Policy Manual


Professional Conduct      

Type: Procedure                 Category: Human Resources                 Level: Community Care 

Parties: Community Care Employees and Contractees

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Supporting References: 

Parent Effective Date Approval Level Revision Dates Last Reviewed
N/A  11-1-1998  Management Team  01/28/10  1-28-2010
Related Document Code Related Document Name Type

Procedure:  .

v  Employees are expected at all time to conduct themselves in a positive manner in order to promote the best interests of the clients served and the Agency. Appropriate employee conduct includes:

  Treating all clients, customers, visitors, and coworkers with dignity and respect;

  Reporting suspicious, unethical, or illegal conduct by coworkers, customers or clients;

  Wearing clothing appropriate for the work being performed;

  Acting in a manner consistent with Agency values and in accord with the best interest of the child, client and/or employee;

  Officially representing the agency only with permission with the Executive Director or designee. This includes the use of agency logo and in all manner of public forums (e.g. social networking sites, media, group functions, etc.);

  Conversing in a professional and courteous manner, using discretion and sensitivity;

  Giving proper notice when previously arranged schedules or activities change;

  Respecting that this is an employee's primary employment and anything that may interfere with the ability to meet their regular schedule of responsibilities needs to be brought to a supervisor in advance of any change of schedule (e.g. school schedule, second employment)

  Meeting all job expectations in a professional manner;

v  The following conduct is prohibited and individuals engaged in it will be subject to discipline, up to and including termination:

  Possessing firearms or other weapons on Agency property or in employees' automobiles while transporting clients;

  Fighting, assaulting, threatening or intimidating a client, coworker or customer;

  Disclosing proprietary or confidential Agency information;

  Falsifying or altering any Agency record or report, such as an application for employment, medical record, time sheet, expense reimbursement record, progress note or contact sheet;

  Stealing, destroying, defacing, or misusing Agency property or another employee's, customer's or client's property;

  Using profanity or abusive language;

  Sleeping on the job without authorization;

  Taking a client to an employee's own or relative's home or any other location not previously approved by team process;

  Improper using of Agency computers;

  Engaging or allowing a client to participate in an inappropriate activity or an activity not previously approved by team process;

  Using alcohol or chemical substances, or being under the influence of same, while on Agency property, performing Agency services or representing the Agency;

  Engaging in an activity that may create a hostile work environment;

v  The examples of impermissible behavior described above are not intended to be an all-inclusive list. Any violation of the Agency's policies or any conduct considered inappropriate or unsatisfactory may, at the supervisor's discretion, subject the employee to disciplinary action. Additionally, any conduct which is opposed to, or not in line with, the shared values and beliefs of the Agency may be reviewed and/or may result in disciplinary action up to and including termination.