Employee Drug-Free Workplace Education

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1 Employee Drug-Free Workplace Education Working Partners for an Alcohol and Drug-Free Workplace Provided by the Office of the Assistant Secretary for Policy U.S. Department of Labor Updated by JHS Human Resources Capital Management

2 Employee Education Outline Objectives of training Overview of Drug-Free Workplace Policy Impact of substance abuse in the workplace Ways that people use alcohol and other drugs Understanding addiction Signs and symptoms of substance abuse Family and coworker impact Assistance Confidentiality Specific drugs of abuse

3 Objectives of Training At the end of the training, employees should become familiar with the Drug-Free Workplace Policy as well as aware of the dangers of alcohol and drug abuse. Employees should understand: The requirements of the Drug-Free Workplace Policy. The prevalence of alcohol and drug abuse and its impact on the workplace. How to recognize when substance abuse may be impacting job performance. The progression of the disease of addiction. What types of assistance may be available.

4 Overview of Drug-Free Workplace Policy The Drug-Free Workplace Policy accomplishes two major things: Sends a clear message that alcohol and drug use in the workplace is prohibited. Encourages employees who have problems with alcohol and other drugs to voluntarily seek help.

5 Policy Overview: The Drug-Free Workplace Policy exists to: Protect the health and safety of all employees, patients and the public. Safeguard JHS assets from theft and destruction. Maintain quality patient care and organization s integrity and reputation. Comply with the Drug-Free Workplace Act of 1988 or any other applicable laws.

6 Who is covered by the policy? All JHS employment candidates All current JHS employees

7 When does the policy apply? Pre-employment testing Reasonable suspicion that an employee is using or under the influence of unauthorized substances Follow-up testing

8 What behavior is prohibited? Unauthorized possession or use of alcohol, controlled substances or illegal drugs on JHS property. Reporting for duty under the influence of alcohol, illegal drugs, or controlled substances. Using or taking a prescription drug above the level recommended by the prescribing physician. Using prescribed drugs for purposes other than what the prescribed drugs were intended.

9 Employee Reporting Requirements Employees who are arrested for any reason must notify the Department Director or designee of the arrest within 3 calendar days. (JHS Policy & Procedure code no Employees Arrested On-Duty or Off-Duty) Employees are required to report drug convictions within 5 calendar days (JHS Policy & Procedure code no Drug Free Workplace Policy)

10 Who is responsible for enforcing the Drug Free Workplace policy? Supervisors and Senior Management Employee/ Labor Relations (E/LR) Occupational Health Services (OHS) Employee Work/ Life Services- EAP (EWLS-EAP) All JHS employees

11 Does the program include drug testing? YES: All candidates for employment must complete a pre-employment drug screen. All JHS employees are subject to drug testing in cases of reasonable suspicion. After an accident at work, there is a possibility that the employee may be drug tested. If an employee refuses testing, Workers Compensation benefits may be denied.

12 How is the policy communicated to employees? The policy can be found on the JHS Intranet under PHT Policy Manuals. Refer to Administrative Policy #337: Drug-Free Workplace. All employees will receive annual education regarding the Drug- Free Workplace policy.

13 What are the consequences for violating the policy? Disciplinary action up to and including termination may be considered, according to JHS Policy & Procedure Code No Corrective Action.

14 Are There Return-to-Work/ Final Opportunity Agreements? YES- Successful completion of an alcohol or drug rehabilitation program and sustained rehabilitation will be considered when evaluating an employee s prospects for continued employment or reemployment. Employees who have a positive drug test result in the workplace may be offered a Final Opportunity Agreement authorizing random drug screening and continued monitoring.

15 Employee Resources Employee Work/Life Services- EAP (EWLS-EAP) professionals can help employees decide what to do if they have a problem with alcohol or other drugs. EWLS-EAP can also help an employee decide what to do if someone in his/her family or work group has a problem.

16 What type of assistance is available to employees voluntarily seeking help? EWLS-EAP will be available at any time to assist any employee who voluntarily seeks help with an alcohol or drug problem. Voluntary self-help is confidential and can prevent problems at work.

17 Education Addiction can be successfully treated. Help is available. It is an employee s responsibility to decide whether or not to seek help. An employee s decision to voluntarily seek help is a private one.

18 Impact of Substance Abuse in the Workplace Employee health Productivity Decision making Employee morale Community relations Security Patient safety Liability

19 EWLS-EAP and Confidentiality Information about treatment for addiction or mental illness is not a matter of public record. Conversations with an EWLS-EAP professional - or other referral agent- may not be shared with anyone. (Except as required by law or when employee signs a release). If you have questions about confidentiality, contact EWLS-EAP.

20 However, there are some limits on confidentiality that may require Disclosure of child abuse, elder abuse and serious threats of homicide or suicide as dictated by state law. Disclosure of immediate threats to patient safety. Revealing medical information to the insurance company in order to qualify for coverage under a benefits plan. Monitoring and confirming compliance with treatment recommendations after an employee tests positive at work and has signed a Final Opportunity Agreement.

21 Ways People Use Alcohol and Other Drugs Use: Experimentation Social/Recreational As a stress reliever

22 Commonly Abused Drugs Alcohol Marijuana Inhalants Cocaine Stimulants Depressants Hallucinogens Narcotics Designer drugs

23 Understanding Addiction ADDICTION: The irresistible compulsion to use alcohol and other drugs despite adverse consequences. It is characterized by repeated failures to control use, increased tolerance and increased disruption in the family or workplace.

24 For one in ten people, abuse leads to addiction Addiction to alcohol and other drugs is: Chronic Progressive Primary Terminal Characterized by denial

25 Risk of addiction Addiction is a family disease Prior abuse of alcohol and other drugs Other contributing factors

26 Understanding Abuse ABUSE: Using a substance to modify or control mood or state of mind in a manner that is illegal or harmful to oneself or others. Potential consequences of abuse include: Accidents or injuries Blackouts Legal problems Poor job performance Family problems Sexual behavior that increases the risk of HIV infection

27 Signs and Symptoms of Substance Abuse Abuse of alcohol and other drugs affects people: Emotionally Behaviorally Physically

28 Emotional effects of substance abuse Aggression Burnout Anxiety Depression Paranoia Denial

29 Behavioral effects of substance abuse (may be grounds for "reasonable suspicion ) Slow reaction time Impaired coordination Slowed or slurred speech Irritability Excessive talking Inability to sit still Limited attention span Poor motivation or lack of energy

30 Other possible indicators Bizarre or unusual behavior Repeated mistakes or accidents Incoherent or irrational mental state Deteriorating work performance or attendance problems not attributable to other factors Apparent physical state of intoxication or drug-induced impairment of motor functions

31 Physical effects of substance abuse Weight loss Sweating Chills Smell of alcohol or marijuana Body tremors or twitching

32 Family and Coworker Impact Enabling: Action that someone takes to protect the person with the problem from the consequences of his or her actions. Unfortunately, enabling actually helps the person to NOT deal with his or her problem.

33 Examples of Enabling Covering Up Rationalizing Withdrawing/ Avoiding Blaming Controlling Threatening

34 Examples of traps family members and coworkers may fall into Sympathy Excuses Apology Diversions Innocence Anger Pity Tears

35 Things to remember Difficulty performing on the job can sometimes be caused by unrecognized personal problems - including addiction to alcohol and other drugs. Although a supervisor may suspect that an employee s performance is poor because of personal problems, it is up to the employee to decide whether or not that is the case. That being said, the supervisor must take action if there is grounds for reasonable suspicion or a threat to patient safety.

36 Confidentiality If an employee is required to undergo drug testing, Occupational Health Services will ensure that drug test result records are kept confidential, as required by law and JHS policies. All Florida licensed professionals who have a positive drug screen will be reported to the Intervention Project for Nurses (IPN), or the Professionals Resource Network (PRN). IPN and PRN maintain confidentiality as long as the professional is compliant with treatment.

37 For a Safer, Drug-Free Workplace Remember JHS reserves the right to discipline employees up to and including termination despite participation in treatment programs. Alcohol and drug-abuse can seriously impact the workplace and patient safety. Employees struggling with substance problems are encouraged to seek confidential help from EWLS-EAP.

38 March 2016

Employee Drug-Free Workplace Education

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