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SUBSTANCE ABUSE POLICY DOCUMENT No.: EHS-000146 REV #: 1 <br />Date of Issue: 8/23/2016 Next Rev.: <br />EH&S Procedures Issued By: Corporate Safety Director 6/15/2021 <br />Date of Approval: 6/15/2017 <br />Standard Owner: EH&S Department Aooroved By: Safety <br />• Unsteady gait, trembling of hands and mouth. <br />• Excessive sweating, heavy cigarette smoking. <br />• Inappropriate wearing of sunglasses. <br />• Disorientation, impaired coordination, slurred speech. <br />• Coming to work drunk or with a hangover, morning drinking before work, evidence of <br />drinking during working hours, drinking at lunch time, mood changes after lunch, sensitivity <br />about references to his or her drinking, use of breath purifiers. <br />• An inclination to put things off. Neglect of details, tendency to blame fellow workers, asking <br />the company or associates for loans. <br />• Avoiding the boss or associates, becoming intolerant and suspicious of fellow workers, a <br />tendency to talk loudly. <br />• Increased number of lost -time accidents off the job, accidents on the job, or near miss <br />accidents on the job. <br />Referral: <br />The presence of any or all of those signs or symptoms may not be the result of an alcohol or <br />drug problem — they may be symptoms of medical or other problems that require immediate <br />attention. However, when such signs are evident or alcohol or other drug misuse is suspected, <br />the employee should be interviewed confidentially. <br />The supervisor should make clear that the discussion arises from unsatisfactory work <br />performance, unsafe practices, excessive absence or lateness, attitude or behavior. The subject <br />can be approached discreetly by asking the employee if he or she has a health problem or is <br />taking any prescribed medication or drug. <br />One useful technique is to have the supervisor: <br />Discuss the employee's deteriorating work performance, asking if he or she knows any <br />reason for the change. <br />If no valid reason is given or apparent, suggest employee be seen by the plant physician <br />Escort the employee to the medical department. <br />If he or she refuses to cooperate and refuses a second request to do so, ask the employee to <br />reconsider because he or she is risking insubordination. <br />If the employee still refuses, notify personnel and medical departments. <br />Document the discussion and any observations. <br />Page 18 of 22 <br />