TDCJ/UTMB Orientation Packet

CONFIDENTIAL EMPLOYEE INFORMATION

I, employee/employee candidate understand that as a UTMB Correctional Managed Care employee in, or associated with, a correctional setting, I am often responsible for overseeing the receipt, processing, storing and retrieving of critical, confidential employee and/or offender information.
I understand confidential employee or offender information shall not be communicated to any person (including healthcare providers and any other employee) unless that person has a clear need to know.
Communicating confidential employee or patient information inappropriately, carelessly, or negligently (e.g. casual discussion, discussion in public areas, and/or unauthorized use and/or release of information while on or off the facility, physician-patient communications
in connection with professional services, information contained in patient records) is a breath of confidentiality.
I understand that I am expected to perform my duties and responsibilities with a high degree of confidentiality and that I must reliably handle sensitive information for professional/business or clinical purposes without using it for personal or non-business/non-clinical related reasons.
I understand that the confidential information I come in contact with is protected by law and that a breach of confidentiality is a serious violation of UTMB Managed Care policy which may lead to appropriate disciplinary review and action including termination.

 

PD-27 EMPLOYEE STATUS PENDING RESOLUTION OF CRIMINAL CHARGES OR PROTECTIVE ORDERS

Subject: PD-27 Employee Status Pending Resolution of Criminal or Protective Orders

I have reviewed TDCJ PD-27 Employee Status Pending Resolution of Criminal Charges or Protective Orders and acknowledge it is my responsibility to report any arrest to my immediate supervisor and the Facility Warden within 48 hours of the arrest. I also acknowledge that I must have the Wardens approval before returning to work.

Within 72 hours following a court hearing, it is my responsibility to provide my immediate supervisor and the Facility Warden with a copy of the court’s ruling in order that it may be reviewed and made part of my personnel file.

I understand failure to follow this procedure will result in violating TDCJ Personnel PolicyPD-27 and my result in disciplinary action against me.

CONSULTANT/CONTRACT EMPLOYEE CONFIDENTIALITY AGREEMENT

I have read and understand the TDCJ Executive Directive PD-04, “Consultant/Contract  Employee Information Confidentiality” and the TDCJ Public Information Act Manual,  which sets forth the state and federal statutes governing confidentiality of Agency information. I understand:

(1) What types of information are confidential between an employee and an offender;

(2) The confidentiality of victim information, including the protection of victim protest letters and correspondence and victim impact statements;

(3) What types of information  should be shared with other TDCJ employees; and (4) what types of information can be communicated to persons outside the TDCJ.

I agree to abide by TDCJ policies on confidentiality of information and state and federal statutes governing confidentiality of TDCJ information.

If I have a question, I understand that I may contact the unit/department Public Information Coordinator or Human Resources Representative, or the TDCJ Office of the General Counsel (936-437-6700).

FACILITY LEVEL 9-1-1

As an employee of UTMB-CMC you are expected to respond to an emergency with the appropriate protective equipment and begin CPR as needed.
Telephone Call
If you answer a call for help, tell the caller, “DO NOT hang up until you have been told to do so”. Get all pertinent information from the caller, such as:
  • a. The caller’s name
  • b. Location of the emergency
  • c. Phone number extension to area of emergency
  • d. How many victims
  • e. What the caller can tell you about what they see, hear, feel, and smell concerning the scene and victim
If you are the one to respond or are helping with the emergency, be prepared with the necessary equipment to perform CPR, including the Automated External Defibrillator, (AED) and the Emergency Response Bag.Medical personnel will take the AED on all calls requiring a cell side or on site response.
It is your responsibility to have immediate access to a CPR barrier device or have one on your person at all times while you are outside the medical department where they are readily available. CPR barrier resuscitation devices are available in various locations throughout the facility. It is your responsibility to know where the equipment is located and how to use it correctly.
Scene
Think “Scene Safety”. Whether that scene is at cell side or in the medical department, your safety comes first–dead heroes can’t save lives. In general population areas Correctional Officers are allowed to open cell doors but a correctional supervisor must be present in order to have cell doors opened in restrictive housing. Once you are on the scene, if you determine more equipment or personnel are required, send
someone for what is needed. DO NOT ABANDON THE PATIENT!
CPR
  • a. If the patient is not breathing and has no pulse:
  • b. Start CPR and apply AED immediately. Do NOT allow security to move the patient until CPR is initiated.
  • c. Follow verbal prompts from AED.
  • d. Continue CPR en route to the infirmary/clinic.
  • e. Once the patient has arrived to the infirmary/clinic, CPR must continue until:
            1. The patient revives;
            2. EMS or other medical staff take over
            3.An onsite provider pronounces the patient’s death; or
           4. A physician pronounces the patient’s death by telephone.
UTMB-CMC Prison Rape Elimination Act (PREA)
Please read the below carefully. By signing this form, you are acknowledging the requirement to comply immediately with the PREA standard which mandates that all health services staff entering offender housing areas of the opposite sex must announce their gender
immediately upon entry. Your voice must be audible and clearly pronounced.
Please note that the same mandate applies to all inpatient infirmaries/clinics/regional medical units.
Subject: PREA Cross-Gender Viewing
Effective immediately, all health services staff must comply with PREA standards related to
cross-gender viewing. When health services staff are entering an offender housing wing, they must announce their gender (i.e., male or female) on the housing units of offenders of the opposite sex.
Dear Agency Registered Nurse/Licensed Vocational/Practical Nurse:
It is the responsibility of ANY NURSE practicing in the state of Texas to know and utilize the Texas Board of Nursing practice rules, regulations, and standards. The Texas Board of Nursing Website can be accessed on the following link:http://www.bne.state.tx.us/.
UTMB CMC expects you to know and adhere to the Texas Board of Nursing rules, regulations, standards, and federal, state, and local laws
regarding nursing practice.
It is your responsibility to ensure that the agency orientation checklist is properly completed. You must ensure that you are orientated to the listed tasks on the checklist as you will be the one held responsible for those tasks that are checked and/or initialed as being completed.
Fraudulent documentation is a violation of the Texas Board of Nursing practice standards. It is your responsibility to know and utilize the nursing protocols correctly. An LVN/LPN must consult with a RN or a provider prior to administering treatment outlined in the nursing
protocol. The LVN/LPN will document the RN or provider’s name on the protocol after consultation. RN’s must seek guidance from the
provider when they feel the patient needs care beyond the scope of the nursing protocol. When an LVN/LPN consults with the RN and questions/concerns arise, the RN will seek further clarity/guidance from the Nurse Manager or the provider before the LVN proceeds with the protocol.
It is your responsibility to know the UTMB CMC policies regarding Standing Delegated Orders. You will be responsible for implementing the standing delegated orders when needed, documenting on the Urgent/Emergent Care Record (HSM-16), and utilizing the code sheet when CPR is initiated.The Standing Delegated Orders link: http://cmcweb.utmb.edu/Standing_Delegated_Orders/Default.htm.
It is your responsibility to review and know UTMB CMC policies and procedures for all staff and those specific to nursing.
I have reviewed these standards/expectations and I fully understand that I am responsible for adhering to the above listed responsibilities while working within UTMB Correctional Managed care. I understand that failure to comply with the above standards/expectations may result in disciplinary action and/or termination from the agency program. I understand that UTMB Correctional Managed Care will notify my employing agency of any violations. I understand that UTMB Correctional Managed Care will notify the Texas Board of Nursing of any reportable violations.
NON-UTMB PERSONNEL
The University of Texas Medical Branch Information Resources Security Acknowledgement and Non-Disclosure Agreement Ensuring the security and integrity of the University of Texas Medical Branch at Galveston’s information and information resources is
the responsibility of all UTMB faculty, students, staff, and others who may use its information resources. The importance of protecting the reliability and accuracy of these information resources cannot be over emphasized. UTMB’s academic, business, clinical, and
research functions have become increasingly dependent on automation to access, process, store, and transmit information. The
success of this university’s missions depends on this information. The security and integrity of this information depend on each of us.
UTMB calls on all faculty, students, staff, and others who may use its information resources to fulfill the obligation of protecting these
valuable information resources.
1. I understand and agree to abide by the following:
       a. ANY information concerning ANY person, system, or asset of UTMB that is obtained while performing my duties is of value to
           this university and may be confidential or sensitive, regardless of medium. I will NOT disclose any information to any individual,
           unless such release of information is directly related to the performance of my responsibilities.
    b. ALL passwords to information resources including, but not limited to, mainframe applications, network systems, voice mail, copy
         machines or long distance telephone use that I receive or devise are confidential and are to be used only by me. I will NOT disclose to
         any unauthorized person any password(s) I am given or devise and I will NOT write such password(s) or post them where they may be
         viewed by unauthorized persons. Use ofa password not issued specifically to me or to a group of which I am a member is expressly
        prohibited. I  am responsible for all transactions performed as a result of access authorized by use of my password.
     c.  I will NOT attempt to circumvent the computer security system by using or attempting to use any transaction, software, files
         or resources that I am not authorized to use.
    d. I will NOT alter or in any way change information except in the performance of the duties of my job.
2.  I understand and will comply with all policies, standards, and procedures adopted to safeguard information and associated information resources. Further, I acknowledge that I have received, read and understand the security policies outlined above and in the Information Resources Security Manual. http://www.utmb.edu/infosec/PoliciesStandards/Index.asp
3. I understand that failure to comply with any of the conditions noted herein may result in my being disciplined or terminated
from my position, and/or contract. I further understand that the university retains the right to pursue prosecution when misuse of its
information and/or information resources is suspected.
4. To ensure data confidentiality, integrity and authorization, no person, unless specifically authorized in writing by the dat
a owner, shall remove, copy, print, or cut and paste sensitive data from any UTMB information system.
AGENCY ATTENDANCE STANDARDS

Absence is time off from work that may be recorded as Scheduled or Unscheduled.

  • Scheduled Call Out – Agency Coordinator notified of absence 16 hours prior to time scheduled to return to work. Scheduled leave must be submitted for approval in advance to allow time to fill the vacant shift.

  • Unscheduled Call Out – notification of an absence anytime less than 16 hours prior to time scheduled to return to work. Excessive unscheduled absences may result in disciplinary action, including termination from the agency program.

The agency nurse is expected to call their respective agency vendor personally on each day of absence providing as much advanced notice as possible and give the following information: reason for absence, contact number and expected return date and time.

A medical provider’s note may be requested when:

  • 2 or more consecutive shifts are called off / cancelled

  • Call off / cancelation occurs on a holiday

Tardiness & Partial Unscheduled Absences: Excessive tardiness and partial unscheduled absences are detrimental to this agency and will not be tolerated. A tardy occurrence is defined as not being at the assigned workstation at the beginning of a shift. More than seven minutes late is considered tardy. A partial unscheduled absence is tardiness that exceeds one hour or leaving your work area prior to the end of the scheduled shift without having previously scheduled this with your agency vendor. Disciplinary action up to termination from participation in the agency pool may occur regarding excessive tardiness or partial unscheduled absences.

Misrepresentation of time worked or alteration of time and attendance records may constitute falsification of State documents and be considered gross misconduct subject to disciplinary action including termination from the agency program.

All overtime must be authorized in advance by the Nurse Manager and agency vendor, including working through lunch break. The only exception is in the case of a medical emergency where notifications must be made immediately after the event.