Injury Illness Prevention Plan - Flipbook - Page 115
Health and Safety Program Manual
Teamwrkx
Construction, Inc.
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x
Issue Date: 10/16/23
Revision Date: 10/26/23
Fitness for Duty
Reference: A-6
Manager/supervisor determines whether worker can perform essential functions of the job with
or without accommodation, accepting suggested accommodations or developing alternative
accommodations.
Manager/supervisor provides accommodations if applicable per job description/scope and
worker complies with medical direction provided by physician or healthcare professional.
Triggering Event occurs when a manager/supervisor observes or receives a reliable report of a worker's possible
lack of fitness for duty. Observations may include, but are not limited to a worker's self-reports, manual
dexterity, coordination, alertness, speech, vision acuity, concentration, response to criticism, interactions with
co-workers and supervisors, suicidal or threatening statements, change in personal hygiene, presence of
condition likely to lead to food borne disease transmission, memory and/or odor of alcohol or marijuana.
Management actions include:
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Manager/supervisor interviews workers, when possible.
Manager/supervisor assesses magnitude of safety risk and are encouraged to contact Human
Resources/Payroll for assistance.
No Risk: keep notes of events.
Minor Risk: encourage workers to use Worker Assistance Program (see The Company policy) or
seek medical treatment; document event.
Significant Risk: Contact local Police if appropriate, place worker on paid leave of absence (sick
leave or paid administrative leave, depending on situation, arrange for worker's safe
transportation home if situation warrants. Refer worker to Worker Assistance Program or for
medical evaluation, implement discipline, if appropriate.
Severe risk: Contact local Police, place worker on paid leave of absence, arrange for worker's safe
transportation home, and implement appropriate discipline.
Outcomes
Workers voluntarily seeking assistance for physical (including controlled substance, drug, and alcohol
abuse/addictions), mental, and/or emotional problems before their work performance or attendance is
adversely affected will not have their employment status jeopardized for seeking assistance.
Workers cooperating in a medical evaluation and in compliance with recommendations for medical,
psychological and/or chemical dependence treatment may be returned to the job provided appropriate
discipline, if warranted, has taken place.
Workers posing a severe risk may be subject to discipline up to and including termination of employment.
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