Half day open training event held in Toronto, Canada on managing and dealing with addictions at work.

1. Addictions in the workplace
by Toronto Training and HR
October 2014
1

2. CONTENTS
3-4 Introduction
5-6 The spectrum of substance abuse
7-8 Stages of change
9-10 Dependence
11-13 Why do people use?
14-15 Determining the level of risk
16-19 Questions to ask when assessing the nature of the workforce
20-21 Having difficult conversations
22-25 Risk factors for problem gambling
26-28 Alcohol-related health conditions
29-31 In terms of alcohol, how does Ontario compare to other
provinces?
32-33 Recent research around alcohol
34-35 Drugs in the body
36-37 Relevant case in the US around drugs
38-39 Relevant case in Canada around random testing
40-41 Example responsibilities
42-48 How much is too much?
49-50 Conclusion, summary and questions
2

3. Introduction
3

4. Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
15 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
HR support with an emphasis on reducing
costs, saving time plus improving employee
engagement and morale
Services for job seekers
4

5. The spectrum of substance
abuse
5

6. • Beneficial
• Non-problematic
• Problematic
• Chronic dependence
6
The spectrum of
substance abuse

7. Stages of change
7

8. • Pre-contemplation
• Contemplation
• Preparation
• Action
• Maintenance
• (Relapse)
8
Stages of change

9. Dependence
9

10. • Physical dependence
• Psychological
dependence
• Cycle of dependence
10
Dependence

11. Why do people use?
11

12. • Curiosity
• Social activity
• Peer pressure
• Relax
(stress/anxiety)
• Fun
• Reward
• Depression
• Relieve pain
• Trauma
12
Why do people
use? 1 of 2

13. • Emotional & mental
health issues
• Celebrate
• Grief
• Feel better
• Decrease discomfort
• Relief
• Boredom &
loneliness
• Religious/cultural
13
Why do people
use? 2 of 2

14. Determining the level of
risk
14

15. • Activity risk
• Workforce risk
15
Determining the
level of risk

16. Questions to ask when
assessing the nature of
the workforce
16

17. • Are they diverse,
numerous, seasonal people
who aren’t well known to
you, or are they a small
number of long-term
employees you know well?
• Are there many employees
in the 18–25 year-old age
bracket?
• Is the workforce
predominantly male?
17
Questions to
ask when
assessing the
nature of the
workforce
1 of 3

18. • Do you have employees
with a known history of
drugs or alcohol misuse,
e.g. drink-driving
convictions?
• Do drug and alcohol
misuse statistics indicate
that where you operate has
a heightened risk, e.g. a
tourist town?
18
Questions to
ask when
assessing the
nature of the
workforce
2 of 3

19. • Are there other workforce
factors that heighten your
risk, such as your safety
culture, particularly
whether employees take a
team responsibility?
19
Questions to
ask when
assessing the
nature of the
workforce
3 of 3

20. Having difficult
conversations
20

21. • State the issue
• Ask for an explanation
• Acknowledge the
person’s valued
contributions
• Define the problem and
consequences
• Search for alternative
solutions
• Agree on objectives
• Set a time line
21
Having difficult
conversations

22. Risk factors for problem
gambling
22

23. • Male gender
• Interest in gambling
activities
• Ambition to get rich
• Distorted cognitions
about skill and
knowledge
• Reliance on loans to
solve financial
problems
• Denial of having a
gambling problem
23
Risk factors for
problem
gambling 1 of 3

24. • Lack of alternative
entertainment to
alleviate job stress
• Shift work leading to
social isolation
• Easy access to
gambling
• Easy access to loans
• Exposure to gambling
activities
• Influence of gambling
promotions
24
Risk factors for
problem
gambling 2 of 3

25. • Influence of gambling
colleagues
• Opinions on
responsible gambling
strategies
25
Risk factors for
problem
gambling 3 of 3

26. Alcohol-related health
conditions
26

27. • Cancers
• Neurological and
psychiatric conditions
• Diabetes
• Cardiovascular
conditions
• Gastrointestinal
conditions
• Maternal and perinatal
conditions
• Acute toxic effects
27
Alcohol-related
health conditions
1 of 2

28. • Injuries
• Violent deaths
28
Alcohol-related
health conditions
2 of 2

29. In terms of alcohol, how
does Ontario compare to
other provinces?
29

30. • Pricing
• Control systems
• Physical availability
• Drinking and driving
• Advertising and
marketing
• Legal drinking age
• Screening, brief
intervention and
referrals
30
In terms of
alcohol, how does
Ontario compare
to other
provinces? 1 of 2

31. • Server training and
challenge & refusal
programs
• Provincial alcohol
strategy
• Warning label and
signs
31
In terms of
alcohol, how does
Ontario compare
to other
provinces? 2 of 2

32. Recent research around
alcohol
32

33. • Strong association
between the quantity of
alcohol consumed by a
given population and the
type/number of
problems experienced in
that population
(no surprise there!)
33
Recent research
around alcohol

34. Drugs in the body
34

35. • Six days: Amphetamines,
methamphetamine, ecstasy
• 2-5 days: Cocaine, opiates
(including codeine)
• 2-14 days: Benzodiazepines
• 2-30 days: Cannabis
35
Drugs in the
body

36. Relevant case in the US
around drugs
36

37. • Shirley v. Precision
Castparts Corporation
37
Relevant case in
the US around
drugs

38. Relevant case in Canada
around random testing
38

39. • C.E.P. Local 30 v Irving
Pulp & Paper Ltd
39
Relevant case in
Canada against
random testing

40. Example responsibilities
40

41. • Employee
• Manager/department
head
• Disability advisor
• Occupational Health
Nurse
41
Example
responsibilities

42. How much is too much?
42

43. An Employee may not:
• (a) use, possess or offer
for sale alcohol and drugs
while at a company
workplace
• (b) report to work or work
with an alcohol level that
exceeds forty milligrams
of alcohol in one hundred
millilitres of blood or the
equivalent concentration
for breath, urine or saliva
43
How much is
too much?
1 of 6

44. An Employee may not
(cont.):
• (c) with a drug level for
the drugs set out below
equal to or in excess of
the concentrations set out
in Oral Fluid Drug
Concentration Limits:
• Marijuana metabolites 4
ng/ml (screen),2 ng/ml
(conformation)
44
How much is
too much?
2 of 6

45. An Employee may not
(cont.):
• Cocaine metabolites
20 ng/ml (screen),8 ng/ml
(confirmation)
• Opiates 40 ng/ml
(screen), 40 ng/ml
(confirmation)
• 6-Acetylmorphine 4 ng/ml
(screen), 4 ng/ml
(confirmation)
45
How much is
too much?
3 of 6

46. An Employee may not
(cont.):
• Phencyclidine 10 ng/ml
(screen),10 ng/ml
(confirmation)
• Amphetamines 50 ng/ml
(screen), 50 ng/ml
(confirmation)
Urine Drug
Concentration Limits:
• Marijuana Metabolites 50
ng/ml (screen), 15 ng/ml
(confirmation) 46
How much is
too much?
4 of 6

47. An Employee may not
(cont.):
• Cocaine Metabolites 150
ng/ml (screen), 100 ng/ml
(confirmation)
• Opiates Metabolites 2000
ng/ml (screen), 2000
ng/ml (confirmation)
• 6-Acetylmorphine 10
ng/ml (screen), 10 ng/ml
(confirmation)
47
How much is
too much?
5 of 6

48. An Employee may not
(cont.):
• Phencyclidine (PCP) 25
ng/ml (screen), 25 ng/ml
(confirmation)
• Amphetamines 500 ng/ml
(screen), 250 ng/ml
(confirmation)
48
How much is
too much?
6 of 6

49. Conclusion, summary and
questions
49

50. Conclusion, summary and
questions
Conclusion
Summary
Videos
Questions
50