drug free workplace supervisor training presentation - moore counseling
DESCRIPTION
Drug Free Workplace Supervisor Training Presentation - Moore CounselingTRANSCRIPT
Partnering with Companies forAlcohol and Drug-Free Workplaces
Supervisor Trainingpresented by
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Supervisor Training Outline
Overview of Drug-Free Workplace Policy Identifying performance problems and handling
potential crisis situations Recognizing substance abuse problems Intervention and referral Protecting confidentiality Continued supervision Enabling and supervisor traps Dos and Don’ts for supervisors Additional Resources
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Overview of Drug-Free Workplace Policy
The Drug-Free Workplace Policy accomplishes two
major things:
Sends a clear message that use of alcohol and drugs in the workplace is prohibited.
Encourages employees who have problems with alcohol and other drugs to voluntarily seek help.
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Drug-Free Workplace Policy Management
The Drug-Free Workplace Policy exists to:
Protect the health and safety of all employees, customers and the public.
Safeguard employer assets from theft and destruction.
Protect trade secrets. Maintain product quality, company integrity and
reputation. Comply with the Drug-Free Workplace Act of
1988 or any other applicable laws.
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Policy Answers the Following Questions:
What is the purpose of the policy and program? Who is covered by the policy? When does the policy apply? What behavior is prohibited? Are employees required to notify supervisors of drug-
related convictions? Does the policy include searches? Does the program include drug testing? What are the consequences for violating the policy? Are there Return-to-Work Agreements? What type of assistance is available to employees
needing help? How is employee confidentiality protected? Who is responsible for enforcing the policy? How is the policy communicated to employees?
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Supervisors’ Responsibilities
It is the responsibility, as a supervisor, to:
Maintain a safe, secure and productive environment for employees.
Evaluate and discuss performance with employees. Treat all employees fairly. Act in a manner that does not demean or label people.
It is NOT your responsibility, as a supervisor, to:
Diagnose drug and alcohol problems Have all the answers Provide counseling or therapy Be a police officer
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Supervisors’ Responsibilities
Legally sensitive areas:
Safeguard employee’s confidentiality. Ensure the policy is clearly communicated. Establish procedures to thoroughly investigate
alleged violations. Provide due process and ample opportunity for
response to allegations. If testing is included, ensure quality control and
confirmation of positive tests. Conform to union contracts, if applicable.
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Identifying Problems & Handling Crisis Situations
Identifying performance problems and handlingpotential crisis situations
Distinguishing between a crisis situation and 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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Identifying Problems & Handling Crisis Situations
Ongoing performance problems that do notrespond to normal supervisory actions may be
signsof addiction and other personal problems and mayrequire more intervention.
Examples of common performance problems thatmay be indicators of underlying addiction include:
Poor attendance - tardiness, unexplained absences, long lunches
Co-workers or customer complaints Mistakes and missed deadlines
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Identifying Problems & Handling Crisis Situations
Frequent Turnover
Poor ProductQuality
High Accident
Rate
Inflated Health
Care Costs
Increased Workers’
Comp Claims
IncreasedTheft
Higher Absenteeism
Uneven WorkPattern
Cycle of Problems & Costs
Lower Productivity
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Ways that people use alcohol and other drugs:
Experimentation Social/Recreational As a Stress Reliever
Abuse/Misuse of alcoholand other drugs effects people:
Emotionally Behaviorally Physically
Signs and Symptoms of Abuse/Misuse
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Emotional and Physical Effects of Abuse/Misuse:
Emotional Effects: Physical Effects:
Tearful Weight lossAggression SweatingBurnout ChillsAnxiety Smell of alcohol Depression Smell of marijuana Paranoia Denial
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Behavioral Effects of Abuse/Misuse:
Slow reaction time Impaired coordination Slowed or slurred speech Irritability Excessive talking Inability to sit still Limited attention span Poor motivation or lack of
energy
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Specific Drugs of Abuse
Alcohol (the most abused drug)/Depressants Cannabinoids/Marijuana (pot, weed) Amphetamines Cocaine Opiates/Heroin Hallucinogens/PCP
*In addition to alcohol these are the typical drugs that
are tested for, but testing does not have to be limited to
just these drugs.*
Depressants (Alcohol, Benzodiazepines,Barbiturates and other depressants)
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Depressants
The Effects Memory loss Hallucinations Loss of Self-Esteem Logical Thinking Judgment
Behavioral Talkative Relaxed Motor Skills
Physical Blackouts Infections Liver Stress
/Damage Kidney Problems &
Digestive Disorders
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Cannabinoids/Marijuana
Alters mood, thinking and behavior. Marijuana
can distort the five senses. Sight Smell Taste Hearing Touch
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Cannabinoids/Marijuana
Decrease motor skills and reaction times by
63% and impair peripheral vision.
Street names include: Grass Pot Weed Bud Mary Jane Dope Indo Hydro
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Cannabinoids/Marijuana
The Effects Confusion/Panic Fantasies/Distorted Images Depression Memory Loss Time stands still
Physical Blackouts Infections Liver Stress/Damage Kidney Problems &
Digestive Disorders
Behavioral Erratic & Reckless Self-Absorbed Slowed Reaction Motivation Lowered Poor Judgment Ambition deflated Restlessness &
Inability to concentrate
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Amphetamines (Stimulants)
Group of synthetic drugs – adrenaline-likeeffect on the central nervous system.
Makes the person feel “WIRED.”
After five consecutive days diet pills no longer
affect weight loss.
Another type of amphetamine:Methamphetamine
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Amphetamines (Stimulants)
MethamphetamineStreet names: Speed Meth Ice Crystal Chalk Crank Tweak Uppers Black Beauties Glass Bikers Coffee
Coffee Methlies Quick Poor Man’s Cocaine Chicken Feed Shabu Crystal Meth Stove Top Trash Go-Fast Yaba Yellow Bam
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Amphetamines (Stimulants)
The Effects Self Confidence Increased incidents of
Panic Confusion Sense of False Power Depression
Behavioral Paranoid Nervous Excess Strength and
Violence
Physical Kidney Failure Malnutrition Increased Heart
Rate, Blood Pressure & Heart Attacks
Bad Breath & Body Odor
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Cocaine/Crack
Even one-time use can cause heart failure,stroke and death.
In most cities, it costs more to go to themovies than to buy a vial of crack and it doesnot increase your ability to perform complex
tasks.
Street names include: Blow Nose Candy Snowball Tornado Wicky Stick Perico (Spanish)
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Cocaine/Crack
The Effects Hallucinations Visual Distortions Euphoria Depression Paranoia
Behavioral Compulsive Restless Moody Hyperactive Violent
Physical Rapid Heartbeat-
30% to 50% Headaches Damage to nose
lining Lung Damage Nausea Death
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Opiates (Heroin) (Narcotics)
In recent years, price has dropped and purity
has soared. Many heroin addicts stay on the
drug not so much for the high but to keep from
getting sick during withdrawal.
Others include: Codeine Vicodine Oxycontin
Street Names Smack Thunder Hell Dust Big H Nose Drops Boy
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Opiates (Heroin) (Narcotics)
The Effects Euphoria Drowsiness Depression Hallucinations & Paranoia Sense of false power
Behavioral Nodding out Impaired Speech Excess Strength Violence
Physical Body Odor/Bad
breath Dry mouth Diarrhea Excessive Sweating
& Clammy skin Kidney Failure
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Halluncinogens
PCP use is resurfacing - users are younger than
ever and drugs effects are cropping up.
Other hallucinogens include: LSD Mushrooms
Street names include: Acid Blotter Acid Window Pane Dots Mellow Yellow
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Halluncinogens
The Effects PCP scrambles the brain’s
internal stimuli. Alters how users see and deal
with their environment. Large doses may cause
convulsions, ruptured blood vessels in brain and irreversible brain damage.
May cause unpleasant and potentially dangerous “flashbacks” long after the drug is used.
Even small amounts can have long term effects.
Physical Weight loss Increased Heart Rate Increased Blood Pressure
Behavioral Multiple and dramatic
behavior changes Drowsiness Perspiration Repetitive speech patterns Loss of concentration and
a state of confusion It can produce violent and
bizarre behavior
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For More Information and Photos
www.dea.gov/concern.concern.htm
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The Choice to Use
Prolonged drug use changes the brain in fundamental and long lasting ways.
In some conditions the consequences may be irreversible. These long-lasting changes are a major component of addiction.
It is as though there is a “switch” in the brain that “flips” at some point during an individual’s drug use.
This is the transformation from a drug user to a drug addict.
If any members of your family are alcoholics, you are 4 times more likely to become an alcoholic and 5% of the American workforce reports heavy drinking.
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What is the Disease? Abuse.
A pattern of use that leads to failure to fulfill responsibilities at work, at home, or at school;
Repeated use in situations that are physically hazardous – like drinking and driving;
When a person has recurrent legal problems such as arrest for disorderly conduct;
If a person continues to use despite having ongoing issues with social, work and/or interpersonal problems; caused or made worse by the effects of the substance. This includes arguments or physical fights with a spouse, friend or co-worker.
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Abuse
Abuse: Using a substance to modify or control mood
or state of mind in a manner that is illegal or harmfulto oneself or others.
Potential consequences of abuse include: Accidents or injuries Blackouts Legal problems Poor job performance Family problems Sexual behavior that increases the risk of HIV
infection
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What is the Disease?
Addiction or Dependence?
May include any or all of the components of ABUSE, but differ from abuse in several fundamental ways.
Increase in tolerance – a need for greater amounts to get desired effect. Can also be the withdrawal syndrome -a cluster of physical and psychological symptoms following a reduction or cessation.
The cardinal features for dependence are1. Compulsion – the inability to refrain from use 2. Loss of control over the substance (can’t quit)3. Continued use no matter what the consequences.
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Addiction
The irresistible compulsion to use alcohol and
other drugs despite adverse consequences.
It is characterized by repeated failures tocontrol use, increased tolerance and
increaseddisruption in the family.
“A pathological relationship with any moodaltering situation (substance) that has lifedamaging consequences.”
- Bradshaw
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Stages of Alcohol Abuse/Addiction
Credits“Stages of AlcoholAbuse” by BuckleyProductions, Inc.
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Understanding Addiction
For one in ten people, abuse leads to addiction.
Addiction to alcohol and other drugs is:
Chronic = Ongoing problems Progressive = Experimental→Social →
Purposeful→Abusive→Addiction Primary = Focus needs to be substance abuse Terminal = Untreated will lead to death Characterized by denial = Psychological
defense mechanism
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Intervention and Referral
Steps to take when you have identified aperformance problem:
Document the performance problem Get yourself ready Set the stage Use constructive confrontation Refer for assistance Follow up on progress towards meeting
performance goals
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Problem Indicators
Patterns of change in behavior or performance
may indicate cause for Reasonable SuspicionTesting.
They must be observable and documentable.
Pay attention to the key indicators: Safety Performance Attendance Behavior
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“Something more than a hunch”
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Reasonable Cause/Suspicion
According to the Company’s DFWP Policy:
Observable phenomena, such as direct observation of drug or alcohol use, possession or distribution, or the physical symptoms of being under the influence:
- slurred speech, dilated pupils, odor of
alcohol or marijuana, mood swing A pattern of abnormal conduct, erratic
behavior or deteriorating work performance:- frequent absenteeism, excessive tardiness, recurrent accidents
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Reasonable Cause/Suspicion
According to the Company’s DFWP Policy:
A report of alcohol or other drug use provided by a reliable and credible source (caution).
Repeated violation of company safety policy or work rule, which poses a substantial risk of physical injury or property damage.
Factoids: Americans consume 60% of the world’s illegal drug production and illegal drugs have questionable strength and purity. Steroid use may cause sexual dysfunction and coronary heart disease.
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Reasonable Suspicion
Where there is reasonable suspicion that alcohol or illegal drugs may be found, manufactured, distributed, dispensed, sold or there is use of drug paraphernalia by employees, the employees will be required to submit to a search of Company property and/or of items located on Company property including:
- offices, desks, lockers, personal affects and vehicles. Items or property may be opened and inspected by management or lawenforcement personnel at any time. - At no time should there be any physical contact between the person in charge, anyother employee, or the employee in question.
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Reasonable Suspicion
- Under no circumstances will a search of a person’s body be undertaken. An employee
may be requested in a discreet location, to empty his/her pockets or purse, and if so a witness needs to be present.
Refusing to submit to an inspection may result in termination.
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Reasonable Suspicion
What should I be looking for?
Physical Evidence
1) Paraphernalia Balloons Aluminum Foil Wrappers Cocaine sniffing tools such as small spoons Crack pipes Holders and pipes for smoking marijuana
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Reasonable Suspicion
What should I be looking for?
2) Physical Signs and Symptoms The odor of alcohol or marijuana smoke. Intoxicated behavior such as swaying or staggering. Changes in speech that might become slow, slurred or
incoherent. Hand tremors or poor concentration. Blood shot eyes or watery eyes or pupils that are
unusually large or small. Chronic runny nose or sores around the nostrils. Blood spots on shirtsleeves. Unusually bizarre or aggressive behavior. Lack of manual dexterity.
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Reasonable Suspicion
What should I be looking for?
3) Appearance Deteriorating personal appearance Poor hygiene Rapid Weight loss Sagging or a shallow appearance to the face Unusually dirty or rumpled clothes
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What Should I Be Looking For?
Sites for On-The-Job Use
Parking lots Cars and other vehicles Lunch rooms Restrooms Changing areas Equipment storage areas Or other remote places
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What Should I Be Looking For?
Performance Indicators
Repeated forgetfulness Indecision or erratic judgment A lackadaisical or I don’t care attitude Impulsive or temperamental behavior Secretive behavior such as inappropriate
whispering Wearing sunglasses indoor Frequently being alone when other
employees normally congregate together such as at lunch time and breaks
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What Should I Be Looking For?
Performance Indicators (continued)
Refusal to accept authority Depression Anxiety or disorientation Sleeping on the job And avoidance of medical attention after an
accident Unexplained work-related accident, injury or
anything that could be harmful
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Referring for a Reasonable Suspicion Test
Making the Decision
You are responsible for being alert to declining job performance, erratic behavior, and other symptoms relating to possible violation of the Drug Free Workplace policy.
Here are Five Steps to be taken when making a decision to refer an employee for a reasonable suspicion test:
Five Steps:
1.) The supervisor must document in writing all circumstances, information, and facts leading to and supporting his/her suspicions. At a minimum, the documentation should include appropriate dates and times of questionable behavior, any source of information and rationale leading to testing. (Use Appropriate Supervisor Form)
REVIEW SUPERVISOR FORMS
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Referring for a Reasonable Suspicion Test
Five Steps (continued)
2) The supervisor must contact the Program Administrator – when possible or at a minimum confirm their suspicion with another supervisor. If both parties agree there is sufficient reason for a drug and/or alcohol test they shall proceed to the confrontation step.
3) The supervisor shall notify the collection facility that the employee is being sent for testing. Both Drug and Alcohol test should be conducted and fill out the Notification and Consent Form.
4) Make arrangements for the employee to be transported to the collection site for testing and for the employee to get home following the collection process when necessary.
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Referring for a Reasonable Suspicion Test
Five Steps (continued)
5.) At this time, the supervisor shall discuss the situation with the employee in a private location. The confirming supervisor may serve as a witness to the discussion. Do not diagnose the cause of the problem. Instead, present the employee with documented instances of questionable behavior. Based on the discussion with the employee, the supervisor and the witness shall determine whether or not the employee needs to go get tested. “I suspect there is a problem, we need to rule out drug and alcohol, first. We need to go for a test.”
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Referring for a Reasonable Suspicion Test
After the Decision is Made The employee shall be placed on leave from
work pending receipt of the test result (2-3 days in most cases) and the employee will be made aware of this at the time of testing
NOTE: If the employee tests negative for drug and/or alcohol, the employee shall be compensated for any regularly scheduled hours he/she would have worked during the leave period starting from the time of the test and including the days off until the test results are known.
Review supervisor handouts.
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Constructive Confrontation
Tell employee you are concerned about his/her performance.
State problem. Avoid over-generalizations. Refer to documentation of specific events – Set your
form in front of them to read. Ask for explanation “What can you tell me about
this?” Avoid getting involved in discussions of personal
problems. Try to get employee to acknowledge what you see as
the problem. State what must be done to correct problem. Set time frame for performance improvement. Specify consequences if problem continues.
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Documentation
Timely: The documentation should be done as close to the time of the event as possible. Time has a way of reducing the clarity of recollection. Who did, said, or didn’t say something may be less clear over time. Documentation done within 24 hours of the event is likely to be detailed and clear.
Objective: Just the facts. No subjective interpretations of the causes are needed or wanted. Your personal feelings about the person, positive or negative, should have a bearing on what is written.
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Documentation
Discussion: If you document an event or problem about an employee, discuss the event and/or problem with the employee. Explain the causes of your concern and your explanation regarding improvement. Let them know you’ve made a note of the incident
Remember – if you don’t write it down it didn’t happen.
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Keep Factual Records
Include the following:
WHAT are the circumstances or violations that the employee engaged in?
WHEN did the violation happen? (date & time)
WHERE precisely did the incident occur? WHY is this an area of concern?
Your documentation must always contain your
signature and the date.
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Protecting Confidentiality
For supervisor referrals to be effective, anemployee needs to know that:
Problems will not be made public. Conversations with an EAP professional - or
other referral agent - are private and will be protected.
All information related to performance issues will be maintained in his/her personnel file.
Information about referral to treatment, however, will be kept separately.
Information about treatment for addiction or mental illness is not a matter of public record and cannot be shared without a signed release from the employee.
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Protecting Confidentiality
For supervisor referrals to be effective, an
employee needs to know that:
If an employee chooses to tell coworkers about his/her private concerns, that is his/her decisions.
When an employee tells his/her supervisor something in confidence, supervisors are obligated to protect that disclosure.
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Protecting Confidentiality | EAP
If EAP services are available, employees are
also assured that: EAP records are separate from personnel
records 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 employees and family members that they serve.
There are clear limits on when and what information an EAP professional can share and with whom.
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Protecting Confidentiality | Limits
However, there are some limits onconfidentiality that may require:
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 referring supervisor.
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 in company policy.
Revealing medical information to the insurance company in order to qualify for coverage under a benefits plan.
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Continued Supervision
After constructive confrontation and referral,the employee will need:
Continuing feedback about behavior and performance.
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.
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Enabling
Enabling: Action that you take that protectsthe employee from the consequences ofhis/her actions and actually helps theemployee to NOT deal with the problem.
Examples of enabling:
Covering Up – Providing alibis, making excuses or even doing an impaired worker’s work rather than confronting the issue that he/she is not meeting his/her expectations.
Rationalizing – Developing reasons why the person’s continued substance abuse or behavior is understandable or acceptable.
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Enabling
Examples of enabling:
Withdrawing/Avoiding – Avoiding contact with the person with the problem.
Blaming – Blaming yourself for the person’s continued substance abuse or getting angry at the individual for not trying hard enough to control his/her use or to get help.
Controlling – Trying to take responsibility for the person by throwing out his/her drugs, cutting off the supply or trying to minimize the impact by moving him/her to a less important job.
Threatening – Saying that you will take action (ceasing to cover up, taking formal disciplinary action) if the employee doesn’t control his/her use, but not following through.
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Supervisor Traps
Sympathy – Trying to get you involved in his/her personal problems.
Excuses – Having increasingly improbable explanations for everything the happens.
Apology – Being very sorry and promising to change. (“It won’t happen again.”)
Diversions – Trying to get you to talk about other issues in life or in the workplace.
Innocence – Claiming he/she is not the cause of the problems you observe, but rather the victim. (“It isn’t true.” “I didn’t know.” “Everyone is against me.”)
Anger – Showing physically intimidating behavior, blaming others. (“It’s your fault.”)
Pity – Using emotional blackmail to elicit your sympathy and guilt. (“You know what I’m going through. How can you do this to me now?”)
Tears – Falling apart and expressing remorse upon confrontation.
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Do’s for Supervisors
DO emphasize that you only are concerned with work performance or conduct.
DO have documentation or performance in front of you when you talk with the employee.
DO remember that many problems get worse without assistance.
DO emphasize that conversations with an EAP, if applicable, are confidential.
DO explain that an EAP, if applicable, is voluntary and exists to help the employee.
DO call an EAP, if applicable, to discuss how to make a referral.
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Don’ts for Supervisors
DON’T try to diagnose the problem. DON’T moralize. Limit comments to job
performance and conduct issues only. DON’T discuss alcohol and drug use. DON’T be misled by sympathy-evoking
tactics. DON’T cover up. If you protect people, it
enables them to stay the same. DON’T make threats that you do not intend
to carry out.
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Helpful Resources
Cocaine Helpline 1 (800) Cocaine
NIDA Hotline 1 (800) 622-HELP
Alcoholics Anonymous 1 (800) 827-7016
Narcotics Anonymous 1 (800) 234-0420
Al-Anon 1 (800) 356-9996
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National Internet Sites
Narcotics Anonymouswww.stopaddiction.com
American Council on Alcoholismwww.aca-usa.org
National Association of Children of Alcoholicswww.nacoa.net
National Institution on Drug Abusewww.drugabuse.gov
Drug Abuse Educationwww.drugfree.org
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Conclusion
Thank youfor your time and
for your attention today!