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National Code of Ethics for Case Management
including conferences and publications;
• participating in the clinical education and supervision of
university and work experience students;
• creating and maintaining research opportunities and
supporting research; and
• providing opportunities for and supporting colleagues to
develop their professional identity, integrity and ethical
practice.
3.3.6 Conflict of Interest
Case Managers identify and avoid conflicts of interest. In
particular, but not limited to, they do not:
• use false and/or misleading means to promote services
and resources;
• accept private financial benefits (including gifts,
commissions, or other rewards);
• use and/or access employers resources inappropriately
for personal usage or benefit, unless consent from the
employer has been obtained; or
• promote or provide services and resources to Clients
unless they are of benefit.
3.3.7 Research
In undertaking research, where appropriate, Case Managers
ensure that the relevant research protocols:
• respect the rights of the research participants; and
• comply with the ‘Health and Research Guidelines’ of the
National Health and Medical Research Council (2007).
Case Managers assist in professional efforts to expand the
knowledge needed to more effectively serve Clients in need of
case management services.
Case Managers communicate, share and where appropriate
publish the results of their research or other professional
advancements in a professional manner to facilitate the
advancement of the profession of case management.
3.4 Duties to our Colleagues
3.4.1 Professional Standards
Case Managers treat and communicate with colleagues with
honesty, fairness, respect and in good faith.
Case Managers work co-operatively with colleagues to meet
the needs of Clients, the community and the profession.
Case Managers support colleagues to reflect on their practice
and professional conduct and assist them to access relevant
continuing education and support when required.
Professional relationships with our colleagues, students or
supervisors are not exploitable.
Case Managers manage, supervise or employ staff by:
• treating them fairly and without discrimination, bullying
or harassment;
• proactively and respectfully seeking to resolve conflict;
• respecting their industrial and professional rights;
• ensuring that they have equitable access to resources
and/or opportunities;
• providing regular supervision, feedback, and access to
continuing education and mentoring;
• recognising
and,
where
appropriate,
formally
acknowledging their contributions to case management
practice, teaching, research or administration; and
• classifying and remunerating them appropriately.
Case Managers relate to and respect colleagues from other
disciplines by:
• respecting integrity, being courteous, and seeking to
understand differences in viewpoints and practice;
• utilising the expertise of other disciplines for the benefit
of Clients when working in teams; and
• cooperating and working collaboratively with other
disciplines to promote and expand ideas, knowledge,
theory and skills, experience and opportunities that
improve professional expertise and service provision.
3.4.2 Conflict of Interest
Case Managers identify, disclose and resolve any potential,
perceived or actual conflicts of interest proactively. This may
include situations such as:
• the selection, supervision and/or assessment of a
member of family or someone with whom they have a
close personal, business or professional relationship; or
• referring Clients to those with whom they have a personal
relationship.
3.4.3 Independent of Debate
Case Managers defend and promote their own rights and
the rights of colleagues to participate fully and openly in
public debate for the advancement of the profession of case
management and on behalf of their Clients and others.