Prescription Drugs and Impairment
Catherine
26 Posts
We have a number of employees whose jobs require them to perform very physical tasks on occasion. Many of these people also operate company vehicles and equipment. It has come to our attention over the last few weeks that a number of our employees are taking various painkillers while on duty. I believe Lortab or hydrocodone is probably the most common.
Our drug policy prohibits the use of illegal drugs, including prescription drugs that the employee does not have a prescription for. We are increasingly concerned, however, about the impairment caused by large doses of prescribed pain killers. Supervisors are noticing that their employees seem impaired. The doctor who treats such an employee, however, has released the employee to come back to work; some argue that this means that in the doctor's opinion, the employee can operate just fine on that level of painkillers.
Our drug policy applies only to those employees who our vehicles or equipment. We are considering modifying it to require those same employees to report to their supervisor when they are taking medications with indications not to operate machinery (the definition will be much lengthier, of course). That doesn't necessarily answer the question of impairment, though.
Has anyone dealt with the issue of monitoring the use of painkillers? Any standards or methods for assessing impairment?
Our drug policy prohibits the use of illegal drugs, including prescription drugs that the employee does not have a prescription for. We are increasingly concerned, however, about the impairment caused by large doses of prescribed pain killers. Supervisors are noticing that their employees seem impaired. The doctor who treats such an employee, however, has released the employee to come back to work; some argue that this means that in the doctor's opinion, the employee can operate just fine on that level of painkillers.
Our drug policy applies only to those employees who our vehicles or equipment. We are considering modifying it to require those same employees to report to their supervisor when they are taking medications with indications not to operate machinery (the definition will be much lengthier, of course). That doesn't necessarily answer the question of impairment, though.
Has anyone dealt with the issue of monitoring the use of painkillers? Any standards or methods for assessing impairment?
Comments
I'd approach the written policy the same way. Give employees the duty to tell you if anything -- including prescriptions -- may impair their ability to work safely. But don't require them to tell you every prescription they take.
I don't know the exact legalities about all this. You probably should run your policy by a lawyer.
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James Sokolowski
Senior Editor
M. Lee Smith Publishers
Secondly, ck w/the employee's doctor. It sounds like you have documentation about their fitness for duty, so check it out. Maybe the employee wasn't quite upfront w/the doctor. Also, if they are on Hydrocodone, that's a narcotic. And I'd bet my last dollar the bottle says do not operate heavy machinery or drive. You can stop letting them do it right there. You also need the cooperation of your supervisors--it's their responsibility to monitor their employees--if they believe they are not fit to work, they should be cked out (by your doctor) or sent home.
Also, do what James says--contact your attorney--never hurts to have all the pieces in place.
Good luck!
Doctors will routinely issue "fitness for duty" notices to get an employee back to work and may not have a clue as to what type of drugs they are taking. They may be getting these drugs from another physician - so take these notices with a grain of salt.