Some medical conditions might affect what type of work we assign to an employee. As an example, steel workers—working above ground—probably should not suffer from seizures.

Other medical conditions might not be thought of as potentially affecting safety or performance—diabetes, for example—but might present a danger to an employee his or her supervisor should be aware of in order to make sure appropriate accommodations are made for them. Continuing the example, in the case of a diabetic we may need to provide time or a private place to administer any medications, or to conduct blood sugar tests, provide for the ability to keep food nearby, or a schedule of regular breaks to maintain a prescribed diet.

Any potential employee and current employee is invited to communicate with Jared Morgan, Vice President of Human Resources and Safety, to let him know of any medical conditions the company should be aware of. These communications with Jared will be kept confidential, except as he and the employee determine may need to be communicated to the employee's supervisor—so the supervisor can accommodate any special needs for the employee.

Hogan values each employee and will attempt to make accommodations that may be needed to keep employees with special medical needs safe, healthy, and productive. However, to do this does require Human Resources to be aware of such medical needs or risks.