Improving Mine Safety and Health through Substance Abuse Prevention and Education

1. Keeping America’s Mines Alcohol and Drug Free Improving Mine Safety and Health through Substance Abuse Prevention and Education

2. An MSHA Concern • Three out of four drug and alcohol abusers work • The industries with the highest rates of substance abuse are construction and mining • Many communities where substance abuse is a significant problem are the same communities where mining is the predominant industry

3. An MSHA Concern • Substance abuse contributes to unsafe and unhealthy work environments: • Increased risk of injuries or death • 19% positive rate for post-mortem toxic screens on workplace deaths • Increased workplace violence • Impaired decision-making

4. A Mine Operator and Miner Concern • Substance abuse leads to decreased employee productivity and morale and increased health benefits utilization • Miners who abuse alcohol and drugs jeopardize their safety and other’s safety • It’s not only alcoholics and drug addicts who can cause problems: • Miners may come to work with blood alcohol levels from earlier drinking • Miners may come to work under the influence of prescription drugs

5. “Keeping America’s Mines Drug and Alcohol Free” Campaign • Educates the mining community about the dangers of drug and alcohol use and abuse in the nation’s mines • Draws upon resources from DOL’s ongoing Working Partners program • Includes alcohol as well as illicit drugs • Encourages collaborative, community-based strategies for addressing issue • Promotes five-step approach that includes support for workers with alcohol and drug problems

6. What it Means to be a Drug-Free Workplace A work environment where: • All employees understand that illicit use of drugs and abuse of alcohol while working is not acceptable; and • Policies and programs discourage alcohol or other drug abuse and facilitate treatment and recovery

7. Five-Step Approach to a Drug-Free Workplace • Policy and procedures • Employee awareness and education • Supervisor training • Employee assistance program • Drug testing

8. Policy and Procedures • Serves as the foundation of a drug-free workplace • Must be shared and understood by all • Effective policies include: • Rationale • Prohibited behaviors • Consequences for violations • Consistency and fairness are key

9. Employee Awareness and Education • Clearly communicates policy • Informs about dangers of drug abuse • Identifies signs of drug abuse and effects on job performance • Describes when and how to approach family members and/or co-workers • Educates about availability of treatment or other help

10. Supervisor Training Should ensure that foreman know: • How to identify signs of substance abuse and its effects on job performance • Their role in enforcing the policy • Recognize, document, confront • Refer to available assistance or for drug testing • Follow up and monitor job performance • That they are not expected to diagnose or provide counseling

11. Employee Assistance Program (EAP) • Workplace-based services to help employees resolve personal problems that may affect job performance • Provides assessment, brief counseling, referral to help, and follow-up support • Confidential • Free to employees • Often available to family members • Consultation and training available for management and workers

12. Other Forms of Assistance for Miners • Community hotlines • Self-help groups (e.g., AA) • Community mental health centers • Private therapists or counselors • Addiction treatment centers

13. Drug Testing • Provides concrete evidence for intervention and/or disciplinary action • Policies must clearly indicate: • Who will be tested • When tests will be conducted • Which drugs will be tested for • How tests will be conducted • Consequences of positive tests

14. Considerations • A drug-free workplace means more than drug testing • No specific Federal law governs most private sector programs • Local and state laws may apply • Several states have laws and offer workers’ compensation discounts for DFWP programs • Subject of mandatory collective bargaining

15. Strategies for Small Mines • Form consortia to pool resources to purchase drug testing and EAP services • Start with only one or two steps • Use training resources available from DOL’s Working Partners program • Establish relationships with local anti-drug coalitions for prevention education • Reach out to local substance abuse treatment providers in order to provide appropriate referrals

16. Resources for Mine Operators • DOL’s Working Partners for an Alcohol- and Drug-Free Workplace – www.dol.gov/workingpartners • Online tools to assist in developing a policy and training and education • Information about state and local resources and state laws • Listing of helplines for employees • Employee Assistance Professionals Association (EAPA) – www.eapassn.org • Drug and Alcohol Testing Industry Association (DATIA) – www.datia.org

17. www.dol.gov/workingpartners

25. Benefits of a Drug-Free Workplace • Higher quality applicants • Improved community image • Fewer accidents and injuries • Better overall job performance • Improved employee morale • Reduced medical and insurance costs • Reduced liability