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 document discusses implementing a drug-free workplace and includes sections on assessing workplace alcohol and drug problems, the steps to becoming a drug-free workplace, emphasizing the benefits of a drug-free program, and safe celebrations in the office. It also provides a download link for a PowerPoint presentation with over 100 slides on various topics related to alcohol and drugs in the workplace such as developing policies and training supervisors.
This document discusses substance abuse in Pennsylvania workplaces. It notes that around 75% of drug users are employed, and almost 10% of employees have a substance abuse problem. Substance abuse leads to increased costs from health care, workers compensation, and workplace violence. Implementing Employee Substance Abuse Awareness and Prevention programs (ESAAPs) can help by sending a message that drug and alcohol use is prohibited and encouraging employees to seek help. However, only 20% of Pennsylvania employers currently plan to address substance abuse, though that number rises to 65% if premium discounts are offered. ESAAPs have been shown to reduce accidents and absenteeism in some companies.
This document discusses drugs and substance abuse. It defines drugs and outlines major drug types like stimulants, depressants, hallucinogens, and anabolic steroids. It also defines drug addiction as a chronic brain disease characterized by compulsion and denial. The effects of substance abuse in the workplace and society include spread of diseases, antisocial behavior, declining work quality, and family problems. Managing substance abuse helps provide assistance to employees and a safer workplace. Employee assistance programs provide problem identification and referral services to address issues stemming from personal problems. Addressing drugs and substance abuse is important to protect health and safety, assets, trade secrets, quality, and compliance with laws.
Substance abuse in the workplace ppt (sflpp version)oliviaenny
This document outlines a state loss prevention program on substance abuse in the workplace. It discusses the scope and costs of substance abuse, how alcohol and drugs impair job performance, and how to recognize substance abuse problems. It also covers company policies on substance abuse, including prohibiting drug and alcohol possession and being under the influence at work. The document encourages understanding substance abuse risks, getting help for problems, and addressing issues promptly to maintain workplace safety and productivity.
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 document provides an overview of emergency preparedness, workplace safety, accident investigation and analysis, and HACCP concepts. It discusses the importance of emergency planning, proactive safety programs, investigating the root causes of accidents rather than blame, and identifying risk factors. Accident investigation involves reporting, first aid, investigating causes, corrective actions, and evaluation. Causation models examine factors like tasks, materials, environment, personnel and management. Risk is measured by incident rates and severity. Hazard analysis and critical control points (HACCP) is a systematic approach to food safety that focuses on preventing hazards.
This document provides guidance on building and implementing an effective drug-free workplace program. It discusses signs of drug use in the workplace, considerations for developing a drug policy, types of drug testing including random and reasonable suspicion testing, handling situations involving alcohol and prescription drug use, and balancing employee privacy rights with employer needs. Resources for prevention, testing, detection and treatment are also presented. The overall message is that a balanced approach focusing on both detection and rehabilitation works best.
Occupational health and safety (Hazard and Risk assessment )Kara M
Bernardino Ramazzini is considered the father of occupational health and safety. In 1700, he published the first book connecting workplace hazards to disease. Occupational health and safety aims to prevent worker harm by identifying hazards, assessing risks, and implementing controls like eliminating hazards, substituting less risky materials, using engineering controls, changing work practices, and using personal protective equipment as a last resort. A risk assessment involves identifying hazards, evaluating risks, deciding if existing controls are adequate, and implementing a risk control hierarchy. Personal protective equipment includes items that protect the head, hands, and feet from various workplace hazards.
The document discusses implementing a drug-free workplace and includes sections on assessing workplace alcohol and drug problems, the steps to becoming a drug-free workplace, emphasizing the benefits of a drug-free program, and safe celebrations in the office. It also provides a download link for a PowerPoint presentation with over 100 slides on various topics related to alcohol and drugs in the workplace such as developing policies and training supervisors.
This document discusses substance abuse in Pennsylvania workplaces. It notes that around 75% of drug users are employed, and almost 10% of employees have a substance abuse problem. Substance abuse leads to increased costs from health care, workers compensation, and workplace violence. Implementing Employee Substance Abuse Awareness and Prevention programs (ESAAPs) can help by sending a message that drug and alcohol use is prohibited and encouraging employees to seek help. However, only 20% of Pennsylvania employers currently plan to address substance abuse, though that number rises to 65% if premium discounts are offered. ESAAPs have been shown to reduce accidents and absenteeism in some companies.
This document discusses drugs and substance abuse. It defines drugs and outlines major drug types like stimulants, depressants, hallucinogens, and anabolic steroids. It also defines drug addiction as a chronic brain disease characterized by compulsion and denial. The effects of substance abuse in the workplace and society include spread of diseases, antisocial behavior, declining work quality, and family problems. Managing substance abuse helps provide assistance to employees and a safer workplace. Employee assistance programs provide problem identification and referral services to address issues stemming from personal problems. Addressing drugs and substance abuse is important to protect health and safety, assets, trade secrets, quality, and compliance with laws.
Substance abuse in the workplace ppt (sflpp version)oliviaenny
This document outlines a state loss prevention program on substance abuse in the workplace. It discusses the scope and costs of substance abuse, how alcohol and drugs impair job performance, and how to recognize substance abuse problems. It also covers company policies on substance abuse, including prohibiting drug and alcohol possession and being under the influence at work. The document encourages understanding substance abuse risks, getting help for problems, and addressing issues promptly to maintain workplace safety and productivity.
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 document provides an overview of emergency preparedness, workplace safety, accident investigation and analysis, and HACCP concepts. It discusses the importance of emergency planning, proactive safety programs, investigating the root causes of accidents rather than blame, and identifying risk factors. Accident investigation involves reporting, first aid, investigating causes, corrective actions, and evaluation. Causation models examine factors like tasks, materials, environment, personnel and management. Risk is measured by incident rates and severity. Hazard analysis and critical control points (HACCP) is a systematic approach to food safety that focuses on preventing hazards.
This document provides guidance on building and implementing an effective drug-free workplace program. It discusses signs of drug use in the workplace, considerations for developing a drug policy, types of drug testing including random and reasonable suspicion testing, handling situations involving alcohol and prescription drug use, and balancing employee privacy rights with employer needs. Resources for prevention, testing, detection and treatment are also presented. The overall message is that a balanced approach focusing on both detection and rehabilitation works best.
Occupational health and safety (Hazard and Risk assessment )Kara M
Bernardino Ramazzini is considered the father of occupational health and safety. In 1700, he published the first book connecting workplace hazards to disease. Occupational health and safety aims to prevent worker harm by identifying hazards, assessing risks, and implementing controls like eliminating hazards, substituting less risky materials, using engineering controls, changing work practices, and using personal protective equipment as a last resort. A risk assessment involves identifying hazards, evaluating risks, deciding if existing controls are adequate, and implementing a risk control hierarchy. Personal protective equipment includes items that protect the head, hands, and feet from various workplace hazards.
Identification of hazard industry and risk assessment NishanPrasad1
The document discusses hazards identification and risk assessment. It defines a hazard as any source of potential harm and provides examples of common hazards like tools, equipment, and the environment. Exposure occurs when one is at risk from a hazard. Various sources of hazards are described like gravity, motion, electrical, chemical, and temperature extremes. The steps of a hazard identification process include hazard identification, risk assessment, analyzing risk controls, implementing controls, and review. Engineering controls aim to eliminate exposure by modifying the hazard source, while personal protective equipment protects employees when exposure cannot be eliminated.
This document provides an outline and content for a training on drug and alcohol awareness in the workplace. The training covers the objectives of understanding substance abuse and its impacts, recognizing the signs and symptoms of abuse, available assistance programs, and maintaining confidentiality. Specific topics include the risks and progression of addiction, how substance abuse affects employees and coworkers, and details on common drugs of abuse like alcohol, marijuana, stimulants and depressants. The overall goals are for employees to recognize substance abuse issues and understand company policies and assistance resources.
This document outlines the occupational health and safety induction and procedures for RedPixel Studios. It includes sections on the induction process, current safety procedures, equipment safety checks, safety representatives, existing and potential hazards, controlling risks, hazard reporting, meetings and inspections, emergency procedures, responsibilities, and resources for additional information. The goal is to introduce new employees to workplace safety policies and ensure all staff are aware of hazards and follow proper procedures to minimize risks.
The document discusses the Occupational Safety and Health Act (OSHA) and its standards. It provides details on:
- OSHA establishing health and safety standards for workplaces and authorizing inspections.
- OSHA enforcing standards based on priorities like imminent danger, serious accidents, complaints, targeted industries, and random inspections.
- Employers' responsibilities to analyze worksites for hazards, prevent and control them, provide training to employees, and maintain safety records.
- Common violations include issues like scaffolding, fall protection, hazard communication, and machine guarding.
Occupational Health & Safety PresentationMark Zeeman
Presentation to (New & Old) employees on OH & S issues. An informed package to refresh & introduce others to issues involved within the workplace. It is focused on everyday issues occuring in work. Provides an awareness of rights & responsibilities of employees & employers. It is expected that any issues unresolved will be voiced objectively as possible. The overall intent is to provide a campaign on issues in both safety and health.
This document provides guidance on workplace safety for support staff working with disabled employees. It addresses topics like maintaining safe equipment, providing protective gear, handling hazardous materials, preventing risky behaviors, identifying hazards, and emergency response procedures. The overall message is that support staff must ensure the safety of disabled workers by assisting them in following proper safety practices, identifying risks, and responding appropriately to any incidents or injuries. Frequent questions are included to prompt discussion on how these safety issues can be addressed specifically in their workplace.
Emergency response planning and implementationNik Ronaidi
The document discusses the importance of emergency response planning, outlining the emergency management process and key legislation in Malaysia. It provides steps for developing an emergency response plan, including forming a committee, assessing hazards and resources, developing plans and procedures, and training all staff members. Important elements of an emergency response plan are also highlighted.
This document provides an induction training summary for a construction project at the Dubai Design District Office Building. It includes:
1. Key personnel overseeing the project including the Project Manager, Technical Manager, and HSE Manager.
2. Health and safety policies and objectives to provide a safe working environment and achieve zero injuries or fatalities through compliance with regulations and building a strong safety culture.
3. Safety requirements and prohibited behaviors covering smoking, alcohol and drugs, horseplay, proper PPE use, traffic and pedestrian rules, and more. Failure to comply can result in removal from the site or legal penalties.
This document provides information on manual handling risks and safety. It defines manual handling as any activity requiring force to move objects or people. Common manual handling injuries include back strains from bending, lifting, and pushing objects in awkward postures. The document recommends evaluating risks, using lifting aids when possible, modifying tasks to reduce risks, and training workers on proper lifting techniques to prevent manual handling injuries.
Slips, trips and falls account for over 20% of all workplace accidents, second only to motor vehicle accidents. They are a major cause of injuries both at and away from work. According to OSHA and CAL-OSHA studies, slips, trips and falls cause 15-22% of accidents and are one of the leading causes of accidental death for those aged 35-64. Common factors that contribute to slips, trips and falls include uneven surfaces, spills, stairs, obstructions, poor lighting, inappropriate footwear, distractions, and inattention.
"How To Conduct Effective Safety Training" - KeynoteSteve Wise
The document provides guidance on conducting effective safety training. It emphasizes getting trainees involved through interactive methods like asking questions, using workplace photos for discussion, and soliciting input and feedback. Safety training should be specific to the workplace and job tasks. A variety of training styles like demonstrations, videos, and discussions should be used within a session to keep people engaged. Training should have a goal of providing "safety takeaways" that trainees can apply to improve safety in their jobs.
This document provides an overview of occupational health and safety (OHS) topics including:
1. Definitions of OHS, its objectives, and benefits. Common workplace hazards like noise, chemicals, and ergonomic issues are discussed.
2. Training requirements for topics like fire safety, material handling, working at heights, and forklift operation.
3. The importance of OHS worldwide in terms of lives lost and economic costs from work-related injuries and illnesses each year.
4. Specific workplace hazards are explored in more depth like machines, confined spaces, temperature extremes, and electricity. Control strategies for mitigating risks are also addressed.
Manual handling is a major cause of back injuries, with one in five workers suffering from back pain. Proper lifting techniques and using mechanical aids can help avoid injury. Before lifting anything, one should assess the task, individual, load, and environment to determine if lifting can be done safely or needs assistance. If an individual determines they can safely lift alone, they should bend their knees, keep the back straight, lift slowly without twisting, and lower safely.
Health and Safety record keeping systemMireGreyling
Record keeping in Health and Safety is part of the plan to manage a health and safety system and keep up policies as well as other documents such action plan, risk assessment and accident reports
This document provides information about developing an emergency response plan, including potential emergency situations, planning elements, training requirements, and event-specific response procedures. It discusses preparing for natural disasters like hurricanes and tornados, as well as man-made events like fires, explosions, and infrastructure failures. The importance of training individuals on their roles and evacuation procedures is emphasized.
This document provides an overview of safety management practices and concepts. It discusses the evolution of safety management from focusing on technology, to humans, to organizations and systems. It also covers accident causation models, priority hazards, legislative frameworks like the WHS Act and regulations, key terms, health and safety duties of different parties, and offences and penalties. Overall, the document presents essential information on understanding and applying safety management principles.
Even in economic meltdown SAFETY should be given importance. The reasons and explained in the presentation. Every year on April 28th safety day would be celebrated.
Behavior-based safety is a process that helps employees choose safe behaviors over unsafe ones through observation and feedback. It involves observing employees' behaviors, providing feedback on safe and unsafe behaviors, analyzing the data to measure improvements in safety over time, setting improvement goals, and reinforcing safe behaviors and goal attainment. When implemented successfully, it can result in increased efficiency, productivity, morale and profitability.
This presentation covers identifying and responding to substance abuse in the workplace. It aims to help supervisors understand the importance and costs of substance abuse, relevant laws, warning signs, and company policies. Substance abuse results in absenteeism, lost productivity, injuries and liability costsing businesses over $120 billion annually. Federal laws like the ADA, FMLA and HIPAA relate to substance abuse, but regulation varies by state. Warning signs of abuse include changes in appearance, attendance, work quality and attitude. The company's policy prohibits drug and alcohol use and holds violating employees accountable, while also offering EAP assistance. It includes pre-employment and reasonable suspicion testing.
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.
Identification of hazard industry and risk assessment NishanPrasad1
The document discusses hazards identification and risk assessment. It defines a hazard as any source of potential harm and provides examples of common hazards like tools, equipment, and the environment. Exposure occurs when one is at risk from a hazard. Various sources of hazards are described like gravity, motion, electrical, chemical, and temperature extremes. The steps of a hazard identification process include hazard identification, risk assessment, analyzing risk controls, implementing controls, and review. Engineering controls aim to eliminate exposure by modifying the hazard source, while personal protective equipment protects employees when exposure cannot be eliminated.
This document provides an outline and content for a training on drug and alcohol awareness in the workplace. The training covers the objectives of understanding substance abuse and its impacts, recognizing the signs and symptoms of abuse, available assistance programs, and maintaining confidentiality. Specific topics include the risks and progression of addiction, how substance abuse affects employees and coworkers, and details on common drugs of abuse like alcohol, marijuana, stimulants and depressants. The overall goals are for employees to recognize substance abuse issues and understand company policies and assistance resources.
This document outlines the occupational health and safety induction and procedures for RedPixel Studios. It includes sections on the induction process, current safety procedures, equipment safety checks, safety representatives, existing and potential hazards, controlling risks, hazard reporting, meetings and inspections, emergency procedures, responsibilities, and resources for additional information. The goal is to introduce new employees to workplace safety policies and ensure all staff are aware of hazards and follow proper procedures to minimize risks.
The document discusses the Occupational Safety and Health Act (OSHA) and its standards. It provides details on:
- OSHA establishing health and safety standards for workplaces and authorizing inspections.
- OSHA enforcing standards based on priorities like imminent danger, serious accidents, complaints, targeted industries, and random inspections.
- Employers' responsibilities to analyze worksites for hazards, prevent and control them, provide training to employees, and maintain safety records.
- Common violations include issues like scaffolding, fall protection, hazard communication, and machine guarding.
Occupational Health & Safety PresentationMark Zeeman
Presentation to (New & Old) employees on OH & S issues. An informed package to refresh & introduce others to issues involved within the workplace. It is focused on everyday issues occuring in work. Provides an awareness of rights & responsibilities of employees & employers. It is expected that any issues unresolved will be voiced objectively as possible. The overall intent is to provide a campaign on issues in both safety and health.
This document provides guidance on workplace safety for support staff working with disabled employees. It addresses topics like maintaining safe equipment, providing protective gear, handling hazardous materials, preventing risky behaviors, identifying hazards, and emergency response procedures. The overall message is that support staff must ensure the safety of disabled workers by assisting them in following proper safety practices, identifying risks, and responding appropriately to any incidents or injuries. Frequent questions are included to prompt discussion on how these safety issues can be addressed specifically in their workplace.
Emergency response planning and implementationNik Ronaidi
The document discusses the importance of emergency response planning, outlining the emergency management process and key legislation in Malaysia. It provides steps for developing an emergency response plan, including forming a committee, assessing hazards and resources, developing plans and procedures, and training all staff members. Important elements of an emergency response plan are also highlighted.
This document provides an induction training summary for a construction project at the Dubai Design District Office Building. It includes:
1. Key personnel overseeing the project including the Project Manager, Technical Manager, and HSE Manager.
2. Health and safety policies and objectives to provide a safe working environment and achieve zero injuries or fatalities through compliance with regulations and building a strong safety culture.
3. Safety requirements and prohibited behaviors covering smoking, alcohol and drugs, horseplay, proper PPE use, traffic and pedestrian rules, and more. Failure to comply can result in removal from the site or legal penalties.
This document provides information on manual handling risks and safety. It defines manual handling as any activity requiring force to move objects or people. Common manual handling injuries include back strains from bending, lifting, and pushing objects in awkward postures. The document recommends evaluating risks, using lifting aids when possible, modifying tasks to reduce risks, and training workers on proper lifting techniques to prevent manual handling injuries.
Slips, trips and falls account for over 20% of all workplace accidents, second only to motor vehicle accidents. They are a major cause of injuries both at and away from work. According to OSHA and CAL-OSHA studies, slips, trips and falls cause 15-22% of accidents and are one of the leading causes of accidental death for those aged 35-64. Common factors that contribute to slips, trips and falls include uneven surfaces, spills, stairs, obstructions, poor lighting, inappropriate footwear, distractions, and inattention.
"How To Conduct Effective Safety Training" - KeynoteSteve Wise
The document provides guidance on conducting effective safety training. It emphasizes getting trainees involved through interactive methods like asking questions, using workplace photos for discussion, and soliciting input and feedback. Safety training should be specific to the workplace and job tasks. A variety of training styles like demonstrations, videos, and discussions should be used within a session to keep people engaged. Training should have a goal of providing "safety takeaways" that trainees can apply to improve safety in their jobs.
This document provides an overview of occupational health and safety (OHS) topics including:
1. Definitions of OHS, its objectives, and benefits. Common workplace hazards like noise, chemicals, and ergonomic issues are discussed.
2. Training requirements for topics like fire safety, material handling, working at heights, and forklift operation.
3. The importance of OHS worldwide in terms of lives lost and economic costs from work-related injuries and illnesses each year.
4. Specific workplace hazards are explored in more depth like machines, confined spaces, temperature extremes, and electricity. Control strategies for mitigating risks are also addressed.
Manual handling is a major cause of back injuries, with one in five workers suffering from back pain. Proper lifting techniques and using mechanical aids can help avoid injury. Before lifting anything, one should assess the task, individual, load, and environment to determine if lifting can be done safely or needs assistance. If an individual determines they can safely lift alone, they should bend their knees, keep the back straight, lift slowly without twisting, and lower safely.
Health and Safety record keeping systemMireGreyling
Record keeping in Health and Safety is part of the plan to manage a health and safety system and keep up policies as well as other documents such action plan, risk assessment and accident reports
This document provides information about developing an emergency response plan, including potential emergency situations, planning elements, training requirements, and event-specific response procedures. It discusses preparing for natural disasters like hurricanes and tornados, as well as man-made events like fires, explosions, and infrastructure failures. The importance of training individuals on their roles and evacuation procedures is emphasized.
This document provides an overview of safety management practices and concepts. It discusses the evolution of safety management from focusing on technology, to humans, to organizations and systems. It also covers accident causation models, priority hazards, legislative frameworks like the WHS Act and regulations, key terms, health and safety duties of different parties, and offences and penalties. Overall, the document presents essential information on understanding and applying safety management principles.
Even in economic meltdown SAFETY should be given importance. The reasons and explained in the presentation. Every year on April 28th safety day would be celebrated.
Behavior-based safety is a process that helps employees choose safe behaviors over unsafe ones through observation and feedback. It involves observing employees' behaviors, providing feedback on safe and unsafe behaviors, analyzing the data to measure improvements in safety over time, setting improvement goals, and reinforcing safe behaviors and goal attainment. When implemented successfully, it can result in increased efficiency, productivity, morale and profitability.
This presentation covers identifying and responding to substance abuse in the workplace. It aims to help supervisors understand the importance and costs of substance abuse, relevant laws, warning signs, and company policies. Substance abuse results in absenteeism, lost productivity, injuries and liability costsing businesses over $120 billion annually. Federal laws like the ADA, FMLA and HIPAA relate to substance abuse, but regulation varies by state. Warning signs of abuse include changes in appearance, attendance, work quality and attitude. The company's policy prohibits drug and alcohol use and holds violating employees accountable, while also offering EAP assistance. It includes pre-employment and reasonable suspicion testing.
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.
This document discusses managing drug and alcohol misuse in the workplace. It finds that about half of employers have disciplined employees for alcohol misuse and a quarter for drug misuse. The top reasons for workplace policies on misuse are promoting safety, supporting employee health, and addressing poor performance. Most employers communicate policies through staff handbooks and intranets, but few train managers. While most employers do not test for drugs or alcohol, safety-critical workplaces often do, typically for suspected issues. Employers commonly take a combined disciplinary and health approach to misuse issues and provide counseling, disciplinary procedures, and occupational health support.
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.
Employment Screening Services (ESS) provides drug testing and background screening services to help businesses protect their companies and employees. ESS offers a wide range of drug testing solutions including urine analysis, hair testing, oral fluid testing, and breathalyzer tests. They utilize a large network of collection sites and labs. ESS can help companies establish customized drug testing programs for pre-employment screening, random testing, post-accident testing, DOT screening, and other needs. Their electronic registration system allows for online ordering and scheduling of tests to streamline the process.
Workplace alcohol testing programs have significant benefits for the oil and gas industry by improving safety and productivity. Alcohol abuse is a greater problem than drug abuse in the workplace, contributing to 40% of industrial fatalities and 47% of injuries. Implementing alcohol testing programs can reduce accidents by over 50% and lower health insurance costs. Regular alcohol screening of employees is an effective best practice to create a safer work environment.
Company HSE for WC Welding Services 2014Chris Schmidt
The document is an occupational health and safety handbook for WC Welding Services Inc. that outlines the company's policies and procedures related to substance abuse, behavioral safety, personal protective equipment, emergency response, and various workplace hazards. It establishes a zero tolerance policy for drug and alcohol use. Employees must submit to drug screening and will be subject to disciplinary action or termination for a positive test. The handbook provides guidance on safety topics like lockout/tagout, electrical safety, fall protection, and confined space entry to help prevent injuries and protect worker health.
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.
A social enterprise perspective of d&a programsMurray Simon
Drug and alcohol programs in workplaces are becoming more than just health and safety initiatives as Australia addresses growing drug and alcohol abuse issues. Approximately 80% of people who abuse substances are employed, so workplaces can have significant social impact through their influence. Businesses can be considered social enterprises when they generate profits but also fulfill cultural or social purposes. Maintaining operations to benefit society can include efforts like hiring disadvantaged groups or producing products without workplace substance abuse issues. Developing strong drug and alcohol policies and employee assistance programs contributes to reducing societal harms from substance abuse by helping workers overcome addictions. While not traditionally viewed as social enterprises, workplace programs for drugs and alcohol play an important role in addressing issues that burden communities and governments.
Legalization of Marijuana Webinar- Impact for Drug Testing Employers Eliassen Group
This document discusses the impact of legalizing marijuana and drug testing in the workplace. It notes that 23 states have legalized medical marijuana, creating challenges for employers maintaining drug-free workplaces. Ohio ballot issue 3 proposes legalizing medical and recreational marijuana use for those over 21. The document outlines employers' responsibilities regarding drug policies, noting they are not required to accommodate marijuana use given its federal illegality. It provides best practices for employers, such as maintaining consistent drug policies prohibiting impairment from any illegal substances.
This survey by the Society for Human Resource Management examined policies related to marijuana use in the workplace in states that have legalized medical and/or recreational marijuana use. The key findings were:
1) The vast majority (94%) of organizations surveyed had a formal substance use policy, with policies specifically addressing marijuana use more common where it was legalized for both medical and recreational use.
2) Most organizations (73-82%) had a zero-tolerance policy prohibiting marijuana use while working.
3) Common disciplinary actions for first violations included termination (41-50%), mandatory drug counseling (16-21%), and written warnings (14-19%).
4) Around half of organizations conducted pre-employment
This document discusses the benefits of implementing a tobacco-free workplace policy and provides guidance on developing, enforcing, and maintaining such a policy. It outlines the negative health effects of tobacco use and secondhand smoke. It then recommends seven key steps to creating an effective tobacco-free policy, including forming a work group, communicating the policy, and complying with state laws. Examples of successfully implementing these policies are provided from three Utah companies.
The document discusses random drug testing in the workplace and its impact on employees. It acknowledges that drug use can negatively impact job performance, safety, and other work activities. The document then reviews related studies on formulating drug-free workplace policies and programs. It outlines components that should be included in these policies, such as advocacy, education and training programs for employees, and implementing a random drug testing program in accordance with health guidelines. The goal is to create drug-free workplaces that are safe for all.
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 document summarizes a panel discussion on lessons learned from prescription drug supply-side interventions. The panel included experts from Brown University, a policy advocacy group, and a law firm. They discussed research evaluating the impact of Florida's crackdown on "pill mills" that distributed oxycodone. Preliminary findings suggest supply-side interventions reduced drug availability and increased prices, with no evidence of recovery in supply. There was also no increase in other drugs, and interventions may have reduced abuse and improved public health. The panel then outlined strategies to protect consumers from black market prescription drugs, such as educating prescribers, reducing available supply of drugs for abuse, and developing abuse-deterrent formulations.
This document provides an overview of drug and alcohol awareness training for employees. It discusses establishing an effective workplace program, including developing policies, providing training to supervisors and employees, implementing drug testing, and offering rehabilitation services. The document reviews federal and state regulatory requirements for workplace substance abuse programs.
This presentation explains the benefits of performing drug tests on your employees. It also explains when to properly administer them to your work force.
The document discusses the history of drug regulation laws in the United States from the early 1900s to present day. It covers major milestones like the 1906 Pure Food and Drug Act, the Food, Drug and Cosmetic Act of 1938, and the Controlled Substances Act of 1970 which categorized drugs based on their medical use and abuse potential. The challenges around balancing public health, crime prevention, and civil liberties in developing drug laws are also examined.
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.
The document discusses various aspects of cannabis/marijuana including:
- Its botanical classification as Cannabis sativa and the two most dominant cannabinoids, THC and CBD.
- Differences between hemp and marijuana in terms of THC content and approved uses.
- Issues around employers requiring drug testing and being able to take action against employees who use medical marijuana, even if legal in their state.
- The complex interplay between state medical marijuana laws and federal laws where marijuana remains illegal.
Similar to Drugs & Alcohol in the Workplace - What's Your Policy? (20)
A multiple employer plan (MEP) allows businesses without a common ownership to jointly offer retirement benefits to their employees. MEPs can provide cost savings through reduced administrative expenses and broader investment options. Employers benefit from fiduciary support, plan design flexibility, and tools for employee retention. Employees also gain access to educational resources and planning tools to help with retirement.
Time clocks help employers comply with labor regulations by automating record keeping of employee hours and wages. Biometric time clocks prevent buddy punching by requiring fingerprint or other biometric scans. Web-based time clocks allow access to time data from any location. Mobile app time clocks are useful for remote employees by tracking their location via GPS.
The Age Discrimination in Employment Act (ADEA) protects workers and job applicants age 40 and over from age-based discrimination in all aspects of employment. Passed in 1967, the ADEA applies to employers with 20 or more employees, employment agencies, the federal government, state and local governments, and labor organizations with 25 or more members. The ADEA makes it unlawful for employers and labor organizations to discriminate based on age in hiring, firing, compensation, terms of employment, or membership. Recent news articles discuss whether the law has evolved enough to combat pervasive age discrimination and specific cases where the EEOC has sued employers for alleged violations of the ADEA.
The Equal Pay Act is a 1963 federal law that prohibits pay discrimination based on sex and requires employers to pay similarly situated employees equally for substantially equal work regardless of sex. It is enforced by the Equal Employment Opportunity Commission and covers all employees in state and local governments and most private employers. Jobs can be considered equal under the Act if they require equal skill, effort, responsibility, and are performed under similar working conditions, regardless of job title or description.
The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay eligibility, recordkeeping, and child labor standards for employees in the private sector and government. It requires overtime pay of 1.5 times the regular rate for hours worked over 40 in a workweek. Exemptions apply to bona fide executive, administrative, professional, computer, and outside sales employees who meet salary and duty requirements. All employees must accurately track hours worked to comply with FLSA standards.
Form I-9 is used by US employers to verify the identity and employment authorization of new hires. It must be completed within 3 business days of hire. The form has 3 sections - Section 1 collects employee information, Section 2 verifies documents, and Section 3 is for reverification or rehires. Failure to properly complete Form I-9 can result in civil or criminal penalties for employers. Recent news articles discuss the form's continued use during the COVID-19 pandemic.
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.
This document outlines a 4 step process for establishing a workplace safety and health program:
1) Engage employees in planning and developing the program to make them feel valued and committed.
2) Identify potential safety hazards in the workplace such as slips, strains, chemicals and machines. Consultants are available to help.
3) Implement systems like safe work procedures, PPE use, equipment maintenance and emergency plans to prevent or control hazards.
4) Inform and train employees on the new safety procedures through posting policies, safety tours and documentation of discussions.
Why you need to recognize your employees? (15 reasons + tips)Vantage Circle
Discover the top reasons for employee recognition. Learn practical tips for creating an effective recognition program that benefits employees, managers, and the entire organization.
Team Building Activities for Introverts.pdfConfetti
Plan events that cater to all personality types! Activities that allow for quieter interaction and personal space can create a more inclusive and supportive atmosphere for all team members and help introverts feel more valued and understood.
Check out our blog for the full list 👉 https://share.withconfetti.com/4aV7kEz
HRMantra is a cutting-edge HR technology solution that harnesses artificial intelligence for digital transformation of HR operations. It streamlines processes like attendance management, performance evaluations, project progress tracking, employee database management, and payroll processing with automated income tax & benefit plans calculations. Unlock productivity, compliance automation, and data-driven insights with this innovative HR cloud platform for the future of work.
Market Signals – Global Job Market Trends – May 2024 summarized!Career Angels
How did the job market change in May 2024? Selected aspects: Europe (38 countries): +1.23% = 17 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 18 270 data points
- received over 500 insights from Executives & HR Directors
- published 107 monthly reports, 870 daily updates & 13 special reports
- tracked 80 countries around the world for 48 months!
Check out our post summarizing the changes across 80 countries worldwide for May 2024! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-may-2024-summarized/
#Markets #Jobs #Europe #CareerAngels
Top 11 HR Trends for 2024 That Will Change Future of WorkVantage Circle
As an HR, it is critical to keep yourself updated with the newer developments to make a smooth transition in the workplace. So, here is a list of top HR trends that will impact the workplace in 2024.
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 past five years are about twice as likely to be
current or past-year illegal drug users than those
with two or fewer jobs.
• Seventy percent of the estimated 14.8 million
Americans who use illegal drugs are employed.
• Marijuana remains the most common illegal
drug abused by employees. Marijuana is now
legal for medical use in many states, but it is still
fully illegal in Georgia.
• Non-medical use of prescription drugs has now
replaced cocaine as the second-most abused drug).
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