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PPT-039-02  1 Drug & Alcohol Awareness PPT-039-02  1 Drug & Alcohol Awareness

PPT-039-02 1 Drug & Alcohol Awareness - PowerPoint Presentation

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PPT-039-02 1 Drug & Alcohol Awareness - PPT Presentation

PPT03902 1 Drug amp Alcohol Awareness Bureau of Workers Comp PA Training for Health amp Safety PATHS Supervisor Level Training PPT03902 2 General Information This presentation will assist you with meeting initial training ID: 770234

ppt 039 amp drug 039 ppt drug amp alcohol policy employee workplace drugs performance supervisor employees free abuse problems

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PPT-039-02 1 Drug & Alcohol Awareness Bureau of Workers’ Comp PA Training for Health & Safety (PATHS) Supervisor Level Training

PPT-039-02 2 General Information This presentation will assist you with meeting initial training and program requirements for a drug-free workplace. This is not an all-inclusive training program. It should be noted that the U.S. Department of Transportation’s (DOT) Office of Drug and Alcohol Policy and Compliance: - advises the Secretary on national and international drug testing and control issues and - is the principal advisor to the Secretary on rules related to the drug and alcohol testing of safety- sensitive transportation employees in: aviation trucking railroads mass transit pipelines other transportation industries

PPT-039-02 3 More Information on DOT The U.S. DOT Office of Drug and Alcohol Policy and Compliance also publishes regulations and provides official interpretations regarding: Drug and alcohol testing, including how to conduct tests; and Evaluation and treatment procedures necessary for returning employees to duty after testing violations.For more specific information for your industry go to www.dot.gov/odapc

PPT-039-02 4 If your company requires an employee to have a Commercial Drivers License, including these types of 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

PPT-039-02 5 Supervisor Training Outline Objectives & Overview of Training Program Drug Program & Workplace Policy Supervisors’ Responsibilities Performance vs. Crisis Situations Recognizing Problems (Signs & Symptoms)

PPT-039-02 6 Intervention and Referral Protecting Confidentiality Continued Supervision Enabling & Supervisor Traps10. Do’s and Don’ts for Supervisors Supervisor Training Outline

PPT-039-02 7 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

PPT-039-02 8 Learning Objectives Supervisors will be able to: Identify and investigate potential crisis situations Recognize workplace problems that may be related to alcohol and other drugs Intervene in problem situations Refer employees who have problems with alcohol and other drugs for assistance Protect employee confidentiality Continue to supervise employees who have been referred for assistance Avoid enabling and supervisor traps

PPT-039-01 12 PPT-039-02 9 The Unseen Reality Think PA’s workplaces are drug free? Think again. 75% of drug users are employed Almost one in ten employees has a substance abuse problem 24% of workers admit to drinking during the workday at least once in the past year 15% of U.S. workers report using alcohol or being impaired on the job in the past year

13 PPT-039-02 10 The Cost of Substance Abuse Increased Health Care Costs Increased Workers’ Compensation Premiums Increased Workplace Violence

14 PPT-039-02 11 Substance Abuse Individuals who abuse drugs or alcohol are three and a half times more likely to be involved in a workplace accident compared to individuals who do not abuse drugs or alcohol 47% of industrial injuries are directly related to alcohol abuse or alcoholism

PPT-039-02 12 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 to injury or illness

PPT-039-0 8 PPT-039-02 13 Drug-Free Workplace Policy Accomplishes two major things: 1. Sends a clear message that use of alcohol and drugs in the workplace is prohibited 2. Encourages employees who have problems with alcohol and other drugs to voluntarily seek help

PPT-039-02 14 Drug Program & Workplace Policy Drug & Alcohol Policy/Program

PPT-039-02 15 Drug-Free Workplace Policy Policy exists to: Protect the health & safety of all employees, customers and the public - Safeguard employer assets from theft and destruction- Protect trade secrets - Maintain product quality, company integrity and reputation - Comply with the Drug-Free Workplace Act of 1988 and/or any other applicable laws

PPT-039-02 16 Drug-Free Workplace Policy Policy should answer these questions: What is the purpose of the policy and program? Who is covered by the policy? When does the policy apply? What behavior is prohibited? Are employees required to notify supervisors of drug-related convictions? Does the policy include searches? Does the program include drug testing?

PPT-039-02 17 Drug-Free Workplace Policy What are the consequences for violating the policy? Are there Return-to-Work Agreements? What type of assistance is available to employees? How is employee confidentiality protected? Who is responsible for enforcing the policy? How is the policy communicated to employees?

PPT-039-02 18 Drug Program Comprehensive drug free workforce approach should include these components: - Policy - Supervisor training - Employee education - Employee assistance - Drug testing Your Company Drug & Alcohol Program

PPT-039-02 19 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

PPT-039-02 20 Establishing a Policy/Program Here are several resources (links) to assist you with establishing a specific program for your companyCommonwealth of PennsylvaniaAFL-CIO Appalachian Council CSAP RADAR Network State Center (Pennsylvania) Drug Free Pennsylvania, Inc. Pennsylvania National Guard Counterdrug Program DOL Policy Writing Assistant www.dol.gov/elaws/drugfree.htm

PPT-039-02 21 Assistance Employee Assistance Programs (EAP) Employee provided healthcare insurance Various Federal, State and Local programs EAP

PPT-039-02 22 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

PPT-039-02 23 Only 1 out of every 5 Pennsylvania employers plans to address substance abuse in the workplace The number increases to 2 out of every 3 when workers’ compensation premium discounts were mentioned * *While PA presently has no provisions for granting financial consideration for implementing an ESAAP, this may be legislatively addressed in the future Incentive to Implement ESAAPs

PPT-039-02 24 Southern Pacific Railroad reports that accidents dropped by 71% after they implemented an ESAAP One electric supply company documents a 39% decrease in absenteeism after implementation of an ESAAP ESAAP is an Effective Solution

PPT-039-02 25 Supervisors’ Responsibilities

PPT-039-02 26 Supervisors’ Responsibilities Responsible to: Maintain a safe, secure and productive work environment for everyone Evaluate and discuss performance w/employees Treat all employees fairly Act in a manner that does not demean or label people

PPT-039-02 27 NOT your Responsibility to Diagnose drug and alcohol problems Have all the answers Provide counseling or therapy Be a police officer

PPT-039-02 28 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 and confirmation of positive tests Conform to union contracts, if applicable

PPT-039-02 29 Performance vs. Crisis Situations The “A” Team!

PPT-039-02 30 Performance & Potential Crisis Situations Distinguishing between a crisis situation and 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

PPT-039-02 31 Questions to Consider What exactly did you see? Does there appear to be illegal activity, policy violations or unusual behavior taking place? Is a group of people involved or just a single employee? Are you the direct supervisor to anyone involved in the incident? Are reliable witnesses available? Is any physical danger involved in taking action or not taking action?

PPT-039-02 32 Questions to Consider Is the situation serious enough to require calling security or law enforcement? Is there a specific policy that applies? Does the situation require expert consultation from Human Resources, the Employee Assistance Program (EAP), if applicable, or security? Is this a situation that calls for reasonable- suspicion testing? Have you documented what you have seen and what you have done in response?

PPT-039-02 33 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.

PPT-039-02 34 Actions to Take If evidence or suspicion of recent use, based upon the employee’s response and your company’s drug-free workplace policy: Refer the employee to the EAP (if applicable) Place the employee on suspension until a formal investigation takes place Arrange for the employee to be escorted home Escort the employee to a collection site for the drug test, if applicable

PPT-039-02 35 Signs & Symptoms

PPT-039-02 36 Addiction The irresistible compulsion to use alcohol and other drugs despite adverse consequences It is characterized by repeated failures to control use, increased tolerance & increased disruption in the family

PPT-039-02 37 Signs of Addiction Examples of common performance problems that may be indicators include: Poor attendance - Tardiness - Unexplained absences - Long lunches Co-worker or customer complaints Mistakes Missed deadlines

PPT-039-02 38 General Signs Abrupt changes in attendance, quality of work 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

PPT-039-02 39 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 and possessions

PPT-039-02 40 Pupil Reference Fixed and not reactive to changes in light may indicate other problems beside a potential drug issue Take note and document

PPT-039-02 41 Medical Conditions Be aware: some of the same symptoms may be caused by medical conditions and this must also be taken into consideration This may also require a medical response

PPT-039-02 42 Medical Conditions Mood changes Anxiety IrritabilityConfusionNauseaNervous/jittery Cold, clammy, sweatingRapid 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. Being aware that they also exist may avoid a medical emergency, so supervisors’ response may still be necessary.

PPT-039-02 43 Medical Conditions Weakness Poor coordination Difficulty walkingLethargyLoss of consciousnessHypothermiaIrreversible 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. Being aware that they also exist may avoid a medical emergency, so supervisors’ response may still be necessary .

PPT-039-02 44 Alcohol & Drugs The Basics

PPT-039-02 45 When someone abuses or has an addiction to alcohol or other drugs it affects themselves as well as other people around them: Emotionally Behaviorally Physically Substance Abuse

PPT-039-02 46 Alcohol Odor (breath or on person) Intoxication/drunk Glazed look Lack of focus Uncharacteristically passive or combative Argumentative Deterioration of personal hygiene

PPT-039-02 47 Alcohol Dysfunctional Absenteeism (Mondays) Blackouts Loss of memory Fixated on drinking (both social & professional) Trouble with relationships Difficulty walking

PPT-039-02 48 Cannabis (Marijuana) Other: Hashish, Hashish oils Active ingredient: Tetrahydrocannabinol (THC) Not physically addictive, moderately addictive psychologically

PPT-039-02 49 Cannabis Effects EuphoriaImpaired memoryConcentrationKnowledge retentionLoss of coordination Loss of motivationAnimated behavior Other similar conditions that impair work and personal relationships

PPT-039-02 50 Cannabis – What the Supervisor May See Work level decrease Increase of incidents Loss of concentration Repeating instructions Breakage Out of character behavior

PPT-039-02 51 Inhalants Not regulated as typical drugs Commonly found substances that produce certain effects similar to scheduled drugs Examples: glue, marking pens, gasoline, butane, amyl nitrite and aerosol sprays

PPT-039-02 52 Inhalants Loss of muscle control Slurred speech Respiratory failure Cardiac arrest Number of other physical symptoms Brain & lung damageCan be fatal (even in small amounts)

PPT-039-02 53 Inhalants – What the Supervisor may see Paint on nose or fingers Drunk-like reaction Trouble breathing Loss of strength/control Fatigue Lack of coordination

PPT-039-02 54 Stimulants Signs & Symptoms Increased heart rateAlertnessRespiratory functioningRestlessnessAgitation Decreased appetitePsychological dependency Physical dependency

PPT-039-02 55 Stimulants Effects Dilated pupils Dry mouth “Drug nose” look Runny nose Sinus/nasal problem Nose bleeds Bad breath Euphoria Fidgeting No interest in food or sleep Irritability Argumentative Nervous Talkative with no direction

PPT-039-02 56 Stimulants – What the Supervisor may see Increase in errors Increased risk of accidents Weight loss (facial)

PPT-039-02 57 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

PPT-039-02 58 Narcotics Signs & Symptoms Acting lethargic or drowsy Constricted pupils/not reactive Redness & raw nostrils from inhalation Track marks Slurred speech Frequent trips to doctors for pain medication Increase in frequency and amount of prescribed pain medication w/o doctor consent Sweating, vomiting, coughing & sniffling, twitching, loss of appetite

PPT-039-02 59 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

PPT-039-02 60 Designer Drugs Psychoactive substances, stimulant Amateur chemists - cookers Injected, smoked, snorted or ingested Rapid onset (1-4 minutes) Short duration of action (30 minutes to a few hours) Fentanyl is one of the 3 common bases for designer drugs = 80 to 100 times more potent then Heroin

PPT-039-02 61 Designer Drug Common Drugs Effects Ecstasy AdamLovers Speed Special KFantasyNature’s QuaaludePhysicalHypertension, blurred vision, tremors, drooling, anorexia, impaired speech, paralysis, seizures, brain damage, death Psychological Confusion, irritability, anxiety, emotional, irrational, depression, amnesia, violent behavior, insomnia

PPT-039-02 62 Bath Salts Synthetic Drugs “Plant food” “Not for human consumption” Synthetic drug is similar to a natural drug from Khat Plant Crystals or capsules may contain anesthetic lidocaine

PPT-039-02 63 Bath Salts Brand Names Brand Names Genie Yucatan Fire King Krypto Mr. Nice Guy K-3 Red Magic Blueberry Medication Super Skunk Incense Chemical Sprays JWH-015, 018, 019, 073, 200, 398 HU-210, 211 CP 47, 497

PPT-039-02 64 Bath Salts Signs & Symptoms Agitation Extreme nervousnessFast heartbeatIncreased blood pressureTremors/shaking VomitingHallucinations Seizures

PPT-039-02 65 Bath Salts – What the Supervisor may see Avoidance Red-faced Shaking/dropping things Sick Appears “out of it” Sense of heart problems Sweaty Cool Grabbing chest

PPT-039-02 66 Hallucinogens LSD Peyote Psilocybin Mushrooms PCP

PPT-039-02 67 Signs & Symptoms Hallucinogens Dilated pupils Heavy sweating Strong body odor Distorted senses Hallucinations Distorted view of themselves Self absorbed Slurred speech Confusion Isolated/detached Time (unaware) Changes in mood and behaviors

PPT-039-02 68 Hallucinogens – What the Supervisor may see Fixed small pupils Sweating Hyper sensitive Separated from reality

PPT-039-02 69 OTC Drugs Both prescription and OTC drugs can affect the worker in numerous ways especially if a reaction or drug interaction occurs Hard to predict; may have the same symptoms as alcohol or drug use, but could be caused by legal drugs Consider a policy on OTC drugs in the workplace based on the job description

PPT-039-02 70 Common OTC & Prescription Opioids Topiramate Antihistamines Antidepressants Sedative Hypnotics Anti-Anxiety MedicationsSkeletal muscle relaxants Anti-Diabetic MedicationsCold medicines Allergy Medications

PPT-039-02 71 Intervention & Referral

PPT-039-02 72 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 towards meeting performance goals

PPT-039-02 73 Constructive Confrontation Tell employee you are concerned about his/her performance State problem(s)/situation(s) Refer to documentation of specific events Avoid over-generalizations Ask for explanation

PPT-039-02 74 Constructive Confrontation Avoid getting involved in discussions of personal problems Try to get employee to acknowledge what you see as the problem State what must be done to correct problem Set time frame for performance improvement Specify consequences if problem continues

PPT-039-02 75 Continued Supervision After constructive confrontation and referral, the employee will need: Continuing feedback about behavior and performance 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

PPT-039-02 76 Confidentiality CONFIDENTIAL

PPT-039-02 77 Protecting Confidentiality For supervisor referrals to be effective, an employee needs to know that: Problems will not be made public Conversations with an EAP professional – or other referral agent – are private and will be protected All information related to performance issues will be maintained in his/her personnel file

PPT-039-02 78 Protecting Confidentiality Information about referral to treatment will be kept separately Information about treatment for addiction or mental illness is not a matter of public record and cannot be shared without a signed release from the employee If an employee chooses to tell co-workers about his/her private concerns, that is his/her decisionWhen an employee tells his/her supervisor something in confidence, supervisors are obligated to protect that disclosure

PPT-039-02 79 EAP Services If EAP Services Available, employees are also assured: EAP records are separate from personnel records 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 employees and family members that they serve There are clear limits on when and what information an EAP professional can share and with whom

PPT-039-02 80 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 referring supervisor 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 in company policy Revealing medical information to the insurance company in order to qualify for coverage under a benefits plan

PPT-039-02 81 Enabling & Supervisor Traps CAUTION!

PPT-039-02 82 Enabling Enabling : Actions you take that protect the employee from the consequences of their activities and actually help them NOT to deal with the problem Examples of enabling: Covering Up Rationalizing Withdrawing/Avoiding Blaming Controlling Threatening

PPT-039-02 83 Supervisor Traps Sympathy Excuses ApologyDiversions Innocence AngerPity Tears

PPT-039-02 84 Supervisor Do’s DO emphasize that you only are concerned with work performance or conduct DO have documentation or performance in front of you when you talk with the employeeDO remember that many problems get worse without assistanceDO emphasize that conversations with an EAP, if applicable, are confidentialDO explain that an EAP, if applicable, is voluntary and exists to help the employee DO call an EAP, if applicable, to discuss how to make a referral

PPT-039-02 85 Don’ts for Supervisors DON’T try to diagnose the problem DON’T moralize; limit comments to job performance and conduct issues onlyDON’T discuss alcohol and drug useDON’T be misled by sympathy-evoking tactics DON’T cover up; if you protect people, it enables them to stay the same DON’T make threats that you do not intend to carry out

PPT-039-02 86 A Roadmap to a Safer, Drug-Free Workplace Identify and investigate crisis situations Recognize workplace problems that may be related to alcohol and other drugs Intervene in problem situations Refer employees who have problems with alcohol and other drugs Protect employee confidentiality Continue to supervise employees who have been referred to assistance Avoid enabling and common supervisor traps

PPT-039-02 87 A Safer, Drug-Free Workplace Recognize the impact of alcohol and drug abuse on the workplace Understand and follow the Drug-Free Workplace PolicyKnow 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 Health and Human Services

PPT-039-02 88 Additional Resources To assist you in your program development, you can contact us for your own PowerPoint copy of: “Drug & Alcohol Awareness-Employee” Department of Labor and Industry Bureau of Workers’ CompensationEmail: RA-LI-BWC-Safety@pa.gov Phone: (717) 772-1635

PPT-039-02 89 PA T raining for Health and Safety  PATHS is a “no fee” state-wide service providing Pennsylvania employers and employees with coordinated Health and Safety resources through easy access and affordabilityPATHS

PPT-039-02 90 At the PATHS Website you can: View . . . Health & Safety Training PowerPoint briefings Access “Safety Talks” (Toolbox Talks) Review . . . Course descriptions, objectives, and schedulesParticipate. . . Employers can register online to participate in webinars and training sessions. Most sessions are free and are open to everyonePATHS

PPT-039-02 91 PATHS

PPT-039-02 92 PATHS To Access PATHS http://www.portal.state.pa.us/portal/server.pt/community/paths/20277orwww.dli.pa.govIndividuals“Workers Compensation” PATHS

PPT-039-02 93 Health & Safety Training Specialists 1171 South Cameron Street, Room 324 Harrisburg, PA 17104-2501 (717) 772-1635RA-LI-BWC-PATHS@pa.gov Contact Information Like us on Facebook! - https://www.facebook.com/BWCPATHS

Questions PPT-039-02 94 ????? Questions & Answers