Professional ethics

Aim & Outcomes: The SE consultants to acquire specific knowledge and skills for professional ethics, common moral principles and specific ones, requirements that create moral frameworks for the implementation of a professional role, for the established professional ethics in the social sphere, including in the process of communication with institutions, companies and others.

Definition: Professional ethics is a set of moral norms, concepts, judgments, assessments for the behaviour, typical for the representatives of certain groups of society, conditioned by their membership in a particular profession.

Professional ethics aims to examine the relationship between people working in a profession and between different professional groups. Professional ethics not only explores the nature and functioning of professional morality, but also has an impact on it. In general, the influence of professional ethics is expressed in that it gives to the professional morality a more systematic and generalized form, optimizes its values, norms and goals.

Professional ethics assist in solving the problems in a particular profession, contributing to its development and the achievement of social and individual goals associated with it.

The moral values, norms and principles of any profession are created in the process of work as professional ethics compiles and classifies them.

The behaviour which most contributes to the socially valuable goals of the profession and combines the interests of all relevant parties, is considered as “morally positive behaviour” of the professionals. Therefore in the basis of professional ethics usually is placed the category "professional duty". The main purpose of ethics is to promote better implementation of professional functions, on the one hand, and to provide reliable protection of the interests of people who are object or subject of the working process in this profession, on the other.

Professional ethics regulates the conduct of the SE consultant so as to strengthen its authority and to assert the public significance of the profession.

The SE consultant’s work may not be strictly formalized, since it requires not only high qualification, but also a deep awareness of their moral duty to clients of its service.

The professional ethics of the SE consultant is a set of specific requirements and moral standards required for the performance of his professional duties related to support in job finding for people with disabilities. It also creates a high culture of behaviour in his work environment, in the name of good professional service to clients of supported employment.

In the professional activity of the SE consultant, which subject are the people with disabilities, is created a complex system of moral relations with the participation of four main factors:

  1. The legislative basis of the profession;
  2. The attitude of the SE consultant to customers;
  3. The attitude of the SE consultant to his colleagues;
  4. The attitude of the specialist to the community.

The professional ethics of the SE consultant is related to the communication with the client of supported employment services, with employers, colleagues and with external institutions. The SE consultant should be a “virtuoso” in communication and for that the particular importance has his knowledge of rhetoric which builds skills and habits to communicate respecting its principles. In the communication process the ability to “hear” the other person is essential: not only to be able to speak, but also to listen those who speak. Within the professional ethics, the important place takes the knowledge of the rules of the etiquette, which affects the authority of the SE consultant and facilitates the relationships with clients and institutions. In the field of ethics also have importance some ethical categories such as humanity and warmth, kindness and sincerity, honesty and goodwill.

According to the professional ethics, in his communication with institutions/ organisations the SE consultant should:

- build confidence through accurate and complete information

- protect the accuracy of information

- not to spread misleading or false information

- exhibit social responsible attitude

- create realistic expectations

 

Specific country aspects- Austria

Austria has a National action plan on Disability 2012-2020 which represents a strategy of the Austrian Federal Government for the implementation of the UN Disability Rights Convention (https://www.sozialministerium.at/cms/site/attachments/1/4/1/CH3434/CMS1450698563210/national_action_plan_disability_2012-2020.pdf ) – see amongst others page 76.

For reasons related to the nature of the legal system, the ban on discrimination in employment is regulated in the Austrian Disability Employment Act.

A specific national ethical code for SE consultant is not available. There exists a professional association for social work in Austria, but this association represents the interests of social workers.  The job profile of a SE consultant combines an education in the social field, training and gained experiences from the private enterprise-sector. The job and requirements profile is regulated in the Austrian Disability Employment Act.

 

Specific country aspects- Spain

Spain has a National action plan on Disability 2014-2020 http://www.msssi.gob.es/ssi/discapacidad/docs/plan_accion_EED.pdf

The Plan is oriented towards eliminating the causes of discrimination, from the idea that the equal rights of all people must be the reference for any action purporting to act on the conditions of exclusion which are often found people with disabilities.

The principles of equality of opportunity and equality between women and men are an essential part of the Plan, promoting gender and disability, so that women with disabilities, often subject to double discrimination, are expressly contemplated.

By the same principle of equal opportunities are taken into account in the Plan to children with disabilities, a group with special risk of falling into situations of exclusion, violence and poverty and in which the UN Convention sets special interest .

Also it pays special attention to people with disabilities living in rural areas and older people with disabilities, who make up an increasingly large group, to benefit the Plan's actions affecting promoting active aging.

The Plan is structured into five areas or areas: equality for all people, employment, education, accessibility, boosting the economy. These axes are then developed through operational objectives and specific action

 

Specific country aspects- Turkey

For employers with more than one establishment within the boundaries of a province, the number that the employer must employ shall be computed according to the total number of employees regardless of their type of contract.

PRIORITIES

If an employee becomes disabled during his/her employment he/she should be given priority and may be included in number of disabled employees.

The employer must give priority to applicants who have left his establishment because of disablement but who have later recovered should they wish to resume their old jobs, either immediately if vacant positions are available, or if not, when vacancies occur in their previous jobs or in other corresponding jobs, subject to the prevailing conditions of employment. Should the employer fail to respect his obligation to conclude the said employment contract despite the existence of the above, he shall pay his ex-employee the compensation equal to his six months’ wages.

HOW TO RECRUIT?

Employer may employ disabled individuals by using his own channels or through İŞKUR, Turkish Employment Agency. Employer may join the meeting arranged by İŞKUR to meet the disabled persons who are seeking job, or may obtain the list of these individuals’ CV to choose appropriate candidates for their vacancy.

In case of employing a disabled person that employer has found by using his/her own channels, new starting disabled employee should be notified to Provincial Employment Office within 15 days. Otherwise employer will not be deemed fulfilling his/her obligation.

ADMINISTRATIVE FINES

Administrative fine for not fulfilling the obligation of employment of disabled is laid in Article 101 of Labor Law No. 4857, which reads as follows;

“The employer or employer’s representative who does not employ disabled persons in contravention of the provisions of Article 30 of this Act shall be liable to a monthly fine of 2.095 TL (for the year 2015) for each disabled person for whom this obligation is not fulfilled. “

This fine is applicable for each not employed disabled personnel and for every month.

RESTRICTIONS ON EMPLOYMENT OF DISABLED

The jobs disabled person assigned must be consistent with their occupational skills and physical and mental capacities.

Disabled personnel cannot be forced to work on hazardous and hard works without a health report stating that he can work on these types of tasks.

No disabled person shall be employed in any underground and underwater work, and employees engaged in underground and underwater works shall not be taken into account in determining the number of disabled employees.