Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Substance Abuse Policy The Role Of The DER


Published on

Tips for the Designated Employer Representative (DER)

Published in: Health & Medicine
  • Be the first to comment

Substance Abuse Policy The Role Of The DER

  1. 1. Substance Abuse Policy : The Role of the Designated Employer Representative (DER) John A. Corpus, CLCS Consultant May 21, 2008 Fox Valley Safety Council Breakfast Presentation
  2. 2. Objectives <ul><li>To discuss several “mandated” substance abuse programs in Wisconsin </li></ul><ul><li>To make you aware of the basic components of a Substance Abuse Program </li></ul><ul><li>To provide you with tools to assist you in the role of a Designated Employer Representative (DER) </li></ul>
  3. 3. Mandated Programs <ul><li>State (non-DOT) </li></ul><ul><ul><li>Medical: confidentiality and right to be informed </li></ul></ul><ul><ul><li>2005 Wisconsin Act 181 </li></ul></ul><ul><ul><li>Utility/Manufacturing Companies </li></ul></ul><ul><li>Federal </li></ul><ul><ul><li>Drug Free Workplace Act of 1988 </li></ul></ul><ul><ul><li>Department of Transportation (DOT) </li></ul></ul>
  4. 4. 2005 Wisconsin Act 181 <ul><li>Current law </li></ul><ul><ul><li>Laborers, workers, mechanics, and truck drivers </li></ul></ul><ul><ul><li>State and local public works projects </li></ul></ul><ul><ul><li>Prevailing wage </li></ul></ul><ul><ul><li>All projects except state highway </li></ul></ul>
  5. 5. 2005 Wisconsin Act 181 <ul><li>Effective May 1, 2007 </li></ul><ul><ul><li>Employer must have in place, a written program for prevention of substance abuse among employees </li></ul></ul><ul><ul><li>“In place” means before employer begins work on covered public works project </li></ul></ul>
  6. 6. 2005 Wisconsin Act 181 <ul><li>Prohibitions </li></ul><ul><ul><li>The employee may not </li></ul></ul><ul><ul><ul><li>Use, possess, attempt to possess, distribute, deliver, or be under the influence of a drug </li></ul></ul></ul><ul><ul><ul><li>Be under the influence of alcohol </li></ul></ul></ul><ul><ul><ul><li>While performing work on a public works project </li></ul></ul></ul>
  7. 7. 2005 Wisconsin Act 181 <ul><li>Act 181 specifics </li></ul><ul><ul><li>Workers submit to drug and alcohol testing </li></ul></ul><ul><ul><ul><li>Random </li></ul></ul></ul><ul><ul><ul><li>Reasonable suspicion </li></ul></ul></ul><ul><ul><ul><li>Post-accident </li></ul></ul></ul><ul><ul><ul><li>Pre-access </li></ul></ul></ul><ul><ul><ul><ul><li>Unless worker is participating in random program 90 days preceding day worker commences work </li></ul></ul></ul></ul>
  8. 8. 2005 Wisconsin Act 181 <ul><li>Act 181 specifics </li></ul><ul><ul><li>Procedure for notifying workers who </li></ul></ul><ul><ul><ul><li>Violate prohibitions </li></ul></ul></ul><ul><ul><ul><li>Test positive </li></ul></ul></ul><ul><ul><ul><li>Refuse to submit to testing </li></ul></ul></ul><ul><ul><li>That he/she may not perform work </li></ul></ul><ul><ul><ul><li>Until testing negative </li></ul></ul></ul><ul><ul><ul><li>Until approved to commence or return to work under employer’s substance abuse program </li></ul></ul></ul>
  9. 9. 2005 Wisconsin Act 181 <ul><li>Act 181 specifics </li></ul><ul><ul><li>Employer is responsible for the cost of </li></ul></ul><ul><ul><ul><li>Developing, implementing, and enforcing substance abuse prevention program </li></ul></ul></ul><ul><ul><li>Testing and chain-of-custody procedures must follow guidelines established by </li></ul></ul><ul><ul><ul><li>Substance Abuse and Mental Health Services Administration (SAMHSA) </li></ul></ul></ul><ul><ul><ul><li>Federal Department of Health and Human Services (DHHS) </li></ul></ul></ul>
  10. 10. Utility/Manufacturing Companies <ul><li>Contractor/subcontractor responsibilities (Example: WPS/Integrys Energy Group) </li></ul><ul><ul><li>Background checks and drug testing </li></ul></ul><ul><ul><li>All associated costs </li></ul></ul><ul><ul><li>Contractor will determine and certify employee’s eligibility </li></ul></ul>
  11. 11. Utility/Manufacturing Companies <ul><li>Contractor/subcontractor responsibilities </li></ul><ul><ul><li>At minimum, 5-panel drug test </li></ul></ul><ul><ul><li>Drug test parameters follow Department of Transportation (DOT) guidelines </li></ul></ul><ul><ul><li>Positive employees become ineligible to perform any future work </li></ul></ul><ul><ul><li>Repeat drug test for >6 months absence </li></ul></ul>
  12. 12. Utility/Manufacturing Companies <ul><li>Contractor/subcontractor responsibilities </li></ul><ul><ul><li>Employees submit to drug and alcohol testing </li></ul></ul><ul><ul><ul><li>Pre-access </li></ul></ul></ul><ul><ul><ul><li>Reasonable suspicion </li></ul></ul></ul><ul><ul><ul><li>Post-incident </li></ul></ul></ul>
  13. 13. Department of Transportation (DOT) <ul><li>Applies to workers in six transportation modalities </li></ul><ul><ul><li>Federal Motor Carrier Safety </li></ul></ul><ul><ul><li>Administration </li></ul></ul><ul><ul><li>Federal Aviation </li></ul></ul><ul><ul><li>Federal Railroad </li></ul></ul><ul><ul><li>Federal Transit </li></ul></ul><ul><ul><li>Pipeline and Hazardous Materials </li></ul></ul><ul><ul><li>United States Coast Guard </li></ul></ul>
  14. 14. DOT <ul><li>Must follow DHHS guidelines for specimen collection and testing </li></ul><ul><li>Requires a Federal Custody and Control Form (Chain of Custody) </li></ul><ul><li>Requires result review by a Medical Review Officer (MRO) </li></ul>
  15. 15. Substance Abuse Program Components <ul><li>Policy purpose and development </li></ul><ul><li>Service agents </li></ul><ul><li>Random program </li></ul><ul><li>Reasonable suspicion </li></ul><ul><li>Training and refresher </li></ul>
  16. 16. Policy Purpose and Development <ul><li>Statement of purpose </li></ul><ul><li>Designated Employer Representative (DER) </li></ul><ul><li>Covered employees </li></ul>
  17. 17. Policy Purpose and Development <ul><li>Types of testing </li></ul><ul><ul><li>Urine </li></ul></ul><ul><ul><li>Hair </li></ul></ul><ul><ul><li>Saliva </li></ul></ul><ul><ul><li>Sweat </li></ul></ul><ul><li>Substances </li></ul><ul><ul><li>Drugs (5 panel, 7 panel, 10 panel) </li></ul></ul><ul><ul><li>Alcohol </li></ul></ul>
  18. 18. Policy Purpose and Development <ul><li>Test events </li></ul><ul><ul><li>Pre-Employment </li></ul></ul><ul><ul><li>Reasonable Suspicion </li></ul></ul><ul><ul><li>Random </li></ul></ul><ul><ul><li>Post-Incident (non-DOT specific) </li></ul></ul><ul><ul><li>Post-Accident (DOT specific) </li></ul></ul><ul><ul><li>Return-to-Duty </li></ul></ul><ul><ul><li>Follow-Up </li></ul></ul>
  19. 19. Policy Purpose and Development <ul><li>Employer responsibilities </li></ul><ul><li>Employee responsibilities (policy prohibitions) </li></ul><ul><li>Results </li></ul><ul><li>Consequences </li></ul><ul><li>Educational materials </li></ul><ul><li>Acknowledgement of receipt </li></ul>
  20. 20. Service Agents <ul><li>Consortium-Third Party Administrator (C-TPA) </li></ul><ul><li>DHHS certified laboratories </li></ul><ul><li>Collection site(s) </li></ul><ul><ul><li>Normal hours versus after-hours </li></ul></ul><ul><ul><li>Remote </li></ul></ul><ul><ul><li>On-site at employer </li></ul></ul><ul><li>Medical Review Officer (MRO) </li></ul><ul><li>Substance Abuse Professional (SAP) </li></ul>
  21. 21. Random Program <ul><li>Random testing offers greatest deterrence </li></ul><ul><ul><li>Random interval (how often) </li></ul></ul><ul><ul><li>Random rate (how many) </li></ul></ul><ul><ul><li>Notification </li></ul></ul><ul><ul><li>Selection process </li></ul></ul><ul><li>End year verification of rates for DOT from C-TPA and/or company program </li></ul>
  22. 22. Reasonable Suspicion (DOT) <ul><li>Supervisors must receive training on the physical, behavioral, speech, and performance indicators of probable substance abuse </li></ul><ul><li>They must also understand the effects of substance abuse on health, work, and personal life </li></ul><ul><li>Most important: learn how to confront an employee </li></ul>
  23. 23. Training and Refresher (DOT) <ul><li>DOT mandates an hour of training on controlled substances and an hour of training on alcohol for supervisors </li></ul><ul><li>DOT requires employer to provide 11 points of information to drivers </li></ul><ul><li>DOT does not require a refresher, but an employer should provide such training on a yearly basis </li></ul>
  24. 24. Training and Refresher <ul><li>Whether DOT or non-DOT </li></ul><ul><ul><li>Reasonable Suspicion Training Yearly </li></ul></ul><ul><ul><li>Employee refresher in quarterly safety meetings </li></ul></ul>
  25. 25. Designated Employer Representative <ul><li>An individual identified by the employer as able to receive communications and test results from service agents and who is authorized to take immediate actions to remove employees from safety-sensitive duties and to make required decisions in the testing and evaluation processes . The individual must be an employee of the company . Service agents cannot serve as DERs. </li></ul><ul><li>As defined by the DOT. </li></ul>
  26. 26. Designated Employer Representative <ul><li>Are you the DER at your company? </li></ul><ul><li>What credentials qualify you as a DER? </li></ul><ul><li>What tools do you have at your disposal to assist you in your duties? </li></ul><ul><li>Is serving as the DER your primary responsibility or something that fell into your lap? </li></ul>
  27. 27. Designated Employer Representative Surprisingly, you only need one thing…
  28. 28. Designated Employer Representative <ul><li>A thorough </li></ul><ul><li>Substance </li></ul><ul><li>Abuse </li></ul><ul><li>Policy </li></ul>
  29. 29. Designated Employer Representative <ul><li>Policy written by qualified 3 rd party or dedicated individual at employer </li></ul><ul><li>Policy reviewed by employer legal counsel </li></ul><ul><li>Timely training for your employees </li></ul><ul><li>Timely training for your supervisors </li></ul><ul><li>Have a second DER as back-up </li></ul>
  30. 30. Designated Employer Representative <ul><li>DOT and non-DOT policies and procedures must be separate from each other (DOT regulation; DOT pre-empts non-DOT) </li></ul><ul><li>Provide a copy of the substance abuse policy to all applicants and employees </li></ul><ul><li>Enforce the policy consistently and evenly </li></ul>
  31. 31. Designated Employer Representative <ul><li>Formally associate your EAP with the policy </li></ul><ul><ul><li>Ask EAP for educational information </li></ul></ul><ul><ul><li>Make formal referrals </li></ul></ul><ul><ul><li>Make informal referrals </li></ul></ul><ul><li>Attend seminars </li></ul><ul><li>Network with other DERs </li></ul><ul><li>Search the internet regularly </li></ul><ul><li>Subscribe to e-letters </li></ul>
  32. 32. Designated Employer Representative <ul><li>Service agreements with service agents </li></ul><ul><ul><li>Language that addresses what the service agent will and will not do </li></ul></ul><ul><ul><li>Stipulation for you to audit/visit service agent locations at any time without notice </li></ul></ul><ul><ul><li>Requirements for reporting and verification </li></ul></ul><ul><ul><li>Requirement to provide documentation on </li></ul></ul><ul><ul><ul><li>Certification/qualification of service agent providers </li></ul></ul></ul><ul><ul><ul><li>Certification/qualification of service agent services </li></ul></ul></ul>
  33. 33. Designated Employer Representative <ul><li>Before I close, </li></ul><ul><li>are there any </li></ul><ul><li>questions? </li></ul>
  34. 34. Objectives Recap <ul><li>We discussed various “mandated” substance abuse programs in Wisconsin </li></ul><ul><li>You are now aware of the basic components of a Substance Abuse Program </li></ul>
  35. 35. Objectives Recap <ul><li>I informed you of the most important tool to assist you in the role of a Designated Employer Representative (DER) </li></ul><ul><li>Your Substance Abuse Policy </li></ul>
  36. 36. Thank You! <ul><li>John A. Corpus, CLCS </li></ul><ul><li>Consultant </li></ul><ul><li>Ingenuity First </li></ul><ul><li>820 Association Drive </li></ul><ul><li>Appleton, WI 54914 </li></ul><ul><li>Phone: (920) 380-4970 </li></ul><ul><li>Cell: (920) 309-2360 </li></ul><ul><li>[email_address] </li></ul>