Drugs-Alcohol-Training-for-Supervisors.ppt

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Substance Abuse
In the Workplace
What Supervisors Need to Know

Session Objectives
You will be able to:
• Identify the harmful effects of substance
abuse in the workplace
• Enforce requirements of our policy and
the law
• Recognize signs of an abuse problem
• Take effective steps to assist employees in
getting help, while protecting other workers
and the organization

Session Outline
• Scope and cost of the problem
• Requirements of the law and our policy
• Your role in dealing with substance abuse
• Confidentiality and documentation
• Detecting substance abuse on the job
• Taking effective action

The Scope of the Problem
• Substance abuse is a
serious workplace issue
• 10 percent of workers
have a problem
• Most substance
abusers are employed
• Anyone can be a
substance abuser

The Cost of
Substance Abuse
• Substance abuse costs
more than $50 billion
annually
• Abusers are:
• Less productive
• Lose more time from work
• Abusers have more
accidents

The Cost of
Substance Abuse (cont.)
• 40 percent of industrial fatalities are linked
to substance abuse
• 47 percent of all occupational accidents
can be attributed to substance abuse
• Substance abuse also leads to theft and
crime in the workplace

Drug-Free Workplace Act
• Written policy
• Awareness program
• Reporting requirements
• Disciplinary action
• Rehabilitation

OSH Act
• Duty to provide employees with a workplace
“free from recognized hazards that are
causing or are likely to cause death or
serious physical harm”
• Substance abuse is such a hazard

Our Policy
• Prohibits the possession, use, or sale of
drugs or alcohol on company premises
• Forbids working under the influence
• Provides assistance for employees who want
help for an abuse problem
• Imposes discipline on those who refuse help

You Play a Key Role
• Promote awareness of the problem
• Communicate company policy about
substance abuse in the workplace
• Monitor employee performance
• Refer abusers to professionals for assistance
• Administer appropriate discipline

Confidentiality
• Employee privacy
requirements
• People in the
information loop
• Beneficial effects of
confidentiality

Documentation
• Documenting performance
• Recording on-the-job incidents
• Recognizing patterns of behavior
• Increasing the possibility of early intervention
• Keeping a record of supporting actions
and recommendations

Substance Abuse Basics
• Questions?

Detecting Substance Abuse
• Performance monitoring
is the key to detection
• Abuse may not be
obvious
• Abusers try to hide their
problem

Detecting Substance Abuse
(cont.)
• Co-workers may be reluctant to speak up
• Family and friends may be involved in
secrecy and denial

Alcohol Abuse
• Social drinking
• Symptomatic drinking
• Addictive drinking: the
final stage

Early Warning Signs
• Inexplicable fall-off of work efficiency
• Frequent tardiness
• Excessive use of sick days
• Sudden decisions to use vacation time
• Involvement in accidents, near misses,
and errors
• Heavy use of breath sweeteners

Early Warning Signs (cont.)
• Fatigue
• Weight loss
• Facial changes
• Mental slowdown

Impairment in Functioning
• Low tolerance for
frustration
• Impulsiveness
• “Know it all” attitude
• Anxiety
• Oversensitivity

Impairment in Functioning
(cont.)
• Isolation
• Defiance
• Mood swings
• Rationalization
• Dependency

Drug Abuse
• Profile of a drug abuser
• Forms of drug abuse
• Safety concerns
• Productivity and quality concerns

Early Warning Signs
• Otherwise inexplicable changes in
performance
• Excessive tardiness and absenteeism
• Increased number of accidents or near
misses
• Changes in appearance
• Attitudinal and behavioral extremes

Early Warning Signs (cont.)
• Mood swings
• False confidence
• Mental slowdown
• Secrecy

Common Drugs
• Marijuana
• Cocaine
• Heroin
• Amphetamines (a.k.a.
“speed” or “uppers”)
• Prescription drugs

Detecting
Substance Abuse
• Questions?

Be Prepared to Act
• Never ignore a problem
• Talk to the employee
privately
• Give the employee an
opportunity to respond

Be Prepared to Act (cont.)
• Alert the employee to programs within and
outside the organization that can help
• Emphasize that employee must meet
established standards
• Warn about possible discipline
• Monitor performance and behavior

How to Handle a Crisis
• Signs of a crisis
• Call in your manager or
another supervisor
• Quietly remove the
employee
• Recommend a medical
evaluation

How to Handle a Crisis (cont.)
• If the employee refuses medical evaluation
• Document the incident

Substance Abuse Checklist
1. Familiar with our policy? YES NO
2. Understand requirements of
Drug-Free Workplace Act? YES NO
3. Remind employees about policy?
YES NO
4. Distribute and post information
about substance abuse? YES NO

Checklist (cont.)
5. Know how to refer employees
with abuse problems? YES NO
6. Know what to do in an alcohol-
or drug-related emergency? YES NO
7. Familiar with the symptoms
of alcohol abuse? YES NO

Checklist (cont.)
8. Familiar with the symptoms
of drug abuse? YES NO
9. Document incidents that might
be alcohol- or drug-related and
maintain confidentiality? YES NO

Key Points to Remember
• Substance abuse threatens the safety and
security of our company and employees
• Never ignore suspected abuse
• Take immediate action under our policy to
get abusers the help they need and to
protect your other workers and the
organization

Drugs-Alcohol-Training-for-Supervisors.ppt

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