As we are involved in an organizational setting, our main duty is to perform our work smoothly and perfectly. Most professions have internally enforced codes of practice that members of the profession must follow to prevent exploitation of the client and to preserve the integrity of the profession. This is not only for the benefit of the client but also for the benefit of those belonging to the profession. Disciplinary codes allow the profession to define a standard of conduct and ensure that individual practitioners meet this standard. Professional ethics or behavior whatever we call it can be defined through the bellow encompasses criteria.
Given its mission, the Everlasting Hope Children’s Center has implemented a code of ethics to be used as a guide for all board members and staff members. The code of ethics is to be used as a guide to integrate ethical conduct while representing Everlasting Hope Children’s Center. The code of ethics contains extensive principles that indicate the types of behavior the organization requires toward constituents, contributors, employees, coworkers, and the community. The code of ethics contains the following guidelines. Board members and staff members are required to comply with all required laws and regulations.
Adults with a learning disability or a mental health problem have a right to see their file if they understand the nature of the request. Social work departments can refuse access to all or part of a persons file for certain reasons, for example, where access to the information would be likely to cause serious harm to the physical or mental health of the person or another person. Withholding of information is expected to be used in exceptional circumstances only. Human rights act 1998 This covers a variety of rights which include; • Everyone's right to life shall be protected by law. • No-one shall be subject to degrading treatment.
It is important that information is only shared with people “who need to know”. If you are uncertain whether a person has a right to access information and is requesting information from you, always check with your supervisor or manager. In day to day communication it is strict policy of midstream that you do not discuss any important information about a clients lifestyle or regarding important information as this is their right to remain any of this information confidential and is part of the regulations of The Human Rights Act 1998. Information that has to be kept confidential on a day to day basis can be shared with agreed others on any other basis as a need to know basis, this is if ever an authoritative body needs to get involved such as social services, ambulance, police or any other multi-agency network. The agreed others in which confidential information can be shared on a need to know basis are: Work Colleagues, social workers, occupational therapist, GP, Speech and Language Therapist, Physiotherapist, pharmacist, nurse, special nurse, psychologist, psychiatrist, advocate, dementia care advisor or family and carers.
However, it is acknowledged that the effective implementation of such procedures and guidance relies heavily on both the organization and the workforce within it. It is therefore recommended that all organizations involved in the management of Never Events pay particular attention to the principles of human
This includes acting in the best interests of the patients and ensuring their health, safety and welfare. I must be observant to make sure my knowledge and skills are updated on a regular basis. I must observe all areas of confidentiality at all times. I must also have the confidence to voice any concerns I may have. I must make sure I have access to available resources and equipment that will assist me in my role.
This includes the use of any available resources such as hoists for the moving of residents and ensuring training is up to date by attending all relevant courses. We also have a duty to report any concerns in the care administered by completing relevant forms, such as accident / incident reports and the use of the whistleblowing policy if necessary. 2.1 It is important to distinguish the balance between an individual’s human rights without breaching health and safety issues which includes that of the individual, yourself as the carer and anyone else around you. An example of this could that whilst respecting an individual’s rights of choice to partake in an activity in which there is a high level of risk, then as a care worker we have a duty of care to ensure that the individual and others like the public and colleagues are kept safe by adhering to the health and safety guidelines that will be in place which could mean certain areas of the activity may not be able to done. 2.2 There are a number of ways to gain additional support and advice when needed.
Legal professional privilege works in common law jurisdictions to ‘’protect all communications between a professional legal advisor and his or her clients from being disclosed without the permission of the client’’[3] this privilege extends beyond the lifetime of the client. The purpose of this principle is to provide sufficient access to justice for the individual by encouraging complete disclosure of any relevant information to the legal professional without any fear from the client that this information will at a later date cause him any prejudice as a result of disclosure to any third parties. The lawyer will in turn be able to give the client the most appropriate advice with public confidence in lawyers being maintained. This is the privilege of the client and not the lawyer. (For the purpose of this essay I am taking the term lawyer to include solicitors, barristers and other legal professionals).
This means that I have the responsibility of ensuring that all staff are trained to current/required Health and Safety standards and that they are provided with access to all necessary Health & Safety information that is required under the current regulatory framework, with particular emphasis upon how it applies to the Care Sector. The Health and Safety at Work etc Act 1974 (also referred to as HSWA, the HSW Act, the 1974 Act or HASAWA) is the primary piece of legislation covering occupational health and safety in Great Britain. The Health and Safety Executive, with local authorities (and other enforcing authorities) is responsible for enforcing the Act and a number of other Acts and Statutory Instruments relevant to the working environment. Health and Safety Law is a vast arena of complex legislation. However, the reality is that UK law follows the risk that is identified.
There are also legal duties of care that must be accepted at all times. In my role as a support worker I have a duty of care towards the services users I support, my fellow colleagues and anyone that visits the premises. This duty of care is implemented in to the policy and procedures of the company. My duty of care ensures that I aim to provide high quality of care to the service users and ensure that they are protected and safeguarded from harm and anything that can hurt or affect their levels of care. Within this duty of care there also things like omissions or a failure to act that needs to be considered because if you fail to do something for a service user that is expected of you, then you have failed your duty of care and this can result in harm for the service user.