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Employee Health and Safety Policy: Difference between revisions
Employee Health and Safety Policy (view source)
Revision as of 11:09, September 9, 2020
, September 9, 2020→UNMC Position on Chemical Dependency: change http://unmc.edu/hr/Contact.htm to https://www.unmc.edu/human-resources/about/contact-hr.html
(changed http://unmc.edu/policy/index.cfm?CONREF=23 to https://wiki.unmc.edu/index.php/Bloodborne_Pathogens_Exposure and http://unmc.edu/policy/index.cfm?CONREF=105 to https://wiki.unmc.edu/index.php/Corrective/Disciplinary_Action) |
(→UNMC Position on Chemical Dependency: change http://unmc.edu/hr/Contact.htm to https://www.unmc.edu/human-resources/about/contact-hr.html) |
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<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> | <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> | ||
==UNMC Position on Chemical Dependency== | ==UNMC Position on Chemical Dependency== | ||
<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 [ | <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 [https://www.unmc.edu/human-resources/about/contact-hr.html Faculty/Employee Assistance Program] (F/EAP).</p> | ||
==Requirements of Employees for the Drug-free Workplace== | ==Requirements of Employees for the Drug-free Workplace== | ||
<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> | ||