What do you do if you suspect a coworker is on drugs?

What do you do if you suspect a coworker is on drugs?

Let’s take a look at some important advice for reporting drug use at work.

1. Document Suspicious Actions. In the event that you suspect a coworker of using drugs in the workplace, you will want to carefully document any suspicious actions.
2. Talk to Human Resources.
3. Consult With a Drug Testing Company.

How do you deal with an impaired employee?

Send them home safely – don’t allow the employee to drive. If they insist, inform them that you’re concerned for their well-being and the well-being of others. Tell them you’ll need to contact the police if they drive home. Ask the employee to send someone to pick them up or send them home in a taxi.

How you would handle a situation where you think an employee has arrived at work impaired?

If there is an observed impairment, employers or supervisors should take steps to address unsafe situations and control the hazard, such as not assigning activities to a worker or not allowing them to continue working. Contact emergency services immediately if there is a crisis or medical emergency.

What to do if you suspect an employee is under the influence Ontario?

If you have facts to support a reasonable suspicion of alcohol or controlled substance use, inform the employee of the suspicion, ask the employee whether they are under the influence and ask the employee to consent to alcohol or drug testing.

How do I report a colleague?

How to write a formal complaint letter about a coworker

1. Try to resolve the conflict on your own.
2. Make sure you have an issue to report.
3. State the purpose of the letter.
4. Include a lot of details.
5. Explain your involvement in the situation.
6. Propose a resolution.
7. Make a copy of your letter.
8. Use a business letter format.

What are some reasons an employee may want to use drugs at work?

Drug testing and educational programs have been proven to provide benefits such as:

• Increased morale.
• Decreased workplace accidents.
• Reduced employee theft.
• Increased productivity.
• Reduced employee turnover.
• Decreased cost of insurance, such as workers’ compensation.

What are some health and safety responsibilities of a worker?

While the main one is to work safely, workers are also responsible for:

• Wearing appropriate personal protective equipment.
• Operating equipment in a safe manner.
• Working in compliance with OHSA and its regulations.
• Reporting any known workplace hazards or OHSA violations.
• Knowing their rights under the OHSA.

How do you identify workplace impairment?

​Impairment

1. Severe mood swings, personality changes.
2. Frequent or unexplained tardiness, work absences, illness or physical complaints.
3. Elaborate excuses.
4. Underperformance.
5. Difficulty with authority.
6. Poorly explained errors, accidents or injuries.
7. Wearing longs sleeves when inappropriate.

What factors should an employer consider when responding to an employee who is intoxicated during work hours?

Substance abuse experts suggest that employers focus on what they can observe—bloodshot eyes, an odor of alcohol, slurred speech—without trying to figure out the cause. “Managers should never be put in the position to diagnose the problem,” Calvano said.

What will you do if your colleague is under the influence of alcohol?

“In most workplaces, impairment due to alcohol or drugs poses risks and dangers to everyone. It’s prudent to take actions that remove the intoxicated employee or isolate [the individual] to a designated area, such as the HR department or a nurse’s office, until they can be transported home or to a medical facility.”

How do you document reasonable suspicion?

How to Document Reasonable Suspicion

1. Step 1: Receive Complaints.
2. Step 2: Observe the Employee.
3. Step 4: Document Observations.
4. Step 6: Meet with the Employee.
5. Step 7: Prepare Transportation.
6. Step 8: Send the Employee for Testing.
7. Step 9: Wait for Test Results.
8. Step 10: Respond to Employee’s Refusal to Take the Test.

How do you handle a complaint about a staff member?

Unsure how to handle complaints?

1. Step 1: Review. Review the complaint as quickly as possible, make sure you fully understand the complaint and clarify the problem with the employee.
2. Step 2: Grievance Procedure.
3. Step 3: Formal Investigation.
4. Step 4: Meeting.
5. Step 5: Appeal.