HERITAGE HOME CARE

[Audio] Heritage Home Care Orientation Curriculum Heritage home care Orientation.

[Audio] Orientation Topics Who We Are Our Mission Patient Policies Patient Rights Advance Directives Hiv Confidentiality Hipaa Elder Abuse Child Abuse Sexual Harassment Duties And Responsiblities – Rn Job Description – Hha And Pca Duties And Responsiblities – Hha And Pca Compliance Plan Emergency Preparedness Fire Safety Oxygen Safety Infection Control/osha Palliative Care Hospice Care Employment Policies Fraud Waste And Abuse Electronic Visit Verification Things To Report Patient Satisfaction Orientation Topics: Who We Are Our Mission Patient Policies Patient Rights Advance Directives Hiv Confidentiality Hipaa Elder Abuse Child Abuse Sexual Harassment Duties And Responsiblities – Rn Job Description – Hha And Pca Duties And Responsiblities – Hha And Pca Compliance Plan Emergency Preparedness Fire Safety Oxygen Safety Infection Control/osha Palliative Care Hospice Care Employment Policies Fraud Waste And Abuse Electronic Visit Verification Things To Report Patient Satisfaction.

[Audio] Orientation Class Structure Teaching Methodologies: Lecture Video Question and answer Hands on demonstrations group discussions. EVALUATION methodologies: Written exam class participation return demonstration..

WHO WE ARE. Heritage Homecare Services is an agency that is licensed by the State of New York Department of Health to provide care to patients in Bronx, Brooklyn, Manhattan, Queens and Staten Island..

OUR MISSION. Our mission is to improve Home Health Care accessibility for all community residents and promote cultural diversity. Guaranteed patient satisfaction and aimed to get caring, responsible and active individuals enthusiastic about serving their communities, patients and their families..

[Audio] Patient Care Policies. [image] Meridian Patient Care Meridian Patient Care.

[Audio] Patient Rights Be given a statement of services available by the agency and related charges. Be advised before care is started of the extent of which payment is covered by third party payors and/or by the patient. Be informed of the services the agency is to provide when and who will be provide the services and the names and functions of those who are providing service. Participate in the planning of his or her care and be advised in advance of any changes in the plan of care. Refuse care and treatment after being fully informed of and understanding the consequences of such actions..

[Audio] Patient Rights Cont’d Be informed of the procedures for submitting patient complaints; Voice complaints and recommend changes in policies and services to agency staff the New York State Department of Health or any outside representative of the patient's choice without interference coercion discrimination or reprisal. Submit patient complaints about the care and services provided or not provided and complaints concerning lack of respect for property by anyone furnishing service on behalf of the agency to be informed of the procedure for filing such complaints and to have the agency investigate such complaints..

[Audio] Patient Rights Cont’d Be treated with consideration respect and full recognition of his/her dignity and consideration. Privacy including confidential treatment of patient records. To refuse consent of task to be performed by a Home Health Aide..

[Audio] Advance Directives An advance directive is a legal document that states a person's wishes for medical care if they are unable to communicate them due to a serious illness or injury. Health Care Proxy is a health care agent you appoint— someone you trust to make health care decisions for you if you are unable to make decisions for yourself. Living Will allows you to leave written instructions that explain your health care wishes especially about end-of-life care. A DNR Order is a written order by the doctor that instructs medical professionals not to perform cardiopulmonary resuscitation (C-P-R--) to restart your heart or lungs when your heartbeat or breathing stops..

[Audio] H-I-V Confidentiality NYS Public Health Law (Article 27) protects the confidentiality and privacy of persons that have been tested for H-I-V been exposed to H-I-V HIV Infection or HIV/AIDS related illness or been treated for HIV/AIDS related illness Applies to individuals and facilities that directly provide health or social services Requires that with few exceptions information about a person’s H-I-V status can only be disclosed (shared with others) if the person signs an H-I-V release form or if the form is signed by the person’s legally appointed guardian or healthcare proxy Requires that any individual or facility whose work is covered by Article 27-F and who receives HIV-related information must keep that information confidential as required by the law Agency staff who violate the nondiscrimination requirements of these regulations are subject to disciplinary action up to and including termination. Clients or staff of such providers who believe they are being mistreated or discriminated against for this reason may therefore notify the agency’s administrators so that appropriate disciplinary action may be taken. When a disclosure results in discrimination the person may also file complaints with N-Y-C Human Rights Commission or other state authorities depending on the impact of the discrimination or initiate a lawsuit.

[Audio] Health Information Portability and Accountability Act (H-I-P-A-A) Refers to protection of patient’s privacy and confidentiality. H-I-P-A-A includes the Privacy Rule and the Security Rule. The Privacy Rule covers all "individually identifiable health information" held or transmitted by a covered entity or its business associate in any form or media whether electronic paper or oral. Also known as P-H-I (Protected Health Information)). Examples of P-H-I include: patient’s name address telephone number date of birth social security number and demographic data pertaining to medical condition treatment or payment et cetera The Security Rule protects a subset of information covered by the Privacy Rule which is all individually identifiable health information a “covered entity” creates receives maintains or transmits in electronic form. This information is "electronic protected health information" (e-PHI). H-I-P-A-A compliance is governed by the Office of Civil Rights and violations may result in fines and even potential jail time for repeat offenders.

[Audio] Goals of HIPAA Make health insurance more portable — so workers and their families can more easily keep their health insurance coverage when they change jobs. Reduce healthcare fraud and abuse — which normally wastes nearly one third of every healthcare dollar. lmprove efficiency and effectiveness — of payments and other transactions in healthcare. Protect the privacy and security of medical records — so our confidential data is safe. Build statistical data for analysis — so authorities and scientists better understand diseases and how they spread..

[Audio] Hipaa Disclosures of P-H-I are a daily fact of life for most of us in healthcare. We must be extra careful with what we disclose and to whom we disclose it. H-I-P-A-A puts specific requirements and precautions in place to deal with disclosures. Before releasing P-H-I HIPAA requires us to get proof of identity (such as a driver’s license or other photo I D ) in most cases. Disclosures to Physicians and Caregivers Disclosures to Patient’s Family and Friends Disclosures for Law Enforcement Purposes — such as apprehending a criminal or fugitive. Disclosures Required by Law — such as disease registries. Disclosures for Workers Compensation — when these are necessary. Disclosures in Emergency Situations — such as natural disasters fires civil unrest et cetera Other Miscellaneous Disclosures — for national security or H-I-P-A-A enforcement..

[Audio] Ten Points of H-I-P-A-A Compliance Protect P-H-I at all costs — your job and reputation depend upon it. Access use or provide only the minimum necessary P-H-I to accomplish the task. Cover turn over or lock up P-H-I that is not immediately in use. Report accidental or willful disclosures of P-H-I to your H-I-P-A-A Privacy Officer or Supervisor. Do not discuss P-H-I outside of the work environment under any circumstances. In emergencies put patient care ahead of all else — even HIPAA. Always dispose of P-H-I according to agency Policies and Procedures. When you must discuss P-H-I lower your voice or move to a private area. Protect P-H-I on computers cellphones fax machines and other devices. If in doubt about what to do ask your supervisor or H-I-P-A-A Privacy Officer.

[Audio] HIPAA Do's You are allowed to discuss the patient with: Doctor Nurse Coordinator Pharmacist Police and ambulance personnel Emergency contact.

[Audio] HIPAA Do not's You are not allowed to: Share the patient's information such as: Patient's address Telephone number Have a friend or relative drop off patient information such as a time sheet or a patient report in an unsecured way Don’t have your family members call or visit your patient Do not discuss your patient with personnel in the company not related to the patient’s care for example HR or payroll family members unless the patient or their authorized representative gives you permission friends and relatives.

[Audio] Elder Abuse policy: Licensed professionals who become aware of victims of alleged/or suspected abuse or neglect are to follow the agency's policy for identifying and reporting in accordance with laws rules and regulations..

[Audio] Elder Abuse Normal bruising areas: Elbows Knees Shin. Suspicious Bruising Areas: Back of thighs Back of Calves Buttocks Back.

[Audio] Elder Abuse General Information: Physical Indicators: Bruises welts burns fractures dislocations lacerations and abrasions. These injuries may occur accidentally; however their location pattern and frequency of occurrence may serve as clues to possible abuse. EMOTIONAL INDICATORS include withdrawal fear of physical contact anti-social behaviors display of self stimulating behaviors slow social development or unusual sophistication (especially in children). neglect—the failure by those responsible to provide food shelter health care or protection for a vulnerable elder population..

[Audio] Elder Abuse Exploitation—the illegal taking misuse or concealment of funds property or assets of a senior for someone else's benefit. Emotional Abuse—inflicting mental pain anguish or distress on an elder person through verbal or nonverbal acts for example humiliating intimidating or threatening. Abandonment—desertion of a vulnerable elder by anyone who has assumed the responsibility for care or custody of that person. Self-neglect—characterized as the failure of a person to perform essential self-care tasks and that such failure threatens his/her own health or safety..

[Audio] Elder Abuse Warning signs of elder abuse: While one sign does not necessarily indicate abuse some tell-tale signs that there could be a problem are: Bruises pressure marks broken bones abrasions and burns may be an indication of physical abuse neglect or mistreatment. Unexplained withdrawal from normal activities a sudden change in alertness and unusual depression may be indicators of emotional abuse. Bruises around the breasts or genital area can occur from sexual abuse. Sudden changes in financial situations may be the result of exploitation..

[Audio] Warning Signs of Elder Abuse Most importantly be alert. The suffering is often in silence. If you notice changes in a senior’s personality or behavior you should start to question what is going on. Remember it is not your role to verify that abuse is occurring only to alert others of your suspicions. Please notify the agency asap. Bedsores unattended medical needs poor hygiene and unusual weight loss are indicators of possible neglect. Behavior such as belittling threats and other uses of power and control by spouses are indicators of verbal or emotional abuse. Strained or tense relationships frequent arguments between the caregiver and elderly person are also signs..

[Audio] Who Do I Call If I Suspect Abuse? What If I Suspect Abuse Neglect or Exploitation? Elder Abuse If the danger is not immediate but you suspect that abuse has occurred or is occurring please notify your supervisors. If someone is in immediate danger call 911 or the local police for immediate help then notify your supervisor. To report elder abuse contact the Adult Protective Services (A-P-S--) agency in the state where the elder resides. You can find the A-P-S reporting number for each state by calling 1 800-677-1116..

[Audio] Elder Abuse Who Responds to Reports of Elder Abuse Neglect or Exploitation? Although Adult Protective Services is generally the “first responder” to reports of elder abuse neglect or exploitation many other agencies and nonprofit organizations work actively to protect vulnerable elders. Adult Protective Services A-P-S is the principal public agency responsible both for investigating reported cases of elder and vulnerable adult abuse and for providing victims with treatment and protective services. Usually the Adult Protective Services Unit Area Agency on Aging or County Department of Social Services is designated as the agency to receive and investigate allegations of elder abuse and neglect. If the investigators find abuse or neglect they arrange for services to help protect the victim..

[Audio] If the agency decides the situation possibly violates state elder abuse laws it assigns a caseworker to conduct an investigation (in cases of an emergency usually within 24 hours). If the victim needs crisis intervention services are available. APS agencies provide social services to ensure the safety and well-being of elders and adults with disabilities who are in danger of being mistreated or neglected are unable to take care of themselves or protect themselves from harm and have no one to assist them. If elder abuse is not substantiated most A-P-S agencies will work as necessary with other community agencies to obtain any social and health services that the older person needs. Elder Abuse.

[Audio] Child Abuse Child abuse the act or failure to act by any parent or caretaker that results in the death serious physical or emotional harm sexual abuse or exploitation of a child under the age of 18. Child physical abuse occurs when a parent or caretaker inflicts or allows someone to inflict serious physical injury other than by accidental means. Examples include shaking beating biting kicking punching and burning. It is also considered abuse if a parent creates a condition or allows the condition to be created that leads to a child becoming the victim of serious physical injury. Child sexual abuse includes any contact exposing a child to sexual activity or commercial sexual exploitation such as prostitution of a minor or production of pornographic materials involving a minor. Child Neglect the failure of a parent or caretaker to provide needed food clothing shelter medical care or supervision to the degree that the child’s health safety and well-being are threatened with harm. It includes physical emotional or educational. Who are abusers? They include parents siblings caretakers teachers relatives neighbors coaches friends and even strangers..

[Audio] Reporting Child Abuse Professionals are mandated reporters legally responsible to report suspected child abuse. Anybody who suspects abuse should report it. When reporting child abuse you are legally protected You do not need proof to report abuse suspected proof is sufficient reason to make a report to authorities waiting for proof may mean further risk for the child. Let trained professionals investigate and prove child sexual abuse. If you report child abuse it is unlikely that the child will be removed from their home immediately. You do not have to give your name when reporting the abuse the child abuser cannot find out who reported them. C-H-I-L-D abuse HOTLINE 1800 342-3720. If a child is in immediate danger call 911..

[Audio] Sexual Harassment Sexual Harassment is unwanted sexual attention of a persistent or offensive nature made by a person who knows or reasonably should know that such attention is unwanted. Sexual harassment includes sexually oriented conduct that is sufficiently pervasive or severe to unreasonably interfere with an employee’s job performance or create intimidating hostile or offensive working environment. It includes: Offering benefits for sexual favors. Un-wanted sexual advances. Threats or retaliation to “NO”. Visual Conduct suggestive gestures. Verbal conduct derogatory comments. Physical conduct body positioning or touching..

[Audio] Sexual Harassment Types of Sexual Harassment: There are two types of sexual harassment “quid pro quo” and hostile environment. Quid pro quo (meaning “this for that”)occurs when it is stated or implied that an employment decision depends upon whether the employee submits to conduct of a sexual nature. Quid pro quo also occurs when it is stated or implied that an individual must submit to conduct of a sexual nature in order to participate in a program or activity. For example if an employee is made to believe that a promotion is likely if the employee goes on a date with the supervisor the employee is possibly being subjected to “quid pro quo” sexual harassment..

[Audio] Sexual Harassment Hostile environment: Occurs when unwelcomed conduct of a sexual nature creates an intimidating threatening or abusive working or learning environment. It could be so severe persistent or pervasive that it affects a person’s ability to participate in or benefit from a program or activity. Sexual harassment is a form of discrimination and is unlawful under federal state and (where applicable) local law. The harasser can be a peer a patient or family member volunteer or vendor..

[Audio] Sexual Harassment Sometimes the harasser is harassing a person who has power over them. For example a supervisee can sexually harass a supervisor or a student can sexually harass a faculty member. A sexually harassing hostile work environment consists of words signs jokes pranks intimidation or physical violence that are of a sexual nature. Sexual harassment also consists of any unwanted verbal or physical advances sexually explicit derogatory statements or sexually discriminatory remarks made by someone that are offensive or objectionable to the recipient that cause the recipient discomfort or humiliation or interferes with the recipient’s job performance..

[Audio] Sexual Harassment The agency is committed to maintaining a workplace free from sexual harassment. It is a form of misconduct that will Not be tolerated. Sexual harassment is unlawful and subjects the company to liability. If you are encountering sexual harassment you can enforce this right by filing a complaint internally with the company with an administrative agency or in a federal state or local court (if applicable). All employees or other individuals covered under this policy who engage in sexual harassment will be subject to disciplinary action up to and including termination..

[Audio] Policy Application. This policy applies to all employees applicants for employment interns (paid or unpaid) and “non-employees ” regardless of immigration status. A non-employee is someone who is (or is employed by) a contractor subcontractor vendor consultant or anyone providing services pursuant to a contract with the company. Protected non-employees include persons commonly referred to as independent contractors “gig” workers and temporary workers. Also included are persons providing equipment repair cleaning services or any other services pursuant to a contract with the employer. Sexual Harassment.

[Audio] Sexual Harassment Retaliation is Prohibited. The company will Not take an adverse employment action against any person covered by this policy. Or anyone who provides information about an incident of sexual harassment or assists in an investigation of a sexual harassment complaint. Retaliation: Unlawful retaliation can be any action that could discourage a worker…. ….from coming forward to make or support a sexual harassment claim. Adverse action need not be job-related or occur in the workplace to constitute unlawful retaliation (for example threats of physical violence outside of work hours). Westchester Family Care prohibits retaliation against any employee who engages in “protected activity”. This occurs when an employee has…….

[Audio] Sexual Harassment Filed a formal complaint of sexual harassment either internally with the company or externally with an administrative agency or a court of law. Testified or assisted in an administrative or court proceeding involving sexual harassment. Opposed sexual harassment by making a verbal or informal complaint to management or by informing a supervisor or manager of harassment; Complained that another employee has been sexually harassed; or Encouraged a fellow employee to report harassment. The company anti-retaliation provision is not intended to protect persons making intentionally false charges of sexual harassment..

[Audio] Sexual Harassment Supervisory Responsibilities: Supervisors/managers who receive a sexual harassment complaint or who observe sexual harassment are required to report that complaint to the HR manager or the Director of Patient Services. Supervisors and managers who knowingly allow sexual harassment to occur and fail to report the sexual harassment will be subject to disciplinary action up to and including termination. Supervisors and managers will also be subject to discipline for engaging in retaliation against anyone who reports sexual harassment..

[Audio] Sexual Harassment Upon receipt of complaint HR will conduct an immediate review of the allegations and take any interim actions (such as instructing the respondent to refrain from communications with the complainant) as appropriate. If the complaint is verbal you will be encouraged to complete the Complaint Form in writing. If you refuse the company may prepare a Complaint Form based on the verbal reporting. If documents emails or phone records are relevant to the investigation the company will take steps to obtain and preserve them..

[Audio] Sexual Harassment The agency will conduct interviews and a list of names of those interviewed along with a detailed summary of their statements; A timeline of events; A summary of prior relevant incidents reported or unreported; The basis for the decision and final resolution of the complaint together with any corrective action(s)..

[Audio] Sexual Harassment HR department will keep the documents in a secure and confidential location. HR will promptly notify both the individual(s) who reported and the individual(s) about whom the complaint was made of the final determination. HR will inform the individual who reported of the right to file a complaint or charge externally as outlined in the next section..

[Audio] Sexual Harassment Equal Employment Opportunity Commission (E-E-O-C-). The E-E-O-C enforces federal antidiscrimination laws. Complaints can be filed with the E-E-O-C within 3 years of the harassment. There is no cost to file a complaint with the EEOC. E-E-O-C will investigate the complaint and determine whether there is reasonable cause to believe that discrimination has occurred and will issue a “right to sue” letter permitting you to file a complaint in federal court. Federal courts may award you remedies if discrimination is found to have occurred including back pay front pay and compensatory and punitive damages. The E-E-O-C does not award relief but may take other action including pursuing cases in federal court on behalf of complaining parties..

[Audio] Sexual Harassment Other Localities: Other localities may have their own laws protecting individuals from sexual harassment. Contact the county city or town in which you live to find out if such a law exists. If the harassment involves unwanted physical touching coerced physical confinement or coerced sex acts the conduct may constitute a crime. Contact the local police department. Complaint Form for Reporting Sexual Harassment New York State Labor Law requires all employers to adopt a sexual harassment prevention policy that includes a complaint form for employees to report alleged incidents of sexual harassment. If you believe that you have been subjected to sexual harassment you are encouraged to complete this form and submit it to (designated person or office; contact information for designee or office; how the form can be submitted). You will not be retaliated against for filing a complaint. If you are more comfortable reporting verbally or in another manner your employer should complete this form provide you with a copy and follow its sexual harassment prevention policy by investigating the claims as outlined at the end of this form..

[Audio] Sexual Harassment If you believe you have been discriminated against file a “charge of discrimination” with the EEOC. The address is 33 Whitehall Street 5th Floor New York NY 10004. Phone (1-800-669-4000) or email (info@eeoc.gov). The EEOC’s website is www.eeoc.gov. New York State Division of Human Rights (NYSDHR) The New York State Human Rights Law (NYSHRL) prohibits sexual harassment against employees interns (paid or unpaid) and “non-employees ” a category that includes contractors subcontractors vendors consultants and any other person who provides services under a contract. You can file a sexual harassment complaint under the NYSHRL with the NYSDHR or in New York State court..

[Audio] Sexual Harassment Complaints with the NYSDHR may be filed within 3 years of the sexual harassment. If you did not file at the NYSDHR you can sue directly in state court under the NYSHRL within three years of the alleged harassment. You may not file with the NYSDHR if you have already filed a NYSHRL complaint in state court. If you filed an administrative complaint with the NYSDHR the NYSDHR will file the complaint with the E-E-O-C to preserve the right to proceed in federal court. Complaining internally to the company does not extend your time to file with the NYSDHR or in state court. The three years is counted from the date of the most recent sexual harassment incident. You do not need an attorney to file a complaint with the NYSDHR and there is no cost to file a complaint..

[Audio] Sexual Harassment New York City Commission on Human Rights (NYCCHR). The New York City Human Rights Law (NYCHRL) prohibits sexual harassment against employees in New York City. You can file a complaint of sexual harassment under the NYCHRL with the New York City Commission on Human Rights (NYCCHR) or in New York State court. You must file your complaint with the NYCCHR or in state court within 3 years of the alleged harassment. Under the NYCHRL courts may award back pay front pay compensatory and punitive damages and attorney’s fees expert fees and costs. The NYCCHR’s main office is at 40 Rector Street 10th Floor New York NY 10006. Contact the NYCCHR by phone (718-722-3131) or by website: www.nyc.gov/html/cchr/html/home/home.shtml..

[Audio] Responsibilities of the Registered Nurse Ongoing assessment and care planning for clients assigned every six months or as often as needed to maintain plans appropriate for patients changing needs. Supervision and on the job training of paraprofessionals on duty assigned to client care. Provides emotional and spiritual needs of clients provides health education to clients and their families. Notifying appropriate persons promptly of unusual reactions and changes in client condition Recording all pertinent information.

[Audio] Responsibilities of the Registered Nurse Receiving and giving reports Complies with the Agency's policies and procedures Communicates with the agency about problems and other concerns. Demonstrates understanding of emergency/disaster plans and procedures Assesses and follow-up on service problems such as insufficient hours of service inappropriate paraprofessional services client complaints client dissatisfaction. Performs emergency home visits attends meetings with clients and staff adheres to Client complaint procedures and reports to field staff..

[Audio] Job Descriptions – H-H-A and P-C-A Home Health Aides (H-H-A--) are certified individuals who play an integral role on the healthcare team in homecare settings. They perform personal care and health related tasks for clients who need help with activities of daily living or require assistance with shopping cooking or paying bills. They are supervised by a Registered nurse or a Physical therapist if the patient has a Home Exercise Program (H-E-P--). Personal Care Aides are responsible for with their personal care needs activities of daily living home environmental support and safety for the patient. They are supervised by a Registered nurse.

[Audio] Preparing and serving normal/therapeutic diets. Assisting patient with eating monitors intake. Assisting with bathing of patient in bed tub and shower. Assisting with grooming care of hair including shampoo shaving with electric razor only and ordinary care of nails this means soaking and filing nails. Assisting with care of teeth and mouth. Assisting patient on and off bedpan commode and toilet. Assisting patient in transferring from bed to chair to wheelchair and in walking with or without devices. Duties And Responsibilities Of The Home Health Aide.

[Audio] Duties And Responsibilities Assisting patient with dressing. Assisting patient with self-administered of oral medications that have been ordered by the medical practitioner. Use of special equipment in other words hoyer lift. Assisting as instructed with a home exercise program including passive range of motion turning and positioning. Reporting any change in patient's mental and physical condition or home situation. Making and changing bed/linens dust and vacuuming the rooms the patient uses. Tidy kitchen wash dishes/dishwasher bathroom et cetera.