● They should avoid accepting supervisees when there has been a prior or an existing relationship that might compromise the supervisor’s objectivity. ● They should take measures to assure that the supervisee’s work is professional. ● They should not provide therapy to current students or supervisees. Supervisors should consult their particular professional association guidelines regarding supervision, human resource policy, and other applicable resources. Effective and ethical supervisory practices benefit, not only the supervisees and their clients, but the supervisor as well. Supervisors can manage their vicarious liability in several ways, though: ● Clearly defined policies and expectations. ● Awareness of high-risk areas. ● Provision of appropriate training and supervision. ● Understanding supervisee strengths and weaknesses as practitioners. ● Developing an adequate feedback system. ● Supervisors knowing their own responsibilities. not engage in dual or multiple relationships and should set clear, appropriate, and culturally sensitive boundaries. Mental health administrators and supervisors should also take reasonable steps to provide for the continuing education and personal development of their staff. change, while conducting oneself in a manner that minimizes disruption. But what does the worker do when faced with an ethical dilemma in the workplace that is not easily solved? Reamer’s (2006) review of the NASW Code of Ethics discussed the challenge a social worker may have in deciding whether or not to continue honoring a commitment to the employer: This broaches the broader subject of civil disobedience, that is, determining when active violation of laws, policies, and regulations is justifiable on ethical grounds. Most social workers acknowledge that certain extraordinary circumstances require social disobedience. Reamer believes that it is possible to provide clear guidelines about when it is acceptable to break one’s commitment to an employer. He poses several questions that must be explored before taking action: 1. Is the cause a just one? Is the issue so unjust that civil disobedience is necessary? 2. Is civil disobedience the last resort? 3. Does the act of civil disobedience have a reasonable expectation of success? 4. Do the benefits likely to result clearly outweigh negative outcomes, such as intra-organizational discord and erosion of staff respect for authority? 5. If warranted, does civil disobedience entail the least disruption required to rectify the targeted injustice?
supervision, coaching, mentoring, and consultation remain key roles. Mental health practitioners need to be keenly aware of the role of a supervisor, because he/she is responsible for both the actions and omissions of a supervisee. This is called “vicarious liability.” To provide competent supervision, supervisors – particularly those in clinical settings – should remember the following: ● They need to possess the necessary knowledge and skill and work only within their area of competence. ● They must set clear, appropriate, and culturally sensitive boundaries that would include confidentiality, sexual appropriateness, and respect for other sensitive boundaries outlined earlier in this training. ● They should not engage in dual or multiple relationships with supervisees when there is risk of exploitation or potential harm. ● They should fairly and respectfully evaluate supervisee performance. Education and training Mental health practitioners who function as educators, field instructors, or trainers are obligated to provide instruction only within their areas of knowledge and competence, evaluate student performance fairly and respectfully, and take reasonable steps to ensure that clients are informed when services are provided by students. Mentioned in the previous subsection, professionals functioning as educators or field instructors must Commitment to employers Several standards that address issues around loyalty and ethical responsibilities in one’s capacity as an employee are formally or informally discussed in professional association ethical guidelines. Generally, mental health practitioners should do the following: ● Adhere to commitments made to employers. ● Work to improve employing agencies’ policies, procedures, and effectiveness of service delivery. ● Take reasonable steps to educate employers about mental health workers’ ethical obligations. ● Ensure that the employing organization’s practices do not interfere with one’s ability to practice consistent with one’s mental health association professional ethical guidelines. ● Act to prevent and eliminate discrimination. ● Accept employment or refer others to only organizations that exercise fair personnel practices. ● Be diligent stewards of agency resources. In general, mental health practitioners should support their agency’s mission, vision, and values and also its policies and practices – in essence maintain loyalty to the organization or agency they are committed to. That is not to say one should disregard the profession’s standards and ethical codes of conduct. When an employer engages in unethical practices, whether knowingly or not, the worker still has an obligation to voice those concerns through proper channels and advocate for needed Labor-management disputes Mental health practitioners are generally allowed to engage in organized action, including the formation and participation in labor unions, to improve services to clients and working conditions. When involved in a dispute, job action, or strike, workers should carefully weigh the possible impact on clients and be guided by their profession’s ethical values and principals prior to taking action. Professional competence The following guidelines discuss professional competence in mental health practice:
In 2013, Morgan and Polowy, attorneys for the National Association of Social Workers, wrote that:
When social workers engage in union activities on their own behalf they are expected to do so in a professionally responsible manner so that work-stoppages may be avoided if possible and/or to provide the legally-required notice so that dispute resolution mechanisms may be employed to lessen the potential impact on clients or patients.
● Accept responsibilities or employment only if competent or there is a plan to acquire necessary skills.
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Book Code: SWTX1524
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