Chapter 1 2025 In-Service

WELCOME ALL

TO

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 RV 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 RV 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 and Maintenance Safety Chapter 4: Silver Alert, Elder Abuse Act and Resident Rights

LET'S

GET

STARTED

CHAPTER

1:

COMPLIANCE UNDERSTANDING RESPONSIBILITY

OUR

BASICS

SHARED

C O R P O RAT E COMPLIANCE O U R

S H A R E D

C O M M I T M E N T W O R K I N G

T O

W I T H

I N T E G R I T Y

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

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

• Questions can be brought

to: • Your supervisor • Any Deerfield leader

WAY S T O R E P O RT A CONCERN

• Deerfield's Compliance

Officer/Chief HR Officer • Or be reported

anonymously through the

H O T L I N E S U P P O RT •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

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 • Focus on providing a safe and healthy

working environment • Ensuring proper communication occurs

whenever there is a question or concern • Identifying issues and speaking up

I N C I D E N T R E P O RT I N G • 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

I N C I D E N T R E P O RT I N G • 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 Aa Vconfidential E THE R I G H T with T OOSHA : H File complaint 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

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

complaint with Occupatonal 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

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.

E M P LOY E E R I G H T S & RESPONSIBILITIES: LEARN MORE

 OSHA website: http://www.osha.gov and

OSHA offices: Call (800-321-OSHA)  Workers Rights: http://www.osha.gov/Publications/osha3 021.pdf

H I PA A PROTECTING INFORMATION INTEGRITY

AND

WITH 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 • Certiicate 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 P A T I E N T P R I V A 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

P R O T E C T I N G PAT I E N T I N F O R M AT I O N : DON'T

Do not retell

Do not retell information to others if you hear personal/private information about a patient/resident/c o-workers

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

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

RESIDENTS H AV E R I G H T S T O P R I VA CY , I N CLU D I N G :

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 PROVISION S 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

C H A P T E R 1 .

P L E A S E P R O C E E D T O C H A P T E R 2 BY C L I C K I N G T H E L I N K B E LO W: H TT P S : / / I S U . P U B / E R I O G N H