701 - BLOODBORNE PATHOGENS


The purpose of this policy is to ensure the safety and health of DPI Group employees who may be exposed to bloodborne pathogens during their work assignments. This policy serves as DPI’s written Exposure Control Plan pursuant to 29 CFR 1910.1030(c). The plan shall be reviewed and updated at least annually and whenever necessary to reflect new or modified tasks, procedures, or positions with occupational exposure.

This policy applies to all DPI employees who may reasonably anticipate contact with blood or other potentially infectious materials (OPIM) while performing their job duties.

Definitions

  • Bloodborne Pathogens: Pathogenic microorganisms present in human blood that can cause disease, including but not limited to hepatitis B (HBV), hepatitis C (HCV), and human immunodeficiency virus (HIV).

  • Other Potentially Infectious Materials (OPIM): Includes body fluids such as saliva (in dental procedures), semen, vaginal secretions, and any body fluid visibly contaminated with blood.

  • Exposure Incident: A specific contact with blood or OPIM that occurs through the skin, eyes, mucous membranes, or through puncture wounds.

Responsibilities

Please treat all human blood and OPIM as infectious. Positions likely to involve exposure include janitorial staff, maintenance workers, and other roles where bodily fluids may be encountered. For those with identified potential exposure:

  • Wear the Personal Protective Equipment (PPE): Gloves, goggles, face shields, and gowns must be worn as appropriate.

  •  If the customer/worksite does not provide necessary PPE, it will be provided to DPI employees.

  •  Utilize tools such as sharps disposal containers, and practice hand hygiene.

  • Wash hands immediately after removing PPE or after contact with blood/OPIM.

  • Do not eat, drink, or apply cosmetics in work areas where exposure is possible. Managers/supervisors must ensure that the employees that might have exposures are trained in bloodborne pathogen safety.

Prevention

Initial and annual training is provided on the risks, prevention, and procedures associated with bloodborne pathogens (and will include an explanation of this policy, PPE use and steps to take following exposure. Training shall include all elements required by 29 CFR 1910.1030(g)(2), including an opportunity for interactive questions and answers. Employees are able to access refresher training at any time. 

Employees can get a hepatitis B vaccine at no cost (or can decline via the Hepatitis B vaccine form). Declination records will be kept in the employee’s  confidential medical file.

Exposure Determination

Exposure determinations are made without regard to the use of PPE. Positions that may reasonably anticipate occupational exposure include janitorial staff, maintenance personnel, security personnel responding to medical or behavioral incidents, and other designated employees whose duties may involve contact with blood or OPIM.

Post Exposure

Should an employee have an exposure incident, DPI will arrange for testing of the source individual (if possible and consent is obtained) and will provide immediate and confidential medical evaluation and follow-up. The exposure route and circumstances will be documented, and records related to exposure for the duration of employment plus 30 years (in accordance with OSHA requirements).

Supervisors and managers will inspect work practices and environments to ensure compliance with this policy. Failure to follow this policy may result in disciplinary action, up to and including termination of employment.

@2021 The DPI Group. Revision Dates: 02/10/2021, 12/04/2024 - The policies do not form a contract, express or implied, nor do they guarantee employment for any specific length of time. Employment with The DPI Group or any subsidiary is at-will. This means that either the employee or employer can terminate the employment relationship at any time, for any reason. No statements made by any supervisor or manager can alter this at-will relationship. The at-will relationship can only be changed through a signed written agreement that specifically sets forth the terms between the employee and the President/Chief Executive Officer of the Company.