Code of Ethics
Code of Ethics for PANIC’s Board and team members (including researchers and other titles within the organisation).
Statement of Commitment
What are we doing to address those needs?
What principals or beliefs guide our work?
PANIC follows the belief that there is an importance for a push for the department and its social workers follow their code of conduct to the letter and that they are made accountable when things go wrong. It also follows the belief that families in crisis need support; sometimes this comes from being able to have someone willing to listen and go over their case. Team members have learned that sometimes part of the important role can be pointing out to families that there is a need for change and thus may support the recommendations of the Department. In other cases clear mistakes or bully tactics by its social workers (even sadly, down right lies) are identified and here PANIC's team work to give the families information and if need be step in to help sort out the mess. Sometimes this is not always possible because by the time PANIC was informed the case has moved on to permanency so at this point PANIC works to ensure access etc is the best it can be. In some cases where there is a clear indication a greater step needs to be taken we will support the family to take the matter back to court. With the safety and best interests of child being paramount.
Therefore, as a team member of PANIC, I acknowledge and commit that I will observe a high standard of ethics and conduct as I devote my best efforts, skills and resources in the interest of PANIC and its members. I will perform my duties as board member/team member/researcher/others in such a manner that members’ confidence and trust in the integrity, objectivity and impartiality of PANIC are conserved and enhanced. To do otherwise would be a breach of the trust which the membership has bestowed upon me.
Ethical Guidelines
General
DISCLAIMER: PANIC is not responsible legally or ethically for the actions of individuals, but will endeavour to enforce it's code of conduct should an individual behave in an inappropriate manner. PANIC is made up of volunteers who give up their time and energy, many are not professionals in their fields but endeavour to strengthen their individual knowledge base. PANIC as an organisation DOES NOT guarantee that that information is correct as it is subject to individual's interpretations.
Information
Resources
Gifts and Hospitality
Should business associates or others offer me gifts, favours, or benefits on a personal basis because of the business the organisation does with them, I will recognise that such offers may be an effort to secure advantage from me, and I will reject such offers on the basis that it is against the organisation’s policy to accept gifts from business contacts. The most I will accept will be normal promotional handouts of a nominal value. Should such a contact wish to make a donation to the organisation as a whole this must be done with the knowledge that it will not influence the decisions or actions of the organisation.
I will not routinely accept the hospitality of others. For example, when meals are taken with business colleagues, I will pay for as many meals as do my colleagues. As an individual, I will do all I can to offer support or accomodation without expectation to fellow team members in the line of work, however I will not abuse this kindness when given by others within the team.
Representing the Organisation
As part of my duties as a team member, I represent the organisation informally and formally to other associations, societies, government officials, and business representatives. I recognise that it is important that I represent the organisation in such a way as to leave others with a positive impression of the organisation. In my duties I will preserve and enhance the good reputation of the organisation and will avoid behaviour which might damage its image. I will present myself in a business like presentation and to the best of my ability be informed and be able to carry out my duties.
Interpretation
The president of the organisation shall ensure that the practice of this policy will be fair, just, and equitable in all situations of interpretation and application.
Enforcement
The president is ultimately responsible for immediate interpretation, application and enforcement of the team members’ code of ethics policy. All complaints concerning a possible code of ethics violation shall be made in writing/ electronically to or by the president with a copy provided to the complainant.
The president shall make an initial determination of the issue and shall attempt initial resolution of the problem with the complainer and the complainant.
If this initial attempt at resolution is not successful, the president shall appoint a tribunal composed of three team members to investigate the complaint. The tribunal is required to investigate as required and submit a written/electronic report to the president within 30 days. The president will render his/her decision within ten days of receiving the tribunal’s report.
The president’s decision may be appealed in writing/electronically to the board of directors for consideration the board’s next regular meeting at the organisation’s next regular scheduled meeting for a final decision. The final decision shall be delivered in writing/electronically to the complainer and complainant.
Delegation and Penalties
I have read and I accept PANIC’s Code of Ethics for Team Members
_____________________
Date
____________________________________
Signature of Director or Nominee
Statement of Commitment
What are we doing to address those needs?
- Working with client.
- Establish a better understanding and identifying their individual needs.
- Working with other organisations to better understand their expectations, identify their concerns and support remedy.
- Working with organisations and individuals to better the overall relationship and expectations to support and strengthen and uphold the rights of the child.
- To work at identifying errors, breakdowns in communication, individual or organisational failures, to re-establish a better working relationship and outcome.
- To ensure that individual rights are preserved and those holding codes of conduct and expectations in service is upheld.
- Over riding all of the above is the welfare and safety of children and if evidence of any such abuse towards a child is witnessed/ known by our team without doubt or question then the child's welfare and rights will be held as paramount.
What principals or beliefs guide our work?
PANIC follows the belief that there is an importance for a push for the department and its social workers follow their code of conduct to the letter and that they are made accountable when things go wrong. It also follows the belief that families in crisis need support; sometimes this comes from being able to have someone willing to listen and go over their case. Team members have learned that sometimes part of the important role can be pointing out to families that there is a need for change and thus may support the recommendations of the Department. In other cases clear mistakes or bully tactics by its social workers (even sadly, down right lies) are identified and here PANIC's team work to give the families information and if need be step in to help sort out the mess. Sometimes this is not always possible because by the time PANIC was informed the case has moved on to permanency so at this point PANIC works to ensure access etc is the best it can be. In some cases where there is a clear indication a greater step needs to be taken we will support the family to take the matter back to court. With the safety and best interests of child being paramount.
Therefore, as a team member of PANIC, I acknowledge and commit that I will observe a high standard of ethics and conduct as I devote my best efforts, skills and resources in the interest of PANIC and its members. I will perform my duties as board member/team member/researcher/others in such a manner that members’ confidence and trust in the integrity, objectivity and impartiality of PANIC are conserved and enhanced. To do otherwise would be a breach of the trust which the membership has bestowed upon me.
Ethical Guidelines
- No support person shall enter into an intimate relationship (sexual) with a current client.
- No team member will knowingly support or partake in any illegal activity
- All other responsibilities are listed in the Code of Conduct.
General
- I will always hold the betterment of the membership of the organisation as my priority, including during all participation in discussions and voting matters.
- I recognise that I am obligated to act in a manner which will bear the closest public scrutiny.
- It is my responsibility to contribute to the board of directors any suggestions of ways to improve the organisation’s policies, standards, practices or ethics.
- I will not abuse my position as a team member by suggesting to any organisation employee that I am entitled to or expect any special treatment beyond regular members of the organisation.
- I will declare any conflict of interest, be it real, potential, or apparent, which is not immediately obvious with regard to any matter being discussed in my presence (or via electronic contact) during a meeting.
- If the board decides at any time during a meeting that I have a conflict, I will accept their request that I refrain from participating in the discussion and I will leave the meeting at the board’s request. I understand that the board’s decision will be recorded in the minutes, either with or without the reasons for the decision being also recorded
- I understand that the following activities are considered by the organisation to be conflicts of interest, and that conflicts of interest are not limited to the following situations:
- Where a director makes a decision or does an act motivated by other or additional considerations than “the best interests of the organisation
- Where a director personally contracts with the organisation or where he/she is a director of other organisations which are contracting with this organisation
- Where a director learns of an opportunity for profit which may be valuable to him/her personally or to another organisation of which he/she is a member, or to other persons known to the director
- Where a director, in any circumstance as related to the organisation, puts his/her personal interests ahead of the best interests of the organisation.
- I will disclose my involvement either directly or indirectly with other groups to the organisation to ensure that my actions within those other organisations are not detrimental To PANIC as a whole. However PANIC takes no responsibility for individuals acting as part of other organisations with a similar perspective providing it is not illegal or detrimental (protesting with other organisations is permitted, but with the view that they present themselves and act according to the expectations of PANIC's Code of Conduct).
DISCLAIMER: PANIC is not responsible legally or ethically for the actions of individuals, but will endeavour to enforce it's code of conduct should an individual behave in an inappropriate manner. PANIC is made up of volunteers who give up their time and energy, many are not professionals in their fields but endeavour to strengthen their individual knowledge base. PANIC as an organisation DOES NOT guarantee that that information is correct as it is subject to individual's interpretations.
Information
- I will not knowingly take advantage of or benefit from information that is obtained in the course of my official duties and responsibilities as a team member, and that is not generally available to membership
- I will be alert to information which the organisation can use to develop improved policies and strategies
- I will protect the organisations information closely and will not release or share confidential information without the permission, preferably in writing/ or electronically, of the person who provided it
- I will maintain confidentiality of all information which the board deems ought to be kept confidential
Resources
- I will be mindful of resources which are in my trust on behalf of the organisation, and will help establish policies which ensure the maximisation of secure and protected resources
- I expect to be reimbursed for legitimate expenses incurred by myself for the sake of the organisation. I will keep all such expenses reasonable and justifiable and will discuss expenses which may be in question with the organisation’s president. These must be approved prior.
Gifts and Hospitality
Should business associates or others offer me gifts, favours, or benefits on a personal basis because of the business the organisation does with them, I will recognise that such offers may be an effort to secure advantage from me, and I will reject such offers on the basis that it is against the organisation’s policy to accept gifts from business contacts. The most I will accept will be normal promotional handouts of a nominal value. Should such a contact wish to make a donation to the organisation as a whole this must be done with the knowledge that it will not influence the decisions or actions of the organisation.
I will not routinely accept the hospitality of others. For example, when meals are taken with business colleagues, I will pay for as many meals as do my colleagues. As an individual, I will do all I can to offer support or accomodation without expectation to fellow team members in the line of work, however I will not abuse this kindness when given by others within the team.
Representing the Organisation
As part of my duties as a team member, I represent the organisation informally and formally to other associations, societies, government officials, and business representatives. I recognise that it is important that I represent the organisation in such a way as to leave others with a positive impression of the organisation. In my duties I will preserve and enhance the good reputation of the organisation and will avoid behaviour which might damage its image. I will present myself in a business like presentation and to the best of my ability be informed and be able to carry out my duties.
Interpretation
The president of the organisation shall ensure that the practice of this policy will be fair, just, and equitable in all situations of interpretation and application.
Enforcement
The president is ultimately responsible for immediate interpretation, application and enforcement of the team members’ code of ethics policy. All complaints concerning a possible code of ethics violation shall be made in writing/ electronically to or by the president with a copy provided to the complainant.
The president shall make an initial determination of the issue and shall attempt initial resolution of the problem with the complainer and the complainant.
If this initial attempt at resolution is not successful, the president shall appoint a tribunal composed of three team members to investigate the complaint. The tribunal is required to investigate as required and submit a written/electronic report to the president within 30 days. The president will render his/her decision within ten days of receiving the tribunal’s report.
The president’s decision may be appealed in writing/electronically to the board of directors for consideration the board’s next regular meeting at the organisation’s next regular scheduled meeting for a final decision. The final decision shall be delivered in writing/electronically to the complainer and complainant.
Delegation and Penalties
- Should the president be the subject of a written/electronically complaint, the vice president shall perform the duties normally assigned to the president in this matter.
- Penalties imposed for breach of the code of ethics may include, but are not limited to, the following:
- Excluding the director from portions of all future meetings and discussions which relate to the stated conflict of interest, and/or
- Censure of the director, in private, in public, or both, and/or
- Removal of the director from office by a resolution passed by a vote of two-thirds of the members voting at an annual or special general meeting of the PANIC members, provided that notice of such a proposed resolution is given with the notice calling the meeting.
I have read and I accept PANIC’s Code of Ethics for Team Members
_____________________
Date
____________________________________
Signature of Director or Nominee
