Identifying & Responding to Unsafe Behaviors

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We MUST stop acting like ships passing in the night! Open your eyes & respond to that which is right in front of you on the shop floor. Allow LifeServices' expert workplace behaviorists to train you!

We MUST stop acting like ships passing in the night! Open your eyes & respond to that which is right in front of you on the shop floor. Allow LifeServices' expert workplace behaviorists to train you!

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  • 1. Presented by Margie Roop, LPCC-S; CEAP; SAP Regional Director LifeServices EAP 1-800-822-4847
  • 2. Margie Roop-Qualifications: Licensed Professional  33 years in the Mental Clinical Counselor- Health field Supervisory  Masters Degree: endorsement Guidance & Counseling Certified Employee  In-patient & Out-patient Assistance Professional experience with BOTH Substance Abuse mental health & Professional (DOT) chemical dependency clients.
  • 3. Are you AWARE?Do you CARE?Do you DARE?•If not, let’s roll upour sleeves & getdown to business!•Let’s make ourworkplace safer.•Let’s make ourworkplace moreenjoyable!
  • 4. Are you AWARE? Employee actions which present as UNSAFE AND, which COULD cause harm to self or others Policy & Procedure violations Illegal Activities
  • 5. Would you know it if you saw it? You had BETTER! THIS IS YOUR JOB! Employees & rest of company is counting on you. YOU are the eyes & ears of the organization at any given time. As a supervisor, this IS what you signed on for! You want to avoid a harmful outcome. You want to avoid a lawsuit.
  • 6. Do you CARE? Of course you do! Why wouldn’t I? You are a supervisor because you care about leading others and advancing the best interests of the company! You care about people. You care about safety. You care about company success.
  • 7. But, do you DARE?: Confront the employee with such behaviors? Confront employees to violate Policies & Procedures ? Follow-through when such behavior is reported to you by other employees?
  • 8. What’s holding you back? Fear? Fear?  Admit it  Work on it  See your EAP for it  Sign up for more training  Consult with colleagues  Again, this is what you signed up for!  Failure could be dramatic & should not be an option
  • 9. OK, so, what AM I looking for?•Behaviors•Statements•Physical signs &symptoms•Work clothes•Work equipment•Work station•Objects
  • 10. Behaviors Agitation; outbursts;  Inappropriate laughter throwing /hitting objects towards self ; seems to be Inconsolable crying responding to internal Disorientation to stimuli person, place & time  Possession or suspected Repeated forgetfulness possession of firearms and/or ammunition Sleeping on the job;  All safety violations constant fatigue  Staggering, stumbling, trip Consumption, distribution , selling, concealment of ping, knocking into things prohibitive substances and/or paraphernalia
  • 11. Behaviors-continued: Nervous; jittery; quick, over-animated movements. Slowed, lethargic, or deliberate (overly careful) movements. Behaviors that make no sense for the job at hand (repeats a process unnecessarily, or other incorrect protocols.)
  • 12. Statements: What’s wrong with that? He said: what? To kill self or others Threatening : “He’ll be sorry he told my supervisor about...”; “Wait ‘til I see him after work.”; “This company will pay…”, etc… Despondency: “There’s no hope for me”; “I just as soon be gone from this world” Disorientation: “I hear voices”; “I see things that others don’t”; “ I don’t know where I am, what day is it, why am I here?”
  • 13. Statements-continued Physical or emotional condition: “My medicine makes me feel suicidal”; “My doctor says I only have a few weeks to live”; I’m on a pain pill for my….”; “I took some of my wife’s pills for…”; “I got so trashed last night” (this could be a case for reasonable suspicion testing……!) Rambling; mumbling; repetitive, and/or incoherent. Extreme “Black & White” viewpoints; stances on religious & ethnic groups, or opposite sex.
  • 14. Physical signs & symptoms He looked like what? She smelled like what? Unusual cuts on forearms  Drooling and/or legs  Darting, nervous eyes Smell of alcohol  Sweating in cooler Pinpoint or dilated pupils temperatures Slurring words  Twitching (when they Black eyes normally do not) Smacking mouth; tacky  Pale and/or waxy appearance sound to face Powder residue on face or  Tremulousness of clothing (unrelated to work) hands, head, or arms.
  • 15. Work Clothing She wore what? What color was it? Wearing clothing items not normally associated with work or their character That which is deemed unsafe, inappropriate for the job, work station, and/or project at hand. Soiled clothing Obvious bodily fluids on clothes
  • 16. Work Station Unkempt Devoid of appropriate equipment for the task Left in unsafe condition Abandoned Presence of prohibitive substances (includes firearms) and/or paraphernalia
  • 17. Work Equipment He did what with what? She threw what? Strange set-up of work equipment Pattern of equipment missing, broken, not used for intended purpose Equipment “loaned out” against protocols Brings in non-approved work tools
  • 18. Objects* What IS this item?* Does it belong atwork station?* Who does it belongto?* Suspiciousappearance, size, shape or smell?*Clearly a violation ofcompany policy(prohibitivesubstance/firearm)?* Obstruction to asafe workingenvironment?
  • 19. Now, what do I do? •Use best judgment at the time of observation. •If you feel behaviors, statements, clothing, work station, equipment, or other items at work station need addressed, then get support of supervision NOW and go to the employee!
  • 20. Safety First!•NEVER place self orothers in harm’s way-leave the area ifimminent danger andnotify others NOW!•Yell: “EVERYBODY GETOUT NOW!”•If a person isINTENT, has theMEANS, andOPPORTUNITY, theyWILL do harm to self orothers!
  • 21. Confidential, if possible! Safety is FIRST! But respond quickly! Isolate person so as to not draw any unnecessary attention to the situation UNLESS you need assistance or witness, i.e., person refuses to stop engaging in safe behavior, refuses to shut off machine.
  • 22. What do I say?• Is there an opportunity to talk with the person? Do so: ask the questions:• A. Are you OK?• B. Tell me why you (are dressed a certain way, look so tired, shouted at co-worker, etc..)?• C. Tell me more……keep the person talking in order to gather more observations based on what they say and how they say it.
  • 23. Do a quick “30-second Look/see” Observe the person’s face for telltale physical signs & symptoms Smell any odors? How are they speaking? What are they saying? How are they moving? What are they holding?
  • 24. More of a “Look/See” Are they responsive to directives? Are you needing to repeat directives? Do they look confused, fatigued, drug ged, “wired”, agitated, sa d, crying, angry, sick, etc …?
  • 25. Make a decision! Make the determination if there is a need for substance abuse testing, ambulance (medical situation), or the police. Follow-up on decision: take to testing facility, call police, and/or fire personnel!
  • 26. Do Not: Don’t do it! Enflame the person! Touch a person unless to defend yourself or others or prevent self or others from an unsafe act. Overreact-will escalate the situation BUT you can be strongly directive if situation calls for it. Ignore your observations or your company’s P & Ps! Ignore employees’ reports of behaviors. Dismiss behaviors as “Well, that’s just Mary…”
  • 27. Consider: What if this happened in What would I do THEN? MY business?  Employees will be grateful Error on the side of safety- you are noticing and always! responding. Trust your gut-it is usually  It will show employees who “right on!” are not following the rules If you feel you might be over- that you DO NOT IGNORE reacting, then start by telling situations! the employee just that  Sends a message to all that , THEN tell them it’s because the company cares about the it’s YOUR JOB TO ASK! safety of its employees.
  • 28. What if no emergency? If after investigation, the behaviors do not warrant: drug test, ambulance or police, consider what else would be appropriate. Need for more training? Need for a write-up? Need for a management referral to the EAP?
  • 29. To summarize: Be AWARE! You CARE! DARE to intervene! Not only is the company counting on you, but FAMILIES are too!
  • 30. Closing Comments• Support one another as • If employees disclose supervisors. personal problems to you, immediately refer• Ask questions of each them to your EAP-give other if concerned about them an EAP wallet card or certain employees. brochure & follow-up with• Keep vigilant and as them! present as possible • Make sure EAP posters and throughout ALL literature are very present company plant locations. & available to all.
  • 31. I wish you all the BEST! • Contact LifeServices EAP for more information about our comprehensive benefit for employees & management. •1-800-822-4847 or call Margie Roop • 330-329-3767•mroop@lifeserviceseap. com•“Personal Service, Every Time!”