Professional Boundaries

Newsletter

Editor Notes

Whoa! Please mind my boundaries.

All formal working relationships need rapport and trust to function well. This is particularly relevant to the relationship between a participant and their support worker. It is certainly important that the support worker makes sure participants feel at ease with approaching and relating to them –but it is equally important that the lines don’t become blurred. The relationship between an individual and their support worker should never come at the expense of maintaining clear professional boundaries. Successful and ethical working relationships are based on a clear understanding of what the workers’ role is –and just as importantly –what their role isn’t. Professional boundaries are limits which protect the space between a support worker’s professional power and the participant’s vulnerability. Problems for support workers can arise if these boundaries aren’t maintained. Professional boundaries are complex and often contentious subject because they relate to our personal values. They are experientially, culturally and historically influenced –and they change over time. Although we may talk about what’s ‘right’ and ‘wrong’ and that we should use ‘common sense’, it’s not always clear cut. To ensure that everyone is protected, all support staff utilising social media must have written consent to do so. If you don’t have permission -you can’t. “You took such good care of me, I decided to sell my house and move into one of your rooms. Which one is available?”

In This Issue

1 Editor Notes 2 Professional Boundaries 4 NDIS Updates 5 Support Worker Survey 6 Accessibility and Inclusion 8 Community News 9 Community Partnerships 10 Toowoomba Community Centre 11 Rockhampton Community Centre 12 Safety Matters 15 Admin Updates 16 August Events 16 What’s Happening at BigDog

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Boundaries

BigDog recognises the fundamental rights of individuals to develop and maintain relationships. Relationships take many forms and the appropriateness of these relationships will often determine successful outcomes for participants and harmonious working environments for others. BigDog team members will undertake roles that will forge relationships at a variety of levels. It must always be considered that in the above relationships that participants and their families are the most likely to be vulnerable in any exchange. Therefore, the responsibility is for BigDog to ensure that we retain the participant and their family as the focal point.

BigDog Code of Practice

Each new employee is provided with our Code of Practice and on page 7 the following undertaking is stated and agreed to: I will acknowledge the recognition of the relationship type being either: •

Paid relationship in regard to paid workers • Friendships between any individuals that are based upon an equality of input I will:

Maintain a standard of Do No Harm

Be conscious of my obligatory or contractual responsibilities

Maintain relationships with the people I support directly or indirectly and all other team members that is respectful, based on trust, acknowledges cultural differences and maintains professional boundaries

Recognise that my roles and relationships, at times will be complex and dilemmas will be encountered. That it will be necessary for all to be empowered to come forth and discuss these dilemmas Ensure that openness and honesty are the foundation to constructive relationships. It is therefore important that this is expressed as a fundamental part of the infrastructure and internal relationships of BigDog Ensure that any gift or item for sale offered by any participant is approved through BigDog Ensure that all electronic or social media contact is approved in writing by BigDog Ensure that all approved social media respects the privacy principles Ensure that all phone or text contact with any participant, family or carer is directed through BigDog and that I will not contact a participant directly without permission Seek permission to attend participant birthdays or other events outside of direct support times Report immediately any breeches of this principle to my immediate coordinator

Risks for Support Workers

An inappropriate relationship with a participant or family member has risks that include: •

Increasing/or unreasonable demands and expectations from the participant or family

High worker stress and burnout

Inability to provide professional and objective support

Difficulty setting limits and dealing with behaviour

Distress when a relationship breaks down

Grief and loss for participants when a support worker leaves