Description:The purpose of this Alberta Fit for Duty Safety Program is to provide procedures performing work in Alberta. Fit for duty means being physically and mentally fit to perform assigned duties with competence and in a safe manner, as compared to established performance standards. This policy outlines the responsible parties and necessary actions when an employee’s fitness for duty is in question, the steps necessary to assess the employee’s physical or mental capabilities, necessary follow-up, and return to work. Fit for Duty means being able to perform their job duties in a safe, appropriate and effective manner free from the adverse effects of physical, mental, or emotional problems.
Fit for work” refers to employees’ ability to safely undertake the physical and psychological demands of their jobs. It is a comprehensive approach that employers can take to co-ordinate health and safety efforts, policies and guidelines to ensure a safe and healthy workplace for everyone. Report to the Workplace Fit for Work and remain Fit for Work throughout the entire workday. If in possession of a legal Impairing Substance, ensure that it is within the legal limits and that it is properly stored in the Workplace.
Although employers are not required by law to maintain fitness for duty (“ FFD” ) policies , having one in place as part of an employee handbook can help employers keep a healthy workforce, set workplace standards, and manage employee expectations. Worker impairment, regardless of the cause, could create a work site health and safety hazard. If impairment creates a hazard or unsafe work situation, employers, supervisors, workers and other worksite parties have an obligation to address it and implement controls under the Occupational Health and Safety (OHS) Act.
Employers may encourage workers to disclose known impairment that may affect workplace health and safety without needing to disclose the cause of the impairment. The risk of injury or illness increases when a hazard is not identified or controlled. See full list on alberta.
Causes can include: 1. Many causes cannot be identified by testing. Impairment can be unique for every situation and for each individual. Supervisors should be educate trained and understand how to recognize impairment.
Workers should be aware of impairment risks in the workplace and disclose known hazards to themselves and others. Common indicators of impairment include: 1. Physical- changes in health, altered demeanor, slurred speech or lack of hygiene 2. Psychosocial- changes in an ability to focus on tasks, forgetfulness, inappropriate behaviours or changes in mood 3. Workplace- increased absence, errors in judgement, change or decrease in performance or other significant changes in quality of work Resources: 1. Risk of impairment from cannabis(Canadian Centre for Occupational Health and Safety) 4. College of Physician. Employers and supervisors should develop clear policies of what is considered impairment in the workplace, how impairment will be investigated and provide training to workers. Responding to situations of impairment should be done fairly and without judgement.
If there is an observed impairment, employers or supervisors should take steps to address unsafe situations and control the hazar such as not assigning activities to a worker or not allowing them to continue working. Workers have an obligation to perform their job safely. They must not perform work when there is a risk of impairment that may affect the health and safety of themselves and others. Workers are expected to cooperate with their employer or supervisor by reporting known impairment that may affect their ability to perform the job safely or the safety at the workplace. Workers do not have to disclose the cause of impairment.
Current legislation does not address testing for impairment. Employers who choose to test workers where safety is a concern should seek legal advice on issues of human rights, labour and employment law, privacy, and occupational health and safety before implementing a testing program. Supervisors and employers can help promote a culture of safety by creating policies that recognize and respond to impairment in the workplace. Health and safety committees and representativescan help develop work site policies and procedures for impairment to help create a culture of prevention. The impairment policy templateis a tool to help develop or revise workplace impairment policies.
Some factors to consider are: 1. Workers who report health and safety concerns are protected under the OHS Act, from discriminatory action (section 35). This does not include any reasonable conduct of an employer or supervisor related to the normal management of workers or a work site. If the impairment is related to a protected human right, the employer will have other obligations under the Alberta Human Rights Act.
FIT FOR DUTY POLICY. Functional Category: Human Resources. Fit for DUTY Being fit for duty can encompass a variety of factors that may impact a worker’s ability to perform their work safely. The term currently used in the BC OHS Regulations is “impairment” but the definition coincides with the Fit For Duty programs being developed by industry groups such as Energy Safety Canada and the Construction Owners Association of Alberta (COAA).
Policy Owner: Vice President, People. Its decision was affirmed by the Alberta Court of Queen’s Bench and by the Alberta Court of Appeal. Fitness for work form. Closing a WCB- Alberta account – A6A request to close your account. Fit to work or fitness to work is a medical assessment done when an employer wishes to be sure an employee can safely do a specific job or task.
The purpose is to determine if medically the employee can perform the job or task under the working conditions.