The Core Values that serve as roots for our Code of Ethics are:

  • Respect for Each Other

  •  Staff will thoughtfully consider of the needs of others-staff members, persons served, and families of persons served.

  • Conciliation

  • Staff will act in a spirit of compromise and agreement. Each individual will hear and respect other points of view and be open to constructive feedback/discussion.

  • Honesty

  • All staff members will deal honestly with other staff, volunteers, persons served and families of persons served. Nonetheless, the value of honesty cannot be diminished; we will be honest without being hurtful.

  • Communication

  •  Staff members will communicate concerns directly with the individual(s) they have concerns with or about. If this does not resolve the concerns, the issue will filter up the administrative structure. Communication of concerns in a direct and immediate fashion is of paramount importance to the success of any organization.

  • Trust

  • Each of us will be non-judgmental on issues. We will be supportive of others and responsive in any time of need.

Anika Youth Services has established this Code of Ethics to guide the actions of staff in their treatment of persons receiving the services provided by this organization. Each new staff member will be required to review and sign the code, showing acceptance of it. Any staff member who violates one of the agencies codes of ethics may face disciplinary action. This may be in the form of a verbal warning, a written warning or even termination of employment.

Code of Ethics: Treatment of Persons Receiving Services

  • Persons receiving services must always be treated with respect and dignity, regardless of disability or other potential deficits.

  • The input of persons receiving our services or the services of other agencies into the rehabilitation process is paramount. The input should always be accepted in a respectful manner.

  •  Persons served give up no legal rights when they come to Anika Youth Services. The rights of a person served are respected at all times.

  •  An environment must be maintained in which persons receiving services may learn and develop.

  •  The organization and its employees must be ever vigilant as to the attitudinal, architectural, and communication barriers that may exist in the agency. Where these barriers exist, the organization and staff must consider corrective action.

Code of Ethics: Staff Members/Service Delivery

  • I will do my best to see that Anika Youth Services meets the needs of the persons served.

  • I will respect the value and dignity of all staff and persons served.

  •  I will do my best to create and maintain a climate of loyalty, trust, and mutual respect

  • I will support a work environment in which the work of each individual is respected as important.

  •  I will recognize excellent work done by other staff members and persons receiving services.

  • I will never engage in unnecessary physical contact with persons served.

  • I will never let my work at another job interfere with the quality of my work with Anika Youth Services.

  • I will always speak to everyone in a respectful, positive, enthusiastic, and courteous way.

  •  I will support a work atmosphere that is open and non-secretive, while being mindful of the need for confidentiality.

  • I will support the decisions of management. I may state my position, but ultimately staff members must follow management’s final decision

  • I will be loyal to the company. I will refrain from doing anything that might bring discredit to the agency.

  • I will never disclose information about persons served, fellow staff members, or management. Such as phone numbers, addresses, or personal information to any outside person/persons or organization. To do so would be grounds for immediate termination of employment with Anika Youth Services.

  •  I will never try to engage fellow staff members, persons served, in any kind of business transaction, whether it is my trying to sell them something, or connecting them with a third party for the same purpose.

  • I acknowledge that enthusiasm and a positive attitude always make for a better work place.

  •  I will uphold all applicable laws and regulations, going beyond the letter of law to protect and/or enhance Anika Youth Services ability to meet its mission statement.

  •  I will be a responsible steward of Anika Youth Services

  • I will ensure that my personal file is complete and up to date, with regard to certification, licenses, important health information, and/or recent changes to criminal record status i.e. criminal convictions.

  •  I will strive for personal and professional growth to improve my effectiveness.

  •  I will carefully consider the public perception of my personal and professional actions, and the effect my actions could have on Anika Youth Services reputation in my community and elsewhere.

Courtesy

Insubordination

Proffessionalism

Boundaries

  • Employees shall maintain a high level of professionalism in their work. Among other things, professionalism requires an employee to adhere to the performance and ethical standards of their profession, work in a courteous and efficient manner, undertake continuing efforts to improve relationships with the public, coworkers, and persons served, maintain a positive attitude toward their work, and at all times, to represent the agency well in their dealings with persons served and the public.

  • Employees shall maintain professional and ethical relations with persons served at all times.

  • Employees shall not have personal relationships with persons served. Such relationships may subject employees to conflicts of interest which would interfere with effective services to persons served, and they may subject persons served to unnecessary and potentially damaging conflicts and stress which could interfere with their effective use of agency services.

  • The following, is the stated, written policy of Anika Youth Services, regarding staff/individual relationships with persons served:

  •  Employees will not engage in any client planning that does not involve prior consultation of an AYS Supervisor and the client’s care team

Alcohol/Substance Abuse

Confidentiality

Possessing, dispensing, or using a controlled substance during work hours without medical prescription is strictly prohibited. Reporting to work or working under the influence of alcohol or a controlled substance without a medical prescription is strictly prohibited. Any employee with a problem relating to either alcohol or drug abuse is encouraged to contact their manager for referral to treatment services. AYS retains the right to drug test employees who are suspected of violating these polices.

Code of Ethics: Standards of Conduct

  • Family members and members of the community must always be treated with respect and dignity.

  • Requests for information from members of the family/community members are responded to in a timely manner, except for when issues of confidentiality prevent the communication of information. In all cases management will decide what may or may not be communicated to family/community members.

  • Concerns or complaints from the family/community members are addressed.

  • Input is solicited from the family members and is considered in a respect manner.

Code of Ethics: Treatment of Family and Community Members

  • Employees shall adhere to the confidentiality guidelines as established in the Youth Criminal Justice Act. All information regarding services to individual persons served is protected under the law. Release of such information requires proper authorization.

  • Employees shall take special precautions to safeguard client confidentiality. Each employee shall protect the confidentiality of individuals’ information; store confidential information and materials in authorized and locked storage facilities, and release such information only with the proper authorization.

  • Employees will never discuss information regarding persons served, with other persons served. Any information in progress logs or staff communication logs, are considered confidential information and release of any such information is done only with proper authorization.

Employees shall not work in a manner that willfully obstructs or hinders the work of another employee, and shall work in a manner that is conducive to efficiency and safety.

Insubordination is the refusal of a legitimate, work related order from a Supervisor or management personnel, or the use of obscene or otherwise objectionable language to such personnel in a threatening manner. Insubordination undermines the discipline and authority needed in the workplace. All employees shall avoid insubordinate behavior.

  • Employee-client relationship is the foundation of Anika Youth Services practice across all populations, cultures and in all of our practice settings. We work form an attachment model and focus on the needs of the youth. It is based on trust, respect and professionalism and it requires the appropriate use of authority. The relationship is conducted within boundaries that separate professional behaviour from non-professional behaviour. A youth's dignity, autonomy and privacy are kept safe within the relationship.

  • The employee who violates a boundary can harm both the Employee-client relationship and the youth. An employee may violate a boundary in terms of behaviour related to favoritism, physical contact, friendship, socializing, gifts, dating, intimacy, disclosure, chastising and coercion.

  • Some boundaries are clear cut. Others are not so clear and require the employee to use professional judgment. Employers will provide education, supervision and support related to boundary issues and will help staff recognize and resolve problems in the early stages

  • Employees are responsible to use professional judgment to determine the appropriate boundaries of an Employee-client relationship.  The employee is always responsible maintaining the boundaries throughout the relationship.

  • Employees help colleagues maintain professional boundaries and report to evidence of any boundary violations to the appropriate person.

AYS Code of Ethics

Personal Fundraising

AYS employees should always interact "therapeutically" in their relationship with clients.  Employees do not give or accept items, of substantial monetary value, to or from clients.  AYS staff should not have any reason to accept money or gratuities from clients, external agencies, funders, or other vendors.  If an employee receives a gift during service for the agency from an external vendor or referral source, the gift should be turned in to the supervisor and considered a donation.

Personal Property

AYS cannot be responsible for loss of personal property that is damaged or stolen. Employees are responsible for personal property/items/belongings brought to the workplace. AYS prohibits any items on the premises that are sexually suggestive, offensive, or demeaning to specific individuals or groups, along with firearms or weapons

Waste, Fraud, and Other Wrong Doings

Employees, representing AYS should not participate in, condone, or be associated with dishonesty, fraud, or deception. 

Code of Ethics: Treatment of Vendors/ Business Associates

  • of Ethics: Treatment of Vendors/Business Associates

  •  Prevent duplication of services in an economy of limited resources if/when needs are being met by another organization.

  • Conduct business with all associations in an atmosphere of good faith, devoid of intentional misrepresentation.

  •  Demand honesty in organizational service representation whether offered through a medium of a verbal or written statement, an advertisement, etc.

  •  Make every effort to negotiate an equitable and mutually agreeable plan/resolution in times of dispute with outside contractors or other business associates, and/or be willing to resolve controversies using our resolution process according to the policy and procedures which are outlined in the organization’s grievance process.

  •  Provide prompt and courteous reception to all who call seeking information, services or related business transactions.

  • Cooperate with professional associates and with governmental and private agencies for the purposes of promoting and developing best practice guidelines and methods.

Witnessing of Signatures and Witnessing of Legal Documents

  • In any situation where deemed necessary, AYS Directors will regard the witnessing of signature to be accurate and accountable. Generally a person chosen to witness a document should have no financial or other interest in an agreement.  The witness is not required to know or understand the contents of the document.

  •  Employees should not be considered a witness to any legal documents having to do with a client, other employees or with AYS as an agency.

Conflict of Interest In Service Delivery

AYS employees should be alert to and avoid conflicts of interest that interfere with the exercise of professional discretion and impartial judgment. Employees should inform clients when a real or potential conflict of interest arises and take reasonable steps to resolve the issue in a manner that makes the clients’ interests primary and protects clients’ interests to the greatest extent possible. AYS staff should not take unfair advantage of any professional relationship or exploit others to further their personal, religious, political, or business interests.

Employees shall not engage in coercive solicitation of coworkers such as seeking donations, encouraging purchases or taking a position on an issue outside the workplace.  Employees receiving unwanted solicitations are encouraged to address the issue with their co-worker and/or report the matter to their supervisor.

Exchange of Gifts, Gratuities, and Money

Code of Ethics: Policy Governing Staff/Individual Relationships

  • Employee-client relationship is the foundation of Anika Youth Services practice across all populations, cultures and in all of our practice settings. We work form an attachment model and focus on the needs of the youth. It is based on trust, respect and professionalism and it requires the appropriate use of authority. The relationship is conducted within boundaries that separate professional behaviour from non-professional behaviour. A youth's dignity, autonomy and privacy are kept safe within the relationship.

  • The employee who violates a boundary can harm both the Employee-client relationship and the youth. An employee may violate a boundary in terms of behaviour related to favoritism, physical contact, friendship, socializing, gifts, dating, intimacy, disclosure, chastising and coercion.

  • Some boundaries are clear cut. Others are not so clear and require the employee to use professional judgment. Employers will provide education, supervision and support related to boundary issues and will help staff recognize and resolve problems in the early stages

  • Employees are responsible to use professional judgment to determine the appropriate boundaries of an Employee-client relationship.  The employee is always responsible maintaining the boundaries throughout the relationship.

  • Employees help colleagues maintain professional boundaries and report to evidence of any boundary violations to the appropriate person.

Code of Ethics: Marketing Practices

Anika Youth Services will conduct Marketing practices in an honest and factual manner. Marketing materials will in no way mislead the public or misrepresent Anika Youth Services’ abilities to provide services. Anika Youth Services will not claim any service outcomes unless validated by reliable outcome data and/or research studies.

Code of Ethics: Financial Practices

  • All financial practices of Anika Youth Services shall be handled in accordance with the applicable federal, provincial, and local laws.

  • All financial matters shall be conducted within the standards of commonly accepted, sound financial management practices, and adhere to contractual agreements with its funding bodies.

  • Receipts must be provided by staff members for all purchases.