2025 In Service CHAPTER 1

WELCOME TO ALL STAFF IN-SERVICE

2025

2 0 2 5 D E E R F I E L D S TA F F I N - S E R V I C E • What? o Online training that refreshes learning on key elements of work and life at Deerfield

• Who? o All Deerfield Staff – mandatory for every Deerfield employee

• Why? o Ensure we're working at our best

o Ensure we are living up to required legal and professional standards

2 0 2 5 D E E R F I E L D S TA F F I N - S E R V I C E • How? o Four learning modules o One quiz o View each module o Take the quiz and pass with an 80% or higher o And you're done

• When? o Now! o Thank you for reviewing all modules and taking your quiz by May 6, 2025

W H AT W I L L YO U B E L E A R N I N G ?

• 2025 In-Service Includes the following important topics: o Annual TB attestation (completed through BambooHR) o Code of Conduct and Policy Acknowledgement (completed through BambooHR) o Online training for:

Chapter 1: Corporate Compliance, Risk Management and HIPAA Chapter 2: Infection Control, Bloodborne Pathogens and QAPI Chapter 3: Body Mechanics, Eye Wash/Hazard Communication, Fire & Maintenance Safety Chapter 4: Silver Alert, Elder Abuse Act and Resident Rights

LET'S GET STARTED

CHAPTER 1 COMPLIANCE BASICS UNDERSTANDING RESPONSIBILITY

OUR

SHARED

C O R P O R AT E COMPLIANCE OUR S H AR E D COMMI T ME N T TO WOR K I N G WI T H I N T E GR I TY

OUR SHARED COMMITMENT • We have a shared commitment to working

with integrity, adhering to laws, working to established standards and working ethically—every day • We have a responsibility to live up to our no tipping policy, and

we understand that receiving tips of any kind—money or otherwise—is prohibited

OUR SHARED COMMITMENT • We have a responsibility to ensure that no director,

supervisor or employee will solicit or accept any personal favor, gift, gratuity or offer of entertainment directly or indirectly from a supplier who is doing or seeking to do business with Deerfield • We understand that if we have a question, see a violation of our

standards or are concerned about any aspect of our work, we should bring that concern forward

Questions can be brought to: → Your supervisor → Any Deerfield leader → Deerfield's Compliance

W AY S TO REPORT A CONCERN

Officer/Chief HR Officer → Or be reported anonymously

through the hotline

HOTLINE SUPPORT • Provides an anonymous reporting mechanism • Administered by third-party organization,

Navex Global

• Another way to share concerns with the

Deerfield leadership team

• Confidential reporting of concerns via

telephone or online

• Find posters campus-wide near every

timeclock

• Program managed by Deerfield's Compliance

Officer

RISK MANAGEMENT OUR

FOCUS SAFETY

ON

W H AT I S R I S K MANAGEMENT? • Our combined focus to identify, evaluate

and correct potential risks that could lead to injury of anyone on our campus and/or result in property loss or damage

• Focusing on providing a safe and healthy

working environment

• Ensuring proper communication occurs

whenever there is a question or concern

• Identifying issues and speaking up

INCIDENT REPORTING • Every work-related incident should be reported to your

supervisor • Deerfield reviews incidents to find ways to continuously

improve • If you are injured, we have protocols and resources in place to

support your care, recovery and return to work

INCIDENT REPORTING • Deerfield's Risk Management team assesses potential

hazards and actively seeks to promote a safe and healthy workplace • Your suggestions and feedback are always welcome • Contact the VP of Facilities or Chief HR Officer anytime you

have a question or comment

EMPLOYEES

HAVE THE R I GHT TO:  File a confidential complaint with OSHA to have

their workplace inspected.  Receive information and training about hazards,

methods to prevent harm, and the OSHA standards that apply to their workplace. The training must be done in a language and vocabulary workers can understand.  Get copies of their workplace medical records.  Participate in an OSHA inspection and speak in

private with the inspector.

EMPLOYEE RIGHTS & RESPONSIBILITIES:  You have a right to file a complaint

with Occupational Safety and Health Administration (OSHA) if you have been retaliated or discriminated against by your employer as the result of requesting an inspection or using any of your other rights under OSHA.

EMPLOYEE RIGHTS & RESPONSIBILITIES:  You have the right to file a

complaint if punished or discriminated against for acting as a “whistleblower” under the additional 21 federal statutes for which OSHA has jurisdiction.

EMPLOYEE RIGHTS & RESPONSIBILITIES: LEARN MORE

Click on these links to learn more:  OSHA website: http://www.osha.gov and OSHA offices: Call (800-321-OSHA)  Workers Rights: http://www.osha.gov/Publications/osha3021.pdf

H I PA A PROTECTING INFORMATION

WITH

INTEGRITY AND

CARE

W H AT I S H I PA A ?

Health Insurance Portability and Accountability Act – Federal Law

Protects the individually identifiable Protected Health Information (PHI) of both residents and staff

Examples of PHI Include: •Names, address, phone and other contact info •Social security number •Health plan beneficiary number •Medical diagnosis •Medical records •Certificate and license numbers •Photographs and images

DO: • Close curtains and speak

softly when in semi-private rooms or areas

• Log off your computer when

finished/walking away from your screen

• Dispose of patient

PROTECTING PAT I E N T P R I VA C Y: DO’S & DON’TS

information by shredding or properly storing in locked containers for destruction

• Clear patient information off

your desk when you leave

PROTECTING PATIENT INFORMATION:

DON'T

Do not retell

Do not discuss

Do not look

Do not retell information to others if you hear personal/private information about a patient/resident/ coworkers

Do not discuss protected information in public areas such as hallways, elevators or dining rooms

Do not look at information about a patient unless it's absolutely necessary to do your job

RESIDENTS HAVE RIGHTS T O P R I V A C Y, INCLUDING:

Right

Right

• Right to written Notice of Privacy Practices regarding PHI, including how it will be used and to whom it will be disclosed

• Right of timely access to see and copy records

Right

Right

• Right to request amendment of record

• Right to restrict access and use

Right

Right

• Right to an accounting of disclosures

• Right to revoke authorization

P E N A LT I E S FOR V I O L AT I N G H I PA A PROVISIONS CAN BE SEVERE

Civil Penalties under HIPAA: Maximum fine of $25,000 per violation Criminal Penalties under HIPAA: Maximum of 10 years in jail and/or a $250,000 fine for serious offenses Deerfield's actions: Employees who violate HIPAA face disciplinary actions including suspension or termination

KEY THINGS TO REMEMBER:

01

02

03

Ask yourself: Do I need to know?

Do I need this information to do my job and provide good patient care?

What is the least amount of information I need to do my job?

YO U ' V E

F I N I S H E D P L E A S E

2 0 2 5

C H A PT E R

1

P R O C E E D T O C H A P T E R 2 B Y C L I C K I N G T H E L I N K B E L O W : I N - S E R V I C E C H A P T E R 2