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5. The following steps will be used to guide the supervisor to a satisfactory outcome <br />in a post accident situation: <br />a. Verify the post accident decision. Does the definition of accident in the <br />first part of this AMPP apply to the current situation? Does the possibility <br />exist that the employee's performance contributed to the accident or <br />cannot be completely discounted as a factor which contributed to the <br />accident? Anonymous tips must be taken seriously, but should not be the <br />sole reason to initiate a request for a specimen. If witnesses saw a specific <br />event or behavior, ask them to describe what they saw. How far away <br />were they? Before proceeding further, individual may need to obtain <br />approval from management to proceed with post accident testing. <br />b. Isolate and inform the employee. Remove the employee from the work <br />place. Explain that you have reason(s) to believe their performance <br />contributed to the accident or cannot be completely discounted as a <br />contributing factor to the accident and therefore, they will be required to <br />submit to an alcohol test. <br />C. Transport the employee. The potentially affected employee should not <br />be allowed to proceed alone to or from the collection site. In addition to <br />the safety concerns for the employee, accompanying the employee also <br />assures that there is no opportunity en route to the collection site for the <br />employee to ingest anything that could affect the outcome of the alcohol <br />test. <br />d. Document the events. Record the activity performed that support the <br />determination to conduct a post accident alcohol test. This documentation <br />of the employee's activity should be prepared and signed by the supervisor <br />and remain on file. <br />e. Denial should be an expected reaction. If a person knows they will test <br />positive, they may give many explanations and protestations, wanting to <br />avoid submission to an alcohol test. If they are not under the influence of <br />alcohol, vehement denial also would be expected. Listen to the employee <br />and carefully evaluate the employee's explanation. Remember, a request <br />for an alcohol test is not an accusation, it is merely a request for additional <br />objective data. <br />f. Following administration of alcohol test. After returning from the <br />collection site, the employee should not be allowed to return to perform <br />any covered functions if their alcohol test result is positive and if any <br />disciplinary action is pending. <br />Reasonable Suspicion Testing <br />Reasonable suspicion testing is designed to provide management with a tool (in conjunction with <br />supervisor training on the signs and symptoms of alcohol misuse) to identify alcohol affected <br />employees who may pose a danger to themselves and others in their job performance. <br />Employees may be at work in a condition that raises concern regarding their safety or <br />productivity. Supervisors must then make a decision as to whether there is reasonable suspicion <br />to believe an employee is using or has used alcohol. Testing shall be authorized using the <br />W] <br />