08-04 ethics teleweb - handout - online event registration

American Industrial Hygiene Association Distance Learning Program www.aiha.org/DLProgram 2009 TeleWeb Virtual Seminar Series

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Course Level: Introductory Prerequisites: None Who Will Benefit: CIHs seeking to fulfill ABIH Ethics Requirements and individuals preparing to sit for the CIH Exam. Course Description: Ever increasing competitive pressure and the growing technical complexity within our profession conspire to blur the lines of right versus wrong and pose substantial challenge to the practitioner, dedicated to doing the right thing. The consequence of unethical behavior and decision making pose great reputational risk to the individual and to the organizations we represent. The recent array of scandal and wrongdoing in the financial sector and elsewhere has resulted in outrage and the erosion of public trust. This too raises our collective stake in fostering ethical behavior in our practitioners. Through this Teleweb the practitioner will gain an understanding of Ethical Behavior and the factors that influence it. We will zero in on the meaning of doing what is right through discourse around real dilemmas that confront industrial hygienists routinely. On the more mechanical side, we will review recent changes in the ABIH Code of Ethics and consider tools and methodologies to resolve Ethical Dilemmas. Learning Outcomes: Upon completion participants will better be able to: • Gain an appreciation of the relevance and critical nature of ethical behavior in today’s world. • Identify ethical dilemmas and why they are difficult. • Analyze scenarios to understand ethical challenges and use tools and methodologies to make

ethical choices. Presenter Information: Alan J. Leibowitz, CIH, CSP Alan Leibowitz is Director, Environment, Safety, Health and Security for ITT Corporation based in White Plains, NY. Alan is a graduate of Drexel University with a Master’s degree in Environmental Science with extensive postgraduate training at the Columbia University School of Public Health. A frequent speaker on Environmental and Safety Management and a leader in professional and industry group activities, including his current role on the Board of Directors of the American Industrial Hygiene Association (AIHA), Alan also serves as a Liaison Delegate to the World Business Council for Sustainable Development (WBCSD) focusing on supporting ITT’s co-chairing role for their water initiatives. David C. Roskelley, MSPH, CIH, CSP David Roskelley has a Masters degree in Public Health with an emphasis in Industrial Hygiene from the University of Utah/Rocky Mountain Center for Occupational and Environmental Health (RMCOEH). David is a Board Certified Safety Professional (#15774) as well as a Board Certified Industrial Hygienist (#8529). He is currently serving as treasurer of the ACGIH Foundation for Occupational Health and

American Industrial Hygiene Association Distance Learning Program www.aiha.org/DLProgram 2009 TeleWeb Virtual Seminar Series

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Safety (FOHS) as well as on the Board of Directors for the American Industrial Hygiene Association (AIHA). David is the past chair of the National AIHA Joint Industrial Hygiene Ethics Education Committee (JIHEEC). Additionally, he chaired the Joint Ethics Task Force consisting of representatives of AIHA, ACGIH, AIH, and ABIH which was responsible for overseeing the adoption of a new, comprehensive system of ethical standards for the industrial hygiene profession. Glenn J. Barbi, CIH Glenn holds a BS Degree in Biology from Wagner College. He began his career with the Royal Insurance Company as an apprentice industrial hygienist in the late 70’s. During this period he obtained a Masters Degree in Occupational Safety and Health from New York University. He joined BD in early 1982 as a Manager of Safety and Health. Over the years, Glenn held positions of increasing responsibility and had been Corporate Director of Environment and Safety since 1990. In addition to his EH&S responsibilities, Glenn was appointed the company Chief Ethics Officer in 2001. In this capacity, he managed a company wide Ethics Helpline and drove a variety of Ethics and Compliance Training programs throughout the organization. Glenn now leads BD’s Global Sustainability effort as Vice President, Global Sustainability. He is a Board Certified Industrial Hygienist in the area of Comprehensive Practice. Jeff V.Throckmorton, CIH Jeff Throckmorton, CIH, serves as the senior IH with the University of Utah EHS division. A director with ABIH, he served previously on the AIHA Board of Directors. He is a member of the Joint Industrial Hygiene Ethics Education Committee (JIHEEC) and secretary for the Local Sections Committee. Thomas C. Ouimet, MPH, MBA, CIH, CSP Tom Ouimet is a Certified Industrial Hygienist and Certified Safety Professional with over 25 years of professional experience working in private industry and academic institutions. He currently is employed by Yale University and as a private consultant. Tom’s consultancy focuses on developing occupational health and safety training that leverages the power of advanced training technologies. Tom recently served as a Councilor in the Academy of Industrial Hygiene and is currently a member of the Joint Industrial Hygiene Ethics Education Committee. Certification Information: This TeleWeb is ABIH approved for 0.5 IH certification maintenance (CM) points, and has been awarded 0.25 continuance of certification (COCs), and 0.25 continuing education units (CEUs). Partial credit will not be awarded under any circumstance. This 2.5 hour TeleWeb will satisfy all ABIH's Ethics requirements for current CIHs 5 year renewal cycle, as part of the CM points for IH rubrics in Category 4. All final exam/certificate request forms must be received by October 5 or ONE MONTH from the day the Post TeleWeb CD order was received, except for Local Sections. Materials postmarked after this time period will not be accepted or awarded CM points, CEUs, or Individual participants seeking CM points, COCs, and CEUs MUST:

• participate in the live TeleWeb or • review the CD and complete the final exam and evaluation • *submit a processing fee Post-TeleWeb ($35 per student)

Written Materials and CDs: Every site registered will receive materials prepared by the speakers, which may be duplicated for each participant. Handout materials are included on the Post TeleWeb CD as well. You must be a Site Registrant to access course handout materials post-TeleWeb at www.aiha.org/eMats.

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American Industrial Hygiene Association Distance Learning Program www.aiha.org/DLProgram 2009 TeleWeb Virtual Seminar Series Final Exam A

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American Industrial Hygiene Association Attn.: Distance Learning Assistant 2700 Prosperity Avenue, Suite 250 Fairfax, VA 22031 Fax: 703-207-3561 E-mail: [email protected]

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August 4, 2009 TeleWeb Virtual Seminar FINAL EXAM A - ANSWER SHEET INSTRUCTIONS: Submit your Final Exam Answer Sheet, payment, and complete the evaluation to receive a certificate of completion. For Multiple Choice questions please fill in the blank below with the letter corresponding to the best answer. For True/False questions, please answer T or F in the blank below.

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PPrrooffeessssiioonnaall EEtthhiiccss DDooiinngg WWhhaatt IIss RRiigghhtt iinn tthhee PPrraaccttiiccee ooff IInndduussttrriiaall HHyyggiieennee August 4, 2009 TeleWeb Virtual Seminar FINAL EXAM A

1. Multiple Choice. Choose the best answer: While conducting air monitoring for benzene with a CIH colleague, you witness her doing something that you believe is a clear violation of the ABIH Code of Ethics. Your next step should be:

a. Address the issue immediately with her, explain the problem and give her a chance to correct it. If not resolved then an Ethics Complaint form can be completed and submitted to ABIH for review. b. Ignore it since sometimes ethical issues are difficult to resolve. c. Tell the client it is their responsibility to decide what to do. d. Provide a written allegation to the person you believe violated the Code.

2. Multiple Choice. Choose the best answer:

Which of the factors below are potentially strong negative influences on professional ethical behavior? a. Poor overall economic conditions b. Being asked to provide a quick solution for an exposure situation for which you have limited expertise c. Being overloaded with work responsibilities d. All of the above

3. True/False.

When involved with a complex industrial hygiene exposure issue it is usually helpful to consult with other professional colleagues, to ensure that all aspects of the issue are understood before making a decision. If this is done there must be no conflict of interest and any client confidentially agreements must be fully protected.

4. Multiple Choice. Choose best answer:

Which of these statements is true about the ABIH Code of Ethics? a. The code primarily applies to CIHs that are professional consultants. b. The code serves as minimal ethical standards for the professional behavior of ABIH certificants and candidates c. The code provides guidance only and in not enforceable d. None of the above are true

5. Multiple Choice. Choose all that apply:

Which of these are identified as responsibilities to ABIH as contained in the Code of Ethics? a. Refrain from public behavior that is clearly in violation of professional, ethical and legal standards. b. Cooperate with ABIH concerning ethics matters only in cases where there is other criminal or civil litigation involved c. Comply with laws, regulations, policies and ethical standards governing professional practice of industrial hygiene and related activities. d. Provide accurate and truthful representation concerning all certification and recertification information.

6. Multiple Choice. Choose all that apply: ABIH certificants and candidates have an obligation to:

a. Update ABIH annually of any potential ethical violations. b. Continually seek to enhance their professional capabilities. c. Accept responsibility for their actions. d. Maintain high standards of integrity and professional conduct.

7. Multiple Choice. Choose all that apply: Which of these are practical ways to avoid conflict of interest?

a. Provide open disclosure to clients to employers of significant circumstances that could be construed as conflict of interest or impropriety. b. Have an attorney review all professional work prior to conducting it. c. Refrain from offering or accepting significant payments or gifts. d. None of the above.

8. Multiple Choice. Choose best answer: Industrial hygienists (as recorded in survey responses) identified the following reason for ethical misconduct most frequently

a. Lack of ethical training b. Lack of empathy with the work force c. Economic pressure (caused by economic implication of the result) d. Pressures not related to the job


Which of the following are true about the AIHA, AIH and ACGIH joint member ethical principles? a. They are complimentary to the ABIH enforceable code b. They help all members understand their ethical responsibilities c. They help educate members, the profession and the public d. They exist only in draft form and should only be used where legal issues arise.

10. Multiple Choice. Choose best answer: The International Code of Ethics could be considered:

a. As more “worker oriented” in its phrasing and considerations b. Another enforceable code very similar to ABIH code c. A requirement for anyone performing industrial hygiene services outside the U.S. d. An aspect of OHSAS 18001

11. Multiple Choice. Choose best answer:

The ABIH Ethics Case Procedure is: a. Arbitrary guidance on judging ethical misconduct b. Used only for CIHs practicing in general industry c. The only procedure used for ethics cases brought to the attention of the ABIH d. Used only for allegation made with the last calendar year.


Which of the following can be a type of disciplinary action applied by ABIH when a respondent has been found to have violated one or more of the provisions of the Code of Ethics?

a. Revocation of all professional memberships b. Suspension of any ABIH certification c. Terms of probation for up to 3 years can be established d. The certificant or candidate can be made ineligible for recertifcation or certification.

13. True/False.

Most ethical issues are easily identifiable.

14. Multiple Choice. Choose all that apply: Which of these could be considered ethical misconduct?

a. Plagiarism b. Holding back finds to avoid negative results c. Deliberate failure to acknowledge data limitations. d. Publishing peer reviewed research findings

15. True/False. According to ABIH records, typical sources of ethical misconduct allegation are made by homeowners, landlords, employees, employers and CIHs.

16. True/False. Breech of a confidentiality agreement is usually not construed as unethical conduct

17. True/False. Following standard good accepted business ethical principles cannot help the professional IH avoid ethical dilemmas.

18. Multiple Choice. Choose best answer: Professional ethical codes:

a. Provide a mechanism by which professions set their own standards for professional conduct b. Regulate entry into the profession c. Are codified in state law d. Are always written to be enforceable

19. True/False.

Professional ethical codes deals with those aspects of the profession that pose particular and specialized temptations to its members.

20. Multiple Choice. Choose best answer: Questionable ethical behaviors witnessed by industrial hygienists (as recorded in survey responses) were identified in all of the following areas but:

a. conflict of interest b. confidentiality of data c. data manipulation or fabrication d. discrimination

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American Industrial Hygiene Association Attn.: Distance Learning Assistant 2700 Prosperity Avenue, Suite 250 Fairfax, VA 22031 Fax: 703-207-3561 E-mail: [email protected]

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Please read PRIOR TO participating in the TeleWeb 1. How many individuals can participate at one site? There is no limit to the number of individuals who participate at a single site. 2. How can I test my computer system prior to the TeleWeb? On AIHA’s website, and on the individual TeleWeb course description, there is information regarding how you can test you computer system in advance of the TeleWeb to ensure compatibility. The information is as follows. System Requirements: In order to ensure computer system compatibility please complete the following system checks: System Requirements Host and Participant systems must meet the following minimum requirements: Network connection to• the Webinterpoint 8.0 server through HTTP and HTTPS Internet connection• speed of 128 Kbps or higher - see bandwidth considerations below Microsoft Windows• 98/2000/XP/Vista or Server2003 System Internet Explorer 6,• Netscape 7.0, Firefox 1.0 or higher browser version Mac OS X with Firefox• or Apple Safari 1.1 Linux, Unix, or• Solaris with Netscape 7.0+ or Mozilla 1.0+ Cookies and Scripting• enabled in browser Average Bandwidth Usage Videocasting -160• Kbps/participant Audiocasting-136 Kbps/participant Application Sharing-• 240 Kbps/participant (Note: Medium quality with average UI screen updates) Published Files-• jpeg/html download rate is proportional to the available bandwidth Adobe Acrobat For further technical assistance please call 1-973-671-0003. You do not need any downloadable player (Real Player, media player, etc.) to view this format. However, to obtain course materials you will need Adobe Acrobat. Download a free copy of Adobe Acrobat at: www.adobe.com/products/acrobat/readstep.html 3. How do we obtain a copy of the handouts? Individuals who register their site are sent an e-mail prior to the TeleWeb. This email contains links to all the handout materials. These materials may be duplicated for each person participating in the TeleWeb. Individuals who choose to order a CD rather than participate live are sent the CD containing the handouts. 4. Why are the handouts divided into multiple PDF files? Due to some individuals’ inability to receive large PDF files through their firewalls, handout materials are divided into smaller files that everyone can access.

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5. If I order a CD how do I obtain the handout materials? The handout materials are provided within the CD-Rom, accompanying the recorded live event. 6. How many tests can be taken/printed out? You may print as many copies of the tests and handout materials as your site needs in order for each participant to follow along. Please keep in mind that each individual seeking certification points will need to complete and return the final exam included in the materials, with the processing fee, in order to receive a certificate of completion. 7. How do I get to the evaluation? Individuals who register their site are sent the survey immediately following the TeleWeb. A URL to the evaluation is also provided within the handouts, and noted on the final exam for those who don’t immediately take the survey following the TeleWeb appearing on a slide towards the end of the presentation. Lastly, the moderator for the call provides the URL audibly when covering the administrative details towards the end of the presentation. 8. Why does the audio sound so low? This can be caused by a variety of factors including:

o Speaker voice o The number of sites connected to the TeleWeb o Quality of the phone/speakerphone at your location o Your phone line connection to the call o Your local phone carrier

AIHA and our TeleWeb vendor work together to ensure that the audio on the call is audible for all participating sites, however some factors are not within our control. Prior to the TeleWeb, all telephonic equipment is tested during a dress rehearsal and then again just prior to the start of the actual presentation to ensure quality audio. However, if your site does experience difficulties hearing the TeleWeb, please notify the call’s operator by dialing 0 on your touchtone keypad so they can determine how many sites are having difficulty and work to make the audio louder for those experiencing difficulties. From time to time, you’ll even hear the moderator break in to the presentation and tell the presenter to speak louder. You may also experience better sound quality by simply muting your phone during the TeleWeb. 9. Why can’t I get the audio over the web? TeleWebs are designed to accommodate as many individuals as possible. Therefore the technology used needs to be friendly enough for both technically savvy individuals and their organizations as well as not so technically inclined individuals and their organizations. In order to accommodate everyone, we must consider the most minimum capabilities. Therefore the audio is delivered over the phone. The primary reasons for this are:

o Many organizations do not allow for streaming video or audio to come over the Internet or through their firewall.

o Some participants choose not to utilize the Internet portion of the presentation. They prefer to follow along with the paper copy of the presentation.

10. Why can’t I see the slide presentation? Some organizations do not permit information to be broadcast through their firewall(s). Please see How can I test my computer system prior to the TeleWeb? to determine if you will be able to view the TeleWeb in advance of the presentation date, or dial 0 on your touchtone keypad if you experience difficulties during the actual TeleWeb. 11. Why does the presentation screen not fill the complete monitor screen or why does the presentation appear larger than the screen? The presentation viewing area is preset to a certain size by the online platform, which cannot be adjusted. The full presentation window should fill roughly 75% of the computer monitor screen. If the viewing area appears larger than the monitor’s screen, please check the screen settings (see the computers “control panel” display/settings). The “screen area” must be set at “1024 x 768” to view the presentation window in its entirety. If you are using an LCD projector, please check its projection settings as it may also need to be adjusted to “1024 x 768” to view the full presentation window. 12. Why do presentations not have animation? This particular vendor/format does not support animation. However, presenters are given the opportunity to “animate” their slides in a “sports commentator fashion” during the presentation (type text, highlight, circle, poll the audience, etc.) using the presentation platform. While all presenters are trained to do this, and have it available to them, few actually choose to use it. 13. Why can’t the presentation be streaming video? This format is not intended for streaming video. 14. Who is the course moderator? The course moderator is not an IH; they are only there to introduce and assist the presenter(s). Their duties include: connecting callers in to the question and answer sessions, reading questions into the call, explaining how the call will be run, as well as other technical “behind the scenes” duties. Therefore, if you have a question of a technical nature, it is suggested that you ask your question directly to the presenter over the phone. 15. Where are the presenters? Each presenter is (usually) at their place of work, their home, or AIHA headquarters. Just like the audience they are capable of participating (presenting) from anywhere they have both Internet access and a telephone. 16. Are presenters trained on the format prior to the TeleWeb? Yes, presenters are trained to use the various functions of the TeleWeb platform. They are advised of what has worked best for other presenters in the past and what has not.

Additionally, they are provided with telephone headsets that are tested for quality and audibility prior to the TeleWeb and on the day of the TeleWeb. 17. How do I ask a question of the presenter(s)? To ask a question directly, simply press “1” on your telephone’s touchtone keypad to be put into the electronic queue. When it is your turn, you will be called on by the city and first name of the registrant at your site. If you are listening by speakerphone, please use your handset to ask your question. If you are participating via the web, you may also e-mail a question to the presenter by simply clicking on the “Chat” section at the bottom right corner of your web presentation window. Type in your question and hit the send button. 18. Who controls what is being shown on the screen? Each presenter controls his or her own portion of the TeleWeb. Presenters are able to advance or move their slides backward. They also have the option of writing or drawing on the screen (think football commentator style) and ask polling questions of the audience; however, they are not required to do this. 19. Who writes the final exam? Each presenter is asked to provide a certain number of questions to be used in the final exam. 20. When does the final exam need to be returned to AIHA? Each TeleWeb has a different final exam submission deadline; normally this deadline is set two months following the TeleWeb presentation date with an exception for Local Sections. Please check the date listed on the final exam for the exact date. 21. Why am I required to complete a final exam and course evaluation if I am seeking certification points? In order to award points for participation, AIHA’s certifying bodies (ABIH, IACET, BCSP) require AIHA to have an evaluation and a final exam from each participant seeking points.

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Educating, Training, and Advancing Educating, Training, and Advancing the Careers of OEHS Professionals Worldwidethe Careers of OEHS Professionals Worldwide


The American Industrial Hygiene Association (AIHA), founded in 1939, is the world's largest association of occupational and environmental health professionals and its members play an important role on the front line of worker health and safety. The 10,460 members come from government, labor, industry, academia, and private business. AIHA is the most diverse professional association dedicated to the improvement of the health and well being of workers, the community, and the environment.

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AIHAAIHA’’ss Distance Learning Program Distance Learning Program is dedicated to providing is dedicated to providing

Continuing Education You Want, When Continuing Education You Want, When and Where You Want It!and Where You Want It!


The Distance Learning Program at the American Industrial Hygiene Association offers a variety of education opportunities that provide a solid review and foundation for key IH issues.

Distance Learning courses combine the latest technology with expert knowledge to create quality, cost-effective training. Course formats take into account different learning techniques as well as time constraints.




Formats include TeleWeb Virtual Seminars, Self-Study Courses/ Workbooks,

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Professional Ethics,Professional Ethics,Doing What Is Right in the Doing What Is Right in the

Practice of Industrial HygienePractice of Industrial Hygiene


American Board of Industrial Hygiene (ABIH) approved for 0.5 IH CM Point

International Association for Continuing Education and Training (IACET) approved for 0.25 CEU

Board of Certified Safety Professionals (BCSP) approved for 0.25COC

Accreditation InformationAccreditation Information


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TeleWeb to complete an evaluation. Simply go to:

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After you complete your evaluation click the submit button at the bottom of the page.

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EvaluationEvaluation


Final Exam & Evaluation Submission InformationFinal Exam & Evaluation Submission Information

Final Exams for the Live TeleWeb must be received by October 5, 2009. Except for AIHA Local Section Members, materials postmarked after this date will not be accepted.

Mailing Address:American Industrial Hygiene Association ATTN: Distance Learning Program2700 Prosperity Avenue Suite 250 Fairfax, VA 22031

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Students scoring 70% or higher on their final exam will receive a certificate awarding certification points.

Students scoring 69% or lower may:• Complete an alternate exam for certification points• Opt not to take the alternate exam, but receive a certificate that does not award certification points.

Students scoring 69% or lower on the alternate examwill receive a certificate of completion that does not award certification points.

Course ScoringCourse Scoring


Upon completion of this course participants should be able to:

Learning OutcomesLearning Outcomes

• Gain an appreciation of the relevance and critical nature of ethical behavior in today’s world.

• Identify ethical dilemmas and why they are difficult.

• Analyze scenarios to understand ethical challenges and use tools and methodologies to make ethical choices


TodayToday’’s Agendas Agenda

• Introduction: Professional Challenges in Ethical Behavior• Glenn J. Barbi, CIH

• Professional Ethics Codes – Why do they exist? • Thomas C. Ouimet, MPH, MBA, CIH, CSP

• A Review of Professional Codes • Jeff V. Throckmorton, CIH

• Ethics Implementation In the Workplace• Alan J. Leibowitz, CIH, CSP

• Ethical Issues We Face – Results of Member Surveys• Thomas C. Ouimet, MPH, MBA, CIH, CSP

• Case Studies in Ethical Dilemmas• David C. Roskelley, MSPH, CIH, CSP

• Q & A Session and Discussion


PresentersPresenters

Glenn J. Barbi, CIHBecton Dickinson & Company, Franklin Lakes, NJ

David C. Roskelley, MSPH, CIH, CSPR & R Environmental Inc., Sandy, UT

Alan J. Leibowitz, CIH, CSPITT Corporation, White Plains, NY

Jeff V. Throckmorton, CIHUniversity of Utah, Salt Lake City, UT

Thomas C. Ouimet, MPH, MBA, CIH, CSPOEHS2, Plantsville, CT





Introduction: Professional Challenges in Ethical Behavior

Glenn J. Barbi, CIH


Professional Challenges in Ethical Behavior

• Basic Premises: Why are Professional Ethics so Important?• We are all Business People

• We are subject to the External Climate• The vulnerability of the reputation of our Profession is

intensified given the business that we are in


AIH Town Hall Meeting Output June 2009

What are the risks and are they real?• The current economic down turn has increased pressures on

practitioners with commensurate increase in potential for ethical lapses.

• As a direct result of the above, there is an increase in the temptation to practice outside (or at least at the fringes) of one’s area of expertise.

• At times comfortable situations slowly begin to turn uncomfortable and it is hard for practitioners to recognize when a gray area turns to a problem.

• There is often a lack of good science which leads to uncertainty. There can be a tendency to make decisions and conclusions with alack of good science and good data.


There’s Gold in Them Thar Hills!

The world in 1848 was poised to rush to California. A remarkable coincidence of worldwide events and conditions set the stage: political instability and revolution, class tensions and social unrest, economic

depression and repression. Add widespread drought and famine to the mix, and suddenly there were tens of thousands of people around the

world primed to emigrate from their homelands to almost anywhere. The Old World seemed faded and chaotic, and the New World appeared bright

with limitless prospects and promise.

California offered a destination, an irresistible temptation. A golden carrot was dangled in front of the world's nose. California Gold . . . free for the taking! This Mother Lode of gold suddenly seemed a compelling

answer to the problems of those tumultuous times. The world responded, and rushed to California.

The World on the Eve


The Gold Rush Human Emotion and Behavior

• Excitement – Impulsive Action

• Envy (Jealousy) - Covet (to desire that which is another’s)

• Greed


• Does the potential for these same negative Human drivers exist?

• Let’s think of the major categories of Unethical Professional Conduct• Education, Experience, Competency and Professional

Performance• Conflict of Interest• Public health and Safety

There’s Mold in Them Thar Hills!


Let’s take Page One out of our own book

• Anticipate• Consider your past actions and those of colleagues

in light of these lessons learned

• Recognize• Observe for behaviors that could damage the

reputation of individuals or that of the Profession

• Evaluate and Control• Engage in dialogue and if necessary, enter into healthy

conflict based upon the merit of the issues, with others in the Profession

• Seek out Professional Colleagues and take Counsel


Professional Ethics Codes– Why do they exist?

Thomas C. Ouimet, MPH, MBA, CIH, CSP


Characteristics of a Profession

• Possess special knowledge (not easily mastered)• Control access to this knowledge• Initiate successor to their role• Perform an important service to society• Command respect and prestige• Exercise a large degree of autonomy


Benefits Allowed Professions By Society

• Set their own standards for professional conduct• Regulate entry into the profession• Discipline their own members• Function with fewer restraints


Society’s Expectation/Profession’s Response

Society’s Expectations Profession’s Response

Only trained, knowledgeableand competent members should be allowed to practice

Set higher standards of conductfor their members than is requiredby others

Enforce a higher discipline onitself than society does

Establish standards for Entry and policy for remaining in field

Establish certification programs

Develop & EnforceCode of Ethics


Characteristics of Professional Codes of Ethics

• Regulative – go beyond the statement of ideals• Protective of the public interest and the interests of

those served by the profession• Specific, honest and not self-serving• Must be both enforceable and enforced


References

• Business Ethics, Richard De George• How Good People Make Tough Choices: Resolving

the Dilemmas of Ethical Living, Rushworth Kidder• Moral Courage, Rushworth Kidder


A Review of Professional Codes Introduction to IH Professional Code of Ethics

andEthics Review Process for CIHs

Jeff V. Throckmorton, CIH


Introduction to Introduction to IH Professional Code of EthicsIH Professional Code of Ethics


Key PointsKey Points

• Guiding principles versus Code of Ethics• How do Professionals use a Code?• Comparison of philosophy:

• International Code of Ethics• Joint Ethics Principles

• Does it apply only to CIH’s?


Guiding Principles v. Code of EthicsGuiding Principles v. Code of Ethics

• “Stick to the CODE” as noted by Capt. Hector Barbossa in the movie “Pirates of the Caribbean”

• He then quickly noted (when he felt necessary) that the CODE was “more of a set of guidelines.”


How do Professionals use a Code?How do Professionals use a Code?

• As “The Law?” (Enforceable v. not enforceable?)

• As a “set of guidelines?”• As a means to set a baseline standard of

practice?• As a way to raise the level of practice?


Current StatusCurrent Status

• ABIH – Enforceable Code of Ethics – May 2007• Diplomates, Applicants & Examinees

• ACGIH, AIH & AIHA – Member Ethical Principles


Goals of the Member Ethical PrinciplesGoals of the Member Ethical Principles

• Complementary to the enforceable code• Educate members, the profession and public• Help all professionals understand their

ethical responsibilities• Sets expectations• Standard for the Profession

Cathy Cole, CIH, AIHA – September 2007


AIHA members have the obligation to:AIHA members have the obligation to:

• Maintain high standards of integrity and professional conduct

• Follow recognized sound scientific principles• Accept responsibility for their actions• Continually seek to enhance their professional

capabilities• Practice with fairness and honesty• Encourage others to act in a professional manner


Some details of the Member Ethical PrinciplesSome details of the Member Ethical Principles

• 3 pages and twenty three “should” statements found in two main sections and several subheadings.

• Some sections do not appear in the ABIH enforceable code. For example: • C.2. “Inform appropriate management representative

and/or governmental bodies of violations of legal and regulatory requirements when obligated or otherwise clearly appropriate.”

• C.3. “Make reasonable efforts to ensure that the results of industrial hygiene assessments are communicated to exposed populations.”


International Code of Ethics for Occupational International Code of Ethics for Occupational Health ProfessionalsHealth Professionals

• Established by the International Commission on Occupational Health, founded in 1906. 2,000 professionals in 93 countries.

• 18 pages and twenty six “shall” statements, including explanatory language in an introduction & preface.

• Not an enforcement based code• Could be considered as more “worker oriented” in its

phrasing and considerations.• Found at:

www.icohweb.org/core_docs/code_ethics_eng.pdf


““OtherOther”” Types of ConsiderationsTypes of Considerations

• “Occupational health professionals must request that a clause on ethics be incorporated in their contract of employment.”

• “…occupational health professionals must regularly and routinely, whenever possible, visit the workplaces and consult the workers and the management of the work that is performed.”


Ethics Review Process for Ethics Review Process for CIHsCIHs


Overview

• ABIH Process• Rules for the processing of possible violations

of ethical standards• Overview of the process• Types of IH Ethical Misconduct• ABIH Experience


Current Status

• ABIH – Enforceable Code of Ethics – May 2007• Diplomates, Applicants & Examinees

• ACGIH, AIH & AIHA – Member Ethical Principles


ABIH Disciplinary Procedure

• Ethics Charge Statement/Complaint Form

• Ethics Case Procedures

• www.ABIH.org



Ethics Case Procedures

• Review by Executive Director and/or 5 member Ethics Review Committee (ERC) to accept/reject

• Appeals• ERC• Board Appeals Committee – 3 Directors


Disciplinary Actions

• Ineligible for certification/recertification• Corrective actions• Private reprimand and censure• Public reprimand and censure• Probation including conditions on conduct• Suspension of certification• Revocation


“The single largest problem in ethics is the inability to recognize ethical issues”

Rushworth M. Kidder, EthicistAssociation Management – October 1999


The ABIH Experience

• Most Inquiries allege unethical conduct by IH consultants

• Source of Inquiries• Homeowners• Landlords• Employees• Employers• CIHs


Complaint Issues

• Misrepresentation of attendance at a course carrying CM points

• Evaluation of workplace/residence• *Mold• Radon• Chemicals

• Felony convictions (IH & not IH related)


Complainant's Information Sources

• Internet• Published Guidelines/best practices• Media reports/articles


Case History To Date

17 Formal Complaints– 1 Mediation– 6 Rejected– 2 Initiated by ED

• Felony cases – both sanctioned


– 4 Accepted• 1 Discontinued• 1 No Ethical Violation• 1 Legal Agreement• 1 Sanctioned

– 4 Pending


How To Avoid Ethical Pitfalls

“In the beginning…………….Before you take a new jobBefore you sign a contractBefore you agree to a course of actionCommunicate!”


Ethics Implementation In the Ethics Implementation In the WorkplaceWorkplace

Alan J. Alan J. LeibowitzLeibowitz, CIH, CSP , CIH, CSP


ObjectiveObjective

• Describe;• The elements of an effective corporate

ethics program deployment • The role and obligations of the Industrial

Hygienist in such a program.


ValuesValues

Unique ESH&S Elements


IssuesIssues

• External Environment• Corporate Culture• Management System• Industrial Hygienist Role


External EnvironmentExternal Environment

• Ethical risks unique to your industry, location or markets.• Pharmaceutical, Food, government

Contracting, Consulting, etc.

• Regulations/codes governing behavior.• Historic attention


Paper Programs Are Not EnoughPaper Programs Are Not Enough


Corporate CultureCorporate Culture

• Values• Tone at the top• Risk tolerance• Accountability• Personnel


Ripped from the HeadlinesRipped from the Headlines

• Shooting the Messenger

• Help Around the House

• Ethical “Blind Spots


Thanks for the Thanks for the ““TroublemakersTroublemakers””

• Every organization has people who always complain or “bend the rules”

• We need employees who are not afraid to speak up when something does not appear right.

• We also need to regularly revaluate our rules to ensure they make sense.

• Many significant ethical issues are raised by employees considered troublemakers by local management


Management SystemManagement System

• Structure• Measurement• Improvement process• Management of change• Communication


Issue HandlingIssue Handling


Why Have a Code of Conduct?Why Have a Code of Conduct?

• To confirm common international values• To highlight regulatory and compliance

requirements• To describe expected employee behavior• To provide guidance on challenging ethical

issues • To explain where to get help if questions arise• To give you the power to act appropriately in

difficult situations


2.) Phone Lines

• Answered 24/7 by a Live Operator in 120+ Languages

• ?66-294-???? US Toll Free

• ?03-352-???? International

• Country Hotline number

Company Company EthicsPointEthicsPoint Hotline Hotline

1.) Internet

• Web-Based Form is Submitted Directly to the Director of Ethics & Compliance Programs

• Reports are Stored in a Secure Database

• Access is Strictly Restricted

Company has Contracted with a Third-Party Vendor to Provide an Additional Confidential Avenue for Raising Ethics & Compliance-Related Concerns. Provides Both a Phone and Web-Based Hotline:


Ombudsperson Program Ombudsperson Program

• Ombudsperson role: Setting the tone to enforce the Code• First line of contact for most employees • Understanding purpose of Ethics & Compliance Program• Fully cognizant of Company Reporting procedure• Active role as member of ECRB

• Key Responsibilities: • Receives reports of violation Respond promptly to

concerns/questions about Code• Assist in ongoing training education and communication • Participates in all local Value Center/Group ethics & compliance

activities

• Fostering an environment that encourages employees to behave ethically and raise potential compliance issues



DonDon’’t Be Blinded by the Codet Be Blinded by the Code

• What a Code is:• A general guide on many of the ethical and

compliance issues Company considers important

• What a Code isn’t:• A substitute for good judgment.

• Many of the important management issues weface are not covered by policies or the code• Not everything is a Compliance issue

• Many of the important management issues weface are not covered by policies or the code• Not everything is a Compliance issue


Investigation FrequencyInvestigation Frequency

• Why?• Less misconduct?• Underreporting?• Different recordkeeping

practices?

• Some of each• Many issues are addressed at local level • Multiple points of contact

Investigation Frequency

0

5

2003 1.3 0.342004 2.48 0.782005 2.36 1.09Benchmark 4.5 1

North America Other

Benchmark is extrapolated from EOA data


0

5

2003 1.3 0.342004 2.48 0.782005 2.36 1.09Benchmark 4.5 1

North America Other


0

5

2003 1.3 0.342004 2.48 0.782005 2.36 1.09Benchmark 4.5 1

North America Other


Investigations per 1000 employees


0

5

2003 1.3 0.342004 2.48 0.782005 2.36 1.09Benchmark 4.5 1

North America Other



0

5

2003 1.3 0.342004 2.48 0.782005 2.36 1.09Benchmark 4.5 1

North America Other


0

5

2003 1.3 0.342004 2.48 0.782005 2.36 1.09Benchmark 4.5 1

North America Other


Investigations per 1000 employees


Investigations by PlantInvestigations by Plant

• Higher levels of reporting correspond to:• Greater awareness, more trust• Triggering events (mergers, restructuring etc)

• Plant C• Risks and penalties clearer• U.S. population

• Why is our frequency increasing?

• Why is Plant C highest?

Investigations by Management Company

0255075

100

2007 14 4 6 7 0 312008 21 8 19 12 0 602009 39 4 26 6 1 76

Plant A Plant B Plant C Plant D HQ Total


Actions Actions –– ExamplesExamples

Issue Action Taken*

• Coworkers engaged in dangerous “play" in the workplace. Written Warnings

• Hostile environment generated by extremely abrasivemanagement style.

Verbal Warning

• Employee collected money from other employees for a grouplunch, then changed an invoice and submitted for payment.

Termination

• Employee sent inappropriate email from his office Written Warning

• Supervisor directed employee not to use PPE Termination

• Misuse of supply account Termination

• Racial harassment allegations. Written Warning & Suspension

• Inappropriate touching and intimidation. Termination

• Theft of Company Property. False invoices and expense violations. Termination and Prosecution

* Action taken will always depend on the specific facts of the case


Ethics & Compliance Communication Ethics & Compliance Communication -- ToolsTools

• Ethics & Compliance Resource Center (Website)

• Code Corner Articles• Every issue of Extra• Published every other month online

• Posters and Wallet Cards• Ethical Moments


Industrial Hygienist Industrial Hygienist

• Leading with character• Role model

• Consistency• Integrity • Leadership• Accuracy

• Decision making


Leading With Character Leading With Character –– Ethical LeadershipEthical Leadership

Ethical Leader

Role Modeling ThroughVisible Action

Recognize and Correct

Communicating AboutEthics and Values

Ethical PersonTraits• Integrity• Honesty• Trustworthiness

Behaviors• Do the right thing• Concern for people• Personal morality

Decision Making• Hold to values• Objective/Fair• Concern for Society• Follow ethical decision rules

Company Code of Conduct & PoliciesCompany Code of Conduct & Policies

Business Success, Pride & A Good Night’s SleepBusiness Success, Pride & A Good Night’s Sleep


• Be vigilant - don’t ignore potential problems• Lead by setting a good example in your daily

activities • People determine acceptable behavior by what

they see you do, not just by what you say • Perception is reality to an observer

– When there is a potential that your actions or intent may be misunderstood provide clear direction or explanation

Role Models – What You Do Matters

For good or bad YOU are a role model


Key ResponsibilitiesKey Responsibilities

• Be a proactive Ethics & Compliance Leader• Integrate the values of the Company Code of

Conduct into your day-to-day activities • Implement the Corporate Ethics & Compliance

Programs• Know and comply with applicable laws and

regulations, policies and procedures• Instill ethical & compliant behavior in all team

activities and relationships• Hold others accountable for behavior consistent

with our values


Decision MakingDecision Making

• Am I adhering to the spirit, as well as the letter, of any applicable law or Company policy?

• Would I want my actions reported on the front page of a newspaper?

• What would my family, friends or neighbors think of my actions?

• Will there be any direct or indirect negative consequences for Company?

• Are my actions consistent with the overall values set forth in this Code and Company Corporate Policies?


ChoicesChoices

• Life and business are about choices. Making bad ethical choices can set you on a path that is hard to reverse.

• When there is a choice to be made world class organizations will always choose ethics over profit.

• You should never try to find a way to get around a an ethical constraint.


IH Professional Ethical Issues IH Professional Ethical Issues Results of Member SurveysResults of Member SurveysThomas C. Ouimet MPH MBA CIH CSP


Participant SurveyParticipant Survey……

I am about to pose fourfour questions to you and ask you to respond very quickly to each. We will compare the responses from our group today to survey respondents.

The firstfirst will ask how frequently you encounter ethic dilemmas in your practice of industrial hygiene.

The final three final three questions will inquire as to whether you have personally observed a specific behavior in an industrial hygienist.

Please identify one person to respond from your group.Please identify one person to respond from your group.


Frequency Frequency IHsIHs Face Ethical DilemmasFace Ethical Dilemmas

2%

24%

72%

2%

0 0.2 0.4 0.6 0.8

one or moretimes/month

severaltimes/year

once/year

Never

I encounter ethical dilemmas in my practiceof industrial hygiene:


Behavior Frequency & Perceived Severity of IssueBehavior Frequency & Perceived Severity of Issue

15%

0%

28%

84%

57%

89%

0

0.1

0.2

0.3

0.4

0.5

0.6

0.7

0.8

0.9

Not a Problem Neutral Definitely aProblem

% of total response

% observing behaviorPercent of Total IHs That Observed This

Behavior

26%

74%

YesNo

Performing services or accepting work in technical areas without adequate knowledge

or experience in the subject matter



28%

8%

46%

62%

26%

67%

0

0.1

0.2

0.3

0.4

0.5

0.6

0.7

Not a Problem Neutral Definitely aProblem

% of total response

% observing behavior

Being deceptive or criticizing colleagues unfairly in the solicitation of employment or clients

Percent of Total IHs That Observed This

Behavior

52%

48%

YesNo



54%

4%

31%

7%

15%

0%0

0.1

0.2

0.3

0.4

0.5

0.6

Not a Problem Neutral Definitely a Problem

% of total response

% observing behavior Percent of Total IHs That Observed This

Behavior

96%

4% YesNo

Accepting fees or other compensation from contractors or clients (kickbacks)


Ethical Issues Ethical Issues –– High FrequencyHigh Frequency

1. Performing services or accepting work in technical areas without adequate knowledge or experience in the subject matter

2. Promoting excessive monitoring, studies, surveys or services for personal/financial gain

3. Revealing facts, data, or information obtained in professional capacity (confidentially) without prior consent of the individual, client or employer

> 50% observed behavior in peers


Ethical Issues Ethical Issues –– Moderate FrequencyModerate Frequency

1. Knowing omitting significant facts from reports that keep statements from being misleading (perhaps at the request of employer or client)

2. Being deceptive or criticizing colleagues unfairly in the solicitation of employment or clients

3. Developing exposure assessment strategies which will support “predetermined” conclusions

< 40% but > 20% observed behavior in peers


Ethical Issues Ethical Issues –– Low FrequencyLow Frequency

1. Failing to disclose to affected parties known or potential conflicts of interest (such as business affiliations) or other circumstances which might influence/impair the judgment, fairness or quality of one’s performance

2. Accepting fees or other compensation from contractors or clients (kickbacks)

3. Failing to take action to control a significant health threat or to inform individuals at risk

4. Charging excessive fees for services based on the nature of the services performed

< 20% observed behavior in peers


Questionable Ethical Behaviors Witnessed by Questionable Ethical Behaviors Witnessed by IHsIHs

Plagiarism (copying whole or parts from someone else’s report) 51 23

Fabrication of data (sampling pump fails so report an estimate) 25 17

Destruction of data that contradicts desired outcome 7 -

Design of sampling strategy to favor specific result (only sample certain people)

11 17

Failure to share credit on a report or publication 27 26

Holding back or disguising data from employees, trade unions or management to avoid negative responses

19 25

Deliberately not reporting an incident (illness/injury report) 7 30

Failure to protect confidentiality (discussing client details) 37 20

Criticize the ability or integrity of another hygienist for one’s own good

23 -

Reference#1 #2Behavior


Reasons for Ethical MisconductReasons for Ethical Misconduct

Economic Pressure (implications of result) 42 52

On the job pressures (too many responsibilities) 15 56

Lack of experience - 47

Lack of training in ethics 12 35

Pressure caused by professional implications of result

- 41

Reference#1 #2

Behavior


Perceived Consequences of Perceived Consequences of Behaving Within Ethical CodeBehaving Within Ethical Code

• Negative consequence• Confrontations with clients or management will

increase (72%)• No change

• Income• Ability to secure clients or employment• Professional opportunities

Please indicate the likelihood of the following effects in your practice of IH when acting in an ethical manner.


Perceived Consequences of Behaving Within Perceived Consequences of Behaving Within Ethical CodeEthical Code

• Positive consequence

• The level of trust between IH and clients/management will increase (81%)

• The level of trust between IH and workers and the public will increase (87%)

• Job satisfaction will increase (81%)

• Professional pride and self esteem will increase (85%)

Please indicate the likelihood of the following effects in your practice of IH when acting in an

ethical manner.


Ethical Dilemmas Ethical Dilemmas –– Who is InvolvedWho is Involved

9%

9%

2%

2%

2%

76%

0 0.2 0.4 0.6 0.8

Employer

Supervisor

Clients

Competitors

Colleagues

Myself

9%

9%

2%

2%

2%

76%

0 0.2 0.4 0.6 0.8

Employer

Supervisor

Clients

Competitors

Colleagues

Myself

The ability to behave in an ethical manner is most strongly influenced by which one of the following?


Ethical Dilemmas Ethical Dilemmas –– Sources of SupportSources of Support

With whom do you (or would you) discuss the professional ethical dilemmas you face?

4%

9%

15%

87%

4%

0 0.2 0.4 0.6 0.8 1

No one

Ethicscommittee

Your employer

Colleagues

Other

4%

9%

15%

87%

4%

0 0.2 0.4 0.6 0.8 1

No one

Ethicscommittee

Your employer

Colleagues

Other


Moral Temptations VS True Ethical Dilemmas Moral Temptations VS True Ethical Dilemmas

• Moral temptations have two choices that appear very attractive but on closer examination selecting one of the choices would result in:• A violation of the law or professional code of ethics• A departure from the truth• An unfulfilled duty or responsibility

• True ethical dilemmas involve two “right” choices where the choice of one path over another causes a clash in our personal values

How Good People Make Tough Choices: Resolving the Dilemmas of Ethical Living, Rushworth Kidder


Tests for Moral TemptationsTests for Moral Temptations

• Is a law broken or ethical code violated?• Does the course of action make you feel uncomfortable?• Would you feel awkward or ashamed to read about your

actions on the front page of tomorrow’s newspaper?• Would an individual you really respect avoid behaving in

this way?• Would someone who cares deeply about you (your

mother) want you to avoid behaving this way?

How Good People Make Tough Choices: Resolving the Dilemmas of Ethical Living, Rushworth Kidder


Sources of InformationSources of Information

1. Observations of Ethical Misconduct Among Industrial Hygienists in England, Burgess G. L., Mullen, D., AIHA Journal (63) March/April 2002, pg 151-154

2. Ethical Issues for Industrial Hygienists: Survey Results and Suggestions, Goldberg, L. A., Goldberg, M. R., AIHA Journal (54)March 1993, pg 127-134

3. Survey conducted by T. C. Ouimet 1991 and reported at the 1992 AIHCE, Boston, MA


Case Studies in Ethical DilemmasCase Studies in Ethical DilemmasDavid C. David C. RoskelleyRoskelley, MSPH, CIH, CSP, MSPH, CIH, CSP


Objectives:Objectives:

• Examine several ethical dilemmas and encourage participation (easier to more challenging scenarios)


Scenarios for ConsiderationScenarios for Consideration


Scenario #1Scenario #1

You are bound by a contract to protect the confidentiality of the project for which you are hired. Because of the complexity of the IH issues, you wish to obtain input from a professional peer regarding the technical aspects of the project.


Do You:Do You:

A. Ignore your desire to obtain input from a professional peer because it could be considered an ethical breach of your clients confidentiality.

B. Discuss the project without disclosing confidential details such as the name of the company, individual names, proprietary or other.

C. Discuss in full disclosure with a professional peer who is unrelated to the project and lives thousands of miles away.

D. Consider publishing your quandaries in the next edition of the Synergist.



You witness what you feel is a clear violation of the code by one of your professional peers who is a CIH.


Do You:Do You:

A. Contact ABIH, NASA, DOT, NRC, OSHA, EPA and/or AIHA and report the incident.

B. Submit a written allegation of a breach of ethical duty or professional responsibility to the chair of the JIHEEC.

C. Call the AIHA President to personally complain.D. Explain to the peer that you feel they are

acting unethically and give them an opportunity to correct the situation before taking further action. If it remains unresolved then you could submit a written allegation of a breach of ethical duty or professional responsibility to ABIH.



You are invited by a vendor who provides a majority of your industrial hygiene laboratory services to play golf and have dinner at an “exclusive” country club.


Do You:Do You:

A. Accept the offer and ask if he wouldn’t mind throwing in a sleeve of balls and a hat.

B. Investigate your company’s policy on accepting vendor gifts and determine the best course of action with your supervisor.

C. Decide to accept the offer, but only if you can pay for your own green fees and dinner.

D. Accept the invitation but insist that the bill be paid in cash instead of a credit card to avoid leaving a “paper trail”.



As an IH at a chemical manufacturing plant, you are faced with having to perform air sampling for an intermediate chemical for which there is no standard sampling method.


Do You:Do You:

A. Search for a sampling method that is statistically significant, peer-reviewed and recognized by the profession.

B. Use a non peer-reviewed sampling method that was developed by the plant lab assistant named Vinnie.

C. Use a standard sampling method developed for another intermediate chemical produced at your plant.

D. Contact an outside industrial hygiene laboratory for advice and direction.

Source: Joint Industrial Hygiene Ethics Education Committee (JIHEEC) Presentation Files



As an IH consultant you are asked by a major insurance carrier to sample for mold in a residential setting. One of the home’s occupants is recovering from cancer and recently had a bone marrow transplant. Moderate to extensive visible mold is present throughout the home and you recommend relocating the family. The insurance carrier disagrees and asks you “to keep your mouth shut” or they will take legal action.


Do You:Do You:

A. Wonder why you chose to be a consultant and run out of the building screaming.

B. Keep your mouth shut and pretend it never happened.

C. Ignore the insurance carriers threats and immediately notify the occupants to vacate the premises.

D. Contact a close friend, attorney and/or mentor and ask for additional advice and direction.



You are drinking at a professional conference with a close IH colleague (friend). In an inebriated state he feels the need to unburden years of guilt upon you. He mentions that he completely falsified his ABIH CM worksheet back in 1998. It had slipped through the cracks without an audit. In fact, he was working in another field unrelated to IH from 1994-1999. You always wondered how he had managed to maintain his CIH status and now you knew……


Do You:Do You:

A. Keep on drinking and pray you can’t remember the conversation in the morning .

B. Contact ABIH, NASA, DOT, NRC, OSHA, EPA and/or AIHA and report the incident.

C. Run screaming from the bar and wonder why you have friends like this.

D. After sobering-up, explain to your friend that you feel what they have done is wrong and give them an opportunity to correct the situation before taking further action. If it remains unresolved then you could submit a written allegation of a breach of ethical duty or professional responsibility to ABIH.


Additional Scenarios for ConsiderationAdditional Scenarios for Consideration

• Please see attached handouts


Question and Answer Session Question and Answer Session Share your questions, issues, or concerns!Share your questions, issues, or concerns!

• To ask a question directly, simply press “ *1 ” on your telephone’s touch tone key pad to be put into the electronic queue. When it is your turn, you will be called on by the city and first name of the registrant at your site. **If you are listening by speaker phone, please use your handset to ask your question.

• If you are participating via the web you may also ask a question by simply maximizing your Chat Panel at the top right of your screen and submitting your typed question.


PresentersPresenters

Glenn J. Barbi, CIHBecton Dickinson & Company, Franklin Lakes, NJ

David C. Roskelley, MSPH, CIH, CSPR & R Environmental Inc., Sandy, UT

Alan J. Leibowitz, CIH, CSPITT Corporation, White Plains, NY

Jeff V. Throckmorton, CIHUniversity of Utah, Salt Lake City, UT

Thomas C. Ouimet, MPH, MBA, CIH, CSPOEHS2, Plantsville, CT


Closing RemarksClosing Remarks

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Accreditation InformationAccreditation Information


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American Industrial Hygiene Association JournalPublication details, including instructions for authors and subscription information:http://www.informaworld.com/smpp/title~content=t713608243

ETHICAL ISSUES FOR INDUSTRIAL HYGIENISTS: SURVEY RESULTS ANDSUGGESTIONSLaura A. Goldberg a; Michael R. Greenberg b

a Department of Urban Planning and Policy Development, Rutgers University. b Department of Urban Studiesand Community Health and Policy Division, Environmental and Occupational Health Sciences Institute,Rutgers University, Livingston Campus, Lucy Stone Hall, New Brunswick, NJ 08903..

Online Publication Date: 01 March 1993

To cite this Article Goldberg, Laura A. and Greenberg, Michael R.(1993)'ETHICAL ISSUES FOR INDUSTRIAL HYGIENISTS:SURVEY RESULTS AND SUGGESTIONS',American Industrial Hygiene Association Journal,54:3,127 — 134

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actions, which extended from merely questionable conduct toobvious wrongdoing. Respondents were asked to choose froma range of 1-4; 1 was “never observed,” 2 was “not sure if ob-served,” 3 was “observed once,” and 4 was “observed more than once.”

A broad spectrum of possible misconduct behaviors wasincluded in order to cast as wide a net as possible in develop-ing empirical data. No definitive list of unethical behavior ex-ists. Behaviors appear in this instrument because they have been labeled unethical under certain conditions by some peo-ple. Of the 24 behaviors, a consensus exists that some are ob-viously corrupt-plagiarism, data destruction, and data fabri-cation, for example. Other behaviors, such as releasing results before peer review, may be considered merely questionable bycertain readers and legitimate by others. In other words, ap-pearance of a behavior on this list does not mean that there isagreement that it is unethical.

Another principal section of the survey asked respondents to rate the importance of the possible misconduct causes on ascale of 1-9 where 1 was “not at all important,” 5 was “some-what important,” and 9 was “extremely important.”

Respondents were also asked to rate the effectiveness of15 possible solutions on a scale of 1-9. Again, 1 was “not atall effective” and 9, “extremely effective.” The approachesranged from intrusive government audits to more passive ef-forts, such as education and hotlines.

Lastly, in order to supplement the quantitative data, theauthors asked respondents for comments on such topics as what their most memorable experience with misconduct was.

The instrument was reviewed internally by public health, risk assessment, planning, law, and ethics faculty. It was thenreviewed by outside associates. Donna Capizzi, past president of the American Industrial Hygiene Association (AIHA) NewJersey Section, also examined the questionnaire.

The New Jersey Section of AIHA supplied the authors with a complete list of their 534 members, to whom the ques-tionnaire was mailed on November 27, 1991. Although the survey sample included only those individuals currently mem-bers of the AIHA New Jersey Section, some actually resided in other states. Consequently, 77 surveys were mailed to ad-dresses in New York, Pennsylvania, Delaware, Maryland, Massachusetts, California, Connecticut, the District of Co-lumbia, Florida, Michigan, and Virginia.

Approximately two months were allowed, until January 22, for returns to be collected; 148 (27.3%) replies were re-ceived. Two surveys could not be used: one was incomplete,the other was returned too late. Three other individuals re-sponded with comments but declined to answer the question-naire; one of these respondents objected to the survey. A totalof 143 (26.3%) usable responses constituted the database. This rate was on the high end of response rates for surveys and was better than expected, given the sensitivity ofthe

The results were analyzed by ranking frequencies of re-sponses. In examining behaviors, the authors tabulated the number of individuals who had observed each wrong-doingonce or more (3 or 4 on a 1-4 scale). Similarly, the authors measured the frequency with which each cause was reported to

be extremely important (7-9 out of a 1-9 scale) and each pre-ventive approach was reported extremely effective (7-9 out ofa 1-9 scale). Then these results were ranked in tables for com-parison. In addition to quantitative results, many respondentsadded comments about their experiences or concerns aboutunethical behavior in industrial hygiene.

In addition to the absence of a definitive list of unethicalbehaviors, noted above, there are five limitations to the sur-vey. First, the responses may not be representative of industri-al hygienists throughout the United States, since the survey focused on the membership of the New Jersey Section.

Second, it is possible that some of the questions are moreappropriate for industrial hygienists who are academics thanindustrial hygienists working in other settings. Indeed, 6 ofthe 24 behaviors are more relevant to academics: (1) failure toshare credit on another’s proposal; (2) borrowing from anoth-er’s proposal; (3) release of results before peer review; (4)failure to share sources of support; ( 5 ) deliberately voting against a competitive proposal; and (6) deliberately delaying peer review. Questions that are not relevant to respondentsmay lower the response rate but should not bias the responsesto the more relevant questions.

Third, several colleagues questioned the representative-ness of the responses. They felt that only people with “tales totell” would respond. In other words, respondents would be bi-ased towards those who have observed and feel strongly about unethical behavior. Yet it can be argued that respondents who committed or know of unethical acts would not respond evento an anonymous questionnaire and that defenders of sciencewould want to respond that they had not observed unethical behavior. In reality, there is no way of knowing from one sur-vey if these data are biased to identify or to overlook unethicalconduct,

Further, because this survey is one of the first of its kind, there is little standard by which its results for industrial hy-gienists can be compared. Are they more vulnerable to ethi-cal misconduct than other risk scientists, or more generally, than other professionals? Are they less vulnerable? Industri-al hygienists were asked whether they believed those in their group were more or less likely to commit unethical acts thanother professionals. However, this does not provide the in-sight of other scientists into their own disciplines. As men-tioned above, two other groups were also surveyed, environ-mental-resource economists and risk assessors. The resultsof these surveys are as yet unpublished; a comparison ofthese fields in greater depth will be made when the results toall three surveys are complete. Until then, it is not possible tosay that some problems are so prevalent among industrial hy-gienists, in comparison to other groups, that special attention is needed.

Lastly, respondents were asked to report only actions theyhad personally witnessed. However, false reporting is a po-tential problem with this survey, as it is with every survey. It ispossible that some respondents could be swayed by theirstrong feelings on these issues-for example, they may haveindicated that they had witnessed plagiarism because theybelieve that it exists, not because they had personal knowl-edge.

AM. IND. HYG. ASSOC. J. (54)/March 1993128


TABLE Questionable Ethical Behaviors Witnessed by Respondents*

BehaviorPercent who

observed once or more

Deliberate overstatement of positive and understatement of negative results 35.7Refraining from reporting an incident 29.5Failure to share credit on a publication 26.1Deliberate failure to acknowledge data limitations 25.7Holding back of findings to avoid negative results 25.4Plagiarism 23.1

21Deliberate failure to control data quality 20.9

20.2Release of results of study before peer review 18.8Refusal to share data to avoid competition 18.7Design of research to favor a specific result 17.5Fabricationof data 17.3 Release of so much data that key results are hidden 16.5Destruction of data that contradicts thesis 15.2Failure to adequately protect confidentiality of human subjects 13.0

10.9Knowingly be in conflict-of-interest situations 10.8Deliberate failure to disclose sources of support 8.7Change of definitions after the fact 6.5Inadequately inform human subjects about an invasive procedure 6.5Deliberately voting against a competitive proposal 5.1Deliberately delaying peer reveiw of another’s paper or proposal 5.1Failure to share credit on a patent 2.4*Based on responses from 143 New Jersey Section members.

Borrowing from another’s proposal

Failure to protect confidential data

Avoiding work on subjects that might threaten supporters

RESULTSBehavior

Among respondents, overstatement of positive and under-statement of negative results was ranked the most frequent form of misconduct, observed by more than one-third of re-spondents. Failure to share credit on a patent was the least ob-served (2.4%). Table I shows that five behaviors were wit-nessed by more than one quarter of respondents; in order from highest to lowest, they were overstatement of positive and un-derstatement of negative results; refraining from reporting anincident; failure to share credit on a publication; deliberate failure to acknowledge data limitations; and holding back findings to avoid negative results.

Less than 10 witnessed the following behaviors (in orderfrom highest to lowest): failure to disclose sources of support,changing definitions after the fact, failure to inform subjects of a procedure’s invasiveness, voting against a competingproposal, delaying another’s peer review, and failure to sharepatent credit. Although individuals may differently character-ize a particular behavior’s degree of impropriety, the highestranking misconducts seemed relatively mundane: overstate-ment of results (35.7%) and refraining from reporting an inci-dent (29.5%) ranked one and two, respectively.

Some overtly unethical behaviors ranked fairly high, how-ever. For example, withholding findings with negative im-pacts 25.4%) and plagiarism 23.1%) were observedby more than 20%.

Other blatant behaviors had lower rankings. Data fabrication ranked #13 (17.3%) and data de-struction ranked (15.2%).Also ranking low were somequestionable behaviors, such asdelaying another’s peer review,and changing definitions afterthe fact.

Cause

The top two causes of ethi-cal dilemma, according to the respondents, were on-the-jobpressure and pressure caused byeconomic implications; bothwere cited as extremely impor-tant by over 50%of respondents.Lack of experience (46.7%) was ranked third (Table 11).

Responding industrial hy-gienists ranked poor implemen-tation of design lack ofcommunication skills (33.1%),and pressure not related to their job (15.2%) as the three lowest factors of extreme importance.

In addition to the quantitativeresults, the written comments of a

number of respondents focused on three other causes: compe-tition with “fly-by-night” testing companies, conflicts of in-terest, and the general ethical shortcomings of individuals

society beyond the boundaries of science.The first cause, competition with unqualified or unethi-

cal competitors, could be considered a more specific subcate-gory of pressure because of economic implications. It is

TABLE Causes of Ethical Dilemmas

Cause

Percent who responded “extremely

important” (7-9)

On the job pressure (too many responsibilities)

Pressure caused by economic implications of result

Lack of experiencePressure caused by professional

implicationsof resultPoor design of studyFriendship in regard to

“whistle blowing” Competition with peers Lack of training in ethicsPoor implementation of designLack of communication skills Pressures not related to iob

56.2

52.646.7

41.140.1

40.039.235.634.933.115.2

AM. INO. J. 1993

129


TABLE 111. Utility of Preventive Measures

Percent who respondedPractice “extremely effective” (7-9)

Discuss ethical context of scientific issues in existing classes Develop codes of ethics for all types of risk scientists Offer short courses at professional meetings Require risk-science students to take ethics classes

Offer an ethical hotline that can be called for advice through

Offer short courses at a local university Offer short courses at nonprofit organizations Offer short courses through a resource other than a nonprofit

organization, professional organization or local university Develop videotapes that can explain ethics for risk scientistsPass government regulations requiring auditing of dataPass government regulations requiring auditing of facilitiesOffer an ethical hotline that can be called for advice through

a nonprofit organization Offer an ethical hotline that can be called for advice through

a local university Offer an ethical hotline through a resource other than a nonprofit

organization, professional organization, or local university

emphasizing roleplaying

a professional organization

58.949.649.3

37.2

27.8

27.222.218.818.1

16.8

16.8

16.6Pass government regulations requiring auditing of research design 16.6

parents are not good role mod-els, children will usually lackethics. Also peer pressure andnational role models have agreat influence.” Said a fourth, “We can’t ask (or any pro-fessional) to be more ethicalthan the rest of society.”

PreventionRespondents held four pre-

vention practices to be most useful; three of those solutions focused on ethics education. Indescending order they werediscussing ethical context ofscientific issues in existing classes; developing codes ofethics for all types of risk sci-entists; offering short coursesat professional meetings; andrequiring industrial hygienestudents to take ethics classes emphasizing role playing(Table 111). This is despite the

noted here because it was the subject of many comments. One respondent described personal experience. “I worked with anenvironmental consulting which was very meticu-lous and did everything very deliberately, thoughtfully, and bythe books. We had to get out of the asbestos business because our competitors had no respect for proper protocols or stan-dards, and we were outpriced Wrote another indi-vidual, “Having to compete with these impostors has causedsevere limitations in our ability to make a living, and thus in-creases potential for unethical behavior.”

Despite the fact that knowingly entering a conflict of in-terest situation was a behavior witnessed by only 10.8%of re-spondents, many writers noted it is structurally inherent to the industrial hygienist’s job and is a cause of ethical misconduct. Commented one respondent, “Specific client needs may over-shadow the health of employees. [There may be] pressure from [the] client to exclude certain recommendations or to withhold information.” Another wrote, “One often feels oneis bought by the entity that pays for our service.” Other re-spondents noted that this contradictory relationship at times led to accusations of malfeasance, even where none existed.

Some respondents wrote that they believed general ethi-cal shortcomings of the individual and society were also a cause of misconduct in the workplace. Said one person “Ihave no reason to believe they are any different in IH than in other areas. As Mark Twain said-‘Just to know that a person is a human being is bad enough.”’ “Professional ethics repre-sent only the professional side of individuals. With the ex-ception of an individual or special case, lack of professionalethics is just one facet of an unethical person,” wrote a re-spondent. Yet another industrial hygienist said, “Ethics is a learned practice of life starting from the day you are born. If

low ranking by industrial hy-gienists of poor ethics training as a cause. Government regu-lation of research design was rated lowest. In fact, the mostunpopular preventive methods among the industrial hygien-ists were any type of government regulation and ethicallines. The exception to this was an ethical hotline offered bya professional organization, which was ranked fifth by re-spondents (31.8%). This tendency to favor a professional or-ganization for the hotline may be associated with the practi-cal, business related nature of industrial hygienists’ research.

The written comments of the respondents frequently indi-cated another preventive approach-required licensing orcertification of industrial hygienists. Some wrote that this should be done by a professional organization; some wantedgovernment to take this role; many did not indicate whichwould be more appropriate. A number of respondents related their desire for licensing to the existence of fly-by-night oper-ations (see “Causes” section above).

Respondents’ comments were at times pessimistic aboutthe possibility of developing preventive approaches. Some commented that if wrongdoing were the product of characterflaws or poor social little could be done to prevent itafter people reached a certain age. Said one person, “I believe‘ethics’ or moral values are learned early in life, not as adults.If individuals who become industrial hygienists do not havethe proper moral grounding from childhood, ‘hotlines’ and short courses can do very little.”

DISCUSSION

Industrial hygienists do witness ethical misconduct amongtheir colleagues, according to the results of this survey. Al-though the nature and magnitude of that wrongdoing may

AM. IND. HYG. ASSOC.J. (54) /March 1993130


vary, these results show that in some cases it is serious: morethan one in five survey respondents witnessed plagiarism bytheir peers, for instance. Most respondents felt that this wasthe result of job, economic, or professional pressures, as wellas lack of experience.

Ethical misconduct is an increasingly inflammatory issuefor risk and health scientists. However, concern for amoral be-havior in health and related sciences should not be dismissed as merely a “pop” issue or another “externally imposed

It is not a new issue; concern has been rising for the past two decades, according to some Nonethe-less, recent furor over well-publicized cases of scientificfraud gives risk scientists an opportunity to reinspect theirability to control the quality of the work of themselves and their peers.

This opportunity should not be squandered. First, ethical misconduct calls into question the self-regulation-accordingto moral and technical norms-that lies at the root of the sci-entist’s search for impartial Second, partially because of science’s objective tradition as well its mystique to laymen,scientists enjoy a position of special trust with the general public and the Ethical misconduct threatens this rela-tionship. Last, increasing public accountability of science de-mands that these professionals investigate their vulnerability to ethical dilemmas. Says Francis, “Congress has also been concerned over scientific misconduct with respect toment-funded research and the ability of the scientific commu-nity to adequately police itself. . . . The contract between science and the State is being redefined and renegotiated be-cause of the public demand for scientific Or,as put more simply by a recent article in Science, “Can sciencesatisfy legislators such as [Representative] John that it is capable of regulating its own

For these reasons, it is important to forward research ofethical misconduct. Three steps should be taken. First, more data should be collected from a variety of risk-science orga-nizations. Comparisons of these survey results should bemade. It can then be determined if variations in reporting ofimpropriety vary with discipline, employer (company, univer-sity, government), and academic credentials. At that time, it will also be known if industrial hygiene needs specialized at-tention in regard to certain ethical dilemmas.

Second, there is a need for further investigation of causesand preventive approaches that were not included in the in-strument but which respondents repeatedly noted. These causes included conflicts of interest, competition with unreg-ulated and unscrupulous competitors, and general lack of in-dividual or societal ethics. The popularity of certification as apreventive approach should be examined.

Finally, personal interviews and focus groups would adddepth to these findings. After the present series of surveys iscompleted, the authors’ goal is to develop, test, and help im-plement prevention methods that the survey respondents be-lieve will be effective.

In the mean time, two factors-the scientific tradition ofself-regulation and the disaffection for government interven-tion displayed by survey respondents-suggests that industri-al hygienists should take steps now to detect and prevent

unethical behavior. According to the results of the preventiveapproach section, it appears that industrial hygienists would prefer management of misconduct from their professional or-ganizations and their teaching institutions.

The authors make the following recommendations. First, the industrial hygiene profession should consider intensifying its efforts to address these ethical dilemmas. The existing, rela-tively limited professional ethics code should be re-examinedwith the goal of providing more detail. One respondent recom-mended that the code be more widely distributed.

Small focus-group discussions, perhaps at national and regional meetings, also can be a useful way of identifyingethical dilemmas, solutions, and roles for the individual andthe AIHA. Next, the profession should consider providing a

or establishing a list of prominent members, who could be available for advice on ethical dilemmas. They canalso take other measures, such as offering seminars at annualmeetings to discuss ethical dilemmas, accumulating informa-tion about cases of ethical misconduct, and reporting this tomembers at meetings. Institutions that train industrial hygien-ists should incorporate ethics into existing classes, offer newethics classes, and give short courses on ethical dilemmas foralumni and professionals. Finally, the possibility of requiredgovernment or board certification of industrial hygienists should be explored. Such certification should make industrial hygienists subject to the code of ethics.

ACKNOWLEDGEMENT

The authors would like to thank Donna Capizzi, past presi-dent of the New Jersey Section of the American Industrial Hy-giene Association, for her cooperation. The authors would like to thank the editor and an anonymous reviewer for their helpful comments. They would also like to thank the Environ-mental and Occupational Health Science Institute for their encouragement and support of this research.

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REFERENCES

Institute of Medicine, Committee on the Responsible Con-duct of Research: The Responsible Conduct of Research in theHealth Sciences. Washington, D.C.: National Academy of Sci-ence Press, 1989.Greenberg,M.R., H. Spiro and R. Ethical Oxymo-ra for Risk Assessment Practitioners. Accountability in

Drane, J. W.: Imputing Nonresponse to Question-naires.Am. (1991).Greenberg, M.R.: Commentary: Confronting Scientists’ Nor-mal Ethical Dilemmas. Scientist. (1991).Feinstein, A.R.: Fraud, Distortion, Delusion, and Consensus:The Problems of Human and Natural Deception in Epidemiolog-ic Science.Am. (1988).Fayerweather, W.E., J. Higginson, and T.L. Beauchamp: In-dustrial Epidemiology Conference on Ethics in Epidemi-ology. New York: Pergamon Press, 1991.Francis, J.R.: The Credibility and Legitimation of Science.Ac-countability in (1989).Nelkin, D.: Selling Science: How the Press Covers Science andTechnology. New York: W.M. Freeman, 1987.Hamilton, News Commentary: Can OSI Withstand aScientific Backlash? Science. 253:1084(1991).

(1991).

AM IND HYG ASSOC J (54) /March 1993

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AIHA JournalPublication details, including instructions for authors and subscription information:http://www.informaworld.com/smpp/title~content=t713608957

Observations of Ethical Misconduct Among Industrial Hygienists in EnglandGary L. Burgess a; David Mullen a

a Centre for Occupational and Environmental Health, University of Manchester, Humanities Building, OxfordRoad, Manchester, UK M13 9PL.

Online Publication Date: 01 March 2002

To cite this Article Burgess, Gary L. and Mullen, David(2002)'Observations of Ethical Misconduct Among Industrial Hygienists inEngland',AIHA Journal,63:2,151 — 155

To link to this Article: DOI: 10.1080/15428110208984698

URL: http://dx.doi.org/10.1080/15428110208984698

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This article may be used for research, teaching and private study purposes. Any substantial orsystematic reproduction, re-distribution, re-selling, loan or sub-licensing, systematic supply ordistribution in any form to anyone is expressly forbidden.

The publisher does not give any warranty express or implied or make any representation that the contentswill be complete or accurate or up to date. The accuracy of any instructions, formulae and drug dosesshould be independently verified with primary sources. The publisher shall not be liable for any loss,actions, claims, proceedings, demand or costs or damages whatsoever or howsoever caused arising directlyor indirectly in connection with or arising out of the use of this material.

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Copyright 2002, American Industrial Hygiene Association

AIHA Journal 63:151–155 (2002) Ms. #308

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AIHA Journal (63) March/April 2002 151

AUTHORSGary L. Burgess*David Mullen

Centre for Occupational andEnvironmental Health,University of Manchester,Humanities Building, OxfordRoad, Manchester, UK M139PL

Observations of EthicalMisconduct Among IndustrialHygienists in England

Industrial hygienists are uniquely situated to help solve problems in the working environment,

and failure to behave ethically might have serious and possibly fatal consequences. A survey

was conducted to estimate the prevalence and nature of ethical misconduct within the UK

occupational hygiene profession during the past 5 years. A postal questionnaire was sent to 50

professional industrial/occupational hygienists. Of the 43 respondents, 33 (77%) had witnessed

activities of potential ethical misconduct in at least one of nine questionnaire categories.

Additionally, greater than 20% of the hygienists had witnessed at least one incident of data

fabrication, failure to share credit on work, failure to protect confidentiality, criticizing the

integrity of another hygienist for one’s own gain, and plagiarism. The investigation also asked

hygienists for their opinions on the reasons for breaches as well as potential methods of

improvement.

Keywords: ethical codes, ethics, occupational hygiene, professional misconduct

*Author to whomcorrespondence should beaddressed.

The concept of professional ethics has longreceived a high level of awareness withinthe medical and legal professions by bothpractitioners and their clients. Compared

with related health professions, for example,medicine and nursing, industrial hygiene as aprofession is much less clearly defined or legallyrecognized. However, there is growing evidencethat hygiene associations are increasingly con-scious of the legal and professional implicationsof their members’ actions and have developedethical standards as well as procedures for theirmaintenance and enforcement.

A brief review of the literature related to eth-ics in medicine reveals significant activity cover-ing many decades. In addition to the more classicconcerns, such as plagiarism, medical confiden-tiality, and so forth, Singer(1) recently reviewedcurrent ethical activity in medicine and catego-rized it into general areas, including:n end of life care (avoiding prolonged suffering)n medical error (reporting it when it occurs)n setting priorities (choices when limited re-sources are available)n biotechnology (areas of research that shouldnot be undertaken)

Although ethical issues in medicine affect theindividual practitioner (prescribing what should

and should not be done), it is clear that medicaldilemmas have become widely publicized bioeth-ical questions that require guidance from outsidethe profession. Ethical committees are widelyused now in medicine, with the inclusion ofmembers of the public to contribute to politicaldebate.

Since the 1980s additional professions, in-cluding those practicing the occupational healthsciences, have undertaken to prescribe profes-sional codes of practice. Most occupationalhealth and safety societies have developed inter-nal codes of conduct to guide their membersand/or specify activities considered as ethicalmisconduct. In some cases these might be ac-companied by detailed systems for investigationand subsequent discipline. For occupational phy-sicians in the United States and Canada, theAmerican Occupational Medical Associationpublished a code of conduct for physicians pro-viding occupational medical services in 1976.(2)

Within the following 10 years most other pro-fessional societies operating in the occupationalhealth and safety field, particularly in the UnitedStates, had produced comprehensive ethicalguidelines or were in the process of doing so.

It has been claimed that ethical standardshave declined in recent years due to changes in


152 AIHA Journal (63) March/April 2002

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TABLE I. Dates of Code of Ethics Publication by OccupationalHygiene Organizations

Organization

Code ofEthics

Published

American Association of Occupational Health Nurses 1991International Commission on Occupational Health 1992International Occupational Hygiene Association 1993American College of Occupational and Environmental

Medicine1994

American Academy of Industrial Hygiene 1994American Industrial Hygiene Association 1994American Board of Industrial Hygiene 1994American Conference of Governmental Industrial

Hygienists1994

Australian Institute of Occupational Hygienists 1996British Institute of Occupational Hygienists 1999

the economic climate.(3) Although instances of confirmed improp-er behavior within the occupational health community are uncom-mon, a few notable allegations have been raised. For example, theInternational Commission on Occupational Health (ICOH) re-cently was accused of allowing committees to produce policy rec-ommendations based on nonobjective scientific information. Twoeditorials (4,5) discuss how an ICOH document developed for pub-lication by the International Labor Office (ILO) was discreditedand rejected because the ICOH Scientific Committee on Fiberswas dominated by asbestos industry-affiliated members. Specificallegations claim that because the scientists had ties with the as-bestos industry, they made biased interpretations of asbestos re-search.(5) Whether or not this is true, a number of major occu-pational health societies have recently written new codes orsubstantially revised existing ethical codes and enforcement pro-cedures. Some of the organizations updating or publishing newcodes in the past decade include those listed in Table I.

Although most ethical codes are accompanied by systems ofinvestigation and discipline, in practice, few claims of misconductare ever lodged within the industrial hygiene profession. It is notknown to what extent this inactivity of disciplinary action can beconsidered an accurate reflection of the ethical behavior within aprofession.

Surveys to establish ethical conduct in the field of industrialhygiene are seldom performed. In the United States at least twosurveys have been carried out. They include a scenario-based sur-vey conducted informally at the 1992 American Industrial Hy-giene Conference and Exposition in Boston and a questionnairesurvey sent to American Industrial Hygiene Association (AIHA)members in New Jersey.(6) In the United Kingdom no survey ofoccupational hygiene ethical conduct has been undertaken previ-ously. This investigation aims to estimate the prevalence of poten-tial ethical misconduct within a population of UK occupationalhygienists, and to gauge opinions on the reasons for breaches aswell as potential methods of improvement.

METHODS

Apostal questionnaire was sent to 50 Members and Fellows ofthe British Institute of Occupational Hygienists (BIOH). A

copy of the questionnaire is provided at the end of this article. Indesigning the questionnaire, nine activities that could be judgedas professional misconduct were chosen primarily from (pre-1996)

ethical codes maintained by AIHA, the American Board of In-dustrial Hygiene, the Institute of Occupational Hygienists (whichbecame BIOH in 1997), and a previous ethics survey of hygienistsby Goldberg and Greenberg in 1993. The questionnaire askedhygienists whether they had witnessed any of these activitiesamong other hygiene professionals in the past 5 years, includingnon-BIOH hygienists. Members and Fellows of the BIOH werechosen because this group includes some of the more senior pro-fessional hygienists in the United Kingdom and they are requiredto adhere to specific ethical canons outlined in their bylaws. Al-though 50 participants represent approximately 23% of all BIOHMembers and Fellows, the selection was not made randomly. Be-cause of concerns over data protection, participants were chosenfrom occupational hygienists who had worked professionally withthe authors and/or the University of Manchester.

The survey was primarily interested in conduct occurring in therecent past. Therefore, a limit of 5 years was chosen, which alsoserves to minimize inaccuracies due to memory loss and bias fromvariations in work duration. All participants in this study will havehad at least 5 years of work experience, as that is a prerequisitefor obtaining the Member or Fellow grade.

RESULTS

Of the 50 questionnaires posted, a total of 43 was returned,resulting in a response rate of 86%. Most of the hygienists

were employed in industry (44%), government (23%), and con-sultancy (19%).

Observations of Potential Misconduct

Ten of the respondents (23%) stated they had not observed anyof the activities indicated on the questionnaire. Table II shows thatby far the largest source of observed potential misconduct wasplagiarism, with 22 of the 43 respondents (51%) witnessing oneform or another in a fellow hygienist. In addition to plagiarism,more than 20% of the hygienists had observed behavior in fouradditional areas of potential misconduct, including fabrication ofdata, failure to share credit on work, failure to protect confiden-tiality, and criticizing the integrity of another hygienist.

Reasons for Ethical Misconduct

Respondents were asked to provide their opinion of the most im-portant cause of unethical behavior (Table III). Of the 33 hy-gienists witnessing potential misconduct, almost half (42%) citedeconomic pressure as the most important cause. Lack of empathywith the work force was not cited by any of the respondents asbeing a cause of ethical breaches.

Future Prevention of Misconduct

Hygienists were asked their opinion on the likely effectiveness ofsix various approaches to preventing unethical behavior. Althoughresponses were mixed, it can be seen from Table IV that at least50% of the hygienists felt all six of the approaches could be ‘‘some-what’’ or ‘‘extremely’’ effective. Of the approaches thought mostlikely to improve ethical behavior, 95% of the hygienists felt thatan ethics campaign by the professional society would be ‘‘some-what’’ or ‘‘extremely’’ effective and 91% felt the same about amore active enforcement of their existing code by the professionalsociety. Least popular was legislative intervention, with 49% ofhygienists reporting that this would not be effective.



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TABLE II. Observation of Misconduct Among Hygienists

Behavior

HygienistsWitnessingBehavior %

Plagiarism (i.e., copying whole or large parts of another’s reports or text) 22 51Failure to protect confidential data 16 37Failure to share credit on a report/publication 12 27Fabrication of data 11 25Criticize the ability or integrity of another hygienist for own gain 10 23Holding back or disguising data 8 19Design of sampling strategy to favor a specific outcome 5 11Destruction of data that contradicts desired outcome 3 7Deliberately not reporting an incident 2 7

Note: N 5 43.

TABLE III. Reasons for Ethical MisconductReason N %

Economic pressureLack of training in ethicsLack of empathy with work forceOther on-the-job pressuresOther (not stated)

144058

42.412.10

15.224.2

Total 33 100

TABLE IV. Effectiveness of Various Approaches to Prevent UnethicalBehavior (Positive Responses)

Not at AllEffective

N (%)

Somewhat orExtremelyEffective

N (%)

Require hygienists to take ethics courses 15 (35) 28 (65)Develop video tapes that explain ethics for

hygienists18 (42) 25 (58)

Develop generic ethical codes for healthprofessionals

10 (23) 33 (77)

Produce legislation making ethicalmisconduct illegal

21 (49) 22 (51)

Campaign to promote ethics amonghygienists

2 (5) 41 (95)

Societies to actively enforce existing ethicalcodes

4 (9) 39 (91)

Note: N 5 43.

Ethical Conflicts

The hygienists were asked if they had left employment or experi-enced other significant problems resulting from ethical conflicts.Two respondents claimed to have changed jobs as a result of eth-ical dilemmas. However, one of these included a consultant whoturned down a client/job. The other hygienist claimed to havebeen missed out for promotion and ultimately left the employerbecause of ethical concerns.

DISCUSSION

The survey was unique to this group of professionals in the Unit-ed Kingdom, and it must be emphasized that this was a rela-

tively small survey to estimate whether ethical misconduct occursat all. It is also important to note that the conclusions from thissurvey do not apply specifically to the ethical behavior of BIOHmembers, because respondents were asked if they had observedthe behavior in any occupational hygienist, including hygienistswithout professional qualifications.

From the results it appears a degree of ethical misconduct maybe present, although the survey does not attempt to confirm spe-cific incidents. The potential danger posed by unethical behaviorwill always be subjective, and this investigation did not attempt tojudge whether the activities witnessed by these hygienists weresevere enough to warrant a label of professional misconduct. Withfurther investigation it might be concluded that much of the ob-served behavior was not serious enough to require disciplinaryaction, and in some cases the acts might be considered acceptableor even commonplace. This would confirm, however, that word-ing commonly used in ethical codes needs refinement, interpre-tation, or clarification—an activity undertaken recently by a num-ber of professional societies. Clearly, the hygienists involved in thisstudy did not perceive their own profession as any less ethical thanother health professions.

The survey enjoyed an 86% response rate, which equates to

approximately 23% of all Fellows and Members of the BIOH.However, the extent to which the outcome is representative of allFellows and Members cannot be reported confidently because theparticipants were not randomly chosen, and one cannot discountthe potential of selection bias. Conversely, the authors know of noreason to suspect the outcome is not representative. The surveyalso was limited to relatively senior industrial hygiene professionalsand does not attempt to examine unethical behavior observed byhygiene technicians, who are likely to perform a higher proportionof field work—possessing a host of ethical dilemmas.

The survey indicated that some hygienists experience discrim-ination from their employers while attempting to uphold ethicalstandards. Although these incidents are infrequent, they are likelyto be a source of great stress to the hygienist, with strong incen-tives to compromise standards.

In the field of industrial/occupational hygiene, ethics surveyshave been few. Broadly speaking, the findings from this investi-gation are similar to one carried out in 1993 by Goldberg andGreenberg.(6) In their survey of New Jersey AIHA members atleast 25% had observed misconduct including overstatement ofpositive and understatement of negative results, failure to sharecredit on a publication, holding back findings to avoid negativeresults, and refraining from reporting unethical conduct. Addi-tionally, plagiarism, data destruction, and data fabrication were re-ported by 23, 15, and 17% of respondents, respectively. The sur-vey had a low response rate (26.3%), which may mean that theresults could be biased toward those who had witnessed unethical


154 AIHA Journal (63) March/April 2002

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behavior or who felt strongly about ethics. Also, limiting the sur-vey to members of one professional society in one geographicalregion diminishes the ability to extrapolate these findings to a wid-er group of hygienists.

Industrial hygienists are uniquely situated to help solve prob-lems in the working environment, and failure to behave ethicallymight have serious and possibly fatal consequences. Judging bythe responses received, the imposition of outside regulation is notwelcomed by the majority of these respondents. This investigationdetermined that ethical misconduct might be present within theUK occupational hygiene profession. However, further study isnecessary to determine the type of hygienists involved in unethicalbehavior, whether the prevalence of this behavior is lower amongmembers of professional societies, whether misconduct varies withthe professional grade achieved, and which employer organizationsare most associated with ethical misconduct.

REFERENCES

1. Singer, P.A.: Medical ethics. Brit. Med. J. 321:282–285 (2000).

2. Brodkin, C.A., H. Frumkin, K.H. Kirkland, et al.: AOEC positionpaper on the organizational code for ethical conduct. J. Occup.Environ. Med. 38:869–881 (1996).

3. Labrich, K.: The new crisis in business ethics. Fortune 20:67–176(1992).

4. Castleman, B., and R.A. Lemen: The manipulation of internationalscientific organizations. J. Occup. Environ. Health 4:53–55 (1998).

5. LaDou, J.: ICOH caught in the act. Arch. Environ. Health 53:247–248 (1998).

6. Goldberg, L.A., and M.R. Greenberg: Ethical issues for industrialhygienists: Survey results and suggestions. Am. Ind. Hyg. Assoc. J. 54:127–134 (1993).



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Ethics Questionnaire

Ethical Issues in Occupational Hygiene

For the following questions, please indicate your answers by ticking the relevant box provided.

1. Observations of Unethical Behavior

Have you ever observed the following behavior from occupational hygienists with whom you have worked in the last 5 years? This does notinclude anecdotal stories or reading about such actions in a trade journal or newspaper.

Yes No

Plagiarism: e.g., copying whole or larger parts from someone else’s reports or text. M M

Fabrication of data: e.g., sampling pump fails, so hygienist reports an estimate. M M

Destruction of data that contradicts desired outcome M M

Design of sampling strategy to favor specific result: e.g., bias questionnaire to get desiredanswers, only sampling certain people who are likely to have low exposure, leaving samplingequipment in workplace during lunch and breaks to get higher results. M M

Failure to share credit on a report or publication. M M

Holding back or disguising data from employees, trade unions or management to avoid negativeresponses. M M

Deliberately not reporting an incident: e.g., not reporting an incident that could have had seriousconsequences, not reporting release or chemicals into a river, injury/illness not reported, etc. M M

Failure to protect confidentiality: e.g., discussing client details with fellow colleagues or otherpeople. M M

Criticize the ability or integrity of another hygienist for one’s own good: e.g., a consultantdenouncing the ability of a competitor hygienist in order to get a job from a potential client. M M

2. Cause of Unethical Behavior

Of the breaches you have observed in the past 5 years (from yourself or others), please rate your opinion on the most important cause of theunethical behavior. Please circle the cause that in your opinion is the most important.

Lack of experienceLack of training in ethicsLack of empathy with work force, e.g., elitist outlookEconomic pressure, e.g., boss wants more output with less professional inputOther on the job pressures, e.g., embarrassment to admit mistakeOther (please state)

3. Prevention

Please rate your opinion of the likely effectiveness of the following approaches to prevent unethical behavior. Consider the potential costtogether with the possible benefit.

Not at All Somewhat Extremely

Require hygienists to take ethics short courses M M M

Develop video tapes that explain ethics for hygienists M M M

Develop generic codes for ethics for hygienists M M M

Produce government legislation to make ethical malpractice illegal M M M

BIOH campaign to promote ethics among members M M M

BIOH to more actively enforce the existing code of ethics M M M

4. Personal Experience

Have you ever had to change your job or company because you insisted on proper ethicalbehavior related to an occupational hygiene issue?

YesNo

Do you feel you have ever been missed for promotion, salary increase, or bonus becauseyou insisted on proper ethical behavior on an occupational hygiene issue?

YesNo

5. Affiliation

Please inciate for which type of organization you work:

M Government/regulatory body M Not currently employedM Education (e.g., university) M InsuranceM Consultancy M Industry/manufacturingM Hospital/health care M Other (please state)

You are welcome to express any additional comments or opinions below.


Ethical Dilemma #1: The ABIH PROFESSIONAL REFERENCE QUESTIONNAIRE Zeke Haslam, Jr., CIH

Dillon Ricker is a recent graduate of the Lakeside University's Environmental Health Graduate Program. As promised, Dillon has just been hired by the consulting firm where he conducted his summer internship. Prior to entering graduate school, Dillon had worked for 2 years as an industrial hygienist at a small oil refinery in Louisiana.

Jim Westner, Ph.D., Dillon's supervisor and a retired environmental health professor, is very pleased with the new hire. He is particularly impressed with Dillon's remarkable understanding of industrial hygiene theories as well as his ability to use those theories in practical applications. Although Dillon has only a little more than a couple of years of industrial hygiene work experience, he repeatedly demonstrates the ability to define the problem, design a strategy for data collection, evaluate the data, and make the appropriate recommendations. In addition, Dillon's written communication skills are commensurate with those of a seasoned professional.

Dr. Westner's is currently the sole Certified Industrial Hygienist (CIH) at the consulting firm. He is scheduled to relocate across the country to open the firm's Pacific Northwest regional office within 2 years. However, this will leave the East Coast office without a CIH. Consequently, acquiring a CIH for the East Coast office is part of the firm's business strategy. Dillon is under a tremendous amount of pressure to get certified as soon as possible.

Dillon decides to immediately sit for the core examination, figuring that the Lakeside University's graduate program has adequately prepared him for becoming an Industrial Hygiene in Training (IHIT). One day while completing the exam application, Dillon approaches Dr. Westner about filling out a professional reference questionnaire, which is required by the American Board of Industrial Hygiene (ABIH) as part of the application process. Dillon explains to Dr. Westner that the reference questionnaire has to be mailed by the following day in order to meet the application deadline for those wishing to sit for the fall exam. Dr. Westner states that he is very busy preparing for a business trip to Seattle, but he will complete the questionnaire during lunchtime tomorrow.

At about 3:00 p.m. the following day, Dr. Westner bumps into Dillon in the hallway. Upon seeing Dillon, he confesses that he has been so busy preparing for the Seattle meeting that he completely forgot about the questionnaire. Dr. Westner goes on to say that he must immediately leave for the airport in order to make his 4:30pm flight.

Realizing the importance to the firm of Dillon obtaining his CIH within the next 2 years, Dr. Westner asks Dillon to accompany him back to his office. When they reach his office, Dr. Westner locates the questionnaire, signs it, applies his certification stamp, and asks Dillon to complete the questionnaire. Dr. Westner bids Dillon farewell and leaves for the airport. Dillon goes to his desk, completes the reference questionnaire in a manner that accurately reflects his current experience and ability, and drops it in the mail. Dillon's reference questionnaire makes it to the ABIH by the deadline for the fall examination.

Additional information: Dr. Jim Westner is a member in good standing with the American Conference of Governmental Industrial Hygienists. Dillon Ricker is not a member of any professional industrial hygiene organization.

Questions:

Was there a violation of the ABIH Code of Professional Ethics for Industrial Hygiene?

How could this ethical dilemma have been avoided?

*Used by permission of Zeke Haslam, Jr. and the American Industrial Hygiene Association (AIHA)

Ethical Dilemma #2: SHOULD YOU OFFER OPINIONS ON ISSUES OUTSIDE OF YOUR EXPERTISE? Zeke Haslam, Jr., CIH Jason James is a well-respected expert in the area of indoor air quality (IAQ). He has published numerous peer-reviewed articles on the subject. James was one of the first safety and health professionals to obtain certification in the ABIH Indoor Environmental Quality Sub-Specialty. With these credentials, James is often consulted by building owners with IAQ problems. Global Properties, Inc., the realty firm which manages the new Spectrum Center Executive Offices complex hires Jason James to investigate an IAQ related complaint at its office complex. The scope of the service contract is to investigate the IAQ complaint and present the findings in a written report to the facility manager. James' investigation is to include employee interviews, an inspection of the building's facilities (e.g., HVAC system, etc.) and general air monitoring. While performing an inspection of the HVAC system, James notices what appears to be a violation of the fire codes. One of the conference rooms in the building is pretty large, appearing to accommodate 200 or more people. James has recently read in the local newspaper about an incident in which people were trampled during an emergency evacuation from a meeting room. After an investigation by OSHA, it was discovered that the room had an insufficient number of emergency exits. In James' opinion, there are not enough emergency exits leading from the Spectrum Center conference room based upon the room's capacity. Although James was not hired to inspect the building for fire code violations, he feels it is necessary that he include his observation in the IAQ investigation report. He states he is not a safety expert and recommends a safety professional be consulted. He plans to verbally mention it to the facility manager but the manager has gone on vacation and is not due to return to work until the next week. James would be out of the country when the manager returned from vacation. James leaves the report with the facility manager's secretary, who places the report on the facility manager's desk so that he will see it on his return from vacation. Later that evening while cleaning the facility manager's office, a housekeeper reads James' IAQ report. The housekeeper is delighted when he reads James' comment about the possibility of inadequate egress from the conference room. The housekeeper, who also read the article in the newspaper about people being injured trying to evacuate a conference room, has recently been reprimanded for not doing a good job of cleaning the facility manager's office. To get back at the manager for complaining about his work, the housekeeper notifies the local newspaper about James' report. When the facility manager returns from vacation, he has to spend most of his time addressing questions from the media about claims of inadequate emergency exits in his building. Although it is later learned that the conference room in question does have the proper number of emergency exits, public and employee relations have already been damaged. Questions: • Was it improper for Jason James to include his observation about the conference room in the

IAQ report (even though he included a statement about his lack of experience in fire codes). • How could James have handled this situation differently? *Used by permission of Zeke Haslam, Jr. and and the American Industrial Hygiene Association (AIHA)

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