Legal Framework and Ethics of the Psychologist I-O

Employment laws and worker's rights

The practice of psychology in organizations must be strictly framed within the country's labor laws.

This implies ensuring that recruitment, selection and promotion processes respect the fundamental rights of employees, such as access to social security, payment of competitive salaries and protection against discrimination based on age, gender, ethnicity or disability.

Personnel administration must be transparent and neat, ensuring that all legal contributions and agreed contractual benefits are complied with.

The organizational psychologist works with management to ensure that employment contracts are clear and that staff receive specific induction on their legal duties and safeguards.

Ignoring the legal framework not only exposes the institution to fines and government inspections, but also destroys employee confidence, negatively affecting productivity and staff stability.

Professional secrecy and ethical discretion

One of the most critical ethical pillars for the organizational psychology professional is the handling of confidential information of the members of the company.

In the performance of his or her duties, the psychologist has access to sensitive data from interviews, projective tests and personal situations of employees.

It is imperative to maintain absolute discretion and not to reveal these details to supervisors, managers or employers, unless there is an imminent risk or a legal technical justification.

Disclosure of professional secrecy is a serious misconduct that can lead to legal consequences and the definitive loss of credibility with staff.

Ethics requires the evaluator to act with integrity, basing his or her reports on objective facts and preventing external bias or pressure from influencing his or her diagnoses.

This commitment to confidentiality protects the worker's dignity and ensures that the psychologist is seen as a trusted mediator within the work ecosystem.

Transparent administration of benefits and salaries

Organizational justice depends on fair and honest salary management, where each employee receives compensation commensurate with his or her contribution and performance.

The personnel administration section must keep an accurate control of remunerations, overtime, bonuses and legal deductions, ensuring that the process is auditable and free of errors that may harm the employee.

Transparency in these payments is vital, since the salary is considered a sacred element for the sustenance of the employee's family.

The organizational psychologist intervenes by ensuring that incentive policies are based on validated performance criteria and not on favoritism.

Respect for contractual agreements and the timely delivery of socio-economic benefits reinforce the perception of fairness, which is a direct predictor of a healthy work environment and reduced turnover.

Administrative transparency is not only an accounting requirement, but an ethical practice that consolidates the loyalty of human capital.

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