Substance Abuse In the Workplace

Substance Abuse In the Workplace What Supervisors Need to Know

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

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 Checklist • Familiar with our policy? YES NO • Understand requirements ofDrug-Free Workplace Act? YES NO • Remind employees about policy? YES NO • Distribute and post informationabout substance abuse? YES NO

Checklist (cont.) • Know how to refer employees with abuse problems? YES NO • Know what to do in an alcohol- or drug-related emergency? YES NO • Familiar with the symptoms of alcohol abuse? YES NO

Checklist (cont.) • Familiar with the symptoms of drug abuse? YES NO • Aware of employees takingprescription drugs that mightaffect their performance? YES NO • 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

Substance Abuse In the Workplace