Terms, Conditions & Ethics
Membership Terms and Conditions
I hereby apply to become an individual member of the International Association of Behavioural Detection and Analysis. By applying I agree to the following:
All fees are non-refundable
Membership is not transferrable
I confirm that I am over the age of 18
That to the best of my knowledge, the information I have provided on the application form is complete and correct, and understand that misrepresentation of the facts provided, or failure to disclose a relevant matter, may be deemed grounds for terminating this application and membership will cease.
I authorise IABDA to carry out further due diligence as required to confirm identity and legitimacy.
I agree to be bound by the Association’s rules and accept the associations values, codes, processes and policies.
I understand that personal data I have provided will be processed, used and retained by IABDA and our approved 3rd party providers for providing marketing materials that we feel would be of interest and relevance to you. Personal data such as health, wellbeing or incident reporting will be anonymised and will not be identifiable to your individual application.
The information requested on the application form, together with any other information you have provided in support of this application, may be used to process your membership.
IABDA membership status is conditional upon satisfactory security screening as determined from time to time by IABDA. All documents provided with this form, may be retained and held.
The Association has the right to refuse or defer any application without assigning any reason.
As an IABDA member you will be entitled to use the post nominals – MBDA after your name and agree to represent IABDA professionally at all times.
IABDA cannot be held responsible for network failures, communication failures or other factors affecting the availability of the website and / or app.
There are no voting rights with individual or company memberships associated with IABDA membership.
Membership Disciplinary Process
1. Introduction
1.1. If a member’s conduct is alleged to have breached the Code of Ethics, or has or may have brought the association or the profession into disrepute (whether through business or personal actions) then the matter may be referred to the Ethics Committee of the association.
1.2. An allegation of a breach of the Code may be upheld against a member where they:
a. act unethically, display serious incompetence or otherwise bring into disrepute the profession and/or the association through their behaviour; or
b. are found guilty of a criminal offence (except minor traffic offences); or
c. are subject to a disciplinary sanction imposed by a regulatory body; or
d. are subject to a disciplinary sanction imposed by an employer; or
e. intentionally makes a false or misleading statement to the association.
2. Ethics Committee
2.1. The Ethics Committee has delegated authority from the Board to determine the allegation and impose sanctions, if appropriate.
2.2. The Ethics Committee, who considers the allegation, shall minute the discussions and findings.
2.3. If any member of the Ethics Committee has any relationship or conflict of interest with the member under investigation, they cannot take part in the process.
3. Preliminary Investigation
3.1. When information about a potential breach is received, the association shall convene the Ethics Committee, refer the allegation and any documents submitted or known to the Executive Director.
3.2. The Ethics Committee shall confirm what elaboration, evidence and answers are necessary to consider the complaint.
3.3. The association will promptly inform the member of the allegation and invite them to submit a written response within 14 days.
3.4. The association shall assess whether there is a case to answer. If a member, or any originator of the complaint fails to supply information then this will not preclude the association determining whether there is a ‘case to action’ and referring the allegation to the Ethics Committee.
3.5. The association reserves the right to make material enquiries by post, email or telephone.
3.6. The decision of the association as to whether there is a case to answer shall be communicated to the Executive Director.
3.7. The Ethics Committee will consider the allegation and any relevant evidence.
3.8. The member will not in all cases be invited to attend the meeting of the Ethics committee which determines the allegation. The Ethics Committee may determine the complaint upon the papers.
3.9. The Ethics Committee shall reach its decision by simple majority voting.
3.10. If any at any stage it is determined that there is no case to answer, the originator of the complaint, and the member shall be so informed and the case will be closed. A record will be maintained consistent with current data protection legislation.
3.11. If the Ethics Committee finds that the allegation is proven then it shall decide upon the appropriate disciplinary sanction having taken account of mitigating circumstances.
3.12. The decision of the Ethics Committee shall, subject to these rules, be communicated to the member in writing by post or email or by telephone.
b. are found guilty of a criminal offence (except minor traffic offences); or
4. Sanctions
4.1. If the Ethics Committee uphold the allegation in full or part then it must impose one of the sanctions below:
4.1.1. A verbal warning to remind the member of a sanction in the event of a further infringement.
4.1.2. Written reprimand warning that a further infringement may lead to greater penalty.
4.1.3. Suspension from membership for a period not exceeding 3 months.
4.1.4. Removal from membership. (An expulsion order may be made against a person who, since the investigation commenced, has resigned from the association).
4.2. In circumstances where a member is convicted in court of an indictable crime, membership will be suspended forthwith, pending a decision by the Ethics Committee. The Ethics Committee shall determine whether the membership should be removed or whether other sanctions shall be imposed. If an appeal is pending, the suspension will remain in place until the appeal is heard whereupon the Ethics Committee will make a decision as above.
4.3. In circumstances where a member is investigated or prosecuted for an offence then the Ethics Committee may determine to suspend membership pending determination of the investigation/proceedings. If the member is ultimately found guilty then the Ethics Committee shall determine whether membership should be removed or whether other appropriate sanctions shall be imposed.
4.4. The Ethics Committee shall determine the extent of the publicity to be given to the result of its proceedings. It may, in any event, communicate fully its findings and any evidence submitted to it to any appropriate regulatory body.
5. Appeals
5.1. An appeal may only be brought where a member has been removed or suspended. The decision to remove or suspend will not take effect until the period for appeal has expired.
5.2. The appeal must be submitted to the Executive Director in writing within 21 days of the delivery of the decision to the member.
5.3. The appeal should state why the member believes the decision should be reversed or varied. The submission of an appeal shall suspend the decision until the determination of the appeal unless the Ethics Committee otherwise decides.
5.4. The Executive Director shall hear the appeal
5.5. The decision of the Executive Director shall be communicated to the appellant in writing.
5.6. The decision of the Executive Director shall be final.
Code of Ethics
It is a condition of membership that all members, and those applying for membership, observe the highest standards of professional and ethical conduct. Members who display serious incompetence, act unethically or otherwise bring the association, or the profession, into disrepute through their behaviour, acts or omissions, may be subject to Disciplinary Procedures (see Membership Disciplinary Process).
This code sets out what the International Association of Behaviour Detection and Analysis expects of all members. (The principles of this code apply equally to persons seeking membership.)
In complying with this code of ethics, members may sometimes find that the standards appear contrary to their personal self-interest. This document will assist members to identify occasions when they might be at risk of failing to recognise or conform to the required standards of conduct.
It is not practicable or possible to establish ethical requirements that will apply to all situations and circumstances that members may encounter. Every situation depends on its own context and if members are in doubt as to their correct course of action, they could contact the association or obtain appropriate legal advice.
Ethical Rules and Procedures
1. Members in all professional and business relationships should at all times act with integrity and shall abide by the following principles:
- Honesty – truthful and trustworthy.
- Fairness – treat people fairly and impartially, will not discriminate unlawfully or unfairly.
- Accountability – answerable for decisions, actions and omissions.
- Openness – open and transparent in actions and decisions.
- Respect – treat everyone with respect, treat information with respect, and access or disclose it only in the proper course of a member’s duties, business or employment.
- Selflessness – act in the public interest.
2. a. Employed members are subject to their contracts of employment. However, terms and conditions of employment cannot require members to be implicated in any dishonest transaction or activity, or to act without integrity.
The following principles must be observed at all times:
- Where encouraged or instructed to engage in any activity that is unlawful, members are entitled and required to decline.
- If a member becomes aware that his or her employers have committed an unlawful act,
every effort should be made to persuade the employer not to continue the unlawful
activity and to rectify the matter.
- If an employee would feel uncomfortable about defending an action or activity in open
court or to the press, then it is likely that such action should be avoided on ethical
grounds.
- If an employee suspects a criminal act on the part of the employer or somebody acting on
behalf of the employer, they are obliged to report the matter to the relevant regulatory or
prosecution authority.
- Particular attention is required to issues raising questions of bribery or corruption, in whatever country the issue arises.
b. Members are required to conduct their business in accordance with the laws of the United Kingdom and, when overseas, in accordance with the laws of the host country.
c. Members in practice overseas or working overseas are required to comply with local laws and should, in a country in which the profession is controlled by a reputable body, adhere to any local ethical guidance and good practice, even though to do so may not be strictly in accordance with these rules and procedures.
d. Members working in a country in which the profession is not so guided or controlled should follow the guidance of the association unless the well established and generally accepted legally worked practice of local reputable firms is to the contrary.
3. Members should carry out their professional work with due skill, care, diligence and expedition, and with proper regard for the technical and professional standards expected of them as association members.
a. In agreeing to carry out professional work, members imply they have the level of competence to perform those services and that their knowledge, skill and experience will be applied with reasonable care and diligence.
b. Members should not accept or perform work that they are not competent to undertake unless they obtain such advice and assistance from a suitably qualified person to enable them to carry out the work in a competent and professional manner.
c. Members should conduct themselves with courtesy and consideration towards all with whom they come into contact during the course of performing their work.
4. Members should strive for objectivity in all professional and business judgments.
a. Conflicts of interest have an important bearing on objectivity and independence and could be relevant where there is any relationship or situation affecting a member or firm, or any business or other interest held by the member or firm, which may threaten or appear to threaten objectivity. The member concerned should consider the possible need to disclose the relationship, situation or interest to the affected parties.
b. A self-interest threat to the objectivity of a member or firm will arise where there is or is likely to be a conflict of interest between a firm and its client. If it cannot be seen by both the member and the client that any conflict can be managed with appropriate safeguards, the member should refuse or discontinue the assignment as speedily as possible.
c. A self-interest may arise or be seen to arise where the interests of two or more clients are in conflict. There is, however, nothing improper in a member having two or more clients whose interests may potentially be in conflict with each other, as long as the activities of the member’s business are managed so as to avoid the work on behalf of one client adversely affecting that on behalf of another. Where a member believes that the situation can be managed, appropriate and adequate disclosure should be made to the parties concerned, together with details of any proposed safeguards to preserve confidentiality and manage such conflict.
d. The public interest should be a factor that all members should bear in mind when accepting any assignment or appointment.
e. Members should be aware of the difficulties which may arise from the offer or acceptance of any gift, favour or hospitality that may be intended to influence the recipient, or which could be interpreted by a reasonable person in full possession of the facts as likely to have that effect.
f. Any report for which a member is responsible, whether it bears his or her signature or not, should be prepared with integrity and objectivity. This means, for example, that while a report may properly present one side of a case and may present that case to its best advantage, the report should be accurate, truthful and, within its scope, both complete and balanced. It should not rely on ambiguities or half-truths, but should be objectively justifiable and should not be based on unreasonable assumptions.
g. A member engaging an individual or firm to undertake work on behalf of a client should ascertain that the individual or firm complies with the ethical standards of the association.
5. Members operating as consultants or as partners or principals in companies offering Behavioural Detection and Analysis services shall be required to comply with this code of ethics and in addition, should operate their businesses to the highest ethical standards.
a. The business of a member should be so conducted that a client or potential client cannot mistake it for any other firm or business.
b. A member should not enter into arrangements to provide services to clients of another firm unless satisfied that the requesting firm’s professional work is in accordance with ethical standards governing members of the association.
c. A member must not make offensive references to or unjustified comparisons with the services of other association members or their employers.
d. The name adopted by a member for their practice or for a business must not mislead potential customers or others.
6. Members are required to maintain complete confidentiality about their dealings with customers, unless specifically authorised to reveal information by the individual customers involved or there is a legal requirement or professional duty to disclose information.
a. Members acquiring or receiving confidential information in the course of their professional work should neither use nor appear to use that information for their personal advantage or the advantage of a third party.
b. When members change their employment, they are entitled to use the experience gained in their previous employment but not confidential information of any description acquired or received by them in the course of the previous employment.
7. Members must treat information with respect, and access or disclose it only in the proper course of their business/duties. Members must be familiar with and abide by relevant data protection and privacy principles.
8. Members in the course of their business and duties should use social media responsibly and safely. They should ensure that anything published online does not contravene this code or undermine the reputation of the association or profession as a whole.
9. Members should conduct themselves in a professional matter in all dealings whether personal or private.
a. Criminal activity may adversely impact upon the reputation of the profession and association and be judged as contrary to the principles of the code. Any action taken against a member for a criminal offence (including a criminal investigation) should be reported to the association Chair.
b. Members shall behave in a manner which does not discredit the profession or association or undermine public confidence in either.
c. Any sanction imposed by any regulatory body, or disciplinary sanction imposed by an employer should be reported to the association Chair.
10. Any member, or applicant for membership, who intentionally makes a false or misleading statement to the association shall have breached this Code.
11. Breach of code
a. A breach of this code will not always involve misconduct and thus lead to disciplinary action.
b. The Institute will assess whether the behaviour does or does not reflect upon the Code and the matter, shall be determined in accordance with the Membership Disciplinary Process.
