Substance Abuse In the Workplace

1
Substance Abuse In the Workplace

• What Supervisors Need to Know

2
Session Objectives

• You will be able to
• Identify the harmful effects of substance abuse
  in the workplace
• Enforce requirements of our policy and the law
• Recognize signs of an abuse problem
• Take effective steps to assist employees in
  getting help, while protecting other workers and
  the organization

3
Session Outline

• Scope and cost of the problem
• Requirements of the law and our policy
• Your role in dealing with substance abuse
• Confidentiality and documentation
• Detecting substance abuse on the job
• Taking effective action

4
The Scope of the Problem

• Substance abuse is a serious workplace issue
• 10 percent of workers have a problem
• Most substance abusers are employed
• Anyone can be a substance abuser

5
The Cost of Substance Abuse

• Substance abuse costs more than 50 billion
  annually
• Abusers are
• Less productive
• Lose more time from work
• Abusers have more accidents

6
The Cost of Substance Abuse (cont.)

• 40 percent of industrial fatalities are linked
  to substance abuse
• 47 percent of all occupational accidents can be
  attributed to substance abuse
• Substance abuse also leads to theft and crime in
  the workplace

7
Drug-Free Workplace Act

• Written policy
• Awareness program
• Reporting requirements
• Disciplinary action
• Rehabilitation

8
OSH Act

• Duty to provide employees with a workplace free
  from recognized hazards that are causing or are
  likely to cause death or serious physical harm
• Substance abuse is such a hazard

9
Our Policy

• Prohibits the possession, use, or sale of drugs
  or alcohol on company premises
• Forbids working under the influence
• Provides assistance for employees who want help
  for an abuse problem
• Imposes discipline on those who refuse help

10
You Play a Key Role

• Promote awareness of the problem
• Communicate company policy about substance abuse
  in the workplace
• Monitor employee performance
• Refer abusers to professionals for assistance
• Administer appropriate discipline

11
Confidentiality

• Employee privacy requirements
• People in the information loop
• Beneficial effects of confidentiality

12
Documentation

• Documenting performance
• Recording on-the-job incidents
• Recognizing patterns of behavior
• Increasing the possibility of early intervention
• Keeping a record of supporting actions and
  recommendations

13
Substance Abuse Basics

• Questions?

14
Detecting Substance Abuse

• Performance monitoring is the key to detection
• Abuse may not be obvious
• Abusers try to hide their problem

15
Detecting Substance Abuse (cont.)

• Co-workers may be reluctant to speak up
• Family and friends may be involved in secrecy and
  denial

16
Alcohol Abuse

• Social drinking
• Symptomatic drinking
• Addictive drinking the final stage

17
Early Warning Signs

• Inexplicable fall-off of work efficiency
• Frequent tardiness
• Excessive use of sick days
• Sudden decisions to use vacation time
• Involvement in accidents, near misses, and
  errors
• Heavy use of breath sweeteners

18
Early Warning Signs (cont.)

• Fatigue
• Weight loss
• Facial changes
• Mental slowdown

19
Impairment in Functioning

• Low tolerance for frustration
• Impulsiveness
• Know it all attitude
• Anxiety
• Oversensitivity

20
Impairment in Functioning (cont.)

• Isolation
• Defiance
• Mood swings
• Rationalization
• Dependency

21
Drug Abuse

• Profile of a drug abuser
• Forms of drug abuse
• Safety concerns
• Productivity and quality concerns

22
Early Warning Signs

• Otherwise inexplicable changes in performance
• Excessive tardiness and absenteeism
• Increased number of accidents or near misses
• Changes in appearance
• Attitudinal and behavioral extremes

23
Early Warning Signs (cont.)

• Mood swings
• False confidence
• Mental slowdown
• Secrecy

24
Common Drugs

• Marijuana
• Cocaine
• Heroin
• Amphetamines (a.k.a. speed or uppers)
• Prescription drugs

25
Detecting Substance Abuse

• Questions?

26
Be Prepared to Act

• Never ignore a problem
• Talk to the employee privately
• Give the employee an opportunity to respond

27
Be Prepared to Act (cont.)

• Alert the employee to programs within and outside
  the organization that can help
• Emphasize that employee must meet established
  standards
• Warn about possible discipline
• Monitor performance and behavior

28
How to Handle a Crisis

• Signs of a crisis
• Call in your manager or another supervisor
• Quietly remove the employee
• Recommend a medical evaluation

29
How to Handle a Crisis (cont.)

• If the employee refuses medical evaluation
• Document the incident

30
Substance Abuse Checklist

1. Familiar with our policy? YES NO
2. Understand requirements ofDrug-Free Workplace
   Act? YES NO
3. Remind employees about policy? YES NO
4. Distribute and post informationabout substance
   abuse? YES NO

31
Checklist (cont.)

1. Know how to refer employees with abuse problems?
   YES NO
2. Know what to do in an alcohol- or drug-related
   emergency? YES NO
3. Familiar with the symptoms of alcohol
   abuse? YES NO

32
Checklist (cont.)

1. Familiar with the symptoms of drug abuse? YES
   NO
2. Document incidents that might be alcohol- or
   drug-related andmaintain confidentiality? YES
   NO

33
Key Points to Remember

• Substance abuse threatens the safety and security
  of our company and employees
• Never ignore suspected abuse
• Take immediate action under our policy to get
  abusers the help they need and to protect your
  other workers and the organization