11 replies to this topic

[Simon]

I’m trying to do some research into what medical screening activities you undertake with new employees.  I’m not sure if it is even legal these day’s or what you should ask, what you can and cannot ask etc.Hope you can help by stating:

1. Your country
 
2. Your industry e.g. food/packaging
 
3. What standard you work to e.g. BRC Food, BRC Packaging, SQF Food etc.
 
4. What the requirements say in your standard
 
5. What procedures you have in place
 
Thanks,
 
Simon

[Setanta]

We are prohibited from asking much about their current health. Privacy laws...

1. United States

2. Frozen Food manufacture

3. SQF

4. 11.3.1.1 Personnel suffering from infectious diseases or are carriers of any infectious disease shall not engage in product handling or processing operation.

5. We have it in the new hire handbook that if they or a family member is diagnosed with a foodborne illness, they must report it to Human Resources. They cannot return to work unless they get an all clear from a doctor.

The only pre-employement testing we can do is for our truck drivers and forklift drivers. They must not test postiive for marijuana, cocaine, opiates, PCP, or methamphetimes. They are also subject to random drug testing for the above.

Setanta

[Milos Vasic]

1.Serbia

2.Snack and cereal production, packaging

3.HACCP

4. 5.We ask every new employee to make a statement about their current health condition and they have to have "sanitary" test which means taking a stool sample and nose swab to a medical lab. This is then repeated for every worker in contact with product on every 6 months. If anything shows up they than get therapy and cannot work until good result 2 times in row.

*This actually quite annoying because very often tests show presence of Staphylococcus in nose swab and then I am without worker for 2 weeks 

[abhagat]

1. Your country: USA
 
2. Your industry e.g. food/packaging: Refrigerated and Frozen Foods
 
3. What standard you work to e.g. BRC Food, BRC Packaging, SQF Food etc.: SQF
 
4. What the requirements say in your standard: SQF Code 7.1, Section: 11.3.1.1
 
5. What procedures you have in place: Random drug testing & making them read and sign a 1 page employee health policy agreement that conforms to state health policy.  

[Charles.C]

Hi Simon,

 

No input for UK as yet however based on previous exporting experience to UK and viewing the receiver's local SOP, can confidently predict that there will be warnings about exceeding legally acceptable limits all over the place. perhaps not for packaging though.

 

Rgds / Charles (.C)

[cazyncymru]

Country-UK
Industry - Dairy
Standards - BRC FOOD, Soil Association, TFMS, Morrison, ASDA et al
Questionnaire which includes asking about current medical conditions (e.g. Diabetes, Epilepsy), return to works (including foreign holidays). If they report that they (or any one in their household) has had food poisioning or a notifiable disease (http://www.hpa.org.u...fiableDiseases/) they cannot return to work until permitted by a doctor

Cazx

[trubertq]

Country: Ireland

Industry: Shellfish

Standards: BRC, IFS (wip)

 

Questionnaire asking about current medical conditions, travel abroad, and contact with infectious diseases.If they report an infectious disease they must be removed from food contact,until given the all clear by Dr.

[Wine Gum]

1. Your country: South Africa

2. Your industry:  Food

3. What standard you work to:  BRC Food

 

4. What the requirements say in your standard:  BRC clause 7.3

5. What procedures you have in place: New employees must go for a medical interview at the on-site  clinic and need to complete a Health Questionnaire Form

[HPG]

Country : Indonesia

Product : Biscuit and Wafer

Standard : ISO 22000

 

New employees must have statement from doctor that they are healthy and fill a questionnaire about their current medical condition.

For employees that contact with product, we check medical status every 6 months

[Leonie]

1. South Africa
2. Dairy
3. HACCP
4. Complete a health questionnaire(for what it is worth for...)
5. Regulations and guidelines are not specific enough. Without an onsite clinic for continuous monitoring of health, it is not effective. A general medical examination is not worth it, as the doctors focus on health issues as for requirements for life insurance policies and not fitness to handle food. Even check-ups by a health practitioner once a year leave room for a lot of conditions going untreated for 12 months as workers don't report illnesses for the fear of discrimination or losing their jobs. Refusal to employ a person because of medical conditions may turn against the employer.

[Simon]

Thanks all for your comnments so far.

 

From what I can see reporting illnesses whilst at work, and conducting return to work following illness or foreign holiday are relatively easy systems to implement, and corrective action such as giving lower risk job until all clear is possible.

 

What I'm still unsure of is what you can ask prospective new employees during recruitement.  It appears in some countries you can ask and test what you want, but in others you are very much restricted.  I think we should check the law of our land.  As if we ask and then decide not to employ based on health issues we could end up in court.

 

 

Regards,

Simon

[Jim E.]

In Canada we are very limited on asking health questions.  We do not get samples or health checks.  we can advise them of job duties and ask them if they think they are capable of such requirements.  I.e standing on your feet for 11.5 hours.