Substance Abuse In the Workplace

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


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


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


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


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


Drug-Free Workplace Act• Written policy

• Awareness program

• Reporting requirements

• Disciplinary action

• Rehabilitation


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


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


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


Confidentiality• Employee privacy

requirements

• People in the information loop

• Beneficial effects of confidentiality


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


Substance Abuse Basics• Questions?


Detecting Substance Abuse• Performance monitoring

is the key to detection

• Abuse may not be obvious

• Abusers try to hide their problem


Detecting Substance Abuse (cont.)

• Co-workers may be reluctant to speak up

• Family and friends may be involved in secrecy and denial


Alcohol Abuse• Social drinking

• Symptomatic drinking

• Addictive drinking: the final stage


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


Early Warning Signs (cont.)

• Fatigue

• Weight loss

• Facial changes

• Mental slowdown


Impairment in Functioning• Low tolerance for

frustration

• Impulsiveness

• “Know it all” attitude

• Anxiety

• Oversensitivity


Impairment in Functioning (cont.)

• Isolation

• Defiance

•Mood swings

• Rationalization

• Dependency


Drug Abuse• Profile of a drug abuser

• Forms of drug abuse

• Safety concerns

• Productivity and quality concerns


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


Early Warning Signs (cont.)

• Mood swings

• False confidence

• Mental slowdown

• Secrecy


Common Drugs• Marijuana

• Cocaine

• Heroin

• Amphetamines (a.k.a. “speed” or “uppers”)

• Prescription drugs


Detecting Substance Abuse• Questions?


Be Prepared to Act• Never ignore a problem

• Talk to the employee privately

• Give the employee an opportunity to respond


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


How to Handle a Crisis• Signs of a crisis

• Call in your manager or another supervisor

• Quietly remove the employee

• Recommend a medical evaluation


How to Handle a Crisis (cont.)

• If the employee refuses medical evaluation

• Document the incident


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


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


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


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

Documents

Substance Abuse In the Workplace