Safety – Needlestick Protocol

  • Call the Clinical Nurse Liaison (24 hours a day/7 days a week).
  • The clinician will ask you for identifying information including name and location of incident and will advise you when to go to the Emergency Room in the facility in which you were stuck.
  • Bloodborne pathogen transmission risks will be reviewed, and, when indicated, post-exposure prophylaxis will be initiated.   In addition, baseline labs are recommended to be drawn.  Please follow the Facility Policy.
  • If indicated, the ER clinician will arrange for a starter dose of post-exposure medicine to be delivered to you. You will be directed when to come for follow-up assessment plus baseline lab tests.
  • Hospital Operations Administrators (HOA’s) will also oversee and manage the process of acquiring “source patient” blood (24 hours a day) if part of their policy and indicated. In most instances the hospital lab will have a sufficient amount of “source patient” blood to perform post-exposure testing.
  • Do not discuss the event with the “Source Patient”.
  • Post exposure lab results should be sent to TRS.
  • This will be part of the worker’s compensation program.
  • All employees who receive a needlestick will be educated on needlesticks


Policy – Sexual Harassment

What amounts to sexual harassment?

Sexual harassment includes such unwelcome sexually determined behavior (whether directly or by implication) as:

  • physical contact and advances
    (b) a demand or request for sexual favors
    (c) sexually colored remarks (Verbal or written sexually suggestive or obscene comments, jokes, or propositions.
    (d) showing pornography
    (e) any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

Where any of these acts is committed in circumstances where under the victim of such conduct has a reasonable apprehension that in relation to the victim’s employment or work whether she is drawing salary, or honorarium or voluntary, whether in government, public or private enterprise such conduct can be humiliating and may constitute a health and safety problem it amounts to sexual harassment.

It is discriminatory for instance when the woman has reasonable grounds to believe that her objection would disadvantage her in connection with her employment or work including recruiting or promotion or when it creates a hostile work environment. Adverse consequences might be visited if the victim does not consent to the conduct in question or raises any objection thereto.





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