2. STATUS AND SPIRIT OF THE CODE

This Code lays down standards of professional conduct and practice expected of the Association's Members. Not every shortcoming on the part of a Member, nor noncompliance with a provision of the Code will necessarily constitute grounds for disciplinary proceedings. However, a failure to follow the guidance of the Code will be taken into account should it be necessary to examine the conduct or competence of a Member.

The fact that a course of conduct is not specifically referred to in this Code does not mean that it cannot form the basis of disciplinary proceedings. Members are expected to be guided in their professional conduct and work as much by the spirit of the Code as by its express terms.

3. DEFINITIONS

Member means any Interpreter admitted to membership of the Association, regardless of category. Student Members when undertaking experiential placement as part of their training are also subject to this Code.

Principal means any person or body from whom a Member accepts work.

Consumer means any person or body who makes use of a Members service. Work means interpreting, translation or teaching thereof, or other activities connected therewith.

1. STANDARDS OF CONDUCT

2. Confidentiality

Members shall maintain confidentiality at all times and treat any information which, may come to them in the course of their work, as privileged information, not to be communicated to any third party, without authority.

• This does not preclude disclosure when legally required to do so or when not disclosing information could render the interpreter liable to prosecution.

• This also does not preclude sharing information on a strictly confidential basis within recognised structures of professional support and training, whils t respecting client confidentiality.>

4.2 Exploitation of Knowledge

1. No Member shall derive any gain from privileged information acquired in the course of work undertaken.

2. No Member shall accept remuneration from any party in respect of work other than as contractually agreed.

3. Members shall carry out all work entrusted to them in an impartial way and shall be seen to do so. They shall also disclose any business, financial or other interest that might affect this impartiality.

No Member shall subcontract work without their Principal's prior knowledge and agreement, nor without defining the changed responsibilities if any. Members acting as a company or agency shall disclose this fact to anyone to whom they subcontract work.

4.4 Mutual Assistance

1. Members shall assist each other in every practical way, and shall conduct themselves loyally towards their fellow Members and the Association.
2. Members who receive requests to provide services which they are unable to accept without infringing the provisions of this Code (in particular section 5) or which they cannot accept due to prior commitments should endeavour to introduce the Principal to another Member who has the necessary skills.
3. Advertising

1. Members advertising their services shall ensure the information is factual and neither misleading nor discreditable to the profession.
2. Members shall not infringe any accepted advertising standards nor make claims, which they cannot substantiate.
3. STANDARDS OF WORK
4. Interpreting

1. Members shall interpret impartially between the various parties with due regard to the circumstances prevailing at the time.
2. Members shall take all reasonable steps to ensure complete and effective communication between the parties, including intervention to prevent misunderstanding and incorrect cultural inference.
3. In the event that communication becomes incomplete or ineffective, the Member should make this known to all parties concerned and, if necessary, withdraw from the assignment.
4. Competence

Subject to section 5.4, Members shall refuse work which they know to be beyond their competence, either linguistically or because of a lack of specialised knowledge, unless the work is to be subcontracted to another interpreter who has the necessary competence. In this instance, the provisions of this Code and in particular section 4.3 shall apply.

5.3 Contractual Arrangements

Members shall endeavour to accept work on terms and conditions which, as far as is practicable or agreed, are consistent with the Draft ASLI Guide to Terms and Conditions of Business and these Codes of Professional Conduct. Where Members accept work on agreed terms they shall not unilaterally vary such terms without valid reason and giving maximum possible notice to their Principal, except in exceptional circumstances.

5.4 Exceptions

Where a Principal requires a Member to carry out work in circumstances that contravene the provisions of 5.2, the Member may, exceptionally, accept the work provided that:

a)	the Member has taken appropriate steps, preferably in writing, to ensure that
	the Principal is fully aware of the risks involved,
b)	the Member has satisfied themselves that the Principal is genuinely aware of
	the risks involved,
c)	the Principal has expressly agreed to accept the risks involved, preferably in
	writing.
6.	GENERAL
6.1	Disciplinary Proceedings

Disciplinary proceedings will be conducted in line with the Association's Complaints and Appeals Procedures and Disciplinary Procedure.

6.2 Amendments to the Code

The provisions of this Code may be amended by the National Executive Committee, in line with decisions made by the Association's Members.

COMPLAINTS AND APPEALS PROCEDURES Introduction

All Licensed and Associate Members of the Association have agreed to abide by the Association's Code of Professional Conduct and Equal Opportunities Policy. If it is believed an Interpreter has broken the Code of Professional Conduct or has contravened the principles as enshrined within the Equal Opportunities Policy, a complaint can be registered with the Standards Panel.

The Standards Panel

There will be a Chair of the Panel who shall be independent and shall be responsible for the initial investigation of any complaint and, if necessary, the convening o f the Standards Panel. A Secretary will be appointed who shall be independent and take a non participatory role in the panel, but shall be responsible for the receiving and logging of all complaints and servicing the Chair and Panel.

The Standards Panel wi ll consist of three people including the Chair who will draw two members from the Association's Complaints Standing Committee appropriate to the complaint. The Standing Committee will consist of a range of professionals and experts including those drawn from the field of interpreting, consumer's groups and representatives of other professions.

The Panel will prepare and submit a report to the Association's Executive Committee every three months. This report will include a summary and statistics of all complaints received and the status of these complaints.

The Chair will be appointed by the ASLI National Executive Committee and shall be subject to the relevant Standing Orders of the Association. The Chair will approach individuals to become members of the Association's Complaints Standing Committee in line with Standing Orders.

Registering A Complaint

A complaint must be related to a breach of the Association's Code of Professional Conduct or Equal Opportunities Policy. The specific section of the Code or Policy that was allegedly contravened must be identified in the complaint.

All complaints must be submitted to the Secretary of the Standards Panel in writing or by video letter. The complaint, if possible, should be submitted within six weeks from the conclusion of the assignment.

Upon receipt of the complaint a letter of acknowledgement will be sent.

The Complaints Procedure

All complaints received by the Panel will be logged for statistical purposes. Upon receipt of a complaint, the Panel will notify the Interpreter(s) concerned and request their comments.

If necessary, further information may be sought from the assignment organisers, Principal or others concerned.

The Panel will meet to review the complaint and propose a recommended course of action to the Association.

The Panel may decide to interview the complainant(s) and/or Interpreter(s) to ascertain further information.

At interview, should they wish, the Interpreter(s) will have the right to represent themselves or nominate a legal or other representa tive and have an observer from The Association or their Trade Union present.

At interview, should they wish, the complainant(s) and/or the Interpreter(s) will be permitted to produce witnesses on their behalf.

Both the complainant(s) and the Interpreter(s) will be kept informed as to the progress and decision of the Standards Panel.

Action Permitted by the Standards Panel on Completion of the Investigation.

Action taken by the Panel will consist of one of the following; Dismissal of the complaint on the grounds that it is unfounded or unproved.

Acknowledgement of the complaint, with a recommendation that no disciplinary action be taken.

Uphold the complaint and make recommendations to the Association for Disciplinary action.

Appeals

Appeals against the decision of the Standards Panel should be submitted to the Secretary in writing and any additional supporting evidence produced. The appeal must be made within four weeks from the date of notification of the Panel's decision. The Panel will reconvene to consider the appeal and will consist of the Chair and two new members drawn from the Standing Committee. The decision of the Standards Panel is final; no further appeals will be accepted following this decision.

DISCIPLINARY PROCEDURE

The Disciplinary Procedure will be operated by a penalty points system. Depending upon the severity of the offence and the recommendations of the Standards Panel, the number of penalty points imposed by the Association will be a consequence of one of the following actions.

i) Complaint upheld; no further action required. (0 penalty points). ii) Issue a first written warning. (1-2 penalty points). iii) Issue a second written warning. (3-6 penalty points). iv) Issue a written warning and fine payable to the Association. (7-9 penalty

points). Refusal to pay the fine may result in temporary suspension of membership and, in the case of Licensed Members, withdrawal of their Licence to practise.

v) Temporary suspension of membership of the Association and, in the case of Licensed Members, withdrawal of their Licence to practice. (10-15 penalty points).

In the case of gross contravention of the ASLI Codes of Professional Practice/Equal Opportunities Policy or the accumulation of more than 30 penalty points in a 5 year period, the following action will be taken:

vi) Permanent expulsion from the Association and, in the case of Licensed Members, withdrawal of their Licence to practice.

vii) In the case of serious criminal conviction the Association may, without further redress, expel the Member from the Association temporarily or permanently and, in the case of Licensed Members, withdraw their Licence to practise.

The Association may also:

Publicise the nature of upheld complaints and the subsequent disciplinary action taken.

In the case of contravention of the Equal Opportunities Policy, file a report with the appropriate external body, (e.g. the Commission for Racial Equality CRE).

Further to these actions, the Association may also support the disciplinary action by:

Entering into an agreement with the Interpreter(s) to undertake further training. Provide professional advice and mentoring. Insist that the Interpreter(s) do not undertake solo assignments for a given period.

Further Information.

The penalty points shall remain on the Member's record for a period of not less than 5 years.

Created: January 2000 Amended: March 2000