SERVICE EXCELLENCE STANDARDS

STUDENT ORIENTATION PACKET
Instructions:
1. Review and complete the entire Student Orientation Packet.
2. Complete the Infection Prevention Quiz.
3. Receive Tuberculosis Skin test and attach proof of clearance.
4. Login to our website www.kaweahbackgroundcheck.com to begin
your background check and drug screen.
5. Once all of the above is completed please turn in the completed packet
to Human Resources 520 W Mineral King Ave, Visalia, CA 93291
(First Floor)
6. Complete the 48 hour checklist on your first day and return it to Human
Resources
Please note: This can take up to 10 business days to process. All
backgrounds & drug screen clearances need to be within 30 days of
your start date.
Thank you
and
Welcome
Updated 2-05-2013
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WHO WE ARE
OUR VISION
Delivering Excellence. Together, Kaweah
Delta and the Medical Staff will be
recognized for consistently delivering a
broad range of exceptional health care
services, superior clinical quality and
exemplary customer service.
LIVING OUR MISSION STATEMENT
To provide high quality, customer-oriented
and financially strong healthcare services that
meet the needs of those we serve.
As the title of this section suggests, living
out the mission by our actions is far more
important than just words.
This means that we exist for one reason
only: our patients and their families.
Through our conduct and our care we must
constantly strive to help the patient achieve
the best possible outcome, whether it is an
in-patient setting or out-patient facility in any
of the many District venues.
Being courteous and professional at all
times must be the hallmark of all District
staff. Every person we come in contact with
should be treated with special
consideration.
We must all be good stewards of the
resources we have, using our supplies and
equipment properly, performing jobs with
skill and expertise, maintaining a clean and
safe environment, and remaining
progressive by constantly improving in all
that we do.
Living out the mission statement is part of
everyone’s job description. As the mission
statement is incorporated into our everyday
life, we can be assured that Kaweah Delta
Health Care District will continue to provide
the best in health care services to our
patients and community.
OUR VALUES
In 1992, we took the values that had always
existed at Kaweah Delta Health Care
Updated 2-05-2013
District and put them in writing.
Kaweah Deltas’ Values are as follows:
•
Vision - We are able to anticipate and plan
for positive action.
•
Integrity - We are committed to
uncompromised honesty.
•
Caring - We are genuinely concerned for
the well-being of our patients and others.
•
Accountability - We are responsible to
our community, patients and colleagues for
our actions and performance as
representatives of Kaweah Delta Health
Care District.
•
Respect - We honor diversity and believe
each individual is unique and important,
deserving our best effort.
•
Excellence - Through continual learning
we are committed to achieve superior
performance.
Kaweah Care is our shared vision for
achieving outstanding levels of patient, staff
and physician satisfaction. By providing
personal, professional and compassionate
experiences for every person, every time,
we co-create an environment where we are
known for being the best place to work, the
best place to practice medicine and above
all else the best place to receive care in the
Central Valley.
Each year, Kaweah Care criteria are set to
guide us in providing outstanding service in
a coordinated manner.
Kaweah Care is a front-line driven approach
that taps into the creativity and experience
of all employees. At the end of each fiscal
year every department has the opportunity
to showcase their innovative projects. It is
the expectation that every person at every
level of the organization exemplifies
Kaweah Care by modeling personal,
professional and compassionate
experiences, for every person, every time
every day.
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You can expect Kaweah Care to be
modeled by your supervisor and your
coworkers. Our reward and recognition
practices celebrate individuals and teams
who excel at Kaweah Care.
Harassment
It is the policy of Kaweah Delta Health Care
District to provide a work environment free
from unlawful harassment. District policy
prohibits sexual harassment and
harassment based on pregnancy, childbirth
or related medical conditions, race, religious
creed, color, gender, national origin or
ancestry, physical or mental disability,
medical condition, marital status, registered
domestic partner status, age, sexual
orientation or any other basis protected by
federal, state or local law or ordinance or
regulation. All such harassment is
unlawful. The District’s anti-harassment
policy applies to all persons involved in the
operations of KDHCD and prohibits unlawful
harassment by any employee, including
supervisors and managers, as well as
vendors, customers, independent
contractors and any other persons. It also
prohibits unlawful harassment based on the
perception that anyone has any of those
characteristics, or is associated with a
person who has or is perceived as having
any of those characteristics. This policy
applies to all phases of the employment
relationship, including recruitment, testing,
hiring, upgrading, promotion, demotion,
transfer, layoff, termination, rate of pay,
benefits, selection for training, etc. See HR
policy 13.
Workplace Violence
Kaweah Delta Health Care District
maintains a zero tolerance standard of
violence in the workplace. The purpose of
this policy is to provide District employees
guidance that will maintain an environment
at and within District property and events
that is free of violence and the threat of
violence. Violent behavior of any kind or
threats of violence, either implied or direct,
are prohibited at the District, and at District
sponsored events, or where an employee
performs any work-related duty, including
travel to and from work assignments. Such
conduct by a District employee will not be
Updated 2-05-2013
tolerated. An employee who exhibits violent
behavior may be subject to criminal
prosecution and subject to disciplinary
action up to and including termination.
See policy HR. 202
Workplace Bullying
It is the policy of the District to provide a
work environment free from behaviors that
undermine a culture of safety. This includes
employee and patient safety. The District
believes all employees should be able to
work in an environment free of bullying.
Therefore, the District has adopted a ZERO
TOLERANCE policy for workplace bullying
which can adversely affect an employee’s
work or work environment.
Workplace bullying refers to repeated,
unreasonable intimidating and/or disruptive
behavior of individuals (or a group) directed
towards an employee (or a group of
employees), which is intended to intimidate,
degrade, humiliate, or undermine; or which
creates a risk to the health or safety of any
patient or employee(s).
See policy HR.214
Drug and Smoke Free Workplace
Kaweah Delta Health Care District is a drugfree workplace. The District has a
responsibility to patients and to personnel to
provide competent, quality care and a safe
environment. The District does not tolerate
the misuse, unlawful manufacturing,
unlawful distribution, unlawful dispensation,
unlawful possession or use of a controlled
substance in the workplace or during work
time. Specifically, the District will not
tolerate any situation where an employee is
under the influence of controlled substances
during work time (whether on District
premises or not) or the unlawful selling
(negotiation, distribution, or dispensation) or
the unlawful possession of drugs or alcohol
on the District’s premises. Further, the
District will not tolerate the use of
prescription drugs and/or over-the-counter
drugs which may impair a staff member’s
job performance during work time. For
purposes of this section, working time
includes meal breaks.
See HR policy 200.
As of January 1, 2011, we became a
tobacco-free workplace.
See HR policy 193.
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Staff Member/Non Employee Appearance
Kaweah Delta Health Care District is
committed to maintaining a professional
workplace environment. Many factors
contribute to this professional image, one of
which is professionally dressed staff.
Personal neatness and appropriate attire
enhance your professional appearance and
inspire confidence in your ability. All
employees are expected to meet good
standards of grooming and attire. Managers
will counsel any staff member whose
appearance is not considered acceptable
and in accordance with District policy.
See HR policy 197.
Identification Badges
All Kaweah Delta employees, contracted
non-employees, physicians, care providers,
vendors and volunteers are required to wear
an identification badge at all times while
performing their work on Kaweah Delta
premises. Additionally, all employees should
wear a badge attachment, which contains
important safety information. Badges must
be worn above waist level. If an employee
damages or loses their badge, a
replacement must be purchased through
the Human Resources Department.
Personal Calls, Visits, Mail, Electronic
Media and Social Networking
Except in emergency cases, staff members
are discouraged from making and receiving
personal visits and telephone calls during
working hours. Visits from friends and family
are to be kept to a minimum, in order to
preserve an appropriate work environment.
It is extremely important that the impression
left with the District visitors is that of a
professional organization with the highest
standards of conduct. All communication
systems, including but not limited to
electronic mail, Intranet, Internet access,
telephones, and voice mail are the property
of the District and are to be used primarily
for business purposes in accordance with
electronic communications policies and
standards. The District maintains the right
and the ability to access such messages.
Employees may not use internal
communication channels or access to the
Internet at work to post, store, transmit,
download or distribute any threatening or
Updated 2-05-2013
false materials, chain letters, personal
broadcast messages or copyrighted
documents that are not authorized for
reproduction. The District uses social media
in limited circumstances for defined
business purposes. Social media is a set of
Internet tools that aid in the facilitation of
interaction between people online. Use of
Internet based programs such as Face
book, Linked In, and Twitter (this is not
meant to be an exhaustive list- if you have
specific questions about which programs
the District deems to be social media,
please consult with your supervisor or
Human Resources) may be used in
furtherance of District goals. If it is
necessary for you to use a social
networking tool to perform your job duties
your supervisor and Human Resources will
provide you with written authorization to do
so. Your authorization is limited to business
purposes. Personal use of these tools
during work hours is prohibited and can
result in discipline up to and including
termination. See HR policy 195.
Social Networking Policy
Kaweah Delta Health Care District (District)
believes that participation in online
communities can promote better
communication with District’s colleagues
and customers, the general public,
traditional and non-traditional media, and
other community stakeholders. Such
participation may include, but is not limited
to, postings in online forums, web logs
(blogs), microblogs, wikis or vlogs (e.g.,
Facebook, LindedIn, MySpace, YouTube,
Twitter, health pages and blogs, media sites
or other similar types of online forums).
Communications produced by District’s
employees and workforce, which includes
Medical Staff members, volunteers, trainees
and other persons whose conduct, in the
performance of work for District or on behalf
of District in the online community, must be
consistent with District’s Code of Conduct
and Employee Handbook policies and
applicable laws, including, but not limited to,
laws concerning protected health
information, privacy, confidentiality,
copyright, and trademarks.
The purpose of this policy is to assure i)
communications in online communities
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made on behalf of District are consistent
with the organizations’ Employee Handbook
and Code of Conduct, policies, and
applicable laws, including laws concerning
privacy, confidentiality, copyright, and
trademarks; ii) that employees, physicians
and contractors’ personal opinions in online
communities express the fact that they are
not representatives of District; and iii) uses
of District-sponsored communities are
appropriate and that communications are
accurate.
District urges employees to report any
violations or possible or perceived violations
to supervisors, managers or the HR
Department or Compliance Department.
Violations include discussions of District and
its employees and clients, any discussion of
proprietary information, and any unlawful
activity related to blogging or social
networking.
See policy HR.236
Solicitation, Fundraising and Distribution
of Material
In order to avoid disruption of healthcare
operations or disturbance of patients, and to
maintain appropriate order and discipline,
solicitation and distribution of literature on
Kaweah Delta premises and among
Kaweah Delta staff and patients is
prohibited.
the East Side of the buildings or farthest
away from patient entrances. At the
Community Health Center Campus please
park in the lots farthest away from patient
entrances. We realize that parking may not
be convenient at times but we ask that you
hold patients in the highest regard and allow
spots closest to entrances to be used for
them and their families. Exceptions granted
for those services in which a parking permit
has been issued.
SAFETY AND HEALTH
Environment of Care (Safety)
Every Kaweah Delta Health Care District
staff member is responsible for their own
safety and the safety of others in the
workplace. To achieve our goal of
maintaining a safe workplace, everyone
must be safety conscious at all times. In
compliance with state and federal laws and
to promote a safe workplace, the District
maintains an Environment of Care program
and a disaster plan.
You must comply with safety policies and
procedures at all times. You must know
and understand the disaster plan for
your job and department.
Kaweah Delta supports community
organizations who engage in health-related
charitable and fundraising activities/events
that are consistent with or advance Kaweah
Delta’s mission. Furthermore, Kaweah Delta
will consider support of those health-related
charitable activities/events that are held in
the local communities. Formal approval is
required by Kaweah Delta policy for these
types of charitable and fundraising
activities.See HR policy 196.
Disaster Plan
There are two types of disasters: internal
and external. An internal disaster means
there is a disaster within one or more of the
District’s facilities. An external disaster is
usually located outside the District area. Our
response to a community disaster will
always vary depending upon the time of
day, number of patients, type of disaster,
and other hospital factors. The hospital
utilizes HICS (Hospital Incident Command
System) for its response to internal and
external disasters. The Environment of Care
manual explains your role and the use of
the HICS program in an internal or external
disaster.
Parking
Non-employees are not permitted to park in
visitor or staff parking lots while working. If
you park in these areas you may be
ticketed. Parking lots owned and operated
by the City of Visalia are available for all day
parking and are located at various locations
around the downtown campus. At the
Cypress Campus please park in the lots on
Emergency Codes and Notification
In addition to “Code Red” for fire we have a
number of emergency codes used to alert
you of various situations occurring in our
facility. These codes are listed on your
badge attachment. All staff members are
expected to know their duties during an
emergency. Please refer to the environment
of care manual for your response in these
Updated 2-05-2013
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situations.
If your department is not in the hospital
building, you must dial 9-911 for emergency
services. After calling through 9-911 or to
your operator (depending upon location) call
and report to the District operator by dialing
44.
Codes
At times other codes may be announced. If
you hear the following codes wait for
instruction from unit staff.
CODE RED: Fire
CODE BLUE: Medical Emergency Adult
CODE WHITE: Medical Emergency
Pediatric
CODE PINK: Infant Abduction
CODE PURPLE: Child Abduction
CODE YELLOW: Bomb Threat
CODE GRAY: Combative Person
CODE SILVER: Off Limits – Stay Away
CODE ORANGE: Haz-Mat Spill
CODE GREEN: Patient Elopement
CODE TRIAGE ALERT: Potential Disaster
TRIAGE ALERT: Actual Disaster
Fire Prevention and Fire Safety
(Life Safety)
It is mandatory that every new staff member
read and understand the Environment of
Care manual, which includes fire safety (Life
Safety) information.
Every precaution is taken to prevent fire.
You are asked to do your part daily by being
constantly alert. (This includes keeping fire
doors shut.) Fire instructions are contained
in your Environment of Care manual.
If you observe a fire or smoke, remember
R.A.C.E.
R Rescue anyone who is in immediate
A
Electrical Safety
Do not use anything with a frayed cord or
plug. Any equipment that smokes, tingles
or otherwise appears to be a hazard should
be reported to the Clinical Engineering
Department at 624-2296 and to your
department/unit manager. No liquids
around equipment.
Hazardous Materials
In the case of HAZ-MAT spills, hospital
personnel will follow appropriate guidelines
in the clean up, referring to the Material
Safety Data Sheets (MSDS) and using the
Hazardous Materials Spill Cart.
Infection Control
All who come in contact with patients use
STANDARD PRECAUTIONS. All body
fluids are considered infectious - gloves and
appropriate protective devices must be
worn. Frequent hand washing is the single
most effective method to prevent the spread
of infection. Alcohol based hand gel is
available throughout the District for your
convenience.
Frequent hand washing is the single most
effective method to prevent the spread of
infection.
Updated 2-05-2013
C
E
danger (patients, visitors, etc.)
Alarm. Sound the fire alarm – know
where the fire alarms are in your work
area and pull the alarm.
• If you are located within Kaweah
Delta Hospital, dial 44.
• If you are located at Kaweah Delta
Rehabilitation Hospital, dial 44.
• If you are located at Kaweah Delta
Subacute, Urgent Care, Kaweah
Delta Mental Health hospital, dial 9911 to report the emergency and
your street location. Then, dial 44 to
notify the hospital operator.
• If you are in an outside building
(Support Services, General
Accounting, Kaweah Kids, Dialysis,
Warehouse, Multi-Service Center,
etc.), dial 9-911 to report the
emergency and your street location.
Then, call 44 and notify the hospital
operator.
Contain the fire by closing the door.
Extinguish the fire if possible. Know
where the fire extinguishers are located
in your work area. You are required to
attend the annual training on fire
extinguishers.
The code name for a fire is “Code Red”.
You are required to read the Environment of
Care manual carefully and review it
frequently for procedures during fires and
disasters.
Reporting Accidents
Injuries on the Job: WORK INJURIES, NO
MATTER HOW MINOR, MUST BE REPORTED
IMMEDIATELY (OR AS SOON AS THE STAFF
MEMBER IS AWARE OF THE INJURY) TO THE
SUPERVISOR ON DUTY. You will then call your
agency and speak to your recruiter.
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If treatment is required, report to Employee
Health Services, 8:30 a.m. – 5:00 p.m.
Monday through Friday. If immediate
treatment is needed after hours report to the
Emergency Department or Urgent Care.
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Injury to Patients: If a patient is
injured or involved in an accident, you must
provide all assistance possible and then
report the incident to a representative of the
Nursing Department as well as to your
supervisor. If the patient is seriously injured,
do not attempt to move the patient until you
have approval from the attending physician
or an authorized representative of the
Nursing Department. A Notification of Event
form must be completed for all such
accidents by the department concerned and
submitted to the Performance Improvement
Department. In the event of serious injury,
the District’s Director of Risk Management
must be informed immediately by calling
624-2340 or through the hospital operator.
•
Injuries to Visitors: Essentially the
same procedures for injury to patients apply
to injuries to visitors. If a visitor is injured
they may be evaluated in the Emergency
Department. They may, however, wish to
proceed directly to their own physician. In
either event, the Unit Manager or Nursing
Supervisor will be responsible for
documenting the incident and the
arrangements made for care on the
Notification of Event form. A Notification of
form must be completed for any injury to a
visitor and submitted to the Performance
Improvement Department. In the event of
serious injury the District’s Director of Risk
Management must be informed immediately
by calling 624-2340 or through the hospital
operator. DO NOT indicate to the visitor that
medical care will be provided free of charge.
This determination can only be made by the
Director of Risk Management or their
designee after investigation of the incident.
Occurrence/Incident Reporting Process
1. Please see Policy AP .10
2. Complete the purple hardcopy form or
online
3. Understand what to do with broken
equipment
4. Never photocopy, fax, or print an
occurrence report
5. Never reference in the medical record
that “an occurrence report was
Updated 2-05-2013
completed” or that the “Department of
Risk Management has been notified”
6. If the existence of an occurrence report
is noted in the chart, it signals that
someone believes an untoward event
has occurred
7. This could allow the plaintiff’s attorney
to subpoena whoever wrote the note to
testify as to the contents of the report
even though the document itself is
confidential
Online Occurrence Reporting examples
• ADE (adverse drug event)
• Death associated with restraints
• Equipment/Medical Device issues
• Patient Falls
• Lost/Damaged Property
• Skin (pressure ulcers)
• Transfer to a higher level of care
• Statement of Concern(MD/staff
behavior issue)
Exposure to Highly Contagious
Diseases and/or Hazards
THESE INCIDENTS, NO MATTER HOW
MINOR, MUST BE REPORTED
IMMEDIATELY (OR AS SOON AS THE
STAFF MEMBER IS AWARE OF THE
INJURY) TO THE SUPERVISOR ON
DUTY. When a staff member of Kaweah
Delta Health Care District is exposed to a
highly contagious disease or industrial
hazard requiring immediate therapy,
prophylactic or otherwise, the following
procedure will be implemented:
The Employee Health Services (EHS)
department will act as the coordinating
agency and therefore all staff members
exposed will report to that department.
1. For any work-related exposure, the
District will control and direct the
treatment of a staff member for thirty
(30) days following date of reporting
unless prior to exposure the staff
member’s choice of reporting physician
is indicated on their Employee Health
Services record.
2. Employee Health Services will
determine whether to follow the
exposure through Employee Health
Services or refer the case to Emergency
Department for therapy and follow-up.
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3. The infection control nurse will be
notified by the treating provider or by
Employee Health Services.
You will not be penalized or harmed for
making a good faith report of suspected
misconduct or impropriety.
Compliance - Standards of Conduct
Our Code of Conduct provides guidance to
all Kaweah Delta Health Care District
(Kaweah Delta) employees and our care
partners. The Code assists us in carrying
out our daily activities and working within
appropriate ethical and legal standards.
These obligations apply to our relationships
with patients, affiliated physicians, thirdparty payers, subcontractors, independent
contractors, vendors, volunteers,
consultants and one another.
You may make such a report anonymously
using the Anonymous Information Line 1
(800) 998-8050.
The Code is a critical component of our
overall Compliance Program. We have
developed the Code to ensure we all
understand our ethical obligations and
standards, and comply with all applicable
laws and regulations.
The Code is intended to be comprehensive
and easily understood. However, in many
cases, the subject matter discussed may
have complexities that require additional
guidance and direction. To provide
additional guidance, we
have developed comprehensive policies
and procedures which may be accessed on
Kaweah Delta’s Intranet. Those policies
expand upon many of the principles
communicated in this Code of Conduct. The
standards set forth in the Code are
mandatory and must be followed.
I also understand that Kaweah Delta Health
Care District reserves the right to
occasionally amend, modify, and update the
Standards of Conduct.
THE DISTRICT COMPLIANCE PROGRAM
AND YOUR RESPONSIBILITIES
You may consult with the District
Compliance Officer or the Compliance
Specialist if you have any questions
regarding District, staff, or non-employee
compliance with any law, regulation or
standard of conduct.
If you believe the District, staff, or nonemployee is not complying with all laws and
regulations, it is your responsibility to report
it.
Updated 2-05-2013
The District will investigate all such reports
and implement corrective actions. Any nonemployee found to have engaged in
misconduct will receive prompt and
appropriate discipline, up to and including
dismissal.
Any non-employee aware of any wrong
doing or non-compliance with laws and/or
regulations is responsible for reporting that
wrongdoing or non-compliance immediately.
Unless the non-employee is concerned
about retaliation, the report should be made
to your immediate supervisor or manager.
If the non-employee is uncomfortable
reporting to their immediate supervisor, is
concerned about retaliation or is concerned
that no action may be taken, the nonemployee should report the situation to the
Confidential Anonymous Reporting Line at:
1 (800) 998-8050.
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Kaweah Delta Health Care District’s
STANDARDS OF CONDUCT
Treat all patients, families, customers,
and staff members with respect, dignity
and fairness.
Compassionately deliver appropriate,
effective, quality care to our patients and
communities.
Display good judgment and high ethical
standards in your decision making.
Ensure that bills are accurate and
honest at all times.
Prepare and maintain all patient and
District records accurately and
appropriately.
Protect patient confidentiality and
proprietary information.
Cooperate with legitimate government
investigations.
Compete fairly and in compliance with
all antitrust laws.
Represent the District fairly and
honestly, stressing our values and the
capabilities of our services.
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Avoid conflicts of interest and the
appearance of conflicts of interest.
Do not use the District for improper or
illegal activities.
Provide a safe and healthy workplace in
which applicable health and safety laws
and regulations are observed.
Use District property and assets for
business purposes only.
Patients’ Rights
It is the responsibility of every staff member
and non-employee to be familiar with the
Patient Bill of Rights.
In accordance with Section 70707 of Title
22 of the California Administrative Code, the
District and Medical Staff have adopted the
following list of patient’s rights.
A patient shall have the right to:
1. Considerate and respectful care, and to
be made comfortable. You have the
right to respect for your cultural,
psychosocial, spiritual, and personal
values, beliefs and preferences.
2. Have a family member (or other
representative of your choosing) and
your own physician notified promptly of
your admission to the hospital.
3. Know the name of the physician who
has primary responsibility for
coordinating your care and the names
and professional relationships of other
physicians and non-physicians who will
see you.
4. Receive information about your health
status, diagnosis, prognosis, course of
treatment, prospects for recovery and
outcomes of care (including
unanticipated outcomes) in terms you
can understand. You have the right to
effective communication and to
participate in the development and
implementation of your plan of care. You
have the right to participate in ethical
questions that arise in the course of
your care, including issues of conflict
resolution, withholding resuscitative
services, and forgoing or withdrawing
life-sustaining treatment.
5. Make decisions regarding medical care,
and receive as much information about
any proposed treatment or procedure as
you may need in order to give informed
consent or to refuse a course of
Updated 2-05-2013
treatment. Except in emergencies, this
information shall include a description of
the procedure or treatment, the
medically significant risks involved,
alternate courses of treatment or nontreatment and the risks involved in each,
and the name of the person who will
carry out the procedure or treatment.
6. Request or refuse treatment, to the
extent permitted by law. However, you
do not have the right to demand
inappropriate or medically unnecessary
treatment or services. You have the
right to leave the hospital even against
the advice of physicians, to the extent
permitted by law.
7. Be advised if the hospital/personal
physician proposes to engage in or
perform human experimentation
affecting your care or treatment. You
have the right to refuse to participate in
such research projects.
8. Reasonable responses to any
reasonable requests made for service.
9. Appropriate assessment and
management of your pain, information
about pain, pain relief measures and to
participate in pain management
decisions. You may request or reject the
use of any or all modalities to relieve
pain, including opiate medication, if you
suffer from severe chronic intractable
pain. The doctor may refuse to prescribe
the opiate medication, but if so, must
inform you that there are physicians who
specialize in the treatment of severe
chronic pain with methods that include
the use of opiates.
10. Formulate advance directives. This
includes designating a decision maker if
you become incapable of understanding
a proposed treatment or become unable
to communicate your wishes regarding
care. Hospital staff and practitioners
who provide care in the hospital shall
comply with these directives. All
patients’ rights apply to the person who
has legal responsibility to make
decisions regarding medical care on
your behalf.
11. Have personal privacy respected. Case
discussion, consultation, examination
and treatment are confidential and
should be conducted discreetly. You
have the right to be told the reason for
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the presence of any individual. You
have the right to have visitors leave prior
to an examination and when treatment
issues are being discussed. Privacy
curtains will be used in semi-private
rooms.
12. Confidential treatment of all
communications and records pertaining
to your care and stay in the hospital.
You will receive a separate “Notice of
Privacy Practices” that explains your
privacy rights in detail and how we may
use and disclose your protected health
information.
13. Receive care in a safe setting, free from
mental, physical, sexual or verbal abuse
and neglect, exploitation or harassment.
You have the right to access protective
and advocacy services including
notifying government agencies of
neglect or abuse.
14. Be free from restraints and seclusion of
any form used as a means of coercion,
discipline, convenience or retaliation by
staff.
15. Reasonable continuity of care and to
know in advance the time and location
of appointments as well as the identity
of the persons providing the care.
16. Be informed by the physician, or a
delegate of the physician, of continuing
health care requirements and options
following discharge from the hospital.
You have the right to be involved in the
development and implementation of
your discharge plan. Upon your request,
a friend or family member may be
provided this information also.
17. Know which hospital rules and policies
apply to your conduct while a patient.
18. Designate visitors of your choosing, if
you have decision-making capacity,
whether or not the visitor is related by
blood or marriage, unless:
• No visitors are allowed.
• The facility reasonably determines
that the presence of a particular
visitor would endanger the health or
safety of a patient, a member of the
health facility staff or other visitor to
the health facility, or would
significantly disrupt the operations of
the facility.
Updated 2-05-2013
• You have told the health facility staff
that you no longer want a particular
person to visit.
• However, a health facility may
establish reasonable restrictions
upon visitation, including restrictions
upon the hours of visitation and
number of visitors.
19. Have your wishes considered, if you
lack decision-making capacity, for the
purposes of determining who may visit.
The method of that consideration will be
disclosed in the hospital policy on
visitation. At a minimum, the hospital
shall include any persons living in your
household.
20. Examine and receive an explanation of
the hospital’s bill regardless of the
source of payment.
21. Exercise these rights without regard to
sex, race, color, religion, ancestry,
national origin, age, disability, medical
condition, marital status, sexual
orientation, educational background,
economic status or the source of
payment for care.
22. File a grievance. If you want to file a
grievance with this hospital, you may do
so by writing or by calling:
Customer Service Manager, Kaweah
Delta Health Care District
400 W. Mineral King Ave, Visalia,
CA 93291
559-624-2340
23. File a complaint with the state
Department of Health Services
regardless of whether you use the
hospital’s grievance process. The state
Department of Health Service’s phone
number and address is:
State of California,
Department of Health Services
(DHS)
1200 Discovery Plaza, Suite 120
Bakersfield, CA 93309
Division of Accreditation Operations,
Office of Quality Monitoring
Joint Commission on Accreditation
of Healthcare Organizations
(JCAHO)
One Renaissance Blvd
Oakbrook Terrace, IL 60181
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FAX: 630-92-5636
•
E-mail [email protected]
•
These Patient Rights incorporate the
requirements of the Joint Commission on
Accreditation of Healthcare Organizations;
Title 22, California Code of Regulations,
Section 70707; Health and Safety Code
Sections 1262.6, 1288.4, and 124960; and
42 C.F.R. Section 482.13 (Medicare
Conditions of Participation).
Abuse and Neglect Reporting
Recognition and Reporting of Abuse
In accordance with the California Penal
Code and the Welfare and Institutions
authority. This reporting must be
accomplished as soon as practically
possible via telephone and by written report
within thirty-six (36) hours (Child Abuse)
and within two (2) working days
(Elder/Dependent Adult Abuse and
Domestic Violence injuries) of the discovery.
Please review policy AP-66 Suspected
Child and or Elder/Dependent Adult Abuse
Reporting Policy with your manager.
While you are working on KDHCD
campuses - if you observe or suspect abuse
and need help knowing what to do, you can
get help from your manager or the District's
Patient and Family Services staff.
HIPAA: Health Information Portability &
Accountability Act
HIPAA is a federal law created in 1996.
The key focus of HIPAA is to Protect
Patient Privacy.
HIPAA Privacy-Friendly Practices
• Follow the rules on the patient directory
• No Information
• No presence in the facility
• Avoid talking in public areas/be aware of
who can hear your conversations
• Keep patient information out of public
areas
• Ask the patient if you can discuss their
care while a visitor is present
• Use privacy curtains when available
• Shred or destroy PHI – use the Blue
Bins
• Secure records in all locations
• Use passwords and keep them
confidential
Updated 2-05-2013
•
•
•
•
•
•
Logoff systems when you leave the
computer
Keep computer screens out of public
view
Place fax and copy machines in private
locations
Remember that e-mail is NOT
confidential and IS retrievable
Abide by the District’s policies and
procedures regarding patient
information
Access information only when you “need
to know” to perform your job duties
Report any perceived misconduct or
breaches of confidentiality
- Actual breaches
- Potential violations
Remember individuals’ right to privacy
while in our care
Diversity and Equal Employment
Opportunity
It is the responsibility of Kaweah Delta to
create and maintain an equal opportunity
work environment in which employees are
treated with respect, diversity is valued, and
opportunities are provided for development.
Harassment or abuse is prohibited in the
workplace.
Kaweah Delta also prohibits
discrimination in any work-related decision
on the basis of race, creed, sexual
Orientation, gender identity, age, disability
status, national origin, or any other illegal
basis. We make reasonable
accommodations to the known physical and
mental limitations of otherwise qualified
individuals with disabilities.
We comply with all laws, regulations,
and policies related to non-discrimination in
all of our personnel actions. Such actions
include hiring, staff reductions, transfers,
terminations, evaluations, recruiting,
compensation, corrective action, discipline,
and promotions.
If a Kaweah Delta employee
perceives that inequitable or unfair conduct
is occurring in the workplace, the employee
should contact the Human Resources
Department. If the employee feels the
matter was not resolved to his/her
satisfaction, the employee may contact the
Compliance and Privacy Officer or the
Compliance Advocate or call the
Confidential Reporting Line.
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EXAMPLES OF BREACHES OF CONFIDENTIALITY
Accessing confidential information that is not within
the scope of your duties:
ƒ Unauthorized reading of patient account information;
ƒ Unauthorized reading of a patient’s chart;
ƒ Unauthorized access of personnel file information;
ƒ Accessing information that you do not “need-to-know”
for the proper execution of your duties;
ƒ Accessing your personal health information;
ƒ Accessing protected health information of your family or
friends
Misusing, disclosing without proper authorization,
or altering confidential information:
ƒ Making unauthorized marks on a patient’s chart;
ƒ Making unauthorized changes to a personnel file;
ƒ Sharing or reproducing information in a patient chart
or a personnel file with unauthorized personnel;
ƒ Discussing confidential information in a public area
such as a waiting room or elevator.
Disclosing to another person your sign-on code and /or
password for accessing electronic confidential
information or for physical access to restricted areas:
ƒ Telling a co-worker your password so that he or she can
log in to the computer system or access your work area;
ƒ Telling an unauthorized person the access codes for
personnel files, patient accounts, or restricted areas.
Using another person’s sign-on code and/or
password for accessing electronic confidential
information or for physical access to restricted
areas:
ƒ Using a co-worker’s password to log in to the
KHDCD computer system or access their work area;
ƒ Unauthorized use of a login code for access to
personnel files, patient accounts, or restricted areas.
Intentional or negligent mishandling or destruction of
confidential information:
ƒ Leaving confidential information in areas outside of your
work area, such as the cafeteria or your home;
ƒ Disposing of confidential information in a non-approved
container, such as a trash can.
Leaving a secured application unattended while
signed on:
ƒ Being away from your desk while you are logged
into an application;
ƒ Allowing a co-worker to use your secured
application for which he or she does not have access
after you have logged in.
Attempting to access a secured application or restricted
area without proper authorization or for purposes
other than official KDHCD business:
ƒ Trying passwords and login codes to gain access to an
unauthorized area of the computer system or restricted
area;
ƒ Using a co-worker’s application for which you do not
have access after he or she is logged in.
The examples above are only a few types of
mishandling of confidential information. If you
have any questions about the handling, use or
disclosures of confidential information please
contact your supervisor, manager, director, or
District Compliance and Privacy Officer at (559)
624-2154.
Updated 2-05-2013
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HUMAN RESOURCES POLICY MANUAL
Effective Date:
11/14/11
Supersedes Policy Dated:
Policy #:
HR.197 (Prev.G.2)
Date Last Reviewed:
10/13/11
08/24/09
PROFESSIONAL APPEARANCE GUIDELINES
POLICY: The District is committed to maintaining a professional workplace environment. Many factors contribute to this
professional image, one of which is the professional appearance of the staff. Whether personnel wear uniforms or street
clothes, they are obliged to present a well-groomed and professional appearance. Personnel must exercise good judgment
in selecting appropriate dress for work. The District always reserves the right to determine what is acceptable or not
acceptable in terms of professional image.
PROCEDURE: I. District Guidelines
The following are guidelines for maintaining an acceptable appearance:
A. Footwear
Personnel shall wear footwear which is clean, polished, and in good repair. Footwear shall be
appropriate to the work duties and responsibilities performed and meet the safety needs of the hospital
environment. Non-skid soled shoes required for staff assigned to direct patient care areas with frequent
patient contact. Specific type(s) of shoes in the direct patient care areas will be set at the manager’s
discretion.
B. Uniforms/Scrubs
To enhance our image and to provide an appearance of professionalism, personnel in many departments
within the District are required to wear uniforms/scrubs. The type and color of uniform scrub will be
set at the manager’s discretion. If uniforms or scrubs are not worn, business attire is expected.
C.
Hair
1. Personnel working with food shall secure their hair under a hairnet provided by the District
2. Personnel with long hair who work with dangerous machinery must have their hair pinned up off of
their shoulders or secured in a hairnet.
3. Personnel working in patient care whose hair is longer than shoulder length shall secure their hair to
prevent interference with good patient care. Plain barrettes, combs, and/or clips may be worn.
D.
Gum Chewing
Personnel may not chew gum while on duty.
E.
Fingernails
1. Fingernails, either natural/acrylic, must be kept clean and offer a professional appearance.
2. Artificial nails and nail jewelry will not be worn by any personnel who have in- or out-patient,
resident, or child care contact at work or personnel who work where patient, resident, or child care
services are provided. Artificial nails are substances or devices applied to natural nails to augment or
enhance nails. They include but are not limited to bonding, tips, wrappings, tapes and inlays. Nail
jewelry is defined as items applied to natural or artificial nails for decoration, to include but not
limited to items glued to or pierced through the nail.
3. Patient care personnel shall maintain their fingernail length to not greater than 1/4” beyond
fingertip. If nail polish is worn, it shall be in good repair. Nail art is prohibited.
F.
Tattoos/Body art/Piercings
Visible tattoos are not permitted. Long sleeves, long pants and turtlenecks are suggested as
appropriate.
G.
Identification Badges
All personnel are required to wear identification badges above the waist level while on duty. Photos are
not to be obliterated or covered in any manner. No pins, etc, on identification badges; approved pins
only are permitted on mission statement card. For detailed discussion, see policy entitled
IDENTIFICATION BADGES (HR. 183).
H.
Not Appropriate
While it is not possible to provide a comprehensive list of apparel not appropriate for a professional
work image, the list detailed below is intended to provide examples. (This list also applies to Casual
Friday).
•
All colors of denim, including but not limited to blue denim appearing attire, including pants,
shirts, dresses/skirts, jackets, scrubs, etc.
•
Capri pants
•
Skirts shorter than 2 inches above the middle of the knee
Updated 2-05-2013
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•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
II.
Shorts of any type, including gauchos and skorts
Visible thermal or waffle-weave shirts or pants
Spandex or lycra aerobic exercise wear
Leggings or stirrup pants
Jogging suits
Sweatshirts or pants
Spaghetti strap tops or dresses
Tank tops or shirt, halter, tube, or midriff tops
Motorcycle leathers
Military-style fatigues
Flip flop type sandals
Cologne or perfume in patient care areas
Ear piercings in moderation is acceptable. No other visible body piercings are allowed. Pierced
ears that have been gauged (ear gauging is a gradual process of stretching the ear) must be plugged
or covered with non-see through plugs. Gauges shall not be worn at anytime
T-shirts (undershirts, solid color tees & logo shirts)
Hats/Caps (excluding nursing hats and for purposes of protection from sun or as part of
department dress code, i.e., Security)
Ipods/Ear buds while working
Casual Friday
The business departments may designate Friday as “Casual Friday”. Subject to the discretion of the
Department Director, the dress requirements are more relaxed and allow for greater flexibility in
selection. For example, departments may allow for sweaters in place of suit jackets and open collars in
place of neckties.
III. Variations from this Policy
The professional image required at the District should drive all decisions about appropriate attire. This
policy serves as a minimum standard for all departments. However, given the variety of departments
and services within the District, individual department management may enforce more strict regulations
than those detailed within these guidelines in their respective departments provided such regulations are
disclosed to existing staff members with sufficient time to ensure their compliance and to new personnel
at the time of the job offer. Additionally, variations, dependent on work conditions, will be considered
with approval of respective department Vice President and Human Resources Vice President. The
department may institute or revise specific regulations at any time.
Personnel may request an exception from this policy for specific individual circumstances by submitting
a written request to the Vice President for their area. That Vice President and the Vice President of
Human Resources will determine if the exception is warranted. In addition, special events which occur
from time to time will allow "costumes" or theme clothing to be worn. These special event variations
must be approved in advance by Human Resources.
IV. Policy Enforcement
If a staff member reports to work improperly dressed or groomed, department management shall instruct
that individual to return home to change. Upon leaving District premises, the personnel, as appropriate,
shall clock out until return and resumption of duties. They will not be compensated during such time
away from work. Repeated violations of this policy may result in implementation of the policy entitled
PROGRESSIVE DISCIPLINE (HR.216).
Updated 2-05-2013
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ORIENTATION INFORMATION
PACKET OF IMPORTANT DOCUMENTS FOR:
Students
This packet provides a brief overview of our District’s vision, mission, expectations, our internal
safety and environment of care polices and is your orientation to the District. Please carefully
review the information listed above as this orients you to the District.
I have read and reviewed the orientation packet. This material contained the following
information:
‰
‰
‰
‰
‰
‰
‰
‰
‰
‰
‰
‰
‰
‰
‰
‰
‰
Vision- Mission- Goals- Values
Compliance- Standards of Conduct
Declaration of Confidentiality
Safety and Security
Electrical Safety
Hazardous Materials
Infection Control
Patients Rights and Responsibilities
Recognition and Reporting of Abuse
HIPAA
Procedures for Following Up On An Incident
Appropriate Dress
Parking
Kaweah Delta’s Service Excellence Standards
Cultural Diversity
Attached TB clearance
Began the process for my background and drug screen (www.kaweahbackgroundcheck.com)
I agree that I have read all guidelines, procedures and conditions presented in the
orientation materials.
Print Name
Signature
Preceptor’s Name
Department
Instructors Name
Phone number
Start Date:
______________________________
End Date:
______________________________
Updated 2-05-2013
Date
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CONFIDENTIAL INFORMATION FORM
Last Name
First Name
Address
City
Birth Date
State
Main Phone Number
Social Security Number
MI
Zip Code
Message Number
Email Address
School Name
I verify that the above information is correct:
Signature
Updated 2-05-2013
Date
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KDHCD Clinical Student Guidelines Agreement
As a clinical student, for _____________ I,______________,
(Name of School & Program attending)
(Student’s Name – Please Print)
agree that:
1. My time and services are given for educational purposes without contemplation of compensation
or future employment.
2. I shall not sell or attempt to sell goods or services, request contributions, or solicit persons to sign
or distribute political petitions or religious material on District premises, unless I receive the
express authorization of the District Executive Director, to engage in these activities.
3. I shall, if requested, submit to examinations, which may include chest X-rays, skin tests, appropriate
laboratory tests and/or immunizations that may be necessary as a part of my Temporary Employee
service. If requested, I hereby authorize my doctor(s) to furnish the hospital information concerning
my health. I also authorize the person(s) making X-ray films to report the results to District.
4. I shall be punctual and conscientious, conduct myself with dignity, courtesy and consideration of
others, and endeavor to make my work professional in quality.
5. I shall attempt to resolve any problems related to my student internship activities with my on-site
clinical coordinator, and if unsuccessful attempt to resolve any such problems in the manner put forth
by the school I am placed through.
6. I shall make my best effort to fulfill my commitment to the District by completing all assignments that I
accept.
7. I shall at all times uphold the philosophy and standards of District.
8. I understand that if injured at the work site, KDHCD agrees to provide first aid treatment if I require
such care, but is not obligated to provide any other professional service to me.
9. I understand that the District Human Resources reserves the right to terminate my student internship
status as a result of (a) failure to comply with District policies, rules and regulations; (b) absences
without prior notification; (c) unsatisfactory attitude, work or appearance; or (d) any other
circumstances which, in the judgment of the Human Resource Department, my on-site clinical
coordinator and/or the school I am placed through, would make my continued service or time as a
student intern contrary to the best interest of the District.
10. I release Kaweah Delta Health Care District from any liability related to my student internship at
the District.
I have read each of the above conditions and I agree to be bound by them.
Print Name
Signature
Date
I agree that I have explained each of the conditions of service to the individual who has signed
this form and that I have witnessed their signature.
Print Instructor’s Name or Preceptor
Updated 2-05-2013
Signature
Date
17 of 23
Updated 2-05-2013
18 of 23
Updated 2-05-2013
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Confidentiality Agreement
Confidentiality:
As a user of information of Kaweah Delta Health Care District (“KDHCD”) electronic/computer systems,
you may develop, use, or maintain (1) patient information (for health care, quality improvement, peer
review, education, billing, reimbursement, administration, research, or for other purposes), (2) personnel
information (for employment, payroll, or other business purposes), or (3) confidential business
information of KDHCD and/or third parties, including third-party software and other licensed products or
processes. This information from any source and in any form, including, but not limited to, paper record,
oral communication, audio recording, and electronic display, is strictly confidential. Access to
confidential information is permitted only on a need-to-know basis and limited to the minimum amount of
confidential information necessary to accomplish the intended purpose of the use, disclosure, or request.
It is the policy of KDHCD that users (i.e., employees, medical staff, students, volunteers, and outside
affiliates) shall respect and preserve the privacy, confidentiality and security of confidential information.
Violations of this statement include, but are not limited to:
ƒ
ƒ
ƒ
ƒ
ƒ
ƒ
ƒ
ƒ
Accessing information that is not within the scope of your duties;
Accessing your own health information, or the health information of your family and/or friends;
Misusing, disclosing without proper authorization, or altering confidential information;
Disclosing to another person your sign-on code and/or password for accessing electronic or
confidential information or for physical access to restricted areas;
Using another person’s sign-on code and/or password for accessing electronic confidential
information or for physical access to restricted areas;
Intentional or negligent mishandling or destruction of confidential information;
Leaving a secured application unattended while signed on; or
Attempting to access a secured application or restricted area without proper authorization or for
purposes other then official KDHCD business.
Violation of this statement will constitute grounds for corrective action up to and including termination of
employment, indefinite loss of information system security access, and/or loss of KDHCD privileges or
contractual or affiliation rights in accordance with applicable KDHCD procedures. Unauthorized use or
release of confidential information may also subject the violator to personal, civil, and/or criminal liability
and legal penalties.
I have read and agree to comply with the terms of the “Confidentiality Statement” and will comply
with KDHCD Privacy Confidentiality of Protected Health Information (PHI) and Information
Security Policies, as applicable, copies of which will be provided upon request.
Name: ________________________________________________
(please print)
Office/Company Name: __________________________________
Username: _____________________________________________
Last four digits of Social Security Number (SSN): _____________
Signature/Date: _______________________________________ / ___________
Affiliation:
[ ] Employee
[ ] Contract Employee
[ ] Medical Staff
[ ] Physician Office Staff
[ ] Student
[ ] Other Providers
[ ] Volunteer
[ ] Vendor
[ ] Other ___________
(please sign) Date
Updated 2-05-2013
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HEPATITIS B VACCINE DECLINATION
I understand that due to my occupational exposure to blood or
other potentially infectious material I may be at risk of acquiring
Hepatitis B virus infection. I have been informed that I could be
vaccinated with Hepatitis B Vaccine (HBV). However, I decline
Hepatitis B Vaccine at this time. I understand that by declining to
obtain this vaccination series I continue to be at possible risk of
acquiring Hepatitis B and assume full responsibility for my
decision to decline the vaccination.
Print Name
Signature
Date
† I have already completed the Hepatitis B Vaccine series.
Print Name
Updated 2-05-2013
Signature
Date
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HAND HYGIENE QUIZ
Please self correct this quiz and return it to HR or fax it to 559.713.2559.
Answers are at the end of the quiz.
1. Alcohol hand gel can be used if hands are visibly soiled.
True
False
2. Glove use for ALL patient care contacts is the best way of reducing the transmission of organisms.
True
False
3. How often should you clean your hands after touching a patient or a contaminated surface in the
hospital?
a. Always
b. Often
c. Sometimes
d. Never
4. Bacteria can be transmitted from both colonized and infected patients.
True
False
5. How often should you clean your hands after touching a patient’s intact skin
(for example, when measuring a pulse or blood pressure).
a. Always
b. Often
c. Sometimes
d. Never
6. Use of artificial nails by healthcare workers poses a risk of infection to patients.
True
False
7. When a healthcare worker touches a patient who is colonized, but not
infected, with resistant organisms (EG: MRSA or VRE) the Health Care Worker’s hands can be a source
for spreading resistant organisms to other patients.
True
False
Answers: 1- false; 2- false; 3- a; 4- true; 5- a; 6- true; 7- true
NAME
Updated 2-05-2013
DATE
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KDHCD DEPARTMENT ORIENTATION CHECKLIST/REMINDER
To be used for all Staff (New Hires/ Transfers/ Temp Agency/ Registry/ Traveler/ Contractor/ Students)
STAFF MEMBER NAME:____________________________SS #:______________________________
Department:
‰
‰
‰
‰
‰
‰
‰
‰
_____________________________________Position:___________________________
New Employee
Employee Transfer
Temp Agency
Registry/Traveler
Contractor (Independent Contractor, Vendor, Clinical Instructors)
Student
Volunteer
Other
This form should be completed on the first working day in the assigned department. The form, complete with all
signatures should be returned to the Human Resources Department within 48 hours . HR fax number: 713-2559
As the following topics are explained to you, initial the "Info Received" column. Sign the bottom of the form and
return to your department manager for his/her signature. If topic does not apply to your dept./position, mark N/A.
Subject
Subject
Received copy of Job Description with review of responsibilities:
attendance and punctuality standards, disciplinary policies
complaint and grievance procedure
Patient/Personal Electrical Safety Inspection Procedure
National Patient safety goals discussed
Performance Review procedures including evaluation dates and pay for
performance
Initial Competencies checklist is reviewed. Staff member
realizes that patient care procedures cannot be performed until
competency to perform that procedure is confirmed.
Location of information regarding: Fire Response, Hazardous
Materials, Disaster Evacuation, Code Blue, Code Pink. To
include staff members responsibilities.
"R.A.C.E." Procedure
Location and review of policy/procedure manuals (District-wide and
Department-specific)
Current District Performance Improvement Model and current department
projects/goals including measures used to evaluate performance
Tour of Department
Time Clocks/OTIS Forms/Paycheck distribution
Location of fire extinguisher and fire alarms.
Nearest Fire Alarm Pull Stations
Department Specific Response/Roles to Different Triages,
Codes and HEICS
Departmental Evacuation Plan. Wall Mounted Evacuation
Routes
MSDS sheets (Review and sign)
Department work schedule and how to make requests for time off. Method of
reporting ill.
Intradepartmental communication including department meetings,
communication logs, interoffice mail system
Usage of telephone system
Procedure of: entry, storage, use, disposal of hazardous
substances. Proper response to chemical spills
Review of department infection control guidelines (Blood borne
& airborne pathogen packet)
Infection Control Manual
Introduction to co-workers and review of their responsibilities
Hand Washing Procedures
Review Confidentiality and HIPPA Rules
Disposal and Definition of Sharps
If applicable, received Management/Leadership Orientation Checklist
Protective Equipment and Barriers
Review of Service Plan or Plan of Care
Role of Clinical Engineering- Filling out red repair tags
Review of Patient Abuse Reporting
Roles of security officers in the provision of staff safety .
Reporting of a security incident
Review Code Gray and areas of high risk for violence
Hours of work, shifts, overtime policy
Lunch/rest periods, and restroom location
Body Mechanics
Process/Forms for Reporting a work injury
Notification of Utility Problem/Location of Important Shut Off Valves
Correct use of department machinery/equipment, and
protective measures
Process/Form for Statement of Concern/ Occurrence Report
Procedure for Electrical Safety Inspection New Equipment
Review of dress code
NonEmployee Signature
Date Completed
Department Manager Signature
Original: Dept File
Updated 2-05-2013
Fax copy to HR at 713-2559
23 of 23