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Code of conduct

Code Of Conduct

At Pathways To True Freedom, we honor and follow the Code of Ethics established by the Association for Addiction Professionals (www.naadac.org) when interacting with individuals with substance use disorder (SUD), always adopting a people-first approach informed by cultural sensitivity and trauma awareness. 

At Pathways To True Freedom, our well-trained professionals are committed to following this Code and also believe in the importance of always demonstrating strong moral and ethical principles in all interactions with both clients and the general public. 

Pathways To True Freedom centers numerous important values, including: 

  • Autonomy: With the confines of legal constraints and safety concerns, program participants are given the power and grace to make their own decisions, guided by professional insight. 
  • Beneficence: Our professionals are focused on helping participants and making their lives better. 
  • Competence: Our approach to treating SUD is grounded in best practice and modeling what has worked in similar communities. We rely on the professionalism of our staff and invest in continuing education. 

Justice: All of our work is rooted in justice and an understanding that different communities and individuals are impacted differently by SUD. Our goal is to ensure fair and equitable treatment.

Pathways Guidelines For Peer Support:

  • A Shared Experience
  • Trusted Communication
  • Basic psychological first aid
  • Increased understanding of critical incidents and traumatic events
  • Resources and a referral to a higher level of support

OUR Grievance Policy

Pathways to True Freedom  Grievance Policy

Purpose: This policy outlines the procedure for addressing grievances related to the services, actions, or decisions of the peer recovery organization. It is intended to provide a fair and transparent process for resolving conflicts and complaints.

Scope: This policy applies to all individuals participating in or receiving services from the peer recovery organization, including members, volunteers, staff, and clients.

Principles:

  1. Fairness: Grievances will be addressed impartially, ensuring all parties are heard and treated with respect.
  2. Confidentiality: Information related to grievances will be kept confidential to the extent possible, with disclosures limited to those directly involved in the resolution process.
  3. Prompt Resolution: Grievances will be addressed in a timely manner to prevent escalation and promote a positive organizational culture.

Procedure:

  1. Informal Resolution: Individuals are encouraged to address grievances informally, whenever possible, by discussing the issue directly with the person(s) involved or their immediate supervisor.
  2. Formal Grievance Process: a. Submission: If the grievance cannot be resolved informally, the individual may submit a formal written grievance to the designated grievance officer, detailing the nature of the grievance, relevant facts, and desired resolution. b. Review: The grievance officer will review the grievance and may conduct an investigation, as necessary, to gather additional information. c. Resolution: The grievance officer will work with the involved parties to reach a resolution. This may include mediation or other forms of conflict resolution. d. Decision: The grievance officer will provide a written decision to the individual filing the grievance, outlining the findings and any actions to be taken.
  3. Appeal Process: If the individual is not satisfied with the decision, they may appeal to the organization’s board of directors or an appointed appeals committee. The appeal should be submitted in writing within a specified timeframe.
  4. Final Decision: The board of directors or appeals committee will review the appeal and provide a final decision, which will be communicated in writing to the individual filing the grievance.

Non-Retaliation: The organization prohibits retaliation against individuals who file grievances in good faith. Any acts of retaliation will be subject to disciplinary action.

Record Keeping: Records of all grievances, including the nature of the grievance, actions taken, and resolutions, will be maintained confidentially by the grievance officer.

Review and Revision: This policy will be reviewed periodically and revised as necessary to ensure its effectiveness and compliance with applicable laws and regulations.