With addiction rates rising at an alarming rate, and more states legalizing marijuana, companies must enact and enforce a well-written drug and alcohol usage policy. Explore the basics, here.
This presentation addresses the various emergency response scenarios and critical information you need to know when preparing for an ER. You will learn about fascinating ER calls, worst case versus best case and get lessons learned so you are fully prepared should an incident occur.
This presentation addresses the various emergency response scenarios and critical information you need to know when preparing for an ER. You will learn about fascinating ER calls, worst case versus best case and get lessons learned so you are fully prepared should an incident occur.
the problem drugs create, how to assess workplace drug problems, creating a drug-free policy, training supervisors, how to educate employees on substance abuse, Employee Assistance Programs, drug testing, hallmarks of a successful drug-free program, drug abuse in small businesses, safe office celebrations
Chemicals are the most common and significant health hazards and Chemicals can be hazardous for numerous reasons and can combine with other chemicals to make new hazards.
Therefore All hazards must be taken into account when using and storing chemicals.
# Understand that chemicals hazards.
# Understand that safe storage is an important issue.
# Understand that many chemical injuries result from
improper storage.
# Know four basic rules of chemical safety.
# Be aware of the categories of dangerous chemicals
and appropriate safety precautions.
Occupational safety and health (OSH) also commonly referred to as occupational health and safety (OHS) or workplace health and safety (WHS) is an area concerned with the safety, health and welfare of people engaged in work or employment. The goals of occupational safety and health programs include to foster a safe and healthy work environment
Learn what is critical to creating a culture of safety in your organization. These 7 keys based on the science of behavior analysis and positive reinforcement will provide the foundation for a sustainable, effective safety system.
Explore the current landscape of drug and alcohol use in the workplace and the issues for - and rights of - business leaders wishing to protect their firms.
the problem drugs create, how to assess workplace drug problems, creating a drug-free policy, training supervisors, how to educate employees on substance abuse, Employee Assistance Programs, drug testing, hallmarks of a successful drug-free program, drug abuse in small businesses, safe office celebrations
Chemicals are the most common and significant health hazards and Chemicals can be hazardous for numerous reasons and can combine with other chemicals to make new hazards.
Therefore All hazards must be taken into account when using and storing chemicals.
# Understand that chemicals hazards.
# Understand that safe storage is an important issue.
# Understand that many chemical injuries result from
improper storage.
# Know four basic rules of chemical safety.
# Be aware of the categories of dangerous chemicals
and appropriate safety precautions.
Occupational safety and health (OSH) also commonly referred to as occupational health and safety (OHS) or workplace health and safety (WHS) is an area concerned with the safety, health and welfare of people engaged in work or employment. The goals of occupational safety and health programs include to foster a safe and healthy work environment
Learn what is critical to creating a culture of safety in your organization. These 7 keys based on the science of behavior analysis and positive reinforcement will provide the foundation for a sustainable, effective safety system.
Explore the current landscape of drug and alcohol use in the workplace and the issues for - and rights of - business leaders wishing to protect their firms.
Substance abuse in the workplace refers to the misuse of drugs or alcohol by employees while on the job. This issue can have negative consequences for both individuals and businesses.
When employees engage in alcohol or drug abuse, it can affect their productivity, decision-making, and overall job performance. It may also lead to accidents, injuries, and absenteeism.
This presentation was designed in conjunction with Construction Industry Federation (CIF) Ireland to present to its members on the dangers of substance misuse in the construction industry in Ireland, and how workplace testing can have a positive impact on the issue.
Organisations – large or small, private or public sector – can expect to have to tackle
problems relating to drug and alcohol misuse amongst employees at some time.
The cost to industry has been estimated at £800 million per year and problems caused
by drug and alcohol misuse not only affect the health, safety and welfare of staff but
also business continuity and financial stability.
All managers have a duty of care to their employees. Drug and alcohol misuse can not
only destroy the individual concerned, but can also have an extremely detrimental effect
on the wider workforce, clients and customers and the organisation’s performance.
Organisations must be aware of the potential problem and be confident that they
have the background knowledge and policies in place to deal with individual cases.
The object should be to drive drugs and alcohol, not the people,
out of the organisation.
Prevention is as important as dealing with the consequences
of misuse.
Drug and alcohol misuse should be seen as a health problem and the employee should
be supported as far as possible, with disciplinary action being used only as a last resort.
There is evidence that the most effective way of achieving this is to introduce
and maintain a comprehensive, unequivocal and effective drugs and alcohol
policy that is established at the top and known throughout the organisation.
Managers should therefore ask themselves the following questions:
• Does my organisation have a drugs and alcohol policy?
• If not, why not?
• If yes, how effective is it?
• What are the legal implications?
• How accessible is it to employees?
According to research conducted in 2002 by the Chartered Management Institute,
one in five managers believe that alcohol misuse has increased in their organisation
over the past few years while 16 per cent feel that drugs misuse has increased.
However, while the signs of alcohol misuse are familiar to most (85 per cent),
a large proportion of managers (46 per cent) are not confident they would
recognise the signs of drug misuse.
This leaflet seeks to raise awareness of the issues to be tackled, and suggests
how a policy may be implemented and a support network provided.
In addition to our background screening services, ESS provides a complete suite of drug testing solutions. Drug
testing is an integral part of any screening process.
On Tuesday, March 8, 2022 Kegler Brown presented its annual Managing Labor + Employee Seminar. The virtual seminar focused on timely information regarding labor and employee relations, and allowed attendees to earn CLE and SHRM credit hours.
Hire Image LLC, Rhode Island | Drug ScreeningHire Image
Hire Image LLC offers drug screening that incorporates standard 5, 8, 9, and 10-panel urinalysis, as well as custom panels. We also arrange saliva swab testing, oral fluid testing, and hair testing. DOT testing and physicals are available as well.
This presentation explains the benefits of performing drug tests on your employees. It also explains when to properly administer them to your work force.
Legalization of Marijuana Webinar- Impact for Drug Testing Employers Eliassen Group
HR PROFILE TO HOST TAFT LAW:
LEGALIZED & MEDICINAL MARIJUANA’S POTENTIAL IMPACT ON THE WORKPLACE
Key Take-Aways of this Webinar Include:
1. Drug Testing for Employers- Policy, Procedure, Practice
2. Medicinal and Legalized Marijuana in the Workplace
3. Employers Best Practice to Avoid and Defend Discrimination Claims
Similar to Drugs & Alcohol in the Workplace - Marathon HR (20)
The focus of the presentation is that employee engagement begins with an understanding of your corporate identity and hiring people who are a good match for your business. You need to determine the “shape” of your business and ways to attract, hire and retain employees that fit. No more square pegs in round holes.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
The Benefits of Temporary Part-Time Jobs for StudentsSnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find temporary part-time jobs that fit your schedule and skills. Browse our listings and apply online today to secure flexible work opportunities that offer the perfect balance between career and personal life.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
2. Alcohol and drug use among employees
and their family members can be an
expensive problem for businesses, with
issues including:
• lost productivity
• absenteeism
• injuries
• fatalities
• theft
• low employee morale
• increase in health care
• legal liabilities
• workers' compensation costs
DRUGS & ALCOHOL IN THE WORKPLACE
3. The impact of alcoholism and drug dependence in the workplace often
focuses on four major issues:
In addition, family members living with someone’s alcoholism or drug use
may also suffer significant job performance related problems -- including
absenteeism, lack of focus, increased health-related problems and use of
health insurance.
Premature death/fatal accidents
Injuries/accident rates
Absenteeism/extra sick leave
Loss of production
FOCUS ON FOUR ISSUES
4. Food service
Construction
Mining and Drilling
Excavation
Installation, Maintenance and Repair
ALCOHOL IN THE WORKPLACE
While alcoholism can affect any industry and any organization, big or
small, workplace alcoholism is especially prevalent in these particular
industries, according to the National Council on Alcoholism and Drug
Dependence (NCADD):
5. DRUGS IN THE WORKPLACE
SOME FACTS ABOUT DRUGS IN THE WORKPLACE:
• Workers who report having three or more jobs
in the previous five years are about twice as
likely to be current or past year users of illegal
drugs as those who have had two or fewer jobs.
• Seventy percent of the estimated 14.8 million
Americans who use illegal drugs are employed.
• Marijuana is the most commonly used and
abused illegal drug by employees, followed by
cocaine, with prescription drug use steadily
increasing.
6. EVERY COMPANY NEEDS A POLICY
Three of these common principles relate to what should be included in every
employer’s drug- and alcohol-abuse-prevention policy:
Why the company established the policy
What precisely is expected of employees and
What the consequences are for policy violations
7. [Company] is committed to protecting the safety, health, and well-being of its
employees and all people who come into contact with its workplace(s) and
property, and/or use its products and services.
Recognizing that drug and alcohol abuse pose a direct and significant threat to this
goal, [Company] is committed to ensuring a substance-free working environment
for all of its employees.
[Company] therefore strictly prohibits the illicit use, possession, sale, conveyance,
distribution, or manufacture of illegal drugs, intoxicants, or controlled substances
in any amount or in any manner.
In addition, [Company] strictly prohibits the abuse of alcohol or prescription drugs.
Any violation of this policy will result in adverse employment action up to and
including dismissal and referral for criminal prosecution.
SIMPLICITY IS THE BEST POLICY
The Institute for a Drug-Free Workplace says that an effective substance
abuse prevention policy may be as simple as five sentences. Here is a sample:
[Company] is committed to protecting the safety, health, and well-being of its
employees and all people who come into contact with its workplace(s) and property,
and/or use its products and services.
Recognizing that drug and alcohol abuse pose a direct and significant threat to this
goal, [Company] is committed to ensuring a substance-free working environment for
all of its employees.
[Company] therefore strictly prohibits the illicit use, possession, sale, conveyance,
distribution, or manufacture of illegal drugs, intoxicants, or controlled substances in
any amount or in any manner.
In addition, [Company] strictly prohibits the abuse of alcohol or prescription drugs.
Any violation of this policy will result in adverse employment action up to and
including dismissal and referral for criminal prosecution.
8. Some companies may require a more elaborate policy that might include:
• Additional provisions about drug testing
• Employee assistance programs
• Substance searches
• Drug-Free Workplace Act requirements
MarathonHR is here to help you develop as basic or as complex a policy as
your business needs. Call us at 678-208-2802.
SOME POLICIES MAY BE MORE COMPLEX