http://www.safetynewsalert.com/the-top-safety-stories-of-2009/ Occupational safety and health news for workplace safety professionals. Fri, 19 Mar 2010 17:26:39 -0400 http://wordpress.org/?v=abc hourly 1 http://www.safetynewsalert.com/the-top-safety-stories-of-2009/comment-page-1/#comment-4927 Diane Wed, 22 Jul 2009 16:02:57 +0000 http://www.safetynewsalert.com/?p=3161#comment-4927 I understand there are many jobs where the use of medication for pain would cause a decrease in safety. Most of these medications have warning labels to that effect and many places of employment will not allow its employees to operate certain equipment while under the influence of these medications (marijuana would likely be included in this category). If a worker is working in an office environment and able to fulfill their job duties while on prescribed marijuana, I think we should let them (unless the company does not allow workers to work while on certain pain or mood altering drugs; morphine, codeine …). If the worker is “spacey” or unable to focus, then disciplinary action should be taken just like it would be taken with someone not on medication (or performance evaluations should be made and placed in their file.) If safety becomes an issue, the employee should be dealt with like any other employee who has become unsafe. I understand there are many jobs where the use of medication for pain would cause a decrease in safety. Most of these medications have warning labels to that effect and many places of employment will not allow its employees to operate certain equipment while under the influence of these medications (marijuana would likely be included in this category). If a worker is working in an office environment and able to fulfill their job duties while on prescribed marijuana, I think we should let them (unless the company does not allow workers to work while on certain pain or mood altering drugs; morphine, codeine …). If the worker is “spacey” or unable to focus, then disciplinary action should be taken just like it would be taken with someone not on medication (or performance evaluations should be made and placed in their file.) If safety becomes an issue, the employee should be dealt with like any other employee who has become unsafe.

]]> http://www.safetynewsalert.com/the-top-safety-stories-of-2009/comment-page-1/#comment-4908 JerseyJohn Wed, 22 Jul 2009 13:20:44 +0000 http://www.safetynewsalert.com/?p=3161#comment-4908 If a person is in such pain that only medically prescribed pot will alleviate it, how can they be focused on work? It seems to me they're a safety hazard either way, and not likely to be very productive. I don't think employers should be forced to accomodate them and put other employees at risk. If a person is in such pain that only medically prescribed pot will alleviate it, how can they be focused on work? It seems to me they’re a safety hazard either way, and not likely to be very productive. I don’t think employers should be forced to accomodate them and put other employees at risk.

]]> http://www.safetynewsalert.com/the-top-safety-stories-of-2009/comment-page-1/#comment-4906 Peter M. Gentles Wed, 22 Jul 2009 12:55:26 +0000 http://www.safetynewsalert.com/?p=3161#comment-4906 Your topics seem to direct blame towards workers rather than addressing & correcting the real root causes. Your topics seem to direct blame towards workers rather than addressing & correcting the real root causes.

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