Infection Prevention and Control Clause Samples
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Infection Prevention and Control. An effective, integrated organisation-wide Infection Prevention and Control Program is dependent upon the support, recognition, motivation, commitment and integrity of every staff member. All staff members have a responsibility to maintain infection prevention and control knowledge levels commensurate with the requirements of the position, and to adhere to the organisation's Infection Prevention and Control policies and procedures at all times. SGH is committed to education. All staff have a responsibility to undertake their own professional development and actively participate in the learning and development of others. This may involve colleagues, health professionals from other disciplines or students. Inter-professional education is strongly encouraged and supported and is integral to a small rural hospital The health and wellbeing of employees is a priority for SGH and the importance of an environment that promotes and nurtures the physical, mental, emotional and social wellbeing of all individuals is recognised in this workplace. Staff are expected to: • partake in the promotion of the health and wellbeing of employees • contribute to an inclusive and health promoting environment • promote our values of trust, excellence, accountability, adaptability and mutual respect • promote an organisational culture of positive mental health and wellbeing through supportive leadership, employee participation and shared decision making SGH is committed to providing employment, health care and all related business based on the principles of access, equity and respect. SGH acknowledge the Traditional Custodians of the land on which we work and pay our respect to their Elders past, present and emerging. Staff are expected to provide excellence in care and a safe, welcoming and inclusive health service by: • extending respect to Aboriginal and ▇▇▇▇▇▇ ▇▇▇▇▇▇ Islander people at all times, • engaging respectfully with all cultures and • respecting and appreciating what makes each individual different, in terms of age, gender, ethnicity, religion, disability, sexual orientation, education and national origin. Family Violence is a health issue and SGH provide support to any staff member experiencing family violence. All public hospitals are legislated to screen, identify and respond to family violence. The Multi Agency Risk Assessment Management (MARAM) framework is a whole organisation, multi-level approach to family violence. At SGH, we are committed to align our organis...
Infection Prevention and Control. (IPC) Reporting
1. The Service Provider shall develop a process for managing concerns that:
(a) Recognizes that all Albertans are entitled to express concerns regarding their health care experience;
(b) Is consistent with, and adheres to relevant legislation including the Patient Concerns Resolution Process Regulation (124/2006) (Alberta), together with all other federal and provincial laws, regulations, orders , standards and directives in force and applicable to patient concerns under this Agreement; and
(c) Aligns with the Alberta Health Services Patient Concerns Resolution Process.
2. The resolution of concerns/complaints should occur as close to the point of service as possible and involve the appropriate people within its organization, regardless of where the feedback is received.
3. The Service Provider shall:
(a) Develop a process to address concerns which defines the following:
(i) How complainants may express a concern within the organization; and
(ii) How concerns will be reviewed, addressed and responded to.
(b) Develop public messaging which describes how to bring forward a concern and includes references to the Patient Concerns Officer (PCO).
(c) Collaborate with the PCO to:
(i) address concerns involving both the Service Provider and AHS to ensure a seamless process for the complainant;
(ii) address concerns brought directly to the PCO; and
(iii) address recommendations for improvement of concerns management as identified through reviewing a concern. Ambulatory Care Classification System and Billing Information Reporting Requirements are appended here as Appendix 1
Infection Prevention and Control. (a) The Employer and the Association desire to arrest the spread of infectious diseases in the home. The Employer will use its best efforts to make all affected direct care employees aware of residents who have serious infectious diseases. The nature of the disease need not be disclosed. Employees will be made aware of special procedures required for them to deal with these circumstances.
(b) To achieve this objective, the Joint Occupational Health and Safety committee may review and offer input into infection control programmes and protocols including surveillance, out break control, isolation, precautions, worker education and personal protective equipment.
(c) The parties agree that all employees are aware of the requirement to practice universal precautions.
(d) The Employer will provide training and ongoing education in communicable disease recognition, use of personal protective equipment and disposal of hazardous waste.
(e) Where the Employer identifies high-risk areas within the workplace, where employees are exposed to infectious or communicable diseases for which there are available protective medications, such medications shall be provided at no cost to the employee.
Infection Prevention and Control. (IPC) Reporting
1. The Service Provider shall develop a process for managing concerns that:
(a) Recognizes that all Albertans are entitled to express concerns regarding their health care experience;
(b) Is consistent with, and adheres to relevant legislation including the Patient Concerns Resolution Process Regulation (124/2006) (Alberta), together with all other federal and provincial laws, regulations, orders , standards and directives in force and applicable to patient concerns under this Agreement; and
(c) Aligns with the Alberta Health Services Patient Concerns Resolution Process.
2. The resolution of concerns/complaints should occur as close to the point of service as possible and involve the appropriate people within its organization, regardless of where the feedback is received.
3. The Service Provider shall:
(a) Develop a process to address concerns which defines the following:
(i) How complainants may express a concern within the organization; and
(ii) How concerns will be reviewed, addressed and responded to.
(b) Develop public messaging which describes how to bring forward a concern and includes references to the Patient Concerns Officer (PCO).
(c) Collaborate with the PCO to:
Infection Prevention and Control. An effective, integrated organisation-wide Infection Prevention and Control Program is dependent upon the support, recognition, motivation, commitment and integrity of every staff member. All staff members have a responsibility to maintain infection prevention and control knowledge levels commensurate with the requirements of the position and to adhere to the organisation's Infection Prevention and Control policies and procedures at all times. SGH is committed to education. All staff have a responsibility to undertake their own professional development and actively participate in the learning and development of others. This may involve colleagues, health professionals from other disciplines or students. Inter-professional education is strongly encouraged and supported and is integral to a small rural hospital. Health and Wellbeing The health and wellbeing of employees is a priority for South Gippsland Hospital and the importance of an environment that promotes and nurtures the physical, mental, emotional and social wellbeing of all individuals is recognised in this workplace. Staff are expected to: partake in the promotion of the health and wellbeing of employees contribute to an inclusive and health promoting environment promote our values of trust, excellence, accountability, adaptability and mutual respect promote an organisational culture of positive mental health and wellbeing through supportive leadership, employee participation and shared decision making Diversity Statement South Gippsland Hospital is committed to providing employment, health care and all related business based on the principles of access, equity and respect. South Gippsland Hospital acknowledges the Traditional Owners of the land on which we work and pays respect to Elders past, present and emerging. Staff are expected to provide excellence in care and a safe, welcoming and inclusive health service by: extending respect to Aboriginal and ▇▇▇▇▇▇ ▇▇▇▇▇▇ Islander people at all times, engaging respectfully with all cultures and respecting and appreciating what makes each individual different, in terms of age, gender, ethnicity, religion, disability, sexual orientation, education and national origin.
Infection Prevention and Control. An effective, integrated organisation-wide Infection Prevention and Control Program is dependent upon the support, recognition, motivation, commitment and integrity of every staff member.
Infection Prevention and Control. 42.1. The Employer considers that good infection control practices are in place and if the Employee abides by them, they will not be infected.
42.2. The Employee shall be entitled to leave with pay where:
a. the Employer is satisfied that the Employee has contracted gastroenteritis through a contact in the workplace; and
b. the Employee has provided reasonable evidence that they were unfit to work their rostered shift/s due to the contraction of gastroenteritis.
42.3. Approval of leave with pay will be at the sole discretion of the Employer and will be paid at the Employee’s ordinary rate of pay for ordinary hours of work.
Infection Prevention and Control. An effective, integrated organisation-wide Infection Prevention and Control Program is dependent upon the support, recognition, motivation, commitment and integrity of every staff member. SGH is committed to education. All staff have a responsibility to undertake their own professional development and actively participate in the learning and development of others. This may involve colleagues, health professionals from other disciplines or students. Inter-professional education is strongly encouraged and supported and is integral to a small rural hospital The health and wellbeing of employees is a priority for South Gippsland Hospital and the importance of an environment that promotes and nurtures the physical, mental, emotional and social wellbeing of all individuals is recognised in this workplace. Staff are expected to: • partake in the promotion of the health and wellbeing of employees • contribute to an inclusive and health promoting environment • promote our values of trust, excellence, accountability, adaptability and mutual respect • promote an organisational culture of positive mental health and wellbeing through supportive leadership, employee participation and shared decision making South Gippsland Hospital is committed to providing employment, health care and all related business based on the principles of access, equity and respect. South Gippsland Hospital acknowledges the Traditional Owners of the land on which we work and pays respect to Elders past, present and emerging. Staff are expected to provide excellence in care and a safe, welcoming and inclusive health service by: • extending respect to Aboriginal and ▇▇▇▇▇▇ ▇▇▇▇▇▇ Islander people at all times, • engaging respectfully with all cultures and • respecting and appreciating what makes each individual different, in terms of age, gender, ethnicity, religion, disability, sexual orientation, education and national origin.
Infection Prevention and Control. The prevention and management of acquired infection is a key priority for the Trust. Any breach of infection control policies is a serious matter which may result in disciplinary action. As an employee of the Trust you have a responsibility to: ensure that your work methods are compliant with the Trust’s agreed policies and procedures and do not endanger other people or yourself; and be aware of infection prevention and control policies, practices and guidelines appropriate for your duties and you must follow these at all times to maintain a safe environment for patients, visitors and staff; and maintain an up to date knowledge of infection prevention and control, policies, practices and procedures through attendance at annual mandatory updates and ongoing continuing professional development; and challenge poor infection prevention and control practices of others and to report any breaches, using appropriate Trust mechanisms (e.g. incident reporting policy).
Infection Prevention and Control. Clinical Care Coordinators who are undertaking an approved Foundations of Infection Prevention and Control course or are qualified and appointed as having Infection Prevention and Control Champion or Lead duties shall be paid entitled to the minimum rates for “Clinical Care Coordinators (IPC)” set out in Schedule B—Minimum Wages and Allowances.
B.1 Minimum Wage Rates B.2 Allowances Allowance Description Clause Per On Commencement FFPP 1/07/2024 FFPP 1/07/2025 Schedule C—Supported Wage System
C.1 This schedule defines the conditions which will apply to employees who because of the effects of a disability are eligible for a supported wage under the terms of this Agreement.
C.2 In this schedule: approved assessor means a person accredited by the management unit established by the Commonwealth under the supported wage system to perform assessments of an individual’s productive capacity within the supported wage system assessment instrument means the tool provided for under the supported wage system that records the assessment of the productive capacity of the person to be employed under the supported wage system relevant minimum wage means the minimum wage prescribed in this Agreement for the class of work for which an employee is engaged SWS wage assessment agreement means the document in the form required by the Department of Social Services that records the employee’s productive capacity and agreed wage rate