360 Connections Group Agency Worker Handbook | Version 2 | January 2020 Page 1 of 11
AGENCY WORKER
HANDBOOK
Section 1: General
1. Introduction and Welcome
2. Core values
3. Registration
4. Getting Paid
4.1 Timesheet process and deadlines
4.2 Payment days
4.3 Payment options
4.4 Public holiday deadlines and payments
4.5 Rates of pay
4.6 Statutory Sick Pay (SSP)
5. Incentives and Rewards
5.1 Referral bonus schemes
5.2 Continuing Professional Development (CPD) contribution
5.3 Loyalty scheme
5.4 Employee of the month
6. Legislation
6.1 Agency Worker Regulations (AWR)
6.2 Working Time Regulations (WTR)
6.2.1 A working week
6.2.2 Annual leave
6.2.3 Calculating annual leave
6.2.4 Claiming annual leave
6.3 Complaints Handing
6.3.1 The de-registration from 360 Connections Group
6.4 Employee grievance policy
7. Terms of Engagement
7.1 Terms of engagement
7.2 Uniform and dress code
7.3 Acceptance of assignments
7.4 Cancellation policy
7.5 Availability
7.6 Travel
Section 2: Clinical and Practice
8. Ongoing Compliance
8.1 DBS
8.2 Occupational health and fitness to work
8.3 Mandatory training
8.4 References
8.5 Appraisals
8.6 Updating personal records
8.7 Professional body registration (NMC/GMC)
8.8 Nonclinical staff
9. Criminal convictions
10. Health and Safety
11. Training and Professional development
12. Fitness to Practice
12.1 Infection control
12.2 Adhere to the hospitals infection control policy
12.3 HIV/Aids
12.4 RIDDOR
13. Whistle blowing policy
14. Fraud
15. Safeguarding vulnerable adults and children/adolescents
16. Accident and incident reporting
17. Client complaints procedure
18. Medication policy
19. Administration of controlled drugs
20. Patient confidentiality and Data Protection Act
21. Equal opportunity and diversity
22. Record keeping
23. Violence and aggression
24. Lone workers information
25. Useful contacts
Content
360 Connections Group Agency Worker Handbook | Version 2 | January 2020 Page 2 of 11
General
1. Introduction and Welcome
A warm welcome to the 360 Connections Group team, where we wish
you every success during your employment with our group.
Whether you’re an existing candidate or you’ve just joined us,
you’ll find this staff handbook to be packed full of helpful information. We ask that you study this handbook carefully and
regularly, as it will keep you up to date with our policies and
procedures, along with the benefits that are available to you by
working with us. General amendments to the Staff Handbook
will be issued from time to time and the newest version will always be available on
our website: www.360 Connections Group.co.uk
If you have any questions regarding the content of this handbook and wish to discuss this with a member of our team, please
contact us on 0203 9970300
360 Connections Group Limited
6 The Parade, Stafford Road, Wallington, Surrey, SM6 8ND
2. Core Values
360 Connections Group aims to be one of the leading staffing solutions
in the UK for temporary, contract and permanent recruitment.
We have rapidly expanded and are now a leading supplier for
the various healthcare markets in which we operate. The company was founded and operates in the Surrey area, providing an efficient staffing solution to private sector clients who require
emergency and planned temporary staffing. Having built excellent working relationships with our clients, we consider ourselves to be an integral part of their recruitment solution and support hundreds of clients every year by providing safer staffing levels within
their organisation. We accept only the highest standards and performance and are
committed to our company vision, goals and values to ensure
we always deliver an exceptional service to our clients and candidates.
Our company structure has been designed to give responsibility and accountability, with clear and objective targets and goals in place so that we consistently deliver in meeting the expectations of our candidates and clients.
360 Connections Groupi s incredibly ambitious and we are constantly looking at new ways to develop, expand and diversify into different sectors and markets. Our long-term aim is to have an international presence, with offices in various countries across the world.
3. Registration
3.1 Completion of our application form, providing right to work, DBS and training certificates, and/or qualifications are compulsory.
4. Getting Paid
4.1 Timesheet process and deadlines
Timesheets are paid a week in arrears and run from Monday-Sunday. We are proud to be one of the first recruitment providers who utilise online timesheets which detail gross pay.
Timesheets are to be submitted weekly by Monday 10am.
Deadlines may change around Bank Holidays, we will inform all candidates in advance if this is the case via the notifications page on our website, by email, SMS, letter or verbally. Payments
are made directly into your bank/building society/ accounts by BACS. It is your responsibility to please make sure that we have the correct details.
4.2 Payment days
360 Connections Group will pay all candidates on a Friday each week.
However, this is dependent on the candidates complying with payroll deadlines which are detailed in 4.1 of the Staff Handbook.
4.3 Payment options
360 Connections Group are able offer 2 payment options (in some cases)
The first option is pay as you earn (PAYE). Each timesheet is processed, the total payment will be taxed as per the tax code provided to us by Inland Revenue, and the net payment will be paid
via a BACS payment directly into the personal bank account
provided to us on your application. This will be paid weekly on a
Friday, unless you’ve opted for our next day service.
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The second payment option is to be paid via an Umbrella service (note not all contracts permit this)
360 Connections Group Ltd will only accept accredited and compliant Umbrella companies who have passed our stringent due diligence process.
4.4 Public holiday deadlines and payments
The public holiday payroll deadlines are likely to differ from the standard terms. This would be due to 360 Connections Group payroll department operating a shorter week. All deadlines will be communicated up to 14 days before the timesheet deadline for that
week.
Due to the financial institutions not processing any monetary transactions on a public holiday, we are unable to process your payment if payday falls in-line with a public holiday. Therefore,
payment for that week will be made on the next working day.
4.5 Rates of Pay
360 Connections Group do not have a standard set of pay rates due to the variety of contracts we operate across England.
Pay rates can also differ amongst geographical locations and specific clients due to a high level of demand. To find out more information about pay rates, please speak to your consultant,
and they will advise you further.
4.6 Statutory Sick Pay SSP
360 Connections Group pay our employees Statutory Sick Pay in line
with current government guidelines. Please speak to your consultant to find out more.
5. Incentives for all grades of staff, take off nurses and carers
5.1 Referral Bonus Schemes
At 360 Connections Group, we think that referrals are the best way of
recruiting nursing professionals nationally, and as a way of saying thank you for your continued support in our growing portfolio of candidates and care assistants, we offer a very lucrative
referral scheme where you can earn up to £100 for every skilled
candidates you recommend*. Referral fees are either paid as
a bonus in your pay, or in high street vouchers of your choice.
Please let your consultant know, which of these you decide.
*A referral bonus will be paid once the candidate referred has
completed 50 hours of work with 360 Connections Group. Please contact your consultant for more information.
6. Legislation
6.1 Agency Worker Regulations (AWR)
Legislation came into force on 1 October 2011, giving agency workers the entitlement to the same basic employment and working conditions as if they had been recruited directly, if and
when they complete a qualifying period of 12 weeks in the same job.
The AWR are principally focussed on the “12-week Period” which primarily focus on basic pay and holiday pay.
The equal treatment entitlements relate to pay and other basic working conditions (annual leave, rest breaks etc) and come into effect after an agency worker completes a 12-week qualifying period in the same job with the same establishment.
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It is our preferred option to pay you through our PAYE system at 360 Connections Group, but if you choose to operate under an umbrella company, then please note that we will communicate this AWR status changes to the umbrella company.
6.2 Working Time Regulations (WTR)
6.2.1 A working week
The Working Time Regulations (WTR) for agency worker’s state
that working time should not exceed 48 hours per week and
should be averaged over a 17-week period. Working time does
not include travelling time to and from work and shall include
only the attendance period for each placement.
6.2.2 Annual leave
You will start to accrue holiday entitlement as soon as your employment with 360 Connections Group commences. You will accrue on average 2.3
days per month and you can request holiday at any time during
your employment if you work full time hours during the month. Our holiday year runs from 6th April to 5th April.
6.2.3 Calculating annual leave
Annual leave is calculated based on the actual hours worked, this is detailed in your written statement of particulars.
Annual leave cannot be requested on weekends unless
weekend days are a normal working day. If annual leave has
been requested and authorised, you cannot work on these days.
Annual leave is a rest period, and no work should be carried out
during this time.
Annual leave must be taken within the company’s financial year,
and does not roll over to the next. It is the responsibility of the
worker to request their annual leave, 360 Connections Group does not
send out reminders, nor will 360 Connections Group be held responsible for any loss of payments for unclaimed annual leave.
6.2.4 Claiming annual leave
Claiming annual leave with 360 Connections Group is quick and easy
and you can request it at any time. Simply request a holiday form link from your consultant,
complete the online form and inform your consultant that you have submitted your request for approval.
Candidates must give 360 Connections Group, twice the amount of notice for the time off requested, e.g. 2 weeks-notice for 1 week holiday. Any requests we receive will be acknowledged, and you will be made aware once they have been approved or rejected.
6.3 Complaints handling
The relationship between 360 Connections Group and its employees is a contractual agreement between the agency and the worker and is classed as a “contract for services” which in effect, as such disciplinary and grievance procedures are not applicable.
Complaints either by yourself or against you will be handled by your consultant in the first instance, with our HR team dealing with more serious/complex cases.
We aim to respond to complaints within 24 to 48 hours, with resolutions between 5 – 10 days depending on the situation.
6.3.1 The de-registration from 360 Connections Group
360 Connections Group reserves the right to have an agency worker
removed from their Register in the following circumstances:
• If an agency worker has behaved in an unprofessional
manner, 360 Connections Group reserves the right to remove you
from all assignments and to not book any further assignments until the issue is resolved.
• In the event that the agency workers professional body
(NMC/GMC) alerts 360 Connections Group of any investigations,
cautions, suspensions or lapses.
• If an agency workers professional conduct or performance
has become substandard to 360 Connections Group Group’s expectations.
6.4 Employee grievance policy
In the event that during your employment with 360 Connections Group
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you feel that our service has been substandard, or you have a
grievance with a 360 Connections Group employee, we invite you to
write to our HR department, where the grievance will be logged
and handled. This can be done in the following ways:
Email: complaints@360 Connections Group.co.uk
Post: HR Department, 360 Connections Group, London SW11 1DT
7. Terms of Engagement
7.1 Terms of Engagement
Please ensure that you have signed and accepted 360 Connections Group
Group’s terms of engagement, it is your responsibility to ensure
that you have read and understood these in their entirety. You
can also download these from our website at any time.
7.2 Uniform and Dress code
You are required to report for work appropriately dressed and
in the 360 Connections Group uniform provided. You are expected to
attend each assignment in a clean uniform.
If you are not in uniform, you must always abide by the dress
code policy of each establishment. In the event of any doubt
please contact your consultant for clarification.
The following is deemed unacceptable work attire, due to health
and safety regulations:
• Jewellery (including rings, unless a small plain band)
• Have acrylic, false nails (nails must be kept trimmed and
short)
• Open toed shoes
Please ensure that you wear comfortable black, flat soled
shoes. Please make sure that your hair is tied back neatly as to
not cause a safety hazard.
All candidates must attend their assignments wearing an in date 360 Connections Group ID Badge (unless the establishment requires you not to).
7.3 Acceptance of Assignments
As a member of the 360 Connections Group team, you are representing
our group at all times and in order for us to maintain the highest
possible standards, we ask that you comply with the following:
• Arrive 10 minutes prior to your shift starting.
• Inform the 360 Connections Group office if you are running late
for a shift.
• Wear a clean 360 Connections Group uniform, in date ID Badge,
and have at least two timesheets.
• Please remain professional at all times, ensuring you are
friendly and approachable to both patients/residents and
staff of the establishment you are working in.
• If on a new ward, please ask for an induction. For your own
protection and safety you are required to have an induction,
so please call the office immediately if one is not given after
asking.
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• Adhere to the unit policies, e.g. drug policy.
• Maintain open communication with the office if you have
any issues.
• Adapt to the requests of the organisation you are working
at. E.g. On occasion you will be asked to move wards or
departments to assist the trust in regulating their staffing
levels, please ensure that you accommodate this in a professional and helpful manner.
• You should be working in an environment that you are
trained and comfortable in, ensuring that you are working
within the parameters of your skills and capabilities.
7.4 Cancelation Policy
360 Connections Group understands there maybe occasions where
you’re unable to attend a placement after accepting the shift,
however, you do have a duty of care, and we ask you notify us at
the earliest possible opportunity. Please do not notify the client
directly, always contact 360 Connections Group, and we will liaise with
the client.
It is your job to ensure that once you accept a shift that you
honour it where possible and only cancel in extreme circumstances. 360 Connections Group operates a three-strike policy and if
you receive three cancelation warnings via email, text or phone
you will have an agency block placed on your file and a meeting
with the nurse team will be required to review your status before recommencing any work with us. This rule also applies to
‘no shows’ or DNA’s. The 2-strike policy has been introduced
to maintain 360 Connections Group high standards of service and to
protect our candidates, ensuring they have consistent and continued work with our organisation.
7.5 Availability
Keeping in touch with the office is paramount to securing yourself work. We ask all candidates to keep us up to date with their availability on a regular basis. You can do this by logging on to
our website www.360 Connections Group.co.uk or by communicating with
your dedicated consultant on a daily basis via email, WhatsApp,
SMS, or by calling in. 360 Connections Group will call you regularly for
availability so you are kept up to date.
7.6 Travel
360 Connections Group rules state that travel allowances are not paid
for general assignments.
There may however be allowances for travel costs to candidates
working in the community. When accepting assignments in this
environment, please seek clarification on mileage allowances
per mile (if applicable) as these can vary from client to client.
The mileage rates and criteria for claiming travel allowances
are set out clearly on our website as a guide only so ensure that
you get clarification from your consultant at the time of booking.
360 Connections Group are subject to audits, you should carefully
check and record the distance for which you make a claim. If
the claims are not recorded correctly, in-line with the clients
policies on claiming mileage, 360 Connections Group reserves the
right to retrieve any funds paid, as a result of this. (Examples of
this includes, not using the correct mileage form or having the
timesheet signed off by someone who is not an authorised signatory).
Clinical and Practice
8. Ongoing Compliance
8.1 DBS
360 Connections Group requires all staff to provide an Enhanced DBS or complete a DBS form, prior to starting work. We strongly advise that you sign up to the DBS Update Service as this is an effective and time saving method of maintaining your compliance. For more information on the DBS update service,
please visit https://www.gov.uk/dbs-update-service
We are obligated by the Care Standards Act to ensure we hold
a current DBS for you.
Alongside this we work very closely with the UK Border Agency,
checking your eligibility to work in the UK.
We are required by law to verify the immigration status of all
non-EU candidates. If your work status changes you are obliged
to inform us immediately.
For certain contracts we adhere to the NHS Employment Check Standards.
For further information and documents needed please refer to
www.homeoffice.gov.uk/agencies-public-bodies/dbs/
8.2 Occupational Health and Fitness to Work
We will require you to complete a health questionnaire. This is
in line with the Department of Health guidelines, and so we can
obtain a Fitness to work Certificate.
It is your responsibility to provide up to date records of the following:
• TB-BCG Scar/Mantoux test with a diameter reading of 6mm
and 15 mm, or a grade 2 Heaf test.
• Measles and Rubella-immunity or 2 MMR jabs.
• Hep B- ANTIBODIES blood test with titre levels above 100.
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• HIV, HEP C and HEP B Antigen, if you are going to work in a
EPP environment, these results must be identified Validated
Samples.
• It is your responsibility to inform us if you are unwell at all
times or you have sustained an injury or diagnosed with a
condition which may affect your work.
• You must inform us if you are pregnant, so we are able to
conduct a pregnancy risk assessment and that care can
be taken to offer you suitable assignments. We reserve the
right to request a certificate of fitness to practice from your
GP or an Occupational Health service.
8.3 Mandatory training
It is part of your Code of Conduct to keep updated annually:
• Manual handling
• Life support (BLS, AIS, PILS)
• Immediate Life Support (if applicable)
• Food Hygiene
• Safeguarding Children and Young People (POCA) Level 2
• Safeguarding Children and Young People (POCA) Level 3
• Protection of Vulnerable Adults (POVA)
• Complaints handling
• COSHH
• Fire Safety
• Health & Safety
• RIDDOR/Risk Incident Reporting
• Violence & Aggression
• Information Governance, Data Protection & Caldicott Protocol
• Infection Control (including Clostridium Difficle & MRSA)
Lone Worker Training
• Equality, Diversity and Human Rights
• Radicalisation Prevention
• Conflict Resolution
• Violence and aggression
It is your responsibility to keep your training record updated and
you should always update us after you complete new training,
with certificates. We will review these annually when we do
your annual appraisal.
8.4 References
We require two current references, one from a current employer. All employment gaps will be verified by 360 Connections Group.
8.5 Appraisals
These will be carried out annually where applicable by a trained representative of
360 Connections Group. This will be an opportunity to raise any issues
and to appraise your performance and working relationship with
our organisation over the previous year.
8.6 Updating personal records
It is the candidate’s responsibility to keep 360 Connections Group informed of any changes of your personal records. You can be assured that these personal details will be handled in accordance
with the Data protection act 1998/UKGDPR, therefore they can be audited
by relevant third parties. These details will not be used for any
other purpose without your consent.
8.7 Professional body registration (NMC/GMC)
We will check your CV for any employment gaps and your professional qualifications. Clinical staff must register with the relevant regulatory body:
• NMC (Nursing Midwifery Council)
• Health and Care Professions Council
• GMC (General Medical Council)
• General Pharmaceutical Council
These are checked regularly, and your placement will be stopped
if your professional registration has lapsed. You must inform us
of any cautions, reprimands or clinical investigations that you
are or have been subject to.
8.7.1 Nonclinical staff
Suitable experience with two professional references is required for all Nonclinical candidates.
An IELTS certificate (International English Language Testing
System) is needed for those wishing to work here, if you are
from the outside the EU.
The HCPCC, the GMC and the NMC send monthly fitness to
practice circulars, which highlight all practitioners who have
been struck off, cautioned or suspended.
9. Criminal convictions
The NHS policy and the National Contract require agencies who
supply temporary staff to obtain a DBS for all staff.
Please inform 360 Connections Group immediately in writing if during
an assignment you are bound over, cautioned, or convicted of a
civil or criminal offence.
Our clients may insist we inform them in writing of any criminal convictions prior to you starting work. This will be with your
consent.
360 Connections Group does not except any responsibility if your services are declined.
All applicants are exempt from the Rehabilitation of Offenders
Act 1974. You are always required to declare convictions and
prosecutions, including those that are thought to be “spent”.
10. Health and Safety
The Health and Safety Act of 1974 requires that it is your duty to
take care of yourself and other people in the workplace.
Furthermore, the Management of Health and Safety at work regulations 1992 requires you to adhere to the following:
• Use all equipment safely
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• Follow health and safety instructions
• Assess and report damaged or faulty equipment
• Report anything in writing that you consider a danger
When at work it is both the clients and your responsibility to be
aware of fire exits, first aid contact, and their own particular
Health and Safety procedures.
This is part of the code of conduct i.e. never knowingly cause
harm.
If you raise a concern, we will ask the client to investigate. If you
decline an assignment because of risks, we will endeavour to
find you other work.
11. Training and Professional development
You are professionally accountable for your practice. Indemnity
insurance is necessary and we will ask for copies of this as part
of the registration process.
After your application is complete you will be required to undertake an induction training programme. This will be repeated
annually and will include the following:
• Basic Life Support that is compliant with the Resuscitation
Council both adult and paediatric
• Manual Handling
• Lone worker training
• The Caldicott protocols
• Fire Safety
• Equality and Diversity
• Conflict Resolution
• Health and Safety including COSHH and RIDDOR
• Infection control
• Complaints handling
• Safeguarding vulnerable adults and children. Level 2 + Level 3
• Confidentiality
• Consent – As healthcare professionals we cannot do anything without consent.
• Legislation
• Food safety
• Epilepsy and if, you work within the mental health field –
Control and restraint.
• Midwives need resuscitation of neonates
• Interpretation of Cardiotocograph traces.
When you arrive at your placement, it is your duty to receive
an adequate induction no matter how busy they are, this should
include the following:
• Fire exits and extinguishers
• Safety protocols
• Emergency equipment
• Emergency phone number
• Manual Handling procedures and where equipment is store
As a registered professional, it is part of The Code of Conduct to
keep your practice up to date.
Again, this can be discussed at your annual appraisal.
12. Fitness to Practice
12.1 Infection Control
Infection Control, including MRSA, C dif, are both hospital acquired infections.
• Wash hands before and after patient contact.
• Wear gloves, aprons and masks
• Uniforms should be short sleeved so nothing below the elbow except for a plain wedding band is allowed
• Dispose of items in the correct coloured bins
• Cover up any cuts or breaks in the skin
12.2 Adhere to the hospitals infection control policy
12.3 HIV/Aids
The HSC1998/226 “Guidance on the Management of HIV infected
health care workers and Patient Notification” must be adhered
to. If you think you have been exposed to HIV in any way you
must go straight to A & E or your nearest sexual health clinic.
360 Connections Group must be informed immediately. You will be
treated with respect, confidentially and support.
12.4 RIDDOR
The Health and Safety Regulations 1992 require you legally to report all incidents, accidents and near misses. It is the employer’s
duty to perform risk assessments on work activities. You have a
duty to report any risk or injury to yourself, patients and other
staff to the person in charge initially, documented and signed for
by yourself and lastly to your recruitment consultant.
13. Whistle blowing policy
Following the introduction of the Public disclosures act 1998, all
workers have a legal protection from any type of victimisation,
retribution or detriment following a public disclosure of serious
allegations or malpractice.
360 Connections Group encourages openness and will offer support to
all its temps where the disclosure is seen to be in good faith and
genuine. These may include the following:
• A person is failing or failed to comply with “the code of
conduct’
• A criminal offence has been committed
• The health and safety of any individual has been compromised
• A miscarriage of justice has occurred
• The environment is unsafe
• Information tampered with or attempted to be covered up
These issues must be bought to the attention of 360 Connections Group
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Group, where they will be investigated if necessary and treated
with respect and confidentially. If a disclosure is unfounded and
disruptive disciplinary measures may follow, possibly leading to
dismissal.
14. Fraud
If fraud is suspected then it must be reported to the Local Counter Fraud Specialist, the NHS FRAUD and corruption reporting
Line – 0800 028 4060 or 0800 015 1628 (Scotland).
It is also necessary to report it to your governing body I.e. NMC/
GMC.
This in the first instance will be confidential. 2006 saw the introduction of The Fraud Act which includes:
• False representation
• Failure to disclose information
• Abuse of power
NHS FRAUD includes the following:
• Payroll fraud
• Requisition and ordering fraud
• Overseas patients’ fraud
If you have any suspicion of fraud, always inform 360 Connections Group
Group immediately.
15. Safeguarding Vulnerable Adults and Children/Adolescence
All temps will attend training annually.
It is essential to understand the following:
• What is child abuse
• How to recognise the signs of abuse.
• Have an understanding of the different forms abuse can
take.
A. Physical
B. Mental, emotional.
C. Sexual.
D. Neglectful
E. Financial
It is essential you understand how to raise concerns. Never be
fearful, it is your duty and even if found to be wrong, if reported
in good faith you have adhered to your code of conduct.
In the first instance inform your line manager, who will refer the
case to Assess Point so a social worker will be informed. Failing
this inform the police.
Always inform 360 Connections Group who will be supportive and offer
you further guidance.
16. Accident and Incident reporting
If an incident or accident occurs it needs to be reported verbally
and written, firstly in the client’s accident book, followed by an
incident report to your consultant.
This has to be written in black ink, be legible and signed by yourself using your full name then your initials and status i.e. RN.
This must be done as soon as possible after the incident has occurred.
17. Client complaints procedure
360 Connections Group requires that you inform them promptly if a
complaint has been made against you, or your work is unsatisfactory. If a patient complains about you must report it straight
away to your line manager. Document accurately all the details
sign, date, and time.
All complaints will be dealt with in a timely supportive way; however, you may need to be suspended from working during this
process. If it is found that there has been a breach in your code
of conduct, this information may have to be passed on to the
relevant body.
18. Medication Policy
Primary legislation regarding administering of drugs is included in the Medicines Act 1968 and the misuse of drugs act 1971.
Hospitals and Nursing Homes may have their own policies in
place. It is your responsibility to make yourself aware of these.
360 Connections Group expects you to administer medication as guided by your professional body.
You must always check the prescription has the following details:
• Patients name
• DOB
• Any known allergies
• Dose
• Medication name
• Route
• Date and administration times
You must keep updated about the patient’s condition and any
contraindications.
Always check the patient’s identity using the wrist band.
If the medicine is not available this needs to be coded on the
drug chart. All medicines given must be signed for.
Consent is required to give any medication, if refused, this must
be coded and signed and the Doctor informed.
Select the drug and expiry date. Remain with the patient whilst
he/she is taking it.
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19. Administration of controlled drugs
Controlled Drugs – Hospitals may have different policies. Always
check.
• The drug chart must be checked, named stock counted required dose removed and remainder replaced in CD cupboard. This must be recorded and signed for in the CD book.
Name, date, time and dose.
• You must administer this immediately.
• Lock the CD cupboard.
• Sign the drug chart once given.
• If you need to destroy the CD this must be witnessed and
signed by both people.
• You are obliged to report to the nurse in charge and document if there are any problems.
• Healthcare assistants must not administer medication, but
can assist the patient with this.
• All medication must be signed for.
Drug Errors:
• If you make a drug error you must inform the nurse in
charge, the doctor and the patient.
• Depending on the seriousness of the error will depend on
frequency of observations.
• Incident reporting is a duty under your professional body.
• Clearly written and signed.
• You must apologise to the patient.
Verbal Orders:
• Each hospital will have a policy on this. Do not except a
verbal order until you are sure of this.
• Never take a verbal order for a controlled drug.
• If you do take a verbal order, make sure it is witnessed and
prescribed ASAP.
• Document this in the patient’s notes.
20. Patient confidentiality and Data Protection
Act
• It is essential to maintain patient confidentiality at all times.
• No information should be disclosed without consent, except that shared by the multidisciplinary team caring for
that person.
• It is a patient’s right to disclose to family and friends not the
health care professional.
• Breaking confidentiality is a serious event. Your governing
body would be informed.
• Disciplinary actions may follow.
• Never discuss patients outside of the working environment.
• The Caldicott review was instigated due to the advancement of technology with its ability to have copious amounts
of information, quickly accessed about all patients.
• Caldecott revised protocols and made recommendations to
protect patient’s confidentiality.
All health care professionals must be aware and trained in the
following:
• Data Protection Act
• NHS code of confidentiality
• The Caldicott Principles
• Freedom of information Act
• Records Management
• Information Security
You are required to familiarise yourself with each organisations
individual policies.
21. Equal opportunity and diversity
All candidates will be treated equally. Any discrimination will be
taken seriously. You have the right not to be discriminated against
on the basis of:
• Disability
• Nationality
• Gender
• Sexual orientation
• Marital status
• Ethnic Origin
• Religion or beliefs
Nor must you discriminate against others on any of these
grounds.
22. Record Keeping
It is part of your code of conduct to keep clear accurate timely records. They must be legible and factual. Always written in
black ink.
Each account must be signed with your printed name, signature
and title I.e. RN.
If errors are written, they must be scored through with a single
line, so they are still legible. Again, signed as above.
This is a requirement of all professional bodies. It allows for reinforced communication, thus leading to better consistent care.
23. Violence and Aggression
It is possible to come across violence and aggression in any
environment you may be working in. If you encounter any of the
following:
• Threats with an offensive or non-offensive weapon.
• Aggravated assault requiring medical attention.
• Minor assaults which require first aid.
• Threatening behaviour including verbal abuse or potential
physical injury.
• Assault resulting in serious injury or death.
You must report this to your Recruitment Consultant immediately
and to the person in charge. An incident form must be completed ASAP both at work and at 360 Connections Group.
360 Connections Group Agency Worker Handbook | Version 2 | January 2020 Page 11 of 11
No violent, abusive, or threatening behaviour will be tolerated.
Always check with each environment policies covering violence and Aggression.
Under the Health and Safety Act 1974 all candidates are obliged
to take steps to protect their own health, safety and general
welfare, alongside their colleagues and patients.
24. Lone Workers Information
Both the Health and Safety at work Act 1974 and the Management of Health and Safety Regulations act 1992 apply.
A Lone Worker is defined as someone who works unsupervised.
Those who work alone like Community / District Nurses and
domiciliary homecare workers, and those who work outside
normal working hours like cleaners, porters and security all fall
under this category.
Risk assessments must be undertaken by the employers to ensure any risk is minimised.
The risk assessment should cover simply whether a specific
task is safe for one person.
It is essential that you contact your Recruitment Consultant immediately if you feel at risk to enable further assessments to be
done.
25. Useful Contacts
NMC
23 Portland Place, London WIB IPZ
0207 333 9333
www.bbc-uk.org
Health and Care. professions Council – HCPCC
Park House, 184 Kennington Park Rd, London SE11 4BU
0845 300 4472
www.HCPC-uk.org
GMC
3 Hardman St, Manchester M3 3AW
0161 923 6602
www.gif-uk.org
General Pharmaceutical Council
129 Lambeth High St, London, Se1 7BT
020 3365 3400
www.pharmacyregulation.org
General Dental Council
37 Wimpole St, London, W1G 8DQ
0845 222 4141
www.dc-uk.org
Department of Health occupational health guidance, including
the Green Book
UK Border Agency
www.unbalanced.home office.gov.uk/
Disclosure and Barring Service Code of Practice
www.gov.uk/government/organisations/disclosure-barring-service/about
NHS Employers – NHS Employment check standards from NHS
Employers
www.employers.org/Pages/home.asp.