Drug-Free Safety Program (DFSP)
Supervisor Training
Margie Roop, LPCC-S; CEAP: SAP
LifeServices EAP
1-800-822-4847
The Role of the Supervisor
• To ensure the job gets done appropriately,
timely, & according to company policies &
procedur...
The Role of the Supervisor
Is not to……
• Enable or do for the
employee what THEY
could do themselves.
• Get involved in an...
The Role of the Supervisor
Also, to not:
• Cover-up or ignore the mistakes and/or policy violations
of your employees
• Ta...
Signs&SymptomsofsomeonewhoMAY have
violatedyour P&Pprohibitingsubstanceinthe
workplace?
Really?
• Smell of alcohol
• Stagg...
“Common”workcharacteristicsofthosemostlikelyviolating
yourP&P’sonsubstanceabuseintheworkplace!
• Attendance issues: Monday...
Howisyourteamoperating?
Optimally? Scattered? Conflicted? Disjointed?
Substance Abusers:
I never thought of that!
• Inconsistent contributors
to the team
• Unreliable
• Over-reactive
• Argumen...
Substance abusers:
May share personal problems about:
• Money concerns
• Medical problems
• Marital woes
• Legal issues
• ...
What to do?
• 1. Observe & document!
• All policy violations that you see or are reported to you
• Suspicious behaviors
• ...
What to do!
2. Intervene
• Speak with employee
privately; involve
another supervisor, if
at all possible.
• Mention all ob...
Reasonable Suspicion
• You need “more than a
hunch!”
• Must be observed.
• Must be able to
articulate the facts:
date, tim...
3. Refer the Employee
• If deemed reasonable suspicion, send for substance
testing.
• If positive for prohibited substance...
Confidentiality at all times!
• The ONLY persons who need to know about the
incident: immediate supervisor, human
resource...
Use the EAP to make informal
referrals!
Never knew I could do
that!
• When employees share a
personal problem with you.
• ...
Use the EAP to make Management
Referrals.
When other interventions
have failed.
• Used in place of a possible
termination
...
BeawareofResources!
LifeServices EAP: 1-800-822-4847 24/7; always a Master’s Level counselor
available to speak with the e...
Haveanawesomeday!
Life is a journey to be ENJOYED!!
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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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Transcript of "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!!

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