1. If an employee is impaired because of the use of drugs or alcohol and cannot report for duty, he/she should call 1-800-44R-BLOC and mark himself/herself off as "Operation RedBlock."
2. Once on the job, if an employee is observed as being unfit for duty, co-workers should tell the employee that he/she should not work and should mark-off as "Operation RedBlock."
3. If the impaired worker places the call or requests a co-worker to mark him/her off, the reason should be given as an "Operation RedBlock" procedure. No further action will be taken by Amtrak.
4. Should the impaired employee be uncooperative, the co-workers may use the Rule G Bypass Agreement and request help from the appropriate management employee. Management will then assist in removing the impaired employee and in getting him/her home. No Rule G charges will be made if the impaired co-worker contacts the Employee Assistance Program Counselor within five days. Rule G Bypass is afforded the employee every ten years.

WORKPLACE INTERVENTION/ CONFRONTATION CRITERIA

• Recognize the problem. Don't ignore the problem- it will only get worse.
• Recruit other responsible employee to confront the situation.
• Conduct the intervention in appropriate surroundings.
• Describe the problem as you all see it to the impaired co-worker.
• Don't pass judgment.
• Make your position clear to the impaired coworker. Stated simply: "We cannot continue to work under these conditions."
• Let the impaired co-worker determine a solution. The impaired co-worker must mark-off or force himself/herself into a Rule G Bypass.
• If the co-worker becomes hostile and unmanageable, don't back down. Stick together as a group and control the situation.
• Tell the co-worker what you as a group must do.
• If the group has done everything possible to intervene, and the impaired co-worker still refuses to Mark-off, the Rule G Bypass must be put into effect.
• Once the situation has been resolved, we must make sure that the impaired co-worker arrives home safely.