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Ken Scroggs LPC, LCSW, LMFT, CEAP
1
The Drug Free Workplace
EAP Works a division of North Pines Center, Inc.
CEO, Ken Scroggs LPC, LCSW, LMFT, CEAP
770-449-1111
Ken Scroggs LPC, LCSW, LMFT, CEAP
2
Primary Objectives
1. Provide a safe, healthy, and secure workplace;2. Ensure that all employees perform their job
duties in a safe, efficient and productive manner; 3. Ensure equipment and facilities do not pose
undue risk or harm:a. Properly maintained, andb. Operated appropriately
4. “Drug and Alcohol Free Workplace” policy protects health, safety, & welfare of employees and citizens
Ken Scroggs LPC, LCSW, LMFT, CEAP
3
Training Objectives
By the end of this class, you will be able to:1. Effectively discuss Drug Free Workplace policy 2. Identify signs and symptoms of possible drug use
and alcohol misuse3. Know how to document behaviors leading to
“reasonable suspicion” 4. Know the legal issues surrounding this policy5. Use the Employee Assistance Program, EAP, as
a valuable referral source
Ken Scroggs LPC, LCSW, LMFT, CEAP
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
Ken Scroggs LPC, LCSW, LMFT, CEAP
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/impaired vision)
Ken Scroggs LPC, LCSW, LMFT, CEAP
6
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.
Ken Scroggs LPC, LCSW, LMFT, CEAP
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
Ken Scroggs LPC, LCSW, LMFT, CEAP
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
Ken Scroggs LPC, LCSW, LMFT, CEAP
9
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.
Ken Scroggs LPC, LCSW, LMFT, CEAP
10
Your Responsibility Job Performance/Workplace Behavior
Process:1. Observe Behavior2. Immediately document behaviors
observed3. Talk privately to employee about
concerns and observation4. Let employee respond5. Ask to submit to “fitness-for-duty” urine
screening test6. Maintain Confidentiality
Ken Scroggs LPC, LCSW, LMFT, CEAP
11
If Employee Refuses To Test
1. Explain that action is in violation of policy
2. Ask to submit to test again3. Explain that refusal will lead to
termination for insubordination4. Always contact Human
Resources!
Ken Scroggs LPC, LCSW, LMFT, CEAP
12
Responsibility1. Supervisor or designee should
transport persons to testing facility2. Employee must not eat or drink
anything once notified3. Employee should be taken within
2-hours after notification4. Employee cannot opt out of test
once notified
13
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
Ken Scroggs LPC, LCSW, LMFT, CEAP
14
Remember These 5 Steps
1. Know importance of your role2. Know policy to explain to
employees3. Recommend EAP counseling also4. Focus on job performance issues
and/or behavioral concerns5. 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
16
Drug Testing ProceduresUrinalysis 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 testingChain of Custody & Control form
completed, Medical Review Officer involved
Screening test on sample
Ken Scroggs LPC, LCSW, LMFT, CEAP
17
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)
Ken Scroggs LPC, LCSW, LMFT, CEAP
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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
Ken Scroggs LPC, LCSW, LMFT, CEAP
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
Don’t judge (don’t accuse, review observations/concerns)
Don’t diagnose Don’t counsel Don’t make promises
Ken Scroggs LPC, LCSW, LMFT, CEAP
21
Effective Supervisor Guidelines
Be Thoughtful Stay non-judgmental Recognize employee’s point of view
Be straightforward Stick to facts Don’t get sidetracked
Be Consistent Follow same procedures for everyone
Ken Scroggs LPC, LCSW, LMFT, CEAP
22
Effective Supervisor Guidelines, con.
Maintain Confidentiality Talk privately to employee Keep conversation private Don’t 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 employee’s work performance for a period
of time. One year is often recommended
Ken Scroggs LPC, LCSW, LMFT, CEAP
23
What Must Be EvaluatedTo 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
Ken Scroggs LPC, LCSW, LMFT, CEAP
24
Typical Supervisory ConcernsLoss of employee confidence/support Jeopardizing employee’s ability to
make a livingDo not like confrontationPossible loss of productivityLack of training Fear of personal safety
Ken Scroggs LPC, LCSW, LMFT, CEAP
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
Ken Scroggs LPC, LCSW, LMFT, CEAP
26
Short-Term Objective FactsObservable physical evidence
(drugs and paraphernalia)Symptoms of drug use and/or
alcohol misuseUnstable walkingPoor physical coordinationBloodshot or watery eyesHand tremors
Ken Scroggs LPC, LCSW, LMFT, CEAP
27
Short-Term Objective Facts (cont.)Combative behaviorUnusual restlessnessDisorientationDilated or constricted pupilsSlow reactions or slurred speech
Ken Scroggs LPC, LCSW, LMFT, CEAP
28
Long-Term Objective FactsDue 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.
29
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)
Ken Scroggs LPC, LCSW, LMFT, CEAP
30
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
31
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
Ken Scroggs LPC, LCSW, LMFT, CEAP
32
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
Ken Scroggs LPC, LCSW, LMFT, CEAP
33
Effects of a HangoverHeadacheNauseaDizzinessDry throatEye acheShaking
Ken Scroggs LPC, LCSW, LMFT, CEAP
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 body’s ability to respond
to the brain’s commands is slowed
Ken Scroggs LPC, LCSW, LMFT, CEAP
35
Skills Impaired by Alcohol Use (cont.)Perception - the brain’s ability to
recognize visual images is slowed Judgment - the person’s ability to
understand what is going on is impaired
Comprehension - the brain’s ability to understand what is going on is impaired
Ken Scroggs LPC, LCSW, LMFT, CEAP
36
Skills Impaired By A Hangover Concentration Reflexes Professionalism Coordination Judgment Politeness Perception Comprehension
Ken Scroggs LPC, LCSW, LMFT, CEAP
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
Ken Scroggs LPC, LCSW, LMFT, CEAP
38
Common Names For Marijuana Pot Grass Weed Joint Reefer
Dope Roach Hash Bud Mary Jane
Ken Scroggs LPC, LCSW, LMFT, CEAP
39
Marijuana Use Facts The amount of marijuana required to
generate a high depends on: THC content of the marijuana Individual’s 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 person’s system for up to 30 days or longer
Ken Scroggs LPC, LCSW, LMFT, CEAP
40
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
Ken Scroggs LPC, LCSW, LMFT, CEAP
41
Personal Characteristics Associated With Cocaine UseFalse sense of power, control,
alertness, well-being, confidence, and strength
ImpulsiveUnpredictableParanoidReckless
Ken Scroggs LPC, LCSW, LMFT, CEAP
42
After-Effects of Cocaine Use Restlessness Anxiety Depression Exhaustion Mental Fatigue Irritability Paranoia Intensive craving for drug Preoccupation with drug Overall discomfort
Ken Scroggs LPC, LCSW, LMFT, CEAP
43
Effects of Crack UseShort, intense highAbrupt halt to highDeep depression Intense craving for more drug
Ken Scroggs LPC, LCSW, LMFT, CEAP
44
Common Names For Cocaine Coke Blow Snow Speedball Flake Crack
Freebase Base Rock Snort Eightball Toot
Ken Scroggs LPC, LCSW, LMFT, CEAP
45
Potential Victims of Cocaine Use By CDL/Safety Sensitive Employees
Passengers Others on the road Co-workers Public confidence Drug user User’s family User’s friends Pedestrians Society
Ken Scroggs LPC, LCSW, LMFT, CEAP
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
Ken Scroggs LPC, LCSW, LMFT, CEAP
47
After-Effects of Amphetamine UseDepressionConfusion Intense Fatigue
Ken Scroggs LPC, LCSW, LMFT, CEAP
48
Characteristics of MethamphetaminesSynthetic drugStimulates movement and speedGenerates feelings of excitementResults in nervousness, insomnia,
and paranoiaPost use depression, fatigue, and
inability to experience pleasureAddictive
Ken Scroggs LPC, LCSW, LMFT, CEAP
49
Amphetamines/Methamphetamines Common
Street Names
Speed Uppers Poppers Meth Bennies Crank
White crosses Ecstasy Dexies Crystal Juice Black beauties
Ken Scroggs LPC, LCSW, LMFT, CEAP
50
Effects of Opiate UseRelief of painDrowsinessRestlessness IndifferenceRelaxationSlow reflexesAccident prone
Ken Scroggs LPC, LCSW, LMFT, CEAP
51
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
Ken Scroggs LPC, LCSW, LMFT, CEAP
53
Other HallucinogensLSDPeyoteMescalinePsilocybin
Ken Scroggs LPC, LCSW, LMFT, CEAP
54
Effects Common To All HallucinogensDistorts reality
Unpredictable
Potential for flashbacks
Inability to perform job duties
Ken Scroggs LPC, LCSW, LMFT, CEAP
55
Commonly Prescribed Drugs
TranquilizersBarbituratesNarcoticsHypnoticsAntihistamines
Ken Scroggs LPC, LCSW, LMFT, CEAP
56
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
Ken Scroggs LPC, LCSW, LMFT, CEAP
57
Employee Responsibility: Prescription Drugs (cont.)
Determine whether or not they should report to work
Take the medication exactly as prescribed
Ken Scroggs LPC, LCSW, LMFT, CEAP
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
Ken Scroggs LPC, LCSW, LMFT, CEAP
60
Responsible Use Of Over-The Counter DrugsRead labelCheck for warningsConsult with physician or
pharmacistMake informed decisions regarding
fitness for workTake as directed
Ken Scroggs LPC, LCSW, LMFT, CEAP
61
Commonly Used InhalantsGlueGasolinePaint thinnerCleaners
Ken Scroggs LPC, LCSW, LMFT, CEAP
62
Effects of Inhalant UseDrowsinessLightheadednessNumbness IrritabilityUnpredictable behavior
63
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
Ken Scroggs LPC, LCSW, LMFT, CEAP
64
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
65
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 supervisor’s 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
Ken Scroggs LPC, LCSW, LMFT, CEAP
66
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 employee’s privacy
Ken Scroggs LPC, LCSW, LMFT, CEAP
67
Wrap Up1. Why policy was changed2. Legal concerns of policy3. Review of revised policy4. Steps to follow to report on-the-job-
accident5. Drugs we test for and their effect on
the body6. Behavioral indicators to look for7. Q & A
Ken Scroggs LPC, LCSW, LMFT, CEAP
68
Always Remember Contact the Human Resources Dept. for
help and answers to your questionsEAP Works provides free, confidential
counseling for employees and dependents – 770-449-1111
Ken Scroggs LPC, LCSW, LMFT, CEAP
69
The Drug Free Workplace
EAP Works a division of North Pines Center, Inc.
Ken Scroggs LPC, LCSW, LMFT, CEAP
770-449-1111