Employee Health and Safety Policy: Difference between revisions

The 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 code of conduct for all campuses of the 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 Occupational Safety and Health Administration (OSHA) mandates, Centers for Disease Control and Prevention (CDC) guidelines, and legal requirements.  UNMC will also consider The Nebraska Medical Center's infection control policies in the development of campus regulations to prevent the spread of potentially infectious agents.

University of Nebraska Employee Policies and Practices

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 Drug-Free Workplace Act of 1988, as amended.

Statement of Understanding

UNMC has established a Faculty/Employee Assistance Program (F/EAP).  

Under the compliance provisions of the 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.

UNMC employees will be subject to disciplinary action as outlined in the Performance Management Procedures.

As a part of 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:

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 Performance Management Procedures.

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 UNMC Policy No. 1098, Corrective and Disciplinary Action will be instituted.

Bloodborne Pathogens Exposure Control Plan Manual and Appendices

For additional information, contact Human Resources, Employee Relations, 559-5827, or see the Employee Health and Safety Procedures.

Employee Health and Safety Procedures / Performance Management Procedures / UNMC Policy No. 2004, Bloodborne Pathogens Exposure Policy / Bloodborne Pathogens Exposure Control Plan Manual / Corrective and Disciplinary Action Form