About a year ago I brought forward the issue of smoking in the workplace at a safety meeting. Our HR person chairing the meeting had no remarks and then spoke with my supervisor. My supervisor asked me why didn't I speak with him first. Just rece
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About a year ago I brought forward the issue of smoking in the workplace at a safety meeting. Our HR person chairing the meeting had no remarks and then spoke with my supervisor. My supervisor asked me why didn't I speak with him first. Just recently a Bloodborne Pathogens Exposer Control Plan (CFR1910.1030) was established. section (d)(2)(ix) reads, Eating,drinking,smoking,applying cosmetics or lip balm, and handling contact lenses are prohibited in work ares where there is reasonable liklihood of occupational exposer. Smoking is still allowed. My question is who do I speak with about this, knowing that our HR person ignored the comment at the safety meeting and is not enforcing recent Exposer Control Plan? The HR person is also on the safety committee. My second question is also about our HR persons selective decision making between employees, I had a minor accident with a company vehicle and reported it to my supervisor, his reply was to let it go. While walking to another department I explained the accident to several employees in route, the HR person bolted up from a sitting position and said the she neeeded to bring me to a facility for drug testing, she said that the Board of Directors wanted everyone involved in an accident be tested. I was fine with that and complied.In short four other incidents have occured since then, and the HR person tried to only require two employees to take the drug test. How do I approach these situations? Thank you. Way up North
