30506300/0305 ©2003 Business & Legal Reports, Inc.
BLR’s Human ResourcesTraining Presentations in Texas
Substance Abuse in the Workplace
30506300/0305 ©2003 Business & Legal Reports, Inc.
Goals
Understand that substance abuse is a major problem in the workplace
Recognize the signs of substance abuseKnow how to deal with abuse problems effectively
to assist employees while protecting the interests of co-workers and the company
Understand Texas laws governing substance abuse
30506300/0305 ©2003 Business & Legal Reports, Inc.
The Scope of the Problem
Substance abuse is one ofthe most serious problems facing employers
10 percent of workers have a problem
Most substance abusers are employed
Anyone can be a substance abuser
30506300/0305 ©2003 Business & Legal Reports, Inc.
The Cost of Substance Abuse
Substance abuse costs over $50 billion annually Substance abusers are less productive, lose
more time from work, and have more accidents 40 percent of industrial fatalities are linked
to substance abuse47 percent of all occupational accidents
can be attributed to substance abuse Substance abuse also leads to theft and
crime in the workplace
30506300/0305 ©2003 Business & Legal Reports, Inc.
Drug-Free Workplace Act
Written policy Awareness program Reporting requirementsDisciplinary action Rehabilitation
30506300/0305 ©2003 Business & Legal Reports, Inc.
Drug-Free Workplace Act of 1988
Requires:Notification to employees about policyEstablishment of drug-free
awareness programCopy to all employeesPenalties imposed
30506300/0305 ©2003 Business & Legal Reports, Inc.
You Play a Key Role
Promote awareness of the problem Communicate company policy about
substance abuse in the workplaceMonitor employee performance Refer abusers to professionals for
assistance Administer appropriate discipline
30506300/0305 ©2003 Business & Legal Reports, Inc.
Confidentiality
Employee privacy requirements
People in the information loop
Beneficial effects of confidentiality
30506300/0305 ©2003 Business & Legal Reports, Inc.
Documentation
Documenting performance Recording on-the-job incidents Recognizing patterns of behavior Increasing the possibility of early
intervention Keeping a record of supporting actions
and recommendations
30506300/0305 ©2003 Business & Legal Reports, Inc.
Detecting Substance Abuse
Abuse may not be obvious Abusers try to hide their problem Co-workers may be reluctant to speak up Family and friends may be involved
in secrecy and denial Performance monitoring is the key
to detection
30506300/0305 ©2003 Business & Legal Reports, Inc.
Alcohol Abuse
Why people abuse alcohol
Profile of an alcoholic
Alcoholic progression
30506300/0305 ©2003 Business & Legal Reports, Inc.
Early Warning Signs of Alcohol Problems
Inexplicable fall-off of work efficiency Frequent tardiness Excessive use of sick days Sudden decisions to use vacation time Involvement in accidents, near misses,
and errors
30506300/0305 ©2003 Business & Legal Reports, Inc.
Other Early Warning Signs of Alcohol Problems
Fatigue Weight loss Facial changes Mental slowdown Heavy use of
breath sweeteners
30506300/0305 ©2003 Business & Legal Reports, Inc.
Impairment in Social Functioning
Low tolerance for frustration Impulsiveness “Know it all” attitude Anxiety Oversensitivity
30506300/0305 ©2003 Business & Legal Reports, Inc.
Impairment in Social Functioning (cont.)
Isolation Defiance Mood swings Rationalization Dependency
30506300/0305 ©2003 Business & Legal Reports, Inc.
Drug Abuse
Profile of a drug abuser Forms of drug abuse Safety concerns Quality and productivity concerns
30506300/0305 ©2003 Business & Legal Reports, Inc.
Early Warning Signs of Drug Abuse
Otherwise inexplicable changes in performance
Excessive tardiness and absenteeism Increased number of accidents
or near missesChanges in appearance Attitudinal extremes
30506300/0305 ©2003 Business & Legal Reports, Inc.
Early Warning Signs of Drug Abuse (cont.)
Mood swings False confidence Mental slowdown Secrecy
30506300/0305 ©2003 Business & Legal Reports, Inc.
Common Drugs in the Workplace
Marijuana Cocaine Heroin Amphetamines
(aka “speed” or “uppers”)Prescription drugs
30506300/0305 ©2003 Business & Legal Reports, Inc.
Be Prepared to Act if You Suspect Substance Abuse
Never ignore a problem Talk to the employee privately Give the employee an opportunity to respond Alert the employee to programs within and
outside the organization that can help Emphasize that employee must meet
established standardsMonitor employee’s performance and behavior
30506300/0305 ©2003 Business & Legal Reports, Inc.
How to Handle a Substance Abuse Crisis
Signs of a crisis Call in your manager or another supervisor Quietly remove the employee Recommend a medical evaluationIf the employee refuses medical evaluationDocument the incident
30506300/0305 ©2003 Business & Legal Reports, Inc.
Substance Abuse Checklist
1. Are you familiar with the company’s policies regarding the use, possession, or sale of drugs or alcohol on the premises? YES NO
2. Are you familiar with the terms and require-ments of the Drug-Free Workplace Act? Does it apply to your company? Have youfulfilled your responsibilities in the mandated drug-free awareness program? YES NO
3. Do you remind your employees about company policy on a regular basis (at least once a month)? YES NO
30506300/0305 ©2003 Business & Legal Reports, Inc.
Substance Abuse Checklist (cont.)
4. Do you distribute and post information about substance abuse as requested by HR? YES NO
5. Do you know how and to whom to refer employees with substance abuse problems? YES NO
6. Do you know what to do in an alcohol- or drug-related emergency? YES NO
7. Are you familiar with the symptoms of alcohol abuse? YES NO
30506300/0305 ©2003 Business & Legal Reports, Inc.
Substance Abuse Checklist (cont.)
8. Are you familiar with the symptoms of drug abuse? YES NO
9. Are you aware of the people in your depart-ment who are taking prescription drugs that might affect their performance? YES NO
10. Do you document incidents that might be alcohol- or drug-related, including date, time, and witnesses? YES NO
30506300/0305 ©2003 Business & Legal Reports, Inc.
Substance Abuse Checklist (cont.)
11. Do you have those involved in these incidents attest to your reports? YES NO
12. Do you maintain confidentiality in your handling of suspected substance abuse problems (except as required by the reporting requirements of the law and company policy)? YES NO
30506300/0305 ©2003 Business & Legal Reports, Inc.
Substance Abuse and Texas Employment Laws
Texas Commission on Human Rights ActADAWorkers’ Compensation
30506300/0305 ©2003 Business & Legal Reports, Inc.
Drug-Free Workplace Policy
Employers coveredWritten substance abuse policyIntoxication definedDrug testing and rehabilitation not required
30506300/0305 ©2003 Business & Legal Reports, Inc.
Drug Testing in Texas
No comprehensive drug-testing lawDrug testing and workers’ compensationRefusal to submit to drug testPreemployment drug screening
30506300/0305 ©2003 Business & Legal Reports, Inc.
Small Business Administration Grants
Drug-free workplace demonstration program
Assistance for small businesses in TexasQualifications of consultantsProgram requirements
30506300/0305 ©2003 Business & Legal Reports, Inc.
Goals
Understand that substance abuse is a major problem in the workplace
Recognize the signs of substance abuseKnow how to deal with abuse problems effectively
to assist employees while protecting the interests of co-workers and the company
Understand Texas laws governing substance abuse
30506300/0305 ©2003 Business & Legal Reports, Inc.
Summary
Substance abuse is a growing problem that threatens the safety, security, and prosperity of our company and our employees
Employees with substance abuse problems may become safety and/or performance problems
Texas employers must take appropriate measures to deal with substance abuse
30506300/0305 ©2003 Business & Legal Reports, Inc.
Summary (cont.)
You play an important role in detecting the signs of substance abuse, documenting problem behavior, and helping employees get professional assistance
You can never afford to ignore a suspected substance abuse problem
Take appropriate action quickly so employees can get the help they need, and you can maintain the safety and productivity of your company
30506300/0305 ©2003 Business & Legal Reports, Inc.
Quiz
1. Two of the most common signs of substance abuse are frequent ________ and _______.
2. Most substance abusers are unemployed. True or
False
3. As many as ____ percent of American workers have a substance abuse problem.
30506300/0305 ©2003 Business & Legal Reports, Inc.
Quiz (cont.)
4. Your role in managing workplace substance abuse includes: ___________, ___________, _____________, _____________, and _____________.
5. Employee privacy laws require you to keep information about an employee’s substance abuse confidential, except for talking to your manager and the healthcare professionals involved in treating the employee. True or False
30506300/0305 ©2003 Business & Legal Reports, Inc.
Quiz (cont.)
6. Detecting substance abuse is often difficult because _______________.
7. When you suspect a substance abuse problem based on performance or one of the other warning signs, you should take swift action, including: _____________, _____________, ____________, _____________, and _____________.
30506300/0305 ©2003 Business & Legal Reports, Inc.
Quiz (cont.)
8. In a crisis situation where an employee appears to be under the influence and may be endangering himself/herself and other employees, you should contact your manager immediately and quietly remove the employee from the work area. True or False
9. List three warning signs of substance abuse that might apply to either employees with an alcohol problem or employees with a drug problem. ____________ , ____________, ____________
30506300/0305 ©2003 Business & Legal Reports, Inc.
Quiz (cont.)
10. Substance abusers frequently blame others for their mistakes. True or False
30506300/0305 ©2003 Business & Legal Reports, Inc.
Quiz Answers
1. Two of the most common signs of substance abuse are frequent tardiness and absenteeism.
2. False. Most substance abusers are employed.3. As many as 10 percent of American workers
reportedly have a substance abuse problem—and this figure is probably on the low side.
30506300/0305 ©2003 Business & Legal Reports, Inc.
Quiz Answers (cont.)
4. Your role in managing workplace substance abuse includes promoting awareness of the problem, communicating company policy concerning substance abuse, monitoring employee performance, referring abusers to professionals for assistance, and administering discipline when necessary.
5. True. Confidentiality is absolutely required.
30506300/0305 ©2003 Business & Legal Reports, Inc.
Quiz Answers (cont.)
6. Detecting substance abuse is often difficult because most abusers try to hide their problem.
7. When you suspect a substance abuse problem, you should talk to the employee privately, give the employee an opportunity to respond, alert the employee to programs within and outside the organization that can help, emphasize that the employee must meet established standards, and monitor the employee’s performance and behavior carefully.
30506300/0305 ©2003 Business & Legal Reports, Inc.
Quiz Answers (cont.)
8. True. You should get your manager or another supervisor to observe the employee, and if you both agree that the employee is under the influence and poses a danger, remove the employee quietly but immediately from the work area.
30506300/0305 ©2003 Business & Legal Reports, Inc.
Quiz Answers (cont.)
9. Substance abusers often exhibit (1) weight loss; (2) facial changes, such as poor skin tone and unhealthy color; and (3) mental slowdown in which normally sharp individuals have difficulty grasping simple facts, responding intelligently, and communicating clearly.
10. True. Substance abusers tend to rationalize their problems by blaming others for their mistakes and misfortunes.