Certifications: Current BLS/CPR training with card for verification. (No Required)

Education: High School Diploma and/or equivalent, and successful completion of the nursing assistant course work and at least 3 clinical rotations accompanied by current state certification.

Experience: Two months of experience.

SUMMARY OF CERTIFIED NURSING ASSISTANT JOB TITLE

TJ Staffing Inc Nursing Assistant will provide supplemental/contract services to our clients and will strive to provide these services in a compassionate, professional, ethical, and knowledgeable fashion. TJ Staffing Inc CNT will work under the direct supervision of the Registered Nurse, Licensed Practical Nurse, or Physician at the facility assigned to and understands the limitations and scope of care able to be given according to the State Regulatory Agency. TJ Staffing Inc CNT will try to compromise when scheduling with the client and with TJ Staffing Inc creating a "win - win" situation. TJ Staffing Inc CNT will work very closely with the supervising staff collaborating their efforts in order to deliver the nursing process effectively. TJ Staffing Inc CNT also understands that by accepting an assignment, the nursing assistant is aware of the potential exposure to internal and external hazardous materials including but not limited to: blood and blood borne pathogens, infectious/communicable diseases, noise, excessive physical injury from patients, airborne dusts, fumes, and gases.

DUTIES/RESPONSIBILITIES/FUNCTIONS

As a TJ Staffing Inc Certified Nursing Assistant, you will perform your job duties while upholding the utmost ethical and safe techniques always keeping the care of the patient as your top priority. You will work very closely with the entire team of healthcare professionals in the facility you are assigned to and must have a complete understanding of your limitations in turn seeking advice when necessary. These are just some of the duties that you will be expected to do, but are not limited to the following:

• Perform all nursing assistant duties in accordance with the state Regulatory Board specific to the state you are working in, while adhering to all facility policies and procedures.
• Provide direct patient care and reports any changes in patient status to the supervising RN, LPN, or Physician to insure patient comfort and safety.
• Perform direct patient care including, but not limited to vital signs, personal hygiene, ADL's, and monitors Intake and Output of patient.
• Perform routine nursing care to assigned patients, while utilizing age specific and universal precaution practices always.

• Document all activities and changes of the patient and gives a detailed report to supervisor at the end of shift/assignment.
• Follow facility policy when disposing of biohazardous materials, labeling and handling of all materials.
• Communicate with all staff, patients, and families with excellent written and verbal skills.
• Consistently seek educational tools and in services in order to broaden knowledge base of various age groups, techniques, and best practices.
• Will frequently lift to 100 or more pounds consistently causing a high volume of stooping, bending, lifting, pulling, and twisting.
• Will be willing to assist with and handle various pieces of medical equipment.
• Must be able to perform various sensory requirements such as vision, speech, smell, touch, manual dexterity, fine motor skills, and hearing in order to assess and treat the patient accurately.
• Comply with all facility policy and procedure, while upholding the high expectations of TJ Staffing Inc.
• Accountable and responsible for each specific patient's care assigned while under direct supervision.
• Is punctual and dependent for assigned/confirmed shifts.

Confidentiality/ HIPAA Agreement
 

Privacy Policy
 

Confidential information is defined as any information found in a patient’s medical record, personal information, and work-related information (including salary information). All information relating to a patient’s care, treatment, or condition constitutes confidential information. This confidentiality policy also encompasses any trade secret scientific or technical information developed by the Practice or its personnel.

·         Employees shall never discuss a patient’s medical condition with any non-employee of the Practice, friends, or family members. Confidential matters involving patients will not be discussed in areas where they might be overheard by other patients or other non-employees of the Practice.  Staff members are to be aware at all times that conversations regarding patients are not to be overheard by others and take appropriate steps to ensure this confidentiality.

·         All salary information is confidential and may not be shared with others in the clinic or with patients. Only authorized individuals may relay salary information to employees or non-employees.

·         Any unauthorized disclosure of confidential information by employees could render the clinic liable for damages. Any employee who violates the confidentiality of clinic, medical- or employee-related information is subject to disciplinary action up to and including termination from employment.

                  The Health Insurance Portability Act of 1996 (HIPAA) requires our privacy officer to train employees on our health information privacy policies and procedures to the HIPAA Omnibus Standards of 2013 which also includes HI-TECH and Protected Health Information (PHI), Electronic Protected Health Information (PHI) and Electronic Health Records (EHR). All employees with treatment, payment or healthcare operations responsibilities, which allow access to protected health information, are trained with updates periodically as State and Federal mandates require.  HIPAA also requires that we keep this documentation (that the training was completed) for six years after the training.

 
I have received a copy of, read, understand, and agree to uphold this written policy on matters of confidential information and trade secrets. I also understand that in my daily job duties, I will have access to confidential operations and any violation of confidentiality, in whole or in part, could result in disciplinary action up to and including termination and/or legal action.

Pool shifts for _________ is an hourly wage of $ _____________
 

Employee Availability:

Notification - The position for which I am being considered requires me to consent to a criminal background check as a condition of employment.  This check includes the following:  Criminal history reference searches for felony and misdemeanor convictions at the county and federal levels of every jurisdiction where I currently reside or where I have resided during the past 7 years; and sex offender registry searches at the county and federal levels in every jurisdiction where I currently reside or where I have resided.

Authorization - I hereby authorize TJ Staffing Inc. to conduct the criminal background check described above.  In connection with this, I also authorize the use of law enforcement agencies and/or private background check organizations to assist TJ Staffing Inc. in collecting this information.  Universal Background Screening has been secured as a third party vendor (consumer reporting agency) to assist TJ Staffing Inc. in collecting and verifying information.

 

I also am aware that records of arrests on pending charges and/or convictions are not an absolute bar to employment.  Such information will be used to determine whether the results of the background check reasonably bear on my trustworthiness or my ability to perform the duties of my position in a manner which is safe for the elderly, clients, and personnel of TJ Staffing Inc.

Have you ever been convicted of a criminal *offense or have any pending criminal* charges against you?

*This refers only to felonies and misdemeanors; you do not need to include non-criminal traffic violations or municipal ordinance violations.

To the best of my knowledge, the information provided in this Notice and Authorization and any attachments thereto is true and complete.  I understand that any falsification or omission of information may disqualify me for this position and/or may serve as grounds for the severance of my employment with TJ Staffing Inc.  By signing below I hereby provide my authorization to TJ Staffing Inc. to conduct a criminal background check and I acknowledge that I have been provided with a summary of my rights under the Fair Credit Reporting Act which is attached.  In addition to those rights, I understand that I have a right to appeal an adverse employment decision made by TJ Staffing Inc. based on my background check information within three business days of receipt of such notice and that a determination on my appeal will be made in seven working days from TJ Staffing Inc.’s receipt of such appeal.

The federal Fair Credit Reporting Act (FCRA) promotes the accuracy, fairness, and privacy of information in the files of consumer reporting agencies. There are many types of consumer reporting agencies, including credit bureaus and specialty agencies (such as agencies that sell information about check writing histories, medical records, and rental history records). Here is a summary of your major rights under the FCRA. For more information, including information about additional rights, go to www.consumerfinance.gov/learnmore or write to: Consumer Financial Protection Bureau, 1700 G Street N.W., Washington, DC 20552.

 

•         You must be told if information in your file has been used against you.  Anyone who uses a credit report or another type of consumer report to deny your application for credit, insurance, or employment – or to take another adverse action against you – must tell you, and must give you the name, address, and phone number of the agency that provided the information.

 

•         You have the right to know what is in your file. You may request and obtain all the information about you in the files of a consumer reporting agency (your “file disclosure”). You will be required to provide proper identification, which may include your Social Security number. In many cases, the disclosure will be free. You are entitled to a free file disclosure if: • a person has taken adverse action against you because of information in your credit report; • you are the victim of identity theft and place a fraud alert in your file; • your file contains inaccurate information as a result of fraud; • you are on public assistance; • you are unemployed but expect to apply for employment within 60 days.

 

In addition, all consumers are entitled to one free disclosure every 12 months upon request from each nationwide credit bureau and from nationwide specialty consumer reporting agencies. See www.consumerfinance.gov/learnmore for additional information.
 

•         You have the right to ask for a credit score.  Credit scores are numerical summaries of your credit-worthiness based on information from credit bureaus. You may request a credit score from consumer reporting agencies that create scores or distribute scores used in residential real property loans, but you will have to pay for it. In some mortgage transactions, you will receive credit score information for free from the mortgage lender.

 

•         You have the right to dispute incomplete or inaccurate information.  If you identify information in your file that is incomplete or inaccurate, and report it to the consumer reporting agency, the agency must investigate unless your dispute is frivolous. See www.consumerfinance.gov/learnmore for an explanation of dispute procedures.

 

 

•         Consumer reporting agencies must correct or delete inaccurate, incomplete, or unverifiable information. Inaccurate, incomplete, or unverifiable information must be removed or corrected, usually within 30 days. However, a consumer reporting agency may continue to report information it has verified as accurate.

•         Consumer reporting agencies may not report outdated negative information. In most cases, a consumer reporting agency may not report negative information that is more than seven years old, or bankruptcies that are more than 10 years old.

 

•         Access to your file is limited. A consumer reporting agency may provide information about you only to people with a valid need -- usually to consider an application with a creditor, insurer, employer, landlord, or other business. The FCRA specifies those with a valid need for access.

 

•         You must give your consent for reports to be provided to employers.  A consumer reporting agency may not give out information about you to your employer, or a potential employer, without your written consent given to the employer. Written consent generally is not required in the trucking industry. For more information, go to www.consumerfinance.gov/learnmore.

 

•         You many limit “prescreened” offers of credit and insurance you get based on information in your credit report.  Unsolicited “prescreened” offers for credit and insurance must include a toll-free phone number you can call if you choose to remove your name and address from the lists these offers are based on. You may opt out with the nationwide credit bureaus at 1-888-5-OPTOUT (1-888-567-8688).

 

•         You may seek damages from violators.  If a consumer reporting agency, or, in some cases, a user of consumer reports or a furnisher of information to a consumer reporting agency violates the FCRA, you may be able to sue in state or federal court.

 

 

•         Identity theft victims and active duty military personnel have additional rights.  For more information, visit  www.consumerfinance.gov/learnmore.

 

 

Elder abuse is an intentional act or failure to act that causes or creates a risk of harm to an older adult. An older adult is someone age 60 or older. The abuse occurs at the hands of a caregiver or a person the elder trusts. Six frequently recognized types of elder abuse include:

•        Physical: this occurs when an elder experiences illness, pain, or injury as a result of the intentional use of physical force and includes acts such as hitting, kicking, pushing, slapping, and burning.

•        Sexual: this involves forced or unwanted sexual interaction of any kind with an older adult. This may include unwanted sexual contact or penetration or non-contact acts such as sexual harassment.

•        Emotional or Psychological: this refers to verbal or nonverbal behaviors that that inflict anguish, mental pain, fear, or distress on an older adult. Examples include name calling, humiliating, destroying property, or not letting the older adult see friends and family.

•        Neglect: this is the failure to meet an older adult’s basic needs. These needs include food, water, shelter, clothing, hygiene, and essential medical care.

•        Financial: this is illegally or improperly using an elder’s money, benefits, belongings, property, or assets for the benefit of someone other than the older adult. Examples include taking money from an older adult’s account without proper authority, unauthorized credit card use, and changing a will without permission.

•        Abandonment: deserting a dependent person with the intent to abandon them or leave them unattended at a place for such a time period as may be likely to endanger their health or welfare.[8] Elder abuse includes deserting an elderly, dependent person with the intent to abandon them or leave them unattended at a place for such a time period as may be likely to endanger their health or welfare.

•        Rights abuse: denying the civil and constitutional rights of a person who is old, but not declared by court to be mentally incapacitated. This is an aspect of elder abuse that is increasingly being recognized and adopted by nations.

•        Self-neglect: any persons neglecting themselves by not caring about their own health, well-being or safety. Self-neglect (harm by self) is treated as conceptually different as abuse (harm by others). Elder self-neglect can lead to illness, injury, or even death. Common needs that older adults may deny themselves, or ignore are the following: Sustenance (food or water); cleanliness (bathing and personal hygiene); adequate clothing for climate protection; proper shelter; adequate safety; clean and healthy surroundings; medical attention for serious illness; essential medications. Self-neglect is often created by an individual's declining mental awareness or capability. Some older adults may choose to deny themselves some health or safety benefits, which may not be self-neglect. This may simply be their personal choice. Caregivers and other responsible individuals must honor these choices if the older adult is sound of mind. In other instances, the older adult may lack the needed resources, as a result of poverty, or other social condition. This is also not considered as "self-neglect".

•        Institutional abuse: refers to physical or psychological harms, as well as rights violations in settings where care and assistance is provided to dependent older adults or others.

 

How can we prevent elder abuse? The goal is to stop elder abuse before it starts. While not much research has been done, there are several important things we can do to prevent it:

•        Listen to older adults and their caregivers to understand their challenges and provide support.

•        Report abuse or suspected abuse to Adult Protective Services.

•        Educate oneself and others about how to recognize and report elder abuse.

•        Learn how the signs of elder abuse differ from the normal aging process.

•        Check in often on older adults who may have few friends and family members.

•        Provide over-burdened caregivers with emotional and instrumental supports such as help from friends, family, or local relief care groups; adult day care programs; counselling; or outlets intended to promote emotional well-being.

•        Where prudent and possible involve more people than just family, formal caregivers, and guardians in health care or financial matters.

•        Encourage and assist persons (either caregivers or older adults) having problems with drug or alcohol abuse in getting help.

Where to learn more?

•        Elder Abuse Helplines and Hotlines Call 1-800-677-1116 Always dial 911 or local police during emergencies. 

•        National Center on Elder Abuse www.ncea.aoa.gov

•        National Institute on Aging www.nia.nih.gov

•        National Institute of Justice www.ojp.usdoj.gov/nij/topics/crime/elder-abuse/ welcome.htm

TJ Staffing is committed to providing professional, ethical, quality staffing and to serving as a benchmark for all other service providers in the community.

Our Code of Ethics guides employees of TJ Staffing and sets the standard for professional conduct, commitment, performance, and integrity.

TJ Staffing Employees Commit To:

1.      Conduct themselves in a professional fashion with a high level of accountability - to their profession, job, and employer.

2.      Recognize honesty as doing what is right and pursuing a high standard of conduct and integrity in all situations.

3.      Treat all individuals met or trusted to their care with respect and dignity.

4.      Deliver quality patient care and service unrestricted by concerns of personal attributes and without discrimination.

5.      Carry out responsibilities of assigned job with a spirit of teamwork; respecting co-workers and conducting themselves in a manner that contributes to an environment free of all forms of harassment.

6.      Protect confidences trusted to them in the course of professional practice, respecting the right to privacy of the patient, facilities, and employer; revealing confidential information only as required by law to protect the welfare of the individual or community.

7.      Use equipment and accessories, employ techniques and procedures, and perform services in accordance with acceptable standards of practice and facility protocol.

8.      Respect all laws and avoid any involvement in false, fraudulent, or deceptive activity.

9.      Honor all contracts, agreements, and allocated responsibilities.

 

 

 

 

Please sign below if you agree and understand what is expected my TJ Staffing Inc.!

Employee hereby agrees not to directly or indirectly compete with the business of the Company and its successors (Any Nursing Facility) for the duration of employment and for a period of 45 days following termination of employment and notwithstanding the cause or reason for termination. The term "not compete" as used herein shall mean that the Employee shall not apply, accept, consult or be employed by any nursing facility. The Employee acknowledges that the Company shall or may in reliance of this agreement provide Employee access to clients, and other confidential data and good will. Employee agrees to retain said information as confidential and not to use said information on his or her own behalf or disclose same to any third party.

The employee handbook describes important information about TJ Staffing Inc. and I understand that I should consult with HR personnel or the owner regarding any questions not answered in the handbook.

Since the information, policies, and benefits described here are necessarily subject to change, I acknowledge that revisions to the handbook may occur.  All such changes will be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies.  Only our owner, Tanaka Harris, has the ability to adopt any revisions to the policies in this handbook.

Furthermore, I acknowledge that this handbook is not an employment contract and is not intended to create contractual obligations of any kind.  I have received the handbook, and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it.

Declination of COVID-19 Vaccination

TJ Staffing Inc recommends that I receive the COVID-19 vaccination to protect myself, residents, staff, and others in the healthcare facilities. I acknowledge that I am aware of the following facts 

 

Despite these facts, I am choosing to decline COVID-19 vaccination because:

I have read and fully understand the information on this declination form.

Flu Shot Form for 2021-2022

I had the flu vaccine. Please attach proof of vaccination to this form.

I had the COVID-19 vaccine. Please attach proof of vaccination to this form.