Accident Prevention and Loss Control Session 9

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Accident Prevention and Loss ControlSession 9
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Substance Abuse in Construction

• Learning Goals
• Learn the extent of the problem in the industry
• Learn the types of testing that can be conducted
• Learn the strengths and weaknesses of each
  testing type
• Learn to deal with substance abuse on your project

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Substance Abuse in Construction

• Learning Objectives
• Study problems associated with substance abuse in
  construction
• Study types, methods, and protocols of drug
  testing
• Discuss commonly abused drugs
• Discuss testing constraints in a union
  environment
• Learn the importance of an EAP
• Learn to identify and deal with abusive behavior

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The Problem

• Overall workplace statistics
• 10 abuse alcohol
• 5 addicted to an illegal drug
• 75 of all drug abusers are employed
• 15 admit reporting to work high
• 27 of all drug abusers steal to support their
  habit
• One of every 100 employees sells drugs at work

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Drugs and Alcohol in the Industry

• Drug abusers
• 13.5 times more likely to use health care than
  non-abusers
• 3.6 times more likely to be involved in an
  accident
• 5 times more likely to file a workers
  compensation claim
• Receive 3 times the average sick benefits
• Function at 67 of work potential

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Drugs and Alcohol in the Construction Industry

• Construction industry statistics
• 20 of working abusers are in construction
• Construction employees 5 of the population
• In one survey, 28 of construction workers
  admitted using drugs
• Manufacturing was 14.8
• Retail trade was 13
• 5 of construction productivity is lost to
  substance abuse

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Types of Tests

• Pre-employment testing
• The gatekeeper
• Attempts to keep abusers from entering the
  employers workforce by screening them as they
  apply for employment
• Companies often have high positive rates when
  they first start testing
• Failure rates taper off as it becomes known that
  the company tests
• Pre-project testing
• Essentially a variation of applicant testing
• All workers entering a specific project site must
  take a drug screen
• Usually mandated by the project owner

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Types of Tests

• Reasonable suspicion
• Belief of a problem based on observation of the
  employee
• Behavioral symptoms
• Physical symptoms
• Work-related symptoms
• Supervisor decides to require an employee to take
  a test
• Checklists can help in determining whether a test
  is necessary

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Types of Tests

• Post-accident testing
• Done after an accident has occurred
• Should be done on all parties connected with an
  accident, not just those injured
• Should also be done after significant property
  damage incidents, even if there are no injuries

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Types of Tests

• Follow-up testing
• Employees who fail a test and seek help are often
  given a second chance
• Their progress is monitored by follow-up testing,
  usually under the guidance of their counselor
• First follow-up test may be referred to as a
  return to duty test
• Other (usually unannounced) tests may be done for
  up to five years

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Types of Tests

• Random testing
• Everyone has an equal chance of being tested at
  any time
• The most effective deterrent, as no one knows who
  will be tested or when
• The most controversial of all testing types
• Attempt to locate abusers before an accident or
  dangerous exposure occurs

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Types of Tests

• Periodic testing
• Testing done to coincide with a known date or
  event
• Annual physical
• Anniversary of employment

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Commonly Abused Drugs

• Alcohol
• Marijuana
• Cocaine
• Opiates/opioids
• Phencyclidine (PCP)
• Amphetamine/Methamphetamines
• Barbiturates
• Benzodiazepines
• Methaqualone
• Lysergic Acid Diethylamine (LSD)

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Labs

• Most programs use DHHS-certified labs
• They meet stringent government testing
  requirements
• They use blind samples to ensure accuracy
• They have a well-developed chain of custody
  procedures
• Alcohol testing usually done by breathalyzer
• Usually the same collection site

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DHHS Testing Protocol

• DHHS-certified labs use urine tests
• Immunoassay screen test
• Gas chromatography/mass spectrometry (GC/MS)
• Alcohol testing usually done by breathalyzer
• DOT evidential quality

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In the Field Tests

• New technology usually employed as a screening
  device
• Most common are urine for drugs and saliva for
  alcohol
• Less expensive and time-consuming than lab tests
• Give immediate results
• Best used as screening tests
• Employees testing positive should be offered an
  immediate retest at a DHHS lab

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Testing With a Union Contract

• Except for pre-employment testing, is a
  mandatory subject of bargaining
• Hiring halls may affect the right to
  pre-employment screen as well
• All other types of testing must be collectively
  bargained
• The collective bargaining agreement will define
  the tests that can be performed and the protocols
  to be followed

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Employee Assistance Programs (EAP)

• Provide help and counseling to substance abusers
• May be the gatekeeper for more in-depth
  treatment
• Can also provide counseling for
• Marital and family problems
• Child and adolescent problems
• Legal and financial problems
• Divorce and separation
• Depression
• Death or illness of a loved one

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Drug Abuse Manifests Itself

• Behavioral Symptoms
• Depression
• Anger
• Unpredictable
• Restless
• Inactive
• Physical Symptoms
• Lack of Balance
• Deterioration of appearance
• Drowsy or lethargic
• Rapid weight change
• Nose bleeds
• Red nostrils
• More Symptoms Listed on RWS 9-2B

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Drug Abuse Manifests Itself

• Work-related symptoms
• Excessive absenteeism
• Lateness for work
• Unexplainable injuries
• Questionable workers compensation claims
• Excessive risk-taking
• More symptoms listed on RWS 9-2C

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Reasonable Suspicion Determinations

• Based on observation behavioral, physical, and
  work-related symptoms
• May be over an extended period of time
• Should be witnessed by another employee
• Should be according to a checklist

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Handling a Problem

• Treat confidentially
• Focus solely on work performance issues
• Do not offer solutions or guidance
• The employee is responsible for his or her own
  actions
• Dont buy into employee excuses
• Dont become an enabler

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