Employee Health and Wellness. In the event the employee is not released to return to work by the medical provider at the Center for Employee Health and Wellness, the employee’s status would continue on sick leave or, where there is no balance, leave without pay.
Employee Health and Wellness. The employee is obligated to attend the appointment as scheduled under the conditions outlined above. If the employee fails to adhere to the procedure, the employee is required to use sick leave or leave without pay for any work hours missed. If required notice has been provided, and there is a delay between the employee’s appointment with the Center for Employee Health and Wellness and the start of his/her scheduled tour of duty on the day that he/she was released to return to work, County Fire/County will pay for work hours missed, without charge to the employee’s leave balances.
Employee Health and Wellness. The employee is obligated to attend the appointment as scheduled under the conditions outlined above. If the employee fails to adhere to the procedure, the employee is required to use sick leave or leave without pay for any work hours missed. If the employee has provided two (2) full business days advance notice to their appointing authority or designee of a medical appointment that may result in the employee’s release to work and there is a delay between the employee’s appointment with the Center for Employee Health and Wellness and the start of his/her scheduled tour of duty on the day that he/she was released to return to work, the County will pay for work hours missed, without charge to the employee’s leave balances.
Employee Health and Wellness. The Army may periodically offer programs designed to encourage employee physical fitness and healthy habits. These programs may allow for limited excused absence for employees to participate in organized fitness programs, if mission requirements permit. Employees must obtain supervisory approval for each absence.
Employee Health and Wellness. The information in these reports shall only be released on a need-to-know basis, restricted to the purpose for which the examination was originally required, for the effective conduct of County business. Any remedial or treatment action shall be the full responsibility of the employee, except as otherwise provided by law.
Employee Health and Wellness. A Tripartite Policy Committee shall be established to determine the formation, evaluation, strategy and policy-making of the following initiatives: Health & Safety; Work Protection Code; Corporate Safety Rules; Wellness; and, Diversity. This Policy Committee shall meet once every quarter and its mandate shall be in accordance with items 3 and 4 of Article91, "Policy Committee'” and "Annual Experience Review". The Committee may effect amendments to the agreement as contemplated at Article 91, Item 5.
Employee Health and Wellness. Contractor shall establish programs to assure employee health and wellness including but not limited to the following:
6.8.1 Injury and Illness Prevention Program (IIPP) shall include but not be limited to:
6.8.1.1 All training required by the Occupational Safety and Health Administration (OSHA) for EMS field personnel
6.8.1.2 The following vaccinations and screenings, or record of declination, required by the Riverside County Public Health Officer or designee:
1. Tuberculosis PPD test semi-annually
2. Hepatitis B Given in a three (3) dose series (dose #1 intial, #2 in 1 month, #3 approximately 5 months after #2).
3. Influenza Give 1 dose of trivalent inactivated influenza vaccine (TIV) or live attenuated influenza vaccine (LAIV) annually.
4. MMR For healthcare personnel (HCP) born in 1957 or later without serologic evidence of immunity or prior vaccination, give 2 doses of MMR, 4 weeks apart.
5. Varicella (chickenpox) For HCP who have no serologic proof of immunity, prior vaccination, or history of varicella disease, give 2 doses of varicella vaccine, 4 weeks apart.
6. Tetanus, diphtheria, pertussis Give all HCP a Td booster dose every 10 years, following the completion of the primary 3-dose series. Give a 1-time dose of tetanus, diphtheria, acellular pertussis vaccine (Tdap) to all HCP younger than age 65 years with direct patient contact.
7. The Contractor shall maintain records for all field employee screenings, immunizations and vaccinations, including declinations. Records shall be made available for inspection by REMSA upon request.
6.8.1.3 Communicable Diseases Exposure and Infection Control
6.8.1.4 Hazardous Materials/Hazardous Communications
6.8.1.5 Lifting and patient movement
6.8.1.6 Proper use of equipment and vehicles
6.8.1.7 Physical fitness for duty
6.8.1.8 Use of personal protective equipment (PPE)
6.8.2 Chemical Dependency and Substance Abuse Prevention
6.8.3 Workplace violence
6.8.4 Fatigue awareness and mitigation – Contractor shall develop a policy which stipulates maximum amount of time an employee can continuously be on-duty; and rest/sleep requirements that must be followed for all employees that are continuously on-duty for more than twelve (12) hours.
6.8.5 Critical Incident Stress Debriefing and Evaluation
Employee Health and Wellness. We applied a holistic approach to employee health and well- being that encompasses a broad spectrum of programmes and cam- paigns to create awareness on health and wellness matters. We have implemented health and awareness programmes which increased awareness on health and wellbeing of employees. The department fully complied with the workforce planning frame- work and this was revealed through the provincial assessment of HR Plans as per the DPSA guidelines. Through the bursaries for external learners, the department seeks to have a pool of readily qualified prospective employees who are given an opportunity to serve as interns for a 12 months period after completion of their studies.
Employee Health and Wellness
