2016-06-30-AMGH Employee Handbook

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Employee File All employees files are kept in Docushare under restrictive access rights. If you require something from your file or need to review it, please contact Human Resources, extension 5720. Hours of Work The organization is a 24/7 operation. Your hours of work will be scheduled by your manager and vary by departmental needs. As shifts vary in length, unpaid and paid breaks also vary according to their length; all staff are encouraged to take their breaks for their at work health. Pay Payroll is run bi-weekly Sunday to Saturday; paycheques are electronic funds transfers direct to your bank account every other Thursday. Copies of paystubs are not automatically given to employees. If you would like to print your paystub, please access Meditech, choose MOX, enter “99” and in the PAY DATE box enter the date of deposit. Also included on paystubs is your sick time and cost for the calendar year and N95 Mask Fit testing date. Photo ID A photo identification badge will be given to new staff, volunteers and students on their first day of orientation. It is mandatory that I.D. badges be visibly worn at all times during working hours, above the waist, picture out so that patients, visitors and other members of the organization can identify who you are. I.D. badges are also used to sign into computer systems and afford access to staff doors, such as staff entrances and staff washrooms. Probation All employees serve a probationary period. The time frame is dependent on what, if any, union you may become a member. During this time, either the employee or the Hospital may terminate employment without notice, as per the Employment Standards Act of Ontario. Probationary Review A probationary review will be conducted with your manager before your probationary period ends. Union / Non-Union There are three unions at AMGH, Ontario Nurses’ Association, Service Employee’s International Union (SEIU) and UNIFOR. Union/Non-union staff are included in staff forums and correspondence and are always welcome to speak to any member of the Executive Leadership Team; we have an open door policy for all of our staff. 40
VIOLENCE / HARASSMENT The Human Resources Advisor is the organizational lead for Violence in the Workplace and Harassment. All policies and forms can be found in Docushare. Harassment AMGH is committed to providing a working environment in which all individuals (staff, physicians, volunteers and visitors) are treated with respect and dignity. Each individual has the right to work in an atmosphere which is fair, equitable and free from all forms of discrimination and harassment. It is each person's responsibility to uphold these beliefs. The purpose of this policy is to acknowledge that such conduct, contrary to this commitment, is unacceptable and intolerable and will result in disciplinary actions up to and including the termination of employment, with cause. Investigation of any complaints of harassment or discriminations will be initiated within 72 hours. Staff who have a complaint must complete a Harassment Complaint Form found in Docushare under Human Resources Policies. Violence Prevention in the Workplace AMGH is committed to providing a safe, healthy and supportive working environment by treating our employees and patients with dignity, respect, care, and compassion. Violence in the workplace can have devastating effects on the quality of life for our employees and on the productivity of the organization. The management of AMGH recognizes the potential for violence in the workplace and therefore will make every reasonable effort to identify all potential sources of violence to eliminate or minimize these risks through the Workplace Violence Prevention program. AMGH is committed to exhibiting a zero tolerance for violence, abusive, and aggressive behavior. AMGH refuses to tolerate any type of workplace violence, within the workplace or at work-related activities. AMGH is committed to the expenditure of time, attention, authority, and resources to ensure a safe and healthy working environment for all employees and clients for whom we provide care. AMGH has a “zero tolerance” approach to workplace violence. “Zero Tolerance” means that every reported action of abusive/aggressive or threatening behavior will be tracked and resolved based on the individual facts. Individual cases may require different resolutions. Although measures will be put in place to assist parties in conflict resolution, disciplinary action will be taken, where appropriate up to and including termination of employment, revocation of physician's privileges or termination of volunteer/student/contract agreements. 41
Page 1 and 2: Employee Handbook You Can Count on
Page 3 and 4: TABLE OF CONTENTS Hand Hygiene 22 P
Page 5 and 6: At AMGH, the staff and physicians a
Page 7 and 8: 7
Page 9 and 10: Alexandra Marine and General Hospit
Page 11 and 12: Standards for Professional Behaviou
Page 13 and 14: AMGH INVOLVEMENT AMGH Auxiliary The
Page 15 and 16: 15
Page 17 and 18: Pension Our pension plan, HOOPP (He
Page 19 and 20: To overhead page an emergency code
Page 21 and 22: INFECTION CONTROL-ROUTINE PRACTICES
Page 23 and 24: Personal Protective Equipment - PPE
Page 25 and 26: Forms / Templates Forms and templat
Page 27 and 28: LEGAL CLAIMS Legal Claims and Prope
Page 29 and 30: Safe Patient Handling—No Lift Pol
Page 31 and 32: PEN POLICY Alexandra Marine & Gener
Page 33 and 34: ROADMAP TO EXCELLENCE AIDET At Alex
Page 35 and 36: ROADMAP TO EXCELLENCE Rounding for
Page 37 and 38: SERVICES Cafeteria The cafeteria is
Page 39: STARTING YOUR CAREER AT AMGH Docush

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