WELCOME

1. DRUG & ALCOHOL AWARENESS CORPORATE SAFETY TRAINING WELCOME

2. COURSE OBJECTIVES • Discuss the Components of an Effective Program. • Introduce Ideas to Help Develop an Effective Program. • Discuss the Drug-Free Workplace Policy. • Clarification of the Expected Roles of Employers. • Clarification of the Expected Roles of Employees. • Explanation of the Effects of Drug Use. • Overview of Rehabilitative Services. • Overview of Drug Testing Methods.

3. REGULATORY STANDARD THE GENERAL DUTY CLAUSE FEDERAL - 29 CFR 1903.1 EMPLOYERS MUST: Furnish a place of employment free of recognized hazards that are causing or are likely to cause death or serious physical harm to employees. Employers must comply with occupational safety and health standards promulgated under the Williams-Steiger Occupational Safety and Health Act of 1970. OSHA ACT OF 1970

4. APPLICABLE REGULATIONS Continued FEDERAL REQUIREMENTS THE DRUG-FREE WORKPLACE ACT OF 1988: • 1986 - Signed by the President. • 1988 - Congress Passed the Drug-Free Workplace Act. • Affects Federal Grantees Receiving $25,000 or More. • Affects Federal Contracts Receiving $25,000 or More. • Requires a Written Policy. • Requires that Employees Read and Consent to the Policy. • Requires that an Awareness Program be Instituted. • Employees Must Disclose Any Drug Related Conviction in the Workplace to the Employer Within 5 Days of the Conviction.

5. APPLICABLE REGULATIONS Continued FEDERAL REQUIREMENTS THE DRUG-FREE WORKPLACE ACT OF 1988: Continued • Employers must Disclose Any Drug Related Conviction in the Workplace to the Federal Agency with Which the Employer has a Grant or Contract Within 10 Days of the Conviction. • Employers Must Make an Ongoing Effort to Maintain a Workplace Free of Drugs.

6. APPLICABLE REGULATIONS Continued STATE REQUIREMENTS REQUIREMENTS VARY FROM STATE TO STATE: • Some States, CA, AL, FL, WA and Others Have Programs. • Many States Offer Workers’ Compensation Discounts. • Criteria are Similar but No Standard Model Exists. • Employers Must Meet Certification Criteria in Each State. • Employers Must Maintain Certifications to Participate. • Certain Fees May be Required of the Employer. • De-certification Can Occur for Various Reasons.

7. APPLICABLE REGULATIONS Continued STATE REQUIREMENTS TYPICAL STATE REQUIREMENTS: • A Corporate Policy Statement. • Employee Notification of the Policy. • Employee Notification of Substance Abuse Testing. • Substance Abuse Testing Program. • Employee Assistance Program. • Supervisor Training. • Employee Training. • Agreements to Confidentiality.

8. APPLICABLE REGULATIONS Continued STATE REQUIREMENTS SPECIFIC REQUIREMENTS OF THIS STATE INCLUDE:

9. APPLICABLE REGULATIONS Continued FOR SPECIFIC STATE REQUIREMENTS Contact the State Attorney General or GUIDE TO STATE DRUG TESTING LAWS Published by:Institute for a Drug-Free Workplace 1225 I Street, N.W. Washington, DC 20005-3914 (202) 842-7400 Fax (202) 842-0022 Price (may change): $115 Single Copy $75 ea, 2 or More

10. TRAINING REQUIREMENTS TYPICAL SUPERVISOR TRAINING REQUIREMENTS: • Two Hour Training Course. • The Relationship Between Work & Personal Problems. • Recognition of Employee Substance Abuse. • Documenting Signs of Employee Substance Abuse. • Corroborating Signs of Employee Substance Abuse. • How to Refer Employees to the Employee Assistance Program. • Circumstances and Procedures for Post-Injury Testing. • Supervisor Responsibilities in a “Last Chance Agreement”. • Employee Confidentiality.

11. TRAINING REQUIREMENTS Continued TYPICAL EMPLOYEE TRAINING REQUIREMENTS: • One Hour Course Conducted Annually. • The Disease Model of Addiction for Alcohol and Drugs. • Effects & Dangers of Commonly Abused Workplace Substances. • The Employer’s Policies/Procedures Regarding Substance Abuse. • How to Access the Employee Assistance Program. • Provided in a Non-English Language if Required.

12. RETRAINING REQUIREMENTS • MAY BE REQUIRED: • Annually for Some States. • For a Program Related Injury.

13. Reduce injury and illness rates. Help Individuals with personal problems. Increase performance and productivity. Increase profits. Workers feel better about their work. Reduce workers’ compensation costs. Elevate safety compliance to a higher level. TRAINING IS IMPORTANT A GOOD PROGRAM WILL HELP:

14. DEDICATION PERSONAL INTEREST MANAGEMENT COMMITMENT PROGRAM IMPLEMENTATION IMPLEMENTATION OF A DRUG-FREE WORKPLACE PROGRAM REQUIRES: NOTE: UNDERSTANDING AND SUPPORT FROM THE WORK FORCE IS ESSENTIAL, WITHOUT IT THE PROGRAM WILL FAIL!

15. NEEDS ASSESSMENT POLICIES TRAINING EMPLOYEE ASSISTANCE PROGRAM DRUG TESTING PROGRAM IMPLEMENTATION Continued PROGRAM COMPONENTS

16. Establish responsibility. Assess organizational needs. Develop policies and rules. Employee Assistance Program? Drug Testing? Inform the workforce. Conduct employee training. Implement the paper program. Periodically review the program. Modify policies and rules as appropriate. PROGRAM IMPLEMENTATION Continued DEVELOPMENT SEQUENCE:

17. Hospitalization costs. Accident investigation fees. Costs of replacing stolen items. Legal fees, court fees, travel costs. Wages paid for temporary staffing. Wages paid for accident downtime. Wages paid for tardy or missed days. Replacement costs of damaged equipment. Increased costs for insurance, & physicians. Costs of security services and or consulting services. HIDDEN COSTS OF ABUSE Continued COSTS OF ALCOHOL AND OTHER DRUG ABUSE

18. HIDDEN COSTS OF ABUSE Continued COSTS OF ALCOHOL AND OTHER DRUG ABUSE Annual Costs for Business $60 - 150 Billion

19. 75% had used drugs on the job. 64% admitted that drugs adversely affected job performance. 44% said they had sold drugs to other employees 18% said they had stolen from co-workers. HIDDEN COSTS OF ABUSE Continued STATISTICS FROM A “COCAINE HOTLINE”:

20. HIDDEN COSTS OF ABUSE Continued THOSE WHO ILLICITLY USE DRUGS ARE: • 2.5 times more likely to have absences of 8 days or more. • 3.6 times more likely to injure themselves or others on the job. • 5.0 times more likely to be injured off the job. • 5.0 times more likely to file a workers’ compensation claim. • 1/3 less productive than their co-workers who didn’t. • Incurred 300 percent higher medical costs.

21. Fewer accidents. Fewer disciplinary actions. Cost savings and incentive programs: - Medical & health insurance carriers - Workers' Compensation insurance carriers. - Property, casualty, and liability insurance carriers. Reduced losses due to absenteeism, theft, and fraud. Less chance that a user/abuser will apply and be hired. Ability to respond quickly to program related problems. PROGRAM BENEFITS SHORT-TERM BENEFITS:

22. Reduced costs of insurance claims. Lower costs due to losses and errors. Improved employee morale and productivity. Earlier identification and resolution of problems. Greater employee awareness about the problem. Decreased legal costs and costs of hiring and training. PROGRAM BENEFITS Continued LONG-TERM BENEFITS:

23. CONSIDER THE FOLLOWING: THE SUPERVISOR’S ROLE • 1. GET AS MUCH TRAINING AS POSSIBLE. • 2. GET TO KNOW YOUR PEOPLE! • 3. GET INVOLVED IN, AND UNDERSTAND THE PROGRAM. • 4. EXPLAIN THE PROGRAM TO EMPLOYEES. • 5. OBTAIN ASSISTANCE FROM EXPERTS IN THE FIELD. • 6. UNDERSTAND THE IMPORTANCE OF SUPERVISION. • 7. ACCEPT YOUR RESPONSIBILITY. • 8. KNOW WHERE YOUR AUTHORITY STOPS. • 9. FOLLOW-UP ON THE ACTIONS YOU TOOK.

24. GUIDELINES FOR EFFECTIVE SUPERVISION: THE SUPERVISOR’S ROLE Continued • 1. BE ATTENTIVE: Be ready to recognize employee problems (e.g., accidents, frequent lateness, mood swings) that may or may not be related to alcohol or other drug abuse. • 2. BE OBSERVANT: Focus on specifics aspects of job performance. • 3. DOCUMENT: Keep an ongoing record of the employee's performance. • 4. FOCUS ON JOB PERFORMANCE: Avoid judging, diagnosing, or counseling the employee.

25. GUIDELINES FOR EFFECTIVE SUPERVISION: THE SUPERVISOR’S ROLE Continued • 5. BE THOUGHTFUL: Stay nonjudgmental and recognize the employee's point of view. • 6. BE STRAIGHTFORWARD: Stick to the facts of job performance; don't get sidetracked. • 7. BE CONSISTENT: Follow the same procedures for all employees. • 8. MAINTAIN CONFIDENTIALITY. Discuss employee problems in private and keep the discussion between the two of you.

26. GUIDELINES FOR EFFECTIVE SUPERVISION: THE SUPERVISOR’S ROLE Continued • 9. REFER: Encourage troubled employees to seek help from the resources available in the workplace or the community. • 10. FOLLOW-UP: Continue to assess employee job performance over a period of time.

27. SIGNS OF SUBSTANCE ABUSE: THE SUPERVISOR’S ROLE Continued • 1. Absenteeism: Two to three times more than other employees. • 2. Staff Turnover: Many quit rather than face detection. • 3. Lower Productivity: Perform at 2/3 of their work potential. • 4. Equipment Breakdown: May use this as a stopwork excuse. • 5. Poor Work Quality: Mental and physical agility deteriorates. • 6. Poor Morale: Abuse creates wide mood swings, anxiety, depression and anger. • 7. Increased Accidents. Abusers are 3.6 times more likely to have or cause an accident. • 8. Near Misses: Even small quantities of drugs can cause a near miss. Always treat a near miss just like an actual accident.

28. DENIAL: The employee denies that problems exist and insists that everyone is out to get them. RESPONSE: Stay calm. Have at hand documentation of the job performance and/or conduct and keep the conversation focused on performance issues. COUNSELING SCENARIOS

29. THREATS: "If you push me, I'll go to an attorney . . . make a scene - - - quit here and now . . . " RESPONSE: Remind them that they are free to do what ever they choose. Remind them of your responsibility. If you lose objectivity seek the help of another supervisor or manager. COUNSELING SCENARIOS Continued

30. RATIONALIZATION: "If this job wasn't so stressful, I wouldn't be making so many mistakes and wouldn't be late so often." RESPONSE: Stay focused on work performance. Avoid being distracted by excuses; let the employee know that help is available. COUNSELING SCENARIOS Continued

31. ANGRY OUTBURST: The employee becomes angry. He or she may cry, yell, or scream. This emotional outburst is intended to scare off the supervisor and cause him or her to drop the whole affair. RESPONSE: Do not react! Wait until the employee has run out of steam and then continue where you left off; keep the focus on performance issues. If the employee continues to carry on, reschedule the meeting. COUNSELING SCENARIOS Continued

32. Says we want you if you invest in yourself. Lets you decide what is most important. Comes with conditions: - Periodic drug testing. - Rehabilitation. - No relapses. - Measured work performance. Confidentiality will be maintained. Keeps a good worker working. THE LAST CHANCE AGREEMENT LAST CHANCE AGREEMENT:

33. STAGE 1 CASUAL OR EXPERIMENTAL USE THE STAGES OF ABUSE Continued STAGE 2 MORE FREQUENT DRUG USE STAGE 3 PREOCCUPIED WITH GETTING HIGH STAGE 4 COMPULSIVE USE

34. STAGE 1 CASUAL OR EXPERIMENTAL USE THE STAGES OF ABUSE Continued STAGE 2 MORE FREQUENT DRUG USE STAGE 3 PREOCCUPIED WITH GETTING HIGH STAGE 4 COMPULSIVE USE

35. CASUAL OR EXPERIMENTAL USE: THE STAGES OF ABUSE Continued • The person gets high but no one thinks it is a problem. There • may not be any signs of use at this stage. STAGE 1 CASUAL OR EXPERIMENTAL USE

36. STAGE 1 CASUAL OR EXPERIMENTAL USE THE STAGES OF ABUSE Continued STAGE 2 MORE FREQUENT DRUG USE STAGE 3 PREOCCUPIED WITH GETTING HIGH STAGE 4 COMPULSIVE USE

37. MORE FREQUENT ALCOHOL OR OTHER DRUG USE: THE STAGES OF ABUSE Continued • The person starts using more often - even during the week. • Clues include: • - Changes in friends. • - Poor school or work performance • - Mood changes and possible “blackouts”. STAGE 2 MORE FREQUENT DRUG USE

38. STAGE 1 CASUAL OR EXPERIMENTAL USE THE STAGES OF ABUSE Continued STAGE 2 MORE FREQUENT DRUG USE STAGE 3 PREOCCUPIED WITH GETTING HIGH STAGE 4 COMPULSIVE USE

39. PREOCCUPIED WITH GETTING HIGH: THE STAGES OF ABUSE Continued • - Daily use is common, others may binge once a week or so. • - The user is ill more often • - Family and job problems get worse. • - The user may begin to have trouble with the law. • - Family and friends become concerned. STAGE 3 PREOCCUPIED WITH GETTING HIGH

40. STAGE 1 CASUAL OR EXPERIMENTAL USE THE STAGES OF ABUSE Continued STAGE 2 MORE FREQUENT DRUG USE STAGE 3 PREOCCUPIED WITH GETTING HIGH STAGE 4 COMPULSIVE USE

41. COMPULSIVE USE: THE STAGES OF ABUSE Continued • - Without the drug the user may go into withdrawal. • - Blackouts and overdosing are more common. • - The family feels torn apart. • - Getting money to buy drugs becomes an obsession, • - The user is about to lose his or her job. • - The user is isolated from friends. • - Without treatment, insanity and or death may follow. STAGE 4 COMPULSIVE USE

42. Marijuana. Cocaine. Alcohol. Depressants (valium, librium, xanax, serax etc.). Amphetamines (dexedrine, ritalin, methedrine). Heroin and Other Opiates (heroin, morphine, codeine). Inhalants (plastic cement, lighter fluid, ether etc.). Hallucinogens (PCP, LSD, Designer Drugs). DRUGS & THEIR AFFECTS COMMONLY ABUSED DRUGS:

43. DRUGS & THEIR AFFECTS Continued MARIJUANA The most commonly abused illicit drug -- used by more than nine million Americans. In the workplace, almost 10 percent of U.S. workers report that they are current users of marijuana.

44. THC or delta-9-tetra-hydrocannabinol - Grass, pot, weed, ganja, doobie, reefer, Mary Jane. Type of Drug Derived from the hemp plant Cannabis Sativa. How Taken Smoked or sometimes used in food (brownies). Effects Euphoric feeling; increased sense of well-being. Lack of motivation, lowered inhibitions, talkativeness. Dry mouth and throat. DRUGS & THEIR AFFECTS Continued MARIJUANA: Continued

45. Increased appetite - “munchies”. Impaired coordination, concentration, and memory Increased heart rate. Dangers Deteriorating performance at work or at school. “Burn out” involving muddled thinking. Acute frustration, depression, and isolation. Impaired sexual development and fertility. Production of abnormal sperm. Menstrual irregularities. Damage to the lungs and pulmonary system DRUGS & THEIR AFFECTS Continued MARIJUANA: Continued

46. One joint equal to 25 commercial cigarettes in this regard. Impaired ability to operate machinery and vehicles. Hallucinations and paranoia in high doses. Increased risk to safety and health at work. Increased accident rates at work. Prolonged use can lead to psychological dependance. Can be a “gateway” to more serious drugs. DRUGS & THEIR AFFECTS Continued MARIJUANA: Continued

47. DRUGS & THEIR AFFECTS Continued COCAINE A commonly abused illicit drug -- used by 1.3 million Americans. More than 66 percent are employed by American businesses. Because it is so costly ($100.00 per gram), it is often associated with criminal behavior.

48. Cocaine hydrochloride - Coke, blow, snow, toot, flake. Type of Drug A highly potent organic stimulant derived from the coca plant. A white crystalline powder sometimes cut/diluted with sugar. Other Forms Crack, an expensive purified form of cocaine. - Known to show signs of clinical addiction after one use. Freebase, is formed by heating pure cocaine, mixing it with ether and sodium bicarbonate and smoking it. DRUGS & THEIR AFFECTS Continued COCAINE:

49. How Taken Sniffed or snorted through the nose (cocaine) Smoked (crack) Effects Brief but intense feelings of euphoria and competence. Stimulates the central nervous system. Increases pulse, blood pressure, body temperature. Increases respiratory rate. Sleeplessness and chronic fatigue. DRUGS & THEIR AFFECTS Continued COCAINE: Continued

50. Dangers Bleeding and other damage to nasal passages. Paranoid psychosis, hallucinations, mental abnormalities. Impaired ability to operate machinery and vehicles. Death caused by heart or respiratory failure. Injury or death caused by freebasing (volatile when heated). DRUGS & THEIR AFFECTS Continued COCAINE: Continued