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 
    Safety manual.
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 
   this Manual.
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 
            personnel file.
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 
            exposures; and

        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.  
Approved By Governing Board    
Control #142.3