PA Orientation

WHEREAS Visiting Angels is engaged in the home care industry; and

WHEREAS Visiting Angels and Employee recognize the importance of
protecting Visiting Angels' rights with respect to its confidential information, trade
secrets, and its goodwill and relationships with its customers; and

WHEREAS Employee is entering into this Agreement in consideration of Visiting
Angels's offer of employment and with the understanding that Employee will be subject to the non-solicitation and non-disclosure provisions of this Agreement during, upon and following the termination of his employment with Visiting Angels no matter what the reasons for or circumstances of the termination, and irrespective of whether the termination is voluntary or involuntary; and

WHEREAS Employee is willing to be employed by Visiting Angels and Visiting
Angels is willing to employ Employee according to the terms and conditions of this
Agreement;

NOW THEREFORE in consideration of the following terms and conditions of this
Agreement, Visiting Angels and Employee agree as follows:

 

Section 1

1.01 Definitions. The following definitions shall apply throughout this
Agreement:

Confidential Information includes, but is not limited to, all information related to customers, prospective customers, rates, computer software, database system and business information management systems, all documents created and used during Employee's employment, all business methods and practices, and all of Visiting Angels' business, financial, and personnel, and customer lists, in whatever form maintained, and whether or not designated as "confidential"

Solicit means to solicit, contact, sell, market, offer or promote, directly or indirectly.

Customer means any individual or entity whom the Employee has provided services to on behalf of Visiting Angels during the twenty-four (24) month period preceding Employee's termination of employment from Visiting Angels.

Visiting Angels' Property  includes but is not limited to all sales brochures, marketing, and business plans, pricing schedules, financial information, customer lists and/or rolodexes, tools and equipment, records, training manuals, computers, video, and audio tapes, Employee policy manuals, forms, procedures, correspondence, software, computer-stored data and any and all documents, or information, in whatever form maintained, concerning Visiting Angels' business, or it's services, whether furnished to Employee by the Visiting Angels or any other employees of Visiting Angels, compiled by Employee or procured from any of the customers or potential customers of Visiting Angels during the course of employment.

 

Section 2

2.01 Employment. Visiting Angels agrees to employ Employee in the position of caregiver and employee accepts and agrees to such at-will employment. Accordingly, either party may terminate the employment relationship at any time for any reason with or without prior notice and with or without cause.

Section 3

3.01 Confidential Information - Restrictive Promise the employee agrees that during Employee's employment and for two years following their termination, Employee will not use or disclose Visiting Angels Confidential Information unless required by law or unless such information became officially known and available through legitimate lawful means and not through Employee's acts or omissions. Employee agrees that he shall immediately and unconditionally deliver all confidential information in Employee's possession or control to the Visiting Angels upon termination of employment with the Visiting Angels or upon the Visiting Angels request at any other time.

Section 4

4.01 Non-Solicitation Promise. In consideration of employment, continued employment, and the promises contained herein, Employee agrees that they will not, without the prior written consent of Visiting Angels, during the term of their employment and for a period of  twelve (12) months after termination of employment with Visiting Angels, directly or indirectly, solicit to sell, offer, sell, or provide to any Visiting Angel's customers any services that are substantially similar to the services offered or sold by Visiting Angels during Employees employment with Visiting Angels.

4.02 Remedies. The Parties acknowledge that any breach or violation by Employee of this agreement, including Sections 3.01 and 4.01 will result in an immediate and irreparable injury to Visiting Angels and will cause the Visiting Angels to suffer damages in amounts difficult to ascertain. Accordingly, Employee agrees that if he violates the terms of this agreement, Visiting Angels shall be entitled to injunctive relief and its costs and attorney's fees and other remedies to which Visiting Angels may be due as a result of any violation of this agreement, including actual damages.

4.03 Survival After Separation. Employee specifically agrees that Sections 3 and four shall survive the termination of his employment with Visiting Angels no matter what the reasons for or circumstances of the termination and irrespective of whether the termination is voluntary or involuntary.

Section 5

5.01 Complete Agreement -- Modification - Waiver. This agreement contains the Parties' complete agreement concerning the matters addressed in the Agreement and shall, as of the date of this agreement, supersede all other understandings, representations and agreements between the Parties addressing such matters. No waiver, modification, deletion or addition to this Agreement shall be contractually enforceable unless in writing and duly executed by both Parties. Visiting Angels failure to enforce Sections 3 and 4 under any circumstances shall not be deemed to be a waiver of enforcement of those sections under any other or future circumstances.

5.02 Severability - Modification by Court. All provisions of this Agreement are severable and are subject to lawful modification by a court of competent jurisdiction, and in the event any provision may be held to be invalid by such court, this Agreement shall be interpreted as if such invalid provision were not contained in this Agreement.

Section 6

6.01 Return of Visiting Angels' Property Upon Termination. The Employee agrees to return all Visiting Angels' Property of any type or manner, whether tangible or intangible, including but not limited to confidential information, immediately and unconditionally, upon termination, or, at any other time, upon the Visiting Angels' request.

Section 7 

7.01 Choice of Law; Jurisdiction. This agreement shall be construed in accordance with and pursuant to the laws of the State of Pennsylvania without regard to the State of Pennsylvania‘s choice of law principles, and the Parties agree to jurisdiction and venue in the state and federal courts located in the State of Pennsylvania, in case of any dispute concerning the construction, interpretation, application or enforcement of this agreement.

Section 8

8.01 Class Action Waiver. THE PARTIES WAIVE ANY RIGHT TO ASSERT ANY CLAIMS AGAINST THE OTHER PARTY AS A REPRESENTATIVE OR MEMBER IN ANY CLASS OR REPRESENTATIVE ACTION, EXCEPT WHERE SUCH WAIVER IS PROHIBITED BY LAW OR DEEMED BY A COURT OF LAW TO BE AGAINST PUBLIC POLICY. TO THE EXTENT EITHER PARTY IS PERMITTED BY LAW OR COURT OF LAW TO PROCEED WITH A CLASS OR REPRESENTATIVE ACTION AGAINST THE OTHER, THE PARTIES AGREE THAT: (I) THE PREVAILING PARTY SHALL NOT BE ENTITLED TO RECOVER ATTORNEY'S FEES OR COSTS ASSOCIATED WITH PURSUING CLASS OR REPRESENTATIVE ACTION (NOTWITHSTANDING ANY OTHER PROVISION IN THIS AGREEMENT): AND (II) THE PARTY WHO INITIATES OR PARTICIPATES AS A MEMBER OF THE CLASS WILL NOT SUBMIT A CLAIM OR OTHERWISE PARTICIPATE IN ANY RECOVERY SECURED THROUGH THE CLASS OR REPRESENTATIVE ACTION.

Section 9

9.01 Voluntary and Knowing Agreement. The Employee acknowledges that they have reviewed and understands this Agreement and has had a sufficient prior opportunity to consult with an attorney prior to signing it. The Employee also acknowledges receiving a fully signed copy of the Agreement on the date set forth below. Employee further agrees that the provisions of this Agreement are reasonable and necessary for the protection of Visiting Angels and Visiting Angels' agreement to hire (or continue to employ) the Employee and provide compensation and access to confidential information.

Mandatory Mediation and Arbitration Procedure

Although Chester County Home Care DBA Visiting Angels hopes that employment disputes with its employees will not occur, Visiting Angels believes that when these disputes do arise, it is in the mutual interest of all concerned to handle them promptly and with a minimum of disturbance to the operations of Visiting Angels businesses in the lives of its employees.

Accordingly, to provide for more expeditious resolution of certain employment related disputes that may arise between Visiting Angels and its employees, Visiting Angels has instituted a mandatory mediation and arbitration process (the Visiting Angels Mediation and Arbitration Procedure or the Procedure) for all employees. Under the Procedure, certain disputes that may arise from your employment with Visiting Angels or the termination of your employment must (after appropriate attempts to resolve your dispute internally through Visiting Angels management channels) be submitted for resolution by non-binding mediation and, if necessary, mandatory arbitration.

In agreeing to submit certain employment disputes for resolution by private mediation and (if necessary) arbitration, you acknowledge that this Agreement is given in exchange for rights to which you are not otherwise entitled -- namely, your employment as an Visiting Angels employee and the more expeditious resolution of employment disputes. In exchange for your agreement to submit these disputes to mediation and (if necessary) binding arbitration, Visiting Angels likewise agrees To the use of mediation and arbitration as exclusive form for resolving employment disputes covered by this Agreement.

Hence the parties shall be precluded from bringing or raising in court or another form any dispute that was or could have been brought or raised under the procedure set forth in this Agreement.

 

The Visiting Angels Mediation and Arbitration Procedure

1. as a condition of your employment at Visiting Angels, you agree that any controversy or claim arising out of or relating to your employment relationship with Visiting Angels or the termination of that relationship, must be submitted for non-binding mediation before third-party neutral and (if necessary) for final and binding resolution by a private and impartial arbitrator, to be jointly selected by you and Visiting Angels.

a. Claims Covered: this agreement to submit to mediation and (if necessary) arbitration:

i. Covers any dispute concerning the arbitrability of any such controversy or claim; and

ii. includes, but is not limited to, any claim that could be asserted in court or before an administrative agency or claims for which the employee has an alleged cause of action, including without limitation claims for breach of any contract or covenant (express or implied); tort claims; claims for discrimination (including, but not limited to, discrimination based on sex, pregnancy, race, national or ethnic origin, age, religion, creed, marital status, sexual orientation, mental or physical disability or medical condition or other characteristics protected by statute); claims for wrongful discharge; violations of the Family and Medical Leave Act (FMLA); violations of confidentiality or breaches of trade secrets; and/or claims for violation of any federal, state or other governmental law, statute, regulation or ordinance, and whetherbased on statute or common law; and
iii. All those claims whetherr made against Visiting Angels, any of its subsidiary or affiliated entities or it’s individual officers or directors (in an official or personal capacity).

b. Claims Not Covered: claims covered by this agreement do not include:

i. A claim for workers' compensation benefits;

ii. A claim for unemployment compensation benefits;iii. A claim under the National Labor Relations Act (NLRA), as amended;

iv. A claim by Visiting Angels for injunctive or other equitable relief including without limitation claims for unfair competition and the use or unauthorized disclosure of trade secrets or confidential information, for which Visiting Angels me seat and obtain relief from a quart of competent jurisdiction; and

v. A claim based upon Visiting Angels current (successor or future) employee benefits and/or welfare plans that contain an appeal procedure or other procedure for the resolution of disputes under the plan.

c.Internal Efforts: As a prerequisite for submitting an employment dispute to mediation and, if necessary, arbitration, both you and Visiting Angels agree to make good faith efforts at resolving any dispute internally on an informal basis through Visiting Angels management channels appropriate to that particular dispute. Only when those internal efforts failed me an employee dispute be submitted to mediation and (if necessary) final and binding arbitration under the terms of the Procedure.

 

d. Non Binding Mediation: If efforts at informal resolution fail, disputes arising under this Agreement must first be submitted for non-binding mediation before a neutral third party. Mediation is an informal process where the parties to a dispute meet in an attempt to reach a voluntary resolution, using the third party as a facilitator. Mediation shall be conducted and administered by [the American Arbitration Association (AAA) under its Employment Mediation Rules, which are incorporated into this Procedure by reference; or other applicable rules].

e. Binding Arbitration: If a covered dispute remains unresolved at the conclusion of the mediation process, either party may submit the dispute for resolution by final binding confidential arbitration under the Procedure. The arbitration will be conducted inder the [Employment Dispute Resolution Rules of the AAA or other applicable rules (Rules)] with the proviso that the Procedure shall be conducted on a confidential basis. These Rules, incorporated by reference into this Procedue, include (but are not limited to) the procedures for the joint selection of an impartial arbitrator and for the hearing of evidence before the arbitrator. The arbitrator shall have the authority to allow for appropriate discovery and exchange of information before a hearing, including, but not limited to, production of documents, information requests, deepositions and subpeonas. A copy of the complete AAA Employment Dispute Resolution Rules be obtained from https://www.adr.org/employment. 

i. Any conflict between the rules and procedures set forth in the AAA rules and those set forth in this Agreement shall be resolved in favor of those in this Agreement. 

ii. The burden of proof shall at all times be on the party seeking relief.

iii. In reaching a decision, the arbitrator shall apply the governing substantive law applicable to the claims, causes of action and defenses asserted by the parties as applicable in the State of Pennsylvania. The arbitrator shall have the power to award all remedies that could be awarded by a court or administrative agency in accordance with the governing and applicable substantive law, including, without limitation, Title VII, the Age Discrimination in EMployment Act, the Family and Medical Leave Act.

f. Time Limits and Procedures; The aggrieved party must give written notice of and claim to the other party as soon as possible after the aggrieved first knew or should have known of the facts giving rise to the claim. The written notice shall describe the nature of all claims asserted and the facts upon which those claims are based and shall be mailed to the other party by certified or registered mail, return receipt requested. Any such notice mailed to Visiting Angels shall be addressed to Human Resources Manager, 557 Exton Cmns. Exton, PA 19341.

i. Any mediation or arbitration conducted under this Agreement shall take place in the office of Visiting Angles unless an alternative location is chosen by the mutual agreement of the parties. The arbitrator shall render a decision and award withing 30 days after the close of the arbitration hearing or at any later time on which the parties may agree. The award shall be in writing and signed and dated by the arbitrator and shall contain express findings of fact and basis for the award. 

ii. The parties agree to share equally the AAA administrative fees and the arbitrator's fees and expenses]. All other costs and expenses associated with the arbitration, including, without limitation, each partiy's respective attorney's fees, shall be born by the party incurring the expense.

iii. Judgment upon the award rendered by the arbitrator may be entered in any court having jurisdiction. The award may be vacated or modified only on the ground specified in the U.S. Arbitration Act or other applicable law.

g. No Retaliation/Employment At-Will:

i. Under no circumstances will a Visiting Angels employee be retaliated against in any way for invoking the Procedure in good faith to seek the resolution of a dispute. Visiting Angels managers who engage in such retaliation will be subject to discipline under the appropriate Visiting Angels disciplinary procedures.

ii. The Visiting Angels Arbitration and Mediation Procedure does not in any way alter the at-will employment status of Visiting Angels employees. Visiting Angels and its employees are always free to terminate the employment relationship at any time for any lawful reason and employment is not for any specific or definite duration.

h. Severability: In the event any portion of this agreement is found to be unenforceable or illegal, it can be severed, and the other provisions will remain in full force effect.

2. This Agreement sets forthe the complete agreement of the parties on the subject of mediation and arbitration of the covered claims defined above and supersedes any prior or contemporaneous oral or written understanding on these subjects. No party is relying on any representations, oral or written, on the subject or the effect, enforceability or meaning of this Agreement, except as specifically set forth in this Procedure. 

By providing your signature below, you indicate your agreement to the terms set forth above. By the provision of the signature of the Visiting Angels Official named below, Visiting Angels indicates its agreement, as well, to the terms set forth in this Procedure. Both parties understand that by agreeing to the terms of this Procedure, both are giving up any constitutional or statutory right they may possess to have covered claims decided in a court of law before a judge or a jury. 

 

 

Agreed to and acknowledged:

Agreed to and acknowledged:

Dear Caregiver, 

In accordance with OSHA guidelins, Visiting Angels is offering at NO COST to you the opportunity to be immunized against potentially infectious Hepatitis B Virus (HBV). 

Following, you will find a Hepatitis B vaccination acceptance/refusal form. You are not required to accept these vaccinations. 

WHether you elect to receive the vaccination (3 - injection series) or not, please complete the following (Hepatitis B Vaccination Acceptance/Refusal Form) and return the form to the Director of the Visiting Angels agency you are working with.

I understand that due to my occupational exposure to blood or other potentially infectious materials I may be at risk of acquiring Hepatitis B infection. I have been offered the opportunity to be vaccinated with Hepatitis B vaccine, at no charge to me. However, I declined the Hepatitis B vaccination at this time.

I also understand that by declining this vaccine, I continue to be at risk of acquiring Hepatitis B, a serious disease. If in the future I continue to have occupational exposure to blood or other potentially infectious materials and I want to be vaccinated with hepatitis B vaccine, I can receive the vaccination at no charge to me

At my own discretion I will be using my automobile as part of the duties in the care of clients.

I agree that I have the primary responsibility for my automobile insurance. I agree to the release the agency from responsibility for any accident in which there is damage to my automobile or injury to its occupants or or injury to third party.

I certify that I have current and in force insurance and that the particulars set forth below are accurate. 

I agree to immediately notify Visiting Angels in connection with any changes made relating to the information I am providing below. 

Purpose: 

To ensure that personal health information is protected so that individuals are not afrain to seek health care or disclose sensitive information to Visiting Angels. To also ensure that personal health information is protected during its collection, use, disclosure, storage, and destruction within Visiting Angels.

Content:

1. All Visiting Angels employees and persons associated with Visiting Angels are responsible for protectingthe security of all personal health information (oral or recorded in any form) that is obtained, handled, learned, heard or viewed in the course of their work or association with Visiting Angels.
2. Personal Health Information shall be protected during its collect, use, storage and destruction within Visiting Angels. 
3. Use or disclosure of personal health information is acceptable only in the discharge of one's responsibilities and duties (including reporting duties imposed by legislation) and based on the need to know. Discussion regarding personal information should not take place in the presence of persons not entitled to such information or in public places (elevators, cafeteria, off premises, etc.)
4. Unauthorized use or disclosure of confidential information will result in a disciplinary response up to and including termination of employment or contract. 
5. All employees of Visiting Angels, as a condition of employment or association, are required to sign this document.

Pledge: I, the undersigned, have read and understand Visiting Angels's policy on "Confiedentiality of Protected Personal Health Information Policy". In consideration of my employment or association with Visiting Angels, and as an integral part of the terms and conditions of my employment or association, I hereby agree that I will not at any time during my employment or after my employment or association ends, access or use personal health information or reveal or disclose to any persons within or outside Visiting Angels, any personal health information except as may be required in the course of my duties and responsibilities and in accordance with applicable legislation. I also understand that unauthorized use or disclosure of such information will result in disciplinary action up to and including termination of employment or association and imposition of fines pusuant to applicable state and federal laws. 

UPMC Health System has selected a panel of 6 physicians and other health care providers to treat work-related injuries and illnesses for the first 90 days of treatment. This Medical Provider Panel is listed in a notice to staff members posted at various locations throughout UPMC Health System. You may also get a copy of this list from UPMC Work Partners Claims Management Services at 800-633-1197.

 

If you are injured at work or suffer an occupational illness, you have certain legal rights and duties under section 306(f.1)(1)(T) of the Pennsylvania Workers' Compensation Act regarding medical treatment. These rights and duties are summarized below. 

Medical Treatment During the First 90 Days

• You have the right to receive reasonable and necessary medical treatment for your work injury or illness . UPMC will pay for treatment as long as the treatment os by one of the listed panel providers.
• You have the right to choose which of the listed providers will treat you for your work injury/illness.
• You have the right to switch among any of the listed providers when you receive treatment; if a listed provider refers you to a provider not on the UPMC list, you have the right to receive treament from the referral provider. 
• You have the right to receive emergency medical treatment from any provider. However, non-emergency treatment must be administered by a listed provider. 
• If a listed provider prescribes surgery for you, you have the right to a second opinion from any provider of your choice. If that opinion is different from the opinion of the listed provider, you have the right to choose which course of treatment to follow. If you choose the treatment prescribed in the second opinion, you must receive that treatment from a listed provider for a period of 90 days after the date of your visit to the provider of the second opinion. 
• You have the duty to visit one or more of the listed providers for the first 90 days of treatment for your work injury or illness if you expect UPMC to pay for the medical treatment you receive. 
• If you seek treatment for your work injury or illness from a provider who is not on the list, UPMC may not have to pay for this medical treatments during the first 90 days. Therefore, you should talk to UPMC Work Partners CLaims Management Services before seeking treatment from a provider who is not on the list. 

Medical Treatment After the First 90 Days

• You have the right to receive treatment from any physician or other health care provider of your choice, whether or not they are listed by UPMC. UPMC must pay for this treatment, as long as it is reasonable and necessary for your work injury and has been properly documented by the provider. 
• You have the duty to notify UPMC is you receive treatment from a physician or other health care provider who is not listed by the UPMC. You must UPMC Work Partners Claims Managment Services within 5 days of the first visit to any provider who is not on the UPMC list. UPMC may not be required to pay for treatment until you give this notice.

Questions concerning the above described rights and duties under Section 306 may be directed to the Pennsylvania Bureau of Worker' Compensation at 800-482-2383 or 717-783-5421. 

Position Purpose: 

The direct care worker/caregiver performs tasks that contribute to consumer's comfort and safety in the home. Provide Personal care, companionship,socialization, and housekeeping services. The caregiver reports to the Consumer Care Manager

Principle Accountabilities:

• Assist the consumer with personal communication as needed. 
• Provide companionship  and socialization.
• Provide assistance with  personal care, medication reminders, laundry, light housekeeping, bed linens, errands, meal planning, and purchase of food and meal preparation, transportation. 
• Documentation of the consumer care or service(s) furnished, using the daily activity log andbriging a copy of these (weekly) forms to the main office every two weeks.
• Report all Consumer and employee incident/accidents  to supervisor and/or care manager immediately.  
• Ensure maintenance of a clean, safe, comfortable and healthy environment for the consumer.
  • Observes safety precautions, including: wiping up wet florrs, spills, and other falling hazards immediately. Also, report safety hazards, frayed electrical cords, unsecured handrails, malfunctioning smoke and carbon monoxide detectors/alarms, defective equioment or environmental hazards to supervisor on the same day of observation. 
• Engage in respectful social interaction with consumer, including friendly conversation and empathic support, as well as respecting consumer's privacy and property. 
• Exhibit positive attitude and behaviour and demonstrate respect employees and consumers and maintain absolute confidentiality of all information pertaining to consumers, consumers' families and employees.
• Respond and attend to consumer's requests promptly. 
• Communicate effectively with all members of the Visiting Angels team.
• Maintain proper hand washing techniques and wear disposable gloves when neccessary. 
• Understand the importance of seeking assistance, as needed, from the supervisor and/or others; demonstrate capability and dependability in following instructions. 
• Understand that regular, consistent attendance  is neccessary to serve consumers.
• Accept and fulfill assignments with the Agency; exercise judement in accepting assignments.
• Perform related duties and responsibilities as deemed appropriate by the management team. 
• Attend assigned in-services  or participate in suggested continuing education .
• Maintain current driver's license and car insurance.
• Pass an annual competency examination (60 questions, multiple choice).

Specific Job Knowledge, SKills and Personal Abilities Required:

• Must be eighteen (18) years of age.
• One year experience in a home health care agency, assistive living, hospital or long term care facility.
• Demonstrate sympathetic attitude toward caring for others. 
• Experience in cooking, cleaning, laundry and shopping. 
• Ability to remain flexible, resilient, calm and maintain a sense of humor; and present a well-groomed professional image. 
• Ability to generaye goodwill for the organization and its management among staff, consumers, and referral sources. Demonstrate a stron commitment to consumer service experience.
• Possess and maintain good physical and mental health, including current TB testing. 
• Ability to use Map Quest, GPS or Chester County/New Castle County Map. 
• U.S. Citizen or evidence of valid Alien Work Permit.
• Must be able to pass a national criminal background check, drug test, pre-employment physical examination, Adult and Childe Abuse screening.
• Provide 2 positive verifiable previous work references and one service letter

Physical/Environmental Demands:

• See ADA Requirements

Applicant/Employee Acknowledgement:

I have read the Job Description of the Direct Care Worker/Caregiver and understand the Principle Accountabilities and Responsibilities. I hereby acknowledge the expectations of the position (if offered the position) and will perform the Princible Accountabilites and requirements to the best of my ability. 

Personal Contact Info

Emergency Contact Info

Contact 1

Contact 2

Medical Contact

I have voluntarily provided the above contact information and authorize Visitint Angels and its representatives to contact any of the above on my behalf in the event of an emergency. 

 

Clinical/Work Experience

Select "Yes" if you have experience in the area and "No if you do not. 

Specific Clinical/Non-Clinical Abilities

Instructions; Select the box pertaining to your work experience/competency level using the following scale:

1= Experienced, 2=Capable with Supervision/Assistance, 3=Inexperienced

I acknowledge that I have been issued and recieved an employee handbook, understand that it it my obligation to read through the emplyee handbook I have received within the first 5 days of employment and that it is my responsibility to take the initiative to discuss any questions I may have concerning the information given in this handbook with one of the company directors. Failure to comply with any company policy based on lack of understanding is an unacceptable response. 

• Blood means human blood, human blood components, and products made from human blood.
• Blood-borne Pathogens means pathogenic microorganisms that are present in human blood and can cause disease in humans. These pathogens include, but are not limited to, hepatitis B virus (HBV) and human immunodeficiency virus (HIV).
• Contaminated means the presence or the reasonably anticipated presence of blood or other potentially infectious materials on an item or surface.
• Contaminated laundry means laundry, which has been soiled with blood or other potentially infectious materials or may contain sharps.
• Contaminated sharps means any contaminated object that can penetrate the skin including, but not limited to, needles, scalpels, broken glass, broken capillary tubes, and exposed ends of dental wires.
• Decontamination means the use of physical or chemical means to remove, inactivate, or destroy blood-borne pathogens on a surface or item to the point where they are no longer capable of transmitting infectious particles and the surface or item is rendered safe for handling, use, or disposal.
• Exposure incident means specific eye, mouth, other mucous membrane, nonintact skin, or parenteral contact with blood or other potentially Infectious materials that result from the performance of an employee's duties.
• Handwashing facilities means a facility providing an adequate supply of running potable water, soap, and single use towels or hot air drying machines.
• HBV means hepatitis B virus.
• HIV means human immunodeficiency virus.
• Occupational exposure means reasonably anticipated skin, eye, mucous membrane, or parenteral contact with blood or other potentially infectious materials that may result from the performance of employee's duties.
• Other potentially infectious materials means – the following human body fluids: semen, vaginal secretions, cerebrospinal fluid, synovial fluid, pleural fluid, pericardial fluid, peritoneal fluid, amniotic fluid, saliva in dental procedures, any body fluid that is visibly contaminated with blood, and all bodily fluids in situations where is difficult or impossible to differentiate between bodily fluids;
• Parenteral means piercing mucous membranes or the skin barrier through such events as needle sticks, human bites, cuts, and abrasions.
• Personal Protective Equipment is specialized clothing or equipment worn by an employee for protection against a hazard. General work clothes e.g., Uniforms, pants, shirts or blouses) not intended to function as protection against a hazard is not considered to be personal protective equipment.
• Regulated waste means liquid or semi-liquid blood or other potentially infectious materials; contaminated items that would release blood or other potentially infectious materials in a liquid or semi-liquid state if compressed; items that are caked with dried blood or other potentially infectious materials and are capable of releasing these materials during handling; contaminated sharps; and pathological and microbiological wastes containing blood or other potentially infectious materials.
• Source Individual means any individual, living or dead, whose blood or other potentially infectious materials may be a source of occupational exposure to the employee. Examples include, but are not limited to, hospital and clinic patients; clients in institutions for the developmentally disabled; trauma victims; clients of drug and alcohol treatment facilities; residents of hospices and nursing homes; human remains; and individuals who donate or sell blood or blood components.
• Sterilize means the use of a physical or chemical procedure to destroy all microbial life including highly resistant bacterial endospores.
• Universal precautions is an approach to infection control. According to the concept of universal precautions, all human blood and certain human body fluids are treated as if known to be infectious for HIV, HBV, and other blood-borne pathogens.
  Work Practice Controls means controls that reduce the likelihood of exposure by altering the manner in which a task is performed (e.g., Prohibiting recapping of needles by two handed technique).

 

Match up the terms and definitions by entering the number for the term in the blank space of the definition. 

1. Blood Borne Pathogens	2. Contaminated	3.Decontamination
4. Exposure Incident	5. HBV	6. HIV
7. Blood	8. Personal Protective Equipment	9. Blood to Blood Contact
10. Sterilize	11. Universal Precautions	12. Exposure Control Plan

Select the best answer

1.Neglect – you failed to provide care to keep the consumer from physical or emotional harm
2. Intimidation (bullying or fears of pressure) is a form of abuse

3. Incident report would include finding your client on the floor, your client lost their balance during a transfer and was lowered to the floor, skin tear, client took the wrong medication, etc. Visiting angels will inform participants in any service model that they have the right to/or not to report alleged incidents at any time and that participant, family members, service providers and others connected with the participant can report incidents to OLTL (office of long-term living). When reporting, client has a right to have an advocate present during the interventions and or investigations resulting from the incident report. Client has the right to hold or pursue an investigation at any time.

4. Reporting an incident also includes verbal or physical abuse, utilities turned off, or hospital admission. Your cat went missing is not reportable.

5. Elder abuse refers to any physical, verbal, and or emotional abuse.

6. Misappropriation of property – the money or property is being taken that is not the intent or the wish of the consumer.

7. Demeaning language is a type of abuse

8. Complaints include: no-show, late, missing money, missing meds or food, physical or mental abuse

9. Quality management – would include performing an audit on logging in or out of the clients home documentation of task codes or journals book entries, stay in current with annual education, reporting and updating the clients manager.