Coworker had a needle stick, HR is not supportive - page 2

1. 
   Jun 13

   Joined: Apr '06; Posts: 2,803; Likes: 4,362

   Quote from mc-escher

   ...It's frustrating that the human resources officer wouldn't do more to advocate for employees but I understand the legalities here.

   You always need to remember this: Like your state's board of nursing, human resources is not an advocate for the employee, they're there to protect the employer.
   
   Best wishes to your friend as she works through thus.
2. 
   Jun 13

   Joined: Nov '17; Posts: 355; Likes: 761

   Quote from kbrn2002

   I'm sorry but in this case I side with the employer. If she filed an incident report as soon as it happened and then refused the recommended follow up she can't change her mind later and expect the employer to pay for it.
   
   With the time lapse between reporting the needle stick and seeking testing there would be no way for the employee to prove that any positive test results were from that needle stick and not from some exposure that occurred outside of work.
   
   If she had followed the proper protocol and was seen immediately as recommended then any subsequent follow up testing would be considered part of the initial treatment and the employer should pay for it.

   This. She refused. It's on her now.
3. 
   Jun 13

   Joined: Feb '08; Posts: 3,247; Likes: 7,059

   Quote from KelRN215

   Risk-benefit analysis. I've stuck myself with a subq needle while giving a 2 year old an injection and didn't even report it. Not worth my time or a second thought, in my opinion. The odds of a child having HIV or Hep C and it being unknown are extremely small.
   
   OP, this situation has nothing to do with HR. Occupational Health is the department that this concerns.

   While it is true that most infants are less likely to have certain diseases/disorders, I have personally cared for at least 10 children/infants with known HIV. I'm sure over my years I've cared for many more we just didn't know about.
   
   ALL needle sticks should be reported, and care should be sought.
4. 
   Jun 13

   Joined: Oct '10; Posts: 7,554; Likes: 16,896

   Quote from mc-escher

   Thanks for all the insights! For the record, I do agree that it was unwise to refuse testing and treatment when it happened. I'm just presenting the facts. My first response was telling her nicely that refusing the testing may have taken away her chances of getting support from our employer with doctor visits or medications. It's frustrating that the human resources officer wouldn't do more to advocate for employees but I understand the legalities here.

   Contrary to popular belief, it is not HR's role to advocate for the employees. Their role is to protect the employer.

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