Universal precautions (UP) are intended to prevent transmission of infection, as well as decrease the risk of exposure for employees and students.          It is not currently possible to identify all infected individuals, thus precautions must be used with every individual.  UP pertain to blood and other, potentially infectious materials (OPIM) containing blood.  These precautions do not apply to other body fluids and wastes (OBFW such as saliva, sputum, feces, tears, nasal secretions, vomitus and urine unless blood is visible in the material.  However, these OBFW can be sources of other infections and should be handled as if they are infectious.  The single most important step in preventing exposure to and transmission of any infection is anticipating potential contact with infectious materials in routine as well as emergency situations. Based on the type of possible contact, employees and students should be prepared to use the appropriate precautions prior to the contact.  Diligent and proper hand washing, the use of barriers, appropriate disposal of waste products and needles, and proper decontamination of spills are essential techniques of infection control.  All individuals should respond to situations practicing UP followed by the activation of the school response team plan. Using common sense in the application of these measures will enhance protection of employees and students.

Hand Washing

Proper hand washing is crucial to preventing the spread of infection. Textured jewelry on the hands or wrists should be removed prior to washing and kept off until completion of the procedure and the hands are rewashed.  Use of running water, lathering with soap and using friction to clean all hand surfaces is key.  Rinse well with running water and dry hands with paper towels.

• Hands should be washed before physical contact with individuals and after contact is completed.
• Hands should be washed after contact with any used equipment.
• If hands (or other skin) come into contact with blood or body fluids, hands should be washed immediately before touching anything else.
• Hands should be washed whether gloves are worn or not and, if gloves are worn, after the gloves are removed.

Barriers

Barriers anticipated to be used at school include disposable gloves, absorbent materials, and resuscitation devices.  Their use is intended to reduce the risk of contact with blood and body fluids as well as to control the spread of infectious agents from individual to individual.  Gloves should be worn when in contact with blood, OPIM or OBFW.  Gloves should be removed without touching the outside and disposed of after each use.

Disposal of Waste

Blood, OPIM, OBFW, used gloves, barriers, and absorbent materials should be placed in a plastic bag and disposed of in the usual procedure.  When the blood or OPIM is liquid, semi-liquid or caked with dried blood, it is not absorbed in materials, and is capable of releasing the substance if compressed, special disposal as regulated waste is required.  A band-aid, towel, sanitary napkin or other absorbed waste that does not have the potential of releasing the waste if compressed would not be considered regulated waste.  It is anticipated schools would only have regulated waste in the case of a severe incident.  Needles, syringes, and other sharp disposable objects should be placed in special puncture-proof containers and disposed of as regulated waste.  Bodily wastes such as urine, vomitus or feces should be disposed of in the sanitary sewer system.

Clean up

Spills of blood and OPIM should be cleaned up immediately.  The employee should:

• Wear gloves.
• Clean up the spill with paper towels or other absorbent material.
• Use a solution of one part household bleach to one hundred parts of water (1:100) or other EPA-approved disinfectant and use it to wash the area well.
• Dispose of gloves, soiled towels, and other waste in a plastic bag.
• Clean and disinfect reusable supplies and equipment.

Laundry

Laundry with blood or OPIM should be handled as little as possible with a minimum of agitation.  It should be bagged at the location.  If it has the potential of releasing the substance when compacted, regulated waste guidelines should be followed.  Employees who have contact with this laundry should wear protective barriers.

Exposure

An exposure to blood or OPIM through contact with broken skin, mucous membrane or by needle or sharp stick requires immediate washing, reporting, and follow-up.

•           Always wash the exposed area immediately with soap and water.

•           If a mucous membrane splash (eye or mouth) or exposure of broken skin occurs, irrigate or wash the area thoroughly.

•           If a cut or needle stick injury occurs, wash the area thoroughly with soap and water.

The exposure should be reported immediately, the parent or guardian is notified, and the person exposed contacts a physician for further health care.

 

Name of complainant: __________________________________________________________

Position of complainant:  ________________________________________________________

Date of complaint:  _____________________________________________________________

Name of alleged harasser: ________________________________________________________

Date and place of incident or incidents:  _____________________________________________

______________________________________________________________________________

Description of misconduct:  _______________________________________________________                                      

______________________________________________________________________________

______________________________________________________________________________

Name of witnesses (if any):   ______________________________________________________                                      

______________________________________________________________________________

_______________________________________________________________________________

Evidence of harassment, i.e., letters, photos, etc. (attach evidence if possible):  ________________

_______________________________________________________________________________

Any other information:   ___________________________________________________________                                              

_______________________________________________________________________________

_______________________________________________________________________________

 

I agree that all of the- information on this form is accurate and true to the best of my knowledge.

 

Signature:   ____________________________

 

Date:  _______________________________

 

Name of witness:   _________________________________________________________

Position of witness:   _______________________________________________________

 Date of testimony, interview:  ________________________________________________

 Description of instance witnessed:  ____________________________________________                                   

_________________________________________________________________________

_________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

Any other information:  _______________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

I agree that all of the information on this form is accurate and true to the best of my knowledge.

 

Signature: ___________________________________                                            

Date: _______________________________________       

 

COMPLAINT PROCEDURE

An employee who believes that they have been harassed shall notify the administrator that is not the immediate supervisor, the designated investigator.  The alternate investigator is the building administrator that is the immediate supervisor.  The investigator may request that the employee complete the harassment complaint form and turn over evidence of the harassment, including, but not limited to, letters, tapes or pictures  Information received during the investigation shall be kept confidential to the extent possible. The investigator with the approval of the superintendent or the superintendent has the authority to initiate a harassment investigation in the absence of a written complaint.

INVESTIGATION PROCEDURE

The investigator shall reasonably and promptly commence the investigation upon receipt-of the complaint. The investigator shall interview the complainant and the alleged harasser. The alleged harasser may file a written statement refuting or explaining the behavior outlined in the complaint. The investigator may also interview witnesses as deemed appropriate. Upon completion of the investigation, the investigator shall report to the superintendent. The investigator will outline the findings of the investigation to the superintendent.

RESOLUTION OF THE COMPLAINT

The superintendent will complete the next step in the investigation reasonably and promptly upon receipt of the investigator's report.   Following the investigators report, the superintendent may investigate further, if deemed necessary, and make a determination of the appropriate next step which may include discipline up to and including termination or other appropriate sanctions. Prior to the determination of the appropriate remedial action, the superintendent may, at the superintendent's discretion, interview the complainant and the alleged harasser.  The superintendent shall file a written report closing the case. The complainant, the alleged harasser, and the investigator shall receive notice as to the conclusion of the investigation.

POINTS TO REMEMBER IN THE INVESTIGATION

•  Evidence uncovered in the investigation is confidential.

•  Complaints must be taken seriously and investigated.

•  No retaliation will be taken against individuals involved in the investigation process.

•  Retaliators will be disciplined up to and including termination or receive other appropriate sanctions.

CONFLICTS

If the investigator is the alleged harasser or a witness to the incident the alternate investigator shall be the investigator. If the alleged harasser is the superintendent, the alternate investigator shall take the superintendent's place in the investigation process.   The alternate investigator shall report the findings to the board.

 

EMPLOYEES ARE HEREBY NOTIFIED it is a violation of the Substance-Free Workplace policy for an employee to unlawfully manufacture, distribute, dispense, possess, use or be under the influence of in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbituate, marijuana or any other controlled substance or alcohol, as defined in federal and/or state law.

Workplace is defined as the site for the performance of work done in the capacity as an employee.  This includes school district facilities, other school district premises or school district vehicles. Workplace also includes non-school district property if the employee is at any school district sponsored, school district approved or school district related activity, event or function, such as field trips or athletic events where students are under the control of the school district or where the employee is engaged in school district business.

Employees who violate the terms of the substance-free workplace policy may be required to successfully participate in a substance abuse treatment program approved by the board.      The superintendent retains the discretion to discipline an employee for violation of the substance-free workplace policy. If the employee fails to successfully participate in such a program the employee shall be subject to discipline up to and including termination.

EMPLOYEES ARE FURTHER NOTIFIED it is a condition of their continued employment that they comply with the above policy of the school district and will notify their supervisor of their conviction of any criminal alcohol or drug offense in any setting , no later than five days after the conviction.

SUBSTANCE-FREE WORKPLACE ACKNOWLEDGMENT FORM

I, ___________________________, have read and understand the substance-free workplace policy.  I understand that if I violate the substance-free workplace policy, I may be subject to discipline up to and including termination or I may be required to participate in a substance abuse treatment program.  I understand that if I am required to participate in a substance abuse treatment program and if I fail to successfully participate in a substance abuse treatment program or I refuse to participate, I understand I may be subject to discipline up to and including termination.   I also understand that if I am convicted of a criminal alcohol or drug offense in any setting, I must report that conviction to my supervisor within five days of the conviction.

_______________________________________                              ___________________________
(Signature of Employee)                                                                                      (Date)

 

If the superintendent suspects an employee bas a substance abuse problem, the superintendent  shall follow these procedures:

1. Identification - the superintendent shall document the evidence the superintendent has which leads the superintendent to conclude the employee bas violated the substance-free workplace policy. After the superintendent has determined there has been a violation of the substance-free workplace policy, the superintendent shall discuss the problem with the employee.
2. Discipline - if, after the discussion with the employee, the superintendent determines there has been a violation of the substance-free workplace policy, the superintendent may recommend discipline up to and including termination or may recommend the employee seek substance abuse treatment.  Participation in a substance abuse treatment program is voluntary.
3. Failure to participate in referral - if the employee refuses to participate in a substance abuse treatment program or if the employee does not successfully complete a substance abuse treatment program, the employee may be subject to discipline up to and including termination.
4. Conviction - if an employee is convicted of a criminal alcohol or drug offense in any setting, the employee must notify the employer of the conviction within five days of the conviction.

 

EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE HEREBY NOTIFIED they are subject to the school district's drug and alcohol testing program for pre-employment drug testing and random, reasonable suspicion, and post-accident drug and alcohol testing as outlined in the drug and alcohol testing program policy, its supporting documents, and the law. 

Employees who operate school district vehicles are subject to drug and alcohol testing if a commercial driver's license is required to operate the school district vehicle and the school district vehicle transports sixteen or more persons including the driver or the school district vehicle weighs twenty-six thousand pounds or more. For purposes of the drug and alcohol-testing program, employees also include applicants who have been offered a position to operate a school district vehicle. The employees operating a school district vehicle are subject to the drug and alcohol testing program beginning the first day they operate or are offered a position to operate a school district vehicle and continue to be subject to the drug and alcohol-testing program.

It is the responsibility of the superintendent to inform employees of the drug and alcohol testing program requirements.  Employees with questions regarding the drug and alcohol testing requirements will contact the school district contact person.

EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE FURTHER NOTIFIED that employees violating this policy, its supporting documents or the law may be subject to discipline up to and including termination or offered the opportunity to participate in counselling as a condition of continued employment. If offered, as a condition of continued employment, employees violating this policy, its supporting documents, regulations or the law bear the personal and financial responsibility to successfully participate in a substance abuse evaluation and a substance abuse treatment program recommended by the substance abuse professional. Employees who are required to participate in and who fail to or refuse to successfully participate in a substance abuse evaluation or recommended substance abuse treatment program will be subject to discipline up to and including termination.

EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE FURTHER NOTIFIED it is a condition of their continued employment to comply with the drug and alcohol testing program policy, its supporting documents, and the law. It is a condition of continued employment for employees operating a school district vehicle to notify their supervisor of any prescription medication they are using. Drug and alcohol testing records about a driver are confidential and are released in accordance with this policy, its supporting documents, and the law.

EMPLOYEES GOVERNED BY THE DRUG AND ALCOHOL TESTING POLICY ARE HEREBY NOTIFIED they are subject to the school district's drug and alcohol testing program for pre-employment drug testing and random, reasonable suspicion, post-accident, return-to-duty, and follow-up drug and alcohol testing as outlined in the drug and alcohol testing program policy, its supporting documents, and the law.

 

 

Approved:                  
Reviewed:  12-15-18, 03-12-12, 12/14/16           
Revised:  04-13-05, 2-16-22

 

I,  ___________________________________  (Name of Employee),  have received a copy, read, and understand the drug and alcohol testing program policy and its supporting documents.  I consent to submit to the drug and alcohol testing program as required by the drug and alcohol testing program policy, its supporting documents, and the law.

I understand that if I violate the drug and alcohol testing program policy, its supporting documents or the law, I may be subject to discipline up to and including termination or I may be required to successfully participate in a substance abuse evaluation and a substance abuse treatment program, if recommended by the substance abuse professional.  If I am required to and fail to or refuse to successfully participate in a substance abuse evaluation or recommended substance abuse treatment program, I understand I may be subject to discipline up to and including termination.

Furthermore, I know and understand that I am required to submit to a controlled substance test, the results of which must be received by this employer before being employed by the school district and before being allowed to perform a safety-sensitive function.  I also understand that if the results of the pre-employment test are positive, that I will not be considered further for employment with the school district.

I also understand that I must inform my supervisor of any prescription medication I use.  I further understand that drug and alcohol testing records about me are confidential and may be released in accordance with this policy, its supporting documents or the law.

 

 

______________________________________________                ______________________
Signature of Employee                                                                                              Date

 

I, (name of applicant), have been informed of the requirement to submit to a drug test prior to being employed by the school district to perform a safety-sensitive function. I consent to submit to the drug and alcohol testing program as required by the drug and alcohol testing program policy, its supporting documents and the law.

I understand that the results of my drug test will be shared with the school district. I also understand that if I have a positive drug test result, I will not be considered further for employment with the school district.

I further understand that the drug and alcohol testing records and information about me is confidential, and may be released at my request or in accordance with the law.

 

 

____________________________________________                    ________________________
(Signature of Applicant)                                                                                        (Date)