Blood and other body fluids (i.e., semen, vaginal fluids, saliva, urine, feces, vomit) can contain viruses and bacteria that can be passed on to another person through direct contact. Hepatitis B & C and HIV are diseases that can be transferred from one person to another through contact with infected blood and/or body fluids. Since there is no way to know without testing if a person has hepatitis B or C or HIV, it is recommended that you treat all body fluids as though they were infected.
Universal Precautions are actions that you take to place a barrier between yourself and potentially infected body fluids.
How are blood and body fluids passed from one person to another?
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Through open areas on the skin
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By splashing in the eye
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Through the mouth
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Unprotected sexual activity (oral, anal, and vaginal)
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Injury with contaminated needles or other sharps
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Prenatally (mother to baby) and during delivery
How can I protect myself from blood and body fluids?
The easiest way to protect yourself from blood and body fluids is to have the injured person treat their own wound. If they are unable to take care of themselves, or they need some help, use latex gloves. If you do not have disposable gloves available, use a plastic bag (trash, shopping, or sandwich) over your hands to create a barrier. Your employer must provide appropriate personal protective equipment (gloves, goggles, disinfectant, etc.) for your use while at work. Know where these items are located so that you will be better prepared to protect yourself.
The Ohio Department of Developmental Disabilities (“Department”) maintains an Abuser Registry which is a list of DD employees who the Department has determined have abused, neglected, had sexual contact with, stolen property from, or did not report the abuse or neglect of an individual with DD. If your name is placed on the Abuser Registry you are barred from employment as a DD employee in this state for a minimum of 5 years.
Employees whose names may be placed on the Abuser Registry
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Any “DD employee” may be placed on the Abuser Registry. DD employee includes any Department employee, any employee of a county board of DD, and any employee providing specialized services to an individual with DD. A specialized service is a program or service designed to primarily serve individuals with DD including services by an entity licensed or certified by the Department.
Abuser Registry Offenses
The Department may place the name of an MR/DD employee on the Abuser Registry if it determines that the employee has committed any of the below offenses against an individual with DD.
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Abuse:
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Abuse includes the use of any physical force that could reasonably be expected to result in physical harm.
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Abuse includes unlawful sexual conduct (unprivileged intercourse or other sexual penetration) and unlawful sexual contact (unprivileged touching of another’s erogenous zone).
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Abuse includes verbal abuse. Verbal abuse means purposely using words to threaten, coerce, intimidate, harass or humiliate an individual.
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Sexual Contact:
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Sexual contact means the touching of an erogenous zone for sexual gratification, whether or not consensual, by any DD employee of an individual in the employee’s care who is not the employee’s spouse.
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Neglect:
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Neglect means, when there is a duty to do so, failing to provide an individual with any treatment, care, goods, or services necessary to maintain the health or safety of the individual.
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Misappropriation (theft):
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This means obtaining the property of an individual or individuals, without consent, with an aggregate (combined) value of at least $100. Theft of any check, credit card, ATM card, and the like are also Abuser Registry offenses.
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Failure to Report Abuse, Neglect, or Misappropriation:
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A DD employee may be placed on the Abuser Registry if the employee unreasonably does not report abuse, neglect, or misappropriation of the property of an individual with MR/DD, or the substantial risk to such an individual of abuse, neglect, or misappropriation, when the employee should know that his/her non-reporting will result in a substantial risk of harm to such individual.
I hereby acknowledge receiving the Safe Harbor Home Healthcare employee manual. I hereby understand that it’s my responsibility to read, understand, and comply with all rules and policies of the company. I understand that I have the right to resign from my position. Also, I understand that Safe Harbor Home Healthcare has the right to terminate my employment with or without notice.
*CONFIDENTIALITY OF CLIENT’S RECORDS*
All information that an employee learns about Safe Harbor Home Healthcare, our clients, clients' medical or personal records as a result of working for the company is considered confidential information. This information is not made available to the public. Employees may not disclose confidential information to anyone that is not employed by Safe Harbor Home Healthcare.
Disclosure or distribution of Safe Harbor Home Healthcare confidential information is prohibited.
I have read and understand the above policy.
Acknowledgment of Receipt:
I have reviewed and received a copy of the DSP Job Description. I understand my position and role in this company. I acknowledge that I am responsible for fulfilling the requirements, qualifications, and duties of this job.
I hereby attest that I have not: 1) been convicted of, 2) pleaded guilty to, or 3) been found eligible for intervention in lieu of conviction, for any of the disqualifying offenses listed below and agree that I will notify my employer,
within 14 calendar days, if while employed, I am formally charged with, am convicted of, plead guilty to, or am found eligible for intervention in lieu of conviction for any of the disqualifying offenses. I understand that failure to make this notification may result in termination of employment.
