EMPLOYEE HEALTH. 1. Each employee shall possess and maintain sufficient good health (physical and mental) to adequately perform the essential functions of his/her respective duties and to carry out his/her responsibilities.
2. Each employee of the Board may be required to obtain a Tuberculin skin test and/or chest x-ray prior to fifteen (15) days after the beginning of his/her date of employment. Such examination shall be free to each employee who reports to the designated place and at the time and place scheduled by the Board. Each employee receiving the Tuberculin test from the Board's designee must have the test read by the designee at the time and the place designated when the test was given. All other readings of the test administered by the Board designee shall be considered invalid and the test must be repeated. The results from other valid testing agencies will be accepted by the Board. The frequency of such employee test shall be pursuant to the requirements made by the State of Michigan. Each employee who fails to comply with this requirement shall be considered not qualified for employment and shall be terminated.
3. In cases where inadequate employment performance is believed to be the result of a physical or mental disability and/or condition, the Superintendent or his/her designee may request an employee to obtain a physical, clinical, psychological, or psychiatric examination. Expenses for any such examination shall be paid in full by the Board. Failure to acknowledge such request may result in termination of employment, however, the employee may request full assistance from the Association at any time during such proceedings. Notice of a written request for any such examination shall be delivered in person by the appropriate administrator or by registered mail to the address on file with Human Resources.
EMPLOYEE HEALTH. The Resident agrees to comply with all health requirements and standards for Hospital employees, imposed by federal, state and local laws and regulations and by the Hospital, including submission to a post-offer, pre-appointment drug-screening, physical examination, influenza vaccination and submission of evidence of other such vaccinations and immunizations as may be currently required and as may become required under law and/or hospital policy. The Resident acknowledges that a failure of the pre-appointment drug screen shall result in the immediate termination of this Agreement. The Resident further acknowledges that failure to comply with any of the provisions of this section shall constitute grounds for disciplinary action, including termination.
EMPLOYEE HEALTH a. Employees with communicable diseases which can be transmitted through food shall be excluded and/or restricted from food activities. (§§ 2-201.11, 2-201.12, 2-201.13, 2-401.12)
b. Food employees who have an infected or open cut or wound on their hands or arms must have it properly bandaged and covered with an impermeable bandage if on the arms or animpermeable cover such as a glove and finger cot if it is on the wrists or hands.
c. There must be employee practices and behaviors established that can help prevent thespreading of viruses and bacteria to food. The Centers for Disease Control and Prevention (CDC) and FDA cite six highly infective pathogens that can be easily transmitted by food employees and cause severe illness. These six pathogens, known as the Big Six, are Norovirus, Hepatitis A virus, Salmonella Typhi, Salmonella Non-typhoidal (SNT), Shigella spp., and Escherichia coli (E. coli) 0157:H7 or other Enterohemorrhagic or Shiga toxin-producing E. coli.
d. Interventions must be used to prevent the transmission of foodborne illness. Interventions include: a) restricting or excluding ill food employees from working with food; b) using proper handwashing procedures; and c) eliminating bare hand contact with ready-to-eat (RTE) foods.
e. Proper management involves ensuring that food employees do not work when they are ill and having procedures for identifying employees who may transmit foodborne pathogens to food, other employees, and consumers. The PIC should be concerned with employees having the following symptoms: vomiting, diarrhea, jaundice (yellow skin or eyes), sore throat with fever, infected cuts and xxxxx with pus on hands and wrists.
f. Information and forms to aid in complying with Employee Health can be found in the 2013 FDA Food Code and the Employee Health and Personal Hygiene Handbook. (xxxx://xxx.xxx.xxx/Food/GuidanceRegulation/RetailFoodProtection/IndustryandRegulatoryAssistanceandTrai ningResources/ucm113827.htm)
EMPLOYEE HEALTH. Ensure that risk assessments, health surveillance and controls identify and protect health of employees from workplace risks in accordance with EHS Laws, including susceptible subgroups within the population of workers who are likely to work with it (e.g., pregnant women if cytotoxics are present, asthmatics if respiratory irritants are present).
EMPLOYEE HEALTH. In cases where inadequate performance in the classrooms is believed to be the result of physical or mental duress, the superintendent may request an employee to obtain a physical or psychiatric examination. Expenses for such examination shall be paid, in full, by the Board. Failure to acknowledge such request may result in termination of employment; however, the employee may request full assistance from the Association at any time during such proceedings. Notice of a written request for any such examination shall be delivered in person by the appropriate administrator or by registered mail.
EMPLOYEE HEALTH. Employees and managers who handle, prepare or serve food have no apparent illnesses (vomiting, diarrhea, fever, jaundice, sore throat with fever, infected open wounds or boils, etc.). Cuts, abrasions and xxxxx on hands and exposed arms must be properly bandaged, and hands must also be covered with a disposable glove.
EMPLOYEE HEALTH. There is established by law (Title 5, Chapter 13, Subchapter II, Section 285-A) the State Employee Health Commission. The State Employee Health Commission may also conduct the work of the Labor/Management Committee for Employee Assistance Program. Commission members who are covered by this agreement may participate in the work of the Commission during work hours without loss of pay and benefits.
EMPLOYEE HEALTH. Continued employment by the District implies good physical and mental health. The Board reserves the right to require personnel to present satisfactory reports on the status of their mental and physical health, pursuant to § 913, or any other applicable provisions of Education Law.
EMPLOYEE HEALTH. It is essential that employees present themselves for work fully fit to carry out their assigned duties and that Oranga Tamariki recognises that a person with impaired work performance should receive early assistance. Employees may be required by Oranga Tamariki to undergo a medical examination by a registered medical practitioner or specialist, to assess whether they continue to meet the requirements of their role. This includes an employee who suffers a work accident. Oranga Tamariki will pay for such examinations. Managers and employees share on going responsibility to manage their work in the best interests of clients and employees. Oranga Tamariki is committed to maintaining its capability to deliver quality services.
EMPLOYEE HEALTH. The Contractor shall be responsible for the Contractor’s employee health program which includes: • TB screening and testing; • All vaccinations, to include Hepatitis B immunity by vaccination and/or antibody confirmation; • Immediate review of exposure incidents (Post-exposure follow-up and care is the responsibility of the Contractor); and • Appropriate documentation and completion of records and forms (actual records are to be made available to the Department’s Human Resource office upon verifiable request).
