It is understood that the I.A.A.P. being international in scope is made up of Group Members that operate in settings with various customs, laws, and traditions. These minimal standards are therefore crafted in the broadest terms to accommodate the individual differences that arise. Any group seeking membership in the I.A.A.P. can always look to the I.A.A.P. Code of Ethics for a specific model code, but in any case, the following principles must be addressed:

I. Analyst-–Patient Relationships

a) Patients must be protected from exploitation by the analyst. Examples of such exploitation include sexual relations with a patient, terminating a therapeutic relationship in order to have a sexual relationship, and financial dealings outside of the usual fee arrangements.

b) The privacy of the patient and the patient’s analytic material must be protected.

c) The analytical psychologist shall not practice while impaired by the use of drugs or alcohol or by a physical or psychological illness, which would adversely impact the analysis.

II. Analyst--Supervisee Relationships

a) The Supervisor or control analyst shall not take advantage of the greater authority implicit in this relationship. Examples of such an exploitation of this greater authority would be to become sexually involved or to take financial advantage, other than the usual fee arrangements, of the supervisee or control analysand for as long as the supervisory relationship exists.

III. Procedures for Handling Ethics Complaints

a) Procedures must be in writing and be made available to potential complainants in a language they understand.

b) These procedures must clearly state to whom the complaint is to be addressed and the specific form, if any, that it must take.

c) Complaints must be responded to in a reasonable period of time, and this principle should be addressed in the procedures.

d) Complainants and persons complained against should be advised in a timely manner of the names of the individuals adjudicating the case and should have the possibility of challenging for cause those individuals. This would include an ethics committee or other adjudicating body.

e) The proceedings should remain confidential, and the identity of the complainant and person complained against should be released only in accordance with specific procedures.

f) Provision should be made for the complainant and the person complained against to be heard in person.

g) The procedures should contain a specific listing of remedies or sanctions available to the adjudicating body. These may range from a recommended apology, warning, or reprimand to expulsion from the group.

h) Provision should be made for the complainant to be informed in a timely manner of the outcome and disposition of the complaint.

i) Final action taken by a Group Member to suspend or expel an analyst for ethical reasons shall be reported by the Group to all other IAAP Groups of which the sanctioned analyst is a member when such reporting would be in accordance with local law; but in accordance with the local law.

j) In those instances in which a Group engages in the training of analysts, those trainees must be specifically included under the jurisdiction of the Group’s ethics code.

k) Provision should be made so that the resignation of a member does not in itself prevent the final resolution of an ethics complaint.

Approved by the delegates meeting in 2004 and amended by the delegates in 2007 and 2010.