Quiz Test

Congratulations - you have completed Quiz Test. You scored %%SCORE%% out of %%TOTAL%%. Your performance has been rated as %%RATING%% %%FORM%%

Your answers are highlighted below.
Question 1
Topic: Safety Rules It is the intent of the Park District to provide a safe working environment for you and a safe leisure environment for the public using our programs, facilities and parks. It is also the intent of the Park District to develop, implement and administer a safety and comprehensive loss control program. In all assignments, the health and safety of all persons should be the first consideration. You are directed to make safety a matter of continuing and mutual concern, equal in importance with all other operational considerations. You should use your best efforts to ensure that work is done in a safe manner, inspections are conducted on a regular basis, hazards are confronted and removed and accidents are investigated as appropriate. We are confident that with your help this program will be successful and we expect your cooperation and support. Accordingly, all employees shall adhere to the following rules:
  1. Horseplay and fighting will not be tolerated in the work place.
  2. Possession of unauthorized firearms, alcoholic beverages, illegal drugs or unauthorized medically prescribed drugs will not be tolerated in the work place.
  3. Your immediate supervisor must be informed if you are required to take medication during work hours which may cause drowsiness, alter judgement, perception or reaction time. Written medical evidence stating that the medication will not adversely affect your decision-making or physical ability may be required.
  4. Your immediate supervisor must be notified of any permanent or temporary impairment that reduces your ability to perform in a safe manner or will prevent or hinder your performance of the essential functions of your position.
  5. Personal protective equipment must be used when potential hazards cannot be eliminated.
  6. Equipment is to be operated only by trained and authorized personnel.
  7. Periodic inspections of workstations may be conducted to identify potential hazards and to ensure that equipment or vehicles are in safe operating condition.
  8. Any potentially unsafe conditions or acts are to be reported immediately to your immediate supervisor.
  9. If there is any doubt about the safety of a work method, your immediate supervisor should be consulted before beginning work.
  10. All accidents, near misses, injuries and property damage must be reported to your immediate supervisor, regardless of the severity of the injury or damage
  11. Failure to report an accident or known hazardous condition may be cause for disciplinary action up to and including dismissal.
  12. All employees need to follow recommended work procedures outlined for their job, department and/or facility.
  13. Employees are responsible for maintaining an orderly environment. All tools and equipment must be stored in a designated place. Scrap and waste material are to be discarded in a designated refuse container.
  14. Any smoke, fire or unusual odors must be reported promptly to your immediate supervisor.
  15. If you create a potential slip or trip hazard, correct the hazard immediately or mark the area clearly before leaving it unattended.
  16. Safety and restraint belts must be fastened before operating any motorized vehicle.
  17. Employees who operate vehicles must obey all driver safety instructions and comply with traffic signs, signals and markers and all applicable laws.
  18. Employees who are authorized to drive are responsible for having a valid driver's license for the class of vehicle they operate. You must report revocation or suspension of your driver's license to your immediate supervisor.
  19. All employees must know departmental rules regarding accident reporting, evacuation routes and fire department notification.
  20. Departmental and facility rules and procedures specific to departmental operations must be followed by each employee in the department.
  21. Employees must assist and cooperate with all safety investigations and inspections and assist in implementing safety procedures as required.
Quiz: Safety Rules
Employees are not required to know departmental rules for:
safety insurance
accident reporting
evacuation routes
notifying the Fire Department
Question 2
Which of the following is tolerated at the park district.
limited horseplay
any potentially unsafe conditions
none of the above
Question 3
Which of the following statements is false?
All employees must follow recommended work procedures outlined for their job.
All employees must be able to handle potentially unsafe conditions on their own.
All employees must know departmental rules regarding accident reporting, evacuation routes and fire department notification.
All employees must assist and cooperate with all safety investigations.
Question 4
All accidents must be reported to your immediate supervisor. Near misses do not.
Question 5
Topic: Reporting of hazardous conditions General Safety Policy Safety while on the job is the responsibility of every Park District employee. With proper precautions, most accidents on the job can be prevented. It is every employee's responsibility to know and comply with all health and safety policies, rules and regulations, and to act in a safe manner. Carelessness, inattention, neglect and disregard for safety rules cause accidents. Therefore, you must at all times be careful, attentive, alert, and follow proper safety procedures. The Park District will not condone any breach of safety rules or regulations by employees. You are expected to be alert for safety hazards that may exist and could affect the general public or employees of the Park District. You are also responsible for reporting any unsafe equipment or condition to your immediate supervisor immediately upon your discovery of such condition. We must all work together to achieve a safe and healthy working environment. You should make certain that you do not create safety hazards and that safety hazards are eliminated. Carelessness Policy The Park District prohibits, forbids, and does not tolerate carelessness, substandard or hazardous work practices within its facilities, on its property, or while conducting Park District business. The Park District expects and demands that its employees perform their employment duties with care and attention to our patrons’ needs, the safety and welfare of fellow employees, and to Park District quality standards and requirements. Employees who are careless or negligent in performing their job duties will be subject to disciplinary action. Carelessness or negligent behavior or actions may result in disciplinary action, up to and including immediate discharge. Employees who fail to respond to the Park District’s efforts to correct carelessness may be subject to disciplinary action, up to and including discharge. If you are aware of a careless or negligent act or behavior, you must report the act or behavior to your immediate supervisor. If you feel uncomfortable doing so, or if your supervisor is the source of the problem, condones the problem, or ignores the problem, report to the supervisor’s supervisor, Safety Coordinator, or the Director. If none of these alternatives are satisfactory to you, then you can direct your questions, problems, complaint, or reports to the President of the Board. You are not required to directly confront the person who is the source of your report, question, or complaint before notifying any of those individuals listed. Employee Responsibilities
  • Maintain a working knowledge of all general and departmental-specific safety rules.
  • Immediately report all accidents and unsafe conditions to the supervisor.
  • Cooperate and assist in the investigation of accidents.
  • Attend all required safety program and in-service education meetings.
  • Treat public complaints and concerns with the utmost attention. Be courteous in all cases.
  • Pay strict attention to housekeeping of work area(s) and general facility.
Quiz: Reporting of hazardous conditions Any potentially unsafe conditions or acts are to be reported immediately to your ______________.  
immediate supervisor
best friend
Question 6
Which of the following causes accidents and should be reported?
all of the above
Question 7
Which of the following circumstances are considered hazardous conditions?
careless or negligent acts or behavior
accidents or unsafe conditions
both of the above answers
neither of the above answers
Question 8
Topic: Confined Space Confined Space Features Any enclosed space within the District is considered by the Occupational Safety and Health Administration (OSHA) to be a confined space if it has three specific features. These features include:
  • A space large enough so employees can enter and perform a task.
  • A space that has limited or restricted means for entry and exit (for example, vaults, pits, manholes, surge pits, wet wells).
  • A space that is not designed for continuous occupancy.
A non-permit confined space as defined by OSHA does not contain any hazard capable of causing death or serious physical harm. A permit-required confined space as defined by OSHA means a confined space that has one or more of the following characteristics:
  • Contains or has a potential to contain a hazardous atmosphere;
  • Contains a material that has the potential for engulfing an entrant;
  • Has an internal configuration such that an entrant could be trapped or asphyxiated by inwardly converging walls or by a floor which slopes downward and tapers to a smaller cross-section;
  • Contains any other recognized serious safety or health hazard.
Permit-required confined spaces vary in size, configuration, process use and hazards across Districts where the risks are present. Permit spaces could include manholes, water valve vaults, filters, wet wells, surge pits, furnaces, and storage vessels. All areas that have been identified as confined spaces will be marked with appropriate signage. Risks of Confined Space Employees encounter a variety of hazards while working in permit spaces, chief among these being asphyxiation and poisoning from toxic atmospheres. Explosions and fires caused by a sudden exposure to a flammable source or by a dangerous reaction among volatile chemicals have also caused a number of fatalities and injuries. In some environments, worker engulfment by water or by fine particulates, such as sand, have resulted in deaths and injuries. When an employee is overcome by the atmosphere in a permit space, fellow employees sometimes enter in a rescue attempt. Often these would-be rescuers are unaware of or not equipped for the hazard and are overcome along with the original victim. Degree of risk depends more on atmospheric conditions in the space rather than frequency of entry. However, the frequency of entry can enter into the risk equation as well. Confined Space Program The Homewood-Flossmoor Park District recognizes that confined spaces pose significant risks and that the development of the confined space program is reasonably necessary to protect affected employees from those risks. In response to the above hazard recognition, the district has adopted a Confined Space Program. The Confined Space Program has a separate manual and is available from your supervisor and in the Parks Department. All employees of the Park District should be aware of confined space signage and the general requirement not to enter any area defined and posted as a confined space. Quiz: Confined Space  
Which of the following might be considered a permit-required confined space?
an outdoor swimming pool
the Ice Arena rink
Goldberg Park
a furnace room
Question 9
When a person is overcome by the atmosphere in a permit space, you should:
rush in and attempt CPR
call 911
be sure to get a permit before entering
Question 10
A "Confined Space" is partially defined as:
a space that contains or has a potential to contain a hazardous atmosphere
a space that may cause death or serious physical harm
a space large enough so employees can enter and perform a task
Question 11
The most important concept you should remember from this lesson is:
You must apply for a permit before entering a confined space.
All confined spaces are potentially hazardous.
The general requirement is not to enter any area defined and posted as a permit-required confined space.
Question 12
Topic: Employment Practices Workplace Wrongdoing Policy The Park District does not tolerate workplace wrongdoing on Park District premises, property, Park District-sponsored events, or while acting within the scope of employment. The Park District does not tolerate theft of property, whether from the Park District, patron or from a co-worker. Employees should seek permission before removing Park District material, tools, or other items, including damaged goods, scrap material, or any other material. Any employee who violates this policy may be subject to disciplinary action, up to immediate discharge. The Park District prohibits false information on any expense account sheet or on any insurance claim submitted under the Park District’s health care benefits or workers’ compensation benefits program. The Park District prohibits embezzlement or stealing of Park District funds, including but not limited to, stealing money from a Park District account, stealing postage, or unlawful use of telephone privileges. Any employee who violates this policy may be subject to disciplinary action, up to immediate discharge. The Park District prohibits fighting on its premises. An employee, who instigates physical violence or threatens physical violence, may be subject to disciplinary action, up to immediate discharge. The Park District prohibits horseplay, practical jokes, and pranks. Any employee who violates this policy may be subject to disciplinary action, up to immediate discharge. If you are aware of a careless or negligent act or behavior, you must report the act or behavior to your immediate supervisor. If you feel uncomfortable doing so, or if your supervisor is the source of the problem, condones the problem, or ignores the problem, report to the supervisor’s supervisor or the Director. If neither of these alternatives is satisfactory to you, then you can direct your questions, problems, complaints, or reports to the President of the Board. You are not required to directly confront the person who is the source of your report, question, or complaint before notifying any of those individuals listed. Alcohol and Drug Abuse The Park District has implemented an Alcohol and Drug Abuse Policy in response to overwhelming evidence that alcohol and drug abuse has a detrimental impact on employees' health, job performance, safety, and efficiency. Since Park District employees operate, supervise and maintain parks, facilities, programs and equipment for use by members of the public and perform services that may have a direct effect on the health and safety of members of the public and fellow employees, the Park District wishes to maximize the health and safety of its patrons and employees. This policy also expresses the Park District's desire to satisfy the requirements of the federal and state Drug Free Workplace Acts. In accordance with these statutes and concerns, the Park District has resolved to maintain a drug free workplace. The purpose of this policy is to inform employees of the Park District's investigation, treatment and disciplinary policy relating to alcohol and drugs. As such, all Park District employees will abide by its terms. This policy does not replace any of the provisions or requirements of the Park District's Controlled Substance and Alcohol Testing Policy for positions that require a Commercial Drivers License (CDL). Park District employees who operate Park District commercial motor vehicles and possess a commercial drivers license have special responsibilities necessitated by the fact that they operate vehicles that require additional skill and attentiveness over that of non-commercial motor vehicles. As part of its continuing commitment to safety and to comply with federal law, the Park District has established a controlled substance and alcohol testing policy for Park District positions that require a commercial drivers license. The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance, including cannabis and alcohol, is prohibited on Park District Property or while acting on behalf of the Park District. It is the responsibility of each employee to seek assistance before alcohol or drug problems lead to disciplinary action. The Park District will not discipline an employee who voluntarily seeks treatment for a substance abuse problem if the employee is not in violation of the Park District’s drug and alcohol policy or other rules of conduct. Seeking such assistance will not be a defense for violating the Park District’s drug and alcohol policy, nor will it excuse or limit the employee’s obligation to meet the Park District’s policies, rules of conduct, and standards including, but not limited to, those regarding attendance, job performance, and safe and sober behavior on the job. The Park District may require employees whose job functions require them to operate or maintain vehicles or machinery, handle hazardous or toxic materials or substances of any kind, or have Public Safety Responsibility to be screened or tested on a random basis, or may require any employee to be screened or tested following a work place accident involving a possible violation of safety rules, during and after an employee's participation in an alcohol or drug counseling or rehabilitation program, or upon reasonable suspicion that the employee is under the influence of alcohol or drugs. The screening or testing will be conducted by a medical facility selected by the Park District at the Park District's expense. The screening or testing may require an analysis of the employee's breath, urine and/or blood or such similar substance as the medical facility may recommend. Employees who undergo alcohol or drug screening or testing will be given the opportunity, prior to the collection of a specimen or other testing, to disclose the use of legal drugs and to explain the circumstance of their use. If an initial test is positive, a second test will be conducted from the same sample. A confirmed positive drug and/or alcohol test may result in disciplinary action, up to and including discharge. Any employee who operates or maintains a vehicle or machinery, handles hazardous materials or substances of any kind, or has public safety responsibility and who has taken a legal drug must report the use of such legal drug to their immediate supervisor if the legal drug may cause drowsiness or if it may alter judgment, perception or reaction time. The burden is on the employee to ascertain from the employee's doctor or pharmacist whether or not the legal drug may have such a potential side effect. The information will be retained by the Park District in a confidential manner and will be disclosed only to persons who need to know. The employee's immediate supervisor, after conferring with the department head or Director, will decide whether or not the employee may safely continue to perform the job while using the legal drug. Failure to declare the use of such legal drugs may be cause for discipline up to and including dismissal. Criminal Background Checks and Notice of Convictions All offers of employment will be contingent upon satisfactory results of a state police criminal background inquiry. Any employee who is convicted of violating any federal or state criminal drug statute must notify the Director within five (5) days of such conviction. For purposes of this notice requirement, a conviction includes a finding of guilt, a no contest plea, and/or an imposition of sentence by any judicial body for any violation of a criminal statute involving the unlawful manufacture, distribution, sale, dispensation, possession or use of any controlled substance or cannabis. Failure to notify the Director may subject the employee to disciplinary action, up to and including dismissal.   Quiz: Employment Practices
According to the Workplace Wrongdoing Policy, you are required to directly confront the person who is the source of your report, question, or complaint before notifying any of those individuals listed.
Question 13
The HFPD has the right to not hire an employee if the result of the state police criminal background inquiry is not satisfactory.
Question 14
The unlawful use of a controlled substance, including cannabis and alcohol, is prohibited on Park District property or while acting on behalf of the Park District. Which types of use may be considered unlawful?
manufacturing substances
distributing substances
dispensing substances
possessing substances
all of the above
Question 15
Any employee who has a public safety responsibility and has taken a legal drug that has side effects is required to:
rest for one hour before driving or operating machinery
inform their supervisor
call in sick for the day
Question 15 Explanation: 
Any employee who operates or maintains a vehicle or machinery, handles hazardous materials or substances of any kind, or has public safety responsibility and who has taken a legal drug must report the use of such legal drug to their immediate supervisor if the legal drug may cause drowsiness or if it may alter judgment, perception or reaction time.
Question 16
Topic: Lockout/Tagout Definitions
  • Lockout is the placement of a lockout device such as a key lock on an energy isolating device ensuring that the equipment being serviced cannot be operated until the lockout is removed.
  • Tagout is the use of a prominent warning device such as a tag that can be securely fastened to the energy isolating device.
  • The term authorized employees in this lockout/tagout guide refers to employees who actually lock out or tag out equipment to do maintenance.
  • An affected employee is a person whose job normally requires them to use equipment that may be maintained under lockout or tagout conditions. An affected employee may also be one whose job requires them to work in an area in which the maintenance is being done. Affected employees are not always maintenance staff and may be recreation staff, administrative personnel or even volunteers. Proper lockout or tagout devices and procedures should ensure that affected employees are warned not to use or cannot use equipment during maintenance.
Tagout/Lockout Procedures This program is used to help ensure that certain equipment, specifically energy isolating devices, are locked out or tagged out before employees conduct maintenance activities. The Park District has developed a separate manual for Lockout/Tagout Procedures. The general population of employees, however, must be aware of Lockout/Tagout in order to identify a piece of equipment that has been either locked out or tagged out and could pose a hazard to other employees or the public. REMEMBER: The lockout or tagout device must be applied only by the authorized employee after completing a sequence of steps outlined in the Lockout/Tagout manual. Lockout devices will be secured so they will hold the energy isolating devices in a "safe" or "off" position. Tagout devices will be placed to show the operation or movement of energy isolating devices from the "safe" or "off" position is not allowed. Park District supervisors will provide periodic inspections to ensure employees are following lockout/tagout procedures, provide periodic training, develop new equipment procedures and manage outside contractors. Training All employees using lockout/tagout devices should receive training prior to using energy isolating devices. Affected employees should also receive general training on the purpose of lockout/tagout procedures. Training will be given by the Agency Trainer, Safety Coordinator or Superintendent of Parks, and will authorize employees to conduct lockout/tagout procedures. Quiz: Lockout/Tagout   Under what circumstances may an affected employee remove a tagout device?  
the authorized employee asks them to
the affected employee has the tagout procedures manual
if the authorized employee is late getting to work
Question 17
The purpose of lockout/tagout procedures is to:
lessen the likelihood of an accident from potentially hazardous equipment
allow previously trained employees the ability to train new employees on hazardous equipment
identify and isolate potentially hazardous equipment
Question 18
COMMON SENSE SITUATION Peg, who is the authorized employee to take the lock off of the industrial paper cutter, has called in sick. Nick, who uses the machine regularly, knows where the keys are and tells everyone that it's okay if he unlocks the machine. You know the rules - What do you do?
avoid getting in trouble by leaving Nick to do what he wants
stop Nick; call the office and presume they will know what to do
help Nick so that he does not get hurt.
Question 19
Topic: Driving Standards Drivers of vehicles that are owned, rented, or leased by the Park District will be required to follow defensive driving practices. An up-to-date file should be kept on each employee who drives a vehicle; information should include all drivers' license dates (particular attention should be given to expiration dates), tickets which have been issued, number of minor or major accidents while working for the District, physical health. The basic defensive driving practice is to plan ahead and do everything that one could reasonably do to prevent an accident. The following guidelines should also be followed:
  1. Drivers must be at least 18 years of age and must possess a valid driver's license in order to operate a Park District vehicle. All drivers should be reviewed to see if their duties will involve the operation of vehicles that require a chauffeur's or special license, in accordance with the state laws. The license should be cited by supervisory or personnel staff at the time of hire. A Driver's License Check (Safety Form No. 235) must be completed, signed, filed and periodically checked for validity for all vehicle drivers.
  2. New employees should be pre-tested before allowed to drive.
  3. Employees should have driver's license with them at all times when driving vehicles.
  4. Periodic unannounced inspections of licenses should be done to make sure employee has it with him and to make sure it has not expired or been revoked.
  5. Employees are required to report any change in status on their license to their supervisor immediately.
  6. Any employee who loses their driving privileges from the State must notify the district of the loss immediately.
  7. The driver should be physically and mentally capable of driving the type of vehicle he/she is assigned to, whether that vehicle is a car, van, bus, or truck.
  8. The driver should show the ability to pass written tests on driving regulations and the actual on-the-road vehicle test and check-rides that are required by the state and Park District.
  9. All Park District drivers should be trained on safe driving skills through the use of recognized organizations that conduct driver training courses which cover defensive driving techniques such as two-vehicle collision prevention, backing accident prevention, safe following distance and passing skills, and intersection driving and turns.
  10. Only drivers or operators qualified to operate specific vehicles and equipment are allowed to operate them and must possess the appropriate driver's license in their possession.
  11. Employees must possess a valid "C" driver's license when required.
  12. Any employee having two tickets in a twelve month period may be subject to additional training, probation, suspension and/or additional check-rides at the discretion of the supervisor.
  13. Driver assignments should be tracked in order to have a record of damaged vehicles.
  14. There should be no more riders in a vehicle than there are seat belts.
  15. Riding in the back of trucks is not desirable and should be avoided if possible. If it is necessary to transport employees in the back of a truck, riders must be sitting down with their backs up against the cab. Volunteer workers should not be transported in the back of trucks.
  16. Unattended vehicles should not be left running.
  17. All trucks should be equipped with a gate which should be put up when transporting. When the gate must be down for wide or extra long items vehicles must be properly flagged and four-way flashers on.
  18. Tractor buckets should always be in the lowered position prior to any turning.
  19. Each driver is responsible for reporting all accidents, vehicle damage and malfunctions to the immediate supervisor on a daily basis.
  20. Drivers must maintain the posted speed limits at all times and observe all other vehicle operation regulations. In pathways and parks vehicles should not exceed 10 mph and drivers should be alert if conditions warrant a slower speed. The traveling speed on residential streets should not exceed 25 mph unless posted otherwise.
  21. When operating a vehicle in a park, the existing paved access road should be used. Vehicles are not allowed on grass unless it is required for completion of the work project.
  22. All persons driving or riding as a passenger in a Park District vehicle must wear seat belts.
  23. The following guidelines will apply to cell phone use while driving:
    • Whenever possible, use your cell phone only when parked. If there is a passenger in the vehicle, let them take or make the call.
    • Never dial the phone or take notes while driving.
    • If your phone rings while driving, let your voice mail take the call and listen to the message later when parked.
    • Become familiar with the phone and utilize one button dialing.
    • Make sure the phone is easy to see and reach.
    • If you must answer your cell phone, let the person you are speaking to know you are driving; suspend the call until you can pull over.
    • Do not engage in stressful or emotional conversations on your phone or with passengers in your car.
Quiz: Driving Standards  
Drivers must maintain the posted speed limits at all times and observe all other vehicle operation regulations. In pathways and parks vehicles should not exceed ___ mph and drivers should be alert if conditions warrant a slower speed. The traveling speed on residential streets should not exceed ___ mph unless posted otherwise.
5, 20
30, 20
10, 25
Question 20
A cell phone may be used by the driver of a park district vehicle ONLY when:
a headset is used
you have to break up with your girlfriend/boyfriend
it is an incoming call
the vehicle is parked
Question 21
Which statement is false?
Employees are required to report any change in status on their license to their supervisor immediately.
There should be no more riders in a vehicle than there are seat belts.
Only the driver of a Park District vehicle is required to wear his or her seat belt.
Each driver is responsible for reporting all accidents, vehicle damage and malfunctions to the immediate supervisor on a daily basis.
Question 22
Drivers must be at least ___ years of age and must possess a valid driver's license in order to operate a Park District vehicle.
Question 23
Under what circumstances must an employee driver notify the park district?
an employee who was recently cited for a moving violation
an employee who was involved in an accident with their personal vehicle
an employee who successfully renewed their driver's license
an employee who recently lost their driving privileges from the State
Question 24
Topic: Personal protective equipment (PPE) Personal Protective Equipment Procedures
  • Hard hats will be worn whenever the possibility of head injury could be present. This includes, but is not limited to building repairs, construction projects, tree cutting and work performed in close quarter areas. Under some circumstances head protection may be required when operating equipment which has no cab protection. Helmet liners will be provided for cold weather use.
  • Appropriate protective clothing, respirators and eye protection will be worn when working with hazardous chemicals.
  • Appropriate ear protection, mufflers or ear plugs will be worn whenever working with or around loud machinery, equipment or in unusually noisy environments.
  • Proper eye protection will be worn when working with or around any power tools or equipment and in areas where airborne particulate could present a hazard.
  • Gym shoes will only be worn in areas where they are appropriate or required, for instance, pool decks, indoor courts and gym floors.
  • A hard soled work boot should be worn for maintenance work.
  • Shirts and long pants will be worn by all employees performing maintenance tasks unless specific exception is granted by the department head.
  • When flooding or spraying ice rinks employees will be provided with and will wear shoe spikes.
  • In an effort to locate any possible ill effects, all employees working with chemicals may be required to have a blood colonestrase test performed twice a year at the Park District's expense.
  • Headphone radios are not allowed while working.
  • Back belts are available for lifting and should be used for any strenuous lifting. Employees with prior/ongoing back injuries must wear belt provided when lifting over 25 pounds.
  • Staff who have been issued portable 2-way radios must carry them with their person to insure their immediate availability in emergency situations.
Training Requirements Before performing work requiring the use of personal protective equipment, employees MUST be trained in the following:
  1. When PPE is necessary.
  2. What PPE is necessary.
  3. How to properly use and adjust PPE.
  4. Limitations of PPE.
  5. The proper care, maintenance, useful life and disposal of PPE.
Employees who do not comply with the park district's personal protective equipment procedures will be subject to discipline or retraining. Replacement/Return of Equipment The district will provide essential safety gear for all staff and will replace when necessary for each individual. If any gear is lost or damaged by misuse the employee responsible shall pay for the replacement. At termination of employment, safety equipment will be returned to the district, with the exception of clothing, shoes, or other personal items. Quiz: Personal Protective Equipment  
Before performing work requiring the use of safety gear, employees must be:
aware that they are responsible for any damaged equipment
directed to where they might purchase the equipment
trained in the limitation and proper care of equipment
Question 25
Which of the following may personal protective equipment be designed to protect?
ears & eyes
hands & feet
all of above
Question 26
Employees may use a headphone radio ONLY when working alone.
Question 27
Who is responsible for the personal protective equipment?
the park district, always
the employee, always
the employee, if lost
the park district, if misused
Question 28
Topic: Hazard Communications Working with Hazardous Substances The Park District is committed to protecting you against the dangers of hazardous materials on the job. Safety training and the proper handling and storage of hazardous substances are just a few of the things we do to keep you safe. In addition, the Occupational Safety and Health Administration (OSHA) has issued a regulation that states that you have a right to know what hazards you face on the job and how you can protect yourself against them. This is your RIGHT-TO-KNOW. OSHA’s hazard Communication Standard affects everyone in the workplace who comes into contact with hazardous materials. What Information is on the Label? Chemical manufacturers must determine the physical and health hazards of each product they make, and they have to let users know about those hazards by providing information on the container label and on a Material Safety Data Sheet (MSDS) for every product. Although labels differ from company to company, all labels will contain similar types of information. The label will use words and/or symbols to tell you:
  • The common name of the substance.
  • The name, address, and emergency phone number of the company that made or imported the substance.
  • A signal word that outlines the seriousness of the substance. Signal words, ranked from the most serious to the least serious, are Danger, Warning, and Caution.
  • The physical hazards (Will it explode or catch fire? Is it reactive?) and the health hazards (Is it toxic? Could it cause cancer? Is it an irritant?) of the substance.
  • The precautionary measures to be taken, including basic protective clothing, equipment, and procedures that are recommended when working with this substance.
  • First aid instructions, in case of exposure.
  • Proper handling and storing instructions.
  • Special instructions concerning children.
What Information is on the MSDS Sheets? The MSDS sheet is your guide to working safely with hazardous substances. This sheet provides information on everything that is known about the substance, including chemical and physical dangers, safety procedures, and emergency response techniques. Specifically, MSDS sheets cover: Identity, including the manufacturer's name, address and phone number, and the date the substance was produced. Hazardous ingredients, including the substance’s hazardous components, its chemical ID, and common names. Worker exposure limits to the substance and other recommended limits are also included. Physical and chemical characteristics, such as boiling point, vapor pressure, vapor density, melting point, evaporation rate, water solubility, and appearance and odor under normal conditions. Physical hazards, including fire and explosion, and ways to handle those hazards (such as firefighting equipment and procedures). Reactivity, including whether or not the substance is stable, and which substances and situation to keep it away from so it won’t react. Health hazards, including how the substance can enter the body and the possible health hazards that could arise from exposure. This section also covers signs and symptoms of exposure, such as eye irritation, nausea, dizziness, etc., and whether or not the substance is carcinogenic. Emergency and first aid procedures are also outlined. Precautions for safe handling and use, including what to do if the substance spills or leaks; how to dispose of the substance; equipment needed for cleaning up spills and leaks; proper storage and handling; and any other necessary precautions. Control measures will lessen your exposure to the materials. This section outlines the personal protective equipment, clothing, respirators, and ventilation that should be used when handling the substance. Special work or hygiene practices are also outlined. For the Right-to-Know Standard to be effective, you must:
  • Respect all warnings and precautions – don’t take any chances!
  • Read all substance labels and MSDS sheets
  • Follow warnings and instructions
  • Use the correct personal protective equipment when handling hazardous substances
  • Know in advance what could go wrong and what to do about it
  • Practice sensible, safe work habits
  • Ask your supervisor, when in doubt
Quiz: Hazard Communications
The most serious signal word is:
Question 29
If you want to know what will happen when a substance mixes with water, what information category on the MSDS sheet should you look under?
precautions for safe handling and use
Question 30
Employers are responsible for reading labels and MSDS sheets so that employees do not have to worry about them.
Question 31
Which of the following should be considered when dealing with hazardous materials?
storing materials
handling materials
using materials
all of the above
Question 32
Why was OSHA’s Right-to-Know regulation developed?
to protect you on the job
to help fire department officials recognize potential problems with chemicals
to enforce stricter penalties of those companies in non-compliance
Question 33
For the Right-to-Know Standard to be effective, you must:
ignore warnings on labels
try to avoid chemicals altogether
practice sensible, safe work habits
Question 34
Topic: Incident/Accident Reporting Procedures At some time during your employment at the H-F Park District you may have to deal with an accident or incident. The accident/incident could be as small as a minor scratch that needs a Band-Aid or as major as a patron death. The district has reporting procedures in place to assist you with handling these occurrences. Employees must report to their Supervisor any injuries, accidents, or property damage caused by or to employees or visitors. Notification should take place immediately following the accident or incident, but should not interfere with providing emergency care to the individual. In other words, if 911 needs to be called, call 911 first, then the supervisor. The park district has a general procedure to follow for handling accidents and incidents, however, please remember that there is no single correct procedure to follow when an accident occurs. Often you will have to use your best judgement considering the specific situation. The district encourages you to make the best decision considering the circumstances at hand and will support you in those decisions. In the case of very minor injuries (cuts, scratches) you may administer minimal first aid, such as ice packs and Band-Aids. If the accident is more severe, it is recommended that you follow the following procedure:
  1. If the injury is to a child, contact the child’s parents and inform them of the nature of the injury and request that they pick up the child.
  2. If the person needs medical attention, call the paramedics (911). Notify the parents if it is a child. Whenever a child is taken for medical attention, always register them in the name of the parent. When talking with parents, be calm and reassuring.
  3. If the person or parents inquire whether the Park District will pay for the medical bills, advise them to call the Superintendent of Finance at 708-957-0300.
  4. Once the person has been adequately cared for, call your supervisor and inform them of the accident. If, in your opinion, the accident/incident is serious, call the Business Manager.
  5. Complete the Accident/Incident Form.
  6. If an accident investigation is likely, consider the following:
    • identify sources of evidence and preserve evidence
    • note position of people/equipment during and after accident
    • find and identify witnesses
    • protect and save physical evidence
    • take pictures if possible
    • gather training records, maintenance logs, work schedules, inspection records, etc.
    • provide any additional information as necessary
  7. Direct all inquiries to the Superintendent of Finance at 708-957-0300.
Quiz: Incident/Accident Reporting Procedures At some time during your employment you may have to deal with a patron injury?
Question 35
If you are dealing with a severe injury who should you call first?
your supervisor
the Superintendent of Finace
the newspaper
Question 36
If an injured patron asks you who will pay their medical bills, the proper answer is:
the Park District
no one
refer the person to the Superintendent of Finance
I don’t know
I will
Question 37
Employees may tell a patron after an incident:
“It was all my fault.”
“I didn’t see a thing.”
“I don’t know for sure, but I’m pretty sure the park district will pay.”
“Your kid was running too fast.”
none of the above
Question 38
Topic: Child Abuse Reporting Act As required by Illinois State Statute, recreation professionals are considered mandated reporters of child abuse and neglect. As mandated reporters, it is essential to understand what constitutes abuse and neglect. Definition of abuse and neglect - What is abuse? What is neglect? Physical Abuse as defined by the Illinois Abused and Neglected Child Reporting Act (ANCRA), occurs when a parent or a person responsible for the child’s welfare:
  • “inflicts, causes to be inflicted, or allows to be inflicted upon such child physical injury, by other than accidental means, which causes death, disfigurement, impairment of physical or emotional health, or loss or impairment of any bodily function”. Such common injuries include bruises, human bites, bone fractures, and burns.
  • “creates a substantial risk of physical injury” likely to have the physical impacts listed above. Examples in DCFS allegation definitions include such incidents as choking or smothering a child, shaking or throwing a small child, and violently pushing or shoving a child into fixed objects. Other circumstances include incidents of domestic violence in which the child was threatened, violations of orders for the perpetrator to remain apart from the child, and a history of past sexual abuse which may place other children at risk.
  • “acts of torture” which is defined by DCFS as “deliberately and/or systematically inflicting cruel or unusual treatment which results in physical or mental suffering”.
  • “inflicts excessive corporal punishment” is included in ANCRA, but is not specifically further defined by DCFS. However, bruises inflicted on a child, especially a young child, are usually considered as meeting this definition.
  • “commits or allows to be committed the offense of female genital mutilation”.
  • “causes to be sold, transferred, distributed, or given to such child under 18 years of age, a controlled substance” (i.e. illegal drugs) except when prescribed by a physician.
Sexual abuse occurs when a person responsible for the child’s welfare commits any of the following acts:
  • sexually transmitted diseases are by DCFS definition “diseases which were acquired originally as a result of sexual penetration or conduct with an individual who was afflicted”.
  • sexual penetration includes any contact between the sex organ of one person and the sex organ, mouth, or anus of another person. Typical acts include vaginal, oral and anal sex.
  • sexual exploitation is defined by DCFS as “sexual use of a child for sexual arousal gratification, advantage, or profit”. This includes such acts as explicit verbal enticements, child pornography, self masturbation in the child’s presence, and forcing a child to watch sex acts.
  • sexual molestation is defined by DCFS as “sexual conduct with a child when such contact, touching, or interaction is used for arousal or gratification of sexual needs or desires”. Examples include fondling a child or having the child touch the perpetrator sexually. (DCFS Procedures 300.Appendix B)
For both physical and sexual abuse, parents and caretakers are charged with the responsibility to take reasonable steps to stop abuse. If they do not, they may be charged with abuse themselves. Neglect occurs when a person responsible for the child deprives or fails to provide the child with adequate food, clothing, shelter, or needed medical treatment. Neglect is also alleged when an adult provides inadequate supervision of a child. This can occur when children are left either unsupervised or in the care of someone unable to supervise due to his/her condition. Children can suffer injuries that are the result of “blatant disregard” and are considered neglect. According to DCFS: “Blatant disregard is a situation in which the risk of harm to a child is so imminent and apparent that it is unlikely that any parent or caretaker would expose the child to such without taking precautionary measures to protect the child.” (DCFS Proc.300 App.B) How Do You Report Child Abuse? You are required to report or cause a report to be made to the DCFS child abuse Hotline number (1-800-25A-BUSE) whenever there is reasonable cause to believe that a child known in your professional or official capacity may be abused or neglected. There is no charge when calling the Hotline number and the Hotline operates 24-hours per day, 7 days per week, 365 days per year. To access and print off the Manual for Mandated Reporters go to the following website: http://www.state.il.us/dcfs/docs/MANDATED2002.pdf Quiz: Child Abuse Reporting Act
If a parent knows about physical abuse, they can be charged with abuse if they do not take reasonable steps to stop the abuse.
Question 39
Malnourishment is an example of:
physical abuse
sexual abuse
Question 40
Employees of the HFPD are considered _________ reporters of child abuse and neglect.
This is a trick question – employees should not be expected to know the signs of child abuse and neglect.
Question 41
Exposing children to imminent risk is considered:
blatant disregard, a category of neglect
blatant disregard, a category of physical abuse
something that would never happen
something that should not be reported
Question 42
Topic: Emergency Response Plans Weather
  1. Notification of Watch (thunderstorms or tornado watch) - Continue normal activity but watch for threatening conditions and listen to radio for latest weather service warnings.
  2. Notification of Warning - Take immediate action to direct participants and staff to go to safe place. Follow specific plan for your facility.
  3. Do NOT send participants who are minors home at any time until contact is made with parents or guardians.
  4. General Rules During Tornado Conditions:
    • The southwest corner of a structure is generally the worst place due to intensity of the winds.
    • Any object can become a deadly missile during a tornado.
    • Do not send children home on their own during a tornado warning. Avoid glass areas; especially windows and doors on outside areas.
    • Avoid long halls; they tend to serve as wind tunnels.
    • Avoid long roof spans; such as in multi-purpose rooms.
    • Those in charge of a group must try to keep others as calm as possible.
    • It is recommended that someone who can make quick, reasonable decisions is designated as group leader.
    • People should be sitting with face to wall with head down, knees up and arms protecting body and head.
Fire - Basic Action
  1. Get people to safety.
  2. Call Fire Department.
  3. Be ready to assist Fire Department with information.
Utility Failure - Basic Action
  1. All facilities - staff will obtain emergency equipment box and use flashlights and battery radio.
  2. Take steps to calm all participants and proceed with quiet activities.
  3. If power failure is just in building, contact the office and then call parents of young participants and send adults home.
  4. Call Northern Illinois Gas and Commonwealth Edison:
    • If gas or burning odor detected, evacuate the building immediately.
    • If power failure is area wide, continue quiet activities and contact parents of young participants.
Bomb Threat - Procedures
  1. Person taking telephone threat: (take them seriously)
    • Get as much specific information as possible and write it down immediately.
    • Listen to the caller's voice, tone, background, and write down any specific informative clues.
    • Understand and respond to the caller.
    • Alert your immediate supervisor, then notify your Department Head and Director. Then call Homewood or Flossmoor Police.
  2. Management Team: (at least one supervisor and administrator)
    • Will make the decision to evacuate or not. If any doubt, evacuate to protect employees and customers. At least 300' from building.
    • Select staff inspection team. This is totally voluntary and will not effect any employee's employment status. Criteria in forming the inspection team: (a) must be over 18 years of age; (b) full-time staff will be given preference over part-time staff.
    • Management team will work in conjunction with Homewood or Flossmoor Police.
    • Keep customers and staff posted as to progress.
  3. Facility Inspection:
    • Divide facility into regions and assign groups to inspect each area.
    • Inspection teams report back to management team after their area has been inspected.
    • During the inspection, particular attention should be given to: something out of place or that does not belong in ceiling areas, restrooms, crawl spaces, electrical areas & boxes, plumbing areas & fixtures, utility rooms, closets, boiler rooms, office areas, stairway areas, fuel or gas valve areas, suspicious parcels or people. Look for anything out of the ordinary.
  4. Suspicious parcel/item found:
    • Clear the area
    • Notify Management Team
    • Police Department Personnel and trained bomb team will take over at this point.
Quiz: Emergency Response Plans  
When receiving a bomb threat over the telephone, in what order should you notify authorities?
department head and director, immediate supervisor, police
police, immediate supervisor, department head and director
immediate supervisor, department head and director and then police,
Question 43
The southeast corner of a building is generally the worst place to go during a tornado.
Question 44
During a tornado watch, you should:
immediately send everyone home
continue with activities, but monitor the radio for changes in condition
direct participants and staff to go to a safe place
Question 45

If you find a suspicious parcel,

open the item to see what is inside
run away
notify management and clear the area
scream as loud as you can
none of the above
Question 46
Topic: Statements of Admission All employees are expected to act and conduct themselves at all times in the best interest of the park district. When an accident occurs, no matter how insignificant it may seem to be, it is of the utmost importance never to presume or admit guilt or fault of any kind. Employees should never speculate on the cause(s) of the accident or injury or discuss any facts of the accident. Employees should cooperate with investigating authorities and with any investigation conducted by or on behalf of the park district. Any and all questions relating to an accident involving park district property and/or personnel should be promptly directed to a department head, the Business Manager or an park district spokesperson. Quiz: Statements of Admission Employees should never speculate on the cause(s) of the accident or injury or discuss any facts of the accident.
Question 47
If a H-F Chronicle Newspaper reporter wants you to give an eyewitness account to an accident that you just witnessed on park district property, you should:
ignore the reporter
tell everything you know
refer the reporter to a park district spokesperson
Question 48
Topic: Lifting Employee Safety Back belts are available for lifting and should be used for any strenuous lifting. Employees with prior/ongoing back injuries must wear the belt provided when lifting over 25 pounds. Pre-Employment Physicals It is the policy of the Park District to require pre-placement physicals after an offer of employment has been made for all new full-time employees and certain part-time positions requiring heavy or continuous lifting or other rigorous physical activities. The exam should take place prior to the first day of employment. The examining physician will have a copy of the physical requirements of the job prior to the examination. The Park District shall maintain a relationship with a physician or occupational health clinic to provide the examinations. Quiz: Lifting
Employees with prior/ongoing back injuries must wear the belt provided when lifting over _____ pounds.
Question 49
Lift with your back, not your knees!
Question 50
Topic: Harassment The Park District is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that prohibits discriminatory practices, including harassment. Therefore, the Park District expects that all relationships among persons in the workplace will be business-like and free of bias, prejudice and harassment. It is the responsibility of each and every employee, officer, official, park commissioner, agent, volunteer, and vendor of the Park District as well as anyone using the Park District's facilities, to refrain from sexual and other harassment. The Park District will not tolerate sexual or any other type of harassment of or by any of its employees and elected officials. Actions, words, jokes, or comments based on an individual's sex, race, national origin, age, religion, or any other legally protected characteristic will not be tolerated. This policy should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in business or work-related social activities or discussions in order to avoid allegations of harassment. The law and policies of the Park District prohibit disparate treatment on the basis of sex or any other protected characteristic, with regard to terms, conditions, privileges and prerequisites of employment. The prohibition against harassment, discrimination and retaliation are intended to complement and further these policies, not to form the basis of an exception to them. Two Types of Harassment Sexual harassment may occur whenever there are unwelcome sexual advances, requests for sexual favors, or any other verbal, physical, or visual conduct of a sexual nature when:
  • Submission to the conduct is made either implicitly or explicitly a condition of the individual's employment;
  • Submission to or rejection of the conduct is used as the basis for an employment decision affecting the harassed employee; or
  • The harassment has the purpose or effect of interfering with the employee's work performance or creating an environment that is intimidating, hostile, or offensive to the employee.
Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include, but are not limited to: unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering; catcalls or touching; insulting or obscene comments or gestures; display or circulation in the workplace of sexually suggestive objects or pictures (including through e-mail); and other physical, verbal or visual conduct of a sexual nature. Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, sex, age, national origin, disability or any other characteristic protected by law or that of his/her relatives, friends or associates, and that: (i) has the purpose or effect of creating an intimidating, hostile or offensive work environment; (ii) has the purpose or effect of unreasonably interfering with an individual’s work performance; or (iii) otherwise adversely affects an individual’s employment opportunities. Harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes and display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group (including through e-mail). Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, professional conferences, business meetings and business-related social events. Reporting Procedures and the Investigation The Park District strongly urges the reporting of all incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment or discrimination. Therefore, while no fixed reporting period has been established, the Park District strongly urges the prompt reporting of complaints or concerns so that rapid and constructive action can be taken. The availability of this reporting procedure does not preclude individuals who believe they are being subjected to harassing or discriminatory conduct from promptly advising the offender that his or her behavior is unwelcome and requesting that it be discontinued. If you experience or witness harassment or discrimination of any kind, you should deal with the incident(s) as directly and firmly as possible by clearly communicating your position to the offending person, your immediate supervisor, your department head, and/or the Director. You should also document or record each incident (what was said or done, by whom, the date, time and place, and any witnesses to the incident). Written records such as letters, notes, memos, e-mails, and telephone messages can strengthen documentation. It is not necessary that the harassment be directed at you to make a complaint. Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The Park District will make every reasonable effort to conduct an investigation in a responsible and confidential manner. However, it is impossible to guarantee absolute confidentiality. The investigation may include individual interviews with the parties involved, and where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. The Park District reserves the right and hereby provides notice that third parties may be used to investigate claims of harassment. You must cooperate in any investigation of workplace wrongdoing or risk disciplinary action, up to an including termination. The Park District will determine what constitutes harassment, discrimination or retaliation based on a review of the facts and circumstances of each situation. Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling and/or disciplinary action such as warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay or termination, as the Park District believes appropriate under the circumstances. Retaliation is Prohibited The Park District prohibits retaliation against any individual who reports discrimination or harassment, participates in an investigation of such reports, or files a charge of discrimination or harassment. Retaliation against an individual for reporting harassment or discrimination, for participating in an investigation of a claim of harassment or discrimination, or for filing a charge of discrimination or harassment is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Harassment Allegations Against Non-Employees/Third Parties If you make a complaint alleging harassment or discrimination against an agent, vendor, supplier, contractor, volunteer or person using Park District programs or facilities, the Director will investigate the incident(s) and determine the appropriate action, if any. The Park District will make reasonable effort to protect you from further contact with such persons. Please recognize, however, that the Park District has limited control over the actions of non-employees. All employees are encouraged to report incidents of harassment, regardless of who the offender may be or whether or not you are the intended victim. False and Frivolous Complaints Given the possibility of serious consequences for an individual accused of sexual harassment, complaints made in bad faith or otherwise false and frivolous charges are considered severe misconduct and may result in disciplinary action, up to and including dismissal. Quiz: Harassment
Sexual harassment includes:
sexual jokes and innuendo
unwanted sexual advances
suggestive pictures distributed through email
all of the above
Question 51
If you feel you are being harassed, you should not directly confront the offender.
Question 52
Any employee found to have been engaging in harassment may be terminated.
Question 53
An employee can report harassment even if he or she is not the intended victim of the harassment.
Question 54
If a harassment claim is found to be in bad faith or is otherwise false,
the claimant would be given a slap on the wrist
the claimant could be given severe disciplinary action
the claimant would be forced to apologize
Question 55
Which of the following is not considered a protected characteristic?
Question 56
Topic: Communicable Diseases Procedures Because other infections in addition to the HIV virus, the Hepatitis B Virus and AIDS can be present in blood, non-intact skin, exposed body tissue, excrement or other body fluids, the following routine procedures are required when handling blood (e.g. cleansing of and applying first aid to open wounds, stopping a nose bleed), excrement or urine (cleaning up "potty accidents" of young children), or other body fluids. It is to be emphasized that these procedures are required for all persons, not just those who may be infected with the AIDS virus or other infectious diseases. Precautionary procedures for handling blood and body fluids should be predicated on the assumption that all blood/body fluids are infectious. These procedures should be followed and enforced routinely.
  • Hand washing is the most important technique for preventing the spread of disease. Hand washing should be done frequently by staff, volunteers, and participants and is required before and after food preparation, after toileting, after contact with any body fluids, etc. Where soap and water is not available, antiseptic towelettes or handiwipes may be used, followed as soon as possible by washing with soap and water.
  • Disposable gloves which are impervious to blood must be worn. Such gloves should be immediately available for use in areas where need is most predictable (first aid kits, near changing tables in day-care facilities, etc.). Care should be taken to avoid any bodily contact with blood or other body fluids of other persons. In particular,exposure of open skin lesions or weeping dermatitis or mucous membranes to blood or body fluids should be avoided. Even though gloves are used, hands must be washed with soap and water immediately and thoroughly after the gloves are removed.
  • Soiled surfaces and recreational materials of any kind (including e.g. van/bus seats, exercise mats, changing tables, etc.) should be promptly cleaned with disinfectants such as household bleach (diluted 1 part bleach to 10 parts water). Bleach should not be placed directly on large amounts of protein matter (urine, stool, blood, sputum, etc.) in order to protect the employee from noxious fumes. Therefore, large quantities of bodily waste of fluids should be picked up prior to disinfecting. If a mop is used, it should be rinsed in the disinfectant. These surfaces should be routinely cleaned and disinfected at the end of each work shift.
  • Disposable towels or tissues should be used whenever possible. After use they should be saturated with the disinfectant and disposed of in plastic bags rather than unlined containers.
  • When wiping up, emptying regular trash or washroom waste or sanitary napkin containers, or cleaning up sharp object (i.e., broken glass) employees must wear non-sterile, puncture resistant gloves.
  • Employees should avoid placing their hands in trash or waste containers in order to "pack down" the trash and should otherwise handle trash with care. Puncture-proof or puncture-resistant gloves should be worn when emptying trash or garbage receptacles.
  • All cuts and open wounds should be covered following basic First Aid procedures. Protective coverings, bandaids, bandage, etc. should be worn by all staff, volunteers or participants and provided by the Homewood-Flossmoor Park District. Staff and volunteers are responsible for providing protective coverings to participants who have open lesions.
  • Sharing of personal items, such as combs, brushes, toothbrushes, lipstick, etc. should be avoided. Whenever possible, disposable item, i.e., cups and utensils, should be provided and not be shared by others.
  • Disinfectant should be stored in a safe area that is inaccessible to participants. Note: Material Safety Data Sheets (MSDS) should be maintained for each disinfectant.
  • Documentation of incidences of contact with blood or other body fluids should be made whether or not a participant or employee is known to have a communicable disease.
  • Hand soap and disposable towels or tissues and gloves should be available at all facilities.
Cleaning up Blood or Other Body Fluid Spills
  1. In situations where bleeding due to lacerations, cuts, etc. must be immediately controlled, first aiders should provide patients with compress material and encourage them to administer self-help through direct pressure on their wound(s).
  2. Wear disposable gloves which should be discarded following cleanup. When disposable gloves are not available or unanticipated contact occurs, wash hands and other affected areas with soap and water immediately after contact.
  3. Clean and disinfect soiled area immediately using paper towels, soap and water.
  4. Disinfect area with 70%-90% isopropyl alcohol solution, or 1 to 10 chlorine bleach solution.
  5. Rinse clothing soaked with body fluids and place in a plastic bag to be sent home.
  6. Place soiled sanitary napkins in plastic bags, secure and dispose.
  7. Place paper towels and disposable gloves in plastic bags and dispose of same.
  8. Wash hands and other skin that may have come in contact with body fluids thoroughly with soap and water or other antiseptic hand cleanser of flush eyes or other mucous membranes with water, immediately or as soon as following contact of such body areas with blood, body fluids or other potentially infectious materials.
Food Handling
  1. Maintain a clean area in the kitchen for serving food.
  2. Utensils should be washed, rinsed and sanitized prior to food preparation.
  3. Maintain a separate area of the kitchen for cleanups.
  4. All leftover food, dishes, and utensils should be treated as if they were contaminated.
  5. Pour liquids into sink drains.
  6. Place disposable dishes in plastic-line, covered waste receptacles.
  7. Rinse dishes and utensils with warm water before placing them into dishwashers.
  8. Rinse recyclables (cans, bottles, etc.) prior to placing in recycle bins.
  9. Clean sinks, counter tops, tables, chairs, trays and other areas; follow up by applying an approved disinfectant.
  10. Wash hands prior to removing clean dishes from the dishwasher or from cabinets.
  1. Use latex gloves when handling soiled items.
  2. Launder diapers or other items soaked with body fluids separately.
  3. Pre-soak heavily soiled items.
  4. Follow manufacturer's directions for detergent use.
  5. If the material is bleachable, add 1/2 cup of household bleach to wash cycle.
  6. If the material is not colorfast, add 1/2 cup non-chlorine bleach to wash cycle.
  7. Use hot cycle on washer and dryer.
  8. Clean laundry carts when soiled linen is washing before using for clean linen.
  1. Use preferred equipment for diapering such as a changing table, hand washing facility, disposable baby wipes, plastic bags, covered receptacle (especially for cloth diapers), disinfectant, and personal protective equipment.
  2. Wash hands in all cases of diapering.
  3. Put on latex gloves.
  4. Remove soiled diaper and place in appropriate receptacle. Disposable plastic bags should be removed once per day.
  5. If other clothing is soiled, remove, rinse and place it directly in a plastic bag that is marked with child's name, secured and sent home at the end of the day.
  6. Cleanse the genitals, perineum and buttocks with disposable baby wipes or soap and water.
  7. Rinse well and dry skin prior to applying a clean diaper.
  8. Wash the child's hands and then your own hands.
  9. Wear disposable latex gloves to rinse and wring out cloth diapers in the toilet.
  10. Report abnormal conditions (blood, etc.) to administration so that parents and health professionals can be properly notified.
Cleaning of Equipment
  1. Wash all toys with soap and water and rinse thoroughly as needed. Toys that participants put into their mouths should be washed after each use and should not be shared.
  2. Clean all equipment such as mats, wedges, feeding chairs, etc., with soap and water as needed.
  3. Use disinfectant solution to clean equipment when contact with blood or other body fluids has been made.
  4. Clean cooking equipment thoroughly using soap and hot water.
Use of Microshields or Respirators for CPR The microshield or respirator is designed to prevent direct physical contact between the rescuer and victim. This equipment shall be provided by the Homewood-Flossmoor Park District under conditions where staff/volunteers may be required to administer CPR or artificial respiration.
  1. Follow instructions for use that are provided with the mouthpiece.
  2. Instructions will be in the package or within the confines of the first aid kit.
  3. Discard microshields or respirators after use.
  4. Wash hands immediately or as soon as possible after removal and disposal of equipment for CPR or artificial respiration.
Unless first aid is specific to a job description (i.e., Park Police, lifeguard, health club supervisor) park and recreation employees should understand that the care which they provide is purely from a moral standpoint, and that they are regarded as "Good Samaritans" in doing so. Quiz: Communicable Diseases
What is described as the most important technique for preventing the spread of diseases?
using disposable gloves
using disposable towels
never share personal items
Question 57
When cleaning up blood or other body fluid spills...
rinse clothing soaked with body fluids and place in a plastic bag
disinfect the area with bleach
inform your supervisor of the situation
never clean up
Question 58
CPR might be considered part of the job description in all of the following occupations except:
park police
day care attendant
health club supervisor
Question 59
Avoid sharing each of the following personal items except:
Question 60
When handling food and considering the spread of communicable diseases, it is important to:
wash hands prior to removing clean dishes
boil all water before cooking
make sure to recycle
clean all silverware twice a day
Question 61
Topic: Behavior Management All participants are expected to exhibit appropriate behavior at all times. The following guidelines have been developed to help make children’s programs safe and enjoyable for all participants. Additional rules may be developed for specific programs as deemed necessary by staff. The park district insists that all participants comply with a basic behavior code. All participants shall:
  1. Show respect to all participants, staff, and volunteers. Participants should follow program rules and take direction from staff.
  2. Refrain from using abusive or foul language.
  3. Refrain from threatening or causing bodily harm to self, other participants, or staff.
  4. Show respect for equipment, supplies, and facilities.
  5. Not possess any weapons.
Discipline A positive approach will be used regarding discipline. Staff will periodically review rules with participants during the program session. If inappropriate behavior occurs, a prompt resolution will be sought specific to each individual situation. The agency reserves the right to dismiss a participant whose behavior endangers his or her own safety or the safety of others. Procedures Upon registration or entry into the program, the parent/guardian should be solicited for any information regarding special accommodations needed for the participant. If any of these special accommodations are behavior related, the parent/guardian should be contacted for information about any behavior modification programs in place at school or home. Attempts should be made to utilize these in the program. Also, the inclusion coordinator from the Special Recreation Association (SRA) should be contacted for guidance. Documentation should be maintained regarding any problem behaviors, special accommodations, and behavior modification programs. If the participant exhibits inappropriate actions, the following guidelines should be followed:
  1. Program leaders should determine the severity of the action and immediately take steps to correct it. These may include but are not limited to: • A verbal warning. • A supervised time-out from the program. (Most experts agree that a minute per year (of age) is a good rule of thumb for time-outs). The type of time-out may vary according to the situation (observational: from sidelines of activity; exclusion: away from the group but within view of the activity; seclusion: time-out area with staff member present away from view of the activity). If physical restraint is used to protect against injury, the time-out should be documented on a conduct report. Any conduct report made should be given to the full-time supervisor. • A suspension from the program for a designated time period. When determining the timeframes of suspension, staff should consider the severity of the actions; the length of the program or activity; any past behavior issues with the individual; and willingness to improve their inappropriate behavior. • Dismissal from the program or activity. If inappropriate behavior persists or the behavior completely disrupts a program, removal from the program or activity may be necessary. Once again, the agency reserves the right to dismiss a participant whose behavior endangers his or her own safety or the safety of others.
  2. If a participant receives a time-out or a suspension, the supervisor of the program should contact the parent/guardian. The supervisor should explain the inappropriate actions that were observed by the staff. Documentation is strongly recommended.
  3. Communication between staff and parent should be ongoing regarding any further incidences of inappropriate behavior. Some other options may be discussed with the parent/guardian including: • Transfer to another program where inappropriate behavior may be less prone to occur. • Limited/reduced timeframe that participant is allowed to attend the program.
  4. Appeals by the participant and/or participant’s parent/guardian should be directed to the Executive Director or the Superintendent of Recreation.
When to contact the police:
  • If a participant makes a direct threat of hurting himself, call the parent/guardian immediately. If a parent/guardian is not available, call the police.
  • If a participant becomes overly aggressive and violent, call the police.
  Quiz: Behavior Management
Which of the following would not be a good rule for behavior at the H-F Ice Arena during open skate?
Roughness, excessive speeding or weaving through other skaters is forbidden.
No one is permitted on the ice without skates.
All pets should be kept on a leash with the skater.
Question 62
If inappropriate behavior persists, or completely disrupts a program, _______ may be the necessary form of discipline for the participant.
a time-out
Question 63
Most experts agree that ______ per ______ is a good rule of thumb for determining length of time-outs.
one minute, year of age
one hour, day
three minutes, year of age
Question 64
An employee should contact the police first if a participant threatens to harm himself.
Once you are finished, click the button below. Any items you have not completed will be marked incorrect. Get Results
There are 64 questions to complete.