Drug Alcohol Awareness-Supervisor Training

7/27/2019 Drug Alcohol Awareness-Supervisor Training

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Drug & Alcohol AwarenessBureau of Workers Comp

PA Training for Health & Safety(PATHS)

Supervisor Level Training


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General Information

This presentation will assist you with meeting initial trainingand program requirements for a drug-free workplace.

This is not an all-inclusive training program.

It should be noted that the U.S. Department ofTransportations (DOT) Office of Drug and Alcohol Policyand Compliance:

- advises the Secretary on national and internationaldrug testing and control issues and

- is the principal advisor to the Secretary on rulesrelated to the drug and alcohol testing of safety-

sensitive transportation employees in:aviation truckingrailroads mass transit

pipelines other transportation industries


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More Information on DOT

The U.S. DOT Office of Drug and Alcohol Policy and Compliancealso publishes regulations and provides official interpretationsregarding:

Drug and alcohol testing, including how to conduct tests; and Evaluation and treatment procedures necessary forreturning employees to duty after testing violations.

For more specific information for your industry go to

www.dot.gov/odapc
http://www.dot.gov/odapchttp://www.dot.gov/odapc


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If your company requires an employee to have aCommercial Drivers License, including these typesof companies (partial list):

Own or lease a commercial vehicle

Federal, state and local governments

For hire & private motor carriers Civic organizations (American Legion, DAV, Scouts)

Churches

Then you must comply with urine drug testing &

alcohol testing requirements for:- DOT

- FMCSA

More on Transportation


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Supervisor Training Outline

1. Objectives & Overview of Training Program

2. Drug Program & Workplace Policy

3. Supervisors Responsibilities

4. Performance vs. Crisis Situations

5. Recognizing Problems (Signs & Symptoms)


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6. Intervention and Referral

7. Protecting Confidentiality

8. Continued Supervision

9. Enabling & Supervisor Traps

10. Dos and Donts for Supervisors

Supervisor Training Outline


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Objectives of Training

Supervisors will be able to:

Identify the different components of the Drug-

Free Workplace Policy

Identify their role in implementing the Drug-Free Workplace Policy

Utilize available resources to develop a Drug-Free Workplace Policy for their workplace


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Learning Objectives

Supervisors will be able to:

Identify and investigate potential crisissituations

Recognize workplace problems that may

be related to alcohol and other drugs Intervene in problem situations

Refer employees who have problems withalcohol and other drugs for assistance

Protect employee confidentiality

Continue to supervise employees whohave been referred for assistance

Avoid enabling and supervisor traps


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The Unseen Reality

Think PAs workplaces aredrug free? Think again.

75% of drug users are employed

Almost one in ten employees has

a substance abuse problem

24% of workers admit todrinking during the workday atleast once in the past year

15% of U.S. workers report usingalcohol or being impaired on the

job in the past year


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The Cost of Substance Abuse

Increased Health Care Costs

Increased WorkersCompensation Premiums

Increased Workplace Violence


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Substance Abuse

Individuals who abuse drugsor alcohol are three and ahalf times more likely to beinvolved in a workplace

accident compared toindividuals who do notabuse drugs or alcohol

47% of industrial injuriesare directly related toalcohol abuse or alcoholism


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The Facts Drug & Alcohol Abuse

Workers have higher rates of turnover &absenteeism

More likely to have worked for 3 employers

in the previous year

More likely to skip 2 days of work in a month

Also more likely missed 2 or more days due toinjury or illness


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Drug-Free Workplace Policy

Accomplishes two major things:

1. Sends a clear message that use ofalcohol and drugs in the workplaceis prohibited

2. Encourages employees who have

problems with alcohol and otherdrugs to voluntarily seek help


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Drug Program & Workplace Policy


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Policy exists to:

- Protect the health & safety of all employees,customers and the public

- Safeguard employer assets from theft anddestruction

- Protect trade secrets

- Maintain product quality, company integrity

and reputation- Comply with the Drug-Free Workplace Act of1988 and/or any other applicable laws


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Policy should answer these questions:

What is the purpose of the policy andprogram?

Who is covered by the policy?

When does the policy apply?

What behavior is prohibited?

Are employees required to notify supervisorsof drug-related convictions?

Does the policy include searches?

Does the program include drug testing?


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What are the consequences for violating thepolicy?

Are there Return-to-Work Agreements?

What type of assistance is available toemployees?

How is employee confidentiality protected?

Who is responsible for enforcing the policy?

How is the policy communicated to employees?


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Drug Program

Comprehensive drug free workforce approachshould include these components:

- Policy

- Supervisor training

- Employee education

- Employee assistance

- Drug testing


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The Co-workers

Performance and attitudes negatively affected

Reported being put in danger

Have been injured

Worked harder

Must re-do work

Cover for a co-worker


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Assistance

Employee Assistance Programs (EAP)

Employee provided healthcare insurance

Various Federal, State and Local programs


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Reasons for Not Implementing ESAAPs

REALITY =

Substance abuse is not a problem

Insufficient time to develop and maintain a policy

The policy would be too costly

Too much uncertainty about liability

Lack of information


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Only 1 out of every 5 Pennsylvania employersplans to address substance abuse in theworkplace

The number increases to 2 out of every 3 whenworkers compensation premium discounts werementioned *

*While PA presently has no provisionsfor granting financial consideration forimplementing an ESAAP, this may belegislatively addressed in the future

Incentive to Implement ESAAPs


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Southern Pacific Railroad reports thataccidents dropped by 71% after theyimplemented an ESAAP

One electric supply company documents a

39% decrease in absenteeism afterimplementation of an ESAAP

ESAAP is an Effective Solution


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Supervisors Responsibilities


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Supervisors Responsibilities

Responsible to:

Maintain a safe, secure and productive workenvironment for everyone

Evaluate and discuss performance w/employees

Treat all employees fairly

Act in a manner that does not demean or

label people


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NOT your Responsibility to

Diagnose drug and alcohol problems

Have all the answers

Provide counseling or therapy

Be a police officer


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Legally Sensitive Areas

Safeguard employees confidentiality

Ensure the policy is clearly communicated

Establish procedures to investigate alleged

violations Provide due process and ample opportunity for

response to allegations

If testing is included, ensure quality control andconfirmation of positive tests

Conform to union contracts, if applicable


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Performance vs. Crisis Situations

The A Team!


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Performance & Potential Crisis Situations

Distinguishing between a crisis situationand a performance problem

Crisis situations are less common than

performance problems and can consist of:- Dangerous behavior

- Threatening behavior

- Obvious impairment

- Possession of alcohol and other drugs- Illegal activity


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Questions to Consider

What exactly did you see?

Does there appear to be illegal activity,policy violations or unusual behaviortaking place?

Is a group of people involved orjust a single employee?

Are you the direct supervisor to anyoneinvolved in the incident?

Are reliable witnesses available? Is any physical danger involved in

taking action or not taking action?


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Questions to Consider

Is the situation serious enough to requirecalling security or law enforcement?

Is there a specific policy that applies?

Does the situation require expert consultation

from Human Resources, the EmployeeAssistance Program (EAP), if applicable, orsecurity?

Is this a situation that calls for reasonable-

suspicion testing?

Have you documented what you have seenand what you have done in response?


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Steps to Consider

When you meet with the employee:

Hold the meeting in a private area

Have a second individual in attendance

Inquire about the behavior, rumor or

report Inform the employee of your concerns

Get his or her explanation of what is happening

If you feel there is a problem, notify your

superior

Document what occurred, what was said and done, etc.


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Actions to Take

If evidence or suspicion of recent use, based uponthe employees response and your companys drug-free workplace policy:

Refer the employee to the EAP (if applicable)

Place the employee on suspension until aformal investigation takes place

Arrange for the employee to be escorted home

Escort the employee to a collection site for thedrug test, if applicable


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Signs & Symptoms


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Addiction

The irresistible compulsion to use alcohol and otherdrugs despite adverse consequences

It is characterized by repeated failures to control

use, increased tolerance & increased disruption inthe family


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Signs of Addition

Examples of common performance problems thatmay be indicators include:

Poor attendance

-Tardiness

- Unexplained absences

- Long lunches

Co-worker or customer complaints

Mistakes

Missed deadlines


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General Signs

Abrupt changes in attendance, quality ofwork and production

Unusual outbreaks of temper

Changes in mood Acting paranoid or confused

Not taking responsibility for actions

Changes in attitude

Withdrawing from family and friends


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General Signs

Drastic change in physical appearance

Changes in grooming habits

Associating with known drug users

Has more money than usual

Acting secretive with both actions andpossessions


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Pupil Reference

Fixed and not reactive to changes in light mayindicate other problems beside a potential drug

issue

Take note and document


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Medical Conditions

Be aware: some of the same symptoms maybe caused by medical conditions and this mustalso be taken into consideration

This may also require a medical response


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Medical Conditions

Mood changes

Anxiety

Irritability

Confusion

Nausea

Nervous/jittery

Cold, clammy,

sweating

Rapid heartbeat

These are all symptoms of hypoglycemia, from mild to severe reactions.They can appear very similar to the signs of drug and alcohol abuse. Beingaware that they also exist may avoid a medical emergency, so supervisorsresponse may still be necessary.


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Medical Conditions

Weakness

Poor coordination

Difficulty walking

Lethargy

Loss of consciousness Hypothermia

Irreversible brain damage,heart problems

These are all symptoms of hypoglycemia, from mild to severe reactions.They can appear very similar to the signs of drug and alcohol abuse. Beingaware that they also exist may avoid a medical emergency, so supervisors

response may still be necessary.


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When someone abuses or has an addiction to alcoholor other drugs it affects themselves as well as otherpeople around them:

Emotionally

Behaviorally

Physically

Substance Abuse


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Alcohol

Dysfunctional

Absenteeism (Mondays)

Blackouts

Loss of memory

Fixated on drinking (bothsocial & professional)

Trouble with relationships Difficulty walking


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Cannabis (Marijuana)

Other: Hashish, Hashish oils

Active ingredient: Tetrahydrocannabinol (THC)

Not physically addictive, moderately addictivepsychologically
http://upload.wikimedia.org/wikipedia/commons/9/94/Joint.jpg


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Cannabis What the Supervisor May See

Work level decrease

Increase of incidents

Loss of concentration

Repeating instructions

Breakage

Out of character behavior


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Stimulants

Signs & Symptoms

Increased heart rate

Alertness

Respiratoryfunctioning

Restlessness

Agitation

Decreased appetite

Psychologicaldependency

Physical dependency


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Stimulants

Effects

Dilated pupils

Dry mouth

Drug nose look

Runny nose

Sinus/nasal problem

Nose bleeds

Bad breath Euphoria

Fidgeting

No interest infood or sleep

Irritability

Argumentative

Nervous

Talkative withno direction


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Stimulants What the Supervisor may see

Increase in errors

Increased risk ofaccidents

Weight loss (facial)


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Depressants

Frequent doctor trips for nervousness, anxiety,stress, etc.

Acting drunk (without odor)

Limited or no facial expression or animation

Personality is flat

Lacking energy

Slurred speech


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Why Synthetic?

Feels like a marijuana high

Danger of not knowing all of the ingredients in

the synthetic product

Contaminated with impurities

Do not test positive on THC drug test


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Designer Drugs

Psychoactive substances, stimulant Amateur chemists - cookers

Injected, smoked, snorted or ingested

Rapid onset (1-4 minutes)

Short duration of action (30 minutesto a few hours)

Fentanyl is one of the 3 commonbases for designer drugs = 80 to 100

times more potent then Heroin


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Designer Drug

Common Drugs Effects

Ecstasy

Adam

Lovers Speed

Special K Fantasy

Natures Quaalude

Physical

Hypertension, blurredvision, tremors,drooling, anorexia,

impaired speech,paralysis, seizures,brain damage, death

Psychological

Confusion, irritability,

anxiety, emotional,irrational, depression,amnesia, violentbehavior, insomnia


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Bath Salts

Synthetic Drugs

Plant food

Not for human consumption

Synthetic drug is similar to anatural drug from Khat Plant

Crystals or capsules may containanesthetic lidocaine


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B h S l


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Bath Salts

Signs & Symptoms

Agitation

Extreme nervousness

Fast heartbeat

Increased bloodpressure

Tremors/shaking

Vomiting

Hallucinations

Seizures


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H ll i


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Hallucinogens

LSD

Peyote

Psilocybin

Mushrooms

PCP

H ll i


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Signs & Symptoms

Hallucinogens

Dilated pupils

Heavy sweating

Strong body odor Distorted senses

Hallucinations

Distorted view ofthemselves

Self absorbed

Slurred speech

Confusion Isolated/detached

Time (unaware)

Changes in moodand behaviors


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Hallucinogens What the Supervisor may see

Fixed small pupils

Sweating

Hyper sensitive

Separated from reality

OTC D


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OTC Drugs

Both prescription and OTC drugs can affectthe worker in numerous ways especially if areaction or drug interaction occurs

Hard to predict; may have the same symptomsas alcohol or drug use, but could be causedby legal drugs

Consider a policy on OTC drugs in theworkplace based on the job description


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Intervention & Referral


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Steps to take with a performance problem: Document the performance problem or issue

Prepare

Set the stage

Use constructive confrontation

Refer for assistance

Schedule a follow-up on progress towardsmeeting performance goals

Constructive Confrontation


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Constructive Confrontation

Tell employee you are concerned abouthis/her performance

State problem(s)/situation(s)

Refer to documentation of specific events

Avoid over-generalizations

Ask for explanation


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Continued Supervision


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Continued Supervision

After constructive confrontation and referral, the

employee will need:

Continuing feedback about behavior andperformance

Encouragement to follow through with continuing

care and support groups Accurate performance appraisals and fair

treatment

Time to adjust to doing things differently

Respect for his or her privacy Open lines of communication

Corrective action if old behaviors reappear

Confidentiality


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Confidentiality

Protecting Confidentiality


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For supervisor referrals to be effective, anemployee needs to know that:

Problems will not be made public

Conversations with an EAP professional orother referral agent are private and will beprotected

All information related to performance issueswill be maintained in his/her personnel file



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Information about referral to treatment will be

kept separately

Information about treatment for addiction ormental illness is not a matter of public recordand cannot be shared without a signed release

from the employee

If an employee chooses to tell co-workers abouthis/her private concerns, that is his/her decision

When an employee tells his/her supervisorsomething in confidence, supervisors are obligatedto protect that disclosure

EAP Services


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EAP Services

If EAP Services Available, employees are alsoassured:

EAP records are separate from personnelrecords and can be accessed only with a signed

release from the employee EAP professionals are bound by a code of ethics

to protect the confidentiality of the employeesand family members that they serve

There are clear limits on when and whatinformation an EAP professional can share andwith whom

The Law Requires


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The Law Requires

Disclosure of child abuse, elder abuse and serious

threats of homicide or suicide as dictated by state law

Reporting participation in an EAP to the referringsupervisor

Reporting the results of assessment and evaluation

following a positive drug test Verifying medical information to authorize release time

or satisfy fitness-for-duty concerns as specified incompany policy

Revealing medical information to the insurancecompany in order to qualify for coverage under abenefits plan

Enabling & Supervisor Traps


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Enabling & Supervisor Traps

CAUTION!

Enabling


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Enabling

Enabling: Actions you take that protect theemployee from the consequences oftheir activities and actually helpthem NOT to deal with the problem

Examples of enabling:

Covering Up

Rationalizing

Withdrawing/Avoiding

Blaming

Controlling

Threatening

Supervisor Traps


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Supervisor Traps

Sympathy Excuses

Apology

Diversions

Innocence Anger

Pity

Tears


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A Safer, Drug-Free Workplace


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A Safer, Drug Free Workplace

Recognize the impact of alcohol and drug abuse on theworkplace

Understand and follow the Drug-Free Workplace Policy

Know the types of assistance available

Visit www.samhsa.gov, the website for the Substance

Abuse and Mental Health Services Administration(SAMHSA), maintained by the US Department of Healthand Human Services


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PATHS


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PATraining for Health and Safety

PATHSis a no fee state-wide service providing

Pennsylvania employers and employees withcoordinated Health and Safety resources through

easy access and affordability

PATHS

PATHS


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At the PATHS Website you can:

View . . . Health & Safety Training PowerPoint briefings

Access Safety Talks (Toolbox Talks)

Review . . . Course descriptions, objectives, andschedules

Participate. . . Employers can register online to

participate in webinars and training sessions. Mostsessions are free and are open to everyone

PATHS

PATHS


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PATHS

PATHS


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S

To Access PATHS

www.dli.state.pa.us/PATHS

or

www.dli.state.pa.us

Workers Compensationicon

Health & Safety Division

PATHS


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Questions


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Q

Documents

Drug Alcohol Awareness-Supervisor Training