Workplace Safety & Violence Prevention 2016

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Workplace Safety & Violence Prevention 2016


Questions and Answers
  • 1. 
    PURPOSEThe purpose of this policy is to inform employees of the procedures designed to reduce the occurrences of incidents and work related injuries and establish preventive measures to minimize the potential for violence in the workplace. Our objective is to ensure a safe work environment for persons served and employees. POLICY Dungarvin management is committed to providing safe and healthy working environments and conditions for all employees.  On-the-job incidents and injuries can cause pain and suffering; they also affect our ability to provide the continued quality of care and services that persons served need and deserve. Dungarvin does not tolerate workplace violence or threats of workplace violence. According to the National Institute for Occupational Safety and Health (NIOSH), workplace violence is defined as:“Any physical assault, threatening behavior or verbal abuse occurring in the work setting. It includes but is not limited to beatings, stabbings, suicides, shootings, rapes, near suicides, psychological traumas such as threats, obscene phone calls, an intimidating presence, and harassment of any nature such as being followed, sworn at, or shouted at.”The term “violence” refers to actions or words that endanger or harm another or another’s property, or result in another having a reasonable belief that they or their property is in danger.  As used in this policy, violence encompasses a range of inappropriate behaviors that include but are not limited to the following:
    • intimidating or threatening behaviors;
    • physical or verbal abuse;
    • vandalism;
    • arson;
    • sabotage;
    • using weapons of any kind on property owned, leased, or otherwise controlled by Dungarvin;
    • and any other act(s) which a reasonable person would consider as inappropriate and/or posing a danger or threat of danger/violence in the workplace. Such behavior includes, but is not limited to oral, written or e-mail statements, gestures, or expressions that are reasonably understood to communicate a direct or indirect threat of physical harm.
     Management accepts overall responsibility for the provision of training, guidance, and control of the safety procedure as outlined in this plan and for the ultimate detection and correction of unsafe conditions in the workplace.Each Dungarvin employee is responsible to ensure the workplace is safe and healthy for both persons served and employees by:  1) using care and caution on the job, 2) correcting or bringing to management's attention any unsafe conditions at the earliest opportunity and 3) reviewing, understanding, and following all provisions of this policy.  Whenever an unsafe situation cannot be immediately corrected, employees will work cooperatively in alerting co-workers and persons served, and will work together in keeping the hazard to a minimum.  Employees are responsible to know, understand and implement all general safety and health rules of the organization; they are to participate in review of safety and health training as often as necessary, but at least annually.  
  • 2. 
    The purpose of this policy is to inform employees of the procedures designed to reduce the occurrences of incidents and work related injuries and establish preventive measures to minimize the potential for violence in the workplace. Our objective is to ensure a safe work environment for persons served and employees.       
    • A. 

      True

    • B. 

      False

  • 3. 
    Dungarvin does not tolerate workplace violence or threats of workplace violence. 
    • A. 

      True

    • B. 

      False

  • 4. 
    National Institute for Occupational Safety and Health (NIOSH), workplace violence is defined as:“Any physical assault, threatening behavior or verbal abuse occurring in the work setting. It includes but is not limited to beatings, stabbings, suicides, shootings, rapes, near suicides, psychological traumas such as threats, obscene phone calls, an intimidating presence, and harassment of any nature such as being followed, sworn at, or shouted at.”
    • A. 

      True

    • B. 

      False

  • 5. 
    The term “violence” refers to actions or words that endanger or harm another or another’s property, or result in another having a reasonable belief that they or their property is in danger.  As used in this policy, violence encompasses a range of inappropriate behaviors that include but are not limited to the following:
    • intimidating or threatening behaviors;
    • physical or verbal abuse;
    • vandalism;
    • arson;
    • sabotage;
    • using weapons of any kind on property owned, leased, or otherwise controlled by Dungarvin;
    • and any other act(s) which a reasonable person would consider as inappropriate and/or posing a danger or threat of danger/violence in the workplace. Such behavior includes, but is not limited to oral, written or e-mail statements, gestures, or expressions that are reasonably understood to communicate a direct or indirect threat of physical harm.
    • A. 

      All of the above

    • B. 

      None of the above

  • 6. 
    Each Dungarvin employee is responsible to ensure the workplace is safe and healthy for both persons served and employees by: 1) using care and caution on the job,2) correcting or bringing to management's attention any unsafe conditions at the earliest opportunity and 3) reviewing, understanding, and following all provisions of this policy.  
    • A. 

      1,2 & 3

    • B. 

      2 & 3 only

    • C. 

      3 only

  • 7. 
     I.          Goal Our goal is to create a safe and healthy work environment while reducing work-related accidents; this will benefit employees, persons served, and the organization as a whole. II.        Objectives A.        To detect and correct unsafe circumstances, situations, and events through consistent awareness and regular inspections. B.         To detect and correct unsafe individual actions, practices, and procedures through training and supervision. C.         To determine when and how policies and procedures need to be changed or revised through analysis and evaluation of all documentation involving individual incidents/injuries and/or property damage in the workplace. D.        To ensure control and awareness of unsafe acts and circumstances through formal reporting of every incident resulting in injury or property damage.  E.         To monitor long-term improvement in the workplace by recording and documenting actions taken to achieve the stated goal. F.         To ensure that proper procedures are in place to address workplace violence. Workplace violence can occur in a variety of forms including, criminal activity, aggression by persons served, worker on worker violence, and personal relationship violence.  Prohibited behaviors are those behaviors that threaten, or are reasonably perceived as threatening, the safety of an employee, person served, or the public, affect the health, life or well-being of any employee, person served or the public, or result in damage to the property of Dungarvin, an employee, a person served, or the public.  Examples of conduct that is prohibited may include but is not limited to:             1.         Threats- verbal or written or body language expressions of intent to cause harm,         including threats of any of the following behaviors.             2.         Behavior that is threatening, intimidating, coercing, harassing, bullying, stalking,        or assaulting.             3.         Physical assaults of any kind including slapping, beating, sexual assault or        homicide.             4.         Use of weapons or dangerous instruments.  Weapon includes, but is not limited            to, any firearm, including a BB gun, whether loaded or unloaded, any knife (excluding a small pen or pocket knife), including a switchblade or other knife            having an automatic spring release device, a stiletto, any police baton, nightstick or similar club, any martial arts weapon, or any electronic defense weapon.     Dangerous instrument means any instrument, article, or substance that, under the            circumstances, is capable of causing death or serious physical injury. Employees       are not allowed to bring any weapons or dangerous instruments into the work site       or any area where persons served may be present. See POLICY AND      PROCEDURE REGARDING EMPLOYEE PROFESSIONALISM AND            CONFLICTS OF INTEREST.             5.         Mugging- an aggressive assault, usually by surprise with intent to rob.             6.         Sexual harassment.  See POLICY AND PROCEDURE CONCERNING EQUAL           EMPLOYMENT OPPORTUNITY, AFFIRMATIVE ACTION, AND          FREEDOM FROM HARASSMENT.             7.         Damaging, or attempting to damage, property of Dungarvin, an employee, person      served, or the public.             G.         Offensive or Violent Conduct by Persons Served Dungarvin recognizes that some persons served may engage in conduct toward Dungarvin employees that may be considered harassing, offensive or violent.  Dungarvin does not condone such conduct, but recognizes that dealing with such conduct may be a necessary part of the environment in which habilitative services are provided.  Dungarvin will equip employees with information about the conduct of the persons that they will be serving and train employees on proper methods for addressing such behavior. If an employee feels intimidated, threatened or unsafe based on the conduct of a person served, the employee is expected to notify her or his supervisor.  See also POLICY AND PROCEDURE CONCERNING EQUAL EMPLOYMENT OPPORTUNITY, AFFIRMATIVE ACTION AND FREEDOM FROM HARASSMENT.
  • 8. 
    Workplace violence can occur in a variety of forms including, criminal activity, aggression by persons served, worker on worker violence, and personal relationship violence.  Prohibited behaviors are those behaviors that threaten, or are reasonably perceived as threatening, the safety of an employee, person served, or the public, affect the health, life or well-being of any employee, person served or the public, or result in damage to the property of Dungarvin, an employee, a person served, or the public.  Examples of conduct that is prohibited may include but is not limited to:             1.         Threats- verbal or written or body language expressions of intent to cause harm,   including threats of any of the following behaviors.             2.         Behavior that is threatening, intimidating, coercing, harassing, bullying, stalking,      or assaulting.             3.         Physical assaults of any kind including slapping, beating, sexual assault or             homicide. 
    • A. 

      Only 1

    • B. 

      Only 2

    • C. 

      All of the above

    • D. 

      None of the above

  • 9. 
    Employees are allowed to bring any weapons or dangerous instruments into the work site or any area where persons served may be present.
    • A. 

      True

    • B. 

      False

  • 10. 
    Dungarvin recognizes that some persons served may engage in conduct toward Dungarvin employees that may be considered harassing, offensive or violent.  Dungarvin condones such conduct.
    • A. 

      True

    • B. 

      False

  • 11. 
    If an employee feels intimidated, threatened or unsafe based on the conduct of a person served, the employee is expected to notify her or his supervisor.  
    • A. 

      True

    • B. 

      False

  • 12. 
    Incidence of violence, threats of violence, or observations of violence in the workplace are not to be ignored by any Dungarvin employee.
    • A. 

      True

    • B. 

      False

  • 13. 
    III.       Responsibilities A.        Director-Level Position 1.         Management is responsible to provide time, resources, guidance, and overall supervision of implementation of the safety program. 2.         The director-level position will: a.         Provide and/or ensure the training and resources necessary for supervisors to implement the goal and achieve the objectives in each workplace.         b.         Ensure managers, supervisors, and employees at all levels are fully aware of the safety program and participate fully therein.c.         Review each incident report and ensure appropriate preventative recommendations and responses are included in the review and follow-up.d.         Ensure records of every incident are maintained and available for inspection, and information is submitted to the human resources department for inclusion on the OSHA 300 log.e.         Provide resources for such safety-related actions and activities as are recommended by staff and employees and which are, in the employer's judgment, appropriate and necessary.f.          Ensure compliance with the provisions of the program and with the concepts of appropriate behavior in the workplace.B.         Supervisors 1.         The supervisor is responsible to ensure each employee knows, understands, and implements safe and prudent practices in the workplace consistent with rules, regulations, and procedures governing the operation of the workplace. 2.         The supervisor will:a.         Provide and/or ensure that every employee is provided safety and health training appropriate to the workplace upon employment and whenever indicated by management.b.         Report every incident resulting in injury, potential for injury, or property damage to management, and ensure the report includes an analysis of causal factors and appropriate recommendations for corrective and preventative measures. This includes incidents resulting from workplace violence.c.         Implement recommendations by management for corrective and preventative measures in the workplace.d.         Participate in the conduct and documentation of regular inspections of the workplace, and ensure corrective/preventative recommendations resulting from such inspections are implemented as directed.e.         Ensure appropriate disciplinary actions are taken, where employees fail to demonstrate practices and behaviors consistent with health and safety standards in the workplace, and that a formal record of such disciplinary action is submitted to the employee's personnel file.f.          Document training in the safety program to the formal training record of the employee.g.         Coordinate communication of the organization's Workplace Safety Program and all revisions/updates to employees.h.         Ensure that a safety data sheet (SDS) is on file for all chemicals used in the workplace, including household cleaners. C.         Employees  
    1. Employees are responsible to know, understand, and implement safety and prudent practices in the workplace consistent with rules, regulations, and procedures governing the operation of the workplace.
      
    1. Incidents of violence, threats of violence, or observations of violence in the workplace are not to be ignored by any Dungarvin employee. Indirect or direct threats of violence, incidents of actual violence, use of a weapon or dangerous instrument in the workplace, and suspicious incidents that may suggest the possibility of workplace violence, including unexplained inquiries about the work schedule or contact information of a Dungarvin employee must be reported immediately to the supervisor or the human resources department.
     3.         Employees will: a.         Read and understand this policy, the organization's goals and objectives, and the procedures for promoting a safe and healthful workplace.b.         Comply with the rules, regulations, and procedures prescribed for the operation of the site.  Use safety common sense in every on-the-job activity.c.         Report every unsafe or hazardous workplace condition detected, and every incident resulting in injury, or potential injury, as well as every incident resulting in property damage by documenting the hazard or unsafe condition as instructed.d.         Attend all scheduled safety and health inservice training appropriate to the employee's workplace upon employment and whenever indicated by management.  Inform the human resources department of any protective or restraining order obtained that lists the workplace as a protected area or that applies to a Dungarvin employee while in the workplace.  Orders will be kept as confidential as possible. Additional measures may be taken to assure the employee is safe while at work. 
  • 14. 
    III.       Responsibilities A.        Director-Level Position 1.         Management is responsible to provide time, resources, guidance, and overall supervision of implementation of the safety program. 2.         The director-level position will: a.         Provide and/or ensure the training and resources necessary for supervisors to implement the goal and achieve the objectives in each workplace.          b.         Ensure managers, supervisors, and employees at all levels are fully aware of the safety program and participate fully therein.c.         Review each incident report and ensure appropriate preventative recommendations and responses are included in the review and follow-up.d.         Ensure records of every incident are maintained and available for inspection, and information is submitted to the human resources department for inclusion on the OSHA 300 log.e.         Provide resources for such safety-related actions and activities as are recommended by staff and employees and which are, in the employer's judgment, appropriate and necessary.f.          Ensure compliance with the provisions of the program and with the concepts of appropriate behavior in the workplace.B.         Supervisors 1.         The supervisor is responsible to ensure each employee knows, understands, and implements safe and prudent practices in the workplace consistent with rules, regulations, and procedures governing the operation of the workplace. 2.         The supervisor will:a.         Provide and/or ensure that every employee is provided safety and health training appropriate to the workplace upon employment and whenever indicated by management.b.         Report every incident resulting in injury, potential for injury, or property damage to management, and ensure the report includes an analysis of causal factors and appropriate recommendations for corrective and preventative measures. This includes incidents resulting from workplace violence.c.         Implement recommendations by management for corrective and preventative measures in the workplace.d.         Participate in the conduct and documentation of regular inspections of the workplace, and ensure corrective/preventative recommendations resulting from such inspections are implemented as directed.e.         Ensure appropriate disciplinary actions are taken, where employees fail to demonstrate practices and behaviors consistent with health and safety standards in the workplace, and that a formal record of such disciplinary action is submitted to the employee's personnel file.f.          Document training in the safety program to the formal training record of the employee.g.         Coordinate communication of the organization's Workplace Safety Program and all revisions/updates to employees.h.         Ensure that a safety data sheet (SDS) is on file for all chemicals used in the workplace, including household cleaners. C.         Employees 
    1. Employees are responsible to know, understand, and implement safety and prudent practices in the workplace consistent with rules, regulations, and procedures governing the operation of the workplace.
     
    1. Incidents of violence, threats of violence, or observations of violence in the workplace are not to be ignored by any Dungarvin employee. Indirect or direct threats of violence, incidents of actual violence, use of a weapon or dangerous instrument in the workplace, and suspicious incidents that may suggest the possibility of workplace violence, including unexplained inquiries about the work schedule or contact information of a Dungarvin employee must be reported immediately to the supervisor or the human resources department.
     3.         Employees will: a.         Read and understand this policy, the organization's goals and objectives, and the procedures for promoting a safe and healthful workplace.b.         Comply with the rules, regulations, and procedures prescribed for the operation of the site.  Use safety common sense in every on-the-job activity.c.         Report every unsafe or hazardous workplace condition detected, and every incident resulting in injury, or potential injury, as well as every incident resulting in property damage by documenting the hazard or unsafe condition as instructed.d.         Attend all scheduled safety and health inservice training appropriate to the employee's workplace upon employment and whenever indicated by management.  Inform the human resources department of any protective or restraining order obtained that lists the workplace as a protected area or that applies to a Dungarvin employee while in the workplace.  Orders will be kept as confidential as possible. Additional measures may be taken to assure the employee is safe while at work. IV.       Implementation Plan A.        Upon becoming employed: 1.         Each employee will participate in a general orientation to the policies, procedures, and practices of this organization, which will include introduction to and review of the POLICY AND PROCEDURE ON WORKPLACE SAFETY AND VIOLENCE PREVENTION and General Safety Rules. Training will cover procedures for reporting threats, violent acts, and unsafe workplace conditions.  It will include information on potential hazards and methods to control such hazards.  Employees will be informed of their responsibilities and the measures they can take to protect themselves and others from violence in the workplace. 2.         Each employee will complete an orientation specific to the assigned work site, which will include a) training in the hazards identified in the workplace, b) training in strategies and methods implemented to control hazards in the workplace, c) training about the content and location of safety data sheets (SDS) and d) training in any/all site specific safety rules that are in addition to the General Safety Rules. B.         As often as necessary, each employee will participate in inservice training to review the POLICY AND PROCEDURE ON WORKPLACE SAFETY AND VIOLENCE PREVENTION, and both the General Safety Rules and Site Specific Safety Rules pertaining to relevant individual workplaces.  V.         Monitoring Plan A.        Policy Review Management will review the POLICY AND PROCEDURE ON WORKPLACE SAFETY AND VIOLENCE PREVENTION for accuracy in conjunction with regular annual review of the policy manual for each work site. B.         Site Evaluations 1.         Each work site will be individually evaluated by nursing personnel, the work site coordinator, the program director, and/or the director during routine site visits/ inspections for health and safety hazards, including workplace violence hazards, and for compliance with hazard controls that are implemented through potential physical site adaptations and/or procedures including behavior support plans of persons served.  All locations owned, leased, or under the control of Dungarvin will be reviewed by the director to assess physical environments for safety, including adequate exterior and interior lighting, locking devices for exterior doors and windows, and the need for additional safety features. Identification and evaluation of health and safety hazards will be documented during routine site visits/inspections The state director will assure there is a plan to address any issues identified. 2.         Any site-specific hazard identified will be documented on the Site Specific Safety Rules form. This form will be reviewed at the emergency procedures meeting for the site.  The meeting will include hazards identified and hazard controls implemented since the previous meeting. In addition, the supervisor will inquire about workplace violence safety concerns and solicit employee participation in the site specific assessment. Newly identified hazards and controls may also be communicated to employees following the meeting, or at an earlier date should the supervisor feel that would enhance the safety of the employees. 3.         Employees will be surveyed at least annually by the supervisor during staff meetings inquiring about workplace violence safety concerns and soliciting their participation in the site specific assessment. 4.         When hazards are recognized and identified, including workplace violence hazards, reasonable training and remedial measures will be implemented. C.         Ongoing Responsibilities 1.         Each employee will report all health and safety hazards detected in the workplace in accordance with POLICY AND PROCEDURE ON REPORTING AND DOCUMENTATION OF INCIDENTS. 2.         Each employee will report all violations of health and safety rules to the employee's supervisor by completing a formal Incident Report. 3.         Each supervisor will review documentation of incidents that occurred in each work site, will assess each report for accident/injury implications, and will make appropriate recommendations for changes to the POLICY AND PROCEDURE ON WORKPLACE SAFETY AND VIOLENCE PREVENTION. 4.         Each supervisor will investigate each incident resulting in property damage and injury or potential for injury, and will include in the review an analysis of causal factors and a plan of preventative action. 5.         Each director will review all documentation of incidents that occurred within work sites under his or her supervisors, and will monitor preventative and/or corrective responses taken at each work site. 6.         Each director will ensure all Incident Reports documenting employee injury in work sites are submitted to the human resources department for appropriate submission of workers compensation forms and documentation on the OSHA 300 log. VI.       An employee making a good faith report of behavior believed to violate this policy shall be free from any restraint, interference, intimidation, or reprisal.  If an employee feels he or she is subject to any of these, the employee should follow the process identified in the POLICY AND PROCEDURE CONCERNING EMPLOYEES COMMUNICATING CONCERNS AND SUBMITTING GRIEVANCES.  Any employee found responsible for retaliatory action toward an employee for good faith action in reporting, investigating, or responding to workplace violence will be subject to discipline up to and including termination of employment. 
    1. An employee who believes that an imminent danger, defined for the purpose of this policy as a condition or practice in the place of employment where a danger could reasonably be expected to immediately cause death or serious physical harm, exists in the workplace has the option to contact the appropriate law enforcement agency, in addition to making a report to Dungarvin as outlined above.
     
    1. Information about an incident or threat will be disclosed only on a need to know basis, so a fair and thorough investigation can be conducted and appropriate corrective action can be taken.  Dungarvin will make reasonable efforts to ensure the safety and privacy of individuals involved.
     
    1. An employee who engages in behavior prohibited by this policy will be subject to appropriate disciplinary actions up to and including termination, as determined by the findings of the investigation.  In addition, certain actions may subject the employee to investigation by local, state, or federal law enforcement.
     
    1. If an employee has been the victim of workplace violence, or has witnessed workplace violence, the employee may seek assistance from Dungarvin’s employee assistance program. Additional information can be obtained from the local human resources department.
     
    1. Management Review of Safety Controls
     A.       Dungarvin will maintain records to help assess the severity of workplace safety issues, including workplace violence risks and evaluate methods of hazard control to protect         property and create a safe environment for employees. Records will include notes of safety    meetings, property damages or losses, employee injuries and illnesses, reports of incidents involving violent acts and threats, recommendations of police, insurance representatives,            employees, or consultants, as well as records of actions taken to deter violence.  B.       The safety committee consisting of management, human resources, and direct care staff, will periodically review quarterly quality assurance reports which may include data such as incident reports and employee injuries to identify workplace hazards and review the effectiveness of implemented control measures.  These evaluations may involve reviewing the results of past quality assurance reports, post-incident and OSHA logs, as well as examining reports and minutes from staff meetings on safety and security issues, and keeping abreast of new strategies to deal with violence in the workplace. XII.      Policy Exception Any exception to this policy must be made in consultation with the national director of operations.  Referenced Policies: POLICY AND PROCEDURE ON REPORTING AND DOCUMENTATION OF INCIDENTS                  A-7POLICY AND PROCEDURE PERTAINING TO WORKERS COMPENSATION                                     A-9 Related Forms: Incident Report                                                                                                                                PR6-127  DUNGARVIN WORKPLACE SAFETY PROGRAM GENERAL SAFETY RULES 
    1. Report all work-related injuries and/or illnesses to your supervisor immediately and report in writing as specified in POLICY AND PROCEDURE ON REPORTING AND DOCUMENTATION OF INCIDENTS.
     
    1. Document all incidents with the potential for injury or that resulted in property damage in writing and specified in POLICY AND PROCEDURE ON REPORTING AND DOCUMENTATION OF INCIDENTS.
     
    1. Use protective measures and clothing as provided/prescribed when carrying out responsibilities and duties in which exposure to health and safety risks are inherent in those responsibilities and duties. This includes but is not limited to, protective measures and precautions associated with particular health hazards identified in specific work sites.
     
    1. Unauthorized people, including an employee’s family members, friends, former employees, etc., are not allowed into any program setting, unless approved in advance by the supervisor.
     
    1. No employee may use, duplicate, or possess keys, electronic fobs or entry devices to the work site without authorization.
     
    1. All employees will have access to a working telephone in each location and emergency telephone numbers will be posted by telephones.
     
    1. Know and understand all manufacturer's operating guidelines provided with each piece of equipment required to execute your duties and responsibilities in the workplace.  The supervisor and coordinator of the work site are responsible for maintaining a file of operating guidelines that are provided by the manufacturer of job-related equipment, and to make this file available to all employees required to operate such equipment in the performance of job duties.
     
    1. Know, understand, and carry out all responsibilities and duties of your job description, including and especially those that encompass preventative practices to ensure safety and health of employee and persons served in the work site. When special training is required by the supervisor in the lifting, positioning, or transfer of persons, equipment, and/or materials in the workplace, these responsibilities and duties will not be undertaken until after such training has been completed. Do not attempt to carry out responsibilities and duties not in your job description without permission from your supervisor and necessary training.  This includes, but is not limited to, all behavior management plans and physical intervention procedures relative to the persons served in the work site, and all medical care and intervention procedures for persons served in the work site.
     
    1. Ensure that all containers containing chemicals, including household cleaners, are clearly labeled with the contents.
     
    1. Store all materials, equipment, and property safely within the work site.
     
    1. Never use materials, supplies, or equipment for purposes other than those intended by the manufacturer.
     
    1. Learn the location and proper use of all fire exits, alarm boxes, and first aid supplies/equipment in the workplace.
     
    1. Keep all traffic areas, and access and egress routes in the workplace clear of obstructions and hazards such as ice, snow, equipment, etc.
     
    1. Know, understand, and abide by all policies and procedures to emergencies in the workplace, and participate in reviews of emergency procedures and practices.
     
    1. If you see someone working carelessly and inconsistently with safe and healthful practices, advise that person to correct the procedures and report observations to the supervisor of the home.
     
    1. Firearms/weapons are strictly prohibited in or around the workplace.  Employees who violate these safety rules are subject to disciplinary action.
  • 15. 
    Employees are not required to read and understand this policy, the organization's goals and objectives, and the procedures for promoting a safe and healthful workplace.
    • A. 

      True

    • B. 

      False

  • 16. 
    Employees must comply with the rules, regulations, and procedures prescribed for the operation of the site.  Use safety common sense in every on-the-job activity. 
    • A. 

      True

    • B. 

      False

  • 17. 
    Employee only need to report unsafe or hazardous workplace condition detected, and incident resulting in injury, or potential injury if they feel it is important.
    • A. 

      True

    • B. 

      False

  • 18. 
    Every incident resulting in property damage must be reported and documented as a hazard or unsafe condition. 
    • A. 

      True

    • B. 

      False

  • 19. 
    It is optional for employees to attend scheduled safety and health inservice training appropriate to the employee's workplace upon employment and whenever indicated by management. 
    • A. 

      True

    • B. 

      False

  • 20. 
    Employees must inform the human resources department of any protective or restraining order obtained that lists the workplace as a protected area or that applies to a Dungarvin employee while in the workplace.  Orders will be kept as confidential as possible
    • A. 

      True

    • B. 

      False

  • 21. 
     IV.       Implementation Plan A.        Upon becoming employed: 1.         Each employee will participate in a general orientation to the policies, procedures, and practices of this organization, which will include introduction to and review of the POLICY AND PROCEDURE ON WORKPLACE SAFETY AND VIOLENCE PREVENTION and General Safety Rules. Training will cover procedures for reporting threats, violent acts, and unsafe workplace conditions.  It will include information on potential hazards and methods to control such hazards.  Employees will be informed of their responsibilities and the measures they can take to protect themselves and others from violence in the workplace. 2.         Each employee will complete an orientation specific to the assigned work site, which will include a) training in the hazards identified in the workplace, b) training in strategies and methods implemented to control hazards in the workplace, c) training about the content and location of safety data sheets (SDS) and d) training in any/all site specific safety rules that are in addition to the General Safety Rules. B.         As often as necessary, each employee will participate in inservice training to review the POLICY AND PROCEDURE ON WORKPLACE SAFETY AND VIOLENCE PREVENTION, and both the General Safety Rules and Site Specific Safety Rules pertaining to relevant individual workplaces.  V.         Monitoring Plan A.        Policy Review Management will review the POLICY AND PROCEDURE ON WORKPLACE SAFETY AND VIOLENCE PREVENTION for accuracy in conjunction with regular annual review of the policy manual for each work site. B.         Site Evaluations 1.         Each work site will be individually evaluated by nursing personnel, the work site coordinator, the program director, and/or the director during routine site visits/ inspections for health and safety hazards, including workplace violence hazards, and for compliance with hazard controls that are implemented through potential physical site adaptations and/or procedures including behavior support plans of persons served.  All locations owned, leased, or under the control of Dungarvin will be reviewed by the director to assess physical environments for safety, including adequate exterior and interior lighting, locking devices for exterior doors and windows, and the need for additional safety features. Identification and evaluation of health and safety hazards will be documented during routine site visits/inspections The state director will assure there is a plan to address any issues identified. 2.         Any site-specific hazard identified will be documented on the Site Specific Safety Rules form. This form will be reviewed at the emergency procedures meeting for the site.  The meeting will include hazards identified and hazard controls implemented since the previous meeting. In addition, the supervisor will inquire about workplace violence safety concerns and solicit employee participation in the site specific assessment. Newly identified hazards and controls may also be communicated to employees following the meeting, or at an earlier date should the supervisor feel that would enhance the safety of the employees. 3.         Employees will be surveyed at least annually by the supervisor during staff meetings inquiring about workplace violence safety concerns and soliciting their participation in the site specific assessment. 4.         When hazards are recognized and identified, including workplace violence hazards, reasonable training and remedial measures will be implemented. C.         Ongoing Responsibilities 1.         Each employee will report all health and safety hazards detected in the workplace in accordance with POLICY AND PROCEDURE ON REPORTING AND DOCUMENTATION OF INCIDENTS. 2.         Each employee will report all violations of health and safety rules to the employee's supervisor by completing a formal Incident Report. 3.         Each supervisor will review documentation of incidents that occurred in each work site, will assess each report for accident/injury implications, and will make appropriate recommendations for changes to the POLICY AND PROCEDURE ON WORKPLACE SAFETY AND VIOLENCE PREVENTION. 4.         Each supervisor will investigate each incident resulting in property damage and injury or potential for injury, and will include in the review an analysis of causal factors and a plan of preventative action. 5.         Each director will review all documentation of incidents that occurred within work sites under his or her supervisors, and will monitor preventative and/or corrective responses taken at each work site. 6.         Each director will ensure all Incident Reports documenting employee injury in work sites are submitted to the human resources department for appropriate submission of workers compensation forms and documentation on the OSHA 300 log. VI.       An employee making a good faith report of behavior believed to violate this policy shall be free from any restraint, interference, intimidation, or reprisal.  If an employee feels he or she is subject to any of these, the employee should follow the process identified in the POLICY AND PROCEDURE CONCERNING EMPLOYEES COMMUNICATING CONCERNS AND SUBMITTING GRIEVANCES.  Any employee found responsible for retaliatory action toward an employee for good faith action in reporting, investigating, or responding to workplace violence will be subject to discipline up to and including termination of employment. 
    1. An employee who believes that an imminent danger, defined for the purpose of this policy as a condition or practice in the place of employment where a danger could reasonably be expected to immediately cause death or serious physical harm, exists in the workplace has the option to contact the appropriate law enforcement agency, in addition to making a report to Dungarvin as outlined above.
     
    1. Information about an incident or threat will be disclosed only on a need to know basis, so a fair and thorough investigation can be conducted and appropriate corrective action can be taken.  Dungarvin will make reasonable efforts to ensure the safety and privacy of individuals involved.
     
    1. An employee who engages in behavior prohibited by this policy will be subject to appropriate disciplinary actions up to and including termination, as determined by the findings of the investigation.  In addition, certain actions may subject the employee to investigation by local, state, or federal law enforcement.
     
    1. If an employee has been the victim of workplace violence, or has witnessed workplace violence, the employee may seek assistance from Dungarvin’s employee assistance program. Additional information can be obtained from the local human resources department.
     
    1. Management Review of Safety Controls
     A.       Dungarvin will maintain records to help assess the severity of workplace safety issues, including workplace violence risks and evaluate methods of hazard control to protect         property and create a safe environment for employees. Records will include notes of safety    meetings, property damages or losses, employee injuries and illnesses, reports of incidents involving violent acts and threats, recommendations of police, insurance representatives,            employees, or consultants, as well as records of actions taken to deter violence.  B.       The safety committee consisting of management, human resources, and direct care staff, will periodically review quarterly quality assurance reports which may include data such as incident reports and employee injuries to identify workplace hazards and review the effectiveness of implemented control measures.  These evaluations may involve reviewing the results of past quality assurance reports, post-incident and OSHA logs, as well as examining reports and minutes from staff meetings on safety and security issues, and keeping abreast of new strategies to deal with violence in the workplace. XII.      Policy Exception Any exception to this policy must be made in consultation with the national director of operations.  Referenced Policies: POLICY AND PROCEDURE ON REPORTING AND DOCUMENTATION OF INCIDENTS                  A-7POLICY AND PROCEDURE PERTAINING TO WORKERS COMPENSATION                                     A-9 Related Forms: Incident Report                                                                                                                                PR6-127   
  • 22. 
    Each employee will complete an orientation specific to the assigned work site, which will include: a) training in the hazards identified in the workplace, b) training in strategies and methods implemented to control hazards in the workplace,c) training about the content and location of safety data sheets (SDS)d) training in any/all site specific safety rules that are in addition to the General Safety Rules 
    • A. 

      Only A

    • B. 

      A & B

    • C. 

      B & C

    • D. 

      None of the above

    • E. 

      All of the above

  • 23. 
    Upon employment and annually each employee will participate in training related to Dungarvin’s work place violence and safety policy. 
    • A. 

      True

    • B. 

      False

  • 24. 
    Each employee will complete an orientation specific to the assigned work site, which will include a) training in the hazards identified in the workplace, b) training in strategies and methods implemented to control hazards in the workplace, c) training about the content and location of safety data sheets (SDS) and d) training in any/all site specific safety rules that are in addition to the General Safety Rules.
    • A. 

      True

    • B. 

      False

  • 25. 
    Newly identified hazards and controls are never communicated to employees.
    • A. 

      True

    • B. 

      False

  • 26. 
    Each employee will report all health and safety hazards detected in the workplace
    • A. 

      True

    • B. 

      False

  • 27. 
    An employee making a good faith report of behavior believed to violate this policy shall be free from any restraint, interference, intimidation, or reprisal.  
    • A. 

      True

    • B. 

      False

  • 28. 
    An employee who engages in behavior prohibited by this policy ______ be subject to appropriate disciplinary actions up to and including termination, as determined by the findings of the investigation.  In addition, certain actions may subject the employee to investigation by local, state, or federal law enforcement. 
    • A. 

      Never

    • B. 

      Always

    • C. 

      Will

  • 29. 
    If an employee has been the victim of workplace violence, or has witnessed workplace violence, the employee may seek assistance from Dungarvin’s employee assistance program. Additional information can be obtained from the local human resources department.
    • A. 

      True

    • B. 

      False

  • 30. 
    The safety committee consisting of management, human resources, and direct care staff, will periodically review quarterly quality assurance reports which may include data such as incident reports and employee injuries to identify workplace hazards and review the effectiveness of implemented control measures.  
    • A. 

      True

    • B. 

      False