Drug-Free Workplace and Campus

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1 Drug-Free Workplace and Campus Alcohol and Substance Abuse Awareness Revised April 15,

2 Introduction As a recipient of federal funds, LSUHSC-NO must certify under the Drug-Free School and Communities Act of 1989 and the Drug-Free Workplace Act of 1988 that it will take certain steps to provide a Drug-Free Workplace (DFWP). Failure to comply can result in the loss of all federal funding. 2

3 Objectives of Training At the end of the training, you will understand: That LSUHSC-NO is a Drug-Free Workplace The requirements of LSUHSC-NO s Substance Abuse policies Impact of substance abuse in the workplace Health risks associated with substance abuse Sign and symptoms of substance abuse What types of assistance are available Confidentiality Penalties for drug abuse violations Specific drugs of abuse 3

4 What is a Drug-Free Workplace? A site for the performance of work at which LSU employees and students are prohibited from engaging in the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance or alcohol. The workplaces includes: Any location on University property Any location from which an individual conducts University business while such business is being conducted The main focus of LSU s DFWP policy is SAFETY. All faculty, staff, residents, students and contractual employees of LSUHSC-NO whether paid, unpaid, or gratis are required to follow this policy. 4

5 LSU s Drug-Free Workplace Exists to: Protect the health and safety of all employees, students, patients, and the public. Safeguard employer/student assets from theft and destruction. Maintain product quality and University integrity and reputation. Comply with all local, state and federal laws and regulations. Provide a safe, productive, and healthy environment that is consistent with delivering the highest quality services to patients. 5

6 LSU Has Responsibilities Under federal and state laws and regulations. LSU has the following responsibilities: Provide a Drug-Free workplace (DFWP). Implement a Drug-Awareness program. Raise employee and student awareness about the dangers of drugs and alcohol. Identify available employee/student resources at LSUHSC-NO. Implement a Drug Testing program. Prohibit the unlawful manufacture, distribution, dispensation, possession or use of a controlled substance in the workplace. Safeguard the workplace from consequences of alcohol and drug use by providing awareness training on an annual basis to all faculty, staff and students. 6

7 Everyone Must Comply with All University Policies and Procedures Initial employment/enrollment and continued employment/enrollment is contingent upon a willingness to comply with the following substance abuse policies: LSUHSC-NO Campus-Drug Prevention Program and Policy. Click here to view policy. LSUHSC-NO Drug Testing Program Policy. Click here to view policy. CM 23 - Drug-Free Workplace and Workforce Policy. Click here to view policy. CM 36 - Guidelines for Responsible Use of Alcohol. Click here to view policy. CM 37- LSUHSC-NO Campus Fitness for Duty. Click here to view policy. CM 38 - Substance Abuse Policy. Click here to view policy. PM 33 - Drug Free Workplace and Drug Testing Policy. Click here to view policy. 7

8 Employees and Students Have Responsibilities You should not use, possess, sell, manufacture, or distribute illegal drugs while at work, on call, on duty, at school, or engaged in Louisiana State University Health Sciences Center New Orleans campus (LSUHSC-NO) business on or off LSUHSC-NO premises. You should not be under the influence of alcohol while at work, on call, on duty, at school, or engaged in Louisiana State University Health Sciences Center New Orleans campus (LSUHSC-NO) business on or off LSUHSC-NO premises. You should not use, possess, sell, or distribute prescription drugs in violation of the way the medication is prescribed while at work, on call, on duty, at school, or engaged in Louisiana State University Health Sciences Center New Orleans campus (LSUHSC-NO) business on or off LSUHSC-NO premises. 8

9 Responsibilities (cont.) Comply with all local, state and federal drug laws and regulatory requirements. Abide by and comply with all of the LSUHSC-NO substance abuse policy requirements. Notify LSUHSC-NO Human Resource Management within five (5) calendar days, if convicted of a criminal drug violation in the workplace or school environment. Report to work/school in a fit and safe condition. Recognize the signs and symptoms of substance abuse and report suspicious behavior to the appropriate personnel. Be aware of the self-referral procedures. Cooperate with any and all investigations. 9

10 Benefits of a Drug-Free Workplace Higher quality employee/student applicants Safer workplace/campus Improved community image Better overall job performance Improved employee/student morale Reduced liability Reduced medical and insurance costs 10

11 Alcohol and Drug Abuse LSUHSC-NO recognizes alcohol and drug abuse and dependency is a national social and health problem with devastating consequences, and is concerned about the adverse effects of substance abuse on employee job performance, student academic performance, health, safety, and campus security. 11

12 Substance Abuse Impacts the Workplace Department of Labor reports more than 70% of illegal drug users are employed. That means an estimated 9.4 million workers are illegal drug users. According to results of a National Institute on Drug Abuse (NIDA) sponsored survey, drug using employees are 2.2 times more likely to request early dismissal or time off, 2.5 times more likely to have absences of eight days or more, 3 times more likely to be late for work, 3.6 times more likely to be involved in a workplace accident, and 5 times more likely to file a Workers Compensation claim. 12

13 Impacts the Workplace (cont.) According to the National Institute of Health (NIH), the annual cost of alcoholism and drug addiction to U.S. businesses is approximately $120 billion, which is more than the productivity loss due to heart disease, diabetes and stroke combined. Drug users also had far higher job turnover rates with 12.3 percent reporting they had worked for three or more employers in the past year, compared with 5.1 percent of non-abusing workers. 13

14 Substance Abuse Has Medical Consequences Heart Disease Stroke Ulcers Cirrhosis of the liver Fetal alcohol syndrome Certain types of cancers Kidney damage Death Infertility Disruption of normal heart rhythm Small lesions of the heart High blood pressure Leaks of blood vessels in the brain Permanent memory loss Immune system impairment Impotency 14

15 Substance Abuse Crosses all demographic, geographic, and labor management lines. Negatively impacts safety, productivity, and quality of work. After effects impact job performance. Leads to absenteeism, illness, and reduced productivity. 15

16 Substance Abuse (cont.) Leads to behavioral health and social problems that are perhaps the most common manifestations of alcohol and substance abuse and can lead faculty, staff, residents and students to be markedly impaired in their work performance. Causes preoccupation with obtaining and using substances while at work, interfering with attention and concentration. Causes psychological or stress related effects due to substance abuse by a family member, friend, or co-worker that impacts another person s job performance. Causes health and safety risks. 16

17 Know the Signs & Symptoms 17

18 What Should Be Reported Observable behavior, emotional or physical symptoms. A pattern of abnormal or erratic behavior. Arrest or conviction of a drug-related offense. Being identified as the subject of a criminal investigation regarding drugs. Reliable information from independent sources. Evidence of drug tampering or misappropriation. Post accident when accompanied by individualized suspicion that the individual may be under the influence of alcohol or drug. 18

19 Who Should You Report To All faculty, staff, residents, students, or other LSUHSC-NO workers who observe an individual who is believed to be impaired or is displaying behavior deemed unsafe at work/school are required to report the observation(s) to their supervisor for appropriate action. 19

20 When Does LSUHSC-NO Drug Test When reasonable suspicion exists Following an accident that: Leads to reasonable suspicion Results in a fatality Results in the release of a hazardous waste or material Randomly as part of a rehabilitation monitoring program Pre-employment for both employees/appointees Randomly for all employees in a safety/security sensitive position Prior to promotion/reassignment to a safety/security sensitive position 20

21 Target Substances Marijuana Opiates (Narcotics) Cocaine Amphetamines Phencyclidines (PCP) Barbiturates Benzodiazepines Reasonable suspicion and monitoring testing can target other specific drugs of concern or choice 21

22 Prescription and Over-the-Counter Drugs Controlled or Illegal Drug - includes narcotics, hallucinogens, depressants, stimulants, look-alike drugs, or other substances which can affect or hamper the senses, emotions, reflexes, judgment, or other physical or mental activities. Included are controlled medications or substances not prescribed for current personal treatment by a licensed health practitioner in a medical setting to address a specific physical, emotional, or mental condition. Legally Prescribed Medication - includes drugs prescribed by a licensed practitioner and over-the-counter drugs, which have been legally obtained and are being used in the appropriate amount solely by the individual and for the purpose for which the medication was prescribed or manufactured. An individual must report their medical status to his supervisor and obtain a Medical Release Fitness for Employment/Enrollment Form if: Prescribed medication(s) that could be expected to impair ability to perform their work/school duties in a safe manner. 22

23 Prescription and Over-the-Counter Drugs (cont.) NEVER operate heavy machinery or vehicles when taking prescribed or over-the-counter medication with a warning on the label that drowsiness may result. NOT feeling drowsy does NOT mean one is unimpaired!!! Sedation effects from drugs can last from 20 minutes to 4 hours or more (depending on the drug and the individual s sensitivity and metabolism). 23

24 Confidentiality All drug testing will be kept confidential pursuant to LA R.S. 49:1012. However, the information may be released to an individual s immediate supervisor, Human Resources, the appropriate Administrative Body or their designee, the administrator(s) of organizations that provide personnel to LSUHSC-NO, the individual s professional impaired committee (if applicable), and appropriate agencies (when required). 24

25 Consequences of a Positive Test Result Current Employees - LSUHSC-NO may, but is NOT required to allow an employee to undergo rehabilitation without termination. Refusal to submit to an alcohol or drug test or tampering with the testing process will result in disciplinary action up to and including suspension/termination. Prospective Employees/Appointees - Shall be cause for elimination from consideration for employment or appointment/enrollment. 25

26 Campus Assistance Programs Provide outside professional assistance to employees and students who may benefit from assistance regarding: Substance abuse Family problems Emotional problems Financial problems Other problems affecting job performance 26

27 Self-Referral Procedures LSUHSC-NO encourages faculty, staff, residents and students to seek treatment. An individual may obtain assistance on their own or may obtain assistance through the LSUHSC NO Campus Assistance Program (CAP). Self-referral is when the individual seeks help on their own without urging by Administration and prior to being confronted about performance or behavior issues. 27

28 Alcohol and Drug Abuse Assistance LSUHSC-NO recognizes that alcoholism and drug abuse are illnesses or diseases that can be treated. LSUHSC-NO s Campus Assistance Program (CAP) is a free, confidential counseling service provided to help its employees, residents and students resolve any alcohol or substance abuse problem they may have. Counseling services include a free assessment, short-term counseling (1-3 sessions), and referral when needed. The Campus Assistance Program office location: Clinical Education Building, 1542 Tulane Avenue, Office 866 Phone number (504)

29 Violations Can Result in Penalties University Sanctions - types of disciplinary actions imposed for a violation of the Standards of Conduct include, but are not limited to: Referral to CAP as a condition of continued employment or enrollment in the University Suspension Demotion Reduction in pay Termination Expulsion from academic program Referral for prosecution by civil authorities in accordance with local, state and federal law 29

30 Penalties (cont.) Louisiana Penalties and Sanctions: Louisiana Penalties and Sanctions Alcohol/DWI Click here to view current sanctions. Louisiana Penalties and Sanctions Schedule I Click here to view current sanctions. Louisiana Penalties and Sanctions Schedule II Click here to view current sanctions. Louisiana Penalties and Sanctions Schedule III V Click here to view current sanctions. 30

31 Penalties (cont.) Federal Penalties and Sanctions: Federal Penalties for Possession of a Controlled Substance Click here to view the penalties. Federal Trafficking Penalties for Schedules I, II, III, IV, and V (except Marijuana) Click here to view the current chart. Federal Trafficking Penalties for Marijuana, Hashish and Hashish Oil, Schedule I Substances Click here to view the current chart. 31

32 Please contact: Any Questions??? Campus Assistance Program 1542 Tulane Avenue, Office 866 Phone: (504) Website: Office of Compliance Programs Phone: (504) Hotline: (504)

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