askjan's allergy pages http://askjan.org/media/alle.htm


Effective Accommodation Practices Series: Food Allergies .doc

Audio version of Effective Accommodation Practices Series: Food Allergies

Quote

A food allergy occurs when a person's immune system decides that a particular food is harmful and so creates specific antibodies to it. The next time the individual is exposed to that food, the immune system releases massive amounts of chemicals to protect the body. These chemicals trigger a cascade of allergic symptoms that can affect the respiratory system, gastrointestinal tract, skin, or cardiovascular system. Symptoms range from a tingling sensation in the mouth, swelling of the tongue and the throat, difficulty breathing, hives, vomiting, abdominal cramps, diarrhea, drop in blood pressure, and loss of consciousness to death. Symptoms typically appear within minutes to two hours after the person has eaten the food to which he or she is allergic.

Although a person can be allergic to any food, there are eight foods that account for most of all food allergy reactions. These are milk, eggs, peanuts, tree nuts, fish, shellfish, soy, and wheat.  Currently, there are no medications that cure food allergies.  Strict avoidance of the allergy-causing food is the only way to avoid a reaction. 

The following is a quick overview of some of the job accommodations that might be useful for people with food allergy. For a more in depth discussion, access JAN's publications at http://AskJAN.org/media/atoz.htm.  To discuss an accommodation situation with a consultant, contact JAN directly.

General Accommodation Considerations

Implement a Policy Restricting Certain Foods from the Workplace
Note: While implementing policies restricting certain foods is not fail-safe, it may help to reduce exposure. 
•   Post signs at entrances to the building and in hallways, restrooms, waiting rooms, classrooms, and cafeterias alerting people that certain foods are restricted due to a severe food allergy.
•   Send memos to employees mentioning that if a person has eaten the offending food to let others know so the proper precautions may be taken.  Some allergic reactions have occurred when a person has contact with someone who has eaten an offending food. 
•   Send occasional memos encouraging compliance with the policy.
•   Enforce the policy with consequences for violations.


Sample Policy Language
•   Memo to staff: "You may have noticed the signs up on the front door stating that this is a peanut and tree nut-free workplace. Please cooperate with this request because there are several of us on staff who are sensitive to peanuts and tree nuts to varying degrees. Our bodies have a hard time when we come into contact with these foods, and they may even cause anaphylaxis or death. If you have consumed peanuts, tree nuts, or other foods containing these products, please let [the receptionist, the manager, the HR person, etc.] know so we can take appropriate precautions."
•   Sign posted at business entrance: "This is a peanut and tree nut-free office. Please help us to accommodate our co-workers and clients who are allergic to these foods. Thank you for not bringing these items into the workplace."

Modify Workplace Policies
•   Allow employee to eat at his/her desk or in his/her office or allow extra time during lunch so the employee may go home to eat.
•   Permit flexible scheduling so the employee with a food allergy may work when less people are present in the workplace to decrease possible exposure.
•   Relocate employee's workspace to reduce possibility of exposure to offending foods.

Traveling for Work
•   Research current airline policies regarding snacks served on the plane; some airlines do not serve peanut snacks.
•   Allow employees who travel for work to stay overnight in hotels with refrigerators in the rooms so they may bring their own food.

Recurrent Need for Medical Intervention
•   Permit flexible scheduling.
•   Allow a self-paced workload with flexible hours.
•   Provide time off for medical appointments.
•   Consider work from home.
•   Allow additional unpaid leave if employee exhausts accrued time off.

Create an Emergency Plan of Action
•   Conduct a training session to educate employees on food allergies.
•   Discuss the proper steps to take in an emergency situation, e.g., how to call 911.
•   Discuss the signs and symptoms of an anaphylactic reaction, which may include a tingling sensation in the mouth, swelling of the tongue and the throat, difficulty breathing, hives, vomiting, abdominal cramps, diarrhea, dizziness, and loss of consciousness.
•   Allow an employee to keep medication with him/her at all times.
•   Note that an employee with a food allergy may wear a medical alert necklace or bracelet.

The initial wave of kids are going to college and entering the workforce. Thought this might be helpful to both them and any adults in USA who will need workplace accommodations.

askjan.org

QuoteThe Job Accommodation Network (JAN) is the leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues. Working toward practical solutions that benefit both employer and employee, JAN helps people with disabilities enhance their employability, and shows employers how to capitalize on the value and talent that people with disabilities add to the workplace.

JAN's trusted consultants offer one-on-one guidance on workplace accommodations, the Americans with Disabilities Act (ADA) and related legislation, and self-employment and entrepreneurship options for people with disabilities. Assistance is available both over the phone and online. Those who can benefit from JAN's services include private employers of all sizes, government agencies, employee representatives, and service providers, as well as people with disabilities and their families.

JAN represents the most comprehensive job accommodation resource available. From Fortune 500 companies to entrepreneurs, JAN has served customers across the United States and around the world for more than 25 years. Its consultants are thought leaders and innovators on disability employment issues, and all have earned at least one Master's degree in their specialized fields, ranging from rehabilitation counseling to education and engineering. Meet the JAN staff.

JAN is one of several services provided by the U.S. Department of Labor's Office of Disability Employment Policy (ODEP). Its development has been achieved through the collaborative efforts of ODEP, West Virginia University, and private industry throughout North America.

Any who utilize please share experiences here, good or bad.