Fellows have both the right and the responsibility to address any serious grievance
they may have regarding their training, the Department of Clinical Services, or
the company. A trainee has a grievance if he/ she believe that a serious wrong or
injurious act has been committed. Examples could include requests made of a trainee
by any Aegis psychologist, employee, or consultant to engage in actions that conflict
with the APA Ethical Principles of Psychologists, Aegis Institute, or the Laws and
Regulations relating to the Practice of Psychology in the State of California. Acts
of sexual harassment, racial bias, observance of serious professional misconduct,
or the desire to appeal an unsatisfactory performance rating can result in a grievance.
Most conflicts can be handled directly and without involvement of outside departments
or agencies. For example, if there is a problematic “match” between a fellow and
a supervisor, informing the Fellowship Director can lead to a reassignment of supervision.
This is in recognition that although every supervisor approved by the committee
to provide supervision has the appropriate skills and the talents to do the job
well, preference should be given to a good match between supervisor and fellow.
The following is an outline of the sequential progression of steps that may
be taken in attempting to resolve conflicts:
1. The Ethical Principles of Psychologists state that the first step is always informal.
If the fellow has a conflict with a supervisor, the fellow should initially make
an attempt to discuss the concern directly with the supervisor, unless this step
is contraindicated because of the gravity of the concern or some particularity of
2. If the conflict is with a supervisor other than the Fellowship Director, the
fellow may also discuss concerns with the Director.
3. If the conflict involves supervision with the Fellowship Director, the fellow
may discuss these concerns with the Director of Clinical Services. Most concerns
should be able to be resolved by this point.
Note: In the case of a serious problem, for example, allegations of sexual harassment
or discrimination the fellow must contact the Human Resources Department at (818)
When situations arise in which ethical or legal violations have occurred, there
are clear, unambiguous procedures, which must be followed. These procedures are
a part of the company policy and are as follows:
1. The fellow reports the concern to the Fellowship Director.
2. The Fellowship Director must seek consultation from the Director of Clinical
3. If the violation is of a clinical nature, the reported allegation will be moved
to the Department of Clinical Services who will consult with Human Resources as
well as the Fellowship Committee.
4. If the allegation includes discrimination, or other inappropriate behaviors,
the reported allegation will be moved to the Human Resources Department as well
as the Department of Quality Assurance/Quality Control.
5. The HR and QA/QC Departments, along with the input of other company Directors,
review the formal complaint to determine whether it meets the criteria for further
investigation. At this point, the complainant and the supervisor/ respondent may
6. If the complaint meets criteria, a formal investigation is initiated. The Department
of QA/QC or its designee will issue a Determination based on the findings of the
investigation. Possible outcomes include:
- a. “No merit” concludes that the evidence did not support
- b. “Merit” concludes that the evidence does support
- c. If the complainant is not satisfied by the decision
of the Department of QA/QC, he or she has the right to appeal to the President/CEO
The Discrimination Complaint Process does not preclude the complainant from filing
simultaneously with the Equal Employment Opportunity Commission (EEOC), Department
of Fair Employment and Housing (DFEH) or any other agency charged with enforcing
laws prohibiting discrimination.
7. Fellows may also make a formal report of the incident to the California Board
of Psychology. The Board will then proceed with its own investigation.
8. A formal report may also be made to the CAPIC Ethics Committee.
The Department of Clinical Services as well as the Departments of Human Resources
and QA/QC maintain all information regarding formal complaints and grievances against
the program (of which we are aware) or against individuals within the program, and
will make them available as appropriate to CAPIC or the California Board of Psychology.