Code of Ethics and Professional Practice

(Ethics Committee of EAPTI-GPTIM:

Joyce Sciberras M.A., Gestalt Psychotherapist,

Fr Paul Formosa, Gestalt Psychotherapist,

Lidija Pecotić Ph.D., Clinical Psychologist and Gestalt Psychotherapist, and

Katya Caruana, Gestalt Psychotherapist.

Contact E-mail address: EAPTI.GPTIM.Ethics@gmail.com)

 

GPTIM CODE OF ETHICS AND PROFESSIONAL PRACTICE:

European Accredited Psychotherapy Training Institute – Gestalt Psychotherapy Training Institute Malta, hereafter referred to as EAPTI-GPTIM

Code of Ethics for Trainers and Trainees

This Code should be read in conjunction with the following:

* EAPTI-GPTIM Codes of Ethics and Professional Practice;

* Grievance Procedure, and

* Complaints Procedure.

 

1. Jurisdiction

1. Trainer refers to all Teaching Members, Associate Teaching Members and Tutors engaged by EAPTI-GPTIM and to Graduate and/or Psychotherapists who are undertaking to train as a trainer on one or more EAPTI-GPTIM Courses.

2. Trainee refers to trainee members of EAPTI-GPTIM who are enrolled on one or more of the EAPTI-GPTIM Courses and have signed an agreement to abide by the EAPTI-GPTIM Code of Ethics.

2. Intention

1. EAPTI-GPTIM is committed to conducting its training in ways that address the needs and best interests of its trainees. Trainees are in turn required to act in the best interests of their clients.

 

Section 1

3. Personal and Financial Responsibility

1. All prospective trainees must be given clear information about the financial commitment required by them with regard to their course of training.

2. EAPTI-GPTIM will exercise responsibility and demonstrate a reasonable respect for existing arrangements when introducing changes to its requirements.

3. All responsibilities of cost and fees will be explicit at the outset of training.

 

4. Teaching

4.1 The detailed syllabus, learning outcomes and assessment criteria will be clearly set out and given to all trainees at the commencement of the Course.

1. All trainers shall be governed by the EAPTI-GPTIM Code of Ethics.

2. Trainers shall respect the diversity of trainees and not discriminate on any grounds of difference such as gender, culture, age, disability, social background, political or religious beliefs.

3. Trainers shall not exploit trainees sexually or financially.

4. Dismissive or arrogant remarks or any derogation by innuendo by a trainer about another trainer or trainee is considered unprofessional.

5. A trainer should not collude through silence or evasion, with the abusive behaviour of a fellow trainer.

 

5. Clinical Practice

1. EAPTI-GPTIM shall consider the interests of clients and trainees in establishing clinical requirements of the training course/s, which will be clearly set out in the relevant Trainee Handbook.

2. EAPTI-GPTIM shall advise trainees to make client’s interest paramount and maintain appropriate confidentiality.

3. Trainees work with clients presented for training purposes shall be clinically supervised.

 

6. Supervision

1. All Supervisors approved by EAPTI-GPTIM will normally have completed a training course in supervision or be recognised as competent by virtue of reputation and standing in the professional community of Psychotherapists.

2. All Supervisors approved by EAPTI-GPTIM shall adhere to a Code of Ethics compatible with the EAPTI-GPTIM Code of Ethics.

3. A trainer who is a Course Leader is responsible for ensuring that the annual report of the trainee’s Supervisor has been received.

4. It is the responsibility of the Trainers Meeting to reflect on the suitability of a trainee to continue in training on the basis of whether or not the trainee has fulfilled the following course requirements:

* Satisfactory completion of course work within the required period of time;

* Completion of requirement for personal therapy;

* Completion of requirement for clinical supervision;

* Attendance at training workshops;

* Payment of training fees, and,

* Any and all other requirements as set out in the Training Handbook.

The Trainers Meeting will report to the EAPTI-GPTIM Directors about any trainee that is deemed not to have fulfilled the requirements of their training course and whose training should be terminated or suspended.

 

7. Assessment

1. EAPTI-GPTIM shall publish the criteria and process of assessment for all its Courses, including its examination procedures.

7.2 EAPTI-GPTIM shall endeavour to keep the examination processes as clear as possible. Specifically, all assessors/examiners shall complete a written evaluation of the trainee’s work, which shall be made available to the trainee.

1. A may have their training suspended or terminated if they are in breach of the assessment requirements for training detailed in the relevant Course Handbook.

 

8. Boundaries

1. Trainers are responsible for establishing and maintaining the boundaries between a professional relationship with a trainee and other relationships that pre-date the trainee’s commencement of training.

2. Trainers who are centrally involved in one of the Institute’s training course should not assume the additional role of therapist to any trainee enrolled on that course.

3. Trainers should not be dependent on their relationships with trainees for their emotional well-being.

4. Any new relationship arising as a result of a workshop facilitated by a visiting external trainer must respect those relationships that are already in place and should clearly be judged by the Course Leader to be helpful to the trainees’ professional development.

5. Trainers should explain to new trainees that personal therapy and work on personal issues unrelated to the training group are not the primary purpose of training.

 

9. Confidentiality

1. All trainers at EAPTI-GPTIM shall ensure confidentiality of trainees’ personal material by keeping records in a locked metal filing cabinet.

2. Trainers and trainees shall negotiate a clear contract of and about their mutual responsibilities with regard to confidentiality, at the beginning of every training year. Such a contract shall be compatible with the EAPTI-GPTIM Code of Ethics.

3. Trainers shall make explicit the circumstances when confidentiality of trainee personal material/disclosures may be broken.

 

10. Competence

1. Trainers should work within the limits of their knowledge, skills and health.

2. Trainers should monitor their work via appropriate levels of supervision and consultation.

3. Trainers should develop their cultural education and their capacity for self-awareness, especially with regard to prejudices, so that they will be able to value difference and diversity and promote anti-oppressive practice.

 

11. Complaints

1. EAPTI-GPTIM has a written Complaints Procedure, applicable to trainers and trainees, that is subject to periodical review by the Ethics Committee.

2. EAPTI-GPTIM has a written Grievance Procedure, applicable to trainers and trainees, that is subject to periodical review by the Ethics Committee.

 

12. Appeals

1. A trainee may appeal against a course work evaluation of a trainer on grounds that the procdures for evaluation contained in the relevant course handbook were not properly followed.

2. A trainee cannot appeal the coursework evaluation of the trainer for the purposes of challenging the assessment of the trainer. EAPTI-GPTIM course work evaluation is subject to periodic review by external evaluation.

 

Section 2

13. Specific Responsibilities of Trainees

1. Trainees shall be committed to their own personal and professional development and shall monitor tendencies to justify, defend and explain.

2. Trainees should develop their cultural education and self awareness with regard to prejudices and seek to work in an anti-oppressive manner. They should acknowledge their own internalised oppression and pay particular attention to how this may affect their clinical practice.

3. Sexual relationships between members of a training group may adveresely affect the training group.

Trainees are required to monitor their relationships with one another with due regard to the enhanced emotional vulnerability that is likely to occur during training workshops. Sexual relationships between trainees may result in one or more of them dropping back a year or suspending their training until the other trainee/s complete/s their training. The Course Leader and Board of Directors shall exercise sole discretion in applying the above.

4. Trainees’ work with clients presented for training purposes shall be clinically supervised.

5. Trainees are responsible for familiarising themselves with the contents of the Course Handbook (refer to Course Handbook on www.gptim.com) and for ensuring they comply with the regulations and requirements governing:

* attendance;

* payment of course fees;

* personal therapy;

* supervision;

* course work, and,

* any and all other regulations and requirements contained therein.

1. A trainee who fails to comply with the regulations and requirements contained in the relevant Course Handbook may have their training suspended or terminate.

2. Admission of a trainee into membership of an EAPTI-GPTIM training course is taken to mean that the trainee agrees and accepts the regulations and requirements contained in the EAPTI-GPTIM Course Handbook.

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EAPTI-GPTIM GRIEVANCE PROCEDURE:

 

1. PURPOSE

The purpose of this grievance procedure is to provide a means by which a member of EAPTI-GPTIM can bring a grievance against another member of EAPTI-GPTIM. A grievance may be brought to EAPTI-GPTIM by any of the following:

* Tutors, supervisors or Associates who are also members of EAPTI-GPTIM;

* Staff of EAPTI-GPTIM, and

* Trainee Members of EAPTI-GPTIM

 

1.1 Grievances shall normally be dealt with through the EAPTI-GPTIM Ethics Committee and addressed to the Chair, who shall be a senior member of EAPTI-GPTIM. Advisors external to EAPTI-GPTIM may be co-opted to the Ethics Committee from time to time.

1.2 The Ethics Committee may decide that a matter may be more appropriately dealt with by a senior member of another training organisation.

1.2.1 If the matter is referred to a senior member of another organisation, then the Chair of the EAPTI-GPTIM Committee shall approach a suitable person. The selected person must have no connection with the aggrieved person. The Chair of the Ethics Committee shall inform the aggrieved person of this decision at the earliest opportunity and will advise of the name of the senior person who shall manage the grievance procedure.

1.3 All individuals involved in the grievance procedures must act in a manner that does not breach confidentiality. Written material relevant to the grievance should be dated and all verbal communications relevantly recorded and dated.

1.4 The grievance procedure is investigative and with the guiding principle of establishing truth, justice and fairness. Section 3.1 below sets out the informal procedures which may be followed initially to see if there are grounds for resolution. Formal procedures are set out in 3.2 below and may be followed by adjudication and the use of disciplinary procedures.

1.5 A formal grievance must be lodged within six (6) months of the alleged event(s) which form the substance of the grievance. Normally procedures are completed within six (6) months of the receipt of the formal grievance. Time boundaries must be clearly established at the outset and strictly adhered to throughout. Where time boundaries cannot reasonably be maintained then all the parties involved in the grievance shall be informed and provided with a clear written explanation.

 

2. Initiating a Grievance

2.1 A person wishing to raise a grievance may have initial and confidential discussions on matters of procedure with the Chair of the Ethics Committee. If the grievance concerns a EAPTI-GPTIM lecturer the aggrieved person is recommended to first speak with the relevant Course Leader, where applicable.

2.2 The purpose of the initial discussions is to inform the aggrieved person of the procedures. A copy of the relevant Code of Ethics and Grievance Procedure shall be made available to the aggrieved person.

2.3 After the initial meeting, the aggrieved person may wish to pursue the grievance through the informal or formal procedure. In either case the aggrieved person shall make a written statement of their grievance and send it to the Chair of the Ethics Committee. The written statement from the aggrieved person shall be acknowledged in writing by the Chair of the Ethics Committee within ten (10) working days.

2.4 All written communications between the aggrieved person and the Chair of the Ethics Committee shall be photocopied and made available to the person against whom the grievance is expressed.

 

3. Informal  Procedures

3.1 EAPTI-GPTIM is not responsible for travel or any other expenses, incurred either by the aggrieved person or by the person against whom the grievance is expressed, in connection with any stage of the grievance procedure.

3.2 When a grievance is received by the Chair of the Ethics and Professional Practice Committee, informal procedures shall be adhered to in the first instance. A grievance may be brought on the following grounds:

3.2.1 Offensive or destructive behaviour;

3.2.2 behaviour which goes against natural justice;

3.2.3 unfairness, and

3.2.4 discrimination.

 

3.3 Informal procedures are not normally considered appropriate when a grievance alleges:

3.3.1 Professional misconduct;

3.3.2 failure to comply with the Codes of Ethics;

3.3.3 a breach of criminal law, and

3.3.4 behaviour which might bring EAPTI-GPTIM and the profession into disrepute.

 

3.4 The Chair of the Ethics Committee shall appoint a mediator who shall have no connection with the aggrieved person or with the person against whom the grievance is expressed. The mediator shall normally be a senior member of EAPTI-GPTIM. In the interests of natural justice, the person against whom the grievance is expressed shall be informed of the grievance. The mediator may arrange either separate or joint meetings with the aggrieved person and the person against whom the grievance is expressed. The mediator shall report the outcome to the Chair of the Ethics Committee in writing. Having completed their report to the Chair of the Ethics Committee the mediator shall take no further part in any subsequent procedures.

 

3.5 This informal procedure shall normally take place within twenty eight (28) working days of the receipt of the written grievance.

 

4. Formal Procedure

4.1 If an aggrieved person wishes to pursue a formal grievance the he/she must write to the Chair of the Ethics Committee. The Chair of the Ethics Committee shall acknowledge receipt of the formal grievance within ten (10) working days and shall invite the aggrieved person to submit any documentary evidence in support of the grievance. The Chair of the Ethics Committee shall appoint an Adjudication Panel consisting of three (3) persons at least one of whom shall not be a member of EAPTI-GPTIM. One of the three (3) persons shall be appointed Chair of the Adjudication Panel. All members of the EAPTI-GPTIM Panel should be impartial to the parties in the grievance, and one (1) of them shall practice similar therapeutic modality to the person against whom the grievance has been expressed as far as is possible. Members of the Adjudication Panel shall declare any interest which may cast doubt on their impartiality in the operation of the formal grievance procedures.

4.2 The Adjudication Panel shall be provided with the written formal grievance and all documentary evidence supplied by the aggrieved person and any written responses or documentation supplied by the person against whom the grievance is being expressed.

4.3 The Chair of the Ethics Committee shall ensure that the aggrieved person has received a copy of the Grievance Procedure.

4.4 The Chair of the Ethics Committee shall ensure that the person against whom the grievance is expressed is notified of the formal grievance and that the grievance procedure has been invoked. At the same time, a copy of the Grievance Procedure shall be sent to the person against whom the grievance is expressed.

4.5 The Adjudication Panel shall scrutinise all the evidence and shall then arrange to meet the aggrieved person and the person against whom the grievance is expressed. Written notice of the meeting of the Adjudication Panel shall be sent to the parties concerned within fourteen (14) days of the Panel being appointed.

 

5. Adjudication Panel Procedure

5.1 The Adjudication Panel shall examine the grievance(s) in a formal manner to decide on its validity.

5.2 Both the aggrieved person and the person against whom the grievance is expressed may be accompanied by a colleague or friend who may speak on their behalf.

 

5.3 Conduct of Adjudication Panel:

5.3.1 A summary of the grievance is put forward by the aggrieved person or their colleague/friend.

5.3.2 A summary of the case of the person against whom the grievance is expressed is put by themselves or their colleague or friend.

5.3.3 The aggrieved person channels questions through the Chair of the Adjudication Panel to the person against whom the grievance is expressed.

5.3.4 The person against whom the grievance is expressed puts questions through the Chair of the Adjudication Panel to the aggrieved person.

5.3.5 Adjudication Panel members may seek clarification from either or both of the parties.

5.3.6 When the Chair of the Adjudication Panel is satisfied that the Panel has gained all the clarification requested, the Chair informs all parties that the decision of the Adjudication Panel will be forwarded in writing to both parties within the next ten (10) working days. The Chair of the Adjudication Panel then asks all parties to withdraw.

 

5.4 Adjudication:

When all parties have withdrawn under 5.3.6 above the Adjudication Panel shall continue to meet to determine whether a resolution of the grievance is possible and if so, to make recommendations as to how this can be brought about. The Adjudication Panel may determine that there is no basis for the grievance.

5.5 Following completion of the discussion the Chair of the Adjudication Panel shall write a report, together with any recommendations, which shall be submitted to the Chair of the Ethics Committee within ten (10) working days of the completion of the Adjudication Procedure. The Chair of the Ethics Committee shall then decide what action should be taken and shall inform both parties of the outcome of the adjudication and the action to be taken.

5.6 Should the investigation take longer than originally expected then the Chair of the Ethics Committee shall write to the aggrieved person and to the person against whom the grievance is being expressed explaining the delay and providing a new date by which the report shall be completed.

5.7 Should the aggrieved person fail to attend the adjudication meeting without good reason or due notice, then the grievance shall be dismissed and the Chair of the Adjudication Panel shall notify the Chair of the Ethics Committee in writing.

5.8 If the person against whom the grievance is expressed fails to attend the adjudication meeting without good reason or due notice, the Chair of the Adjudication Panel shall inform the Ethics Committee. A meeting of the Ethics Committee shall be convened as soon as will be possible. The meeting shall then act as a Disciplinary Committee, which shall make a formal recommendation to the EAPTI-GPTIM Board of Directors for what action shall be taken advising of the form of recommended appropriate sanctions.

 

5.9 Sanctions:

If the grievance is upheld by the Adjudication Panel then the person against whom the grievance is expressed may be required to:

5.9.1 Provide the Adjudication Panel with a written statement of acceptance to the adjudication and a written apology to the aggrieved person;

or

5.9.2 Provide the above together with a written statement indicating their undertaking of issues arising from the grievance to their own personal therapy and to inform, with full details, their clinical supervisor of the grievance and outcome;

or

5.9.3 Satisfy both 5.9.1 and 5.9.2 above and cease to practise as psychotherapist or student psychotherapist, as the case may be, for a specified period of time whilst working through the issue/s in therapy;

or

5.9.4 Have their membership within the Institute suspended with or without requirement to comply with 5.9.1 and 5.9.2 above as may be necessary;

or

5.9.5 Have their membership within the Institute terminated with or without requirement to comply with 5.9.1 and 5.9.2 above as may be necessary.

 

5.10 A member of the Adjudication Panel shall be nominated to monitor the sanctions, if any, imposed.

5.11 Should the grievance not be upheld by the Adjudication Panel then the alleged aggrieved person shall be required to write a formal statement of acceptance to the Adjudication Panel and a written apology to the person against whom the complaint would have been raised.

 

6. Appeals

6.1 Either party to the grievance may appeal against the decision of the Adjudication Panel by writing to the Chair of the Ethics Committee within twenty one (21) days of notification of the decision in the first instance of the Grievance Procedure:

6.1.2 on the grounds of possible procedural irregularity;

and/or

6.1.3 on the grounds of possible substantial new evidence arising, which should had been present at the stage of the adjudication process would have substantially influenced the decision of the Adjudication Panel;

and/or

6.1.4 on the grounds that the sanction/decision is considered as unreasonable or unjust by any one of the parties involved.

 

6.2 In the event of an Appeal the Chair of the Ethics Committee shall forward to an External Moderator of EAPTI-GPTIM all the documentation in connection with the Grievance. The External Moderator shall then review the case and shall report thereafter to the parties concerned and to the EAPTI-GPTIM Board of Directors.

6.3 The External Moderator shall report his/her conclusions and recommendations, if any, to the EAPTI-GPTIM Board of Directors.

6.4 The decision of the External Moderator shall be final.

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GPTIM COMPLAINTS AND APPEALS PROCEDURE:

EAPTI-GPTIM

Complaints and Appeals Procedure

(1) Introduction

A trainee therapist is a student in EAPTI-GPTIM at an Advanced Level.

These procedures specify the rules and processes by which compliance is managed by EAPTI-GPTIM. The Complaints Procedure is intended to provide a means of examining a complaint against a trainee.

(1.2) A complaint can be brought up while the trainee therapist is still a student at the EAPTI-GPTIM and up to six (6) months from the date of the alleged breach of the Ethics Code:

(1.2.1) by a member of the public using the services of the EAPTI-GPTIM trainee or other EAPTI-GPTIM member specifically and solely working directly under the auspices and on behalf of EAPTI-GPTIM and not in relation to their professional activity in general;

(1.2.2.) by another member of the EAPTI-GPTIM in a third party capacity.

(2) The person complained against should have been member of the EAPTI-GPTIM at the time of the alleged breach of the Code of Ethics for a complaint to be valid and the work concerned was under the auspices of the EAPTI-GPTIM and on its behalf.

(3) The EAPTI-GPTIM is not responsible for any expenses whatsoever incurred by either of the parties involved in a complaint.

(4) Wherever possible a complaint is to be processed in the country where the complainant resides. The complainant and the person complained against must each deposit at the EAPTI-GPTIM a sum of not less than one hundred percent (100%) of the total estimated costs, including:

(i) estimated travel costs;

(ii) sundry expenses of any appointed Mediator/s and/or Member/s of an appointed Panel Enquiry.

(4.1) It is the Chair of the Complaints Process that will establish the approximate costs of travel and sundry expenses prior to arranging an appointment for Mediation or for a Panel of Enquiry to be held as in (4), (4 (i)) and (4 (ii)).

(4.2) The deposit as in (4), (4 (i)) and (4 (ii)) by both parties shall be made before Stage II and Stage III of the Complaints Procedure.

(4.3) If the complaint is upheld the complainant’s one hundred per cent (100%) share of the costs involved in (4), (4 (i)) and (4 (ii)) shall be returned. In such case the person complained against shall forfeit all rights and/or claims to his or her one hundred per cent (100%) share involved in (4), (4 (i)) and (4 (ii)), which costs shall serve for payment to the Mediator/s and/or Member/s of the appointed Panel Enquiry in the form of re-imbursement to their travel and sundry expenses.

(4.4) If the complaint is not upheld the one hundred per cent (100%) share of the costs shall be returned to the person complained against. The complainant shall forfeit all rights and/or claims to his or her one hundred per cent (100%) share involved in (4), (4 (i)) and (4 (ii)), which costs shall serve for payment to the Mediator/s and/or Member/s of the appointed Panel Enquiry in the form of re-imbursement to their travel and sundry expenses.

(5) Any person that has evidence of a breach of professional practice, that is falling below the ethical and professional standards set out in the Code of Ethics or that has evidence of a breach of contract, agreement or other unethical conduct in the psychotherapeutic practice is to contact the Chair of the Ethics Committee in order to submit a formal complaint.

(5.1) Many cases of minor failures in good practice can be sorted out vis-à-vis in a meeting between client and trainee therapist.

(5.2) Those involved in the processing of complaints are expected to limit talk about the content and the process. The names of parties involved shall be given only in exceptional cases such as a sanction requiring that a Membership is being withdrawn. The purpose of these measures is to protect the rights and interests of all those concerned. In all other cases except in those exceptional cases information and related material is confidential.

Complaints

(1) The Compliance Procedure, which follows, shall become operational only on receipt of a written complaint addressed to the Chair of the Ethics Committee of the EAPTI-GPTIM. Written acknowledgement shall be sent to the complainant within two (2) weeks of receipt.

(1.2.1) The complaint in writing should include a clear statement and account of the behavior complained of with all relevant fact and sustaining evidence.

(1.2.2) Both the written complaint to the Chair of the Ethics Committee of the EAPTI-GPTIM and the written acknowledgement indicating receipt of the complaint shall be made by registered post.

(2) The EAPTI-GPTIM Chair of the Ethics Committee shall manage the compliance procedures. He or she shall ratify the outcome once the method has been concluded.

(3) The Chair of the Ethics Committee shall keep the Chair of the EAPTI-GPTIM informed of the outcome/s at the various stages of the Compliance Procedure. He or she may consult external advisors at any stage of the Compliance Procedure.

(4) Complaints concerning legal, statutory, commercial or academic Members of the EAPTI-GPTIM are not within the remits of the Ethics Committee.

(5) The EAPTI-GPTIM may seek legal advice concerning a complaint.

(6) The Chair of the Ethics Committee shall inform the trainee therapist about the complaint that would have been received.

(7) The trainee therapist complained against shall provide a written response within two (2) weeks.

(8) The whole procedure from receipt of the written complaint to the conclusion of the procedure shall take no longer than six (6) to seven (7) months provided no appeals take place.

(9) The resignation of a trainee therapist of the EAPTI-GPTIM shall not impede the process of any investigation as long as the alleged offence took place during that person’s membership at the EAPTI-GPTIM or in the remit of six (6) months after he or she resigns.

(10) Since the Complaints Procedure may be a stressful and complex process for all the parties involved, in cases that do not allege and/or involve serious professional misconduct, the Chair of the Ethics Committee shall encourage and assist in a way to be found as a resolution, which will honour both parties and their needs as fully as possible, and which is consistent with fairness.

(11) The Chair of the Ethics Committee may in some circumstances appoint one (1) or more persons to investigate the matter. The Ethics Committee shall set the terms of reference for that person or persons.

(12) Should not a resolution as in (10) be found and agreed with by all parties involved, then the Ethics Committee shall hold a meeting to investigate whether:

(i) the complaint cannot be supported;

(ii) the complaint cannot be supported but the parties involved are to be involved in the procedures of disputes and mediation;

(iii) there is sufficient evidence to support the Complaints Procedure;

(iv) the complainant and the member complained against would be informed of the decision taken. If on the positive, this shall be made in writing within one (1) week following the meeting.

Appeals

(1) The Appeals Procedure shall be used in the proceeding of any appeals in relation to the outcome of any of the Compliance Procedures. Compliance arises from proof of serious professional misconduct by a Trainee Member in relation to psychotherapeutic or training context.

(2) If either of the parties involved in a Compliance Procedure is not satisfied with the outcome and wishes to submit an application to appeal, this must normally be done in writing to the Chair of the Ethics Committee and within four (4) weeks of notification of the outcome/findings of the Compliance Procedure.

(3) The party appealing is to demonstrate “good cause” and submit information supporting the appeal.

(3.1) It is at the discretion of the Ethics Committee to decide whether adequate grounds exist for granting leave to appeal to any of the parties.

(4) Leave to appeal shall normally only be granted if:

(i) new evidence comes to light after the Compliance Procedure has ended, which if such evidence was presented earlier may have influenced the conclusions and recommendations in the findings of the Ethics Committee of the Compliance Procedure;

(ii) there has been one (1) or more significant departures from the procedures, as outlined in the documents, in dealing with the original complaint;

(iii)one (1) of the parties is able to provide good grounds for arguing that the recommended sanctions were inappropriate.

(5)Should leave to appeal be granted, then the Chair of the Ethics Committee shall convene and Appeals Panel of three (3) senior colleagues who shall have had no prior involvement in the case concerned.

(6) The Appeals Panel shall meet to consider the appeal on written evidence presented to them.

(7) The Appeals Panel shall report their conclusion and recommendation to the Ethics Committee.

(7.1) The decision of the Appeals Panel shall be conveyed in writing to the Chair of the Ethics Committee and to the Chair of the EAPTI-GPTIM within seven (7) working days.

(7.2) The Chair of the Ethics Committee shall inform the Appellant/s of the outcome of the Appeals Panel within seven (7) working days of its notification.

(7.3) Copies of a report of the conclusions and recommendations of the Appeals Panel appointed by the Ethics Committee shall be sent to both parties involved and to the EAPTI-GPTIM Chair.

(8) The Chair of the Ethics Committee shall implement the decision of the Appeals Panel, which will be final.

(9) All evidence, written documents and testimony in the course of the Appeal shall be stored in compliance with legal regulations.

Note: EAPTI-GPTIM Chair of Ethics (Postal Address):

c/o Apt 10 “Wilton Place”, Graham Str,

Sliema SLM 1712, Malta

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Code of Ethics for Supervisors

 

European Accredited Psychotherapy Training Institute – Gestalt Psychotherapy Training Institute Malta (Higher Education Institution (NCFHE))

(Licence Number: 2014-FHI-020), hereinafter referred to as EAPTI-GPTIM

Purpose

The purpose of the Code of Ethics for Supervisors is to ensure high standards of ethical practice for supervisors and to inform and protect both supervisees and their clients. Whilst this code cannot resolve all ethical and practice related issues, it intends to provide a framework for addressing these issues and to support and encourage optimum levels of good practice.

 

1.    Issues of Responsibility

The primary concern of supervision is to ensure the supervisee is addressing the needs of the client for the protection of both supervisee and the client.

Supervisors working with supervisees who are members of EAPTI-GPTIM and its specific associate organisations specified below  and who work with children and young people must be thoroughly cognisant of the EAPTI-GPTIM competencies for working with children and young people. They must ensure these are rigorously applied in the context of supervision.

Supervisors are required to conduct themselves in a manner that does not undermine the confidence of the general public in themselves, EAPTI-GPTIM and other related professional organisations with which the EAPTI-GPTIM is associated.

Supervisors must recognise the value, worth and dignity of supervisees regardless of race, gender, religious or political beliefs, sexual orientation, age or disability.

Supervisors must be cognizant of their own internal oppression such that anti-discriminatory practice should underpin the fundamental values of their practice.

Supervisors are responsible for taking action if they are aware that their supervisees practice is not in accordance with the EAPTI-GPTIM Code of Ethics.

Supervisors must ensure that their work is covered by  professional indemnity insurance.

2.    Supervision Contract

Supervisors must discuss their policy regarding giving references and any fees that may be charged for this or any other work done outside supervision times.

The terms and conditions on which supervision is offered must be made clear to the supervisee at the commencement of supervision  and any subsequent revisions must be negotiated in advance of any change.

 

3.    Boundaries

Supervisors will not exploit supervisees financially, emotionally, sexually or in any other way.

A supervisor is responsible for maintaining appropriate boundaries with supervisees. A supervisor should not also be the supervisees therapist.

Supervisors must ensure that together with the supervisee they consider their respective legal liabilities to each other, to any employing organisation or training organisation and to clients.

Supervisors working with trainees must clarify the boundaries of their responsibility and their accountability to their  supervisee and to the training organisation and any agency/placement involved.

4.    Confidentiality

Supervisors will maintain confidentiality with regard to information supplied to them about themselves and their clients.

Supervisors must ensure that all information regarding supervision is stored in a locked metal filing cabinet.

 

Supervisors will indicate clearly at the commencement of the supervision contract those situations where confidentiality may be breached, i.e., issues of client safety, ethical or legal concerns.

When a supervisor believes it is necessary to breach confidentiality they will discuss this in advance with a supervisee, whenever possible.

Supervisors who wish to undertake research involving EAPTI-GPTIM supervisees, clients referred by EAPTI-GPTIM or EAPTI-GPTIM colleagues should read carefully and adhere to the EAPTI-GPTIM Code of Ethics for Research.

 

5.    Issues of Competence

Supervisors will commit themselves to continued professional development and regularly monitor and evaluate the limits of their competence.

Supervisors are responsible for maintaining their own professional effectiveness and ability to work. They should monitor their own personal fitness for practice and be able to seek help where appropriate.

A supervisor should withdraw from their role as supervisor, for an appropriate period of time, when their personal resources are inadequate to the task.

  1. Management of Practice

Supervisors together with supervisees are responsible for ensuring that the best use is made of supervision time, in order to address the needs of clients.

 

All reasonable steps must be taken to ensure the safety of supervisees and their clients during their work together.

 

Where disagreements cannot be resolved by discussions between supervisor and supervisee, the supervisor should consult with a fellow professional and, if appropriate, recommend that the supervisee be referred to another supervisor.

 

Supervisors must discuss with supervisees the need to have arrangements in place to take care of the immediate needs of clients in the event of a sudden and unplanned ending to the therapeutic relationship. It is good practice for the supervisor to be informed about these arrangements.