Although it’s up to allergic individuals to be vigilant about food contamination, employers can help reduce chances of exposure
Christopher Holcroft has suffered from a life-threatening peanut allergy since he was a child. As a senior consultant with Toronto-based public relations firm Media Profile, he and several colleagues developed a company-wide anaphylaxis policy to help reduce the risk of severe allergic reactions in the workplace
“We wanted to make others aware of the seriousness of food allergies and ask our associates for their support,” said Holcroft. “We realized, though, that it was not reasonable to ask that they stop eating foods that we’re allergic to. Education was the better route to take.”
Allergies are increasing in prevalence in Canada. While the exact numbers are unknown, it is widely estimated that more than 600,000 Canadians, or two per cent of the population, have potentially life-threatening allergies to foods, insect stings, medications, latex or other substances. A 2004 report, “Prevalence of self-reported seafood allergy in the U.S.,” published in the Journal of Allergy and Clinical Immunology, suggests four per cent of Americans have a food allergy, making the Canadian numbers very conservative.
Given the similarities in lifestyle between Canadians and Americans, this would suggest that more than 1.2 million Canadians could be at risk for food allergies. Symptoms of an allergic reaction can include 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 and even death.
The most common food allergens are peanuts, tree nuts (such as almond, hazelnut, cashew, and pistachio), milk, eggs, fish, shellfish and, to a lesser extent, sesame seeds, soy and wheat. There is no cure for food allergies. The only way to avoid an allergic reaction is to avoid the food, even in trace amounts. While the majority of people do not have to think about what they eat, food-allergic individuals must remain ever vigilant. Every bite counts.
Media Profile’s policy asks employees to consume foods containing peanuts, tree nuts and seafood in the kitchen area because residue from food allergens could be left on shared equipment such as telephones and computer keyboards. While the greatest risk of exposure would be through ingestion of an allergen, the company felt these were reasonable measures that could be respected by all.
For meetings and special company events, every effort is made to find sandwiches and baked goods that do not contain peanut, nut or seafood products. Recognizing accidents could still happen despite their best efforts, employees are encouraged to learn about anaphylaxis and to know how to use an epinephrine auto-injector such as an EpiPen in the event one of their allergic colleagues needs assistance.
With a growing number of food-allergic employees, organizations are encouraged to take measures such as those implemented by Media Profile. Education and awareness in the workplace will help to minimize risk and possibly save a life.
The primary responsibility for allergen avoidance lies with the food-allergic person who must adhere to basic safety strategies such as reading food labels and inquiring about menu items.
Individuals at risk of anaphylaxis must carry an epinephrine auto-injector with them at all times. Epinephrine can reverse symptoms of anaphylaxis such as swelling of the airways and a drop in blood pressure. They should also wear identification, such as a MedicAlert bracelet, to let others know about their condition in case something happens. Quick access to medical information can help paramedics and others deliver treatment faster.
While employees with food allergies must take ownership for their condition, they require the support and understanding of colleagues. Food is consumed in the workplace on a daily basis for meals and meetings and is often a focal point of special company events.
Tips for developing a workplace policy
•Include a cross-section of employees — both allergic and non-allergic — in policy development.
•Make it a practice to ask guests to advise organizers about their allergies when food is brought in for work-related events.
•Select allergy-friendly caterers who are able to accommodate special food requests.
•Put policies and reminders in writing. Policies conveyed verbally can lead to confusion and unclear expectations.
•Host lunch-and-learn sessions for workers to raise awareness about anaphylaxis.
•Encourage employees to teach others about their allergies, tell them where they keep their auto-injector and show them how to use the device in an emergency situation when they may not be able to self-inject.
Laurie Harada is executive director of Anaphylaxis Canada, a non-profit organization dedicated to raising awareness about life-threatening allergies. For more information, go to www.anaphylaxis.ca. Mario Longo is senior communications manager, Canadian MedicAlert Foundation, an emergency medical information services provider. Go to www.medicalert.ca for more information.
When banning fragrances
Many people suffer annoying and sometimes painful reactions to fragrances, even at low concentrations. Some of the symptoms include breathing problems, hives, skin irritation, nausea, dizziness, headache, itchy eyes and nose and sore throat. Fragrances aren’t just in perfumes and colognes, they’re also found in a range of products, including lotion and cream, hairspray, soap, shampoos and conditioners, deodorant, air fresheners and deodorizers, potpourri, candles, industrial and household chemicals, oils and cosmetics.
According to Allergy Health Online, a health-care information website based in Boca Raton, Fla., the best way to treat fragrance sensitivity is to avoid the offending substance. To that end, many employers are drawing up scent-free workplace policies. Below are some tips to help HR in developing and implementing these policies, as suggested by the Canadian Centre for Occupational Health and Safety.
•Conduct an assessment or survey of the employees to determine the extent of the problem. Collect opinions and suggestions at the same time to help develop a policy appropriate to the workplace.
•Designate one key person to oversee the project and its development. In large organizations, it may be better to create a committee with members representing all groups (employees, unions and management).
•Involve the health and safety committee and get management commitment from the beginning.
•Set, and stick to, deadlines for creating a draft policy, a review of the policy and for implementation.
•Be sure all employees have been fully informed of the policy and they know what they have to do before the policy becomes effective.
•Educate the employees. Include brochures or flyers in payroll envelopes, publish articles in the company newsletter and give presentations. The goal is to inform all employees of the health concerns related to scents and why the policy is needed.
•Address any concerns employees raise openly and honestly.
•Do not limit the scent-free policy to perfumes and colognes as many cleaning and personal care products also have scents.
•Post a list of approved unscented products.
More information, as well as sample policies and employee surveys can be found online at www.ccohs.ca/oshanswers/hsprograms/scent_free.html and www.nb.lung.ca/pdf/developingascentfreepolicyforaworkplace.pdf.
“We wanted to make others aware of the seriousness of food allergies and ask our associates for their support,” said Holcroft. “We realized, though, that it was not reasonable to ask that they stop eating foods that we’re allergic to. Education was the better route to take.”
Allergies are increasing in prevalence in Canada. While the exact numbers are unknown, it is widely estimated that more than 600,000 Canadians, or two per cent of the population, have potentially life-threatening allergies to foods, insect stings, medications, latex or other substances. A 2004 report, “Prevalence of self-reported seafood allergy in the U.S.,” published in the Journal of Allergy and Clinical Immunology, suggests four per cent of Americans have a food allergy, making the Canadian numbers very conservative.
Given the similarities in lifestyle between Canadians and Americans, this would suggest that more than 1.2 million Canadians could be at risk for food allergies. Symptoms of an allergic reaction can include 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 and even death.
The most common food allergens are peanuts, tree nuts (such as almond, hazelnut, cashew, and pistachio), milk, eggs, fish, shellfish and, to a lesser extent, sesame seeds, soy and wheat. There is no cure for food allergies. The only way to avoid an allergic reaction is to avoid the food, even in trace amounts. While the majority of people do not have to think about what they eat, food-allergic individuals must remain ever vigilant. Every bite counts.
Media Profile’s policy asks employees to consume foods containing peanuts, tree nuts and seafood in the kitchen area because residue from food allergens could be left on shared equipment such as telephones and computer keyboards. While the greatest risk of exposure would be through ingestion of an allergen, the company felt these were reasonable measures that could be respected by all.
For meetings and special company events, every effort is made to find sandwiches and baked goods that do not contain peanut, nut or seafood products. Recognizing accidents could still happen despite their best efforts, employees are encouraged to learn about anaphylaxis and to know how to use an epinephrine auto-injector such as an EpiPen in the event one of their allergic colleagues needs assistance.
With a growing number of food-allergic employees, organizations are encouraged to take measures such as those implemented by Media Profile. Education and awareness in the workplace will help to minimize risk and possibly save a life.
The primary responsibility for allergen avoidance lies with the food-allergic person who must adhere to basic safety strategies such as reading food labels and inquiring about menu items.
Individuals at risk of anaphylaxis must carry an epinephrine auto-injector with them at all times. Epinephrine can reverse symptoms of anaphylaxis such as swelling of the airways and a drop in blood pressure. They should also wear identification, such as a MedicAlert bracelet, to let others know about their condition in case something happens. Quick access to medical information can help paramedics and others deliver treatment faster.
While employees with food allergies must take ownership for their condition, they require the support and understanding of colleagues. Food is consumed in the workplace on a daily basis for meals and meetings and is often a focal point of special company events.
Tips for developing a workplace policy
•Include a cross-section of employees — both allergic and non-allergic — in policy development.
•Make it a practice to ask guests to advise organizers about their allergies when food is brought in for work-related events.
•Select allergy-friendly caterers who are able to accommodate special food requests.
•Put policies and reminders in writing. Policies conveyed verbally can lead to confusion and unclear expectations.
•Host lunch-and-learn sessions for workers to raise awareness about anaphylaxis.
•Encourage employees to teach others about their allergies, tell them where they keep their auto-injector and show them how to use the device in an emergency situation when they may not be able to self-inject.
Laurie Harada is executive director of Anaphylaxis Canada, a non-profit organization dedicated to raising awareness about life-threatening allergies. For more information, go to www.anaphylaxis.ca. Mario Longo is senior communications manager, Canadian MedicAlert Foundation, an emergency medical information services provider. Go to www.medicalert.ca for more information.
When banning fragrances
Many people suffer annoying and sometimes painful reactions to fragrances, even at low concentrations. Some of the symptoms include breathing problems, hives, skin irritation, nausea, dizziness, headache, itchy eyes and nose and sore throat. Fragrances aren’t just in perfumes and colognes, they’re also found in a range of products, including lotion and cream, hairspray, soap, shampoos and conditioners, deodorant, air fresheners and deodorizers, potpourri, candles, industrial and household chemicals, oils and cosmetics.
According to Allergy Health Online, a health-care information website based in Boca Raton, Fla., the best way to treat fragrance sensitivity is to avoid the offending substance. To that end, many employers are drawing up scent-free workplace policies. Below are some tips to help HR in developing and implementing these policies, as suggested by the Canadian Centre for Occupational Health and Safety.
•Conduct an assessment or survey of the employees to determine the extent of the problem. Collect opinions and suggestions at the same time to help develop a policy appropriate to the workplace.
•Designate one key person to oversee the project and its development. In large organizations, it may be better to create a committee with members representing all groups (employees, unions and management).
•Involve the health and safety committee and get management commitment from the beginning.
•Set, and stick to, deadlines for creating a draft policy, a review of the policy and for implementation.
•Be sure all employees have been fully informed of the policy and they know what they have to do before the policy becomes effective.
•Educate the employees. Include brochures or flyers in payroll envelopes, publish articles in the company newsletter and give presentations. The goal is to inform all employees of the health concerns related to scents and why the policy is needed.
•Address any concerns employees raise openly and honestly.
•Do not limit the scent-free policy to perfumes and colognes as many cleaning and personal care products also have scents.
•Post a list of approved unscented products.
More information, as well as sample policies and employee surveys can be found online at www.ccohs.ca/oshanswers/hsprograms/scent_free.html and www.nb.lung.ca/pdf/developingascentfreepolicyforaworkplace.pdf.
