Company Standards

Code of Ethics

Advanced Behavioral Consultation

Purpose

The purpose of this Code of Ethics is to establish the professional values, ethical responsibilities, and standards of conduct expected of all employees, contractors, volunteers, interns, and leadership of Advanced Behavioral Consultation. This Code ensures that all services are delivered safely, respectfully, and in accordance with the highest standards of professional and ethical practice.

Our organization is committed to protecting the dignity, rights, health, and welfare of every client while promoting evidence-based behavioral services that improve quality of life.

Mission

Advanced Behavioral Consultation is dedicated to providing compassionate, ethical, evidence-based Applied Behavior Analysis (ABA) services that promote meaningful, socially significant outcomes for individuals and families.

Core Values

All employees shall demonstrate the following values:

Integrity
Respect
Compassion
Professionalism
Accountability
Cultural Humility
Excellence
Transparency
Collaboration
Continuous Improvement

Ethical Principles

Employees and contractors shall:

Place client welfare above personal or financial interests.
Provide services within the scope of their education, training, and competency.
Maintain honesty and integrity in all professional relationships.
Respect the dignity, autonomy, and rights of every client.
Promote client independence and meaningful outcomes.
Protect confidential information.
Comply with all federal, state, and local laws.
Follow the BACB Ethics Code for Behavior Analysts.
Report unethical or illegal conduct when observed.

Client Rights

Every client has the right to:

Be treated with dignity and respect.
Receive services free from abuse, neglect, exploitation, coercion, or discrimination.
Participate in treatment decisions.
Receive services based on scientific evidence.
Have privacy and confidentiality protected.
Receive services in the least restrictive environment appropriate.
Refuse services when legally permitted.
Voice concerns without fear of retaliation.
Receive information regarding their treatment in understandable language.
Request changes in providers when appropriate.

Professional Competence

Employees shall:

Maintain required certifications and licenses.
Complete continuing education requirements.
Seek supervision when needed.
Practice only within areas of demonstrated competence.
Use current evidence-based practices.
Participate in ongoing professional development.
Accept constructive feedback.
Recognize personal limitations and seek assistance when appropriate.

Integrity and Honesty

Personnel shall:

Provide truthful documentation.
Never falsify records.
Accurately represent credentials.
Avoid deceptive advertising.
Bill only for services actually provided.
Report mistakes honestly.
Cooperate with audits and investigations.

Client Welfare

Employees shall:

Use interventions supported by scientific evidence.
Select the least restrictive effective procedures.
Obtain informed consent before beginning services.
Monitor treatment effectiveness through objective data.
Modify treatment when progress is insufficient.
Protect clients from harm.
Respect client preferences whenever possible.

Confidentiality

Personnel shall:

Comply with HIPAA and all applicable privacy laws.
Safeguard client records.
Share confidential information only when authorized or legally required.
Secure electronic and paper records.
Maintain confidentiality after employment ends.
Protect client information during electronic communication.

Professional Boundaries

Employees shall avoid:

Dual relationships that impair professional judgment.
Conflicts of interest.
Accepting excessive gifts.
Borrowing or lending money with clients.
Social or romantic relationships with caregivers.
Exploiting professional relationships for personal benefit.

Cultural Responsiveness

Employees shall:

Respect cultural, linguistic, religious, and family values.
Seek culturally responsive interventions.
Avoid discrimination based on race, ethnicity, religion, gender identity, sexual orientation, disability, age, national origin, veteran status, socioeconomic status, or other protected characteristics.
Recognize personal biases and work to minimize their impact.

Data Collection and Documentation

Employees shall:

Maintain accurate, timely documentation.
Collect objective behavioral data.
Protect the integrity of records.
Never alter data to improve outcomes.
Document incidents promptly.
Retain records according to legal requirements.

Supervision

Supervisors shall:

Provide competent supervision.
Maintain supervision documentation.
Ensure supervisees receive appropriate training.
Model ethical behavior.
Provide regular performance feedback.
Protect clients while supervising trainees.

Employee Conduct

Employees are expected to:

Maintain professional appearance.
Arrive punctually.
Communicate respectfully.
Cooperate with coworkers.
Avoid harassment or intimidation.
Refrain from substance use while working.
Follow organizational policies.
Maintain appropriate professional boundaries.

Reporting Ethical Concerns

Employees have a professional obligation to report:

Fraud
Abuse
Neglect
Exploitation
Ethical violations
HIPAA breaches
Client safety concerns
Billing irregularities

Reports may be made without fear of retaliation.

The organization will investigate concerns promptly, fairly, and confidentially.

Compliance

The organization complies with all applicable:

BACB Ethics Code
HIPAA
Americans with Disabilities Act (ADA)
Occupational Safety and Health Administration (OSHA)
Centers for Medicare & Medicaid Services (CMS), when applicable
Indiana laws and regulations governing healthcare providers
Medicaid requirements, when applicable

Conflict of Interest

Employees shall disclose actual or potential conflicts of interest.

Employees shall not:

Refer clients solely for personal financial gain.
Accept kickbacks.
Engage in self-dealing.
Use confidential information for personal benefit.

Quality Improvement

The organization is committed to:

Continuous quality improvement
Outcome measurement
Client satisfaction
Staff training
Internal audits
Ethical decision-making
Corrective action when deficiencies are identified

Non-Retaliation

No employee, client, or stakeholder shall experience retaliation for:

Reporting concerns
Filing complaints
Participating in investigations
Cooperating with regulatory agencies

Enforcement

Violations of this Code may result in:

Coaching
Additional training
Written disciplinary action
Suspension
Termination
Reporting to regulatory or certification bodies when required by law or ethical obligation

Annual Review

All employees shall:

Receive a copy of this Code of Ethics upon hire.
Complete ethics training during orientation.
Review this Code annually.
Sign an acknowledgment indicating understanding and agreement to comply.

Ethical Decision-Making Framework

When faced with an ethical dilemma, employees should:

Identify the ethical concern.
Gather relevant facts.
Review applicable laws, regulations, and the BACB Ethics Code.
Consult with a supervisor or Clinical Director.
Consider the welfare of the client.
Document the decision-making process.
Implement the most ethical course of action.
Evaluate the outcome.

EQUAL EMPLOYMENT OPPORTUNITY STATEMENT (Non-Discrimination Policy)

Advanced Behavioral Consultation’s policy is to select the best-qualified person for each position in the organization.

No employees of the Company will discriminate against an applicant for employment or a fellow employee and will take “affirmative action” measures to ensure against discrimination in employment, recruitment, in the advertisement for employment, compensation, termination, upgrading, promotions, and other conditions of employment against any employee or job applicant because of race, creed, color, religion, sex, national origin, sexual orientation, ancestry, age, marital status, parental status, political affiliation, gender identity, physical appearance, or off-duty use of lawful products.

No employee of the Company will discriminate against any applicant or fellow employee because of the person’s veteran status. This policy applies to all employment practices and personnel actions including recruitment and testing.