The Drug Free Workplace

1
The Drug Free Workplace

• EAP Works a division of North Pines Center, Inc.
• CEO, Ken Scroggs LPC, LCSW, LMFT, CEAP
• 770-449-1111

2
Primary Objectives

• Provide a safe, healthy, and secure workplace
• Ensure that all employees perform their job
  duties in a safe, efficient and productive
  manner
• Ensure equipment and facilities do not pose undue
  risk or harm
• Properly maintained, and
• Operated appropriately
• Drug and Alcohol Free Workplace policy protects
  health, safety, welfare of employees and
  citizens

3
Training Objectives

• By the end of this class, you will be able to
• Effectively discuss Drug Free Workplace policy
• Identify signs and symptoms of possible drug use
  and alcohol misuse
• Know how to document behaviors leading to
  reasonable suspicion
• Know the legal issues surrounding this policy
• Use the Employee Assistance Program, EAP, as a
  valuable referral source

4
For Your Safety These Tests Have Been Made Legal

1. Pre-Employment
2. Random (optional, check with your HR dept)
3. After-Care
4. Return to Duty
5. Reasonable Suspicion
6. Post Accident
7. Consent

5
Substances We Test For Related Indicators

1. Marijuana (slow reaction time/lack of
   coordination)
2. Cocaine (dilated pupils/runny nose)
3. Amphetamines (restless/talkative)
4. Methamphetamines (nervousness/excitement)
5. Opiates (restlessness/drowsiness)
6. Phencyclidine (lack of concentration/mood swings)
7. Alcohol (staggering/slurred speech)
8. Other controlled substances (drowsiness/jitters/im
   paired vision)

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What Is Reasonable Suspicion?

• Circumstances that would cause a reasonable
  person to believe that it is more likely than not
  that a person has used drugs or misused alcohol
  in violation of the policy.
• Factors include job performance, speech,
  appearance, behavior, odor, pattern of unsafe
  behavior, demonstrably unsafe behavior for which
  there is no reasonable explanation, direct
  observation, credible information provided by
  others, possession of substance, etc.

7
Who Will Be Randomly Tested?

• Know if your policy includes Random Testing
• Most policies include
• CDL Employees
• Safety Sensitive Employees
• Check with HR Dept

8
SUPERVISORS ARE THE FRONT LINE!!!

• Responsible for
• Realizing and recognizing potential problem(s)
• Looking for indicators
• We rely on you for
• Documenting changes over time
• Having multiple indicators, since taken alone,
  each indicator could be caused by something other
  than substance abuse

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Prohibited Conduct

1. Unauthorized use, possession, sale, or
   solicitation,
2. Hindering, obstructing or refusing to undergo a
   drug or alcohol test,
3. Tampering with a sample,
4. Impaired ability to satisfactorily or safely
   perform job duties,
5. Abusing or misusing prescription drugs or over
   the counter medication.

10
Your Responsibility

• Job Performance/Workplace Behavior Process
• Observe Behavior
• Immediately document behaviors observed
• Talk privately to employee about concerns and
  observation
• Let employee respond
• Ask to submit to fitness-for-duty urine
  screening test
• Maintain Confidentiality

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If Employee Refuses To Test

1. Explain that action is in violation of policy
2. Ask to submit to test again
3. Explain that refusal will lead to termination for
   insubordination
4. Always contact Human Resources!

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Responsibility

1. Supervisor or designee should transport persons
   to testing facility
2. Employee must not eat or drink anything once
   notified
3. Employee should be taken within 2-hours after
   notification
4. Employee cannot opt out of test once notified

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Behaviors to Anticipate

• Denial
• Denial of problem
• Claims someone is after him/her
• Threats
• Threatens to go to attorney
• Makes scene
• Threatens to quit
• Rationalization
• Makes excuses for behavior
• Angry Outburst
• Becomes angry
• Crying
• Screaming
• Yelling

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Remember These 5 Steps

• Know importance of your role
• Know policy to explain to employees
• Recommend EAP counseling also
• Focus on job performance issues and/or behavioral
  concerns
• Follow up with employee

15
Alcohol Testing Procedures

• Breathalyzer used to determine if alcohol is
  present in the body and the concentration level
• First test is a screening test
• Second test is a confirmation test
• Alcohol Concentration level
• .01 or higher (retest)
• Alcohol Concentration level
• .04 or higher
• Presumed violation, severe disciplinary action
• Medical Review Officer (MRO) is not involved
  since it is not a medical procedure

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Drug Testing Procedures

• Urinalysis done to detect drug use
• Sample provided by employee
• Temperature of sample taken
• Sample observed for impurities/discolorations
• Sample sealed, tagged, and initialed
• Sample sent to NIDA approved lab
• for testing
• Chain of Custody Control form completed,
  Medical Review Officer involved
• Screening test on sample

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Important Things To Know!

• Alcohol test results of .04 or higher
• Employee presumed to be in violation of policy
• Any detectible amount of drugs creates
  presumption employee is in violation of policy
• Discipline for any violation of policy is gross
  misconduct and will result in severe disciplinary
  action
• After testing for reasonable suspicion, send home
  on paid leave until HR notify director of results
• SEEK EMPLOYEE CONSENT BEFORE TESTING!!! (If
  Reasonable Suspicion or Random Selection, you do
  not need consent, but nice to ask)

18
Silence Is Golden

• Only authorized person(s) will be notified of
  test results
• Violation of confidentiality is considered gross
  misconduct and appropriate disciplinary action
  will follow

19
Testing Facility Location

• Check with your HR dept for the approved testing
  location
• Most often the company provides you the paperwork
  to take with you to the testing site

20
Effective Supervisor Guidelines

• Be Attentive
• Accidents
• Frequent lateness
• Mood swings
• Observant
• Specific aspect of job performance lacking
• Immediately Document
• Focus on Job Performance
• Dont judge (dont accuse, review
  observations/concerns)
• Dont diagnose
• Dont counsel
• Dont make promises

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Effective Supervisor Guidelines

• Be Thoughtful
• Stay non-judgmental
• Recognize employees point of view
• Be straightforward
• Stick to facts
• Dont get sidetracked
• Be Consistent
• Follow same procedures for everyone

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Effective Supervisor Guidelines, con.

• Maintain Confidentiality
• Talk privately to employee
• Keep conversation private
• Dont review or discuss circumstances with anyone
  who does not have a need to know
• Refer
• Encourage using EAP counseling benefits for
  personal problems alcohol, drugs, divorce,
  grief, parenting, etc.
• Follow Up
• Assess employees work performance for a period
  of time. One year is often recommended

23
What Must Be Evaluated

• To make a reasonable suspicion determination, a
  supervisor must evaluate
• Specific, contemporaneous and articulate
  observations concerning appearance, behavior,
  speech, or body odors of the employee consistent
  with possible drug use or alcohol misuse

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Typical Supervisory Concerns

• Loss of employee confidence/support
• Jeopardizing employees ability to make a living
• Do not like confrontation
• Possible loss of productivity
• Lack of training
• Fear of personal safety

25
Training Will Include

• Role and responsibility of supervisors
• How to recognize signs and symptoms of drug use
• How to recognize signs and symptoms of alcohol
  misuse
• Short-term indicators
• Long-term indicators
• Initiating, substantiating and documenting
• Employee Intervention
• Record keeping/documenting event

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Short-Term Objective Facts

• Observable physical evidence (drugs and
  paraphernalia)
• Symptoms of drug use and/or alcohol misuse
• Unstable walking
• Poor physical coordination
• Bloodshot or watery eyes
• Hand tremors

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Short-Term Objective Facts (cont.)

• Combative behavior
• Unusual restlessness
• Disorientation
• Dilated or constricted pupils
• Slow reactions or slurred speech

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Long-Term Objective Facts

• Due to lack of frequent contact by supervisors,
  long-term indicators are more reliable when
  documenting performance or behavior problems
  associated with illicit drug use or alcohol
  misuse. However, long-term indicators may not,
  alone, be grounds for reasonable suspicion.

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Long-Term Objective Facts (cont.)

• Work performance problems (quality and quantity)
• Personality changes
• Moodiness
• Aggressiveness
• Depression
• Fearfulness
• Paranoia
• Anxiety
• Chronic problems
• Tardiness
• Absenteeism (Mondays, after holidays, and paydays)

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Long-Term Objective Facts (cont.)

• Chronic problems (cont.)
• Leaves work without notice
• Accidents
• Poor judgment
• Difficulty in concentrating
• Gives improbable excuses for absences
• Personal hygiene and physical appearance
• Social withdrawal
• Isolation
• Overreaction to criticism
• Lack of eye contact

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Effects of Alcohol Consumption

• Flushing
• Dizziness
• Dulling of senses
• Impairment of coordination, reflexes, memory, and
  judgment
• Loss of inhibitions
• Staggering
• Slurred speech
• Double Vision
• Sudden mood changes
• Unconsciousness

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Alcohol Consumption Health Risks

• Alcoholism
• Cancers or the liver, stomach, colon, larynx,
  esophagus, and breast
• Brain damage
• High blood pressure, heart attacks, and strokes
• Stomach and duodenal ulcers
• Colitis

• Alcohol hepatitis and cirrhosis of the liver
• Impotence and infertility
• Birth defects and Fetal Alcohol Syndrome
• Premature aging
• Kidney damage
• Pancreas damage

33
Effects of a Hangover

• Headache
• Nausea
• Dizziness
• Dry throat
• Eye ache
• Shaking

34
Skills Impaired by Alcohol Use

• Vision ability to see the whole field of vision
• Reaction time ability to recognize and respond
  quickly
• Concentration attention span is limited
• Coordination - ability to physically control a
  vehicle is affected
• Reflexes - the bodys ability to respond to the
  brains commands is slowed

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Skills Impaired by Alcohol Use (cont.)

• Perception - the brains ability to recognize
  visual images is slowed
• Judgment - the persons ability to understand
  what is going on is impaired
• Comprehension - the brains ability to understand
  what is going on is impaired

36
Skills Impaired By A Hangover

• Concentration
• Reflexes
• Professionalism
• Coordination
• Judgment
• Politeness
• Perception
• Comprehension

37
Effects Of Marijuana

• Slows reaction time
• Decreases awareness of the road
• Decreases awareness of vehicle control
• Reduces peripheral vision
• Diminishes estimates of time and distance
• Impairs coordination

• Impairs judgment
• Impairs concentration
• Diminishes capacity to perform complex functions
• Reduces short term memory
• Reduces awareness and perception of diminished
  skill levels

38
Common Names For Marijuana

• Pot
• Grass
• Weed
• Joint
• Reefer

• Dope
• Roach
• Hash
• Bud
• Mary Jane

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Marijuana Use Facts

• The amount of marijuana required to generate a
  high depends on
• THC content of the marijuana
• Individuals weight, height, and body type
• Driving skills are impaired for 4 to 6 hours
  after smoking one joint, but some people show
  effects for up to 24 hours
• The THC may stay in a persons system for up to
  30 days or longer

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Health Risks of Cocaine Use

• Accelerated heart rate
• Constricted blood vessels
• Dilated pupils
• Increased blood pressure
• Nasal congestion
• Runny nose
• Disintegration of mucus membranes of the nose

• Addiction
• Seizures
• Cardiac arrest
• Respiratory alert
• Stroke
• Death
• Collapsed nasal septum

41
Personal Characteristics Associated With Cocaine
Use

• False sense of power, control, alertness,
  well-being, confidence, and strength
• Impulsive
• Unpredictable
• Paranoid
• Reckless

42
After-Effects of Cocaine Use

• Restlessness
• Anxiety
• Depression
• Exhaustion
• Mental Fatigue
• Irritability
• Paranoia
• Intensive craving for drug
• Preoccupation with drug
• Overall discomfort

43
Effects of Crack Use

• Short, intense high
• Abrupt halt to high
• Deep depression
• Intense craving for more drug

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Common Names For Cocaine

• Coke
• Blow
• Snow
• Speedball
• Flake
• Crack

• Freebase
• Base
• Rock
• Snort
• Eightball
• Toot

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Potential Victims of Cocaine Use By CDL/Safety
Sensitive Employees

• Passengers
• Others on the road
• Co-workers
• Public confidence
• Drug user
• Users family
• Users friends
• Pedestrians
• Society

46
Effects of Amphetamine Use

• Restlessness
• Irritability
• Talkativeness
• Tenseness
• Hyperactivity
• Violent behavior
• Impaired judgment

• False sense of alertness
• Diminished concentration
• Over self-confidence
• Psychological addiction
• Brain damage
• Suicidal depression

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After-Effects of Amphetamine Use

• Depression
• Confusion
• Intense Fatigue

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Characteristics of Methamphetamines

• Synthetic drug
• Stimulates movement and speed
• Generates feelings of excitement
• Results in nervousness, insomnia, and paranoia
• Post use depression, fatigue, and inability to
  experience pleasure
• Addictive

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Amphetamines/Methamphetamines Common Street Names

• White crosses
• Ecstasy
• Dexies
• Crystal
• Juice
• Black beauties

• Speed
• Uppers
• Poppers
• Meth
• Bennies
• Crank

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Effects of Opiate Use

• Relief of pain
• Drowsiness
• Restlessness
• Indifference
• Relaxation
• Slow reflexes
• Accident prone

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Common Street Names for Opiates

• Heroin
• Black tar
• Tar
• Opium
• Horse

• Morphine
• Smack
• Mexican brown
• Tylenol-III
• China white

52
Effects of Phencyclidine Use

• Unpredictable behavior
• Departure from reality
• Memory loss
• Diminished concentration
• Decreased sensitivity to pain
• Extreme violence
• Distorts hearing, smell, taste, touch, and visual
  senses

• Alters mood and consciousness
• Disorientation
• Disturbed perception
• Impaired judgment
• Temporary insanity
• Suicidal behavior

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Other Hallucinogens

• LSD
• Peyote
• Mescaline
• Psilocybin

54
Effects Common To All Hallucinogens

• Distorts reality
• Unpredictable
• Potential for flashbacks
• Inability to perform job duties

55
Commonly Prescribed Drugs

• Tranquilizers
• Barbiturates
• Narcotics
• Hypnotics
• Antihistamines

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Employee Responsibility Prescription Drugs

• Make sure their physician is aware of their
  medical history and any other drugs they are
  currently taking
• Inform their physician about their job duties and
  ask if the prescribed drug will affect their
  ability to carry out these functions
• Discuss other treatment options with their
  physician, if appropriate
• Check warning labels

57
Employee Responsibility Prescription Drugs
(cont.)

• Determine whether or not they should report to
  work
• Take the medication exactly as prescribed

58
Skills Commonly Affected By Prescription Drugs

• Concentration
• Coordination
• Alertness
• Judgment

59
Over-The-Counter Drugs That May Impair Performance

• Antihistamines
• Drowsiness
• Slowed reactions
• Impaired vision
• Stimulants
• Jitteriness
• Diminished concentration
• False sense of alertness
• Irritability
• Post-high fatigue

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Responsible Use Of Over-The Counter Drugs

• Read label
• Check for warnings
• Consult with physician or pharmacist
• Make informed decisions regarding fitness for
  work
• Take as directed

61
Commonly Used Inhalants

• Glue
• Gasoline
• Paint thinner
• Cleaners

62
Effects of Inhalant Use

• Drowsiness
• Lightheadedness
• Numbness
• Irritability
• Unpredictable behavior

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FACT

• The intent of the program, as it applies to
  reasonable suspicion testing, is to provide
  supervisors with another resource to help them
  ensure that safety-sensitive employees are fit
  for duty
• Fitness for duty is a prerequisite for safety!
• Supervisors are on the front-line in identifying
  substance abuse in the workplace
• Supervisors are not expected to be police or
  experts in substance abuse
• Supervisors are expected to protect the safety of
  the general public as well as employees

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Fact (cont.)

• The supervisors role is to help orient, train,
  and inform employees about the policy, and to
  determine when there is reasonable suspicion for
  testing
• Supervisors are expected to determine fitness for
  duty, not what substances an employee may be
  abusing
• Supervisors should not be concerned with the
  problems an employee is facing in his/her
  personal life unless it affects job performance
  and public safety

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Fact (cont.)

• Supervisors are expected to be able to articulate
  and substantiate specific behavioral performance
  or physical indicators of prohibited drug use and
  alcohol misuse, but it is not the supervisors
  responsibility to diagnose the individual
• Supervisors must remember that a referral for a
  reasonable suspicion test is not an accusation.
  It is merely a request for objective data for use
  in identifying the underlying cause of observed
  behavior

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Fact (cont.)

• The interaction with the employee and all
  information about the test result should be
  handled with the strictest confidentiality, and
  with respect for the employees privacy

67
Wrap Up

1. Why policy was changed
2. Legal concerns of policy
3. Review of revised policy
4. Steps to follow to report on-the-job-accident
5. Drugs we test for and their effect on the body
6. Behavioral indicators to look for
7. Q A

68
Always Remember

• Contact the Human Resources Dept. for help and
  answers to your questions
• EAP Works provides free, confidential counseling
  for employees and dependents 770-449-1111

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The Drug Free Workplace

• EAP Works a division of North Pines Center, Inc.
• Ken Scroggs LPC, LCSW, LMFT, CEAP
• 770-449-1111