After-Hours Exposure at ECU:
Step #1: - Risk Assessment
Have the clinic attending physician or head nurse fill out the Risk
Assessment Referral Form. If there is a history of HIV infection
of significant risk factors you may be be referred to the
Step #2: - Bloodwork
The clinic personnel needs to obtain bloodwork on the source
patient (HIV, Help B Surface Antigen and Antibody, Help C
Antibody and RR).
Step #3: - Report to Employee Health
Report to Employee Health as soon as possible the next
working day between 7:45am - 4:45pm.
After-Hours Exposure at PCMH:
If the exposure occurs at PCMH after hours, consult
the nursing coordinator at PCMH to initiate the
after-hours referral process.
You may call 744-8500 to review the procedure
or consult the ECU Infection Control Manual.
Human Blood/Body Fluid Exposure:
If source patient is HIV positive, preventive treatment
should be given as soon as possible, or within 24 hours.
Call 744-2070, or 744-3545 during normal work
Injuries at Work:
Please take the following steps when injured on the job:
NOTIFY YOUR SUPERVISOR IMMEDIATELY!
Your supervisor will contact the Office of Environmental Health and Safety,
which administers the Workers Compensation Program, 328-6166.
The Office of Environmental Health and Safety will arrange for your
If you have a life-threatening emergency, go to PCMH Emergency Department
and have your supervisor report the incident to the Office of Environmental Health
and Safety ASAP.
Return to Work/Fit for Duty Evaluations:
There are situations when an ECU supervisor may desire to obtain our medical opinion:
Is an employee capable of performing their ECU occupational duties
based on their personal health status either physical or mental?
How can a work restriction imposed by an employee’s personal physician
can be met at ECU?
Can an employee who has been out of work with significant or a
prolonged illness safely return to work? Or a supervisor may be
concerned that the employee is not able to perform their expected
job duties based on observation of deteriorating performance, a pattern
of erratic attendance, or other indicator that suggests a change in health
status impacting work performance.
In such cases a fit for duty or return to work evaluation may be requested by
the supervisor. A Human Resources Employee Relations Specialist should be
consulted whenever such an evaluation is contemplated to ensure that ECU
policies regarding leave time, FMLA and short or long-term disability are
followed. The supervisor should contact the Employee Health physician to
provide information about their observations and concerns. A copy of the
employee’s job description will be needed to compare the expected
occupational demands with their current capabilities.
If the employee’s return to work or continued presence in the workplace
could create a health risk for themselves or others, they should not return
until cleared. (Administrative leave may be granted to complete this evaluation
process, at the discretion of the supervisor and the Human Resources Employee
Relations Specialist.) If the employee is found to be medically unable to perform
their occupational duties, they will be referred to their personal physician for
treatment; ECU leave and/or disability policies will govern time away from work.
After treatment resolves or improves the condition and the employee’s personal
physician certifies that they may return to work, the employee will be
re-evaluated by ECU Employee Health to verify fitness for duty and safe return
for more information.