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Employee Health and Safety Policy: Difference between revisions
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<p>Compliance with this policy is a term and condition of employment. UNMC employees must notify their department heads of any criminal drug statute convictions for violations occurring in the workplace no later than five (5) days after such conviction. Under the compliance provisions of the [http://www4.law.cornell.edu/uscode/41/ch10.html Drug-Free Workplace Act of 1988], UNMC shall notify the appropriate federal agency within ten (10) days of receiving notice of a criminal conviction for a violation occurring in the workplace for employees who are paid under federally-funded grants.</p> | <p>Compliance with this policy is a term and condition of employment. UNMC employees must notify their department heads of any criminal drug statute convictions for violations occurring in the workplace no later than five (5) days after such conviction. Under the compliance provisions of the [http://www4.law.cornell.edu/uscode/41/ch10.html Drug-Free Workplace Act of 1988], UNMC shall notify the appropriate federal agency within ten (10) days of receiving notice of a criminal conviction for a violation occurring in the workplace for employees who are paid under federally-funded grants.</p> | ||
==Employment Actions as Part of the Drug-free Workplace== | ==Employment Actions as Part of the Drug-free Workplace== | ||
<p>UNMC employees will be subject to disciplinary action as outlined in the [http://www.unmc.edu/hr/Proc/Perf%20Mgmt1098.htm Performance Management Procedures]. Any violation of this policy, including unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance on the UNMC campus, any criminal drug statute conviction for a violation occurring in the workplace, or working while under the influence of alcohol or a controlled substance, can result in disciplinary actions up to and including termination for cause. As a part of [ | <p>UNMC employees will be subject to disciplinary action as outlined in the [http://www.unmc.edu/hr/Proc/Perf%20Mgmt1098.htm Performance Management Procedures]. Any violation of this policy, including unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance on the UNMC campus, any criminal drug statute conviction for a violation occurring in the workplace, or working while under the influence of alcohol or a controlled substance, can result in disciplinary actions up to and including termination for cause. As a part of [https://www.unmc.edu/human-resources/_documents/forms/emp-rel/Corrective-and-Disciplinary-Action-Form.pdf Written Notice] of workplace behavior or work product, supervisors and managers may require that the employee meet with and follow recommendations made by the F/EAP staff. F/EAP recommendations, which may be required as a condition of continued employment, include the following: Completion of chemical dependency and/or psychological evaluations and compliance with recommendations Completion of an inpatient or outpatient chemical dependency treatment program Involvement in support groups such as Alcoholics Anonymous, Narcotics Anonymous, etc., follow up in the F/EAP Random blood and/or urine drug screens UNMC employees are expected to meet performance standards and comply with UNMC policies and procedures; and supervisors and managers should administer disciplinary action, up to and including termination, according to the [http://www.unmc.edu/hr/Proc/Perf%20Mgmt1098.htm Performance Management Procedures].</p> | ||
==Smoking and Other Use of Tobacco== | ==Smoking and Other Use of Tobacco== | ||
<p>Smoking and other use of tobacco by any person is not permitted on the UNMC campus or in University owned vehicles except in specifically designated smoking shelters located outside of the campus buildings, away from operable windows, doors and air intakes.</p> | <p>Smoking and other use of tobacco by any person is not permitted on the UNMC campus or in University owned vehicles except in specifically designated smoking shelters located outside of the campus buildings, away from operable windows, doors and air intakes.</p> | ||
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<p>[https://wiki.unmc.edu/index.php/Bloodborne_Pathogens_Exposure See UNMC Policy No. 2004, Bloodborne Pathogens Exposure]. UNMC employees are expected to care for HIV and other bloodborne pathogen-infected patients on the same basis as other patients. Employees may not refuse to care for a patient solely because the patient has AIDS, HIV infection, or other bloodborne pathogens. If, after education and counseling, an employee refuses to participate in the care of a patient with AIDS, HIV, or other bloodborne pathogens, appropriate employment actions, under [https://wiki.unmc.edu/index.php/Corrective/Disciplinary_Action UNMC Policy No. 1098, Corrective and Disciplinary Action] will be instituted. Employees are responsible for completing mandatory bloodborne pathogens training, if required for their individual job. Failure to complete required mandatory training may result in disciplinary action, up to and including termination. Employees who may have an infectious disease should refer to The Nebraska Medical Center/UMA infection control guidelines. An employee with an infection that could be communicated to an HIV-infected patient will be relieved of the responsibility of providing care to HIV-infected patients in a manner consistent with The Nebraska Medical Center/UMA infection control policy. UNMC provides the protective measures recommended by CDC and OSHA and educates employees in the use of such protective measures. Employees are required to follow “standard precautions” while caring for patients. [http://www.unmc.edu/infectioncontrol/ Bloodborne Pathogens Exposure Control Plan Manual and Appendices]</p> | <p>[https://wiki.unmc.edu/index.php/Bloodborne_Pathogens_Exposure See UNMC Policy No. 2004, Bloodborne Pathogens Exposure]. UNMC employees are expected to care for HIV and other bloodborne pathogen-infected patients on the same basis as other patients. Employees may not refuse to care for a patient solely because the patient has AIDS, HIV infection, or other bloodborne pathogens. If, after education and counseling, an employee refuses to participate in the care of a patient with AIDS, HIV, or other bloodborne pathogens, appropriate employment actions, under [https://wiki.unmc.edu/index.php/Corrective/Disciplinary_Action UNMC Policy No. 1098, Corrective and Disciplinary Action] will be instituted. Employees are responsible for completing mandatory bloodborne pathogens training, if required for their individual job. Failure to complete required mandatory training may result in disciplinary action, up to and including termination. Employees who may have an infectious disease should refer to The Nebraska Medical Center/UMA infection control guidelines. An employee with an infection that could be communicated to an HIV-infected patient will be relieved of the responsibility of providing care to HIV-infected patients in a manner consistent with The Nebraska Medical Center/UMA infection control policy. UNMC provides the protective measures recommended by CDC and OSHA and educates employees in the use of such protective measures. Employees are required to follow “standard precautions” while caring for patients. [http://www.unmc.edu/infectioncontrol/ Bloodborne Pathogens Exposure Control Plan Manual and Appendices]</p> | ||
==Additional Information== | ==Additional Information== | ||
<p>For additional information, contact Human Resources, Employee Relations, 559-5827, or see the [http://www.unmc.edu/hr/Proc/Hlth%20Safety1003.htm Employee Health and Safety Procedures]. [http://www.unmc.edu/hr/Proc/Hlth%20Safety1003.htm Employee Health and Safety Procedures] / [http://www.unmc.edu/hr/Proc/Perf%20Mgmt1098.htm Performance Management Procedures] / [https://wiki.unmc.edu/index.php/Bloodborne_Pathogens_Exposure UNMC Policy No. 2004, Bloodborne Pathogens Exposure Policy] / [http://www.unmc.edu/infectioncontrol/ Bloodborne Pathogens Exposure Control Plan Manual] / [ | <p>For additional information, contact Human Resources, Employee Relations, 559-5827, or see the [http://www.unmc.edu/hr/Proc/Hlth%20Safety1003.htm Employee Health and Safety Procedures]. [http://www.unmc.edu/hr/Proc/Hlth%20Safety1003.htm Employee Health and Safety Procedures] / [http://www.unmc.edu/hr/Proc/Perf%20Mgmt1098.htm Performance Management Procedures] / [https://wiki.unmc.edu/index.php/Bloodborne_Pathogens_Exposure UNMC Policy No. 2004, Bloodborne Pathogens Exposure Policy] / [http://www.unmc.edu/infectioncontrol/ Bloodborne Pathogens Exposure Control Plan Manual] / [https://www.unmc.edu/human-resources/_documents/forms/emp-rel/Corrective-and-Disciplinary-Action-Form.pdf Corrective and Disciplinary Action Form]</p> | ||