregivers, and volunteers for the Society are expected to follow the Code of Ethical Conduct when representing the Society, its members and conducting business on behalf of or with the Society. The Code of Ethical Conduct applies to all individuals associated with the organization.
DCLS personnel shall be earnest in their efforts and thoughtful in their undertakings. Personnel shall strive to find efficient and effective ways of conducting business and providing support. DCLS personnel shall provide persons served with the highest possible standard of service.
B. Service Provision and Professional Conduct
The Executive Director shall oversee the provision of efficient and effective services to persons served and their families. This supervision is carried out in a respectful, responsive and ethical manner. The Executive Director must be sensitive to the changing needs, expectations and rights of individuals and respect the legislative, funding, and policy requirements that apply to the organization.
Personnel shall provide efficient and effective services for individuals and their families. Service must be delivered in a respectful, responsive and professional manner, and individuals are to be treated with dignity and compassion. Personnel must be sensitive to the changing needs and expectations of individuals for personal care, practical assistance, social support, community integration and employment.
C. Respect, Dignity and Privacy
DCLS Personnel shall treat the persons we support, their families, and other personnel with respect and dignity, and shall actively respect and support the rights of the persons we support and their families by encouraging the individual to:
- make decisions about issues affecting their lives;
- maintain their independence and freedom of movement;
- assume reasonable risk;
- express their personal beliefs, attitudes and personal goals without infringing upon the rights of others.
Information concerning a person served, families, personal networks, personnel, colleagues, other agencies and professionals, the affairs of the Society, as well as all proprietary information is privileged and confidential. Personnel shall not disclose any personal or confidential information about persons served or the Society without authorization from the Executive Director and must abide by the Confidentiality Policy of DCLS.
E. Public Comments
DCLS Personnel must exercise caution and discretion in making public comments or entering into public debate regarding any aspect of DCLS.
F. Business & Financial Practices and Marketing Practices
When promoting, marketing, or representing the organization, DCLS Personnel shall act in the best interests of the organization and persons served. DCLS Personnel are expected to adhere to ethical practices, and respect all requirements for confidentiality and the protection of privacy and respect for persons served.
DCLS business and financial practices must be carried out in accordance with applicable legislation, requirements and standards. DCLS Personnel shall be transparent in financial and business transactions, exercise integrity in financial practices and be accountable to the funding bodies and other stakeholders. DCLS’ financial practices comply with generally accepted Canadian accounting principles and practices.
Promotional practices are to be ethical, legal and respectful. DCLS abides by all applicable laws, regulations, standard and ethical practices. Practices such as coercion by means of guilt or obligation, or motivated by personal gain are prohibited.
G. Conflict of Interest
DCLS personnel shall not allow their private interests, whether personal, financial, spiritual, or of any other sort to conflict or appear to conflict with their professional duties or responsibilities. DCLS Personnel must avoid conflicts of interest as more particularly set out in the DCLS Conflict of Interest Policy.
The relationship between personnel and individuals, both during and outside regular program hours, require that impartiality, competency and quality of service are not compromised. Personnel and individual or family relationships are to be established in a manner that ensures protection of the best interests of clients.
Personnel are prohibited from participating in or initiating intimate or sexual relationships of any nature, whether “consensual” or otherwise, with persons served, both during and outside of work hours, while employed with the Society.
H. Environment free from Harassment or Discrimination
Personnel are a valuable resource in ensuring quality services. DCLS promotes a human resources management approach based on best practices, DCLS’ philosophy, values and applicable requirements, legislation, and regulations.
DCLS encourages professional development, continuous learning, and application of best practices. We will strive to create a place of work where personnel feel welcomed, appreciated, and comfortable. DCLS promotes safe and healthy environments, positive working relationships and a collegial spirit.
DCLS treats personnel with dignity and respect and strives to ensure that they are not subjected to discrimination or to sexual or personal harassment. DCLS personnel shall not engage in and shall act to prevent sexual or personal harassment, and discriminatory behaviour on any basis proscribed by law. DCLS Personnel shall not discriminate against anyone on the basis of race, culture, ancestry, place of origin, age, gender, religious or spiritual beliefs, marital or family status, physical or mental disability, language, socio-economic status, or sexual orientation.