Page 1

ACKNOWLEDGEMENT OF RECEIPT OF POLICIES As an employee of the Oakland County Children's Village (either part-time or full-time), I have received and reviewed the following Policy/Procedure Statement(s):

Attendance and Punctuality Behavior Management Rooms; Physical Intervention Compliance with Child Protection Law Computer Hardware/Software Usage and License (Dept. Information Technology) Conduct Unbecoming a Public Employee (Dept. Human Services) Confidentiality Control Centers: Security Breaches Prohibited Determining Days Off Within Units Discipline of Residents Drug-Free Workplace Policy (County Executive) Electronic Communication Policy (Dept. Information Technology) Employee Drug Screening (Dept. Human Services) Employee Resident Relationships Equal Employment Opportunity Policy (County Executive) FamUy Planning Services and Referrals (Dept. Human Services) Food Cart Use/Delivery Policy and Procedure Handicapper Accomodation (County Executive) Inclement Weather Policy (County Executive) Individual Emergency Signaling Device-Duress Pendent Intake and Assessment Mechanical Restraints Medication Incidents (Dept. Human Services) Protected Health Information (Dept. Human Services) Resident Grievance Policy and Procedure Resident Rights Safety and Security Maintenance Sexual Harassment Policy Statement (County Executive) Smoking Policy (County Executive) Staff Meals Staff To Resident Ratio Formula Staff Uniforms Tuberculosis Screening Policy (Dept. of Personnel/Human Resources) Video Movies and Games: Approval, Viewing and Documentation

I have had the opportunity to discuss this statement with a supervisor, and to c1afify all points covered in this statement in order to gain full understanding of the policy/procedure. I understand that, as an employee of the County of Oakland,l am expected to adhere to the policies and procedures of the Children's Village Division of the Department of Human Services. Further, I understand that my failure to follow prescribed policies and procedures constitutes a violation of Oakland County Merit System Rules, thereby making me subject to disciplinary action as outlined in said rules.

Date:

Employee Signature: Darwin Spaysky, Youth Specialist II

Issued By: Original to Division Personnel File; Copy to Employee

Date:


OAKLAND COUNTY CHILDREN'S VILLAGE Policy:

ATTENDANCE

Category:

PERSONNEL

AND PUNCTUALITY

POlicy Number:

Page:

1 of 1

Leave papers must be appropriately filled out and submitted to supervisory or administrative personnel for all leave requests (annual leave, personal leave, sick leave, and leave without . pay). All employees are responsible for knowing how much leave time they have accumulated prior to requesting time off and are responsible for knowing the requested leave has been administratively approved before taking the time off. Requests for planned leaves of absence must be submitted at least two weeks in advance. Leave papers for unplanned leaves of absence (due to illness or of an emergency nature) must be submitted immediately upon the employee's return to work. All leave requests are processed and authorized in full accordance with the Merit System Rules. Information and guidelines regarding leave requests can be found in the Merit System rulebook. /

{.

y

All employees are expected to be,present and prepared to begin their workday at the start of their shift. Youth Specialists are required to swipe-in no later than their scheduled time of work and be ready to work. Any employee who chooses to swipe in or out on behalf of another employee has, by such action, engaged in conduct that will result in his \her separation from county employment. Such conduct is fraudulent and is, therefore, prohibited. Overtime assignments require authorization by supervisory or administrative personnel. The followingprocedure needs to be adhered to whenever you are unable to begin your shift on time: LATE CALL PROCEDURE NOTIFICATION: An employee must notify the supervisor of the unit they are scheduled to work, or their designee, of their need to be tardy or absent. If that person is not available, the employee must notify another on-duty Supervisor. In the case of a call in absence, notification must take place at least thirty minutes prior to the start of the shift.

If an employee is to be late for his/her scheduled shift, they must notify Children's Village (see notification) thirty minutes prior to the start of his/her shift. The employee must also indicate the actual time they expect to report to work. This time may not exceed one hour into his/her shift. The employee may be compensated for the time by using accrued leave time, provided that such tardiness is not excessive or habitual. If an employee does not notify a supervisor of the need to be tardy thirty minutes prior to the start of their shift, and does not report to work within one hour after the start of their shift, they will receive unauthorized leave without pay for the period of time prior to his/her arrival at work. TIME LIMITATION:

Employees who are habitually tardy (more than three times a month) will be subject to disciplinary action pursuant to Merit Rule 8.3.0.9. Supervisory and administrative personnel are responsible for reviewing and verifying time cards for all staff under their supervision, who are not required to swipe-in. Supervisors and Administrators must indicate verification by initialing all time cards prior to submission of same to the record specialist for payroll purposes.

Approved By:

December 27, 1995 Joanna J. Overall, Manager

Updated:

November 18, 2004

Effective Date:


OAKLAND COUNTY CHILDREN'S VJ[LLAGE BEHAVIOR MANAGEMENT ROOMS; PHYSICAL INTERVENTION

Policy: Category: Policy Number: Related Standards:

Page: 1 of 2 1973 p.A. 116; Licensing Rules for Child Caring Institutions; R400.452, Rule 152; R400.4150, 4152

R 400.4150 Behavior management rooms; department approval required. Rule 150.(1) Prior to establishing a behavior management room an institution shall have written approval from the department Licensing authority. (2) A behavior management room established and approved after the effective date of these rules shall be equipped with a 2-way monitoring device. The device shall be on and monitored by an employee when a resident is in the room. (3) A behavior management roem shall be constructed and located so as to allow for both visual and auditory supervision of a resident. (4) The room shall be constructed and equipped so as to minimize suicide risk. Break-resistant glass and security screening shall be provided. The room shall have adequate lighting. (5) The dimensions of the room shall not be less than 48 square feet for those behavior management rooms constructed after the effective date of these rules. (6) In a secure facility, when a resident is confined to a room other than at normal sleeping times, the confining of the resident shall only be for behavior manaqement purposes. R 400.4152 Behavior

management

rooms; policies and procedures.

Rule 152. An institution approved to use a behavior management room shall establish and follow written policies and procedures specifying its use. The policy shall include, at a minimum, all of the following provisions: (a) The room may only be used if a resident is out of control and is in danger of harming himself or herself or others. (b) The room shall be used only forthe time needed to change the behavior compelling its use. (c) Not more than I resident shall be placed in a room at one time. (d) Staff shall observe the resident at intervals of 15 minutes or less and shall record the observation in a behavior management log. (e) The log shall include all of the following information: (i) The name of the resident.

(ii)

(~

(iii) (iv) (v) (f)

Time of each placement. Name of staff person responsible for placement. Description of specific behavior requiring use of the room. Time of each removal from the room. For each instance in which a resident remains in the room for more than 2 hours, the log shall also contain hourly supervisory approval and the reasons for continued Use.

USE OF BEHAVIOR MANAGEMENT

ROOMS

Policy and procedure regarding Behavioral Management rooms is stated in the licensing manual of Public Act 116. More specifically, it is located on page seven under rule 400.4137.0akland County Children's Village policy and procedure on the same subject is noted in the Discipline of Residents statement. Both the licensing manual and Children's Village policy statement must be reviewed by all supervisory staff. In turn, the supervisory staff must review the same with all Youth Specialists I & II and PTNE. When a child lis placed in a Behavioral Management room, the immediate supervisor (on duty) will review the incident and the need for utilizing a Behavioral Management room. The decision of the immediate supervisor will be noted in the resident's log. The Control Room must be contacted and the following is to occur: 1. The room or rooms must be monitored by the Control Room staff. 2. The isolation log needs to reflect every resident that has been placed on isolation status. This would include medical isolation as well as Behavioral Management. 3. When a resident is placed in a room for behavioral management, shoes are to be removed. Effective Date: Approved By:

Aug*st 03, 1987 Joanna J. Overall, Manager

Updated:

October 2S} 2004

only his/her


OAKLAND COUNTY CHILDREN'S VJ[LLAGE BEHAVIOR MANAGEMENT ROOMS; PHYSICAL INTERVENTION

Policy: Category: Policy Number:

Page:

Related Standards:

2 of 2

1973 p.A. 116; Licensing Rules for Child Caring Institutions; R400.452, Rule 152; R400.4150, 4152

If the resident indicates that he/she wants to harm himself/herself or if it is noted by the Counselor, Clinician, or Psychiatrist, that the resident is suicidal, all clothes are to be removed and the resident is to be placed in a stout gown and Children's Village Policy regarding Suicidal Precaution is to be followed

PHYSICAL INTERVENTION Following the need to physically manage a resident, the following should occur: 1.

When physical management of a resident appears to be necessary, Youth Specialists (PTNEand I's and II's) should immediately contact their supervisor using the emergency signaling device.

2.

Following the incident, Youth Specialists I's and II's should begin to complete the Accident/Incident/Injury Report. Section I should be completed (Identification Data) and given to their immediate supervisor upon completion.

3.

Supervisory personnel (Program Supervisor, Youth Specialist Supervisor) must immediately contact the Medical Unit or contact the nurse via the radio. The nursing staff will respond as soon as possible in order to examine the resident to determine if the resident needs medical attention. The nurse will either address the medical need or have the resident transported to the hospital. The nurse will complete Section II of the Accident/ Incident/Injury Report (Section II - Medical Data).

4.

The Youth and Family Caseworker, if available, or Supervisor will notify the parents or guardians. This notification should be completed as soon as possible following the incident. The notification of parents or guardians will also be noted on the Accident/Incident/Injury Report.

5.

If the Program Supervisor was involved directly with the incident, the Accident/Incident/ Injury Report should be forwarded to their attention for their review. The Program Supervisor will review the form to assure that the form is completed in compliance with Departmental Procedures and Policies. Following the review by the Program Supervisor, the form should be signed by the Program Supervisor and forwarded to the Youth and Family Caseworker. The Youth and Family Caseworker will complete Section III of the Incident Report andsign the report. Following the Youth and Family Caseworker's review, the report should be forwarded to the appropriate Administrator.

~

Effective Date:

August

Approved By:

Joanna

Updated:

03, 1987

J. Overall, Manager October 25, 2004


OAKLAND COUNfY CHILDREN'S VILLAGE ~

Policy:

COMPLIANCE WITH CHILD PROTECTION LAW

Category:

RESIDENTS

Policy Number:

Page:

1

of 2

PURPOSE:

To familiarize all staff members with purpose and intent of Child Protection Act and procedures for investigating allegations of abuse and/or neglect. RESPONSIBILITY:

The administration assumes the responsibility for immediate reporting and. investigation of all allegations. However, all staff members of this facility are responsible, under Act 238, for compliance with the law. DEFINITIONS:

Child Abuse - Harm or threatened harm to a child's health or welfare by a person responsible for the child's health or welfare, which occurs through non-accidental physical or mental injury, sexual abuse or maltreatment. Child Neglect - Harm to child's health or welfare by a person responsible for the child's health or welfare, which occurs through negligent treatment, including the failure to provide adequate food, clothing, shelter or medical care. PROCEDURES:

C

l. Any staff member, upon observing or hearing of any instance of abuse or neglect, shall immediately report same to his/her immediate supervisor.

I

2. Supervisor receiving such reports shall immediately notify the administrator to whom he I she reports. In the absence of that person, any other member of the Administrative Team is to be immediately contacted, regardless of day of week or time of day. 3. Immediate supervisor becoming aware of complaint shall begin an initial investigation and document same in writing: A. Interview complainant. B. Interview witnesses or potential witnesses, including residents and staff members. C. If staff member is alleged to be perpetrator, take steps to segregate staff member alleged to have abused or neglected resident(s) from the resident(s) alleged to be victim(s). D. Contact nursing staff and have child examined. E. Contact Team Administrator. F. If instructed by Administrator, contact counselor, clinician, parent./ guardian. 4. Team administrator or. designee, is to ikmediately contact the Family Independence Agency, Children's Protective Services, regardless of day of weeki time of day. Also: A. Coordinate internal investigation. B. Ensure that all parties (parents, referral source authority and other agency personnel) are contacted. I

J. Overall, Manager

Approved By:

Joanna

Updated:

July 21, 2004

----------------~-----.~~.-~


OAKLAND COUNTY CHILDREN'S VJ[LLAGE Policy:

COMPLIANCE WITH CHILD PROTECTION LAW

Category:

RESIDENTS

Policy Number:

Page:

2 of 2

C. Alert Manager or designee D. Facilitate the filing, within 72 hours, of the required written report (DSS-3200) with Protective Services. E. Assign age~cy personnel to follow-up documentation tasks. 5. Manager or designee shall: A. Coordinate, with Administrator, the internal investigation. B. Ensure immediate notification of Protective Services. C. Notify Licensing Consultant regarding possible Violation(s) of Child-Caring Institution Rules and Regulations. D. Verify that referral source authority, attorneys and GAL's, parents/guardians been contacted.

have

E. Ensure that all appropriate parties receive disposition of complaint. F. Ensure the notification of appropriate law enforcement agencies if allegation appears to be one of a criminal nature. G. Maintain a confidential file of all investigations.

h

6. Medical Unit (nursing) personnel shall: A. Examine resident in order to determine possible injuries, marks and bruises and document same in resident's medical chart. B. Provide feedback to other investigative personnel from Children's Village, Family Independence, or law enforcement agencies. C. Ensure that photographs are taken and secured if resident has obvious marks, cuts or bruises. D. Ensure that emergency and follow-up medical care is obtained, including emergency room examination and treatment, examination and treatment by Children's Village consulting pediatrician and/ or specialists, as referred.

Approved By:

Joanna J. Overall, Manager

Updated:

July 21,2004


OA][JLAND COUNTY CHILDREN'S VJ[LLAGE Policy:

COMPUTER HARDWARE/SOFTWARE AND LICENSE POLICY

Category:

PERSONNEL

Policy Number:

Page:

USAGE

1 of 4

Regulatory Requirements: Related Standards: See Procedure Number:

Application: This policy shall reinforce the County's commitment to comply with legal requirements pertaining to the use of computer hardware and software.

Intent: The intent of this document and limitations of purchase,

is to communicate to all County Employees the requirements use and ownership of computer hardware and software

General Policy: 1.

The Board of Commissioners shall designate the administration of this policy to the Director of Information Technology under the supervision of the County Executive.

2.

The purpose of this policy is to ensure that software used by County employees is properly acquired and licensed and to ensure that the County of Oakland's network and associated hardware is not exposed to interference, corruption or damage through the use of non approved software/hardware.

3.

Acquisition.

h

Software will be acquired

by either:

A.

The Department

B.

Individual departments/ divisions in accordance with Department of Information Technology Non-standard Departmentally Acquired Software process.

4.

Ownership

of Information

Technology

of Software.

A.

All software written by County employees or its contractors be the sole property of the County.

B.

All software purchased of the County.

5.

through

for County use shall

either 3A or 3B (above) shall be the sole property

Use of Software. A.

All software written by the employees of Oakland County or its contractors will be controlled by the Department of Information Technology. This software shall not be used or transferred to other equipment unless approved by the Department of Information Technology.

B.

Purchased software use shall be governed by the contract/license agreement of the ven~or / author of that software. Software is typically licensed as single use, limited concurrent use (networked), or site licensed by building, server, or comp1y. , Note: Shareware must have proof of registration to constitute a valid license.

Effective Date:

Upon IReceipt

Approved By:

Phil B~rtolini, Director - Department of Information Technology

-----1

-U-pd-a-te-d-:

~----------~----------~-

-


OAKLAND COUNTY CHILDREN'§ VILLAGE , COMPUTER HARDWARE/SOFTWARE AND LICENSE POLICY

Policy:

USAGE

PERSONNEL

Category: Policy Number:

Page:

2 of 4

Regulatory Requirements: Related Standards: See Procedure Number:

6.

C.

Copies of software shall be made only for backup purposes within the limits of the specific software license. (Backup copies are not to be loaded on other computer equipment).

D.

No employee shall load software on any processing equipment unless purchased under the guidelines of the Department of Information Technology Non-standard Departmentally Acquired Software process or obtained through the Department of Information Technology.

E.

The Department of Information Technology will be conducting annual and random audits of all equipment owned by the County. Any software found to be unau thorized will be removed and notification of the policy violation will be forwarded to the employee's department for determination of appropriate action.

Non-authorized purchases. The followingshall be considered as non-authorized for purchase by Departments other than the Department of Information Technology. Software: A.

Any program or set of programs that would be considered a direct substitution/replacement for any of the standard offerings available through the Department of Information Technology. (Referto the Department of Information Technology OfficeAutomation Standards Guidelines, which will be updated as changes occur, and obtained from the Department of Information Technology.)

B.

Operating system software including but not limited to, Windows 95©, OS/2 Warp©, Novell©,Unix©, or DOS.

C.

Communications and or networking software including but not limited to, America Online©, Compuserve©, Prodigy©,or other communications services.

D.

Remote Control and or Remote Access software.

E.

Peer-to-Peer communication, network protocol software or network linked applications.

F.

Application software that is multi-user and requires network services, and be sharing data across the network.

Hardware:

(~

A.

Modems.

B.

Any hardware that would require the opening of the base unit or any peripheral for installation.

Effective Date:

Upon Receipt

Approved By:

Phil Bertolini, Director - Department of Information Technology

Updated:


OAKJLAND COUNTY CHILDREN'S VJILLAGE Policy:

COMPUTER HARDWARE/SOFTWARE AND LICENSE POLICY

Category:

PERSONNEL

Policy Number:

Page:

USAGE

3 of 4

Regulatory Requirements: Related Standards: See Procedure Number:

7.

8.

(y--\

C.

Any Hardware that connects to the network, including, printers, switches or routers.

D.

Any Hardware that would connect the Oakland County network to any other network.

Departmentally

servers, hubs,

Acquired Software restrictions.

A.

All software that will be loaded to a network (server) or requires access to a network directory or server must be reviewed by Information Technology for storage requirements and network traffic generation rates before being purchased or written. This includes any applications developed using Office Automation standard software (e.g. Access©, etc.). No software shall be installed on a network server without approval of information Technology. All software will be installed only in the Information Technology approved directories.

B.

All maintenance and corrective fixes for department acquired software will be applied by personnel in that department. If the department requests, Information Technology will assist in the installation of the changes/ corrections. However priority will be given to standard installations and support calls relating to standard software and hardware.

C.

Information Technology will only provide support for designated products as listed in the Department of Information Technology office Automation Standards Guidelines.

D.

Due to system security restrictions, Information Technology will not support vendor dial access to Oakland County facilities for diagnostic purposes.

E.

Department of Information Technology reserves the right to remove any software that adversely affects County Operations.

Software Selection Guidelines. A.

Software should install the executable and tutorial/help files in separate directories that can be made read-only after installation. The data directories should be able to be separately configurable and selectable by the software.

B.

Vendor or Oakland County developed software based on PC database applications such as Paradox©, Access©, Clipper©, Foxpro©, DatalFlex©, Advanced Revelation©, etc. must be reviewed for data storage requirements and network traffic generation.

C.

Software licensed per PC should be installed on the Local (C:) drive. Data created by the software can be shared using a directory on a network drive. (See # l. above.)

Effective Date:

Upon Receipt

Approved By:

Phil Bertolini, Director - Department of Information Technology

Updated:


OAKLAND COUNTY CHILJDREN'S VJILLAGE Policy:

COMPUTER HARDWARE/SOFTWARE AND LICENSE POLICY

Category:

PERSONNEL

Policy Number:

Page:

USAGE

4 of 4

Regulatory Requirements: Related Standards: See Procedure Number:

9.

10.

D.

DOS based applications

E.

Software with concurrent licensing software must provide its own licensing monitor to restrict the number of concurrent users.

F.

Database files should be isolated to their own directories. application files or unrelated database files.

G.

Sharing of Data and or applications proper security and access rights.

H.

Applications that require accessj data sharing with users at remote sites must be eval1?-atedwith a critical eye on data transfer rate across WAN or telephone service.

I.

It is strongly recommended before purchase.

J.

Departments should verify hardware new or upgraded software.

Departmental

should be avoided.

Do not mix with other

should be planned prior to installation

that software include a 60 to 90 day evaluation and software requirements

for

period

before purchasing

Systems Administrator.

A.

Departments coordination

shall designate a systems administrator(s) of all issues related to this policy.

within their area for the

B.

The designated System Administrator must fill out the license agreement and process as required by the vendor within 10 working days of installation of the product. A photocopy of the original license document must be forwarded to the Department of Information Technology software coordinator.

C.

Software licensed to the County shall be in the name of "Oakland County Software Coordinator, DeptjDivision". No software may be licensed by any individual.

D.

The Department Systems Administrator(s) will be required to keep appropriate copies of diskettes and licenses in a safe manner as recommended by the vendor. Unless prohibited by the license, the user should at a minimum, make copies of original disks, run from the copies and store the originals in a safe location remote from the area of use.

VIOLATION OF THIS POLICY MAY RESULT IN DISCIPLINARY ACTION UP TO AND INCLUDING DISMISSAL FROM COUNTY EMPLOYMENT. QUESTIONS REGARDING THIS POLICY SHOULD BE FORWARDED TO THE DEPARTMENTS SYSTEMS ADMINISTRATOR OR THE DEPARTMENT OF INFORMATION TECHNOLOGY HELP DESK.

Effective Date:

Upon Receipt

Approved By:

Phil Bertolini, Director - Department of Information Technology

Updated:


OAKLANDCOUNTYCmLDRENSvaLAGE Policy:

CONDUCT UNBECOMING A PUBLIC EMPLOYEE

Category:

PERSONNEL

Policy Number:

Page:

1 of 1

DEPARTMENT OF HUMAN SERVICES POLICY STATEMENT CONDUCT UNBECOMING A PUBLIC EMPLOYEE

Employees shall conduct themseives at all times, both at work and during off work hours in such a manner as to reflect favorably on the department Conduct unbecoming a public employee shall include that which tends to bring the department into disrepute or reflects discredit upon the employee, or that which tends to impair the operational efficiency of the' department or employees, or demeans public service. Unbecoming conduct may include, but is not limited to behavior involving unauthorized disclosure of confidential information, sleeping at work, participation in any incident involving moral turpitude which tends to impair the employee's ability to perform as a public employee or causes the department to be brought into disrepute.

0,

Each division within the Department may also establish policy within the general guideline established by this policy. The effective date of this policy is January 1, 1996.

. Thomas J., G rdon, Ph.D., Director Department of Human Services

r"-'"~

tr>

Effective Date:

\

Approved By: Updated:

01/01/1996 Thomas J. Gordon, Ph.D., Director - Department of Human Services Michaele K. Worrell, Manager-

Children's Village


OAKLAND COUNTY CHILDREN'S VILLAGE Policy:

CONFIDENTIALITY

Category:

RESIDENTS

Policy Number:

Page:

1 of 1

Policy forbids the unauthorized disclosure of confidential information about any current or former resident of Children's Village and/ or their family members. A "Disclosure" is defined as any act, verbal or written, or the conveyance of any documents or copies of documents, pertaining to residents and their families; even the act of acknowledging or disclosing in any manner the identity of any current or past resident and/ or family member. No disclosure or release of information is to be made without the express consent and direction of the Manager: Children's Village, or designee. Unauthorized disclosure is grounds for disciplinary action including termination as an employee of the County. Furthermore, as any breach of confidentiality is also in violation of statute, anyone violating this policy is also subject to criminal and civil sanctions as provided for in Act Number 116 of 1973 of the Public Acts of the State of Michigan/ Michigan Compiled Laws (MCL)722.111 through 128. This statute sets forth penalties for violations of the Licensing Rules for Child Caring Facilities: State licensing rules clearly prohibit agencies and employees from making unauthorized disclosures of confidential information. Rule 400.130 states that: "An institution shall assure each resident and parent privacy and confidentiality and shall protect residents from exploitation." MCL722.125 provides for legal and civil sanctions for violating such a rule and states the following: "Aperson ... who violates this act is guilty of a misdemeanor, punishable by a fine of not less than $100.00 nor more than $1,000.00, or imprisonment for not more than 90 days, or both." This statute also provides for the revocation of a facility's license for violating the public act. The Oakland Unbecoming include, but confidential

County Department of Human Services policy which prohibits Conduct a Public Employee states the following: "Unbecoming conduct may is not limited to behavior involving unauthorized disclosure of information ... "

Additionally, you should be aware that violating confidentiality could result in you being sued as an individual. When an employee of the County acts outside of established policies, regulations and work rules and/ or outside the scope and authority of his/her job, the employee may not be indemnified by the County. Any questions regarding the above information should be directed to your supervisor.

(r""\

Effective Date:

November 18, 1999

Approved By:

Joanna J. Overall, Manager

Updated:

February 01, 2005


OAKLAND COUNTY CHILDREN'S VILLAGE Policy:

CONTROL CENTERS: SECURITY BREACHES PROHIBITED

Category:

FACILITY SECURITY

Policy Number:

Page:

1 of 1

Control Centers (located in "A-North","A-South" and "J" Buildings) are to remain closed and secured at all times, except when authorized personnel are entering/ exiting same. Blocking, propping, or otherwise causing Control Room doors to be held in an open and/ or unlocked position is strictly prohibited. "Authorized personnel" shall be defined as designated employees of Children's Village only, except in instances when non-facility personnel (e.g., maintenance workers, contractors and vendors) have been authorized by the administration. Staff member(s) on-duty in Control Centers shall be immediately responsible for ensuring that only authorized personnel are allowed to enter. Any authorized visitors shall be identified by the appropriate clearance badge and/ or verbally authorized by on-duty supervisor immediately responsible for the unit in which the Control Center is located. The supervisor shall document in writing all such authorizations and forward same to the appropriate administrator. Attorneys, law enforcement officers, and court personnel are not to be provided access to the Control Centers unless administratively approved. Exception: on-duty supervisor may in an emergency authorize law enforcement officers to enter the Control Room. When such an event occurs, the supervisor shall provide written documentation of same to the administration. Under no circumstances shall residents of the facility be allowed to gain access to Control Room(s). VIOLATIONS OF THIS POLICY SHALL BE DEEMED TO HAVE BREACHED OR OTHERWISE COMPROMISED THE SAFETY AND SECURITY OF THIS FACILITY AND ITS PERSONNEL. THEREFORE, PERSON(S) FOUND TO BE IN VIOLATION WILL BE SUBJECT TO FORMAL DISCIPLINARY ACTION INCLUDING DISMISSAL FROM EMPLOYMENT.

Effective Date: Approved By: Updated:

January 19, 1996 Joanna J. Overall, Manager October 25, 2004


OAKLAND COUNTY CHILDREN'S VJ[LLAGE Policy:

DISCIPLINE OF RESIDENTS

Category:

RESIDENTS

Policy Number:

1 of 4 Oakland County Merit System Rule 8.3.8; P.A. 116 R400.4137; Existing Federal, State & Municipal Statutes; P.A. 238 Page:

Related Standards:

R 400.4137 Discipline and behavior management. (2) An institution shall prohibit all cruel and severe discipline, including any of the following: (a) Any type of severe physical discipline inflicted in any manner. ... (c) Verbal abuse, ridicule, or humiliation. ". (i) Excessive chemical, mechanical, or physical restraint. (3) Residents shall not be permitted to discipline other residents, except as part of an organized therapeutic program that is conducted in accordance with written policy and is supervised directly by designated staff.

self-governing

PURPOSE: 1. To formalize existing policies and practices related to control and discipline of residents. 2. To clarify same for all employees. BASIS AND FOUNDATIONS: 1. 2. 3. 4.

h

Administrative philosophy. Oakland County Merit System Rules. Public Act 116: Licensing Rules For Child-Caring Facilities. Existing Federal, State and Municipal Statues.

A very basic function of the facility is to provide an environment that is conducive to promoting the emotional and physical well-being of each and every resident placed in our care. This fundamental concept speaks to first assuring that each residential unit provides for the safety and welfare of all clients as well as staff members. It is with this foundation that the treatment process begins. Control and discipline of residents carries with it the inherent need for staff to avoid practices of either under-controlling or over-controlling the youngsters under their care. This is not a simple task. However, when all-staff members embrace the philosophy of residential treatment (as opposed to custodial type care), the task becomes significantly easier. I Thus, the purpose of this statement is to assure that all staff members at all levels acknowledge, understand and adhere to the policies of the Children's Village that relate to discipline of tesidents. CORPORAL

PUNISHMENT:

Children's Village policy forbids the practice and/ or harsh or unusual punishment.

of any form of corporal

punishment

Physical (corporal punishment) shall be defined as spanking, slapping, punching and/ or any other forms of physical aggression. In addition, inappropriate and prolonged periods of calisthenics, running or other forms of physical activity intended for the purpose of punishment is forbidden. The prohibition of the use of corporal Effective Date:

November 18, 1986

Approved By:

Joanna J. Overall, Manager

Updated:

November 02, 1993jOctober

25, 2004


OAKLAND COUNTY CHILDREN'S VILLAGE Policy:

DISCIPLINE OF RESIDENTS

Category:

RESIDENTS

Policy Number:

Page:

Related Standards:

2 of 4

Oakland County Merit System Rule 8.3.8; p.A. 116 R400.4137; Existing Federal, State & Municipal Statutes; P.A. 238

punishment extends beyond such punishment as administered toward residents and also forbids the practice of same by residents

by staff members upon residents.

Use of physical force shall be limited to instances of self -protection, protection of residents or others, prevention of escapes and prevention of property damage. In no instance is physical force/management justifiable as a means of punishment. Physical management (as described above) shall involve only the minimal necessary physical force necessary to prevent the aforementioned occurrences. Further, the use of excessive chemical, mechanical of physical restraints is prohibited. All cases of physical management shall be documented in writing and submitted the Manager via the appropriate supervisory level person. ABUSIVE

to

LANGUAGE:

The agency forbids the use of abusive language directed toward residents. Abusive language shall be defined as profane or obscene language as well as derogatory or demeaning language. Residents are to be addressed by their given name. Language involving the potential for a loss of self-esteem for a youth is prohibited. Please note that in addition to being a violation of administrative policy, the use of corporal punishment and/ or abusive language is a violation of Oakland County Merit System Rules (Rule 8; Section 111; #8: Cause of Disciplinary Action: "Verbal or physical abuse, or improper treatment of an inmate, patient or client of any County institution or department"). Further, it is a violation of Public Act 116: Licensing Rules for Child Caring Institutions: Rule 137: #2:...A,C and 1 and #3. Breaches of the aforementioned policies would also constitute violations of Public Act 238: The Child Protection Law. In addition, acts of assault are subject to criminal prosecution under existing criminal law statutes. GROUP PUNISHMENT: The agency forbids the use of group discipline or punishment for the act(s) of individuals within a group. Discipline shall be based upon a careful study of a child's individualized needs. In addition to supervisory approval for pending disciplinary measures, the counselor and/or clinician assigned to the residential unit shall provide input as to the appropriateness of the measure to be taken; such input being based upon the identified management /treatment needs of the youngster.

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Effective Date:

November

Approved By:

Joanna J. Overall, Manager

Updated:

November 02, 1993/0ctober

18,

1986

25, 2004


OAKLAND COUNTY CHILDREN'S VILLAGE Policy:

DISCIPLINE OF RESIDENTS

Category:

RESIDENTS

Policy Number:

Page:

3 of 4

Oakland County Merit System Rule 8.3.8; P.A. 116 R400.4137; Existing Federal, State & Municipal Statutes; P.A. 238

Related Standards:

DENIAL OF ESSENTIAL

NEEDS AND SERVICES:

No resident is to be denied the availability and delivery of program services. A child's right to see a counselor, medical person, mental health professional, clergyman, attorney or supervisory and administrative level personnel is to the honored. Denial of a child's right to communicate and visit with parents or guardians is prohibited. In extreme instances whereby it is felt that it would be in a child's best interests to temporarily suspend visitations, a clear and written rationale shall be submitted to the administration for approval prior to any suspension of such privileges. Further, this rationale and subsequent decision shall be shared with the appropriate authority within the referring agency (e.g., Juvenile Court or Department of Social Services). The only exception to this policy regarding visitation would be in the event of a court order which would prohibit parental visitation. The withholding of any meal and/ or the denial of shelter, clothing and essential daily living needs (e.g., bathing, grooming needs) is also prohibited. In addition to breaches of the aforementioned policies being considered as violations of administrative rules, it should be noted that such breaches are also violations of Public Act 116, Rule 137 (Discipline and Behavior Management). BEHAVIORAL

MANAGEMENT

ROOMS:

No child shall be placed in a behavioral management room unless he or she is out of control and is in danger of harming self or others. Once in a room, the youth shall remain in the room only for the amount of time needed to change the behavior compelling the use of the room. The behavioral management room shall only contain one resident at one time. Staff shall observe the resident at intervals of 15 minutes, or less, and shall record the observations in a behavior management log. Such logs are to be available to staff members in the three Children's Village sites that contain approved behavior management rooms; i.e., Building A-'North; Building A-South; and Building "J". Such logs are to be documented and signed as called for on the logging format. This shall include: 1. 2. 3. 4. S.

Full name of resident. Date and time of each placement in the room. Name of staff member(s) responsible for placement. A written description of the behaviors which precipitated the use of the room. Date and time of each removal from the room.

Effective Date:

November 18, 1986

Approved By:

Joanna J. Overall, Manager

Updated:

November 02, 1993/0ctober

25, 2004


OAKLAND COUNTY CHILDIREN'S VILLAGE Policy:

DISCIPLINE OF RESIDENTS

Category:

RESIDENTS

Policy Number:

Page:

Related Standards:

4 of 4

Oakland County Merit System Rule 8.3.8; P.A. 116 R400.4137; Existing Federal, State & Municipal Statutes; P.A. 238

In addition, for each instance in which a child is placed in the room, the immediate (on-duty) supervisory level staff person is to authorize same. Further, when a child remains in a room for a period of time exceeding two (2) hours, the on-duty supervisory person shall review the continued use of the room beyond that point. Such review shall involve the log indicating supervisory approval on an hourly basis thereafter. When the use of the room exceeds three (3) hours, there shall be administrative review and approval above the level of supervisor. The identified administrators shall be: 1. Administrator - Intake Team, or 2. Administrator - Program Team, or 3. Chief of Operations, or 4. Coordinator - Special Programs, or 5. Manager. If use of the room extends beyond 24 hours, the approval of the Manager will be required. Please note that the policy on the use of behavior management rooms is administrative policy. In addition, breaches of such policy will constitute violations of Public Act 116, Rule 152: "Behavior Management Rooms; Policies and Procedures". PHYSICAL BEHAVIOR

(f"""

MANAGEMENT: MANAGEMENT:

See separate policy. See separate policy.

Effective Date:

November 18, 1986

Approved By:

Joanna J. Overall, Manager

Updated:

November 02, 1993/0ctober

25, 2004


OAKLAND COUNTY CHILDRENS VILLAGE Policy:

DRUG-FREE WORKPLACE POLICY

Category:

PERSONNEL

Policy Number:

Page:

~...•..• IAIrl

WfUnn.J.t

AND~ . __"'

~O,Jtll'·

I.\,C~JG,I.~

O!P.l.i!iTI..I[r.T

O.

'ro:

L aRO~S

PATIEASON.OAKLANDCOUNTY Ex:EClr't!vE

"E~S.Or!NE'

mOM:

County Employees 1.,.,Brooks Patterson

DATE:

J8Jl'll8.Ij

SUBJECt!

1 of 2

Drug-Free

4.

- County Executive

1993

Workplace Policy

The COUtrty s Orug-f.'ree Workplace Ptllicy. I

printed on the reverse

side of this mem:>.is ma.nda tad by federal law and a.pplies to all County employees. To ensure ccmplillDce. all empl.oYees ~ expected: to abide by the terms of this policy .and: cooperate wi th tbe County in mints; nj ng a drug-free 1i'Orkplaee. All violations win be .trea,ted seriouslyan::l. depending 00 the Mt\U"le aDd severt ty of the violation, o:t:tende:rs ma.~'be SUbject to appropriate disciplinary action up to &nd including diseharge.

Ques'tions or concerns regarding procedural this

implementation of should be directed to tbe a.ttentian of Mr. Thcmas Labol" Rela.tioos Supervisor, in the Personnel Depe.rt.ment

policy

Eaton,

rl 8~6.

~~

~_.~_: __~~

~~

County Executive LBPlkw

(;::-Effective Date:

January 04, 1993

Approved By:

L. Brooks Patterson, County Executive

Updated:


OAKLAND COUNTY CHILDREN'S Policy:

DRUG-FREE WORKPLACE POLICY

Category:

PERSONNEL

Policy Number:

VJ[LLAGE

Page:

2 of 2

COUNTY OF OAKLAND DRUG-FREE

WORKPLACE

POLICY STATEMENT

The Federal Drug-Free Workplace Act of 1988 imposes certain requirements on the County of Oakland and its employees as recipients of federal grant funds. The County of Oakland supports the purpose and goals of the Act and by this policy, announces its intention to comply with this Act and make continuing "good faith" efforts to provide a drug-free workplace. Therefore, it is the policy of the County of Oakland that any unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance in the workplace is strictly prohibited.

h

All employees of the County of Oakland must abide by the terms of this policy and must notify their Department Manager of any criminal drug statute conviction no later than five (5) days after such conviction. Employees violating this policy are subject to appropriate personnel/disciplinary action, up to and including termina tion, and/or other remedial measures as the individual circumstances warrant. is committed The County of Oakland are expected workplace. All employees policy their full support.

to to

maintaining a drug-free cooperate and give this

9/89

/

(1'\

Effective Date:

January 04, 1993

Approved By:

L. Brooks Patterson, County Executive

Updated:


OAKLAND COlJNfY CHILDREN'S VJ[LLAGE Policy:

ELECTRONIC

Category:

PERSONNEL

COMMUNICATION

Policy Number:

POLICY Page:

1 of 3

Regulatory Requirements: Related Standards: See Procedure Number:

OAKLAND COUNTY ELECTRONIC

COMMUNICATION

POLICY

POLICY STATEMENT The Oakland County Electronic Communication System includes but is not limited to facsimiles, voice mail, computers and their hard drives, electronic mail ("e-mail"), the computer network and the Internet. An electronic communication is information sent over the electronic communication system including but not limited to messages left on voice mail, e-mail messages, information received and sent over the Internet, and data and files maintained on the computer network and individual computers. The electronic communications system is designed to facilitate County business and communications between employees and other business associates. To remain competitive and better serve our citizens and taxpayers, Oakland County encourages the use of its electronic communication system. Because no electronic communication system is completely secure, the system is not intended to transmit sensitive decisions, including but not limited to certain Personnel issues, attorney-client information, and other similar information which may be more appropriately communicated by written memorandum. 1. NO EXPECTATION OF PRIVACY The electronic communication system is the property of Oakland County and is intended for County business. All data and electronic communications within the electronic communication system are the property of Oakland County. The system is not to be used for personal gain or to support or advocate non-county related business or purposes. Persons using the electronic communication system have no expectation of privacy. The confidentiality of any electronic communications created, transmitted, received, deleted or stored in the electronic communications system should not be assumed. The electronic communications may be retrievable even if deleted from the electronic communication system. Oakland County has the ability to monitor the electronic communications system under the direction of the Personnel Department and Corporation Counsel for violations of federal or state law, the Oakland County's Merit System Rules, this policy and other County polices. Employees who are terminated or laid off have no right to the contents of their electronic communications and are not allowed access to the electronic communication system. All electronic communications are subject to federal and state law and Oakland County's Merit System Rules including but not limited to the Open Meetings Act, MCL 15.261 - 15.275, and the Freedom of Information Act, MCL 15.231 - 246. Persons using the electronic communication system are not authorized to retrieve or read any communications that are not sent to them, unless authorized to do so. Further, (

Effective Date:

Upon Receipt

Approved By:

Phil Bertolini, Director - Department of Information Technology

Updated:


OAKLAND COUNTY CHILDREN'S VJILLAGE Policy:

ELECTRONIC

Category:

PERSONNEL

COMMUNICATION

Policy Number:

POLICY Page:

2 of 3

Regulatory Requirements: Related Standards: See Procedure Number:

electronic communications shall not be used to hide the identity of the sender or represent the sender as another person. Each employee is hereby notified that any and all electronic communications may be subject to monitoring, retrieval and access by authorized Oakland County personnel under the direction of the Personnel Department and Corporation Counsel. 2. INFORMATION ON PASSWORDS Users are responsible for securing their password(s) and shall not share their password(s) with anyone, nor shall they allow unauthorized access to the County electronic communications system. An employee may be directed, by authorized individuals, to provide access to their assigned electronic communication system. If a user discloses their password or suspects that it has been compromised, they are responsible for changing their password immediately. Contact the help desk at Information Technology for appropriate procedures. While users have a password or passwords to gain access and conduct business on electronic communication systems, the electronic communication system is not confidential and information created, transmitted, received, deleted, or stored in these systems may be retrievable by persons other than the creator. 3. PROHIBITED USES Electronic communications may not be used for circulation of non-County sponsored functions, activities, programs, or policies, solicitation of funds or sales, to convey political messages, to defame individuals, or to convey messages or images that would violate federal or state law, the County's Merit System Rules, and other County policies including but not limited to the County policy that strictly prohibits illegal discrimination and harassment. Employees are also prohibited from sending county wide electronic communications, to a large group (large group is defined as 100 persons or more) without the approval of department management. All large group electronic communications must be sent to the Department of Information Technology for distribution. 4. INTERNET The Internet provides Oakland County with significant access and dissemination of information outside of the County. The use of the County Internet system is intended for County business. Internet messages are capable of being forwarded without express permission of the original author. Therefore, users must use caution in the transmission and dissemination of messages outside of the County, and must comply with federal and

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Effective Date:

Upon Receipt

Approved By:

Phil Bertolini, Director - Department

Updated:

of Information

Technology


OAKLAND COUNTY CHILDREN'S VJ[LLAGE . ELECTRONIC

Policy:

COMMUNICATION

POLICY

PERSONNEL

Category: Policy Number:

Page:

3 of 3

Regulatory Requirements: Related Standards: See Procedure Number:

state law and the Oakland County Merit System Rules, this policy and other applicable County or Departmental policies. 5. APPLICABILITY TO EMPLOYEES, PART-TIME EMPLOYEES, CONTRACTORS AND OTHER USERS This policy applies to all employees (full or part-time), contractors, volunteers, and other individuals who are provided access to Oakland County's electronic communication system. Contractors and third parties should only be provided access to the electronic communication system as necessary for their business purpose with the County, and only if they abide by all applicable rules set forth in this policy. Contractors and third-party users who are in violation of this policy may be removed from the electronic communication system and/ or have their contract revoked. In addition, other legal remedies may be pursued. 6. ENFORCEMENT OF POLICY The Department of Information Technology has the ability to monitor the electronic communication system under the direction of the Personnel Department and Corporation Counsel. Employees who observe a violation of this policy should bring it to the attention of their immediate supervisor or manager. Supervisors or managers who receive a complaint or observe a violation of this policy shall investigate the matter and determine the appropriate action. Questions related to this section should be referred to the Labor Relations Unit. 7. PENALTIES

Employees found to have violated this policy may be subject to disciplinary action up to and including dismissal from employment pursuant to the County's Merit System Rules, and if applicable, may be subject to prosecution under federal or state laws.

ÂŤ< ,

Effective Date:

Upon Receipt

Approved By:

Phil Bertolini, Director - Department

Updated:

of Information

Technology


OAKLAND COUNTY CHILDREN'S VILLAGE Policy:

EMPLOYEE DRUG SCREENING

Category:

PERSONNEL

Policy Number:

Page:

1 of 3

DEPARTMENT OF HUMAN SERVICES POLICY STATEMENT DRUG SCREENING FOR DEPARTMENTOF HUMANSERVICES EMPLOYEES I.

The purpose of this drug testing policy is to: A. Maintain high standards of moral conduct, integrity and job performance, physical fitness, ability, and efficiency. B. Prevent accidents, casualties and improper performance of duties that may result from impairment of employees from drugs of abuse. C. Maintain a drug-free work place in support of Oakland County's Drug Free Workplace policy.

II.

Definitions: A. "Drug" means any substance, including alcohol, that has known mind or function altering effects on a human subject, specifically including any psychoactive substance and including but not limited to controlled substances.

(

B. "Controlled Substance" means any substance listed on Schedules I-V of the Michigan Public Health Code (P.A.368 of the Public Acts of 1978, Part 72) or 21 Code of Federal Regulations (CFR) 1301-1316 as they may from time to time be revised and includes marijuana, narcotics, (such as heroin and codeine), stimulants (such as cocaine and amphetamines), depressants (such as barbiturate and minor tranquilizers), and hallucinogens (such as drugs known as PCP and LSD). Controlled substances include illicit drugs (Schedule 1), drugs that are required to be distributed only by a medical practitioner's prescription or other authorization (Schedule II-IV and drugs on Schedule V), and certain preparations for which distribution is thoroughly documented (Schedule V only). III. Drug Use Prohibited: A. Except as provided in Section III. C., no employee may report for work or remain on the job while under the influence of or impaired by any controlled substance or other drug that may in any way adversely affect his/her alertness, coordination, reaction, response, safety or ability to effectively perform job duties. B. No employee may use any controlled substance without prescription by a licensed physician.

(>..--"

Effective Date:

01/15/1996

Approved By:

Thomas J. Gordon, Ph.D., Director - Department of Human Services

Updated:


OAKLAND COUNTY CHILDREN'S VILLAGE Policy:

EMPLOYEE DRUG SCREENING

Category:

PERSONNEL

Policy Number:

Page:

2 of 3

This section does not prohibit the use of a controlled substance on Schedule II-V of the Controlled Substance List prescribed or authorized by a medical practitioner, or possession incident to such use if: 1. the treating medical practitioner or physician designated by the Department has made a good faith judgment in writing, with notice of the employee's assigned duties and on the basis of the available medical history, that the use of the substance by the employee at the prescribed or authorized dosage level is consistent with the safe performance of the employee's duties; and 2.

the substance is used at the dosage prescribed or authorized.

C. The Department may, at its discretion, require that employees notify the Department of therapeutic drug use or obtain prior approval for such use . . IV. Drug Testing of Current Employees: A. Based on reasonable suspicion* of drug use the department may require any current employee, as a condition of continued employment, to cooperate in urine testing and/or breath testing to determine compliance with the prohibition against drug use. ~

B. No random testing shall be conducted on any current employee. C. The Department may, at it's discretion, require employees involved in accidents during working hours, to undergo urine testing and/or breath testing. D. The Department will undertake action to protect the confidentiality of any test results. Access to the information shall be limited to only that core group of individuals who would need to have knowledge of the test results. V.

Testing Procedures: A. Urine Test Procedures 1. Employees who are required to take a urine test will be sent to an independent medical center for drug testing. Test analysis shall be performed by a laboratory certified by the Michigan Department of Public Health and authorized by the Oakland County Department of Human Services. Prior to the urine test, it is the employee's responsibility to provide information concerning all drugs or medication used within the previous 60 days to the laboratory facility.

, (~

Effective Date:

01/15/1996

Approved By:

Thomas J. Gordon, Ph.D., Director - Department of Human Services

Updated:


OAKLAND COUNTY CHILDREN'S VJ[LLAGE Policy:

EMPLOYEE DRUG SCREENING

Category:

PERSONNEL

Policy Number:

Page:

3 of 3

*Reasonable suspicion may include but is not limited to the following: Observable phenomena, such as direct observation of drug use or possession and/ or the physical symptom(s) of being under the influence of a drug; A pattern of abnormal conduct or erratic behavior; Arrest or conviction for a drug related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug possession, use, or trafficking; Information provided either by reliable and credible sources or independently corroborated; Newly discovered evidence that the employee has tampered with a previous drug test.

2. All tests shall be administered and analyzed by qualified personnel who are not employees of the County of Oakland. A portion of the sample shall be kept by the laboratory and may be used as a secondary sample, should the initial test result in a positive report. The employee shall have the option of having the remaining sample tested at employee expense by a different laboratory. The employee request of the secondary sample must be made in writing and received by the division manager within 72 hours of receiving notification of the initial positive test result. B. Breath Test Procedures 1. Employees who are required to take a breath test will be sent to an independen t center for drug testing. 2. All tests shall be administered and analyzed by qualified personnel who are not employees of the County of Oakland.

(/"'\

VI. Violations: Employees who engage in activities prohibited by this policy or who fail to follow the procedures outlined in this policy are subject to remedial measures as determined by the employer and/or disciplinary action up to and including dismissal from county service. The effective date of this policy is January 15, 1996.

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Effective Date:

01/15/1996

Approved By:

Thomas J. Gordon, Ph.D., Director - Department of Human Services

Updated:


OAKLAND COUNTY CHILDREN'S VJ[LLAGE Policy:

EMPLOYEE - RESIDENT RELATIONSHIPS

Category:

RESIDENTS

Policy Number:

Page:

1 of 1

Dealing with children and adolescents in a residential setting can be difficult or rewarding, dependent on the staff person's approach to the youth and their problems. It is important that all staff understand the necessity of maintaining an objective, professional relationship with residents. A significant part of staff s role in the agency is the modeling of socially acceptable behaviors and values. Staff members are expected to refrain from sharing details of their personal lives with residents, and/ or the residents' family members. This is good practice from a professional viewpoint in ensuring the necessary objectivity when interacting with residents. Home telephone numbers, home addresses, pager and/ or cell phone numbers, and other forms of personal information are not to be shared with residents. Unless written administrative approval is obtained, the receiving or sending of personal letters or notes between residents and staff is strictly forbidden. Likewise, the giving of personal gifts for residents is forbidden, unless prior written administrative approval is granted. Gifts to the entire resident group may be deemed acceptable, but will still require prior supervisory approval. Phone calls between staff and current or former residents also require administrative approval. Staff members are required to report to their supervisor any/all correspondence and/ or phone calls received from current or former residents. Visits to you at the facility by your family members and friends are also disallowed. Children's Village is home to its residents, and therefore, their privacy is to be respected. Any exceptions to this rule must be approved by your immediate supervisor who shall document in writing the request and the subsequent approval or disapproval. Unless otherwise administratively approved, it is required that all interactions with this agency's residents be restricted to the employee's officialwork hours. These are defined as those hours entered on the bi-weekly time card for which an employee is paid. Exceptions must be approved, in writing, by the manager or the manager's designee. Staff wishing to maintain contact with a youth followinghis or her release from the Village must receive written approval from the Manager: Children's Village.A record of this approval will be kept on file in the Manager's office.Any such requests are to be made to your immediate supervisor who will be responsible to forward the request via the chain of command. Employees, on or off duty, who encounter, observe, or learn of the whereabouts of any resident who is truant from Children's Village have a duty and obligation to immediately notify Children's VillageAdministration by contacting the on-duty supervisor in order to receive instructions. The unauthorized removal of any Children's Village documents, including business records and/ or any information pertaining to residents and/ or their families is strictly prohibited. Any such action shall be grounds for disciplinary action including dismissal as an employee of Children's Village.

(0

Effective Date:

01/05/1998

Approved By:

Joanna J. Overall, Manager

Updated:

February 01, 2005


OAKLANDCOUNTYCffiLDRENSvaLAGE Policy:

EQUAL EMPLOYMENT OPPORTUNITY

Category:

PERSONNEL

Policy Number:

POLICY

Page:

TO;

COunty Elnployees

F'BOM:L. Brooks Patterson DATE ;

SUBJECT':

1 of 1

Ja..nu,ary 4

fllua.l

J

- County Executive

1993

ElnploynED.t

C)pIxlrtuIli ty Fob C:y

is to :re-affinn t.beCounty of Oakland "s CCG'IJ\i tment. to provide Equs.lFmployment Opportunity to all individuals regardless of raoe, oolot" .sext religion, na. t.ional origin, age phySical or mental nandaeap, height, weight or any other reason, in accerdanee wi'th a.pplicable stat-e and federal laws. This p::.licy applies to recnri:bnent, hiring, traill.in;g; pn:m:rti,on, salJlry decisions. work environment as well as other terms .and conditions of employment . 'Ibis

J

J

J

As :SUCh, all employees and APPlicants are protected fran coercaon, intimida tioD;. ha..rasSlllent r retaliation or discrimination an performing tbeil" du.ti.es or exercising their rights under federal and state

~.

.

Al..l employees are expected to conduCt "tt'temSelves in a tne.J"J.1ler li"hicb will ensure caJlplianoe with County p;:ilicy and prcm:rte a work enviroÂŤlI!Dent. free fttm illegal discrimination or ha.ras:stlle1lt To abuse tile dignity of anyone tiJ.rcu&b. raeial, sexual. ethnic

slurs or other object.iooable

+

orooc.du.ct is ~ violation

l"E!!!nIa.rks

of County poliey. 1'be County's p:!liey on sexuaJ. harassment is pritlrted OIl the reverse side of tb.:is letter. Quegt10as or r:oooerns rega..rdillg trea.tme:nt under this IX>licy ma.ybe directed to your imDedi& te supervisor ~ di visioo mn.ager or depa,rbDent head~ 11 feasible. IJowever. any canplaints lllil!,.y be bI"O'l.lght to tbe attention of Eunice Williams, E'quaJ. ~loyment Opportunity Officer in the: Personnel Depa.rt;lrent (ext. 8(539). SUcb c:anplaints will be investigB.:ted pral'Iptly in aooordaJ:loe wi t.h est&blisbed Personnel !Oepal"tlnetlt prooedures. I

All employees are ex:peeted to gi va th:ls p:>licy their full and a.cti ve support and must cooperate :fully ",1th the E'qu.alEmploymE!'Ilt Opportuni ty Officer or deSigna ted ~t& ti VEt during the oourseo:f an investiga. tion ~

~=~':::"":::'==-;"~.LSP/kw

Effective Date:

January 04, 1993

Approved By:

L. Brooks Patterson, County Executive

Updated:


OAKLANDCOUNTYCffiLDRENS~LAGE Policy:

r: v-----

FAMILY PLANNING SERVICES

& REFERRALS

Category:

---------------------------------------------------------------Policy Number: Page: 1 of 1

DEPARTMENT OF HUMAN SERVICES POLICY STATEMENT

FAMILY PLANNING SERVICES AND REFERRALS Recent events suggest a need to reiterate a long-standing Department of Human Services' policy regarding family planning services and referrals. It continues to be the Department of Human Services' policy to advocate for and support the h~tby growth and devel .. ern,t 0 f W~. ~11 chil A~~· . S•. ·I;C f .... 1.. n.- ., ~ .: ;,n+ '. '.' ". op,.ttt .Ult:n an.d' famili armues.. IUUl o we .t.A;pmtme·ilh.may assist our crnzens with family planning related services within Departmental resources or through referral to bona fide community-based family planning service providers. .

Family planning services and referrals may be provided for counseling related to abstinence) use of b<iIth control aids, an important public heahh concern; OB/OYN

referral for problem pregnancies; or counseling or referral for adoption services. The Department of Human Services policy does NOT Include support or referral fur abortion counseling or abortion services. mild Department personnel shall not be involved in support or referral for abortion counseling services, As with all Department/Division policies, violation of this policy sub] eets the individual to disciplinary action.

or

The effective date of this po) ley is: ongoing

Thomas J. GordDD,'Ph.D.~ Director

Date

Department of Human Services

Effective Date:

November 12,

Approved By:

Thomas J. Gordon, Ph.D., Director - Department of Human Services

Updated:

2004


OAKJLAND COUNTY CHILDIREN'§ VILLAGE Policy:

FOOD CART USE/DELIVERY POLICY AND PROCEDURE

Category:

PROGRAM

Policy Number:

Page:

1 of 2

The following policy will be adhered to when operating the food cart van: •

The food cart van will be picked up at K Building to begin food delivery each day. After completion of food delivery each day, the food cart van is to be parked inside the enclosed loading area at K Building.

Assigned food delivery staff are to use three or four residents help with delivering the food to each unit.

Residents are not to be allowed in the food cart vehicle unless accompanied assigned food delivery staff.

Residents used for food delivery or other purposes, when using the food cart van, are to be seated in designated seats as assigned by the food cart staff and must always wear their seat belts. Assigned food delivery staff are to supervise residents, while in the vehicle, assuring damage does not occur to the seats, dash, etc.

Residents are never to operate the electric garage door opener at the loading area of K Building.

During the loading, unloading, and carrying of empty or full food canisters, two residents must be assigned to each canister. Assigned food delivery staff are to supervise the residents closely, assuring food is delivered to the correct unit and to avoid food being spilled.

Assigned food delivery staff are to accompany residents into each unit, when delivering food and returning food canisters to K Building.

Whenever driving the food cart van on-grounds at the Children's Village complex, the maximum speed is to be 15 mph. Assigned drivers should be conscious of driving safely at all times, i.e. stop signs, speed bumps, resident crossings, children in the road, etc. The rear doors of the food cart van are to be closed, whenever this vehicle is moving from one area to another.

When delivering food to J jIAC Building, assigned food delivery staff and residents are to carry J jIAC Building garbage out to the dumpster. Assigned food delivery staff must walk to the dumpster with residents, assuring garbage is placed inside the dumpster, and that the area from J Building door to the dumpster and around the dumpster is clear of all trash.

Effective Date:

July 21) 2004

Approved By:

Joanna J. Ouerall, Manager

Updated:

February 01, 2005

from their unit to by


OAKLAND COUNTY CHILDREN'S VILLAGE Policy:

FOOD CART USE/DELIVERY PROCEDURE

Category:

PROGRAM

Policy Number:

Page:

2 of 2

â&#x20AC;˘

Assigned food delivery staff on the 7:00am - 3:00pm shift are to call the Administration receptionist desk (81150) at 9:00am each day, to see if donations need to be removed to H Building. If donations need to be moved, this must be done immediately. During the lunch and evening food deliveries, assigned food delivery staff are to check the lobby of J Building Administrative area for donations, ~oving them to H Building immediately.

â&#x20AC;˘

After loading food canisters into the delivery truck, canister rollers must be placed in the roller rack. When returning empty canisters to K Building, canisters must be placed back on the rollers. When returning J Building square plastic containers to K Building, assigned food delivery staff are to remove all metal food containers and pans from the plastic containers, and place them on the stainless steel shelves on the loading dock area.,

When doing food cart delivery the following procedure is to be followed at all times.

(~

POLICY AND

is to be considered

policy and

l.

When doing food cart delivery return run, taking the empty food containers back to K building, staff are to stack the blue cambro containers only three high on the dock area. These containers should first be emptied of the metal pans on the inside of the containers. The metal pans should be stacked neatly on the metal shelving on the dock area.

2.

Containers of any kind are to never be stacked in front of the door leading from the dock to the kitchen.

3.

While doing food cart delivery, staff must supervise residents at all times. Residents must be within staff's eyesight at all times and must be given appropriate instructions during the delivery and return delivery process.

Effective Date:

July 21) 2004

Approved By:

Joanna J. Ouerall, Manager

Updated:

February 01, 2005


OAKLANDCOUNTYCffiLDRENS~LAGE Policy:

HANDICAPPER

Category:

PERSONNEL

ACCOMMODATION

Policy Number:

Page:

1 of 1

L. BROOXS PAifE!"lSOr-.!. O,r.XLAND COUNTY EXECUtiVe

C'J'urlr,'

"',Ctf.IG.trj

t<f?olIi:TIIHrlT

OF

pr>lSOklifl

TO; County Elnployees F'FO!: 1... Brooks Fa tterson DATE: ~anuary.Q. 1993 SUBJEX::T: Handicapper

- County Executive

Acccmrx:xia.tion

Th.e Michigan Handicappers Civil Rights Act imposes certain reQuiremetlts on employers. This law requires employers to make accomodataons to handicapped applicants and Eq)loyees I1lere th@ acccrmxxiation Qoe:s DOt itrrpose an undue hardship an the employ-er. Eiandica.pped employees .md appli.caDts lI!tl.y request ana.COOIl"CJ'Oia tioo to their ~lcap bynotUy1ng the County in writing.Df the need for accoomxl:atiOtl nthin 182 days of the date the handacapper knows Or should know an accoum:xiatioo i$ needed. Failure to properly ootHy tbe County generally precludes any claim that the employer :failed to a.ccamxxiI1.te the handicapper. !Employees desiring to lMke II. request for an accoo:m:xlation n::ay advise their inmediate supervisor,. division mnag& or department bead of such. or they my-bring the l"eqUeSt directly to the attention of the Countyts EID Of!!cer, Eunice Williams. at 80539" Penns to be used for In\ld.Dg ,a request are 8.'llailable through too E:qua!Elnployment Opportun:ity Unit ,of the Personnel Department.

Effective Date:

January 04, 1993

Approved By:

L. Brooks Patterson, County Executive

Updated:


I

OAKLAND COUNTY CHILDRENS VILLAGE Policy:

INCLEMENT WEATHER POLICY

Category:

PERSONNEL

Policy Number:

Page:

TO:

1 of 1

County- Wide Elected Officials, Judges, Commissioners, Department

Heads and Division ManageÂŁs FROM: DATE;

----ÂŁ.

L. Brooks Patterson, County ExeCUtiVe~.

Januarv.. 23 .. 2001

.--.

_. . ...

..

1

(

Inclement Weather Policy

SlHUECT~

. Most: County Serviees mustcontinue at all times, including periods of severe inclement weather, Many County services become more critical dunn.g--p6'or weather conditions. It is the general pOlicy of the Countyo.f Oakland that the County. including all satellite office locations and courts, does NOT close for inclement weather conditions, Merit Rule 15.4. which follows, addresses this issue. 15.4 INCLEMENT

WEATHER

15.4.1

Only the County Executive shall have the authority to excuse employees early from their shifts, with pay, because of dangerous or inclement weather. Individual Department Heads shall not have this opportunity.

15.4.2

Only the County Executive shall have the authority to give time off with pay because employees may have been prevented from getting to work because of dangerous or inclement weather. In such cases, the following rule shall apply:

/-

(,r---,

15.4.2.1

All employees on the same shift at the affected work locations shall be treated alike.

15.4.2.2

Those require to work and who are able to get to work shall receive double pay for the normal shift and 2-1/2 pay for overtime worked under such circumstances.

On October 1 each year, this policy will be reissued. Each elected official and department head should determine by October 1 each year which employees/classifications are considered essential and required to report to work during an inclement weather period declared by the County Executive. As previously stated, the general policy of the County of Oakland is that the County does NOT close for inclement weather conditions. Employees are expected to make every reasonable effort to maintain regular work schedules. During winter months when snow and ice often reduce travel speed, employees are responsible to plan ahead and leave for work earlier than usual. However, when weather conditions are particularly severe, and an inclement weather day has NOT been declared, supervisors may use their discretion to use a one-hour grace period for punctuality. Under these circumstances, liberal leave procedures should be followed for non-essential employees to allow them, based on weather conditions where they reside, to use leave banks to remain home for the day. Out of fairness to employees who make the effort to come to work, the County must address the issue of the employees who choose not to or cannot make it to work. Employees who choose to remain home or who are unable to report to work for the day will be required to use their leave banks. If the County Executive determines to declare an Inclement Weather period, it will be announced on local radio and TV stations, the County's main telephone information line and on the County's web page. Specific procedures will be forwarded under separate cover. If you have questions concerning the policy, please contact the Director of Personnel at 858-0537, the Deputy Director of Personnel at 858-0546 or the Labor Relations Specialist at 858-5351.

Effective Date:

January 23, 2001

Approved By:

L. Brooks Patterson, County Executive

Updated:


OAKLAND COUNTY CHILDREN'S VILLAGE Policy:

___

INDIVIDUAL EMERGENCY SIGNALING DEVICE (DURESS PENDANT)

Category:

FACILITY SECURITY - SECURE UNITS

Policy Number:

Page:

1 of 1

In an effort to ensure the safety of staff and residents; it is mandatory that all staff working in any secure setting are equipped with an emergency-signaling device, hereafter referred to as pendent. The following procedures pendent:

shall be instituted

when using an emergency-signaling

>

Staff will check out a pendent from the charging unit at the start of their shift. The checkout area for staff working in J Building and the Intake and Assessment Center will be located in the staff office in J Building. Staff working in A-North and A-South will check out their pendants from the A-North staff station.

Staff will turn on the pendant, scan the bar code on the pendent, and then scan the KRONOS bar code on their ID badge. This will assure that each staff member is identified should it be necessary to activate his or her pendent.

Once staff have arrived at their workstation they will test their pendent by activating the keypad. The control room operator shall be notified prior to the testing of the pendent.

Pendants

Staff shall activate the pendent whenever they feel their safety or that of the residents is being compromised. Staff will not activate the pendent when they feel additional staff or supervisory assistance is needed.

Pendants

are to be worn by staff whenever they are on duty.

are to be returned

the charging stations at the completion of the shift.

Effective Date:

May 25,2004

Approved By:

Joanna J. Overall, Manager

Updated:


OAKLAND COUNTY CHILDREN'S VILLAGE INTAKE & ASSESSMENT

Policy: Category: Policy Number:

Page:

1 of 2

The following policy and procedure will be adhered to whenever youth are being admitted to a secure detention unit within Children's Village. SALLYPORT:

The sally port door will be opened after control room personnel have verified authorization for entry

Law enforcement personnel must secure firearms in the gun locker in the sallyport

The sallyport door will be closed prior to control room personnel allowing passage to the processing center.

Youth (male and female) being admitted to a Children's Village secure detention unit will be processed in the Intake and Assessment Center.

ADMISSION

• (0

PROCESS:

Youth (male and female) being admitted to Children's Village detention will be processed in the Intake and Assessment Center.

• The pat down procedure (as posted) by law enforcement personnel will be visually

observed by intake personnel and is to be completed in the processing area.

r' \

If an intake clerk is not available to facilitate an intake, then the back up intake schedule will be utilized.

The medical unit will be immediately contacted and the tending nurse, prior to the release of the transporting agency personnel will authorize medical clearance. The only exception to this clearance will be youth returning from court.

All male youth will be searched (body sheet completed) for contraband, showered, and issued county clothing prior to transfer to their assigned unit.

All female youth will be transported to A-South for showering and clothing disbursement.

Female youth will be transported through J building and the catwalk to A-South. Alternative means of transportation, when necessary, will be by security van from the sallyport to A-South.

The assigned team leader will immediately assess all newly admitted youth. This assessment will take place as soon as possible and within 24 hours (excluding weekend and holidays).

Effective Date:

January 14, 2004

Approved By:

Joanna J. Overall, Manager

Updated:

February 15, 2005


OAKLAND COUNTY CHILDREN'S VJ[LLAGE Policy:

INTAKE & ASSESSMENT

Category: Policy Number:

Page:

2 of 2

All newly admitted youth will be assessed by the assigned Psychologist or Social Worker as soon as possible and will be referred for immediate clinical assessment when the youth is in need of immediate intervention. .

If it is necessary to place a youth in a holding cell, the following procedure will be adhered to: • Intake personnel will notify control • Belts, shoelaces, coats and any contraband will be removed from the youths' possession. • Intake personnel are responsible for observing youth placed in holding cells. At no time will youth be placed in a holding cell without staff observation. • Only same gender youth will be placed in a holding cell at one time and the maximum number of youth will not exceed 4.

(0

Youth will be transported to their unit by a Youth Specialist, Youth Specialist Supervisor, or by a Program Supervisor.

• A comprehensive log entry will be made for each new admittance upon placement into the program. The entry will provide information regarding acclimation to the program and any necessary special precautions.

Effective Date:

January 14) 2004

Approved By:

Joanna J. Ouerall, Manager

Updated:

February 15, 2005

-

~~-----------------


OAKLAND COUNTY CHILDREN'S VILLAGE Policy:

MECHANICAL RESTRAINTS

Category:

RESIDENTS

Policy Number:

Page:

1 of 1

The use of mechanical restraints (i.e., handcuffs, shackles and leg braces) shall be limited to: 1.

The purpose of transporting an out-of-control youth from a non-secure unit to a secure unit.

2.

The purpose of transporting an out-of-control youth from one portion of a secure unit to another, but only with the approval of supervisory and/ or administrative personnel. Such approval shall be documented in writing by the person giving approval.

The use of mechanical restraints shall NOT BE PERMITTED for any youth who has been placed in a secure (i.e., behavioral management) room. The use of mechanical restraints shall NOT BE PERMITTED for the purpose of restraining any youth to a fixed object including beds, benches, posts or any portion of a motor vehicle. All employees of this facility are reminded that the standard and ethic of care involves the utilization of control techniques and physical restraint as covered under the auspices of National Crisis Prevention Institute, Inc. training. Any deviation from these techniques must be documented and a clear-cut rationale must be presented. All approved mechanical restraint equipment (i.e., handcuffs, leg shackles and leg braces) are to remain under the control of supervisory personnel who shall be accountable for the use of same.

(~

Effective Date:

August 02, 1996

Approved By:

Joanna J. Overall, Manager

Updated:

Febntary 15, 2005

---

---

---

------------


OAKLAND COUNTY CHILDRENS VILLAGE MEDICATION INCIDENTS

Policy: ;::::::...

Category: Policy Number:

Page:

1 of 1

DEPARTMENT OF HUMAN SERVICES POLICY STATEMENT MEDICATION INCIDENTS The purpose of this policy is to insure all medications administered to individuals by Department of Human Services employees are in accordance with the physician orders and are properly documented in each client's written record. A medication incident is defined as a medication that is not administered as directed or was not scheduled to be administered. In the event of a medication incident, Department of Human Services employees shall do all of the following: I.

Verify that a medication

2.

Notify the appropriate

3.

Immediately

4.

Do basic client vital signs and assessment of clinical condition to verify no immediate contraindicated physical effects have occurred. These vital signs and the clinical assessment are to be recorded in the client's medical record.

5.

Immediately contact attending physician or on-call physician for medical consultation and direction as appropriate. The physician's consultation or direction shall be recorded in the client's medical record by the employee receiving the consultation/direction.

6.

Complete medication

7.

The physician shall review the medication incident at the earliest opportunity and countersign the entry in #5 above or further docwnent in the client medical record that there were no adverse effects or treatment directions, as appropriate.

8.

Follow up for 48 hours on each shift to monitor for contraindications, adverse effects, etc., or as otherwise directed by written standing orders of each Division's Medical Director/Chief Physician. Any change in the client's condition is to be reported to the attending physician or oneall physician for further medical direction.

document

incident occurred. supervisor

of the incident.

in the client medical record that a medication

incident has occurred.

incident report.

The effective date of this policy is February 25,2002.

Date

(~

Effective Date:

02/25/2002

Approved By:

Thomas J. Gordon, Ph.D., Director - Department of Human Services

Updated:


OAKLAND COUNTY CHILDRENS VJDLLAGE Policy:

PROTECTED HEALTH INFORMATION DEPARTMENT OF HUMAN SERVICES POLICY STATEMENT

Category: Policy Number:

Page:

DEPARlMENT

1 of 4

OF HUMAN SERVICES

POLICY STATEMENT PROTECTED HEALTH INFORMATION

The Department of Human Services has had a long-standing responsibility for safeguarding client protected health information (PHI) and other privileged client information, The recent implementation of the federal Health Insurance Portability and Accountability Ad of 1996 (ElPAA) further underscores and supports this responsibility, Specifically. the Act's detailed regulations (45 CFR.,..Parts 160 and 164) arc intended to protect personal health information from disclosure without written authorization front the client, guardian, or as otherwise authorized by law (e.g .• valid court order); 8 practice this Department already advocates and follows. While the HIPAA regulations may require some small adjU5tment to OUT standard operating policieslprocedures reguding disdosme of confidential client information (i.e .• PHO. this adJustment is confluent with the Department's PHI philosophy and practice. H[P AA also emphasizes the following previously implied but sometimes unstated aspects of managing the disclosure of Protected Health Information: J. NEED TO KNOW

2. MINIMUM AMOUNT NECESSARY Consequently, in addition to PHI practices the Department currently follows. aU disclosure of protected health information internal or external to the Department will also be based upon the principles of NEED TO KNOW and the MlN[MUM AMOUNT OF PHI NECESSARY to accomplish the internaltask/assignment or the external request for PHI. IDP AA also requires the Department to identify the levels of access to PHl available to various employee classifications within the Department. Because staff of the Department of Human Services, regardless of classification but within Division assignment. may from time 10 time have or need access to Protected Health Information, the following levels of access have been established to facilitate the orderly conduct of the Department's business:

LEVEL I - GENE,RAL ACCESS (ACCESS_ TO VIEW ALL INFOItMATION) L.EVEL I-A (ACCESS TO VIEW ALL OR CHANGE AS NECESSARY CLIENT OR EMPLOYEE PHI): • DHS DIRECTOR • DHSIDlVISION MANAGER (Within Each Respective Division). Page 1 of 4 Effective Date:

04/14/2003

Approved By:

Thomas J. Gordon, Ph.D., Director- Dept. Human Services

Updated:

01/24/2005


OAKLANDCOUNTYCHaDRENS~LAGE PROTECTED HEALTH INFORMATION

Policy:

DEPARTMENT OF HUMAN SERVICES POLICY STATEMENT Category: Policy Number:

Page:

2 of

4

LEVEL 1-8 (ACCE..~ TO VIEW ALL CLIENT PHI): • • • • • •

AD~flN[STRA TOR HEALTH SUPPORT SPEGAUST SUPERVISOR-MCF ADJl.UNSTATIVE SERVICES SUPERVISOR-PLANNING AND EVALUATION PROGRi\.lvl EVALUATION ANALYST OTHER SIMILARLY CLASSIFIED ADMINISTRATIVE

PERSONNEL

LEVEL I-C (ACCESS TO VIEW AND ENTER ALL CLIENT PHI DATA FOR DIRECT SERV]CE., TRANSCRIPTlON~ ERROR CORRECTION, CODING, OR REVISION).: • CHIEF-MEDICAL SERVICES • PHYSICIAN • DENTIST • EPIDEMIOLOGIST • PUBLIC HEALTH NURSE CHIEFI' SUPERVISORl ADMINISTRATIVE ASSISTANT • PUBLIC HEALTH NURSE • GENERAL STAFF NURSE CHlEFfSUPERVISORIMDS COORDINATOR •• GENERAL STAFF NURSE • SUPERVISOR~MCF ADMINISTRATIVE: SERVICES· • CASE MANAGEMENT COORDINATOR • LiCENSED PRACTICAL NURSE • CLINICAL HEALTH SPECIALIST • HEA..LTH PROGRA.M COORDINATOR • MEDICt\L TECHNOLOGIST •• RADIOLOGIC TECHNOLOGIST • PUBLIC HEALTH NUTRlTIONIST SUPERVISOR • PUBLIC HEALTH NUTRITIONIST • AUXILIARY HEALTH WORKER • CLINICAL CASEWORK SUPERVISOR • SOCIALWORKER • PSYCHOLOGIST • YOUTH & FAMILY CASEWORKER • [NT AKE CLERK. • OFHCE SUPERVISOR • OFFICE LEADER

Page 2 of 4

Effective Date:

04/14/2003

Approved By:

Thomas J. Gordon, Ph.D., Director - Dept. Human Services

Updated:

01/24/2005


OAKLANDCOUNTYCffiLDRENS~LAGE PROTECTED HEALTH INFORMATION

Policy:

DEPARTMENT OF HUMAN SERVICES POLICY STATEMENT Category: Policy Number:

• • •

Page:

3 of 4

OFFICE ASSISTANT HEARlNG & \'lSJON SUPERV[SOR/SPECIAUSTlTEClINICIAN OTHER SIMlLARL Y CLASSIFIED DlRECT SERVICE AND DIRECT SER\'lCE SUPPORT PERSONNEL

LEvEL II - LIMITED ACCESS (ACCESS TO VI~·W ANDlOR ENIER LIMITED CLIENT OR AL.L EMPLOYEE· PHI)

h

• • • • • • • • • •

. • • • • • • • • • • • •

SECRETARY EMPLOYEE RECORDS SPECIALIST" CENTRAL EMPLOYEE RECORDS COORDINATOR· SUP'ERVISOR-CV ADMrNISTR..o\ nVE SERVICES· CHIEF-PUBLIC HEALTIJ ADMINISTRATIVE SERVICES" DIETARY MANAGER DIETICIAN DIETICIAN TECHNIClAN TECHNICAL ASSISTANT NURSING ASSISTANT CHIEF-CV OPERA nONS PROGRAM SUPERVJSOR YOUTH SPECIALIST SUPERVISOR YOUTH SPECIALIST CHIEF PHARMACIST PHARMACIST PHAR.)".·IACYTECHNICIAN CHIEF-ENVlRONMENTAL HEALTH FIELD ACTIVITIES CHIEF-ENVJRONMENTAL HEALTH SPECIAL PROGRAlvlS PUBLIC HEALTH SANITARIAN SUPERV1SORlADMINISTRATIVE PUBLIC HEALTH SANITARlANrrECHNICIAN SUBSTANCE ABlJSE PROGR.t\M ANALYST CHIEF~ SUBSTANCE ABUSE SERVICES,

ASSISTANT

,.Authorized to view and enter limited client PHI as necessary and to view and enter all employee PHI.

Page 3 of4

Effective Date:

04/14/2003

Approved By:

Thomas J. Gordon, Ph.D., Director - Dept. Human Services

Updated:

01/24/2005


OAKLANDCOUNTYCmLDRENS~LAGE Policy:

PROTECTED HEALTH INFORMATION DEPARTMENT

OF HUMAN SERVICES

POLICY STATEMENT

Category: Policy Number:

Page:

4 of 4

LEVEL III .,. CASE •.DY...cASE ACCESS (VIEW ClINL\,) • PUBUC HEALTH PREPAREDNESS • TECHNICAL ASSISTANT •• ACCOUNT CLERK • CHAPLAIN '" FOOD SERVICE SUPERV[SOR

SPECIALJST

• COOK • STOREKEEPER/DELIVERY PERSON • STUDENT • SUBSTANCE ABUSE PREVENTION COORDINATOR • SUBSTANCE ABUSE PROGRAM ANALYST '. - SUPERVISOR-HEALTH EDUCAnON • HEALTH EDUCATOR

Department of Human Services employees who "r1oJate this policy arc subject to disciplinary action up to and including dismissal from County service. The effective date of this policy is April [4.2003.

Dale

Page 4 of4

Effective Date:

04/14/2003

Approved By:

Thomas J. Gordon, Ph.D" Director - Dept. Human Services

Updated:

01/24/2005


OAKLAND COUNTY CHKLDREN'S VILLAGE Policy:

RESIDENT GRIEVANCE POLICY & PROCEDURE

Category:

RESIDENTS

Policy Number:

Page:

Regulatory Requirements:

1 of 3

P.A. 116, R400.4132

R 400.4132 Grievance procedures. Rule 132. An institution shall develop and follow written procedures complaints, and grievances of parents and residents.

for redressing

concerns,

disagreements,

POLICY It shall be standing policy that the building Administrator shall immediately receive the original of all grievances from residents of this facility and copies of all subsequent written responses from you and/ or any other members of the facility staff. It shall then be the responsibility of the Administrator to direct the appropriate supervisor in the grievance process. It shall be the responsibility of the Program Supervisors to investigate and respond to all grievances and ensure that all staff members assigned to them are made fully aware of the following: •

All residents have the explicit right to avail themselves of the facility's grievance process. Residents shall address their grievances to the Program Supervisor and/or the Counselor or Clinician. During times that the aforementioned are unavailable, the grievance shall be given to the Youth Specialist Supervisor, who shall be responsible for forwarding the grievance according to procedure.

The Core Team will work together to ensure that the grievant is not subject to reprisals.

Any employee who impedes or in any manner whatsoever inhibits the grievance process will be subject to formal disciplinary action up to and including dismissal.

Residents may initiate their grievances verbally by speaking with a Supervisor, Counselor or Clinician. The grievance shall ultimately be reduced to writing with the assistance of the aforementioned, and be immediately forwarded to the Program Supervisor. The Manager-Children's Village shall also be notified immediately, and a copy of the written grievance provided. The formal response process is to begin with the receipt of the written grievance, following established timelines.

Furthermore, upon receiving a grievance, the Program Supervisor shall provide the resident's Counselor and Clinician with a copy of the grievance, and consult with the Counselor and Clinician regarding resolution of the grievance. The building Administrator will assist in the process.

Effective Date:

10/08/2001

Approved By:

Joanna J. Overall, Manager

Updated:

January 18, 2005


OAKLAND COUNTY CHILJDREN'S VILLAGE Policy:

RESIDENT GRIEVANCE POLICY & PROCEDURE

Category:

RESIDENTS

Policy Number:

Page:

Regulatory Requirements:

P.A. 116}

2 of 3

R400.4132

If the nature of the grievance is such that clinical intervention is indicated, the unit Clinician is to deliver/direct the intervention. The Program Supervisors shall inform their respective Youth Specialist Supervisors as to all grievances in order to gain around-the-clock recognition of the issue raised in the grievance. Likewise, Youth Specialist Supervisors are to be made aware of all responses to grievances in order to ensure continuity as to the resolution of the gnevances. EXCEPTION:Exception to policy will be allowable if, in the opinion of the Program Supervisor or Counselor or Clinician, the nature of the grievance is such that confidentiality issues (such as abuse allegations) give rise to the resident being placed in a potential situation of retaliation. In such events, the Manager or designee will advise the Program Supervisor/Counselor/Clinician as to any necessary subsequent steps. DISCUSSION: A properly established and maintained grievance process is the integrity of a quality institution. The timely handling of a grievance serves to assure that integrity. The grievance process also serves to enhance client and family understanding of the institutional environment as well as enable the facility administration and staff to address and, if necessary, correct situations in need of same. Thus, the quality of services is also ultimately improved.

PROCEDURE A resident's complaint or concern should be directed to the Program Supervisor or Youth Specialist Supervisor of the assigned unit. The resident also has the option of addressing the complaint with the assigned Counselor or Clinician. All complaints received are to be forwarded by staff members to the Program Supervisor who has the responsibility to investigate the grievance. The resident's grievance should be supported via a written statement which identifies the specifics of the complaint. If the resident's age or educational background inhibits his/her writing of the statement, the Program Supervisor and/or Youth Specialist Supervisor, Counselor, or Clinician shall assist the resident in the writing of the grievance. The Program Supervisor shall maintain a file of all grievances received, as well as all written responses. Copies of same are to be forwarded to the Counselor and/ or Clinician, who will ensure that copies are placed in the resident's institutional file and the referral source's file (i.e., court or FIA).The Team Administrator will keep on file all original grievance documents.

Effective Date:

10/08/2001

Approved By:

Joanna J. Ouerall, Manager

Updated:

January 18, 2005


OAKLAND

COUNTY CHILDREN'S VJ[LLAGE

Policy:

RESIDENT GRIEVANCE POLICY & PROCEDURE

Category:

RESIDENTS

Policy Number:

Page:

Regulatory Requirements:

P.A. 116,

3 of 3

R400.4132

The Program Supervisor shall prepare a written response within two working days which will focus on resolution and disposition of the grievance. This response will be provided to the grievant with copies to the aforementioned files. The Program Supervisor will consult with other team members, when necessary, to assist in the processing and disposition of the grievance. However, the program supervisor is the person responsible to investigate and provide the first written response to the grievant. The Program Supervisor, Counselor, and Clinician shall ensure that the resident is not subject to any reprisals for filing a grievance. Parents, guardians, or other relatives who have a concern which could be grounds for a grievance should contact the assigned Counselor or Clinician. This contact should be followed up with a written statement from the grievant. The staff member receiving the grievance shall notify the Program Supervisor and forward copies of the written statement. The Program Supervisor will investigate and reach disposition of the complaint after consultation with the Counselor, Clinician and Administrator.jA written response will be submitted to the grievant within three working days. If personal service is not feasible, then the response will be mailed within three working days. If a grievance from a resident, parent, or guardian cannot be mutually resolved, the next step in the process will be for the grievant to contact the assigned team Administrator. This contact should be reduced to written form. Upon receiving the written complaint, the team Administrator will respond in writing within five working days, and the written response will include the reasons for the decision(s) made in the disposition of the grievance. The third level of responsibility in the disposition of a grievance shall be with the Manager. The Manager's office should be contacted via the grievant submitting a written statement. The Manager will respond, in writing, within five working days of the receipt. Any exceptions to the previously-described response time frames shall be documented in written form as to the reason(s) and the grievant shall be informed verbally and in writing.

Effective Date:

10/08(2001

Approved By:

Joannp. J. Overall, Manager

Updated:

Januq.ry 18, 2005


OAKLAND COUNTY CHILDREN'S VJILLAGE Policy:

RESIDENT RIGHTS & RESPONSIBILITIES

Category:

RESIDENTS

Policy Number:

Page:

Related Standards:

1 of 3

American Correctional Association (ACA); American Bar Association (ABA)

It is the policy of Oakland County Children's Village to provide for and protect the rights and responsibilities of residents. The rights listed shall not be diminished or denied for disciplinary reasons since they are necessary for the maintenance of minimum quality of life:

A. Resident Rights

h

1.

There is a written grievance procedure, which is explained and made available to residents, and allows for an appeal process.

2.

Searches of residents and their property shall only be conducted in accordance with the requirements set forth by Village Administration.

3.

Residents have the right of freedom from discrimination based on race, religion, national origin, sex, handicap or political beliefs; and equal access to various programs and services.

4.

Residents have the right to equal access to programs and services for males and females.

5.

Residents have the right to supervision and control exercised by staff and/ or trained volunteers.

6.

Residents have [the right to participate in religious services and religious counseling on a voluntary basis, subject only to the limitations necessary to maintain order and security.

7.

Residents have the right to accredited educational services.

8.

Residents have the right to be granted access to recreational opportunities and equipment, inc uding, when the climate permits, outdoor exercise.

9.

Residents have the right to access to the Courts.

10. Residents have the right to be assisted in making confidential contacts with attorneys and their authorized representatives; such contacts include, but are not limited to, telephone communications, uncensored correspondence and visits. 11. Residents have the right not to be subjected to corporal or unusual punishment, humiliation, mental abuse or punitive interference with the daily functions of living, such as eating or sleeping.

Approved By:

Joanna J. Overall, Manager

Updated:

February 01, 2005


OAKLAND COUNTY CHILDREN'S VJ[LLAGE POlicy:

RESIDENT RIGHTS & RESPONSIBILITIES

Category:

RESIDENTS

Policy Number:

Page:

Related Standards:

American

Correctional

Association

(ACA); American

2 of 3

Bar Association

(ABA)

12. Residents have the right not to be required to participate in uncompensated work assignments unless the work is related to housekeeping, maintenance of the facility or grounds, or personal hygiene needs; all the work is part of an approved vocational or training program. 13. Residents have the right to receive visits from parents or guardians, to the limitations necessary to maintain order and security.

subject only

14. Residents have the right to be granted reasonable access to the general public through the communications media, subject only to limitations necessary to maintain order and security and to protect the residents' rights. 15. Residents have the right to have no restrictions on their rights to determine style of their hair, except in individual cases when such restrictions are necessary for reasons of health and safety.

the

16. Residents of program units have the right to wear personal clothing consistent with facility guidelines or wear combinations of their own and facility clothing.

h

17. Residents diet.

have the right to wholesome, properly prepared,

18. Residents

of Intake Units have the right to clean, fitted and seasonable

nutritionally

19. Residents have the right to health care and dental services comparable to those available to the general populace of the state.

adequate clothing. in quality

20.

Residents

21.

Residents have the right to personal grooming choices regarding appearance. These choices are limited only by Village requirements for safety, security, identification and hygiene.

have the right to a safe environment.

B. Resident Responsibilities 1.

Residents have the responsibility of treating others both staff and peers, respectfully, impartially and fairly.

2.

Residents have the responsibility of following the rules, procedures, schedules, and directions of staff while in the facility.

3.

Residents have the responsibility of not discriminating against other residents or staff not using language or behavior in a manner which would imply prejudice or discrimination.

Approved By:

Joanna J. Overall, Manager

Updated:

February 01, 2005

and


OAKLAND COUNTY CHILDREN'S VJILLAGE Policy:

RESIDENT RIGHTS & RESPONSIBILITIES

Category:

RESIDENTS

Policy Number:

Page:

3 of 3

American Correctional Association (ACA);American Bar Association (ABA)

Related Standards:

4.

Residents have the responsibility of courteously and properly conducting themselves during religious services.

5.

Residents have the responsibility of not wasting food and helping to clean and maintain living quarters.

6.

Residents have the responsibility of asking for medical and dental care when they need it.

7.

Residents have the responsibility of conducting themselves properly during visits, and of not accepting and passing contraband, and not violating the law through the mail.

8.

Residents have the responsibility of letting staff know who they want to contact and when.

9.

Residents have the responsibility of maintaining their clothes in a clean and odor free condition. it is also their responsibility to keep their hair clean. Hair care/barber services are available to them upon request.

10. Residents have the responsibility of taking advantage of Services, activities, and programs provided by the facility. 11. Residents have the responsibility of reporting any incidents to staff personnel and supervisors of the facility. 12. Residents have the responsibility of followingthe grievance procedures in making any complaint and of reporting to facility supervisors any actions taken against them by other residents or staff members because of their complaint. 13. Residents have the responsibility of starting an appeal using the appeal procedures for any disciplinary action they feel resulted in their being treated unfairly.

J. Ouerall, Manager

Approved By:

Joanna

Updated:

February 01, 2005


OAKLAND COUNTY CHILDREN'S VILLAGE (

Policy:

SAFETY & SECURITY MAINTENANCE

Category:

FACILITY SECURITY (SECURE UNITS)

Policy Number:

Page:

1 of 1

Due to the fact that secured units do not allow for a «flightpath"/ escape route when a youth begins to escalate, the magnitude and intensity of their acting out behavior brings greater risk. It is crucial for staff in these settings to maintain a heightened sense of awareness at all times. The emotional and physical health of residents and staff is dependent upon strict adherence tofacility security practices, awareness of and competence in CPI training concepts, as well as team support and interactions. To ensure the safety and security of residents and staff the following precautions need to be adhered to at all times: •

Kitchen doors will be locked when the kitchen is not being used for meals or group activities.

The kitchen serving counter window will be closed when the kitchen is not being used for meals or group activities.

Fire extinguishers will be kept in a secured location, accessible by staff key.

When the emotional stability of a resident is in question, Youth Specialists will seek direction from the Core Team. Clinical directives involving treatment issues and special precautions will be adhered to at all times by staff and supervisors.

Out of control youths will not be escorted by a single staff. An out of control youth will be escorted by two or more staff when moving from one area to another. Depending on count, this may require supervisory or core team assistance.

CPI (Crisis Prevention Institute) non-violent physical intervention, including restraint and transport, will be utilized when physically intervening with an out of control resident who is presenting a danger to themselves or to others.

/

~~

Effective Date:

July 06,2004

Approved By:

Joanna J. Overall, Manager

Updated:


OAKLAND COUNTY CHILJDREN'S VJ[LLAGE Policy:

SMOKING POLICY

Category:

PERSONNEL

Policy Number:

Page:

1 of 1

OAKLAND COUNTY SMOKING POLICY PROHIBITION STATEMENT

OF SMOKING IN COUNTY FACILITIES

OF POLICY

In an effort to protect, promote and enhance indoor air quality and to contribute to the health and well being of all County employees and taxpayers, smoking is prohibited in all County governmental facilities effective Monday, August t l , 1997. [For reference see County Executive Order No. 1997-01; the Michigan Clean Indoor Air Act, 333.12601, et seq. of the Michigan Compiled laws.] Smoking will be strictly prohibited within all work areas and public spaces, including, but not limited to, private enclosed offices, open-space offices, meeting rooms, conference rooms, eating areas, including cafeterias and break rooms, lounges, rest rooms, hallways, stairways and enclosed entrances. This directive shall apply to all employees, clients, and visitors or persons otherwise required to be in a County facility or vehicle. This prohibition shall extend a reasonable distance from all. entrances to County government facilities. Signs displaying this prohibition will be posted at all entrances and throughout designated smoking areas within County facilities.

each County facility. There will no longer be

County facilities serving as living units of individuals (such as patients in county mental health facilities, residents of group homes and other dwellings leased by the Department of Community Mental Health) shall be exempt from this prohibition. However, department directors are required to develop plans which provide smoke-free living units for nonsmoking patients and other inhabitants of county government facilities to the degree feasible and consistent with the security and operational need of the department or agency. Smoking is prohibited by county employees in designated exempt areas. This prohibition shall not apply to a room, hall, or building used for, a private function if the seating arrangements control of the sponsor of the function and not under the control of the County. ASSISTANCE

are under the

TO SMOKERS

The Health Division of the Department of Human Services has a variety of smoking cessation resources available to employees on request. These include smoking cessation resource directory, self-help "quit" kits, phone support for "quitters", information on nicotine replacement therapy, and information on aspects of second-hand smoke. For more information call Health Education at (248) 858-1394. ENFORCEMENT

OF POLICY

The Health Division is empowered to enforce the provisions of the Michigan Clean Indoor Air Act. A person who violates the Act shall be directed to comply and shall be subjected to a fine of not more $100.00 for the first violation, and not more than $500.00 for the second and subsequent violations. M.C.L. 333.12611 and 333.12613. Complaints may be made directly to the Health Division. County officials, order. However, and cooperation adhering to and EMPLOYEE

directors, managers and supervisors will be responsible for monitoring and enforcing the County Executive the success of this County prohibition against smoking will depend upon the thoughtfulness, consideration of smokers and non-smokers. All employees, clients, contractors and visitors share in the responsibility for enforcing the County policy.

COMPLAINTS

& INVESTIGATIONS

Employees observing a violation of this County Executive Order by another County employee should bring it to the attention of that employee's immediate supervisor. Supervisors receiving a complaint will investigate and take action to resolve the issue as soon as possible. NON-COMPLIANCE Employees found to have violated this County Executive Order will be subject to disciplinary actions in the same manner and magnitude as violations of other County rules, regulations or policies; specifically, as provided under the County's Merit Rules.

Effective Date:

August 11, 1997

Approved By:

County Executive Order No. 1997-01

Updated:


OAKJLAND COUNTY CHILDREN'S Policy:

STAFF MEALS

Category:

PERSONNEL

Policy Number:

VILLAGE

Page:

1 of 1

BACKGROUND:Youth Specialists work straight eight-hour shifts, and, therefore, do not have "lunch hours." Instead, meals are provided at no cost to employees by the facility following the menu for residents. Staff members, by the very nature of their job, are expected to dine with the children and youth under their supervision in order to: (1) supervise the meal periods (2) role model appropriate table manners (3) ensure that each young person under their care receives fair portions of food. Symbolically, the Youth Specialist is the parent sitting at the head of the dining table. POLICY:Youth Specialists do not have duty-free meal periods. They are responsible for close monitoring and supervision of residents and are to be present during all meals. Youth Specialists are provided meals at no cost. Food, other than that furnished by the facility's Food Services Team, or food that is purchased or prepared as part of a special project, is the only food allowable in the presence of facility residents. No personal meals, snacks or other food items are allowable in the presence of, or in sight of, the residents of the facility. In the event a staff member is following a medically prescribed diet, the diet may be submitted to his/her immediate supervisor who will consult with the Supervisor: Food Services. Unless deemed to be not feasible, the Food Services Team, in consultation with a registered dietician, will prepare meals in accordance with the medically supervised diet. On occasion staff members may opt to have snacks or meals other than what is served in the facility. In order to do so, however, the following conditions must be observed: (1) no food or drink items are to be brought into the facility unless the employee has the approval of his/her immediate supervisor (2) extra or alternative meals or snacks that are allowed are never to be consumed in the presence of, or in sight of, facility residents (3) staff members are to consume extra or alternative meals or snacks only when granted a break by their immediate supervisor in order to consume the food in an area of their assigned building or unit that is out of sight to residents. Those granted this privilege are to remain ready to respond to the need to immediately return to duty in the event of emergent situations.

Approved By:

Joanna J. Overall, Manager

Updated:

July 06, 2004


OAJKLAND COUNTY CHILDREN'S VJILLAGE Policy:

STAFF-TO-RESIDENT

Category:

RESIDENTS

Policy Number:

RATIO FORMULA Page:

Regulatory Requirements:

P.A. 116,

1 of 1

R400.4126(2)

In order to provide proper supervision, programming and generally addressing the

needs of the residents, the Children's Village will provide a sufficient number of staff. The ratio of direct care workers to residents will be a minimum of one (1) staff to ten (10) residents during normal awake hours and one (1) staff to twenty (20) residents during normal sleeping hours. (R 400.4126)(2), P.A. 116. The responsibility for the compliance of the policy will be the administration of the Children's Village. It is also the philosophy of the Children's Village to have adequate staffing beyond the requirements of Public Act 116. This is to assure the continued safety, protection and direct care and supervision of the residents. The procedure and responsibility for identifying special needs are as follows: A.

Medical or Emotional (Pre-Admission) If there are mental or emotional needs to be addressed, the referring agency will notify the Children's Village prior to or at the times of admission. This information will be shared with the Intake Administrator or the Program Administrator. The Administrator will decide if additional staffing is needed to adequately address the need.

B.

Medical or Emotional (Post-Admission) If medical or emotional needs are identified by the staff, they will be shared with either the Intake Administrator or Program Administrator. The Administrator will decide the need for additional staff.

c.

Population If the population creates an atmosphere that could affect the safety of residents or staff, the supervisory staff will report to the Administrator. The Administrator will determine the need for additional staff.

There is a collective responsibility on the part of the Village staff. Supervisory personnel (Program Supervisors and Youth Specialist Supervisors) must remain alert to special staffing needs in their units. Input as to such needs is to be provided to supervisory personnel by counselors and clinicians. Once a special need is identified, supervisory personnel alert the appropriate Team. Also, supervisory personnel are responsible for adherence to the minimal ration of staffing.

Approved By:

Joanna J. Overall, Manager

Updated:

October 25, 2004


OAKLAND COUNTY CHILDREN'S STAFF UNIFORMS

Policy: .:

VJ[LLAGE

Category:

--------------------------------------------------------------------------Policy Number:

Page:

1 of 1

INTENT: The intent of this document is to communicate to all Children's Village Youth Specialists the requirements pursuant to County-issued Children's Villageuniforms. NON-COMPLIANCE: Employees violating this policy will be subject to disciplinary action pursuant to Oakland County's Merit System Rules. POLICY:

h

The uniforms issued by the Department of Human Services/Children's Village Division are required attire whenever on duty.

The uniform will be neat and clean, worn with the shirt tucked in at all times.

Personal clothing of any kind may not be worn in place of County-issued uniforms at any time, except as otherwise noted in this policy.

If the employee has purchased other Department of Human Services/Children's Village Division shirts, they may be worn on the job if they are identical in design to the uniform shirts; color variations are acceptable in substitution.

Properly fitting jeans or other casual pants may be worn on officially designated Casual Days only, for the required donation, however, a Children's Village uniform shirt or other Children's Village Division shirt must be worn.

Children's Village employees wearing Children's Villageuniform clothing outside the work setting are representing themselves as County employees, and will be held accountable for any conduct unbecoming a County employee.

Uniform damage incurred on the job must be immediately reported to and documented by your supervisor in order to be replaced at the County's expense.

Replacement uniforms will be issued as deemed appropriate by Children's Village Management; this request must be made to your immediate supervisor.

Uniforms may not be altered in any way, unless Children's Village Management has given prior approval.

Uniforms are the property of Oakland County and must be returned prior to separation from Children's Village employment.

The daily uniform will include the jacket (weather permitting), slacks and shirt, and will be worn for all routine assignments.

Due to the slacks and dress trousers having belt loops, a belt will be worn at all times.

Due to potential safety hazards, open-toed .shoes are not permitted.

NOTE: Part-Time Youth Specialists are responsible for the purchase of their own uniform slacks, to be worn as specified in this policy. Full·time Youth Specialists can choose to purchase an approved brand of slacks (pleated and khaki) instead of receiving the Children's Village issued brand. Slacks purchased by youth Specialists must be identical to the Children's Village issued brand and must be Administratively approved.

(0

25, 2003

Effective Date:

March

Approved By:

Joanna J. Overall, Manager

Updated:

December 5, 2003


OAKLAND COUNTY CHILDRENS VILLAGE POlicy:

TUBERCULOSIS SCREENING POLICY

Category:

PERSONNEL

Policy Number:

Page:

OAKLAND COUNTY TUBERCULOSIS SCREENING occupational Safety and Health Administration tuberculosis screening require that employers the testing of current and new employees.

1 of 1

POLICY

(OSHA)guidelines regarding follow specific procedures

Tuberculosis screening for employees working in the department/division you are assigned requires the following process: an initial

TB test administered

County

to which

1.

You receive Division.

2.

You return

2.

You return as instructed by the Oakland County Health (Return date is usually in three to four days.)

4.

You will receive an "Employee Tuberculosis Report" from the Health Division indicating that the testing procedure is complete.* This card is returned to your supervisor who is responsible for forwarding it to the department's Employee Records Specialist or attendance clerk.

5.

The department's Employee Records Specialist or attendance clerk maintains a record of all department/division employees receiving the TB tests, and dates for scheduled follow-up testing. The Employee Records Specialist or attendance clerk will notify the department head/division manager of employees/new hires who are not in compliance with the testing pOlicy.

in one week and receive

by the Oakland

regarding

a second TB test. Division.

*NEW HIRES:

ALL NEW EMPLOYEES WILL BE SCREENED FOR TUBERCULOSIS. COMPLETION OF THE TB SCREENING PROCESS IS A CONDITION OF EMPLOYMENT IN ACCORDANCE WITH MERIT RULE 16. FAILURE TO COMPLETE THIS PROCESS SHALL BE CAUSE FOR FAILURE TO COMPLETE THE PROBATIONARY PERIOD.

*CURRENT

CURRENT EMPLOYEES WILL BE SCREENED DEPENDING ON THEIR WORK ASSIGNMENT. FAILURE TO COMPLETE THE TB TESTING SCREENING PROCESS AS OUTLINED ABOVE WILL BE CAUSE FOR DISCIPLINARY ACTION, UP TO AND INCLUDING DISMISSAL.

NOTE:

EMPLOYEES:

Health

THE TB SCREENING PROCESS MAY BE MODIFIED BY THE HEALTH DIVISION, IF CLINICALLY INDICATED. THE HEALTH DIVISION WILL PROVIDE SPECIFIC INSTRUCTIONS WHICH MUST BE FOLLOWED IN ORDER TO SUCCESSFULLY COMPLETE THE SCREENING PROCEDURE. PD 2/95

Effective Date:

February 1995

Approved By:

Dept. of Personnel! Human Resources

Updated:


OAKJLAND COUNTY CHILDREN'S VJ[JLJLAGE VIDEO MOVIES & GAMES: APPROVAL, DOCUMENTATION

Policy:

VIEWING &

'~

.~;J

Category: Policy Number:

Page:

1 of 1

MOVIES

Videos and television, when authorized are for the purpose of activities programming for residents. Selection of and timing for viewing must be in the best interest of the building population, keeping resident treatment needs and program purpose in mind. All movies (television or video) shall be reviewed and approved by the building core team prior to viewing by the residents. This applies to all buildings and to all staff. Movie requests shall be written into the activity schedule on a weekly basis, which shall be forwarded to the Team Administrator for weekly review. • All movies must be written, by title, on the activity schedule. •

No employee is authorized to bring in personally owned or obtained video movies or games.

Residents have the right to be excused from viewing any movie to which they object. This right shall be granted, and a suitable alternative activity shall be offered.

No resident is to be punished for choosing not to watch a movie.

G, PG, and PG13 movies are the only allowable ratings. R ratings are not allowable.

Movies approved on the activity schedule cannot be checked out unless previously checked out movies have been returned.

Videos will be purchased by or donated to Children's Village and will be reviewed by the Chief of Operations before being made available for checkout. A list of authorized videos is available on the Children's Village network (N:\drive) named "Approved Movie List". This list will be updated to reflect current and available movies. Videos that are appropriate for one program may not be appropriate for all programs, and will need Core Team authorization before being placed on the Activity Schedule. GAMES

Game videos must be rated for Everyone or Teen. Mature ratings are not allowable. Game videos, after review and authorization by the core team, will be stored within the building. All Core Team's are responsible for knowing the ratings of all game videos in their buildings.

Effective Date:

June 19, 1992

Approved By:

Joanna J. Overall, Manager

Updated:

February 15, 2005

policies and procedures  

EmployeeSignature: Date: Asanemployee ofthe Oakland County Children's Village (either part-time orfull-time), Ihave received and reviewed th...