Ethics Guidance for Occupational Health Practice 9th Edition - Book - Page 26
2.31. Occupational health professionals also owe a general duty of reasonable care
to their employer and to any organisation or individual they support. While legal
requirements vary between jurisdictions, this duty includes practising
competently, maintaining clinical and contractual confidentiality, and working
within relevant legal and regulatory frameworks—while upholding professional
independence and ethical standards.
2.32. Occupational health professionals owe a general duty of reasonable care to
their employer and to any organisation or individual to which they are
contracted to provide a service. Those duties vary in detail in
different jurisdictions, but in general, they require the occupational health
professional to apply their skills to the best of their ability to maintain clinical
and commercial confidentiality and to abide by lawful rules set by the
employer.
Relationships with official agencies other than the employer
2.33. The general presumption is that Government and all its representatives will act
in the best interests of the public. That presumption is, alas, not always true.
Usually through ignorance rather than malice, a specific action may not be in
the best interests of an individual to whom the occupational health professional
owes a duty of care. The same general principles concerning the sharing of
information that are set out elsewhere in this document should be applied to
dealings with officialdom.
Relationships with the public/whistleblowing
2.34. Occupational health professionals will have access to a great deal of sensitive
information relating to an organisation for which they provide services. That
may include the effects of an organisation’s products, processes and practices
on the health of workers, customers, consumers and the general
public. Conflicts of interest may arise if the information provided by the
organisation is not accurate or if evidence of harm is being actively
suppressed.
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