Substance Abuse In the Workplace What Supervisors Need to Know.
Transcript of Substance Abuse In the Workplace What Supervisors Need to Know.
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Session ObjectivesYou 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
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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
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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
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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
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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
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Drug-Free Workplace Act• Written policy
• Awareness program
• Reporting requirements
• Disciplinary action
• Rehabilitation
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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
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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
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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
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Confidentiality• Employee privacy
requirements
• People in the information loop
• Beneficial effects of confidentiality
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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
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Substance Abuse Basics• Questions?
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Detecting Substance Abuse• Performance monitoring
is the key to detection
• Abuse may not be obvious
• Abusers try to hide their problem
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Detecting Substance Abuse (cont.)
• Co-workers may be reluctant to speak up
• Family and friends may be involved in secrecy and denial
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Alcohol Abuse• Social drinking
• Symptomatic drinking
• Addictive drinking: the final stage
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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
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Early Warning Signs (cont.)
• Fatigue
• Weight loss
• Facial changes
• Mental slowdown
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Impairment in Functioning• Low tolerance for
frustration
• Impulsiveness
• “Know it all” attitude
• Anxiety
• Oversensitivity
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Impairment in Functioning (cont.)
• Isolation
• Defiance
•Mood swings
• Rationalization
• Dependency
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Drug Abuse• Profile of a drug abuser
• Forms of drug abuse
• Safety concerns
• Productivity and quality concerns
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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
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Early Warning Signs (cont.)
• Mood swings
• False confidence
• Mental slowdown
• Secrecy
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Common Drugs• Marijuana
• Cocaine
• Heroin
• Amphetamines (a.k.a. “speed” or “uppers”)
• Prescription drugs
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Detecting Substance Abuse• Questions?
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Be Prepared to Act• Never ignore a problem
• Talk to the employee privately
• Give the employee an opportunity to respond
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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
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How to Handle a Crisis• Signs of a crisis
• Call in your manager or another supervisor
• Quietly remove the employee
• Recommend a medical evaluation
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How to Handle a Crisis (cont.)
• If the employee refuses medical evaluation
• Document the incident
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Substance Abuse Checklist1. 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
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Checklist (cont.)
5. Know how to refer employees with abuse problems? YES NO
6. Know what to do in an alcohol- or drug-related emergency? YES NO
7. Familiar with the symptoms of alcohol abuse? YES NO
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Checklist (cont.)
8. Familiar with the symptoms of drug abuse? YES NO
9. Document incidents that might be alcohol- or drug-related andmaintain confidentiality? YES NO
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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