Posts filed under ‘8. Safety and Security’

Safety and Security

Safety and Security

A safe and healthful work environment is a top priority at Transition Projects. Transition Projects makes every effort to minimize injury and other forms of loss. It is the responsibility of each employee to report certain situations or events to management. These include: safety and security violations, accidents, hazardous conditions, assault, injury, or harassment of employees, clients or others while carrying out Transition Projects business; threats of violence; bomb threats; theft of employee property or Transition Projects assets; fraud; unexplained shortages or losses of Transition Projects assets; arson, sabotage or vandalism; suspected illegal use, possession, distribution or sale of drugs or alcohol; or other incidents which are considered a violation of criminal law or of Transition Projects policies and workplace practices.

General Safety Rules

General Safety Rules

  1. Safety Awareness:
    During their trial period, employees must familiarize themselves with any environmental hazards they may encounter in duty performance, and to become proficient in the safety procedures for each task they attempt.

    Employees are expected to follow all safety rules at all times. Any employee observing or involved in an incident that threatens the safety of Transition Projects staff, or clients must alert his/her supervisor immediately.

    Guidance relating to specific threats is contained in the Hazard Communication Plan (chemicals and other hazardous materials) and the Exposure Control Plan (bloodborne pathogens and universal precautions).

    The Agency will not be liable for claims arising from employee failure to comply with established safety procedures.

  2. On-The-Job Injury or Illness:
    1. Employees who become ill on the job or who suffer any work-related injury, no matter how minor, must report the matter to their supervisors. The report must be provided as quickly as practicable, and must detail what happened, the cause or suspected cause of the illness or injury, the nature and extent of any injury and, if applicable, how long the employee may be off work. Failure to report an injury or illness promptly may preclude or delay the payment of any benefits. These reports may be rendered informally initially. It may be required to follow up with OSHA Form 801.
      When the situation demands immediate medical intervention, the employee will be directed or taken to the nearest available emergency treatment facility. The report can follow later. Except in extremely serious situations, employees should obtain authorization from their supervisors before seeking medical intervention.

    2. Employees who miss any work must follow our call-in rules. Employees who miss three or more consecutive workdays must follow our policies on medical documentation and releases.

    3. First Aid Supplies.
      First aid supplies are available at each job site for the emergency treatment of minor injuries. Employees are responsible to know the location of first aid kits and supplies. Employees using supplies from the first aid kit or noticing that supplies are low should inform their supervisor so that supplies can be replenished.

    4. Filing a Workers’ Compensation Claim.
      Employees can obtain a Worker’s Compensation claim form for an on-the-job injury or illness from the Human Resources Director. All claims must be submitted within three days of the injury, or as quickly as the employee is physically capable of doing so, so that the completed form can be submitted to our insurance carrier within five days of the event as required by law.

    5. Medical Limitations/Restrictions.
      Injured or ill employees are required to maintain regular contact with us, and to keep us advised of when a release to work will occur. We will consider accommodating light duty work if required as a temporary condition of release to work.

    6. Employees off work and receiving Workers Compensation payments must follow all contact rules for leaves of absence. Failure to do so may result in termination of employment with Transition Projects.

Safety Committee

Safety Committee

A joint staff/management safety committee has been established. Its purpose is to promote safety and health in the workplace, and to identify and reduce or eliminate obstacles to a safe, healthful workplace. The Safety Committee makes advisory recommendations regarding policies, procedures, training, and practices, and serves as primary communicators regarding safety matters.

The safety committee consists of at least one manager, one line-staff representative from each facility, and an additional line-staff member selected as representative of the collective bargaining unit. The Committee meets twice each quarter, and conducts facility inspections once each quarter. Minutes are posted on the staff bulletin board at each facility.

Employees are encouraged to submit any safety concerns to their manager and/or a safety
committee member.

First Aid and Emergencies

First Aid and Emergencies

Injuries should be treated only by people with first aid training. Selected individuals are required to maintain up-to-date certifications in First Aid and CPR. This includes but is not limited to all full-time, part- time, or limited part time Residential Advocates and Community Service Center front-desk positions.

During trial period, all employees must be familiarized with the location of first aid kits, location and use of universal precautions equipment, location and use of fire extinguishers, identity of qualified first aid administrators, hospital and ambulance telephone numbers, and the location of fire/safety exits and evacuation procedures.

All employees must assure that emergency equipment such as fire extinguishers, fire alarms, fire hoses, exit doors and stairways are clear of obstacles and accessible at all times. All work areas must be kept clean. Each employee is responsible for cleaning up any hazards that he or she may create. All doorways, walkways, electrical panels, and fire extinguishers are to be kept clear at all times.

TB Testing Policy

TB Testing Policy

All Transition Projects employees must be tested for tuberculosis (TB) annually, as must any contractors or designated volunteers or vendors who perform duties at Transition Projects facilities. It is the employee’s responsibility to keep track of their expiration dates. The Human Resources Director may remind employees of upcoming test expirations. A copy of the current TB card must be given to the Human Resources Director within one week of the previous expiration date. New hires are required to provide the Human Resources Director with proof of their TB Status within two weeks of their hire date.

Employees who have a positive reaction to the skin test will be required to be evaluated by a physician annually. In instances where exposure may have occurred among employees, additional TB testing may be required.

Employees whose TB cards expire, or new hires who fail to obtain a TB card within two weeks of hire, will be administratively suspended from duty performance until they have presented current, valid proof of their TB status to the Human Resources Director. Noncompliance with this policy may also be grounds for discipline up to and including termination.

Personal Property/Security/Privacy

Personal Property/Security/Privacy

  1. Your Personal Property and Vehicle.
    Transition Projects is not responsible for the safety of employees’ personal property (including vehicles), and will not reimburse loss or damage occurring on our premises. Employees must report any theft of property to their supervisor or their facility manager promptly.

  2. Searches and Inspections.
    Employee’s personal property such as briefcases, purses, packages, backpacks, etc., will not be the subject of search or seizure by the employer. Should the employer believe that an employee has contraband items such as firearms or drugs, or has inappropriately placed agency property, goods, or materials in their personal property, the employer may request that the employee voluntarily make such personal property available for inspection. If the employee refuses, the employer may request a local police agency to conduct an investigation of the employee’s personal property before the employee leaves the employer’s premises. In such case, the employer’s representative would need to advise the police agency on their reason for suspecting that the employee is attempting to unlawfully remove property, goods, or materials from the agency.

    The police agency shall then determine if it has probable cause to initiate an inspection of the employee’s personal property. If the police agency determines it has cause, then the employee will submit his/her property for inspection. If the police agency determines that there is not sufficient cause, then the employee will be allowed to remove his/her property without inspection. An employee’s refusal to wait for the arrival of the police after being notified that such call has been made may be subject to disciplinary action.

Violence in the Workplace

Violence in the Workplace

Threats, threatening behavior or acts of violence against employees, clients, residents, volunteers or other individuals by anyone on Transition Projects property will not be tolerated. Violations of this policy will lead to disciplinary action up to and including dismissal.

All Transition Projects employees and any person coming onto any Transition Projects premises are prohibited from carrying any firearm or weapon of any sort, concealed or otherwise, unless specifically authorized to do so. Exempt from this rule are law enforcement officers in the performance of their duties. Weapons include but are not limited to firearms, explosives, heavy wooden or metal clubs, or other objects used to kill, injure, intimidate, or harass another person. The use of any object as a weapon falls under the prohibitions of this paragraph.

Any person who makes substantial threats, exhibits threatening behavior, or engages in violent acts on Transition Projects property will be removed from the premises as quickly as safety permits and shall remain off Transition Projects premises pending the outcome of an investigation. Transition Projects will initiate a decisive and appropriate response. For Transition Projects employees, this response may include, but is not limited to, suspension or termination of employment, and/or permanent trespass from Transition Projects premises, and/or criminal prosecution.

No existing Transition Projects policy, practice or procedure should be interpreted as prohibiting decisions designed to prevent a threat from being carried out, a violent act from occurring, or a life threatening situation from developing.

Transition Projects will not tolerate:

  • Unwelcome name-calling, obscene language, and other abusive behavior.
  • Intimidation through direct or veiled verbal threats.
  • Throwing objects in the workplace regardless of the size or type of object being thrown or whether a person is the target of the thrown object.
  • Physical contact among employees in an intimidating, malicious, or sexually harassing manner. This includes but is not limited to acts such as hitting, slapping, poking, kicking, pinching, grabbing, pushing, and hugging.
  • Physically intimidating others including such acts as obscene gestures and fist shaking.

All Transition Projects employees must notify their immediate supervisor and/or the Executive Director of any threats which they have witnessed, received, or have been told that another person has witnessed or received. Employees should also report any behavior they have witnessed which they regard as threatening or violent, when that behavior is job related or might be carried out on a Transition Projects site or is connected to agency employment. Employees are responsible for making this report, regardless of the relationship between the individual who initiated the threat or threatening behavior and the person or persons who were threatened or were the focus of the threatening behavior.

Transition Projects also encourages all individuals who apply for or obtain a protective or restraining order to inform their supervisor. If the person who obtains the order wishes to have the respondent excluded from Transition Projects premises, it is helpful to provide a description or a picture of the person and a copy of the protective or restraining order. This information will be given to the gatekeepers of the facility where the employee is stationed. We understand the sensitivity of the information requested, and will inform only those employees who control entry to the building.

Domestic Violence Policies

Domestic Violence Policies

Domestic violence has a negative impact on everyone in our community, including Transition Projects’ employees and clients. Actions that provide alternatives and protection for persons experiencing domestic violence serve also to increase the safety of all employees. Actions that interrupt behaviors or attitudes that support domestic violence also improve safety for our entire community. Our workplace environment supports survivors. We will not tolerate the perpetration of domestic violence.

The following guidelines present some scenarios employees may encounter, with suggested responses divided into co-worker and supervisor categories. The guidelines provide tools for employees at all levels to respond to the workplace needs of someone experiencing domestic violence. Applicable personnel policies are also noted.

These guidelines provide suggestions for how to respond in specific situations consistent with existing policies or practices. An employee must always use good judgment about how to respond based on knowledge of the employee involved.. All employees must take care in using these guidelines and in addressing domestic violence as a workplace issue so that victims are not punished or denied opportunities.

The Portland Women’s Crisis Line (503-235-5333) is always a referral for the employee and a resource for information. Other resources are the Social Services Crisis Line (211), or the Employee Assistance Program.

We recognize that anyone may be battered. However, most who are battered are women, so the guidelines use “she/her” to refer to people experiencing domestic violence.

An employee who has unexplained absences may not approach you about domestic violence if that is the reason for the absences. If you have set the tone and made it clear to employees that you will be supportive if they talk with you, it will encourage employee’s disclosure. Asking about the absences might promote disclosure or evasion, depending on the tone you have set and the particular situation.

SCENARIO CO-WORKER SUPERVISOR POLICIES & PRACTICES
Someone tells you another employee is being battered Support the informant’s feelings about the situation; encourage the informant to report the situation to a supervisor or the Human Resources Director. You may ask the informant whether or not the battered employee knows you are being spoken to. You may suggest the informant ask for permission so that you can speak directly with the victim and assess her safety.
Address the informant’s situation; is there something specific he/she would like you to do. If the informant feels that his/her safety or the safety of any other employee is at risk, you must address the issue. 		If the situation threatens the safety of ANY employee while at work, the supervisor must address this issue.
It is not policy to insist or demand that anyone disclose domestic violence.
An employee tells you directly that she is being battered Believe her. She will most likely be telling you far less than is really happening to her. Ask if there are specific ways that you can assist her. Make sure she knows she can come back later to talk with you about this issue.
Refer her to local resources, including the Portland Women’s Crisis Line. 		Believe her. She will most likely be telling you far less than is really happening to her. Ask if there are specific ways that you can assist her. Make sure she knows she can come back later to talk with you about this issue. It may be appropriate to address the victim’s safety and if applicable the impact of domestic violence on her job performance.
Refer her to local resources, including the Portland Women’s Crisis Line. 		If the situation threatens the safety of ANY employee while at work, the supervisor must address this issue.
You suspect that an employee is being battered based on these and other signs you’ve observed:

  • Bruises
  • Unexplained absences
  • Partner is at work site frequently
  • Disturbing phone calls
  • Emotional or psychological distress
 Talk directly to the employee about your concerns for her safety and the signs you see. Let her know that you are available for further discussion. Remember, she may not be ready or able to talk with you or others about this issue. Talk to your supervisor or the Human Resources Director. Set a tone for your entire staff. Let them know you are open to talking about domestic violence issues and that you will work to help them develop safety in their lives. Practice talking about domestic violence so that you are comfortable.
Talk directly to the employee about your concerns for her safety and the signs you see. Let her know that you are available for further discussion. Remember, she may not be ready or able to talk with you or others about this issue. 		It is not policy to insist or demand that anyone disclose domestic violence.
An employee tells you about plans to leave or that she has already left an abusive partner Encourage her to talk to her supervisor or the Human Resources Director. Ask her if there are specific ways you can be helpful: Safety planning; danger assessment; keeping new address private; moving office space; changing work hours. Ensure co-workers do not divulge new information. If the situation threatens the safety of ANY employee while at work, the supervisor must address this issue.
An employee discloses that the abusive partner is a fellow employee Encourage her to talk to her supervisor or the Human Resources Director. Ask her if there are specific ways you can be helpful: Safety planning, danger assessment; moving office space; changing hours; changing work assignment; granting leave, if appropriate. Ask if the abusive partner has threatened or hurt her at the workplace, and discuss with her any disciplinary action because of those threats or assaults. Response should attempt to maximize her safety without penalizing her, and to minimize the amount of inconvenience or accommodation for her.
Absences:

  • No Reason/Unconvincing Reason,
  • Unplanned Absence,
  • Sporadic & Not Pre-Approved
   “Call-In Policy”
Absences due to:

  1. Injuries (physical or psychological/emotional);
  2. Counseling, support groups;
  3. Safety (needs to be away from where the batterer will find her);
  4. Concern for well being of dependents with perpetrator at home;
  5. Court appearance as a witness (subpoena);
  6. Court appearance to petition for a restraining order;
  7. Meetings with police, lawyers, district attorneys.
  
  1. Address on-going workplace safety issues upon return.
  2. Be flexible and willing to negotiate scheduling issues and use of sick leave, personal holiday, and leave without pay.
  3. Flexibility in scheduling.
  4. Encourage safety planning for children/dependents
  5. Use as opportunity to open a conversation or ask if there are other ways to be supportive. Suggest or help make a workplace safety plan, if appropriate.
  6. Encourage and support the development of a safety plan. Inform employees that a restraining order will be enforced in the workplace if you have a copy of the order. Request a picture of the respondent.
  7. Be willing to adjust schedule to allow for these meetings. Encourage and support the development of a safety plan.
 CBA: Any employee can use sick leave for the purpose of improving the employee’s physical or emotional well being.
PP: Regular employees are eligible for an unpaid leave of absence for up to a cumulative total of 90 days in any 18-month period.
Employees who are required to appear in court may request leave of absence. Always consider vacation time and individual flexibility of hours.
Tardiness   The batterer could deprive her of car keys, bus tickets/money, work clothes, or instigate a fight before she leaves for work.
See absences. 		No policy should be used to punish her or to create an environment inhospitable to disclosure.
Work performance has been going down or has been adversely affected by domestic violence.   If you suspect that domestic violence is affecting work performance, ask the employee questions about domestic violence during discussion of work performance. Remember that she may be feeling ashamed or defensive about it or terrified to reveal the violence that is happening to her. Open-ended questions, supportive statements and time may all encourage her disclosure. You will need to address the work performance and safety issues and refer her to local resources. Let her know she can talk with you in the future. Leave time can be used (see absences).
Requirement for her to attend support groups may be used as part of her performance plan.
An employee receives phone calls that are harassing or abusive. Encourage her to talk to her supervisor or the Human Resources Director. If she requests, take legal steps to stop the harassing phone calls. Trace the calls, tell the individual to stop calling, and press charges if the calls continue. Announce callers if possible.
Unwanted office visitors:

  • Threatening
  • Danger to other employees
  • Stalking
 Encourage her to talk to her supervisor or the Human Resources Director. If there is a restraining order or stalking order, it can be enforced by calling 9-1-1. The victim is not obligated to disclose this information unless she wants to have it enforced.
Transition Projects can trespass someone who is threatening or dangerous to keep them away from a particular site.
If asked, assist in developing a workplace safety plan. 		Always announce visitors as standard operating procedure.
If a supervisor is aware of potential danger, s/he must take action to protect employees.
Safety coming and going to work:

  • Parking
  • Bus
  • Off-site duties
 Encourage her to talk to her supervisor or the Human Resources Director.
Offer to walk with her to her car/bus stop. 		Offer to assist in developing a safety plan. Possible steps she may want to take include varying her hours or work site or a temporary change in duties to minimize the number of off-site meetings. If the situation threatens the safety of ANY employee while at work, the supervisor must address this issue.
A partner/perpetrator calls in to report the employee sick, or resigns for her.   If you know or suspect a domestic violence situation, you may insist on talking to the employee directly. If the employee has previously disclosed domestic violence, you may have developed a code word to indicate if she’s in danger or wants the police called.  
You suspect/know child abuse is occurring in addition to domestic violence Encourage her to talk to her supervisor or the Human Resources Director. Let the employee know, as appropriate, that you will call SCF under certain situations. You can encourage the employee to report the abuse directly to SCF. Professional standards.
You suspect/know that children are witnessing domestic violence targeted at a employees member Encourage her to utilize local resources, such as the Portland Women’s Crisis Line. Encourage her to utilize local resources, such as the Portland Women’s Crisis Line. Knowledge or suspicion that a child has witnessed domestic violence may not require mandatory reporting.
If an employee wishes to talk with their supervisor, and knows or suspects that the supervisor is not sympathetic to domestic violence needs, where can they go? Refer the employee to the Human Resources Director and/or Portland Women’s Crisis Line. Set a tone for your entire staff. Let them know you are open to talking about domestic violence issues and that you will work to help them develop safety in their lives. Practice talking about domestic violence so that you are comfortable.  
An employee:

  • Discloses that they have battered their partner, or
  • Has received court papers served at work, or
  • Is in jail.
 Set the tone that you Never tolerate domestic violence in general. Support employees who want to stop violent behavior. Talk to perpetrators in ways that break through denial, minimizing or victim blaming. Set the tone that you Never tolerate domestic violence in general. Support employees who want to stop violent behavior. Talk to perpetrators in ways that break through denial, minimizing or victim blaming. Referrals for intervention should be to batterers’ intervention programs, not anger management, stress management, or private counseling.
You or another employee overhear a co-worker threatening, harassing, or menacing while at work. Report this action to a supervisor. These actions are crimes. They should be reported to the police. Disciplinary action should be taken. Use of Transition Projects’ equipment for illegal activities is prohibited.

PP in this document refers to the Transition Projects, Inc. Personnel Policies & Practices. UNION in this document refers to the Collective Bargaining Agreement between Transition Projects, Inc and AFSCME Employees Association Local #88-3.

Infectious Disease Control

Exposure Control Plan

Revised June, 2012

Transition Projects is committed to the prevention of incidents or happenings which result in employee injury and illness. This plan complies with the Oregon OSHA Bloodborne Pathogens Standard, Oregon Administrative Rule (OAR) 437-02-1910.1030. Through this written exposure control plan we share assigned responsibility to ensure performance under that responsibility; and hereby adopt this exposure control plan as an element of the Transition Projects Safety and Health Program.

Purpose

The purpose of this exposure control plan is to:

  1. Eliminate or minimize employee occupational exposure to blood or other body fluids;
  2. Identify employees occupationally exposed to blood or other potentially infectious materials (OPIM) while performing their regular job duties.
  3. To provide employees exposed to blood and OPIM information and training. A copy of this plan is available to all employees during the work shift at the Residential Advocate desk.
  4. Comply with OR-OSHA Bloodborne Pathogen Standard, Oregon Administrative Rules (OAR) 437-02-1910.1030.

Exposure Determination

Transition Projects has performed an exposure determination for job classifications which may be expected to incur occupational exposures to blood or other potentially infectious materials. This exposure determination is made without regard to the use of Personal Protective Equipment.

The following is a list of those job classifications, tasks and procedures:

Job Classification Task/Procedure
Client Services Specialist Sorting donations, bagging client belongings
Engagement Specialist Sorting donations, bagging client belongings
Connections Specialist Sorting donations, bagging client belongings
Hygiene Services Specialist Sorting donations, bagging client belongings
Resource Coordinator Sorting donations, bagging client belongings
Resource Specialist Sorting donations, bagging client belongings
Custodian Sorting donations, bagging client belongings

The following is a list of job classifications in which some employees may have occupational exposures. Not all of these employees are expected to incur exposure to blood or OPIM. The job classification, tasks, and procedures are listed below:

Job Classification Task/Procedure
Residential Advocate Sorting donations, bagging client belongings

Compliance Methods

Universal Precautions
“Universal Precautions” recognizes all body fluids as though they are infected with bloodborne pathogens. This method of infection control requires the employer and employee to assume that all human blood and specified human body fluids are infectious for human immunodeficiency virus (HIV), Hepatitis B virus (HBV), and other bloodborne pathogens. Where differentiation of types of body fluids is difficult or impossible, all body fluids are to be considered as potentially infectious.

Engineering Controls and Work Practices
Engineering and work practice controls will be used by all employees to eliminate or minimize occupational exposures. These controls are:

  1. Contaminated disposable sharps will be placed in leak-proof, puncture-resistant, red sharps containers labeled with the universal biohazard label for disposal.
  2. Contaminated needles and sharps are not to be bent, broken, or recapped.
  3. Recapping of sharp and bending or breaking needles is prohibited.
  4. Eating, drinking, smoking, applying cosmetics or lip balm and handling contact lenses are prohibited in areas where there is a reasonable likelihood of occupational exposure.
  5. Storage of food and drink is prohibited in places where other potentially infectious materials are kept. This applies to refrigerators, freezers, shelves, cabinets, and countertops.

Personal Protective Equipment
The following Personal Protective Equipment (PPE) will be provided at no cost to employees: Utility gloves – Heavy Rubber or Leather – to be used for sorting donations or bagging client belongings.

The Residential Supervisor is assigned the responsibility to ensure and issue appropriate readily accessible PPE, without cost, to employees. Hypoallergenic gloves, glove liners, powderless gloves, or other similar alternatives shall be readily accessible to those employees who are allergic to the gloves normally provided.

All PPE will be removed prior to leaving the work area. All PPE will be cleaned, laundered, and disposed of by Transition Projects at no cost to the employee. Utility gloves should be collected at the appropriate location in each facility for storage, washing, decontamination and disposal.

Housekeeping and Waste Management
Transition Projects’ facilities will be maintained in a clean and sanitary condition. Spills of blood or potentially infectious materials will be decontaminated prior to clean-up with a disinfectant effective against bloodborne pathogens, HIV and HBV.

SHARPS containers in this facility are closable and puncture- and leak-proof. These containers are not to be overfilled, and are closed and handled to prevent contamination. The containers are red and labeled with the universal biohazard label.

Hepatitis B Vaccine and Post-Exposure Evaluation and Follow-up

Transition Projects recognizes that even with adherence to Universal Precautions, engineering controls, work practices, use of personal protective equipment, and compliance to housekeeping and waste management, exposure incidents can occur.

Transition Projects, Inc. will offer at no cost to potentially exposed employees the Hepatitis B vaccine and vaccination series within 10 working days after receiving the initial job assignment and the post exposure follow-up to those who have had an exposure incident.

The Human Resource Director is in charge of the Hepatitis B vaccination program. The Human Resource Director will ensure that all medical evaluations and procedures including the Hepatitis B vaccine and vaccination series and post exposure follow-up, including prophylaxis, are made available at no charge to the employee at a reasonable place and time; and are performed or supervised by a licensed healthcare professional according to the recommendations of the CDC.

Hepatitis B Vaccination

  1. The vaccination program consists of a series of three inoculations of a six-month period and shall be given after the employee has received training on the vaccine. See Information and Training, below.
  2. Hepatitis B vaccination shall be made available within 10 working days of initial assignment to all employees who have occupational exposure, unless the employee has previously received the complete Hepatitis B vaccination series, antibody testing has revealed that the employee is immune, or the vaccine is contraindicated for medical reasons.
  3. Participation in a prescreening program is not a prerequisite for receiving Hepatitis B vaccination
  4. If an employee initially declines Hepatitis B vaccination (see vaccination declination form) but at a later date decides to accept the vaccination, the Human Resource Director shall make available Hepatitis B vaccination at that time.
  5. If a routine booster dose of Hepatitis B vaccine is recommended by the US Public Health Service at a future date, such a booster dose shall be made available to all eligible employees.

Post Exposure Evaluation and Follow-up

When an employee has an exposure incident, it will be reported to the Residential Supervisor. Following a reported exposure incident, the exposed employee will immediately receive a confidential medical evaluation including the following elements:

  1. Documentation of the route(s) of exposure, and the circumstances under which the exposure incident occurred;
  2. Identification and documentation of the source individual, unless the employer can establish that identification is infeasible or prohibited by state or local law;
  3. The source individual’s blood shall be tested as soon as feasible and after consent is obtained in order to determine HBV and HIV infectivity. If consent is not obtained, the employer shall establish that legally required consent cannot be obtained. When the source individual’s consent is not required by law, the source individual’s blood, if available, shall be tested and the results documented.
  4. When the source individual is already known to be infected with HBV or HIV, testing for the source individual’s known HBV or HIV status need not be repeated.
  5. Results of the source individual’s testing shall be made available to the exposed employee, and the employee shall be informed of applicable laws and regulations concerning disclosure of the identity and infectious status of the source individual.
  6. Collection and testing of blood for HBV and HIV serological status;
  7. The exposed employee’s blood shall be collected as soon as feasible and tested after consent is obtained.
  8. If the employee consents to baseline blood collection, but does not give consent at that time for HIV serologic testing, the sample shall be preserved for at least 90 days. If, within 90 days of the exposure incident, the employee elects to have the baseline sample tested, such testing shall be done as soon as feasible.
  9. Post-exposure prophylaxis, when medically indicated, as recommended by the US Public Health Service;
  10. Counseling; and
  11. Evaluation of reported illnesses.

All employees who incur an exposure incident will be offered post-exposure evaluation and follow-up in accordance with the standard. All post exposure follow-ups will be performed by Legacy Occupational Medical Clinic Front Avenue (8:00AM – 5:00PM, 226-6744) or Legacy Good Samaritan Hospital Emergency Department (24 hours, 413-7711).

Information Provided to the Healthcare Professional

The Human Resource Director will ensure that the healthcare professional responsible for the employee’s Hepatitis B vaccination is provided the following:

  1. A copy of the regulation (OAR 437-02-1910.1030);
  2. A description of the exposed employee’s duties as they relate to the exposure incident;
  3. Documentation of the route(s) of exposure and circumstances under which exposure occurred;
  4. Results of the source individual’s blood testing, if available; and
  5. All medical records relevant to the appropriate treatment of the employee including vaccination status which are the employer’s responsibility to maintain.

Healthcare Professional’s Written Opinion

The Human Resource Director will obtain and provide the employee with a copy of the evaluating healthcare professional’s written opinion within 15 days of the completion of the evaluation.

The healthcare professional’s written opinion for HBV vaccination will be limited to whether HBV is indicated for an employee, and if the employee has received such vaccination.

The healthcare professional’s written opinion for post exposure follow-up will be limited to the following information:

  1. That the employee has been informed of the results of the evaluation; and
  2. That the employee has been told about any medical conditions resulting from exposure to blood or other potentially infectious materials which require further evaluation or treatment.

Information and Training
The Human Resource Director will ensure that training is provided at the time of initial assignment to tasks where occupational exposure may occur, and that it shall be repeated within 12 months of the previous training. The training program will be tailored to the education and language level of the employee, and offered during the normal work shift. The training will contain the following:

  1. An accessible copy of the regulatory text and an explanation of its contents;
  2. A general explanation of the epidemiology and symptoms of bloodborne diseases;
  3. An explanation of the modes of transmission of bloodborne pathogens’
  4. An explanation of Transition Projects’ exposure control plan and the means by which the employee can obtain a copy of the written plan;
  5. An explanation of the appropriate methods for recognizing tasks and other activities that may involve exposure to blood and other potentially infectious materials;
  6. An explanation of the use and limitations of methods that will prevent or reduce exposure including appropriate engineering controls, work practices, and personal protective equipment;
  7. Information on the types, proper use, location, removal, handling, decontamination and disposal of personal protective equipment;
  8. An explanation of the basis for selection of personal protection equipment;
  9. Information on the Hepatitis B vaccine, including information on its efficacy, safety, method of administration, the benefits of being vaccinated and that the vaccine and vaccination will be offered free of charge;
  10. Information of the appropriate actions to take and persons to contact in an emergency involving blood or other potentially infectious materials;
  11. An explanation of the procedure to follow if an exposure incident occurs, including the method of reporting the incident and the medical follow-up that will be made available;
  12. Information of the post-exposure evaluation and follow-up that Transition Projects is required to provide for the employee following an exposure incident;
  13. An explanation of the signs and labels and/or color coding required for containers of regulated waste; and
  14. An opportunity for interactive questions and answers with the person conducting the training session.

Additional training will be given to employees when there are any changes of tasks or procedures affecting the employee’s occupational exposure.

Record Keeping
Medical records are maintained by Kaiser-Permanente’s Occupational Health Office. Medical records will include:

  1. The name and social security number of the employee;
  2. A copy of the employee’s Hepatitis B vaccination status including the dates of all the Hepatitis B vaccinations and any medical records relative to the employee’s ability to receive vaccination;
  3. A copy of all results of examinations, medical testing, and follow-up procedures;
  4. The employer’s copy of the healthcare professional’s written opinion; and
  5. A copy of the information provided to the healthcare professional.

These medical records will be kept confidential and not disclosed or reported without the employee’s express written consent to any person within or outside the workplace except as required by this section or as may be required by law.

Training Records
These records will be kept by Multnomah County’s Occupational Health Office. Training records will include:

  1. The dates of the training sessions;
  2. The contents or a summary of the training sessions;
  3. The names and qualifications of persons conducting the training; and
  4. The names and job titles of all persons attending the training sessions.

All employee records will be made available to the employee.

Evaluation and Review

The Human Resource Director is responsible for annually reviewing this program and its effectiveness, and for updating if necessary.

Hazard Communication Plan

Hazard Communication Plan

March 19, 2004

Reformatted March 21, 2012

General

The management of Transition Projects is committed to preventing accidents and ensuring the safety and health of our employees. We will comply with all applicable federal and state health and safety rules and provide a safe, healthful environment for all our employees.

This written hazard-communication plan is available at the RA desks at each building for review by all employees.

Container labeling

All hazardous chemical containers used at this workplace will clearly identify the chemical on the label, and include an appropriate hazard warning.

No container will be released for use until this information is verified. The Custodian will ensure that all containers are labeled with a copy of the original manufacturer’s label or a label that has the appropriate identification and hazard warning.

Material safety data sheets (MSDS’s)

Material safety data sheets are readily available to all employees. Employees can review material safety data sheets for all hazardous chemicals used at this workplace. Material safety data sheets for Bud Clark Commons, Jean’s Place, and Clark Center are stored at the RA Desk.

The material safety data sheets are updated and managed by the Custodians. If a material safety data sheet is not available for a hazardous chemical, immediately notify the Custodian.

Training

Before they start their jobs, new employees will attend a hazard-communication class that covers the following topics:

  • An overview of the requirements in OR-OSHA’s hazard-communication rules.
  • Hazardous chemicals present in their workplace.
  • The written hazard-communication plan, and where it may be reviewed.
  • Physical and health effects of the hazardous chemicals.
  • Methods used to determine the presence or release of hazardous chemicals in the work area.
  • How to reduce or prevent exposure to these hazardous chemicals through use of control/work practices and personal protective equipment.
  • Steps we have taken to reduce or prevent exposure to these chemicals.
  • Emergency procedures to follow if an employee is exposed to these chemicals.
  • How to read labels and review material safety data sheets.

After attending the training, each employee will sign a form verifying that they understand the above topics and how the topics are related to our hazard-communication plan.

Hazardous chemical list

The below list identifies all hazardous chemicals used at this workplace. Detailed information about the physical and health effects of each chemical is included in a material safety data sheet. Material safety data sheets are readily available to employees in their work areas.

Hazardous non-routine tasks

Before employees perform non-routine tasks that may expose them to hazardous chemicals, they will be informed by their supervisors about the chemical’s hazards. Their supervisors also will inform them about the safe work practices necessary to control exposure and what to do in an emergency.

Chemicals in pipes

Before working in areas where hazardous chemicals are transferred through pipes or where pipes are insulated with asbestos-containing material, employees will contact the Maintenance Coordinator for the following information:

  • The chemicals in the pipes.
  • The physical or health effects of the chemicals or the asbestos insulation.
  • The safe work practices to prevent exposure.

Informing contractors

It is the responsibility of the Maintenance Coordinator to provide contractors and their employees with the following information if they may be exposed to hazardous chemicals in our workplace:

  • The identity of the chemicals, how to review material safety data sheets, and an explanation of the container and pipe-labeling system.
  • Safe work practices to prevent exposure.

This person will also obtain a material safety data sheet for any hazardous chemical a contractor brings into the workplace.

Hazardous Chemicals List by Location

Bud Clark Commons Jean’s Place Clark Center
Lemon DC
Spray Buff Cleaner & Polish
Gum Off
Reflection
Comet Bathroom cleaner
GOJO Spa Bath Body & Shampoo
Triple Power
Sportsoap Concentrate / Sportsoap Plus
Bleach – Sodium Hypochlorite
64 to 1 Glass Cleaner
Novasheen
Prism
One Step
Trisodium Phosphate (TSP)
OverDrive Spray Buff
Ozium Air Sanitizer
Big D Mini D Stick-Up
Tub & Tile Cleaner
Power Q
Dazzle
Radiance
Virustat TBQ 		Ajax Oxygen Bleach Cleanser
BioKleen All Purpose Cleaner
Clorox Germicidal Bleach
Lemon DC
64-to-1
Big D Blu Toilet Bowl Cleaner
Speed Strip
Ultra Premiere Power Laundry with Bleach 		Clorox Bleach
Glass cleaner
GOJO Spa Bath
Glisten Dishwashing Liquid
Reflection Stainless Cleaner
Lemon DC
Comet
Shooter
Oven Cleaner
Pine Q

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