INVESTIGATIONS IN LONG TERM CARE HOMES

1. INVESTIGATIONS IN LONG TERM CARE HOMES

2. Essential Tools Policies and procedures Reliable tape measure invest in a good one! Accuracy for distance, measurements for height, length, width Pens, pencils, notebooks and more pens, pencils and notebooks Polaroid camera gives instant evidence; cannot be altered, ‘photo-shopped’, copied Video camera for resident statements

3. JUST THE FACTS MA’M The only reporting is objective reporting Interview everyone who was there regardless if they saw anything or not. Frequently they saw or heard something that can be verified and corroborated by others.

4. MOH INVOLVEMENT: CRITICAL INCIDENT SUMMARY • The rules have changed for the reporting of CISs • Timelines are more defined • More detailed information is required • Has to be seen as an inter-professional team • document • No longer called advisors; compliance INSPECTORS

5. Documentation:Witness statements with datestimes, addresses, phone numbers, designation, meeting minutes (with union reps if requested) Write in the 1st personEnvironmental notes: trip hazards, slippery surfaces, sharp edgesDrawings: if no camera available, draw the area of concernCareplansInterviews with POAsResident progress notesCISReports to head office

6. SHOULD I OR SHOULDN’T I ?? Consult policy and procedure manual Call DOA or head office if unsure Depending on the incident, it should be obvious. When is it obvious?

7. WHISTLE BLOWING & WITNESS PROTECTION Do your homes have policies on whistle blowing? How many staff are aware? Is it followed through consistently? Do your family and resident councils know of it? How well do we protect our staff? EAP? MOL? Access to educational opportunities? Staff are almost always afraid to tell a manager about abuse of any kind. WHY??

8. SUMMARY Ensure your company has a comprehensive abuse policy & procedure; this will cover all stakeholders. Whistle blower policy: if you do not have one, suggest to HR Policy & Procedure for who to call when 100% of staff are educated yearly and when changes to P & P are made; abuse policy is posted in a public place. Most abuse P & P give direction for investigations that can be used for any situation Abuse P & P are reviewed at admission, in family council, resident council and yearly at the corporate level Have a clearly defined MISSION AND VALUES statement Criminal checks that include vulnerable sector screening for all staff. Ensure your home has a preventative maintenance program for equipment, building structure, mechanical systems, kitchen equipment, HVAC, Fire safety policy Reports to MOH, MOL Debriefings with management team at the beginning, during, completion. The management team will require progress updates at regular intervals. Ensure that HR is aware at home level and corporately.

9. PROTECTING EMPLOYEES AGAINST DOMESTIC ABUSE The new legislation from the Ministry of Labor this year makes it the employer’s responsibility to protect their employees from domestic violence. This can only be affected if the employer is aware. It is a very sensitive and difficult subject to approach. Knowing about this sort of information puts employers in a bind; we must protect not only this employee, but all stakeholders. If the employee is willing to discuss, then giving the employer a description of perpetrator or a picture assists us in keeping everyone safe. But it is NOT foolproof. Key employees should be informed: receptionists, management team so that if this person comes in, they will know to call the police, Administrator and any others that are in your policy

10. QUESTIONS

11. Today’s Sponsor • Thank you to CCH Canadian Limited • CCH invites you to attend a 45 minute demonstration of ComplyTrack healthcare compliance and risk management software • Gift for attending demonstration