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Supervisor 2 Hour Training Presentation

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Drug Safety Training for Supervisors
2 Hour

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Supervisor 2 Hour Training Presentation

  1. 1. Drug-Free Safety ProgramDrug-Free Safety Program Supervisor Training 2015Supervisor Training 2015
  2. 2. Training ObjectivesTraining Objectives  Understand the specificUnderstand the specific elements of the DFSP policy,elements of the DFSP policy, procedures and the program asprocedures and the program as a wholea whole  Understand supervisor role andUnderstand supervisor role and responsibilities in implementingresponsibilities in implementing the DFSPthe DFSP
  3. 3. Training ObjectivesTraining Objectives  Be aware of the supervisor skillsBe aware of the supervisor skills that are critical to policythat are critical to policy implementationimplementation  Understand the process ofUnderstand the process of referring an employee toreferring an employee to drug/alcohol testing based ondrug/alcohol testing based on reasonable suspicion & otherreasonable suspicion & other types of testingtypes of testing
  4. 4. Training ContentTraining Content The Impact of alcohol & drugs in theThe Impact of alcohol & drugs in the workplace will be reviewed in theworkplace will be reviewed in the Employee TrainingEmployee Training 1.1. How to recognize a possibleHow to recognize a possible alcohol/drug problemalcohol/drug problem 2.2. How to document behaviors thatHow to document behaviors that demonstrate an alcohol/drug problemdemonstrate an alcohol/drug problem
  5. 5. Training ContentTraining Content 3.3. How to confront employees with theHow to confront employees with the problem from observed behaviorsproblem from observed behaviors 4.4. How to initiate reasonable suspicionHow to initiate reasonable suspicion testingtesting 5.5. How to initiate post-accident testingHow to initiate post-accident testing
  6. 6. Training ContentTraining Content 6.6. How to handle the procedure associatedHow to handle the procedure associated with random testing (if applicable to yourwith random testing (if applicable to your company)company) 7.7. How to make an appropriate referral forHow to make an appropriate referral for professional assessment or assistanceprofessional assessment or assistance 8.8. How to follow up with employees returningHow to follow up with employees returning to work after a positive drug testto work after a positive drug test
  7. 7. Drug-Free Safety ProgramDrug-Free Safety Program  Substance use is often the silent and unseen cause of work-related accidents.  As defined in BWC’s DFSP, substance use and misuse involves the use of alcohol and other drugs, including prescription, over-the- counter and illegal drugs, in the workplace, in violation of the employer’s written DFSP policy.
  8. 8. THE PROBLEMTHE PROBLEM  Drug and alcohol abuse in the workplace is anDrug and alcohol abuse in the workplace is an epidemic.epidemic.  Drug use seriously impairs a portion of theDrug use seriously impairs a portion of the national workforce.national workforce.  It has been estimated that for every tenIt has been estimated that for every ten employees, one is impaired by substance abuseemployees, one is impaired by substance abuse or chemical dependency.or chemical dependency.
  9. 9. ManagementManagement Supervisors are the link to the employer’s workSupervisors are the link to the employer’s work force and are the key to successfulforce and are the key to successful implementation of a DFSP policy and program.implementation of a DFSP policy and program. At a level between employees and upperAt a level between employees and upper management, direct supervisors face amanagement, direct supervisors face a challenging role.challenging role. They serve as the eyes, voice and arm ofThey serve as the eyes, voice and arm of management.management.
  10. 10. Policy Review  Please take 15-20 minutes to review yourPlease take 15-20 minutes to review your company’s policy.company’s policy.
  11. 11. 1. How to Recognize a Possible1. How to Recognize a Possible Alcohol or Drug ProblemAlcohol or Drug Problem  Drugs tested for – Q & ADrugs tested for – Q & A  Paraphernalia & what different drugs lookParaphernalia & what different drugs look likelike  Behavioral patternsBehavioral patterns
  12. 12. The Drug TestThe Drug Test 1. Cocaine (and its derivatives, including crack cocaine)1. Cocaine (and its derivatives, including crack cocaine) 2. Cannabinoids (THC/marijuana, hash)2. Cannabinoids (THC/marijuana, hash) 3. Opiates (heroin, codeine, etc.)3. Opiates (heroin, codeine, etc.) 4. Amphetamines (central nervous system stimulants)4. Amphetamines (central nervous system stimulants) 5. Phencyclidine (PCP)5. Phencyclidine (PCP) 6. Barbiturates (central nervous system depressants)6. Barbiturates (central nervous system depressants) 7. Propoxyphene (Darvon)7. Propoxyphene (Darvon) 8. Methadone8. Methadone 9. Benzodiazepine (Valium, Librium, etc.)9. Benzodiazepine (Valium, Librium, etc.) 10. Alcohol10. Alcohol 11. Ecstasy11. Ecstasy
  13. 13. Behaviors Related to CommonlyBehaviors Related to Commonly Abused DrugsAbused Drugs What to look out for. . .What to look out for. . . MARIJUANAMARIJUANA  LoudLoud  TalkativeTalkative  MellowMellow  Lack of motivation in regular usersLack of motivation in regular users
  14. 14. MarijuanaMarijuana
  15. 15. What to look out for . . .What to look out for . . . OPIATESOPIATES  SluggishSluggish  Slurred speechSlurred speech  Heavy limbsHeavy limbs  Low moodLow mood
  16. 16. OpiatesOpiates
  17. 17. What to look out for . . .What to look out for . . . COCAINECOCAINE  Runny nose (addicted to nose spray)Runny nose (addicted to nose spray)  Extremely moodyExtremely moody  UnpredictableUnpredictable  Over reacts to situationsOver reacts to situations
  18. 18. CocaineCocaine
  19. 19. What to look out for . . .What to look out for . . . AMPHETAMINESAMPHETAMINES  Very edgyVery edgy  Weight lossWeight loss  Personality changesPersonality changes  Sleep habit changesSleep habit changes
  20. 20. AmphetaminesAmphetamines
  21. 21. What to look out for . . .What to look out for . . . PCPPCP  Tripped outTripped out  Can be violentCan be violent  Unpredictable behaviorUnpredictable behavior
  22. 22. PCPPCP
  23. 23. What to look out for . . .What to look out for . . . ALCOHOLALCOHOL  OdorOdor  Difficulty focusingDifficulty focusing  IrritabilityIrritability  Unsteady gaitUnsteady gait  Deterioration in appearanceDeterioration in appearance
  24. 24. AlcoholAlcohol
  25. 25. Additional Signs & SymptomsAdditional Signs & Symptoms  Abrupt changes in behavior/performanceAbrupt changes in behavior/performance  Mood swingsMood swings  Social withdrawalSocial withdrawal  Deterioration in appearanceDeterioration in appearance  Association with know usersAssociation with know users  Secretive behaviorSecretive behavior  ParanoiaParanoia
  26. 26. ParaphernaliaParaphernalia  Pictures of commonPictures of common paraphernaliaparaphernalia
  27. 27. ParaphernaliaParaphernalia
  28. 28. ParaphernaliaParaphernalia
  29. 29. 2. Reasonable Suspicion Testing2. Reasonable Suspicion Testing  What is itWhat is it  How to initiate itHow to initiate it  DocumentationDocumentation  ProcessProcess  ProceduresProcedures
  30. 30. REASONABLE SUSPICIONREASONABLE SUSPICION  When a supervisor has reasonWhen a supervisor has reason to believe that an employee isto believe that an employee is impaired by drugs or alcoholimpaired by drugs or alcohol while on Company premises orwhile on Company premises or while working.while working.  Reasonable suspicion testingReasonable suspicion testing may be initiated based on, butmay be initiated based on, but are not limited to, any of theare not limited to, any of the following:following:
  31. 31. Reasonable SuspicionReasonable Suspicion  Observed behavior (direct observationObserved behavior (direct observation of drug or alcohol use)of drug or alcohol use)  A pattern of abnormal conduct (frequentA pattern of abnormal conduct (frequent absenteeism, excessive tardiness)absenteeism, excessive tardiness)  Repeated violations of the company’sRepeated violations of the company’s safety or work rulessafety or work rules
  32. 32. Common Questionable BehaviorsCommon Questionable Behaviors The following is a list of some commonThe following is a list of some common suspicious behaviors you may see in a substancesuspicious behaviors you may see in a substance abuser (this list is not all inclusive):abuser (this list is not all inclusive):  Excessive absences / tardinessExcessive absences / tardiness  Pattern of being absent on or after paydayPattern of being absent on or after payday  Employee verbalizes multiple family or personalEmployee verbalizes multiple family or personal issues as the cause for excessive absence orissues as the cause for excessive absence or tardiness.tardiness.  Problems staying awake on the jobProblems staying awake on the job  Consistently having problems completing jobConsistently having problems completing job responsibilitiesresponsibilities
  33. 33. Common Questionable BehaviorsCommon Questionable Behaviors ContinuedContinued  Pattern of borrowingPattern of borrowing money from co-workersmoney from co-workers  Change in appearanceChange in appearance  Unexplained crying spellsUnexplained crying spells  Taking extra smoke orTaking extra smoke or bathroom breaksbathroom breaks  Unusual isolation fromUnusual isolation from peerspeers  Problems concentratingProblems concentrating  Odor of Alcohol orOdor of Alcohol or MarijuanaMarijuana  Slurred speechSlurred speech  Prolonged lunch hoursProlonged lunch hours
  34. 34. How to Initiate ReasonableHow to Initiate Reasonable Suspicion TestingSuspicion Testing  Ensure that there is questionable behaviorEnsure that there is questionable behavior  Your initial task is simply to identify that aYour initial task is simply to identify that a problem existsproblem exists  You need not determine the nature of theYou need not determine the nature of the problem or what precipitated itproblem or what precipitated it
  35. 35. Getting Ready to Document . . .Getting Ready to Document . . .  Be objective! Document only the jobBe objective! Document only the job performance issues that you observeperformance issues that you observe  Good documentation will support theGood documentation will support the existence of questionable behaviorexistence of questionable behavior  Have witnesses who can verify yourHave witnesses who can verify your suspicions when ablesuspicions when able
  36. 36. 3. How to Document Behaviors that3. How to Document Behaviors that Demonstrate Possible Drug/AlcoholDemonstrate Possible Drug/Alcohol ProblemProblem  Please see your companiesPlease see your companies representative for your documentationrepresentative for your documentation form for reasonable suspicion.form for reasonable suspicion.
  37. 37. DocumentationDocumentation If you decide to send an employee in forIf you decide to send an employee in for reasonable suspicion drug testing you mustreasonable suspicion drug testing you must have proper documentation completed and thehave proper documentation completed and the entire process must remain completelyentire process must remain completely confidential.confidential. All records pertaining to drug testing areAll records pertaining to drug testing are considered confidential and must be keptconsidered confidential and must be kept separate from employee files.separate from employee files.
  38. 38. How to DocumentHow to Document THE GOLDEN RULE ONTHE GOLDEN RULE ON DOCUMENTATION . . .DOCUMENTATION . . . If you don’t document a situationIf you don’t document a situation ITIT DIDN’TDIDN’T HAPPENHAPPEN YOU MUST DOCUMENT!YOU MUST DOCUMENT!
  39. 39. DocumentationDocumentation  It is very important that you follow yourIt is very important that you follow your company policy.company policy.  Ask yourself what is in the best interest ofAsk yourself what is in the best interest of the employee in question, other co-the employee in question, other co- workers, and the organization.workers, and the organization.  Create an action plan and follow throughCreate an action plan and follow through with it.with it.
  40. 40. Never “Diagnose”Never “Diagnose” Many medical conditions can produce theMany medical conditions can produce the same symptoms as drug use:same symptoms as drug use:  Low blood sugarLow blood sugar  StrokeStroke  Post seizurePost seizure . . . Or a change in behavior could be a. . . Or a change in behavior could be a symptom of stress / personal problemssymptom of stress / personal problems (other family with substance problems)(other family with substance problems)
  41. 41. *Refer to Your Forms*Refer to Your Forms BEHAVIORSBEHAVIORS THAT MAY DEMONSTRATETHAT MAY DEMONSTRATE AN ALCOHOL / DRUG PROBLEM:AN ALCOHOL / DRUG PROBLEM:  Recognizing Job Performance ProblemsRecognizing Job Performance Problems ChecklistChecklist  Observed Behavior / Reasonable CauseObserved Behavior / Reasonable Cause RecordRecord  What information must be on yourWhat information must be on your documentation?documentation?
  42. 42. 4. How to Confront4. How to Confront EmployeesEmployees  Stick to the facts of the job performance, don’tStick to the facts of the job performance, don’t get sidetrackedget sidetracked  Be thoughtful! Stay nonjudgmental andBe thoughtful! Stay nonjudgmental and recognize the employee’s point of viewrecognize the employee’s point of view  You must follow all current collective-bargainingYou must follow all current collective-bargaining agreements and company policiesagreements and company policies  Have a witness if possible & Union Steward ifHave a witness if possible & Union Steward if requiredrequired
  43. 43. Common BarriersCommon Barriers  Denial –Denial – The employee denies that aThe employee denies that a problem exist and insists that you orproblem exist and insists that you or someone else in the company is out to getsomeone else in the company is out to get them. May try to say the lab made an error.them. May try to say the lab made an error.  Threats-Threats- The employee threatens you orThe employee threatens you or the organization.the organization.
  44. 44.  Rationalization-Rationalization-The employee tries to avoidThe employee tries to avoid the issue by making excuses.the issue by making excuses.  Angry Outburst-Angry Outburst-The employee becomesThe employee becomes angry.(Crying, yelling, screaming)angry.(Crying, yelling, screaming)  Personal Relationships –Personal Relationships – Don’t allowDon’t allow personal feelings to blur decision making.personal feelings to blur decision making.
  45. 45. How to RespondHow to Respond  Don’t reactDon’t react –– Wait until theWait until the employee has run out ofemployee has run out of steam then continue withsteam then continue with the meeting.the meeting.  Be consistentBe consistent –– Regardless of yourRegardless of your personal relationship withpersonal relationship with an employee, it is importantan employee, it is important to treat each person theto treat each person the same when addressing jobsame when addressing job performance or conduct.performance or conduct.
  46. 46. How to RespondHow to Respond  Maintain ConfidentialityMaintain Confidentiality – All discussions of an– All discussions of an employee’s job performance should be held inemployee’s job performance should be held in private. Others should not be able to hear theprivate. Others should not be able to hear the conversation.conversation.  Be up frontBe up front with the employee fromwith the employee from the very beginning. Don’t play games!the very beginning. Don’t play games!  Follow-up –Follow-up – Take follow up actionTake follow up action meaning you continue to observemeaning you continue to observe and document.and document.
  47. 47. The Trip To The LabThe Trip To The Lab  The company is responsible forThe company is responsible for transporting the employee to the lab.transporting the employee to the lab. Why? Safety, when you are sendingWhy? Safety, when you are sending someone for reasonable suspicion it issomeone for reasonable suspicion it is because you believe they may be underbecause you believe they may be under the influence or impaired.the influence or impaired.
  48. 48. The Trip To The LabThe Trip To The Lab  Does someone from the company have toDoes someone from the company have to stay with the employee at the lab? Yes, tostay with the employee at the lab? Yes, to ensure that the testing took place.ensure that the testing took place.
  49. 49. The Trip To The LabThe Trip To The Lab  How does the employee get home and how longHow does the employee get home and how long are they off work? The company has to ensureare they off work? The company has to ensure that the employee has a ride home, or shouldthat the employee has a ride home, or should provide a ride such as a cab.provide a ride such as a cab.  The employee is off until the results come backThe employee is off until the results come back for the test. If the results are negative, thefor the test. If the results are negative, the employee is free to return to duty. If the resultsemployee is free to return to duty. If the results are positive follow your company’s policy forare positive follow your company’s policy for positive results.positive results.
  50. 50. The Trip To The LabThe Trip To The Lab  The employee should not be allowed toThe employee should not be allowed to drive themselves because, they may bedrive themselves because, they may be impaired.impaired.
  51. 51. 5. Post Accident Testing5. Post Accident Testing  What is itWhat is it  How to initiate itHow to initiate it  DocumentationDocumentation  ProcessProcess  ProceduresProcedures
  52. 52. Post AccidentPost Accident  Any employee involved in an accident resultingAny employee involved in an accident resulting in a fatality or bodily injury requiring medicalin a fatality or bodily injury requiring medical attention off-site.attention off-site.  Vehicular damage in apparent excess of chosenVehicular damage in apparent excess of chosen dollar amount (see your company policy fordollar amount (see your company policy for amount if applicable).amount if applicable).
  53. 53. Post- AccidentPost- Accident  Non-vehicular damage in apparent excess ofNon-vehicular damage in apparent excess of chosen dollar amount (see your company policychosen dollar amount (see your company policy for amount if applicable).for amount if applicable).  If medical treatment is sought after work hoursIf medical treatment is sought after work hours or on the weekend, a drug test must be takenor on the weekend, a drug test must be taken immediately upon employer notification of theimmediately upon employer notification of the injury.injury.
  54. 54. Post- AccidentPost- Accident  Please follow your companies standards andPlease follow your companies standards and forms for documenting accidents in theforms for documenting accidents in the workplace.workplace.
  55. 55. 6. Random Testing6. Random Testing
  56. 56. Random TestingRandom Testing  An unannounced test that occurs at a pre-An unannounced test that occurs at a pre- determined frequency among randomly selecteddetermined frequency among randomly selected employees. This includes equal probability ofemployees. This includes equal probability of selection each time testing occurs.selection each time testing occurs.  Unannounced test of all employees, or all thoseUnannounced test of all employees, or all those in a classified group (i.e. safety sensitive).in a classified group (i.e. safety sensitive).
  57. 57. Special Supervisory IssuesSpecial Supervisory Issues  Recognize your personal standpointRecognize your personal standpoint onon the topic and keep this in mind whenthe topic and keep this in mind when preparing to confront an employee in apreparing to confront an employee in a reasonable suspicion situation.reasonable suspicion situation.  Imperative that you remain OBJECTIVE!!Imperative that you remain OBJECTIVE!!
  58. 58. Some helpful hints . . .Some helpful hints . . . Recognize if enabling behaviors areRecognize if enabling behaviors are occurring on your end and explore theoccurring on your end and explore the issues behind those behaviors.issues behind those behaviors.
  59. 59. Some helpful hints . . .Some helpful hints . . . Become educated on the issues ofBecome educated on the issues of alcoholism and drug addiction.alcoholism and drug addiction. Without knowledge it’s easy to makeWithout knowledge it’s easy to make assumptions about employeesassumptions about employees experiencing abuse/addiction issues thatexperiencing abuse/addiction issues that may not be true.may not be true.
  60. 60. Some helpful hints . . .Some helpful hints . . . Become well informed about yourBecome well informed about your employer’s guidelines for dealing withemployer’s guidelines for dealing with substance use issues.substance use issues. Know your policy! Don’t forget unionKnow your policy! Don’t forget union agreements, agency/business policies andagreements, agency/business policies and procedures, and state/federal governingprocedures, and state/federal governing bodies.bodies.
  61. 61. Some helpful hints . . .Some helpful hints . . . If in doubt about how to proceed, consultIf in doubt about how to proceed, consult with an appropriate HR person.with an appropriate HR person. Remember that these are very sensitiveRemember that these are very sensitive issues that should only be discussed withissues that should only be discussed with certain designated persons.certain designated persons.
  62. 62. Some helpful hints . . .Some helpful hints . . . It’s much easier to turn a blind eye than toIt’s much easier to turn a blind eye than to “cause” someone experience the negative“cause” someone experience the negative consequences of their behaviors.consequences of their behaviors. It takes practice to become part of a processIt takes practice to become part of a process to help another person get healthy.to help another person get healthy.
  63. 63. 7. How to Make an Appropriate Referral7. How to Make an Appropriate Referral for Assessment or Assistancefor Assessment or Assistance  HR will have the necessary information to refer theHR will have the necessary information to refer the employee to qualified substance abuse counseloremployee to qualified substance abuse counselor  Depending on company policy or EAP availability, theDepending on company policy or EAP availability, the employee may be responsible for the cost of theemployee may be responsible for the cost of the assessment and/or treatmentassessment and/or treatment  Typically the employee is off work until assessment isTypically the employee is off work until assessment is complete, and sometimes until treatment is complete ascomplete, and sometimes until treatment is complete as wellwell
  64. 64. TreatmentTreatment  AssessmentAssessment  Assessment findingsAssessment findings or Diagnosisor Diagnosis  RecommendationRecommendation  EducationEducation  CounselingCounseling  Intensive OutpatientIntensive Outpatient ProgramProgram  AA/NA meetingsAA/NA meetings  Aftercare ProgramAftercare Program  Inpatient TreatmentInpatient Treatment or Detoxor Detox
  65. 65. 8. How to Follow Up With Employees8. How to Follow Up With Employees Returning to Work After Positive DrugReturning to Work After Positive Drug TestTest  HR will receive a written report fromHR will receive a written report from treatment center or therapist and theirtreatment center or therapist and their recommendations.recommendations.  Have to have a negative return to duty test toHave to have a negative return to duty test to return to work.return to work.  Must continue to follow recommendations ofMust continue to follow recommendations of EAP or treatment facility after returning toEAP or treatment facility after returning to workwork
  66. 66. How to Follow Up With Employees Returning toHow to Follow Up With Employees Returning to Work After Positive Drug TestWork After Positive Drug Test  Remember confidentiality.Remember confidentiality.  Give the employee a chance butGive the employee a chance but continue to remain watchful.continue to remain watchful.  Continue to assess employees jobContinue to assess employees job performance over a period of time.performance over a period of time.  Random follow up tests should takeRandom follow up tests should take place as directed by counselor or policyplace as directed by counselor or policy
  67. 67. Quiz?Quiz?
  68. 68. Toll Free: (866) 340-6267Toll Free: (866) 340-6267 Fax: (216) 404-1901Fax: (216) 404-1901 mmoore@moorecounseling.commmoore@moorecounseling.com www.moorecounseling.comwww.moorecounseling.com

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