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Utah Administrative Code (Current through November 1, 2019) |
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R982. Workforce Services, Administration |
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R982-601. Provider Code of Conduct |
| R982-601-101. Statement of Purpose |
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The Provider Code of Conduct is written in addition to all Department of Workforce Services policies, rules and regulations governing delivery of services to clients. The purpose of the code is to protect vulnerable clients from abuse, neglect, maltreatment and exploitation. The Code of Conduct clarifies the expectation of conduct for providers of contracted, licensed and certified programs and their employees, which includes administrative staff, non direct care staff, direct care staff, support services staff and any others when interacting with clients. Written agency policy required by this code must be approved by the licensing or certifying authority. Nothing in this Code shall be interpreted to mean that clients should not be held accountable for misbehavior or inappropriate behavior on their part, or that providers are restricted from instituting suitable consequences for such behavior. |
| R982-601-102. Abuse, Sexual Abuse and Sexual Exploitation, Neglect, Exploitation, and Maltreatment Prohibited |
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A. No contracted, licensed or certified agency, individual, employee shall abuse, sexually abuse or sexually exploit, neglect, exploit or maltreat; (as defined below) any client. 1. No person shall cause physical injury to any client. All injury to clients (explained or unexplained) shall be documented in writing and immediately reported to supervisory personnel. 2. No person by acting, failing to act, encouragement to engage in, or failure to deter from will cause any client to be subject to abuse, sexual abuse or sexual exploitation, neglect, exploitation, or maltreatment. 3. No person shall engage any client as an observer or participant in sexual acts. 4. A person may not make clearly improper of a client or their resources for profit or advantage. B. Failure to comply with this Code of Conduct may result in corrective action, probation, suspension, and/or termination of contract, license or certification, in accordance with administrative procedures act and Department of Workforce Services regulations. |
| R982-601-103. Definition of Client |
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Any person under the age of 18 years; and any person 18 years of age or older who is impaired because of mental illness, mental deficiency, physical illness or disability, use of drugs, intoxication, or other cause, to the extent that he is unable to care for his own personal safety, health or medical care; and is a participant in, or a recipient of a program or service contracted with, or licensed or certified by the Department of Workforce Services. |
| R982-601-104. Definitions of Abuse, Sexual Abuse and Sexual Exploitation, Neglect, Exploitation, and Maltreatment |
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A. Abuse of clients may include, but is not limited to: 1. Harm or threatened harm, meaning damage or threatened damage to the physical or emotional health and welfare of a client such as failure. 2. Unlawful confinement. 3. Deprivation of life-sustaining treatment. 4. Physical injury including, but not limited to, any contusion of the skin, laceration, malnutrition, burn, fracture of any bone, subdural hematoma, injury to any internal organ, any injury causing bleeding, or any physical condition which imperils a client's health or welfare. 5. Any type of physical hitting or corporal punishment inflicted in any manner upon the body. B. Sexual abuse and sexual exploitation will include, but not be limited to: 1. Engaging in sexual intercourse with any client. 2. Touching the anus or any part of the genitals or otherwise taking indecent liberties with a client, or causing an individual to take indecent liberties with a client, with the intent to arouse or gratify the sexual desire of any person. 3. Employing, using, persuading, inducing, enticing, or coercing a client to pose in the nude. 4. Employing, using, persuading, inducing, enticing or coercing a client to engage in any sexual or simulated sexual conduct for the purpose of photographing, filming, recording, or displaying in any way the sexual or simulated sexual conduct. This includes displaying, distributing, possessing for the purpose of distribution, or selling material depicting nudity, or engaging in sexual or simulated sexual conduct with a client. 5. Committing or attempting to commit acts of sodomy or molestation with a client. 6. This definition is not to include therapeutic processes used in the treatment of sexual deviancy or dysfunction which have been outlined in the clients treatment plan and is in accordance with written agency policy. C. Neglect may include but is not limited to: 1. Denial of sufficient nutrition. 2. Denial of sufficient sleep. 3. Denial of sufficient clothing, or bedding. 4. Failure to provide adequate supervision; including impairment of employee resulting in inadequate supervision. Impairment of an employee may include but is not limited to use of alcohol and drugs, illness, sleeping. 5. Failure to arrange for medical care and/or medical treatment as prescribed or instructed by a physician when not contraindicated by agency after consultation with agency physician. 6. Denial of sufficient shelter, except in accordance with the written agency policy. D. Exploitation will include, but is not limited to: 1. Utilizing the labor of a client without giving just or equivalent return except as part of a written agency policy which is in accordance with reasonable therapeutic interventions and goals. 2. Using property belonging to clients. 3. Acceptance of gifts as a condition of receipt of program services. E. Maltreatment will include, but is not limited to: 1. Physical exercises, such as running laps or performing pushups, except in accordance with an individual's service plan and written agency policy. 2. Chemical, mechanical or physical restraints except when authorized by individual's service plan and administered by appropriate personnel or when threat of injury to the client or other person exists. 3. Assignment of unduly physically strenuous or harsh work. 4. Requiring or forcing the individual to take an uncomfortable position, such as squatting or bending, or requiring or forcing the individual to repeat physical movements when used solely as a means of punishment. 5. Group punishments for misbehaviors of individuals except in accordance with the written agency policy. 6. Verbal abuse by agency personnel: engaging in language whose intent or result is demeaning to the client except in accordance with written agency policy which is in accordance with reasonable therapeutic interventions and goals. 7. Denial of any essential program service solely for disciplinary purposes except in accordance with written agency policy. 8. Denial of visiting or communication privileges with family or significant others solely for disciplinary purposes except in accordance with written agency policy. 9. Requiring the individual to remain silent for long periods of time solely for the purpose of punishment. 10. Extensive withholding of emotional response or stimulation. 11. Exclusion of a client from entry to the residence except in accordance with the written agency policy. |
| R982-601-105. Reporting Requirements |
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Any contracted, licensed or certified agency, individual, or employee is responsible to document and report abuse, sexual abuse and sexual exploitation, neglect, maltreatment and exploitation as outlined in this Code and cooperate fully in any resulting investigation. 1. Any person will immediately report abuse, sexual abuse and sexual exploitation, neglect, maltreatment or exploitation by contacting the local Regional Office within 24 hours. During weekends and on holidays such reports will be made to the Regional Office On-call worker. 2. All reports and documentation made regarding situations of abuse, sexual abuse and sexual exploitation, neglect, and exploitation will be made available upon request, or with court order when required by federal regulations, to appropriate Department of Workforce Services personnel and law enforcement. 3. All injury to clients (explained or unexplained) shall be documented in writing and immediately reported to supervisory personnel. 4. A poster, provided by the Department of Workforce Services, notifying contractor employees of their responsibilities to report violations and giving appropriate phone numbers, is required to be prominently displayed in all contractor facilities. |