Naloxone, commonly sold under the brand name Narcan and available without a prescription in every US state except Nebraska, is an opioid receptor antagonist used to treat overdoses of heroin and other opiates. Delivered via injection or a nasal spray, the drug has been credited with saving many addicts’ lives and has lately been the subject of numerous awareness campaigns in the US urging people who interact frequently with opioid users to have the antidote on hand and know how to administer it.
Last month, US Surgeon General Jerome Adams urged employers to stock naloxone at worksites as well, and train employees on how to use it, Allen Smith reported at SHRM:
“For a heart attack, we train employees how to do CPR until the paramedics arrive,” Adams noted April 19 in Washington, D.C, at Business Health Agenda 2018, a conference sponsored by the National Business Group on Health, speaking about the opioid epidemic. “Why is that not the case with naloxone and Narcan? We need to make these emergency treatments as ubiquitous as knowing CPR and calling for a defibrillator when someone is having a heart attack, or using an EpiPen when someone’s having an allergic reaction.”
Even before the surgeon general’s statement, a few clients of Nancy Delogu, an attorney with Littler in Washington, D.C., made naloxone available at work. They made this decision after employees overdosed on opioids at work. …
In anticipation of Winter Storm Jonas, set to wallop Washington, DC, New York City, and everything in between this weekend, World at Work’s Rose Stanley offers some advice for how businesses can minimize the disruption caused by extreme weather events:
How can an organization’s employees maintain productivity when faced with interruptions? One answer, depending on type of work, is in the increased use of a mobile workforce. In addition, remote work programs increase organizational flexibility and help companies rebound from crises more quickly. Telework helps organizations reduce recovery expenses and boost competitive advantage. And lest we forget: Teleworkers constitute a core group that an organization can mobilize in an emergency.
Many organizations do this ad hoc, telling employees to work from home during a disruptive event. But formalizing procedures produces better results. And even if an organization already has a formal, comprehensive telework policy, in most cases it doesn’t address emergency conditions. … And remember: Employees might be dealing with their own crises at home due to the same reason the organization is down. If the cultural aspects of dealing with employees’ needs as well as telework aren’t addressed and meaningfully handled, the best technology or best-written policy are moot.
The Washington Post’s Jena McGregor, on the other hand, suggests that companies consider giving employees snow days off rather than expecting them to work from home: