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Employee Health and Safety Policy: Difference between revisions
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<p>[[Human Resources|<span style="color: red;">Human Resources</span>]] | [[Safety/Security|<span style="color: red;">Safety/Security</span>]] | [[Research Compliance|<span style="color: red;">Research Compliance</span>]] | [[Compliance|<span style="color: red;">Compliance</span>]] | [[Privacy/Information Security|<span style="color: red;">Privacy/Information Security</span>]] | [[Business Operations|<span style="color: red;">Business Operations</span>]] | [[Intellectual Property|<span style="color: red;">Intellectual Property</span>]]</p> | <p>[[Human Resources|<span style="color: red;">Human Resources</span>]] | [[Safety/Security|<span style="color: red;">Safety/Security</span>]] | [[Research Compliance|<span style="color: red;">Research Compliance</span>]] | [[Compliance|<span style="color: red;">Compliance</span>]] | [[Privacy/Information Security|<span style="color: red;">Privacy/Information Security</span>]] | [[Business Operations|<span style="color: red;">Business Operations</span>]] | [[Intellectual Property|<span style="color: red;">Intellectual Property</span>]]</p> | ||
<p style="text-align: | <p style="text-align: left;">POLICY NO: 1003 <br />EFFECTIVE DATE: 10/17/03 <br />REVISED DATE:</p> | ||
<p style="text-align: left;">Including <a class="class3" href="http://www.unmc.edu/policy/index.cfm?CONREF=35#DrugFree"><span style="color: #0000ff;">Drug Free Workplace</span></a>; <a class="class3" href="http://www.unmc.edu/policy/index.cfm?CONREF=35#Smoking"><span style="color: #0000ff;">Smoking and Other Use of Tobacco</span></a>; and <a class="class3" href="http://www.unmc.edu/policy/index.cfm?CONREF=35#AIDS"><span style="color: #0000ff;">AIDS, HIV, and Other Bloodborne Pathogens</span></a> <span>[[Employee Health and Safety Policy#drugfree|Drug Free Workplace]]</span></p> | |||
<h2>Basis of the Policy</h2> | <h2>Basis of the Policy</h2> | ||
<p>The [http://www.unmc.edu/ University of Nebraska Medical Center] (UNMC) Employee Health and Safety Policy addresses three areas: drug-free workplace; smoking and other use of tobacco; and AIDS, HIV, and other bloodborne pathogens. The University of Nebraska desires to provide an alcohol and drug-free, healthy, safe, and secure work environment and has established a [http://www.nebraska.edu/hr/EmployeePolicyManual.pdf code of conduct] for all campuses of the [http://www.nebraska.edu/ University of Nebraska] system. UNMC is committed to the promotion of health and the prevention of disease. Smoking is a major cause of preventable diseases. UNMC protects the rights and welfare of employees, staff, students, volunteers, and patients in addressing employment concerns about AIDS, HIV infection, and other bloodborne pathogens. UNMC will be guided by [http://www.osha.gov/ Occupational Safety and Health Administration] (OSHA) mandates, [http://www.cdc.gov/ Centers for Disease Control and Prevention] (CDC) guidelines, and legal requirements. UNMC will also consider The Nebraska Medical Center's infection control [http://intranet.nebraskamed.com/employee_resources/policymanual/search.cfm policies] in the development of campus regulations to prevent the spread of potentially infectious agents. [http://www.nebraska.edu/hr/EmployeePolicyManual.pdf University of Nebraska Employee Policies and Practices]</p> | <p>The [http://www.unmc.edu/ University of Nebraska Medical Center] (UNMC) Employee Health and Safety Policy addresses three areas: drug-free workplace; smoking and other use of tobacco; and AIDS, HIV, and other bloodborne pathogens. The University of Nebraska desires to provide an alcohol and drug-free, healthy, safe, and secure work environment and has established a [http://www.nebraska.edu/hr/EmployeePolicyManual.pdf code of conduct] for all campuses of the [http://www.nebraska.edu/ University of Nebraska] system. UNMC is committed to the promotion of health and the prevention of disease. Smoking is a major cause of preventable diseases. UNMC protects the rights and welfare of employees, staff, students, volunteers, and patients in addressing employment concerns about AIDS, HIV infection, and other bloodborne pathogens. UNMC will be guided by [http://www.osha.gov/ Occupational Safety and Health Administration] (OSHA) mandates, [http://www.cdc.gov/ Centers for Disease Control and Prevention] (CDC) guidelines, and legal requirements. UNMC will also consider The Nebraska Medical Center's infection control [http://intranet.nebraskamed.com/employee_resources/policymanual/search.cfm policies] in the development of campus regulations to prevent the spread of potentially infectious agents. [http://www.nebraska.edu/hr/EmployeePolicyManual.pdf University of Nebraska Employee Policies and Practices]</p> | ||
<h2>Drug-Free Workplace</h2> | <h2>Drug-Free Workplace</h2> | ||
<p>UNMC prohibits employees from the unlawful manufacture, distribution, dispensation, possession, or use of alcohol and/or a controlled substance on UNMC property. The term “substance” refers to drug or chemical compounds that are controlled by local, state, or federal law. UNMC complies with the [http://www4.law.cornell.edu/uscode/41/ch10.html Drug-Free Workplace Act of 1988], as amended. Conviction of a crime related to the unlawful manufacture, distribution, dispensation or use of alcohol and/or a controlled substance may result in a fine, a prison sentence, or both. Copies of relevant laws and sanctions are available for review in the Human Resources – Employee Relations office and in UNMC Human Resources Procedures. < | <p>UNMC prohibits employees from the unlawful manufacture, distribution, dispensation, possession, or use of alcohol and/or a controlled substance on UNMC property. The term “substance” refers to drug or chemical compounds that are controlled by local, state, or federal law. UNMC complies with the [http://www4.law.cornell.edu/uscode/41/ch10.html Drug-Free Workplace Act of 1988], as amended. Conviction of a crime related to the unlawful manufacture, distribution, dispensation or use of alcohol and/or a controlled substance may result in a fine, a prison sentence, or both. Copies of relevant laws and sanctions are available for review in the Human Resources – Employee Relations office and in UNMC Human Resources Procedures. <span>[http://www.unmc.edu/media/compliance/2c__neo__statement_of_understanding__template__0306.doc Statement of Understanding]<br /></span></p> | ||
<h2>UNMC Position on Chemical Dependency</h2> | <h2>UNMC Position on Chemical Dependency</h2> | ||
<p>UNMC supports the position that chemical dependency is a disease that can endanger the health and well being of students, employees, and faculty and can have a negative effect on the public they serve. UNMC advocates treatment and rehabilitation for affected students, employees, and faculty in a manner that first protects the public, while allowing a reasonable opportunity for recovery and re-entry into the workplace/classroom. Chemical dependency is recognized as a disease, and employee relations issues will be administered from this philosophy and in accordance with all legal requirements of state and federal law. UNMC does not illegally discriminate in its academic program or employment practices against individuals who are in recovery from chemical dependency. UNMC takes a community leadership role in health care professional education, research, and public education about substance use, abuse, and dependency. UNMC has established a [http://unmc.edu/hr/Contact.htm Faculty/Employee Assistance Program] (F/EAP).</p> | <p>UNMC supports the position that chemical dependency is a disease that can endanger the health and well being of students, employees, and faculty and can have a negative effect on the public they serve. UNMC advocates treatment and rehabilitation for affected students, employees, and faculty in a manner that first protects the public, while allowing a reasonable opportunity for recovery and re-entry into the workplace/classroom. Chemical dependency is recognized as a disease, and employee relations issues will be administered from this philosophy and in accordance with all legal requirements of state and federal law. UNMC does not illegally discriminate in its academic program or employment practices against individuals who are in recovery from chemical dependency. UNMC takes a community leadership role in health care professional education, research, and public education about substance use, abuse, and dependency. UNMC has established a [http://unmc.edu/hr/Contact.htm Faculty/Employee Assistance Program] (F/EAP).</p> | ||