To provide a policy for the protection of the fetus/embryo of the pregnant employee occupationally exposed to ionizing radiation.
It is the policy of Georgia Health Sciences University that radiation exposure should be kept to a minimum, particularly during pregnancy, and that pregnant employees be reassigned as appropriate to avoid radiation exposure. To that end, the following procedures are set forth to accomplish this policy.
3.1 Female employees will be informed, in writing, that special radiation protection is available to all employees who become pregnant, and that they must declare their pregnancy to GHSU in order to obtain the protection under this policy. This information will be presented during new employee orientation.
3.2 Female employees who are occupational workers and receive dosimetry will be given a copy of the Pregnant Worker’s Guide (Nuclear Regulatory Commission Guide 8.13). Employees will sign a form indicating receipt of this information. A pregnancy declaration form should be completed by employees who wish to declare their pregnancy. The forms and information are located on the Environmental Health and Safety web site at http://www.georgiahealth.edu/Services/EHS/radsafe/PDF/rwrf-pwg.pdf
3.3 To declare her pregnancy, an employee will notify her department head who will arrange for the employee to meet with the Radiation Safety Office staff to discuss possible precautions necessary to limit radiation exposure.
3.4 The pregnant employee may be assigned a monthly whole body and possibly fetal monitoring dosimetry. If the employee uses radioactive material, the Radiation Safety Office will review the radionuclides, physical and chemical forms, quantities used, and place the employee on a monthly bioassay program, if appropriate. The radiation safety officer will review each employee’s occupational exposure monthly.
3.5 If reassignment to duties that would limit radiation exposure is suggested by the employee’s personal physician or the Radiation Safety Office, the department head will make every effort to reassign the employee without loss of salary or benefits. Management reserves the right to reassign employees as necessitated by staffing and workload requirements.
3.6 The decision to discontinue employment will be made by the employee and her personal physician.