Employee Health and Safety Policy: Difference between revisions

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<p style="text-align: left;">POLICY NO: 1003 <br />EFFECTIVE DATE: 10/17/03&nbsp;<br />REVISED DATE:</p>

<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>

<h2>Employment Actions as Part of the Drug-free Workplace</h2>

<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 [http://www.unmc.edu/hr/Forms/CorDisAct.doc 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>

<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>[http://unmc.edu/policy/index.cfm?CONREF=23 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 [http://unmc.edu/policy/index.cfm?CONREF=105 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 &ldquo;standard precautions&rdquo; while caring for patients. [http://www.unmc.edu/infectioncontrol/ Bloodborne Pathogens Exposure Control Plan Manual and Appendices]</p>

<h2>Additional Information</h2>

<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] / [http://unmc.edu/policy/index.cfm?CONREF=23 UNMC Policy No. 2004, Bloodborne Pathogens Exposure Policy] / [http://www.unmc.edu/infectioncontrol/ Bloodborne Pathogens Exposure Control Plan Manual] / [http://www.unmc.edu/hr/Forms/CorDisAct.doc Corrective and Disciplinary Action Form]</p>