FARR

FARR CODE OF ETHICS:

As a member of the Florida Association of Recovery Residences (FARR), all of our counselors must abide by the relevant Code of Ethics for their own profession, i.e. Licensed Clinical Social Worker, Substance Abuse Counselor etc. to include but not be limited to the NAADAC Code of Ethics.

Procedures

  1. FARR members should ensure that all employees of each site shall receive an orientation to the FARR’s Code of Ethics, Code of Ethics that may apply due to their individual profession and document their willingness to abide by these principles as a condition of employment;
  2. Where applicable, the professional staff at each site shall review all pertinent Codes of Ethics annually, and attest in writing to their willingness to abide by the principles;
  3. FARR members should ensure that admitted residents will receive an orientation to their rights and responsibilities including their right to receive ethical care. This shall be documented in the client record;
  4. If a site has a website, either their and/ or FARR’s Ethical Code shall be posted thereon. The FARR Grievance Form shall be posted on the member’s website or clearly linked to same on the FARR website;
  5. FARR members should ensure that all residents are provided information during their orientation session of the process and steps the resident may take to report any ethical or standards violations;
  6. FARR members should ensure that no retribution, intimidation, or any negative consequences shall occur if a grievance or complaint has been filed.

Confidential Information

While employed at any site and even thereafter such employment ends, the use of confidential information must never be disclosed to outsiders except with the resident’s written authorization or as allowed under Federal and/or state law. No site employee or any FARR member may use, or permit others to use, confidential information for the purpose of furthering a private interest or as a means of making a profit.

Responsibility to Clients

  1. A FARR and/or site member/ employee’s primary obligation is to respect the integrity and promote the welfare of the resident, whether the resident is assisted individually or in a group relationship. In a group setting, the member/ employee is also responsible for taking reasonable precautions to protect individuals from physical and/or psychological trauma resulting from interaction within the group;
  2. FARR members shall ensure that in any group setting, site employees and visiting counselors must set a norm of confidentiality regarding all group participants’ disclosures;
  3. FARR members should ensure that if a resident is already or has been in a counseling relationship with another professional person or entity, staff must attempt contact with them after obtaining proper releases for the exchange of relevant information. The contacts or attempts to contact must be documented in the resident record;
  4. FARR members should ensure that if a resident’s condition indicates that there is a clear and imminent danger to the resident or others, all site employees must inform responsible authorities after consultation with his/her manager, Director, or supervisor;
  5. FARR Members and site employees will refrain from any practice of intimidation, bullying or otherwise threatening behavior; relying instead upon the appropriate application of the residence rules and consequences.
  6. FARR Members and site employees should ensure that the residence rules and consequences are posted in a common space accessible to all residents and that these rules and consequences are uniformly applied to all residents.
  7. FARR members should ensure that no site employee will solicit or accept any commission, fee, or anything of monetary value from residents, other related persons, or referral sources;
  8. FARR members should ensure that all site employees act to prevent discrimination of any kind;
  9. FARR members should ensure that if a resident’s condition deteriorates, i.e. relapse or psychological deterioration, referral and linkage to appropriate interventions will be attempted;
  10. FARR members should at all times ensure for fair and equitable financial policies and procedures pertaining to scholarships and repayment processes, i.e.
    1. Scholarships:

      (Partial or Full) Residents are oriented to the type of scholarship and specifically what is included in the scholarship. Orientation is to be acknowledged by resident signature and a copy of the documentation maintained in the resident file.

    2. Repayment Structure:

      Members who structure a payment system for admission or weekly fees should ensure the payment system is fair and equitable, and the resident is afforded the financial means to care for personal self. The repayment

    3. Fees should be renegotiable if resident’s financial ability is altered and in no way inhibit the resident from seeking alternative employment which would strengthen their well being.

Ethical Conflicts

  1. FARR members and their employees shall excuse themselves from taking an active part in treatment plans of relatives, close friends, and/or business acquaintances;
  2. FARR members and their employees may participate in political activities on their own time and in accordance with their individual desires and preferences, but it must be clear at all times that they are doing so as individuals and not as representatives of FARR or their organization unless specifically agreed to by FARR or their site director.;
  3. FARR members and their employees may not offer or pay any commission, bonus, rebate, kickback, or bribe, directly or indirectly, in cash or in-kind, or engage in any split fee arrangement, in any form whatsoever, to induce the referral of patients or patronage to or from a health care provider or health care facility.
  4. FARR members and their employees may not solicit or receive any commission, bonus, rebate, kickback, or bribe, directly or indirectly, in cash or in-kind, or engage in any split-fee arrangement , in any form whatsoever, to induce the referral of patients or patronage to or from a health care provider or health care facility.
  5. FARR members and their employees may not solicit or receive any commission, bonus, rebate, kickback, or bribe, directly or indirectly, in cash or in-kind, or engage in any split-fee arrangement, in any form whatsoever, in return for the acceptance or acknowledgement of treatment from a health care provider or health care facility.
  6. FARR members shall ensure that any former resident will not be hired as an employee at any site unless a significant period of time has elapsed. A minimal 1 (one) year period should be clearly stated in the site’s policy and procedures regarding employment of former clients;
  7. FARR members shall ensure that all program associates refrain from engaging in any non-therapeutic dual relationships for a minimum of 2 (two) years. If a more restrictive time frame is listed in an employee’s professional ethics code, then that time frame shall apply;
  8. FARR members shall not provide clinical or therapeutic interventions which are licensable under Chapter 65D-30, Florida Administrative Code without a license issued by the Department of Children and Families, Substance Abuse and Mental Health Program Office.

Responsibility to Colleagues

  1. FARR members and site employees having knowledge of unethical practices on the part of another colleague shall report such practices to the site Director and/or, as needed, to the colleague’s professional Ethics Board.
  2. FARR members and site employees should not use the workplace for proselytizing religious, political, or economic issues.

Marketing Ethics

  1. No FARR member/ site shall not knowingly make marketing claims or create any advertising that contains:
    1. False or misleading statements or exaggerations
    2. Testimonials that do not really reflect the real opinion of the involved individual
    3. Price claims that are misleading
    4. Therapeutic strategies for which licensure and/or counseling certifications are required but not applicable at the site.

Grievance Policy

It is the policy of The Florida Association of Recovery Residences (FARR) to ensure members and stakeholders grievances are handled respectfully, appropriately, and professionally.

The Formal Grievance Procedure should be used to resolve interpersonal conflict between individuals and to report issues with existing FARR policy that a member believes should be examined prior to the next scheduled annual policy review meeting.

The Formal Grievance Procedure should not be used for retribution or personal/agency gain.

The Formal Grievance Procedure includes but is not limited to the investigation, validation, and recommendation of the Ethics Committee as to the standing of the member and sanctions and/or disqualification of their membership to the FARR Board, when necessary.

FORMAL GRIEVANCE PROCEDURE

  1. Confidentiality of Proceedings

    1. All information, notes, reports, transcripts, and any other documentation of any kind that are generated or received during the course of an ethics investigation, including the ethics committee meetings, and appeal hearings, shall be kept confidential by FARR.
    2. The respondent is entitled to a full and complete copy of the following:
      1. Compliant; (Subject of compliant / grievance; Identity of complainant / grievant will remain confidential);
      2. Investigative summary;
      3. Ethics Committee’s Recommendations;
      4. FARR Executive Board Recommendations.
    3. The complainant is entitled to a full and complete copy of the following:
      1. Ethics Committee’s Recommendations;
      2. FARR Executive Board Recommendations.
  2. Oversight and Conflict of Interest

    1. In all cases, the Chairman of the FARR Ethics Committee will direct ethics investigations under the supervision of the FARR Executive Director;
    2. If a member of the Ethics Committee is a party in a grievance or involved in any way, he or she will be excused from the grievance proceedings;
    3. If a member of the FARR Executive Board is a party in a grievance or involved in any way, he or she will be excused from the grievance proceedings.
  3. Sanctions

    1. Possible sanctions for the violation of the FARR Code of Ethics or Standards include but are not limited to:
      1. Written Reprimand: A Written Reprimand with request for Corrective Action and follow-up review;
      2. Summary Suspension: Summary Suspension with request for Corrective Action and follow-up review;
      3. Revocation;
      4. Denial of Application for Membership with FARR.
    2. The Ethics Committee may consider the applicant’s or agency’s past history in regards to ethical sanctions and disciplinary actions when determining the appropriate sanctions for the current ethics case.
    3. A third offense, confirmed by the Ethics Committee, in a two-year period will automatically result in an immediate summary suspension and sanctions shall include a suspension or revocation of membership.
  4. The Formal Grievance Process

It’s important to follow the grievance or complaint procedures carefully and to document all pertinent facts, dates and information when filing a report or claim.

Step 1: Filing

A Formal Grievance should be filed within 30 days of when the complaintant became aware or suspected the violation of ethics or standards. The Formal Grievance should be documented on the FARR Formal Grievance Form; Verbal grievances will not be acted upon.

Step 2: Submission

The FARR Formal Grievance Form should be submitted to the Executive Director of FARR, or if a perceived conflict exists, to the Chairman of the FARR Ethics Committee;

Step 3:Notification of Receipt

Grievant should be notified by email or telephone within 3 business days of the Executive Director’s receipt of the grievance. The Executive Director of FARR forwards a copy of the Grievance to the Chairman of the FARR Ethics Committee for review and discussion;

Step 4:Investigation

Within 30 days of receipt of the written compliant, the FARR Ethics Committee will complete an objective investigation of the matter and record the findings in writing;
An extension of no more than 30 days may be granted for investigations that take longer than the initial 30 day timeframe. No member of the Ethics Committee or Executive Committee shall intentionally try to stall, prolong, or delay proceedings. The

complainant /grievant and / or respondent may be requested to appear separately in front of the Ethics Committee. Written notice of the time and date will be sent to the grievant at least 10 days prior to the hearing.

Step 5:Presentation to the Board

FARR Ethics Committee presents to the FARR Executive Committee at the next scheduled meeting. The presentation shall include the compliant / grievance; investigation summary including an objective account of everything that transpired to
result in the grievance and as well as anything that have occurred as a result of the grievance, and the recommended action to be taken;

Step 6:Board Decision / Recommendations

FARR Board of Directors will discuss and make a formal recommendation for vote at the next general meeting. A report of the findings, voting results, and corrective actions to be taken will be provided to the grievant via email within 14 business days after the general meeting. The proceedings will be recorded in general meeting minutes to keep official record.

FILE A GRIEVANCE