The document outlines an employee training program on a company's drug-free workplace policy. It discusses the objectives of the training which are to inform employees about the policy, the impacts of substance abuse, and types of assistance available. It covers topics like the effects of different drugs, signs of addiction, and maintaining confidentiality for employees who seek help. The overall goal is to promote a safe, productive and compliant workplace.
Drug-Free Workplace Training - Alcohol and Drugs - 2014clancec
The document provides information about the dangers of drug and alcohol abuse. It discusses how substance abuse affects workplaces, families, and communities through increased healthcare costs, accidents, and crime. It outlines the major classes of abused substances like stimulants, depressants, and drugs with mixed effects. For each class, it gives examples of specific commonly abused drugs and explains their effects and health risks. The goal is to educate about the facts and dispel myths regarding substance abuse.
Online Employee Presentation - Drug Free Workplace - Moore CounselingBeyond Marketing
This document provides an overview of an employee drug-free safety training program. It discusses the impact of substance abuse in the workplace, including increased costs from accidents, absenteeism and reduced productivity. The training defines drug and substance abuse and dependence and explains they are medical conditions. It then outlines various commonly abused drugs like cocaine, marijuana, opioids, methamphetamines and alcohol and their physical effects. The document concludes by covering topics like drug testing programs, reasons for testing and consequences of a positive test result.
This document outlines an employer's drug-free workplace policy and employee assistance program. It explains that the policy prohibits alcohol and drug use to protect employee health and safety. Employees who violate the policy may face discipline up to termination. The policy also covers drug testing and searches. Confidential assistance is available through an employee assistance program to help employees who struggle with substance abuse issues. The employer is committed to maintaining confidentiality while employees seek treatment.
This document provides training materials for supervisors on a Drug-Free Safety Program (DFSP). It outlines the objectives of understanding the DFSP policy and procedures, supervisor responsibilities, and skills needed for implementation. It covers how to recognize possible drug and alcohol problems based on behaviors, how to initiate reasonable suspicion testing through documentation of behaviors, how to confront employees, and the testing process. Common drugs are identified and behaviors related to their use are described to help supervisors identify possible substance abuse issues.
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.
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.
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.
The document outlines the key components of a drug free workplace program, including a written substance abuse policy, employee education and training, supervisor training, drug testing, and an employee assistance program. It discusses commonly abused drugs such as marijuana, cocaine, opioids, and amphetamines. The impact of substance abuse in the workplace is high costs due to accidents, absenteeism, and lost productivity. Drug free workplace programs can help identify substance abuse issues and help treat employees, resulting in estimated savings of $3-6 for every $1 spent on such programs.
Drug-Free Workplace Training - Alcohol and Drugs - 2014clancec
The document provides information about the dangers of drug and alcohol abuse. It discusses how substance abuse affects workplaces, families, and communities through increased healthcare costs, accidents, and crime. It outlines the major classes of abused substances like stimulants, depressants, and drugs with mixed effects. For each class, it gives examples of specific commonly abused drugs and explains their effects and health risks. The goal is to educate about the facts and dispel myths regarding substance abuse.
Online Employee Presentation - Drug Free Workplace - Moore CounselingBeyond Marketing
This document provides an overview of an employee drug-free safety training program. It discusses the impact of substance abuse in the workplace, including increased costs from accidents, absenteeism and reduced productivity. The training defines drug and substance abuse and dependence and explains they are medical conditions. It then outlines various commonly abused drugs like cocaine, marijuana, opioids, methamphetamines and alcohol and their physical effects. The document concludes by covering topics like drug testing programs, reasons for testing and consequences of a positive test result.
This document outlines an employer's drug-free workplace policy and employee assistance program. It explains that the policy prohibits alcohol and drug use to protect employee health and safety. Employees who violate the policy may face discipline up to termination. The policy also covers drug testing and searches. Confidential assistance is available through an employee assistance program to help employees who struggle with substance abuse issues. The employer is committed to maintaining confidentiality while employees seek treatment.
This document provides training materials for supervisors on a Drug-Free Safety Program (DFSP). It outlines the objectives of understanding the DFSP policy and procedures, supervisor responsibilities, and skills needed for implementation. It covers how to recognize possible drug and alcohol problems based on behaviors, how to initiate reasonable suspicion testing through documentation of behaviors, how to confront employees, and the testing process. Common drugs are identified and behaviors related to their use are described to help supervisors identify possible substance abuse issues.
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.
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.
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.
The document outlines the key components of a drug free workplace program, including a written substance abuse policy, employee education and training, supervisor training, drug testing, and an employee assistance program. It discusses commonly abused drugs such as marijuana, cocaine, opioids, and amphetamines. The impact of substance abuse in the workplace is high costs due to accidents, absenteeism, and lost productivity. Drug free workplace programs can help identify substance abuse issues and help treat employees, resulting in estimated savings of $3-6 for every $1 spent on such programs.
Methamphetamine use poses risks in the workplace. Approximately 3% of American workers report using illicit drugs while at work, including methamphetamine. Meth can impair work performance and increase risks of accidents, injuries, and turnover. It is important for employers to establish drug-free workplace policies, train supervisors, and provide access to employee assistance programs to help workers struggling with meth addiction. Treatment and recovery are possible, though it takes time and ongoing support.
This document provides an overview of an employee drug-free safety program training. It begins by asking employees questions to assess their existing knowledge about drugs and alcohol. It then defines key terms like abuse, addiction, and dependence. The document outlines several commonly abused drugs like cocaine, marijuana, opioids, amphetamines, and alcohol and their physical effects. It discusses why employers need a drug-free workplace policy due to costs of substance use. Finally, it mentions that many employers conduct drug testing programs.
This document provides an overview of a drug-free safety program employee education session. The session objectives are to review the disease model of addiction, discuss the impact of drug and alcohol use on workplace safety, review the signs and effects of commonly abused substances, and provide resources for employees seeking assistance. It also aims to ensure employees are familiar with the company's drug and alcohol policy. The presentation covers topics like how substance abuse affects the workplace through increased health costs, reduced productivity and decision-making, and safety risks. It discusses alcohol absorption and elimination as well as the differences between use, abuse and dependency.
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 summarizes strategies for employers to manage employee use of medicinal and recreational marijuana in the workplace. It discusses employers' duty to accommodate medical marijuana use and considerations for updating drug and alcohol policies. Case law examples show that employers must reasonably accommodate medical marijuana use that does not impair job performance but can prohibit impairment. Employers should avoid assumptions, act on reasonable suspicion of impairment, and consider practical strategies like education, investigations and testing.
The USAG-J Camp Zama Army Substance Abuse Program (ASAP) aims to promote a drug and alcohol-free workforce through prevention, testing, counseling, and rehabilitation efforts. It establishes programs and policies in accordance with Army regulations and Department of Defense directives. The ASAP provides confidential assessment, counseling, and referral services to help address issues like stress, relationships, mental health concerns, and substance abuse. It encourages early identification and prevention of problems that could impact work performance and well-being.
Substance abuse treatment is tailored to help with recovery from drug and alcohol addiction. Comprehensive services are the key to success. Learn more about substance abuse treatment at FindRehabCenters.org and get help finding the appropriate treatment center for you. (877) 322-2450
The document discusses the benefits of implementing a drug-free workplace policy and drug testing program. It outlines how employee drug and alcohol abuse can increase costs through accidents, absenteeism, and reduced productivity. It also notes how a drug-free workplace culture benefits the business through lower costs, higher customer satisfaction and profits. The document encourages businesses to establish written drug-free policies, implement drug testing, and provide employee assistance programs to address substance abuse issues and create a healthier workplace and community.
Drugs & Society SOC 204
Drugs Across the Spectrum
By Raymond Goldberg
Chapter 2 Drugs in Contemporary Society
Chapter 3 Motivations for Drug Use
Chapter 4 Drugs & the Law
This document discusses how drug use impacts society from a sociological perspective. It notes that drug use costs society through deaths, emergency room visits, lost productivity, broken homes, and the costs of treatment, criminal behavior, and fetal alcohol syndrome. It then provides statistics on the extent of drug use in the United States and discusses how drug use relates to crime, either through intoxicated behavior, crimes to fund drug habits, or the illegal drug trade. The document suggests that preventing drug problems may be more effective through reducing demand through treatment and education rather than supply-side approaches like interdiction or preventing foreign production.
Drug Abuse Treatment program by New Solutions Rehab will not only help addicts detoxify in a safe environment, but also assists with the all recovery stages.
This document discusses issues faced by employees at BPOs such as long night shifts, stressful customers, and unhealthy lifestyles that can lead to behaviors like alcohol and drug abuse. To address this, BPOs considered random alcohol and HIV testing. However, there were concerns about how the HIV test results could be misused, such as discrimination or dismissal of infected employees, or social stigma if results were made public. There were also worries that excessive policing could hurt employee morale and increase attrition.
This document discusses how drug use impacts individuals and society. It notes that drug use can result in deaths, emergency room visits, lost productivity, broken homes, and higher medical costs. Surveys, reports, and questionnaires are used to track drug use trends over time. The document outlines various patterns of drug use and how perceptions of dependence have changed over time. It discusses how drug use can negatively impact families, social behavior, education attainment, employment, and fetal development. Testing methods and their limitations are also reviewed.
Best Drug Rehabilitation in Manistee, Michigan provides holistic treatment for alcohol addiction and emphasizes the importance of understanding warning signs such as missing work or school due to drinking, changes in sleep patterns or abdominal pain, continuing to drink in dangerous situations, and withdrawal symptoms when not drinking. Friends and family are encouraged to look for these signs and contact Best Drug Rehabilitation at (877) 545-9250 if an intervention is needed to address alcohol addiction before it worsens.
1) The study assessed non-prescription use of ADHD stimulant medication among college students at a Midwest university, building on previous research showing 4-34% of college students misusing these drugs.
2) The study found that 21% of students reported misuse, with males (35%) more likely than females (17%) to misuse. The most common reason for misuse was as a study aid.
3) Both users and non-users viewed misuse for academic purposes as not a form of cheating. However, the study noted various ethical and health concerns with widespread misuse.
This document provides an overview and summary of a training on tobacco intervention skills for those working with populations that have higher smoking rates, such as those with mental illness or substance abuse issues. It discusses framing tobacco use as an addiction, outlining intervention approaches like the 5 A's (Ask, Advise, Assess, Assist, Arrange), and recommending resources like nicotine replacement therapy and referral to quitlines. Specific high-risk populations are identified, including those with mental illness who purchase nearly half of all cigarettes sold in the US. Barriers to quitting and strategies for motivational interviewing are also summarized.
This document provides guidelines for responding to acute care needs arising from substance misuse. It outlines physical risks like overdose, accidents, and harm to others that require emergency medical care. Signs of overdose from depressants, stimulants, and hallucinogens are described. Risks include toxicity from polydrug use, accidents due to intoxication, and violence related to alcohol or psychosis from other drugs. Professional standards for responding are discussed along with evidence-based sources to guide care.
Teenage drug and alcohol abuse can have serious short-term and long-term consequences. In the short-term, drugs and alcohol can cause nausea, dizziness, headaches and other issues. Long-term effects include liver damage, brain damage, and even death from overdose. Similarly, alcohol abuse in the short-term can impact perception and coordination, while long-term effects involve health issues like stomach problems, vitamin deficiencies, and liver/heart damage. The best approaches for teens struggling with addiction include seeking professional help, getting family support, and participating in detox and recovery programs like Alcoholics Anonymous.
AIM Target Programs is the leader in out-patient counseling and assessment, providing services for substance abuse, drug testing, BIP/domestic violence, anger management, and anti-theft. Incorporated in 1994, AIM Target has been helping adult residents of Southwest Florida for over 22 years with over 67,000 people served.
Adderall is a prescription stimulant used to treat ADHD that some college students abuse as a "study drug" to increase focus and stay awake. However, Adderall has serious health risks like seizures, heart attacks, and addiction when abused or mixed with alcohol. According to studies, most Adderall abuse on college campuses involves snorting the drug or taking it with alcohol. Long-term abuse can lead to physical and psychological dependency that is difficult to overcome.
The document outlines 5 early childhood education career options: teacher, in-home provider, regulator, director/administrator, and researcher. It provides average salaries, job responsibilities, and short-term and long-term goals for each career. Salaries range from $15,900-$94,800 depending on the role and experience. All careers involve educating or caring for children while pursuing ongoing training and education.
This document provides an introduction to a safety and health curriculum for young workers. It covers various topics related to workplace safety such as common injuries young workers face, identifying hazards, controlling hazards, emergency response, legal rights and responsibilities, and how to address workplace problems. It includes lessons, activities, and scenarios to teach about occupational safety and health.
Methamphetamine use poses risks in the workplace. Approximately 3% of American workers report using illicit drugs while at work, including methamphetamine. Meth can impair work performance and increase risks of accidents, injuries, and turnover. It is important for employers to establish drug-free workplace policies, train supervisors, and provide access to employee assistance programs to help workers struggling with meth addiction. Treatment and recovery are possible, though it takes time and ongoing support.
This document provides an overview of an employee drug-free safety program training. It begins by asking employees questions to assess their existing knowledge about drugs and alcohol. It then defines key terms like abuse, addiction, and dependence. The document outlines several commonly abused drugs like cocaine, marijuana, opioids, amphetamines, and alcohol and their physical effects. It discusses why employers need a drug-free workplace policy due to costs of substance use. Finally, it mentions that many employers conduct drug testing programs.
This document provides an overview of a drug-free safety program employee education session. The session objectives are to review the disease model of addiction, discuss the impact of drug and alcohol use on workplace safety, review the signs and effects of commonly abused substances, and provide resources for employees seeking assistance. It also aims to ensure employees are familiar with the company's drug and alcohol policy. The presentation covers topics like how substance abuse affects the workplace through increased health costs, reduced productivity and decision-making, and safety risks. It discusses alcohol absorption and elimination as well as the differences between use, abuse and dependency.
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 summarizes strategies for employers to manage employee use of medicinal and recreational marijuana in the workplace. It discusses employers' duty to accommodate medical marijuana use and considerations for updating drug and alcohol policies. Case law examples show that employers must reasonably accommodate medical marijuana use that does not impair job performance but can prohibit impairment. Employers should avoid assumptions, act on reasonable suspicion of impairment, and consider practical strategies like education, investigations and testing.
The USAG-J Camp Zama Army Substance Abuse Program (ASAP) aims to promote a drug and alcohol-free workforce through prevention, testing, counseling, and rehabilitation efforts. It establishes programs and policies in accordance with Army regulations and Department of Defense directives. The ASAP provides confidential assessment, counseling, and referral services to help address issues like stress, relationships, mental health concerns, and substance abuse. It encourages early identification and prevention of problems that could impact work performance and well-being.
Substance abuse treatment is tailored to help with recovery from drug and alcohol addiction. Comprehensive services are the key to success. Learn more about substance abuse treatment at FindRehabCenters.org and get help finding the appropriate treatment center for you. (877) 322-2450
The document discusses the benefits of implementing a drug-free workplace policy and drug testing program. It outlines how employee drug and alcohol abuse can increase costs through accidents, absenteeism, and reduced productivity. It also notes how a drug-free workplace culture benefits the business through lower costs, higher customer satisfaction and profits. The document encourages businesses to establish written drug-free policies, implement drug testing, and provide employee assistance programs to address substance abuse issues and create a healthier workplace and community.
Drugs & Society SOC 204
Drugs Across the Spectrum
By Raymond Goldberg
Chapter 2 Drugs in Contemporary Society
Chapter 3 Motivations for Drug Use
Chapter 4 Drugs & the Law
This document discusses how drug use impacts society from a sociological perspective. It notes that drug use costs society through deaths, emergency room visits, lost productivity, broken homes, and the costs of treatment, criminal behavior, and fetal alcohol syndrome. It then provides statistics on the extent of drug use in the United States and discusses how drug use relates to crime, either through intoxicated behavior, crimes to fund drug habits, or the illegal drug trade. The document suggests that preventing drug problems may be more effective through reducing demand through treatment and education rather than supply-side approaches like interdiction or preventing foreign production.
Drug Abuse Treatment program by New Solutions Rehab will not only help addicts detoxify in a safe environment, but also assists with the all recovery stages.
This document discusses issues faced by employees at BPOs such as long night shifts, stressful customers, and unhealthy lifestyles that can lead to behaviors like alcohol and drug abuse. To address this, BPOs considered random alcohol and HIV testing. However, there were concerns about how the HIV test results could be misused, such as discrimination or dismissal of infected employees, or social stigma if results were made public. There were also worries that excessive policing could hurt employee morale and increase attrition.
This document discusses how drug use impacts individuals and society. It notes that drug use can result in deaths, emergency room visits, lost productivity, broken homes, and higher medical costs. Surveys, reports, and questionnaires are used to track drug use trends over time. The document outlines various patterns of drug use and how perceptions of dependence have changed over time. It discusses how drug use can negatively impact families, social behavior, education attainment, employment, and fetal development. Testing methods and their limitations are also reviewed.
Best Drug Rehabilitation in Manistee, Michigan provides holistic treatment for alcohol addiction and emphasizes the importance of understanding warning signs such as missing work or school due to drinking, changes in sleep patterns or abdominal pain, continuing to drink in dangerous situations, and withdrawal symptoms when not drinking. Friends and family are encouraged to look for these signs and contact Best Drug Rehabilitation at (877) 545-9250 if an intervention is needed to address alcohol addiction before it worsens.
1) The study assessed non-prescription use of ADHD stimulant medication among college students at a Midwest university, building on previous research showing 4-34% of college students misusing these drugs.
2) The study found that 21% of students reported misuse, with males (35%) more likely than females (17%) to misuse. The most common reason for misuse was as a study aid.
3) Both users and non-users viewed misuse for academic purposes as not a form of cheating. However, the study noted various ethical and health concerns with widespread misuse.
This document provides an overview and summary of a training on tobacco intervention skills for those working with populations that have higher smoking rates, such as those with mental illness or substance abuse issues. It discusses framing tobacco use as an addiction, outlining intervention approaches like the 5 A's (Ask, Advise, Assess, Assist, Arrange), and recommending resources like nicotine replacement therapy and referral to quitlines. Specific high-risk populations are identified, including those with mental illness who purchase nearly half of all cigarettes sold in the US. Barriers to quitting and strategies for motivational interviewing are also summarized.
This document provides guidelines for responding to acute care needs arising from substance misuse. It outlines physical risks like overdose, accidents, and harm to others that require emergency medical care. Signs of overdose from depressants, stimulants, and hallucinogens are described. Risks include toxicity from polydrug use, accidents due to intoxication, and violence related to alcohol or psychosis from other drugs. Professional standards for responding are discussed along with evidence-based sources to guide care.
Teenage drug and alcohol abuse can have serious short-term and long-term consequences. In the short-term, drugs and alcohol can cause nausea, dizziness, headaches and other issues. Long-term effects include liver damage, brain damage, and even death from overdose. Similarly, alcohol abuse in the short-term can impact perception and coordination, while long-term effects involve health issues like stomach problems, vitamin deficiencies, and liver/heart damage. The best approaches for teens struggling with addiction include seeking professional help, getting family support, and participating in detox and recovery programs like Alcoholics Anonymous.
AIM Target Programs is the leader in out-patient counseling and assessment, providing services for substance abuse, drug testing, BIP/domestic violence, anger management, and anti-theft. Incorporated in 1994, AIM Target has been helping adult residents of Southwest Florida for over 22 years with over 67,000 people served.
Adderall is a prescription stimulant used to treat ADHD that some college students abuse as a "study drug" to increase focus and stay awake. However, Adderall has serious health risks like seizures, heart attacks, and addiction when abused or mixed with alcohol. According to studies, most Adderall abuse on college campuses involves snorting the drug or taking it with alcohol. Long-term abuse can lead to physical and psychological dependency that is difficult to overcome.
The document outlines 5 early childhood education career options: teacher, in-home provider, regulator, director/administrator, and researcher. It provides average salaries, job responsibilities, and short-term and long-term goals for each career. Salaries range from $15,900-$94,800 depending on the role and experience. All careers involve educating or caring for children while pursuing ongoing training and education.
This document provides an introduction to a safety and health curriculum for young workers. It covers various topics related to workplace safety such as common injuries young workers face, identifying hazards, controlling hazards, emergency response, legal rights and responsibilities, and how to address workplace problems. It includes lessons, activities, and scenarios to teach about occupational safety and health.
Day care centers are gaining importance in India as more parents work. The day care market is highly fragmented and untapped, with only 1% of preschoolers currently enrolled. Running a successful day care center requires factors like appropriate staffing ratios, suitable neighborhood location, educational activities, teacher training, brand awareness, and standardized infrastructure across franchises. XYZ and ABC are two business descriptions of existing day care center models in India, with details on their programs, fees, and service offerings. A strategic gap analysis identifies opportunities to expand service areas, age groups covered, and offer additional services like transportation, tutoring, and live streaming. Gurgaon is highlighted as a potential market for new day care centers given its growing population, economic
St. Anne's Children & Family Center is a nonprofit Head Start program run by the YMCA that serves 200 children ages 4 weeks to 6 years old. Its mission is to provide early education that collaborates with parents to care for and educate children in a hands-on, creative environment. The EWU Children's Center is also a nonprofit run by the YMCA, serving 159-187 children ages 6 weeks to 10 years old, requiring its teachers to have a degree or CDA. Little Sprouts is a small nonprofit licensed for 9 kids ages 4 weeks to 12 months, with its owner focusing on providing a nurturing environment for children to flourish.
This document provides guidelines for designing child care centers in GSA-owned or controlled spaces. It aims to promote child-oriented, developmentally appropriate, healthy, and functional center designs. The guidelines establish baseline requirements and recommendations for features and finishes. They are intended to be used by architects, engineers, and other individuals involved in the planning, design, construction, and operation of federal child care centers. Reference should also be made to other documents covering building codes, accessibility, historic preservation, and environmental standards. The guidelines are organized into chapters covering topics such as center administration, child development considerations, design standards, and technical criteria.
Day care centers have become more popular as they provide working parents assurance that their children are being cared for in a safe environment. Attending day care offers children benefits such as developing important social skills through interacting with other kids, learning school habits to prepare them for their educational career, and facilitating quicker learning through fun activities and games that promote independence and self-motivation. Day care centers also help establish structured routines for children.
Alcohol addiction is a growing problem that can seriously impact health and relationships. Drinking is common at social events but can damage the body, such as the heart, liver, and brain, and cause issues like cancer or cirrhosis. Alcohol abuse puts people at risk for car accidents, domestic violence, and fetal alcohol syndrome, and children of alcoholics are more likely to experience abuse and neglect. While some drink to relax or have fun, it is important to understand the consequences of alcohol and make responsible choices.
The document discusses drugs, drug abuse, and addiction. It defines drugs as substances that alter normal bodily functions when absorbed into the body. It notes that drug abuse is an intense desire to obtain increasing amounts of a substance and that drug dependence results in physical harm and behavioral issues over the long term. The document also shares the story of a teenager named Alby who abused drugs from ages 13 to 18 but was able to get treatment and now feels better about himself. It discusses surveys and activities conducted by students on these topics, including visiting a rehabilitation center.
Early childhood spans from birth to age 5 and involves remarkable physical, cognitive, socio-emotional, and language development. Key physical milestones include walking, running, and fine motor skills like scribbling and cutting. Cognitively, children progress from sensorimotor thinking to representational thought, such as pretend play and understanding of symbols. Socio-emotionally, children develop self-awareness and understanding of emotions while learning social skills through family and peer interactions. This period lays the groundwork for further development across multiple domains.
This document provides information about drugs and their effects. It defines drugs as substances that affect the body and brain, and notes that not all drugs are illegal. It then discusses different types of drugs like depressants, stimulants, and hallucinogens, providing examples of each and their effects. The document also addresses why people use drugs, signs of drug use, and what can be done to help someone with a drug problem.
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 document outlines training for supervisors on implementing a drug-free workplace policy. It discusses supervisors' responsibilities in identifying and addressing employee performance issues, making referrals to assistance programs, and maintaining confidentiality. The training covers how to recognize signs of addiction, conduct intervention meetings, avoid enabling behaviors, and continue supervision after an employee is referred for help. The overall goal is to create a safe work environment while encouraging employees with substance abuse problems to seek assistance.
The document outlines the key components of a drug free workplace program, including a written substance abuse policy, employee education and training, supervisor training, drug testing, and an employee assistance program. It discusses commonly abused drugs such as marijuana, cocaine, opioids, and amphetamines. The impact of substance abuse in the workplace is high costs due to accidents, absenteeism, and lost productivity. Drug free workplace programs can help identify substance abuse issues and help treat employees, resulting in estimated savings of $3-6 for every $1 spent on such programs.
An addiction is a chronic dysfunction of the brain system that involves reward, motivation, and memory. It’s about the way your body craves a substance or behavior, especially if it causes a compulsive or obsessive pursuit of “reward” and lack of concern over consequences.
This document provides information about the Positive Sobriety Institute (PSI) located in Chicago, Illinois. PSI offers addiction treatment programs for alcohol, drugs, dual diagnosis, and prescription drug abuse. They provide treatment for professionals struggling with substance use disorders. The treatment programs address withdrawal management, the characteristics and signs of addiction, mental health comorbidities, and the short and long-term effects of prescription drug abuse. PSI utilizes a comprehensive treatment approach involving medical and mental health professionals to address both substance use disorders and any co-occurring psychiatric conditions.
This document outlines training for supervisors on implementing a drug-free workplace policy. It discusses supervisors' responsibilities in identifying performance problems, conducting interventions, and referring employees for assistance. It emphasizes protecting employee confidentiality and continuing supervision after referral. The training teaches supervisors how to avoid enabling behaviors and other traps, and provides dos and don'ts for handling situations properly.
Drug Free Workplace Supervisor Training Presentation - Moore CounselingBeyond Marketing
This document provides an outline for a supervisor training presentation on implementing and enforcing a drug-free workplace policy. The outline covers key topics such as identifying performance problems related to substance abuse, intervening with employees, maintaining confidentiality, and understanding addiction. Supervisors are given guidance on responsibilities, signs of drug and alcohol abuse, common drugs of abuse and their effects, implementing reasonable suspicion testing, and referring employees to assistance programs. The goal is to help supervisors recognize and handle issues related to substance abuse according to the company's drug-free workplace policy.
Zaid Hjab
college of health and medical technology - baghdad/Physiotherapy and Rehabilitation Department
Alcohol is the most commonly abused substance in most parts of the world
and is associated with significant morbidity and mortality. While common in the
general population, alcohol use disorders are even more frequent in hospital
patients, including 25%–50% of medical-surgical patients and up to 50%–60% of
psychiatric inpatients in some settings. People who misuse alcohol are commonly
referred to as “alcoholic” by the lay public.
There are two to three men for each woman with an alcohol use disorder,
and the usual age at onset is between ages 16 and 30. Onset is earlier in men than
women, although the medical complications progress more rapidly in women.
People in certain occupations are prone to alcohol use disorder, including
bartenders, construction workers, and writers. Other groups prone to alcoholism
include individuals who use tobacco; those with mood and anxiety disorders; those
with antisocial personality disorder; and those with a gambling disorder.
Drug awareness Slides for Houghton House addiction rehabilitation DyWilliams1
Overview of drug ups downs and issues The trafficking of illicit drugs and hallucinogens is the largest illegal business in the world accounting for about 8% of international trade, amounting to about $400 billion annually. Drugs corrode a whole society. Robbery and violence connected with drug abuse have become a mundane affair and most commonly drug consumers often appeal to felony or prostitution to satisfy their vice. https://www.houghtonhouse.co.za
This document discusses the harmful effects of substance abuse in the workplace. It notes that 10% of U.S. workers abuse drugs or alcohol, costing over $50 billion annually in lost productivity. Substance abusers are generally less productive, make more mistakes, have more accidents, and are responsible for 40-47% of industrial and occupational accidents. The document outlines company policies for addressing substance abuse, including written policies prohibiting drugs and alcohol in the workplace, awareness programs, disciplinary actions, and rehabilitation assistance. It describes signs of abuse for various substances and provides guidance on recognizing and handling problems.
The document discusses several reasons why drug use has become a more serious problem today than in the past. It notes that drugs are more potent, widely available, and introduced to youth at younger ages. It also discusses biological, psychological, and social factors that can contribute to drug use and addiction, including genetics, mental health issues, peer influence, and social learning. The document outlines some warning signs of drug abuse problems.
This document discusses dual diagnosis, which refers to co-occurring mental health and substance use disorders. It provides definitions of dual diagnosis from medical taxonomy and from Williams, who describes four types: primary mental illness leading to substance use; primary substance use leading to psychiatric issues; dual primary diagnoses occurring simultaneously; and common etiological factors leading to both. The document analyzes four case studies according to Williams' definitions and provides recommendations for practitioners, including engagement, assessment, avoiding assumptions, optimism, harm reduction, information sharing, and multi-agency collaboration.
A PPT of Addiction Counseling by Dr Komal Verma.
Addiction counselors help patients overcome dependence on drugs, alcohol, and destructive behaviors like gambling. Counselors intervene when patients are often at their lowest points in their struggles with addiction. A certified drug and alcohol counselor may also work with the families of addicts to assist the healing process. These professionals may work in outpatient facilities, inpatient rehabilitation centers, halfway houses, or hospitals.
2019 Drug Free Workplace 2-Hour Employee TrainingBeyond Marketing
The document provides information about commonly abused drugs and drug abuse in the workplace. It discusses the benefits of a drug-free safety program for employers, including reduced accidents and costs. Specific drugs covered include cocaine, marijuana, opioids like heroin, and medication-assisted treatment options. Side effects and risks of drug abuse are outlined. Employers have the right to maintain drug-free policies and medical marijuana does not require accommodation.
Drug addiction involves compulsively seeking to use a substance regardless of negative consequences. Certain drugs like narcotics and cocaine are more likely to cause physical dependence. Breaking an addiction is difficult but treatment including counseling and support groups can help support long-term recovery.
Reviews addiction theory, the Jellenik curve, reasons for use and risk and protective factors related to substance abuse. NBCC, NAADAC, CAADAC, and California Board of Behavioral Sciences approved Mental Health continuing education and addictions counselor training series. Narrated versions and CEUs available at http://www.allceus.com
- The document discusses dual diagnosis, which is when a person has both a substance misuse issue and a mental health disorder. It is common for the causes and symptoms to overlap.
- Dual diagnosis is a major issue, with around 3/4 of prisoners and 75-80% of drug/alcohol service users also experiencing mental health problems. Only 62% of drug users with mental health issues receive treatment.
- Having both a substance use disorder and mental illness leads to worse health outcomes and difficulties accessing care. The document advocates for services to better coordinate and meet people's full range of needs.
Best inpatient drug rehabs San Diego is a list of drug and alcohol addiction treatment centers providing alcohol detox centers and outpatient drug rehabs that accept most health insurances in southern California.
The document summarizes OSHA's Bloodborne Pathogens standard which is intended to protect workers from diseases transmitted through contact with blood and other bodily fluids. It discusses two pathogens of primary concern, HIV which causes AIDS, and hepatitis B virus. It notes that while the chances of exposure on the job are low, the consequences can be serious so precautions are important. The standard requires employers to implement exposure control plans and provides guidance on identifying hazards, required personal protective equipment, hygiene practices, and handling of contaminated materials to prevent transmission of bloodborne diseases.
Ankeny Temporary Services provides businesses with temporary employees to fill vacancies caused by unexpected resignations, special projects, illnesses, maternity leave, vacations, or peak periods. Using temporary employees saves businesses money on costs associated with full-time employees like salary, benefits, taxes, recruiting, training, and reduces turnover costs. Ankeny Temporary Services handles all paperwork and legal responsibilities and provides employees who are bonded and insured.
Employee Handbook Intitials and dates updated 5-28-09Jo Woolery
The document outlines policies for ATS regarding employee conduct and documentation. It states that candidates must provide proper documentation like a Social Security card to be interviewed. It also prohibits discrimination and harassment, and mandates reporting any such incidents. Employees must provide updated personal information and documentation to ATS and will be terminated for violating any policies. The document also addresses dress code, driver's license requirements, and disciplinary actions.
Copy of Presentation (Blue Marbles Theme)Jo Woolery
The document provides an outline for a presentation with several sections and bullet points. It includes titles for the different sections and placeholders for things like author names, images, captions, and questions. The document gives a high-level structure for a presentation without providing the specific content or details for each point.
This document provides guidelines for proper office and telephone etiquette for employees. It discusses the importance of treating all people with respect, not permitting inappropriate behaviors, maintaining confidentiality, returning calls and messages promptly, and using polite language and behaviors when interacting with clients, both in person and over the phone. Specific tips are provided around dress code, taking messages, placing callers on hold, transferring calls, and closing conversations professionally. The overall message is that courtesy, respect and following basic etiquette rules are important for maintaining positive workplace interactions and customer service.
The document is a substance testing consent form for an employee of the Company. It states that the employee consents to providing blood, breath, hair, saliva, and/or urine samples as part of the Company's substance testing program, which is administered according to applicable laws. The employee agrees to cooperate fully with the testing process and authorizes the release of test results to the Company and appropriate agencies. The employee also releases from liability all those involved in the testing process.
[Name] OFF 8-5 8-5 8-5 8-5 8-5 OFF
[Duties]
Manager: [Name] OFF 9-6 9-6 9-6 9-6 9-6 OFF
[Duties]
Notes:
- Lunch is from 12-1 daily
- Overtime must be pre-approved by manager
- Call-ins must be made by 6am if not coming in
ATS provides customized temporary staffing solutions for businesses in the Ankeny, Ames, and Des Moines areas. As a locally owned and operated agency, ATS understands the unique staffing needs of the market. ATS offers a variety of specialized services not provided by other agencies, including recruiting, payroll processing, and free job postings. Businesses benefit from using ATS for temporary employees because there are no costs associated with unemployment, workers compensation, or transportation issues. ATS is committed to building strong partnerships with clients to meet their staffing needs.
ATS places a strong emphasis on safety for its employees. They follow all government regulations and provide training and protective equipment to prevent accidents and ensure employee health and safety. However, individuals still need to take responsibility for their own safety by being aware of hazards, understanding safety procedures, avoiding distractions or shortcuts, and asking questions if uncertain. Safety is an important part of every employee's job at ATS.
This memo provides information about an upcoming meeting. It lists the recipient, any copies to other individuals, the number of pages, who it is from, the date, and the subject of the memo. In summary, this is a basic memo with standard header information.
Kathryn Hanus has a Bachelor's degree in Business Administration and Psychology from Culver-Stockton College with a 3.9 GPA. She has experience in campus programming, customer service, human resources, and early childhood education. Her roles have included directing campus programming, providing customer service, assisting the human resources manager, and creating curriculum for preschoolers. She has also been involved in student government, honor societies, and a sorority at Culver-Stockton College.
This document is an interview waiver form for Ankeny Temporary Services. It states that if offered a temporary or temporary-to-hire position by Ankeny or one of its clients, the applicant will be legally bound as an Ankeny employee until hired permanently or the temporary assignment ends. It also notes that if hired directly by a client without informing Ankeny, the applicant must pay Ankeny $1,500 for its services and that unpaid invoices will incur late fees and processing fees. The applicant must sign to acknowledge understanding and accepting the terms.
This document contains slide content for a presentation, including a subtitle sourced from Flickr, two slide titles with text in a bullet list format, and an image caption. The slides cover multiple topics in an outlined format with headlines, supporting points, and a supplementary image.
This document provides guidance on safely using various material handling aids. It identifies potential hazards like losing loads from dollies and hand trucks or overexerting oneself. It recommends selecting the proper aid for the job, loading and operating it safely, and inspecting rope aids regularly to prevent deterioration and ensure safety. Proper techniques like lifting with legs not back, securing loads, and moving slowly are emphasized.
Ebenezer Emunah has over 15 years of experience as a mathematics teacher in Ghana and worked as a scripts checker and supervisor. He has a Master's degree in Public Administration from Drake University and a Bachelor's degree in Mathematics and Economics from University of Cape Coast in Ghana. His interests include sports, traveling, and symphony orchestra.
The document provides an overview of harassment and sexual harassment policies and training at ATS. It defines sexual harassment and other forms of harassment. It outlines prohibited behaviors like quid pro quo harassment and those that create a hostile work environment. It also describes ATS's anti-harassment policy, complaint procedures, and what employees should do if they experience or witness harassment. The training emphasizes ATS has zero tolerance for any type of harassment.
This document contains two forms: a Centralized Employee Registry Reporting Form for employers to report new hires, and an Iowa W4 Employee Withholding Allowance Certificate for employees. The employer form requires reporting employee information such as name, address, start date, and whether dependent health insurance is offered. The Iowa W4 form allows employees to claim withholding allowances to determine how much Iowa income tax should be withheld from their paychecks. Instructions are provided to help employees accurately calculate their allowances.
Does Over-Masturbation Contribute to Chronic Prostatitis.pptxwalterHu5
In some case, your chronic prostatitis may be related to over-masturbation. Generally, natural medicine Diuretic and Anti-inflammatory Pill can help mee get a cure.
Cell Therapy Expansion and Challenges in Autoimmune DiseaseHealth Advances
There is increasing confidence that cell therapies will soon play a role in the treatment of autoimmune disorders, but the extent of this impact remains to be seen. Early readouts on autologous CAR-Ts in lupus are encouraging, but manufacturing and cost limitations are likely to restrict access to highly refractory patients. Allogeneic CAR-Ts have the potential to broaden access to earlier lines of treatment due to their inherent cost benefits, however they will need to demonstrate comparable or improved efficacy to established modalities.
In addition to infrastructure and capacity constraints, CAR-Ts face a very different risk-benefit dynamic in autoimmune compared to oncology, highlighting the need for tolerable therapies with low adverse event risk. CAR-NK and Treg-based therapies are also being developed in certain autoimmune disorders and may demonstrate favorable safety profiles. Several novel non-cell therapies such as bispecific antibodies, nanobodies, and RNAi drugs, may also offer future alternative competitive solutions with variable value propositions.
Widespread adoption of cell therapies will not only require strong efficacy and safety data, but also adapted pricing and access strategies. At oncology-based price points, CAR-Ts are unlikely to achieve broad market access in autoimmune disorders, with eligible patient populations that are potentially orders of magnitude greater than the number of currently addressable cancer patients. Developers have made strides towards reducing cell therapy COGS while improving manufacturing efficiency, but payors will inevitably restrict access until more sustainable pricing is achieved.
Despite these headwinds, industry leaders and investors remain confident that cell therapies are poised to address significant unmet need in patients suffering from autoimmune disorders. However, the extent of this impact on the treatment landscape remains to be seen, as the industry rapidly approaches an inflection point.
8 Surprising Reasons To Meditate 40 Minutes A Day That Can Change Your Life.pptxHolistified Wellness
We’re talking about Vedic Meditation, a form of meditation that has been around for at least 5,000 years. Back then, the people who lived in the Indus Valley, now known as India and Pakistan, practised meditation as a fundamental part of daily life. This knowledge that has given us yoga and Ayurveda, was known as Veda, hence the name Vedic. And though there are some written records, the practice has been passed down verbally from generation to generation.
Basavarajeeyam is an important text for ayurvedic physician belonging to andhra pradehs. It is a popular compendium in various parts of our country as well as in andhra pradesh. The content of the text was presented in sanskrit and telugu language (Bilingual). One of the most famous book in ayurvedic pharmaceutics and therapeutics. This book contains 25 chapters called as prakaranas. Many rasaoushadis were explained, pioneer of dhatu druti, nadi pareeksha, mutra pareeksha etc. Belongs to the period of 15-16 century. New diseases like upadamsha, phiranga rogas are explained.
Here is the updated list of Top Best Ayurvedic medicine for Gas and Indigestion and those are Gas-O-Go Syp for Dyspepsia | Lavizyme Syrup for Acidity | Yumzyme Hepatoprotective Capsules etc
These lecture slides, by Dr Sidra Arshad, offer a quick overview of the physiological basis of a normal electrocardiogram.
Learning objectives:
1. Define an electrocardiogram (ECG) and electrocardiography
2. Describe how dipoles generated by the heart produce the waveforms of the ECG
3. Describe the components of a normal electrocardiogram of a typical bipolar lead (limb II)
4. Differentiate between intervals and segments
5. Enlist some common indications for obtaining an ECG
6. Describe the flow of current around the heart during the cardiac cycle
7. Discuss the placement and polarity of the leads of electrocardiograph
8. Describe the normal electrocardiograms recorded from the limb leads and explain the physiological basis of the different records that are obtained
9. Define mean electrical vector (axis) of the heart and give the normal range
10. Define the mean QRS vector
11. Describe the axes of leads (hexagonal reference system)
12. Comprehend the vectorial analysis of the normal ECG
13. Determine the mean electrical axis of the ventricular QRS and appreciate the mean axis deviation
14. Explain the concepts of current of injury, J point, and their significance
Study Resources:
1. Chapter 11, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 9, Human Physiology - From Cells to Systems, Lauralee Sherwood, 9th edition
3. Chapter 29, Ganong’s Review of Medical Physiology, 26th edition
4. Electrocardiogram, StatPearls - https://www.ncbi.nlm.nih.gov/books/NBK549803/
5. ECG in Medical Practice by ABM Abdullah, 4th edition
6. Chapter 3, Cardiology Explained, https://www.ncbi.nlm.nih.gov/books/NBK2214/
7. ECG Basics, http://www.nataliescasebook.com/tag/e-c-g-basics
Muktapishti is a traditional Ayurvedic preparation made from Shoditha Mukta (Purified Pearl), is believed to help regulate thyroid function and reduce symptoms of hyperthyroidism due to its cooling and balancing properties. Clinical evidence on its efficacy remains limited, necessitating further research to validate its therapeutic benefits.
Recomendações da OMS sobre cuidados maternos e neonatais para uma experiência pós-natal positiva.
Em consonância com os ODS – Objetivos do Desenvolvimento Sustentável e a Estratégia Global para a Saúde das Mulheres, Crianças e Adolescentes, e aplicando uma abordagem baseada nos direitos humanos, os esforços de cuidados pós-natais devem expandir-se para além da cobertura e da simples sobrevivência, de modo a incluir cuidados de qualidade.
Estas diretrizes visam melhorar a qualidade dos cuidados pós-natais essenciais e de rotina prestados às mulheres e aos recém-nascidos, com o objetivo final de melhorar a saúde e o bem-estar materno e neonatal.
Uma “experiência pós-natal positiva” é um resultado importante para todas as mulheres que dão à luz e para os seus recém-nascidos, estabelecendo as bases para a melhoria da saúde e do bem-estar a curto e longo prazo. Uma experiência pós-natal positiva é definida como aquela em que as mulheres, pessoas que gestam, os recém-nascidos, os casais, os pais, os cuidadores e as famílias recebem informação consistente, garantia e apoio de profissionais de saúde motivados; e onde um sistema de saúde flexível e com recursos reconheça as necessidades das mulheres e dos bebês e respeite o seu contexto cultural.
Estas diretrizes consolidadas apresentam algumas recomendações novas e já bem fundamentadas sobre cuidados pós-natais de rotina para mulheres e neonatos que recebem cuidados no pós-parto em unidades de saúde ou na comunidade, independentemente dos recursos disponíveis.
É fornecido um conjunto abrangente de recomendações para cuidados durante o período puerperal, com ênfase nos cuidados essenciais que todas as mulheres e recém-nascidos devem receber, e com a devida atenção à qualidade dos cuidados; isto é, a entrega e a experiência do cuidado recebido. Estas diretrizes atualizam e ampliam as recomendações da OMS de 2014 sobre cuidados pós-natais da mãe e do recém-nascido e complementam as atuais diretrizes da OMS sobre a gestão de complicações pós-natais.
O estabelecimento da amamentação e o manejo das principais intercorrências é contemplada.
Recomendamos muito.
Vamos discutir essas recomendações no nosso curso de pós-graduação em Aleitamento no Instituto Ciclos.
Esta publicação só está disponível em inglês até o momento.
Prof. Marcus Renato de Carvalho
www.agostodourado.com
1. Employee Drug-Free Workplace Education Working Partners for an Alcohol- and Drug-Free Workplace Provided by the Office of the Assistant Secretary for Policy U.S. Department of Labor
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12. Addiction: The irresistible compulsion to use alcohol and other drugs despite adverse consequences. It is characterized by repeated failures to control use, increased tolerance and increased disruption in the family.
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Editor's Notes
Welcome to this employee education session, brought to you by the U.S. Department of Labor’s Working Partners for an Alcohol- and Drug-Free Workplace Program. Notes & Disclaimers: DOL has developed this presentation to provide employers with a basic substance abuse awareness education tool for employees to be used as part of a drug-free workplace program. While it is intended to provide useful, general information, it does not provide all the necessary information about employee responsibilities under a specific organization’s drug-free workplace policy. This training presentation is in the public domain. Therefore, please use it as you see fit – in part or in whole – with the understanding that you are expected to present it in a manner consistent with that in which it is intended.
We’ll be covering many important points during this presentation: First, we’ll go over the objectives of this training. We’ll then provide an overview of our Drug-Free Workplace Policy and discuss the impact of substance abuse in the workplace. We’ll talk about ways that people use alcohol and other drugs and try to help you understand addiction by discussing the signs and symptoms of substance abuse. We’ll also discuss the role of family and coworkers; Available assistance; Confidentiality issues; And specific drugs of abuse.
At the end of the training, employees should be familiar with our Drug-Free Workplace Policy and aware of the dangers of alcohol and drug abuse. Employees should understand: The requirements of the Drug-Free Workplace Policy; The prevalence of alcohol and drug abuse and its impact on the workplace; How to recognize the link between poor performance and/or alcohol and drug abuse; The progression of the disease of addiction; and What types of assistance may be available.
The Drug-Free Workplace Policy accomplishes two major things: It sends a clear message that use of alcohol and drugs in the workplace is prohibited; and It encourages employees who have problems with alcohol and other drugs to voluntarily seek help.
The policy exists to : Protect the health and safety of all employees, customers and the public; Safeguard employer assets from theft and destruction; Protect trade secrets; Maintain product quality and company integrity and reputation; and To comply with the Drug-Free Workplace Act of 1988 or any other applicable federal, state or local laws.
The Drug-Free Workplace Policy answers the following questions: What is the purpose of the policy and program? Who is covered by the policy? When does the policy apply? What behavior is prohibited? Are employees required to notify supervisors of drug-related convictions? Does the policy include searches? (cont.)
Does the program include drug testing? What are the consequences for violating the policy? Are there Return-to-Work Agreements? What type of assistance is available to employees needing help? How is employee confidentiality protected? Who is responsible for enforcing the policy?; and How is the policy communicated to employees?
Let’s talk about the impact of substance abuse in the workplace: Employee Health – People who abuse alcohol or other drugs tend to neglect nutrition, sleep and other basic health needs. Substance abuse depresses the immune system. Its impact on the workplace includes higher use of health benefits; increased use of sick time and higher absenteeism and tardiness. Productivity – Employees who are substance abusers can be physically and mentally impaired while on the job. Substance abuse interferes with job satisfaction and the motivation to do a good job. It’s impact on the workplace includes reduced output; increased errors; lower quality of work and reduced customer satisfaction. Decision Making – Individuals who abuse alcohol and/or other drugs often make poor decisions and have a distorted perception of their ability. Here, substance abuse’s impact on the workplace includes reduced innovation; reduced creativity; less competitiveness; and poor decisions, both daily and strategic.
Safety – Common effects of substance abuse include impaired vision, hearing and muscle coordination and low levels of attention, alertness and mental acuity. Its impact on the workplace includes increased accidents; and more workers’ compensation claims. Employee Morale – The presence of an employee with drug and/or alcohol problems creates a strain on relationships between coworkers. Organizations that appear to condone substance abuse create the impression that they don’t care. Impact on the workplace includes higher turnover; lower quality; and reduced team effort. Security – Employees with drug and/or alcohol problems often have financial difficulties, and employees who use illegal drugs may be engaging in illegal activities in the workplace. In this area, substance abuse’s impact on the workplace can include theft and law enforcement involvement. Finally, substance abuse impacts Organizational Image and Community Relations – Accidents, lawsuits and other incidents stemming from employee substance abuse problems may receive media attention and hurt an organization’s reputation in the community. The impact on the workplace includes reduced trust and confidence; and reduced ability to attract high-quality employees.
There are various ways that people use alcohol and other drugs. The first is “use,” where alcohol and other drugs may be used in a socially accepted or medically authorized manner to modify or control mood or state of mind. Examples include having a drink with friends or taking an anti-anxiety agent as prescribed by a physician. This slide lists different ways that people use alcohol and other drugs without necessarily becoming addicted. Experimentation – Out of curiosity and/or at the urging of peers, individuals may try drinking or using drugs illegally. If the illegal drug use is not repeated, or discontinues after a short time, such experimentation may not be problematic. Likewise, deciding to drink alcoholic beverages after early experimentation is not problematic for most adults. Social/Recreational – Drinking alcoholic beverages is permitted in American society, and some excessive use may even be condoned. If use doesn’t cause problems for the user, or those around him/her, most people would consider such use to be social or recreational. Some use marijuana in a similar manner – only in certain social or recreational situations and without immediate adverse consequences. However, marijuana use is illegal, except in a few states. As a Stress Reliever – Many people use alcohol or other drugs to help them cope with pressure or stress. If this type of use is infrequent and doesn’t create more stress or difficulties for the user, or those around him/her, it may not lead to addiction, but alcoholism and drug addiction often begin with relief drinking.
Another form is “Abuse.” When the use of a substance to modify or control mood or state of mind is in a manner that is illegal or harmful to oneself or others, it is considered problematic use, or abuse. Examples of potential consequences of harmful use are: Accidents or injuries; Blackouts; Legal problems; Poor job performance; Family problems; and Sexual behavior that increases the risk of HIV infection.
Finally, there is “Addiction.” A number of individuals occasionally use or abuse alcohol or drugs without becoming addicted, but for many, abuse continues despite repeated attempts to return to more social or controlled use and leads to addiction. Addiction is the irresistible compulsion to use alcohol and drugs despite adverse consequences. It is characterized by repeated failures to control use, increased tolerance and increased disruption in the family.
Unfortunately, it is not possible to tell early on whose use may lead to abuse and/or addiction. For one in ten people, abuse leads to addiction. Addiction to alcohol and other drugs is: Chronic – Once you have developed an addiction, you will always have to deal with it. You may manage to stop using alcohol or other drugs for significant periods of time, but for most, the disease doesn’t disappear but rather goes into remission. Should you attempt to resume ‘normal’ use, you will rapidly return to addictive, out of control use and abuse. Progressive – Addiction gets worse over time. With some drugs, the decline is rapid; with others, like alcohol, it can be more gradual, but it does get worse. Alcohol and other drugs cause a biochemical change in the nervous system that can persist even after the substance leaves the blood. Repeated use causes progressive damage. Primary – Addiction is not just a symptom of some underlying psychological problem, a developmental stage or a reaction to stress. Once your use of alcohol or drugs has become an addiction, the addiction itself needs to be medically treated as a primary illness. Terminal – Addiction to alcohol and/or other drugs often leads to disease and possibly death. Characterized by Denial – One of the most disturbing and confusing aspects of addiction is that it is characterized by denial. The user denies that his/her use is out of control or that it is causing any problems at home or work. The user often seems to be the last to know that his/her life is out of control. There are effective strategies employed by professionals for helping to break through this denial, which must be overcome before treatment can take place.
It’s important to know that addiction is a family disease: Some people with a history of substance abuse in their family are more susceptible to developing problems with addiction. Children of alcoholics or addicts are three times as likely to develop problems. If both parents are addicts or alcoholics, the risk increases to five times as great. This is due to heredity as well as learned behavior. It is important for parents to realize that children learn much more from watching their behavior than listening to their advice. Prior abuse of alcohol and other drugs has a great impact on developing future problems: A pattern of abuse develops and can lead to addiction and psychological reliance on drugs and/or alcohol. This can be a slow progression for some and a rapid decline for others. Research demonstrates that the later in life an individual first drinks alcohol or uses other drugs, the less likely he or she will be to progress to problem use. Other contributing factors: Some people abuse alcohol and drugs as part of a self-destructive lifestyle. Other people start to use substances to seek relief from depression or crisis in their lives. Although some fortunate individuals never develop serious problems and use diminishes or ceases once the precipitating events change, others develop a serious problem before they even realize it.
Abuse of alcohol and other drugs affects people emotionally, behaviorally and physically.
Emotional Effects Include : Aggression; Burnout; Anxiety; Depression; Paranoia; and Denial.
Behavioral Effects Include : Slow reaction time; Impaired coordination; Slowed or slurred speech; Irritability; Excessive talking; Inability to sit still; Limited attention span; and Poor motivation and lack of energy.
And Physical Effects Include : Weight loss; Sweating; Chills; and the Smell of alcohol.
Families and coworkers can have a significant impact on substance use and abuse. One way is through “enabling” – an action that someone takes to protect the person with the problem from the consequences of his or her actions. Unfortunately, enabling actually helps the person to NOT deal with his or her problem.
Examples of enabling include : Covering Up – Providing alibis, making excuses or even doing an impaired worker’s work rather than confronting the issue that he/she is not meeting his/her expectations. Rationalizing – Developing reasons why the person’s continued substance abuse or behavior is understandable or acceptable. Withdrawing/Avoiding – Avoiding contact with the person with the problem. Blaming – Blaming yourself for the person’s continued substance abuse or getting angry at the individual for not trying hard enough to control his/her use or to get help. Controlling – Trying to take responsibility for the person by throwing out his/her drugs, cutting off the supply or trying to minimize the impact by moving him/her to a less important job; and Threatening – Saying that you will take action (ceasing to cover up, taking formal disciplinary action) if the employee doesn’t control his/her use, but not following through.
Further, there are many traps that family members and coworkers may fall into. They include: Sympathy – Trying to get you involved in his/her personal problems. Excuses – Having increasingly improbable explanations for everything that happens. Apology – Being very sorry and promising to change. (“It won’t happen again.”) Diversions – Trying to get you to talk about other issues in life or in the workplace. Innocence – Claiming he/she is not the cause of the problems you observe, but rather the victim. (“It isn’t true.” “I didn’t know.” “Everyone is against me.”) Anger – Showing physically intimidating behavior, and blaming others. (“It’s your fault.”) Pity – Using emotional blackmail to elicit your sympathy and guilt. (“You know what I’m going through. How can you do this to me now?”); and Tears – Falling apart and expressing remorse upon confrontation.
When is comes to assistance, there are several important things to remember: First, difficulty performing on the job can sometimes be caused by unrecognized personal problems – including addiction to alcohol and other drugs; Help is available; Although a supervisor may suspect that an employee’s performance is poor because of underlying personal problems, it is up to the employee to decide whether or not that is the case; ( cont.)
Further, it is an employee’s responsibility to decide whether or not to seek help; Addiction is treatable and reversible; and An employee’s decision to seek help is a private one and will not be made public.
If EAP services are not available, employees can turn to the following for help: Community hotlines; Self-help groups such as Alcoholics Anonymous, Narcotics Anonymous, Al-Anon, etc.; Community mental health centers; Private therapists or counselors; and Addiction treatment centers.
Confidentially is a core principle of EAP services. Employees need to know that: Problems will not be made public; Conversations with an EAP professional – or other referral agent – are private and will be protected; and All information related to performance issues will be maintained in his/her personnel file. Information about any referral to treatment, however, will be kept separately.
Information about treatment for addiction or mental illness is not a matter of public record and cannot be shared without a release signed by the employee. If an employee chooses to tell coworkers about his/her private concerns, that is his/her decision. Finally, when an employee tells his/her supervisor something in confidence, supervisors are obligated to protect that disclosure.
However, there are some limits on confidentiality that may require: Disclosure of child abuse, elder abuse and serious threats of homicide or suicide as dictated by state law; Reporting participation in an EAP to the referring supervisor; Reporting the results of assessment and evaluation following a positive drug test; Verifying medical information to authorize release time or satisfy fitness-for-duty concerns as specified in company policy; and Revealing medical information to the insurance company in order to qualify for coverage under a benefits plan.
All drugs, including alcohol, chemically alter the mind and body. As a result, use of drugs and/or alcohol can impair motor skills, hinder judgment, distort perception, decrease reaction time and interfere with other skills necessary to do a job safely and efficiently. Specific drugs of abuse include those listed on this slide, and all have their own set of signs and symptoms. (Note to presenter: See accompanying handouts for more in-depth information about each of the drugs on this slide.)
To conclude , I hope this presentation has shed some light on the impact of drug and alcohol abuse on the workplace, the value of drug-free workplace programs, and where employees struggling with substance problems can turn for help. Remember, additional information on drug-free workplaces is available on the U.S. Department of Labor’s Working Partners for an Alcohol- and Drug-Free Workplace program Web site. www.dol.gov/workingpartners Thanks very much for your time and attention today. Are there any questions?