Contagious Diseases and Conditions Sample Clauses

The 'Contagious Diseases and Conditions' clause sets out the responsibilities and procedures related to the presence or outbreak of infectious diseases within the scope of the agreement. Typically, this clause requires parties to notify each other if a contagious disease is identified, implement appropriate health and safety measures, and possibly restrict access or suspend certain activities to prevent further spread. Its core practical function is to minimize health risks and ensure a coordinated response, thereby protecting all parties and stakeholders from the operational and legal consequences of disease transmission.
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Contagious Diseases and Conditions. An employee who, as a direct result of their employment, contracts a contagious disease (such as measles, mumps, chicken pox, lice, scabies, etc.), which is not compensable by Workers' Compensation Board, shall be paid at his/her full salary and shall not have days absent deducted from sick leave. The costs of any non-prescription medications or equipment required in the course of treatment shall be reimbursed to the employee.
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Contagious Diseases and Conditions. In accordance with Departmental policies and the intent expressed in Section A, the Appointing Authority will, when a source of possible contagion becomes known, isolate such source if possible and notify the Union and all agency employees of the source, the possible contagion, the isolation steps taken, and those further precautions which will be required to avoid contagion. The Appointing Authority shall provide necessary supplies, training and equipment for such precautions. The parties recognize that individuals' rights regarding confidentiality may not be violated. However, employees' right to know shall be in accordance with applicable statutes. The parties agree that the Employer and employees shall abide by the recommendations of the Centers for Disease Control (CDC), and M.I.O.S.H.A., referencing contagious diseases, and that they shall consider recommendations by the Michigan Department of Community Health, the U.S. Department of Health and Human Services and the U.S. Department of Labor. The parties agree that the issue of recommendations by the U.S. Department of Health and Human Services may be discussed in the statewide Labor-Management Council pursuant to Article 10, Section G., upon the request of either party. The parties may mutually agree to abide by these recommendations. The Employer will establish and/or continue a contaminated waste disposal system in accordance with CDC and MDCH guidelines. In accordance with CDC guidelines, protective garments such as gloves, gowns, aprons, masks, etc. shall be readily accessible to an employee who deals with residents whose behavior or actions indicate a need for a protective barrier. The Department of Human Services and Department of Corrections will make available in each assignment location "belt packs", consisting of protective gloves and a protective mask device for use when performing CPR, to employees whom the Department expects to have need of such items. The location and quantity of such belt packs shall be discussed in Labor-Management meetings.
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Related to Contagious Diseases and Conditions

  • Infectious Diseases The Employer and the Union desire to arrest the spread of infectious diseases in the nursing home. To achieve this objective, the Joint Health and Safety Committee may review and offer input into infection control programs and protocols including surveillance, outbreak control, isolation, precautions, worker education and training, and personal protective equipment. The Employer will provide training and ongoing education in communicable disease recognition, use of personal protective equipment, decontamination of equipment, and disposal of hazardous waste.

  • Infectious Disease The Employer shall provide Bargaining Unit Employees with information about residents' infectious diseases provided that such information does not compromise HIPAA or otherwise infringe upon residents' rights to confidentiality.

  • DRUG-FREE WORKPLACE REQUIREMENTS Contractor will comply with the requirements of the Drug-Free Workplace Act of 1990 and will provide a drug-free workplace by taking the following actions: a. Publish a statement notifying employees that unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited and specifying actions to be taken against employees for violations. b. Establish a Drug-Free Awareness Program to inform employees about: 1) the dangers of drug abuse in the workplace; 2) the person's or organization's policy of maintaining a drug-free workplace; 3) any available counseling, rehabilitation and employee assistance programs; and, 4) penalties that may be imposed upon employees for drug abuse violations. c. Every employee who works on the proposed Agreement will: 1) receive a copy of the company's drug-free workplace policy statement; and, 2) agree to abide by the terms of the company's statement as a condition of employment on the Agreement. Failure to comply with these requirements may result in suspension of payments under the Agreement or termination of the Agreement or both and Contractor may be ineligible for award of any future State agreements if the department determines that any of the following has occurred: the Contractor has made false certification, or violated the certification by failing to carry out the requirements as noted above. (Gov. Code §8350 et seq.)

  • Musculoskeletal Injury Prevention and Control The hospital in consultation with the Joint Health and Safety Committee (JHSC) shall develop, establish and put into effect, musculoskeletal prevention and control measures, procedures, practices and training for the health and safety of employees.

  • Occupational First Aid Requirements and Courses (a) The Union and the Employer agree that First Aid Regulations, made pursuant to the Workers' Compensation Act shall be fully complied with. (b) Where the Employer requires an employee to perform first aid duties in addition to the normal requirements of the job, the cost of obtaining and renewing the Occupational First Aid Certificate shall be borne by the Employer and leave to take the necessary courses shall be granted with pay. (c) Employees required to possess an Occupational First Aid Certificate and who are designated to act as the First Aid Attendants in addition to their normal job responsibilities shall receive the following allowance on the basis of the Level of certificate which they hold. Level 3 Occupational First Aid Certificate - $51.00 per biweekly period or $110.50 per month Level 2 Occupational First Aid Certificate - $39.00 per biweekly period or $84.50 per month The allowance shall be prorated for partial months. For the purpose of calculating the hourly rate, the biweekly allowance shall be divided by seventy (70); however, no employee shall receive more than the monthly allowance for the Level of certificate they hold. Employees designated to act as the Occupational First Aid Attendant in addition to their normal job duties will receive their full monthly allowance while on approved leave with pay up to ten (10) days or while on vacation leave with pay. Where the Employer has an additional requirement for a First Aid Attendant on a temporary basis, then provided the employee acts as the First Aid Attendant for a minimum of ten (10) workdays in any month, he/she shall receive the full monthly allowance. (1) In order to meet the requirements of (a) above, the Employer will designate in order of seniority from among those regular employees holding an appropriate Occupational First Aid Certificate to act as the First Aid Attendant in addition to the normal requirements of the job. (2) Where no employee within the work unit possesses an Occupational First Aid Certificate, the opportunity to obtain a Certificate will be offered to regular employees within the work unit in order of service seniority, provided the employee can meet the requirements of the WCB regulations to undertake the training in order to obtain an Occupational First Aid Certificate. (3) In the event that the procedures outlined above do not meet the requirements of (a), the Union will assist the Employer to meet their obligations by approaching regular employees in the work unit on behalf of the Employer. (4) Where the requirements of (a) above cannot be met, within a reasonable period of time through utilization of (d)(1),(2) and (3), the Employer may: (i) recall a qualified casual employee in order of seniority from those holding the appropriate Occupational First Aid Certificate, and/or (ii) include an Occupational First Aid Certificate as a desirable qualification on a posting pursuant to Clause 12.2(b). (5) Failing (4) above, the Employer may require the most senior regular employee within the work unit who can meet the requirements of the WCB regulations to undertake Occupational First Aid training in order to obtain a Certificate.