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.
- 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;
- 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;
- 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;
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;
- 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;
- FARR members should ensure that no retribution, intimidation, or any
negative consequences shall occur if a grievance or complaint has been filed.
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
- 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;
- FARR members shall ensure that in any group
setting, site employees and visiting counselors must set a norm of confidentiality regarding all group participants’
- 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;
- 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;
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.
- 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.
- 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
- FARR members should ensure that all site employees act to prevent discrimination of any kind;
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;
- FARR members should at all times ensure for fair and
equitable financial policies and procedures pertaining to scholarships and repayment processes, i.e.
(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.
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.
- 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.
- FARR members and their employees shall excuse themselves from taking an active part
in treatment plans of relatives, close friends, and/or business acquaintances;
- 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.;
- 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.
- 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.
- 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.
- 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;
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;
- 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
- 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.
- FARR members and site
employees should not use the workplace for proselytizing religious, political, or economic issues.
- No FARR member/ site shall not knowingly make marketing claims or create
any advertising that contains:
- False or misleading statements or exaggerations
- Testimonials that do not really
reflect the real opinion of the involved individual
- Price claims that are misleading
- Therapeutic strategies
for which licensure and/or counseling certifications are required but not applicable at the site.
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
Confidentiality of Proceedings
- 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.
- The respondent is entitled
to a full and complete copy of the following:
- Compliant; (Subject of compliant / grievance; Identity of complainant
/ grievant will remain confidential);
- Investigative summary;
- Ethics Committee’s Recommendations;
Executive Board Recommendations.
- The complainant is entitled to a full and complete copy of the following:
- Ethics Committee’s Recommendations;
- FARR Executive Board Recommendations.
Oversight and Conflict of Interest
- In all cases, the Chairman of the FARR Ethics Committee will direct ethics
investigations under the supervision of the FARR Executive Director;
- 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;
- 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
- Possible sanctions for the violation of the FARR Code of Ethics
or Standards include but are not limited to:
- Written Reprimand: A Written Reprimand with request for Corrective Action
and follow-up review;
- Summary Suspension: Summary Suspension with request for Corrective Action and follow-up review;
of Application for Membership with FARR.
- 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.
- 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.
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;
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;
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.
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.
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
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