Drug Free Safety Program for Supervisors


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A quick tutorial for supervisors as it relates to prohibitions against substances in the workplace.

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Drug Free Safety Program for Supervisors

  1. 1. Drug-Free Safety Program (DFSP) Supervisor Training Margie Roop, LPCC-S; CEAP: SAP LifeServices EAP 1-800-822-4847
  2. 2. The Role of the Supervisor • To ensure the job gets done appropriately, timely, & according to company policies & procedures • To ensure a safe working environment • To ensure there is good morale amongst the team • To company objectives & mission get the job accomplished!
  3. 3. The Role of the Supervisor Is not to…… • Enable or do for the employee what THEY could do themselves. • Get involved in an employee’s personal life. • Counsel an employee on their personal issues. • Show favoritism Who’s YOUR favorite?
  4. 4. The Role of the Supervisor Also, to not: • Cover-up or ignore the mistakes and/or policy violations of your employees • Talk to other supervisees about your supervisees. • Have others do for the employee what they SHOULD do themselves (enabling.) • Ignore the signs & symptoms of someone who has violated your company’s prohibition against substances in the workplace!
  5. 5. Signs&SymptomsofsomeonewhoMAY have violatedyour P&Pprohibitingsubstanceinthe workplace? Really? • Smell of alcohol • Staggering • Slurring or stammering their words • Repeating self • Glazed &/or darting eyes • Pinpoint or dilated pupils • Sweating profusely • Smell of marijuana That, too? • Trips & falls • Violent outbursts • Sleeping • Weepiness • Forgetfulness • Paraphernalia or bottles or strange containers smelling of alcohol
  6. 6. “Common”workcharacteristicsofthosemostlikelyviolating yourP&P’sonsubstanceabuseintheworkplace! • Attendance issues: Monday/Friday syndrome (or around scheduled days off as well as around the holidays. • Tardy to work, from lunch or breaks • Incomplete or “glossed-over” work assignments • Slow productivity in the morning; same at end of day • Overuse/abuse of vacation & sick time; failure to request time off appropriately (“last minute syndrome”) • If requesting FMLA, failure to provide needed paperwork in timely fashion; abuse of this type of leave (company starts to wonder how they can go so long without a paycheck).
  7. 7. Howisyourteamoperating? Optimally? Scattered? Conflicted? Disjointed?
  8. 8. Substance Abusers: I never thought of that! • Inconsistent contributors to the team • Unreliable • Over-reactive • Argumentative • Passive • Need reminders • OK with “status quo” You’re right!
  9. 9. Substance abusers: May share personal problems about: • Money concerns • Medical problems • Marital woes • Legal issues • Emotional problems (depressed, anxiety)
  10. 10. What to do? • 1. Observe & document! • All policy violations that you see or are reported to you • Suspicious behaviors • Absenteeism • Tardiness • Mistakes; poor productivity • Emotional outbursts • Team-related issues: morale, failure to respect others, failure to cooperate, argumentative, need for close supervision, need constant reminders • All physical signs & symptoms!
  11. 11. What to do! 2. Intervene • Speak with employee privately; involve another supervisor, if at all possible. • Mention all observed behaviors. • Decide if you have reasonable suspicion of policy violation involving substances.
  12. 12. Reasonable Suspicion • You need “more than a hunch!” • Must be observed. • Must be able to articulate the facts: date, time, who/what you saw, heard, smelled, etc… • Witnesses? • Did you do your homework?
  13. 13. 3. Refer the Employee • If deemed reasonable suspicion, send for substance testing. • If positive for prohibited substances, determine if Last Chance opportunity is appropriate. • If given a Last Chance, refer to your EAP for assessment and referral for recommended education or treatment. • When employee returns to work, offer support and encouragement. • Treat employee the same way as before the incident. • Ensure that employee adheres to all follow-up testing requirements.
  14. 14. Confidentiality at all times! • The ONLY persons who need to know about the incident: immediate supervisor, human resources, and/or director (over supervisor). • Keep all documents locked away. • Do not discuss case with anyone outside of those designated above. • Do not answer inquiries of witnesses involved, other than to say that management is handling the issue.
  15. 15. Use the EAP to make informal referrals! Never knew I could do that! • When employees share a personal problem with you. • When an employee appears stressed out: ask, “are you OK?” Chances are, they’ll tell you what’s gong on! • When work productivity slips, but doesn’t rise to a Last Chance Agreement. EAP as a support!
  16. 16. Use the EAP to make Management Referrals. When other interventions have failed. • Used in place of a possible termination • Behavior warrants being seen by a professional to evaluate for other unknown causes >>>>>>>>>>>>>>> • All other discipline is not working, but employee is viewed as valuable to the organization! He did what?
  17. 17. BeawareofResources! LifeServices EAP: 1-800-822-4847 24/7; always a Master’s Level counselor available to speak with the employee or YOU as the manager!
  18. 18. Haveanawesomeday! Life is a journey to be ENJOYED!!