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Code of Ethics

Code of Professional Ethics

Amended July 10, 2018

The Professional Code of Ethics was created to set forth guidelines for members. However, any members are subject to termination of membership, revocation of certification, and/or other disciplinary actions if they: (a) are convicted of a felony that involves violence against people or animals (b) engage in conduct which could lead to conviction of a felony, or a misdemeanor, related to their qualifications or functions; (c) engage in cruelty, abuse, or neglect of animals or humans, crimes against humanity or of violence against animals or humans; (d) fail to cooperate with the organization at any point from the inception of an ethical complaint through the completion of all proceedings regarding that complaint. Any member, or member applicant, who wishes to appeal the termination may do so in accordance with the complaints process.

Principle I: Responsibility to Clients

1.1 Trainers/behavior consultants provide professional assistance to persons without discrimination on the basis of race, age, ethnicity, socioeconomic status, disability, gender, health status, religion, political beliefs, national origin, or sexual orientation.
1.2 Trainers/behavior consultants are aware of, and comply with, applicable laws regarding the reporting of animal bites and suspected abuse or neglect.
1.3 Trainers/behavior consultants respect the right of clients to make decisions regarding their pet’s management, training and care. Trainers/behavior consultants are responsible for helping clients understand the potential consequences of those decisions.
1.4 Trainers/behavior consultants obtain informed consent from clients before videotaping, audio recording, or permitting third-party observation.
1.5 Trainers/behavior consultants obtain signed waivers, contracts, or agreements prior to the start of services.
1.6 Trainers/behavior consultants ensure and oversee the safety of clients, animals, and the public in implementing training and behavior programs.


Principle II: Confidentiality

2.1 Trainers/behavior consultants do not share confidential information that could reasonably lead to the identification of a client, or prospective client, research participant, or other person with whom they have a confidential relationship, unless they have obtained the prior written consent of the client, research participant, or other person with whom they have a confidential relationship.
2.2 Trainers/behavior consultants keep accurate and complete records of all clients, their animals, services provided, and the conclusion of the services provided.
2.3 Trainers/behavior consultants provide referring veterinarians with professional feedback on services provided and training or behavior plans to improve continuity of care and ensure the collaborative relationship between health and behavior professionals.


Principle III: Professional Competence and Integrity

3.1 Trainers/behavior consultants work to minimize the use of aversive stimuli and maximize the effective use of positive reinforcement to modify animal behavior through a Least Intrusive, Minimally Aversive (LIMA) based approach.
3.2 Trainers/behavior consultants maintain competence in training and behavior through continuing education.
3.3 Trainers/behavior consultants maintain adequate knowledge of, and adhere to, applicable laws, ethics, and professional standards.
3.4 Trainers/behavior consultants provide truthful advertising and representation concerning their qualifications, certifications, experience, performance and pricing of services.
3.5 Trainers/behavior consultants refrain from providing guarantees regarding the specific outcome of training and behavior plans.
3.6 Trainers/behavior consultants provide full disclosure of potential conflicts of interest to clients and other professionals
3.7 Trainers/behavior consultants work within their professional education and individual expertise.
3.8 Trainers/behavior consultants seek help and education when confronted with complex or difficult cases, and refrain from taking cases beyond their professional experience.
3.9 Trainers/behavior consultants do not advise on problems outside the recognized professional education and certifications, and do not provide advice or recommendations in areas of veterinary medicine or family counseling unless licensed and qualified to do so.
3.10 Trainers/behavior consultants do not permit employees, subcontractors or supervisees to perform or to hold themselves out as competent to perform professional services beyond their training, level of experience, and competence based on certification and education.
3.11 Trainers/behavior consultants exercise care when stating their professional recommendations and opinions through public statements.


Principle IV: Responsibility to the Profession

4.1 Trainers/behavior consultants are respectful of colleagues and other professionals and do not condemn the character of their professional acts, nor engage in public commentary, including commentary in public presentations, written media or on websites, internet discussion lists or social media, that is disrespectful, derisive or inflammatory. This includes cyberbullying, that is, the use of electronic media for deliberate, repeated and hostile behavior against colleagues.
4.2 Professional trainers/behavior consultants maintain adequate professional liability insurance coverage.


Principle V: Financial Arrangements & Truthful Representation of Services

5.1 Prior to entering into the professional relationship, Trainers/behavior consultants clearly disclose and explain to clients all financial arrangements and fees related to professional services.
5.2 Trainers/behavior consultants represent facts truthfully to clients, third party payors and students regarding services rendered.


Principle VI: Advertising

6.1 Trainers/behavior consultants accurately represent their competencies, education, training, and experience relevant to their practice of training and behavior.
6.2 Trainers/behavior consultants do not use titles that could mislead the public concerning the identity, responsibility, source, and status of those practicing under that name.
6.3 Trainers/behavior consultants correct, wherever possible, false, misleading, or inaccurate information and representations made by others concerning the consultant’s qualifications, services, or products.
6.4 Trainers/behavior consultants do not represent themselves as providing specialized services unless they have the appropriate education, training, or experience.
6.5 Trainers/behavior consultants refrain from making misrepresentations regarding marketing and logos for which the practitioner is no longer eligible, and remove logos and claims of certification when no longer maintained by the practitioner.
6.6 Trainers/behavior consultants agree to use the most current logos, and follow recommended usage of said marketing materials.
6.7 Trainers / behavior consultants shall not commit business fraud, plagiarism or copyright infringement, misuse or misappropriation of logos, trademarks, theft of intellectual property, slander or libel.


Standards of Practice

Amended July 10, 2018

The Standards of Practice provide a framework of principles to convey a collective principle of professionalism, skills and values in positive reinforcement-based training. As members / certificants (collectively referred to as “members”), each individual member will undertake the following:

  • To understand and promote Least Intrusive, Minimally Aversive (LIMA) training and behavior work.
  • To continue professional development by reading relevant material; attending conferences, workshops and seminars; and pursuing other educational opportunities.
  • To review and understand source material and academic texts for information.
  • To abstain from representing training and behavioral information as scientific, unless the information is derived from peer-reviewed and published research.
  • To refrain from offering guarantees regarding the outcome of training and behavior work.
  • To always maintain professionalism through:
    • Providing your services honestly
    • Treating animals and clients respectfully
    • Valuing and preserving the privacy of clients
    • Maintaining professionalism with colleagues and other professionals

APDT Procedures for Filing & Reviewing Ethics Complaints

The Association of Professional Dog Trainers (APDT) Board of Directors created a Code of Professional Ethics (COPE) that all members of the association must abide by. A copy of the COPE can be found at https://apdt.com/about/code-professional-ethics/ All APDT members must uphold the highest industry standards by adhering to the terms outlined in the COPE as a condition of their membership. For those individuals that may not have upheld these standards, the APDT Board of Directors created this procedure to review potential violations of the COPE by current APDT members. An Ethics Committee has been appointed to work with the APDT Executive Director in reviewing complaints filed against individual APDT members through the online complaint form. Only those complaints filed through this online form will be considered for evaluation by the Ethics Committee. Email or other communications to the APDT Board or staff will not be taken under consideration by the Ethics Committee.

Information Requirements for Online Complaint Form

The individual filing the complaint must have the following information available in order to complete the online form:
-Name of the individual APDT Member
-Their company name
-The exact terms in the COPE that were potentially violated
-The date(s) of infraction(s)
-Evidence to support the infraction(s)

Incomplete complaint forms will not be processed and the individual submitting the complaint will be notified to provide the necessary information or the case will be dismissed.


APDT Ethics Complaint Form


Non-Valid Complaints

The APDT Ethics Committee will not review a complaint for any of the following reasons:
-Disputes of a financial nature
-Complaints that do not provide evidence of a violation of the COPE
-Complaints that are currently being disputed/mediated through another ethics review process, including, but not limited to other organizations, through the court system or through the Better Business Bureau1
-Complaints against individuals that are not or are no longer members of APDT
-Complaints without first-hand knowledge of the COPE violations and/or those requesting to remain anonymous in the complaint process

1 Prior results/decisions from disputes decided through another organization, court system, BBB, etc. that are directly related to the complaint may be submitted as evidence at the time of the complaint or at the time of a response from the APDT member.


Complaint Review

Once a completed complaint form is filed through the online form, the APDT Executive Director will acknowledge receipt of the complaint within two (2) business days.

The full complaint with supporting evidence will be provided to the Ethics Committee for their review. If the Ethics Committee has any questions on the complaint, they will notify the individual that filed the complaint requesting more information.

If all information is made available and/or questions have been responded to the Ethics Committee, the committee will determine if there is satisfactory evidence to proceed with the complaint or terminate the complaint.


Complaint Response

If the Ethics Committee review has determined that the complaint will continue, then the full complaint will be provided to the individual APDT member in question. That individual will have up to fifteen (15) business days to reply to the complaint, directly responding to each charged violation of the COPE along with evidence to support their position.

Based on their response, the Ethics Committee will determine if they have enough information to continue the complaint review or request additional information from the member providing the response.

If the member does not respond to the complaint within the fifteen (15) business days, then the Ethics Committee will provide a report to the Board of such inaction by the member. The Board, at their discretion, will make a decision that may include one of the following:
-extension to provide a response if a valid request was made by the member
-suspension of membership in APDT2
-removal of membership in APDT2
-expulsion of membership in APDT2

2 Terms outlined in the APDT Bylaws


Complaint Decision

The role of the Ethics Committee is to review the complaint and request information from the APDT member in response to the complaint. They will review all information in the complaint and from the APDT member response in order to come to a decision on the matter. If the committee requires additional information at any time from either party, they will make their request via email to the respective party with a response due in ten (10) business days.

The Ethics Committee will meet at a regularly scheduled meeting to decide the complaint once they believe that they have all the relevant and necessary information. The decision on the complaint must be approved by no less than 2/3 of the members of the committee. Once approved, the decision will be sent to the APDT Board of Directors for their review at the next scheduled meeting. Upon review of the Ethics Committee decision, the APDT Board of Directors, at their discretion, may decide any of the following:
-dismissal of the complaint
-specific continuing education for the APDT member related to the complaint
-suspension of membership in APDT3
-removal of membership in APDT3
-expulsion of membership in APDT3

3 Terms outlined in the APDT Bylaws

Once a decision is made by the APDT Board of Directors, each party will be communicated with the decision via email and/or certified mail. The decision by the APDT Board of Directors is final.


Confidentiality

All parties involved, including the individual filing the complaint, the APDT member and the members of the APDT Ethics Committee agree to keep all information regarding the complaint process and determination confidential. This includes, but is not limited to the following:
-keeping confidential all materials used in review of the complaint and all correspondence
-refraining from any comments regarding the case, each party and the APDT on social media, websites, blogs, chat pages, etc.
-keeping confidential the Ethics Committee’s determination

Any violation of confidentiality by either the person filing the complaint and/or the APDT member may result in the termination of the complaint or action by the Board against the APDT member.


Complaints Against Non-Members:

APDT has been made aware of situations in which non-members are using the APDT logo or other APDT intellectual property, or otherwise misrepresenting a connection with APDT. Because this situation is likely to arise again, it is advisable to have a consistent policy to address this situation.

The individuals involved in these situations are not members. Therefore, it is not appropriate to use APDT’s ethics complaint system. In order to protect APDT’s intellectual property and the value of membership, a consistent and timely response to these situations is vital. Previously, APDT’s response has been to send a “cease and desist” letter to these individuals. APDT believes that promptly sending a written communication is appropriate, but believes that it is more appropriate to first suggest that the individual become a member.

As of the Effective Date of this policy, when APDT is made aware of a situation in this category, the APDT staff will conduct initial fact finding to ascertain whether the individual is or has been a member. If the individual is not a member, the Executive Director will send a letter to the individual suggesting that the individual become a member, and that if the individual does not become a member, that they must immediately cease and desist using APDT’s logo and intellectual property. That written communication will have a time limit for how long the individual has to respond, and the staff will follow up to ascertain if the individual has either become a member or complied with the request to cease and desist. If the individual has not complied, the Executive Director shall send a second written communication to cease and desist.

Non-Member Complaint Form

LIMA-Based Complaints Against APDT Members:

In 2021, APDT is changing its policies to require Professional Members and Premium Professional Members to certify that they will adhere to LIMA principles. APDT anticipates that once this policy takes effect, it will receive complaints that some Professional Members and Premium Professional Members are not adhering to LIMA. It is appropriate to develop and implement a policy that addresses this situation in a consistent and constructive manner. APDT believes that these situations present an opportunity to educate and elevate its members, and the manner of handling these situations should reflect that. In particular, APDT believes that its normal ethics complaint process would typically not be the appropriate avenue to respond to these situations.

APDT will create a separate complaint form specifically for LIMA-based complaints, and all LIMA-based complaints shall be brought using this specific complaint form. As of the Effective Date of this policy, when APDT receives a LIMA-based complaint, APDT staff will initially determine (1) whether the complaint was brought using the specific LIMA-based complaint form; and (2) whether the member who is allegedly not compliant with LIMA is a Professional Member or Premium Professional Member who has renewed his or her membership under the new guidelines requiring the member to attest to being LIMA compliant. If the complaint was not brought using the specific LIMA-based complaint form, the staff will direct the individual filing the complaint to the correct form, and inform that individual that the APDT can act on the complaint only if the form is completed.

If a LIMA-based complaint is brought using the specific LIMA-based complaint form and the member is a Professional Member or Premium Professional Member who has attested to being LIMA compliant, the APDT Executive Director will conduct initial fact finding to ascertain the basis and merits of the complaint. If the complaint has merit, the Executive Director will advise the member in writing of the complaint and allow the member to respond to the allegation within a certain time frame. If the facts demonstrate that the member is not adhering to LIMA, the Executive Director shall forward the matter to the Ethics Committee to determine how to respond to the member. The Ethics Committee will draw upon the LIMA resources developed by the APDT Education Committee to craft an appropriate remedy and a reasonable amount of time for the member to comply. The Executive Director will communicate the Ethics Committee’s decision to the member. If the member is still non-compliant, the Ethics Committee shall make a proposal to the APDT Board, which may include suspension or termination of the member’s APDT membership. The APDT Board shall have the final say regarding the member’s APDT membership.

The only correspondence to the individual filing the complaint will be an acknowledgment of receiving the complaint.

Nothing in this policy would preclude use of APDT’s ethics complaint process in a situation involving particularly egregious facts (for instance, a meritorious complaint of animal abuse).

Member Complaint Form

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