Supervisor 2 Hour Training Presentation

Drug-Free Safety ProgramDrug-Free Safety Program
Supervisor Training 2015Supervisor Training 2015

Training ObjectivesTraining Objectives
 Understand the specificUnderstand the specific
elements of the DFSP policy,elements of the DFSP policy,
procedures and the program asprocedures and the program as
a wholea whole
 Understand supervisor role andUnderstand supervisor role and
responsibilities in implementingresponsibilities in implementing
the DFSPthe DFSP

Training ObjectivesTraining Objectives
 Be aware of the supervisor skillsBe aware of the supervisor skills
that are critical to policythat are critical to policy
implementationimplementation
 Understand the process ofUnderstand the process of
referring an employee toreferring an employee to
drug/alcohol testing based ondrug/alcohol testing based on
reasonable suspicion & otherreasonable suspicion & other
types of testingtypes of testing

Training ContentTraining Content
The Impact of alcohol & drugs in theThe Impact of alcohol & drugs in the
workplace will be reviewed in theworkplace will be reviewed in the
Employee TrainingEmployee Training
1.1. How to recognize a possibleHow to recognize a possible
alcohol/drug problemalcohol/drug problem
2.2. How to document behaviors thatHow to document behaviors that
demonstrate an alcohol/drug problemdemonstrate an alcohol/drug problem

3.3. How to confront employees with theHow to confront employees with the
problem from observed behaviorsproblem from observed behaviors
4.4. How to initiate reasonable suspicionHow to initiate reasonable suspicion
testingtesting
5.5. How to initiate post-accident testingHow to initiate post-accident testing

6.6. How to handle the procedure associatedHow to handle the procedure associated
with random testing (if applicable to yourwith random testing (if applicable to your
company)company)
7.7. How to make an appropriate referral forHow to make an appropriate referral for
professional assessment or assistanceprofessional assessment or assistance
8.8. How to follow up with employees returningHow to follow up with employees returning
to work after a positive drug testto work after a positive drug test

Drug-Free Safety ProgramDrug-Free Safety Program
 Substance use is often the silent and unseen
cause of work-related accidents.
 As defined in BWC’s DFSP, substance use
and misuse involves the use of alcohol and
other drugs, including prescription, over-the-
counter and illegal drugs, in the workplace, in
violation of the employer’s written DFSP
policy.

THE PROBLEMTHE PROBLEM
 Drug and alcohol abuse in the workplace is anDrug and alcohol abuse in the workplace is an
epidemic.epidemic.
 Drug use seriously impairs a portion of theDrug use seriously impairs a portion of the
national workforce.national workforce.
 It has been estimated that for every tenIt has been estimated that for every ten
employees, one is impaired by substance abuseemployees, one is impaired by substance abuse
or chemical dependency.or chemical dependency.

ManagementManagement
Supervisors are the link to the employer’s workSupervisors are the link to the employer’s work
force and are the key to successfulforce and are the key to successful
implementation of a DFSP policy and program.implementation of a DFSP policy and program.
At a level between employees and upperAt a level between employees and upper
management, direct supervisors face amanagement, direct supervisors face a
challenging role.challenging role.
They serve as the eyes, voice and arm ofThey serve as the eyes, voice and arm of
management.management.

Policy Review
 Please take 15-20 minutes to review yourPlease take 15-20 minutes to review your
company’s policy.company’s policy.

1. How to Recognize a Possible1. How to Recognize a Possible
Alcohol or Drug ProblemAlcohol or Drug Problem
 Drugs tested for – Q & ADrugs tested for – Q & A
 Paraphernalia & what different drugs lookParaphernalia & what different drugs look
likelike
 Behavioral patternsBehavioral patterns

The Drug TestThe Drug Test
1. Cocaine (and its derivatives, including crack cocaine)1. Cocaine (and its derivatives, including crack cocaine)
2. Cannabinoids (THC/marijuana, hash)2. Cannabinoids (THC/marijuana, hash)
3. Opiates (heroin, codeine, etc.)3. Opiates (heroin, codeine, etc.)
4. Amphetamines (central nervous system stimulants)4. Amphetamines (central nervous system stimulants)
5. Phencyclidine (PCP)5. Phencyclidine (PCP)
6. Barbiturates (central nervous system depressants)6. Barbiturates (central nervous system depressants)
7. Propoxyphene (Darvon)7. Propoxyphene (Darvon)
8. Methadone8. Methadone
9. Benzodiazepine (Valium, Librium, etc.)9. Benzodiazepine (Valium, Librium, etc.)
10. Alcohol10. Alcohol
11. Ecstasy11. Ecstasy

Behaviors Related to CommonlyBehaviors Related to Commonly
Abused DrugsAbused Drugs
What to look out for. . .What to look out for. . .
MARIJUANAMARIJUANA
 LoudLoud
 TalkativeTalkative
 MellowMellow
 Lack of motivation in regular usersLack of motivation in regular users

What to look out for . . .What to look out for . . .
OPIATESOPIATES
 SluggishSluggish
 Slurred speechSlurred speech
 Heavy limbsHeavy limbs
 Low moodLow mood

COCAINECOCAINE
 Runny nose (addicted to nose spray)Runny nose (addicted to nose spray)
 Extremely moodyExtremely moody
 UnpredictableUnpredictable
 Over reacts to situationsOver reacts to situations

AMPHETAMINESAMPHETAMINES
 Very edgyVery edgy
 Weight lossWeight loss
 Personality changesPersonality changes
 Sleep habit changesSleep habit changes

PCPPCP
 Tripped outTripped out
 Can be violentCan be violent
 Unpredictable behaviorUnpredictable behavior

ALCOHOLALCOHOL
 OdorOdor
 Difficulty focusingDifficulty focusing
 IrritabilityIrritability
 Unsteady gaitUnsteady gait
 Deterioration in appearanceDeterioration in appearance

Additional Signs & SymptomsAdditional Signs & Symptoms
 Abrupt changes in behavior/performanceAbrupt changes in behavior/performance
 Mood swingsMood swings
 Social withdrawalSocial withdrawal
 Deterioration in appearanceDeterioration in appearance
 Association with know usersAssociation with know users
 Secretive behaviorSecretive behavior
 ParanoiaParanoia

ParaphernaliaParaphernalia
 Pictures of commonPictures of common
paraphernaliaparaphernalia

2. Reasonable Suspicion Testing2. Reasonable Suspicion Testing
 What is itWhat is it
 How to initiate itHow to initiate it
 DocumentationDocumentation
 ProcessProcess
 ProceduresProcedures

REASONABLE SUSPICIONREASONABLE SUSPICION
 When a supervisor has reasonWhen a supervisor has reason
to believe that an employee isto believe that an employee is
impaired by drugs or alcoholimpaired by drugs or alcohol
while on Company premises orwhile on Company premises or
while working.while working.
 Reasonable suspicion testingReasonable suspicion testing
may be initiated based on, butmay be initiated based on, but
are not limited to, any of theare not limited to, any of the
following:following:

Reasonable SuspicionReasonable Suspicion
 Observed behavior (direct observationObserved behavior (direct observation
of drug or alcohol use)of drug or alcohol use)
 A pattern of abnormal conduct (frequentA pattern of abnormal conduct (frequent
absenteeism, excessive tardiness)absenteeism, excessive tardiness)
 Repeated violations of the company’sRepeated violations of the company’s
safety or work rulessafety or work rules

Common Questionable BehaviorsCommon Questionable Behaviors
The following is a list of some commonThe following is a list of some common
suspicious behaviors you may see in a substancesuspicious behaviors you may see in a substance
abuser (this list is not all inclusive):abuser (this list is not all inclusive):
 Excessive absences / tardinessExcessive absences / tardiness
 Pattern of being absent on or after paydayPattern of being absent on or after payday
 Employee verbalizes multiple family or personalEmployee verbalizes multiple family or personal
issues as the cause for excessive absence orissues as the cause for excessive absence or
tardiness.tardiness.
 Problems staying awake on the jobProblems staying awake on the job
 Consistently having problems completing jobConsistently having problems completing job
responsibilitiesresponsibilities

Common Questionable BehaviorsCommon Questionable Behaviors
ContinuedContinued
 Pattern of borrowingPattern of borrowing
money from co-workersmoney from co-workers
 Change in appearanceChange in appearance
 Unexplained crying spellsUnexplained crying spells
 Taking extra smoke orTaking extra smoke or
bathroom breaksbathroom breaks
 Unusual isolation fromUnusual isolation from
peerspeers
 Problems concentratingProblems concentrating
 Odor of Alcohol orOdor of Alcohol or
MarijuanaMarijuana
 Slurred speechSlurred speech
 Prolonged lunch hoursProlonged lunch hours

How to Initiate ReasonableHow to Initiate Reasonable
Suspicion TestingSuspicion Testing
 Ensure that there is questionable behaviorEnsure that there is questionable behavior
 Your initial task is simply to identify that aYour initial task is simply to identify that a
problem existsproblem exists
 You need not determine the nature of theYou need not determine the nature of the
problem or what precipitated itproblem or what precipitated it

Getting Ready to Document . . .Getting Ready to Document . . .
 Be objective! Document only the jobBe objective! Document only the job
performance issues that you observeperformance issues that you observe
 Good documentation will support theGood documentation will support the
existence of questionable behaviorexistence of questionable behavior
 Have witnesses who can verify yourHave witnesses who can verify your
suspicions when ablesuspicions when able

3. How to Document Behaviors that3. How to Document Behaviors that
Demonstrate Possible Drug/AlcoholDemonstrate Possible Drug/Alcohol
ProblemProblem
 Please see your companiesPlease see your companies
representative for your documentationrepresentative for your documentation
form for reasonable suspicion.form for reasonable suspicion.

DocumentationDocumentation
If you decide to send an employee in forIf you decide to send an employee in for
reasonable suspicion drug testing you mustreasonable suspicion drug testing you must
have proper documentation completed and thehave proper documentation completed and the
entire process must remain completelyentire process must remain completely
confidential.confidential.
All records pertaining to drug testing areAll records pertaining to drug testing are
considered confidential and must be keptconsidered confidential and must be kept
separate from employee files.separate from employee files.

How to DocumentHow to Document
THE GOLDEN RULE ONTHE GOLDEN RULE ON
DOCUMENTATION . . .DOCUMENTATION . . .
If you don’t document a situationIf you don’t document a situation
ITIT
DIDN’TDIDN’T
HAPPENHAPPEN
YOU MUST DOCUMENT!YOU MUST DOCUMENT!

DocumentationDocumentation
 It is very important that you follow yourIt is very important that you follow your
company policy.company policy.
 Ask yourself what is in the best interest ofAsk yourself what is in the best interest of
the employee in question, other co-the employee in question, other co-
workers, and the organization.workers, and the organization.
 Create an action plan and follow throughCreate an action plan and follow through
with it.with it.

Never “Diagnose”Never “Diagnose”
Many medical conditions can produce theMany medical conditions can produce the
same symptoms as drug use:same symptoms as drug use:
 Low blood sugarLow blood sugar
 StrokeStroke
 Post seizurePost seizure
. . . Or a change in behavior could be a. . . Or a change in behavior could be a
symptom of stress / personal problemssymptom of stress / personal problems
(other family with substance problems)(other family with substance problems)

*Refer to Your Forms*Refer to Your Forms
BEHAVIORSBEHAVIORS THAT MAY DEMONSTRATETHAT MAY DEMONSTRATE
AN ALCOHOL / DRUG PROBLEM:AN ALCOHOL / DRUG PROBLEM:
 Recognizing Job Performance ProblemsRecognizing Job Performance Problems
ChecklistChecklist
 Observed Behavior / Reasonable CauseObserved Behavior / Reasonable Cause
RecordRecord
 What information must be on yourWhat information must be on your
documentation?documentation?

4. How to Confront4. How to Confront
EmployeesEmployees
 Stick to the facts of the job performance, don’tStick to the facts of the job performance, don’t
get sidetrackedget sidetracked
 Be thoughtful! Stay nonjudgmental andBe thoughtful! Stay nonjudgmental and
recognize the employee’s point of viewrecognize the employee’s point of view
 You must follow all current collective-bargainingYou must follow all current collective-bargaining
agreements and company policiesagreements and company policies
 Have a witness if possible & Union Steward ifHave a witness if possible & Union Steward if
requiredrequired

Common BarriersCommon Barriers
 Denial –Denial – The employee denies that aThe employee denies that a
problem exist and insists that you orproblem exist and insists that you or
someone else in the company is out to getsomeone else in the company is out to get
them. May try to say the lab made an error.them. May try to say the lab made an error.
 Threats-Threats- The employee threatens you orThe employee threatens you or
the organization.the organization.

 Rationalization-Rationalization-The employee tries to avoidThe employee tries to avoid
the issue by making excuses.the issue by making excuses.
 Angry Outburst-Angry Outburst-The employee becomesThe employee becomes
angry.(Crying, yelling, screaming)angry.(Crying, yelling, screaming)
 Personal Relationships –Personal Relationships – Don’t allowDon’t allow
personal feelings to blur decision making.personal feelings to blur decision making.

How to RespondHow to Respond
 Don’t reactDon’t react –– Wait until theWait until the
employee has run out ofemployee has run out of
steam then continue withsteam then continue with
the meeting.the meeting.
 Be consistentBe consistent ––
Regardless of yourRegardless of your
personal relationship withpersonal relationship with
an employee, it is importantan employee, it is important
to treat each person theto treat each person the
same when addressing jobsame when addressing job
performance or conduct.performance or conduct.

How to RespondHow to Respond
 Maintain ConfidentialityMaintain Confidentiality – All discussions of an– All discussions of an
employee’s job performance should be held inemployee’s job performance should be held in
private. Others should not be able to hear theprivate. Others should not be able to hear the
conversation.conversation.
 Be up frontBe up front with the employee fromwith the employee from
the very beginning. Don’t play games!the very beginning. Don’t play games!
 Follow-up –Follow-up – Take follow up actionTake follow up action
meaning you continue to observemeaning you continue to observe
and document.and document.

The Trip To The LabThe Trip To The Lab
 The company is responsible forThe company is responsible for
transporting the employee to the lab.transporting the employee to the lab.
Why? Safety, when you are sendingWhy? Safety, when you are sending
someone for reasonable suspicion it issomeone for reasonable suspicion it is
because you believe they may be underbecause you believe they may be under
the influence or impaired.the influence or impaired.

 Does someone from the company have toDoes someone from the company have to
stay with the employee at the lab? Yes, tostay with the employee at the lab? Yes, to
ensure that the testing took place.ensure that the testing took place.

 How does the employee get home and how longHow does the employee get home and how long
are they off work? The company has to ensureare they off work? The company has to ensure
that the employee has a ride home, or shouldthat the employee has a ride home, or should
provide a ride such as a cab.provide a ride such as a cab.
 The employee is off until the results come backThe employee is off until the results come back
for the test. If the results are negative, thefor the test. If the results are negative, the
employee is free to return to duty. If the resultsemployee is free to return to duty. If the results
are positive follow your company’s policy forare positive follow your company’s policy for
positive results.positive results.

 The employee should not be allowed toThe employee should not be allowed to
drive themselves because, they may bedrive themselves because, they may be
impaired.impaired.

5. Post Accident Testing5. Post Accident Testing
 What is itWhat is it
 How to initiate itHow to initiate it
 DocumentationDocumentation
 ProcessProcess
 ProceduresProcedures

Post AccidentPost Accident
 Any employee involved in an accident resultingAny employee involved in an accident resulting
in a fatality or bodily injury requiring medicalin a fatality or bodily injury requiring medical
attention off-site.attention off-site.
 Vehicular damage in apparent excess of chosenVehicular damage in apparent excess of chosen
dollar amount (see your company policy fordollar amount (see your company policy for
amount if applicable).amount if applicable).

Post- AccidentPost- Accident
 Non-vehicular damage in apparent excess ofNon-vehicular damage in apparent excess of
chosen dollar amount (see your company policychosen dollar amount (see your company policy
for amount if applicable).for amount if applicable).
 If medical treatment is sought after work hoursIf medical treatment is sought after work hours
or on the weekend, a drug test must be takenor on the weekend, a drug test must be taken
immediately upon employer notification of theimmediately upon employer notification of the
injury.injury.

Post- AccidentPost- Accident
 Please follow your companies standards andPlease follow your companies standards and
forms for documenting accidents in theforms for documenting accidents in the
workplace.workplace.

6. Random Testing6. Random Testing

Random TestingRandom Testing
 An unannounced test that occurs at a pre-An unannounced test that occurs at a pre-
determined frequency among randomly selecteddetermined frequency among randomly selected
employees. This includes equal probability ofemployees. This includes equal probability of
selection each time testing occurs.selection each time testing occurs.
 Unannounced test of all employees, or all thoseUnannounced test of all employees, or all those
in a classified group (i.e. safety sensitive).in a classified group (i.e. safety sensitive).

Special Supervisory IssuesSpecial Supervisory Issues
 Recognize your personal standpointRecognize your personal standpoint onon
the topic and keep this in mind whenthe topic and keep this in mind when
preparing to confront an employee in apreparing to confront an employee in a
reasonable suspicion situation.reasonable suspicion situation.
 Imperative that you remain OBJECTIVE!!Imperative that you remain OBJECTIVE!!

Some helpful hints . . .Some helpful hints . . .
Recognize if enabling behaviors areRecognize if enabling behaviors are
occurring on your end and explore theoccurring on your end and explore the
issues behind those behaviors.issues behind those behaviors.

Become educated on the issues ofBecome educated on the issues of
alcoholism and drug addiction.alcoholism and drug addiction.
Without knowledge it’s easy to makeWithout knowledge it’s easy to make
assumptions about employeesassumptions about employees
experiencing abuse/addiction issues thatexperiencing abuse/addiction issues that
may not be true.may not be true.

Become well informed about yourBecome well informed about your
employer’s guidelines for dealing withemployer’s guidelines for dealing with
substance use issues.substance use issues.
Know your policy! Don’t forget unionKnow your policy! Don’t forget union
agreements, agency/business policies andagreements, agency/business policies and
procedures, and state/federal governingprocedures, and state/federal governing
bodies.bodies.

If in doubt about how to proceed, consultIf in doubt about how to proceed, consult
with an appropriate HR person.with an appropriate HR person.
Remember that these are very sensitiveRemember that these are very sensitive
issues that should only be discussed withissues that should only be discussed with
certain designated persons.certain designated persons.

It’s much easier to turn a blind eye than toIt’s much easier to turn a blind eye than to
“cause” someone experience the negative“cause” someone experience the negative
consequences of their behaviors.consequences of their behaviors.
It takes practice to become part of a processIt takes practice to become part of a process
to help another person get healthy.to help another person get healthy.

7. How to Make an Appropriate Referral7. How to Make an Appropriate Referral
for Assessment or Assistancefor Assessment or Assistance
 HR will have the necessary information to refer theHR will have the necessary information to refer the
employee to qualified substance abuse counseloremployee to qualified substance abuse counselor
 Depending on company policy or EAP availability, theDepending on company policy or EAP availability, the
employee may be responsible for the cost of theemployee may be responsible for the cost of the
assessment and/or treatmentassessment and/or treatment
 Typically the employee is off work until assessment isTypically the employee is off work until assessment is
complete, and sometimes until treatment is complete ascomplete, and sometimes until treatment is complete as
wellwell

TreatmentTreatment
 AssessmentAssessment
 Assessment findingsAssessment findings
or Diagnosisor Diagnosis
 RecommendationRecommendation
 EducationEducation
 CounselingCounseling
 Intensive OutpatientIntensive Outpatient
ProgramProgram
 AA/NA meetingsAA/NA meetings
 Aftercare ProgramAftercare Program
 Inpatient TreatmentInpatient Treatment
or Detoxor Detox

8. How to Follow Up With Employees8. How to Follow Up With Employees
Returning to Work After Positive DrugReturning to Work After Positive Drug
TestTest
 HR will receive a written report fromHR will receive a written report from
treatment center or therapist and theirtreatment center or therapist and their
recommendations.recommendations.
 Have to have a negative return to duty test toHave to have a negative return to duty test to
return to work.return to work.
 Must continue to follow recommendations ofMust continue to follow recommendations of
EAP or treatment facility after returning toEAP or treatment facility after returning to
workwork

How to Follow Up With Employees Returning toHow to Follow Up With Employees Returning to
Work After Positive Drug TestWork After Positive Drug Test
 Remember confidentiality.Remember confidentiality.
 Give the employee a chance butGive the employee a chance but
continue to remain watchful.continue to remain watchful.
 Continue to assess employees jobContinue to assess employees job
performance over a period of time.performance over a period of time.
 Random follow up tests should takeRandom follow up tests should take
place as directed by counselor or policyplace as directed by counselor or policy

Toll Free: (866) 340-6267Toll Free: (866) 340-6267
Fax: (216) 404-1901Fax: (216) 404-1901
mmoore@moorecounseling.commmoore@moorecounseling.com
www.moorecounseling.comwww.moorecounseling.com

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