drug and aochol use in the workplace, checking in on co-workers who disappear for long periods of time, taking notice of how people are acting

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# What should be done if impairment is suspected? (cont.) ## How can concerns about impairment and safety be stated? (cont.) - Are you okay? - For your safety and the safety of others, we would like to discuss Be clear that the intent is to maintain a safe working environment or that the organization is concerned for their well-being. Be prepared to listen to the individual. Do not make assumptions about the cause of the issue. Identify any consequences if the issue continues and what steps must be taken. Discuss and outline what each party will do and when to improve the issue. Document this discussion. If necessary, determine a time to meet again when the employee is not showing signs of impairment so there can be a meaningful discussion ## What is an example of how to document a suspected impairment incident? Other steps a workplace can take include to: - Address the uncertainty to report concerns about others or self-disclosure - Address views such as stigma, discrimination, or shame - Encourage and support health and overall wellness (including stress management, healthy eating, and exercise) - Encourage early identification, including education on how to recognize signs and symptoms - Communicate what supports are available to workers, including resources available from the employer or community such as intervention and counselling - Help the individual find access to support and care (e.g., provide flexible work arrangements, time to attend appointments, possible benefits or financial support, etc.). - Be flexible - allow the individual to work in the location that provides the greater support (e.g., at home or at the workplace) ## What other steps can an organization take? Every discussion should be documented by an incident response report. The report should include the events that happened before the incident, identification of the employee's unsafe work practices, the matters discussed with the employee (while maintaining confidentiali…

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# Impairment at Work - Policy and Recognition (cont.) ## What elements should be in a policy about impairment? (cont.) - A mechanism for employees to confidentially report when they have been prescribed a medication that may cause impairment or when they feel they might be otherwise impaired - Statement regarding if either medical/therapeutic or non-medical substances are allowed on the premises, or under what situation they would be allowed - That arrangements have been made for employee education (e.g., general awareness) - That arrangements have been made for educating and training employees, supervisors and others in identifying impaired behaviour and what steps will be taken if impairment is suspected - Provisions for assisting those with disability due to substance dependence - Processes for accommodation, and return to work/remain at work - Provisions for appropriate sick leave or benefits - If applicable, statement regarding under what circumstances substance testing will be conducted, as well as the criteria for testing and interpretation of test results - Provision for a hierarchy of disciplinary actions Employers should collaborate with employees, health and safety committee/representative and union (if present) to design a policy which outlines what is an acceptable code of behaviour, and an acceptable level of safety performance. Workplaces are encouraged to establish a policy and procedure so that safety is maintained, concerns regarding safety performance are addressed fairly and appropriately, and where necessary, help can be coordinated or offered in a professional and consistent manner. The policy may also need to state how discussions will take place, what options are available if the ability to work safely is a concern (e.g., assigned less safety-critical work, sent home, etc.), and actions that may be taken. If an employee may be sent home, it should be clear if this action is taken, under what circumstances is it appropriate and…

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CCOHS CCHST Canadian Centre for Occupational Health and Safety Centre canadien d'hygiène et de sécurité au travail Impairment at Work # Impairment at Work - Policy and Recognition ## On this page What can be considered impairment at work? When should a workplace respond to impairment? What elements should be in a policy. about impairment? What can impairment look like? ## What can be considered impairment at work? We often think of impairment as a result of substance use or in terms of addiction or dependence to alcohol or drugs (used legally or illegally). While not formally defined by the Canadian Human Rights Commission describes the appearance of impairment at work as: "e.g. odor [sic] of alcohol or drugs, glassy or red eyes, unsteady gait, slurring, poor coordination." However, impairment can be the result of various situations, including many that are temporary or short term. Issues that may distract a person from focusing on their tasks include those that are related to family or relationship problems, fatigue (mental or physical), traumatic shock, or medical conditions or treatments. Examples include: - experiencing the effects of substance use, including alcohol or other drugs (legal or illegal) - treating illness or using medication(s) with side effects (such as radiotherapy causing tiredness, or antibiotics causing nausea) - having fatigue - being tired due to long work periods, or working more than one job - experiencing the disruption to body circadian rhythm caused by shiftwork - having a crisis in the person's family - assisting a child or a family member or having a young infant - preparing for an external activity such as an exam or wedding - experiencing shock or insecurity after a workplace incident, fire, or robbery Impairment at Work - Policy and Recognition CCOHS

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# What should be done if impairment is suspected? If a supervisor or co-worker becomes aware of an employee who is showing signs of impairment (regardless of cause) either through a suspected impairment report or observation, it is very important that action is taken. Examples of steps to take include but are not limited to: - Speak to the employee in a private area to discuss their behaviour. - If the person is in crisis and needs immediate assistance, go to the emergency department of the nearest hospital or call 9-1-1. - Ask another supervisor or designated person to be present as a witness. - Remove any stigma regarding substance use. State the concern is about safety for others and themselves. - State your concerns about safety to the employee and request that they explain what is going on. - Based on employee response, discuss options, where applicable and available. - Follow the steps outlined in your organization's program. In some cases, it may be necessary to assign non-safety sensitive work, or to ask the employee to stop their work. - If applicable, notify senior management and/or union representative. - Be familiar with available resources and supports (e.g., Employee Assistance Programs, or agencies within the local community), and help employees seek treatment as necessary. Encourage access and use of support programs, and reassure the employee that the services are voluntary and confidential. - If necessary, call a taxi or have employee escorted home. Do not allow them to drive if you suspect impairment. - If disciplinary action is required, follow your organization's policies on progressive discipline - If necessary, follow procedures for accommodation. Every discussion should be accompanied by an incident report. The report should include the events preceding the incident, identification of the employee's unsafe work practices, the matters discussed with the employee, that management and union representatives were notified, a list…

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# Impairment at Work - Reporting and Responding (cont.) ## Why should impairment be reported? (cont.) A sample tool is below. Be sure to customize this tool to suit the needs of your workplace. Reporting should be based on observation - do not assume that, for example, substance abuse is the cause of impairment. Reporting impairment as a hazard is an alert that there are signs of concern about the individual's ability to work safety or to not endanger the health and safety of others. Reporting is one step in the investigation process. ## Sample Tool - Reporting Suspected Impairment <table><tr><th>Employee Name:</th><th></th><th></th><th></th></tr><tr><td colspan="4">Date of Incident:</td></tr><tr><td colspan="4">Description of Incident:</td></tr><tr><td rowspan="5">Behaviour:</td><td>Nervous?</td><td>Insulting?</td><td>Sleepy?</td></tr><tr><td>Exaggerated politeness?</td><td>Confused?</td><td>Combative?</td></tr><tr><td>Excited?</td><td>Quarrelsome?</td><td>Fatigued?</td></tr><tr><td>Uncooperative?</td><td>Poor memory?</td><td>Overly talkative?</td></tr><tr><td colspan="3">Others (please describe)?</td></tr><tr><td rowspan="3">Unusual Actions:</td><td>Sweating?</td><td>Slow reactions?</td><td>Crying?</td></tr><tr><td>Quick moving?</td><td>Tremors?</td><td>Fighting?</td></tr><tr><td colspan="3">Other (please describe)?</td></tr><tr><td rowspan="3">Speech:</td><td>Slurred?</td><td>Slow?</td><td>Confused?</td></tr><tr><td>Thick?</td><td>Rambling?</td><td>Pressured?</td></tr><tr><td colspan="3">Other (please describe)?</td></tr><tr><td rowspan="3">Balance:</td><td>Falling?</td><td>Staggering or unsteady gait?</td><td>Unsure?</td></tr><tr><td>Needs support?</td><td>Stumbling?</td><td>Normal?</td></tr><tr><td colspan="3">Other (please describe)?</td></tr><tr><td colspan="4">Witnesses/Other Employees Involved:</td></tr><tr><td colspan="4">Supervisor Actions:</td></tr><tr><td colspan="4">Consequence:</td></tr><tr><td colspan="4">Planned Follow-up:</td></tr><tr><td cols…

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# Impairment at Work - Policy and Recognition (cont.) ## What elements should be in a policy about impairment? (cont.) Because impairment may be the result of various circumstances, the employer should develop a clear statement of what is considered to be impaired behaviour within their workplace. The Canadian Human Rights Commission uses the following characteristics as they relate to changes in an employee's attendance, performance, or behaviour: - personality changes or erratic behaviour (e.g. increased interpersonal conflicts; overreaction to criticism) - appearance of impairment at work (e.g., odour of alcohol or drugs, glassy or red eyes, unsteady gait, slurring, poor coordination) - working in an unsafe manner or involvement in an incident - failing a drug or alcohol test consistent lateness, absenteeism, or reduced productivity or quality of work Sometimes there are immediate signs and symptoms present. Other times, it is a pattern of behaviour that may be a concern. The following table is from "A Toolkit to Address Problematic Substance Use that Impacts the Workplace" as published by the Atlantic Canada Council on Addiction (ACCA) which can be used to help determine impairment in general. ACCA notes the following about using signs and symptoms: They may be different from person to person. When used alone or in combination, they do not necessarily mean that somebody has a substance use problem. However, they may be indicators that your employee is in trouble or in need of some help (regardless of if the issue stems from problematic substance use or another cause). Impairment at Work - Policy and Recognition CCOHS