Health & Safety

Policy and Procedure Manual

source for 12.0 - 000
/1-0ADOPT/HP CAS P&P/12-0Health/Health & Safety - Front Page.DOC
/12-0Health/Health & Safety - Front Page.DOC

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/1-0ADOPT/HP CAS P&P/12-0Health/Health & Safety - Side Insert.DOC
/12-0Health/Health & Safety - Side Insert.DOC

1.0 Adoption

2.0 Governance

3.0 Community

4.0 Child Care

5.0 Family Services

6.0 Finance

7.0 Foster Care

8.0 Human Resources

9.0 Volunteers

10.0 Information Systems & Technology

11.0 Administration

12.0 Health & Safety

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/1-0ADOPT/HP CAS P&P/12-0Health/Health & Safety - Table of Contents.DOC
/12-0Health/Health & Safety - Table of Contents.DOC

12.1 Health & Safety

12.1 - 002 Health & Safety - Policy
12.1 - 002.005 Health & Safety - Procedure
12.1 - 004 Health & Safety Committee
12.1 - 006 Work Related Incidents/Accidents
12.1 - 008 Smoking
12.1 - 010 Housekeeping
12.1 - 012 Fire Safety
12.1 - 014 Staff at Risk
12.1 - 016 Violence Free Workplace
12.1 - 016.005 Violence Free Workplace
12.1 - 018 Workplace Wellness - Policy
12.1 - 018.005 Workplace Wellness - Procedure
12.1 - 020 Fragrance

12.2 Harassment and Discrimination

12.3 Health Procedures

source for 12.1 - 000
/1-0ADOPT/HP CAS P&P/12-0Health/12-1Health/12-1Facesheet.DOC
/12-0Health/12-1Health/12-1Facesheet.DOC

12.1 Health & Safety

12.1 - 002 Health & Safety - Policy
12.1 - 002.005 Health & Safety - Procedure
12.1 - 004 Health & Safety Committee
12.1 - 006 Work Related Incidents/Accidents
12.1 - 008 Smoking
12.1 - 010 Housekeeping
12.1 - 012 Fire Safety
12.1 - 014 Staff at Risk
12.1 - 016 Violence Free Workplace

12.2 Harassment and Discrimination

12.3 Health Procedures

source for 12.1 - 000
/1-0ADOPT/HP CAS P&P/Health & Safety (2009)/12-1 Health & Safety/12-1Facesheet.DOC

Approved by: Executive Director Number: 12.1 - 002

Date: April 30, 2005

Revised: April 6, 2006

Revised: April 1, 2007

Policy:

1. The Huron Perth Children’s Aid Society will ensure that the Occupational Health and Safety Act will be adhered to and will ensure compliance by enacting policies and procedures relating to safe work practices and current health and safety legislation.
2. It is the policy of the Society that a healthy, safe working environment is essential in assisting each employee to perform their work to high standards and to experience fulfilment in their professional activities.

source for 12.1 - 002
/1-0ADOPT/HP CAS P&P/12-0Health/12-1Health/0002.DOC
/1-0ADOPT/HP CAS P&P/Health & Safety (2009)/12-1 Health & Safety/002.DOC
/12-0Health/12-1Health/0002.DOC

Approved by: Executive Director Number: 12.1 - 002.005

Date: April 30, 2005

Revised: April 6, 2006

Revised: April 1, 2007

Procedure:

1. The responsibility of developing, implementing and updating measures to ensure health and safety in the workplace is a joint one shared by both management and staff.
2. Managers and Supervisors will ensure that employees under their direction work in compliance with health and safety legislation and will advise employees of the existence of any potential or actual dangers in the workplace. Consumers, visitors and contractors/subcontractors will be required to observe all health and safety regulations while on any premise operated by the society.
3. Every worker shares the responsibility of protecting his/her own health and safety by working in compliance with the occupational health and safety legislation, safe work practices, and procedures established by the agency.
4. All workers are required to report conditions which are unsafe, or a risk to health, and any contraventions of the Ontario Occupational Health & Safety Act and its regulations to their immediate supervisor/manager.

source for 12.1 - 002.005
/1-0ADOPT/HP CAS P&P/12-0Health/12-1Health/002005.DOC
/1-0ADOPT/HP CAS P&P/Health & Safety (2009)/12-1 Health & Safety/002.005.DOC
/12-0Health/12-1Health/002005.DOC

Approved by: Executive Director Number: 12.1 - 004

Date: April 30, 2005

Revised: October 5, 2005

Policy:

1. It is the policy of the Society that:
   1. a Joint Health and Safety Committee is established to comply with the requirements of the Occupational Health and Safety Act;
   2. the purpose of this committee shall be to:
      1. ensure a healthy and safe working environment for staff, foster parents and volunteers; and
      2. promote health and safety awareness in the work place.
2. It is the policy of the Society that the functions of the Joint Health and Safety Committee shall be:
   1. to identify, evaluate and recommend a resolution to management of all matters pertaining to health and safety in the workplace;
   2. review and recommend implementation of policies and procedures to address workplace health and safety concerns, and to ensure compliance with relevant legislation;
   3. monitor new and ongoing health and safety policies and programs, and recommend necessary changes to ensure their effectiveness;
   4. identify and recommend training needs and programs for staff;
   5. coordinate the physical inspection of the workplace and recommend changes to correct potential dangers and hazards;
   6. to review issues brought to the Health and Safety Committee by staff;
   7. to fulfil all the functions of the Committee as spelled out in The Occupational Health and Safety Act.
3. It is the policy of the Society that the committee shall:
   1. consist of equal representatives appointed from the Union and from management;
   2. term and rotation of members determined; and
   3. meetings scheduled not less than once every three (3) months.

source for 12.1 - 004
/1-0ADOPT/HP CAS P&P/12-0Health/12-1Health/004.DOC
/1-0ADOPT/HP CAS P&P/Health & Safety (2009)/12-1 Health & Safety/004.DOC
/12-0Health/12-1Health/004.DOC

Approved by: Executive Director Number: 12.1 - 006

Date: April 30, 2005

Revised: October 5, 2005

Revised: June 4, 2007

Policy:

1. It is the policy of the Society that, in accordance with the Workplace Safety and Insurance Act requirement, a staff member shall:
   1. immediately report all accidents and incidents to his/her supervisor or manager;
   2. seek proper medical treatment if required and supply medical documentation immediately to his/her supervisor or manager;
   3. complete an Incident/Accident Report with his/her supervisor or manager to enable the Agency to fulfil their responsibilities under the Workplace Safety and Insurance Act;
   4. cooperate with their employer and the WSIB on his/her early and safe return to work.

source for 12.1 - 006
/1-0ADOPT/HP CAS P&P/12-0Health/12-1Health/006.DOC
/1-0ADOPT/HP CAS P&P/Health & Safety (2009)/12-1 Health & Safety/006.DOC
/12-0Health/12-1Health/006.DOC

Approved by: Executive Director Number: 12.1 - 008

Date: April 30, 2005

Revised: October 5, 2005

Policy:

1. It is the policy of the Society that staff shall not be permitted to smoke in the Society.
2. It is the policy of the Society that:
   1. staff may smoke in a smoking area outside the building which has been designated;
   2. staff shall be expected to minimize the time spent on smoke breaks and the frequency of smoke breaks during working hours.

source for 12.1 - 008
/1-0ADOPT/HP CAS P&P/12-0Health/12-1Health/008.DOC
/1-0ADOPT/HP CAS P&P/Health & Safety (2009)/12-1 Health & Safety/008.DOC
/12-0Health/12-1Health/008.DOC

Approved by: Executive Director Number: 12.1 - 010

Date: April 30, 2005

Revised: October 5, 2005

Policy:

1. It is the policy of the Society that, in order to promote a safe work place and a clean environment, staff shall be expected to keep his/her work place in a neat and tidy condition. All hallways and stairwells must be kept free of clutter and debris in order to prevent hazards or injuries.
2. It is the expectation that all staff who utilize the kitchen facilities are responsible for ensuring that the kitchen is maintained free of dirty dishes and spoiled food in order to eliminate the possibility of bacteria and contamination, and to prevent illness.

source for 12.1 - 010
/1-0ADOPT/HP CAS P&P/12-0Health/12-1Health/010.DOC
/1-0ADOPT/HP CAS P&P/Health & Safety (2009)/12-1 Health & Safety/010.DOC
/12-0Health/12-1Health/010.DOC

Approved by: Executive Director Number: 12.1 - 012

Date: April 30, 2005

Revised: October 5, 2005

Policy:

1. It is the policy of the Society that a fire evacuation plan:
   1. be drafted; and
   1. be reviewed by a member of the local Fire Department;
2. It is the policy of the Society that the fire alarm system be tested on a yearly basis.
3. It is the policy of the Society that staff participate in the fire evacuation plan.
4. It is the policy of the Society that new staff shall be instructed during their orientation as to the fire procedure in the Agency.
5. It is the policy of the Society that all staff shall review the fire evacuation process at least annually.

source for 12.1 - 012
/1-0ADOPT/HP CAS P&P/12-0Health/12-1Health/012.DOC
/1-0ADOPT/HP CAS P&P/Health & Safety (2009)/12-1 Health & Safety/012.DOC
/12-0Health/12-1Health/012.DOC

Approved by: Executive Director Number: 12.1 - 014

Date: April 30, 2005

Revised: October 5, 2005

Policy:

1. It is the policy of the Society that social workers and others in contact with clients and the public shall be continuously aware not to put themselves in a situation where their well-being could be at risk.
2. It is the policy of the Society that if a staff member has any concern:
   1. he/she shall discuss the concern with his/her Manager; and
   2. the resulting plan of action may require input from the Executive Director.
3. It is the policy of the Society that should a staff member become unexpectedly involved in a potential threatening situation he/she shall:
   1. withdraw from the scene and report the incident immediately to his/her Manager; and
   2. submit a full written report including the action taken.
4. It is the policy of the Society that the Executive Director shall be advised of all incidents.
5. For more information reference is to be made to the Emergency Response Procedure found in the Service and Administration Manual.

source for 12.1 - 014
/1-0ADOPT/HP CAS P&P/12-0Health/12-1Health/014.DOC
/1-0ADOPT/HP CAS P&P/Health & Safety (2009)/12-1 Health & Safety/014.DOC
/12-0Health/12-1Health/014.DOC

Approved by: Executive Director Number: 12.1 - 016

Date: November 1, 2009

Background

The health and safety of employees is of prime importance to the Huron-Perth Children’s Aid Society. The Society will strive to provide and maintain a healthy and safe workplace for all employees in accordance with the provisions of the Ontario Occupational Health and Safety Act and its regulations.

Commitment to health and safety must form an integral part of the Society’s operations. It is in the best interest of all parties to consider health and safety in every activity.” (Huron-Perth CAS Occupational Health & Safety Policy)

Reference should also be made to the Huron-Perth CAS Occupational Health & Safety Policy, Staff at Risk Policy, as well as the Collective Agreement, when appropriate.

Policy

The Society will promote a violence free workplace for all and will not tolerate violent behaviour from its employees, volunteers, contractors, visitors, and clients.

All employees and volunteers representing the Society are responsible for helping to create an environment that is free from workplace violence.

Employees, in conjunction with their supervisors, are empowered to make and act on decisions of risk. Employees working with clients should assess the potential risk level of each client, taking precautionary steps to reduce such risks.

Individuals are encouraged to report all incidents of violence as per the Accident/Incident Reporting procedure. All incidents shall be investigated promptly, fairly and effectively.

The Society will promote a violence free workplace through training and instruction. The Society supports Non-Violent Crisis Intervention (CPI) training.

Definitions

Workplace Violence can be defined as:

Threatening behaviour: can include such things as shaking fists, destroying property or throwing objects.

Written or verbal threats: can include any expression of intent to inflict harm. A direct threat is a clear and explicit communication that distinctly indicates that the potential offender intends to do harm.

Harassment: can include behaviour that is designed to coerce or instill fear in the victim.

Verbal abuse: can include excessive swearing, insults or condescending language directed at the victim.

Physical attack: can include hitting, shoving, pushing or kicking the victim.

Workplace: includes any location in which employees and/or volunteers are engaged in Society business activities necessary to perform their assignments. This includes, but is not limited to, Society buildings, employee/volunteer parking lots, employee/volunteer organized social events, field locations, client’s homes, and during business related travel.

source for 12.1 - 016
/1-0ADOPT/HP CAS P&P/12-0Health/12-1Health/016.DOC
/12-0Health/12-1Health/016.DOC

Approved by: Executive Director Number: 12.1 - 016

Date: June 1, 2007

Background

The health and safety of employees is of prime importance to the Huron-Perth Children’s Aid Society. The Society will strive to provide and maintain a healthy and safe workplace for all employees in accordance with the provisions of the Ontario Occupational Health and Safety Act and its regulations.

Commitment to health and safety must form an integral part of the Society’s operations. It is in the best interest of all parties to consider health and safety in every activity.” (Huron-Perth CAS Occupational Health & Safety Policy)

Reference should also be made to the Huron-Perth CAS Occupational Health & Safety Policy, Staff at Risk Policy, as well as the Collective Agreement, when appropriate.

Policy

The Society will promote a violence free workplace for all and will not tolerate violent behaviour from its employees, volunteers, contractors, visitors, and clients.

All employees and volunteers representing the Society are responsible for helping to create an environment that is free from workplace violence.

Employees, in conjunction with their supervisors, are empowered to make and act on decisions of risk. Employees working with clients should assess the potential risk level of each client, taking precautionary steps to reduce such risks.

Individuals are encouraged to report all incidents of violence as per the Accident/Incident Reporting procedure. All incidents shall be investigated promptly, fairly and effectively.

The Society will promote a violence free workplace through training and instruction. The Society supports Non-Violent Crisis Intervention (CPI) training.

Definition

Workplace Violence can be defined as:

Threatening behaviour: can include such things as shaking fists, destroying property or throwing objects.

Written or verbal threats: can include any expression of intent to inflict harm. A direct threat is a clear and explicit communication that distinctly indicates that the potential offender intends to do harm.

Harassment: can include behaviour that is designed to coerce or instill fear in the victim.

Verbal abuse: can include excessive swearing, insults or condescending language directed at the victim.

Physical attack: can include hitting, shoving, pushing or kicking the victim.

Workplace: includes any location in which employees and/or volunteers are engaged in Society business activities necessary to perform their assignments. This includes, but is not limited to, Society buildings, employee/volunteer parking lots, employee/volunteer organized social events, field locations, client’s homes, and during business related travel.

source for 12.1 - 016
/1-0ADOPT/HP CAS P&P/Health & Safety (2009)/12-1 Health & Safety/016.DOC

Approved by: Executive Director Number: 12.1 - 016.005

Date: November 1, 2009

Procedure:

Identify Risk Factor

• referral form for clients
• training, follow up with supervisor
• buddy (or police)
• alarm
• mediation
• CPI training

Worker to Worker Review Policy

• allegations made
• individual may be sent home with pay
• individual may be assigned work from home (if possible)
• individual may be assigned to an alternate work site
• Police may be contacted if their involvement is deemed necessary

Reporting Complaint:

An individual being the victim of violence in the workplace may notify one or more of the following to begin the complaint process:

• Human Resources (Director of Human Resources)
• Director of Service
• Manager
• Notify co-worker
• Notify the Union

Complaint to Manager

Once a complaint is made to a manager one or all of the following steps may be initiated:

• Peer support will be offered
• Director of Human Resources will be notified of the allegation
• The Director of Human Resources will notify the Union President. The Union shall be notified of any investigation.

Approved by: Executive Director Number: 12.1 - 016.005

Date: November 1, 2009

HUMAN RESOURCES Violence Free Workplace Policy Application - For All Staff

Investigation

An Investigation of an allegation may be initiated by the Director of Human Resources with support from the Human Resources Coordinator or other agencies or individuals as required or deemed appropriate.

The Joint Health and Safety Committee will be notified of any investigation of harassment or violence. No identifying information will be shared unless approved by the individual.

An offer of support shall be offered during the investigation phase to all parties (alleged harasser and complainant).

Time

The Investigation will be complete within thirty (30) days. Written notice of extension must be made to the Union or by mutual agreement of the parties (union/employer).

Investigation Report

Outcome of investigation will be provided in writing to both parties (alleged and complainant). Investigation Report will only be part of personnel file if it leads to discipline. A copy will be kept as an attachment in the investigation folder.

In the event that the allegations lead to loss of earnings and health care benefits, the worker shall be made aware of their rights and obligations under the Workplace Safety and Insurance Act.

Domestic Violence

In an effort to protect staff, if deemed appropriate, the accused may be denied access to the property and the police may be notified. The Ministry of Labour shall be contacted as per the Ontario Health and Safety Act guidelines.

All employees will be made aware of the Employee Assistance Program, as well as being notified of additional ongoing educational and training opportunities.

Appeals

1. Individuals accused shall be offered union representation prior to the start of any meetings.
2. Accused individuals shall be notified of allegations and pending investigation.
3. Once notified of the outcome of the investigation, the accused can appeal to the Director of Human Resources or designate who will respond in writing within fourteen (14) days.

   Approved by: Executive Director Number: 12.1 - 016.005

   Date: November 1, 2009

   HUMAN RESOURCES Violence Free Workplace Policy Application - For All Staff

4. The accused can appeal to the Executive Director or designate who will respond in writing within fourteen (14) days.
5. Either party maintains their rights to the grievance/arbitration procedure during this process.

Instruction/Training

1. The Policy on Violence and Harassment will be reviewed annually.
2. New hires will be made aware and review Violence/Harassment Policy during orientation.
3. Additional training will be offered as deemed necessary.

source for 12.1 - 016.005
/1-0ADOPT/HP CAS P&P/12-0Health/12-1Health/016.005.DOC
/12-0Health/12-1Health/016.005.DOC

Approved by: Executive Director Number: 12.1 - 018

Date: February 1, 2009

Huron-Perth Children’s Aid Society encourages, supports and offers health and wellness-related programs that will assist employees in achieving ownership for their physical, mental and emotional wellbeing, resulting in improving the overall health and wellbeing for all employees of Huron-Perth Children’s Aid Society.

Objectives:

The objectives of this program are:

• The development of a healthy workplace environment will convey corporate values and support for employee health.
• Development of a partnership between Huron-Perth Children’s Aid Society and its employees that will improve the health and wellbeing of all staff.
• A healthy workplace leading to improved satisfaction and morale, which contribute to a more effective organization.
• Improved understanding of workplace issues that impact the health and wellbeing of Huron-Perth Children’s Aid Society staff;
• To provide a work environment that will support employee health and wellbeing;
• Building the knowledge, skill and ability of staff to take control over their wellbeing by helping individuals become actively involved in improving their personal health.

Policy:

1. Huron-Perth Children’s Aid Society will strive to provide a healthy workplace by providing support to:

   ○ The Human Resources Department; ○ The Health & Safety Committee; ○ The Healthy Workplace Committee; ○ Provide a healthy and safe physical work environment; ○ Provide a social environment supportive of employee wellbeing; ○ Develop the personal resources (Knowledge, skill and ability) of employees to assist them to cope and deal with the social and work aspects of their lives; ○ Enhance employees’ sense of influence over their work and their lives.

2. Huron-Perth Children’s Aid Society recognizes that the ability of an organization to achieve its objectives is dependent upon the wellbeing of all employees.
3. Huron-Perth Children’s Aid Society acknowledges that the key elements of a healthy workplace include the physical environment, health practices, social environment and personal resources. It is also recognized that these broad-based factors are interdependent and must be considered as parts of a holistic approach to a healthy workplace and employee wellbeing.

source for 12.1 - 018
/1-0ADOPT/HP CAS P&P/12-0Health/12-1Health/018.DOC
/12-0Health/12-1Health/018.DOC

Approved by: Executive Director Number: 12.1 - 018.005

Date: February 1, 2009

Procedure:

1. The Healthy Workplace Committee will:
   1. assess employee needs;
   2. provide information that employees can use to decide on participation in health promotion programming;
   3. develop and implement health initiatives to address the needs of our staff;
   4. encourage and actively seek input from employees and managers;
   5. familiarize employees with the idea that there are several interconnected avenues to achieve health and wellness and that the Huron-Perth Children’s Aid Society will undertake activities in many of these areas in order to enhance employee wellbeing.
2. Management responsibilities are to:
   1. keep employees up to date on Healthy Workplace activities and programs;
   2. support and encourage employee involvement in the Wellness Program (i.e. create a healthy work environment, Wellness teams, etc.);
   3. consider employee involvement as part of professional development;
   4. contribute ideas, opinions and expertise to the work of the Health Workplace Committee;
   5. participate and show support in programs, activities and resources provided through the Wellness Program;
   6. provide healthy food options for meetings, training and other events.
3. Human Resources responsibilities are to:
   1. review and revise human resources policies that impact employee health to ensure that they support and are consistent with the Huron-Perth Children’s Aid Society Healthy Workplace Policy;
   2. in consultation with the Healthy Workplace Committee and management, develop health and safety policies that will provide an environment which supports employee wellbeing.
   Participation

Employees are encouraged to participate in any or all programs that are made available to them.

Workplace Wellness Committee

The Workplace Wellness Committee consists of a group of volunteers who are interested in and committed to enhancing the health and wellbeing of employees. Membership is drawn from Management, Human Resources and agency wide from departments.

Evaluation of Wellness

The Healthy Workplace Wellness program will be evaluated through use of data and trends indicating outcomes (i.e. retention of staff, attendance records, benefit plan usage).

source for 12.1 - 018.005
/1-0ADOPT/HP CAS P&P/12-0Health/12-1Health/018.005.DOC
/12-0Health/12-1Health/018.005.DOC

Approved by: Executive Director Number: 12.1 - 020

Date: July 1, 2008

Policy:

1. It is the policy of the Society that due to sensitivity of some staff and clients, scents and perfumes are to be worn in moderation only and with discretion.

source for 12.1 - 020
/1-0ADOPT/HP CAS P&P/12-0Health/12-1Health/020.DOC
/12-0Health/12-1Health/020.DOC

12.1 Health & Safety

12.2 Harassment and Discrimination

12.2 - 002 Harassment and Discrimination
12.2 - 004 Diversity & Anti-Oppression

12.3 Health Procedures

source for 12.2 - 000
/1-0ADOPT/HP CAS P&P/12-0Health/12-2Health/12-2 Facesheet.DOC
/12-0Health/12-2Health/12-2 Facesheet.DOC

12.1 Health & Safety

12.2 Harassment and Discrimination

12.2 - 002 Harassment and Discrimination

12.3 Health Procedures

source for 12.2 - 000
/1-0ADOPT/HP CAS P&P/Health & Safety (2009)/12-2 Harassment and Discrimination/12-2 Facesheet.DOC

Approved by: Executive Director Number: 12.2 - 002

Date: April 30, 2005

Revised: October 5, 2005

Policy:

1. It is the policy of the Society that the Agency shall be committed to providing a work environment free of discrimination or harassment. Discrimination and harassment are defined by the Human Rights Code of Ontario. Discrimination or harassment of any staff member by another staff member in the work place is not tolerated. Should a staff member be found guilty of such an offence he/she is subject to discipline up to and including discharge.
2. It is the policy of the Society that should an alleged incident occur the staff member shall immediately advise the alleged offender that his/her conduct is not acceptable and that recurring incidents will result in reporting such unacceptable behaviour to the Director of Human Resources.
3. It is the policy of the Society that if the incident is reported to the Director of Human Resources he/she will undertake a thorough investigation in strict confidence.
4. It is the policy of the Society that the alleged offender shall be given an opportunity to defend himself/herself.
5. It is the policy of the Society that:
   1. if the alleged incident can be resolved between the parties the case is closed;
   2. however, if not, the Director of Human Resources determines what corrective action is appropriate.
6. It is the policy of the Society that the alleged offender has a right to lodge an appeal of any corrective action to the Director of Human Resources.
7. It is the policy of the Society that failing satisfactory resolution of the appeal the alleged offender may:
   1. if a member of the unionized staff, grieve the decision thought the Collective Agreement; or
   2. if not a member of the unionized staff, use the Society’s complaint procedure (5.1 - 010.010).

source for 12.2 - 002
/1-0ADOPT/HP CAS P&P/12-0Health/12-2Health/002.DOC
/1-0ADOPT/HP CAS P&P/Health & Safety (2009)/12-2 Harassment and Discrimination/002.DOC
/12-0Health/12-2Health/002.DOC

Approved by: Executive Director Number: 12.2 - 004

Date: January 1, 2009

Preamble:

The Mission of the Huron-Perth Children’s Aid Society is to advocate for and protect children’s rights; to support and strengthen families; and to be leaders for change in our community.

Huron-Perth Children’s Aid Society recognizes that the increasing diversity among residents in Huron and Perth counties has added economic, social, and cultural benefits to our community. It is also sensitive to the fact that oppressed groups often encounter barriers to full access and participation in the community.

Huron-Perth Children’s Aid Society defines Diversity as our centering of those human characteristics or combination of characteristics or life experiences which include but are not limited to First Nations and/or aboriginal affiliation; gender; race; ethnicity; colour; nationality; language; culture; ability; age; religious beliefs; sexual orientation; socio-economic status; and marital status.

Oppression is the conscious or unconscious exploitation or mistreatment of one group over another group. It results in privilege for the dominant group and disenfranchisement for the subordinated group. It does not require conscious thought or effort of individual members of the dominant group. Unequal treatment becomes institutionalized, systemic and “normal”. Anti-oppression is the action-oriented strategizing to undo or dismantle behavioural and systemic oppression.

Policy:

It is the policy of Huron-Perth Children’s Aid Society to be anti-oppressive and diversity-competent in all aspects of its operation and at all levels of the agency on the basis of, but not limited to, race; ethnicity; First Nations and/or Aboriginal affiliation; gender; colour; nationality; language; culture; ability; age; political or religious beliefs; sexual orientation; income; socio-economic status; and marital status.

To this end:

• Huron-Perth Children’s Aid Society will strive towards programs and services that are sensitive and responsive to the needs of diverse groups in the community;
• Huron-Perth Children’s Aid Society will strive towards policies, procedures and service delivery which are anti-oppressive;
• Huron-Perth Children’s Aid Society will strive to ensure that volunteers, board, staff and parents (foster and adoptive) reflect the demographics and needs of the community served; and
• Huron-Perth Children’s Aid Society will continue to strive toward strong community partnerships/ relationships with representatives of groups who experience marginality in Huron and Perth Counties.

source for 12.2 - 004
/1-0ADOPT/HP CAS P&P/12-0Health/12-2Health/004.DOC
/12-0Health/12-2Health/004.DOC

12.1 Health & Safety

12.2 Harassment and Discrimination

12.3 Health Procedures

12.3 - 002 Treatment of Lice & Other Infectious Diseases - Policy
12.3 - 002.005 Treatment of Lice & Other Infectious Diseases
- Procedure

source for 12.3 - 000
/1-0ADOPT/HP CAS P&P/12-0Health/12-3Health/12-3 Facesheet.DOC
/1-0ADOPT/HP CAS P&P/Health & Safety (2009)/12-3 Health Procedures/12-3 Facesheet.DOC
/12-0Health/12-3Health/12-3 Facesheet.DOC

Approved by: Executive Director Number: 12.3 - 002

Date: January 13, 2006

Policy:

1. It is the policy of the Society that all staff will receive information regarding the process of treating infectious diseases and training will also occur for all staff.

source for 12.3 - 002
/1-0ADOPT/HP CAS P&P/12-0Health/12-3Health/002.DOC
/1-0ADOPT/HP CAS P&P/Health & Safety (2009)/12-3 Health Procedures/002.DOC
/12-0Health/12-3Health/002.DOC

Approved by: Executive Director Number: 12.3 - 002.005

Date: January 13, 2006

Procedure:

Children infected with lice and access visits

1. H-P CAS shall distribute the Facts of Lice prepared by Huron County Health Unit be distributed to all staff and foster Parents
2. H-P CAS shall organize training in both Stratford and Goderich sites to review the information and the process with all staff.
3. Where a visit has occurred at one of the H-P CAS sites previous to knowledge of the infection of lice, the employee shall notify their respective manager for further instructions regarding cleaning the area.
4. It is recommended that the client is diagnosed with lice infection as determined by a health professional.
5. Treatment shall be administered and the worker will review the appropriate treatment steps and follow up with the foster parents.
6. Once children have received treatment, access can occur for the next 6 days without cause for concern.
7. On the 7th day a follow up appointment with the health unit to determine if infection is still present shall occur.
8. The worker will repeat steps 4 to 7 if required.
9. The Child in Care Worker shall document the above steps clearly.

Note: In the situations where the meeting with the children occurred and at the end it was noted that the children have lice - notify office manager for further follow up.

source for 12.3 - 002.005
/1-0ADOPT/HP CAS P&P/12-0Health/12-3Health/002.005.DOC
/1-0ADOPT/HP CAS P&P/Health & Safety (2009)/12-3 Health Procedures/002.005.DOC
/12-0Health/12-3Health/002.005.DOC