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This document outlines the procedures to be followed by Bucknell University staff and supervisors if a staff member is suspected of being under the influence of alcohol while on duty, including testing

How to fill out procedures to follow if

How to fill out Procedures to Follow if Staff Members are Suspected of being Under the Influence of Alcohol

1. Calmly approach the staff member in question to avoid escalation.
2. Observe their behavior and physical signs of intoxication, such as slurred speech or impaired coordination.
3. Document your observations, including time, date, and specific behaviors.
4. Speak with any witnesses or other staff members who may have observed the behavior.
5. Refer to the workplace policy on alcohol and drug use to confirm guidelines.
6. Conduct a private conversation with the employee to discuss concerns.
7. If necessary, request a breathalyzer test or other form of sobriety test, following company protocols.
8. If the employee is deemed unfit for work, arrange for their safe transportation home.
9. File a report on the incident according to HR protocols.
10. Follow up with the employee to offer support and discuss next steps.

Who needs Procedures to Follow if Staff Members are Suspected of being Under the Influence of Alcohol?

1. Managers and supervisors responsible for staff oversight.
2. Human Resources personnel involved in policy enforcement.
3. Safety officers ensuring workplace safety guidelines are met.
4. Any employee who may be required to enforce or follow the procedures.

People Also Ask about

What is reasonable suspicion of drug alcohol influence at work?

Reasonable Suspicion Testing This belief must be based on specific objective facts and reasonable inferences when any of the following conditions exist: Direct observation of drug use and/or the physical symptoms of being under the influence of drugs or alcohol. A pattern of abnormal conduct or erratic behavior.

What to do if you suspect your employee is high?

Speak to the employee confidentially. Describe the exact behaviors you've witnessed that make you suspect possible impairment, but avoid making direct accusations. Give the employee a respectful chance to respond and explain the situation from their perspective.

What to do if you suspect an employee is high at work?

When an employee is suspected of being under the influence, firsthand observation should be made immediately by more than one supervisor or manager. All observers should clearly document their observations, including any abnormal behaviors.

How to tell if an employee is under the influence of alcohol?

Signs of Intoxication Slurred speech. Slow and deliberate movement. Decreased alertness. Quick, slow or fluctuating pace of speech.

When a supervisor makes an observation about an employee they suspect is using drugs or alcohol what must the observation be?

Reasonable suspicion in the workplace is when there is a strong belief, including objective evidence, that an employee might be using drugs or alcohol on the job. Reasonable suspicion at work usually stems off clear signs such as slurred speech, erratic behavior or the smell of alcohol.

How do you deal with an employee who is suspected of drug use?

If you suspect an employee of being impaired on the job: Take immediate action to remove the employee from any safety-sensitive work and begin gathering evidence of the incident. If applicable state laws and your employer policy allows, send the employee for a drug or alcohol test.

Can you ask an employee if they are high?

A lawful search can always be conducted with the employee's consent. Inform the employee of your suspicion and ask the employee whether they are under the influence of alcohol or a controlled substance. If they say “yes,” ask them when and what they ingested and document the employee's statements.

How to prove an employee is high at work?

What to Do If You Suspect Drug or Alcohol Use in the Workplace: 6 Critical Steps Review Your Workplace Drug and Alcohol Policy. Document Observations and Incidents. Step 3: Observe Behavior for Substance Use Signs. Step 4: Meet with the Employee to Discuss Observations. Step 5: Conduct a Drug or Alcohol Test.

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What is Procedures to Follow if Staff Members are Suspected of being Under the Influence of Alcohol?

The Procedures to Follow if Staff Members are Suspected of being Under the Influence of Alcohol outline the steps that supervisors and managers must take when they suspect an employee is impaired. This typically includes evaluating the situation, documenting observations, confronting the employee in a professional manner, and ensuring the safety of the workplace.

Who is required to file Procedures to Follow if Staff Members are Suspected of being Under the Influence of Alcohol?

It is typically required that human resources personnel, supervisors, or managers file the Procedures to Follow if Staff Members are Suspected of being Under the Influence of Alcohol. These individuals are responsible for enforcing workplace policies and ensuring compliance with company procedures.

How to fill out Procedures to Follow if Staff Members are Suspected of being Under the Influence of Alcohol?

To fill out the Procedures to Follow, one must gather relevant information such as the date, time, and location of the incident, detailed observations of the employee's behavior, any witnesses present, and actions taken during the incident. This information should be documented clearly and accurately.

What is the purpose of Procedures to Follow if Staff Members are Suspected of being Under the Influence of Alcohol?

The purpose of these procedures is to maintain a safe and productive work environment by addressing instances of alcohol impairment effectively. They aim to protect the well-being of all employees and reduce the risks associated with alcohol use in the workplace.

What information must be reported on Procedures to Follow if Staff Members are Suspected of being Under the Influence of Alcohol?

The information that must be reported includes the employee's name, the specifics of the suspected incident, observable behaviors that indicate impairment, the time and location of the observation, names of any witnesses, and the actions taken by the reporting individual.