Managing Risk -Identifying Issues in the Workplace April 10-12, 2012Walt Disney World Swan Resort
Accepted Learning Objectives:1. Identify the signs and symptoms of drug addiction.2. Describe the proper procedure for employers to take when they suspect substance abuse in their employees.3. Explain the potential liabilities faced by employers who do not address substance abuse issues within the workplace.
Drug Classifications• Depressants• Stimulants• Hallucinogens• PCP/Ketamine• Narcotics/Analgesics• Inhalants• Cannabis
Marijuana• Can be chemically addictive.• THC concentrations in marijuana average close to 10 percent, compared to around 4 percent in the 1980s.• Several studies associate workers marijuana smoking with increased absences, tardiness, accidents, workers compensation claims, and job turnover. *Source – National Institute on Drug Abuse
Marijuana – Signs & Symptoms• Euphoria• Relaxed Inhibitions• Increased Appetite• Poor Coordination• Plant Residue• Odor of Substance• Marked Reddening of the Eyes• Addiction
K2/Spice Adverse Side Effects: • Nausea, Vomiting • Increased Agitation • Elevated Blood Pressure • Increased Heart Rate • Seizure • Loss of Consciousness
Prescription Drugs• In 2010, approximately 16 million Americans reported using a prescription drug for nonmedical reasons in the past year; 7 million in the past month.• 2nd most commonly abused drug… (Marijuana #1) *Source: National Institute on Drug Abuse
Supervisors ResponsibilitiesIt is your responsibility 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 peopleIt is NOT your responsibility to: • Diagnose drug and alcohol problems • Have all the answers • Provide counseling and therapy • Be a police officer
Performance Problems vs. Crisis SituationsCrisis situations can consist of: • Dangerous behavior • Threatening behavior • Obvious impairment • Possession of alcohol and other drugs • Illegal activity
Job Performance Signs & Symptoms• Inconsistent work quality• Poor concentration• Lowered productivity• Increased absenteeism/disappearances• Carelessness/mistakes• Errors in judgment/risk taking
Intervention & Referral• Document the performance problem• Use constructive confrontation• Refer for assistance• Follow up on progress towards meeting performance goals
Document the Performance Problem• The name of the employee• The date, time, and location of the incident• A short summary of the supervisor’s observations• Any involvement of witnesses• The action the supervisors take to intervene• Reasonable suspicion observations• The employee’s response
Constructive Confrontation• Tell employee you are concerned about his/her job performance• Refer to documentation of specific events• Ask for explanation• Avoid getting involved in discussions of personal problems• State what must be done to correct the problem• Set time frame for performance improvements• Specify consequences if problems continue
Do’s and Don’ts for SupervisorsDO emphasize that you only are concerned withwork performance or conductDO have documentation of performance in front ofyou when you talk to the employeeDO remember that many problems get worsewithout assistanceDO emphasize that conversations with the EAP, ifapplicable, are confidential.DO call the EAP, if applicable, to discuss how tomake a referral
Do’s and Don’ts for SupervisorsDON’T try to diagnose the problemDON’T moralize…limit comments to jobperformance and conduct issues onlyDON’T discuss alcohol and drug use…stickstrictly to the topic of performanceDON’T be misled by sympathy-evoking tacticsDON’T make threats that you do not intend tocarry out. If you threaten disciplinary action, youmust follow through
Drug Users as Employees • More likely to be involved in an accident • More likely to file a workers’ comp claim • More likely to utilize health care benefits • More likely to quit or get fired • More likely to steal from their workplace • More likely to miss work or show up late • More likely to be involved in a confrontation*Source: Substance Abuse and Mental HealthServices Administration / Department of Labor
Impact on Safety Substance abusers are… • 3.6 times more likely to be involved in a workplace accident • 5 times more likely to file a workers’ compensation claim • In fact, as many as 50% of all workers’ compensation claims involve substance abuse*Source : HHS
Drug Users vs. Non-Drug Users Behavior Users Non-Users More than 3 employers 12.3% 5.1% in past year More than 2 work days missed 16.4% 11.0% in past month due to illness/injury More than 1 day skipped 16.3% 8.2% in past month*Source: Substance Abuse and Mental HealthServices Administration / Department of Labor
Financial BurdenIt is estimated that alcohol and other drug abuse costs the U.S. economy over $81 billion a year.
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