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Diabetic Employee needing Cell Phone on body

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Best Answer , 26 June 2023 - 09:37 PM

Tell the employee they will need to have their doctor issue a letter on the doctor stationery that the person must have their phone with them at all times to directly monitor the device.


IN writing allow the employee to have their phone in their below belt pocket.
Phone must be restricted to this use only.

We just did this.


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TX-QA -PECAN CANDY

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Posted 26 June 2023 - 09:18 PM

Hello helpful community!

 

I have a new employee, with a new possible issue.

The employee hired, has stated they must have there phone on them 24/7 to monitor there diabetes, and incase of emergency as they have a wireless digital montior that is located on/in their arm.

I know the device has a distance it can be away from the reader..that is all I know.

 

Do we have any options to deny this, or must the facility honor this?

 

 

Thank you all in advance,

-Ethan Bauer



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Posted 26 June 2023 - 09:37 PM   Best Answer

Tell the employee they will need to have their doctor issue a letter on the doctor stationery that the person must have their phone with them at all times to directly monitor the device.


IN writing allow the employee to have their phone in their below belt pocket.
Phone must be restricted to this use only.

We just did this.


Edited by SQFconsultant, 26 June 2023 - 09:38 PM.

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Charles.C

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Posted 26 June 2023 - 09:42 PM

Hello helpful community!

 

I have a new employee, with a new possible issue.

The employee hired, has stated they must have there phone on them 24/7 to monitor there diabetes, and incase of emergency as they have a wireless digital montior that is located on/in their arm.

I know the device has a distance it can be away from the reader..that is all I know.

 

Do we have any options to deny this, or must the facility honor this?

 

 

Thank you all in advance,

-Ethan Bauer

Hi Ethan,

 

Unfortunately you do not state yr location/business which is sort of "relevant" ?

 

And possibly the employee's function ?


Kind Regards,

 

Charles.C


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TX-QA -PECAN CANDY

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Posted 26 June 2023 - 09:48 PM

Hi Ethan,

 

Unfortunately you do not state yr location/business which is sort of "relevant" ?

 

And possibly the employee's function ?

Hi Charles,

 

We produce/manufacture candy in Texas

The employee is a production employee, who handles candy after the cooking stage, before it is sent to dry and then packaging.

 

How/why does this information become relevant or pertain to this (I am asking to learn why this applies)?

 

Thank you for your help!



Charles.C

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Posted 26 June 2023 - 10:18 PM

Hi Charles,

 

We produce/manufacture candy in Texas

The employee is a production employee, who handles candy after the cooking stage, before it is sent to dry and then packaging.

 

How/why does this information become relevant or pertain to this (I am asking to learn why this applies)?

 

Thank you for your help!

Legalities vary with Country.eg OSHA. And maybe State.

Options may vary with Safety significance. ditto.


Kind Regards,

 

Charles.C


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Setanta

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Posted 27 June 2023 - 11:01 AM

With proper doctor's documentation from the doctor and a specific location for this person to wear it, I would allow it.
Any use outside of those parameters should be considered a GMP violation.


-Setanta         

 

 

 


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jfrey123

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Posted 27 June 2023 - 02:21 PM

Hi Charles,

 

We produce/manufacture candy in Texas

The employee is a production employee, who handles candy after the cooking stage, before it is sent to dry and then packaging.

 

How/why does this information become relevant or pertain to this (I am asking to learn why this applies)?

 

Thank you for your help!

 

 

It's relevant because people might want to suggest the employee be tasked with a job that doesn't involve raw material.  Workplaces have a duty to provide reasonable accommodations for people with a medical need.  Food manufacturers also have a duty to safeguard their food.

 

I agree with the above about getting a doctor's letter on behalf of this employee.  That said, the employee presents a higher than average risk:  the monitor could leak blood, he could drop the phone when routinely checking his blood sugar, he might touch his phone and then not wash hands before going back to touching product or zone 1 areas.  For any number of reasons, you might evaluate the risk and decide you need to move him to a position where he isn't handling exposed product.  If you're in the US, you'll find that the ADA and other medical codes conflict with FDA GMP's: I could see a scenario where an FDA officer observing the employee on his phone in production near product writing up the use as unacceptable, medical excuse be damned.



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TX-QA -PECAN CANDY

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Posted 27 June 2023 - 03:19 PM

Tell the employee they will need to have their doctor issue a letter on the doctor stationery that the person must have their phone with them at all times to directly monitor the device.


IN writing allow the employee to have their phone in their below belt pocket.
Phone must be restricted to this use only.

We just did this.

Are you monitoring the use of the phone?

Also how do you have employee store the phone in a safety case or bag?





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