DrugFree Workplace Program Your Company Name

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Drug-Free Workplace Program(Your Company Name)

• Supervisor Training

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Objectives Supervisor Training

• Employee Education Training
• Supervisor Training
• Statistics
• Impact of Substance Abuse in the Workplace
• Signs Symptoms of possible Alcohol Drug Abuse
  through observation of specific performance or
  behavior criteria
• Supervisors Responsibilities
• Constructive Confrontation
• Refer for Assistance

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Substance Abuse in the WorkplaceStatistics

• Up to 40 of industrial fatalities and 47 of
  industrial injuries can be linked to alcohol
  consumption and alcoholism
• Individuals who are current illicit drug users
  are
• Twice as likely to have changed employers three
  or more times in the past year
• More likely to have skipped one or more work days
  in the past month
• US Department of Labor Community Anti-Drug
  Coalitions of America

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Substance Abuse in the WorkplaceDare County

• 55 of the businesses reported substance abuse
  has an effect on their workplaces
• 28 report - decrease in productivity
• 17 report - increased absenteeism
• 40 report - problem with use of illegal drugs
• 50 report - abuse of alcohol
• Dare Coalition Against Substance Abuse (CASA) 2007

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Impact of Substance Abuse in the Workplace

• Employee health
• Productivity
• Decision making
• Safety
• Employee morale
• Security
• Organizational image and community relations

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Employee Health - People who abuse alcohol or
other drugs tend to neglect nutrition, sleep and
other basic needs. Substance abuse depresses the
immune system.

• Higher use of health benefits
• Increased use of sick time
• Higher absenteeism and tardiness

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Productivity- Employees who are substance abusers
can be physically and mentally impaired while on
the job. Substance abuse interferes with job
satisfaction and the motivation to do a good job.

• Reduced output
• Increased errors
• Lower quality of work
• Reduced consumer satisfaction

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Decision Making - Individuals who abuse alcohol
and/or other drugs often make poor decisions and
have a distorted perception of their abilities.

• Reduced innovation
• Reduced creativity
• Less competitiveness
• Poor decisions, both daily and strategic

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Safety- Common effects of substance abuse include
impaired vision, hearing and muscle coordination
and low levels of attention, alertness and mental
acuity.

• Increased accidents
• More workers compensation claims

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Employee Morale - The presence of an employee
with drug and/or alcohol problems creates a
strain on relationships between coworkers.

• Higher turnover
• Lower quality
• Reduced team effort

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Security - Employees with drug and/or alcohol
problems often have financial difficulties, and
employees who use illegal drugs may be engaging
in illegal activities in the workplace.

• Theft
• Law enforcement involvement

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Organizational Image - Accidents, lawsuits and
other incidents stemming from employee substance
abuse problems may receive media attention and
hurt an organizations reputation in the community.

• Reduced trust and confidence
• Reduced ability to attract high-quality employees.

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Signs of Substance Abuse with Employees

• Ongoing performance problems that do not respond
  to normal supervisory actions may be signs of
  addiction or other personal problems and may
  require more intervention.

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Signs of Substance Abuse with Employees

• Absenteeism/Tardiness
• Unscheduled and/or Frequent requests for time-off
• Decreased work performance
• Missed deadlines
• Poor concentration
• Careless mistakes
• Accidents

• Attitude changes
• Physical changes in appearance
• Medical problems
• Financial problems
• Marital problems
• Mood swings
• Lies about amount used
• Uses alcohol/drugs to cure withdrawal

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Supervisors Responsibilities

• Is to
• Maintain a safe, secure and productive
  environment for employees
• Evaluate and discuss performance with employees
• Ensure policies are enforced
• Safeguard employees confidentiality
• Is NOT to
• Diagnose drug and alcohol problems
• Have all the answers
• Provide counseling and therapy
• Be a police officer

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Supervisors Role

• Observe Document - Confront

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Observe

• Assess reasons for Poor Job Performance
• Lack of knowledge or skills
• Employee unclear of job responsibilities
• Review Checklist of Unsatisfactory Job
  Performance (attachment)

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Document

• Document the Performance Problem
• Record Unsatisfactory performance
• Observed or Reported
• Record as it Occurs
• Record Facts Not Feelings

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Confront

• Use Constructive Confrontation
• Tell employee concerns about his/her performance
  State problem
• Do Not diagnose personal problems
• Have documentation present dates events
• Ask for explanation Try to get employee to
  acknowledge the performance problem
• Refer for assistance if employee uses personal
  reason for poor performance
• Protect employee confidentiality
• State what must be done to correct the problem
• Set time frame for performance improvement
• Specify consequence if problem continues
• Follow up on Progress

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AssistanceThings to remember

• Help is available, it is up to the employee to
  decide.
• An employees decision to seek help is a private
  one and should not be made public.
• Recovering Employees become productive and
  effective members of the workforce.

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Confidentiality Laws Consequences

• Federal Confidentiality Regulation - 42 C.F.R.,
  Part 2
• The Federal rules and regulations regarding
  confidentiality apply to all programs and
  activities that are related to alcohol or drug
  abuse education, training, treatment,
  rehabilitation, or research.
• Law effective August 10, 1987
• Employees records are protected and cannot be
  disclosed without written consent
• Disclosure of Information Without a Consent
• Bona Fide Medical Emergency
• A person is of immanent danger to self or others
• Court Order
• Criminal Penalty for Violation
• 1st Offense 500 - 2nd Offense 5000

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Help is Available from

• Employee Assistance Program
• Or
• Local Community Resource List

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Enabling the Employee

• Protecting the employee from the consequences of
  his/her actions causes the employee NOT to deal
  with the problem

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ExamplesEnabling Supervisor Traps

• Enabling
• Covering up
• Rationalizing
• Withdrawing/Avoiding
• Controlling
• Threatening

• Traps
• Sympathy
• Excuses
• Apology
• Diversions
• Innocence
• Anger
• Pity
• Tears

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Materials provided by

• PO Box 3604
• Kill Devil Hills, NC 27948
• (252) 449-CASA (2272)
• www.darecasa.org
• Drug-Free Workplace Education Training Program
  Grant
• Funded by
• The Community Benefit and Health Initiatives,
  Outer Banks Hospital Development Council, a
  division of the University Health Systems
  Foundation

Material Resources US Department of Labor
Community Anti-Drug Coalitions of America