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Fitness for Duty: Difference between revisions
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Effective Date: '''01/05/12''' <br /> | Effective Date: '''01/05/12''' <br /> | ||
Revised Date: '''10/16/13'''<br /> | Revised Date: '''10/16/13'''<br /> | ||
Reviewed Date: '''10 | Reviewed Date: '''12/10/13''' <br /> | ||
== Purpose == | == Purpose == | ||
'''1.1''' To protect the employee and the campus community by requiring medical certification of fitness for duty when an employee is absent from work due to a medical condition.<br /><br /> | '''1.1''' To protect the employee and the campus community by requiring medical certification of fitness for duty when an employee is absent from work due to a medical condition.<br /><br /> | ||
'''1.2''' To provide managers and supervisors with guidance and practical steps for evaluating an employee's fitness for duty when an employee is: | '''1.2''' To provide managers and supervisors with guidance and practical steps for evaluating an employee's fitness for duty when an employee is: | ||
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#Reporting to work fit for duty and remaining fit for duty the entire time working. | #Reporting to work fit for duty and remaining fit for duty the entire time working. | ||
#Notifying the manager/supervisor when they are not fit for duty. | #Notifying the manager/supervisor when they are not fit for duty. | ||
#Notifying the manager/supervisor when they observe a coworker who may be unfit for duty. If the supervisor's behavior is the focus of concern, an employee may inform the upper level manager or Human Resources - Employee Relations at 402-559- | #Notifying the manager/supervisor when they observe a coworker who may be unfit for duty. If the supervisor's behavior is the focus of concern, an employee may inform the upper level manager or Human Resources - Employee Relations at 402-559-7394 or 402-559-8534. | ||
#Prospective employees being considered for a safety/health-sensitive, security-sensitive or health care position must be able to pass a pre-employment fitness for duty test/physical test. A prospective employee who tests positive for the presence of drugs in the initial screening or otherwise fails the fitness for duty test shall have the offer of employment rescinded. | #Prospective employees being considered for a safety/health-sensitive, security-sensitive or health care position must be able to pass a pre-employment fitness for duty test/physical test. A prospective employee who tests positive for the presence of drugs in the initial screening or otherwise fails the fitness for duty test shall have the offer of employment rescinded. | ||
#Employees must be able to pass a for cause drug test. Failure to do so will result in corrective and disciplinary action. Refusal to take a for cause drug test may result in corrective and disciplinary action up to and including separation. | #Employees must be able to pass a for cause drug test. Failure to do so will result in corrective and disciplinary action. Refusal to take a for cause drug test may result in corrective and disciplinary action up to and including separation. | ||
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'''6.1''' The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited. | '''6.1''' The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited. | ||
== Additional Information == | == Additional Information == | ||
*Contact Human Resources - Employee Relations at 402-559- | *Contact Human Resources - Employee Relations at 402-559-7394 or 402-559-8534. | ||
*UNMC Policy No. 1003, [[Drug Free Campus]] | *UNMC Policy No. 1003, [[Drug Free Campus]] | ||
*UNMC Policy No. 1098, [[Corrective/Disciplinary_Action|Corrective and Disciplinary Action]] | *UNMC Policy No. 1098, [[Corrective/Disciplinary_Action|Corrective and Disciplinary Action]] | ||