Zorg & Welzijn
Met Noord Holland Zorg

Toegankelijke zorg voor iedereen.

Zorg & Welzijn met NH Zorg

De beste zorg staat aan uw zijde...

Begeleiding

Passende hulp bij u thuis

Mantelzorg










Ondersteuning

Voorkom overbelasting.

Huishoudelijke hulp

Een schoon en opgeruimd huis

Particuliere Thuiszorg

Méér dan u krijgt vergoed

Over NH Zorg

NH Zorg is  een multiculturele thuiszorgorganisatie in Noord-Holland die zich richt op professionele zorg in de vertrouwde omgeving van de klant. Wij bieden thuiszorg aan op maat. Van intensieve verzorging tot huishoudelijke ondersteuning, wij passen onze zorg altijd aan op uw wensen.

NH-Zorg biedt thuiszorg aan voor iedereen in Noord-Holland die het nodig heeft. Afkomst, religie en levenswijze speelt voor ons geen rol. Onze medewerkers zijn altijd betrokken, betrouwbaar en professioneel met onze klanten.

Gevestigd in Zaandam maar bieden zorg aan door heel Noord Holland!

See below our Terms and Conditions, Privacy Statements Etc.

Obligation to verify

The obligation to verify is a new element that has been included in the Care Quality, Complaints and Disputes Act. ‘Assuring’ literally means to assure. If we hire staff from Noord Holland Zorg, we will first investigate whether this employee poses a danger to clients. What we further investigate before hiring an employee is whether past functioning does not in any way impede the provision of good care. We as care providers of Noord Holland Zorg are therefore obliged to check the employment history of every employee.

Freedom-restricting measures For psychogeriatric clients, it is possible that freedom-restricting measures are applied as part of the care (life) plan. There is no emergency or coercive treatment. The motive for applying is to avert or prevent (serious) danger or risk.

We at Noord Holland Zorg can only limit the freedoms of a client who has been admitted to hospital:

-To prevent the client’s health from being seriously endangered.

-To prevent the client from doing something criminal.

-To keep order in the hospital.

In doing so, the client should be burdened as little as possible. For example, if a client is not allowed to go outside alone, fixed times can be agreed at which the client goes outside with a supervisor. We at Noord Holland Zorg must then stick to those agreements, or inform the client in time if it does not work out.

We want clients to whom Noord Holland Zorg provides care to be satisfied with this. We also find it important that our employees enjoy their work. The way in which everyone interacts with each other is decisive for this. Noord-Holland Zorg wants this code of conduct to be more than a paper tiger. That is why this code of conduct is also placed on the website, so that it is known to our clients and cooperation partners.

In addition, a copy of the code of conduct will be issued to employees and clients of Noord-Holland Zorg. All employees, clients and business partners must adhere to this code of conduct in their relationship with or on behalf of the organization. When situations arise where there are differences of opinion about the standards and values ​​​​stated in this code of conduct, these can always be discussed with the direct supervisor.

The goals of this code of conduct are:

• Monitor and maintain the good image of our organization.

• Being seen as a good employer.

Protecting the employee. Combating and preventing aggression, racism, ageism, discrimination in the

general sense, (sexual) harassment.

The following principles emerge here: 

Integrity Respect Loyalty.

Status

This code of conduct has been elaborated on the basis of a number of statutory provisions. The code of conduct has been elaborated on the basis of a number of statutory provisions. The code derives a legal status from this. The rules described here in this code of conduct are based on the CAO-WT, the Working Conditions Act, articles from the Civil Code and the articles from the Criminal Code.

Scope

This code of conduct is intended for all employees, trainees, clients and collaborating parties. This code of conduct is accessible to all parties.

Code of Conduct Respect and Equality; NH-Zorg believes it is important that its clients can shape their lives as much as possible in the way they want. The employees will support the clients in this based on their expertise. Together we strive as much as possible for agreement with respect for the choices that are made.

working is the opricors and clients.

Demand-oriented and experience-oriented working is the task of our employees, every day again. This does not only apply to the contact between employees and clients. It also guides the contact between employees and others with whom NH-Zorg maintains a relationship.

This working method is regularly discussed during the team meeting. This subject is discussed in training and courses. During the evaluation and performance interviews, it is checked whether this is being pursued properly and whether there is a need for improvement.

Demand-oriented and experience-oriented working is typical of NH-Zorg. A lot is then possible, also in the way in which each other is treated. However, every freedom has its limits. This also applies to manners. If someone does not follow these rules, measures can be taken. In exceptional situations, this could even lead to

dismissal (employee) or termination of the care agreement (client).

To avoid misunderstandings and to show that NH-Zorg adheres to certain standards and values, a description of what is expressly prohibited follows below. These guidelines indicate the limits of permissible behaviour.

Discrimination Any form of discrimination based on religion, belief, political opinion, race, colour, physical or mental disability, nationality, gender, sexual preference or on any other ground is not allowed.

Intimidation Swearing, using discriminatory language or speaking with a raised voice is prohibited. Physical expressions such as growing tall, annoyingly getting in the way or chasing are also not accepted. This also applies to making threats. Furthermore, pawing is prohibited, as is harassment. In this context, one can think of continuous telephone calls or excessive sending of text messages or e-mails.

Sexual harassment Any unwanted attention of a sexual nature, which is expressed in verbal, physical or non-verbal behaviour, which can be intentional or unintentional and which is experienced as unwanted and unpleasant by the person(s) being confronted with it , is forbidden.

Conflict of Interest Any action that may cause a conflict of business and private interests should be avoided in order to avoid a conflict of interest. This rule implies that, without personal interest, one must act reliably and professionally.

Theft

• In the event of theft of company or client property, notification

to be made to the immediate supervisor.

A report has been filed and a police investigation is underway.

• During the investigation, an employee is placed on non-active status, initially for the

duration of three weeks. Depending on the outcome of the investigation, it will be determined which measures will be taken.

Clothing

While working at NH-Zorg, there are dress codes that employees must comply with. You are the business card of the company. It is not allowed to wear offensive clothing during work. Offensive piercings and tattoos should be hidden under clothing. Employees are expected to dress appropriately and representatively for the position. This means that one wears clean and unworn clothes.

Other rules of conduct The following rules of conduct also apply to employees who work for clients:

• Smoking is prohibited.

• It is prohibited to take or use drugs.

• With a blow, stab or firearm or anything that can serve as such, the home of

a client cannot be entered.

Code of Conduct Responsible: Management

Clients When an NH-Zorg employee is confronted with sexual intimidation, discrimination, racism, aggression or any other form of intimidation at or by a client, he/she has the right to immediately interrupt the work for this client without this being an urgent reason. for dismissal within the meaning of Section 7:678 of the Dutch Civil Code.

If this is the case, this must also be reported to the direct supervisor. The employee has the right to refuse placement with the client concerned again if one of the above points has been reported.

In conclusion This document is about behaviour, about norms and values ​​and about measures that can be taken. Fortunately, there is rarely any question of unacceptable behavior. These are exceptional situations. Nevertheless, NH-Zorg believes it is important to be clear about this with a view to the safety of clients, their relations and employees. Let’s deal with each other in a question-oriented and respectful way. Then a lot is possible.

Complaints or expression of dissatisfaction

It may be that you as a client are not satisfied with the care or support you receive. It is also possible that an event occurs that you are not satisfied with and that you want to discuss this or make a report.

What exactly is a complaint?

A complaint is an expression of dissatisfaction with the care, support, service or the persons/care providers you deal with as a client. Things are not going as expected, you may feel unfairly treated.

How and where can you submit a complaint or expression of dissatisfaction?

Your complaint or expression of dissatisfaction can be made in person, by telephone, in writing or by e-mail. In order to arrive at a satisfactory solution together as close as possible and as quickly as possible, you can first of all contact the care provider or the care (reporting) coordinator of the district team. You can submit a complaint or expression of dissatisfaction by sending an email to info@nhzorg.nl.

NH Zorg is registered with an external complaints committee: Click here for more information

Complaint form Fill in

If your complaint is not fully handled for you, you have the right to contact the Disputes Committee, more information about this can be found at: The Healthcare Disputes Committee

The Privacy Act’ is the Personal Data Protection Act. This is a general law that applies to all ‘Controllers’ who process (personal) data, some of which are healthcare data. Specific privacy rules that apply to personal data in healthcare run through all healthcare laws and healthcare themes.

From May 25, 2018, the General Data Protection Regulation (GDPR) will apply. The Personal Data Protection Act (Wbp) will then no longer apply. Organizations that process personal data will then have more obligations.

We as Noord Holland Zorg have access to data from our patients and clients and sometimes that data is particularly sensitive. Privacy is therefore a subject that we as a care institution Noord Holland Zorg have to deal with, whether they are independent as a self-employed person, united in a group practice or care group or working in an institution, regardless of their profession. From 25 May 2018, the General Data Protection Regulation (GDPR), previously known as the Personal Data Protection Act (Wbp), came into effect. This is an important law for privacy in healthcare.

Noord Holland Zorg takes the protection of your privacy-sensitive medical client data into account. Protecting personal data is what we North Holland Zorg 100% guarantee.

As a care institution Noord Holland Zorg, we find it very important to provide the right care to our clients.

Dit heeft tot gevolg dat we zorgvragers die een specifieke zorgvraag hebben of een bepaald gedrag vertonen niet altijd de juiste zorg kunnen bieden. Om deze reden hanteren we transparante uitsluitingscriteria.

Uitgesloten zijn zorgvragers:

Met een behoefte aan (zeer) intensieve persoonlijke begeleiding welke verder reikt dan de

aanwezige reguliere begeleiding;

Die hun huis niet meer als een veilige omgeving ervaren;

Die andere cliënten of medewerkers discrimineren;

Met totale desoriëntatie in tijd, plaats en persoon;

Met wegloopgedrag;

Die suïcidaal gedrag vertonen;

Met claimend gedrag zodat 1-op-1 begeleiding nodig is, of niet alleen kunnen zijn in de

home which manifests itself in disruptive behavior towards others;

With severe restlessness and urge to move, loss of decorum, verbal and non-verbal aggression.

Behavior that cannot be influenced by frequent positive attention;

With very intensive physical care needs;

With current (soft) drug and/or alcohol addiction;

With psychoses;

With aggression problems or sexually undesirable behavior that is unsafe for the group;

They fall under the BOPZ (Special Admission Psychiatric Hospital) Act, or in due course the

Mandatory Mental Health Care Act or Care and Coercion Act);

With serious psychiatric problems, for example requiring a closed admission.

Violence:

Als zorgprofessional worden zorgverleners regelmatig geconfronteerd met grensoverschrijdend en agressief gedrag, zowel van cliënten als van familieleden en mantelzorgers. Soms wordt agressie ingezet om een snellere behandeling af te dwingen, maar vaak komt agressie voort uit onmacht of frustratie, of past het bij het ziektebeeld. Of het nu gaat om schelden, bedreigen, intimideren of slaan, agressie heeft een enorme impact op u als slachtoffer en op de zorgverleners en mag nooit worden getolereerd.

Dat patiënten soms ongewenst gedrag vertonen, is op zich niet heel raar. Sommige mensen zijn in de war door hun ziekte. Maar ook patiënten die dat niet zijn, kunnen moeite hebben zich te beheersen. Ze zijn afhankelijk van een ander, en als ze bang of moe zijn of pijn hebben, is dat soms lastig te accepteren. Bovendien moeten ze vaak lang en veel wachten. Door al die zaken bij elkaar gaat de rek er soms snel uit.

Vaak wordt gedacht dat agressie toeneemt als je er wat van zegt. Maar dat hoeft niet zo te zijn. Alleen moet je wel weten met wat voor agressie je te maken hebt: frustratie-agressie of intimidatie-agressie. Dat bepaalt namelijk hoe je ermee om moet gaan.

Mensen kunnen agressief worden uit frustratie omdat ze bijvoorbeeld te lang moeten wachten of geen doorverwijzing krijgen. Die agressie uit zich in gescheld en veel lawaai, maar escaleert zelden in fysiek geweld. Frustratie-agressie los je het beste op door op de inhoud in te gaan. Onze zorgverleners begrijpen dit en weten hoe zij hiermee moeten omgaan. Zij laten mensen hun verhaal doen.

Verder tonen zij begrip: ‘Ik begrijp dat u lang wacht op de arts en kan me voorstellen dat u daarvan baalt.’ Luisteren, samenvatten en doorvragen. LSD.Hierdoor voelt u zich als patient ook begrepen

Patiënten die agressief zijn op een intimiderende manier, zíjn daarentegen al rustig. Zij zeggen bijvoorbeeld op een heel rustige toon dat ze wel weten hoe laat de verpleegkundige klaar is met haar werk of waar haar kinderen op school zitten. Ze kijken hoe ze reageert, zoeken waar de pijn zit en gaan dáár op door. Zo proberen ze iets gedaan te krijgen wat de verpleegkundige niet wil of mag doen. Bij intimidatie moet je juist níet op de inhoud ingaan, omdat dat in feite een beloning is voor de dader. Bij intimidatie moet je maar één ding doen: grenzen stellen.

Volgens sommige deskundigen zal agressie in de zorg nooit helemaal verdwijnen. De vraag is dus niet hoe je agressie voorkomt, wel hoe je met dat intimiderende en agressieve gedrag omgaat.

Onze zorgverleners van Noord Holland Zorg worden intern opgeleid om hier mee om te kunnen gaan.Zo weet u in ieder geval dat als er zo een situatie voorkomt bij onze zorgverleners dat zijn hier proffesioneel mee om kunnen gaan.

Heeft u een vraag?

Neem contact op

+31 75-204 06 80