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Drug Free Workplace: How to Eliminate Employee Drug Abuse. Sponsored by: Arkansas Workers Compensation Commission UALR Arkansas Small Business Development Center. DFWP Objectives. Start a drug Free workplace Certify your drug free workplace Increase productivity Improve health.

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drug free workplace how to eliminate employee drug abuse

Drug Free Workplace: How to Eliminate Employee Drug Abuse

Sponsored by:

Arkansas Workers Compensation Commission

UALR Arkansas Small Business Development Center

dfwp objectives
DFWP Objectives
  • Start a drug Free workplace
  • Certify your drug free workplace
  • Increase productivity
  • Improve health
why a drug free workplace
Why a Drug Free Workplace?

Decrease

  • Absenteeism
  • Accidents
  • Downtime
  • Turnover
  • Theft
  • Premium Costs
5 standard components
5 Standard Components
  • Written policy
  • Supervisor training
  • Employee education
  • Employee assistance
  • Drug testing.
federal drug free workplace act
Federal Drug Free Workplace Act
  • Federal grant
  • Federal contract valued over $25K
  • Subcontracts
  • Federal agency regulations
federal drug free workplace act1
REQUIRED:

Written policy

Awareness program

Employee consent

Discloseconvictions

NOT REQUIRED:

Employee assistance program (EAP)

Drug testing

Federal Drug Free Workplace Act
arkansas rule 36
Arkansas Rule 36

Purpose

To promote voluntary drug-free workplaces

Requirements

  • Notice
  • Education
  • Drug & Alcohol Testing
needs assessment survey
Tangible Costs

Absenteeism

Tardiness

Insurance Claims

Theft

Accidents

Turnover

Intangible Costs

Morale

Needs Assessment Survey
types of dfwp programs
Basic

Written substance abuse policy

Supervisor training

Employee Education

Basic + EAP

Written substance abuse policy

Supervisor training

Employee education

Employee Assistance

Types of DFWP Programs
types of dfwp programs1
Basic + Drug Testing

Written substance abuse policy

Supervisor training

Employee education

Drug testing

Certified DFWP

Written substance abuse policy

Supervisor training

Employee education

Drug/alcohol testing

Employee Assistance

Types of DFWP Programs
notifying employees applicants
Notifying Employees & Applicants
  • Written Policy
  • 60 days elapse before effective date
  • Vacancy ads include notice
  • Post testing policy
  • Make policy available for inspection
notice requirements
Notice Requirements
  • Conditions of employment
  • Extent of testing
  • Consequences
  • Explain protections
approval process
Approval Process
  • Employer submits application annually
  • Commission notifies of acceptance or deficiencies
  • Employer provide acceptance form to insurer
  • Insurer may review Commission’s findings
  • Insurer reports employers qualifying annually to Commission
appeal process
Appeal Process
  • Employer or insurer files written request
    • includes grounds for review
    • within 15 days of decision
  • Commission records all submissions
  • Commission decides within 15 days of request
let s take a break
10 minutes

Stand up and stretch…

Get a drink of water…

Swap business cards…

Let’s Take a Break !
required testing
Required Testing
  • Job Applicant
  • Reasonable Suspicion
  • Routine Fitness-for-Duty
  • Follow-Up
  • Post-Accident
job applicant testing
Job Applicant Testing
  • Must require for certification
  • May refuse to hire
  • May conduct limited testing
  • May test for alcohol or any drug.
reasonable suspicion testing
Reasonable Suspicion Testing
  • Sample within 8 hours for alcohol
  • Sample within 32 hours for drugs
  • Document observations within 24 hours or before results are released
  • Provide written documentation on request
  • Retain documentation 1 year
testing procedures
Testing Procedures
  • Use approved Drug Testing Form
  • Use single specimen bottle (securely wrapped)
  • Use tamperproof sealing system
  • Identify only with a unique number
  • Use sealable shipping container
  • Use trained collection site person
initial laboratories
Initial Laboratories

Initial Specimens

  • Licensed/approved by ADH
  • Certified by USDHHS
  • Certified by College of American Pathologists

and

  • Use US DOT procedures
confirmation laboratories
Confirmation Laboratories
  • Certified by initial specimen authority

and

  • Certified by Substance Abuse and Mental Health Services Administration

or

  • Certified by College of American Pathologists
employee protection
Employee Protection
  • Procedures to confidentially report use
  • Contest/explain results within 5 days
  • Reasonable opportunity to consult
  • Not discharged upon voluntary treatment
  • May contest test results
employer protection
Employer Protection
  • Confirmed tests NOT disability
  • Discharges are “for cause”
  • May establish reasonable rules
  • Not prohibited from other tests
substance abuse education certification requirements
Substance Abuse EducationCertification Requirements

Provide education materials which explain employer policies and procedures

  • Distribute to each employee prior to start
  • Distribute to each employee hired/ transferred
  • Provide written notice to employee organizations
substance abuse education required contents
Substance Abuse EducationRequired Contents
  • Identity of designated person for questions
  • Period of work-day compliance
  • Employee conduct prohibitied
  • Circumstances for testing
  • Detailed testing procedures
substance abuse education required contents1
Substance Abuse EducationRequired Contents
  • Requirement for employees to submit
  • Explain refusal to submit and consequences
  • Consequences for violations
  • Substance abuse prevention information
substance abuse education certificate of receipt
Substance Abuse EducationCertificate of Receipt
  • Employee required to sign receipt
  • Employer maintain original of materials
  • May provide copy to employee
training supervisors
Training Supervisors

Know program and policy

Explain program to employees

Know where to refer employees

Understand supervision as a tool

NOT expected to provide counseling

  • No attempt to diagnose
  • Refer for professional evaluation
types of eaps
Types of EAPs
  • Internal / In-house
  • Fixed-fee Contract
  • Fee-for-Service Contracts
  • Consortia
  • Peer-based Programs
benefits of eaps
Benefits of EAPs

Assist with:

  • Policy development
  • Employee Education
  • Supervisor training

Treatment for employees

Assist in complying with DFWP laws

locating an eap
Locating an EAP
  • Join other employers in contracting an EAP
  • Call local hospitals
  • Contact local mental health professional
  • Ask insurance carrier
  • Talk with other employers
arkansas dfwp resources
Arkansas DFWP Resources

Arkansas Bureau of Alcohol and Drug Abuse Prevention

Arkansas Workers Compensation Commission

national dfwp resources
National DFWP Resources

American Council for Drug Education

Drugs Don’t Work Partnership

Employee Assistance Professionals Association

National Clearinghouse for Alcohol and Drug Information

Partnership for a Drug-Free America