[DavidFR]

I'd like to ask other OH nurses how your department deals with people found intoxicated at work.
Do you view this as purely a disciplinary matter, hence nothing to do with the OH service? Or do you view the drunken worker as medically inapt, hence the role of the OH department is to intervene?

What do you actually do in the case of a worker clearly under the influence? Who has established policies in place regarding alcohol at work?

[sharrie]

I'm not an OH nurse but as a nurse manager am aware of the procedures. We have a policy for dealing with drugs and alcohol influence in the workplace, any staff member who is felt to be under the influence is automatically sent to OH. If they refuse then this is dealt with under a disciplinary policy and investigated. It may or may not lead to dismissal dependant on if they accept they may need help.

OH then have guidance and the staff member is given strict conditions to adhere to in order to avoid disciplinary action.

We also use sick leave and annual leave to help support a staff member who may have a problem cope and deal with the conditions

[SaderNurse05]

If an employee meets the requirements of "reasonable suspicion" they are brought to EHS. We do a drug sceen and a breath ETOH. If they refuse they are put on admin leave and terminated ASAP. If they show any substance abuse, same thing. If they contact us and ask for help with an addiction, we find a program that suits their needs and as long as they comply with the program and pass random screenings for one year they keep their jobs. Hope this helps.

[Goodrich]

Since our workplace has a drug program and I also coordinate that and some of our positions are FAA/DOT regulated, this does fall under my title of Health and Safety Specialist (I am an RN also).

To me this is a safety issue and effects the health of both the employee is is drinking and those around him/her

[Neats]

As a Health Care Administrator my first responsibility is safety of the unit and I need to get that nurse off the unit. If a nurse is suspected of being under the influence of anything I suspend with pay until an investigation can be completed. This can include having the staff member in question be escorted to the hospital for a drug/ETOH screen. If it goes this far and the employee is under the influence the employee usually quits. I always refer the employee to the employee assistance program as well. I then must contact the state board of nursing if they are under the influence, I allow the nurse to contact first, better chance of nurse not losing their license.
Remember anytime a supervisor/manager becomes aware of an issue such as this it becomes their responsibilty to do something about it or they are not doing their job.

Additionally,
Substance abuse falls under the American Disabilities Act (ADA) so if you have employees that are challenged by these issues and they are willing to improve we must allow for this. Employees should be given the tools to change and time as long as it does not hurt the unit. Its when they make the same mistakes over and over again that you need to worry.

[ownadobe]

Where I am at (industral facility), if there is reasonable suspicion that someone is under the influence of either drugs or alcohol, the person is taken to medical to be tested. Human resources is present for the testing as well as the supervisor. OH performs the test on site be it BAT or urinalysis. The OH nurses are certified to completed the test. If the test shows any alcohol or there is a non-negative urine it is then sent for confirmation testing. The employee is placed off work without pay until a full investigation is completed. The employee is offered treatment and if/when the employee does return to work, they are subject ot random testing for the next year. This again is completed the the OHN.

hope this helps.