Date: Wed, 30 Jul 2003 10:28:44 -0400
Reply-To: "Peart, Charlyn M" <charlyn_peart**At_Symbol_Here**MERCK.COM>
Sender: DCHAS-L Discussion List <DCHAS-L**At_Symbol_Here**LIST.UVM.EDU>
From: "Peart, Charlyn M" <charlyn_peart**At_Symbol_Here**MERCK.COM>
Subject: Re: Pregnancy policies follow-up questions
Comments: To: "Ralph Stuart, University of Vermont"

From an industry and research laboratory perspective, we strive to provide a
workplace where everyone can work.  We don't want any areas that a certain
type of person would be excluded (pregnant women, man, etc.).  We have a
procedure where employees with reproductive health questions can bring the
concerns to our medical staff (Health Services) who in turn request
S&IH/toxicology assistance to answer any questions.  They can bring these
concerns forward before planning a pregnancy or after they are pregnant.  We
encourage all pregnant employees to go to Health Services for an evaluation
and we go into the work area and do a check to ensure proper controls are in
place and see if we can answer any questions.  We provide reproductive
health information as part of our Hazard Communication training as

If an employee has concerns (even though we don't have a reason for them to
be excluded from the work) a manager can make accommodations within their
area to have the employee avoid certain tasks of concern, but there is not a
formal restriction from the employee conducting the task.

The Johnson Controls Case is the reference that states that employers can
not preclude a women from working in an area based on health effects to the
unborn child.

It is a sensitive and often emotional issue that can generally be worked
through by providing information, discussing controls and then if necessary
working with the employee and supervisors to reach a situation where
everyone is comfortable.

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