Drug & Alcohol Awareness

1. Drug & Alcohol Awareness Bureau of Workers’ Comp PA Training for Health & Safety (PATHS) Transit Operator Training PPT-039-02 1

2. General Information • This presentation will assist you with meeting initial training and program requirements for a drug-free workplace. • This is notan all-inclusive training program. • It should be noted that the U.S. Department of Transportation’s (DOT) Office of Drug and Alcohol Policy and Compliance: - advises the Secretary on national and international drug testing and control issues and - is the principal advisor to the Secretary on rules related to the drug and alcohol testing of safety- sensitive transportation employees in: aviation trucking railroads mass transit pipelines other transportation industries PPT-039-02 2

3. More Information on DOT • The U.S. DOT Office of Drug and Alcohol Policy and Compliance also publishes regulations and provides official interpretations regarding: • Drug and alcohol testing, including how to conduct tests; and • Evaluation and treatment procedures necessary for returning employees to duty after testing violations. • For more specific information for your industry go to www.dot.gov/odapc PPT-039-02 3

4. More on Transportation • If your company requires an employee to have a Commercial Drivers License, including these types of companies (partial list): • Own or lease a commercial vehicle • Federal, state and local governments • For hire & private motor carriers • Civic organizations (American Legion, DAV, Scouts) • Churches • Then you must comply with urine drug testing & alcohol testing requirements for: • - DOT • - FMCSA PPT-039-02 4

5. Supervisor Training Outline • Objectives & Overview of Training Program • Drug Program & Workplace Policy • Supervisors’ Responsibilities • Performance vs. Crisis Situations • Recognizing Problems (Signs & Symptoms) PPT-039-02 5

6. Supervisor Training Outline • Intervention and Referral • Protecting Confidentiality • Continued Supervision • Enabling & Supervisor Traps 10. Do’s and Don’ts for Supervisors PPT-039-02 6

7. Objectives of Training • Supervisors will be able to: • Identify the different components of the Drug- Free Workplace Policy • Identify their role in implementing the Drug- Free Workplace Policy • Utilize available resources to develop a Drug- Free Workplace Policy for their workplace PPT-039-02 7

8. Learning Objectives • Supervisors will be able to: • Identify and investigate potential crisis situations • Recognize workplace problems that may be related to alcohol and other drugs • Intervene in problem situations • Refer employees who have problems with alcohol and other drugs for assistance • Protect employee confidentiality • Continue to supervise employees who have been referred for assistance • Avoid enabling and supervisor traps PPT-039-02 8

9. The Unseen Reality Think PA’s workplaces are drug free? Think again. • 75% of drug users are employed • Almost one in ten employees has a substance abuse problem • 24% of workers admit to drinking during the workday at least once in the past year • 15% of U.S. workers report using alcohol or being impaired on the job in the past year PPT-039-01 PPT-039-02 9 12

10. The Cost of Substance Abuse • Increased Health Care Costs • Increased Workers’ Compensation Premiums • Increased Workplace Violence PPT-039-02 10 13

11. Substance Abuse • Individuals who abuse drugs or alcohol are three and a half times more likely to be involved in a workplace accident compared to individuals who do not abuse drugs or alcohol • 47% of industrial injuries are directly related to alcohol abuse or alcoholism PPT-039-02 11 14

12. The Facts – Drug & Alcohol Abuse • Workers have higher rates of turnover & absenteeism • More likely to have worked for 3 employers in the previous year • More likely to skip 2 days of work in a month • Also more likely missed 2 or more days due to injury or illness PPT-039-02 12

13. Drug-Free Workplace Policy Accomplishes two major things: 1. Sends a clear message that use of alcohol and drugs in the workplace is prohibited 2. Encourages employees who have problems with alcohol and other drugs to voluntarily seek help PPT-039-0 PPT-039-02 13 8

14. Drug Program & Workplace Policy Drug & Alcohol Policy/Program PPT-039-02 14

15. Drug-Free Workplace Policy • Policy exists to: • Protect the health & safety of all employees, customers and the public • - Safeguard employer assets from theft and • destruction • - Protect trade secrets • - Maintain product quality, company integrity and reputation • - Comply with the Drug-Free Workplace Act of 1988 and/or any other applicable laws PPT-039-02 15

16. Drug-Free Workplace Policy • Policy should answer these questions: • What is the purpose of the policy and program? • Who is covered by the policy? • When does the policy apply? • What behavior is prohibited? • Are employees required to notify supervisors of drug-related convictions? • Does the policy include searches? • Does the program include drug testing? PPT-039-02 16

17. Drug-Free Workplace Policy • What are the consequences for violating the policy? • Are there Return-to-Work Agreements? • What type of assistance is available to employees? • How is employee confidentiality protected? • Who is responsible for enforcing the policy? • How is the policy communicated to employees? PPT-039-02 17

18. Drug Program • Comprehensive drug free workforce approach • should include these components: • - Policy • - Supervisor training • - Employee education • - Employee assistance • - Drug testing Your Company Drug & Alcohol Program PPT-039-02 18

19. The Co-workers • Performance and attitudes negatively affected • Reported being put in danger • Have been injured • Worked harder • Must re-do work • Cover for a co-worker PPT-039-02 19

20. Establishing a Policy/Program • Here are several resources (links) to assist you with establishing a specific program for your company • Pennsylvania • AFL-CIO Appalachian Council • CSAP RADAR Network State Center (Pennsylvania) • Drug Free Pennsylvania, Inc. • Pennsylvania National Guard Counterdrug Program • Commonwealth of Pennsylvania • DOL Policy Writing Assistant • www.dol.gov/elaws/drugfree.htm PPT-039-02 20

21. Assistance • Employee Assistance Programs (EAP) • Employee provided healthcare insurance • Various Federal, State and Local programs EAP PPT-039-02 21

22. Reasons for Not Implementing ESAAPs • Substance abuse is not a problem • Insufficient time to develop and maintain a policy • The policy would be too costly • Too much uncertainty about liability • Lack of information REALITY = PPT-039-02 22

23. Incentive to Implement ESAAPs • Only 1 out of every 5 Pennsylvania employers plans to address substance abuse in the workplace • The number increases to 2 out of every 3 when workers’ compensation premium discounts were mentioned * *While PA presently has no provisions for granting financial consideration for implementing an ESAAP, this may be legislatively addressed in the future PPT-039-02 23

24. ESAAP is an Effective Solution • Southern Pacific Railroad reports that accidents dropped by 71% after they implemented an ESAAP • One electric supply company documents a 39% decrease in absenteeism after implementation of an ESAAP PPT-039-02 24

25. Supervisors’ Responsibilities PPT-039-02 25

26. Supervisors’ Responsibilities • Responsible to: • Maintain a safe, secure and productive work environment for everyone • Evaluate and discuss performance w/employees • Treat all employees fairly • Act in a manner that does not demean or label people PPT-039-02 26

27. NOT your Responsibility to • Diagnose drug and alcohol problems • Have all the answers • Provide counseling or therapy • Be a police officer PPT-039-02 27

28. Legally Sensitive Areas • Safeguard employees’ confidentiality • Ensure the policy is clearly communicated • Establish procedures to investigate alleged violations • Provide due process and ample opportunity for response to allegations • If testing is included, ensure quality control and confirmation of positive tests • Conform to union contracts, if applicable PPT-039-02 28

29. Performance vs. Crisis Situations The “A” Team! PPT-039-02 29

30. Performance & Potential Crisis Situations • Distinguishing between a crisis situation and a performance problem • Crisis situations are less common than performance problems and can consist of: • Dangerous behavior • Threatening behavior • Obvious impairment • Possession of alcohol and other drugs • - Illegal activity PPT-039-02 30

31. Questions to Consider • What exactly did you see? • Does there appear to be illegal activity, policy violations or unusual behavior taking place? • Is a group of people involved or just a single employee? • Are you the direct supervisor to anyone involved in the incident? • Are reliable witnesses available? • Is any physical danger involved in taking action or not taking action? PPT-039-02 31

32. Questions to Consider • Is the situation serious enough to require calling security or law enforcement? • Is there a specific policy that applies? • Does the situation require expert consultation from Human Resources, the Employee Assistance Program (EAP), if applicable, or security? • Is this a situation that calls for reasonable- suspicion testing? • Have you documented what you have seen and what you have done in response? PPT-039-02 32

33. Steps to Consider • When you meet with the employee: • Hold the meeting in a private area • Have a second individual in attendance • Inquire about the behavior, rumor or report • Inform the employee of your concerns • Get his or her explanation of what is happening • If you feel there is a problem, notify your superior • Document what occurred, what was said and done, etc. PPT-039-02 33

34. Actions to Take If evidence or suspicion of recent use, based upon the employee’s response and your company’s drug-free workplace policy: • Refer the employee to the EAP (if applicable) • Place the employee on suspension until a formal investigation takes place • Arrange for the employee to be escorted home • Escort the employee to a collection site for the drug test, if applicable PPT-039-02 34

35. Signs & Symptoms PPT-039-02 35

36. Addiction The irresistible compulsion to use alcohol and other drugs despite adverse consequences It is characterized by repeated failures to control use, increased tolerance & increased disruption in the family PPT-039-02 36

37. Signs of Addition Examples of common performance problems that may be indicators include: • Poor attendance - Tardiness - Unexplained absences - Long lunches • Co-worker or customer complaints • Mistakes • Missed deadlines PPT-039-02 37

38. General Signs • Abrupt changes in attendance, quality of work and production • Unusual outbreaks of temper • Changes in mood • Acting paranoid or confused • Not taking responsibility for actions • Changes in attitude • Withdrawing from family and friends PPT-039-02 38

39. General Signs • Drastic change in physical appearance • Changes in grooming habits • Associating with known drug users • Has more money than usual • Acting secretive with both actions and possessions PPT-039-02 39

40. Pupil Reference • Fixed and not reactive to changes in light may indicate other problems beside a potential drug issue • Take note and document PPT-039-02 40

41. Medical Conditions • Be aware: some of the same symptoms may be caused by medical conditions and this must also be taken into consideration • This may also require a medical response PPT-039-02 41

42. Medical Conditions • Nausea • Nervous/jittery • Cold, clammy, sweating • Rapid heartbeat • Mood changes • Anxiety • Irritability • Confusion These are all symptoms of hypoglycemia, from mild to severe reactions. They can appear very similar to the signs of drug and alcohol abuse. Being aware that they also exist may avoid a medical emergency, so supervisors’ response may still be necessary. PPT-039-02 42

43. Medical Conditions • Weakness • Poor coordination • Difficulty walking • Lethargy • Loss of consciousness • Hypothermia • Irreversible brain damage, heart problems These are all symptoms of hypoglycemia, from mild to severe reactions. They can appear very similar to the signs of drug and alcohol abuse. Being aware that they also exist may avoid a medical emergency, so supervisors’ response may still be necessary. PPT-039-02 43

44. Alcohol & Drugs The Basics PPT-039-02 44

45. Substance Abuse When someone abuses or has an addiction to alcohol or other drugs it affects themselves as well as other people around them: • Emotionally • Behaviorally • Physically PPT-039-02 45

46. Alcohol • Odor (breath or on person) • Intoxication/drunk • Glazed look • Lack of focus • Uncharacteristically passive or combative • Argumentative • Deterioration of personal hygiene PPT-039-02 46

47. Alcohol • Dysfunctional • Absenteeism (Mondays) • Blackouts • Loss of memory • Fixated on drinking (both social & professional) • Trouble with relationships • Difficulty walking PPT-039-02 47

48. Cannabis (Marijuana) • Other: Hashish, Hashish oils • Active ingredient: Tetrahydrocannabinol (THC) • Not physically addictive, moderately addictive psychologically PPT-039-02 48

49. Cannabis Effects • Euphoria • Impaired memory • Concentration • Knowledge retention • Loss of coordination • Loss of motivation • Animated behavior • Other similar conditions that impair work and personal relationships PPT-039-02 49

50. Cannabis – What the Supervisor May See • Work level decrease • Increase of incidents • Loss of concentration • Repeating instructions • Breakage • Out of character behavior PPT-039-02 50