module 2 (policy-part 2)final - texas christian...

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RISKRISKRISK

STRENGTHSTRENGTH

STRENGTHSTRENGTHSTRENGTH


RISKRISKRISK


RISKRISKRISK

RISKRISKRISK

RISKRISKRISK

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Leve

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RISKRISKRISK

RISKRISKRISK

Getting Help ?Getting Help ?2 3 4 5 61

Find alternatives for help (e.g., AA, EAP, religious)

Lose 1

Read/Listen to self-help book or tape

Gain 1 Lose 1

Aware of problems but too much resistance

to getting help

Go to EAP or counselor

Gain 2

Many co-workers supportidea of getting help

Gain 1

As a result of counseling and self-help, you have good health!

Lose 2

Getting Caught ?Getting Caught ?2 3 4 5 61

Employee denies problem exists & keeps using

Lose 1

Supervisor looks the other way or is won over

by “hard luck” story

Add 1

Employee tests positive for alcohol (1 STRIKE!)

Lose 2

Employee ignores warning from supervisor

Add 2

Refer to TESTINGChart & Roll Dice

Employee Gets Help afterco-worker encourages

Go to Get Help

1. AFTER ASKED A QUESTION, DISCUSS WITH TEAM & WRITE DOWN ONEANSWER (30 seconds)

++ --

THE RULESTHE RULES

STRENGTHSTRENGTHSTRENGTH2. CORRECT ANSWER EARN A

RISKRISKRISK3. INCORRECT ANSWER EARN A

4. AVOID RISK ACCUMULATION BYGETTING HELP GAIN A STRENGTH + READ

OTHER BENEFITS)

5. AVOID GETTING CAUGHT

6. KEEP A POSITIVE BALANCE OF STRENGTHSSTRENGTHS VERSUS RISKSRISKS

19The Rules

STEP 6. Preparation-Risks and Strengths Board Game

Explain the rules of the game in the following steps, referring to the overhead

(1) All teams will be asked a question, the same question. I will show you the question on the overhead. After you are asked a question, discuss the answer with your team and decide on the correct answer by writing it down. Think quickly, you will have 30 seconds.

(2) Look at your game board, and you will notice there are RED and GREEN spaces. If your team gets the answer correct you will advance your token on the game board to a GREEN Square. Your team will also get a GREEN poker chip. (Hold up chip and say “This is a strength”)

(3) If your team gets the answer incorrect you will advance your token on the game board to a RED Square. Your team will also get a RED poker chip. (Hold up chip and say “This is a risk”).

(4) I will ask one of the teams to read what it says in the space that you landed on.

(5) You want to AVOID accumulating RED chips or RISKS as much as possible. One way to do so is by GETTING HELP. Take a look at the very top of your Game Board. You will notice that there are several spaces on the board where you have the opportunity to get help (e.g., after Level 3; 6B; 7F). THERE IS NO PENALTY FOR GETTING HELP. If you choose to get help, someone on your team will roll ONE DIE and read what the DIE tells you to do at the top of the game board.

(6) You will note that some RED spaces indicate that you have to go for TESTING or to GETTING CAUGHT. If you GET CAUGHT you will look at the bottom of your game board and roll ONE DIE to determine what action to take regarding GETTING CAUGHT.

(7) Your objective—as your team answers questions and moves from space to space—is to keep a positive balance of STRENGTHS OVER RISKS. That is, make sure you have more GREEN CHIPS than RED CHIPS. Ultimately, you should have no RED CHIPS by the end of the game.

This manual was developed as part of a NIDA Grant (DA04390), Drug Use in the Workplace: A Prevention Training Program, to the Institute of Behavioral Research, Texas Christian University. The contents are solely the responsibility of the developers and do not necessarily represent the official views of NIDA. This Team Awareness training module and all related data collection forms may be used freely for personal, educational, research, and/or information purposes only. Permission is hereby granted to reproduce and distribute copies of content material (except reprinted passages from copyrighted sources) for nonprofit educational and nonprofit library purposes, provided that copiesare distributed at or below costs and that credit for author, source, and copyright are included on each copy. No part of any materialmay be copied, downloaded, stored in a retrieval system, or redistributed for any commercial purpose without the expressed written permission of Texas Christian University.

For more information, please contact:Institute of Behavioral ResearchTexas Christian UniversityP.O. Box 298740Fort Worth, TX, 76129(817) 257-7226(817) 257-7290 (FAX)Email: [email protected] site: www.ibr.tcu.edu© Copyright 2002 TCU Institute of Behavioral Research, Fort Worth, Texas.All rights reserved.

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TYPES OF TYPES OF TESTTEST

DRUG DRUG (& ALCOHOL)(& ALCOHOL) TESTINGTESTING

Test forTest forPromotionPromotion

Possibletampering

Gain 1Risk

TestPositiveAlcoholGain 2Risks

TestPositiveDrugsGain 4Risks

TestNegative

Lose 1Risk


TestNegative

TestNegative

TestNegative

Lose 1Risk

TestNegative

Lose 2Risks

TestNegative

TestNegative

Employeeuses

alcoholshortlyafter

accidentGain 1Risk

TestNegative


ViolationPrescrip-tion Drugs

Gain 3Risks

DRUGDRUG--TESTINGTESTING

The chance of getting a positive test increasesThe chance of getting a positive test increasesif your group has more risks than strengths!if your group has more risks than strengths!

Count your GREEN CHIPS (STRENGTHS)

Count your RED CHIPS (RISKS)

TOTAL RISK = RISKS - STRENGTHS

0 1 2+# OF TOTAL RISKS*

4

2

3

56

7

891011

12

Roll Dice to see outcome of testing by using chart

SUM OF

DICE

Random Test Refer to TESTINGchart & Roll Dice.Use current # ofrisks to determineoutcome.

POST-ACCIDENTRefer to TESTINGchart & Roll Dice.After the test, GetHelp if you wish.

Reasonable Suspi-cion: Workers share speed pills on a late night shift. A supervi-sor finds out. Refer to TESTING & Roll Dice.

Reasonable Suspi-cion: Workers share speed pills on a late night shift. A supervi-sor finds out. Refer to TESTING & Roll Dice.

Drug Testing

STEP 6. Preparation-Risks and Strengths Board Game (continued)

Note that there are several spaces on the board where a team may be required to go for a drug test. If a team lands on a drug test spot they are required to ROLL TWO DIE and use the chart at the right hand side to determine the outcome of the drug test. The slide above explains how testing works in the context of the Risks & Strengths Game.

(1) KNOW THE TYPES OF TESTS: There are four types of tests:

(1) Post-accident (game space 6B)

(2) Random Test (game space 7F and 10B)

(3) Reasonable Suspicion (game space 10D and 11F)

(4) Test for Promotion (required as the final question after Question 11)

There are also other ways of getting tested (see Getting Caught Die roll 5 and 6 at bottom of board)

(2) SUBTRACT STRENGTHS FROM RISKS: The grid at the right shows that a teams’ chance of getting a POSITIVE TEST depends on the Total Number of Risks when they get tested. As the board indicates “The chance of getting a positive test increases if your group has more risks than strengths.” To determine the # of risks, the team should subtract the number of RED CHIPS from the number of GREEN CHIPS and give to the facilitator all the green and red chips that are subtracted. For example, if a team had 5 green chips and 3 red chips, they would turn in the 3 red chips and 3 green chips and would be left with 2 STRENGTHS (5 – 3 = 2 GREEN CHIPS). Thus, they would have NO or ZERO RISKS left and would roll TWO DIE and look at the result on the right hand chart.

(3) READ THE RESULTS OF THE DIE TOSS: As the chart indicates, a team with 0 or ZERO risks can never get a positive test, but a ROLL of “2” (Snake eyes) shows “Possible Tampering” and the team gains an additional risk. With 1 Risk, a team has two chances of getting a positive test (a roll of “2” or “12”). With 2 or more risks, a team can gain a positive test (a roll of “2” “3” “4” “5” or “6”).

(4) Any team that tests positive Twice for drugs is immediately disqualified from the game

(5) Every team has to roll the die at the very end of the game to test for promotion.

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WINNING!WINNING!

WINNING

The team with the moststrengths after testing for promotion wins the game

WINNINGWINNING

The team with the moststrengths after testing for promotion wins the game

Winning


Be sure to indicate that teams should get as many strengths (GREEN CHIPS) as possible.

SUBTRACTING RISKS (red chips) FROM STRENGTHS (green chips): There are three places on the game board where you can remind participants to determine their tally of risks versus strengths. These occur at the end of ROUND 1 (level 4 or column 4 on the game board); the end of ROUND 2 (level 8), and at the end of the game (Test for Promotion). Overhead # 29 helps you guide participants in assessing their overall level of risk. For example, if a team ends up on Space 3B, they will have answered 2 questions correctly (2 green chips) and 1 question incorrectly (1 red chip). This means that overall they have no risks and 1 strength because 2 green – 1 red = 1 green. The message here is that STRENGTHS BALANCE OUT RISKS. You can have teams accumulate all risks and strengths to the end of the game or keep balancing them out by turning in the subtracted green or red chips after ROUND 1 and ROUND 2.

Note. The “Risks & Strengths” game has some built-in flexibility. Please see the appendix for how to customize thegame board and include questions of your own.

ENDING THE GAME. How you decide to end the game will depend on how much time you have, what the participants want, and how much fun they are having. Generally, the game ends when, after the last question and answer, all teams test for promotion and the final tally of GREEN CHIPS is taken.

DETERMINE FINAL TALLY: Ask each team to subtract the STRENGTHS from RISKS. The team with most STRENGTHS wins.

IN CASE OF TIE: You have the option of providing participating teams with an extra question to break the tie or you can declare the tying teams as both winners.

AWARDS/GIFT CERTIFICATES: We encourage you to provide winning team participants with some sort of award for winning. We have found that participants enjoy a choice of gift certificates from local restaurants, department stores, and movie rental outlets.

22

22Create a Team Name


To facilitate team identity and make the game more fun, ask each team to create a creative name for their particular group. Tell them to have fun with this. Write the name on a flip chart. When it is time to call on teams to answer questions you can use their name.

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Question 1Correctly classify the following situations aseither use, misuse, or dependence.

1 – An individual drinks a beer with dinner everynight after work.

A) Use B) Misuse C) Dependence2 – Upon waking and before going to work each

morning, an individual craves and smokes a marijuana cigarette.

A) Use B) Misuse C) Dependence

3 – An employee has a few beers at lunch on a Friday afternoon before going back to work.

A) Use B) Misuse C) DependenceAnswer

The Best Answers are:

1 – A. Use (Beer is legal and there is no sign of dependence)

2 – C. Dependence (craving each morning upon waking suggests a dependency)

3 – B. MisuseQuestion 1

Step 7. Actual Play - Risks and Strengths Board Game

Note about your role. Your role when facilitating the actual play of the Risks and Strengths game is more like that of a game show host or radio announcer (think “Bob Barker”). You should become very familiar with the sequence:

question-> answer-> game board-> question-> answer-> game board…and speak clearly but quickly.

Notes about set up.• Make sure you place all slides in sequence. • Make sure you have your red and green poker chips.• Prepare to move very quickly from reading the answer to the question to the next slide showing

where participant teams move on the board.

Notes about Play.1. READ THE QUESTION WHILE HIDING THE ANSWER. After the first question is asked (Slide 23), prepare

to ready slide 24.2. GIVE PARTICIPANT TEAMS 30 SECOND TO DISCUSS ANSWER (Some teams take a little longer but try to

keep it less than 45 seconds before answers are given).3. ONLY AFTER ALL TEAMS ARE READY, HAVE THEM GIVE THEIR ANSWER.4. SHOW THE ANSWER.5. PASS ON CHIPS ACCORDING TO WHETHER THE ANSWER IS CORRECT (GREEN) OR INCORRECT (RED).6. MOVE TO NEXT OVERHEAD.7. ASK A TEAM THAT RECEIVED THE CORRECT ANSWER TO READ THE GREEN SPACE (1A).. After they

read say “that is a strength”.8. ASK A TEAM THAT RECEIVED THE INCORRECT ANSWER TO READ THE RED SPACE (1B). After they read

say “that is a risk”.9. PROCEED TO NEXT QUESTION.

Point for Answer to Slide 23. Remind participants about information about levels of use in Slide 11.

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A co-worker tells you he is stressed with a supervisor. You listen and help to solve

the problem.


the problem. 1A1A

USE & POSSIBLE MISUSE:Your team deals with stressby drinking together.

USE & POSSIBLE MISUSE:Your team deals with stressby drinking together.1B1B

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Level 1 of Board


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Question 2Which of the following is an example of an indicator that a co-worker is misusing alcohol or drugs?A) Constantly missing deadlines (inefficient)B) Avoiding share of group tasks (uncooperative)C) Daydreaming a lot (withdrawn)D) A, B, & C are each indicators that a co-worker is

misusing substancesE) None of the above.

AnswerThe Best Answer is E

Though missing deadlines, avoiding tasks, and day-dreaming are all possible indicators of substance misuse, no single sign alone is itself an indicator.Never judge or label a person as a user or addict. It isnot your responsibility to diagnose.

Working with a slack, accident-prone co-worker can be stressful and dangerous to you and your workgroup. For this reason it is the responsibility of your super-visor to document all behaviors such as absences, accidents, etc...Question 2


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Members in your work groupbelieve that getting help is a sign of weakness and loss of control. This keeps some from talking about problems.

Members in your work groupbelieve that getting help is a sign of weakness and loss of control. This keeps some from talking about problems.2B2B

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the problem.


the problem. 1A1A



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Your work team shows low tolerance for use by employees.

Your work team shows low tolerance for use by employees.2A2A

Your supervisor has a healthy leadership style(seeks feedback,deals with

conflict).


conflict).2C2C

MISUSE: A co-worker uses cocaine on weekends. Cocaine can lead to lateness

& absences.


& absences.2D2D

Level 2 of Board


At this point, just make sure that teams have the right number of risks and strengths.

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Question 3If an employee has reasonable cause to suspectthat a co-worker is under the influence of alcohol or drugs at work, that employee should:

A) Accuse the co-worker of being an addict/alcoholic.

B) Offer the co-worker some coffee to sober him/her up

C) Ask the co-worker for his/her car keys to prevent them from driving home

D) Notify the co-worker’s supervisor or call the EAPAnswer

The Best Answer is DAlthough not always specified by policy, any employee who is aware of a co-worker impaired by drugs or alcoholwhile at work should notify someone trained to deal withthe situation, including the impaired co-worker’s super-visor or the EAP.

Accusing the person is not likely to solve the problem and coffee will not counteract the effects of alcohol or drugs.Although taking someone’s car key may be appropriate ina social situations (such as a party with friends), the bestbet at work is to turn it over to a trained person with theauthority to handle the situation.

Check your policy

Question 3


You will note that the upper left hand corner of this slide indicates “Check your policy.” This occurs on several other slides (30,32,36,40,42,44,46). When you see “Check your policy” we recommend, if the worksite has a policy, that you review any part of the policy that might pertain to the answer. Each policy and workplace is different. We recommend that you use questions that require some checking with policy because this gives participants more detailed knowledge about issues at their worksite or that pertain to their specific jobs. We also recommend that you develop your own questions (see appendix for suggestions).

Point for Answer to Slide 27. For Question 3, it will always be true that “D” is the correctanswer. However, it helps to re-emphasize the point by reading directly from policy.

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Members in your work groupbelieve that getting help is a sign of weakness and loss of control. This keeps some from talking about problems.

Members in your work groupbelieve that getting help is a sign of weakness and loss of control. This keeps some from talking about problems.2B2B

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the problem.


the problem. 1A1A



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Your work team shows low tolerance for use by employees.

Your work team shows low tolerance for use by employees.2A2A


conflict).


conflict).2C2C


& absences.


& absences.2D2D

Your workplace offers classes on health & well-ness. Some co-workers begin an exercise program.


3A3A

Your group has jobs whereabuse of drugs are difficult to detect (e.g., work alone,

travel a lot).


travel a lot).3B3B

Some co-workers go to a class on smoking cessation. Some stopped

smoking for a week.


smoking for a week.3C3C

You refuse to go drinking after work with a co-workerwho is a problem drinker.


3E3E

Your work group has “safety sensitive” jobs. Abuse can bemore of a problem in jobs

w/ risk or loss


w/ risk or loss3F3F

Your team works with machinery. Each day you all check to review safety

concerns.


concerns.3G3G

DEPENDENCE: A co-workercomes in to work with a hangover and falls asleep at

his/her desk.


his/her desk.3H3H

Group members spend toomuch time loafing, talking about when you got drunk

together.


together.3D3D

Level 3 of Board


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Getting Help?

Groups with2 risks canchoose toget help

Groups with3 risks arerequired to

get help



3A3A


travel a lot).


travel a lot).3B3B


smoking for a week.


smoking for a week.3C3C



3E3E


w/ risk or loss


w/ risk or loss3F3F


concerns.


concerns.3G3G


his/her desk.


his/her desk.3H3H


together.


together.3D3D

Getting Help Option


At this point in the game (end of ROUND 1) teams that have two risks (2 red chips) can choose to get help. Groups with 3 risks are required to get help.

>> SAY: THERE IS NO PENALTY (e.g., loss of turn) for getting help. In fact, your willingness to get help is a strength.

>> ASK: Who would like to get help? (If a team shows willingness ask the other teams to give them a round of applause).

>> SAY: In order to get help all you have to do is have one member of your team roll ONE DIE. The result of your getting help is shown on the top of the game board. For example, if you roll a 3 you discover that there are several alternatives to getting help and—as a result—gain a strength and lose a risk.

If more than one team gets help, make sure you go around the room one team at a time and ask them to roll one die and announce the result to the other teams.

Getting Help ?Getting Help ?2 3 4 5 61

Find alternatives for help (e.g., AA, EAP,

religious)

Lose 1

Read/Listen to self-help book or

tape

Gain 1 Lose 1

Aware of problems but too much

resistanceto getting help

Go to EAP or counselor

Gain 2

Many co-workers support

idea of getting help

Gain 1

As a result of counseling and self-help, you have good

health!

Lose 2

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30

AnswerThe Best Answer is ??

There is no specified limit to EAP services. However, most problems are handled through referral to an appropriate community or mental health resource in a few sessions.• Call XXX-XXXX between 8 a.m. and 5 p.m. weekdays • Schedule an appointment with the EAP coordinator • A voice-mail message may be left after 5 p.m. and

weekends

Question 4As part of the employee benefits package, employees are entitled to

A) One free counseling session (consultation) with an Employee Assistance Professional

B) Five free counseling sessions with an Employee Assistance Professional

C) Five counseling sessions with an Employee Assistance Professional at 20 percent of the cost

D) General free consultation with the EAP foremployee and family members

Check your policy

Question 4


Check your policy to determine the correct answer and to provide (review) information that will be helpful to participants.

Point for Answer to Slide 30. It is very important to include a question that asks about EAP availability. Even though participants may have learned about the EAP before, it helps to see and hear the information through different channels and styles. Since a big part of this game is about “Getting Help,” this question also has a context in terms of sharing information within the team when they discuss the answer.

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You can count on each otherto help solve problems thatcome up.


5A5A

A co-worker isolates from others and is often late to work. All workers avoid

this problem.


this problem. 5B5B

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Level 5

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32

The correct answer is D

Criteria for Post-Accident Testing reads:

“Any accident in which a person is transported for medical attention.”

In addition to A) fatality and B) citations, post-accident testing is required when:1) there is no reasonable explanation for the accident2) Your worksite’s EAP deems it appropriate3) there is damage and/or injury arising out of the

operation of a commercial vehicle (here, other non-injured employees may be tested)

When must drug- or alcohol- testing be done following an accident involving an employee driving a personal vehicle on business (post-accident testing)?

A) Any accident involving a fatalityB) Any accident for a traffic violation citationC) When there is medical attention away from scene D) All of the above E) All of the above except B

Question 5

Answer

Check your policy

Question 5



Point for Answer to Slide 32. This is an important question to ask if there are any participants who fall under Department of Transportation regulations, which requires testing following an accident. If you do not have safety sensitive positions or DOT related positions you may consider a substitute question.

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A co-worker decides to getcounseling for marital problems and things

improve.


improve.6A6A

POST-ACCIDENT TESTRefer to TESTING chart & Roll Dice. After the test,

Get Help if you wish.


Get Help if you wish.6B6B

Managers & officials always promote trust and fairness in workplace policy

Managers & officials always promote trust and fairness in workplace policy6C6C

A team member fails to tella supervisor when taking medications that affect work.

Refer to Getting Caught


Refer to Getting Caught6D6D



5A5A


this problem.


this problem. 5B5B

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Level 6

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Question 6

Answer

Many employees are aware of co-workers who use alcohol or drugs at work. What is your estimate of the percent of employees surveyed (in several studies) who are aware of or affected by co-worker use? A) 1% to 5%

B) 6% to 10%C) 11% to 35%D) 36% to 65%

The Best Answer is CDepending on the survey, roughly 10 to 35% of those asked are aware of co-worker drug use.

Study 1(1,800 in a national survey): 10.4% report at least one co-worker is a drug user

Study 2(1,000 in a national survey): In 1995, 35% indicated seeing or hearing any illicit on-the-job drug use by your co-workers. This was an increase from 24% in 1989.

Study 3 (2,000 municipal workers): As many as 40% report at least one negative consequence associate with co-worker use of alcohol or drugs.1-(Roman & Blum, 1995). 2 Institute for a Drug-Free Workplace (D.C./Gallup, 1997). 3-Bennett & Lehman (1988).

Question 6


Point for Answer to Slide 34. This slide can be used to refer back to the purpose and goals of the training. You may want to re-iterate here that the purpose of the training is to “enhance team communication to help reduce any risks related to substance abuse.” This research suggested the need for this kind of training.

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Leve

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Leve

l 5

Leve

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Your work team decides togo to a class on stress management.

Your work team decides togo to a class on stress management.

7A7A

Your workplace is unfriendly& cold because some co-workers are hostile and

angry.

Your workplace is unfriendly& cold because some co-workers are hostile and

angry.7B7B

Your workplace appreciatesthe various backgrounds of all employees.

Your workplace appreciatesthe various backgrounds of all employees.7C7C

Good communication at work.Co-workers are willing to express ideas and opinions

about things.

Good communication at work.Co-workers are willing to express ideas and opinions

about things.7E7E

Random TestRefer to TESTING,Roll Dice.After the test, Get Help if

you wish.

Random TestRefer to TESTING,Roll Dice.After the test, Get Help if

you wish.7F7F

Your workplace has a goodwork-family program & is sensitive to family needs.

Your workplace has a goodwork-family program & is sensitive to family needs.7G7G

A supervisor enables a co-worker by telling him/her to go home after an accident. The co-worker used drugs;

policy requires testing.

A supervisor enables a co-worker by telling him/her to go home after an accident. The co-worker used drugs;

policy requires testing.7H7H

A team mate has 3 drinks ofbeer at lunch and returns towork.


A team mate has 3 drinks ofbeer at lunch and returns towork.



improve.


improve.6A6A


Get Help if you wish.


Get Help if you wish.6B6B

Managers & officials always promote trust and fairness in workplace policy

Managers & officials always promote trust and fairness in workplace policy6C6C







5A5A


this problem.


this problem. 5B5B

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Level 7

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AnswerThe Best Answer is D

It is always better to get help and try to resolve the problem than waiting and getting caught.

A is correct because policy and performance is the primary factor in disciplinary action.

C is also correct because employees who self-refer or gethelp are taking an interest in improving and, as a result, may improve performance before disciplinary action is required. Also, a supervisor MAY be lenient once theyknow that an employee is working on their issues.

In which of the following conditions can an employee with a substance use problem avoid getting disciplined?

A) If the employee voluntarily self-refers to the EAP without telling a supervisorB) If the employee voluntarily informs their supervisor, asks for assistance, and goes to the EAPC) If the employee voluntarily informs Human Resources and asks for assistanceD) Both B and CE) All of the Above

Question 7

Check your policy

Question 7



Point for Answer to Slide 32. This is an important question to ask because it gets into the details of self-referral and plays up the importance of voluntary self-referral as the easiest route to getting help. If you do not have an EAP or disciplinary policy you may consider a substitute question.

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Leve

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Leve

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Leve

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Your go to a workshop givenby Employee Benefits on how to deal with alcohol use in the

family.


family.9A9A

You smell marijuana at work and see a co-worker hide something quickly.This may be reasonable

cause but you do nothing.


cause but you do nothing.9B9B

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• If you have risks, you may choose to Get Help to try & reducerisks and/or increase strengths.

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Level 9

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Question 8

True or False

Prescription drugs can be more dangerous than illicit drugs

Answer

The Best Answer is TruePrescription drugs should only be taken according to your physician’s direction. When you use prescription drugs that were not prescribed for you, or in ways that your physician did not prescribe, they can be dangerous and harmful to your health. Some prescription drugs, even when taken according to physician's directions, can affect your alertness andperformance on the job. So it is important that you also pay attention to any warnings which come with a prescription.

Question 8


39

39

Leve

l 8

Leve

l 9

Leve

l 10


family.


family.9A9A





Leve

l 11


RO

UN

D 3

Your work group works at an even pace & meets deadlines.

You are not workaholics.


You are not workaholics.10A10A

Random TestRefer to TESTING chart & RollDice. Use current # of risks

to determine outcome.


to determine outcome.10B10B

You tell a supervisor your concern about a co-workerwho is restless, avoids work

& smells of alcohol.


& smells of alcohol.10C10C

Reasonable Suspicion: Asupervisor finds a marijuana cigarette on a co-worker’s

desk. Refer to TESTING


desk. Refer to TESTING10D10D

Level 10

40

40

Question 9

True or False

Providers of Employee Assistance Programs may help supervisors conduct a constructive or supportive confrontation with employees who are suspected as misusing or abusing drugs or alcohol.

AnswerThe Best Answer is True

Most EAP programs serve as consultants for supervisors to help them properly stage a discussion with an employee to encourage that employee to get help. Supervisors often have the option of having theEAP attend this constructive confrontation session. Sometimes a supervisor may be the one person who an employee can listen to or trust to help them.

In your workplace, EAP receives approximately(##) supervisory calls a year asking for help in their assisting an employee.

Check your policy

Question 9


As worded, the statement is true. However, you should check your policy to determine the exact nature of the relationship between EAP and supervision.

Point for Answer to Slide 32. If you have an EAP and can get the data, it helps to show how many times your EAP receives call from supervisors asking for support.

41

41

Leve

l 8

Leve

l 9

Leve

l 10


family.


family.9A9A





Leve

l 11


RO

UN

D 3


You are not workaholics.


You are not workaholics.10A10A


to determine outcome.


to determine outcome.10B10B


& smells of alcohol.


& smells of alcohol.10C10C


desk. Refer to TESTING


desk. Refer to TESTING10D10D

A co-worker has problems at home. You find a way to encourage him to get help.

A co-worker has problems at home. You find a way to encourage him to get help.

11A11A

An employee is caught dealing drugs to customers.ADD 2 RISKS +Refer to Getting Caught

An employee is caught dealing drugs to customers.ADD 2 RISKS +Refer to Getting Caught

11B11B

After an employee healthfair, employees take bettercare of themselves.

After an employee healthfair, employees take bettercare of themselves.

11C11C

You are aware of your Employee Assistance Program, see it as useful,

and support use of it.

You are aware of your Employee Assistance Program, see it as useful,

and support use of it.11E11E

Reasonable Suspicion: Workers share speed pillson a late night shift. Refer

to TESTING & Roll Dice.

Reasonable Suspicion: Workers share speed pillson a late night shift. Refer

to TESTING & Roll Dice.11F11F

Several co-workers go walking during the lunchhour a few days a week.

Several co-workers go walking during the lunchhour a few days a week.

11G11G

An employee spreadsrumors about anotherworker’s addiction to hard

drugs.

An employee spreadsrumors about anotherworker’s addiction to hard

drugs. 11H11H

Your work department has picnics and much free alcohol is served. Some often get too drunk to drive.

Your work department has picnics and much free alcohol is served. Some often get too drunk to drive.

11D11D

Level 10

42

42

Question 10

True or False?

Using alcohol 4 hours prior to performing safety-sensitive functions could result in termination.

TRUE

Answer

This is an aspect of policy which sends a message about the carry-over effects of alcohol use. Alcohol and drugs continue to impair the body for periods of time after use. Depending, of course, on how much you drink, it is possible that alcohol couldstill be in your system and affect your performance 4 hours or more after drinking. The following chart estimates the time (inhours) that it would take for alcohol to be fully metabolizedin people with different weights.

Drinks Weight120 lbs 140 lbs 160 lbs

1 2.6 2.2 1.92 5.2 4.5 3.93 7.8 6.7 5.84 10.4 9 7.85 13 11.1 9.86 15.6 13.5 11.7

Check your policy

Question 10 (ALTERNATIVE)



Point for Answer to Slide 32. This is an important question to ask if there are any participants who fall under Department of Transportation regulations, which restricts alcohol use. If you do not have safety sensitive positions or DOT related positions you may consider a substitute question.

43

43

True or False

Drug abuse is primarily a problemamong the unemployed.

The Best Answer is False

There are many misconceptions about substance abuse:

About 90% of alcoholics and 70% of illicit drug users are employed full-time. Among 18 to 34 year olds, about 20% of illegal drug users work in professional and financial jobs.

Question 11

Answer



Substitute question.

44

44

True or False

DOT employees may not consume any alcohol from any source within eight hours prior to reporting for duty.


Policy indicates that DOT positions may not consume alcohol within four hours of reporting for duty.

Policy does not specifically say when you cannot have alcohol if you are NON-DOT.

HOWEVER, a violation occurs if Breath AlcoholConcentration confirms at 0.04 or greater. This applies to all employees. Between 0.02 and 0.04 does not constitute a violation under policy. However, all employees will be referred to EAP before being allowed to return to work.

Question 12

Answer

Check your policy




45

45

Which of the following treatments is the most effective for people who are trying to stop smoking or using nicotine?A) Individual or group counselingB) Nicotine replacement (use of patch or gum)C) AcupunctureD) Both A and B togetherE) Both B and C together

The Best Answer is D

A review of about 56 research articles concluded thatsmokers were more likely to stop or cut down:

1) more with counseling than with self-help material.

2) when given skills in problem-solving and copingwith events that lead to relapse.

3) when counseling and nicotine replacement wereused together

Question 13

Answer




46

46

True or False?

Policy indicates that it is generally permissible to take prescription or over-the-counter medication while at work.


Some prescription medications as well as various over-the-counter medications (e.g., allergy, cough suppressants) cause drowsiness and poor motor control. These are risk factors.

Policy (5.1-c) states that the use of prescription or over-the-counter medication IS PROHIBITED unless three requirements are met:1) The medicine has been prescribed (licensed physician2) The medicine is taken as prescribed3) The use of the medicine has been reported to the Department/Division Manager (or designee) when the use of such drug may affect the employee’s ability to perform assigned duties.

Question 14

Answer

Check your policy




47

47

Based on the known research, what do we know about the effectiveness of drug testing?

A) Employees who report drug use are more likely to avoid companies that test

B) Companies that combine testing with education report positive test rates lower than those that rely on testing alone

C) Testing may be effective as a way of getting employees into and benefiting from treatment

D) All of the above

Question 15

Answer

Answer is D – REFERENCES BELOW

SAMHSA (Substance Abuse and Mental Health Services Administration) (1999). Worker drug use and workplace policies and programs: Results from the National Household Survey on Drug Abuse (NHSDA). [WWW document] [URL http://www.samhsa.gov/link990908.htm] [accessed September 9, 1999].

American Management Association (2000). Workplace testing: Medical testing (2000 AMA Survey and previous surveys). [online] http://www.amanet.org/research/pdfs/medicl2.0.pdf [accessed October 1, 2000].

Lawental, E., McLellan, A. T., Grissom, G. R., Brill, P., & O'Brien, C. (1996) Coerced treatment for substance abuse problems detected through workplace urine surveillance: Is it effective? Journal of Substance Abuse, 8, 115-128.




48

48

Managers/Supervisors report various barriers to the effective management of alcohol problems in the workplace. Which of the following is the most frequently cited barrier.

A) New “team management” leaves no one in chargeB) Managers pay a price for confronting workersC) Managers don’t receive enough training in how to

confront problemsD) Company is tough on illicit drugs, soft on alcohol

Question 16

AnswerTHE BEST ANSWER IS C

Here are the results from a survey of 7000 supervisors across 114 worksites:• Not enough training (80% reported)• Company is tough on illicit drugs, soft on alcohol (58%)• Managers pay a price for confronting workers with

problems (49%)• New “team management” leaves no one in charge (37%)

From Bell, S. N., Mangione, T. W., Howland, J., Levine, S., & Amick , B., III. (1996). Worksite barriers to the effective management of alcohol problems. Journal of Occupational and Environmental Medicine, 38, 1213-1219.




49

49

A growing body of evidence shows that BRIEF INTERVENTIONS can help adults reduce alcohol intake. These programs often take four or fewer sessions lasting a few minutes to an hour. A review of 32 studies reported that the average positive change observed for intervention groups was about:

A) 5% reduction in alcohol useB) 15% reductionC) 25% reductionD) 40% reduction

Question 17

AnswerTHE BEST ANSWER IS C

Correct answer is C 27%

The reference isBien, T. H., Miller, W.R., Tonigfan, J. S. (1993) Addiction88(3): 315-336.

Also see NIAA Alcohol Alert No. 43, April 1999

http://silk.nih.gov/silk/niaaa1/publication/aa43.htm




50

50

According to the Drug Free Workplace Act of 1998, what percent of workplace accidents are drug related?

A) 17%B) 25%C) 34%D) 47%

Question 18

Answer

THE BEST ANSWER IS DDrug-Free Workplace Act

SEC. 111. SHORT TITLE.This subtitle may be cited as the "Drug-Free Workplace Act of 1998".SEC. 112. FINDINGS; PURPOSES.(a) Findings.-Congress finds that-(1) 74 percent of adults who use illegal drugs are employed;(2) small business concerns employ over 50 percent of the Nation’s workforce;(3) in more than 88 percent of families with children under the age of 18, at least 1 parent is employed; and(4) employees who use and abuse addictive illegal drugs and alcohol increase costs for businesses and risk the health and safety of all employees because-(A) absenteeism is 66 percent higher among drug users than individuals who do not use drugs;(B) health benefit utilization is 300 percent higher among drug users than individuals who do not use drugs;(C) 47 percent of workplace accidents are drug-related;(D) disciplinary actions are 90 percent higher among drug users than among individuals who do not use drugs; and(E) employee turnover is significantly higher among drug users than among individuals who do not use drugs.(from http://www.sba.gov/news/drugfree/dfwpact.html)




51

51

According to one study, which of the following factors is most closely associated with whether an individual is a problem drinker

A) Work stressB) Whether coworkers drink and how oftenC) Lack of a strong and enforced policyD) Feeling alone and alienated at work

Question 19

Answer

THE BEST ANSWER IS B

From Bacharach, Bamberger, Sonnenstuhl (in press).DRIVEN TO DRINK: MANAGERIAL CONTROL, WORK-RELATED RISKFACTORS AND EMPLOYEE DRINKING BEHAVIOR. Academy of Management Journal,




52

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rugs

. Tru

e or

fa

lse,

the

goss

ip

lead

s to

pro

blem

s.

An e

mpl

oyee

spr

eads

rum

ors

abou

t ano

ther

wor

ker’s

add

ictio

n to

ha

rd d

rugs

. Tru

e or

fa

lse,

the

goss

ip

lead

s to

pro

blem

s.

A co

-wor

ker h

as p

rob-

lem

sat

hom

e. Y

ou fi

nda

way

to e

ncou

rage

him

to g

et h

elp.

He

does

; thi

ngs

impr

ove

at h

ome

and

at w

ork.

Seve

ral c

o-w

orke

rs g

etto

geth

er to

go

wal

king

durin

g th

e lu

nch

hour

a fe

w d

ays

a w

eek.

Eve

ry d

ay, t

hey

also

ta

ke a

stre

tch

brea

k

TWO

PO

SITI

VE

TEST

SR

ecei

ving

two

posi

tive

test

s (a

lcoh

ol o

r dr

ug) r

esul

ts in

im

med

iate

loss

and

di

smis

sal f

rom

gam

e.

ROUND 1

ROUND 2

ROUND 3

Level 1

A co

-wor

ker t

ells

you

he is

stre

ssed

with

a

supe

rvis

or.

You

liste

n.

This

hel

ps to

sol

ve th

e pr

oble

m. C

opin

g w

ithst

ress

wor

ks b

ette

r th

an d

oing

not

hing

.

A co

-wor

ker t

ells

you

he is

stre

ssed

with

a

supe

rvis

or.

You

liste

n.

This

hel

ps to

sol

ve th

e pr

oble

m. C

opin

g w

ithst

ress

wor

ks b

ette

r th

an d

oing

not

hing

.

Level 2

Your

wor

k te

am g

oes

to a

dru

g &

alco

hol

awar

enes

s cl

ass.

As

a re

sult,

co-

wor

kers

show

less

tole

ranc

efo

r use

by

empl

oyee

s.

Your

wor

k te

am g

oes

to a

dru

g &

alco

hol

awar

enes

s cl

ass.

As

a re

sult,

co-

wor

kers

show

less

tole

ranc

efo

r use

by

empl

oyee

s.

Level 3

Level 4

Level 5

Level 6

Level 7

A co

-wor

ker h

as h

adm

any

mar

ital p

robl

ems

that

hav

e in

terfe

red

with

wor

k. H

e/sh

e de

-ci

des

to g

et c

ouns

elin

gan

d th

ings

impr

ove.

Your

team

wor

ks w

ell

toge

ther

for g

roup

ob-

ject

ives

& go

als.

You

can

coun

t on

each

ot

her t

o he

lp s

olve

prob

lem

s th

at c

ome

up.

Level 8

Level 9

Level 10

Level 11

Your

wor

k gr

oup

does

wor

k at

an

even

pace

& m

eets

dea

d-lin

es. Y

ou a

re n

ot a

bu

nch

of w

orka

holic

s.

Your

wor

k gr

oup

goes

to

a w

orks

hop

give

nby

Em

ploy

ee B

enef

itson

how

to d

eal w

ith

alco

hol u

se in

the

fam

ily(e

.g.,

code

pend

ence

).

The

chan

ce o

f get

ting

a po

sitiv

e te

st in

crea

ses

The

chan

ce o

f get

ting

a po

sitiv

e te

st in

crea

ses

if yo

ur g

roup

has

mor

e ris

ks th

an s

tren

gths

!if

your

gro

up h

as m

ore

risks

than

str

engt

hs!

Cou

nt y

our G

REE

N C

HIP

S (S

TRE

NG

THS)

Cou

nt y

our R

ED

CH

IPS

(RIS

KS)

TOTA

L R

ISK

= R

ISKS

-ST

RE

NG

THS

USE

& P

OSS

IBLE

MIS

USE:

Your

team

s’jo

b is

stre

ssfu

l. Yo

u de

velo

p th

e ha

bit o

f dr

inki

ng to

geth

er a

s th

e m

ain

way

to

relie

ve th

e st

ress

.

USE

& P

OSS

IBLE

MIS

USE:

Your

team

s’jo

b is

stre

ssfu

l. Yo

u de

velo

p th

e ha

bit o

f dr

inki

ng to

geth

er a

s th

e m

ain

way

to

relie

ve th

e st

ress

.

MIS

USE:

A co

-w

orke

r use

s co

cain

eon

wee

kend

s. It

’s a

w

ork

issu

e as

coc

aine

ca

n le

ad to

: lap

ses

in

atte

ntio

n &

mem

ory;

la

tene

ss &

abs

ence

.

MIS

USE:

A co

-w

orke

r use

s co

cain

eon

wee

kend

s. It

’s a

w

ork

issu

e as

coc

aine

ca

n le

ad to

: lap

ses

in

atte

ntio

n &

mem

ory;

la

tene

ss &

abs

ence

.

A co

-wor

ker i

sola

tes

from

oth

ers,

bec

omes

host

ile w

hen

stre

ssed

& is

ofte

n la

te to

wor

k.Al

l wor

kers

avo

idth

is p

robl

em.

A co

-wor

ker i

sola

tes

from

oth

ers,

bec

omes

host

ile w

hen

stre

ssed

& is

ofte

n la

te to

wor

k.Al

l wor

kers

avo

idth

is p

robl

em.

A te

am m

embe

r fai

ls

to in

form

sup

ervi

sor

whe

n ta

king

med

ica-

tions

that

cou

ld

affe

ct w

ork.

Ref

er to

G

ettin

g C

augh

t

A te

am m

embe

r fai

ls

to in

form

sup

ervi

sor

whe

n ta

king

med

ica-

tions

that

cou

ld

affe

ct w

ork.

Ref

er to

G

ettin

g C

augh

t

Rea

sona

ble

Susp

i-ci

on:A

sup

ervi

sor

finds

a m

ariju

ana

ciga

rette

on

a co

-w

orke

r’s d

esk.

Ref

er

to TESTING

& R

oll D

ice.

Rea

sona

ble

Susp

i-ci

on:A

sup

ervi

sor

finds

a m

ariju

ana

ciga

rette

on

a co

-w

orke

r’s d

esk.

Ref

er

to TESTING

& R

oll D

ice.

You

smel

l mar

ijuan

aat

wor

k an

d se

e a

co-

wor

ker h

ide

som

e-th

ing

quic

kly.

This

may

be re

ason

able

cau

sebu

t you

do

noth

ing.

You

smel

l mar

ijuan

aat

wor

k an

d se

e a

co-

wor

ker h

ide

som

e-th

ing

quic

kly.

This

may

be re

ason

able

cau

sebu

t you

do

noth

ing.

Ran

dom

Tes

tR

efer

to TESTING,

Rol

l Dic

e. A

fter

the

test

, Get

Hel

p if

you

wis

h.

2A2A

1A1A

3A3A 3B3B 3C3C

2B2B

3D3D 3E3E

2C2C

3F3F

1B1B

6D6D2D2D

3G3G

5B5B5A5A

6A6A 6B6B 6C6C

7A7A 7B7B 7C7C 7D7D 7E7E 7F7F 7G7G

4488

9A9A

10A

10A

10B

10B

10C

10C

9B9B

10D

10D

11F

11F

11G

11G

11D

11D

11E

11E

11C

11C

11B

11B

11A

11A

Get

ting

Get

ting

Caug

ht ?

Caug

ht ?

The

grou

p is

at

RISK

! R

oll o

ne d

ie t

oTh

e gr

oup

is a

t RI

SK!

Rol

l one

die

to

dete

rmin

e t

he o

utco

me!

!!

dete

rmin

e t

he o

utco

me!

!!

23

45

61

Empl

oyee

den

ies

prob

lem

exi

sts

& k

eeps

us

ing

Lose

1

Supe

rvis

or lo

oks

the

othe

r w

ay o

r is

won

ov

er b

y “h

ard

luck

” st

ory

Add

1

Empl

oyee

tes

ts p

ositi

ve

for

alco

hol (

1 ST

RIKE

!)

Lose

2

Empl

oyee

igno

res

war

ning

fro

m

supe

rvis

or

Add

2

Ref

er t

o TE

STIN

GC

hart

& R

oll D

ice

Empl

oyee

Get

s H

elp

afte

rco

-wor

ker

enco

urag

es

Go

to G

et H

elp

3H3H7H7H

11H

11H

The

grou

p sh

ows

will

ingn

ess

to

The

grou

p sh

ows

will

ingn

ess

to

addr

ess

prob

lem

s (A

Str

engt

h!).

ad

dres

s pr

oble

ms

(A S

tren

gth!

).

Roll

one

die

to s

ee o

utco

me.

Ro

ll on

e di

e to

see

out

com

e.

23

45

61

Find

alte

rnat

ives

for

he

lp (

e.g.

, AA,

EAP

, re

ligio

us)

Lose

1

Read

/Lis

ten

to

self-

help

boo

k or

tap

e

Gai

n 1

Lose

1

Awar

e of

pro

blem

s bu

t to

o m

uch

resi

stan

ceto

get

ting

help

Go

to E

AP o

r co

unse

lor

Gai

n 2

Man

y co

-wor

kers

su

ppor

tid

ea o

f ge

ttin

g he

lp

Gai

n 1

Get

ting

Get

ting

Hel

p ?

Hel

p ?

As a

res

ult

of c

ouns

elin

g an

d se

lf-he

lp, y

ou h

ave

good

hea

lth!

Lose

2

0

1

2

+#

OF

TOTA

L R

ISK

S*

42

Poss

ible

tam

perin

g

Gai

n 1

Ris

k

Test

Posi

tive

Alco

hol

Gai

n 2

Ris

ks

Test

Posi

tive

Dru

gsG

ain

4R

isks

Test

Neg

ativ

e

Lose

1R

isk

Test

Posi

tive

Alco

hol

Gai

n 2

Ris

ks

Test

Neg

ativ

e

3 5 6 7Te

stN

egat

ive

Test

Neg

ativ

e

Lose

1R

isk

Test

Neg

ativ

e

Lose

2R

isks

Test

Neg

ativ

e

8 9 10 11

Test

Neg

ativ

e

Empl

oyee

uses

alco

hol

shor

tlyaf

ter

acci

dent

Gai

n 1

Ris

k

Test

Neg

ativ

e

Test

Posi

tive

Alco

hol

Gai

n 2

Ris

ks

Viol

atio

nPr

escr

ip-

tion

Dru

gsG

ain

3R

isks

12

Rol

l Dic

e to

se

eou

tcom

e of

te

stin

g by

usin

g ch

art

WIN

NIN

GTh

e te

am w

ith th

e m

ost

stre

ngth

s af

ter t

estin

g fo

r pr

omot

ion

win

s th

e ga

me

WIN

NIN

GW

INN

ING

The

team

with

the

mos

tst

reng

ths

afte

r tes

ting

for

prom

otio

n w

ins

the

gam

e

STRE

NG

THS

STRE

NG

THS

STRE

NG

THS

RIS

KSR

ISKS

RIS

KS

SUM

O

F D

ICE

Enla

rge

to 2

4.5

” by 1

8.5

”and lam

inate

module 2 (policy-part 2)final - texas christian...

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