Balance and common sense RE: [Histonet] re: re: pregnancy

[Cheryl]

BUT---if the pregnant woman enlists the help of her care physician and he
makes recommendations for duty alterations because of a health condition
And pregnancy IS a condition--it's not a normal state of being
(FMLA-governed, too).

I understand and have been on both sides of this issue.  My daughter was
born over a month early because of effects of working in a lab and I
finished the CAP inspection from my hospital bed with my kid in an
incubator--and yes I still think of that facility as one of the best I ever
worked.  We had several uneventful pregnancies while I was a part of that
lab and several other labs, too.  NO ONE wants to cause harm because they
are afraid of a lawsuit. C'mon guys, were talking about a baby. Work with
the mom, work with her physician, educate everyone, use your risk management
department and employee health department!!!!   If your facility is of any
size and especially if there is a nursing staff, this is not a new situation
to your facility. 

If you offer her more safety equipment--offer it to all.  Please let's not
lose sight of the fact that labs are run and operate on the efforts of
people who have families and lives outside of work.  Take care of your
people, stay inside the rules but do so creatively and use your
resources--mom, baby, lab and all those who work there will finish this
experience healthy, happy and gainfully producing good patient care.

Cheryl

Cheryl R. Kerry, HT(ASCP), BA

Full Staff Inc.

Staffing the lab - One GREAT tech at a time.

281.852.9457 office

281.883.7704 cell

800.756.3309 fax and alternate phone

admin <@t> fullstaff.org

www.fullstaff.org




-----Original Message-----
From: histonet-bounces <@t> lists.utsouthwestern.edu
[mailto:histonet-bounces <@t> lists.utsouthwestern.edu] On Behalf Of Phil McArdle
Sent: Tuesday, February 19, 2008 10:07 AM
To: Histonet
Subject: [Histonet] re: re: pregnancy

Hi -

Though I'm no attorney, employment law is pretty clear on this issue: as an
employer, you must make all employees aware of hazards and make
recommendations, but you cannot discriminate. For example, an auto-parts
manufacturer prohibited pregnant workers from working with lead,
re-assigning them (at same pay, etc.). An employee filed a discrimination
suit, and won. Bottom line - the employer, in what appears to be a
good-faith effort to do the responsible thing, was penalized. So my take on
this issue is, in addition to making employees aware of hazards, you can
make accommodations at the request of the employee, but you cannot force
them to change duties without danger of a lawsuit.

Phil McArdle
--
Phil McArdle
Microwave Product Manager

Energy Beam Sciences, Inc.
29-B Kripes Rd.
East Granby, CT 06026

Tel:  800.992.9037 x 341
Mobile: 860.597.6796
Fax: 860.653.0422

pmcardle <@t> ebsciences.com
www.ebsciences.com

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