Employee Assistance Program, ASAP
Upcoming SlideShare
Loading in...5

Like this? Share it with your network


Employee Assistance Program, ASAP






Total Views
Views on SlideShare
Embed Views



0 Embeds 0

No embeds


Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

CC Attribution-NonCommercial-NoDerivs LicenseCC Attribution-NonCommercial-NoDerivs LicenseCC Attribution-NonCommercial-NoDerivs License

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
Post Comment
Edit your comment
  • Program Authority: Public Law 92-129 was signed in response to public outcry demanding that Soldiers returning from Vietnam with problems be treated for substance abuse.   The Department of Defense established policies and guidelines for substance abuse programs, and then in 1972 ,the Army established the Alcohol and Drug Abuse Prevention and Control Point or (ADAPCP).   The current AR 600-85 changed the name of the program to ASAP or Army Substance Abuse Program in 2001 .
  • The Abuse of alcohol or use of illicit drugs is inconsistent with Army Values – Army values are no diffcerent than those we all look up to - e.g. pride in yourself and what you do Standards of Performance Discipline And Readiness Readiness to get the job done – accomplish the mission regardless of if it is war or peace – You can’t accomplish the mission if you are under the influence of drugs or alcohol.
  • The guiding principles state that the ASAP is a command program, because the unit commander conducts drug testing, schedules substance abuse training for his/her Soldiers, and takes actions against abusers. All Soldiers, especially leaders should support the program; substance abuse kills Soldiers and ruins careers.
  • It all comes down to Choices… the ones you make effect you and all around you… they effect people you know and depend on you as well as people and events that you don’t know… Make the right choices… maintain your pride… maintain who and what you are…

Employee Assistance Program, ASAP Presentation Transcript

  • 1. USAG-J Camp Zama Army Substance Abuse Program (ASAP) One Team – Ichi Dan
  • 2. AR 600-85 2 Dec 09 PL 92-129, 96-180, 96-181, 99-570 Executive Order 12564 DoDD 1010.1, 1010-04, 1010-09 DoDI1010.16 Directed drug prevention, and counseling programs be established for all DoD personnel Established Drug Abuse Testing Program for Military and Civilian personnel Army Substance Abuse Program (ASAP) Program Authority
  • 3. Army Stand The Abuse of alcohol or use of illicit drugs is inconsistent with Army Values Standards of Performance Discipline Readiness necessary to accomplish the mission
  • 4. Alcohol affects individuals differently Depends on - age, gender, physical condition at time, food and any drugs or medication. Different drinks contain different amounts of alcohol "one drink" is equal to 1.5 oz. of 80 proof liquor, 12 oz. of regular beer, or 5 oz. of table wine. A woman drinking an equal amount of alcohol in the same time as a man same weight may have a higher BAC IMPAIRMENT BEGINS WITH YOUR FIRST DRINK NOT Your last drink Impaired Driving - Facts
  • 5. Purpose – promote a work force free of drug abuse and misuse of alcohol In place a comprehensive Drug-Free Workplace (DFW) program and a Department of Transportation (DOT) Workplace alcohol and drug testing program The Omnibus Transportation Employee Testing Act of 1991 requires drug and alcohol testing of safety-sensitive transportation employees in aviation, trucking, railroads, mass transit, pipelines and other transportation industries. Drug Testing
    • Executive Order 12564, 15 Sep 86 - Established the goal of a Drug Free Federal (DFW) workplace
    • It is a condition of employment for all Federal employees - refrain from using illegal drugs on and off-duty.
  • 6. Military Personnel After 6 months from date of a prescription Soldiers are no longer authorized to take that prescription Without documentation from the provider Prescribed Medication
  • 7. Synthetic Marijuana Possession or sale of Spice and similar products is illegal Regardless of host nation laws Biochemical Testing includes Spice
  • 8. A free resource Short-term counseling and support Open to all employees regardless of Medical Plan Open to Family Members What is EAP Goal Increase productivity, job satisfaction, and retention
  • 9.
    • Information and support
    • Resource identification
    • Coaching and consultation
    • Free confidential Assessment, Counseling (6), Referral and follow-up
    • Work/Life information and resources
    • Assist management with productivity issues
    • Promote installation work/life/wellness programs
  • 10.
    • What can the EAP help with?
    • Stress
    • Marital and/or relationship issues
    • Family concerns
    • Mental Health Issues
    • Substance Abuse
    • Anxiety problems
    • Depression
  • 11. Can’t be released without employee consent Except - Clear threat to oneself or others child abuse, court ordered, illegal activity All cases – only after consultation with JA and CPAC Confidential
  • 12. Supervisor Responsibilities
    • Monitor – on the job problems, hold accountable, refer to EAP, take appropriate disciplinary action
    • Inform – those who display performance or conduct issues to EAP
    • Communicate – EAP may be helpful in addressing challenges with the potential to affect performance and conduct
    • Market – EAP as a benefit of employment for all eligible employees
    • Identify - Early identification – don’t wait or avoid
    • Prevent – Look at unit/workplace “Wellness”
    • Drug testing – Testing Designated Positions oversee
    • Document – Document what you do
  • 13.
    • Understand – these are problems that may effect job performance and well-being
    • Commit and Follow through – Employee r esponsibility to follow through on counseling
    • Financial – If there is a referral employee must make necessary financial arrangements
    • Participation – voluntary but nothing can be done with out employee acceptance and commitment
    Employee Responsibilities
  • 14. ASAP Command program focused on Readiness and Personal responsibility
    • Everyone has a role
    • Early identification
    • Prevention
    • Drug testing
    • Rehabilitation
    • Program support
    Substance Abuse Effects Everyone
  • 15. It’s about choices
  • 16. Contact Program Manager – 263-8054 Senior Social Worker - 263-8049 Prevention Coordinator – 263-8047 Drug Test Coordinator – 263-5850 HOURS Monday thru Friday, 0730 to 1630 (except Thurs morning) LOCATION Building 534 Readiness and Resiliency Center SERVICES Assessment and counseling – professional counseling staff Information and support and resources Coaching and consultation to assist leaders Drug Testing Program Employee Assistance Program