looking for policy

[Guest guest]

Does anyone have a policy that they do not mind sharing with me on the following

topics.

Please email me off list if you have something you can send me thanks in

advance,

1) Suspected drug, alcohol and/or substance abuse by personnel

2) Handling of suspected child or elder abuse; family violence cases

[Guest guest]

I many have something. Need to find it and will get back with you. :-)

wrote: Does anyone have a policy

that they do not mind sharing with me on the following topics.

Please email me off list if you have something you can send me thanks in

advance,

1) Suspected drug, alcohol and/or substance abuse by personnel

2) Handling of suspected child or elder abuse; family violence cases

[Guest guest]

Policy: DRUGS, NARCOTICS, AND ALCOHOL

It is the policy of the Company to maintain a workplace that is free

from the effects of drug and alcohol abuse.

Comment:

(1) Employees are prohibited from the illegal use, sale,

dispensing, distribution, possession, or manufacture of illegal drugs,

controlled substances, narcotics, or alcoholic beverages on Company premises or

work sites. (See Business Entertaining, Policy 403.) In addition, the Company

prohibits off-premises abuse of alcohol and controlled substances, as well as

the possession, use, or sale of illegal drugs, when these activities adversely

affect job performance, job safety, or the Company¢s reputation in the

community.

(2) The Company may test applicants for employment for the

presence of illegal drugs or alcohol. Whenever such tests are to be

administered to applicants, they are to be informed in advance and in writing.

(3) Employees will be subject to disciplinary action, up to

and including termination, for violations of this policy. Violations include,

but are not limited to, possessing substances or narcotics that are illegal or

controlled under federal, state, or local laws or alcoholic beverages at work;

being under the influence of those substances while working; using them while

working; or dispensing, distributing, or illegally manufacturing or selling them

on Company premises and work sites.

(4) Employees subject to the Drug-Free Workplace Act who are

convicted of any criminal drug violation occurring in the workplace must report

the conviction to the Human Resources Department within five days, and the Human

Resources Department will take appropriate action as required by law.

(5) Employees, their possessions, and Company-issued equipment

and containers under their control are subject to search and surveillance at all

times while on Company premises or work sites or while conducting Company

business. (See Security, Policy 606.)

(6) Employees may be asked to take a test at any time to

determine the presence of drugs, narcotics, or alcohol, unless the tests are

prohibited by law. Employees that agree to take the test must sign a consent

form authorizing the test and the Company¢s use of the test results for purposes

of administering its discipline policy. It is a violation of this policy to

refuse consent for these purposes or to test positive for alcohol or illegal

drugs. Policy violations will result in discipline and may result in

termination. Tests that are paid for by the Company are the property of the

Company, and the examination records will be treated as confidential and held in

separate medical files. However, records of specific examinations will be made

available, if required by law or regulation, to the employee, persons designated

and authorized by the employee, public agencies, relevant insurance companies,

or the employee¢s doctor.

(7) Supervisors should report immediately to the Human

Resources Department any action by an employee who demonstrates an unusual

pattern of behavior. The Human Resources Department will determine whether the

employee should be examined by a physician or clinic and/or tested for drugs and

alcohol. Employees believed to be under the influence of drugs, narcotics, or

alcohol will be required to leave the premises. The Security Officer should be

notified to arrange safe transit.

(8) Employees must report their use of over-the-counter or

prescribed medications to the Human Resources Department if the use might impair

their ability to perform their job safely and effectively. A determination will

then be made as to whether the employee should be able to perform the essential

functions of the job safely and properly. (See Medical Procedures, Policy 203.)

(9) Employees who are experiencing work-related or personal

problems resulting from drug, narcotic, or alcohol abuse or dependency may

request, or be required to seek, counseling help. (See Employee Counseling,

Policy 506.) Participation in counseling, including Company-sponsored or

required counseling, is confidential and should not have any influence on

performance appraisals. Job performance, not the fact that an employee seeks

counseling, is to be the basis of all performance appraisals. (See Performance

Appraisals, Policy 302.)

(10) Any employee who is abusing drugs or alcohol may be granted

a leave of absence to undertake rehabilitation treatment. (See Leaves of

Absence, Policy 703.) The employee will not be permitted to return to work

until certification is presented to the Human Resources Department that the

employee is capable of performing his job. Failure to cooperate with an

agreed-upon treatment plan may result in discipline, up to and including

termination. Participation in a treatment program does not insulate an employee

from the imposition of discipline for violations of this or other Company

policies.

(11) The Company will, to the extent feasible, provide

continuing awareness programs about the harmful effects of drug and alcohol

abuse.

Re: looking for policy

I many have something. Need to find it and will get back with you. :-)

<ifly4swa (AT) sbcglobal (DOT) net> wrote: Does anyone have a policy that

they do not mind sharing with me on the following topics.

Please email me off list if you have something you can send me thanks in

advance,

1) Suspected drug, alcohol and/or substance abuse by personnel

2) Handling of suspected child or elder abuse; family violence cases

[Guest guest]

906:10 Case of alleged or suspected sexual assault

Purpose

To describe requirements and procedures for pre-hospital personnel when a sexual

assault has occurred or is suspected.

Policy

EMS personnel faced with a situation where he or she has reason to suspect child

or adult sexual assault:

A. Notify the appropriate law enforcement agency immediately that a

suspected

crime has been committed.

B. Transport the patient to a receiving hospital for evaluation, and

provide notification to the receiving hospital staff of an alleged

sexual assault.

C. Treat the patient with compassion and tact, maintaining a professional

atmosphere.

D. If staffing allows, have a female medic in the back of the EMS unit

with a

female patient. Or male staff, if the victim is male.

E. Assess the victim(s) needs for immediate care of potentially

life-threatening or serious injuries. Administer necessary first aid and

avoid any examination of genitalia unless there is significant bleeding or

trauma to the area. Follow

local protocols.

F. Take measures to preserve crime scene evidence, including evidence on

victims. Patients should not wash, change clothes, urinate, defecate, smoke,

drink, eat, brush hair or teeth or rinse mouth prior to exam.

G. Document observations and findings on the patient care report.

906:11 Case of alleged or suspected abuse environments

Purpose

To describe reporting requirements for pre-hospital personnel when child, elder

or patient abuse, or suspected domestic violence is observed or reasonably

suspected.

Definition

Abuse is defined as the systematic pattern of behaviors in a relationship that

are used to gain and/or maintain power and control over another. It can be

either or all of these: physical, mental, sexual or financial.

Policy

EMS personnel faced with a situation where s/he has reason to suspect child

abuse, elder/dependent adult abuse (of any type) or neglect, or domestic

violence shall:

A. Notify the appropriate law enforcement agency immediately if the scene

is

unsafe or it is suspected that a crime has been committed.

B. Make reasonable efforts to transport the patient to a receiving

hospital for

evaluation, and provide the receiving hospital staff of abuse/neglect

suspicions.

C. Document observations and findings on the patient care report.

D. Provide the patient with the educational form located in the clipboard

on resources for domestic violence.

E. Contact the appropriate reporting agency by telephone immediately or as

soon as reasonably possible to provide a verbal report.

looking for policy

Does anyone have a policy that they do not mind sharing with me on the following

topics.

Please email me off list if you have something you can send me thanks in

advance,

1) Suspected drug, alcohol and/or substance abuse by personnel

2) Handling of suspected child or elder abuse; family violence cases

[Guest guest]

Thanks for eveyone's assistance with this, I got what I needed.

Ronny wrote:

906:10 Case of alleged or suspected sexual assault

Purpose

To describe requirements and procedures for pre-hospital personnel when a sexual

assault has occurred or is suspected.

Policy

EMS personnel faced with a situation where he or she has reason to suspect child

or adult sexual assault:

A. Notify the appropriate law enforcement agency immediately that a suspected

crime has been committed.

B. Transport the patient to a receiving hospital for evaluation, and provide

notification to the receiving hospital staff of an alleged sexual assault.

C. Treat the patient with compassion and tact, maintaining a professional

atmosphere.

D. If staffing allows, have a female medic in the back of the EMS unit with a

female patient. Or male staff, if the victim is male.

E. Assess the victim(s) needs for immediate care of potentially life-threatening

or serious injuries. Administer necessary first aid and avoid any examination of

genitalia unless there is significant bleeding or trauma to the area. Follow

local protocols.

F. Take measures to preserve crime scene evidence, including evidence on

victims. Patients should not wash, change clothes, urinate, defecate, smoke,

drink, eat, brush hair or teeth or rinse mouth prior to exam.

G. Document observations and findings on the patient care report.

906:11 Case of alleged or suspected abuse environments

Purpose

To describe reporting requirements for pre-hospital personnel when child, elder

or patient abuse, or suspected domestic violence is observed or reasonably

suspected.

Definition

Abuse is defined as the systematic pattern of behaviors in a relationship that

are used to gain and/or maintain power and control over another. It can be

either or all of these: physical, mental, sexual or financial.

Policy

EMS personnel faced with a situation where s/he has reason to suspect child

abuse, elder/dependent adult abuse (of any type) or neglect, or domestic

violence shall:

A. Notify the appropriate law enforcement agency immediately if the scene is

unsafe or it is suspected that a crime has been committed.

B. Make reasonable efforts to transport the patient to a receiving hospital for

evaluation, and provide the receiving hospital staff of abuse/neglect

suspicions.

C. Document observations and findings on the patient care report.

D. Provide the patient with the educational form located in the clipboard on

resources for domestic violence.

E. Contact the appropriate reporting agency by telephone immediately or as soon

as reasonably possible to provide a verbal report.

looking for policy

Does anyone have a policy that they do not mind sharing with me on the following

topics.

Please email me off list if you have something you can send me thanks in

advance,

1) Suspected drug, alcohol and/or substance abuse by personnel

2) Handling of suspected child or elder abuse; family violence cases