Transcript Welcome to Ambitions!

New Employee Orientation
Day 1: Orientation (8 hours)
Introduction
Employment Forms & Documents
Agency Policies
Safety & Reporting Procedures
Program Information
Day 2: CPR/1st Aid & Medication Assistance Training (8 hours)
Day 3: CPI Training (8 hours)
Day 4 & Day 5: Onsite Orientations (16 hours)
Two 8-hour supervised shifts working in program with clients
May be two different locations
Class Time
Introductions
Protocols
Employment Forms
Policies
Safety & Reporting Procedures
Program Information
Breaks
Two 10 minute breaks (around 10am and 2pm)
One hour lunch break (around noon)
Please introduce yourselves!
Name
Experience
Hobbies
Ambitions does not guarantee any specific shift, hours or work
sites.
Requirements:
Driver’s License
Valid Liability Insurance
Hepatitis B Vaccination Series or Declination
1st Aid/CPR Certification
CPI Certification
DSP 1 & DSP 2 Training
Wage
Varies by location, program and role
https://my.ambitions.org
Self registration using your personal information
Employee handbook
Copies of policies
Announcements
Training Videos
Other Documents & Forms
Your electronic pay stubs
R e v i e w & Ve r i f y P e r s o n n e l R e c o r d ( L I C 5 0 1 )
D r i v e r ’s L i c e n s e & I n s u r a n c e
IRS Form W4
Equal Employment Opportunity Commission
Immigration I -9 Form
Direct Deposit Enrollment
Notice of Employee Rights (LIC 9052)
Certifications, Degrees & Professional Licenses
Understand your rights.
Employers are prohibited from discriminating against employees
for filing complaints with CA Department of Social Services, CCLD
or Regional Center.
We encourage communication with your supervisor!
If you have concerns regarding potential violations, tell us first so we
can investigate and address the issues.
Complete the ADP Tax Credit registration on the kiosk computer.
Ask the instructor for assistance if needed.
Turn off TV during registration process!
Chain of Command
Calling in Sick
Calling On-Call Manager
Timesheets & Pay Days
Leave of Absences
On the Job Injuries
Facility Inspections
President / State
Administrator
Vice President
Program Supervisor
Program Manager
Client Care
Coordinator
Program Manager
Client Care
Coordinator
Client Care
Coordinator
Client Care
Coordinator
DSPs House 1
DSPs House 3
DSPs House 5
DSPs House 7
DSPs House 2
DSPs House 4
DSPs House 6
DSPs House 8
If you are unable to come to work, you must contact your
manager (C3 / House Manager / On-Call)
You must:
Speak to a live person (manager or on-call)
Provide 2 hours minimum notice prior to start of shift
Text messages / voice mails are not permitted
Failure to provide adequate notice will result in disciplinary action
No Call / No Show may result in termination of employment
If you must leave early due to sickness or emergency:
You must speak to your manager or on-call manager
If it’s an emergency, call 911.
Call the primary on-call phone number for your home
If no answer, leave a detailed message including time
If no call back after 15 minutes, call again.
If no answer, call back-up on-call number
If no answer, leave a detailed message and indicate you could not
reach primary on-call person
If no call back after 15 minutes, keep calling every 15 minutes
until you speak to a live person.
Employees are paid bi-monthly
Pay period 1st – 15th of the month is paid on the 25th day of the current
month
Pay period from 16th – end of month is paid on the 10th day of the
following month
If payday falls on a weekend or holiday, employees will be paid on the
next business day
If payday falls during an employee’s vacation, the paycheck will be
available upon return to work. Direct deposits will be made on the
scheduled payday.
Paychecks / Paystubs available after 12:00pm on payday.
You must accurately report all dates, times & locations worked
Meal breaks must be documented
Each line must be signed
Sheet must be signed
Timesheets are due on the 1st and the 16th of each month
.25 hours = 15 minutes, .50 hours = 30 minutes, .75 hours = 45
minutes
Mileage is reimbursed when driving personal vehicle for workrelated duties (excluding commute)
Expenses are reimbursed with receipts. No receipt = No
Reimbursement.
All leave of absences are unpaid.
You must notify your supervisor and contact the office Program
Assistant for a “Request for Leave of Absence” form.
You must sign a “Return from Leave” form upon return.
You must make arrangements for payment of benefits during
time off.
Two types of LOA: “Job Protected” & “Non-Job Projected”.
Job Protected:
Family Leave: Eligible after 12 months of employment (minimum of 1250 hours
worked) up to 12 weeks of unpaid leave. Must be approved.
Military Leave: Eligible upon being ordered to report for active duty.
Workers’ Comp: On the job injury requires doctors note to begin and end leave.
May be eligible for California Short-Term Disability
Benefits are continued but you are responsible for paying your portion.
A comparable position will be available upon return (shifts and locations
are not guaranteed).
Personal Leave
Must have worked prior consecutive 12 months
60 day leave limit in a 2 year period
Must be approved
Jury Duty
Unpaid leave
Notify your supervisor as soon as possible
Provide jury summons to your PA
If emergency or serious injury, call 911 or seek immediate medical
attention at nearest urgent care, hospital or ER.
If injured beyond basic 1st Aid (and is non-life threatening).
Complete the “Ambitions Accident Report” form.
Complete the DWC-1 form
Obtain a US HealthWorks Treatment Authorization form
Local locations and hours will vary
Give completed DWC-1 and Accident Report to your supervisor
Go to US HealthWorks Clinic (bring the treatment authorization form)
If declining medical treatment, just complete the “Declining Medical
Treatment” form and “Ambitions Accident Report”.
You must seek medical treatment to be eligible for Worker’s Comp.
Check ID of all unknown visitors
Notify C3/House Manager/On-Call immediately
Contact office PA immediately (or when office opens)
C3 and PM or PS will respond on-site to assist
Provide courteous assistance and answer inspector’s questions as
needed
Do not gossip or complain to inspector
Focus attention on clients needs and not on the inspector
All reports must be sent to office immediately following visit
Our Mission
Our Values
Attitudes
Ambitions is dedicated to assisting people with developmental disabilities
to achieve the. highest practical fulfillment of lifelong ambitions and
dreams.
We are dedicated to breaking down barriers - physical, mental or social.
We are dedicated to providing opportunities for personal growth and
autonomy.
We emphasize adapting to individual needs while promoting personal
choice and social involvement.
We help "Create a Life" both meaningful and rewarding on a day-to-day
basis.
We are extraordinary people doing ordinary things!
Provide Support to Our Participants and Employees with
Compassion, Confidence, and Commitment.
Treat Others the Way We Want to be Treated - With Respect,
Dignity and Grace.
Communicate Clearly and Listen Attentively.
Achieve Success through Dedication, Perseverance, and
Teamwork.
Build Upon Success and Learn From Failure.
Search Beyond the Boundaries and Reach for the Unreachable.
"The longer I live, the more I realize the impact of attitude on life.
Attitude, to me, is more important than facts. It is more important than the past, than education, than money, than
circumstances, than failures, than success, than what other people think or say or do. It is more important than
appearance, giftedness, or skill. It will make or break a company… a church… a home.
The remarkable thing is we have a choice every day regarding the attitude we will embrace for that day.
We cannot change our past… we cannot change the fact that people will act in a certain way. We cannot change the
inevitable.
The only thing we can do is play on the one string we have… and that is our attitude. I am convinced that life is ten
percent what happens to me, and ninety percent how I react to it.
And so it is with you… we are in charge of our attitudes."
CHARLES SWINDOLL
Health Insurance – Medical, Dental, Vision
Eligible after 90 days
Must work 30 hours per week or more on average
May select from “base plan” or “buy-up” plan
Base Plan - $2000 deductible, 70% coverage, medical only
Buy-up Plan - $500 deductible, 80% coverage, includes dental and vision
Retirement – 401k
Eligible after 1 year of employment during open enrollment
100% dollar-for-dollar match (up to 3% of wages)
50% match for next 2%
(If you contribute 5% of wages, company contributes additional 4%)
Paid Time Off
Eligible after 1 year of employment
Up to 80 hours of paid vacation
Employee Recognition Program
Get caught in the act of doing great things
Recommend others for recognition
Employee of the Month
Do great and get rewarded again
Emerging Leaders Conference
Eligible employees attend a special conference filled with training,
activities, team building and rewarding events.
Paid meal breaks and free meals
On duty staff may eat meals family-style with clients when regular
meals are served at the home and during activities.
Review “Code of Ethics & Standards of
Professional Conduct ” policy
Follow along with the next several slides
Initial each paragraph
Sign the form
Maintain Professional Client Relationships
Refrain from developing personal relationships with clients
No personal contact outside usual work hours unless approved by
manager
No loitering before or after shifts
No personal favors or display of favoritism
Maintain your confidentiality
Don’t give clients your phone #, e-mail address, Facebook link, etc.
No texting or e-mailing clients
Dress appropriately and not provocatively
Minimize physical contact with clients
Maintain Professional Client Relationships (cont.)
Do not lend or borrow money or gifts from clients
Do not share clothing, jewelry or accessories with clients
Keep personal life at home and don’t talk about issues with or around
clients
Do not discuss work performance, relationships or issues within
earshot of clients
Clients are only allowed in personal vehicles for work-related activities
while on-duty
Clients may not be taken to your personal residence
Punctuality and Attendance
Excessive absenteeism or tardiness is not acceptable.
Demonstrate professional courtesy, tact and respect.
Treat others the way you want to be treated.
Be Responsible and Accountable for your actions and conduct.
We trust you. Your co-workers trust you. The clients trust you. Don’t
let us and them down.
You are responsible for keeping your requirements, certifications
and training current.
Promptly report circumstances and concerns to your supervisor.
Give your full attention during meetings and trainings.
Be respectful of others and don’t use cell phones or other devices.
Complete assigned duties and projects within designated
timeframes and help others do the same.
What comes around goes around… Somebody will help you when you
need it.
If you notice something that needs to be done, do it! Don’t wait for
somebody else to mop up a spill or put something away, even if it’s
“not my job”. It’s everyone’s job to provide the best possible service to
our clients.
Professional Communications
Provide detailed reports (answer when, who, how, what and why)
Must be professionally written (grammar, spelling, sentence structure)
E-mails to outside professionals, supervisors and co-workers must be
professional (no shorthand or slang)
Text messaging is not an acceptable means of communication between
employees and their manager or client counselor
Follow the dress code policy
Employees are expected to dress appropriately for their job position
and duties. Athletic attire is acceptable for athletic activities and nonprovocative swimwear is acceptable for the beach and water activities.
Men wearing “speedos” is never acceptable.
Quality of Life Outcomes
aka
Residential Service Guidelines
Choice
Health and Well-Being
Integrated Lifestyle
Relationships
Power & Status
Satisfaction
Clients identify their needs, wants, likes and dislikes.
Clients make major life decisions.
Clients make decisions regarding everyday matters.
Clients have a major role in choosing the providers of their
services and supports.
Clients services and supports change as wants, needs and
preferences change.
Clients are safe.
Clients have the best possible health.
Clients know what to do in the event of threats to health, safety
and wellbeing.
Clients have access to needed health care.
Clients are part of the mainstream of community life and live,
work and play in integrated environments.
Clients lifestyles reflect their cultural preferences.
Clients are independent and productive.
Clients have stable living arrangements.
Clients are comfortable where they live.
Clients have friends and caring relationships.
Clients build community supports which may include family,
friends, service providers / professionals and other community
members.
Clients have the right to have intimate relationships.
Clients exercise rights and responsibilities.
Clients are free from abuse, neglect and exploitation.
Clients are treated with dignity and respect.
Clients receive appropriate generic services and supports.
Clients have the right to religious freedom, social interaction and
participation in community activities.
Clients have advocates and/or access to advocacy services.
Clients have the responsibility to respect others’ rights.
Clients plan goals for the future and to work towards them.
Clients are satisfied with the services and supports they receive.
Clients are satisfied with their quality of life.
Clients of Ambitions are empowered, as any other citizen, with
all rights and privileges guaranteed under the Constitution and
Laws of the United States and the State of California.
Staff must treat clients with dignity and consideration,
respecting the clients civil and human rights at all times.
Additionally, clients of Ambitions shall be afforded the rights as
specified on the Ambitions’ Client Rights Policy.
Individuals with disabilities
have the same rights as
everyone else.
Please take a 10 minute break now.
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Job Description
Notice of Risk
Confidentiality Statement
Employment Standards
Non-Discrimination Policy
Non-Solicitation / Non-Disclosure Policy
Outside Employment Policy
Dress Code Policy
Alcohol & Drug Policy
S m o k i n g & To b a c c o U s e P o l i c y
Cell Phone Policy
Harassment Policy
Employee Grievance Policy
Pe r s o n a l Ve h i c l e U s e Po l i c y
Medication Assistance Policy
Employee Rest & Meal Period Policy
Accurate Time Reporting Policy
Va cat i o n & S i c k L e ave Po l i c y
H I PA A P o l i c y
Minimum Requirements
Expectations
Other Duties as Requested
Leave the “It’s not my job” attitude at home
Everyone’s #1 priority is to ensure the clients are safe, healthy
and receive the best services and supports possible.
There is an element of risk when working with behaviorally
challenged, developmentally disabled adults.
Expect to address:
Physically aggressive behaviors (hitting, kicking, biting, spitting,
throwing items, etc.)
Verbal or physical harassment (sexually explicit remarks, inappropriate
sexual contact, cursing, insults, etc.)
Concealed items to be used as weapons (hammers, utensils,
screwdrivers, etc.)
Pregnant? Contact HR to discuss your options.
Employees may not disclose any information about any current
or former client or employee to any unauthorized persons or
entities without proper authorization.
Authorized persons include professionals, agencies and
employees who are directly involved in the provision of services
for the client.
Before releasing any confidential information, the client or client
representative must grant consent by signing a Release of
Information form.
Constant dependable attendance is essential.
Employees who do not call or show up to a scheduled shift are
considered a “No Call / No Show”.
If there is no response after Ambitions attempts to contact the
employee, this is considered a “voluntary termination of
employment due to job abandonment.”
Employees who do not follow the client’s service plan or meet
client needs may face disciplinary action or termination
depending on the severity of the offense.
Employees must have compatible personalities with the clients.
Due to cognitive needs of the clients, employees with incompatible
personalities may be dismissed.
Dismissal is not a reflection of work performance, compatibility is
simply a requirement of the job.
No personal shall be subjected to discrimination by this agency
or its contractors because of:
Gender, race, religion, marital status, color, age, creed
Sexual orientation, national origins, handicapping condition
Use of a trained dog guide or service animal
Communicable diseases and HIV/AIDS
Disabled veteran status
Vietnam era veteran status
And any other reasons prohibited by law
Company confidential and proprietary information may not be
disclosed without written authorization.
Employees will devote their full working time to the business of
Ambitions.
Employees may not solicit, take away or cause the loss of clients
or employees to Ambitions.
All materials (manuals, documents, forms, items, etc.) provided
to employees is the property of Ambitions and may not be
shared, copied, distributed, posted, etc.
Employees may have outside jobs, however all employees must
still meet Ambitions performance standards, including
attendance and dependability.
All employs will be judged by the same performance standards
and will be subject to Ambitions’ scheduling demands, regardless
of any existing outside work requirements.
Non-Exempt Employees (hourly)
May hold outside employment positions.
May not hold management or supervisory positions with Ambitions
competitors.
May not provide employment or other support services through or
with other service agencies to clients already being served by
Ambitions.
Exempt Employees (salaried or management)
May not hold outside employment with service providers who
compete directly with Ambitions
May not independently contract with similar service agencies to
provide support services
May not receive any income or material gain from individuals outside
Ambitions for materials produced or services rendered while
performing their jobs.
Conflict of Interest
When an employee is in a position to influence any decision that
may result in a personal gain for that employee or for a relative as a
result of Ambitions’ business dealings.
Relative: Any person who is related by blood or marriage, or whose
relationship is similar to that of persons who are related by blood
or marriage. This includes significant others.
Employees will maintain a professional appearance and dress in
a manner that is safe and conductive to the support provided to
our clients
Employees will be neatly groomed and free of body odor or
strong perfume or cologne.
Clothing: No sleepwear, visible undergarments, obscene
language or symbols, provocative pictures, scrubs, nursing
uniforms or medical attire.
Shirts: No see-through, low-cut, spaghetti straps or half shirts.
Shorts: Hemmed (may be above the knees but no more than
mid-thigh). No cut-offs, spandex, gym shorts, jogging shorts or
Speedos.
Pants: No coveralls, sweat pants, gym clothes or sports clothes
(unless participating in an activity that requires this clothing).
Stretch pants, tights or leggings may be worn with a shirt or
dress that extends to mid-thigh or lower.
Shoes: No hard-soled shoes, steel-toed boots, open toed shoes
or sandals, hard leather hiking shoes, house shoes or shoes
designed for beach or bath wear (flip flops).
Jewelry: Ambitions recommends employees refrain from wearing
any jewelry. May be worn if it’s minimal, safe and does not
interfere with work.
Prohibited items include: Necklaces (unless covered under shirt),
pocket watches on chains, no clothing chains (including wallets on
chains, purses with chains)
Facial piercings (lip rings, eyebrow rings) and dangling earrings or body
ornaments are not permitted.
Headwear: Not permitted to wear headwear while on duty inside
a home, office or building.
Weather-appropriate headwear is acceptable outdoors (baseball caps,
sun hats, etc.)
Body art, tattoos and body modifications
Cannot display slogans or images that are demeaning or feature
profanity or other messages that do not promote or enhance a safe,
productive and non-discriminatory workplace.
Ambitions applicants are tested for drug use prior to hire.
Employees are subject to random substance abuse testing at any
time.
Employees may be tested upon reasonable suspicion of alcohol
or drug use or impairment.
Employees injured on the job due to an accident (whether at
fault or not) will be drug tested.
Marijuana is a controlled substance, even with a prescription,
and its use violates Ambitions policy.
Smoking and tobacco use is prohibited throughout the
workplace, including facilities, client homes, agency vehicles,
agency offices and other work areas.
Use of tobacco products is permitted when participating in an
activity with a client, as long as it doesn’t take place in a
prohibited area.
Smoke breaks are considered rest periods, even if a taking a
smoke break with a client.
You are allowed two 10-minute and one 30-minute break per 8-hour shift.
You may use your cell phone during these times.
Employees should notify other employees on-shift that they are taking
their break to avoid the perception of using your phone on company time.
Cell phones may not be used at any other time and should be kept locked
in your vehicle or personal bag locked in the facility.
Cell phone “usage” is defined as voice calling, text messaging, e-mailing,
web browsing and game playing.
Taking pictures or videos of clients without their written consent and
authorization from the Program Supervisor is a direct violation of client
rights.
Harassment of clients or employees of any sort
will not be tolerated.
Words
Signs
Jokes
Pranks
Intimidation
Physical Contact
Violence
Sexual harassment may include any unwelcomed conduct that creates an intimidating
environment, prevents an individual from effectively performing the duties of their
position, or when such conduct is made a condition of employment or compensation,
either implicitly or explicitly.
Unwelcomed sexual advances
Suggestive or lewd remarks
Unwanted hugs, touches or kisses
Request for sexual favors
Derogatory or pornographic posters,
cartoons or drawings
E-mails or text messages containing
suggestive or lewd jokes or images.
Submit a detailed explanation of grievance and desired outcome
in writing, dated and signed to management.
Written report of investigation will be available to employee
within 30 days.
There shall be no retaliation, either formal or informal against
the employee who filed the grievance.
You must provide proof of automobile liability insurance and
keep it active while employed with Ambitions.
Must be named on the insurance as a covered driver.
Must have sufficient coverage for all work-related activities.
Must notify management of any driving violations or lapses in
insurance coverage.
Employees may only transport clients in their personal vehicle
with a valid driver’s license and current insurance.
You must be trained and certified before you can assist clients
with taking medication.
Accepted training courses:
DSP 1 Medication Assistance Training
DSP 2 Medication Assistance Training
Ambitions Medication Training
Re-certify every 2 years
DSP meal and rest periods are “on-duty” and paid time.
Non-DSP hourly employees receive unpaid meal breaks.
DSP’s must remain awake and on-premises during rest periods and meal
breaks and able to respond to the needs of the clients.
Rest periods are 10 minutes per every 4 hours of work.
An additional 10 minute rest period may be taken if an employee affirmatively
responds to a client’s needs during their rest period.
Meal breaks are 30 minutes when working 5 or more hours.
Employees may share in the same meal when it is served family-style with
the residents at no additional cost to the employee.
It is the employee’s responsibility to take his/her rest and meal periods
and to confirm they have taken them on their timesheet.
You are required to accurately report all time worked.
You must record starting and ending times of shifts and meal periods for
each date worked.
You must punch-in and punch-out no more than 5 minutes prior to or
after your shift (for locations with time clocks).
You must submit completed timesheets on the 1st (for 16th through endof-month) and on the 16th (for the 1st through 15th period).
Time sheets must be signed.
Federal and State taxes along with voluntary contributions will be withheld
from paychecks.
You may view your paystub online at https://my.ambitions.org.
Vacation accrual begins after 1st year anniversary
Vacation is accrued at a rate of .04 hours for each hour worked,
up to an annual limit of 80 hours (up to 5th year of employment).
After 5 years, accrual limit is 120 hours annually
After 10 years, accrual limit is 160 hours annually.
You must request vacation use 30 days in advance.
Not all requests for time off may be approved.
No paid sick leave.
Time off without prior approval may result in disciplinary action.
Client records are stored in a locked location.
Client information is used only as necessary for the provision of
services.
Staff access to client information is on a need-to-know basis.
E-mails outside the agency must not include client confidential or
identifying information.
Documents should be saved as PDF and encrypted before emailing.
Workplace Safety
C01. Uniform Emergency Response Procedures
C02. OSHA Safety Data Sheets
C03. Hepatitis B Vaccination Policy
C04. Hepatitis B Consent / Waiver
HIV/AIDS Training
Universal Precautions Training
Hepatitis B Training
Video & Test
Emergency Situations
Must maintain client supervision until properly relieved from
another Ambitions staff.
Medical Emergencies
Response to Fire
Natural Disasters
Community Emergencies
Community Protection Emergencies
Missing Clients
Unmanageable Client Behavior
Clients Involved with Law Enforcement
Always
Assess the situation
Ensure clients’ and housemates’ safety
Call 911 if necessary
Contact your supervisor (or on-call)
Complete an Ambitions Event Report
Medical Emergencies
Assess the situation
First Aid/CPR, if necessary
Call 911
Call supervisor or on-call for backup to accompany client to hospital
Bring client information and medical information to doctor / hospital
Write an Event Report
Response to Fire
R.A.C.E.
Respond • Alert • Contain • Evacuate then Extinguish
Fire!
Assure client safety and evacuate the area
Call 911
Evacuate all client and agency records if possible
Attempt to contain or extinguish the fire, if safe to do so
Contact your supervisor or on-call
Transport clients to nearest Ambitions home
Natural Disasters & Community Protection Emergencies
Remain calm
Assure client safety
Listen to emergency broadcasts in your area
Contact your supervisor or on-call
Evacuate the home if necessary
Temporary locations include shelters, restaurants, hotels, community centers,
public activity locations, Ambitions office, other Ambitions homes
Evacuate client and staff records if possible
Contact your supervisor or on-call
Notify supervisor of temporary location and condition of everyone
Missing Clients
Clients with legal/criminal issues, contact law enforcement if stated in
the support plan
Contact Case Manager
Search the area for 5-10 minutes
Contact your supervisor / on-call
Complete an Event Report
If AWOL behavior is typical of client, follow procedures specified
in client’s Behavior Support Plan or IPP.
Unmanageable Client Behavior
Assure and maintain safety
2 ways to approach behaviors
Preventative Measures
Emergency Response Measures
Preventative Measures:
Create a Supportive Environment.
Engage in Personal Skill Building.
Engage in Positive Employee/Individual Interaction.
Emergency Intervention Strategies (Restrictive Procedures)
May only be used if behavior meets Emergency Criteria:
If the behavior continues without intervention, it will cause harm or
injury to the client, employees or others, or will result in significant
property damage.
Permitted Intervention Strategies
Prohibited Intervention Strategies
Physically block an attack or behavior
Aversive stimulation
Place self between individual and object
Unpleasant stimulus
Physically escorting an individual to a safe
area to remove from dangerous situation
Physical restraint
Ambitions approved 2-person transport hold
Must be trained (CPI) prior to use
Electric shock
Corporal punishment
Spanking, slapping, etc.
Locking or holding a door closed where
exits are blocked
Prone restraints
Mechanical or physical restraint that bears
weight on an individual
Employees should be familiar with common household products
that may be hazardous.
All potentially hazardous products (cleaning supplies, laundry
supplies, paint, gasoline, etc.) must be securely locked in
cabinets or closets and inaccessible to clients.
Understand product labeling.
Understand how to treat exposure or ingestion.
Use products only as intended by the manufacturer.
Video & Test
Video & Test
You are a Mandated Reporter
Your Legal Duty (video)
Recognizing Abuse
Abuse Reporting Procedure
Requirement to Report Abuse ( SOC 341A)
Report of Suspected Abuse ( SOC 341)
We Are All Mandated Reporters!
If you see it, hear about it or reasonably suspect abuse, you are legally
required to report it.
You are legally protected from prosecution for reporting suspected
abuse.
Immediate protection of the client is your first duty.
You must report observed or suspected abuse to your supervisor.
Reporting the abuse to your supervisor does not relieve you of
responsibility for reporting the abuse to the appropriate
authority.
Start the video now
Abandonment
Abduction
Financial Abuse
Restricting goods and services necessary to avoid physical harm
or mental suffering
Isolation
Mental Suffering
Neglect
Physical Abuse
Self-Neglect
Abandonment
The desertion or willful forsaking of an elder or dependent adult by
anyone having care or custody of that person under circumstances in
which a reasonable person would continue to provide care or custody.
Abduction
The removal from California, and/or the restraint from returning to
California, of any elder/dependent adult who does not have the
capacity to consent to such removal or restraint, as well as the removal
or restraint of any conservatee without the consent of the conservator
or the court.
Financial Abuse
Occurs when a person or entity does any of the following: (1) takes,
secretes, appropriates, or retains real or personal property of an elder
or dependent adult to a wrongful use or with intent to defraud, or
both; or (2) assists in any of these acts.
Isolation
Preventing the elder or dependent adult from receiving his/her mail or
telephone calls.
Telling a caller or visitor that the elder or dependent adult does not
wish to see/speak to the person, when this is contrary to the elder or
dependent adult's wishes, regardless of whether he/she is mentally
competent.
False Imprisonment: The unlawful violation of the personal liberty of
another.
Physical restraint of the elder or dependent adult to prevent contact
with family, friends, or concerned persons.
Mental Suffering
Fear, agitation, confusion, severe depression, or other forms of serious
emotional distress that is brought about by threats, harassment, or
other forms of intimidating behavior.
Neglect
The negligent failure of any person having care or custody of an elder
or dependent adult to exercise that degree of care that a reasonable
person in a like position would exercise, including, but not limited to:
Failure to assist is personal hygiene or in the provision of food,
clothing, or shelter.
Failure to provide medical care for physical and mental health needs.
Failure to protect from health and safety hazards.
Failure to prevent malnutrition or dehydration.
Physical Abuse
Assault, battery, assault with a deadly weapon or with force likely to
produce great bodily injury.
Unreasonable physical constraint, prolonged or continual deprivation
of food or water.
Sexual assault or battery or rape (including spousal rape, incest,
sodomy, oral copulation, or penetration by a foreign object).
Physical abuse also includes the use of physical or chemical restraint or
psychotropic medication either for punishment or for a period or
purpose beyond which the restraint or medication was ordered by the
attending, licensed physician.
Self-Neglect
Failure of the elder or dependent adult to exercise a reasonable degree
of care in providing for his/her own needs in such areas as personal
hygiene, food, clothing, shelter, medical and mental health care, or
avoiding health and safety hazards, malnutrition or dehydration, when
that failure is due to ignorance, illiteracy, incompetence, mental
limitation, substance abuse or poor health.
Withholding Necessary Goods or Services
The provision of medical care for physical and mental health needs
Assistance in personal hygiene
Adequate clothing
Adequately heated and ventilated shelter
Protection from health and safety hazards
Protection from malnutrition, under circumstances where the results
include, but are not limited to, malnutrition and deprivation of
necessities or physical punishment
Transportation and assistance necessary to secure the above goods
and services
Read and sign SOC 341A
Read and sign Ambitions Abuse Reporting Policy
Review SOC 341 Abuse Reporting Form
Copies are available in the facilities and office
Keep this form for yourself
D01. On-Site Training (Shadow Shift)
D02. Review & Receipt of Employee Handbook
Benefit Enrollment Information
Program Design, Title 17 & Title 22