1 Accommodation and Compliance Series Employees with Drug Addiction
2 Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the U.S. Department of Labor. JAN makes documents available with the understanding that the information be used solely for educational purposes. The information is not intended to be legal or medical advice. If legal or medical advice is needed, appropriate legal or medical services should be contacted. JAN does not endorse or recommend any products or services mentioned in this publication. Although every effort is made to update resources, JAN encourages contacting product manufacturers/vendors and service providers directly to ensure that they meet the intended purposes. This guarantees that the most up-to-date information is obtained. The following document is not copyrighted and reproduction is encouraged. Section 105 of the Copyright Law provides that no copyright protection is available for works created by the U.S. Government. Therefore, all works created by JAN fall under this provision. While individuals may use such work with impunity, individuals may not claim copyright in the original government work, only in the original material added. Individuals may access the full text of the law from the U.S. Copyright Office Please note that specific information cited by JAN may be copyrighted from other sources. Citing secondary sources from a JAN publication may violate another organization's or individual's copyright. Permission must be obtained from these sources on a case-by-case basis. When using JAN materials, JAN asks that the materials not be reproduced for profit, that the tone and substance of the information are not altered, and that proper credit is given to JAN as the source of the information. For further information regarding this or any other document provided by JAN, please contact JAN. Authored by Linda Carter Batiste, J.D. Updated 03/11/13. 2
3 JAN S ACCOMMODATION AND COMPLIANCE SERIES Introduction JAN s Accommodation and Compliance Series is designed to help employers determine effective accommodations and comply with Title I of the Americans with Disabilities Act (ADA). Each publication in the series addresses a specific medical condition and provides information about the condition, ADA information, accommodation ideas, and resources for additional information. The Accommodation and Compliance Series is a starting point in the accommodation process and may not address every situation. Accommodations should be made on a case by case basis, considering each employee s individual limitations and accommodation needs. Employers are encouraged to contact JAN to discuss specific situations in more detail. For information on assistive technology and other accommodation ideas, visit JAN's Searchable Online Accommodation Resource (SOAR) at How prevalent is drug addiction? Information about Drug Addiction According to the 2003 National Survey on Drug Use and Health, an estimated 21.6 million persons aged 12 or older in 2003 were classified with substance dependence or abuse (9.1 percent of the total population). Of these, 3.1 million were classified with dependence on or abuse of both alcohol and illicit drugs, 3.8 million were dependent on or abused illicit drugs but not alcohol, and 14.8 million were dependent on or abused alcohol but not illicit drugs. Of the 6.8 million persons classified with dependence on or abuse of illicit drugs, 4.2 million were dependent on or abused marijuana, 1.5 million were dependent on or abused cocaine, and 1.4 million were dependent on or abused pain relievers (Substance Abuse and Mental Health Services Administration, 2004). Among workers, 7.8 percent reported illicit drug use in the past month, and 1.9 percent were dependent or abusing illicit drugs in the past year. The rates of past month substance use were highest among workers aged 18 to 25 years, and declined with older age groups. Workers who reported past month illicit drug use were more likely than those who did not report such use to say that: they had more than three employers in the past year (5.7 percent vs 2.3 percent), they had missed work for more than two days in the past month due to illness or injury (11.6 percent vs. 6.5 percent), and they had skipped work more than two days in the past month (4.4 percent vs. 1.6 percent) (Substance Abuse and Mental Health Services Administration, 2003). What is drug addiction? Drug addiction is a chronic, relapsing, and treatable disease. Addiction begins with a conscious choice to use drugs, but addiction is not just "a lot of drug use." Recent 3
4 scientific research provides overwhelming evidence that not only do drugs interfere with normal brain functioning creating powerful feelings of pleasure, but they also have longterm effects on brain metabolism and activity. At some point, changes occur in the brain that can turn drug abuse into addiction. Those addicted to drugs suffer from a compulsive drug craving and usage and cannot quit by themselves (National Institute on Drug Abuse, 2011). How can you tell if an employee is addicted to drugs? The following are some of the behavioral characteristics that may occur with drug addiction. Note that these behavioral characteristics do not always indicate drug addiction, but may warrant further investigation. Absenteeism absences without notification and an excessive use of sick days Frequent disappearances from the work site, long unexplained absences, improbable excuses Unreliability in keeping appointments and meeting deadlines Work performance that alternates between periods of high and low productivity Mistakes made due to inattention, poor judgment, and bad decisions Confusion, memory loss, and difficulty concentrating or recalling details and instructions Ordinary tasks require greater effort and consume more time Interpersonal relations with coworkers suffer Rarely admits errors or accepts blame for errors or oversights Progressive deterioration in personal appearance and hygiene Wearing long sleeves when inappropriate Personality change - mood swings, anxiety, depression, lack of impulse control, suicidal thoughts or gestures Increasing personal and professional isolation (U.S. Department of Justice, Drug Enforcement Administration, n.d.). Can drug addiction be treated? Yes. A variety of approaches are used in treatment programs to help patients deal with cravings and possibly avoid drug relapse. Through treatment that is tailored to individual needs, individuals can learn to control their condition and live relatively normal lives (National Institute on Drug Abuse, 2011). There are several types of drug abuse treatment programs. Short-term methods last less than six months and include residential therapy, medication therapy, and drug-free outpatient therapy. Longer term treatment may include, for example, methadone maintenance outpatient treatment for opiate addicts and residential therapeutic community treatment (National Institute on Drug Abuse, 2009). 4
5 Drug Addiction and the Americans with Disabilities Act Is drug addiction a disability under the ADA? A person has a disability if he/she has a physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or is regarded as having an impairment (EEOC Regulations..., 2011). For more information about how to determine whether a person has a disability under the ADA, visit Current illegal users of drugs are not "individuals with disabilities" under the ADA. However, persons addicted to drugs, but who are no longer using drugs illegally and are receiving treatment for drug addiction or who have been rehabilitated successfully, are protected by the ADA from discrimination on the basis of past drug addiction (EEOC, 1992). A person who casually used illegal drugs in the past, but did not become addicted is not an individual with a disability based on the past drug use. For a person to be "substantially limited" because of drug use, s/he must be addicted to the drug (EEOC, 1992). Individuals who are not illegally using drugs, but who are erroneously perceived as being addicts and as currently using drugs illegally, are protected by the ADA (EEOC, 1992). What does illegal drug use mean? The illegal use of drugs includes the use, possession, or distribution of drugs that are unlawful under the Controlled Substances Act. It includes the use of illegal drugs and the illegal use of prescription drugs that are "controlled substances" (EEOC, 1992). What does current illegal drug use mean? "Current" drug use means that the illegal use of drugs occurred recently enough to justify an employer's reasonable belief that involvement with drugs is an on-going problem. It is not limited to the day of use, or recent weeks or days, in terms of an employment action. It is determined on a case-by-case basis (EEOC, 1992). Are tests for illegal drugs considered medical tests under the ADA? No. Drug tests are not considered medical examinations, and an applicant can be required to take a drug test before a conditional offer of employment has been made. An employee also can be required to take a drug test, whether or not such a test is jobrelated and necessary for the business. (On the other hand, a test to determine an individual's blood alcohol level would be a "medical examination" and only could be required by an employer in conformity with the ADA) (EEOC, 1992). 5
6 While an employer may conduct tests to detect illegal use of drugs, the ADA does not prohibit, require, or encourage drug tests. Employers may comply with applicable Federal, State, or local laws regulating when and how drug tests may be used, what drug tests may be used, and confidentiality (EEOC, 1992). If a test for illegal drugs is given to a job applicant before a job offer is made, what happens if that drug test reveals the presence of legally prescribed drugs? If a person is excluded from a job because the employer erroneously "regarded" him/her to be an addict currently using drugs illegally when a drug test revealed the presence of a lawfully prescribed drug, the employer would be liable under the ADA. To avoid such potential liability, the employer would have to determine whether the individual was using a legally prescribed drug. Because the employer may not ask what prescription drugs an individual is taking before making a conditional job offer, one way to avoid liability is to conduct drug tests after making an offer, even though such tests may be given at anytime under the ADA. Because applicants who test positive for illegal drugs are not covered by the ADA, an employer can withdraw an offer of employment on the basis of illegal drug use (EEOC, 1992). If the results of a drug test indicate the presence of a lawfully prescribed drug, such information must be kept confidential, in the same way as any medical record. If the results reveal information about a disability in addition to information about drug use, the disability-related information is to be treated as a confidential medical record (EEOC, 1992). Can an employer refuse to hire an applicant who has a history of illegal drug use? Yes, in some situations. An employer can refuse to hire a person with a past history of illegal drug use, even if the person no longer uses drugs, in specific occupations, such as law enforcement, when an employer can show that this policy is job-related and consistent with business necessity (EEOC, 1992). An employer also may refuse to hire an individual with a history of illegal drug use if the employer can demonstrate that the individual poses a "direct threat" to health or safety because of the high probability that s/he would return to the illegal drug use. The employer must be able to demonstrate that such use would result in a high probability of substantial harm to the individual or others that could not be reduced or eliminated with a reasonable accommodation. Examples of accommodations in such cases might be to require periodic drug tests, to modify job duties, or to provide increased supervision (EEOC, 1992). Does the ADA restrict workplace programs to combat the use of drugs? No. The ADA does not interfere with programs to combat the use of drugs in the workplace. The Act specifically provides that an employer may prohibit the use of drugs in the workplace and require that employees not be under the influence of drugs in the workplace (EEOC, 1992). 6
7 Accommodating Employees with Drug Addiction (Note: People with drug addiction may develop some of these limitations, but seldom develop all of them. Also, the degree of limitation will vary among individuals. Be aware that not all people with drug addiction will need accommodations to perform their jobs and many others may only need a few accommodations. The following is only a sample of the possibilities available. Numerous other accommodation solutions may exist.) Questions to Consider: 1. What limitations is the employee with drug addiction experiencing? 2. How do these limitations affect the employee and the employee s job performance? 3. What specific job tasks are problematic as a result of these limitations? 4. What accommodations are available to reduce or eliminate these problems? Are all possible resources being used to determine possible accommodations? 5. Has the employee with drug addiction been consulted regarding possible accommodations? 6. Once accommodations are in place, would it be useful to meet with the employee with drug addiction to evaluate the effectiveness of the accommodations and to determine whether additional accommodations are needed? 7. Do supervisory personnel and employees need training regarding drug addiction? Accommodation Ideas: Treatment Needs: Allow use of paid or unpaid leave for inpatient medical treatment Allow use of paid or unpaid leave or flexible scheduling for counseling or to attend support meetings Difficulty Handling Stress: Provide praise and positive reinforcement Refer to counseling and employee assistance programs Allow modified daily schedule Allow frequent breaks Provide a self-paced workload Modify supervisory methods Reassign to a less stressful job 7
8 Fatigue: Reduce or eliminate physical exertion and workplace stress Schedule periodic rest breaks away from the workstation Allow a flexible work schedule and flexible use of leave time Allow work from home Implement ergonomic workstation design Maintaining Concentration: Reduce distractions in the workplace Provide space enclosures or a private office Plan for uninterrupted work time Allow for frequent breaks Divide large assignments into smaller tasks and steps Restructure job to include only essential functions Exposure to drugs in the workplace (e.g. hospitals, pharmacies): Provide workplace supports Provide extra supervision Reassign to a position that does not involve exposure to drugs Situations and Solutions: A substance abuse counselor with a history of drug addiction was having difficulty working with clients while dealing with family problems. His employer allowed him to take leave time to deal with his family problems. A nurse with drug addiction was restricted from dispensing medication after she was caught using illegal drugs. Her employer had a policy allowing employees to participate in drug rehabilitation and return to work with a last chance agreement. When the nurse returned to work after rehabilitation, she was reassigned to a job that did not require her to dispense medication and given periodic drug tests. A production worker in recovery from substance abuse needed to attend counseling that was only available in the evenings. His employer excused him from overtime on the days he attended counseling. A call center employee with a history of drug addiction was having difficulty dealing with stress, especially face-to-face discussions with her supervisor about her job performance. Her supervisor agreed to change her management style, giving performance information in writing. 8
9 Resources Job Accommodation Network West Virginia University PO Box 6080 Morgantown, WV Toll Free: (800) TTY: (877) Fax: (304) The Job Accommodation Network (JAN) is a free consulting service that provides information about job accommodations, the Americans with Disabilities Act (ADA), and the employability of people with disabilities. Office of Disability Employment Policy 200 Constitution Avenue, NW, Room S-1303 Washington, DC Toll Free: (866) TTY: (877) Fax: (202) The Office of Disability Employment Policy (ODEP) is an agency within the U.S. Department of Labor. ODEP provides national leadership to increase employment opportunities for adults and youth with disabilities while striving to eliminate barriers to employment. Addiction Resource Guide P.O. Box 8612 Tarrytown, NY Direct: (914) Fax: (914) A comprehensive directory of addiction treatment facilities for substance abuse, alcoholism, drug and chemical dependencies and other addictions to help professionals and consumers find resources for dealing with addictive problems. American Society of Addiction Medicine 4601 North Park Ave Upper Arcade, Suite 101 Chevy Chase, MD Direct: (301)
10 Fax: (301) The nation's medical specialty society dedicated to educating physicians and improving the treatment of individuals suffering from alcoholism and other addictions. National Center on Addiction and Substance Abuse at Columbia University 633 Third Ave., 19th Floor New York, NY Direct: (212) CASA's mission is to inform Americans of the economic and social costs of substance abuse and its impact on their lives; Assess what works in prevention, treatment, and law enforcement; Encourage every individual and institution to take responsibility to combat substance abuse and addiction; Provide those on the front lines with the tools they need to succeed; Remove the stigma of abuse and replace shame and despair with hope. National Institute on Drug Abuse Office of Science Policy and Communications, Public Information Office 6001 Executive Boulevard Room 5213, MSC 9561 Bethesda, MD Direct: (301) NIDA's mission is to lead the Nation in bringing the power of science to bear on drug abuse and addiction. Substance Abuse and Mental Health Services Administration SAMHSA P.O. Box 2345 Rockville, MD Toll Free: (877) TTY: (800) Fax: (240) SAMHSA's mission is to build resilience and facilitate recovery for people with or at risk for substance abuse and mental health impairments. Treatment locator helps you find services by state. 10
11 References EEOC Regulations To Implement the Equal Employment Provisions of the Americans With Disabilities Act, as Amended, 29 C.F.R (2011). Equal Employment Opportunity Commission. (1992). A technical assistance manual on the employment provisions (title I) of the Americans with Disabilities Act. Retrieved September 5, 2008, from National Institute on Drug Abuse. (2009). NIDA InfoFacts: Treatment approaches for drug addiction. Retrieved December 28, 2011, from National Institute on Drug Abuse. (2011). Understanding drug abuse and addiction. Retrieved December 28, 2011, from Substance Abuse and Mental Health Services Administration. (2004). Overview of findings from the 2003 national survey on drug use and health. Retrieved December 28, 2011, from Substance Abuse and Mental Health Services Administration. (2003). The national survey on drug use and health. Retrieved December 28, 2011, from U.S. Department of Justice, Drug Enforcement Administration. (n.d.). Drug addiction in health care professionals. Retrieved December 28, 2011, from 11
12 This document was developed by the Job Accommodation Network, funded by a contract agreement from the U.S. Department of Labor, Office of Disability Employment Policy (DOL079RP20426). The opinions expressed herein do not necessarily reflect the position or policy of the U.S. Department of Labor. Nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Department of Labor. 12
Accommodation and Compliance Series Employees with Alcoholism Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the U.S. Department of Labor. JAN
Accommodation and Compliance Series Employees with Bipolar Disorder Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the U.S. Department of Labor.
Accommodation and Compliance Series Employees with Alzheimer s Disease Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the U.S. Department of Labor.
Employing and Accommodating Individuals With Histories Of Alcohol Or Drug Abuse Why Is Drug And Alcohol Abuse Considered A Disability? Clinicians and researchers commonly divide drug and alcohol consumption
Accommodation and Compliance Series Job Coaching in the Workplace Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the U.S. Department of Labor.
Accommodation and Compliance Series Employees with Migraine Headaches Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the U.S. Department of Labor.
Accommodation and Compliance Series Employees with Brain Injuries Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the U.S. Department of Labor.
This brochure provides general guidance on the legal rights of individuals with alcohol and drug problems. It is not intended to serve as legal advice for any particular case involving or potentially involving
Accommodation and Compliance Series Employees Practical Guide to Requesting and Negotiating Reasonable Accommodations Under the Americans with Disabilities Act Preface The Job Accommodation Network (JAN)
Accommodation and Compliance Series Workplace Accommodations: Low Cost, High Impact Annually Updated Research Findings Address the Costs and Benefits of Job Accommodations Updated: 09/01/15 Preface The
Accommodation and Compliance Series Employees with Fibromyalgia Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the U.S. Department of Labor. JAN
Accommodation and Compliance Series Employees with Muscular Dystrophy Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the U.S. Department of Labor.
Accommodation and Compliance Series Employees with Multiple Sclerosis Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the U.S. Department of Labor.
Drug and Alcohol Testing Under the Americans with Disabilities Act A Self-Advocacy Guide 5025 E. Washington Suite 202 Phoenix, AZ 85034-2005 602-274-6287 (voice or TTY) 800-927-2260 (toll free) 602-274-6779
American Society of Addiction Medicine Public Policy Statement on Treatment for Alcohol and Other Drug Addiction 1 I. General Definitions of Addiction Treatment Addiction Treatment is the use of any planned,
Accommodation and Compliance Series Service Animals in the Workplace 1 Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the U.S. Department of Labor.
FITNESS FOR DUTY POLICY - EXAMPLE #1 Reason for The COMPANY is committed to promoting a safe and healthy environment for its Policy: employees, students, patients and visitors. Such an environment is possible
Accommodation and Compliance Series Employees with Back Impairments Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the U.S. Department of Labor.
Treatment Approaches for Drug Addiction NOTE: This is a fact sheet covering research findings on effective treatment approaches for drug abuse and addiction. If you are seeking treatment, please call the
Accommodation and Compliance Series Employees with Cerebral Palsy Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the U.S. Department of Labor.
Treatment Approaches for Drug Addiction NOTE: This is a fact sheet covering research findings on effective treatment approaches for drug abuse and addiction. If you are seeking treatment, please call 1-800-662-HELP(4357)
Addiction at Work: Managing Employees with Drug and Alcohol Issues Webinar September 21, 2011 Statutory & Regulatory Framework Federal Statutes Drug-Free Workplace Act Americans with Disabilities Act Rehabilitation
STANFORD UNIVERSITY Office for Campus Relations Stanford Help Center Alcohol and Drug Abuse Prevention at Stanford Information for Faculty and Staff Phone: 650-723-4577 or Email: firstname.lastname@example.org
WASHINGTON STATE HUMAN RIGHTS COMMISSION GUIDE TO DISABILITY and WASHINGTON STATE NONDISCRIMINATION LAWS Disability Law and OLYMPIA HEADQUARTERS OFFICE 711 S. Capitol Way, Suite 402 PO Box 42490 Olympia,
Mental Illness and Employment: Your Rights. Finding a job is challenging. It can be even harder if you live with a mental illness. Yet for many people, working is an important step on the journey to recovery.
DrugFacts: Treatment Approaches for Drug Addiction NOTE: This is a fact sheet covering research findings on effective treatment approaches for drug abuse and addiction. If you are seeking treatment, please
Understanding the Legal and Ethical Protections Related to Employment for Persons in Recovery Which Laws Prohibit Discrimination Against People with Alcohol/Drug Histories? Prepared in part by the Legal
Behavioral Health Barometer Virginia, 2014 Acknowledgments This report was prepared for the Substance Abuse and Mental Health Services Administration (SAMHSA) by RTI International under contract No. 283
The U.S. Equal Employment Opportunity Commission The ADA: Your Reponsibilities as an Employer ADDENDUM Since The Americans with Disabilities Act: Your Responsibilities as an Employer was published, the
Employee Drug-Free Workplace Education South Carolina State University Alcohol- and Drug-Free Workplace Provided by the Office of Professional Development & Training SC State University Employee Education
Accommodation and Compliance Series Employees with Mental Health Impairments Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the U.S. Department
2001 Delmar Avenue Granite City, IL 62040-6238 618-452-6238 smrld.org Tina Hubert Executive Director SERVING GRANITE CITY, MITCHELL, AND PONTOON BEACH SMRLD Drug and Alcohol Free Workplace Policy Purpose
City of Shoreline Drug and Alcohol Testing Policy for Employees who Operate Commercial Vehicles I. PURPOSE The City of Shoreline is dedicated to providing quality, dependable and economical municipal services
Behavioral Health Barometer Oklahoma, 2014 Acknowledgments This report was prepared for the Substance Abuse and Mental Health Services Administration (SAMHSA) by RTI International under contract No. 283
Behavioral Health Barometer Mississippi, 2014 Acknowledgments This report was prepared for the Substance Abuse and Mental Health Services Administration (SAMHSA) by RTI International under contract No.
2.2 Drug Free Work Place Adopted 1.24.2003 Revised 3.28.2004; 5.26.2006; 3.2.2011 Reference: WAC 388.805.200(3) POLICY In accordance with "The Drug Free Workplace Act of 1988, The Healing Lodge prohibits
Execati.ve Order 1990- STATE OF WYOMING SUBSTANCE ABUSE POLICY I. Purpose - Employees are Wyoming State Government's most valuable resource and their health and safety is a' major concern. Substance abuse
The Clinical Level of Care Guidelines contained on the following pages have been developed as a guide to assist care managers, physicians and providers in making medical necessity decisions about the least
State of Illinois Department of Human Services Division of Alcoholism and Substance Abuse OVERVIEW The Illinois Department of Human Services, Division of Alcoholism and Substance Abuse (IDHS/DASA) is the
Workplace Solutions Supervisor Intervention Training What is Workplace Solutions? Workplace Solutions is the new name for the internal Employee Assistance Program Workplace Solutions is a work-based intervention
Prescription Drug Abuse Introduction Most people take medicines only for the reasons their health care providers prescribe them. But millions of people around the world have used prescription drugs for
Overview of Sample Drug and Alcohol Abuse Policy All employers should have a vital interest in maintaining a safe, healthy, and efficient working environment. Being under the influence of a drug or alcohol
Treatment Episode Data Set The TEDS Report July 15, 010 Substance Abuse Treatment Admissions Involving Abuse of Pain Relievers: 1998 and 008 In Brief The proportion of all substance abuse treatment admissions
American Society of Addiction Medicine Public Policy Statement On Drug Testing as a Component of Addiction Treatment and Monitoring Programs and in other Clinical Settings [Note: ASAM also has a Public
Gay & Lesbian Advocates & Defenders 30 Winter Street, Suite 800 Boston, MA 02108 Phone: 617.426.1350 Fax: 617.426.3594 Website: www.glad.org LEGAL PROTECTIONS FOR PEOPLE WITH HIV IN THE WORKPLACE (Reviewed:
Accommodation and Compliance Series Employees with Multiple Chemical Sensitivity and Environmental Illness Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment
Occupation and Industry Series Accommodating Service Members and Veterans with Post-Traumatic Stress Disorder (PTSD) Preface The Job Accommodation Network (JAN) is a service of the Office of Disability
Employee Drug-Free Workplace Education Rock Staffing and You for an Alcohol- and Drug-Free Workplace Provided by the Office of the Assistant Secretary for Policy U.S. Department of Labor and Rock Staffing
The U.S. Equal Employment Opportunity Commission The ADA: Your Employment Rights as an Individual With a Disability The Americans with Disabilities Act of 1990 (ADA) makes it unlawful to discriminate in
City of Lincoln Non-DOT Anti-Drug Plan & Non-DOT Alcohol Misuse Plan A. DRUGS I. POLICY OVERVIEW ANTI-DRUG PLAN SUMMARY City of Lincoln (hereinafter referred to as the City) has a vital interest in maintaining
Substance Abuse The Nation s Number One Health Problem The Robert Wood Johnson Foundation A Health & Social Problem More Deaths Illnesses, and Disabilities than any other preventable health condition 1
EXECUTIVE COACHING SERIES Psychology of Performance: Impaired Physicians and Healthcare Executives White Paper 02 14 11 Robert A. Mines, Ph.D., Daniel C. Kimlinger, MHA, Sally Hull, Ph.D., Marcia S. Kent,
POLICY FOR A DRUG AND ALCOHOL-FREE WORKPLACE I. STATEMENT OF PURPOSE Crossroads of Western Iowa recognizes the problems of substance abuse in society and in the workplace. Substance abuse poses a serious
Disability Law Update: Mental, Psychiatric, and Intellectual Disabilities Char Eberhardt Chelsea Petersen Presentation Overview ADA and WLAD coverage and definitions Disclosure of mental disabilities and
ASci CORPORATION DRUG-FREE WORKPLACE POLICY AND DRUG-FREE AWARENESS PROGRAM I,, have read, understood, and accepted the ASci Corporation Drug-Free Workplace Policy and Drug-Free Awareness Program. Signature:
Drug and Alcohol Abuse Prevention Information Fine Mortuary College (FMC) is committed to providing a drug-free environment for all college students and employees. Under the Drug-free Workplace Act and
Access to Medical and Exposure Records U.S. Department of Labor Occupational Safety and Health Administration OSHA 3110 2001 (Revised) U.S. Department of Labor Elaine L. Chao, Secretary Occupational Safety
Page 1 of 7 700 Kipling Street, Suite 1000 Lakewood, CO 80215 SUBSTANCE ABUSE POLICY AND PROCEDURAL DIRECTIVE PURPOSE To maintain a safe, healthful, and efficient work environment for the Colorado Department
DEVELOPED BY EQUIP FOR EQUALITY UNDER A GRANT PROVIDED BY THE ILLINOIS DEPARTMENT ON AGING DISCRIMINATION Employment Rights Under the Americans with Disabilities Act People with disabilities, including
Addiction in the Workplace: Accommodation and Prevention Ron Beach Addiction Prevention Health Promotion, Disease and Injury Prevention Population & Public Health Alberta Health Services Objectives Look
SYSTEM REGULATIONS 34.02.01 Drug and Alcohol Abuse and Rehabilitation Programs July 14, 2000 Supplements System Policy 34.02 1. ADMINISTRATION The provisions of this regulation are based on requirements
UNIVERSITY OF NORTH DAKOTA SUBSTANCE ABUSE POLICY FOR FACULTY AND STAFF PURPOSE The University of North Dakota recognizes that the use of illegal drugs, and abuse of alcohol and prescription drugs is a
Department Name Anti-Substance Abuse Program Template I. Purpose: (Insert why this policy is being implemented/documented) Example: This policy/program is enacted to ensure a safe and drug-free work environment
Chapter 17. Institutional Pharmacy Louisiana Administrative Code Title 46 Professional and Occupational Standards Subchapter A. General Requirements Part LIII: Pharmacists 1701. Cross References A. For
WITH OVER 20 YEARS OF EXPERIENCE, Unity Chemical Dependency is the Rochester area s most experienced and comprehensive treatment provider. Our highly trained and dedicated team of counselors and physicians
CDHD DRUG/TOBACCO/ALCOHOL-FREE WORKPLACE POLICY Central District Health Department is committed to maintaining a drug, tobacco and alcohol-free workplace in the interest of high quality health care, safety
Treatment Episode Data Set The TEDS Report June 2, 2011 Substance Abuse Treatment Admissions for Abuse of Benzodiazepines Benzodiazepines are a class of central nervous system depressant drugs that are
1 Is There a Substance Abuse Problem Among Deaf and Hard of Hearing Individuals? Debra S. Guthmann, M.A., Ed. D Introduction The issue of substance abuse continues to be a problem within the Deaf community.
The Greater Altoona Career & Technology Center recognizes that the abuse of controlled substances is a serious problem with legal, physical and social implications for the whole school community. As an
Accommodation and Compliance Series Employees with Attention Deficit-Hyperactivity Disorder Preface The Job Accommodation Network (JAN) is a service of the Office of Disability Employment Policy of the
Board of Regents Approved May 4, 2010 MORGAN STATE UNIVERSITY DRUG AND ALCOHOL ABUSE POLICY Morgan State University (the "University), is dedicated to providing a campus environment free of the illegal
Methadone for Substance Abuse By: Angela M. Martinez When taken orally once a day, methadone suppresses narcotic withdrawal for between 24 and 36 hours. Because methadone is effective in eliminating withdrawal
MEMORANDUM TO: FROM: RE: Employees Human Resources AGENCY DRUG-FREE WORKPLACE POLICY Attached is a copy of the Mississippi Department of Health s established Drug-Free Workplace Policy. This policy reflects
The Americans with Disabilities Act of 1990 and Injured Workers What is the Americans with Disabilities Act? The Americans with Disabilities Act (ADA) is civil rights legislation that extends to persons
Policy Title: Impaired Resident Physicians Original Date: July 2010 GMEC Endorsed: April 2015 Next Revision Date: April 2017 David C. Weigle, PhD, MPH Assistant Dean for Graduate Medical Education Designated
STATE OF MINNESOTA POLICY ON ALCOHOL AND OTHER DRUG USE BY STATE EMPLOYEES I. Introduction The State of Minnesota recognizes that alcoholism and other drug dependencies are a significant social problem
IC 22-9-5 Chapter 5. Employment Discrimination Against Disabled Persons IC 22-9-5-1 "Auxiliary aids and services" defined Sec. 1. As used in this chapter, "auxiliary aids and services" includes the following:
ADA Enforcement Guidance: Preemployment Disability-Related Questions and Medical Examinations Introduction 1 Under the Americans with Disabilities Act of 1990 (the "ADA"), an employer may ask disability-related
Alcohol and Drug Program June 5, 2013 Table of Contents Strathcona County Alcohol and Drug Program 1 PURPOSE... 3 2 PROGRAM STATEMENT... 3 3 RESPONSIBILITIES... 3 4 PREVENTION, ASSISTANCE, REHABILITATION...
2013 to 2002 States: United the in Use Heroin in Trends National Survey on Drug Use and Health Short Report April 23, 2015 TRENDS IN HEROIN USE IN THE UNITED STATES: 2002 TO 2013 AUTHORS Rachel N. Lipari,