DMC Workplace Conduct & Violence 1 Corporate Audit and Compliance Department/DMC HR Departments...

DMC Workplace Conduct & Violence

1

Corporate Audit and Compliance Department/DMC HR DepartmentsDetroit Medical Center©December, 2008

DMC Guidelines on Employee Workplace Conduct & Violence


2

Work Place Conduct and Employment Practices

This module is an expansion of the DMC Code of Conduct.

Standard Six:

“We are committed to creating a work environment in which employees, physicians and others are treated respectfully, fairly and afforded opportunities for professional development.”


3

Elements of Workplace Conduct

• Workplace Violence

• Harassment

• Diversity

• Ethics

• Code of Conduct


4

Element One: Workplace Violence

• Violent incidents in the workplace are fairly rare, but they have increased dramatically in the last 20 years

• Anyone can become the victim of workplace violence


5

Risk Factors

Workplace violence among healthcare workers most often involves:

• A patient• Another person (for example, a patient’s family member)• A co-worker or former co-worker• Delivery of goods or services• Mobile workplace (vehicle)• Working late at night or in early morning hours


6

Forms of Violence

Workplace violence may be physical; for example, pushing, hitting, kicking, beating, pinching, scratching, or biting

The violence may also be verbal and involve intimidation, “bullying”, or other inappropriate behavior


7

Guidelines

The warning signs of workplace violence may include: Direct or veiled threats of harm Intimidating, belligerent, harassing, bullying or

other inappropriate/aggressive behavior Conflicts with supervisor or other employees The approved use of violence to resolve problems Displays an interest in or identification with

perpetrators of workplace violence Bringing a weapon to the workplace Making inappropriate references to guns or hobbies

related to guns (target practice)


8

Guidelines

• If you are in immediate danger• Signal for help from another person • Remove others from the area • Contact security

•Report all threats and/or potentially violent situations to:

• Your manager/supervisor• Security (ID Badge has Emergency #s)


9

Guidelines Your behavior has a tremendous impact on a possible

violent individual: Be courteous & patient Stay calm Speak slowly, quietly & confidently Acknowledge the person’s feelings Listen carefully & maintain eye contact Keep the situation in your control Get help if you are unable to control the situation Remind the person of the consequences of their

behavior Point out choices helping the person see other ways


10

Guidelines

Avoid: Standing directly opposite the person Putting your hands on your hips Crossing your arms or pointing fingers Making sudden movements Criticizing the person


11

Guidelines

Delaying Tactics Ask the person what would improve the situation Do not make promises Suggest you go into a room where it is quieter (with

no objects to be used as weapons) We are in a hospital, please lower your voice Position yourself near an exit Keep three to six feet away from the person Be aware of anything that the other person could

use as a weapon Never attempt to grab a weapon from the other

person


12

Element Two: Harassment

The DMC has zero tolerance for conduct that is harassing, abusive or offensive toward our employees, medical staff, affiliated persons, patients and visitors. As part of our commitment to provide a safe workplace, we will maintain a work environment free of misconduct that harasses, disrupts or interferes with an individual’s work, performance or creates an intimidating, offensive or hostile environment…


13

Harassment• It is the policy of the DMC to maintain a work environment free of sexual harassment, including harassment based upon a hostile work environment

• The DMC prohibits and will not tolerate harassment or sexual harassment of

its employees by managers/supervisors, co- workers, physicians, visitors, or other persons affiliated with the DMC

• NO DMC employee is allowed to harass or sexually harass non-employees


14

Preventing Harassment: Four Actions

1. Know the DMC’s harassment policies (DMC policies 1 HR 504 and 1 HR 511)

2. Conduct yourself in a professional manner

3. Be aware of how your behavior may impact others

4. Report problems immediately—Contact any of the following to report a problem:

- Your manager/supervisor or their manager - Human Resources - Corporate Audit and Compliance Department - DMC Compliance Hotline: 1-800-8ETHICS


15

Element Three: Diversity

• There is great strength in the diversity that is a part of our history, as exemplified by our patients and employees

• How we respond to patients and to one another is part of respecting and building upon our diversity

• The delivery of each patient’s care is under observation by many individuals (patient, family, visitors, clergy, other staff, etc.); each may have a different perception of the care given


16

Diversity

• The DMC respects the uniqueness of each person

• We should assure that each person is treated with respect, dignity and courtesy

• Respect and consideration of a patient’s culture, religion or personal requests is considered when determining and carrying out the plan of care:

• Personal requests by patients and their family members are superseded by our obligation to deliver quality care


17

Element Four: Ethics

Every DMC employee should use ethical behavior by:

• Avoiding conflicts of interest, actual impropriety and/or the appearance of impropriety

• Conducting all business with vendors, contractors and others free from inducements

• NOT soliciting or accepting anything of value from vendors

• Avoiding accepting elaborate meals, refreshments or entertainment from vendors


18

Ethical Behavior

• DO NOT use your position or knowledge obtained through your position to profit personally or assist others in profiting at DMC’s expense

• Ensure that NO Conflict of Interest exists, when business is conducted with any non-DMC company

• Disclose any potential Conflicts of Interest and obtain written permission from the appropriate DMC authority if a situation may be perceived as a conflict

• Report any suspicious activity


19

Element Five: Code of Conduct

The Code of Conduct booklet:

• Provides guidance to ensure that our work is done in an ethical and legal manner

• Emphasizes the shared common values that guide our actions and helps resolve questions about appropriate conduct

• States failure to comply with the Code of Conduct is a serious matter and can lead to disciplinary action (up to and including termination)


20

Code of Conduct

• Following the Code of Conduct is mandatory for ALL DMC employees, staff and affiliated persons. While the Code of Conduct provides a basic description of unacceptable conduct or performance, it does not cover ALL behaviors that may occur in the workplace

• The Code of Conduct has nine standards

• For more on the Code of Conduct, visit the Corporate Audit and Compliance Web Page

• Also, you may call the Corporate Audit and Compliance Department at: 1-313-993-0317


21

DMC Compliance Hotline

• The DMC Compliance Hotline is offered to employees as a way to report suspected compliance violations when normal channels of communication are ineffective.

• DMC Compliance Hotline: 1-800-8ETHICS

• Untraceable; anonymous• Available 7 days a week/24 hours a day


22

Summary

We hope this NetLearning course has been both informative and helpful. Feel free to review this course until you are confident about your knowledge of the material presented.

Click any of the following menu selections located on the left side of the screen:

• Take Test button to complete the requirements for this course

• My Records button to return to your CBL Courses to Complete list

• Exit button to close the Student Interface

Date post:	03-Jan-2016
Category:	Documents
Upload:	alyson-jacobs
View:	214 times
Download:	0 times

DMC Workplace Conduct & Violence 1 Corporate Audit and Compliance Department/DMC HR Departments...

Documents