78th Medical Group - 78th Force Support Squadron - 78th

78th MDOS/SGOWS

655 Seventh Street

Robins AFB, GA 31098

DSN: 497-8398

Commercial: (478) 327-8398

New Civilian Personnel

Substance Abuse Briefing

IAW AFI. 44-121 & AFI. 90-508

78th Medical Group

78TH AIR BASE WING

“The Installation of Excellence … The Best Base to Live, Learn, Work and Play”

AIR FORCE INSTRUCTION

OVERVIEW

1. The Air Force’s substance abuse policy, procedures, and

program according to AFI 90-508 & 44-121

2. Alcohol and other drugs

3. Drug usage and impact on mission & duty performance

4. About the ADAPT Program, Employee Assistance

Program and the Civilian Drug Demand Reduction Program

5. Education, prevention and intervention

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Air Force Policy Regarding Illicit Drug Use by Civilian Personnel

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1.2. Air Force Policy Regarding Illicit Drug Use by

Civilian Personnel Per AFI 90-508

1.2.1. The Air Force, as a result of its national

defense responsibilities, and the sensitive nature of

its work, has a compelling obligation to eliminate

illicit drug use from its workforce. Civilian

employees of the Air Force must refrain from illicit

drug use whether on or off-duty. Performing duties

under the influence of illicit drugs adversely affects

personal safety, risks damage to government

property, significantly impairs day-to-day operations,

and exposes sensitive information to potential

compromise. Use of illicit drugs is inconsistent with

the high standards of performance, discipline, and

readiness necessary to accomplish the Air Force

mission.

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Air Force Policy Regarding Illicit Drug Use by Civilian Personnel AFI 90-508

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1.2.1.1. This policy is based on the Federal

criminal statutes on controlled substances and

is not affected by any State laws legalizing use

of marijuana or other controlled substance.

1.2.2. The Air Force is concerned with the well-

being of its employees, the successful

accomplishment of the mission, and the need to

maintain high employee productivity. The intent

of the Air Force is to offer assistance to those

civilian employees who need it, while sending a

clear message that illicit drug use is

incompatible with Federal service.

1.2.3. The performance of every Federal

civilian employee must, at all times, support the

Air Force mission with the highest level of

integrity, productivity, reliability, and judgment.

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Be Aware

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1.2.4. Federal employees entrusted with the national

defense must be free from the possibility of coercion

or influence of criminal elements. This is especially

important for those civilian employees who have

been entrusted with access to classified

information, or who, for instance, are responsible

for weapons systems with nuclear or conventional

capabilities.

1.2.5. Random drug testing, reasonable suspicion

testing, accident or safety mishap testing, voluntary

testing, and consent testing as part of or as a follow-

up to counseling or drug abuse treatment will be

employed to deter Federal civilian employees from

the use of illicit drugs and to identify employees for

treatment and administrative actions.

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2.13. The Civilian Personnel Section (CPS) and

Human Resource Office (HRO) (Appropriated

Funds Employees).

2.13.1. The CPS ensures all employees subject to

random testing and applicants tentatively selected

for TDP receive individual notices prior to being

assigned to the positions as described in Section 1b,

Scope of Testing, of this AFI. (T-0). Ensures current

non-TDP employees selected to transfer into TDP

receive a 30-day notice of AFCDTP requirements

prior to transferring. Advises supervisors to file a

copy of the signed notice in the Supervisor’s

Employee Work Folder. (T-0) When an employee is

moved from one TDP to another, the employee’s work

folder should be reviewed to ensure notice has been

issued, received and acknowledged by the employee.

(T-0)

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SELF IDENTIFICATION IAW AFI 90-508

Disciplinary action for illicit drug use will not be initiated for any

employee who meets all 4 of the following conditions:

1) Voluntarily identifies himself/herself as a user of illicit drugs prior to

being notified of the requirement to provide a specimen for testing or

being identified through other means (i.e., drug testing, investigation)

2) Obtains and cooperates with appropriate counseling or

rehabilitation

3) Agrees to and signs a last chance or statement of agreement

4) Thereafter refrains from illicit drug use

This does not preclude disciplinary action for other misconduct, i.e.,

possession of drugs or drug paraphernalia

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Prescription Drugs

OpioidsOxycodone (OxyContin) Hydrocodone (Vicodin), Morphine Stimulants-Ritalin, Adderall Depressants-Klonopin, Valium, Xanax, Ativan Rohypnol

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Over the Counter Medications/Products

• DXM-(Dextromethorphan) Cough and Cold Medicine such as Coriciden HBP and Robitussin

• Loperamide-Anti Diarrhea-Medications

• Inhalants- Huffing, Sniffing, Bagging and Snorting-can be very deadly.

• Other products of abuse- Listerine, NyQuil and Pseudoephedrine

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Marijuana/THC

Marijuana/THC (Tetrahydrocannabinol) - Most frequently used drug in the world today The Term Marijuana refers to the leaves and flowering

buds of Cannabis Sativa, The hemp plant.

Marijuana is usually smoked (Joints, Pipes, Bongs, Blunts and Bowls). The effects can be felt within minutes and last three to four hours.

After smoking one joint 10-20 % of THC is still present in the body’s fat cells after 30 days.

Be mindful of products with Hemp Seed and Hemp Seed Oil. (Kind BARS)

Bickel testing

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CBD ProductsBLUF: CBD products, for the most part, are not regulated by the Food and Drug Administration (FDA). There is risk in using CBD as the user is not guaranteed of the absence of THC contamination or that a particular CBD product was derived consistent with the Agricultural Improvement Act of 2018 (also known as the Farm Bill). This means that any CBD product runs the risk of being illegal and could potentially cause a positive drug test. If a civilian employee uses a CBD product they do so at their own legal peril.

While many state laws have begun to decriminalize the use of marijuana for medical or limited recreational use, federal law has remained unchanged until last year with the passing of the Agricultural Improvement Act (also known as the Farm Bill). The Farm Bill amended the Controlled Substances Act so that the term marijuana does not include hemp, as defined in section 297A of the Agricultural Marketing Act of 1946. The Farm Bill ensures that any cannabinoid that is derived from hemp will be legal, if and only if, that hemp is produced in a manner consistent with the Farm Bill, associated federal regulations, associated state regulations, and by a licensed grower. While the Farm Bill removes hemp derived products from Schedule I status, it does not legalize all CBD. The characteristic of having low THC is the key difference to distinguish industrial hemp from marijuana. CBD derived from marijuana (containing more that more than 0.3% THC) is still unlawful. CBD remains a Schedule I substance under federal law and is thus illegal, unless it is derived in a manner consistent with the Farm Bill.

The 2018 Agricultural Improvement Act (Farm Bill) that was signed into law on 20 December 2018 removed hemp from the definition of marijuana within the Controlled Substances Act (CSA). However, the Farm Bill states that the delta-9-tetrahydrocannabinol (THC) level in hemp-derived products must be no greater than 0.3 percent on a dry weight basis in order to satisfy the revised definition of “hemp” provided in the Farm Bill. If hemp-derived products exceed that THC threshold, they will not meet the definition of hemp, and therefore, could be considered a Schedule I drug.

Studies have shown that some CBD products’ labeling does not accurately reflect their content.

The one exception is pharmaceutical-grade CBD products which have been approved by FDA, which currently includes one drug: Epidiolex. Only with a proper (valid) prescription is use of the FDA-approved drug Epidiolex, which contains CBD,

permissible. Otherwise, if THC is detected during a drug test/screening the employee may be subject to disciplinary action, up to and including removal from federal service. Absent an AF policy or prohibition on the use of CBD, this information is provided so employees can make informed decisions regarding use of these products.

Civilian Support Branch-AFPC/DP3FS

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Alcohol

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Alcohol - Central Nervous System depressant-most

commonly abused substance in the world

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OTHER DRUGS

• Methamphetamine - Central nervous system stimulant-can be lethal, dangerous and unpredictable

• Cocaine - Intensely addictive, stimulant that directly affects the brain-one of the oldest known drugs

• Hallucinogens - LSD, PCP

• Vaping/E-Cigarettes- CDC-Oct 2019 reports product use associated with Lung Injury-26 deaths-1299 cases

• Cigarettes- Must be 21 to Purchase Tobacco ProductsOn December 20, 2019, the President signed legislation to amend the Federal Food, Drug, and Cosmetic Act, and raise the federal minimum age of sale of tobacco products from 18 to 21 years. It is now illegal for a retailer to sell any tobacco product – including cigarettes, cigars and e-cigarettes – to anyone under 21. The State of Georgia follows the Federal guidelines with regard to the age change. The FDA will provide additional details on this issue as they become available.

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Substance Abuse/Dependence

Abuse• Recurrent use resulting in failure to

meet major role obligations

• Recurrent use in physically hazardous situations

• Recurrent substance-related legal problems i.e. arrest

• Continued use despite having persistent or recurrent social or interpersonal problems caused or exacerbated by the effects of the substance

• One or more of the above occurring within a 12 month period

A maladaptive pattern of substance use leading to clinically significant impairment or distress…

DependenceTolerance and Withdrawal

• Taken in larger amounts and over longer time frames

• Persistent desire/unsuccessful attempts to cut down

• Great deal of time surrounding accessing the substance

• Social, occupational or recreational activities reduced

• Continued use despite knowledge of persistent physical or psychological problems caused/exacerbated by the substance

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Impact of Substance Abuse in the Workplace

1) Health

2) Productivity

3) Decision making

4) Safety

5) Morale

6) Security

7) Organizational image

8) Community relations

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“The Installation of Excellence … The Best Base to Live, Learn, Work and Play”17

Management, Family and Peer Impact

Enabling:

Action that someone takes to protect the person

with the problem from the consequences of his

or her actions. Unfortunately, enabling actually

helps the person to NOT deal with his or her

problem.

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Referral/Information Resources

Employee Assistance Program (EAP)

Occupational Medicine Services (OMS)

For help or assistance with problems such as…

* Emotional concerns

* Relationships

* Family

* Alcohol

* Financial

* Job concerns

The EAP/OMS offices are located in Bldg. 207.

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“The Installation of Excellence … The Best Base to Live, Learn, Work and Play”19

Substance Abuse services areavailable in the local community

Self-help groups such as:

Alcoholics Anonymous

Celebrate Recovery

Narcotics Anonymous

Al-Anon, etc.

Community mental health centers

Private therapists or counselors

Addiction treatment centers

Other agencies for related services

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78 MDOS/SGOWS ADAPT Clinic

The ADAPT Clinic is located in Bldg. 700

Employees can receive educational and community referral information upon request

The main Mental Health/ADAPT phone numbers are:

(478) 327-8398 or DSN 497-8398

Questions or Comments?

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Documents

78th Medical Group - 78th Force Support Squadron - 78th