Employee Medical Records. Employees with two high temperature readings on a particular day will be offered COVID testing and will be sent home for the day on administrative leave. The employee will be instructed to return to work during their next scheduled tour of duty. Unless a health care provider determines that the employee should continue their quarantine, the employee will be allowed to return to work on their next scheduled tour of duty to have a new temperature check taken. If an employee tests with a high temperature on the second day, they will again be offered COVID testing. If the employee elects not to have testing conducted at that point, they will be sent home and required to use their own sick or annual leave until cleared by their treating physician. The employee will not be permitted to return without a medical release from their treating physician. If an employee with a high temperature elects to have testing conducted, they will be sent home on administrative leave and remain on administrative leave until the test results are received. An employee who tests positive for COVID-19 during the course of this pilot will be placed on administrative leave and will be allowed to return to work once they complete all of the appropriate return to work protocols as contemplated by the Postal Service's Return to Work Protocol (See Slide 5 on the below-referenced PowerPoint). No additional testing or medical examination beyond the Return to Work Protocol will be required in order for an employee to be permitted to return to work. Further specifics of this pilot are described in the PowerPoint agreed upon by the Postal Serv ice and participating unions dated March 24, 2021 and are hereby incorporated into this memorandum. The provisions of this agreement do not alter the rights afforded to employees under the American Rescue Plan Act of 2021. This MOU will expire on May 26, 2021. The parties will revisit this MOU immediately prior to its expiration to determine if extension is appropriate. Katerines.Xxxxxxxx Vice President, Labor Relations United States Postal Service Xxxxxxx X. Xxxxxxx President National Association of Letter Carriers, AFL-CIO Click to edit Master title style • Temperature • Employees enter the facility • EAS administrative employees equipped with handheld thermometers take initial temp. • Employee is clear – they are advised of medical testing and are directed to the room, or they can go to the workroom floor. During this proof of concept, employees will b...
Employee Medical Records. Records document an individual employee's work related medical history. These records are not personnel records and must be kept in a separate location from employee personnel records as required by the Americans with Disabilities Act. Records may include but are not limited to medical examination records (pre-employment, pre- assignment, periodic, or episodic), X-rays, records of significant health or disability limitations related to job assignments, documentation of work related injuries or illnesses, hearing test records, hazard exposure records, first-aid incident records, physician statements, release consent forms, and related correspondence. SEE ALSO Hazard Exposure Records in this section. (Minimum retention: (a) Hazard exposure records, retain 30 years after separation [29 CFR 1910.1020]; (b) Other records, retain 6 years after separation).
Employee Medical Records. Medical records (which do not include time and leave records) of a covered employee shall be kept confidential except as required by law. Art. 13.1(B) Within Foundation, a covered employee’s medical records may be dis- closed only to the covered employee’s manager or supervisor and to any- one above the employee’s manager or supervisor in Foundation’s organi- zational chart. Even then such information may be disclosed only when it may be pertinent to the employee’s ability to perform his/her duties. The Foundation shall notify a covered employee prior to such disclosure. In circumstances where disclosure of a covered employee’s med- ical records to a person or entity not employed by or affiliated with Foundation is required by law, Foundation shall notify the employ- ee prior to disclosure to the extent that such notification is permit- xxx by law. Medical records and past medical conditions that bear no rele- xxxxx to a covered employee’s ability to perform his/her duties shall not be used as the basis for any employment decision.
