Safe Productive Work Environment
It is the policy of this organization to provide a safe,
efficient environment conducive to quality patient care. Our
policies are designed to provide and ensure a safe and
healthy workplace for employees through the recognition,
evaluation and control of illness and injury in or from the
This organization does not provide general occupational
health services; employees requiring such comprehensive
services are referred to the appropriate specialty
organization. We do maintain a focused employee health
program for our employees which minimizes the risk of
occupational injury and illness.
We have established an emergency plan which addresses what to
do in case of a major medical emergency in the office,
including cardiac or respiratory arrest, shock, allergic
reaction, fainting or seizure, chest pain, or diabetic shock.
Our plan addresses the role of each employee in dealing with
emergencies; the appropriate agency that will provide support
and assistance for the given emergency; and, the location and
use of office safety and emergency medical equipment.
1. Our employees are protected from biologic hazards through
various surveillance programs which include an exposure
control plan, bloodborne pathogen training, availability
of Hepatitis B vaccination, post-exposure evaluation and
treatment by a competent specialty organization, and an
effective employee hazard communication program. These
topics are individually addressed in this policy and in
our Safety and OSHA manuals.
2. An appropriate respiratory disease protection program is
maintained which includes the CDC guidelines for TB; see
policy MC.14, Volume 5, Guidelines for Preventing
Transmission of TB in the Health Care Setting.
3. Where appropriate, employees are educated regarding the
risks of ergonomic injuries associated with specific job
tasks; this subject is extensively addressed in our
4. Conduct by any employee which harasses, disrupts, or
interferes with the work performance of another or which
creates an offensive or 'sick' workplace environment will
not be tolerated.
Any employee who believes that the actions or words of a
fellow employee constitute unwelcome harassment has a
responsibility to report or complain as soon as possible
to his/her supervisor or to the Medical Director. The
elements of sexual and other unlawful forms of
harassment are fully discussed in a separate policy in
5. In the interest of maintaining a safe environment,
employees are prohibited from being on the premises or
making use of facilities while not on duty without
authorization. Employees are expressly prohibited from
using facilities, property, or equipment for personal
use without advance authorization by the Medical
Director or designee.
Employees may be provided with a set of keys to the
premises for opening and closing of the office. Keys
must not be duplicated. Employees will be trained on
the opening and closing procedures--including the
telephone system and/or security system. All keys must
be returned upon termination of employment.
6. Each employee is expected to participate in the overall
cleanliness and appearance of our offices and to take
pride in keeping all facilities clean and neat.
Common areas are the responsibility of all; each person
is expected to keep drawers, cabinets and storage areas
neat and desk tops uncluttered. Examination rooms
should be kept neat and clean, well-stocked with medical
supplies and educational materials.
7. As an organization we have a comprehensive employee
health program that minimizes risks of occupational
injury and illness and complies with occupational health
A. The Safety/OSHA/ADA Policy and Procedure Manuals
detail an appropriate plan for the education and
protection of employees regarding workplace hazards,
including bloodborne pathogens and other health
industry-specific precautions, for the safe use of
medical gases, and for the use of personal
protective equipment. Implementation of the plan
and monitoring of adherence to the safety principles
which form the foundation for the plan are the
ultimate responsibility of the Medical Director.
B. Appropriate materials are available to guide
employees in dealing with natural and man-made
disasters, including safe evacuation of employees
and patients in the event of an emergency.
C. The immunization program for all staff members
follows CDC guidelines and meets state requirements:
i. Every employee performing patient care
activities which subject the employee to
exposure to bloodborne pathogens will have
evidence of current immunity to Hepatitis
a. Such evidence may consist of completion of
the Hepatitis B series within the
recommended CDC time frame or antibody
Employees desiring to decline such testing must
meet with the Medical Director on a case-by-base
basis; if such declination is approved by the
Medical Director, the employee will sign a
Declination form which will be maintained in the
This organization is considered to be a low risk
organization, therefore PPD testing of employees will be
conducted, according to the CDC guidelines referenced in the
following policy: MC.14, Volume 5,Guidelines for Preventing
Transmission of TB in the Health Care Setting. Unless the
risk assessment changes.
The workplace safety program detailed in the OSHA and
SAFETY/ADA Manual assesses and provides guidelines to reduce
the incidence of risks associated with:
i. Occupational chemical and radiation media
ii. Physical exposures including ergonomic
exposures, violence in the workplace, and the
use of personal protective equipment.
Forms and methods of maintaining records of work
injuries and/or illnesses are an integral part of
the OSHA policies.
Methods of surveillance examinations and screening
for drugs of abuse comply with the subsections of
Chapter 19 of the OSHA regulations which address
these Occupational Health Services.
E. Finally, access/accommodation for disabled employees
is assured through legislative mandates and is a
major concern to all facets of the medical industry.
Our employees are committed to making our physical
environment as accessible as possible for all staff
members (as well as our patients); to this end, we
have adopted the American Medical Association's guide
to the Americans with Disabilities Act.
See the 'HEPATITIS B VACCINATION FORMS' and the 'EMPLOYEE'S
CONSENT FOR IMMUNIZATION FORMS'
Approved By Governing Board