FIT FOR DUTY PHYSICAL AND PSYCHOLOGICAL AWARENESS WHAT TO LOOK FOR - - PowerPoint PPT Presentation

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FIT FOR DUTY PHYSICAL AND PSYCHOLOGICAL AWARENESS WHAT TO LOOK FOR - - PowerPoint PPT Presentation

Nov 11, 2023 184 likes •440 views

FIT FOR DUTY PHYSICAL AND PSYCHOLOGICAL AWARENESS WHAT TO LOOK FOR WHAT TO LISTEN FOR FIT FOR DUTY VS IMPAIRMENT Fit for Duty: Fit-for-duty means that an individual is in a healthy physica ysical l and psycholog ychologica ical l

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FIT FOR DUTY

PHYSICAL AND PSYCHOLOGICAL AWARENESS

WHAT TO LOOK FOR – WHAT TO LISTEN FOR

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FIT FOR DUTY VS IMPAIRMENT

Fit for Duty:

Fit-for-duty means that an individual is in a healthy physica

ysical l and psycholog ychologica ical l state te

that enables the person to perform the essential tasks of his or her work assignment(s). This fitness ensures the work can be completed in a manner that does NOT threaten the safety or health of

  • neself, co-workers, property, or environment.

Impairm irmen ent:

A deterioration of an individual's judgment and decrease in his or her physical or psychological ability.

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RECOGNIZING AND UNDERSTANDING

1. We see what we want to see. 2. We hear but do we actually listen?

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TOOLS OF THE TRADE

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MANAGER *** SUPERVISOR *** CO-WORKER

Information Received What Does it Mean What To Do

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WHAT TO LOOK FOR?

  • Seeing
  • Hearing
  • Smelling

PHYSICAL SICAL

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WHAT TO LOOK FOR?

  • Seeing
  • Hearing
  • Remembering (patterns of behaviour)

PSYCHOLO CHOLOGICAL GICAL

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PHYSICAL

Visual

 Glassy Redness of the eyes  Unsteadiness in a standing position  Incoordination with fine motor skills (lack of normal adjustment of muscular motions;

failure to work harmoniously)

 Physical Demeanor – Avoidance or deliberate increase distance during personal contact

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PHYSICAL

Hear

 Slow pronunciation  Slur in speech  Repetition with responses  Stumbling speech or abrupt change in thought  Vague response to questions with specific answers

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PHYSICAL

Smell

 Odor of alcohol *** ***

*** Low w insu sulin in leve vels s in a perso rson with diabe iabetes s can creat ate an odor dor simil milar ar to that at of alco cohol l ***

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PSYCHOLOGICAL

Visual

 Continuous yawning – tired  Indecision or lack of focus with tasks (stops working or long delays with physical actions)  Crying  Avoidance of physical contact with others – segregate themselves  Acts of aggression and frustration and specifi

ific c behaviou aviour r that t follows lows

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PSYCHOLOGICAL

Hear

 Conversations that the conte tent nt of discus ussion n may result in increased risk of fatigue, self resentment or conflict with others  Request for help with a mental health problem or developing crisis  Concerns from/of others that are not sure what to do

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PSYCHOLOGICAL

Re Remembering mbering – Es Establ blishing ishing a work rk relationship tionship

 Differences in behaviour that cause concern – internal Spidey sense

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MAKING A DETERMINATION

Based on what you see, hear and possibly smell – to

toge geth ther er – help formulate a

“reasonable” assumption that a worker may be experiencing impairment. Possibly by a substance such as alcohol or

  • r is fatigued to a degree where they

cannot hold the level of focus or concentration required to perform tasks safely and effectively.

The term reason asonable able is a generic and relative one and applies to that which is appropriate for a particular situation. In the law of Negligence, the reason asonable ble person standard is the stand andar ard of care e that t a reaso sonabl nably y pruden rudent pers rson

  • n would

ld observe serve und nder er a given en set t of circ rcums umstan ances ces.

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PHYSICAL OR PSYCHOLOGICAL

What t do we do?

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RESPONSE TO

We have an “unfit for duty”

Worker rker Supervi pervisor sor Manager ager

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WHAT TO DO?

Client or company policies and procedures will guide the steps to be taken based on the factors that deem the person to be

UNFIT IT FOR DUTY TY Alcohol hol and Drug rug Fatigue gue Manag agem emen ent

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CHECKLIST

Checklists shoul

  • uld alway

ways s be used d when a worker, supervisor or manager is suspected of being unfit for duty. This checklist is your due diligence and documentary evidence in the event your determination of the level of fit for duty is challenged.

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CHECKLIST

Can this checklist be used as part of an investigation – post incident?

฀

YES!

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CHECKLIST

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WHEN ARE WE DOING THIS?

We should be constantly assessing our work area for hazards (anyone nyone unfi fit for r duty) ty) Initial daily involvement should include watching for signs of impairment.

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FIT FOR DUTY

Statistics Canada report for getting the recommended hours of sleep each night – 7 to 9 hours - 2013

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ADDITIONAL INFORMATION

https://www.ccohs.ca/oshanswers/psychosocial/substance.html

https://www.workplacesafetynorth.ca/sites/default/files/Alcohol_and_the_Workplace_TOOLKIT_Oct2013_KLFA.pdf http://healthycanadians.gc.ca/publications/department-ministere/state-public-health-alcohol-2015-etat-sante-publique- alcool/alt/state-phac-alcohol-2015-etat-aspc-alcool-eng.pdf

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FIT FOR DUTY

PHYSICAL AND PSYCHOLOGICAL AWARENESS

THANK YOU