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New Employee Orientation. Day 1: Orientation (8 hours) Introduction Employment Forms & Documents Agency Policies Safety & Reporting Procedures Program.

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Presentation on theme: "New Employee Orientation. Day 1: Orientation (8 hours) Introduction Employment Forms & Documents Agency Policies Safety & Reporting Procedures Program."— Presentation transcript:

1 New Employee Orientation

2 Day 1: Orientation (8 hours) Introduction Employment Forms & Documents Agency Policies Safety & Reporting Procedures Program Information Day 2: CPR/1 st Aid & Medication Assistance Training (8 hours) Day 3: CPI Training (8 hours) Day 4 & Day 5: Onsite Orientations (16 hours) Two 8-hour supervised shifts working in program with clients May be two different locations

3 Class Time Introductions Protocols Employment Forms Policies Safety & Reporting Procedures Program Information Breaks Two 10 minute breaks (around 10am and 2pm) One hour lunch break (around noon)

4 Please introduce yourselves! Name Experience Hobbies

5 Ambitions does not guarantee any specific shift, hours or work sites. Requirements: Driver’s License Valid Liability Insurance Hepatitis B Vaccination Series or Declination 1 st Aid/CPR Certification CPI Certification DSP 1 & DSP 2 Training Wage Varies by location, program and role

6 Self registration using your personal information Employee handbook Copies of policies Announcements Training Videos Other Documents & Forms Your electronic pay stubs

7 Our Mission Our Values Attitudes

8 highest practical fulfillment of lifelong ambitions and dreams. Ambitions is dedicated to assisting people with developmental disabilities to achieve the. highest practical fulfillment of lifelong ambitions and dreams. breaking down barriers We are dedicated to breaking down barriers - physical, mental or social. opportunities for personal growth and autonomy We are dedicated to providing opportunities for personal growth and autonomy. adapting to individual needs promoting personal choice and social involvement We emphasize adapting to individual needs while promoting personal choice and social involvement. Create a Lifemeaningfulrewarding We help "Create a Life" both meaningful and rewarding on a day-to-day basis. We are extraordinary people doing ordinary things!

9 Provide Support to Our Participants and Employees with Compassion, Confidence, and Commitment. Treat Others the Way We Want to be Treated - With Respect, Dignity and Grace. Communicate Clearly and Listen Attentively. Achieve Success through Dedication, Perseverance, and Teamwork. Build Upon Success and Learn From Failure. Search Beyond the Boundaries and Reach for the Unreachable.

10 "The longer I live, the more I realize the impact of attitude on life. Attitude, to me, is more important than facts. It is more important than the past, than education, than money, than circumstances, than failures, than success, than what other people think or say or do. It is more important than appearance, giftedness, or skill. It will make or break a company… a church… a home. The remarkable thing is we have a choice every day regarding the attitude we will embrace for that day. We cannot change our past… we cannot change the fact that people will act in a certain way. We cannot change the inevitable. The only thing we can do is play on the one string we have… and that is our attitude. I am convinced that life is ten percent what happens to me, and ninety percent how I react to it. And so it is with you… we are in charge of our attitudes." CHARLES SWINDOLL

11 Health Insurance – Medical, Dental, Vision Eligible after 90 days Must work 30 hours per week or more on average May select from “base plan” or “buy-up” plan Base Plan - $2000 deductible, 70% coverage, medical only Buy-up Plan - $500 deductible, 80% coverage, includes dental and vision Retirement – 401k Eligible after 1 year of employment during open enrollment 100% dollar-for-dollar match (up to 3% of wages) 50% match for next 2% (If you contribute 5% of wages, company contributes additional 4%) Paid Time Off Eligible after 1 year of employment Up to 80 hours of paid vacation

12 Employee Recognition Program Get caught in the act of doing great things Recommend others for recognition Employee of the Month Do great and get rewarded again Emerging Leaders Conference Eligible employees attend a special conference filled with training, activities, team building and rewarding events. Paid meal breaks and free meals On duty staff may eat meals family-style with clients when regular meals are served at the home and during activities.

13 Review & Verify Personnel Record (LIC 501) Driver’s License & Insurance IRS Form W4 Equal Employment Opportunity Commission Immigration I-9 Form Direct Deposit Enrollment Notice of Employee Rights (LIC 9052) Certifications, Degrees & Professional Licenses

14 Understand your rights. Employers are prohibited from discriminating against employees for filing complaints with CA Department of Social Services, CCLD or Regional Center. We encourage communication with your supervisor! If you have concerns regarding potential violations, tell us first so we can investigate and address the issues.

15 Complete the ADP Tax Credit registration on the kiosk computer. Ask the instructor for assistance if needed. Turn off TV during registration process!

16 Chain of Command Calling in Sick Calling On-Call Manager Timesheets & Pay Days Leave of Absences On the Job Injuries Facility Inspections

17 President / State Administrator Program Supervisor Program Manager Client Care Coordinator DSPs House 1 DSPs House 2 Client Care Coordinator DSPs House 3 DSPs House 4 Program Manager Client Care Coordinator DSPs House 5 DSPs House 6 Client Care Coordinator DSPs House 7 DSPs House 8 Vice President

18 If you are unable to come to work, you must contact your manager (C 3 / House Manager / On-Call) You must: Speak to a live person (manager or on-call) Provide 2 hours minimum notice prior to start of shift Text messages / voice mails are not permitted Failure to provide adequate notice will result in disciplinary action No Call / No Show may result in termination of employment If you must leave early due to sickness or emergency: You must speak to your manager or on-call manager

19 If it’s an emergency, call 911. Call the primary on-call phone number for your home If no answer, leave a detailed message including time If no call back after 15 minutes, call again. If no answer, call back-up on-call number If no answer, leave a detailed message and indicate you could not reach primary on-call person If no call back after 15 minutes, keep calling every 15 minutes until you speak to a live person.

20 Employees are paid bi-monthly Pay period 1 st – 15 th of the month is paid on the 25 th day of the current month Pay period from 16 th – end of month is paid on the 10 th day of the following month If payday falls on a weekend or holiday, employees will be paid on the next business day If payday falls during an employee’s vacation, the paycheck will be available upon return to work. Direct deposits will be made on the scheduled payday. Paychecks / Paystubs available after 12:00pm on payday.


22 You must accurately report all dates, times & locations worked Meal breaks must be documented Each line must be signed Sheet must be signed Timesheets are due on the 1 st and the 16 th of each month.25 hours = 15 minutes,.50 hours = 30 minutes,.75 hours = 45 minutes Mileage is reimbursed when driving personal vehicle for work- related duties (excluding commute) Expenses are reimbursed with receipts. No receipt = No Reimbursement.

23 All leave of absences are unpaid. You must notify your supervisor and contact the office Program Assistant for a “Request for Leave of Absence” form. You must sign a “Return from Leave” form upon return. You must make arrangements for payment of benefits during time off. May be eligible for California Short-Term Disability if unable to work

24 Two types of LOA: “Job Protected” & “Non-Job Protected”. Job Protected: Family Leave: Eligible after 12 months of employment (minimum of 1250 hours worked) up to 12 weeks of unpaid leave. Must be approved. Military Leave: Eligible upon being ordered to report for active duty. Workers’ Comp: On the job injury requires doctors note to begin and end leave. Benefits are continued but you are responsible for paying your portion. A comparable position will be available upon return (shifts and locations are not guaranteed).

25 Personal Leave Must have worked prior consecutive 12 months 60 day leave limit in a 2 year period Must be approved Jury Duty Unpaid leave Notify your supervisor as soon as possible Provide jury summons to your PA

26 If emergency or serious injury, call 911 or seek immediate medical attention at nearest urgent care, hospital or ER. If injured beyond basic 1 st Aid (and is non-life threatening). Complete the “Ambitions Accident Report” form. Complete the DWC-1 form Obtain a US HealthWorks Treatment Authorization form Local locations and hours will vary Give completed DWC-1 and Accident Report to your supervisor Go to US HealthWorks Clinic (bring the treatment authorization form) If declining medical treatment, just complete the “Declining Medical Treatment” form and “Ambitions Accident Report”. You must seek medical treatment to be eligible for Worker’s Comp.

27 Check ID of all unknown visitors Notify C3/House Manager/On-Call immediately Contact office PA immediately (or when office opens) C3 and PM or PS will respond on-site to assist Provide courteous assistance and answer inspector’s questions as needed Do not gossip or complain to inspector Focus attention on clients needs and not on the inspector All reports must be sent to office immediately following visit

28 Review “Code of Ethics & Standards of Professional Conduct” policy Follow along with the next several slides Initial each paragraph Sign the form

29 Maintain Professional Client Relationships Refrain from developing personal relationships with clients No personal contact outside usual work hours unless approved by manager No loitering before or after shifts No personal favors or display of favoritism Maintain your confidentiality Don’t give clients your phone #, address, Facebook link, etc. No texting or ing clients Dress appropriately and not provocatively Minimize physical contact with clients

30 Maintain Professional Client Relationships (cont.) Do not lend or borrow money or gifts from clients Do not share clothing, jewelry or accessories with clients Keep personal life at home and don’t talk about issues with or around clients Do not discuss work performance, relationships or issues within earshot of clients Clients are only allowed in personal vehicles for work-related activities while on-duty Clients may not be taken to your personal residence

31 Punctuality and Attendance Excessive absenteeism or tardiness is not acceptable. Demonstrate professional courtesy, tact and respect. Treat others the way you want to be treated. Be Responsible and Accountable for your actions and conduct. We trust you. Your co-workers trust you. The clients trust you. Don’t let us and them down. You are responsible for keeping your requirements, certifications and training current. Promptly report circumstances and concerns to your supervisor.

32 Give your full attention during meetings and trainings. Be respectful of others and don’t use cell phones or other devices. Complete assigned duties and projects within designated timeframes and help others do the same. What comes around goes around… Somebody will help you when you need it. If you notice something that needs to be done, do it! Don’t wait for somebody else to mop up a spill or put something away, even if it’s “not my job”. It’s everyone’s job to provide the best possible service to our clients.

33 Professional Communications Provide detailed reports (answer when, who, how, what and why) Must be professionally written (grammar, spelling, sentence structure) s to outside professionals, supervisors and co-workers must be professional (no shorthand or slang) Text messaging is not an acceptable means of communication between employees and their manager or client counselor Follow the dress code policy Employees are expected to dress appropriately for their job position and duties. Athletic attire is acceptable for athletic activities and non- provocative swimwear is acceptable for the beach and water activities. Men wearing “speedos” is never acceptable.

34 You are a Mandated Reporter Your Legal Duty (video) Recognizing Abuse Abuse Reporting Procedure Requirement to Report Abuse (SOC 341A) Report of Suspected Abuse (SOC 341)

35 We Are All Mandated Reporters! If you see it, hear about it or reasonably suspect abuse, you are legally required to report it. You are legally protected from prosecution for reporting suspected abuse. Immediate protection of the client is your first duty. You must report observed or suspected abuse to your supervisor. Reporting the abuse to your supervisor does not relieve you of responsibility for reporting the abuse to the appropriate authority.

36 Start the video now

37 Abandonment Abduction Financial Abuse Restricting goods and services necessary to avoid physical harm or mental suffering Isolation Mental Suffering Neglect Physical Abuse Self-Neglect

38 Abandonment The desertion or willful forsaking of an elder or dependent adult by anyone having care or custody of that person under circumstances in which a reasonable person would continue to provide care or custody. Abduction The removal from California, and/or the restraint from returning to California, of any elder/dependent adult who does not have the capacity to consent to such removal or restraint, as well as the removal or restraint of any conservatee without the consent of the conservator or the court.

39 Financial Abuse Occurs when a person or entity does any of the following: (1) takes, secretes, appropriates, or retains real or personal property of an elder or dependent adult to a wrongful use or with intent to defraud, or both; or (2) assists in any of these acts.

40 Isolation Preventing the elder or dependent adult from receiving his/her mail or telephone calls. Telling a caller or visitor that the elder or dependent adult does not wish to see/speak to the person, when this is contrary to the elder or dependent adult's wishes, regardless of whether he/she is mentally competent. False Imprisonment: The unlawful violation of the personal liberty of another. Physical restraint of the elder or dependent adult to prevent contact with family, friends, or concerned persons.

41 Mental Suffering Fear, agitation, confusion, severe depression, or other forms of serious emotional distress that is brought about by threats, harassment, or other forms of intimidating behavior.

42 Neglect The negligent failure of any person having care or custody of an elder or dependent adult to exercise that degree of care that a reasonable person in a like position would exercise, including, but not limited to: Failure to assist is personal hygiene or in the provision of food, clothing, or shelter. Failure to provide medical care for physical and mental health needs. Failure to protect from health and safety hazards. Failure to prevent malnutrition or dehydration.

43 Physical Abuse Assault, battery, assault with a deadly weapon or with force likely to produce great bodily injury. Unreasonable physical constraint, prolonged or continual deprivation of food or water. Sexual assault or battery or rape (including spousal rape, incest, sodomy, oral copulation, or penetration by a foreign object). Physical abuse also includes the use of physical or chemical restraint or psychotropic medication either for punishment or for a period or purpose beyond which the restraint or medication was ordered by the attending, licensed physician.

44 Self-Neglect Failure of the elder or dependent adult to exercise a reasonable degree of care in providing for his/her own needs in such areas as personal hygiene, food, clothing, shelter, medical and mental health care, or avoiding health and safety hazards, malnutrition or dehydration, when that failure is due to ignorance, illiteracy, incompetence, mental limitation, substance abuse or poor health.

45 Withholding Necessary Goods or Services The provision of medical care for physical and mental health needs Assistance in personal hygiene Adequate clothing Adequately heated and ventilated shelter Protection from health and safety hazards Protection from malnutrition, under circumstances where the results include, but are not limited to, malnutrition and deprivation of necessities or physical punishment Transportation and assistance necessary to secure the above goods and services

46 Read and sign SOC 341A Read and sign Ambitions Abuse Reporting Policy Review SOC 341 Abuse Reporting Form Copies are available in the facilities and office Keep this form for yourself

47 Quality of Life Outcomes aka Residential Service Guidelines

48 C C hoice H H ealth and Well-Being I I ntegrated Lifestyle R R elationships P P ower & Status S S atisfaction

49 Clients identify their needs, wants, likes and dislikes. Clients make major life decisions. Clients make decisions regarding everyday matters. Clients have a major role in choosing the providers of their services and supports. Clients services and supports change as wants, needs and preferences change.

50 Clients are safe. Clients have the best possible health. Clients know what to do in the event of threats to health, safety and wellbeing. Clients have access to needed health care.

51 Clients are part of the mainstream of community life and live, work and play in integrated environments. Clients lifestyles reflect their cultural preferences. Clients are independent and productive. Clients have stable living arrangements. Clients are comfortable where they live.

52 Clients have friends and caring relationships. Clients build community supports which may include family, friends, service providers / professionals and other community members. Clients have the right to have intimate relationships.

53 Clients exercise rights and responsibilities. Clients are free from abuse, neglect and exploitation. Clients are treated with dignity and respect. Clients receive appropriate generic services and supports. Clients have the right to religious freedom, social interaction and participation in community activities. Clients have advocates and/or access to advocacy services. Clients have the responsibility to respect others’ rights.

54 Clients plan goals for the future and to work towards them. Clients are satisfied with the services and supports they receive. Clients are satisfied with their quality of life.

55 Clients of Ambitions are empowered, as any other citizen, with all rights and privileges guaranteed under the Constitution and Laws of the United States and the State of California. Staff must treat clients with dignity and consideration, respecting the clients civil and human rights at all times. Additionally, clients of Ambitions shall be afforded the rights as specified on the Ambitions’ Client Rights Policy.

56 Individuals with disabilities have the same rights as everyone else.

57 Please take a 10 minute break now.

58 Job Description Notice of Risk Confidentiality Statement Employment Standards Non-Discrimination Policy Non-Solicitation / Non-Disclosure Policy Outside Employment Policy Dress Code Policy Alcohol & Drug Policy Smoking & Tobacco Use Policy Cell Phone Policy Harassment Policy Employee Grievance Policy Personal Vehicle Use Policy Medication Assistance Policy Employee Rest & Meal Period Policy Accurate Time Reporting Policy Vacation & Sick Leave Policy HIPAA Policy

59 Minimum Requirements Expectations Other Duties as Requested Leave the “It’s not my job” attitude at home Everyone’s #1 priority is to ensure the clients are safe, healthy and receive the best services and supports possible.

60 There is an element of risk when working with behaviorally challenged, developmentally disabled adults. Expect to address: Physically aggressive behaviors (hitting, kicking, biting, spitting, throwing items, etc.) Verbal or physical harassment (sexually explicit remarks, inappropriate sexual contact, cursing, insults, etc.) Concealed items to be used as weapons (hammers, utensils, screwdrivers, etc.) Pregnant? Contact HR to discuss your options.

61 Employees may not disclose any information about any current or former client or employee to any unauthorized persons or entities without proper authorization. Authorized persons include professionals, agencies and employees who are directly involved in the provision of services for the client. Before releasing any confidential information, the client or client representative must grant consent by signing a Release of Information form.

62 Constant dependable attendance is essential. Employees who do not call or show up to a scheduled shift are considered a “No Call / No Show”. If there is no response after Ambitions attempts to contact the employee, this is considered a “voluntary termination of employment due to job abandonment.”

63 Employees who do not follow the client’s service plan or meet client needs may face disciplinary action or termination depending on the severity of the offense. Employees must have compatible personalities with the clients. Due to cognitive needs of the clients, employees with incompatible personalities may be dismissed. Dismissal is not a reflection of work performance, compatibility is simply a requirement of the job.

64 No personal shall be subjected to discrimination by this agency or its contractors because of: Gender, race, religion, marital status, color, age, creed Sexual orientation, national origins, handicapping condition Use of a trained dog guide or service animal Communicable diseases and HIV/AIDS Disabled veteran status Vietnam era veteran status And any other reasons prohibited by law

65 Company confidential and proprietary information may not be disclosed without written authorization. Employees will devote their full working time to the business of Ambitions. Employees may not solicit, take away or cause the loss of clients or employees to Ambitions. All materials (manuals, documents, forms, items, etc.) provided to employees is the property of Ambitions and may not be shared, copied, distributed, posted, etc.

66 Employees may have outside jobs, however all employees must still meet Ambitions performance standards, including attendance and dependability. All employs will be judged by the same performance standards and will be subject to Ambitions’ scheduling demands, regardless of any existing outside work requirements.

67 Non-Exempt Employees (hourly) May hold outside employment positions. May not hold management or supervisory positions with Ambitions competitors. May not provide employment or other support services through or with other service agencies to clients already being served by Ambitions.

68 Exempt Employees (salaried or management) May not hold outside employment with service providers who compete directly with Ambitions May not independently contract with similar service agencies to provide support services May not receive any income or material gain from individuals outside Ambitions for materials produced or services rendered while performing their jobs.

69 Conflict of Interest When an employee is in a position to influence any decision that may result in a personal gain for that employee or for a relative as a result of Ambitions’ business dealings. Relative: Any person who is related by blood or marriage, or whose relationship is similar to that of persons who are related by blood or marriage. This includes significant others.

70 Employees will maintain a professional appearance and dress in a manner that is safe and conductive to the support provided to our clients Employees will be neatly groomed and free of body odor or strong perfume or cologne. Clothing: No sleepwear, visible undergarments, obscene language or symbols, provocative pictures, scrubs, nursing uniforms or medical attire. Shirts: No see-through, low-cut, spaghetti straps or half shirts.

71 Shorts: Hemmed (may be above the knees but no more than mid-thigh). No cut-offs, spandex, gym shorts, jogging shorts or Speedos. Pants: No coveralls, sweat pants, gym clothes or sports clothes (unless participating in an activity that requires this clothing). Stretch pants, tights or leggings may be worn with a shirt or dress that extends to mid-thigh or lower. Shoes: No hard-soled shoes, steel-toed boots, open toed shoes or sandals, hard leather hiking shoes, house shoes or shoes designed for beach or bath wear (flip flops).

72 Jewelry: Ambitions recommends employees refrain from wearing any jewelry. May be worn if it’s minimal, safe and does not interfere with work. Prohibited items include: Necklaces (unless covered under shirt), pocket watches on chains, no clothing chains (including wallets on chains, purses with chains) Facial piercings (lip rings, eyebrow rings) and dangling earrings or body ornaments are not permitted. Headwear: Not permitted to wear headwear while on duty inside a home, office or building. Weather-appropriate headwear is acceptable outdoors (baseball caps, sun hats, etc.)

73 Body art, tattoos and body modifications Cannot display slogans or images that are demeaning or feature profanity or other messages that do not promote or enhance a safe, productive and non-discriminatory workplace.

74 Ambitions applicants are tested for drug use prior to hire. Employees are subject to random substance abuse testing at any time. Employees may be tested upon reasonable suspicion of alcohol or drug use or impairment. Employees injured on the job due to an accident (whether at fault or not) will be drug tested. Marijuana is a controlled substance, even with a prescription, and its use violates Ambitions policy.

75 Smoking and tobacco use is prohibited throughout the workplace, including facilities, client homes, agency vehicles, agency offices and other work areas. Use of tobacco products is permitted when participating in an activity with a client, as long as it doesn’t take place in a prohibited area. Smoke breaks are considered rest periods, even if a taking a smoke break with a client.

76 You may use your cell phone during break times. Employees should notify other employees on-shift that they are taking their break to avoid the perception of using your phone on company time. Cell phones may not be used at any other time and should be kept locked in your vehicle or personal bag locked in the facility. Cell phone “usage” is defined as voice calling, text messaging, ing, web browsing and game playing. Taking pictures or videos of clients without their written consent and authorization from the Program Supervisor is a direct violation of client rights.

77 Harassment of clients or employees of any sort will not be tolerated. Words Signs Jokes Pranks Intimidation Physical Contact Violence

78 Sexual harassment may include any unwelcomed conduct that creates an intimidating environment, prevents an individual from effectively performing the duties of their position, or when such conduct is made a condition of employment or compensation, either implicitly or explicitly. Unwelcomed sexual advances Suggestive or lewd remarks Unwanted hugs, touches or kisses Request for sexual favors Derogatory or pornographic posters, cartoons or drawings s or text messages containing suggestive or lewd jokes or images.

79 Submit a detailed explanation of grievance and desired outcome in writing, dated and signed to management. Written report of investigation will be available to employee within 30 days. There shall be no retaliation, either formal or informal against the employee who filed the grievance.

80 You must provide proof of automobile liability insurance and keep it active while employed with Ambitions. Must be named on the insurance as a covered driver. Must have sufficient coverage for all work-related activities. Must notify management of any driving violations or lapses in insurance coverage. Employees may only transport clients in their personal vehicle with a valid driver’s license and current insurance.

81 You must be trained and certified before you can assist clients with taking medication. Accepted training courses: DSP 1 Medication Assistance Training DSP 2 Medication Assistance Training Ambitions Medication Training Re-certify every 2 years

82 DSP meal and rest periods are “on-duty” and paid time. Non-DSP hourly employees receive unpaid meal breaks. DSP’s must remain awake and on-premises during rest periods and meal breaks and able to respond to the needs of the clients. Rest periods are 10 minutes per every 4 hours of work. An additional 10 minute rest period may be taken if an employee affirmatively responds to a client’s needs during their rest period. Meal breaks are 30 minutes when working 5 or more hours. Employees may share in the same meal when it is served family-style with the residents at no additional cost to the employee. It is the employee’s responsibility to take his/her rest and meal periods and to confirm they have taken them on their timesheet.

83 You are required to accurately report all time worked. You must record starting and ending times of shifts and meal periods for each date worked. You must punch-in and punch-out no more than 5 minutes prior to or after your shift (for locations with time clocks). You must submit completed timesheets on the 1 st (for 16th through end- of-month) and on the 16 th (for the 1st through 15th period). Timesheets must be signed. Federal and State taxes along with voluntary contributions will be withheld from paychecks. You may view your paystub online at

84 Vacation accrual begins after 1 st year anniversary Vacation is accrued at a rate of.04 hours for each hour worked, up to an annual limit of 80 hours (up to 5 th year of employment). After 5 years, accrual limit is 120 hours annually After 10 years, accrual limit is 160 hours annually. You must request vacation use 30 days in advance. Not all requests for time off may be approved. No paid sick leave. Time off without prior approval may result in disciplinary action.

85 Client records are stored in a locked location. Client information is used only as necessary for the provision of services. Staff access to client information is on a need-to-know basis. s outside the agency must not include client confidential or identifying information. Documents should be saved as PDF and encrypted before e- mailing.

86 Uniform Emergency Response Procedures OSHA Safety Data Sheets HIV/AIDS Training Universal Precautions Training Hepatitis B Training

87 Video & Test

88 Emergency Situations Must maintain client supervision until properly relieved from another Ambitions staff. Medical Emergencies Response to Fire Natural Disasters Community Emergencies Community Protection Emergencies Missing Clients Unmanageable Client Behavior Clients Involved with Law Enforcement

89 Always Assess the situation Ensure clients’ and housemates’ safety Call 911 if necessary Contact your supervisor (or on-call) Complete an Ambitions Event Report

90 Medical Emergencies Assess the situation First Aid/CPR, if necessary Call 911 Call supervisor or on-call for backup to accompany client to hospital Bring client information and medical information to doctor / hospital Write an Event Report Response to Fire R.A.C.E. Respond Alert Contain Evacuate then Extinguish

91 Fire! Assure client safety and evacuate the area Call 911 Evacuate all client and agency records if possible Attempt to contain or extinguish the fire, if safe to do so Contact your supervisor or on-call Transport clients to nearest Ambitions home

92 Natural Disasters & Community Protection Emergencies Remain calm Assure client safety Listen to emergency broadcasts in your area Contact your supervisor or on-call Evacuate the home if necessary Temporary locations include shelters, restaurants, hotels, community centers, public activity locations, Ambitions office, other Ambitions homes Evacuate client and staff records if possible Contact your supervisor or on-call Notify supervisor of temporary location and condition of everyone

93 Missing Clients Clients with legal/criminal issues, contact law enforcement if stated in the support plan Contact Case Manager Search the area for 5-10 minutes Contact your supervisor / on-call Complete an Event Report If AWOL behavior is typical of client, follow procedures specified in client’s Behavior Support Plan or IPP.

94 Unmanageable Client Behavior Assure and maintain safety 2 ways to approach behaviors Preventative Measures Emergency Response Measures Preventative Measures: Create a Supportive Environment. Engage in Personal Skill Building. Engage in Positive Employee/Individual Interaction.

95 Emergency Intervention Strategies (Restrictive Procedures) May only be used if behavior meets Emergency Criteria: If the behavior continues without intervention, it will cause harm or injury to the client, employees or others, or will result in significant property damage.

96 Permitted Intervention Strategies Physically block an attack or behavior Place self between individual and object Physically escorting an individual to a safe area to remove from dangerous situation Physical restraint Ambitions approved 2-person transport hold Must be trained (CPI) prior to use Prohibited Intervention Strategies Aversive stimulation Unpleasant stimulus Electric shock Corporal punishment Spanking, slapping, etc. Locking or holding a door closed where exits are blocked Prone restraints Mechanical or physical restraint that bears weight on an individual

97 Employees should be familiar with common household products that may be hazardous. All potentially hazardous products (cleaning supplies, laundry supplies, paint, gasoline, etc.) must be securely locked in cabinets or closets and inaccessible to clients. Understand product labeling. Understand how to treat exposure or ingestion. Use products only as intended by the manufacturer.

98 Video & Test


100 On-Site Training (Shadow Shift) Review & Receipt of Employee Handbook Benefit Enrollment Information Program Design, Title 17 & Title 22

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