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B00598504

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Viewing 3 posts - 1 through 3 (of 3 total)
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  • in reply to: Case of Non-Disclosure #326
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    B00598504
    Participant

    This is a very difficult position for a social worker to find themselves in, especially if that social worker takes a more critical, client centred care approach to practice. It is very difficult to work for an agency that has policies in place that go against your fundamental values but all of us as social workers will find us in these positions multiple times throughout our careers. I have found myself in a similar situation at my job as a counsellor assistant working in a group home for adults with intellectual disabilities. For example, one of my clients mothers was sick and dying of cancer, with only months left to live. But, my clients next of kin (her sister) advised staff that my client was not to be made aware of this because it may cause undue stress upon her. However, as someone who is educated in anti-oppressive car and client centred care, I realize the damage that this is doing to my client who is completely capable of making these decisions for herself. By taking away this decision from her we are taking away her autonomy. Respect for autonomy is one of the fundamental guidelines of clinical ethics. I believe strongly that respect for the freedom to make choices should be accorded to all persons with disabilities, no matter how much support they need. And my client was a very high functioning individual. This story resonates with me because we want to be advocates for our clients and this social worker is restricted.

    in reply to: Ethics in Relation to Friends #325
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    B00598504
    Participant

    1. How would you deal with this situation when taking into consideration client confidentiality?
    – in order to deal with the situation i would need to have a better understanding on what the organizations policy was for client confidentiality. A lot if the time within agencies staff are allowed to discuss clients with supervisors to debrief on certain situations. If this were the case it would be okay for the staff to discuss this with a supervisor, but to not discuss it with anyone else, specifically outside of agency doors.
    2. How would you deal with this situation while keeping in mind that it is your own friend that is being accused of having had a sexual relationship with your client?
    I am an avoidant person and I do not like confrontation in my personal life, therefore I believe that it would not be difficult for me to keep this information away from my friend. It would be my responsibility to report this to my supervisor and i would follow the code of ethics and confidentiality in regards to discussing this matter farther. I may however distance myself from that friend as I do not believe their actions were good and they may have caused significant harm to their clients as they sit in a position of power within that agency when compared to the clients who are seeking treatment.
    3. Does the fact that this is no longer occurring change what you would want to do about it?
    No, I don’t believe so because just because its not happening to that client it could potentially be happening to other clients and I would not want to out my clients at risk of staff crossing boundaries and abusing their power or authority within the agency. It is supposed to be a safe place and things like this must be reported for client safety. Particularly in an agency where clients may have mental health issues or experiences of trauma.
    4. Does this client’s addiction influence the stance you would want to take -given that there could be questions of his credibility?
    I would take any accusation a client said to me credibly until proven otherwise. If as service providers we ignored accusations based on clients who have addictions then we would not be doing our duty to support them and provide anti oppressive care for them.
    5. How if at all does being a casual worker change what you would want to do or feel you could do?
    I feel that being a casual worker may make it somewhat easier to report as you are handing it off to your supervisor to deal with and would not be involved in the process much at all. I have a position within an agency supporting adults with disabilities and the responsibilities and stress level dramatically increase once you are contracted staff or maintain a position.

    in reply to: Rights for Respite Workers #324
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    B00598504
    Participant

    1) How do you approach settling this situation?
    I think that it was irresponsible for the respite worker to not deposit the cheques promptly, especially since the hours worked have been systematically reported as paid. However, this is a difficult situation as the family is not willing to negotiate.
    2) Who’s rights are being violated?
    I believe that the rights of the respite worker are clearly being violated as they haven’t been compensated for their work. However, they may have violated some sort of policy in regards to submitting receipts saying that they were paid when in fact they never deposited the cheque.
    3) Do you go to the bank and attempt to cash all cheques which are rightfully yours as the worker, which may inconvenience the family?
    I would most likely contact someone from the agency and explain the situation to see what could be done, to avoid putting the family in further financial hardship. However, if the family is unwilling to negotiate or speak about payment plans that worker has a right to be compensated for their efforts. Legally, the worker can still deposit the cheque as she stated in Canada you can wait six months. I myself have accepted cheques and not deposited them right away never thinking about it.
    4) Who do you contact for support?
    This is a difficult situation because I am not quite clear on whether the respite worker is employed through an agency, or if it is just done individually. If they are employed through an agency I would suggest looking into it that way. However, the respite worker may also want to speak to the funding body as the family could potentially be seen as abusing the system by keeping money that does not belong to them.
    5) Do you continue to work for the family who has threatened to halt paying your current and future hours worked?
    Due to the negative relationship now with the family, who has refused to communicate and discuss the problem at hand and repayment options I would discontinue working with them and notify the funding organization of the situation. Respite work is very intimate and if there is not trust or respect between the family and you as a worker it would not be healthy to continue the relationship unless something were to change.
    6) You are no longer comfortable working with this family, how much notice should you provide to leave this respite position?
    I would provide two weeks notice as that is the standard. I would also not sign off on any payments until I had deposited the check and the money went through.
    7) Do you discuss this situation with the respite funding care worker?
    Yes, If unable to work this out peacefully between respite worker and family the funding care worker needs to be advised of the family’s attempts to skirt the system by voiding previous checks which are owed to the worker. It is important that this situation does not occur again when the family gets a new respite worker.
    8) Who do you turn to when trying to determine your rights as a respite worker?
    I would look into the policy in place for respite workers and the funding agency to determine whether or not there is a failure of the family to comply with the policy, or if the blame rests within the individual for failing to deposit cheques.

Viewing 3 posts - 1 through 3 (of 3 total)