Spotting Impairment on the Job: A Practical Framework for Field Safety Officers
According to ISHN, safety professionals face a difficult challenge when a coworker shows signs of possible impairment: how to act on observable behavior without making assumptions, asking illegal medical questions, or waiting until something goes wrong.
The Impairment Recognition Problem
ISHN uses the scenario of a warehouse forklift operator whose performance and demeanor change noticeably over several weeks. Coworkers see it. The safety officer sees it. But no one knows the cause, and that’s exactly the point. According to the article, the cause doesn’t matter. What matters is observable, documentable behavior.
The piece outlines how a safety officer, identified as Jo, approaches the situation in two stages. First, a private check-in conversation focused on concern rather than accusation. When the worker brushes it off, Jo doesn’t push for personal or medical details. Asking about specific medications or diagnoses crosses a legal line, the article notes. Instead, Jo shifts to observation and documentation: logging the time, location, and specific driving behavior, including erratic movement, close calls with coworkers, and failure to stay within walkway zones. Surveillance footage becomes part of the record. After a second conversation, Jo completes a formal reasonable suspicion of impairment form and brings in HR.
The article emphasizes that documentation must be objective. Labeling (“he seemed depressed”) or blame (“he should know better”) has no place in the record.
What It Means for Subcontractors
- Train supervisors before an incident happens. Jo’s approach works because she has prior impairment recognition training. Field supervisors on worksites should have the same foundation before they need it.
- Document behavior, not opinions. Write down what you see, when you saw it, and where. Stick to facts that any observer would agree on. Avoid diagnoses, labels, or emotional language in any written record.
- Know your reasonable suspicion policy. Policies vary by company, but field service operators should have a written procedure for when and how to escalate suspected impairment, including when HR gets involved and what forms are required.
- Use site footage strategically. Camera systems on warehouses, yards, and wellsites can support or validate supervisor observations. Know what footage exists and how long it’s retained before you need it.
- Separate the conversation from the documentation. A check-in talk is a first step, not a conclusion. If behavior continues, the formal documentation process starts independently of whether the worker opens up.
