2 Identify unfit employees Understand Fitness for Duty Guidelines Know how to use checklists Understand what to do Know roles of SEAP union law enforcement medical services and management ID: 586811
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FITNESS FOR DUTYSlide2
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Identify unfit employees
Understand Fitness for
Duty Guidelines
Know how to use
checklistsUnderstand what to doKnow roles of SEAP, union, law enforcement, medical services,
and management.
OBJECTIVESSlide3
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FITNESS FOR DUTY
THE PHYSICAL/EMOTIONAL
AND MENTAL CONDITION OF
AN EMPLOYEE IS SUCH THAT
HE/SHE IS CAPABLE OF PERFORMING HIS/HER DUTIESIN A SAFE AND COMPETENT
MANNER.Slide4
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Report to work fit for duty
Remain fit while on duty
For all employees :Slide5
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Monitor performance & behavior
Assess fitness
Follow guidelines if employee is unfit
Supervisors should
...Slide6
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UNFIT FOR DUTY
An employee who cannot perform
his/her duties in a proper, safe and
competent manner -
Regardless of reasonSlide7
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Drugs
Alcohol
Mental Illness
Undiagnosed physical problem
Emotional
Stress
REASONS WHYSlide8
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DOCUMENTATION
Specific verifiable behaviorial observationsObjective & Non-judgmentalSlide9
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WHAT DO YOU DO ...
The Reasonable Prudent Person Test
Assess:
- physical characteristics
- intellectual ability to perform
-
interpersonal behavior
- judgment
Then . . .
Consider:
-policies
-safety/competency criteria
-job duties
Slide10
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Behavior
threatens Health
and
Safety of WorkplaceIF. . .
Contact appropriate law enforcement and other emergency services
As appropriate utilize Commonwealth
Workplace Violence Report
Contact SEAP to coordinate intervention
orSlide11
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CLEAR AND PRESENT DANGER
Criteria...
Happening now/immediate future
Reasonable person would view situation as
real threat
Person has plan and meansSlide12
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IF. . .
Behavior constitutes a clear
medical or psychiatric emergency
Contact the county crisis intervention unit
Contact emergency medical services
Contact SEAP to coordinate intervention
Options :Slide13
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Tarasoff Decision
Child Protective Services
Greater good outweighs confidentiality rights
DUTY TO WARNSlide14
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IF. . .
It is determined that the behavior
does not require immediate intervention by police or emergency personnel then . . .
FITNESS FOR DUTY GUIDELINESSlide15
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FITNESS FOR DUTY
GUIDELINES
How it works
Union role
What to look for
What to ask
What to do
What not to doSlide16
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THE PROCESS INCLUDES:
Observation
Interview
Action
Follow ThroughSlide17
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OBSERVATION
Walking/Standing
Speech
Eyes
Face
Appearance
Breath/Smell
Movements
Eating/Chewing
Demeanor
Actions
Cognitive
USE
CHECKLIST
Ambiguous SituationsSlide18
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Interview
Conduct in private location
Be respectful
Allow union representation
Have another supervisor/manager presentSlide19
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QUESTIONS TO ASK . . .
Feeling ill?
Under Doctor’s care?
Taking any medication?
Side effects?
Alcohol or other drugs?
How do you explain behavior ?
Forget to take meds?
Non-prescription meds?Slide20
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CAUTION
Do not attempt to diagnose!Slide21
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Now what? Action
If fit - return to duty
Counsel for behavior, if appropriateSlide22
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The Reasonable Prudent Person Test
If unfit
-
Contact Administrator
Remove employee safely
Contact OA-SEAP
Prepare for Return
What to say to employee
Now what? ActionSlide23
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Possible Actions
Discipline
Mandatory SEAP referral
COCE
TerminationSlide24
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BORDERLINE OR UNCERTAINsleeping on duty
slurring wordsblurry/red eyesalcohol on breath
AMBIGUOUS SITUATIONSSlide25
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DORespondSeek second party Respect - be professional
Document Be objective Limit to performance - work related Escort employee
Contact authorities & SEAP
DON’TIgnore Make judgments in isolation Belittle or moralize
Exaggerate or minimize Interpret or diagnose
Delve into personal issues Allow employee to drive Let it drop
REMEMBERSlide26
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An employee seems distraught, agitated, and abusive, threatening to do harm to you and anyone else who gets in his way?
WHAT WOULD YOU DO IF...Slide27
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An employee comes back from lunch smelling of alcohol, overtly happy, joking, but otherwise acting “normal”?
WHAT WOULD YOU DO IF...Slide28
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WHAT WOULD YOU DO IF...
An employee did not look well when she reported for work; she said she probably was coming down with a cold. Later in the shift, you saw the employee sitting down, pale, and apparently in pain?Slide29
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An employee, who happens to be covered by the CDL regulations, has become increasingly withdrawn, with frequent mood changes, alternating periods of lethargy, and hyperactivity. Today he appears confused, with an inability to concentrate or remember basic procedures. When approached, he was belligerent?
WHAT WOULD YOU DO IF...Slide30
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WHAT WOULD YOU DO IF...
An employee reports to work overtly upset, rambling on in an incoherent manner about people not pulling their weight, intentionally causing trouble, increasingly becoming hostile and over reacting to anything anyone does or says?Slide31
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WHAT WOULD YOU DO IF...
An employee’s child died several months ago. The employee continues to act depressed. Today she seems more anxious than usual, with tears in her eyes. She says she has an allergy. You think you have seen her hands tremor. It seems like she is trying to avoid everyone. You are concerned because later that shift, she will have to be alone for a few hours and be responsible for safety sensitive work?Slide32
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Questions
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