Trivia Questions Quiz On Dungarvin Professionalism Policy!

12 Questions | Total Attempts: 61

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Trivia Questions Quiz On Dungarvin Professionalism Policy!

Explain the principles of Dungarvin's Professionalism Policy Demonstrate the ability to operate within the policy Identify and report concerns in compliance with Dungarvin Policy


Questions and Answers
  • 1. 
    POLICY AND PROCEDURE REGARDING EMPLOYEE PROFESSIONALISM AND CONFLICTS OF INTEREST  PURPOSE The purpose of this policy is to outline Dungarvin’s expectations for employee professionalism and conflicts of interest. POLICY All Dungarvin employees will interact with persons served, their families, guardians, outside entities, other employees, and individuals involved in the support of persons with disabilities in a professional and competent manner at all times.  The mission of Dungarvin is to respect and respond to the choices of people with disabilities.  All employees are expected to implement Dungarvin’s mission by building positive and supportive relationships with persons served and all others who touch their lives.  Such individuals may include, but are not limited to family members, friends, neighbors, advocates, guardians, fellow employees, case managers, regulatory entities, vendors, and those involved in the funding of services.  This policy will not interfere with, restrain, or prevent employees from engaging in any activity that is intended to communicate concerns about their wages, hours, or terms or conditions of employment and that is protected under any law.  PROCEDURE I. Professional Behavioral Expectations A. All employees are expected to conduct themselves in a professional manner at all times while engaged in activities that have an actual or potential impact on Dungarvin’s mission. This includes the following:  1. Treat persons served with dignity and respect.  2. Appear well groomed and professionally presentable at all times and wear clothing appropriate for the work being performed.  Different formalities of dress will be appropriate for different positions, but clothing is always expected to be neat, clean, modest, and free from language or images which may be offensive to others.  Every employee should remember the function of providing a role model for persons served in relation to dress and appearance.  3. Keep the work place clean and orderly in accordance with the employee’s job description.  4. Maintain the confidentiality of all information regarding persons served and other employees in accordance with state and federal requirements.  Access to and use of information regarding persons served and/or Dungarvin employees is restricted to persons who need to access that information to carry out job duties, as described in Dungarvin’s HIPAA privacy policy. Information regarding the welfare and best interest of a person served will be released to or discussed only with interdisciplinary team members and/or individuals involved in the care of persons served, including Dungarvin program management staff.  No information about a person served should be discussed with anyone not involved in the care or support of that person.  Discussions regarding the individuals served should only take place at the work site or in meetings or appointments specifically set up for the purpose of discussing the needs of the individual. Refer to POLICY AND PROCEDURE REGARDING THE RECORDS OF INDIVIDUALS WHO LIVE IN A DUNGARVIN PROGRAM and Dungarvin’s HIPAA privacy policy.  5. For employees performing direct care services, focus activities on the needs of the individuals being served at all times.  6. Personal electronic devices such as cell phones, MP3 players, IPods, lap top computers and similar electronic devices should not be used when scheduled to provide support to a person served, as they detract from attention to the person served. Employees not responsible for direct care services may use cell phones, MP3 players, IPods, etc. provided their use does not interfere with job performance.  7. Respect Dungarvin property and the property of persons served, in accordance with work location guidelines.  Employees should not use the property of persons served except for the telephone if approved by the IDS, legal guardian or in dire emergency.  Emergency personal, long distance calls should be charged to the employee’s long distance calling card or placed collect.  The cost for personal long distance calls may not be placed on Dungarvin’s phone bill unless prior authorization of the supervisor is obtained.  Procedures for authorization are to be obtained from an employee's supervisor.  Refer to POLICY AND PROCEDURE PERTAINING TO USE OF COMPUTERS AND INFORMATION TECHNOLOGY for information about using Dungarvin owned technology resources, including computers.    8. Promote a positive and supportive attitude with persons served, co-workers, supervisors, families, the organization, the program, and any other contacts made as a part of the job.  Every employee is expected to promote the concept of teamwork and maintain reasonable flexibility in carrying out job functions to best meet the needs of persons served, the department or program, and the organization.  9. Every employee will uphold and support the policies, procedures, and philosophy of the site and organization.  10. Report concerns in a positive and forthright manner that works towards a solution and is in compliance with POLICY AND PROCEDURE REGARDING EMPLOYEES COMMUNICATING CONCERNS AND SUBMITTING GRIEVANCES.  11. Present responsible, mature, and professional behavior at all times.  12. Assure that unauthorized people, including the employee’s family members, friends, former employees, etc., are not allowed into any program setting, unless approved in advance by the supervisor.  Any visitors to other settings, including an office, must not interfere with work performance or responsibilities. Employees should not be at the work site when not working.
  • 2. 
    The mission of Dungarvin is to respect and respond to the choices of people with disabilities.
    • A. 

      True

    • B. 

      False

  • 3. 
     All employees are expected to conduct themselves in a professional manner at all times while engaged in activities that have an actual or potential impact on Dungarvin’s mission.  This includes the following: 
    • A. 

      Treat persons served with dignity and respect.

    • B. 

      Appear well groomed and professionally presentable at all times.

    • C. 

      Keep the work place clean and orderly.

    • D. 

      Maintain the confidentiality of all information regarding persons served and other employees in accordance with state and federal requirements.

    • E. 

      All of the above

  • 4. 
    It is ok to use personal electronic devices such as cell phones, MP3 players, IPods, lap top computers and similar electronic devices when scheduled to provide support to a person served, as long as they do not detract from attention to the person served.
    • A. 

      True

    • B. 

      False

  • 5. 
    Every employee is expected to promote the concept of teamwork and maintain reasonable flexibility in carrying out job functions to best meet the needs of persons served, the department or program, and the organization. 
    • A. 

      True

    • B. 

      False

  • 6. 
    You are not expected to report concerns in a positive and forthright manner if you believe you have been poorly treated by another staff person.
    • A. 

      True

    • B. 

      False

  • 7. 
    It is acceptable to allow other people, including the employee’s family members, friends, former employees, etc., into any program setting, if the person being served agrees.
    • A. 

      True

    • B. 

      False

  • 8. 
     Employees should not be at the work site when not working.
    • A. 

      True

    • B. 

      False

  • 9. 
       B.         Employees may NOT:                         1.         Share information about persons served on social networking sites including Facebook, Twitter, etc. Employees are not to accept or solicit “friend” requests from persons served. Any communication on social networking sites with members of the interdisciplinary team of the person served must not include any information about persons served.                         2.         Conduct personal business while on duty.                         3.         Take a person served to the employee’s personal residence unless approved in advance by the supervisor.                         4.         Bring any weapons or dangerous instruments into the work site or any area where persons served may be present, including a personal automobile if used to transport a person served.   To ensure the safety of persons served, an employee must ensure that any weapons in the employee’s personal vehicle are stored in a secured area and out of sight. Any ammunition must be stored separately from the weapon. Any attempt to bring a weapon or dangerous instrument in the work site or threaten to use a dangerous instrument will result in disciplinary action up to and including termination.                         5.         Use personal electronic devices (e.g., cell phones, PDAs, etc.) for audio and/or video recording when providing support to a person served, without authorization from the supervisor.  Distribution of any photographs and/or images of persons served outside of Dungarvin without written authorization is strictly prohibited.                         6.         Solicit other employees for personal gain while on duty or on company premises, or solicit other employees for any other purpose while either the employee conducting the solicitation or the employee being solicited is on working time, or solicit other employees in locations where persons served would be exposed to the solicitation. (These restrictions do not apply to solicitations approved by the state director, for recognized charitable or community organizations. A limited number of solicitations for organizations like Girl Scouts or the Red Cross may be approved; solicitations for organizations like Avon will not be approved.)                         7.         Alter or falsify any administrative or program information.                         8.         Make comments or communicate about persons served, coworkers, supervisors, Dungarvin, or Dungarvin vendors or suppliers in a manner that is vulgar, obscene, threatening, intimidating, harassing, libelous, or discriminatory on any basis protected under federal, state, or local laws, regulations, or ordinances. Those communications are disrespectful and unprofessional and will not be tolerated.                         9.         Utilize Dungarvin materials and/or supplies for personal gain or personal use. Any documents an employee creates in the course of employment are considered works for hire and belong to Dungarvin.                        II.        Conflicts of Interest             A.        Dating and physical relationships between coworkers, between supervisors and employees and between employees and vendors can create actual or perceived conflicts of interest and may have an impact on the workplace.  If Dungarvin determines that such a relationship interferes with the work environment, or is not in the best interest of a person served or of Dungarvin as determined by the state director, Dungarvin will take appropriate action to address those issues, which may include reassignment or disciplinary action, up to and including termination.  All staff considering such relationships must keep in mind that unwanted sexual advances and other forms of harassment are prohibited under Dungarvin’s POLICY AND PROCEDURE REGARDING EQUAL OPPORTUNITY, AFFIRMATIVE ACTION AND FREEDOM FROM HARASSMENT.             B.         An employee who becomes a member of the same household or immediate family member of another Dungarvin employee may continue employment as long as there is not a direct supervisor/ subordinate relationship with the family member, or an actual conflict of interest or appearance of a conflict of interest, as determined by the regional director. If Dungarvin determines that such a relationship interferes with the work environment, or is not in the best interest of a person served or of Dungarvin, Dungarvin will take appropriate action to address those issues, which may include reassignment or disciplinary action, up to and including termination.  For purposes of this policy, “immediate family” includes: spouse, child, sibling, parent, domestic partner, stepchild, father in-law, mother-in-law, sister-in-law and brother-in-law, or any other member of the employee’s household.             C.         Refer to POLICY AND PROCEDURE CONCERNING RECRUITING, INTERVIEWING, AND HIRING OF EMPLOYEES for information about applicants who are member of the same household or immediate family member of another Dungarvin employee.             D.        Employees must also avoid potential conflicts of interest or the appearance of a conflict of interest where actions are not in the best interest of a person served or Dungarvin.  An example includes, but is not limited to, a Dungarvin employee who serves an individual and then becomes the guardian, advocate, authorized representative or medical proxy of that individual.  When a potential for a conflict of interest arises, the employee is required to notify the director level supervisor. The director level supervisor will evaluate the situation and consult with the regional director, who will in turn review the situation with the national director of operations to determine the proper course of action.             E.         An employee must promptly notify his/ her supervisor if Dungarvin is serving a person who is the employee’s immediate family member.             F.         Employees will not solicit any gifts from persons served.  Employees also will not solicit gifts from family members, guardians, or vendors.  Employees will consult with the supervisor regarding any gift given by a person served.   Any gifts accepted from family members, guardians, or vendors may only be of nominal value and not exceed $50.  Offers beyond this value must be discussed with the employee’s director-level supervisor. III.       Consequences of Unacceptable Conduct                Failure to exhibit conduct as set forth above and in the employee’s job description will subject the employee to disciplinary action, up to and including termination. Refer to POLICY AND PROCEDURE CONCERNING ORIENTATION PERIODS, PROBATION, SUSPENSION, AND TERMINATION. IV.       Any exception to this policy must be made in consultation with the national director of operations. REFERENCED POLICIES POLICY AND PROCEDURE REGARDING EQUAL OPPORTUNITY,      AFFIRMATIVE ACTION AND FREEDOM FROM HARASSMENT                                  A-13POLICY AND PROCEDURE REGARDING THE RECORDS OF INDIVIDUALS      WHO LIVE IN A DUNGARVIN PROGRAM                                                                       B-20POLICY AND PROCEDURE REGARDING EMPLOYEES COMMUNICATING      CONCERNS AND SUBMITTING GRIEVANCES                                                                A-12POLICY AND PROCEDURE PERTAINING TO THE USE OF      COMPUTERS AND INFORMATION TECHNOLOGY                                                      A-26POLICY AND PROCEDURE CONCERNING ORIENTATION PERIODS,      PROBATION, SUSPENSION, AND TERMINATION                                                          A-1HIPAA PRIVACY POLICY
  • 10. 
     Employees are encouraged to share information about persons served on social networking sites including Facebook, Twitter, etc. and accept “friend” requests from persons served as this helps to promote Dungarvin and the good work we do.
    • A. 

      True

    • B. 

      False

  • 11. 
    It is ok to take a person served to your house so long as they wait in the car while you run in. 
    • A. 

      True

    • B. 

      False

  • 12. 
    Employees must avoid potential conflicts of interest or the appearance of a conflict of interest where actions are not in the best interest of a person served or Dungarvin.  An example includes, but is not limited to, a Dungarvin employee who serves an individual and then becomes the guardian, advocate, authorized representative or medical proxy of that individual.  When a potential for a conflict of interest arises, the employee is required to notify the director level supervisor.
    • A. 

      True

    • B. 

      False

  • 13. 
    An employee must promptly notify his/ her supervisor if Dungarvin is serving a person who is the employee’s immediate family member.
    • A. 

      True

    • B. 

      False

  • 14. 
    It is ok to accept gifts from persons served and their families as long as it is under $150. 
    • A. 

      True

    • B. 

      False

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