Code of Professional Conduct

Part I: Code of Professional Conduct

The Code applies to all members, staff, and volunteers, particularly during official meetings and conferences.

1. Professional Integrity and Respect

• Respectful Dialogue: Members must engage in civil and constructive discourse, even when disagreeing on clinical or administrative matters. Professional decorum is required during all PTS activities—including committee meetings, virtual webinars, PTS-sponsored social gatherings, and international congresses. This includes refraining from demeaning language, personal attacks, or non-verbal cues (e.g., dismissive gestures) that undermine a colleague's professional standing.
• Harassment-Free Environment: PTS maintains a zero-tolerance policy for all forms of harassment, including sexual harassment, bullying, or discrimination based on race, ethnicity, gender, sexual orientation, disability, or national origin. Prohibited conduct includes unwelcome sexual advances, requests for sexual favors, and any verbal or physical conduct of a sexual nature.
• Conflict of Interest:
• • Mandatory Disclosure: All individuals in leadership roles (Board of Managers, Committee Chairs) must submit a signed Conflict of Interest Disclosure Form annually and update it within 30 days of any significant change.
  • Recusal: Members must recuse themselves from deliberations or voting on matters where a personal, professional, or financial conflict exists that could compromise impartial judgment.

2. Clinical and Scientific Ethics

• Scientific Honesty: Members must ensure all research and data presented under the PTS banner are accurate and ethically sound.
• Patient Confidentiality: Strict patient privacy standards must be upheld in all case discussions, particularly in international forums.
• Intellectual Property: Members shall not misappropriate or use without authorization any unpublished research or clinical data shared during PTS-sanctioned discussions.

3. Representation and Stewardship

• Organizational Integrity: When acting on behalf of or representing the PTS, individuals must uphold the Society’s reputation in the global surgical community.
• Prohibition of Personal Gain: Members must refrain from using their leadership positions for unauthorized personal or institutional gain.

4. Leadership Accountability

• Fiduciary Responsibility: Board and committee members must act in the best interest of the Society, prioritizing organizational goals over personal gain.
• Active Membership Requirement: Any individual serving as an officer, committee chair, or committee member must be an active, dues-paying member of the Society in good standing.
• Strict Financial Integrity: Members, officers, and committee leads are strictly prohibited from deriving any personal or professional financial profit from PTS work, initiatives, or intellectual property. All service to the Society is conducted to benefit the organization and the patients it serves, rather than for the financial gain of its leadership.

Part II: Misconduct Investigation Pathway

To ensure fairness, the process must be transparent, confidential, and follow due process.

Step 1: Formal Reporting

• Submission: Allegations must be submitted in writing to the Executive Committee.
• Initial Review: Within 10 business days of a report, the President will appoint a three-person ad-hoc Ethics Review Panel (ERP) consisting of disinterested Board members to conduct an initial assessment.

Step 2: Fact-Finding and Investigation

• Notification: The "Respondent" is notified of specific allegations within 10 days of the ERP's formation and provided 14 days to respond in writing.
• Evidence Gathering: The ERP may interview witnesses, review meeting recordings, and examine relevant communications.
• Standard of Proof: The ERP shall use a "Preponderance of the Evidence" standard (i.e., it is more likely than not that the conduct occurred).
• Confidentiality: All proceedings must remain strictly confidential to protect all parties until a final determination is reached.

Step 3: Adjudication

• Report of Findings: The ERP submits a confidential report to the Board of Managers within 60 days.
• Decision: The Board votes on whether a violation occurred and determines the appropriate consequence.

Part III: Consequences of Non-Professional Conduct

Consequences are scalable and are not necessarily sequential. The Board determines the sanction based on the severity and frequency of the behavior. Depending on the gravity of the offense, Level 4 may be applied as the initial consequence.

• Level 1: Letter of Admonition: A formal, private written warning.
• Level 2: Suspension of Leadership Duties: Removal from committee chairs or board positions for a set period (e.g., 1–2 years).
• Level 3: Membership Suspension: Temporary loss of membership privileges, including conference attendance or journal access.
• Level 4: Permanent Expulsion: Permanent removal from the PTS and, if legally permissible, notification of the individual’s home institution.

Part IV: The Appeal Process

• Submission: A Respondent may appeal a Board decision within 30 days of notification. Appeals are only granted based on significant procedural errors, discovery of new material evidence, or evidence of bias within the ERP.
• Appeals Committee: The Board will appoint an independent Appeals Committee consisting of three past-Presidents or senior members not involved in the original investigation.
• Finality: The Appeals Committee’s decision is final and binding.

PTS Board and Committee Chairs  

Conflict of Interest Policy, and Disclosure Form

The PTS requires every member holding an official leadership position to disclose any circumstance that could be perceived as a conflict of interest.

Please review the Code of Professional Conduct listed above and click the button below to submit the 2026 Conflict of Interest Disclosure Form. Your submission indicates your acceptance of and compliance with the Conflict of Interest Policy.

Submit the Conflict-of-Interest (COI) & Disclosure Form 

Adopted on 4/2/2026