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HomeMy WebLinkAbout90-098 i'" 4 ~ ~~~ ~ r _ :~ r r t ~ ~ ~1 r`. t ,~ ~ ~~~ ~ l h'fi ~ f( 3~ r k -'~_ Y _~~ -,, B ~7 A ~RD O ~" ~S U ~'' E R~ I S O R S '~*R COUNTY OF'BUTTE. STATE OF.CALIFOF2MIA '~ .~ ~esolufion A1o. gp_gg LIFE THREATENING ILLNESS PbLICY WHEREAS, Butte County recognizes that employees with life-threatening illnesses, or those perceived to have a life threatening illness, including but not limited to cancer, heart disease or AIDS, may wish to continue to work, as their condition permits, and supports their right to work so long as they meed acceptable performance standards and so long as medical evidence indicates their condition poses no threat to themselves or others, and further indicates that the employee is physically and mentally able to perform the essential functions of the fob; and WHEREAS, Butte County also recognizes that it serves clients who may have a life-threatening illness, and supports the afflicted client's right to County service; and WHEREAS, Butte County has an obligation to provide a safe environment for all employees and clients and expects all of its employees to be sensitive to these issues; and WHEREAS, Butte County recognizes that an afflicted employee may be limited as to the work they can contribute within a department, and that confidentiality of the affliction is a concern. NOW, THEREFORE BE IT RESOLVED that the Board of Supervisors hereby adopts this resolution which includes the following life threatening illness policies: 1. Employee with life threatening illness golicy (Exhibit I) 2. Client with life threatening illness policy (Exhibit II) 3. Employee Educational Program Concerning Life Threatening Illness (Exhibit III) PASSED AND ADOPTED by the Board of Supervisors, County of Butte, State of California, this 19th day of June ~,ggO by the following vote: AYES: Supervisors McInturf, Dolan, Fulton & Chairman McLaughlin NOES : None ABSENT: Supervisor Uercruse NOT VOTING: None ~C ` ED McLAUGHLIN, hairman of the Butte County Board of Supervisors ATTEST: WILLIAM H. RANDOLPH, Chief Administrative Officer and Clerk f the Board BY: Exhibit I Butte County Policy Regarding Employees with Life-Threatening Illnesses Stat_e__ment of Philosophy Butte County recognizes that employees with Life-threatening illnesses, ar those who are perceived to have a life-threatening illness, including but not limited to cancer, heart disease or AIDS*, may wish to continue to engage in as many of their normal activities, including work, as their condition permits. As long as these employees are able to meet acceptable performance standards and medical evidence indicates their conditions pose no threat to themselves or others and that the employee is physically and mentally able to perform the essential functions of the fob, Butte County will support the affected employee's right to work. At the same time, Sutte County also recognizes that it has an obligation to provide a safe environment. Every precaution should be taken to ensure that an employee's condition does not present a health, security, and/or safety threat to County employees, clients** or others. Butte County expects all of its employees to be sensitive to these issues, and to make every effort to treat employees consistent with this philosophy and the following guidelines: * AIDS - Acquired Immunodeficiency Syndrome (includes any person who has AIDS Related Complex (ARC) ar is seropositive with Human Immunodeficiency Virus HIV) as defined by the Centers for Disease Control). ** Client - a member of the public who is requesting ar receiving services from Butte County and as appropriate, may include, an individual of the detention or correctional facility, General Guidelines Consistent with the above, Butte County adopts the following guidelines: Confidentiality 1. An employee's health condition is personal and private, and reasonable precautions should be taken to protect information regarding an employee's health condition. Communications regarding the affected employee's health condition, to the extent known, shall be restricted to those with a demonstrated job-related need-to-know. 2. Butte County understands that employees and supervisors may have questions and concerns when dealing with an individual who has a life-threatening illness; therefore. resources are available through the County Public Health Department and Employee Assistance Program. Equal Treatment 3. Employees or job applicants who have a life-threatening illness may be covered by laws and regulations that protect them against discrimination on the basis of disability. Questions by management relating to an employee's or job applicant's status as a disabled person should be directed to the Personnel Department for consideration. 4. Transfers of employees with life-threatening illnesses shall be made in accordance with the Butte County Personnel Rules, and/or labor and union agreements. ~. Any transfers of co-workers of an employee with a life- threatening illness shall be made in accordance with County Personnel Rules and/or labor and union agreements. Where it has been determined that continued presence of an employee with a life-threatening illness poses no health, security or safety risk to co-workers, clients or others, transfers will not be granted on the basis of a perceived health, security, or safety risk. Benefits 6. Employees with life--threatening illnesses, provided that they are otherwise eligible, are entitled to all County provided benefits including coverage under the County's sick leave plan. In addition, confidential consultation regarding employee benefits may be obtained through the County's Personnel Department. T. The County, through its Public Health Department and Employee Assistance Program, will provide access to agencies which offer supportive services to employees and their household members who may be affected by a life-threatening illness. Management 8. Tf the job performance of an employee with a life-threatening illness is a concern, management should contact Personnel for assistance; decisions will be made in accordance with Butte County Personnel Rules and/or labor and union agreements. 9. The Personnel Department should be contacted to determine if a statement should be obtained from the employee's attending physician that continued presence at work will pose no threat to the employee, ca-workers or clients. 10. Reasonable accommodations will be made to modify the affected employee's duties or work conditions consistent with the business needs of the particular County department. Determination shall be made an a case-by-case basis, in conference with Risk Management, Persannel, and the County Counsel. 11. If it is necessary to temporarily increase a department complement in order to hire a replacement ar partial replacement for an employee who is on paid sick leave or reduced hours due to a life-threatening illness, the department head shall contact the Chief Administrative Officer. The CAO may approve or disapprove such a temporary complement increase. For assistance in adding a temporary employee, the department should contact the Personnel Department. Such a temporary increase in complement will continue at the discretion of the departmentts appointing authority or Chief Administrative Officer. 12. Each department may develop specific guidelines to address needs specific to its department not already addressed by the policy. Such guidelines shall be consistent with this policy and shall be developed in consultation with Risk Management and the Persannel Department. Of Nate This policy statement and guidelines are based on the most current and generally accepted medical information and are subject to an-going revision. ~Xn;n;t zz Butte County Policy Regarding Clients with Life-Threatening Illnesses State of Philoso h Butte County recognizes that it provides services to clients* who may have a life-threatening illness, or those who are perceived to have a Iife threatening illness including but not limited to Dancer, heart disease or AIDS**. The County supports the affected client's right to County services. If necessary, in consideration of the type of services sought, reasonable safeguards may need to be used in order to protect either the County employee, the client or others. At the same time, Butte County also recognizes that it has an obligation to provide a safe environment for a11. Every precaution should be taken to ensure that a client's condition does not present a health, security, or safety threat to County employees, clients or others. Butte County expects all of its employees to be sensitive to these issues, and to make every effort to treat employees consistent with this philosophy and the following guidelines: * AIDS - Acquired Immunodeficiency Syndrome (includes any person who has AIDS Related Complex (ARC} or is seropositive with Human Immunodeficiency Virus (HTV} as defined by the Centers for Disease Control}. ** Client - a member of the public who is requesting or reDeiving services from Butte County and as appropriate, may include, an individual of the detention or correctional faDility. General Guidelines Consistent with the above, Butte County adopts the fallowing guidelines: Confidentiality 1. An client's health condition is reasonable precautions should be regarding an employee's health regarding the affected client' extent known, shall be restricted job-related need-ta-know. E ua1 Treatment personal and private, and taken to protect information condition. Communications s health condition, to the to those with a demonstrated 2. Clients who have a life-threatening illness may be covered by laws and regulations that protect them against discrimination an the basis of disability. Questions by management relating to a clients status as a disabled person should be directed to Personnel and the County Counsel for consideration. Management 3. Butte County understands that employees and supervisors may have questions and concerns when dealing with an individual who has a life-threatening illness; therefore, resources are available through the County Public Health Department and Employee Assistance Program. 4. Employees with a jab that brings them into contact with clients who may have a life-threatening .illness and request a transfer shall be transferred only in accordance with Butte County Personnel Rules and/or labor and union agreements. Transfers will not be granted on the basis of a perceived health or safety risk. 5. Each department may develop specific guidelines to address needs specific to its department not already addressed by the policy. Such guidelines shall be consistent with this policy and shall be developed in consultation with Risk Management Personnel and the County Counsel. Of Note This policy statement and guidelines are based on the mast current and generally accepted medical information and are subject to an-going revision. exhibit III Butte County Policy Regarding Educational Program far Gaunty Employees Statement of Philosophy Butte County recognizes the discovery of any new disease is a natural cause for public concern. The identification of Acquired Immune Deficiency Syndrome (AIDS) in 1881 was no exception. AIDS is unique in that fear of infection is growing among thane considered at low risk, despite scientific assurance that it is not an easy disease to catch. Consistent with this concern for employees or clients with life-threatening illnesses, Butte County offers the following range Of re50l1rGe5: - Management, employee and public education and information available from the Butte County Health Department's AIDS Education Project. - Benefit consultation to assist employees in effectively managing health, leave and other benefits are available from the County Employee Assistance Program. Butte County Board of Supervisors appointed an AIDS Task Force in 1988 to report on the impact of AIDS in the county. Recommendation #58 encourages all employers to implement HIV prevention, education and training for employees, and adopt policies and procedures to effectively deal with issues related to HIV disease. Butte County wi11 make an effort to avoid panic at the worksite by educating all county employees about AIDS. General Guidelines Consistent with the above, Butte County adopts the following guidelines: New Employee Brochure 1. A pamphlet will be prepared by the AIDS Education Project and included in all new employee packets by Personnel. 2. Questions shall be forwarded to the AIDS Education Project at 2885. Educational_Employee_Programs 3, Educational programs about HTV Disease wi11 be provided to Butte County employees during August, September and October 1990. The programs should be mandatory and the priority of training determined according to the employer's likelihood of exposure to AIDS in the workplace, or need for knowledge of the disease in order to perform the jab. Group 1 Employees in this group need knowledge of the disease to perform their jobs. The educational plan would include an overview as we11 as identification of local resources (approximately 1 hour}, Group 2 Employees in this group may be unknowingly working with people with HTV Disease. The education plan will include the use of universal grecautions (approximately 2 hours), Group 3 These people are less likely to be physically exposed during the course of their work; however, basic knowledge of the disease is necessary to perform their jobs {approximately 1-1/2 hours}. Group 4 In this group there is little risk far exposure during work, nor is detailed knowledge essential to perform their job. However basic knowledge is needed in the event an employee in one of these departments should acquire AIDS. The educational plan would include a 1 hour program. Grou in s for Educational Pro rams 4. Programs will be scheduled for each group consecutively. Group I Board of Supervisors Management Council County Administrator County Counsel Risk Management Personnel Superior & Municipal Court Gra.__..~I? Public Health Mental Health Sheriff-Coroner Probation Juvenile Hall Social Welfare Public Guardian Group III Veterans Service Public Works District Attorney Building & Grounds Group IV Agricultural (Weights & Measures} Air Pollution Assessor Auditor-Controller Central Services Civil Disaster County Clerk-Recorder Libraries Elections & Registrations Farm do Home Advisors Planning Purchasing Treasurer-Tax Collector Of Note This policy statement and guidelines are based on the most current and generally accepted medical information and are subject to on~-going revision.