Preparing Yourself for Emergencies

 

• Get the flu shot annually

• Perform hand hygiene frequently (keep a travel size bottle of alcohol based hand rub handy)

• Stay up to date with national and local Public Health recommendations for personal preparedness

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SCHEDULING & ACCEPTING CLIENT ASSIGNMENTS

Employees are classified as casual hourly employees and are scheduled according to how much they can work for us (their availability) and how many hours Bloom Care Solutions has available, unless otherwise stated in your employment offer.

 

Hours of Work

 

Bloom Care Solutions & Nursing Inc. cannot guarantee the number of hours an employee will work from week to week. This means employees give us the hours they are available and then Bloom Care Solutions does their best to match the employee with the current client assignments they have or the hours we have available at the time.

Assignments may require flexibility on the employee’s part to meet the specific needs of the client. If a client cancels your shift, we will make every attempt to reach you and re-schedule your visit for another time.

 

Availability

 

It is important to maintain regular communication with the OFFICE. Each employee must either hand in or call in his/her availability on a regular basis so that the Coordinator can book you for available shifts. Remember to meet the availability you give. The more flexible you are, the more work we will be able to offer you. If we have not heard from you in 6 months, we will contact you to determine if you are available to work for Bloom Care Solutions.

 

Accepting a Client Assignment

 

• The schedule is determined by the client’s needs and preferences

• Each assignment is different in terms of the length and frequency. We attempt to choose the best fit for each assignment by matching your skills, availability and preferences with the client’s needs. This is why it is so important that you keep your Human Resources Representative or Coordinator updated on your availability and new skills you have gained

• If there is a requirement for you to call your client prior to your visit/shift, we strongly recommend you use the *67 feature for your land line or #31# for your cell phone to block the phone number from which you are calling and from appearing on your client’s caller ID. This is a free service.

• Continuity of Care means having the same person/people providing service to the client.

 

Clients appreciate having continuity as it is less disruptive and they can form a relationship with a Care Pro they trust. This is why it is critical for you to consider your ability to commit to the entire case, not just the odd shift here and there.

Be sure to note all of the important facts i.e. name, address, day(s), time, hours of shift/visit, frequency of service, tasks to be performed and any other important information. The Coordinator may ask you to repeat details of your assignment to avoid any errors or complications.

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DOCUMENTATION PROCEDURES

Documentation is essential when providing care and service to clients and is a part of the Standards of Practice. Not only do other health professionals rely on this information, but it is your record of the care provided. Failure to follow documentation standards can jeopardize the client’s health, and result in disciplinary action. Always remember your documentation can be called upon in the Court of Law.

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Expectations of Documentation

 

• Must be done for each and every visit to the client

• Use only Bloom Care Solutions approved forms

• All files and completed forms are considered legal documents and must be kept completely confidential

• All documentation must include your signature, title and the date, including the year

• Write or print clearly

• All documentation must be written in non-erasable pen (blue or black ink), never in pencil

• Never use liquid paper or scratch out errors. When an error in charting is made, simply cross it out and initial it

• Everything you write must be accurate and brief including correct spelling and grammar. No opinions or storytelling

• All documentation must be done as soon as possible after completing the task, or at the end of the shift/visit

• Only approved abbreviations, symbols and acronyms may be used

• All forms must have the client’s name on it as well as a second identifier. (i.e. Date of Birth (month/year only). We often have clients with the same last name

• When referring to yourself, use the word “writer”

• An in-home file will be established for all clients where appropriate. Only documents required for client service will be kept in the file. Older, completed documents must be returned to the branch for filing. Documentation must be brought into the branch as explained during your orientation i.e. monthly

• Documentation must reflect the instructions on the Care Plan or Assignment Sheet and/or relevant medical orders

• Documentation must only contain information about the client. Do not include information about other family members, other Care Pros providing service, or leave notes or messages to other Care Pros. This can be recorded in a communication book set up by your manager

• Make sure you have extra forms with you so that you never run out

• Inform the branch immediately if you’ve lost any client documentation, as this may be a privacy breech

• Your client does not need to sign your charting, but they may see it if they wish

• Your Manager may review your charting as a means of monitoring the client’s condition and progress as well as to review the care you are providing

• Completion of documentation is a significant part of your Performance Review

• If there is a change in your client’s condition, or you are concerned about something, call the office immediately and document this in your notes for that day

• Document and report if a client refuses care and the reason for refusing the care

• If you are the last person in a client’s home when they are discharged from service, bring the in-home file back to the office

• Monthly clinical file audits will be conducted to ensure that documentation standards are maintained

 

LICENSURE/CERTIFICATIONS

 

Registered Staff

 

Registered staff are required to maintain their registration from the provincial licensing board annually. Current registration is confirmed at the time of hire and annually by the office directly with the provincial licensing body i.e. electronic verification where applicable. All registered staff (RN, RPN) are required to hold a current CPR certification as a condition of hire and keep it up to date

 

Non-registered Staff

 

Non-registered staff are required to present certificates of completed programs and CPR training (where applicable) at time of hire. Bloom Care Solutions strongly recommends that non-registered staff hold current CPR certification as well for the safety of our clients.

 

COMPENSATION

You are paid either on an hourly or per visit basis. Rates may vary depending on the referral source. You will be informed of any deviation in your pay rates. NOTE: You are paid only for the scheduled shifts/visits worked. Failure to accurately report a visit will result in non-payment of hours for that visit, until the visit can be confirmed.

 

Overtime

 

You will NOT be paid overtime unless your Manager has approved overtime hours prior to those hours being worked. If you think that more hours are needed in order to meet the client’s care needs, you must call the branch so that the necessary arrangements can be made. Where applicable you may be asked to complete the Overtime Averaging Agreement.

 

Pay Day

 

General Payroll Information for the pay periods will be accessible in New Employee Package. It is Bloom Care Solutions responsibility to deduct and remit all necessary statutory deductions each pay period. Our Payroll Department will be happy to accommodate any additional requests for tax deductions. Employees must complete a Federal TD1 and Provincial TD1 Form in case they:

• Want to remove more tax than normal

• Have more than one employer

• Have tuition to claim

• Have dependants to claim

 

Direct Deposit Information

 

Your pay will be directly deposited into your bank account. Required banking information will be obtained from you once you accept to your first assignment. In order to ensure accuracy we require a copy of a void cheque or direct deposit form from your bank branch.

 

Income Tax Filing

 

Annually you will receive a T4 slip for your personal income tax purposes. You can log in to your Wagepoint account, provided to you by our payroll department before your first payment, to view and print Tax forms.

 

PERFORMANCE MANAGEMENT

 

Probationary Period

 

Bloom Care Solutions probationary period is 3 months (or as specified by employee contract.) In order to successfully complete probation, you must demonstrate satisfactory performance in job expectations. You should be aware that employment could be terminated without notice and without pay in lieu of notice, if performance is not satisfactory during the probationary period.

The probationary period is a time for both you and Bloom Care Solutions to assess your interest and suitability to the organization and to your role. You will be given assistance and supervision as needed during this period and performance will be evaluated by your supervisor regarding:

 

• Work performance

• Punctuality and reliability

• Ability to comply with company policies and procedures

• Professional demeanor and communication skills

 

Failure to meet Bloom Care Solutions expectations, or any breach of policies or procedures during the probationary period as outlined above, may be regarded as grounds for automatic dismissal.

 

Employee Misconduct

 

While not a complete list, the following employee conduct may be grounds for disciplinary action up to and including termination:

• Absence from work without notice, excessive absenteeism or failure to observe agreed upon working hours and schedules

• Knowingly neglecting the client’s needs or failing to report a change in the client’s health condition

• Consumption, use or sale of alcoholic beverages/illegal drugs while on assignment or reporting for assignment under the influence of either

• Not following what has been requested of you from the branch team

• Falsification of records or lying

• Negligent or unauthorized use of company equipment

• Verbal/sexual/physical/emotional or elder abuse, harassment or bullying of fellow employees or clients

• Gambling during working hours

• Asking for financial help or donations during work hours

• Violation of safety rules and common safety practices

• Failure to make a prompt report of any accident involving a client and/or client or company property

• Possession of weapons during working hours

• Proven theft

• Securing, or attempting to secure private work with a client

• Use of inappropriate or vulgar language

• Violation of Bloom Care Solutions Code of Ethics or Standards of Practice

• Attending to personal business on company time

• Behavior or comments that are discriminatory (racial or otherwise)

• Breach of confidentiality, privacy and/or security practices

• Conduct that could have a negative impact on the business

 

Investigation

 

In the event that an employee is accused of misconduct, the situation will be investigated immediately. All parties will be given a chance to give their side of the story. It is not unusual for

 

your work schedule to be placed on hold during the investigation period. During the investigation past performance history will be reviewed to determine whether there is a pattern of inappropriate behavior. This will be used to determine the appropriate level of discipline. Where applicable, the police and/or appropriate authorities and regulating bodies will be notified.

 

Removal from Client Care

 

Once you are removed from a client case, you must not under any circumstance contact the client, client’s family or client referral source. If you have forgotten something at a client’s home, contact the office to make arrangements. Failure to follow this policy will result in disciplinary action up to and including termination of employment.

 

Performance Management

 

A system of progressive discipline is used to deal with all performance concerns. This system is intended to be supportive to the employee. It is meant to ensure that Bloom Care Solutions expectation, as well as the employee’s needs and limitations are clear to both parties. Each situation is reviewed based on its individual facts and discipline is based on the severity of the incident(s) and/or the discipline history of the employee. Should an incident or event be deemed severe, steps in the disciplinary process may be skipped up to and including termination. Depending on the nature of the concern, the following steps may be implemented after an investigation has taken place:

 

Termination

 

If the inappropriate behavior continues or there is severe misconduct, the employee may be terminated. All terminations are decided only with consultation with the Human Resources team and/or the approval of the Director of Operations.

 

Resigning

 

We ask that an employee choosing to leave Bloom Care Solutions provide 14 days written notice. This ensures that our clients continue to receive the required care. When an individual decides to leave Bloom Care Solutions s/he is required to return all Bloom Care Solutions materials and equipment including photo ID, electronic and clinical equipment and all completed client documentation to the office within 48 hours of their last day worked.

Upon resigning, you may be asked to go through an exit interview where we collect feedback on your experience at Bloom Care Solutions. This feedback is then used to continuously improve and strive to be an employer of choice.

 

CONCERNS RELATED TO YOUR EMPLOYMENT

 

General Concerns

 

For any concerns related to your employment:

 

• Discuss the situation with your Coordinator

• If unable to resolve the problem, contact the Director of Operations

 

Our aim is to work together to resolve any concerns you or the branch may have.

 

BULLYING AND HARASSMENT IN THE WORKPLACE

Bullying and harassment is considered very serious and will not be tolerated at Bloom Care Solutions by anyone. All employees are required to read our Violence Prevention policy which outlines the details of harassment and bullying and how to go about preventing or reporting it.

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Harassment: is an act or comments that demean, embarrass, humiliate, annoy, alarm or verbally abuse a person and is known or should be reasonably known that the behavior would be unwelcome.

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Bullying: is an act or comments that could mentally hurt or isolate someone, and which could involve negative physical contact. It usually involves a pattern of behavior that is intended to intimidate, offend, degrade or humiliate a person or group. It is repeated and persistent negative acts towards one or more individuals, which involves a perceived power imbalance and creates a hostile work environment.

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Some Examples of Harassment or Bulling are:

 

• Unwelcome remarks, slurs, jokes, taunts or suggestions about a person’s body, clothing, race, national or ethnic origin, color, religion, age, sex, marital status, sexual orientation, family status, physical or mental disability, or other personal characteristics

• Displays of sexually explicit, sexist, racist, or other offensive or derogatory material

• Written or verbal abuse or threats of harm

• Unwelcome physical contact, such as patting, touching, pinching or hitting

• Humiliating an employee in front of co-workers

• Gossiping or rumors causing isolation, exclusion or humiliation

• Vandalism of personal property

• Abuse of authority that undermines performance or threatens an individual

 

If you witness another employee being harassed /bullied it is your responsibility to either tell the harasser/bully to stop the specific behavior or if you are not comfortable, to immediately report this to your coordinator. If the alleged harassment continues, asked to speak to the Director of Operations. All concerns will be taken seriously and investigated promptly. The employee has a right to confidentially bring forward the concern about the harasser/bully in order to preserve their safety. Bloom Care Solutions will implement corrective action(s) as required; which may include disciplinary action, up to and including termination of employment.

 

HEALTH & SAFETY AT BLOOM CARE SOLUTIONS

Work Place Injuries: You are covered by Workers’ Compensation while on assignment with Bloom Care Solutions. Please notify the branch immediately if you are injured or become ill while working or while visiting the office. This includes car accidents that occur between clients but not driving to your first client or home from your last. Seek medical attention immediately for any workplace injury/illness. Tell your health care provider (i.e. Doctor) within 24 hours that you have experienced a workplace injury.

Modified Work Program: We value each employee and we believe that when recovering from an injury, it is important for you to continue to be an integral member of Bloom Care Solutions. The purpose of a modified work program is to offer you suitable modified work to assist you in your return to work. This modified work is safe and medically prudent and will be in consultation with your health care provider.

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Reporting Safety Concerns: All employees have a duty under the law to report safety concerns to their immediate Supervisor. If your coordinator is unable to resolve your concerns you are encouraged to inform your Director of Operations.

 

Common Types of Work Place Injuries

 

Slip and Falls: There is too little friction or traction between the footwear and the walking surface. Slips and falls injuries occur when hazards are overlooked.

 

Common causes of slips are:

 

• wet or oily surfaces

• occasional spills

• weather hazards (wet or icy conditions)

• loose, unanchored rugs or mats

• Flooring or other walking surfaces that do not have same degree of traction in all areas.

 

Common causes of tripping are:

 

• poor view when walking

• poor lighting

• clutter in your way

• wrinkled carpeting, uncovered cables

• bottom drawers not being closed

• uneven (steps, thresholds) walking surfaces

 

Preventative Measures

 

Housekeeping

 

• clean all spills immediately

• always close file cabinet or storage drawers

• cover cables that cross walkways

• keep working areas and walkways well lit

• Wear Proper Footwear

  • Flat with good traction – non slip soles

  • Closed toe and closed heel shoes

  • Boots in winter

 

Personal Safety When Driving Your Car

 

• Be sure your car is in good running condition

• Always keep the gas tank at least ½ full

• Do not text while driving. Use a hands free device when using electronic items in your car

i.e. cell phones

 

If your car breaks down in an isolated area:

 

• Raise the hood of your car

• Sit inside the car with the doors locked and call for help if you have a cell phone. Wait until

• help arrives

• Leave the window up while you talk to anyone who comes near

• If someone comes up to your car, ask him/her to phone the police or a tow truck and wait in your car

• Never pick up hitchhikers When you arrive at your destination:

• Park your car in a well-lit area that is clear from obstruction and as near as possible to where you are going

• Do not leave any valuable items visible in your car

• Make sure you lock all doors

• Park your car so that you do not have to back out to leave

• Before re-entering your car check to ensure there are no intruders in the back of your vehicle

 

If you think a person or another vehicle is following you:

 

• Do not drive home

• Drive to the nearest police station or open business

• Report the problem to the police

• Do not allow another car to force you to the side of the road

• Get the license number and write it down

 

Work Alone Safety

 

Healthcare workers in the community may face special risks when working alone in clients’ homes. To ensure your safety, we assess the environment and the conditions under which your work will take place to identify potential risks. When working alone is deemed to be dangerous, appropriate measures will be taken, including such things as: working in pairs, periodic telephone contact, and any other measures deemed appropriate by the branch. If you believe that your safety is in danger, leave immediately. If you feel the situation requires emergency services, call 911 (or applicable emergency #) and then call the branch.

 

Worker’s Rights to Refuse Unsafe Work

 

Each province has Health and Safety Legislation in place regarding the worker’s right to refuse unsafe work. Any Bloom Care Solutions employee who believes that s/he or any other employee is working in an environment that is potentially or actually unsafe should contact their immediate coordinator and provide relevant information. If the employee is not satisfied with the resolution they can initiate a work refusal.

 

Worker Health and Safety Awareness

 

Bloom Care Solutions requires all staff to submit their Proof of Completion of the Ministry of Labour “Worker Health and Safety Awareness in 4 Steps” Certificate. You can complete your training using Ministry of Labour online free course by clicking on Link below:

 

http://www.labour.gov.on.ca/english/hs/elearn/worker/index.php

 

PREVENTION

Tuberculosis Screening and Testing

 

As a condition of employment, each employee must provide confirmation that they are free from active, infectious tuberculosis (TB) at hire. This is done by providing proof of a negative 2 step TB skin test (Mantoux), a chest x-ray or documentation from an MD stating non-infectivity prior to being given a client assignment. Retesting is only done if there is a real or potential risk of employee exposure.

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Recommended Immunizations for all Care Pros:

 

• Annual influenza immunization

• Measles, Mumps and Rubella (MMR) – two doses

• Tetanus Diphtheria and Polio (TDP)

• Hepatitis B (full series with follow up blood work to determine conversion)

• For Care Pros who have not had chickenpox and who may be exposed, varicella (chicken pox) vaccine is recommended

 

Prevention and Control Screening

 

Employees are required to complete infection prevention self-screening questions prior to all client services. If the answer is ‘yes’ for any of these questions below, employees will notify their coordinator immediately and refrain from working with clients.

• Do I have a new or worsening cough or shortness of breath with a fever >38 C, and accompanied by fatigue, sore throat, joint pain, muscle aches, headaches &/or runny nose?

• Do I have an undiagnosed or untreated rash?

• Do I have undiagnosed diarrhea, 3 times or more over the last 24 hours?

• Do I have a heavily draining wound or any other symptoms suggestive of an infection?

 

Oxygen Safety

 

• Make sure no one smokes in the house when oxygen is in use. Teach other members of the household that smoking should only be done in rooms other than where the oxygen is in use

• Do not use alcohol or petroleum based products on or near oxygen equipment (such as lotions, creams, aerosol sprays etc.)

• Keep oxygen cylinders upright and away from heat sources, such as electric blankets, hair dryers or heating pads

• Keep oxygen at least 6 feet from electric appliances (kettles that spark when unplugged)

• Turn oxygen off when not in use

• Keep room well ventilated

• Do not adjust oxygen unless authorized to do so

 

Proper Lifting and Body Mechanics

 

When the client Care Plan requires the use of lifts or transfers, your Manager will assess the situation and determine whether training is needed. If you have concerns about lifting/transferring and the safety of the client or yourself, you can report this to your manager.

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Infection Prevention and Control for Care Pros

 

Infection control practices are guidelines to protect you and your client from contamination with bacteria, viruses, and vermin such as bedbugs and cockroaches. It is important to practice infection control with all your clients at all times. Care Pros are not to work if they have symptoms of illness. It is not appropriate to wear a mask while providing care to a client if you are sick as this may not protect them from your illness. Stay home and get better!

The Public Health Agency of Canada expects all health care providers to be alert for clients with “new or worsening cough or shortness of breath”. Care Pros will complete the Infection Prevention Screener before all client interactions which includes Febrile Respiratory Illnesses. This form will be reviewed with you during your orientation.

 

Performing Hand Hygiene

 

When:

 

• Before and after every home visit

• When hands are visibly soiled

• Before and after performing any client care

• After contact with a potential source of microorganisms i.e. body fluids/contaminated items

• Before any invasive procedure

• After removing gloves

• Nails must be trimmed and clean. Artificial nails are not to be worn. Nail polish should be clear, intact and no greater than 4 days old

• Whenever possible, perform hand hygiene in front of the client while explaining the process

• Hand hygiene health teaching should be completed with all clients/families

 

NOTE: 70 % Alcohol Based Hand Rub (ABHR) is the preferred method of hand hygiene when hands are not visibly soiled. (Monitor expiry date of ABHR and bottles should not be ‘topped up’. Discard when empty)

 

Hand Hygiene without Running Water

 

• ABHR must be available at the point of care i.e. in pocket, bag or wall mounted

• Remove jewelry

• Apply a ‘Lonnie’ sized amount of alcohol based hand rub to the palm and rub all areas of the hand including the back, finger tips, nail beds and webbing. Rub vigorously until completely dry for 15-30 seconds. If the product dries sooner, a larger amount of product should be used

• Hands must be fully dry before putting gloves on or providing client care

• It is not necessary to rinse with water or follow with plain soap wash

• If hands are visibly soiled, use plain soap and water. If soap and water are not available, use a moistened towel to remove debris and follow with ABHR

 

NOTE: Clients with a diagnosis of C-difficile require meticulous hand hygiene with soap and water as spores may not be removed with ABHR.

 

Hand-Hygiene with Running Water

 

• Wash hands with plain soap and water when leaving the home or office for the first home visit

• Remove jewelry

• Avoid bar soap unless it is kept on a rack to allow drainage of water

• Avoid using the client’s liquid soap as the container, if not cleaned between refills, is a reservoir for micro-organisms

• Hold hands under continuous warm, running water, rubbing vigorously over all surfaces of both lathered hands and between fingers, for a minimum of 15-30 seconds

• Rinse with fingertips down, under running water

• Avoid splashing in order to prevent contamination of clothes or other skin surfaces

• Use paper towels to dry hands and to turn off faucets

• Care of the hands requires the use of moisturizers frequently throughout the day. Hands that are dry or chapped can increase the risk of infection transmission.

 

NOTE: It is recommended that Care Pros carry their own plain soap wherever possible and avoid following hand washing with ABHR as this can cause excessive skin irritation

 

Routine Practice and Additional Precautions

 

Care Pros will provide care respecting Infection Prevention and Control practices at all times, which includes assessing the risk of infectious organism transmission before every client interaction.

Additional precautions include the use of Personal Protective Equipment when an infectious disease is present or could be present. For example, Care Pros are to wear gloves when caring for a client requiring contact precautions, wear masks when respiratory secretions could be infectious and gowns when clothing could become contaminated.

 

Exposure Control

 

If an unprotected exposure to an infectious disease occurs such as a sharps injury, face or eye splash or late notification of the infectious disease, the Care Pro must report this to the office as soon as  possible. Your Manager will assess the exposure and give you direction concerning medical follow up and claims forms to be completed. Blood and body fluids spills are to be cleaned according to the Infection Prevention and Control policy. Dispose of contaminated articles (used gloves, dressings, bandages etc.) into a plastic lined trash can or biohazard waste bag depending on your location of care. Gloves should ONLY be worn when needed and changed in accordance to routine practice.

 

Sharps Safety

 

• Syringes and other contaminated sharps must be disposed of in puncture proof containers

• Containers are to be changed when 2/3 full and sealed before disposal

• Never re-cap or manipulate used syringes

• Safety Engineered medical sharps are required for use by law

• Report any evidence that sharps have not been disposed of correctly

• Report any sharps injury immediately to your branch

• Ensure that all of your vaccinations are up to date

 

ELDER ABUSE

If you suspect abuse, neglect or exploitation of a client, report it to the branch IMMEDIATELY.

 

Abuse is All about Power and Control

 

• It violates a person’s right to feel safe in their own home

• It can be punishable by law

• It often increases in frequency and severity over time

• Victims of abuse may feel they deserve the abuse, so they do not report it

• Most abusers are family members

• The abuser may show moody or angry behavior

 

Physical Abuse: can be any action, which causes physical discomfort, pain or injury, which causes bodily harm or mental distress. Some examples are:

• Pinching, slapping, pushing, shoving, rough handling, poking, pulling hair, biting, tickling, punching, grabbing etc.

• Confining a person to one room, bed or chair

 

Neglect: failing to give someone who is dependent what s/he needs. Neglect may be done on purpose or may be unintentional. Here are some examples:

• Nutritious food and shelter so that they are safe, warm and comfortable

• Socialization, a lack of supervision, denying social contacts inside or outside the home

• Medical needs; hearing aids, walkers, glasses, canes, wheelchairs etc.

• Emotional support

• Physical support; personal care required to maintain good health

 

Emotional/Psychological Abuse: lessening the client’s sense of dignity or self-esteem.

 

This can be done by:

 

• Humiliation, insults, threats of harm, ignoring and denying access to friends, grandchildren or community resources

• Not respecting privacy, belongings or pets

• Not granting choices

• Ignoring health needs

• Blackmail

 

Financial Abuse: not being allowed to make one’s own decisions about money or misuse of another person’s money, such as:

• Being overcharged for services

• Being forced to sell or sign over property, home or assets

• Having family members move into your home

• Uneven division on shared costs for running a home

• Being asked to loan or give money without consent or an agreement for repayment

• Theft of money, pension cheques or possessions

• Wrongful use of Power of Attorney

 

Sexual Abuse: any unwanted sexual behavior. This can include:

 

• Sexual comments

• Fondling or sexual assault

• Being forced to perform degrading acts

 

Medication Abuse: not giving medications to the client as prescribed by the Doctor

 

• Giving more medication than recommended

• Giving less medication than prescribed or no medication at all, when it is needed

• Giving medications that can cause bodily harm

 

Thank you

We would like to take this opportunity to thank you for taking the time to review the Care Pro Handbook. We know that you will have a productive and enjoyable experience with Bloom Care Solutions and we look forward to supporting your growth and celebrating your achievements. You are now part of a great team that strives to make the Bloom Care Solutions unique through service excellence!