As we continue to look for ways to improve HR processes, we are making changes to the fitness for duty process (i.e. under the influence of drugs or alcohol in the workplace). Managers/Supervisors will manage fitness for duty incidents using the combined Observation Checklist/Fitness For Duty Interview document.
What’s New:
• The Observation Checklist and Fitness for Duty Interview have been combined into one document including step by step instructions, suggested scripts and FAQs for the manager/supervisor to manage the incident in real time.
• Managers/Supervisors may partner directly with their Regional Manager or HR Business Partner for additional support.
• The drug and alcohol testing requirement has been replaced with evaluation of the employee’s fitness for duty. If the Company determines the employee is in violation of the Drug and Alcohol Free Workplace Policy, they may be subject to corrective action up to and including termination of employment.
• For any incident involving a fitness for duty evaluation managers are required to file an e-Service Consultation Request via Employee Relations e-Service for Human Resources follow up and next steps.