A Process for Employees to Maintain and Update Their Knowledge of Current Legal and Ethical Issues

The Ethics Coordinator is also responsible for preparing a statement of professional services (Bailey and Burch, 2011) for any type of service provided by the company (e.g., one for home services and one for school counselling). According to Bailey and Burch, the Statement on Professional Services is a document that helps “clarify rules and boundaries with consumers when adopting services before the rain of balls of ethical issues rains down” (p. 260). In this statement, the Ethics Coordinator describes the company`s and employee`s area of expertise, the nature of the professional relationship (including limitations and risks), the consumer`s responsibilities, and the employee`s commitment to BACB policies. The statement also describes privacy, dates, cancellations and fees. Before an employee begins to provide services to a family or organization, Bailey and Burch recommend reviewing and signing this document as a prior strategy to prevent ethical issues. The Ethics Coordinator is responsible for ensuring that employees in their organization share this statement with their consumers (see Bailey & Burch for a model statement). Fortunately, if your company has diligently developed an ethics and compliance program and integrated it into the day-to-day operations of the organization, a strong ethical culture is much more likely. Research shows that an effective ethics and compliance program helps build a culture of integrity where everyone “turns words into deeds.” In a strong culture of ethics, employees at all levels are committed to doing the right thing and upholding values and standards. In general, monitoring should be reasonable.

For example, video surveillance can be carried out in public spaces and entrances; However, surveillance in bathrooms or changing rooms is strictly prohibited and exposes a company to legal consequences. Individuals proposing the creation of an Ethics Coordinator role or position may have difficulty doing so due to senior management concerns. For example, it is likely that the time that the Ethics Coordinator spends managing ethical issues cannot be charged to funders. The company may also raise concerns about spending money on additional monitoring and training. We suggest that organizations consider paying for such a role or position, given the potential benefits we have described above. It may be proposed to assume the role of Ethics Coordinator for a probationary period. This can allow the organization to get in direct contact with the benefits of such a position. Finally, future research in this area could provide empirical support for cost savings due to the time spent managing and training ethical behavior.

In the rest of the article, we describe in more detail other specific roles of the Ethics Coordinator. Technological advances, especially on the Internet, have helped push companies towards the so-called new economy. Technology has equipped employees at all levels of organizations with the tools and ability to perform cross-functional tasks and connect with the different stakeholders in their business in a more compelling way than ever before. The capabilities of e-commerce have opened up a new area for businesses that requires a specialized approach to ethics and compliance management. Meanwhile, researchers have found that ethical cultures in the workplace make commercial sense. From 1997 to 2013, the annualized stock markets of the top 100 companies to work for returned to the United States. were 11.8 percent versus 6.4 percent for the Russell 3000 Index and 6 percent for the Standard & Poor`s 500 Index, according to the Great Place to Work Institute. At Southern Co., 73 percent of employees said last year that executives earn their trust “by consistently engaging in high ethical behavior,” up from 68 percent in 2009. The company also tracks employees` fear of retaliation when reporting a concern: 69 percent said they were not afraid of retaliation, up from 60 percent in 2009. In this article, we describe a potential system that an organization can implement to teach and maintain ethical behavior and familiarity with BACB guidelines in addition to the training required by the BACB. While we describe what we have classified as an ideal design, we encourage organizations to modify the model to meet their individual needs. In our model, the Ethics Coordinator oversees individual and group training and supervision sessions.

The purpose of this agreement is to develop a permanent prior intervention within the organization that prevents ethical dilemmas from arising. When problems arise, we hope that our model provides a strategy to identify problems and correct them before further problems arise. Finally, companies that keep an eye on past ethical issues can use these scenarios as baseline data for future training and inform them while improving the quality and relevance of employee training. Another example of the importance of fostering discussion about ethical behavior is when a teacher confronts a behavior analyst who advises in a public school and asks the behavior analyst to provide services to another student who has a behavior of food selectivity. By discussing this request with his supervisor, the employee learns that before providing services, it is necessary to exclude potential medical causes of food selectivity. Based on the feedback the employee has received from their supervisor, they can now respond to the teacher`s request while remaining within the confines of behavioral analytics practice. The NACE Principles of Ethical Professional Practice aim to provide all those involved in the career and employment development process with two fundamental principles on which to base their efforts: maintaining a fair and equitable recruitment process; Support informed and responsible decision-making of candidates. At another company, a senior executive was caught seeing pornography on his work computer. While he was a valuable asset, the CEO made the right decision and let him go, she recalls.

An announcement was made at a staff meeting. Without giving details, the CEO let employees know he had taken action, she said. In an atmosphere of trust and sincerity, employees are encouraged to seek advice within the organization when faced with ethical dilemmas, and they are rewarded for both their ethical behavior and their performance at work. Consistency between ethical guidelines and actual organizational practices exists at all levels of the organization. To improve and adapt policies, management relies on feedback from continuing education on ethics and compliance. “His strength is that he thinks every word of it, and he shows that in the way he lives every day when it comes to running the company,” Phillips says, adding that she knows it makes an impression because she heard employees paraphrase some of her advice later. According to our analyses, an ideal ethics coordinator is a Board-certified behaviour analyst (BCBA) with a master`s or doctoral degree in behavioural analysis (or equivalent). We suggest that an understanding of behavioral analysis is essential, especially when an ethical dilemma involves the use of behavior change procedures arises. Suppose an ethical problem arises when an employee uses a punishment-based procedure to reduce their behavior without first trying function-based treatment strategies. If the Ethics Coordinator oversees the monitoring of this employee, he or she could identify this ethical issue and draw attention to the methodology of functional analysis (e.g., Iwata, Dorsey, Slifer, Bauman, & Richman, 1982-1994) and the literature on function-based treatment. Guideline 2.10 of Article BACB applies here, where “in cases where more than one scientifically supported treatment has been established, additional factors may be considered in the selection of interventions” (BACB, 2010, p.

5). Here, the ethics coordinator not only helps the therapist choose a more socially acceptable treatment, but he or she would also help protect the consumer from the potentially harmful effects of abusing punitive measures.