Drug Free Workplace Supervisor Training Presentation - Moore Counseling

1. Supervisor Training
presented by
Partnering with Companies for
Alcohol and Drug-Free Workplaces

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Supervisor Training Outline
 Overview of Drug-Free Workplace Policy
 Identifying performance problems and handling
potential crisis situations
 Recognizing substance abuse problems
 Intervention and referral
 Protecting confidentiality
 Continued supervision
 Enabling and supervisor traps
 Dos and Don’ts for supervisors
 Additional Resources

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Overview of Drug-Free Workplace Policy
The Drug-Free Workplace Policy accomplishes
two
major things:
 Sends a clear message that use of alcohol and drugs
in the workplace is prohibited.
 Encourages employees who have problems with
alcohol and other drugs to voluntarily seek help.

4. Drug-Free Workplace Policy Management
The Drug-Free Workplace 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, company integrity and
reputation.
 Comply with the Drug-Free Workplace Act of 1988 or
any other applicable laws.
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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?
 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?
 How is the policy communicated to employees?

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Supervisors’ Responsibilities
It is the responsibility, as a supervisor, to:
 Maintain a safe, secure and productive environment for
employees.
 Evaluate and discuss performance with employees.
 Treat all employees fairly.
 Act in a manner that does not demean or label people.
It is NOT your responsibility, as a supervisor, to:
 Diagnose drug and alcohol problems
 Have all the answers
 Provide counseling or therapy
 Be a police officer

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Supervisors’ Responsibilities
Legally sensitive areas:
 Safeguard employee’s confidentiality.
 Ensure the policy is clearly communicated.
 Establish procedures to thoroughly investigate alleged
violations.
 Provide due process and ample opportunity for response
to allegations.
 If testing is included, ensure quality control and
confirmation of positive tests.
 Conform to union contracts, if applicable.

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Identifying Problems & Handling Crisis
Situations
Identifying performance problems and handling
potential crisis situations
 Distinguishing between a crisis situation and a
performance problem.
 Crisis situations are less common than performance
problems and can consist of:
- Dangerous behavior
- Threatening behavior
- Obvious impairment
- Possession of alcohol and other drugs
- Illegal activity

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Identifying Problems & Handling Crisis
Situations
Ongoing performance problems that do not
respond to normal supervisory actions may be
signs
of addiction and other personal problems and may
require more intervention.
Examples of common performance problems that
may be indicators of underlying addiction include:
 Poor attendance - tardiness, unexplained absences, long
lunches
 Co-workers or customer complaints
 Mistakes and missed deadlines

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Identifying Problems & Handling Crisis
Situations
Frequent
Turnover
Poor Product
Quality
High
Accident
Rate
Inflated
Health
Care Costs
Increased
Workers’
Comp Claims
Increased
Theft
Higher
Absenteeism
Uneven Work
Pattern
Cycle of
Problems & Costs
Lower
Productivity

11. Ways that people use alcohol and other drugs:
 Experimentation
 Social/Recreational
 As a Stress Reliever
Abuse/Misuse of alcohol
and other drugs effects people:
 Emotionally
 Behaviorally
 Physically
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Signs and Symptoms of Abuse/Misuse

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Emotional and Physical Effects of
Abuse/Misuse:
Emotional Effects: Physical Effects:
Tearful Weight loss
Aggression Sweating
Burnout Chills
Anxiety Smell of alcohol
Depression Smell of marijuana
Paranoia
Denial

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Behavioral Effects of Abuse/Misuse:
 Slow reaction time
 Impaired coordination
 Slowed or slurred speech
 Irritability
 Excessive talking
 Inability to sit still
 Limited attention span
 Poor motivation or lack of energy

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Specific Drugs of Abuse
 Alcohol (the most abused drug)/Depressants
 Cannabinoids/Marijuana (pot, weed)
 Amphetamines
 Cocaine
 Opiates/Heroin
 Hallucinogens/PCP
*In addition to alcohol these are the typical drugs that
are tested for, but testing does not have to be limited
to
just these drugs.*
Depressants (Alcohol, Benzodiazepines,Barbiturates
and other depressants)

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Depressants
The Effects
 Memory loss
 Hallucinations
 Loss of Self-Esteem
 Logical Thinking
 Judgment
Behavioral
 Talkative
 Relaxed
 Motor Skills
Physical
 Blackouts
 Infections
 Liver Stress /Damage
 Kidney Problems &
Digestive Disorders

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Cannabinoids/Marijuana
Alters mood, thinking and behavior.
Marijuana
can distort the five senses.
 Sight
 Smell
 Taste
 Hearing
 Touch

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Cannabinoids/Marijuana
Decrease motor skills and reaction times by
63% and impair peripheral vision.
Street names include:
 Grass
 Pot
 Weed
 Bud
 Mary Jane
 Dope
 Indo
 Hydro

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Cannabinoids/Marijuana
The Effects
 Confusion/Panic
 Fantasies/Distorted Images
 Depression
 Memory Loss
 Time stands still
Physical
 Blackouts
 Infections
 Liver Stress/Damage
 Kidney Problems & Digestive
Disorders
Behavioral
 Erratic & Reckless
 Self-Absorbed
 Slowed Reaction
 Motivation Lowered
 Poor Judgment
 Ambition deflated
 Restlessness &
Inability to concentrate

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Amphetamines (Stimulants)
Group of synthetic drugs – adrenaline-like
effect on the central nervous system.
Makes the person feel “WIRED.”
After five consecutive days diet pills no
longer
affect weight loss.
Another type of amphetamine:
Methamphetamine

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Amphetamines (Stimulants)
Methamphetamine
Street names:
 Speed
 Meth
 Ice
 Crystal
 Chalk
 Crank
 Tweak
 Uppers
 Black Beauties
 Glass
 Bikers Coffee
 Coffee
 Methlies Quick
 Poor Man’s Cocaine
 Chicken Feed
 Shabu
 Crystal Meth
 Stove Top
 Trash
 Go-Fast
 Yaba
 Yellow Bam

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Amphetamines (Stimulants)
The Effects
 Self Confidence
 Increased incidents of Panic
 Confusion
 Sense of False Power
 Depression
Behavioral
 Paranoid
 Nervous
 Excess Strength and
Violence
Physical
 Kidney Failure
 Malnutrition
 Increased Heart Rate,
Blood Pressure & Heart
Attacks
 Bad Breath & Body
Odor

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Cocaine/Crack
Even one-time use can cause heart failure,
stroke and death.
In most cities, it costs more to go to the
movies than to buy a vial of crack and it does
not increase your ability to perform complex
tasks.
Street names include:
 Blow
 Nose Candy
 Snowball
 Tornado
 Wicky Stick
 Perico (Spanish)

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Cocaine/Crack
The Effects
 Hallucinations
 Visual Distortions
 Euphoria
 Depression
 Paranoia
Behavioral
 Compulsive
 Restless
 Moody
 Hyperactive
 Violent
Physical
 Rapid Heartbeat-30%
to 50%
 Headaches
 Damage to nose lining
 Lung Damage
 Nausea
 Death

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Opiates (Heroin) (Narcotics)
In recent years, price has dropped and purity
has soared. Many heroin addicts stay on the
drug not so much for the high but to keep
from
getting sick during withdrawal.
Others include:
 Codeine
 Vicodine
 Oxycontin
Street Names
 Smack
 Thunder
 Hell Dust
 Big H
 Nose Drops
 Boy

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Opiates (Heroin) (Narcotics)
The Effects
 Euphoria
 Drowsiness
 Depression
 Hallucinations & Paranoia
 Sense of false power
Behavioral
 Nodding out
 Impaired Speech
 Excess Strength
 Violence
Physical
 Body Odor/Bad breath
 Dry mouth
 Diarrhea
 Excessive Sweating &
Clammy skin
 Kidney Failure

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Halluncinogens
PCP use is resurfacing - users are younger
than
ever and drugs effects are cropping up.
Other hallucinogens include:
 LSD
 Mushrooms
Street names include:
 Acid
 Blotter Acid
 Window Pane
 Dots
 Mellow Yellow

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Halluncinogens
The Effects
 PCP scrambles the brain’s internal
stimuli.
 Alters how users see and deal with
their environment.
 Large doses may cause
convulsions, ruptured blood vessels
in brain and irreversible brain
damage.
 May cause unpleasant and
potentially dangerous “flashbacks”
long after the drug is used.
 Even small amounts can have long
term effects.
Physical
 Weight loss
 Increased Heart Rate
 Increased Blood Pressure
Behavioral
 Multiple and dramatic behavior
changes
 Drowsiness
 Perspiration
 Repetitive speech patterns
 Loss of concentration and a
state of confusion
 It can produce violent and
bizarre behavior

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For More Information and Photos
www.dea.gov/concern.concern.htm

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The Choice to Use
 Prolonged drug use changes the brain in
fundamental and long lasting ways.
 In some conditions the consequences may be
irreversible. These long-lasting changes are a
major component of addiction.
 It is as though there is a “switch” in the brain that
“flips” at some point during an individual’s drug
use.
 This is the transformation from a drug user
to a drug addict.
 If any members of your family are
alcoholics, you are 4 times more likely to
become an alcoholic and 5% of the
American workforce reports heavy
drinking.

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What is the Disease? Abuse.
 A pattern of use that leads to failure to fulfill
responsibilities at work, at home, or at school;
 Repeated use in situations that are physically
hazardous – like drinking and driving;
 When a person has recurrent legal problems such
as arrest for disorderly conduct;
 If a person continues to use despite having
ongoing issues with social, work and/or
interpersonal problems; caused or made worse by
the effects of the substance. This includes
arguments or physical fights with a spouse, friend
or co-worker.

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Abuse
Abuse: Using a substance to modify or control
mood
or state of mind in a manner that is illegal or harmful
to oneself or others.
Potential consequences of abuse include:
 Accidents or injuries
 Blackouts
 Legal problems
 Poor job performance
 Family problems
 Sexual behavior that increases the risk of HIV
infection

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What is the Disease?
Addiction or Dependence?
 May include any or all of the components of
ABUSE, but differ from abuse in several
fundamental ways.
 Increase in tolerance – a need for greater amounts
to get desired effect. Can also be the withdrawal
syndrome -a cluster of physical and psychological
symptoms following a reduction or cessation.
 The cardinal features for dependence are
1. Compulsion – the inability to refrain from use
2. Loss of control over the substance (can’t quit)
3. Continued use no matter what the
consequences.

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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.
“A pathological relationship with any mood
altering situation (substance) that has life
damaging consequences.”
- Bradshaw

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Stages of Alcohol Abuse/Addiction
Credits
“Stages of Alcohol
Abuse” by Buckley
Productions, Inc.

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Understanding Addiction
For one in ten people, abuse leads to
addiction.
Addiction to alcohol and other drugs is:
 Chronic = Ongoing problems
 Progressive = Experimental→Social →
Purposeful→Abusive→Addiction
 Primary = Focus needs to be substance abuse
 Terminal = Untreated will lead to death
 Characterized by denial = Psychological defense
mechanism

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Intervention and Referral
Steps to take when you have identified a
performance problem:
 Document the performance problem
 Get yourself ready
 Set the stage
 Use constructive confrontation
 Refer for assistance
 Follow up on progress towards meeting
performance goals

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Problem Indicators
Patterns of change in behavior or
performance
may indicate cause for Reasonable Suspicion
Testing.
They must be observable and documentable.
Pay attention to the key indicators:
 Safety
 Performance
 Attendance
 Behavior

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“Something more than a hunch”

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Reasonable Cause/Suspicion
According to the Company’s DFWP Policy:
 Observable phenomena, such as direct
observation of drug or alcohol use, possession or
distribution, or the physical symptoms of being
under the influence:
- slurred speech, dilated pupils, odor of
alcohol or marijuana, mood swing
 A pattern of abnormal conduct, erratic behavior or
deteriorating work performance:
- frequent absenteeism, excessive
tardiness, recurrent accidents

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Reasonable Cause/Suspicion
According to the Company’s DFWP Policy:
 A report of alcohol or other drug use provided by a
reliable and credible source (caution).
 Repeated violation of company safety policy or
work rule, which poses a substantial risk of
physical injury or property damage.
Factoids: Americans consume 60% of the
world’s illegal drug production and illegal
drugs have questionable strength and
purity. Steroid use may cause sexual
dysfunction and coronary heart disease.

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Reasonable Suspicion
 Where there is reasonable suspicion that alcohol or
illegal drugs may be found, manufactured,
distributed, dispensed, sold or there is use of drug
paraphernalia by employees, the employees will be
required to submit to a search of Company
property and/or of items located on Company
property including:
- offices, desks, lockers, personal affects and
vehicles. Items or property may be opened
and inspected by management or law
enforcement personnel at any time.
- At no time should there be any physical
contact between the person in charge, any
other employee, or the employee in question.

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Reasonable Suspicion
- Under no circumstances will a search of a
person’s body be undertaken. An employee
may be requested in a discreet location, to
empty his/her pockets or purse, and if so a
witness needs to be present.
 Refusing to submit to an inspection may result in
termination.

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Reasonable Suspicion
What should I be looking for?
Physical Evidence
1) Paraphernalia
 Balloons
 Aluminum Foil
 Wrappers
 Cocaine sniffing tools such as small spoons
 Crack pipes
 Holders and pipes for smoking marijuana

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Reasonable Suspicion
What should I be looking for?
2) Physical Signs and Symptoms
 The odor of alcohol or marijuana smoke.
 Intoxicated behavior such as swaying or staggering.
 Changes in speech that might become slow, slurred
or incoherent.
 Hand tremors or poor concentration.
 Blood shot eyes or watery eyes or pupils that are
unusually large or small.
 Chronic runny nose or sores around the nostrils.
 Blood spots on shirtsleeves.
 Unusually bizarre or aggressive behavior.
 Lack of manual dexterity.

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Reasonable Suspicion
What should I be looking for?
3) Appearance
 Deteriorating personal appearance
 Poor hygiene
 Rapid Weight loss
 Sagging or a shallow appearance to the face
 Unusually dirty or rumpled clothes

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What Should I Be Looking For?
Sites for On-The-Job Use
 Parking lots
 Cars and other vehicles
 Lunch rooms
 Restrooms
 Changing areas
 Equipment storage areas
 Or other remote places

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What Should I Be Looking For?
Performance Indicators
 Repeated forgetfulness
 Indecision or erratic judgment
 A lackadaisical or I don’t care attitude
 Impulsive or temperamental behavior
 Secretive behavior such as inappropriate
whispering
 Wearing sunglasses indoor
 Frequently being alone when other employees
normally congregate together such as at lunch time
and breaks

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What Should I Be Looking For?
Performance Indicators (continued)
 Refusal to accept authority
 Depression
 Anxiety or disorientation
 Sleeping on the job
 And avoidance of medical attention after an
accident
 Unexplained work-related accident, injury or
anything that could be harmful

49. Referring for a Reasonable Suspicion Test
Making the Decision
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 You are responsible for being alert to declining job
performance, erratic behavior, and other symptoms relating
to possible violation of the Drug Free Workplace policy.
 Here are Five Steps to be taken when making a decision to
refer an employee for a reasonable suspicion test:
Five Steps:
1.) The supervisor must document in writing all
circumstances, information, and facts leading to
and supporting his/her suspicions. At a minimum, the
documentation should include appropriate dates and times of
questionable behavior, any source of information and
rationale leading to testing. (Use Appropriate Supervisor
Form)
REVIEW SUPERVISOR FORMS

50. Referring for a Reasonable Suspicion Test
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Five Steps (continued)
2) The supervisor must contact the Program
Administrator – when possible or at a minimum
confirm their suspicion with another supervisor. If
both parties agree there is sufficient reason for a drug and/or
alcohol test they shall proceed to the confrontation step.
3) The supervisor shall notify the collection facility that
the employee is being sent for testing. Both Drug and Alcohol
test should be conducted and fill out the Notification and
Consent Form.
4) Make arrangements for the employee to be
transported to the collection site for testing and for
the employee to get home following the collection
process when necessary.

51. Referring for a Reasonable Suspicion Test
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Five Steps (continued)
5.) At this time, the supervisor shall discuss
the situation with the employee in a private
location. The confirming supervisor may serve as
a witness to the discussion. Do not diagnose the
cause of the problem. Instead, present the
employee with documented instances of
questionable behavior. Based on the discussion
with the employee, the supervisor and the witness
shall determine whether or not the employee needs
to go get tested. “I suspect there is a problem, we
need to rule out drug and alcohol, first. We need to
go for a test.”

52. Referring for a Reasonable Suspicion Test
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After the Decision is Made
 The employee shall be placed on leave from work
pending receipt of the test result (2-3 days in most
cases) and the employee will be made aware of
this at the time of testing
 NOTE: If the employee tests negative for drug
and/or alcohol, the employee shall be
compensated for any regularly scheduled hours
he/she would have worked during the leave period
starting from the time of the test and including the
days off until the test results are known.
 Review supervisor handouts.

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Constructive Confrontation
 Tell employee you are concerned about his/her
performance.
 State problem.
 Avoid over-generalizations.
 Refer to documentation of specific events – Set
your form in front of them to read.
 Ask for explanation “What can you tell me about
this?”
 Avoid getting involved in discussions of personal
problems.
 Try to get employee to acknowledge what you see
as the problem.
 State what must be done to correct problem.
 Set time frame for performance improvement.
 Specify consequences if problem continues.

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Documentation
 Timely: The documentation should be done as
close to the time of the event as possible. Time
has a way of reducing the clarity of recollection.
Who did, said, or didn’t say something may be less
clear over time. Documentation done within 24
hours of the event is likely to be detailed and clear.
 Objective: Just the facts. No subjective
interpretations of the causes are needed or
wanted. Your personal feelings about the person,
positive or negative, should have a bearing on
what is written.

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Documentation
 Discussion: If you document an event or
problem about an employee, discuss the event
and/or problem with the employee. Explain the
causes of your concern and your explanation
regarding improvement. Let them know you’ve
made a note of the incident
 Remember – if you don’t write it down it didn’t
happen.

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Keep Factual Records
Include the following:
 WHAT are the circumstances or violations that
the employee engaged in?
 WHEN did the violation happen? (date & time)
 WHERE precisely did the incident occur?
 WHY is this an area of concern?
Your documentation must always contain
your
signature and the date.

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Protecting Confidentiality
For supervisor referrals to be effective, an
employee needs to know that:
 Problems will not be made public.
 Conversations with an EAP professional - or
other referral agent - are private and will be
protected.
 All information related to performance issues
will be maintained in his/her personnel file.
 Information about 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 signed release
from the employee.

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Protecting Confidentiality
For supervisor referrals to be effective, an
employee needs to know that:
 If an employee chooses to tell coworkers about
his/her private concerns, that is his/her
decisions.
 When an employee tells his/her supervisor
something in confidence, supervisors are
obligated to protect that disclosure.

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Protecting Confidentiality | EAP
If EAP services are available, employees are
also assured that:
 EAP records are separate from personnel records
and can be accessed only with a signed release
from the employee.
 EAP professionals are bound by a code of ethics to
protect the confidentiality of the employees and
family members that they serve.
 There are clear limits on when and what
information an EAP professional can share and
with whom.

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Protecting Confidentiality | Limits
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.
 Revealing medical information to the insurance
company in order to qualify for coverage under a
benefits plan.

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Continued Supervision
After constructive confrontation and referral,
the employee will need:
 Continuing feedback about behavior and
performance.
 Encouragement to follow through with continuing
care and support groups.
 Accurate performance appraisals and fair treatment.
 Time to adjust to doing things differently.
 Respect for his or her privacy.
 Open lines of communication.
 Corrective action if old behaviors reappear.

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Enabling
Enabling: Action that you take that protects
the employee from the consequences of
his/her actions and actually helps the
employee to NOT deal with the problem.
Examples of enabling:
 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.

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Enabling
 Examples of enabling:
 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.
 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.

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Supervisor Traps
 Sympathy – Trying to get you involved in his/her personal
problems.
 Excuses – Having increasingly improbable explanations for
everything the 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, 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?”)
 Tears – Falling apart and expressing remorse upon
confrontation.

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Do’s for Supervisors
 DO emphasize that you only are concerned with
work performance or conduct.
 DO have documentation or performance in front of
you when you talk with the employee.
 DO remember that many problems get worse
without assistance.
 DO emphasize that conversations with an EAP, if
applicable, are confidential.
 DO explain that an EAP, if applicable, is voluntary
and exists to help the employee.
 DO call an EAP, if applicable, to discuss how to
make a referral.

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Don’ts for Supervisors
 DON’T try to diagnose the problem.
 DON’T moralize. Limit comments to job
performance and conduct issues only.
 DON’T discuss alcohol and drug use.
 DON’T be misled by sympathy-evoking tactics.
 DON’T cover up. If you protect people, it enables
them to stay the same.
 DON’T make threats that you do not intend to
carry out.

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Helpful Resources
 Cocaine Helpline 1 (800) Cocaine
 NIDA Hotline 1 (800) 622-HELP
 Alcoholics Anonymous 1 (800) 827-7016
 Narcotics Anonymous 1 (800) 234-0420
 Al-Anon 1 (800) 356-9996

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National Internet Sites
 Narcotics Anonymous
www.stopaddiction.com
 American Council on Alcoholism
www.aca-usa.org
 National Association of Children of Alcoholics
www.nacoa.net
 National Institution on Drug Abuse
www.drugabuse.gov
 Drug Abuse Education
www.drugfree.org

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Conclusion
Thank you
for your time and
for your attention today!