"Even if 99 percent of your employees are fit for duty, the remaining 1 percent
can prove a handful."
can prove a handful."
Follow your organization's fitness-for-duty policy and its procedures if you have one. It is designed to provide reasonable assurance that employees can perform their tasks in a reliable manner, that they are not under the influence of any substance, legal or illegal, that may impair their ability to perform, and are not mentally or physically impaired from any cause that can adversely affect their ability to competently perform their duties.
As soon as you believe or realize that a worker appears unfit for duty, your first priority is to prevent harm to the employee and others. Enlist another manager to help you approach the employee; never take action alone against someone who poses a threat. If you and a colleague confront the employee, you reduce the physical danger and you gain the benefit of having a reliable witness in case of litigation.
- Guide the employee to a private office or workspace away from the primary job site. Your goal is to lead the employee away from other workers, customers and potentially harmful equipment or machinery. Gently encourage the employee to accompany you and your colleague; don't grab the person's hand or otherwise risk antagonizing him or her.
- Once the three of you assemble in a quiet area, refer to documented or observed behaviors and seek an explanation (with your colleague taking notes). The following are examples of questions to ask:
1. Are you aware that you are slurring your speech and appear unsteady on your feet?
2. Do you realize that you were yelling loudly and throwing tools across the room?
3. Why did you threaten to break the window and 'hurt somebody'?