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Kelly
Member - 3 posts
Hi all, maybe someone could shed some light on this.... A few days ago my employee came to me and said she had some type of infection on her hand, i told her she must arrange for a doctors appointment immediately, which she was not keen on. Due to the nature of my business, which is health & beauty its imperative she is looked after and she does not put clients at risk. I let her leave early to go to an app i arranged as what i thought was a favour. She came back demanding i pay that doctor bill, a second bill and two medication bills! Stating she caught the infection at work off a client. I am registered w/ the EPA in the states and train and use universal precuations and hospital grade sanitizing procedures so I highly doubt this iccured at my business, also to mention this girl does treatments in her home at weekends so i realy cant see where she gathers it happened in my place, overnight she has turned into a beligerent demon, demanding to know why i dont have insurance to help her, Please guys i am completely out of my depth here , whe i thought i did everything right, its even in the contract they are given that they must follow the EPA guidelines, and sanitizing procedures. What should i do??? Honestly I'm ready to let her go for the way she has spoken to me over this, when all i was doing was trying to help!
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Nigel DuPree
Member - 145 posts
1. you will have to do deal with what is NOW to mitigate / remove any possible risk of further transmission of infection by way of barrier or lay off person if not "reasonably practicable" for her to continue in work until until cleared up.
2. Investigate " IF " and when and who employee MAY have been exposed to or picked up this infection and HOW as she may not have been following your H & S protocols or guidelines inherent in her training (Contributory neglegence)
3. Is it a notifiable or reportable infection ? Do your local health people need to know ? Have you completed a super-clean of premises & equipment ? Have you also "recorded what you have done so far" to mitigate any further risk to your business other employees and/or customers ?
4. Have you informed and followed up with a report to your public liability insurers who are sure to have legal advise department or if concerned insurers may wiggle found independent legal advise ?
A real worry but, in order to protect yourself and your staff do not dismiss the rantings of either an anxious frightened employee in need of reasurance or the possibility of a fraudulant claim that will damage your reputation...
One step at a time and try to remain professional and not let it get personal.
Take care and good luck.
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Kelly
Member - 3 posts
Thank You that was very helpful, I have already instigated much of what you have suggested, and will continue on that path
Best Regards, K
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Tony Williams
Member - 17 posts
Employees working in health and beauty commonly get skin rashes from the various chemicals they use, or simply from wearing impervious gloves. We call this 'dermatitis' and it is usually simply from contact with irritant substances (contact irritant dermatitis) or can be allergic dermatitis (for example latex allergy to latex gloves).
This itself is not infective, but the rash can be contaminated with bacteria even if there is no infection, so the employee is then at greater risk of harbouring infection or passing it on. For this reason, healthcare workers with eczema or dermatitis should not work in a clinical environment while they have a rash because of the risk of transmitting MRSA.
Picking up an infection from work is less likely but could have happened. Whether this is an infection or dermatitis from work it is important that you find out what caused it so you can take any necessary steps to avoid the problem in future.
You do need good medical advice, possibly from her treating doctor if he understands the workplace issues, or from a suitable specialist, either a dermatologist or occupational physician. You will need your employee's consent before requesting a report and advice in accordance with the Access to Medical Reports Act 1988.
You have a duty of care to your employee as well as customers, but your employee should have a duty too, so if she is unwilling to co-operate this is likely to be a serious disciplinary issue.
There is normally no obligation for an employer to pay for treatment in UK. There are circumstances where doing so can result in a tax liability for the employee.
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Joseph moyo
Member - 2 posts
Hi Kelly
I do agree with Nigel 100%. Whatever you do you have to be extremely proffessional as they are companies who always advertise that where there is a blame there is a claim.
Make sure all risk assessments and training records are up to date as these are very helpful when it comes to legal aguments or alternatively leave it to the insures who can argue these cases
joe
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