Substance Abuse Policy The Role Of The DER

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Tips for the Designated Employer Representative (DER)

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Substance Abuse Policy The Role Of The DER

  1. 1. Substance Abuse Policy : The Role of the Designated Employer Representative (DER) John A. Corpus, CLCS Consultant May 21, 2008 Fox Valley Safety Council Breakfast Presentation
  2. 2. Objectives <ul><li>To discuss several “mandated” substance abuse programs in Wisconsin </li></ul><ul><li>To make you aware of the basic components of a Substance Abuse Program </li></ul><ul><li>To provide you with tools to assist you in the role of a Designated Employer Representative (DER) </li></ul>
  3. 3. Mandated Programs <ul><li>State (non-DOT) </li></ul><ul><ul><li>Medical: confidentiality and right to be informed </li></ul></ul><ul><ul><li>2005 Wisconsin Act 181 </li></ul></ul><ul><ul><li>Utility/Manufacturing Companies </li></ul></ul><ul><li>Federal </li></ul><ul><ul><li>Drug Free Workplace Act of 1988 </li></ul></ul><ul><ul><li>Department of Transportation (DOT) </li></ul></ul>
  4. 4. 2005 Wisconsin Act 181 <ul><li>Current law </li></ul><ul><ul><li>Laborers, workers, mechanics, and truck drivers </li></ul></ul><ul><ul><li>State and local public works projects </li></ul></ul><ul><ul><li>Prevailing wage </li></ul></ul><ul><ul><li>All projects except state highway </li></ul></ul>
  5. 5. 2005 Wisconsin Act 181 <ul><li>Effective May 1, 2007 </li></ul><ul><ul><li>Employer must have in place, a written program for prevention of substance abuse among employees </li></ul></ul><ul><ul><li>“In place” means before employer begins work on covered public works project </li></ul></ul>
  6. 6. 2005 Wisconsin Act 181 <ul><li>Prohibitions </li></ul><ul><ul><li>The employee may not </li></ul></ul><ul><ul><ul><li>Use, possess, attempt to possess, distribute, deliver, or be under the influence of a drug </li></ul></ul></ul><ul><ul><ul><li>Be under the influence of alcohol </li></ul></ul></ul><ul><ul><ul><li>While performing work on a public works project </li></ul></ul></ul>
  7. 7. 2005 Wisconsin Act 181 <ul><li>Act 181 specifics </li></ul><ul><ul><li>Workers submit to drug and alcohol testing </li></ul></ul><ul><ul><ul><li>Random </li></ul></ul></ul><ul><ul><ul><li>Reasonable suspicion </li></ul></ul></ul><ul><ul><ul><li>Post-accident </li></ul></ul></ul><ul><ul><ul><li>Pre-access </li></ul></ul></ul><ul><ul><ul><ul><li>Unless worker is participating in random program 90 days preceding day worker commences work </li></ul></ul></ul></ul>
  8. 8. 2005 Wisconsin Act 181 <ul><li>Act 181 specifics </li></ul><ul><ul><li>Procedure for notifying workers who </li></ul></ul><ul><ul><ul><li>Violate prohibitions </li></ul></ul></ul><ul><ul><ul><li>Test positive </li></ul></ul></ul><ul><ul><ul><li>Refuse to submit to testing </li></ul></ul></ul><ul><ul><li>That he/she may not perform work </li></ul></ul><ul><ul><ul><li>Until testing negative </li></ul></ul></ul><ul><ul><ul><li>Until approved to commence or return to work under employer’s substance abuse program </li></ul></ul></ul>
  9. 9. 2005 Wisconsin Act 181 <ul><li>Act 181 specifics </li></ul><ul><ul><li>Employer is responsible for the cost of </li></ul></ul><ul><ul><ul><li>Developing, implementing, and enforcing substance abuse prevention program </li></ul></ul></ul><ul><ul><li>Testing and chain-of-custody procedures must follow guidelines established by </li></ul></ul><ul><ul><ul><li>Substance Abuse and Mental Health Services Administration (SAMHSA) </li></ul></ul></ul><ul><ul><ul><li>Federal Department of Health and Human Services (DHHS) </li></ul></ul></ul>
  10. 10. Utility/Manufacturing Companies <ul><li>Contractor/subcontractor responsibilities (Example: WPS/Integrys Energy Group) </li></ul><ul><ul><li>Background checks and drug testing </li></ul></ul><ul><ul><li>All associated costs </li></ul></ul><ul><ul><li>Contractor will determine and certify employee’s eligibility </li></ul></ul>
  11. 11. Utility/Manufacturing Companies <ul><li>Contractor/subcontractor responsibilities </li></ul><ul><ul><li>At minimum, 5-panel drug test </li></ul></ul><ul><ul><li>Drug test parameters follow Department of Transportation (DOT) guidelines </li></ul></ul><ul><ul><li>Positive employees become ineligible to perform any future work </li></ul></ul><ul><ul><li>Repeat drug test for >6 months absence </li></ul></ul>
  12. 12. Utility/Manufacturing Companies <ul><li>Contractor/subcontractor responsibilities </li></ul><ul><ul><li>Employees submit to drug and alcohol testing </li></ul></ul><ul><ul><ul><li>Pre-access </li></ul></ul></ul><ul><ul><ul><li>Reasonable suspicion </li></ul></ul></ul><ul><ul><ul><li>Post-incident </li></ul></ul></ul>
  13. 13. Department of Transportation (DOT) <ul><li>Applies to workers in six transportation modalities </li></ul><ul><ul><li>Federal Motor Carrier Safety </li></ul></ul><ul><ul><li>Administration </li></ul></ul><ul><ul><li>Federal Aviation </li></ul></ul><ul><ul><li>Federal Railroad </li></ul></ul><ul><ul><li>Federal Transit </li></ul></ul><ul><ul><li>Pipeline and Hazardous Materials </li></ul></ul><ul><ul><li>United States Coast Guard </li></ul></ul>
  14. 14. DOT <ul><li>Must follow DHHS guidelines for specimen collection and testing </li></ul><ul><li>Requires a Federal Custody and Control Form (Chain of Custody) </li></ul><ul><li>Requires result review by a Medical Review Officer (MRO) </li></ul>
  15. 15. Substance Abuse Program Components <ul><li>Policy purpose and development </li></ul><ul><li>Service agents </li></ul><ul><li>Random program </li></ul><ul><li>Reasonable suspicion </li></ul><ul><li>Training and refresher </li></ul>
  16. 16. Policy Purpose and Development <ul><li>Statement of purpose </li></ul><ul><li>Designated Employer Representative (DER) </li></ul><ul><li>Covered employees </li></ul>
  17. 17. Policy Purpose and Development <ul><li>Types of testing </li></ul><ul><ul><li>Urine </li></ul></ul><ul><ul><li>Hair </li></ul></ul><ul><ul><li>Saliva </li></ul></ul><ul><ul><li>Sweat </li></ul></ul><ul><li>Substances </li></ul><ul><ul><li>Drugs (5 panel, 7 panel, 10 panel) </li></ul></ul><ul><ul><li>Alcohol </li></ul></ul>
  18. 18. Policy Purpose and Development <ul><li>Test events </li></ul><ul><ul><li>Pre-Employment </li></ul></ul><ul><ul><li>Reasonable Suspicion </li></ul></ul><ul><ul><li>Random </li></ul></ul><ul><ul><li>Post-Incident (non-DOT specific) </li></ul></ul><ul><ul><li>Post-Accident (DOT specific) </li></ul></ul><ul><ul><li>Return-to-Duty </li></ul></ul><ul><ul><li>Follow-Up </li></ul></ul>
  19. 19. Policy Purpose and Development <ul><li>Employer responsibilities </li></ul><ul><li>Employee responsibilities (policy prohibitions) </li></ul><ul><li>Results </li></ul><ul><li>Consequences </li></ul><ul><li>Educational materials </li></ul><ul><li>Acknowledgement of receipt </li></ul>
  20. 20. Service Agents <ul><li>Consortium-Third Party Administrator (C-TPA) </li></ul><ul><li>DHHS certified laboratories </li></ul><ul><li>Collection site(s) </li></ul><ul><ul><li>Normal hours versus after-hours </li></ul></ul><ul><ul><li>Remote </li></ul></ul><ul><ul><li>On-site at employer </li></ul></ul><ul><li>Medical Review Officer (MRO) </li></ul><ul><li>Substance Abuse Professional (SAP) </li></ul>
  21. 21. Random Program <ul><li>Random testing offers greatest deterrence </li></ul><ul><ul><li>Random interval (how often) </li></ul></ul><ul><ul><li>Random rate (how many) </li></ul></ul><ul><ul><li>Notification </li></ul></ul><ul><ul><li>Selection process </li></ul></ul><ul><li>End year verification of rates for DOT from C-TPA and/or company program </li></ul>
  22. 22. Reasonable Suspicion (DOT) <ul><li>Supervisors must receive training on the physical, behavioral, speech, and performance indicators of probable substance abuse </li></ul><ul><li>They must also understand the effects of substance abuse on health, work, and personal life </li></ul><ul><li>Most important: learn how to confront an employee </li></ul>
  23. 23. Training and Refresher (DOT) <ul><li>DOT mandates an hour of training on controlled substances and an hour of training on alcohol for supervisors </li></ul><ul><li>DOT requires employer to provide 11 points of information to drivers </li></ul><ul><li>DOT does not require a refresher, but an employer should provide such training on a yearly basis </li></ul>
  24. 24. Training and Refresher <ul><li>Whether DOT or non-DOT </li></ul><ul><ul><li>Reasonable Suspicion Training Yearly </li></ul></ul><ul><ul><li>Employee refresher in quarterly safety meetings </li></ul></ul>
  25. 25. Designated Employer Representative <ul><li>An individual identified by the employer as able to receive communications and test results from service agents and who is authorized to take immediate actions to remove employees from safety-sensitive duties and to make required decisions in the testing and evaluation processes . The individual must be an employee of the company . Service agents cannot serve as DERs. </li></ul><ul><li>As defined by the DOT. </li></ul>
  26. 26. Designated Employer Representative <ul><li>Are you the DER at your company? </li></ul><ul><li>What credentials qualify you as a DER? </li></ul><ul><li>What tools do you have at your disposal to assist you in your duties? </li></ul><ul><li>Is serving as the DER your primary responsibility or something that fell into your lap? </li></ul>
  27. 27. Designated Employer Representative Surprisingly, you only need one thing…
  28. 28. Designated Employer Representative <ul><li>A thorough </li></ul><ul><li>Substance </li></ul><ul><li>Abuse </li></ul><ul><li>Policy </li></ul>
  29. 29. Designated Employer Representative <ul><li>Policy written by qualified 3 rd party or dedicated individual at employer </li></ul><ul><li>Policy reviewed by employer legal counsel </li></ul><ul><li>Timely training for your employees </li></ul><ul><li>Timely training for your supervisors </li></ul><ul><li>Have a second DER as back-up </li></ul>
  30. 30. Designated Employer Representative <ul><li>DOT and non-DOT policies and procedures must be separate from each other (DOT regulation; DOT pre-empts non-DOT) </li></ul><ul><li>Provide a copy of the substance abuse policy to all applicants and employees </li></ul><ul><li>Enforce the policy consistently and evenly </li></ul>
  31. 31. Designated Employer Representative <ul><li>Formally associate your EAP with the policy </li></ul><ul><ul><li>Ask EAP for educational information </li></ul></ul><ul><ul><li>Make formal referrals </li></ul></ul><ul><ul><li>Make informal referrals </li></ul></ul><ul><li>Attend seminars </li></ul><ul><li>Network with other DERs </li></ul><ul><li>Search the internet regularly </li></ul><ul><li>Subscribe to e-letters </li></ul>
  32. 32. Designated Employer Representative <ul><li>Service agreements with service agents </li></ul><ul><ul><li>Language that addresses what the service agent will and will not do </li></ul></ul><ul><ul><li>Stipulation for you to audit/visit service agent locations at any time without notice </li></ul></ul><ul><ul><li>Requirements for reporting and verification </li></ul></ul><ul><ul><li>Requirement to provide documentation on </li></ul></ul><ul><ul><ul><li>Certification/qualification of service agent providers </li></ul></ul></ul><ul><ul><ul><li>Certification/qualification of service agent services </li></ul></ul></ul>
  33. 33. Designated Employer Representative <ul><li>Before I close, </li></ul><ul><li>are there any </li></ul><ul><li>questions? </li></ul>
  34. 34. Objectives Recap <ul><li>We discussed various “mandated” substance abuse programs in Wisconsin </li></ul><ul><li>You are now aware of the basic components of a Substance Abuse Program </li></ul>
  35. 35. Objectives Recap <ul><li>I informed you of the most important tool to assist you in the role of a Designated Employer Representative (DER) </li></ul><ul><li>Your Substance Abuse Policy </li></ul>
  36. 36. Thank You! <ul><li>John A. Corpus, CLCS </li></ul><ul><li>Consultant </li></ul><ul><li>Ingenuity First </li></ul><ul><li>820 Association Drive </li></ul><ul><li>Appleton, WI 54914 </li></ul><ul><li>Phone: (920) 380-4970 </li></ul><ul><li>Cell: (920) 309-2360 </li></ul><ul><li>[email_address] </li></ul>

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