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3/1/16 1
Orientation Process for Nursing Students and Instructors Prior to the start of the clinical rotation:
Schools:
1. Must enter accurate information on the CCP including:
� Rotation Start and End dates on the floor.
� The start date of the semester is not needed
2. Placements will not be approved without an assigned instructor
3. Placements will not be approved if the CCP information is not complete
4. Must arrange for their instructors who have been to HSL to provide orientation to the floor for new instructors.
a. For our patient safety and staff work flow we are not able to accommodate large numbers of new instructors.
b. Please assign instructors that have been at HSL previously.
c. If no one is available to orient from your school, please call Janene Devlin to make arrangements.
5. If we have an outbreak of Noro Virus or the Flu and we have to close the floor, we will not be able to accommodate the students on another floor.
6. Please keep last minute instructor changes to a minimum.
7. Please try to have the CCP, Instructors, and students organized (New Instructor orientation attendance, student
lists) by 1 month prior to the rotation start date.
8. These instructions and related forms can be found on the CCP website.
3/1/16 2
Instructors: New Instructors:
1. Requirements:
� Attend 8 hour Hospital Orientation
� Attend 4 hour Meditech Class.
o Please arrange to attend no later than one month prior to clinical rotation start.
o Orientation is provided once a month
� Sign a confidentiality Agreement
� All instructors must ensure their students have completed the facility specific Orientation Materials found on the CCP and submit them to Janene Devlin in Professional Development by the second clinical day.
� If you require computer accounts for your students please email Janene (Contact info is below) the list of
students names at least 1 month prior to start.
Otherwise we cannot guarantee the accounts will be ready in time.
Our IT department is not able to create computer accounts without the students names.
� While our staff enjoy having students, we must ask that instructor’s please limit the student’s interruptions of HSL staff.
� If we have an outbreak of Noro Virus or the Flu and we have to close the floor, we will not be able to accommodate the students on another floor.
Returning Instructors:
1. Requirements
� All instructors must ensure their students have completed the facility specific Orientation Materials found on the CCP and submit them to Janene Devlin in Professional Development by the second clinical day.
� Must complete a confidentiality agreement annually
� Must complete the Basics Newsletter and post test annually
� Must contact IT to reset your passwords if the account is greater than 90 days old and the instructor has not created a new password prior to being locked out.
� If you require computer accounts please email Janene (Contact info is below) the list of students names at least 1 month prior to start
Otherwise we cannot guarantee the accounts will be ready in time.
Our IT department is not able to create computer accounts without the students names.
� While our staff enjoy having students, we must ask that instructor’s please limit the student’s interruptions of HSL staff.
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� If we have an outbreak of Noro Virus or the Flu and we have to close the floor, we will not be able to accommodate the students on another floor.
Students: 1. Requirements
• All instructors must ensure their students have completed the facility specific Orientation Materials found on the CCP and submit them to Janene Devlin in Professional Development by the second clinical day.
• Orientation materials Process: (All materials are located on the CCP website)
� The student will read and complete the Basics newsletter and post test and return the post test to the instructor. (The Basics Newsletter and Post Test are HRC’s annual safety information.)
� The instructor will print and complete the roster on the CCP site with the students’ name, Basics score and the instructor’s signature.
The completed Post test does not have to be turned in as long as the scores are on the roster and you have signed it.
� Each student must sign a confidentiality agreement – this must be turned in with the Basics Post Test.
2. Return the individually signed Confidentiality Forms and the completed Basics Roster with the post test scores to your instructor by the second clinical day.
� Student groups in Dedham will give their completed student packets to Anne Mahler or Elizabeth McAdams from Professional Development.
Please do not hesitate to contact me at any time.
Janene
Janene Devlin BSN, RN
Education Specialist
Department of Professional Development
Office: 617-363-8647
This newsletter has been developed to help you meet some ofthe basic requirements for mandatory education. These topicsare required by the Massachusetts Department of Public Health,and the Occupational Safety and Health Administration (OSHA).In order to satisfy your safety requirements, you must readthis newsletter, complete the Post-Test, and return it to yoursupervisor for scoring. If you have any questions, pleasecontact your supervisor for assistance.
NOTE: You are accountable for the information in this newsletter.
INSIDE THIS ISSUE:
Cultural Beliefs. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1
Compliance at HSL. . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
Infection Control . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3-4
Safety and Security. . . . . . . . . . . . . . . . . . . . . . . . . . 5-6
Emergency Procedure Codes. . . . . . . . . . . . . . . . . . . 6
Emergency Procedures. . . . . . . . . . . . . . . . . . . . . . . . .7
Keeping Our Residents Safe. . . . . . . . . . . . . . . . . . 7-8
Food Safety. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
What You Need To Know – MSDs. . . . . . . . . . . . . . . . 9
Hazardous Chemicals/Communications. . . . . . . .10
Bloodborne Pathogen Exposure Reminders. . . . . 11
Protecting Resident/Patient Confidentiality. . . . . 12
Unlawful Discrimination, Harassment. . . . . . .13-14and Retaliation
Workplace Violence Prevention and Response. . . . . 15
Resident/Patient Bill of Rights. . . . . . . . . . . . . . . . . . 16
Become Aware of Safety In Care ServicesDepartment of Professional Development 2016
? Know WhyI communicate effectively and sensitivelyand always explain “why”
Cultural Beliefs
Welcome toHebrew SeniorLife “BASICS”
RespectI encourage and value the voice of others and know that my voice matters
Build Trust I trust we can have open and honest con-versation, and embrace candid feedback
Team UpI work as part of a team that engages organizational talents to achieve goals
Decide SmartI plan ahead and make decisions basedon data, input, priority and impact
Own ItI own results through engagement anddecision-making with those most directlyinvolved
Compliance at HSL
Hebrew SeniorLife takes compliance seriously. Here aresome basic Q&As regarding HSL’s Compliance Program:
Q: Why does HSL have a Compliance Program?
A: HSL cares deeply about the residents and patientswe serve, the people we employ, and the families andcommunities that support our mission. A ComplianceProgram helps us make sure that we abide by our ownpolicies and all applicable laws and regulations as wedeliver quality service.
Q: What are some of the key components of HSL’sCompliance Program?
A: HSL has a Compliance Officer and a ComplianceCommittee that oversees the implementation of HSL’sCompliance Program. The Compliance Programconsists of policies (such as the Code of Conduct),education, auditing and monitoring activities, andother safeguards that ensure HSL’s compliance withthe many laws and regulations that apply to ouroperations. The Compliance Program is also designedto encourage employees to come forward if they havecompliance-related questions or concerns, or to reportany suspected illegal or unethical conduct within theorganization.
Q: Who is HSL’s Compliance Officer?
A: Rachel Lerner serves as HSL’s Compliance Officer andGeneral Counsel.
Q: Can you tell me more about HSL’s Code of Conduct?
A: The Code of Conduct is an HSL-wide policy that issupplemental to HSL’s Mission, Values, and CulturalBeliefs. The Code summarizes how employees areexpected to perform their job responsibilities in anethical manner, and covers topics such as Conflicts ofInterest, Confidentiality, Documentation and Billing,and Use of HSL Property.
Q: How can I ask a compliance question or report asuspected compliance violation?
A: You have two options for asking a compliancequestion or reporting a suspected violation:
1) You can contact the Compliance Officer directly bycalling 617-971-5219, sending an email to
[email protected], or stopping by to seeRachel at her office in the B1 Suite at HRC-Roslindale.
2) If you prefer not to identify yourself, you can raise yourquestion or concern anonymously to the HealthcareValuesLine.
Q: Can you tell me more about the Healthcare ValuesLine?
A: Sure! The Healthcare ValuesLine – 1-800-273-8452 (toll-free) is available 24 hours a day, 365 days a year. Whenyou call the Healthcare ValuesLine, a trainedCommunications Specialist answers your call, makesnotes of your concern, and prepares a report, which isforwarded to the Compliance Officer for review,investigation, and response.
Q: Is my call to the Healthcare ValuesLine confidential?
A: The Healthcare ValuesLine is run by a third party operatorand is designed to keep your identity confidential. Youmay wish to give your name when you call, but you are notrequired to identify yourself. The operator will simplyforward your anonymous compliance question or violationreport to HSL’s Compliance Officer for follow-up.
Q: Can you explain what you mean by “compliance violation”?
A: Absolutely! If you are aware of or suspect any violation ofHSL’s Code of Conduct or other policies, any criminalactivity, or any other illegal or unethical conduct within theorganization, you should report it as a suspected or actualcompliance violation.
Q: Should I worry about retaliation if I raise a compliancequestion or report a suspected violation?
A: Federal and state laws that protect “whistleblowers” makeit illegal for an employer to retaliate against any employeethat reports an actual or suspected compliance violation ingood faith. HSL policies strictly prohibit retaliatorybehavior, and anyone found to be engaging in suchbehavior may be subject to discipline up to and includingtermination.
Q: Will there be actions of retaliation against me if I report aviolation?
A: No actions of retaliation or retribution may be takenagainst any employee for reporting violations on theHealthcare Values Line in good faith.
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Infection Control
STANDARD PRECAUTIONS are to be used in the care ofall patients/residents regardless of their diagnosis orpresumed infectious status. We treat all patients/residents/co-workers as if they have the potential to spread infectionto others.
1. Wash your hands for at least 15 seconds with soapand water when hands are visibly soiled or when youare taking care of someone with a diarrheal typedisease like Clostridium difficile or Norovirus (seeInfection Control policy for procedure). If hands are notvisibly soiled, use an alcohol-based waterless antisepticagent on your hands and allow to air dry.
WASH HANDS:
n Between patient contacts
n Before donning and after removing gloves
n Upon entering and leaving a patient’s/resident’s room
n Before and after touching a patient/resident or theirenvironment (e.g., bed rails, light switch, doorknob)
n After handling potentially contaminated items
n After using the restroom
n Before performing invasive procedures
n Before eating, drinking or handling food
n After coughing or sneezing into your hands or a tissue
2.Wear gloves when contact with blood or body fluidsis likely. Put on clean gloves just before contact withnon-intact skin or mucous membranes. Clean handsbetween patients.
3.Use mask, eye and gown protection when a splash/sprayof blood or other body fluids is likely to occur.
4.Wear a gown if splashing of blood or other bodyfluid is likely to occur.
Infection Control –Everyone’s Responsibility
5. Use mouthpieces, resuscitation bags, or other ventilationdevices as an alternative to mouth-to-mouth resuscitation.
6. Handle used patient-care equipment that is soiled withblood or body fluids in a manner that prevents the spreadof infection. Clean and disinfect with Super Sani-Clothgermicidal wipes. Clean all reusable equipment before it isused again on another patient.
7. Discard used disposable items in the regular trashcontainer. Items that are soaked with blood should bedisposed of in the biohazard red bag as infectious waste.
8. Clean up blood and other infectious materials promptly.A blood spill clean-up kit is available on each nursingfloor in the clean utility room.
9. Handle and transport soiled linen in a manner thatprevents skin and mucous membrane exposure. Placethe dirty or wet linen directly into the linen hamper;do not let soiled linen touch your clothing or the floor.The outside of the linen hamper is considered clean;the inside is considered dirty.
10.Do not wear gloves or gowns in the hallways.
11.Use the IV needleless system to prevent sharps injuries.When giving injections or drawing blood, use the VanishPoint retractable syringes.
12.Know where the Infection Control/Exposure ControlPlan is located on the HUB.
13.Know where gloves, masks/ face shields and gownsare located in your work area, and how to use themcorrectly. Dispose of personal protective equipment inthe regular trash before leaving the patient’s room.
14. For transport, place potentially infectious materialsin a container that prevents leakage and is marked with the BIOHAZARD label.
continued on page 4
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Infection Control
15.Know where gloves, masks/face shields and gownsare located in your work area, and how to use themcorrectly. Dispose of personal protective equipment inthe regular trash before leaving the patient’s room.
16. For transport, place potentially infectious materialsin a container that prevents leakage and is marked with the BIOHAZARD label.
17. If an occupational exposure to blood or other potentiallyinfectious material occurs:
n Wash the area with soap and water immediately.
n Report promptly to your supervisor. Do not wait untilthe end of your shift.
n Fill out work-related incident report.
Report to HRC Occupational Health or Clinical Coordinatorsor Supervisors at Orchard Cove for a confidential evaluationand exposure control plan. (Blood borne pathogens mayenter your body through a puncture in your skin,contaminated needles, mucous membranes, and open cutsor abrasions).
18.Do not eat, drink, apply cosmetics, or handle contactlenses in areas where there is a likelihood ofoccupational exposure.
19. If you haven’t been vaccinated yet, get vaccinated now!Hepatitis vaccine is a safe and effective means ofpreventing Hepatitis B infection. The vaccine is availablethrough HRC Occupational Health and Director ofEducation/Infection Control at Orchard Cove to thoseemployees who are at risk of occupational exposure toblood-borne pathogens. Remember to complete theseries of three doses.
20. HAND HYGIENE IS THE SINGLE MOST IMPORTANTWAY TO PREVENT THE SPREAD OF INFECTION.
21.Remember, practicing good infection control protectsyou and others.
TUBERCULOSIS REVIEW
n Tuberculosis (TB) is caused by MycobacteriumTuberculosis and is a communicable disease that isspread through the air. When a person with active TBof the lungs or throat talks, coughs, sneezes, laughsor sings, the bacteria is inhaled by a person close bythe area. One cannot get TB by touching bed linens, door-knobs, utensils or clothing.
n The symptoms of TB include persistent cough, fatigue,fever, night sweats, coughing blood, chest pain whencoughing, loss of appetite, and weight loss. Anyonecan get TB, but the following groups are at higher risk:HIV-positive and immuno-suppressed individuals,people sharing the same air space with someonewho has active TB, new immigrants from countrieswhere many people have active TB, and people livingin group facilities.
n TST (Tuberculin Skin Test), formerly known as PPD, isa skin test that is used to screen for TB. OSHA mandatesthat health care workers have a TST test. If the test ispositive, a chest X-ray is needed to determine if anindividual has TB. People with a positive TST have thebacteria that causes TB in their body, but do not feelsick and cannot infect others. The CDC recommends thatpeople with a positive TST (10mm induration or more)take medication to prevent the person fromdeveloping active TB disease.
n All employees must get a TST every year during theirbirthday month.
n At HSL, all patients who are suspected or known to haveactive TB are sent to an acute care hospital immediatelyfor further evaluation and treatment. Since we do not havethe proper means for caring for a TB patient, Acid FastBacilli (AFB) specimens should not be obtained on thiscampus. Active or suspected TB patients shouldnot be admitted to HSL but sent to the hospital.
Employees who have a positive TST (10mm or more) musthave a chest X-ray, and be referred for further follow-up.
If you need more information or have any questionsplease contact the Infection Control Practitioner orthe Occupational Health Nurse.
Safety and Security is responsible for all security, life safety,and parking. Please feel free to contact us if you needassistance or have questions.
Emergency – 49911 - Dedham
Emergency – 911 - Roslindale (house phones)
Emergency – 911 - Orchard Cove
FIRE SAFETY
A fire emergency requires a quick, systematic responseto ensure a positive outcome. Any and all fire alarms orsmoke/fire situations must be taken seriously andtreated as an actual alarm by all employees.
FIRE EXTINGUISHERS - P.A.S.S.
n Pull the pin.
n Aim the handle to the base of the fire.
n Squeeze the handle to discharge material.
n Sweep the hose across the base of the firefrom side to side.
FIRE RESPONSE
Employees should use the acronym “RACE” to remember theimmediate response expected upon the discovery ofa smoke/fire situation or announcement of a fire alarm.
Remove persons in immediate danger.
Alert – sound the alarm by dialing emergency phonenumber and activate a pull station. Yell “CODE RED”to alert your co-workers of the situation.
Contain the problem. Close and latch all doors andwindows. Stay where you are, or proceed to thenearest assembly area.
Extended Response – Await further instructionsregarding evacuation.
ANNOUNCEMENTS
You will know a fire alarm has sounded when strobe lightsbegin to flash, and a voice announces exact location.
Please familiarize yourself with the fire alarm locationsposted in your work area for clarification. When a situationhas been concluded and deemed cleared by the firedepartment, you will hear an announcement of “Alarm inProgress – All Clear.” This means essentially that everythingis fine, and operations can return to normal. As statedabove, an “Extended Response” may also be announcedif an evacuation is necessary. Follow the instructions ofresponding personnel.
RULES OF THUMB
n Know your surroundings. Familiarize yourself with thelocations of the emergency exits, pull stations, phones,and fire extinguishers in your area.
n Know what the alarm system announcement is foryour work area and other areas you may frequent.
n Treat every alarm as real until the “All Clear”announcement has been made. You should be preparedfor anything that may arise as a result of the alarm,including an “Extended Response” situation.
n Know what is expected of you in a fire emergency,including any special assignments and what they entail.
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Safety and Security
continued on page 6
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Safety and Security
HRC CODE ORANGE (BOMB THREATS)
Dedham and Roslindale campuses have a comprehensiveplan for handling bomb threat situations. Bomb threatsare undoubtedly upsetting to the people who receive themand also to those who hear of them, and it is with thatfact in mind that the bomb threat is structured. Any bombthreat, regardless of its perceived impact, must be takenseriously, and handled in accordance with HSL’s standingprocedures. To help protect yourself, visitors,and residents, employees should use the following stepsto guide your actions:
n Notify Security immediately upon receipt of threat.Complete the telephone bomb threat worksheet(if applicable). Security will then initiate the BombThreat Response Plan.
n The bomb threat announcement is “CODE ORANGE.”Upon hearing this announcement, all should returnto their work areas and visually inspect their areafor anything suspicious or out of the ordinary.
n In the event a suspicious object is found, DO NOT TOUCHIT!!!! Immediately report the location of all suspiciousitems to Security at the emergency number 49911 –Dedham and 911 - Roslindale.
n The Bomb Threat Response Team will make thedecision as to whether an evacuation is warrantedby the situation. If the situation requires evacuation,you will receive instructions on how to proceed.
It is important to remember that it isthe responsibility of campus security toconduct its own search. Police and firepersonnel who are unfamiliar with thelayout and operations of the campuswould not be able to cover the wholefacility in a timely manner, nor wouldthey be able to discern something thatis out of place. Those engaged inresponding to the situation shouldalso remember to do so discreetly, so asto not create a panic among the community.
Dial 49911/Dedham, 911/Roslindale, 911/Orchard Coveto activate the appropriate emergency procedure.
Communicate the “COLOR” of the emergency using thedefinitions below. Repeat the “COLOR” and location ofthe emergency to the operator.
ORCHARD COVE CODES
Code RED – Fire (entire facility).
Code BLUE – Skilled nursing only.
Orchard Cove Emergency Response – Any emergencyexcluding Code Red or Code Blue.
DEFINITIONS:
Code RED – Fire alarm and response procedures.
Code BLUE – Activates CPR or Advanced LifeSupport procedures.
Code SILVER – Person with a weapon/hostage.
Code BLACK – Tornado/high winds procedure.
Code ORANGE – Activates bomb threat procedures.
Code GREY – Behavior/Psychiatric emergency.
Code YELLOW – Activates medical assistance procedures.
Code AMBER – Activates elopement procedures.
Code PURPLE – Activates Facility lockdown procedures.
Code ALERT – Activates Emergency operations plan.All assigned staff report to assigned areas.
Operation EGRESS – Activates evacuation planprocedures.
STAT Page – Activates assistance from the requesteddepartment.
Emergency Procedure Codes
It is vital that all employees know emergency proceduresand what actions are expected of them in the event ofeither an external or internal event that qualifies as adisaster. Such incidents include, but are not limited to lossof telephones or internal paging systems, fire emergencies,bomb threats, loss of utilities, flooding, etc. HSL also hasmutual aid agreements in place with other area hospitals totake on patients in the event that a disaster in thesurrounding metro area occurs. There are guidelinesin place that dictate the response to such situations. Theseare available in the HSL’s Administrative Policy Manual.
Employees must know what is expected of them ina disaster or emergency situation.
If you are uncertain what your response should be, pleasecontact your supervisor or a member of Safety andSecurity for clarification.
LOSS OF UTILITIES
Utility systems within the facility include the following:
n Electricity
n Emergency Power/Generator
n HVAC System
n Water and Plumbing
n Oxygen
n Telephones
All utilities have back-up systems in the event of a lossof service. Should you experience a loss of utilities,immediately notify the HRC Engineering Departmentand the Security Department in Dedham and Roslindalefor assistance. At Orchard Cove, notify the Front Deskwhich will notify the specific departments. Periodic checksof all areas will be conducted to ensure that staff have thenecessary equipment to fulfill their responsibilities.
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Emergency Procedures
Hebrew SeniorLife is entrusted with ensuring that all ourresidents receive the highest quality of life and care, andare protected from all forms of abuse. Hebrew SeniorLifeensures the above through the establishment andimplementation of policies and procedures related to thereporting and investigation of abuse alleged by residents,residents’ families, visitors, volunteers and staff. As anemployee/student/volunteer at HSL, it is your responsibility toreview the policies related to this topic. It is also theresponsibility of all employees to review the booklet that isincluded in your Human Resource packet titled “Keeping OurResidents Safe.”
The federal government initiated the OMNIBUS BudgetReconciliation Act in 1987 to mandate that elders receive care ina manner and setting that maintains or improves each person’squality of life. The program protects andpromotes elder rights.
Abuse is the willful infliction of injury, unreasonableconfinement, or punishment resulting in physical harm,pain or mental anguish.
Verbal abuse is the willful infliction of intimidationor demeaning verbal tone resulting in mental anguish.
Neglect is the intentional failure to provide servicesnecessary to avoid physical harm, mental anguish, ormental illness. Neglect occurs when the facility staff fail tomonitor and/or supervise the delivery of resident/patientcare and services to assure that care is provided as neededto the resident/patient.
Misappropriation of valuables is the deliberate misplace-ment, exploitation or wrongful temporary or permanent useof resident/patient belongings or money without consent.
The residents/patients with the highest risk of receivingabuse are those who themselves are physically or verballyabusive, or who are resistant to care.
Possible causes of aggressive behavior for residents/patients include pain, incontinence, dementia/confusion,lack of ability to communicate, loss of control over life,physical environment (hot, cold, personal space, personalitems),loss of cultural or ethnic practices, and fear of beingalone or abandoned.
Keeping Our Residents Safe
continued on page 8
Suggestions to decrease a resident’s/patient’s anger includemaintaining calm and speaking softly while helping discoverwhy he or she is angry, validating the complaint.Communicate in simple sentences and one step directions.Ask simple questions to discover the root of the problem. If a resident/patient is directing anger at you, make sure theresident/patient is safe, walk away, making sure you tellanother staff member to immediately follow up with theresident/patient. This allows both you and the resident/patientto decrease any stressful feelings. Also, consult with floormembers to collaborate on a plan of care for this behavior.
Every health care employee is mandated by law to report any witnessed or suspected abuse, mistreatment, neglector misappropriation of valuables. You can be charged with neglect if you do not report abuse and your knowledge ofan event becomes known to the authorities.
If you witness or suspect abuse, you must protect theresident/patient from the abuser and immediately report what you witnessed to your supervisor. The supervisorwill initiate an investigation immediately. The supervisorwill interview the alleged abuser, who will then be askedto leave the facility until the investigation is complete.The resident/patient is assessed by the nurse and doctor, and the physical/emotional findings are documented andtreated. The family or guardian is notified and the reportis sent to HRC/Dedham/Roslindale or Orchard Cove, andthe Department of Public Health.
It is important that you protect yourself as a health careworker.
Use the S.T.O.P. strategy.
S Slow down.
T Think about what is happening.
O Options – what alternatives can you use?
P Plan to have some time to yourself.
All health care workers are required by law to be trainedto recognize elder abuse. It is every health care worker’sresponsibility to make sure our residents/patients are ina safe and caring environment — without fear of abuse!
Keeping Our Residents Safe
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Food safety is the handling,preparation, and storage offood in ways that prevent ill-ness. This includes a numberof routines that should be followed to avoid potentiallysevere health hazards. Food can transmit disease fromperson to person as well as cause food poisoning.
THERE ARE FOUR BASIC GUIDELINESFOR FOOD SAFETY:
1. Clean – Wash hands for 20 seconds before and aftertouching food and keep preparation surfaces clean.Red top germicidal wipes may be used in the kitchen forcleaning preparation surfaces. Always wash hands withwarm, soapy water, before handling food, after handlingfood, after using the restroom, after changing a brief,after tending to a sick person, after blowing your nose,and after coughing or sneezing. If your hands have anykind of skin abrasion or infection, always use clean disposable gloves. Also, make sure to wash your handsafter removing the gloves.
2. Separate – Don't cross-contaminate. Keep all meat awayfrom produce and anything you will be consumingwithout cooking. Never put cooked food on a platethat held raw meat, poultry or seafood.
3. Cook – Cook to proper temperatures: Keep hot foodhot – at or above 140 °F. Always use a meat thermome-ter to make sure foods are cooked long enough to killharmful bacteria. Place cooked food in chafing dishes,preheated steam tables, warming trays, and/orslow cookers.
4. Chill – Refrigerate food promptly at 40 °F or lower;freeze at 0 °F or lower. Place food in containers on ice.Never leave food out of refrigeration over 2 hours.If the temperature is above 90 °F, food should not beleft out more than 1 hour.
Handling food safely will ensure the quality of food andenhance the dining experience and it will preserve thefullest nutritional benefits. Proper food handling is theresponsible thing to do. It will save money, preventillness and possibly save a life.
Food Safety
What You Need To Know – Musculoskeletal Disorders
In accordance with regulations outlined by OSHA, HSLis required to provide this information to employees.Ergonomics is the science of fitting jobs to the peoplewho work in them. The goal of an ergonomics program isto reduce work-related musculoskeletal disorders (MSDs)developed by workers when a major part of their jobsinvolve reaching, bending, lifting heavy objects, usingcontinuous force, working with vibrating equipment,and completing repetitive motions.
WHAT ARE MSDs?
MSDs are injuries and illnesses that affect muscles, nerves,tendons, ligaments, joints or spinal discs. Your health careprovider might tell you that you have one of the followingcommon MSDs: carpal tunnel syndrome, Raynaud’sphenomenon, trigger finger, low back pain, tendonitis,DeQuervain’s disease, herniated spinal disc, epicondylitis,tension neck syndrome, carpet layers’ knee, rotator cuffsyndrome, hand-arm vibration syndrome, or sciatica.
What are the signs and symptoms of MSDs that youshould watch out for?
n Workers suffering from MSDs may experience reducedstrength for gripping, loss of range of motion, loss ofmuscle function, and an inability to do everyday tasks.
n Common symptoms include:Painful joints; pain in wrists,shoulders, forearms and knees;pain, tingling or numbness in handsor feet; fingers or toes turning white;shooting or stabbing pains in armsor legs; back or neck pain; swellingor inflammation; stiffness; or burning sensation.
WHAT CAUSES MSDs?
Workplace MSDs are caused by exposure to the followingrisk factors:
n Repetition: Doing the same motions over and overplaces stress on the muscles and tendons. The severityof risk depends on how often the action is repeated,the speed of the movement, the number of musclesinvolved, and the required force.
n Forceful Exertions: Force is the amount of physical effortrequired to perform a task (such as heavy lifting) or tomaintain control of equipment and tools. The amountof force depends on the type of grip, the weight of anobject, body posture, the type of activity, and theduration of the task.
n Awkward Posture: Posture is the position your bodyis in when it affects muscle groups that are involved inphysical activity. Awkward postures include repeatedor prolonged reaching, twisting, bending, kneeling,squatting, working overhead with your hands orarms, or holding fixed positions.
n Contact Stress: Pressing the body against a hard orsharp edge can result in too much pressure on nerves,tendons and blood vessels. For example, using thepalm of your hand as a hammer can increase yourrisk of suffering an MSD.
n Vibration: Operating vibrating tools such as sanders,grinders, chippers, routers, drills and other saws canlead to nerve damage.
WHAT IS THE OSHA (Occupational Safetyand Health Administration) ERGONOMICSSTANDARD?
OSHA standards require employers to respond to employeereports of work-related MSDs or signs and symptomsof MSDs that last seven days after they are reported.If your employer determines that your MSD, or MSDsigns or symptoms, can be connected to your job,your employer must provide you with an opportunityto contact a health care professional and receive workrestrictions, if necessary. Your wages and benefits mustbe protected for a period of time while on modified dutyor when you are temporarily off work to recover. Youremployer must analyze the job and, if MSD hazards arefound, take steps to reduce those hazards.
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Hazardous Chemicals/Communications
10
Hazardous chemicals are located throughout the facility.As an employee, it is important that you understand yourresponsibilities when working with hazardous chemicals.By doing so, you are protecting our patients, yourself,and fellow employees from potential injury.
OSHA’s Hazardous Communication Standard is designed toprotect employees from exposure to hazardous chemicalsin the workplace. A main component of the hazardouscommunication standard (often referred to as The Right ToKnow) are Material Safety Data Sheets. Employees needto know the term MSDS and where the MSDS are located.(They are now on the HUB and on every desktop computer.)
MSDS contain pertinent information on hazardoussubstances such as chemical names, hazardousingredients, precautions for safe use, required safetyequipment for use, first aid procedures, and spill anddisposal procedures. The standard also requires thatpersonal protective equipment be available when workingwith each chemical.
Each chemical should be labeled, including the nameof the chemical, name/address of the manufacturer,and physical/health hazards of the chemical.
If a chemical spill occurs, and the spill is such that itcannot be cleaned up by the department personneland represents a potential threat, report the incidentby immediately calling the emergency number below and stating “Hazardous Material Situation.”
49911 – Dedham
911 – Roslindale
911 - Orchard Cove – Front Desk will notifyEngineering/Maintenance Department.
When calling, please give the exact location
REMOVE anyone in immediate danger of the accident.
CONTAIN the spill by closing any doors leading to thearea. Do not allow unauthorized personnel into the area.
EVACUATE THE AREA. The hazardous material managementemergency response team determines if evacuation isnecessary.
ELECTRICAL SAFETY
Use electrical safety to help protect patients and stafffrom electrical shock injury.
Do not use damaged electrical equipment. Immediately takethe equipment out of service and report the hazard to yoursupervisor and the Bio-Medical Engineering Department.
Do not use extension cords unless approved bythe Engineering Department.
Do not place electrical instruments on metal cartsor near sinks.
Remove cords from the outlet; do not pull the cord.
Do not touch a patient and an electrical appliance atthe same time, and keep electrical appliances as faraway from the patient’s bedside as possible.
Use the shortest possible power cord with any device.The longer the cord, the greater the risk for leakage. Alwayscheck the power cords on a patient’s electrical equipmentand remove if cords are damaged or frayed.
Bloodborne Pathogen Exposure Reminders
Report ALL exposure to bloodborne pathogensto your supervisor. Clean the exposure site as soon as possible.
Exposures known to pose a risk for bloodbornepathogens include:
n Needle (or other sharps) stick
n Splash on non-intact skin
n Bites that draw blood
The larger the volume of blood, the more riskof transmission.
Body fluids known to be infectious:
n Blood
n Any fluid with visible blood
n Semen
n Vaginal secretions
n Breast milk
n Cerebrospinal fluid
n Synovial fluid
n Pleural fluid
n Pericardial fluid
n Peritoneal fluid
n Amniotic fluid
Body fluids known to be non-infectious (unless visibly bloody):
n Tears
n Saliva
n Urine
n Feces
n Sweat
n Emesis
Due to our needle-less systemand safety syringes, thenumber of annual exposuresis very small. Any questions,please call the HRC Occupational Health Department orthe Orchard Cove Director of Education/Infection Control.
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Protecting Resident / Patient Privacy
12
Protecting the confidentiality of our patients’ and residents’information is the responsibility of all employees. This is notonly required by law; it is what we would want if we wereresidents or patients.
n Protected Health Information (or PHI) must remain confi-dential; we may share only the minimum informationnecessary for treatment, operations and payment .
n Avoid any breaks in confidentiality by avoiding elevator,corridor and cafeteria conversations about residents/pa-tients or their families.
n PHI may NOT be sent over public media (including e-mail) unless it is encrypted. (converted to a code)
n Data should not be transported off-campus unless ab-solutely necessary and part of your job role.
n HIPAA ( Health Information Portability and AccountabilityAct) regulations and State law cover what happens if abreach occurs. Employees may be fined and criminallycharged for their actions if they knowingly violate the law.
According to HIPAA Regulations and HebrewSeniorLife Policy
n Confidential data includes, but is not limited to:
– Patient’s Protected Health Information – whichincludes any information that identifies a patient(name, medical record number, account number) aswell as any information that describes their clinicalcondition.
– Patient and employee personal information – whichincludes the individual’s Name, Date of Birth andSocial Security Number as well as Payroll information
– Information describing HSL’s business, contractualagreements, intellectual property, data and networksecurity procedures
n When you access Hebrew SeniorLife’s patient records,you are acting as an employee of Hebrew SeniorLife.You are not allowed to:
– access your own medical record
– access any patient orpersonal information unlessyour job duties require youto do so
– access the records of arelative, friend or neighbor(unless you are caring forthem directly)
– access the records of a patient who is a celebrity,accident victim or crime victim (unless you are caringfor them directly)
n Hebrew SeniorLife’s computer system automatically logswho accesses a given patient’s record and is able to telldefinitively when a violation occurs
User Access & Passwords
Most HSL systems require that the user enter a User ID &Password to gain access to the system.
n Users must not share passwords. You are personally re-sponsible if someone else uses your password to enter asystem.
n Keep your passwords safe and secure. Do not write yourpassword down somewhere that is easy to access.
Unlawful Discrimination, Harassment and Retaliation
This section provides an explanation of:
n Unlawful discrimination, harassment, and retaliation
n Where to report concerns or complaints
n Steps HSL will take in response to any complaint
n Location of HSL’s Non-Discrimination and HarassmentPolicy, and Sexual Harassment Policy
Hebrew SeniorLife is committed to promoting a workplacefree of discrimination, harassment, and retaliation, andstrives to ensure all employees are treated with dignity,decency, and respect. Any conduct that creates a hostile,offensive, intimidating or humiliating workplaceenvironment is prohibited, and will not be tolerated.
DISCRIMINATION
It is unlawful and a violation of HSL’s Non-Discriminationand Harassment Policy to discriminate against any individualin matters relating to employment opportunities, benefits orprivileges, and compensation; to create discriminatory workconditions; or to use discriminatory evaluation standards ifthe basis of that discriminatory treatment is race, color, reli-gion, national origin, ancestry, gender, sexual orientation,gender identity or expression, age, disability, marital status,veteran or military status, or any other classification pro-tected by federal and state laws.
HARASSMENT
Harassment, including sexual harassment, is a form of dis-crimination, and is unlawful and will not be tolerated by He-brew SeniorLife. Harassment is physical, visual or verbalconduct that denigrates or shows hostility or aversion to-ward an individual because of his/her race, color, religion,national origin, ancestry, gender, sexual orientation, genderidentity or expression, age, disability, marital status, veteranor military status. Harassment includes, but is not limitedto, epithets, slurs, or negative stereotyping; threatening, in-timidating or hostile acts; denigrating jokes, and written orgraphic material that denigrates or shows hostility or aver-sion toward an individual or group that is placed on walls orelsewhere on the employer’s premises or circulated in theworkplace.
SEXUAL HARASSMENT
Sexual harassment is defined as unwelcome sexualadvances, requests for sexual favors, and verbal andphysical conduct of a sexual nature by employees and non-employees (e.g. vendors, volunteers, residents, and visitors)and can occur to persons of either sex and/or between thesame or opposite sex when:
a. Submission to or rejection of such advances, requestsor conduct is made either explicitly or implicitly a termor condition of employment or as a basis for employmentdecisions (i.e., hiring, terminations and promotions) or
b. Such advances, requests or conduct, whether intendedor not, have the purpose or effect of unreasonablyinterfering with an individual's work performance bycreating an intimidating, hostile, humiliating or sexuallyoffensive work environment.
Under these definitions, direct or implied requests by asupervisor/manager for sexual favors in exchange for actualor promised job benefits such as favorable reviews, salaryincreases, promotions, increased benefits, or continuedemployment constitutes sexual harassment.
Sexual harassment may occur regardless of the intention ofthe gender of the person engaging in the conduct. Thefollowing are some examples of conduct which, ifunwelcome, may constitute sexual harassment dependingupon the totality of the circumstances including the severityof the conduct and its persuasiveness:
a. Unwelcome sexual advances, whether they involvephysical touching or not;
b. Requests for any type of sexual favor, includingrepeated, unwelcome requests for dates;
c. Sexual epithets, jokes, gossip regarding an individual’ssex life, comments on an individual’s body, inquiries intoand discussions about one’s sexual activity, experiences,deficiencies, or prowess;
d. The distribution or display of any written or graphicmaterial, including objects, pictures, cartoons andcalendars that are sexually suggestive or show hostilitytoward an individual or group because of gender;
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continued on page 14
Unlawful Discrimination, Harassment and Retaliation
e. Unwelcome leering, whistling, brushing against thebody, sexual gestures, suggestive or insulting behavior
n Inappropriate emails and text messages of a sexual nature.
RETALIATION
Retaliation is a violation of HSL policy and is unlawfulwhen directed at an individual for reporting a complaintof discrimination or harassment, or for participating inan investigation of a complaint conducted by HSL or byan external administrative agency.
WHERE TO REPORT CONCERNS OFHARASSMENT, DISCRIMINATION ORRETALIATION
a. Internal Reporting:Any employee who believes that he/she has been subject todiscrimination, harassment (including sexual harassment),or retaliation should immediately report concerns, eitherverbally or in writing to a supervisor within the department,any member of the Human Resources Department, or to theVice President of Human Resources.
Address:Hebrew SeniorLife,1200 Centre Street,Roslindale, MA 02131617-363-8471
Any manager or supervisor who suspects or has knowledgeof an incident or situation involving discrimination, harass-ment or retaliation aimed at an HSL employee is requiredto promptly report that information to a member of HSL’sHuman Resources Department.
b. External Reporting:In addition to the above resources, employees whobelieve they have been subjected to any form of unlawfuldiscrimination, harassment or retaliation may also file acomplaint with either or both of the government agenciesset forth below:
i. U.S Equal Employment Opportunity Commission (EEOC)
John F. Kennedy Federal Building
475 Government Center
Boston, MA 02203-0506
Ph: 800-669-4000 or 617-565-3200
ii. Massachusetts Commission Against Discrimination(MCAD)
One Ashburton Place
Sixth Floor, Rm 601
Boston, MA 02108
Ph: 617-994-6000
INVESTIGATION OF COMPLAINTSAND REMEDIAL ACTION
After a thorough investigation, if it is determined that inap-propriate conduct has been committed by one of HSL’s em-ployees, supervisors, or agents, HSL will act promptly toeliminate the offending conduct, and where it is appropriate,HSL will impose disciplinary action which may range fromcounseling to termination of employment.
HSL’S NON-DISCRIMINATIONAND HARASSMENT POLICY, ANDSEXUAL HARASSMENT POLICY
HSL’s Non-Discrimination and Harassment Policy is locatedon The HSL HUB here:
http://thehslhub/Departments/Human-Resources/Employee-Policies-and-Procedures-MP
HSL’s Sexual Harassment Policy is located on The HSLHUB:
http://thehslhub/Departments/Human-Resources/Employee-Policies-and-Procedures-RZ
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Hebrew SeniorLife (HSL) is committed to providing a safe,healthful workplace that is free from violence or threats ofviolence. HSL does not tolerate behavior, whether direct orindirect through the use of our facilities, property orresources that is violent; threatens violence; harasses orintimidates others; interferes with an individual’s legal rightsof movement or expression; or, disrupts the workplace, theacademic/research environment or the center’s ability toprovide service to the public.
HSL will not tolerate discrimination or retaliation against anyemployee who makes a good faith report of workplaceviolence, or who participates or cooperates in HSL’sinvestigation of complaints of workplace violence.
This policy applies to all persons involved in HSL’soperations, including but not limited to: HSL employees,contract and temporary workers, volunteers, interns andanyone else on the Company property.
Examples of workplace violence include, but are not limitedto implied or express threats or acts of violence or behaviorthat causes a reasonable fear or intimidation response thatoccurs:
n On HSL premises, no matter what the relationship isbetween HSL and the perpetrator or victim of thebehavior.
n Off HSL premises, where the perpetrator is someonewho is acting as an employee or representative ofHSL at the time, where the victim is an employeewho is exposed to the conduct because of work forHSL, or where there is a reasonable basis forbelieving that violence may occur against thetargeted employee or others in the workplace.
To report an urgent threat, immediately call 911 inRoslindale, 49911 in Dedham. State your location and“CODE GREY”. In Canton, immediately call 911. All locationsmust alert the immediate supervisor to the situation. HumanResources and Security should be contacted when itinvolves a non-resident/patient matter. To report emerging orpotential threat, contact Security and Human Resources(involving a non-resident/patient matter).
Workplace Violence Prevention and Response
DE-ESCALATION STRATEGIES:
n Back away from the situation
n Tell the person that the conversation is over at thattime because we are not having success and thatyou will return in 15 minutes.
n Pulling back
n Practice active listening
n Ask open-ended questions
n Don’t be judgmental
n Try to see the other person’s point of view
n Acknowledge their feelings
n Be mindful of your tone and body language
n Get help if needed
Individuals who engage in violent behavior may be removedfrom the premises, and may be subject to arrest and/orcriminal prosecution. Any employee who commitsworkplace violence will be subject to disciplinary action upto and including termination of employment and may alsobe subject to legal action, as appropriate.
For detailed information, please refer to the WorkplaceViolence Prevention and Response HR policy and theResident/Patient Abuse: Physical/Psychological Injury:Reporting and Investigation Administrative policy on theHSL HUB.
Workplace Violence Prevention and Response policy:
http://thehslhub/~/media/HSLNet/P_P/HR/HRAdmPPWorkplace%20Violence%20Prevention%20%20Response.ashx
Resident/Patient Abuse: Physical/Psychological Injury:Reporting and Investigation Administrative policy:
http://thehslhub/~/media/HSLNet/P_P/Admin/AdmPPResident%20and%20Patient%20Abuse.ashx
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The Resident/Patient Bill of RightsThe Resident/Patient has the right:
n To obtain the name and specialty, if any, of the physician or other person responsible for his care or the coordination of his care
n To confidentiality of all records and communications
n To have all reasonable requests responded to promptly and adequately within the capacity of the facility
n To obtain a copy of any rules or regulations of the facility which apply to his conduct as a patient or resident
n To inspect medical records and to receive a copy. The fee for said copy shall be determined by the rate of copying expenses.
n To privacy during medical treatment or other rendering of care within the capacity of the facility;
n To informed consent to the extent provided by law
n To be treated with respect, courtesy, and dignity;
n To be provided services to attain the highest practicable physical, mental and psychosocial well-being;
n To be free from abuse and exploitation
n To be free from discrimination based on age, race, color, religion, national origin, gender, sexual orientation, disability, marital, or veteran status.
n To be provided interpreter services at no cost to you.
n To practice their religion freely;
n To be known by name by staff directly involved in their care and to be able to easily identify all staff by name.
n To participate in developing a plan of care;
n To be informed about their medical condition, recommended treatment, expected results of treatment, and names and effects of their medication;
n To refuse treatment and to be free from medical and chemical restraints unless they are medically necessary and ordered by a physician;
n To receive unopened mail and to receive assistance with reading and writing mail;
n To access money and property deposited with the Center and to an accounting of all financial transactions made with or on behalf of the resident;
n To manage their finances or to delegate that responsibility to another person;
n To voice grievances about their treatment or care without discrimination or reprisals and to be informed how to access the Concern Resolution policy.
n To be notified in advance of any planned move within the Center and to be informed of the procedure to appeal
n To die with dignity and in peace. To choose who may or may not visit. We may need to limit or restrict visitors if there are health or safety concerns.
n To choose who may be present to provide emotional support.
n To expect evaluations and treatment of pain
n To get information in a manner that meets your needs, language, vision, speech, hearing, or mental impairments
n To make an advance directive, such as a health care proxy
HEBREW SENIORLIFE / 1200 CENTRE STREET / BOSTON, MA 02131 / WWW.HEBREW SENIORLIFE.ORG
Header Become Aware of Safety In Care ServicesDepartment of Professional Development 2015 Dedham/Roslindale/Orchard Cove
BASICS NEWSLETTER POST TEST 2016
NAME______________________TITLE_________________DATE____________
DEPT._____________________Roslindale____Dedham____Orchard Cove_____
Please complete the post test and return it to your supervisor.
1. For HSL, the Cultural Belief “KNOW WHY” means
a. I work as part of a team that engages organizational talents to achieve goals.
b. I communicate effectively and sensitively and always explain “why.”
c. I trust we can have open and honest conversation, and embrace candid feedback.
d. I encourage and value the voice of others and know that my voice matters.
2. No actions of retaliation or retribution may be taken against any employee for reporting a violation on
the HOTLINE (Healthcare ValuesLine) in good faith.
a. TRUE
b. FALSE
3. The purpose of Hebrew SeniorLife BASICS information is to review the mandatory requirements for
employment.
a. TRUE
b. FALSE
4. _____________________ precautions are to be used in the care of all resident/patients regardless of
their diagnosis or presumed infectious status.
a. Contact
b. Droplet
c. Standard
d. Contact Plus
5. All employees should know the Infection Control/Exposure Control Plan is located on the HUB.
a. TRUE
b. FALSE
6. When reporting an emergency, always include the
a. color of the code and the exact location.
b. color of the code only.
c. location only.
7. To remember the immediate response expected when you discover a smoke/fire situation or
announcement of a fire alarm, use the acronym
a. F.I.R.E. (First Inspect Regional Environment)
b. R.A.C.E. (Remove persons in immediate danger, Alert, Contain problem, Extended Response.)
c. P.A.S.S. (Pull pin, Aim handle to at base of fire, Squeeze handle to discharge material, Sweep hose across base of fire side to side.)
d. C.O.D.E. (Caution Of Degrading Environment)
8. All utilities have back-up systems in the event of a loss of service.
a. TRUE
b. FALSE
9. HSL has policies and procedures related to the reporting and investigation of abuse alleged by
a. residents.
b. residents’ families & visitors.
c. volunteers.
d. staff.
e. all of the above.
10. Every healthcare employee is mandated by law to report any witnessed or suspected abuse,
mistreatment, neglect or misappropriation of valuables.
a. TRUE
b. FALSE
11. ______________ top germicidal wipes may be used in the kitchen for cleaning preparation surfaces.
a. BLUE
b. RED
c. PURPLE
d. GREEN
12. Musculoskeletal Disorders are injuries and illnesses that affect muscles, nerves, tendons, ligaments,
joints or spinal discs.
a. TRUE
b. FALSE
13. Causes of Musculoskeletal Disorders include:
a. repetition.
b. awkward posture.
c. vibration.
d. any of the above.
14. ____________________ Hazardous Communication Standard is designed to protect employees
from exposure to hazardous chemicals in the workplace.
a. MWRA’s
b. OSHA’s
c. MSDS’s
d. PASS’s
15. Do not use extension cords unless approved by the Engineering Department.
a. TRUE
b. FALSE
16. If an occupational exposure to blood or other potentially infectious material occurs, you should
a. wash the area with soap and water
b. report promptly to your supervisor. Do not wait until the end of your shift.
c. fill out work-related incident report.
d. all of the above.
17. HIPAA regulations, state law and HSL policy require that all staff keep the following information
confidential:
a. Patient’s Protected Health Information (PHI) which includes any information that identifies a
patient (name, medical record number, account number) as well as any information that
describes their clinical condition or the care they receive.
b. Patient, Resident and employee personal information—which includes the individual’s
Name, Date of Birth and Social Security Number as well as Payroll information.
c. Information describing HSL’s business, contractual agreements, intellectual property, data
and network security procedures
d. All of the above
18. Protected Health Information (PHI) must remain confidential; we may share only the minimum
information necessary for treatment, operations or payment.
a. TRUE
b. FALSE
19. It is O.K. to include patient information in a file attached to an email if
a. you set a password on the file.
b. the entire email message is encrypted (use the word “Encrypt” in the subject line).
c. you put the information in the message instead of in an attachment.
20. It is O.K. to share your password with
a. someone that you trust.
b. someone who works on your team.
c. someone who forgot their password.
d. no one. You should never share your password with anyone.
21. It is unlawful and a violation of HSL’s Non-Discrimination and Harassment Policy to discriminate
against any individual in matters relating to
a. race, gender identity or expression, and color.
b. marital status, veterans’ status, sexual orientation and religion.
c. national origin, physical or mental disability, and age.
d. all of the above.
22. Some examples of sexual harassment include
a. unwelcome sexual advances.
b. requests for sexual favors.
c. verbal & physical conduct of a sexual nature by employees and non-employees.
d. any of the above.
23. HSL will not tolerate discrimination or retaliation against any employee who makes a good faith
report of workplace violence, or who participates or cooperates in HSL’s investigation of complaints of
workplace violence.
a. TRUE
b. FALSE
24. De-Escalation strategies include which of the following:
a. back away from the situation
b. don’t be judgmental
c. be mindful of your tone and body language
d. all of the above.
25. The Resident/Patient Bill of Rights states that the resident/patient has the right
a. to be treated with respect and dignity.
b. to be provided interpreter services at no cost to you.
c. to make an advance directive, such as a health care proxy.
d. all of the above.
Professional Development Department
HIPAA Policy
Name of Agency Nurse/Nurse Assistant/ Student/ Instructor ___________________________________ Name of Agency/ School: _________________________________________ I have received and reviewed the HIPAA Privacy Policies and Practices, including the “Notice of Privacy Practices” and the “HIPAA Security Fact Sheet”. __________________________________ ____________________ Signature of Agency Nurse/Nurse Assistant/ Student/Instructor Date
Please grade each student’s Basics Post Test and enter their score in the appropriate column. Please check off the student’s completion of the HIPAA Agreement form in that column. Once all students have completed both please attach the individual HIPAA forms to this documentation sheet and forward/e-mail to: Janene Devlin in Professional Development in Roslindale ([email protected]) Dedham Clinical Placements please return the completed documents to Anne Mahler or Elizabeth McAdams in Professional Development there (The paper copy of the Basics Post Test does not need to be submitted as long as the score is entered above)
Professional Development
Clinical Affiliate Documentation of Basics Completion
Please print or type School: __________________________ Instructor: _________________________________ Date Completed: ______________________________________
Student Name Basics Score HIPAA Agreement Comments
Instructor Signature: _______________________________ Date: ______________________________
Computer Log - On Instructions
You will have to log on using your passwords each time. IT will not be available to set an ID badge computer log on for you.
To change the computer from badge log on to the screen for password entry just press the * key.
The screen asking for your user name and password will come up.
Your windows temporary password (the one that gives access to the computer) is:
Username: your first name followed by your last name no spaces
Password: Hebrew123
The computer will then ask you to set your own password.
Your password must be at least 8 characters with a combination of at least 1 Capital letter and 1 number
Meditech Login Information
Username/Mnemonic:
One-time password:
The computer will then ask you to set your own password.
(You may use the same password for both it will make it easier to remember.)
Changing your password on a Citrix Receiver type computer
To change/reset your computer password on a Citrix Receiver computer --- examples: a mobile cart or ID Badge computer device.
( Note: You would not use your ID Badge for this procedure )
(Remember: this only changes your computer password not your Meditech password)
1. Enter/type your computer username in the “Username” field and select the “Help Me Login” option, noted in RED letters, and located above the Username field
If you have problems you can call the help desk at:
Extention: 1- 5700 from inside the building or 617-971-5700 from outside the building (This applies to both Dedham and Roslindale)
