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U. Eye wash stations should be installed in euthanasia, vaccination and chemical <br />dispensing areas should accidental exposure to chemicals or drugs occur. <br />U Although rabies is not present in Hawaii County, it is NACA's standard <br />recommendation that pny employee that has contact with animals should be offered <br />the rabies prophylaxis (this preventative treatment should be made mandatory). <br />j Decibel levels should be tested within the kennel areas to determine if unsafe <br />conditions exist for workers. Ear plugs should be mandatory for employees. <br />Licensing <br />The County of Hawaii ordinance requires that all dogs be licensed and that the license be <br />worn at all times. A review of the "Hawaii County Code, Chapter 4: Animals" and current <br />licensing procedures has led the Study Team to offer the following recommendations for <br />this work area: <br />ID Based on NACA's policy statement, the County of Hawaii should require that all <br />dogs and cats to be annually licensed and to require those licenses to be worn at <br />all times. License fees should be established (at a rate consistent with the national <br />average) in addition to offering differential fees (sexually altered versus unaltered) <br />to encourage pet sterilization. Information regarding the actual number of licenses <br />sold should be tracked annually by the County of Hawaii and offered in a <br />summarized format. <br />0 In addition to licensing, the Study Team would also recommend that the County of <br />Hawaii and HIHS explore the possibility of requiring the control of cats. This practice <br />is fairly common throughoutthe United States and would enhance current nuisance <br />ordinance compliance. <br />❑ The County of Hawaii should explore the possibility of allowing local veterinarians <br />to sell license tags. This procedure is fairly common throughout the United States <br />and would enhance the current licensing program. <br />Employee Attitude Survey <br />The Study Team conducted several interviews with HIHS personnel. During the course of <br />these discussions, employees identified areas of strength and weakness within their <br />organization. All of these comments (made by personnel) appear within Chapter 8, <br />"Employee Attitude Survey." These remarks should not be perceived as "employee <br />grumbling," but rather as meaningful, constructive criticism which may pinpoint problems <br />and develop solutions. <br />As a direct result of these interviews and a review of current employee incentive programs, <br />the Study Team has made the following recommendations: <br />Executive Summary - 5 <br />