Fitness for Duty

Recognizing that your employee is suffering from a common cold is pretty easy, but seeing the warning signs that your employee may not be fit for duty due to physical, emotional or substance abuse challenges can be more difficult.

Fitness for Duty (FFD) procedures are intended to help you ensure a safe workplace for employees, customers and the communities in which we serve. If you observe physical, emotional or cognitive impairment on the job, or if you are aware of a medical condition that may affect an employee’s ability to safely and/or efficiently perform his or her job duties or that represents a potential danger to self or others, a company-sponsored FFD medical evaluation may be warranted.

If you need help understanding if an FFD evaluation is necessary, call PG&E’s FFD Program Manager (FFD PM) for an FFD consultation. When you call, the FFD PM will determine if a fitness for duty evaluation is necessary or suggest other options and resources.

For reasonable suspicion drug and alcohol concerns for Department of Transportation (DOT) covered employees, review the DOT Drug and Alcohol Testing Program. Diablo Canyon Power Plant (DCPP) employees are covered under a separate FFD program. For FFD information for DCPP employees, contact DCPP Communications.

Helpful links:

FFD contact information:

Trainings for supervisors are available upon request. For more information, contact the FFD PM or take the Fitness for Duty training (CORP-9134VL) in My learning.

Your role as a supervisor

If you believe an FFD evaluation is warranted (whether for safety reasons, suspicions of drug or alcohol abuse or if an employee appears to be suffering physical or mental distress), call PG&E’s FFD PM at 510-684-5625 for an FFD consultation. From there, the FFD PM will determine if a fitness for duty evaluation is necessary or suggest other options and resources. If an evaluation is necessary, you will need to consult with your local Labor Relations Specialist (LRS) for union-represented employees or Human Resources Business Partner (HRBP) for management and administrative and technical (A&T) employees.

Understand the role of a shop steward in the fitness for duty process, and that your employee may elect to waive their right to a shop steward. See the Waiver of Assistance of Shop Steward form.

When there are performance, attendance or conduct issues that do not require an FFD evaluation, contact your local Labor Relations Specialist (LRS) for union-represented employees, or your Human Resources Business Partner (HRBP) for management and A&T for assistance.

PG&E’s Employee Assistance Program (EAP) provides confidential counseling, support, referrals, and more to help an employee manage life’s demands at work and at home. Learn more about EAP here.

Threats

If there is an imminent threat to self or others (direct or indirect), call 911 first and then call Corporate Security at 1-800-691-0410.

Any non-imminent threats to self or others should be directed to Corporate Security at 1-800-691-0410 for further instruction.