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Drug & Alcohol AwarenessBureau of Workers Comp
PA Training for Health & Safety(PATHS)
Supervisor Level Training
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General Information
This presentation will assist you with meeting initial trainingand program requirements for a drug-free workplace.
This is not an all-inclusive training program.
It should be noted that the U.S. Department ofTransportations (DOT) Office of Drug and Alcohol Policyand Compliance:
- advises the Secretary on national and internationaldrug testing and control issues and
- is the principal advisor to the Secretary on rulesrelated to the drug and alcohol testing of safety-
sensitive transportation employees in:aviation truckingrailroads mass transit
pipelines other transportation industries
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More Information on DOT
The U.S. DOT Office of Drug and Alcohol Policy and Compliancealso publishes regulations and provides official interpretationsregarding:
Drug and alcohol testing, including how to conduct tests; and Evaluation and treatment procedures necessary forreturning employees to duty after testing violations.
For more specific information for your industry go to
www.dot.gov/odapc
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If your company requires an employee to have aCommercial Drivers License, including these typesof companies (partial list):
Own or lease a commercial vehicle
Federal, state and local governments
For hire & private motor carriers Civic organizations (American Legion, DAV, Scouts)
Churches
Then you must comply with urine drug testing &
alcohol testing requirements for:- DOT
- FMCSA
More on Transportation
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Supervisor Training Outline
1. Objectives & Overview of Training Program
2. Drug Program & Workplace Policy
3. Supervisors Responsibilities
4. Performance vs. Crisis Situations
5. Recognizing Problems (Signs & Symptoms)
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6. Intervention and Referral
7. Protecting Confidentiality
8. Continued Supervision
9. Enabling & Supervisor Traps
10. Dos and Donts for Supervisors
Supervisor Training Outline
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Objectives of Training
Supervisors will be able to:
Identify the different components of the Drug-
Free Workplace Policy
Identify their role in implementing the Drug-Free Workplace Policy
Utilize available resources to develop a Drug-Free Workplace Policy for their workplace
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Learning Objectives
Supervisors will be able to:
Identify and investigate potential crisissituations
Recognize workplace problems that may
be related to alcohol and other drugs Intervene in problem situations
Refer employees who have problems withalcohol and other drugs for assistance
Protect employee confidentiality
Continue to supervise employees whohave been referred for assistance
Avoid enabling and supervisor traps
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The Unseen Reality
Think PAs workplaces aredrug free? Think again.
75% of drug users are employed
Almost one in ten employees has
a substance abuse problem
24% of workers admit todrinking during the workday atleast once in the past year
15% of U.S. workers report usingalcohol or being impaired on the
job in the past year
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The Cost of Substance Abuse
Increased Health Care Costs
Increased WorkersCompensation Premiums
Increased Workplace Violence
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Substance Abuse
Individuals who abuse drugsor alcohol are three and ahalf times more likely to beinvolved in a workplace
accident compared toindividuals who do notabuse drugs or alcohol
47% of industrial injuriesare directly related toalcohol abuse or alcoholism
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The Facts Drug & Alcohol Abuse
Workers have higher rates of turnover &absenteeism
More likely to have worked for 3 employers
in the previous year
More likely to skip 2 days of work in a month
Also more likely missed 2 or more days due toinjury or illness
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Drug-Free Workplace Policy
Accomplishes two major things:
1. Sends a clear message that use ofalcohol and drugs in the workplaceis prohibited
2. Encourages employees who have
problems with alcohol and otherdrugs to voluntarily seek help
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Drug Program & Workplace Policy
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Drug-Free Workplace Policy
Policy exists to:
- Protect the health & safety of all employees,customers and the public
- Safeguard employer assets from theft anddestruction
- Protect trade secrets
- Maintain product quality, company integrity
and reputation- Comply with the Drug-Free Workplace Act of1988 and/or any other applicable laws
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Drug-Free Workplace Policy
Policy should answer these questions:
What is the purpose of the policy andprogram?
Who is covered by the policy?
When does the policy apply?
What behavior is prohibited?
Are employees required to notify supervisorsof drug-related convictions?
Does the policy include searches?
Does the program include drug testing?
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Drug-Free Workplace Policy
What are the consequences for violating thepolicy?
Are there Return-to-Work Agreements?
What type of assistance is available toemployees?
How is employee confidentiality protected?
Who is responsible for enforcing the policy?
How is the policy communicated to employees?
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Drug Program
Comprehensive drug free workforce approachshould include these components:
- Policy
- Supervisor training
- Employee education
- Employee assistance
- Drug testing
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The Co-workers
Performance and attitudes negatively affected
Reported being put in danger
Have been injured
Worked harder
Must re-do work
Cover for a co-worker
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Assistance
Employee Assistance Programs (EAP)
Employee provided healthcare insurance
Various Federal, State and Local programs
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Reasons for Not Implementing ESAAPs
REALITY =
Substance abuse is not a problem
Insufficient time to develop and maintain a policy
The policy would be too costly
Too much uncertainty about liability
Lack of information
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Only 1 out of every 5 Pennsylvania employersplans to address substance abuse in theworkplace
The number increases to 2 out of every 3 whenworkers compensation premium discounts werementioned *
*While PA presently has no provisionsfor granting financial consideration forimplementing an ESAAP, this may belegislatively addressed in the future
Incentive to Implement ESAAPs
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Southern Pacific Railroad reports thataccidents dropped by 71% after theyimplemented an ESAAP
One electric supply company documents a
39% decrease in absenteeism afterimplementation of an ESAAP
ESAAP is an Effective Solution
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Supervisors Responsibilities
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Supervisors Responsibilities
Responsible to:
Maintain a safe, secure and productive workenvironment for everyone
Evaluate and discuss performance w/employees
Treat all employees fairly
Act in a manner that does not demean or
label people
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NOT your Responsibility to
Diagnose drug and alcohol problems
Have all the answers
Provide counseling or therapy
Be a police officer
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Legally Sensitive Areas
Safeguard employees confidentiality
Ensure the policy is clearly communicated
Establish procedures to investigate alleged
violations Provide due process and ample opportunity for
response to allegations
If testing is included, ensure quality control andconfirmation of positive tests
Conform to union contracts, if applicable
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Performance vs. Crisis Situations
The A Team!
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Performance & Potential Crisis Situations
Distinguishing between a crisis situationand a performance problem
Crisis situations are less common than
performance problems and can consist of:- Dangerous behavior
- Threatening behavior
- Obvious impairment
- Possession of alcohol and other drugs- Illegal activity
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Questions to Consider
What exactly did you see?
Does there appear to be illegal activity,policy violations or unusual behaviortaking place?
Is a group of people involved orjust a single employee?
Are you the direct supervisor to anyoneinvolved in the incident?
Are reliable witnesses available? Is any physical danger involved in
taking action or not taking action?
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Questions to Consider
Is the situation serious enough to requirecalling security or law enforcement?
Is there a specific policy that applies?
Does the situation require expert consultation
from Human Resources, the EmployeeAssistance Program (EAP), if applicable, orsecurity?
Is this a situation that calls for reasonable-
suspicion testing?
Have you documented what you have seenand what you have done in response?
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Steps to Consider
When you meet with the employee:
Hold the meeting in a private area
Have a second individual in attendance
Inquire about the behavior, rumor or
report Inform the employee of your concerns
Get his or her explanation of what is happening
If you feel there is a problem, notify your
superior
Document what occurred, what was said and done, etc.
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Actions to Take
If evidence or suspicion of recent use, based uponthe employees response and your companys drug-free workplace policy:
Refer the employee to the EAP (if applicable)
Place the employee on suspension until aformal investigation takes place
Arrange for the employee to be escorted home
Escort the employee to a collection site for thedrug test, if applicable
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Signs & Symptoms
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Addiction
The irresistible compulsion to use alcohol and otherdrugs despite adverse consequences
It is characterized by repeated failures to control
use, increased tolerance & increased disruption inthe family
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Signs of Addition
Examples of common performance problems thatmay be indicators include:
Poor attendance
-Tardiness
- Unexplained absences
- Long lunches
Co-worker or customer complaints
Mistakes
Missed deadlines
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General Signs
Abrupt changes in attendance, quality ofwork and production
Unusual outbreaks of temper
Changes in mood Acting paranoid or confused
Not taking responsibility for actions
Changes in attitude
Withdrawing from family and friends
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General Signs
Drastic change in physical appearance
Changes in grooming habits
Associating with known drug users
Has more money than usual
Acting secretive with both actions andpossessions
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Pupil Reference
Fixed and not reactive to changes in light mayindicate other problems beside a potential drug
issue
Take note and document
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Medical Conditions
Be aware: some of the same symptoms maybe caused by medical conditions and this mustalso be taken into consideration
This may also require a medical response
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Medical Conditions
Mood changes
Anxiety
Irritability
Confusion
Nausea
Nervous/jittery
Cold, clammy,
sweating
Rapid heartbeat
These are all symptoms of hypoglycemia, from mild to severe reactions.They can appear very similar to the signs of drug and alcohol abuse. Beingaware that they also exist may avoid a medical emergency, so supervisorsresponse may still be necessary.
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Medical Conditions
Weakness
Poor coordination
Difficulty walking
Lethargy
Loss of consciousness Hypothermia
Irreversible brain damage,heart problems
These are all symptoms of hypoglycemia, from mild to severe reactions.They can appear very similar to the signs of drug and alcohol abuse. Beingaware that they also exist may avoid a medical emergency, so supervisors
response may still be necessary.
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When someone abuses or has an addiction to alcoholor other drugs it affects themselves as well as otherpeople around them:
Emotionally
Behaviorally
Physically
Substance Abuse
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Alcohol
Dysfunctional
Absenteeism (Mondays)
Blackouts
Loss of memory
Fixated on drinking (bothsocial & professional)
Trouble with relationships Difficulty walking
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Cannabis (Marijuana)
Other: Hashish, Hashish oils
Active ingredient: Tetrahydrocannabinol (THC)
Not physically addictive, moderately addictivepsychologically
http://upload.wikimedia.org/wikipedia/commons/9/94/Joint.jpg -
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Cannabis What the Supervisor May See
Work level decrease
Increase of incidents
Loss of concentration
Repeating instructions
Breakage
Out of character behavior
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Stimulants
Signs & Symptoms
Increased heart rate
Alertness
Respiratoryfunctioning
Restlessness
Agitation
Decreased appetite
Psychologicaldependency
Physical dependency
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Stimulants
Effects
Dilated pupils
Dry mouth
Drug nose look
Runny nose
Sinus/nasal problem
Nose bleeds
Bad breath Euphoria
Fidgeting
No interest infood or sleep
Irritability
Argumentative
Nervous
Talkative withno direction
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Stimulants What the Supervisor may see
Increase in errors
Increased risk ofaccidents
Weight loss (facial)
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Depressants
Frequent doctor trips for nervousness, anxiety,stress, etc.
Acting drunk (without odor)
Limited or no facial expression or animation
Personality is flat
Lacking energy
Slurred speech
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Why Synthetic?
Feels like a marijuana high
Danger of not knowing all of the ingredients in
the synthetic product
Contaminated with impurities
Do not test positive on THC drug test
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Designer Drugs
Psychoactive substances, stimulant Amateur chemists - cookers
Injected, smoked, snorted or ingested
Rapid onset (1-4 minutes)
Short duration of action (30 minutesto a few hours)
Fentanyl is one of the 3 commonbases for designer drugs = 80 to 100
times more potent then Heroin
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Designer Drug
Common Drugs Effects
Ecstasy
Adam
Lovers Speed
Special K Fantasy
Natures Quaalude
Physical
Hypertension, blurredvision, tremors,drooling, anorexia,
impaired speech,paralysis, seizures,brain damage, death
Psychological
Confusion, irritability,
anxiety, emotional,irrational, depression,amnesia, violentbehavior, insomnia
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Bath Salts
Synthetic Drugs
Plant food
Not for human consumption
Synthetic drug is similar to anatural drug from Khat Plant
Crystals or capsules may containanesthetic lidocaine
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B h S l
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Bath Salts
Signs & Symptoms
Agitation
Extreme nervousness
Fast heartbeat
Increased bloodpressure
Tremors/shaking
Vomiting
Hallucinations
Seizures
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Hallucinogens
LSD
Peyote
Psilocybin
Mushrooms
PCP
H ll i
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Signs & Symptoms
Hallucinogens
Dilated pupils
Heavy sweating
Strong body odor Distorted senses
Hallucinations
Distorted view ofthemselves
Self absorbed
Slurred speech
Confusion Isolated/detached
Time (unaware)
Changes in moodand behaviors
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Hallucinogens What the Supervisor may see
Fixed small pupils
Sweating
Hyper sensitive
Separated from reality
OTC D
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OTC Drugs
Both prescription and OTC drugs can affectthe worker in numerous ways especially if areaction or drug interaction occurs
Hard to predict; may have the same symptomsas alcohol or drug use, but could be causedby legal drugs
Consider a policy on OTC drugs in theworkplace based on the job description
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Intervention & Referral
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Intervention & Referral
Intervention & Referral
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Intervention & Referral
Steps to take with a performance problem: Document the performance problem or issue
Prepare
Set the stage
Use constructive confrontation
Refer for assistance
Schedule a follow-up on progress towardsmeeting performance goals
Constructive Confrontation
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Constructive Confrontation
Tell employee you are concerned abouthis/her performance
State problem(s)/situation(s)
Refer to documentation of specific events
Avoid over-generalizations
Ask for explanation
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Continued Supervision
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Continued Supervision
After constructive confrontation and referral, the
employee will need:
Continuing feedback about behavior andperformance
Encouragement to follow through with continuing
care and support groups Accurate performance appraisals and fair
treatment
Time to adjust to doing things differently
Respect for his or her privacy Open lines of communication
Corrective action if old behaviors reappear
Confidentiality
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Confidentiality
Protecting Confidentiality
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Protecting Confidentiality
For supervisor referrals to be effective, anemployee needs to know that:
Problems will not be made public
Conversations with an EAP professional orother referral agent are private and will beprotected
All information related to performance issueswill be maintained in his/her personnel file
Protecting Confidentiality
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Protecting Confidentiality
Information about referral to treatment will be
kept separately
Information about treatment for addiction ormental illness is not a matter of public recordand cannot be shared without a signed release
from the employee
If an employee chooses to tell co-workers abouthis/her private concerns, that is his/her decision
When an employee tells his/her supervisorsomething in confidence, supervisors are obligatedto protect that disclosure
EAP Services
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EAP Services
If EAP Services Available, employees are alsoassured:
EAP records are separate from personnelrecords and can be accessed only with a signed
release from the employee EAP professionals are bound by a code of ethics
to protect the confidentiality of the employeesand family members that they serve
There are clear limits on when and whatinformation an EAP professional can share andwith whom
The Law Requires
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The Law Requires
Disclosure of child abuse, elder abuse and serious
threats of homicide or suicide as dictated by state law
Reporting participation in an EAP to the referringsupervisor
Reporting the results of assessment and evaluation
following a positive drug test Verifying medical information to authorize release time
or satisfy fitness-for-duty concerns as specified incompany policy
Revealing medical information to the insurancecompany in order to qualify for coverage under abenefits plan
Enabling & Supervisor Traps
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Enabling & Supervisor Traps
CAUTION!
Enabling
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Enabling
Enabling: Actions you take that protect theemployee from the consequences oftheir activities and actually helpthem NOT to deal with the problem
Examples of enabling:
Covering Up
Rationalizing
Withdrawing/Avoiding
Blaming
Controlling
Threatening
Supervisor Traps
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Supervisor Traps
Sympathy Excuses
Apology
Diversions
Innocence Anger
Pity
Tears
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A Safer, Drug-Free Workplace
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A Safer, Drug Free Workplace
Recognize the impact of alcohol and drug abuse on theworkplace
Understand and follow the Drug-Free Workplace Policy
Know the types of assistance available
Visit www.samhsa.gov, the website for the Substance
Abuse and Mental Health Services Administration(SAMHSA), maintained by the US Department of Healthand Human Services
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PATHS
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PATraining for Health and Safety
PATHSis a no fee state-wide service providing
Pennsylvania employers and employees withcoordinated Health and Safety resources through
easy access and affordability
PATHS
PATHS
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At the PATHS Website you can:
View . . . Health & Safety Training PowerPoint briefings
Access Safety Talks (Toolbox Talks)
Review . . . Course descriptions, objectives, andschedules
Participate. . . Employers can register online to
participate in webinars and training sessions. Mostsessions are free and are open to everyone
PATHS
PATHS
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PATHS
PATHS
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S
To Access PATHS
www.dli.state.pa.us/PATHS
or
www.dli.state.pa.us
Workers Compensationicon
Health & Safety Division
PATHS
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Questions
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Q