Health & Safety

Employee admits drug abuse, goes to rehab...now what?

new2hr — Thu, 12 Nov 2009 17:54:46 GMT

My Plant Manger has posed the following questions. I am new at this and don't have an ounce of real world experience. Any advice is great appreciated.

"If we have an employee that admits he/she is on drugs, and goes to rehab. Can he/she return to work no questions asked? Do we get any paperwork from them? Do we drug test them?"

Thank you!

When does a casual comment raise concern?

HRChick11 — Thu, 06 Aug 2009 14:57:46 GMT

I was having a conversation with a colleague (non-HR) yesterday regarding a procedure that was not followed according to company process. This colleague commented that the situation, now under control, was blow out of proportion. I joked and said, “What around here isn’t”. To which she replied “Tell me about it. If I didn’t let things roll off my back, I’m come in with a shot gun.”

I’ve known this colleague for over 3 years and she is certainly not the violent type – at least not the type of employee that you would want to pass through a metal detector each morning. She’s never raised her voice in meetings or is seen as demanding. She’s very calm, even keeled and shows up each day.

Should I be concerned with her comments? If so, how can I do about handling the situation without accusing her of workplace violence?

H1N1

bwojt@menv.com — Wed, 07 Oct 2009 19:15:05 GMT

Hi,

A few of our employees have been diagnosed with H1N1. We have posters, emails, etc regarding the flu and encouraging people to stay home if they are feeling ill. We also provide employees with a very liberal work from home policy as well as a liberal leave policy. Our problem is that co-workers of the flu-riddled employees are very upset that HR hasn't contacted them to tell them that their co-worker is out because of the flu. Of course we have HIPPA concerns. Any advice on what we can say to specific employees who work alongside of someone who has been diagnosed with H1N1?

DOT Ruling on "Medical Marijuana"

IT HR — Wed, 28 Oct 2009 14:56:57 GMT

I knew it was only a matter of time before this issue came up with drug tests, but here is an article about the DOT ruling on this issue.

http:// www . jacksonlewis . com/legalupdates/article.cfm?aid-1887

I didn't realize that so many states had decriminalized the use of this. I thought it was only California. (Alaska, California, Colorado, Hawaii, Maine, Michigan, Montana, Nevada, New Mexico, Oregon, Rhode Island, Vermont, and Washington) Federal law still lists the the drug as illegal.

Requiring Drug testing after an accident, much advice needed

jamburg — Fri, 23 Oct 2009 17:43:12 GMT

I have a seasonal employee that had a minor injury. Employee did not want to go to the doctor. When asked why... employee stated it was a minor injury and we were making a big deal out of it. Employee also stated that they did not want to go because they had "done drugs in the past". This was said in front of at least five witnesses. I gave employee paperwork to go to WC provider. It is our policy that anyone having an accident must go for treatment and have drug/alcohol testing. We have a no drug/alcohol use policy. The next day employee phoned me stating that he did not have to go see WC provider or have drug testing because he didn't sign our policy acknowledgement. He did receive the policy guide but neglected to sign, therefore we do not have a copy for his file). He stated to me that he would come in and sign our policy acknowledgement if we would let him work. We are not going to let him work until he goes to the WC provider and follows our accident policy. I need help in resolving this issue.

return to work after illness/surgery

6380514 — Thu, 11 Jun 2009 21:24:07 GMT

We have an employee who had a heart attack last weekend. He has said the doctor told him he could return to work next Monday. What requirements/policies do you have in place for 'return to work'? Do you require documentation from the doctor that it's okay? I know there are some legal implications in this situation, but to this point we've not experienced this with our company. Any input is appreciated.

Establishing a Safety Committee

gi_janearng — Thu, 30 Jul 2009 19:16:01 GMT

I work for an agribusiness-related company. Our safety program is pretty much non-existant since they've been without a dedicated HR professional. After meeting with our Loss Control Specialist, I've become a little more comfortable with getting a new program off the ground. As far as I'm aware we don't have a safety committee and probably should work first to get one established. How did your company go about picking employees to be members and how often do you meet for meetings? We have about 130 employees and are spread out across the country...

Constantly Sick

6423590 — Fri, 21 Aug 2009 15:11:09 GMT

I have an employee who calls out sick on a regular basis. If someone is sick in the office, they'll be sick the next day claiming that person got them sick. This employee is never able to take vacation because he never accumulates enough PTO time due to all his ailments.

I do know he is a cancer survivor but has been in remission for several years. There is also question that he's an alcoholic and comes into work smelling of alcohol. Since he works off site I do not have personal knowledge but it has been reported to me. I feel that this is having affect on his co-workers and morale.

I have had one employee that has complained about it on several occassions, however he is considered the complainer of the group so my boss doesn't usually take him seriously. This last time the employee called out sick he used the excuse that he caught whatever bug the "complaining" employee had. This seriously offended the "complaining" employee because he was not sick or complained about being sick and does not understand why he was used as the excuse.

We do not make it policy that an employee see a Dr. if he is calling out sick but can I if it tends to be an issue?

Require an employee to see a doctor?

LHSsoccer13 — Tue, 18 Aug 2009 15:57:57 GMT

We've got an employee who recently has had a very loud and distractive cough. When asked if the employee was alright they responded that they have had the cough for six years. This is new to everyone in the office. I have had several employees make comments about how this coughing breaks their concentration and makes it hard to focus on their task at hand. Is there anything allowing or keeping us from having this employee see a doctor to make sure it isn't anything contagious that is being spread throughout the office?

Thanks.

Smoking in Company Vehicle

6330654 — Wed, 12 Dec 2007 23:39:13 GMT

I currently work for a government agency and we are reviewing our current policies and procedures. Does anyone have a policy in place that speaks to "no smoking in company vehicles"? THX/eg

Tobacco Free Workplace

HRFLDist — Mon, 15 Jun 2009 13:51:05 GMT

We are considering a tobacco free workplace policy but we also have a lot of customers who smoke....does anyone have any suggestions on how to handle this when the owner of the company doesn't want to restrict the customers only the employees? Thanks!

Smelly Coworker

bsaxton — Thu, 02 Jul 2009 18:41:22 GMT

We have an employee who is the "smelly kid in class". He works an overnight shift with 1-2 other individuals in close quarters at a datacenter facility. It's unbearable for the coworkers to work with him in a hot aisle of a server area or standing close to him at any point. The mgr has tried sending out general hygiene notices to all techs to hint at this as well as encourage everyone to leave a clean shirt and deodorant in their locker. There is also a shower on site. He's mentioned things to this individual specifically as well but it appears he hasn't gotten the hint. Any suggestions for next steps to take here?

I need advice on this situation...

1kitty1 — Wed, 03 Jun 2009 06:24:25 GMT

Thesituation is that my fiance got sick on May 13th and was admitted to thehospital on May 16th with cellulitis in his leg, I took off the beginningof the week (May 18-20) because he had two surgeries... I've been at this company for 3 1/2 years but recently became an official employee and am still on probation and do not havetime accumulated to take off but it was an emergency. The company I work at does not have a human resources department so this is my problem...

-Wefound out on May 19th he also contracted MRSA while he was in the hospital. Ihad been in contact with my supervisor and co-worker during this time and toldthem of his new condition, not really knowing what it was.

-I wasasked on May 20th to go to the doctor and get checked to confirm I did not alsocontract MRSA. When I asked his physician and nurses they said it is notsomething I should be worried about because it is difficult to contract. I toldthis to my supervisor and still was asked to go to a doctor and getchecked.

-I thenwent to an Urgent care on May 21st and was told bythe physician there that it was pointless to test me because I wasnot showing any symptoms of MRSA. I could not get a note fromany physician stating I do not have MRSA because I was not thepatient of his physician and the Urgent Care would not test me.

- Hewas released on May 22nd and told he could go back to work by hisphysician.

- OnMay 26th I tried to return to work and I was asked to leave until they couldfigure out what to do with me considering the situation. I am still off workbecause they have not determined what is appropriate. They have said I am"Working from home" but I don't really know what that means and therehasn't been anything for me to do from home.

- Today,June 2nd, I received a voicemail from the Presidents assistant,stating that they still have not figured out what to do and that they wouldlike me to work from home for the rest of the week and requested the phonenumber of my fiancés doctor so she can call him and get a release note forme... I don't feel that this is appropriate because I am not the patientof the doctor and I feel like this is an invasion of my fiancés privacy.

What are my rights?

Wheelchair Parking

hrtx — Fri, 29 May 2009 16:56:25 GMT

I am new to this forum and am actually an HR department of one. I needed some advise on how to approach an employee about a touchy issue. This employee has a wheelchair access tag for their elderly mother who lives with them. She uses this tag to park in the handicap parking at work even though her mother is not with her. The president of the company does not appreciate this and has asked that I speak with the employee regarding not parking in the handicap spot. It seems it may be more of a moral issue but I wanted to see if anyone has any advise regarding how to address this with the employee.

Thanks!

Request For Ergonomic Back Cushion

HRFLDist — Thu, 14 May 2009 11:37:16 GMT

I just had an employee ask if we would pay for an Ergonomic back cushion for her to use at work. Right now we are trying to save money and really don't see a need to have the company buy this for her. Please let me know if I am in the wrong about this. Thanks!

Using Company Bus for Baseball Game

HRBaby — Tue, 12 May 2009 14:37:20 GMT

The company I work for likes to give out free baseball tickets to employees. In addition, they would like to use the company bus/shuttle to transport folks to and from the game.

Being in HR, I don't think it's a good idea. I see lots of risks and liability. However, the President likes the idea. I need to convince her otherwise. How would you approach the issue without sounding like a party pooper?

Thanks

CA OSHA Fire Extinguisher Regs

heather1027 — Wed, 06 May 2009 14:58:12 GMT

Our CA facility has a 3rd party checking the fire extinguishers every quarter. We are conducting the monthly internal inspection in addition. Does anyone know if CA OSHA requires this. Or is there a CA OSHA more strict than OSHA 1910.157.

Thanks!

Sample Hygiene Policy Letter

JACHR1979 — Mon, 04 May 2009 18:34:55 GMT

Does anyone have a sample letter they could share discussing a personal Hygiene policy? We have an employee who does not shower or take care of themselves. It has come down to the point where we need to have a discussion with him and we want to put forth some basic hygiene requirements that he will be responsible for meeting.

I've looked on SHRM's website, but so far I haven't been able to find anything. Any help that you can provide would be appreciated.

Thanks

Swine Flu

IT HR — Tue, 28 Apr 2009 14:59:12 GMT

Since it doesn't look like this is going to go away anytime soon, I thought I would pose this question. Anyone doing anything about this topic yet? I have some employees that are traveling in the next few days and a couple are very uneasy about it.

How to handle a suicide at the work place?

willinger2001 — Mon, 09 Feb 2009 19:32:26 GMT

I work at a apartment community(Hi-Rise) and recently a resident was being evicted as he fell behind on his rent due to his job loss. All the proper paperwork was done through the court. The day the bailiff showed up he jumped out his window as you can imagine died when he hit the pavement. One of our employees didn't see the jump but was on street level opening the dock area and saw the gory aftermath of the mans body. All the employee's are pretty torn up as this was a long time resident and too make matters worse the Manager nor anyone from the Corp.office came down to talk to us or to even ask if were okay, Not even to my co-worker who saw the dead body on the street. We had a meeting last week about our privacy policy and not to talk to residents about the matter etc... and also that employees can not tell residents when they are getting evicted as that is cause to be fired and as the Loss Prevention guy was saying this and incinuating to everyone that the gentleman that jumped must have been tipped off to the bailiff coming. I spoke up and said the resident knew he was being evicted as his eviction notice would state that and if he wasn't out by a certain day he knew we would physically be moving out his stuff .

He became very angry and said no because there was activity the night before him moving out furniture etc.. Then he proceeded to make this statement " It should really way heavy on the person for telling the resident the day the bailiff was coming, this should give you something to think about." Can he imply that to the staff? I almost lost it when he said this, I couldn't believe my ears. Someone may have given the resident a heads up I don't know for sure and neither does he. This is very troubling for me as it seems to me someone from HR should be addressing us. Any feed back would be helpful.

Thanks

DOL survey for occupational injuries

6375839 — Mon, 09 Feb 2009 16:43:14 GMT

When doing the US DOL Bureau of Labor Statics Survey for 2008, If an injury happened during the last few days of the year and the person is still under restriction into the new year, do you just include in the count for "days with restrictions" the days that actually were in 2008 or do you include the 2009 days also. I believe on the 300A log you do count the additional days that went into 2009 but was not sure if that applied to the 2008 Survey???

Sharing cell nbr in case of emergency

hrjews4jesus — Wed, 24 Sep 2008 17:40:18 GMT

We are establishing emergency procedures, and have asked all supervisors to add their cell phone numbers to the Staff Directory, so that their direct reports and their own supervisors/managers can reach them in case of an emergency (to communicate about safety, whether to come to the office or not, etc). I've had one supervisor respond by saying: "Is this a company rule? I disagree with it on principle. If my employer wants me to be reachable at all times, then my employer needs to supply me with that capability (i.e. a business cell phone) not requiring me to give out my personal number to everyone on staff worldwide."

I'm looking for your thoughts about his note, and comments on how you would deal with this.

Thanks,

Terri Pinder

HR Manager

Creating a Safety Manual?

efeldman — Tue, 20 Jan 2009 18:30:37 GMT

OSHA visited one of our offices today and asked to see our safety manual. No one really knows what they are talking about. Is this something we can create? Do we buy one? We are a media company, and so there is no manufacturing or other large, dangerous equipment bigger than a copy machine.

Please advise.

Bulemic Employee

efeldman — Mon, 08 Dec 2008 18:50:49 GMT

I think this may have been asked in a previous post (I think I may have even responded to it), and so please excuse if this seems redundant, but I really could use some help.

One of our remote locations has an employee who seems to be bulemic. It is a small office of 5-6 people and they share a single bathroom and so the entire office can hear the employee purge on a regular basis. The manager of the office is concerned for the employee's health and also the climate in the office. The employee's work is not suffering, but everyone is concerned for the person.

Short of the employee directly asking for help, is there anything that can be done? I'd like to be able to provide some useful advice.

- E.

Researching a possible ADA issue

brentsdeli — Tue, 25 Nov 2008 17:07:32 GMT

Hello all,

This is my first time posting and I am hoping I can find some concrete and straight line directions to get a questioned answered for my organization. My office manager sent the following email:

"Last week there was a little person in the restroom that could not reach the handles for the faucets. I would like to get a step stool to leave in the bathroom, so this would not happen in the future. I don’t know if there might be an ADA regulation that states the faucets need to be accessible to all, but I think it may make the little person embarrassed, etc, if they need to ask for assistance.

Can you find out what the regulations are for this? If I do order a stepping stool for the restroom and someone is injured falling off of it, I would think we would be liable.

Can you please check with your connections and see what they think?"

I am hoping to get information about the agency - if there is any - that would deal with this kind of compliance/liability issue. Any leads would be great.

Thank you