Current through Register Vol. 48, No. 38, September 20, 2024
a) No employee
shall take a child for whom the Department is legally responsible to the
employee's residence, or in any way be involved in arranging or facilitating
the transportation of such a child to the employee's residence, unless:
1) the employee is a licensed foster parent
or unlicensed relative caregiver and the child has been placed with the
employee for foster care or adoption purposes. Placement of a child with an
employee must be approved by the administrator responsible for the region or
the private agency administrator responsible for case management and documented
in writing;
2) the person
responsible for the day to day care of the child has consented to the child's
visit to the employee's residence or has authorized the employee to transport
the child in-state, and the employee's supervisor has given prior written
approval for this activity (for purposes of transportation, the employee has a
valid driver's license, insurance as required by law, and uses appropriate
child safety restraint devices);
3)
a child age 16 or over has been placed in a transitional or independent living
arrangement, supervised by a different employee or another agency, the child is
residing in an apartment or other separate unit of the building where the
employee resides, and the employee's supervisor has given prior written
approval for this activity; or
4)
the administrator responsible for the region has approved the child staying
overnight at the employee's residence because of inclement weather or other
emergency. Verbal approval by the administrator must be confirmed in writing
the next business day.
b) If an employee believes that his or her
professional involvement with a client may be compromised for any reason, the
employee shall immediately seek direction from his or her immediate supervisor.
Reassignment of the case may resolve the conflict of interest. Examples of
professional involvement that may pose a conflict of interest include, but are
not limited to, the existence of a social friendship between the employee and
the client, hostile interaction between the employee and client, and personal
bias or animus between the client and employee.
