San Antonio Metropolitan Ministry
Employee Handbook
Loss Control Policy
SAMM recognizes that loss control is an essential ingredient in
our ministry
for humanitarian, economic, and legal reasons. It is also essential
in providing efficient quality service to the community, in protecting
the welfare of our employees and in more effectively using our scarce
resources.
Management dedicates itself to providing the active leadership
and support necessary to develop and maintain a successful loss control
program with these objectives:
Provide a safe and healthy work environment for all
employees.
Minimize the risk of human and economic losses resulting from
unnecessary personal injury and property damage.
Insure the security, protection and well being of SAMM personnel,
property and vehicles.
Maximize the quality of our service to the community through
the efficient and competent handling of our resources.
Comply with all existing safety and health laws that apply to
the workplace.
The success of the loss control program requires the full,
earnest cooperation of each employee. SAMM considers loss control a
vital part of every employee's job.
General Procedures
The Executive Director is responsible for implementing and
evaluating all loss control and safety related matters, policies
and procedures.
SAMM shall require all individuals to complete an Application for
Employment form (SAMM Form 65) and a Reference Request Waiver form
(SAMM Form 66) prior to consideration. In considering the individual
for a position, SAMM will obtain verification of applicable previous
employment, personal references, driving record, etc.
SAMM shall acquaint all employees of its policy regarding an
alcohol and drug-free workplace. When employees acknowledge in writing
on Receipt of Employee Handbook form (SAMM Form 67), they agree to
abide by the terms of our alcohol and drug-free workplace policy.
Such written acknowledgment shall become a part of each employee's
permanent record file.
SAMM shall inform all employees of its policy regarding
loss control. When employees acknowledge in writing on Receipt of
Employee Handbook form (SAMM Form 67), they agree to abide by the
terms of our loss control policy. Such a written acknowledgement
shall become a part of each employee's permanent record file.
SAMM shall comply with all applicable laws and codes regarding
fire protection including maintaining sprinkler, smoke and fire
alarm systems. SAMM shall provide and maintain local area fire
extinguishers, and keep all fire exits and lanes clear of obstruction
at all time. SAMM, where applicable, shall require the safe storage
of any chemicals or other potentially flammable items in designated
areas.
SAMM shall maintain appropriate (as determined by the Board of
Directors) insurance coverage for the protection of its employees
and assets.
SAMM shall require employees to attend periodic safety
meetings. Employees shall take an interactive role in such
meetings.
Supervisory personnel shall conduct meetings and give individual
consultations to conform to this policy. Additionally, they shall
have the latitude to establish loss control/safety requirements
appropriate to specific functions under their supervision and to
administer disciplinary measures to achieve compliance.
Disciplinary Measures: SAMM will subject employees who regularly
fail to observe
safety regulations, act negligently or who demonstrate a willful
disregard for loss control/safety procedures to disciplinary action
appropriate to the circumstances of the violation.
General Safety Rules
Employees will report any employee accident immediately or
when it is feasible to do so to their supervisor that results in
personal injury or damage to property, no matter how small. If
they sustained injury, get first aid promptly. Employees will use
Incident Investigation Report (SAMM Form 19) to promptly report any
employee accident.
Report immediately any condition or practice you think might
cause injury to people or damage to equipment and/or facility.
Do not operate any equipment which, in your opinion, is not in
a safe condition.
Use all prescribed safety and personal protective equipment when
required, and maintain it in working condition.
Obey all rules, government regulations, signs, markings, traffic
signals, and instructions. Be particularly familiar with those that
apply directly to you.
Use of Physical Restraint
Under no circumstances are we ever to administer physical
punishment to the guests/residents we serve. On rare occasions,
however, we may find it necessary to physically restrain or remove a
guest/resident from one of our facilities, programs or activities in
order to prevent injury or the threat of injury to the guest/resident,
to other guests/residents, to staff or to the public at large. Staff
should accomplish this in the least restraining manner possible,
given the specific circumstances of the situation and the disruptive
individual.
Whenever possible, a staff members should talk the guest/resident
out of his/her inappropriate actions. If, after repeated attempts,
this fails, the employee should contact the appropriate professionals,
e.g., mental health worker, police, etc. The third party should
also attempt to talk the guest/resident out of the inappropriate
behavior. If the third party fails and two staff members decide that
they will need to physically restrain or remove the guest/resident,
they should use the following guidelines:
Enlist another staff member, if possible, to serve as a
witness.
Specifically ask the guest/resident to leave the premises.
The two staff members should get on either side of the
guest/resident and restrain or remove the individual, using the
least amount of physical restraint or force. If time allows, they
should seek the aid of a police officer, security guard or fire
fighter.
Staff members should not force any joints or apply a pressure
point to an artery. The exception to this is the case of a violent
guest/resident who could endanger the lives or safety of other
guests/residents or staff.
All involved staff members should submit an independent Resident
Incident Report form (SAMM Form 8) through their supervisor within
24 hours who in turn will forward it immediately to the Executive
Director.
Code of Ethics
In order to nurture and safeguard the trust that exists between
SAMM and the public we serve, we, the staff of SAMM, do hereby
declare our professional commitment to:
Accountability
We recognize that public perception of the quality and
efficiency of our work is essential. We accept responsibility for
our decisions and actions, and the review of both. We openly provide
as much relevant and accurate information to the public as it may
reasonably need in order to make an intelligent assessment of our
goals, activities, financial condition and fiscal responsibility. We
avoid any undue influence and conflicts of interest and place SAMM's
interest above our own personal gain.
Confidentiality
We are committed to a high standard of excellence. We are dedicated
to the mission of SAMM and to the pursuit of quality in our work.
We maintain the highest standards of integrity, balance, fairness
and values in our programs, within the legal and constitutional
framework of our responsibility.
Honesty
We are scrupulously honest in all our dealings. Exhaustive efforts
are made to avoid stretching the truth or misleading the public,
both in public and in private, in writing or orally. We maintain
the highest standards of personal and professional conduct.
Teamwork
We are committed to working together as a team with genuine concern
and respect for one another. We are committed to help team members
accomplish their goals and to help one another professionally and
personally succeed and grow.
Trust
We earn trust every day by fulfilling commitments and abiding by
the spirit as well as the letter of agreements and understandings.
We deliver what we promise.
We welcome as members of our team other professionals who accept
these same standards and commitments.
Prevention of Fraud and Abuse
SAMM may not discriminate against any employee or other person who
reports a violation of the terms of any agreement between any local,
state or federal government and SAMM in good faith to an appropriate
law enforcement authority.
Employee Assistance Program
SAMM recognizes that a variety of personal problems or situations
may interfere with the ability of the individual employee to perform
satisfactorily while on the job. In responding constructively to these
problems, it is SAMM'' intention to restore the job effectiveness
of the employee and to make it possible for the individual to get
the help he or she needs.
Procedures
SAMM supports referral and rehabilitation efforts extended to
employees affected by personal problems or situations. No employee's
job security or promotional opportunity will be put in jeopardy
by his or her seeking and conscientiously following a program of
treatment.
Supervisory personnel are expected to recognize difficulties
based strictly on unsatisfactory job performance resulting from
apparent behavior or personal problems.
SAMM will make available the name, address and phone number of
outside agencies that offer or make referrals for treatment. Employees
who suspect they have a problem are urged to take advantage of the
Employee Assistance Program and voluntarily follow through with any
prescribed treatment.
When the behavior of an employee undergoing treatment results
in poor job performance, it will handled in the same manner as any
other substandard performance.
Reporting to work under the influence of drugs or alcohol, or
possession of drugs or alcohol on SAMM's property will result in
immediate dismissal.
Voluntary acceptance of a treatment program will not be a valid
reason for continued poor job performance. It will not result in
any special regulation, privileges, or exemptions regarding job
performance requirements.
