Core Values, Mission and Ethical Standards

CORE VALUES AND MISSION:

The purpose of all rehabilitation programs at the Centre for Neuro Skills is to reduce disabilities, maximize independence, and achieve the maximum possible quality of life for clients who have suffered brain injury within the client's existing financial constraints. The core values that have been the guiding principles of CNS since 1980 include the following:

1. Bias for action - CNS has an expectation of success, that there is always "something" that can be done to improve the client

2. Environmental validity - CNS is a community based program, where the client performs activities in the actual environment, which advances individuals from hospital patient to a client in the normal, community environment

3. Rhythm of living - clients have a regular, normal schedule - they have routine activities at the appropriate times of day or night

4. Clients don't plateau - their progress may slow down, but it just means the staff must look at the motivation, attitude, and creative effort of both client and therapist to ask "why" the client is having difficulty

5. Teamwork - we must inspire, support and strengthen each other - teamwork is required between client and therapist, clinic and residential setting, all of those involved in a client's program

ETHICAL STANDARDS:

As a provider of services to adults who have suffered head injuries, Centre for Neuro Skills believes that ethical standards should be maintained in all aspects of the company. It is not possible to list every circumstance which requires the application of ethics because every decision within the company should and will be made within acceptable ethical standards. Following is a list of examples in which ethical standards will be considered and maintained:

1. Marketing shall be conducted according to company policies and procedures which maintains the ethical standards set forth by the Brain Injury Association.

2. Clinical issues such as admission, continued stay, and discharge shall be addressed according to the policies and procedures of the company which specify criteria and protocols for such decisions.

3. Medical records are confidential and will be requested and released as specified in the company policies and procedures. This includes written consent forms.

4. Each client and/or conservator shall sign an admission agreement which outlines issues such as care provided, consent to rehabilitative, medical and surgical procedures, legal relationship between CNS and hospitals and physicians, term of agreement, release of records, financial agreement, indemnity, client's valuables, and responsibility of guarantor.

5. Testing and treatment of clients shall be conducted according the specific policies and procedures in each department. Therapists are expected to maintain the ethical standards set by their licensing/credentialing organization specific to their field.

6. Financial decisions and operations shall be conducted as outlined in the company policies and procedures. Standards shall be maintained to ensure that clients, conservators, insurance companies, families, and employees are treated appropriately and according to legal and ethical guidelines.

7. All therapeutic activities are conducted with respect for clients' rights. Clients and their relatives and/or guarantors shall be apprised of these rights upon admission. They shall be presented with a copy of Patient's Rights/ Skilled Nursing Facilities/ Intermediate Care Facilities. The source of this document is Title 22, California Administrative Code Sections 72527 and 73523.

8. All employees shall follow company policies and procedures regarding the dissemination of confidential information, especially regarding client information. All inquiries should be directed to Administration (Vice Presidents, Director of Rehabilitation, and/or Clinical Case Managers). Employees are not to release information regarding clients to any outside source without the permission of Administration.

EMPLOYEE ETHICS

I. PURPOSE

To establish the company's policy and guidelines for employee ethics. CNS is committed to the ongoing education of its staff on ethical codes of conduct. The policy will be distributed during orientation, and a minimum of once a year thereafter. An acknowledgement will be signed and retained in the personnel file.

II. SCOPE

All employees at all locations.

III. POLICY

A. Clients and/or families: Employees are required to maintain and preserve an ethical working relationship between themselves and the client and/or family. Individuals with brain injuries should be treated with respect and dignity in accordance with generally accepted guidelines and standards (i.e. CARF) and professional codes of ethics and responsibility. Employees are required to maintain a professional boundary with the client and/or family.

Employees are not allowed to give a client/client's family his/her personal or home telephone/pager number/e-mail address without prior authorization from the employee's supervisor. Employees must report any calls, e-mail or other communication from a client/client's family to his/her personal or home telephone/pager/e-mail.

Employees are not allowed to date any client and/or family member socially during the time the client is participating in any CNS treatment programs.

While social interactions and friendships between employees and clients and/or families are not prohibited, CNS does require that social interactions outside of work hours and facility grounds be approved by the employee's supervisor prior to the occurrence. If a friendship does develop between an employee and client and/or family member, (this refers to friendships existing only during work hours and on company premises as well as those which are limited to after hours and off the premises), this relationship should also be reported to the employee's supervisor immediately.

In consideration of this policy, all social interactions involving a client and/or family member must receive prior approval from the appropriate supervisor. If an employee gives his/her home or other personal telephone/pager number or e-mail address to a client/client's family without prior authorization, an employee does not report a call to his/her personal telephone/pager number, or e-mail address from a client, a relationship between an employee and client and/or family member progresses from an ethical working relationship to a social dating relationship, or a friendship develops and is not reported to the employee's supervisor, the employee may be subject to immediate dismissal.

The acceptance of gratuities or favors by employees from clients and/or family member(s) is prohibited unless approved by the Vice President(s) or their appointees.

B. Students: Employees are required to maintain and preserve an ethical working relationship with all students during their time of affiliation with the company. While it is reasonable to expect that there will be social interaction between employees and students, a professional relationship must be maintained with the students and the university programs they represent.

All business practices and services, including accounting and human resources, will be performed in such manner that they serve the public, clients' and employers' best interest, are competently delivered and adequately supervised, and consistent with acceptable professional behavior and legal requirements. Such practices and services will be provided with competence, integrity, objectivity, diligence and independence.
Employees are required to report any questionable or restricted activities or conduct stated in this policy to a supervisor. Any act or conduct which occurs, whether on or off company premises which may be or is detrimental to client safety or programming or which violates the law is prohibited and must be reported immediately to a supervisor. Observance and reporting are required even if you are not assigned to the client. Violations of the ethics policy can be reported immediately to the supervisor, Clinical Case Manager, Residential Rehabilitation Manager, Human Resources Department, Vice President(s) or President. The violations must be discussed to clarify the alleged unethical action, the reason for its occurrence, and the appropriate decision made regarding prevention, retraction or correction of the violation. The Company maintains a "no reprisal" approach for employees who report policy violations.