Hepatitis A Sample Clauses

Hepatitis A. Note: The manager must report to the Health Department when an employee has one of these illnesses. 1. An outbreak of Norovirus, typhoid fever, Shigella spp. infection, E. coli infection, or Hepatitis A. 2. A household member with Norovirus, typhoid fever, Shigella spp. infection, E. coli infection, or hepatitis A. 3. A household member attending or working in a setting with an outbreak of Norovirus, typhoid fever, Shigella spp. infection, E. coli infection, or Hepatitis A.
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Hepatitis A. If the employee is restricted from work, they are permitted to work in limited capacities (non-food handling, non-utensil handling). If the employee is excluded from work, they are not permitted to work and cannot return until approval from a health practitioner is received. 3. Exposure to or suspicion of causing any confirmed disease outbreak of norovirus, typhoid fever, shigellosis, E. Coli 0157:H7, hepatitis A or other ▇▇▇▇ infection. 4. A household member diagnosed with norovirus, typhoid fever, shigellosis, hepatitis A or other ▇▇▇▇ infection. 5. A household member attending or working in a setting experiencing a confirmed disease outbreak of norovirus, typhoid fever, shigellosis, E. Coli 0157:H7, hepatitis A or other ▇▇▇▇ infection.
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Hepatitis A. Note: The manager must report to the Health Department when an employee has been diagnosed with one of these illnesses.
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Hepatitis A a. No routine screening or vaccination offered at pre-employment. .
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Hepatitis A. Note: The permit holder/operator/PIC must report to the Health Department when an employee has one of these illnesses. 1. Norovirus within the past 48 hours of the last exposure, 2. Typhoid fever within the past 14 days of the last exposure, 3. Shigella spp. infection within the past 3 days of the last exposure, 4. E. Coli infection within the past 3 days of the last exposure,
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Hepatitis A.  Yes  No  Yes  No  Yes  No Letting employees make up shifts  Yes  No  Yes  No  Yes  No Other:  Yes  No  Yes  No  Yes  No Other:  Yes  No  Yes  No  Yes  No Other:  Yes  No  Yes  No  Yes  No Have these practices changed since January 2020? (Only ask on initial visit)  Yes  No  Unsure  Refused If No → go to question 24 Have any of the following practices changed? Practice changed: If practice changed, Is practice new? If practice is not new/has changed: Is it stricter or more lenient? What/how has it changed? Comments: How you operate when an employee calls in sick  Yes  No (If no, go to #2)  Not new  New (If New, go to #2)  Stricter  More lenient Check all that apply ☐ Work short staffed ☐ Depends on how sick ☐ Other Any practices that you have implemented to keep sick workers from working  Yes  No (If no, go to #3)  Not new  New (If New, go to #3)  Stricter  More lenient Check all that apply ☐ Emp arrange coverage ☐ Manager arrange coverage ☐ Have on call ☐ Paid sick leave ☐ Employer subsidized immunizations ☐ Make up shifts ☐ Other Any other practices I haven’t mentioned changed?  Yes  No -- -- -- -- What changed? Describe: --  Not new  New (If New, go to #b)  Stricter  More lenient Describe change: What changed? Describe: --  Not new  New  Stricter  More lenient Describe change: In your opinion, if this restaurant were to adopt a practice to keep sick workers from working, which of the following practices would most likely be adopted by this restaurant? If practice is already occurring check the already occurring box and do not read that answer choice. a. Paid sick leave or additional paid sick leave if you already provide sick leave  Would adopt  Already occurring  Unsure b. Maintaining an on-call employee schedule  Would adopt  Already occurring  Unsure c. Paying for employee immunizations  Would adopt  Already occurring  Unsure d. Allowing employees to make up missed shifts  Would adopt  Already occurring  Unsure e. Or are there other provisions that you would consider  Would adopt  Already occurring  Unsure f. Are there any others the restaurant might adopt? Describe:  Yes  No  Unsure  None  Unsure  Refused Who in the restaurant would be able to make changes to this restaurant’s ill worker policy? (Check all that apply) ☐ Owner ☐ General manager ☐ Corporate office ☐ Other: __________________________________ ☐ Unsure ☐ Refused  This is the person being interviewed  Yes-writt...
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Hepatitis A. Overview: Hepatitis A is a liver disease caused by the Hepatitis A virus. Hepatitis A can affect anyone. In the United States, Hepatitis A can occur in situations ranging from isolated cases of disease to widespread epidemics. Incubation Period: 15 – 50 days Symptoms: Jaundice, nausea, diarrhea, fever, fatigue, loss of appetite, cramps Prevention: Wash hands properly and frequently, especially after using the restroom. Overview: This virus is the leading cause of diarrhea in the United States. Any food can be contaminated with norovirus if handled by someone who is infected with the virus. This virus is highly infectious. Sources: Salad, milk, and dairy products, and unclean water. Incubation Period: 6 – 48 hours Symptoms: Nausea, vomiting, diarrhea, cramps Prevention: Wash hands properly and frequently, especially after using the restroom. Obtain food from a reputable food source: and wash vegetables thoroughly. Overview: Staph food poisoning is a gastrointestinal illness. It is caused by eating food contaminated with toxins produced by Staphylococcus aureus. Staph can be found on the skin, in the mouth, throat, and nose of may employees. The hands of employees can be contaminated by touching their nose, infected cuts or other body parts. Staph produces toxins that are extremely heat stable and are not inactivated by normal reheating temperatures. It is important that food contamination be minimized. Sources: Ready-to-eat foods touched by bare hands. Foods at highest risk of producing toxins are those that are made by hand and require no cooking. Incubation Period: Staph toxins are fast acting, sometimes causing illness in as little as 30 minutes after eating contaminated foods, but symptoms usually develop within 1 – 6 hours. Symptoms: Nausea, vomiting, stomach cramps, diarrhea. The illness lasts 1 – 3 days. In a small minority of patients, the illness may be more severe. Prevention: No bare hand contact with ready-to-eat foods. Wash hands properly. Do not prepare food if you have a nose or eye infection. Do not prepare or serve food for others if you have wounds or skin infections on your hands or wrists. If food is to be stored longer than two hours, keep hot foods hot (over 135F) and cold foods cold (41F or under). Properly cool all foods.
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Hepatitis A. Note: The manager must report to the Health Department when an employee has one of these illnesses. Reporting: Exposure of Illness I agree to report to the manager when I have been exposed to any of the illnesses listed above through: 1. An outbreak of Norovirus, typhoid fever, Shigella spp. infection, E. coli infection, or Hepatitis A. 2. A household member with Norovirus, typhoid fever, Shigella spp. infection, E. coli infection, or hepatitis A. 3. A household member attending or working in a setting with an outbreak of Norovirus, typhoid fever, Shigella spp. infection, E. coli infection, or Hepatitis A. Exclusion and Restriction from Work If you have any of the symptoms or illnesses listed above, you may be excluded* or restricted** from work. *If you are excluded from work you are not allowed to come to work. **If you are restricted from work you are allowed to come to work, but your duties may be limited. Returning to Work If you are excluded from work for having diarrhea andƒor vomiting, you will not be able to return to work until more than 24 hours have passed since your last symptoms of diarrhea andƒor vomiting. If you are excluded from work for exhibiting symptoms of a sore throat with fever or for having jaundice (yellowing of the skin andƒ or eyes), Norovirus, Salmonella Typhii (typhoid fever), Shigella spp. infection, E. coli infection, andƒor Hepatitis A, you will not be able to return to work until Health Department approval is granted. Agreement I understand that I must: 1. Report when I have or have been exposed to any of the symptoms or illnesses listed above; and 2. Comply with work restrictions andƒor exclusions that are given to me. I understand that if I do not comply with this agreement, it may put my job at risk. Food Employee Name (please print) Signature of Employee Date Manager (Person-in-Charge) Name (please print) Signature of Manager (Person-in-Charge) Date These are some of the Bacterium and Viruses spread from Food Handlers to Food E. Coli Shigella 1. Handwashing is the MOST CRITICAL control step in prevention of disease Invest 20 seconds to follow these 6 simple steps: 1. Wet your hands and arms with warm running water. 2. Apply soap and bring to a good lather. 3. Scrub hands and arms vigorously for 10 to 15 seconds (clean under nails and between fingers). 4. Rinse hands and arms thoroughly under running water. 5. Dry hands and arms with a single-use paper towel or warm-air hand dryer. 6. Use the towel to turn off faucets a...
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Related to Hepatitis A

  • Hepatitis B Vaccine Where the Hospital identifies high risk areas where employees are exposed to Hepatitis B, the Hospital will provide, at no cost to the employees, a Hepatitis B vaccine.

  • Influenza Vaccine Upon recommendation of the Medical Officer of Health, all employees shall be required, on an annual basis to be vaccinated and or to take antiviral medication for influenza. If the costs of such medication are not covered by some other sources, the Employer will pay the cost for such medication. If the employee fails to take the required medication, she may be placed on an unpaid leave of absence during any influenza outbreak in the home until such time as the employee has been cleared by the public health or the Employer to return to the work environment. The only exception to this would be employees for whom taking the medication will result in the employee being physically ill to the extent that she cannot attend work. Upon written direction from the employee’s physician of such medical condition in consultation with the Employer’s physician, (if requested), the employee will be permitted to access their sick bank, if any, during any outbreak period. If there is a dispute between the physicians, the employee will be placed on unpaid leave. If the employee gets sick as a reaction to the drug and applies for WSIB the Employer will not oppose the application. If an employee is pregnant and her physician believes the pregnancy could be in jeopardy as a result of the influenza inoculation and/or the antiviral medication she shall be eligible for sick leave in circumstances where she is not allowed to attend at work as a result of an outbreak. This clause shall be interpreted in a manner consistent with the Ontario Human Rights Code.

  • Therapies Acupuncture and acupuncturist services, including x-ray and laboratory services. • Biofeedback, biofeedback training, and biofeedback by any other modality for any condition. • Recreational therapy services and programs, including wilderness programs. • Services provided in any covered program that are recreational therapy services, including wilderness programs, educational services, complimentary services, non- medical self-care, self-help programs, or non-clinical services. Examples include, but are not limited to, Tai Chi, yoga, personal training, meditation. • Computer/internet/social media based services and/or programs. • Recreational therapy. • Aqua therapy unless provided by a physical therapist. • Maintenance therapy services unless it is a habilitative service that helps a person keep, learn or improve skills and functioning for daily living. • Aromatherapy. • Hippotherapy. • Massage therapy rendered by a massage therapist. • Therapies, procedures, and services for the purpose of relieving stress. • Physical, occupational, speech, or respiratory therapy provided in your home, unless through a home care program. • Pelvic floor electrical and magnetic stimulation, and pelvic floor exercises. • Educational classes and services for speech impairments that are self-correcting. • Speech therapy services related to food aversion or texture disorders. • Exercise therapy. • Naturopathic, homeopathic, and Christian Science services, regardless of who orders or provides the services. • Eye exercises and visual training services. • Lenses and/or frames and contact lenses for members aged nineteen (19) and older. • Vision hardware purchased from a non-network provider. • Non-collection vision hardware. • Lenses and/or frames and contact lenses unless specifically listed as a covered healthcare service.

  • Human Leukocyte Antigen Testing This plan covers human leukocyte antigen testing for A, B, and DR antigens once per member per lifetime to establish a member’s bone marrow transplantation donor suitability in accordance with R.I. General Law §27-20-36. The testing must be performed in a facility that is: • accredited by the American Association of Blood Banks or its successors; and • licensed under the Clinical Laboratory Improvement Act as it may be amended from time to time. At the time of testing, the person being tested must complete and sign an informed consent form that also authorizes the results of the test to be used for participation in the National Marrow Donor program.

  • Preceptor A per diem Registered Nurse 2 may serve as a preceptor after successfully completing a preceptor workshop or equivalent documented training and agreeing to and being appointed to be specifically responsible for planning, organizing, and evaluating the new skill development of one or more RNs as appropriate enrolled in a defined orientation program, the parameters of which have been set forth in writing by the Employer. This includes teaching, clinical supervision, role modeling, feedback, evaluation (verbal and written) and follow up of the new or transferring employee. The per diem RN 2 preceptor is eligible to receive preceptor premium pay when actually engaged in preceptor role responsibilities with/on behalf of the orienting RN. A per diem RN 2 substituting for the original preceptor during a period of absence and who has been designated to carry out the preceptor's complete responsibility (including following and/or adjusting the plan to meet learning needs and providing oral and written evaluation input) will receive preceptor pay. A preceptor may be assigned to a student when it is determined by the Employer that the employee has completed the required preceptor training or has agreed to and been appointed a preceptor. The employee is specifically responsible for planning, organizing, and evaluating the new skill development of the student as appropriately enrolled in a defined program, the parameters of which have been set forth in writing by the Employer. This includes teaching, clinical supervision, role modeling, feedback, evaluation (verbal and written) and follow up of the student.