Creating a Drug-Free Workplace: When the Issue is Safety. Creating a Drug-Free Workplace: When Service Is Your Business

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1 The National Clearinghouse for Alcohol and Drug Information A service of SAMHSA ( Department of Health and Human Services Public Health Service Substance Abuse and Mental Health Services Administration Center for Substance Abuse Prevention How to Use This Kit The Drug Free Workplace: A Guide for Supervisors and Managers Employee Fact Sheets #1 Why Have Drug-Free Workplace? #2 You Can Contribute to a Drug-Free Workplace #3 Is Someone You Care About in Trouble? #4 Why All the Fuss About Drugs #5 Drug Testing: What Does it Mean to You? #6 What Parents Need to Know #7 Alcohol, Tobacco, and Other Drugs - Making Prevention Work Employer Fact Sheets Employer Tip Shee #1 Why Should You Care About Having a Drug-Free Workplace? #2 The Components of a Drug-Free Workplace Program #3 Hallmarks of Successful Drug-Free Workplace Programs #4 Drug-Free Workplace Programs: Are they Worth the Time?

2 #5 Creating a Drug-Free Workplace Policy #6 Employee Education #7 Supervisor Training #8 Employee Assistance Programs #9 Drug Testing #10 Outside Help and Consultants #11 Avoiding Problems With Alcohol, Tobacco, and Other Drugs #12 Evaluating Your Program Creating a Drug-Free Workplace: When the Issue is Safety Creating a Drug-Free Workplace: When Service Is Your Business

3 How to Use This Kit Alcohol and other drug abuse is one of the most serious health problems affecting employers today. The costs are staggering -- more than $100 billion a year in accidents, lost productivity, and related problems. For smaller businesses in particular, one serious accident or one troubled employee can create major problems. The cost of one employee s alcohol or other drug abuse can be devastating. In worksites across the country, employers are looking for practical ways to address alcohol and other drug abuse. Employers also are concerned about meeting the health needs of their employees and controlling the costs of health care and Workers Compensation. Most importantly, employers are asking for clear, simple steps for planning effective drug-free workplace programs. The Purpose of the Kit This kit offers guidance, specific strategies, and easy-to-follow steps for creating a drug-free workplace program or for enhancing an existing one. It was designed for owners and managers in businesses of all sizes, but especially smaller businesses. Often, these organizations do not have the resources to support employee health programs. The kit suggests low-cost approaches for a health program geared to alcohol and other drug abuse. This kit should be especially helpful for employers who don t have much time to develop a program. They will find what many employers said they need: immediate, practical answers and easy-to-use materials. Two kinds of experts contributed to the development of this kit: Specialists in drug-free workplace policy development, employee assistance programs (EAPs), and alcohol and other drug abuse prevention. Business owners and managers -- the people who are on the front line every day and who have dealt with the problems that come with employee alcohol or other drug abuse. The advice and issues addressed in this kit came from employers who already have successful drugfree workplace programs, as well as from employers who would like to start one. Line staff and supervisors also contributed to the development of the kit. Using the Materials The following are simple steps for using this kit successfully: 1. Read all of the information in the kit before deciding about the type of program that is right for your organization. 2. Share the materials with others in your organization who can help with starting the program. Consider including senior managers, department heads, and employee and union representatives. 3. Make copies of the materials you plan to distribute. For example, all senior managers may need copies of the Supervisor s Materials, and all employees may benefit from having copies of the Employee Materials. 4. Think about other help and resources that might be useful. For example, space is provided on each of the Employee Fact Sheets to add local resources such as phone numbers of alcohol and other drug treatment programs or counseling services. 5. Display the enclosed posters and decal in your organization, or give them to a designated manager or supervisor to post. Space is provided on each poster to include the phone number for your employee assistance program, if you have one, or of someone in your company who is designated to assist with health problems. Any or all of the materials in this kit can be photocopied and distributed to employees or adapted to meet the specific needs of your organization.

4 While the kit contains information for creating a comprehensive program, you may decide that it is better to develop your program in phases over time rather than trying to accomplish too much at once. The important step is to make the decision to begin. You can make a difference. What you do today can make your organization healthier, safer, and more productive in the future. This kit was prepared under Contract Number by Cygnus Corporation. Graphics by CSR, Incorporated. Employer Materials The Employer Materials provide an overview of the components of an effective program -- from the rationale to the nuts and bolts of implementation. This information can help you decide what steps to take, the kinds of people to involve, and how to begin. It is important to keep in mind that there is no one right way to organize a drug-free workplace program. What s right is what works for you and your organization. Employee Materials Employee education makes a program successful. The Employee Materials include a series of fact sheets that can be distributed, over time, as part of a continuing employee education effort. The fact sheets highlight the importance of a drug-free workplace, the effects of alcohol and other drugs on both job performance and family, and the health consequences of alcohol and other drug abuse. Employers can use the fact sheets as paycheck stuffers, memos, home mailings, or as part of scheduled training sessions. It is important to review these materials carefully before deciding how to use them. Supervisor Materials Supervisors have day-to-day responsibility for monitoring employee performance. They can be an early warning system for spotting performance problems that could be due to alcohol and other drug use. Supervisors or managers can implement the organization s drug-free workplace policy and make sure troubled employees find the help they need. The Supervisor Materials in this kit answer basic questions about drug-free workplace programs. They clarify the supervisor s role and responsibilities and offer suggestions for dealing with difficult situations. Supervisors will find a commonsense approach to good management. In some organizations the employer and the supervisor are one and the same. The Supervisor Materials are designed to assist people in both roles.

5 Department of Health and Human Services Public Health Service Substance Abuse and Mental Health Services Administration Center for Substance Abuse Prevention ( Introduction This guide will provide you with the information you need to improve the productivity of your staff and protect their health and safety by tackling problems that may arise from alcohol and other drug abuse at your worksite. This guide is designed to make your job easier. It can be scary and tough to think about addressing alcohol and other drug use among the people you work with. But you don t need to be scared, and you don t have to be tough. Addressing alcohol and other drug abuse in the workplace is first and foremost a conduct and performance issue -- an employee who uses or abuses alcohol or other drugs on the job may at some point be an employee whose performance goes downhill. You will see it -- and this guide tells you how to deal with what you see. To ensure that you have the best possible advice, the development of this guide involved discussions with supervisors, foremen, stewards, and managers across the country. You will find, as a result, a clear description of your role in a drug-free workplace program and the steps you can take to make sure the program is successful. In short, it is a guide to help you be the best manager or supervisor possible when handling job performance problems. Your Responsibilities As a supervisor, you have three main responsibilities within a drug-free workplace program: 1. Know Your Organization s Policy Review your organization s written drug-free workplace policy. If you don t have a copy, ask your employer for one. Become familiar with what the policy permits and prohibits and the penalties for violating the policy. 2. Be Prepared to Explain the Policy to Employees As a supervisor you may be asked to explain the drug-free workplace policy to other employees. Be prepared to answer questions. Most of your employees will welcome a drug-free workplace program, but they will all have questions in the beginning. Below are examples of questions that you may be asked:

6 What drugs are not allowed? Is alcohol allowed? What actions/behaviors are not allowed? (sale, use, etc.) What happens if someone violates the policy? Are we going to be drug tested? How accurate are drug tests? What happens if I refuse to take a drug test? What happens if someone tests positive? Is counseling or treatment available? Will insurance pay? How is my union involved? It is best to be ready with answers. If your organization s policy does not address these and other possible questions, ask your employer for the answers. If all questions can be answered, it will help employees to accept and respect the program. 3. Know Your Role You are in a unique position to play a major part in a successful drug-free workplace program. You will need to know how to identify and address employee job performance problems. Always keep in mind that while some problems may be related to alcohol and other drugs, others are not. As a supervisor, your role is to observe and help improve employee job performance, to document work problems and successes, and to effectively implement your organization s policies and programs. You are not expected to diagnose alcohol or other drug abuse or to provide treatment or counseling services to employees with job performance problems. Rather, your role is to conduct evaluations of job performance problems. Some organizations will have a formal employee assistance program (EAP). This means that there is a counselor available who is trained to assess the cause of employee job performance problems and offer assistance. If your organization has an EAP, find out how to refer employees with job performance problems to that service. Talk to your employer to make sure you understand what is expected of you -- when it is appropriate to refer an employee to the EAP and the procedures to use. Knowing your role in the organization s drug-free workplace program will help you work well as part of the team. How to be Part of a Successful Drug-Free Workplace Program The following action steps can help you identify and handle employee job performance problems. Be Attentive The sooner a problem is identified, the sooner it can be corrected, especially when dealing with alcohol and other drug abuse. It is important to remain alert to any and all job performance problems such as: rising accident rates increased absenteeism or tardiness decreased productivity deteriorating coworker relationships. Although these problems can arise for many reasons, including a variety of personal problems, they may also be signs of alcohol or other drug abuse. Don t make assumptions about the reason for a problem: your job is to be aware of problems on the job -- and to make sure that tasks are completed, deadlines are met, and things are running as smoothly as possible. Staying aware of what is happening in your work environment is the first step to doing an excellent job.

7 Observe Suppose you see changes in an employee s work patterns or performance... watch more closely. For example, you know an employee is making a habit of arriving late, calling in sick a lot, or having mood swings. Has there also been a drop in productivity or an increase in accidents? Remember, it is not your job to figure out the cause of the problem. Your job is to observe employee behavior and determine the effects of those behaviors on job performance. Changes in behavior may be related to alcohol or other drug abuse; they also may be the result of something else, such as a medical problem like diabetes or high blood pressure. Slurred speech or dizzy spells can be a sign of someone who is high, in need of insulin, or has had a stroke. It is important to call for help if you believe a situation may result in harm to yourself or others. Keep emergency numbers on hand, such as building security and your medical department or EAP. Document Job performance problems and other work-related conduct need to be documented. This means a written record should be kept that explains what you see. It should include the names of persons involved, the time, the date, what occurred, names of witnesses, and what actions were taken. Documentation should focus on job performance and should not include your opinions. The box to the right shows how you might use a standard form to document problems with work conduct. A similar form should be used to track job performance and attendance over time. Consistent and objective documentation of performance and conduct is critical when doing employee evaluations. Address Job Performance Problems Once you have documented the job performance problem, you should meet with the employee to discuss what you have seen. Make an appointment at a time and place when you think you will be relaxed and able to discuss the problem without distractions. When job performance problems occur, it is especially important to treat the employee with respect. Your job is to address the performance problem and encourage improvement, not to judge the employee. Be relaxed and maintain a nonjudgmental attitude; this will help keep the lines of communication open, solve the problem, and maintain good management-employee relations. Many supervisors report that starting a conversation with an employee about a performance problem is often the most difficult step. You may feel unsure about what to say or how to say it. Or you may find yourself wanting to avoid the discussion altogether. The information that follows will help you take the first step.

8 How to Begin and End a Conversation Supervisor: Sarah, I want to talk with you about my observations regarding your work. You have been a good employee in the past, but lately I ve noticed changes in your work performance. I want to make you aware of my concerns and hear from you as well, because it is important that you correct the problems as soon as possible. Employee: Well, I ve just been tired lately... I know I ve been late a couple of times. Supervisor: (Refer to specific documentation of Sarah s job performance in the past month). Actually, you have been late 10 times in the last month, your productivity is down 25 percent, and you have called in sick 3 times in the past 3 weeks, always on a Monday or Friday. Has anything about your job changed that could explain these problems? Employee: What do you mean? Supervisor: For instance, are you having trouble with a specific job-related task or routine or with a coworker relationship that would cause you to be late or cause your productivity to be down? Employee: I don t think so. I mean there are certain people I don t really get along with, but that s not what makes me late. I ve been having problems at home. I guess it has been affecting work more than I thought. I get the message. I ll try to do better. Supervisor: Sarah, it is important that your work performance improve. I will give you 2 weeks to correct the behaviors I mentioned before taking further disciplinary action. In the meantime I will remind you that the employee assistance program is available to you if you need help with personal problems that are affecting your job performance. When we meet again 2 weeks from Thursday, we will review your job performance again. Between now and our next meeting I expect you to be present at work and on time every day. If your attendance and tardiness do not improve, we will discuss further disciplinary actions. Note for Supervisor: (Further disciplinary action may include referring the employee to the EAP again, or to some other source of help in the community. Again, it is important that you follow the guidelines established by your employer as to how you should handle referrals.) It also is essential that you prepare a written summary of this meeting that includes the followup plan you made with the employee, then conduct the followup as scheduled. What to do if the Conversation Goes Off Track Employees often become defensive when their supervisor draws attention to a job performance problem. The employee may cry, show anger, or make excuses to take the focus off the real issue -- job performance. When an employee becomes defensive, it is especially helpful to stay focused on job performance and conduct. While it is important to be understanding, it is not your job to counsel the employee about his or her personal problems. The goal of your meeting is to discuss and find solutions to the job performance problem.

9 Barriers and How to Handle Them Confronting an employee about a job performance or conduct problem is not easy. No one can tell you how an employee will respond. Sometimes an employee may become upset with you, hoping this will make you back down from the confrontation. Being aware of potential barriers is the best way to decrease the chance of a negative reaction. The information below provides guidance for how to respond to some of the most common barriers. Barriers That Arise When Addressing Employee Problems Denial The employee denies that problems exist and insists that the supervisor or someone else in the company is out to get him or her. How To Respond: Stay calm. Have at hand documentation of the employee s job performance and/or conduct and keep the conversation focused on performance issues. Threats The employee threatens you or the organization. "If you push me, I ll go to an attorney... make a scene in the plant... quit here and now...." How To Respond: Remind the employee that he or she may do whatever he or she chooses; however, as a supervisor your responsibility is to uphold the organization s policy and find a solution that will help both the organization and the employee. If you think you are losing your objectivity or need help to resolve a conflict with a defensive employee, seek the help of another supervisor or manager. Rationalization The employee tries to avoid the issue by making excuses. "If this job wasn t so stressful, I wouldn t be making so many mistakes and wouldn t be late so often." How To Respond: Stay focused on work performance. Avoid being distracted by excuses; let the employee know that help is available. 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. (In a shouting voice with arms raised) "How dare you accuse me of being late to work and not getting my deliveries made on time!" How To Respond: 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. Be Consistent Regardless of your personal relationship with an employee, it is important to treat each person the same when addressing job performance and/or conduct problems. This is not always easy to do. By following your organization s procedures, you avoid playing favorites. This protects you from being accused of discrimination and can help your relationship with the people you supervise.

10 Maintain Confidentiality All discussions of an employee s job problems should be held in private. No one else should be able to hear the conversation. If employees choose to tell coworkers about their private concerns (e.g., results of a drug test), that is their decision. However, when an employee tells you something in confidence, you are obligated to keep it between the two of you. Be "up front" with the employee at the beginning of the meeting. If your employer requires that you report what will be said, it is important that you inform the employee before you begin the meeting. Although not a common problem, you could be sued if you disclose what is said in the meeting without the permission of the employee. Respecting employee confidentiality is critical to developing a trusting relationship with the people you supervise. Followup Taking followup action is a key part of your role in your organization s drug-free workplace program. Followup means that you continue to observe and document the employee s job performance and conduct. Followup ensures that the employee keeps to the agreement and that improvements are made. Before your followup meeting(s) with the employee, review the employee s progress and decide what steps to take from there. If the employee s job performance and/or conduct has improved, no further disciplinary action needs to be taken. However, you should continue to monitor his or her progress until you are sure the performance problem is resolved completely. If job performance or conduct has not improved as agreed, or if the employee refuses to acknowledge or correct his or her behavior, document these events and tell the employee the actions that you will take next. Inform the employee that help is available. Use the resources listed at the end of this guide and on the Employee Fact Sheets for referrals and/or refer the employee to the EAP. You may not know if an employee is in treatment for an alcohol or other drug problem. However, if an employee tells you that he or she is seeking help, support the recovery process but do not "enable." Read Employee Fact Sheets #2, #3, and #4 that came with this guide to learn about addiction, enabling, and recovery. Note: Being in treatment is not an excuse for poor job performance. Your responsibility is to make sure employees do a good job. Protect yourself and the employee s rights by consistently following your organization s disciplinary procedures if an employee s job performance or conduct does not improve. Other Issues Reintegrating an Employee After Treatment Returning to work after or during treatment for alcohol and other drug abuse can be stressful. You can help lessen this stress by assuring the employee that you will maintain confidentiality and by carrying on with business as usual. Employees who return from inpatient treatment or who are enrolled in any type of outpatient treatment program need to know that they will be held accountable for their job performance and conduct. Clear guidelines should be established regarding how the employee s progress will be monitored. For instance, the employee needs to be informed about periodic followup reviews, drug testing (if applicable), and in general, how your organization will handle his or her return to work (if the employee was away at an in-patient program). You may or may not know if an employee is attending an outpatient treatment program. Most employees are able to maintain a regular work schedule while receiving treatment during nonwork hours. However, sometimes employees will need time off from work to pull themselves together physically, even if they are not hospitalized. If an employee attends an inpatient treatment program,

11 an intensive day treatment program, or any other type of counseling that will interfere with his or her regular work hours, you may need to know more about the situation, such as when and for how long the employee will be away from work. In 1992 the Americans With Disabilities Act (ADA) became law. There are certain provisions == "reasonable accommodations" -- with which employers must comply when an employee is in treatment for alcohol or other drug addiction. The ADA defines "reasonable accommodation" to mean, at least, a flexible work schedule so employees can attend treatment-related meetings (e.g., aftercare, support groups, counseling sessions). For more information about the ADA, call EEOC. It is important that you understand what the employee needs as well as what your employer expects of you in this situation. You will want to be able to support the employee as he or she resolves any performance problems, but you must also ensure that your employer s expectations are met and that you follow your organization s policy. Back-to-Work Conferences If the supervisor has been informed about an employee s inpatient or intensive day treatment process, a back-to-work conference is often scheduled at the time an employee is discharged from treatment. This meeting usually includes the employee, his or her counselor, and the supervisor or another company representative. Sometimes a union representative will want to be included in the meeting, if applicable. The purpose of a back-to-work conference is to ensure that the employee knows the employer s expectations once the employee returns to work. These expectations are often explained in a written contract that the employee signs. The recommendations of the treatment center staff are usually incorporated into the contract to ensure that the employee continues to stay free of alcohol or other drugs. Union Agreements If you are subject to a collectively bargained agreement, you will need to comply with that agreement. If you are unsure of the terms as they relate to your drug-free workplace program and/or your role, ask your employer or business agent to explain this to you, or obtain a copy of the agreement. Your Beliefs About Alcohol and Other Drug Abuse Despite the fact that the American Medical Association defined alcoholism as a treatable disease in the early 1950s, many people still believe that people with alcohol and other drug problems drink out of brown paper bags, live on the streets, and/or cannot hold a job. These beliefs are myths. Most alcohol and other drug abusers have nice homes, steady jobs, and do not drink out of brown bags. As a manager, it is important to be aware of your own beliefs about alcoholism and other drug problems so that they do not interfere with your job. As with any other managerial responsibility, personal beliefs and prejudices will need to be put aside. Employee Fact Sheets #1 through #4 are designed to provide information about alcohol and other drug abuse and addiction to help you be objective when dealing with an employee who has an admitted alcohol or other drug problem. Employees Who Report to Work Unfit For Duty If you are not sure how to manage an employee who reports to work unfit for duty, ask your supervisor for advice and follow your organization s policy. In general, it is advisable that you have two management staff members verify that the employee is not fit to do his or her job. Document the conduct problems as objectively as possible. If there is a human resources or safety person in your organization, he or she should be notified and consulted about the situation. If all of the management personnel involved decide that the employee is not fit to do his or her job, the

12 employee should be sent home via public transportation or with a family member, or be escorted home by another staff member. Do not let the employee drive home if he or she is not fit to perform the job. The manager should then decide, based on the organization s policy, the disciplinary actions that should be taken. Alcohol or Other Drug Abuse of a Boss or Supervisor Alcohol and other drug abuse and addiction are serious illnesses that affect people in all walks of life, in all types of jobs, and of all ages. The issue is especially touchy when it is your boss who is having a problem with alcohol or other drug abuse. Handling alcohol or other drug abuse of an employer or another supervisor requires careful thought, and your response will depend on your relationship with him or her. It is not advisable to confront the situation on your own. Seek the help of another manager or a professional who can advise you about your options, or ask for help from your company EAP. Some addictions professionals are trained to help family members and friends learn about intervention -- a structured form of offering assistance. An addiction treatment center in your community probably has a staff member who is trained to do intervention. Employee Fact Sheets #2, #3, and #4 contain information about addiction and recovery that may be helpful. What to do if You Find Illegal Drugs at Work Use caution. Review your organization s policy to see if guidelines have been established for how to handle these situations. Do not discard or transport the drugs yourself. Seek the help and guidance of another supervisor or manager. Contact your local police department. Following is a list that will help you find resources in your own community. Resources National Clearinghouse for Alcohol And Drug Information: Provides free or low-cost pamphlets, posters, and videos about alcohol and other drugs. The Center for Substance Abuse Prevention s (CSAP) Workplace Helpline: WORKPLACE Answers questions related to alcohol and drugs in the workplace and provides assistance to supervisors and managers regarding employee job performance problems that may be related to alcohol or other drug abuse. The Center for Substance Abuse Treatment s (CSAT) Drug Information, Treatment, and Referral Hotline: HELP AYUDA (Spanish) Provides confidential information and treatment resources in your area. Public Library Provides information about alcohol and other drugs. Local Health Department Usually offers information about alcohol and other drugs and may provide treatment (look in the Blue Pages of your telephone book). There are different types of treatment available (see Fact Sheet #2). Some health departments sponsor seminars and workshops.

13 Community Hospital/Drug Treatment Program/Community Mental Health Center Usually can answer questions or give written information. An addiction treatment program is usually the best place to call. Look up "alcohol" or "drugs" in the Yellow Pages of your telephone book to find a treatment center in your area. Trade or Professional Association Sometimes provides information on alcohol and other drug abuse prevention specific to your workplace. Many associations now provide drug-free workplace information to members. Self-Help Groups Provide help with problems of all kinds. The most well known is Alcoholics Anonymous. Narcotics Anonymous is for people with problems with other drugs. Other groups include Smokers Anonymous, Gamblers Anonymous, Debtors Anonymous, and Overeaters Anonymous. There are also groups for friends and family members of abusers. Examples of these groups include Al-Anon, Alateen, and Adult Children of Alcoholics (ACOAs). The telephone numbers for these groups can be found in the Yellow Pages of your telephone book. Read Employee Fact Sheets #2 and #3 to learn more about these groups. Do s and Don'ts For Supervisors DO: prepare what you are going to say ahead of time. Have a plan and stick to it. Say what you have to say directly and clearly. find a place to meet that is private. What is said in the meeting must be kept confidential. focus on job performance and conduct -- not on suspected alcohol or other drug abuse, mental illness, or any other potential reason for performance problems. present written documentation of the job performance and/or conduct problems (late reports, absences, lower productivity, accidents, trouble with coworkers). treat all employees the same. Don t let age, seniority, friendship, or sympathy affect your evaluation or allow you to make exceptions for some employees and not others. use a formal yet considerate attitude. If the interview becomes too casual, it will lessen the impact of your message. state your expectations for improved performance and/or conduct and what will happen if the expectations are not met within a specific period of time. Offer suggestions for improving performance and/or conduct. offer available resources (EAP, hotlines, etc.) to help employees get back on track if they say they are having personal problems. arrange for a second meeting to evaluate progress or to discuss disciplinary actions, if necessary. DON T: try to diagnose the cause of the employee s job performance or conduct problem. be distracted by tears, anger, or other outbursts. (Stay focused on job performance and conduct.) moralize or judge the employee. cover up for the employee or accept repeated unlikely excuses. back down. (Get a commitment for improved job performance and conduct.) threaten discipline unless you are willing and able to carry it out. argue with an employee. If the employee becomes resistant, reschedule the meeting instead.

14 Employee Fact Sheet #1 Why Have a Drug-Free Workplace? It s Important to Our Organization!... Having a drug-free workplace protects our health and safety.... Employees who are free of alcohol and other drugs have fewer accidents, make fewer mistakes, and are more productive. The Tragedy of Substance Abuse At Least Five Dead and 150 Hurt as Subway Derails On August 28, 1991, a New York subway operator crashed his train near a station in lower Manhattan. Five people were killed and 215 others were injured. The operator admitted that he had been drinking prior to the crash. After the crash his blood alcohol content was.21, over twice the legal limit in New York. People Who Drink and Drive... and Kill A young electrician had just returned from attending a marriage class with his fiancé. He stepped out of his truck and was struck and killed by a car speeding down the wrong side of the street. When police caught the driver, they discovered that he was drunk. The driver, a 27-year-old engineer, had a history of drunk driving and had been driving without a license since it was revoked in Two People Tell Their Story... "I never thought I d become addicted to drugs! My husband and I tried cocaine at a party 3 years ago. Within 2 months we were using $3,000 worth of crack a month. To get enough money to support our habit, we cooked crack at home and my husband sold it on the street. We would come home from work and smoke until 2 or 3 a.m. When I got to work I d spend half an hour in the bathroom pulling myself together. It was my boss who finally confronted me, pointed out the problems I was having on the job, and suggested that I seek help." Mary, age 32 "Before I stopped drinking I never went any place where alcohol wasn t served. I didn t go to the movies or out with friends. I always seemed to have problems with people at work, and I couldn t wait to get home so that I could have my first drink of the evening. I knew I was hurting the people I cared about, but I didn t want to admit that I had a problem. One night a year ago, my daughter had a party for a group of her high school friends. I got drunk, made a fool of myself, and embarrassed my daughter. That was a Friday evening. On Monday I checked myself into a treatment center. Being sober has really changed my life: I have more friends, I spend time with my children, and I get along better with my coworkers." Steve, age 50

15 Someone in Your Workplace May Have an Alcohol or Other Drug Abuse Problem... The patterns listed below may be signs that a coworker has a problem with alcohol or other drugs. Do you see someone you know? Work Habits William used to be a very organized worker. His work was always neat and on time. Lately, William s desk is a mess, his work is sloppy, and he misses deadlines. Absenteeism Juanita was always an engineer you could count on -- always there and on time. For the past month, she s been coming in late more often and she s missed a lot of days. Accidents Leroy used to have a good safety record. Over the past 2 months, he s been to the company nurse three times, and his supervisor has reported him for safety violations. Complaints Linda owns a small but growing landscape company, and she s had to hire a lot of new people. Lately, customers have complained about two new employees who go off at lunch and don t seem to do much in the afternoon. Everyone else is picking up the slack. Productivity Franco used to be a good salesman. Over the past year his sales have gone way down and he has missed meetings. Mood Tawana is a bank teller who was always well liked by her coworkers and customers, but lately she s become more and more moody and hard to work with. Crime Ann owns a small machine shop. This past weekend the shop was broken into and tools and equipment were taken. Two of Ann s employees were arrested. They had drugs on them at the time of the arrest. A Drug-Free Workplace: Why Do It? The Benefits of a Drug-Free Workplace Fort Myers Auto Truck Plaza, Fort Myers, Florida The people who run Fort Myers Auto Truck Plaza take pride in the service they provide to the truckers who stop there. When the owners decided to have a drug-free workplace policy, they developed a policy they could be proud of. They told their employees and customers about the policy and posted it where it could be seen by everyone. Employees think the policy is a great idea. They said they feel safer working in a drug-free workplace. The company has teenage employees, and their parents have said they wouldn t want their children working for a company that didn t have a drug-free workplace policy. Zingerman s Deli, Ann Arbor, Michigan When Zingerman s hires a new employee, the owners send out a clear message: "We care about your health and well-being." Zingerman s believes in providing a supportive place to work. They have an employee assistance program (EAP) that provides help to employees with problems that affect their work -- from a family crisis to an alcohol or other drug abuse problem. This makes Zingerman s a great place to work. The owners have also found that it s good for business. Zingerman s employee turnover rate is lower than the industry s average, and they have many long-term employees who are loyal to the company. The Zingerman approach is summed up best by the words of an employee who got help: "Thank you for helping me to live a sober life. It s great to work for people who are willing to make a difference."

16 Employees Respond to A Drug-Free Workplace: "It really concerns me when I hear talk about people using drugs or alcohol at work. If they are using drugs at work, they may be high when they are driving to or from work. And I'm out there on the road with them..." Anita, age 25 salesperson "Why should it cost me because he's doing drugs. When he gets out there and has a wreck... hey, it costs me because it costs my insurance... and I have to pay more." Jamil, age 30 supervisor, utility company "I never expected to see drugs used at my work. Who wants to go to work and see people taking drugs or working while high on drugs?" Mary, age 55 assembly line worker "I'm not going to work around anybody who can hurt me because they had too much to drink." Bert, age 38 construction worker "In my business we provide services to customers in their homes. They have to feel sure that we're dependable and trustworthy. I think our customers are happier knowing that we have a drug-free workplace policy." Ladonna, age 32 owner, service business "The idea of drugs at work scares me. I've been operating these machines for years, and I know how dangerous they can be. I'd hate to think that I was working beside someone on drugs." George, age 57 machine shop foreman Your Role in the Drug-Free Workplace Program Know your organization s policy and program. Find the answers to these questions: What is my organization s written policy? What happens if I violate the policy? Does my organization s policy include drug testing? Will my organization help me or my coworkers get help with an alcohol or drug problem? How can I help promote a drug-free workplace? Follow your organization s drug-free workplace policy. Report to work fit for duty. Come to work free of alcohol and other drugs. Don t use alcohol or other drugs on the job. Seek help if you think you have a problem. Talk to your supervisor if you think a coworker may need help or if you see a policy violation. If your organization has a "concerned other" or "tip line," you can call it without giving your name.

17 Where to Find Help National Hotlines If you or someone you know has a problem with alcohol or other drugs, call these hotlines for free, confidential help. The Center for Substance Abuse Treatment s (CSAT) Drug Information, Treatment, and Referral Hotline: HELP NarAnon (310) Toughlove Families Anonymous Center for Disease Control s (CDC) National HIV/AIDS Hotline Parents Resource Institute for Drug-Free Education (PRIDE) (404) Publications The following list of readings can be ordered for free by calling the National Clearinghouse for Alcohol and Drug Information at : Growing Up Drug Free: A Parent s Guide To Prevention Helping Your Child Say No To Alcohol And Other Drugs (Bilingual) Alcoholism Tends To Run In Families What You Can Do About Drug Use In America (Bilingual) How Getting High Can Get You AIDS Ask for the telephone number of your State clearinghouse -- the RADAR Network -- from the National Clearinghouse for Alcohol and Drug Information. More information about alcohol and other drug abuse can be ordered for a fee from these publishers: Hazelden Educational Materials: Health Communications: Parkside Publishing: Performance Resource Press: Also check your local library or bookstore. Local Resources Look in your local telephone book for these numbers: Alcoholics Anonymous Alateen (for children of the user) Al-Anon (for family members and friends) Adult Children of Alcoholics (ACOAs) Narcotics Anonymous Nar-Anon (for family members and friends) Drug Treatment Center Cancer Society Lung Association County or State Addiction or Mental Health Agency County/Victim/Mental Health Hotline Other

18 Employee Fact Sheet #2 You Can Contribute to a Drug-Free Workplace drug-free workplace means no drugs: no alcohol, marijuana, cocaine, speed, PCP, heroin, or other drugs at work. Even cigarettes and some prescription drugs can be a danger. Is alcohol a drug? Yes -- it alters your mood and can cause addiction. How about nicotine? Yes, that too. Why have a drugfree workplace? Because drugs keep you from doing your best on the job, and the effects can be dangerous to others as well. Think About These Facts: One out of every ten adults in the United States is already addicted to alcohol. Because addiction runs in families, many children of addicts are likely to become addicted themselves. Alcohol and other drug abuse can lead to unsafe sexual behaviors that result in getting the HIV virus or other sexually transmitted diseases (STDs). Marijuana can cause people to lose interest in hobbies, work, friends, and family; it can cause loss of drive and motivation. Because people who use marijuana don t react as fast, on-the-job accidents are more likely to occur. Have YOU Crossed the Line? Many people who use alcohol or other drugs think they can stop any time, but before they know it, using drugs is a problem. For example, using alcohol or other drugs can become more important than spending time with family, hobbies, or doing well on the job. If so, the chances are good that abuse or addiction has begun. Before you say "not me," take this brief test: Self-Assessment Test Has anyone ever questioned you about your alcohol or other drug use? Have you ever used alcohol or other drugs alone? Have you ever missed work because you were sick from using too much alcohol or other drugs? Have you ever had trouble stopping once you started using alcohol or other drugs? Have you ever had legal problems because of your alcohol or other drug use? If you can t use alcohol or other drugs, do you get jumpy, shaky, cranky, nervous, or have cravings? Are you in debt because of your alcohol or other drug use? Does it now take more alcohol or other drugs to get the same effect? Have you ever used alcohol or other drugs in the morning? Have you ever been in the hospital as a result of your drinking or drug use? Have you ever used alcohol or other drugs at work? If you answered "yes" to more than one of these questions, there may be reason for concern about abuse or addiction.

19 Don t Wait to Get Help It is important to notice the signs of abuse and addiction early so that you can seek help. Addiction to alcohol or other drugs is a serious disease. The longer you wait to find help, the harder it is to get better. In other words, the chances of staying healthy are better when alcohol and other drug abuse is stopped early. Changing your alcohol or other drug use is a decision only you can make. Where to Begin... Alcohol and other drug addictions can be stopped. If you have never used them, don t start. If you think your use is causing problems, think about stopping. Seek help now. Ask your doctor about the effects of using alcohol or other drugs, or read, go to a lecture, or take a class. Using alcohol and other drugs can lead to addiction. Addictions are chronic diseases. Chronic means that once you have the disease, you will have to live with it for the rest of your life. However, with treatment you can control the disease and live a healthy and productive life. Millions of Americans are now recovering from alcohol and other drug addictions. Their lives are back on track. You can join them. Recovery from alcohol or other drug addiction is a process. You start by staying away from alcohol and drugs one day at a time. The goal is to be sober. Being sober means you learn to live without alcohol and other drugs. To do this, you often need the support of other people: family members, friends, support groups, therapists, etc. When you re tempted to use drugs again. Relapse occurs when you return to your old pattern of alcohol or other drug use. Although relapse is part of the disease, it does not have to happen to you. Watch out for relapse. "After I went to treatment the first time, I stayed clean for about 90 days. I remember I didn t believe I had a problem... I was in denial. I started thinking about the "good times" I had using... I thought I was different from the people at AA. I called an old dealer friend, and before I knew it, I was wasted again. I started missing days of work, getting high on the job... eventually I got fired. I relapsed a few times before I finally quit and stayed off drugs." John, age 32 service manager Can You Change? If you think your alcohol or other drug use is a problem, there are many ways you can get help. Some cost money and others do not. Helping yourself is the best way to help create a drug-free workplace. If you think you have a problem with alcohol or other drugs, contact some of the resources listed here to learn more about it or to find help. Types of Help Available Inpatient Treatment You spend time (weeks or months) in a treatment center where you are able to remain alcohol- and drug-free while you learn new ways of living without alcohol or other drugs. Referral to an outpatient "aftercare" program should also be provided to support you after you return home. Call your local addiction treatment center for help (look up "alcohol" or "drugs" in the Yellow Pages). Your local Health Department may also be helpful.

20 Outpatient Treatment Support Groups Hotlines There are many types of outpatient treatment programs. Some meet several nights a week after work, and others meet during the day. Unlike inpatient or day out-patient treatment, where you stay at the center for some time, evening outpatient treatment often allows you to carry on with most of your normal daily activities. Treatment is usually done in groups. One-on-one counseling is also available. Call your local addiction treatment center for help (look up "alcohol" or "drugs" in the Yellow Pages). Your local Health Department may also be helpful. Ask someone you trust if he or she knows a counselor who treats addictions. See your doctor for a checkup. Groups of people come together to help each other recover. Some of these groups are called 12-step programs, for example, Alcoholics Anonymous, Narcotics Anonymous, and Smoker s Anonymous. There are also groups for family members of addicts, such as Al-Anon, Nar-Anon, Alateen, etc. Other 12-step programs include Gamblers Anonymous, Sex and Love Addicts Anonymous, Debtors Anonymous, Survivors of Incest Anonymous, Overeaters Anonymous, and Codependents Anonymous. There are also recovery support groups that do not use the 12 steps, such as Rational Recovery, Woman to Woman, and Secular Organizations for Sobriety (SOS). Look in the Yellow Pages or call a local treatment center for telephone numbers. Hotlines exist to help with alcohol and other drug problems, and they can usually direct you to treatment centers and other help in your area. You can find these numbers in your Yellow Pages or by calling information. National hotlines that offer drug information and treatment referral include the following: HELP Doctors, Psychologists, and Social Workers Doctors cannot read your mind; it is up to you to tell your doctor you think alcohol or other drugs might be a problem. It is important to find a professional who knows about addictions or who can refer you to a counselor who has training in addictions. Call a local mental health agency or treatment center and ask the staff to recommend a doctor or counselor in your area.