h. Pregnancy Surveillance Program. Leave policies for the pregnant worker
will be consistent with legal and regulatory provisions which prohibit placing a pregnant
employee on mandatory leave at an arbitrary or specified time because of pregnancy.
Policies should be adopted encouraging pregnant workers to report to the health clinic
as soon as the pregnancy is determined. At that time, the impact of employment upon
the pregnancy will be evaluated. Employees not under the care of a physician will be
encouraged to seek medical supervision and arrangements for follow-up should be
made if indicated.
i. Epidemiological Investigations. Epidemiological investigations will be
conducted when situations develop suggesting the possibility of an increased disease or
injury rate attributable to occupational hazards.
j. Alcohol and Drug Abuse Prevention and Control Program. A program for
evaluation, diagnosis, counseling, and referral of civilian employees will be established
in accordance with AR 600-85, 1 December 1981. Where applicable, the occupational
health physician or the designated military physician will evaluate and, if appropriate,
refer individuals to the civilian program coordinator (CPC) and the Alcohol and Drug
Abuse Prevention and Control Program (ADAPCP) in accordance with local guidelines.
k. Employees Health Education. Factors such as the type of work performed,
the nature of hazards found in the work environment, and distinctive characteristics of
the work force should form the basis of health education programs.
Educational activities may be divided into two categories:
(a) Those concerned with health implications of the job.
(b) Those related to general health maintenance and health promotion.
(2) The OSH Act and the DOD OSHA criteria require that employees be
apprised of identified health hazards to which they are exposed, relevant symptoms,
appropriate emergency treatment, and responsibility for using protective clothing or
equipment. Additionally, provisions should be made for providing employees
information concerning occupational health services. Supervisors should be provided
initial and periodic orientation and guidance regarding their responsibilities for the health
of employees and areas for coordination with the OH staff.
l. Radiation Protection Program. There are ionizing and non-ionizing
radiation sources of potential occupational exposure. An occupational radiation area is
any area (accessible to personnel) that contains sources of ionizing or non-ionizing
radiation that could deliver a significant dose to at least a major portion of the body. An
ionizing radiation source is particles, gamma rays, x-rays, or neutrons; any natural or
artificial isotope or device capable of producing alpha particles, beta Non-ionizing
radiation sources include microwave radiation and laser radiation. Sources of non-