A clinical employee is assigned to the HIM department due to his reassignment to “light duty” because of a work-related injury.

A clinical employee is assigned to the HIM department due to his reassignment to “light duty” because of a work-related injury. The HIM director is struggling to find the right fit for assignments within the HIM department. One of the supervisors, who serves as the local HIM association’s secretary, has a database of all credentialed members and nonmembers. She needs mailing labels prepared to send out a ballot for the Association. She decides that the aforementioned employee can prepare the labels, address the envelopes, and make notes of the contact information for those who happen to meet minimum education and certification requirements for one of their vacancies.

Is there an ethical violation, dilemma, or concern? In this scenario, there is an ethical concern. Mostly likely this would be an ethical concern unless the culture of the organization and its support of staff professional involvement would encompass the use of internal resources. However, this would definitely have to be verified with the senior leadership.

Questions:

What was the intent of the AHIMA member’s actions that resulted in an ethics violation being brought forward?

What is the potential harm to the organization or AHIMA as a result of the act?

What is the status of the AHIMA member’s training, education, and awareness of the AHIMA Code of Ethics?

What AHIMA Ethical Code has been violated?