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.
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.
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.
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.
This person is now physically and psychologically dependent on the substance. Their life revolves around obtaining and using the substance and they have lost control over their use. Their health and relationships are seriously impacted.
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 discusses drugs and substance abuse. It defines drugs and outlines major drug types like stimulants, depressants, hallucinogens, and anabolic steroids. It also defines drug addiction as a chronic brain disease characterized by compulsion and denial. The effects of substance abuse in the workplace and society include spread of diseases, antisocial behavior, declining work quality, and family problems. Managing substance abuse helps provide assistance to employees and a safer workplace. Employee assistance programs provide problem identification and referral services to address issues stemming from personal problems. Addressing drugs and substance abuse is important to protect health and safety, assets, trade secrets, quality, and compliance with laws.
Dealing with Substance Abuse in the WorkplaceCase IQ
Security expert Timothy Dimoff discusses tips for dealing with substance abuse in the workplace. To view the webinar recording, visit: http://i-sight.com/webinar-substance-abuse-in-the-workplace/
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.
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.
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.
This person is now physically and psychologically dependent on the substance. Their life revolves around obtaining and using the substance and they have lost control over their use. Their health and relationships are seriously impacted.
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 discusses drugs and substance abuse. It defines drugs and outlines major drug types like stimulants, depressants, hallucinogens, and anabolic steroids. It also defines drug addiction as a chronic brain disease characterized by compulsion and denial. The effects of substance abuse in the workplace and society include spread of diseases, antisocial behavior, declining work quality, and family problems. Managing substance abuse helps provide assistance to employees and a safer workplace. Employee assistance programs provide problem identification and referral services to address issues stemming from personal problems. Addressing drugs and substance abuse is important to protect health and safety, assets, trade secrets, quality, and compliance with laws.
Dealing with Substance Abuse in the WorkplaceCase IQ
Security expert Timothy Dimoff discusses tips for dealing with substance abuse in the workplace. To view the webinar recording, visit: http://i-sight.com/webinar-substance-abuse-in-the-workplace/
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 the benefits of creating a healthy work environment free of substance abuse. It provides data showing that alcohol, tobacco, and drug use increases healthcare costs and reduces productivity through absenteeism and accidents. Employers can realize cost savings through education programs, cessation services, and policies that support treatment and recovery. The document recommends steps for employers like establishing employee assistance programs, adopting comprehensive substance abuse policies, and ensuring health plans provide treatment coverage.
This document discusses substance use and abuse in the workplace. Some key points:
- Around 3% of employed adults use illicit drugs or drink alcohol at work. Small businesses are most affected.
- Substance abusers have higher absenteeism and turnover. Their performance and that of coworkers is negatively impacted.
- The progression of addiction affects work performance, attendance, behavior, relationships, and financial and legal issues, becoming more severe over time. Early signs include decreased efficiency while late stages involve disciplinary action and termination.
Employee Assistance Plans provide the means to improve employee morale, enhance productivity, and change lives, all for a fraction of the cost of most benefits. Let CG Hylton provide this to your population in Canada.
This document discusses addictive behavior and characteristics of addiction such as reinforcement, compulsion or craving, and loss of control. It describes drug abuse and dependence according to the APA, noting that dependence involves tolerance, withdrawal symptoms, continually taking larger amounts of drugs, and inability to cut down on use despite problems. The document also lists risk factors for drug dependence including psychological, social, and genetic factors. It provides information on commonly abused drugs like opioids, depressants, stimulants, marijuana, hallucinogens, and inhalants and their effects and risks of abuse. Prevention and treatment methods are also summarized.
The document discusses strategies for preventing substance abuse and dependency. It outlines several symptoms of substance abuse and dependency according to the DSM-IV-TR, including impaired control over substance use and social/interpersonal problems from use. The most important prevention strategies discussed are early education programs in schools to teach youth about risks and support programs for parents. Effective treatment options include individual counseling, group therapy, outpatient programs, and short or long-term residential care.
The document discusses drug testing in the workplace. It provides background on the rise of drug testing programs in American firms since the 1980s as a way to detect and address substance abuse issues. It then covers various aspects of drug testing including definitions of drugs, trends in drug testing, the perceived pros and cons of workplace drug testing programs, specifics of drug testing methods and what can be tested, factors that can impact drug test results, and common drug detection periods. It also briefly outlines drug testing practices by different industries.
This document provides an overview of substance abuse and treatment. It discusses the definitions of use versus abuse and normal versus problematic substance use. It also outlines the challenges in treating substance abuse disorders, including co-occurring mental health and medical conditions. Finally, it summarizes the levels of substance abuse treatment based on the ASAM criteria and principles of treatment matching to provide the appropriate level and type of care.
Review best practices for working with persons with addictions and mental health issues. 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
This document provides information about recognizing drug use and abuse behaviors in teens. It includes statistics on drug use, descriptions of common drugs, and signs of drug abuse related to personal appearance, habits, health, behavior, and school performance. The document recommends talking openly with teens about drugs, setting clear rules and consequences, and seeking professional help if drug use is suspected. Resources for drug treatment options in the local area are also listed.
Accomodation and prevention substance abuse CG Hylton Inc.
This document provides an overview of a presentation on substance abuse and prevention in the workplace. The presentation covers key topics such as indicators of substance abuse, addictions, prevention strategies, return-to-work strategies, employee assistance programs, drug and alcohol testing, and maintaining positive workplace morale and mental health. Effective solutions involve screening, brief interventions, treatment referrals, and changing workplace policies and culture to promote wellness and prevent problems.
This document discusses substance abuse among gay males and the relationship to minority stress. It notes that gay males experience discrimination and internalized stigma which contributes to higher rates of substance use disorders compared to straight males. The document outlines common substances of abuse, and notes that minority stress can lead gay males to use substances as a coping mechanism. Effective treatment needs to address the triggers of substance abuse and consider the experiences of discrimination. Treatment approaches discussed include motivational interviewing, harm reduction, and the stages of change model.
The Practice and Theory of Alcohol & Drug Addiction Treatment at Delhi on Sa...Neil Paul
The workshop aims to identify core factors responsible for therapeutic success of Alcohol & Drug Addiction Treatmentregardless of theoretical orientation or psychiatric diagnosis
This document discusses drug addiction in Pakistan. It defines drug addiction as the habitual use of substances to alter the mind or body for non-medical reasons. It notes there are over 7 million drug addicts in Pakistan, with 700 deaths from drug addiction daily compared to only 39 from terrorism. The document outlines causes of drug addiction like curiosity, peer pressure, and low self-esteem, and negative effects like health issues, unemployment, and loss of education. It suggests protective factors like alternative activities, self-confidence, and avoiding drug use.
- Prevention efforts for substance abuse traditionally focus on primary, secondary, and tertiary interventions. Primary prevention aims to prevent initial use, secondary focuses on early identification of problems, and tertiary refers to treatment for those with substance abuse issues or dependence.
- There are three major models of prevention: the sociocultural model aims to influence social norms, the distribution/consumption model focuses on restricting availability, and the proscriptive model prohibits availability and advocates total abstinence.
- Common prevention strategies include education programs in schools, mass media campaigns, and programs targeting at-risk groups like college students where binge drinking leads to health, academic, and legal problems for many.
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.
Concept is important to be understood by the parents or families, who are dealing with a drug addicted kid or person. Family's support, love and guidance is must in such cases.
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.
Effective therapies for drug and alcohol addiction include CBT, community reinforcement approach plus vouchers, contingency management/motivational incentives, motivational enhancement therapy, the Matrix Model, 12-step facilitation therapy, and behavioral couples therapy. Therapies created for adults like CBT, MET, and the Matrix Model need modifications to be effective for adolescents. Family-based therapies shown to work for adolescents include multisystemic therapy, multidimensional family therapy, and brief strategic family therapy. These therapies aim to improve individual and family dynamics that influence adolescent substance use.
James Havard is an operations specialist seeking a new position. He has over 10 years of experience in operations management, logistics, project management, and strategic planning for the US Army. Havard holds a Bachelor's degree in Interdisciplinary Studies and an Associate's degree in Business Management. His most recent role was as a Program Manager at Fort Bliss, Texas, where he planned operations, developed strategic plans and assessments, and rapidly procured support equipment.
Dance/Movement Therapy is a great way to help moms and babies strengthen their mental, physical and emotional bond. When applied to babywearing practices, the benefits are even greater!
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 the benefits of creating a healthy work environment free of substance abuse. It provides data showing that alcohol, tobacco, and drug use increases healthcare costs and reduces productivity through absenteeism and accidents. Employers can realize cost savings through education programs, cessation services, and policies that support treatment and recovery. The document recommends steps for employers like establishing employee assistance programs, adopting comprehensive substance abuse policies, and ensuring health plans provide treatment coverage.
This document discusses substance use and abuse in the workplace. Some key points:
- Around 3% of employed adults use illicit drugs or drink alcohol at work. Small businesses are most affected.
- Substance abusers have higher absenteeism and turnover. Their performance and that of coworkers is negatively impacted.
- The progression of addiction affects work performance, attendance, behavior, relationships, and financial and legal issues, becoming more severe over time. Early signs include decreased efficiency while late stages involve disciplinary action and termination.
Employee Assistance Plans provide the means to improve employee morale, enhance productivity, and change lives, all for a fraction of the cost of most benefits. Let CG Hylton provide this to your population in Canada.
This document discusses addictive behavior and characteristics of addiction such as reinforcement, compulsion or craving, and loss of control. It describes drug abuse and dependence according to the APA, noting that dependence involves tolerance, withdrawal symptoms, continually taking larger amounts of drugs, and inability to cut down on use despite problems. The document also lists risk factors for drug dependence including psychological, social, and genetic factors. It provides information on commonly abused drugs like opioids, depressants, stimulants, marijuana, hallucinogens, and inhalants and their effects and risks of abuse. Prevention and treatment methods are also summarized.
The document discusses strategies for preventing substance abuse and dependency. It outlines several symptoms of substance abuse and dependency according to the DSM-IV-TR, including impaired control over substance use and social/interpersonal problems from use. The most important prevention strategies discussed are early education programs in schools to teach youth about risks and support programs for parents. Effective treatment options include individual counseling, group therapy, outpatient programs, and short or long-term residential care.
The document discusses drug testing in the workplace. It provides background on the rise of drug testing programs in American firms since the 1980s as a way to detect and address substance abuse issues. It then covers various aspects of drug testing including definitions of drugs, trends in drug testing, the perceived pros and cons of workplace drug testing programs, specifics of drug testing methods and what can be tested, factors that can impact drug test results, and common drug detection periods. It also briefly outlines drug testing practices by different industries.
This document provides an overview of substance abuse and treatment. It discusses the definitions of use versus abuse and normal versus problematic substance use. It also outlines the challenges in treating substance abuse disorders, including co-occurring mental health and medical conditions. Finally, it summarizes the levels of substance abuse treatment based on the ASAM criteria and principles of treatment matching to provide the appropriate level and type of care.
Review best practices for working with persons with addictions and mental health issues. 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
This document provides information about recognizing drug use and abuse behaviors in teens. It includes statistics on drug use, descriptions of common drugs, and signs of drug abuse related to personal appearance, habits, health, behavior, and school performance. The document recommends talking openly with teens about drugs, setting clear rules and consequences, and seeking professional help if drug use is suspected. Resources for drug treatment options in the local area are also listed.
Accomodation and prevention substance abuse CG Hylton Inc.
This document provides an overview of a presentation on substance abuse and prevention in the workplace. The presentation covers key topics such as indicators of substance abuse, addictions, prevention strategies, return-to-work strategies, employee assistance programs, drug and alcohol testing, and maintaining positive workplace morale and mental health. Effective solutions involve screening, brief interventions, treatment referrals, and changing workplace policies and culture to promote wellness and prevent problems.
This document discusses substance abuse among gay males and the relationship to minority stress. It notes that gay males experience discrimination and internalized stigma which contributes to higher rates of substance use disorders compared to straight males. The document outlines common substances of abuse, and notes that minority stress can lead gay males to use substances as a coping mechanism. Effective treatment needs to address the triggers of substance abuse and consider the experiences of discrimination. Treatment approaches discussed include motivational interviewing, harm reduction, and the stages of change model.
The Practice and Theory of Alcohol & Drug Addiction Treatment at Delhi on Sa...Neil Paul
The workshop aims to identify core factors responsible for therapeutic success of Alcohol & Drug Addiction Treatmentregardless of theoretical orientation or psychiatric diagnosis
This document discusses drug addiction in Pakistan. It defines drug addiction as the habitual use of substances to alter the mind or body for non-medical reasons. It notes there are over 7 million drug addicts in Pakistan, with 700 deaths from drug addiction daily compared to only 39 from terrorism. The document outlines causes of drug addiction like curiosity, peer pressure, and low self-esteem, and negative effects like health issues, unemployment, and loss of education. It suggests protective factors like alternative activities, self-confidence, and avoiding drug use.
- Prevention efforts for substance abuse traditionally focus on primary, secondary, and tertiary interventions. Primary prevention aims to prevent initial use, secondary focuses on early identification of problems, and tertiary refers to treatment for those with substance abuse issues or dependence.
- There are three major models of prevention: the sociocultural model aims to influence social norms, the distribution/consumption model focuses on restricting availability, and the proscriptive model prohibits availability and advocates total abstinence.
- Common prevention strategies include education programs in schools, mass media campaigns, and programs targeting at-risk groups like college students where binge drinking leads to health, academic, and legal problems for many.
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.
Concept is important to be understood by the parents or families, who are dealing with a drug addicted kid or person. Family's support, love and guidance is must in such cases.
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.
Effective therapies for drug and alcohol addiction include CBT, community reinforcement approach plus vouchers, contingency management/motivational incentives, motivational enhancement therapy, the Matrix Model, 12-step facilitation therapy, and behavioral couples therapy. Therapies created for adults like CBT, MET, and the Matrix Model need modifications to be effective for adolescents. Family-based therapies shown to work for adolescents include multisystemic therapy, multidimensional family therapy, and brief strategic family therapy. These therapies aim to improve individual and family dynamics that influence adolescent substance use.
James Havard is an operations specialist seeking a new position. He has over 10 years of experience in operations management, logistics, project management, and strategic planning for the US Army. Havard holds a Bachelor's degree in Interdisciplinary Studies and an Associate's degree in Business Management. His most recent role was as a Program Manager at Fort Bliss, Texas, where he planned operations, developed strategic plans and assessments, and rapidly procured support equipment.
Dance/Movement Therapy is a great way to help moms and babies strengthen their mental, physical and emotional bond. When applied to babywearing practices, the benefits are even greater!
Breakout Session 1 - 2015 Traffic Safety Conference
by Renee St. Louis, Education Coordinator, ATLAS Center/University of Michigan Transportation Research Institute
This document outlines topics to be discussed in an upcoming session, including state data centers and infrastructure, e-tendering and e-auctions, e-governance policies and IT acts, common service centers and their impacts in districts, UID and its implementation in Maharashtra, mobile governance, SMS and payment gateways, e-offices and their implementation in districts, effective use of social media, e-district rollouts, e-governance certification, wide area networks, accessibility in e-governance, and a session with senior IT officials.
Este documento describe las partes internas y periféricos clave de una computadora. Describe el disco duro, tarjeta madre, memoria RAM, ranura PCI, cable de bus de datos, lector de discos, teclado, ratón, escáner, tableta digitalizadora, sistema de reconocimiento de voz, pantalla o monitor, impresora y dispositivos multimedia. Explica brevemente la función de cada uno de estos componentes centrales de una computadora.
The document discusses whether frogs jump and fish can breathe underwater. It also lists vertebrates and mentions that fish are blue and yellow in color.
Este documento presenta una serie de bienaventuranzas o bendiciones para los amigos. Resalta las bendiciones de aquellos que alegran a otros, ganan la confianza de sus amigos, alaban y ayudan a otros, hacen favores sin ser pedidos, siguen amando a amigos caídos, aman a Jesucristo y aman con corazón puro. Concluye bendiciendo a quien tenga a Jesús como amigo.
Jamal Najamuddin is seeking a position in financial management or cost accounting. He has over 20 years of experience in accounting roles. Most recently, he was the Manager of Accounts at DHA Education System in Lahore, Pakistan, where he supervised 24 employees and consolidated financial reports. He has a degree in accounting and is an Associate Member of the Institute of Cost & Management Accountants of Pakistan.
El documento presenta un análisis del cuento "El Alfiler" escrito por el autor peruano Ventura García Calderón. Brevemente describe la trama del cuento que involucra el misterioso asesinato de Grimanesa, la hija de un terrateniente. Luego proporciona algunos datos biográficos sobre el autor, Ventura García Calderón, destacando que fue un escritor, ensayista y poeta peruano relevante del siglo XX que pasó gran parte de su vida en París.
Este documento analisa a evolução da estrutura da produção e da despesa nacional em Portugal na última década. Apresenta dados sobre a composição do PIB por setores de atividade econômica e sua evolução entre 2009-2015, bem como a estrutura da VAB por setor em 2006 e 2012. Também descreve a composição e evolução da despesa nacional e suas principais componentes nesse período.
Exoneracion de-Matricula 2016 De estudiantes Que Profesan Religion distinta a...Colegio
El documento discute los cambios recientes en las regulaciones sobre la exoneración del curso de religión en las escuelas peruanas. Explica que a partir del 2016, la exoneración solo podrá solicitarse en el momento de la matrícula inicial o ratificación, y no durante el año escolar, como se permitía anteriormente. También aclara que no es necesario presentar constancias sobre la religión que se profesa, ya que las convicciones religiosas son privadas.
O documento descreve o framework Scrum para gerenciamento de projetos ágeis. Scrum é um processo iterativo que foca na entrega contínua de valor ao cliente por meio de sprints curtas. O documento explica os papéis de Product Owner, Scrum Master e time, assim como as cerimônias e artefatos principais de Scrum como planning poker, reuniões diárias, reviews e retrospectivas.
The document describes the SmartLF Scan! portable large format scanners. It summarizes the key features of the 24" and 36" models, including their lightweight and portable designs, ability to scan directly to memory or USB without a computer, and network compatibility. Pricing is included, with the 24" model listed at $2,400 and the 36" model at $3,000.
This document discusses employer responsibilities and policies regarding substance abuse issues in the workplace. It covers safety obligations, the duty to accommodate disabilities, and balancing employee privacy rights. It also outlines signs of substance abuse, the range of use from recreational to dependence, and tolerance. Further, it describes workplace responses including assisting employees who self-disclose issues through EAP counseling or mandatory assessments for those who breach policies. The SAP process involves assessment, treatment referral, monitoring, and reporting to employers.
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.
The document discusses random drug testing in the workplace and its impact on employees. It acknowledges that drug use can negatively impact job performance, safety, and other work activities. The document then reviews related studies on formulating drug-free workplace policies and programs. It outlines components that should be included in these policies, such as advocacy, education and training programs for employees, and implementing a random drug testing program in accordance with health guidelines. The goal is to create drug-free workplaces that are safe for all.
This document discusses workplace substance abuse and drug testing programs. It emphasizes that a comprehensive substance abuse prevention program includes multiple components like needs assessment, employee education, supervisor training, drug screening, employee assistance, and documented policies and procedures. Drug testing is an important part of protecting a workplace from the negative effects of drug and alcohol abuse by deterring their use and discouraging abusers from joining an organization. A written policy lays the foundation for a drug-free workplace program by outlining reasons for testing, procedures, employee responsibilities, and consequences of violations.
2019 Drug Free Workplace 2-Hour Supervisor TrainingBeyond Marketing
This document outlines training for supervisors on a Drug-Free Safety Program. It covers recognizing signs of substance abuse, responsibilities of supervisors, reasonable suspicion testing procedures, and making referrals for testing. The training aims to help supervisors understand policies, identify issues, investigate situations, and refer employees in need of assistance in a fair and legally compliant manner. Supervisors are taught to document performance problems, have private discussions, and make testing referrals based on reasonable suspicion using the appropriate forms and processes.
Substance abuse involves using legal or illegal substances to alter one's mental state or feelings. Common substances abused include alcohol, amphetamines, caffeine, cannabis, cocaine, inhalants, nicotine, opioids, and sedatives. Substance abuse and dependence can lead to health issues, accidents, legal problems, and damaged relationships. Withdrawal from substances often causes negative physical and psychological symptoms. Treatment focuses on detoxification, rehabilitation, and preventing relapse.
Office of Drug & Alcohol Policy & Compliance - My CopyRobert Gordon
The document provides information about DOT drug and alcohol testing requirements for safety-sensitive employees. It explains that employees in industries regulated by DOT such as aviation, transit, and commercial driving are subject to testing. Employees can be tested for drugs and alcohol in pre-employment, post-accident, random, reasonable suspicion, return-to-duty, and follow-up situations. The testing process involves collection of urine specimens, laboratory testing, and review by a medical review officer. Prescription drugs may be allowed if certain conditions are met, and use of illegal drugs is strictly prohibited.
Gleamns reasonable suspicion training for supervisorMizFoster
This document provides guidance to supervisors on conducting reasonable suspicion and post-accident drug and alcohol testing according to FTA regulations. It discusses the signs of drug and alcohol impairment, when testing is required, and procedures for testing. Supervisors are trained to determine when reasonable suspicion or post-accident testing is needed and to ensure testing is conducted promptly according to requirements. The document aims to ensure testing determinations are made appropriately and procedures are followed correctly.
The document discusses substance use disorders and alcoholism. It defines key terms like tolerance, dependence, withdrawal, and provides the ICD-10 classification for mental and behavioral disorders due to substance use. It explores the etiology of substance abuse, including biological factors like genetics and gender, and social factors like family, peers, and culture. It focuses on alcoholism, defining it and describing the clinical types and stages of alcoholism. It also discusses tools for assessing problem drinkers like CAGE, MAST, AUDIT, and PAT questionnaires.
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.
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.
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.
Abuso de sustancias en el lugar de trabajoJerryJasso
Substance abuse is common among healthcare workers and can negatively impact patient safety. This document outlines signs of substance abuse, commonly abused substances like opioids and stimulants, and appropriate interventions. It encourages self-assessment and seeking help, noting addiction is a disease treatable with various programs. The goal is ensuring workers can identify and appropriately address substance abuse issues in the workplace.
Substance abuse, psychiatric nursing, b. sc (n) pptmatenus
This document discusses substance abuse and alcohol dependence. It defines key terms related to substance use disorders and lists commonly abused psychoactive substances. It describes the ICD-10 classification of mental and behavioral disorders due to psychoactive substance use. It discusses the etiology of substance abuse from biological, behavioral, psychological, social and other perspectives. It outlines the consequences of substance abuse and details the characteristics, stages and clinical features of alcohol dependence.
Substance abuse in the workplace refers to the misuse of drugs or alcohol by employees while on the job. This issue can have negative consequences for both individuals and businesses.
When employees engage in alcohol or drug abuse, it can affect their productivity, decision-making, and overall job performance. It may also lead to accidents, injuries, and absenteeism.
This presentation discusses creating a sustainable culture of quality in the pharmaceutical industry. It covers topics such as what good manufacturing practices (GMP) are and how they help ensure drug quality and safety. The presentation notes several past drug contamination incidents that harmed or killed patients. It emphasizes that quality cannot be tested into products but must be built into the manufacturing process. The presentation also discusses quality culture and attributes like leadership, continuous improvement, and understanding human behavior and motivations. The overall message is that a robust quality system and culture are needed to avoid quality issues and protect patients.
The document discusses common drugs of abuse in the Philippines such as shabu and marijuana. It defines shabu as methamphetamine hydrochloride and marijuana as cannabis sativa. Examples of inhalants that cause hallucinations are given. Negative effects of substance abuse include anxiety, lung cancer, confusion and psychosis. Students are asked to identify types of drugs, their street names and effects. They are assigned a performance task of interviewing community members about drug abuse.
This document discusses substance use disorders and their classification in the DSM-V. It describes how substances directly activate the brain's reward system, causing feelings of pleasure. Individuals with lower self-control are more prone to developing substance use disorders, characterized by an inability to stop using a substance despite harm. The document outlines criteria for substance use disorders and withdrawal syndromes for different classes of substances, including alcohol, caffeine, cannabis, hallucinogens, inhalants, opioids, sedatives, stimulants, and tobacco. It also discusses biological, psychological and socio-cultural models of etiology.
Presentation offered to Jacksonville Health Council provides a brief overview of Addiction and the importance of identifying early intervention and referral for employees needing substance abuse treatment.
Similar to Supervisor 2 Hour Training Presentation (20)
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
Job Finding Apps Everything You Need to Know in 2024SnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find your dream job with ease using the best job finding apps. Discover top-rated apps that connect you with employers, provide personalized job recommendations, and streamline the application process. Explore features, ratings, and reviews to find the app that suits your needs and helps you land your next opportunity.
5 Common Mistakes to Avoid During the Job Application Process.pdfAlliance Jobs
The journey toward landing your dream job can be both exhilarating and nerve-wracking. As you navigate through the intricate web of job applications, interviews, and follow-ups, it’s crucial to steer clear of common pitfalls that could hinder your chances. Let’s delve into some of the most frequent mistakes applicants make during the job application process and explore how you can sidestep them. Plus, we’ll highlight how Alliance Job Search can enhance your local job hunt.
IT Career Hacks Navigate the Tech Jungle with a RoadmapBase Camp
Feeling overwhelmed by IT options? This presentation unlocks your personalized roadmap! Learn key skills, explore career paths & build your IT dream job strategy. Visit now & navigate the tech world with confidence! Visit https://www.basecamp.com.sg for more details.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
How to Prepare for Fortinet FCP_FAC_AD-6.5 Certification?NWEXAM
Begin Your Preparation Here: https://bit.ly/3VfYStG — Access comprehensive details on the FCP_FAC_AD-6.5 exam guide and excel in the Fortinet Certified Professional - Network Security certification. Gather all essential information including tutorials, practice tests, books, study materials, exam questions, and the syllabus. Solidify your knowledge of Fortinet FCP_FAC_AD-6.5 certification. Discover everything about the FCP_FAC_AD-6.5 exam, including the number of questions, passing percentage, and the time allotted to complete the test.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
2. Training ObjectivesTraining Objectives
Understand the specificUnderstand the specific
elements of the DFSP policy,elements of the DFSP policy,
procedures and the program asprocedures and the program as
a wholea whole
Understand supervisor role andUnderstand supervisor role and
responsibilities in implementingresponsibilities in implementing
the DFSPthe DFSP
3. Training ObjectivesTraining Objectives
Be aware of the supervisor skillsBe aware of the supervisor skills
that are critical to policythat are critical to policy
implementationimplementation
Understand the process ofUnderstand the process of
referring an employee toreferring an employee to
drug/alcohol testing based ondrug/alcohol testing based on
reasonable suspicion & otherreasonable suspicion & other
types of testingtypes of testing
4. Training ContentTraining Content
The Impact of alcohol & drugs in theThe Impact of alcohol & drugs in the
workplace will be reviewed in theworkplace will be reviewed in the
Employee TrainingEmployee Training
1.1. How to recognize a possibleHow to recognize a possible
alcohol/drug problemalcohol/drug problem
2.2. How to document behaviors thatHow to document behaviors that
demonstrate an alcohol/drug problemdemonstrate an alcohol/drug problem
5. Training ContentTraining Content
3.3. How to confront employees with theHow to confront employees with the
problem from observed behaviorsproblem from observed behaviors
4.4. How to initiate reasonable suspicionHow to initiate reasonable suspicion
testingtesting
5.5. How to initiate post-accident testingHow to initiate post-accident testing
6. Training ContentTraining Content
6.6. How to handle the procedure associatedHow to handle the procedure associated
with random testing (if applicable to yourwith random testing (if applicable to your
company)company)
7.7. How to make an appropriate referral forHow to make an appropriate referral for
professional assessment or assistanceprofessional assessment or assistance
8.8. How to follow up with employees returningHow to follow up with employees returning
to work after a positive drug testto work after a positive drug test
7. Drug-Free Safety ProgramDrug-Free Safety Program
Substance use is often the silent and unseen
cause of work-related accidents.
As defined in BWC’s DFSP, substance use
and misuse involves the use of alcohol and
other drugs, including prescription, over-the-
counter and illegal drugs, in the workplace, in
violation of the employer’s written DFSP
policy.
8. THE PROBLEMTHE PROBLEM
Drug and alcohol abuse in the workplace is anDrug and alcohol abuse in the workplace is an
epidemic.epidemic.
Drug use seriously impairs a portion of theDrug use seriously impairs a portion of the
national workforce.national workforce.
It has been estimated that for every tenIt has been estimated that for every ten
employees, one is impaired by substance abuseemployees, one is impaired by substance abuse
or chemical dependency.or chemical dependency.
9. ManagementManagement
Supervisors are the link to the employer’s workSupervisors are the link to the employer’s work
force and are the key to successfulforce and are the key to successful
implementation of a DFSP policy and program.implementation of a DFSP policy and program.
At a level between employees and upperAt a level between employees and upper
management, direct supervisors face amanagement, direct supervisors face a
challenging role.challenging role.
They serve as the eyes, voice and arm ofThey serve as the eyes, voice and arm of
management.management.
10. Policy Review
Please take 15-20 minutes to review yourPlease take 15-20 minutes to review your
company’s policy.company’s policy.
11. 1. How to Recognize a Possible1. How to Recognize a Possible
Alcohol or Drug ProblemAlcohol or Drug Problem
Drugs tested for – Q & ADrugs tested for – Q & A
Paraphernalia & what different drugs lookParaphernalia & what different drugs look
likelike
Behavioral patternsBehavioral patterns
12. The Drug TestThe Drug Test
1. Cocaine (and its derivatives, including crack cocaine)1. Cocaine (and its derivatives, including crack cocaine)
2. Cannabinoids (THC/marijuana, hash)2. Cannabinoids (THC/marijuana, hash)
3. Opiates (heroin, codeine, etc.)3. Opiates (heroin, codeine, etc.)
4. Amphetamines (central nervous system stimulants)4. Amphetamines (central nervous system stimulants)
5. Phencyclidine (PCP)5. Phencyclidine (PCP)
6. Barbiturates (central nervous system depressants)6. Barbiturates (central nervous system depressants)
7. Propoxyphene (Darvon)7. Propoxyphene (Darvon)
8. Methadone8. Methadone
9. Benzodiazepine (Valium, Librium, etc.)9. Benzodiazepine (Valium, Librium, etc.)
10. Alcohol10. Alcohol
11. Ecstasy11. Ecstasy
13. Behaviors Related to CommonlyBehaviors Related to Commonly
Abused DrugsAbused Drugs
What to look out for. . .What to look out for. . .
MARIJUANAMARIJUANA
LoudLoud
TalkativeTalkative
MellowMellow
Lack of motivation in regular usersLack of motivation in regular users
15. What to look out for . . .What to look out for . . .
OPIATESOPIATES
SluggishSluggish
Slurred speechSlurred speech
Heavy limbsHeavy limbs
Low moodLow mood
17. What to look out for . . .What to look out for . . .
COCAINECOCAINE
Runny nose (addicted to nose spray)Runny nose (addicted to nose spray)
Extremely moodyExtremely moody
UnpredictableUnpredictable
Over reacts to situationsOver reacts to situations
19. What to look out for . . .What to look out for . . .
AMPHETAMINESAMPHETAMINES
Very edgyVery edgy
Weight lossWeight loss
Personality changesPersonality changes
Sleep habit changesSleep habit changes
21. What to look out for . . .What to look out for . . .
PCPPCP
Tripped outTripped out
Can be violentCan be violent
Unpredictable behaviorUnpredictable behavior
23. What to look out for . . .What to look out for . . .
ALCOHOLALCOHOL
OdorOdor
Difficulty focusingDifficulty focusing
IrritabilityIrritability
Unsteady gaitUnsteady gait
Deterioration in appearanceDeterioration in appearance
29. 2. Reasonable Suspicion Testing2. Reasonable Suspicion Testing
What is itWhat is it
How to initiate itHow to initiate it
DocumentationDocumentation
ProcessProcess
ProceduresProcedures
30. REASONABLE SUSPICIONREASONABLE SUSPICION
When a supervisor has reasonWhen a supervisor has reason
to believe that an employee isto believe that an employee is
impaired by drugs or alcoholimpaired by drugs or alcohol
while on Company premises orwhile on Company premises or
while working.while working.
Reasonable suspicion testingReasonable suspicion testing
may be initiated based on, butmay be initiated based on, but
are not limited to, any of theare not limited to, any of the
following:following:
31. Reasonable SuspicionReasonable Suspicion
Observed behavior (direct observationObserved behavior (direct observation
of drug or alcohol use)of drug or alcohol use)
A pattern of abnormal conduct (frequentA pattern of abnormal conduct (frequent
absenteeism, excessive tardiness)absenteeism, excessive tardiness)
Repeated violations of the company’sRepeated violations of the company’s
safety or work rulessafety or work rules
32. Common Questionable BehaviorsCommon Questionable Behaviors
The following is a list of some commonThe following is a list of some common
suspicious behaviors you may see in a substancesuspicious behaviors you may see in a substance
abuser (this list is not all inclusive):abuser (this list is not all inclusive):
Excessive absences / tardinessExcessive absences / tardiness
Pattern of being absent on or after paydayPattern of being absent on or after payday
Employee verbalizes multiple family or personalEmployee verbalizes multiple family or personal
issues as the cause for excessive absence orissues as the cause for excessive absence or
tardiness.tardiness.
Problems staying awake on the jobProblems staying awake on the job
Consistently having problems completing jobConsistently having problems completing job
responsibilitiesresponsibilities
33. Common Questionable BehaviorsCommon Questionable Behaviors
ContinuedContinued
Pattern of borrowingPattern of borrowing
money from co-workersmoney from co-workers
Change in appearanceChange in appearance
Unexplained crying spellsUnexplained crying spells
Taking extra smoke orTaking extra smoke or
bathroom breaksbathroom breaks
Unusual isolation fromUnusual isolation from
peerspeers
Problems concentratingProblems concentrating
Odor of Alcohol orOdor of Alcohol or
MarijuanaMarijuana
Slurred speechSlurred speech
Prolonged lunch hoursProlonged lunch hours
34. How to Initiate ReasonableHow to Initiate Reasonable
Suspicion TestingSuspicion Testing
Ensure that there is questionable behaviorEnsure that there is questionable behavior
Your initial task is simply to identify that aYour initial task is simply to identify that a
problem existsproblem exists
You need not determine the nature of theYou need not determine the nature of the
problem or what precipitated itproblem or what precipitated it
35. Getting Ready to Document . . .Getting Ready to Document . . .
Be objective! Document only the jobBe objective! Document only the job
performance issues that you observeperformance issues that you observe
Good documentation will support theGood documentation will support the
existence of questionable behaviorexistence of questionable behavior
Have witnesses who can verify yourHave witnesses who can verify your
suspicions when ablesuspicions when able
36. 3. How to Document Behaviors that3. How to Document Behaviors that
Demonstrate Possible Drug/AlcoholDemonstrate Possible Drug/Alcohol
ProblemProblem
Please see your companiesPlease see your companies
representative for your documentationrepresentative for your documentation
form for reasonable suspicion.form for reasonable suspicion.
37. DocumentationDocumentation
If you decide to send an employee in forIf you decide to send an employee in for
reasonable suspicion drug testing you mustreasonable suspicion drug testing you must
have proper documentation completed and thehave proper documentation completed and the
entire process must remain completelyentire process must remain completely
confidential.confidential.
All records pertaining to drug testing areAll records pertaining to drug testing are
considered confidential and must be keptconsidered confidential and must be kept
separate from employee files.separate from employee files.
38. How to DocumentHow to Document
THE GOLDEN RULE ONTHE GOLDEN RULE ON
DOCUMENTATION . . .DOCUMENTATION . . .
If you don’t document a situationIf you don’t document a situation
ITIT
DIDN’TDIDN’T
HAPPENHAPPEN
YOU MUST DOCUMENT!YOU MUST DOCUMENT!
39. DocumentationDocumentation
It is very important that you follow yourIt is very important that you follow your
company policy.company policy.
Ask yourself what is in the best interest ofAsk yourself what is in the best interest of
the employee in question, other co-the employee in question, other co-
workers, and the organization.workers, and the organization.
Create an action plan and follow throughCreate an action plan and follow through
with it.with it.
40. Never “Diagnose”Never “Diagnose”
Many medical conditions can produce theMany medical conditions can produce the
same symptoms as drug use:same symptoms as drug use:
Low blood sugarLow blood sugar
StrokeStroke
Post seizurePost seizure
. . . Or a change in behavior could be a. . . Or a change in behavior could be a
symptom of stress / personal problemssymptom of stress / personal problems
(other family with substance problems)(other family with substance problems)
41. *Refer to Your Forms*Refer to Your Forms
BEHAVIORSBEHAVIORS THAT MAY DEMONSTRATETHAT MAY DEMONSTRATE
AN ALCOHOL / DRUG PROBLEM:AN ALCOHOL / DRUG PROBLEM:
Recognizing Job Performance ProblemsRecognizing Job Performance Problems
ChecklistChecklist
Observed Behavior / Reasonable CauseObserved Behavior / Reasonable Cause
RecordRecord
What information must be on yourWhat information must be on your
documentation?documentation?
42. 4. How to Confront4. How to Confront
EmployeesEmployees
Stick to the facts of the job performance, don’tStick to the facts of the job performance, don’t
get sidetrackedget sidetracked
Be thoughtful! Stay nonjudgmental andBe thoughtful! Stay nonjudgmental and
recognize the employee’s point of viewrecognize the employee’s point of view
You must follow all current collective-bargainingYou must follow all current collective-bargaining
agreements and company policiesagreements and company policies
Have a witness if possible & Union Steward ifHave a witness if possible & Union Steward if
requiredrequired
43. Common BarriersCommon Barriers
Denial –Denial – The employee denies that aThe employee denies that a
problem exist and insists that you orproblem exist and insists that you or
someone else in the company is out to getsomeone else in the company is out to get
them. May try to say the lab made an error.them. May try to say the lab made an error.
Threats-Threats- The employee threatens you orThe employee threatens you or
the organization.the organization.
44. Rationalization-Rationalization-The employee tries to avoidThe employee tries to avoid
the issue by making excuses.the issue by making excuses.
Angry Outburst-Angry Outburst-The employee becomesThe employee becomes
angry.(Crying, yelling, screaming)angry.(Crying, yelling, screaming)
Personal Relationships –Personal Relationships – Don’t allowDon’t allow
personal feelings to blur decision making.personal feelings to blur decision making.
45. How to RespondHow to Respond
Don’t reactDon’t react –– Wait until theWait until the
employee has run out ofemployee has run out of
steam then continue withsteam then continue with
the meeting.the meeting.
Be consistentBe consistent ––
Regardless of yourRegardless of your
personal relationship withpersonal relationship with
an employee, it is importantan employee, it is important
to treat each person theto treat each person the
same when addressing jobsame when addressing job
performance or conduct.performance or conduct.
46. How to RespondHow to Respond
Maintain ConfidentialityMaintain Confidentiality – All discussions of an– All discussions of an
employee’s job performance should be held inemployee’s job performance should be held in
private. Others should not be able to hear theprivate. Others should not be able to hear the
conversation.conversation.
Be up frontBe up front with the employee fromwith the employee from
the very beginning. Don’t play games!the very beginning. Don’t play games!
Follow-up –Follow-up – Take follow up actionTake follow up action
meaning you continue to observemeaning you continue to observe
and document.and document.
47. The Trip To The LabThe Trip To The Lab
The company is responsible forThe company is responsible for
transporting the employee to the lab.transporting the employee to the lab.
Why? Safety, when you are sendingWhy? Safety, when you are sending
someone for reasonable suspicion it issomeone for reasonable suspicion it is
because you believe they may be underbecause you believe they may be under
the influence or impaired.the influence or impaired.
48. The Trip To The LabThe Trip To The Lab
Does someone from the company have toDoes someone from the company have to
stay with the employee at the lab? Yes, tostay with the employee at the lab? Yes, to
ensure that the testing took place.ensure that the testing took place.
49. The Trip To The LabThe Trip To The Lab
How does the employee get home and how longHow does the employee get home and how long
are they off work? The company has to ensureare they off work? The company has to ensure
that the employee has a ride home, or shouldthat the employee has a ride home, or should
provide a ride such as a cab.provide a ride such as a cab.
The employee is off until the results come backThe employee is off until the results come back
for the test. If the results are negative, thefor the test. If the results are negative, the
employee is free to return to duty. If the resultsemployee is free to return to duty. If the results
are positive follow your company’s policy forare positive follow your company’s policy for
positive results.positive results.
50. The Trip To The LabThe Trip To The Lab
The employee should not be allowed toThe employee should not be allowed to
drive themselves because, they may bedrive themselves because, they may be
impaired.impaired.
51. 5. Post Accident Testing5. Post Accident Testing
What is itWhat is it
How to initiate itHow to initiate it
DocumentationDocumentation
ProcessProcess
ProceduresProcedures
52. Post AccidentPost Accident
Any employee involved in an accident resultingAny employee involved in an accident resulting
in a fatality or bodily injury requiring medicalin a fatality or bodily injury requiring medical
attention off-site.attention off-site.
Vehicular damage in apparent excess of chosenVehicular damage in apparent excess of chosen
dollar amount (see your company policy fordollar amount (see your company policy for
amount if applicable).amount if applicable).
53. Post- AccidentPost- Accident
Non-vehicular damage in apparent excess ofNon-vehicular damage in apparent excess of
chosen dollar amount (see your company policychosen dollar amount (see your company policy
for amount if applicable).for amount if applicable).
If medical treatment is sought after work hoursIf medical treatment is sought after work hours
or on the weekend, a drug test must be takenor on the weekend, a drug test must be taken
immediately upon employer notification of theimmediately upon employer notification of the
injury.injury.
54. Post- AccidentPost- Accident
Please follow your companies standards andPlease follow your companies standards and
forms for documenting accidents in theforms for documenting accidents in the
workplace.workplace.
56. Random TestingRandom Testing
An unannounced test that occurs at a pre-An unannounced test that occurs at a pre-
determined frequency among randomly selecteddetermined frequency among randomly selected
employees. This includes equal probability ofemployees. This includes equal probability of
selection each time testing occurs.selection each time testing occurs.
Unannounced test of all employees, or all thoseUnannounced test of all employees, or all those
in a classified group (i.e. safety sensitive).in a classified group (i.e. safety sensitive).
57. Special Supervisory IssuesSpecial Supervisory Issues
Recognize your personal standpointRecognize your personal standpoint onon
the topic and keep this in mind whenthe topic and keep this in mind when
preparing to confront an employee in apreparing to confront an employee in a
reasonable suspicion situation.reasonable suspicion situation.
Imperative that you remain OBJECTIVE!!Imperative that you remain OBJECTIVE!!
58. Some helpful hints . . .Some helpful hints . . .
Recognize if enabling behaviors areRecognize if enabling behaviors are
occurring on your end and explore theoccurring on your end and explore the
issues behind those behaviors.issues behind those behaviors.
59. Some helpful hints . . .Some helpful hints . . .
Become educated on the issues ofBecome educated on the issues of
alcoholism and drug addiction.alcoholism and drug addiction.
Without knowledge it’s easy to makeWithout knowledge it’s easy to make
assumptions about employeesassumptions about employees
experiencing abuse/addiction issues thatexperiencing abuse/addiction issues that
may not be true.may not be true.
60. Some helpful hints . . .Some helpful hints . . .
Become well informed about yourBecome well informed about your
employer’s guidelines for dealing withemployer’s guidelines for dealing with
substance use issues.substance use issues.
Know your policy! Don’t forget unionKnow your policy! Don’t forget union
agreements, agency/business policies andagreements, agency/business policies and
procedures, and state/federal governingprocedures, and state/federal governing
bodies.bodies.
61. Some helpful hints . . .Some helpful hints . . .
If in doubt about how to proceed, consultIf in doubt about how to proceed, consult
with an appropriate HR person.with an appropriate HR person.
Remember that these are very sensitiveRemember that these are very sensitive
issues that should only be discussed withissues that should only be discussed with
certain designated persons.certain designated persons.
62. Some helpful hints . . .Some helpful hints . . .
It’s much easier to turn a blind eye than toIt’s much easier to turn a blind eye than to
“cause” someone experience the negative“cause” someone experience the negative
consequences of their behaviors.consequences of their behaviors.
It takes practice to become part of a processIt takes practice to become part of a process
to help another person get healthy.to help another person get healthy.
63. 7. How to Make an Appropriate Referral7. How to Make an Appropriate Referral
for Assessment or Assistancefor Assessment or Assistance
HR will have the necessary information to refer theHR will have the necessary information to refer the
employee to qualified substance abuse counseloremployee to qualified substance abuse counselor
Depending on company policy or EAP availability, theDepending on company policy or EAP availability, the
employee may be responsible for the cost of theemployee may be responsible for the cost of the
assessment and/or treatmentassessment and/or treatment
Typically the employee is off work until assessment isTypically the employee is off work until assessment is
complete, and sometimes until treatment is complete ascomplete, and sometimes until treatment is complete as
wellwell
65. 8. How to Follow Up With Employees8. How to Follow Up With Employees
Returning to Work After Positive DrugReturning to Work After Positive Drug
TestTest
HR will receive a written report fromHR will receive a written report from
treatment center or therapist and theirtreatment center or therapist and their
recommendations.recommendations.
Have to have a negative return to duty test toHave to have a negative return to duty test to
return to work.return to work.
Must continue to follow recommendations ofMust continue to follow recommendations of
EAP or treatment facility after returning toEAP or treatment facility after returning to
workwork
66. How to Follow Up With Employees Returning toHow to Follow Up With Employees Returning to
Work After Positive Drug TestWork After Positive Drug Test
Remember confidentiality.Remember confidentiality.
Give the employee a chance butGive the employee a chance but
continue to remain watchful.continue to remain watchful.
Continue to assess employees jobContinue to assess employees job
performance over a period of time.performance over a period of time.
Random follow up tests should takeRandom follow up tests should take
place as directed by counselor or policyplace as directed by counselor or policy