If an occupational contraindication is detected during a workplace health check-up, such as hearing loss, how should it be handled?
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Workers entered the factory without undergoing a pre-job health check; in previous years they only had regular health examinations. Now, occupational health checks have revealed that several of them have hearing loss, which constitutes an occupational contraindication. What should be done in such cases, and what are the legal provisions governing this? What are the legal consequences? Thank you!
I remember that occupational diseases need to be evaluated. . . . . . . . . . . . . . . . . . . . . . . . . .
Asking about occupational contraindications is not related to occupational diseases.
First, you need to undergo a diagnosis for occupational diseases to determine whether it constitutes an occupational disease. Secondly, based on the results, consider the company’s compensation.
Change job position and move away from noisy environments
If it is merely a hearing loss that does not reach the level of an occupational disease, it is now necessary to reassign the employee to another position. If an employee suspects that they have an occupational disease, they can undergo an assessment for such diseases, and the decision will be based on the results of that assessment. The current task is to change positions. Stay away from noisy environments. . .
Agree with the view from floor 6; it’s necessary to check whether hearing loss is directly related to the job duties. If so, then the job position needs to be changed
Regardless of whether it is related to the position or not, a transfer must be arranged, to a position with lower noise levels. Keep the documents related to the job transfer in good order; if you plan to leave the job, it’s best to get a health check-up before doing so