Prescribed drugs what can companies do about this safety hazard quadcopter gas engine


To all who have posted. I can perform just as well if not better on my prescription medication on my job. When using melds it’s important to at least exercise and keep good balance and posture. I am trying to get through a physical for housekeeping yesterday and a nurse practitioner comes in alarmed because she sees my past surgeries and what Medes I take. A job reduces my stress levels and I need pocket change for my kids’ games; not to mention some clothing. I was suppose to start work today. Now the Human Resources manager has to make a decision on wether to pay for a nerve induction test or not. She calls my dr for a release to work without restrictions. If he had given that then I would not be trying for a job. If you can’t make a way for hurt employees to work on some of their mess; then you better quit bitching about people being lazy, taking medicine, and sitting on their ass. In housekeeping I don’t believe there is machinery to operate. Five milligrams of hydrocdone, and 40 mgs. gas x chewables reviews Of blood pressure medicine, should not hurt a job performance especially housekeeping; especially if you are use to cleaning and being safe. That is all I did after my wreck is clean and clean. When I did I was taking much stronger doses of a different kind of med.

I agree with Neil and with Steve. The onus and liability will ALWAYS be with the employer on this issue. The issue is not the medication itself, but how it affects the person’s ability to perform the essential functions of their job safely. Firing someone simply because they take a certain type of medication, without proving that it puts the employee or others at imminent risk, will certainly open the employer up to all kinds of legal ramifications with both ADA and EEOC. Consider a Fit for Duty test by an objective healthcare provider who is also aware of the physical demands of the job and can test the employee’s ability to do it, will be your best bet. But, you’ve got to have a reasonable belief that they pose a threat before testing. Also, having an interactive dialogue with that employee about your concerns and perhaps finding work that is safer for them to do temporarily, while on the medication, is a better alternative. Or, if they are on the medication for long-term, then determining whether work exists for them to do that is safe for them or if not, THEN as a last resort, termination may be the answer, if all other avenues are exhausted.

In our situation anyone who is taking a prescribed medication that has the warning of do not operate or drive machinery while taking this medication has the responsibility to report to the Safety Director. We then determine if they are in a job position that this could affect. If so then we move the employee into a position that would be safe for at least 1 week for that employee to give time to determine if the medication adversly effects the employee. We have a work together program to help this employee keep working productively and to protect their and their coworkers safety. By having this honest and open approach and working as a team to keep each other in the workplace safe we have had a great response from our employees. No one should ever be terminated or made to feel that their work status is in jeopardy because they have been prescribed a medication by a doctor for a medical condition. It could be as simple a tooth extraction up to a very serious health condition. If the medication proves to adversly effect the employee then we take the responsibility to keep that employee working in a area that will be both safe for them and the people working around them. If a company tries hard enough every restriction- even medication complications can be met in the workplace and I guarantee you will have a stronger and more dedicated workforce if you work with your employees instead of turning your back to the situation by terminating. gas in babies Why train a new employee when you have a good employee right there who just needs a short term accomodation. Take a care of your employees and you will benifit as a company in the long view of the situation.

First make sure your MRO is you company doctor the does you’re fit for duty and new hire exams. If get this done then it is easier to ask the MRO to look at the safety issue of the medication. A good MRO will give the Neg. test but will also let you know if it is safe for the employee to work with equipment while on these medications, or at the less tell you need to have fit for duty exam done.

When team members notify us or it is fond as part of drug testing program (your MRO should be help you with this), we send them to our company doctor. This way it is a medical provider making the recommendation to remove, limited duties or make recommend to the team members doctor to use other medication. That will allow them to keep working on are locations. Limit duties are only for a very short time (30 to 60) days while they get there medication changed over. If they cannot change their medication and we have a spot open that will work with their medication we will offer them a job transfer.

A lot of the answers are great for large companies that can afford to put a doctor or nurse on payroll, or the luxury of moving employees all around to less restricted jobs. Our manuf. co. is about 30 employees. Our rules are that all non-OTC prescriptions must be reported. gas oil ratio calculator We random drug test. We fire after one warning on non-prescribed positive drug test. They must list their prescribed drugs before the test, which are then exempted. This puts in place a strong need to report drug prescriptions and against abuse. If we get a report of a questionable drug, we tell the employee to ask his doctor specifically for a release to work around heavy machinery. If we can accommodate the employees we do, but we don’t create new positions either. The doctors don’t want any additional liability, and won’t clear the employees until they are off the drug. They don’t work until the doctor clears them, so they blame the doctor or get off the medication ASAP. In seven years of this policy, I’ve had only one case of continuously prescribing a medication. gas after eating red meat This was a no-brainer to effectively fire the employee. He had two trips to the the ER in one week for stiches. His doctor wouldn’t release him and he was obviously unsafe. We didn’t have other suitable work available. All the others went into rehab and then tested clear, or had temporary assignments that we could accommodate. This could be a huge problem, affecting over half of all employees over time, but prudent policies and working with professionals makes this fairly easy to administer.

I am actually taking a pain killer for an accident I was in a couple of years ago. No bone injury, just chronic lower back pain and arthritis. The medication helped keep my pain levels to a minimum where I could tolerate a lot of simple things that had suddenly become difficult. I agree totally with what everyone has said. My situation is that I am being hired in as a Safety Technician and after passing my physical, the doctor wanted a work release saying I could work while taking these medications. My doctor is afraid to write anything so therefore I cannot go to work. I wish I would have known I would be in this situation and I would have tried a route other than medication. The shame is that I’ve been allowed to work in other fields such as electrical and boilermaker work, I finally get a position where I don’t touch anything and I can’t go to work! I don’t know, I hate being in the category of relying on medication so my goal is to get off, I just wish I didn’t have to pass up this job opportunity in the process. electricity outage austin I need to go to work. 1 more thing, I think it’s also a shame that a doctor that’s medicated and has taken my money for the last 4 years should atleast back me up a little bit and just be honest in letting them know the work I have performed and his opinion on me instead of turning his back on me when my I need him. This is a very confusing situation an it seems like the doctors are quessing as they go. Thanks for listening y’all.

I came across this post because my employer is thinking of starting the policy that if the medication has a warning to not drive or operate machinery, then you can’t do that job. This concerns me because I am on a painkiller for SI dysfunction (lower back issue). The medication does have this warning…it doesn’t directly say no, it says “may”…which could be a tricky interpretation for some. I only take the medication as needed…usually 1-2 weeks of time a month nonconsecutive days. I am closely monitored by my doctor. I do not get any of the adverse effects this med “may” cause. I perform my job including a small amount of driving just fine. In fact, on days my back is bad and I need to take the medication, I perform normally with the medication, but without it I would be in too much pain and wouldn’t be able to perform my job safely. Other medications, therapy, etc have been tried. OTCs are ineffective except in extreme doses which is more dangerous than the prescription. Every person is effected differently from medications. I feel a blanketed not allowing workers to work due to a potential effect of medication could discriminate some excellent workers. I would be fine if I had to show/prove that I am fine and able to safely do my job with my medication. However, discriminating just because I take it is wrong. Without the medication I would be on disability rather than a functioning, hardworking, tax paying contribution to society. I know I’m not the only person out there who may need meds like this and are totally fine on them. Why punish the people who are perfectly fine and wanting to work just because of a med that “may” cause a negative side effect.