Medical Staffing Solutions, Inc.
Health and Safety Manual
Objectives of Health and Safety Committee
• To develop and operationalize a Health and Safety Program for the employees of Medical Staffing Solutions, Inc.
• To include health and safety training and awareness
• To promote that health and safety can be achieved through control of the environment
• To educate employees about their contribution to an effective health and safety program
Table of Contents
- Safety Policy
- Safety Rules
- Safety Committee Policy
- Hazardous Materials Communication
- Bloodborne Pathogens
- Workplace Threats and Violence
- Injury Management Policy
- Substance Abuse Policy
Safety Policy
Safety is a critical part of our business.
It is the intent of Medical Staffing Solutions to comply with all health and safety laws. To do this, we must all be aware of our work environments and conditions in any work area that can cause or contribute to injury. Each employee has, as a condition of employment, the responsibility to detect and control hazards in a safe manner and to report unsafe conditions immediately to your supervisor or to the main office.
The personal safety of each employee is of primary importance. Prevention of occupational injuries or illness take precedence over operation issues, such as productivity, when necessary. Patient safety is critical for obvious reasons. Management will support activities that support a safe work environment.
Medical Staffing Solutions will maintain a health and safety program that incorporates a healthy environment. To be successful, the program requires cooperation in all safety matters from management and employees.
Workplace Protections
Employees will have access to mechanical and physical safeguards to prevent injury or illness. If the workplace does not have the proper safeguards immediately available, notify your supervisor and contact the main office if not resolved.
Medical Staffing Solutions will coordinate with the local workplace safety committee.
Medical Staffing Solutions will provide safety training for all employees based on their job duties. Training will include safety rules.
Personal protective equipment will be provided, either by the healthcare facility or the company, according to the hazards associated with each operation. Employees will be given instruction in the proper use and care of equipment.
Employees will have a clean, orderly and safe working environment. Safe employee behavior is a condition of employment. Safety rules will be enforced. Corrective action will be taken on those who violate safe work practices or safety rules.
Safety Rules
These health and safety rules have been established as a framework to guide employees. A copy of these rules should be in each employee’s permanent record, and are included in the Human Resources policies.
Job safety is the responsibility of each employee. Job safety often involves applying common sense to work situations and staying alert to the consequences of your actions.
1. All injuries or work-related illnesses must be reported to the work-site supervisor immediately.
2. An employee under the influence of drugs or alcohol is referred to the policy on substance abuse.
3. When reporting to work, if an employee believes that job performance might be affected by personal problems must inform their supervisor.
4. Report any unsafe condition to the supervisor immediately.
5. If at any time, an employee is not sure how to perform the assigned job, the supervisor should be informed immediately.
6. Do not operate or start any equipment without the proper training and authority. Always use safety equipment.
7. Do not start or use any equipment that is not working properly. Inform the supervisor.
8. Do not attempt to repair or tamper with equipment that is not operating properly. Inform the supervisor immediately.
9. Always use designated safety equipment.
10. Good housekeeping practices must be followed at all times.
11. Keep aisles and hallways open at all times.
12. Use the correct method for lifting. Lift with your legs, not your back. If needed, get assistance to lift.
13. Do not smoke in unauthorized areas.
14. Obey safety and warning signs at all times.
15. Do not participate in horseplay, tease or otherwise distract other employees. Never start a hazardous job without being completely familiar with proper safety techniques.
Safety Committee Policy
Scope: All employees and management staff may be assigned to the Safety Committee since it is an area of critical importance to all.
Purpose: To establish a Safety Committee responsible for monitoring safety performance and administering the safety program in compliance with Sec 381-17.003.
Policy: It is the policy to provide a workplace that is as free as possible from recognized hazards, which could cause injury, or illness to employees is misused or not removed.
Procedure:
- Membership.
The Safety Committee should be composed of a representative of Medical Staffing Solutions and at least one Registered Nurse.
If a hazard is to be corrected through engineering methods, a qualified engineer should provide input.
- Responsibility.
The Safety Committee will be responsible for administering the Safety Program.
The Committee will review accident reports and recommend corrective action, if necessary.
Review safety reports and make recommendations.
Recommend training topics.
Recommend safety rules(s).
Hazardous Materials Communication
Purpose:
This procedure establishes the minimum requirements to prevent occupational injury or illness related to chemical exposure at a client’s site by educating employees about workplace chemical hazards. These requirements include: evaluating all chemicals present in the workplace and communicating hazard information to employees by a written program, container labeling, and material data safety sheets (MSDS).
This procedure is intended to provide employees with sufficient information that they may ensure that assigned worksite are in compliance with OSHA’s “Hazard Communication” Regulation, 29 CFR, Section 1910.1200, the “right to know” requirement.
The Hazard Communication Program for each organization is available to any employee by asking the supervisor or identifying the Hazard Communication Administrator.
The Hazard Communication Administrator has the responsibility to:
• Issue and administer the Hazard Communication Program.
• Reviewing all MSDS’.
• Maintaining the chemical inventory and MSDS’.
• Providing precautionary labels when required.
• Verifying through periodic audits that the Hazard Communication Program effectively protects employees using hazardous chemicals.
Supervisors have the responsibility to train employees about the Hazard Communication Program.
Emergency Spill Procedures
• Evacuate the spill area. Obtain proper safety equipment before returning to the spill site.
• Ventilate the area immediately.
• Provide immediate first-aid to over-exposed persons.
• Eliminate the source of the spill after protective equipment is obtained.
• Protect all floor drains, sewer or septic from solvent contamination to protect environment areas.
• Clean up the area with supervision from a trained and authorized professional.
• Resume normal operations.
Workplace Threats and Violence
PURPOSE: The safety and security of all employees are foremost. Threats, intimidating behavior or acts of violence against employees or other individuals by anyone will not be tolerated.
PROCEDURES FOR DEALING WITH INDIVIDUALS WHO MAKE THREATS:
Work Rules:
- The Company will not condone loud or disruptive behavior, disputes, physical assaults or altercations in the workplace. Any person who exhibits verbally or physically threatening behavior, engages in violent acts towards supervisors, coworkers or others or is in possession of a weapon on the premises shall be removed from the premises as quickly as safety permits and shall remain off company premises pending the outcome of an investigation. If determined appropriate, corrective action, up to and including termination, will be taken.
- Employees involved in such conduct will be placed on suspension. If, based on available facts, a decision is made that a violation of the policy occurred, corrective action will be initiated against any involved employee, up to and including termination.
- Disagreements do happen in the workplace. A positive exchange of ideas is not a problem. However, if communication breaks down between individuals who differ in their views, it is important for employees to consult with their supervisor for direction on appropriate conflict resolution steps to take. Employees are expected to avoid becoming involved in, initiating or participating in any situation that may lead to a confrontation or quarrel. Such activities include but are not limited to: the use of profanity, name-calling, teasing and horseplay. Disputes, both verbal and physical of any magnitude are disruptive to the workplace and will not be condoned.
PROCEDURES FOR REPORTING THREATS:
All employees are responsible for notifying their supervisor(s) or the main office of any threats that they have witnessed, received or have been told that another person has witnessed or received. Employees are accountable to report any behavior they have witnessed which they regard as threatening or violent
Any threat or violence will be reported immediately by phone or in person as follows:
A. During normal office hours:
a) To the supervisor or
b) To the main office
B. Outside normal business hours:
a) To the supervisor or to a security guard or
b) To the main office
3. The incident must be documented. Documentation will be given to the supervisor and sent to the main office.
PRECAUTIONS/INFORMATION:
In line with our commitment to provide staff with a safe workplace, supervisors and managers are accountable to address each incident appropriately and without delay. Any Corporate Coordinating member who is made aware of potentially threatening behavior will:
Take all threats seriously;
Take steps to prevent tensions from building up, including conflict resolution sessions.
Take time to listen and understand why two or more individuals are in conflict;
Investigate the incident(s) and draw a conclusion based on the facts; and
Take corrective action or discharge the offending employee.
B. Right to Inspect: The Company or healthcare facility reserves the right to inspect any personal property when there is a reason to believe that this policy is being violated or other work-related misconduct has occurred. This personal property includes but is not limited to, packages, carrying cases, purses, bags, vehicles, workstations, data files or other personal property when located on assigned workplace premises.
C. Preserving Confidentiality: The name of any employee reporting a violation of this policy will be kept confidential to the extent reasonably possible.
D. Definitions:
1) Weapons: Weapons include firearms, knives, straight razors or other devices that might, in certain circumstances, cause serious physical injury.
Injury Management Policy
Policy: Management support of every aspect of a health and safety program is the key to success. Accident investigation is no exception. A supervisor or representative of Medical Staffing Solutions, Inc. should review every accident report and take necessary action. The result will be employee confidence in management and prevention of future accidents. The goal is a safe workplace.
Procedure: If an accident occurs, the employee must report the accident immediately. Delays in reporting could contribute to additional accidents.
Accidents should be investigated immediately. This provides an opportunity to discover new ways of improving safety conditions and to remove unsafe conditions.
The supervisor should make the initial investigation. The supervisor is often in the best position to make immediate changes to remove an unsafe condition and to manage the work environment. Ultimate responsibility is with management and the Safety Committee.
The investigation of an accident requires a systematic approach that provides for thorough investigation and analysis of relevant facts in making decisions. The following steps will serve as an effective framework for investigation:
• Immediate response
• Investigation to gather all the facts
• Analysis of the facts to determine the causes, and
• Development and Implementation of specific corrective actions.
Bloodborne Pathogens
Purpose:
The OSHA Standard 1910.1030 establishes the requirements for preventing occupational exposure to Hepatitis B virus (HBV) and Human Immunodeficiency Virus (HIV). This standard, effective March 6, 1992, requires a series of programs to be developed and implemented.
This program describes Medical Staffing Solutions, Inc. efforts to comply with the ODHA Bloodborne pathogen’s standard. The main purpose is to prevent exposure to occupational exposure to bloodborne pathogens.
Scope:
Job classifications that are at risk of exposure to blood or other potentially infectious materials are described in this procedure. The procedure describes the proper use of equipment and the work practices that will reduce risk or prevent exposure.
Exposure Control Plan:
Employees with a potential exposure to blood or other potentially infectious material: Registered Nurses, CRNFA, Nurse Anesthetists, Surgical Technologists, CNA’s, Laboratory Technologists, Medical Assistants.
Universal Precautions
The underlying assumption of universal precautions, as defined by the Center for Disease Control, is protective barriers can be expected to reduce the risk of exposure to both blood and body fluids containing blood. It is also based on the premise that employees with the exposure potential have the ability and the responsibility to exercise independent judgment in making decisions about when to use appropriate barrier precautions. Implementation of universal precautions does not eliminate the need for other category or disease specific isolation precautions, such as infectious diarrhea or tuberculosis.
Included by CDC as body fluids which are directly linked to the transmission of HIV and/or HBV to which universal precautions apply are: blood, semen, blood products and vaginal secretions, cerebrospinal fluid, synovial fluid, pleural fluid, pericardial fluid, amniotic fluid, and concentrated HIV an/or HBV viruses. Universal precautions also apply to body tissues and other body fluids visibly contaminated with blood.
Body fluids to which universal precautions do not apply include: feces, nasal secretions, sputum, sweat, tears, urine, and vomitus, unless they contain visible blood.
Protective Supplies and Equipment
Employees will be furnished, at no cost, appropriate barriers, referred to as personal protective equipment (PPE) by the local site employer. These include: gloves, gowns, face shields, masks, protective eyewear and ventilation devices.
Protective barriers will be accessible to employees and be cleaned, replaced and repaired when necessary. They will not permit blood or other potentially infectious materials to pass through or reach employee’s clothes, skin, eyes or mouth. Employees are required to remove these barriers prior to leaving work and place them in a designated container for reprocessing or disposal.
Availability of Protective Supplies and equipment
A supply of non-sterile gloves (vinyl or latex) is available near the workstation, and other protective equipment is readily available if procedures call for the need. Contact the work-site supervisor if gloves or other needed safety equipment is not readily available.
The type of barrier chosen depends on the situation. In general, the selection of the type of protective barrier, protective equipment or work practice should include consideration of the probability of exposure, the type of bodily fluid contacted, the amount of blood or body fluid likely to be encountered and the probable route of transmission.
Training
All employees with anticipated exposure will receive training upon initial assignment by the sponsoring hospital.
All exposure incidents will be recorded and investigated under this program.
