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Keep your work area and surrounding work environment clean and safe. ... Discourage inappropriate jokes and out-of-line comments when you hear them ... – PowerPoint PPT presentation

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Title: You


1
Welcome!
  • Youre Part of a Great Organization

2
About GCE
  • Our purpose and reason for existence is to help
    people with disabilities find meaningful work.

3
Where in the world is GCE?
4
Our Business Lines
  • Food Service
  • Custodial Services
  • Mail Room Services
  • Administrative Services
  • Shelf Stocking

5
Orientation Folder
  • Bright Ideas Program
  • Employee Assistance Program
  • Activity Center
  • HR Contact List
  • Payroll Schedule

6
OUR CODE OF CONDUCT
A Guide to GCE Performance Standards
Handbook
7
What Kind of Company Do You Want to Work For?
Our Values Vision
Integrity Superior Service
Innovation Teamwork
Stewardship
8
Our Values
Integrity
Maintaining the highest standards of behavior.
Encompasses honesty, ethics, and doing the right
things for the right reasons. Vision
The ability and willingness
to look forward to the future and make decisions
necessary to accomplish important goals.


9
Our Values
Innovation Capable of extraordinary creativity
and willing to explore new approaches to
improving quality of life for all persons.
Superior Service
Committed to providing excellent service.
10
Our Values
Stewardship
Dedicated to responsible stewardship of GCE
assets and financial resources, and to service.
Teamwork An
abiding respect for others, and a sustaining
commitment to work together.
11
Standards of Performance
  • Commitment to Co-Worker
  • At GCE our coworkers are our teammates. They
    deserve our respect and trust. GCE is dedicated
    to maintaining a work environment that is a
    pleasurable and enjoyable employment experience.
  • Treat others with respect and appreciation.
  • Value differences and respect individuality.
  • Work cooperatively.
  • Be dependable, punctual, and loyal.
  • Address issues respectfully and through the
    appropriate chain of command.
  • Be a role model.


12
Respect for Our Co-Workers
Scenario A group of employees are having lunch
outside on the picnic table and you overhear them
talking about the new persons disability. You
hear them joking about how the new person looks.
What do you do?
13
Standards of Performance
  • COMMITMENT TO SERVICE
  • GCE is committed to providing the highest quality
    of service by exceeding the expectations of our
    customers. We will perform our duties in a
    responsible, reliable, appropriate and cost
    effective manner.
  • Respect our CUSTOMERS time and needs.
  • Greet every customer with a warm and friendly
    smile.
  • Thank customers for their business.
  • Listen to our customers concerns.
  • Do not distribute unauthorized materials and
    information, nor solicit any individual for any
    purpose outside of our official duties, without
    specific permission of our supervisor.
  • Keep a positive sense of humor.

14
Respect for our Customers
  • Scenario
  • You are about to enter a private office to
  • clean when you overhear two people in a
  • serious discussion about the companys
  • new business venture. What do you do?

15
Standards of Performance
  • SENSE OF OWNERSHIP
  • Sense of Ownership means that we take pride in
    what we do. We are responsible for the results
    of our efforts and we recognize that our work is
    a reflection of ourselves.
  • Take pride in the organization as if it were your
    own.
  • Know and understand the responsibilities of your
    job. Take charge and accept these
    responsibilities.
  • Keep your work area and surrounding work
    environment clean and safe.
  • Do the job right the first time. Focus on your
    customers needs.

16
Standards of Performance
  • CONFIDENTIALITY
  • As an employee of the GCE organization, we have a
    responsibility to ourselves, our customers, our
    co-workers and our management team to maintain
    confidentiality of all privileged information.
  • Respect your co-workers privacy by eliminating
    gossip.
  • Do not discuss the operations of GCE and its
    business practices with others. If you have
    questions or comments, please discuss these with
    your supervisor.
  • Keep our customers business private.
  • Do not discuss personal or confidential
    information about our co-workers or customers.

17
Confidentiality
  • As an employee of GCE, one of the most important
    responsibilities you will have is maintaining
    confidentiality.
  • Respect For Co-Worker Differences
  • Customer Information and Conversations
  • Safeguarding GCE Information

18
Standards of Performance
  • PERSONAL APPEARANCE
  • GCE strives to always project a professional
    image to our customers. Your appearance is a
    reflection of your respect for your customers,
    your co-workers and yourself.
  • We will ensure that our work clothes are clean,
    neat and appropriately fitted.
  • We will wear our uniforms and identification
    badges during working hours.
  • We will practice good personal hygiene.
  • We will follow work-site dress code guidelines.

19
Standards of Performance
  • MAINTAINING A SAFE WORK ENVIRONMENT
  • Safety is the responsibility of all GCE
    employees. Think safe, act safe, be safe, and
    stay safe.
  • We will practice safety as a responsibility to
    our customers and our co- workers.
  • We follow all safety rules, regulations and
    procedures.
  • We will support an alcohol,drug-free and weapon
    free workplace.
  • We will report to our supervisor any practice or
    condition that might impact the health and safety
    of the employees and the facility.
  • We will report any accident or injury to our
    supervisor.

20
Standards of Performance
  • SECURITY AWARENESS
  • We are trusted to protect the property of GCE and
    the property of our customers.
  • We will respect the property of others. We will
    care for all assets, property and supplies.
  • We will dispose of surplus, obsolete or junked
    property or anything of value according to policy
    and procedure.
  • We will turn in to our supervisor any items of
    value found during working hours.
  • We will report any theft or security violations.

21
Safeguarding GCE Information
  • Scenario
  • You stop by your GCE site office to speak with
    the project manager or a supervisor about your
    work assignment. You find a piece of paper on
    the floor and notice it has your friends name on
    it. What do you do?

22
Standards of Performance
  • CONFLICTS OF INTEREST
  • We will perform our duties on behalf of the
    company and customers in a truthful and loyal
    manner.
  • We will avoid any actions that may be reasonably
    construed to cause an actual or potential
    conflict of interest.
  • We may accept unsolicited gifts of food or
    flowers from customers or business associates,
    however, these items should be shared with other
    department employees and should not exceed 25
    in value. Any other gifts must be approved by
    the contract administrator. Gifts of cash are
    never allowed.
  • We will not use or share inside information,
    which is not otherwise available to the general
    public, for any improper use.

23
Standards of Performance
PROPER CONSIDERATION OF GCE EMPLOYEES All staff
contribute directly to our success and as such,
GCE is committed to reasonably protect, support
and develop our staff to its fullest potential in
a fair and equitable manner. GCE supports a
culture that taps the full potential of employees
and builds an environment that allows all people
to feel appreciated, included and valued. Job
growth, employee development and individual
empowerment are actively encouraged and
rewarded.
24
Standards of Performance
  • GCE will operate in accordance with high legal,
    moral and ethical standards and will comply with
    all applicable laws, regulations and standards.
  • We will require that all statements,
    communications, and representations are accurate,
    complete and truthful.
  • We will not sacrifice our professional
    standards, judgment or objectivity.
  • We will not engage, either directly or
    indirectly, in any corrupt business practice.

25
Reporting a Problem
  • Follow a chain of command
  • Your Supervisor
  • Your Project Manager
  • Your Contract Administrator
  • The Human Resources Department

26
F I S H
Food for Thought
27
Food for Thought
Fish
  • What are the benefits of a creative fun work
    setting?
  • How can you make your customers day everyday?
  • How can you make your co-workers day everyday?
  • What can we do to make sure we are being there
    for our customers?
  • How important is attitude in your work life?

28
RESPECT IN THE WORKPLACE
  • Everyones Responsibility

29
Differences are great!
  • PoLiTics

Personality
Color
Size
MARRIAGE
Disability
Religion
Age
Sex
30
CROSSING THE LINE
  • Religion
  • Age
  • Sex
  • Race
  • National Origin
  • Color
  • Disability
  • Marital Status
  • Veteran Status

31
What is Sexual Harassment?
  • The EEOC defines sexual harassment as
  • Unwelcome sexual advances, requests for
    sexual favors, and other verbal or physical
    conduct of a sexual nature when
  • Submission to such conduct is made a term or
    condition of employment
  • Submission to, or rejection of, such conduct by
    an individual is used as the basis for employment
    decisions
  • Such conduct has the purpose or effect of
    unreasonably interfering with the individual work
    performance or creating an intimidating, hostile,
    or offensive work environment

32
Why Does It Happen
  • People have different value systems
  • Sexual conduct can be viewed as a power tool
  • Jokes, sarcasm, profanity, etc., might be
    everyday language for some individuals
  • Compliments, comments, etc., can often be
    misunderstood
  • Lack of awareness on the offenders part

33
Inappropriate Workplace Behaviors
  • Sexual jokes, innuendoes, references or gestures
  • Sexually suggestive computer messages
  • Demeaning language or behavior
  • Sexual compliments
  • Teasing in a sexual nature
  • Questions about personal or intimate matters
  • Repeated requests for a date despite refusals
  • Physical horsing around
  • Hugs, kisses, back rubs

34
Additional Behaviors
  • Gender bashing
  • Comments about a persons physique
  • Inappropriate calendars, posters, magazines,
    office signs, coffee mugs
  • Office or phone conversations about the details
    of a hot date!
  • Religious Jokes

35
Our Policy
36
What Can Be Done To Prevent It
  • Be conscientious of other peoples feelings
  • Discourage inappropriate jokes and out-of-line
    comments when you hear them
  • Learn to say no to conduct that offends you
  • Before you say something that could be
    inappropriate, think about how your family would
    react if they heard it

37
What Should You Do If It Happens to You
  • Say no! Let the individual know that their
    conduct is offensive to you and that it must stop
  • If you think saying no wont end it, report the
    incident to your management or human resources
    immediately. It is okay if you dont feel
    comfortable saying no. It is okay to come
    forward to human resources
  • If an incident occurs after hours, report it to
    the appropriate manager on duty. They will know
    what action to take including contacting human
    resources
  • If you know that someone else is being subjected
    to inappropriate behavior, report it to
    management or human resources. It is everyones
    responsibility to create and maintain a work
    environment based on respect for others

38
Americans With Disabilities Act
  • ADA

39
Americans With Disabilities Act
  • The Americans with Disabilities Act has the most
    far-reaching impact on the workplace since the
    Civil Rights Act of 1964!
  • The ADA provides civil rights protection to
    persons with disabilities in the areas of
    employment / access to public services / public
    private transportation and telecommunication
    services
  • An individual with a disability under the ADA is
    a person who
  • Has a physical or mental impairment that
    substantially limits one or more of his or her
    major life activities
  • Has a record of such an impairment or
  • Is regarded as having such an impairment.

40

Do Individuals Who Use Drugs Have Rights under
ADA?
  • Anyone who is currently using drugs illegally is
    not protected by the ADA and may be denied
    employment or be terminated on the basis of such
    use. The ADA does not prevent employers from
    testing applicants or employees for current
    illegal drug use, or from making employment
    decisions based on verifiable results.

41

Diversity Differences
  • Diversity in the workplace is the variety among
    people related to such factors as age, culture,
    education, employee status, family status,
    function, gender, national origin, physical
    appearance, race, regional origin, religion,
    sexual orientation, and thinking style.
  • Valuing diversity means
  • The recognition that there are other ways of
    seeing the world, solving problems, and working
    together
  • Promoting inclusion - providing an environment
    where all employees are supported and valued.
  • Creating an environment where differences are
    valued.

42

Barriers to Diversity
  • Prejudice - A preconceived feeling or bias (a
    normal human reaction)
  • Stereotyping - This actions occurs when we
    apply our biases
    to all members of a group
  • Discrimination - Treating people differently,
    unequally, and usually negatively because they
    are members of a particular group.
  • Unintentional Discrimination - Occurs because of
    habit, unconscious behavior or just plain
    insensitivity. This happens when we say or do
    something without thinking and end up

    hurting someone else in an attempt to be our own
    friendly selves.

43

What Can YOU Do?
  • Give and receive compliments
  • Avoid slang and try listening more
  • Celebrate all holidays (or celebrate none)
  • Recognize your own biases and prejudices
  • Expose yourself to other cultures
  • Think before you speak and be
    sensitive to others
  • Be careful with humor
  • Lighten up!
  • Be a role model!

44
EMPLOYEE HANDBOOK
  • Key Points to remember
  • Uniforms/I.D. Badges
  • Reporting to Work/Attendance
  • Absences
  • Fraternization Policy
  • Performance Evaluation
  • Causes for Termination

45
It's Break Time!
46
EMPLOYEE HANDBOOK
  • Key Points To Remember
  • Uniforms and ID Badges
  • Reporting to Work
  • Absences
  • Reporting Hours Worked
  • Performance Evaluation
  • Handbook Acknowledgment Form

47
Drug Free Workplace
48
Our Drug-Free Workplace Policy exists to
  • Protect the health and safety of all employees,
    customers and the public
  • Safeguard employer assets from theft and
    destruction including trade secrets
  • Maintain product quality and company integrity
    and reputation
  • Comply with the Drug-Free Workplace Act of 1988
    or any other applicable laws

49
Impact of Substance Abuse in the Workplace
  • Employee health
  • Productivity
  • Decision making
  • Safety
  • Employee morale
  • Security
  • Organizational image and community relations

50
  • GCE does not conduct random testing but we may
    test for the following
  • Reasonable suspicion
  • Probable Cause
  • Routine fitness-for-duty
  • Workers Comp- a drug test is mandatory when ever
    an employee has a workers comp. Injury.
  • Any employee who refuses to submit to a drug test
    deemed necessary will be terminated from
    employment.

51
Specific Drugs of Abuse
  • Alcohol
  • Marijuana
  • Inhalants
  • Cocaine
  • Stimulants Depressants
  • Hallucinogens
  • Narcotics
  • Designer Drugs

52
Abuse Using a substance to modify or control
mood or state of mind in a manner that is illegal
or harmful to oneself or others. Potential
consequences of abuse include
  • Accidents or injuries
  • Blackouts
  • Legal problems
  • Poor job performance
  • Family problems
  • Sexual behavior that increases the risk of HIV
    infection

53
Drug-Free Workplace Policy
  • If convicted of any criminal drug crime, the
    employee is required to report the conviction to
    the Director of the Human Resources department at
    Lakeview Center.
  • It is against the Drug-Free Workplace Policy to
  • Come to work intoxicated
  • Have alcohol or illegal drugs at work
  • Sell, purchase, distribute or dispense drugs

54
  • Help is available for substance abuse problems by
    contacting your supervisor or EAP Representative
    at
  • (850) 595-1350

55
Infection Control/ Blood Borne Pathogens
56
WHY ARE WE HERE?
  • OSHA Bloodborne Pathogen Standard
  • All workers with reasonably anticipated
    occupational exposure to blood or other
    potentially infectious materials must have
    training.

57
What are Bloodborne Pathogens?
Microorganisms that are carried in the blood that
can cause disease in humans
58
The Most Common Bloodborne Pathogen Diseases
  • Hepatitis B
  • Hepatitis C
  • Human Immunodeficiency
  • Virus (HIV)

59

Hepatitis A

  • Adults have symptoms more often than children
  • 33 of Americans have had past infection
  • No chronic long term infection as is possible
    with hepatitis B C
  • Found in stool of persons infected with virus

60
Hepatitis B
50 of the people with HBV infection are unaware
that they have the virus. Hepatitis B virus can
survive for at least one week in dried blood
  • May lead to chronic liver disease, liver cancer,
    and death
  • Razors, toothbrushes and washcloths might have
    blood on them

Blood born Pathogen
61
Hepatitis B Vaccination
  • Hepatitis B is preventable.
  • Offered to all Lakeview Center employees
  • Provided at no cost to employees

62
Hepatitis B virus is much more infectious
than HIV. If you had a needle stick accident
and were exposed to infected blood, your chance
of acquiring HIV would be approximately 3 in
1000 HBV would be approximately 300 in 1000
According to CDC, your risk for acquiring HBV
infection is 100 times greater than for HIV.
When considering the risk of occupational
exposure to HBV, keep in mind that a safe and
effective vaccine is available to you.
63
Hepatitis C
  • Hepatitis C is the most common chronic bloodborne
    infection in the United States
  • May lead to chronic liver disease, liver cancer
  • No vaccine available

Blood born Pathogen
64
Hepatitis Symptoms
B
C
A
  • Jaundice, fatigue, abdominal pain, loss of
    appetite, intermittent nausea, vomiting

65
Human Immunodeficiency Virus (HIV)
  • HIV is the virus that leads to AIDS
  • HIV depletes the immune system
  • HIV is not transmitted through casual
    contact shaking hands, hugging, using

    a toilet, drinking from the same glass, or
    from sneezing or coughing

Blood born Pathogen
66
Transmission of Bloodborne Pathogens
  • Contact with another persons blood or body
    fluid that may contain blood
  • Mucous membranes eyes, mouth, nose
  • Non-intact skin
  • Contaminated sharps/needles

67
Standard Precautions
All blood and certain body fluids that may
contain blood should be considered potentially
infectious, Precautions should be taken to
protect yourself. Use of proper Personal
Protective Equipment Proper cleanup
and decontamination Disposal of all contaminated
material in the proper manner
68
Mess Kit First Aid Kit
69
Personal Protective Equipment (PPE)
  • Anything that is used to protect a person from
    exposure
  • Latex or Nitrile gloves, goggles, CPR mouth
    barriers, aprons, etc.

70
PPE Guidelines to Remember
Always check PPE for defects or tears before
using Remove PPE before leaving a contaminated
area Do not reuse disposable equipment
71
Hand Washing
  • It is estimated that one out of three people do
    not wash their hands after using the restroom.
  • Consider this when you are out in public!

Colds
FLU
Hepatitis A
Food borne illness

72
Exposure Incident A specific contact with
potentially infectious fluids involving mucous
membranes or open skin surfaces
  • Immediately wash the affected area
  • Seek medical care as soon as possible after
    approval from the worker's comp representative
  • Report all exposure incidents on Incident Report
    Form

73
Tuberculosis
  • TB is spread through the air from one person to
    another.
  • Latent TB
  • TB Disease

74
Latent TB
  • People with latent TB do not feel sick, do not
    have any symptoms, and cannot spread TB. They may
    develop TB disease at some time in the future.

75
TB Disease
  • People with TB disease have symptoms, are
    contagious and feel sick.
  • People with TB disease can be
  • treated and cured if they seek
  • medical help.

76
Forms
  • Hepatitis B vaccine
  • TB Questionnaire
  • Chicken Pox Vaccine

Infection Control 469-3581 or 469-3872 Deanna
Cook, LPN Debbie Ray Kings RN-C
77
SAFETY! ON THE JOB
78
Where and Who are We?
  • Human Resources Department (Bldg R)
  • Don Camacho (Safety Manager) 469-3803
  • Jim Laughlin (Workers Comp and Safety Trainer) -
    469-3940
  • Pam Beasley (Workers Comp Admin Specialist) -
    469-3995

79
Workplace Hazards
80
What are some of the hazards we encounter ?
Start your day off safely! Dress for success
with comfortable clothes and comfortable shoes!
81
SAFE LIFTING
  • No lifting over 35 pounds on an occasional basis.
  • Obtain assistance through the Facilities
    Maintenance Dept.
  • Avoid lifting objects that are too heavy for you!
  • Plan the lift.
  • Stand with your feet apart, alongside the object
    to be lifted.
  • Use the sit down position, maintaining the
    natural arch of the spine.
  • Tuck your chin.
  • Get a good grip on the object.
  • Keep the object close.
  • Center the weight over your feet.
  • Avoid twisting.

82
First Aid
  • Know the location of the first-aid and universal
    precautions kits in your work area.
  • Report all injuries, no matter how slight. A
    seemingly insignificant injury may develop into a
    major health problem if not treated.

PPE - Personal Protective Equipment
  • Know the type of PPE that is required for the
    work you are performing
  • Be familiar with the Hazardous Materials
    Management Plan, particularly the Biohazardous
    Waste and Hazardous Chemicals sections of the
    Plan.

83
HAZARDOUS COMMUNICATIONS
  • RIGHT TO KNOW

84
WHY DO WE NEED TO KNOW THIS INFORMATION? Every
one working with or around Hazardous materials
has the right to know the hazards in the
Workplaceand the Responsibility to be aware of
the hazards and proper safe work procedures for
hazardous materials used or produced in
their work area. The primary objective is for
you to know how and where to find specific hazard
information.

85
Material Safety Data Sheets
  • Supplier must provide
  • Accessible to ALL workers in the workplace
  • Must be kept up to date

86
MATERIAL SAFETY DATA SHEETS (MSDS)
  • The MSDS is used by chemical manufacturers and
    vendors to convey hazard information to users.
  • MSDSs should be obtained when a chemical is
    purchased.
  • A chemical inventory list, and MSDS, for each
    chemical are required to be maintained by all
    facilities.

87
  • You have a right to know the hazards in the
    workplace!
  • Know where the MSDS book is located in your
    workplace. Make sure you read your MSDS so you
    know how to protect yourself!

QUESTIONS? CALL THE GCE SAFETY DEPARTMENT AT
850-595-1330 or 1-877-827-2372
88
ACCIDENT PREVENTION
AND
WORKERS' COMPENSATION
89
Accident Prevention
  • Reporting Unsafe Acts and Conditions

90
Accident or Near Miss Whats the Difference?
  • Near Miss
  • A lucky accident. A near miss requires no
    medical treatment and/or property damage below
    100.
  • Accident
  • An unplanned, unwanted event that disrupts the
    orderly flow of the work process. It is indicated
    by physical injury and/or property damage above
    100.
  • Employee and Supervisor Reports must be completed
    for ALL Near Misses and Accidents.

91
Report Unsafe Acts and Conditions Immediately!!
  • Report Unsafe Acts and/or Conditions to your
    Supervisor and Workers Compensation Department.

92
Contributing Factors
  • Unsafe Acts
  • Improper lifting
  • Failure to Wear Safety Equipment
  • Horseplay
  • Inattention to Footing or Surroundings
  • Working at Unsafe Speed
  • Unsafe Conditions
  • Wet Floors
  • Cluttered Work Areas
  • Faulty Equipment
  • Trip Hazards
  • Poorly Designed work Station

93
Slips, Trips Falls
  • Lakeview Centers 1 cause of injuries! Well
    maybe not!
  • Level surfaces,
  • Elevated surfaces standing on chairs, falling
    out of chairs, falling down stairs
  • Parking lots.

94
Preventing Slips, Trips Falls?
  • Stay Aware
  • Keep aisles clear
  • Use the handrail on stairs
  • Report deficient conditions
  • Hold onto chair seats/arms when attempting to sit
  • Approved step stools ladders only
  • Sensible shoes
  • Wipe up spills
  • Walk, dont run

95
Common Causes of Back Injuries
  • Heavy lifting
  • Twisting at the waist
  • Reaching and lifting over your head or across a
    table
  • Lifting or carrying objects with awkward or odd
    shapes
  • Working in awkward, uncomfortable position
  • Sitting or standing too long in one position

96
Preventing Back Injuries
  • Avoid lifting and bending whenever you can.
  • Place objects up off the floor.
  • Raise/lower shelves.
  • Use carts and dollies.
  • Use other lift-assist devices whenever you can.
  • Test the weight of an object before lifting by
    picking up a corner.
  • Get help if its too heavy for you to lift it
    alone.

97
Workers' Compensation
98
  • Workers' Compensation provides medical care and
    income reimbursement to employees who are injured
    or disabled on the job.

99
Is Workers Comp Good or Bad?
  • How do you perceive Workers Compensation?
  • How do you think the company perceives Workers
    Compensation?

100
What are the benefits?
  • Indemnity
  • Reimbursement of pay
  • Medical Benefits
  • Hospital bills associated with approved workers
    compensation treatment
  • Pharmacy
  • Physical Therapy

101
Employee Assistance
  • If your employer or its carrier fails to provide
    benefits to which you believe you are entitled,
    you may contact the Florida Department of
    Workers Compensation.
  • Hotline (800) 342-1741

102
At GCE
  • If you get injured on the job, we want you to
    report the injury. Why?
  • To start the process of getting you better.
  • So we can investigate and prevent it from
    happening again.

103
WORKERS COMP.
  • Accident and Injury Reporting Procedures
  • Report the injury immediately to your supervisor.
  • 2. Report the injury to Pam Beasley (Your
    Workers Compensation Coordinator). You or your
    supervisor must notify Pam immediately following
    the incident. (Failure to report an incident
    within 24 hours can lead to discipline up to
    termination).

850-418-1136
1-866-236-3981
104
  • SEEKING
  • MEDICAL
  • TREATMENT
  • Pam Beasley , Workers Comp. Coordinator, will
    approve your initial visit and direct you to an
    approved facility.
  • Argonaut Insurance Company will approve any
    necessary follow-up visits or referrals.
  • You will be assigned an adjuster through
    Argonaut.

105
Should I go to the Emergency Room?
  • What is an emergency?
  • Broken bones
  • Uncontrolled bleeding
  • Amputations
  • Not breathing
  • Non emergency?
  • Sprains
  • Strains
  • Cuts
  • Contusions

106
WORKERS COMP. Early Return to Work Program
  • You will be required to return to work once
    released by the occupational doctor.

  • Alternate duty may be provided
    by your unit or another department until you are
    fit to return to full duty.

107
WORKERS COMPENSATION
  • Argonaut will reimburse 66 2/3 of your salary if
    you are unable to return to full or alternate
    duty.

66 2/3
108
WORKERS COMPENSATION
  • Follow Company Procedures!
  • There will be a 25 reduction in your workers
    compensation benefit for injuries that were
    caused by a failure to follow company safety
    policies, procedures and rules.

109
WORKERS COMPENSATION
  • ANTI-FRAUD REWARD PROGRAM
  • Our Carrier pays REWARDS UP TO 25,000 for
    information leading to the arrest
    and conviction of anyone committing insurance
    fraud.

110
It's Lunchtime!
111
GCE Benefits
112
WELCOME TO GCE!!
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