1. Substance Abuse In the Workplace
What Supervisors Need to Know
Slide Show Notes
In this session we will look at substance abuse in the workplace. It has been estimated that 1 in 10 employees in this country’s workforce has a substance abuse problem.
The personal impact of substance abuse on an employee can be devastating. It has a destructive effect on just about every part of a person’s life. The substance abuser may end up losing everything, including family, home, friends, savings, job, and physical and mental health.
On the job, the negative fallout of substance abuse includes a steady deterioration of work performance, unreliability, and recklessness that can jeopardize the safety of co-workers, the integrity of company products and services, and the company’s reputation.
In this session, we’ll examine the scope and cost of substance abuse and discuss your role in helping to manage this difficult and complex problem in a way that helps employees in need and protects co-workers and the organization from the negative impact of substance abuse.

2. Session Objectives You will be able to:
Identify the harmful effects of substance abuse in the workplace
Enforce requirements of our policy and the law
Recognize signs of an abuse problem
Take effective steps to assist employees in getting help, while protecting other workers and the organization
Slide Show Notes
The objective of this training session is to provide you with important facts about substance abuse in the workplace and to show you how you can help deal with this damaging problem. At the end of the training session you will be able to:
Identify the harmful effects of substance abuse in the workplace;
Enforce the requirements of our policy and the law;
Recognize signs of an abuse problem; and
Take effective steps to assist employees in getting help, while protecting other workers and the organization.

3. Session Outline Scope and cost of the problem
Requirements of the law and our policy
Your role in dealing with substance abuse
Confidentiality and documentation
Detecting substance abuse on the job
Taking effective action
Slide Show Notes
In this session, we will discuss:
The scope and cost of the problem;
Requirements of the law and our policy;
Your role in dealing with substance abuse;
Confidentiality and documentation;
Detecting substance abuse on the job; and
Taking effective action.

4. The Scope of the Problem
Substance abuse is a serious workplace issue
10 percent of workers have a problem
Most substance abusers are employed
Anyone can be a substance abuser
Slide Show Notes
Let’s begin by looking at the scope of substance abuse in the workplace:
Surveys show that substance abuse is one of the most serious issues currently facing American companies.
It is estimated that 10 percent of all U.S. workers have a substance abuse problem. In fact, the number is probably much higher.
Some 73 percent of all current illicit drug users aged 18 and older are employed. Over 6 million active alcoholics are on the payrolls of American businesses.
Finally, alcoholism and drug abuse have been called “democratic diseases” because they can victimize anyone regardless of age, sex, education, social status, or occupation.
Consider what kinds of problems alcohol and drug abuse could cause in your workplace. For example, which jobs in your workplace require good judgment, coordination, alertness, and other skills that could be impaired by substance abuse?
Discuss the kinds of problems that alcohol and drug abuse could cause in your workplace. Ask trainees to suggest examples of jobs in their departments that require good judgment, coordination, alertness, and other skills that could be seriously impaired by substance abuse.

5. The Cost of Substance Abuse
Substance abuse costs more than $50 billion annually
Abusers are:
Less productive
Lose more time from work
Abusers have more accidents
Slide Show Notes
Substance abuse in the workplace is also very costly. For example:
It’s been estimated that substance abuse costs employers more than $50 billion annually.
Studies show that alcohol and drug abusers are far less productive and use three times as many sick days. One major automaker, for instance, reports that substance-abusing employees average 40 days of sick leave annually versus 5 days for nonabusing employees.
Abusers are also more than three times as likely to have an accident on the job as other workers, and they are five times as likely to file workers’ compensation claims.

6. The Cost of Substance Abuse (cont.)
40 percent of industrial fatalities are linked to substance abuse
47 percent of all occupational accidents can be attributed to substance abuse
Substance abuse also leads to theft and crime in the workplace
Slide Show Notes
In addition, up to 40 percent of industrial fatalities can be linked to substance abuse.
Forty-seven percent of all industrial injuries are attributed to substance abuse.
Finally, substance abuse is also responsible for a large number of thefts and other crimes in the workplace, which cost companies and other employees substantial amounts of money and may even place some co-workers and supervisors in physical danger.

7. Drug-Free Workplace Act
Written policy
Awareness program
Reporting requirements
Disciplinary action
Rehabilitation
Slide Show Notes
Workplace substance abuse is not only a large and costly problem, it is also an issue covered by an important federal law, the Drug-Free Workplace Act, which Congress passed in 1988 to help combat this growing problem.
This law requires companies that are federal contractors or grantees to have—and to distribute to all employees—a written policy explaining the rules against drugs in the workplace. The policy must state that employees can’t use, distribute, sell, or make drugs at work.
The law also requires your organization to have a drug awareness program to warn employees about the dangers of drug use, particularly at work.
Employees convicted of criminally violating drug-free workplace rules must report the conviction to the company within 5 days. The company has 10 days to report the conviction to the government.
The company then has 30 days to take appropriate action, which may take the form of discipline—up to and including discharge.
Or, a company can help the employee get into a government-approved rehabilitation program. The employee must complete the rehabilitation steps agreed on or risk losing his or her job.
Make sure you know if your organization is covered by the Drug-Free Workplace Act and what your role is in implementing your drug awareness program and other requirements of the law.
If your company is covered by the Drug-Free Workplace Act, discuss your compliance efforts and the role of your supervisors in the drug awareness program and other requirements of the law.

8. OSH Act
Duty to provide employees with a workplace “free from recognized hazards that are causing or are likely to cause death or serious physical harm”
Substance abuse is such a hazard
Slide Show Notes
The Occupational Safety and Health Act, which is administered by OSHA, also requires organizations to take action against substance abuse in the workplace.
Although there are no specific OSHA regulations that address the issue of substance abuse, the General Duty clause of the OSH Act requires us to provide our employees with a workplace “free from recognized hazards that are causing or are likely to cause death or serious physical harm.”
Clearly, substance abuse is such a hazard.
If your organization has identified workplace accidents that have been caused by substance abuse, discuss the incidents with trainees, emphasizing the hazardous effect of working under the influence.

9. Our Policy
Prohibits the possession, use, or sale of drugs or alcohol on company premises
Forbids working under the influence
Provides assistance for employees who want help for an abuse problem
Imposes discipline on those who refuse help
Slide Show Notes
Now let’s look at our substance abuse policy. Our policy:
Prohibits the possession, use, or sale of drugs or alcohol on company premises;
Forbids working under the influence of drugs or alcohol;
Provides assistance for employees who want help for an abuse problem; and
Imposes discipline on those who refuse help and continue to abuse drugs or alcohol on the job.
Make sure you understand your organization’s substance abuse policy, including the procedure for Employee Assistance Programs or outside referrals.
Discuss your organization’s substance abuse policy, including the procedure for Employee Assistance Programs or outside referrals.

10. You Play a Key Role Promote awareness of the problem
Communicate company policy about substance abuse in the workplace
Monitor employee performance
Refer abusers to professionals for assistance
Administer appropriate discipline
Slide Show Notes
You play a key role in dealing with substance abuse in our workplace. Why? Because:
You are on the front line of our substance abuse awareness campaign. This puts you in a unique position to impress upon your employees the seriousness of the problem and to supply them with useful information about substance abuse and prevention measures.
You are also the person who has primary responsibility for communicating company policy concerning drugs and alcohol.
Furthermore, you are the one who monitors your employees’ performance on a regular basis, which means you are the one who is most likely to notice the kind of behavior that indicates a possible drug or alcohol problem.
It is your job to refer substance abusers to professionals who can help them overcome their problems. This is an important point because you should never try to fill the role of physician or therapist yourself, even when the problem employee is a friend. Although you can be a strong and sympathetic supporter, employees with substance abuse problems need professional assistance.
Finally, you may be called on to administer discipline in some cases—or at least to warn employees that discipline may be used if the employee does not take the required steps in the rehabilitation process.

11. Confidentiality Employee privacy requirements
People in the information loop
Beneficial effects of confidentiality
Slide Show Notes
Your central role in the control of workplace substance abuse raises the important issue of confidentiality. As a person directly involved in dealing with substance abusers, you will have access to a lot of privileged information—information that, for the most part, you must keep to yourself. Here’s why:
Employee privacy laws require you to keep any discussions with or about an employee suspected of having a drug or alcohol problem strictly confidential.
This means that the only people you can talk to about this problem, other than the employee himself or herself, are your manager, others in the organization with a need to know, and the healthcare professionals involved. They, too, will be committed to confidentiality.
Confidentiality is important not only for legal and moral reasons, but also because it is more likely that an employee who needs help will agree to get it if confidentiality is assured. It will also be easier for the rehabilitated employee to return to work, knowing that he or she has not been the “talk of the company.”

12. Documentation Documenting performance Recording on-the-job incidents
Recognizing patterns of behavior
Increasing the possibility of early intervention
Keeping a record of supporting actions and recommendations
Slide Show Notes
Documentation is another crucial issue in dealing with workplace substance abuse.
First, establish a basis for comparison by keeping a record of employee performance, including late arrivals, absences, sick days, and other circumstances that have an impact on work performance.
Also keep a comprehensive log of conversations held with employees involved in incidents such as accidents and near misses. Document other out-of-the-ordinary incidents, such as fights or serious memory lapses, that might be alcohol or drug related. Record dates, times, and witnesses.
This kind of documentation can help you recognize developing problems. Alcohol and drug problems develop over a period of time, during which individual occurrences may not be given their proper significance unless you have good documentation to help you recognize behavior patterns that may indicate substance abuse.
By staying aware of growing problems, you greatly improve the chance of early, beneficial intervention.
Finally, by recording the facts as they occur, you also assemble solid support for your supervisory actions and recommendations.

13. Substance Abuse Basics
Questions?
Slide Show Notes
Now it’s time to ask yourself if you understand the information presented so far. Do you understand the requirements of our substance abuse policy? Do you understand the scope and costs of substance abuse in the workplace? Do you understand your role in helping us deal with this serious problem?
It is important for you to understand our substance abuse policy and your role in helping us deal with this problem.

14. Detecting Substance Abuse
Performance monitoring is the key to detection
Abuse may not be obvious
Abusers try to hide their problem
Slide Show Notes
In this part of the session, we’ll look at detecting substance abuse on the job, which is not an easy task. In the early stages, in fact, it may be almost invisible.
The key to detecting substance abuse in the workplace is careful and consistent performance monitoring. Excessive absenteeism and use of sick days are classic indicators of a developing problem, as are mistakes, accidents, and inconsistent performance.
Abusers may show few obvious signs of impairment, especially in the early stages. Unless you have been closely monitoring performance, it may take an incident like an accident before the problem comes to light.
What’s more, many substance abusers try to hide their problem. They are secretive about drug or alcohol use and may even deny to themselves that they have a problem.
Ask trainees to speak about their experiences with substance abusers. How did they detect the problem? What were the key indicators? How long had the problem been going on before they detected it? What, if anything, do they do differently now as a result of those experiences?

15. Detecting Substance Abuse (cont.)
Co-workers may be reluctant to speak up
Family and friends may be involved in secrecy and denial
Slide Show Notes
Another reason substance abuse can be hard to detect is that co-workers may be reluctant to speak up, even if they recognize that there is a problem. They don’t want to get a co-worker in trouble.
Family and friends may also be enmeshed in the web of secrecy and denial that substance abusers weave around themselves and those close to them.
Ask trainees to discuss how their employees feel about substance abuse. How do they react to co-workers who abuse drugs or alcohol? Are they reluctant to speak to these people about the problem and report it? Or are they concerned and cooperative in helping you detect and deal with the problem?

16. Alcohol Abuse Social drinking Symptomatic drinking
Addictive drinking: the final stage
Slide Show Notes
One thing all alcoholics have in common is that they do not intend to become alcoholics. Here’s how it can happen:
Social drinking often begins during teen years. It continues during adulthood as part of the social ritual—promoting relaxation and decreasing inhibitions. Most people who drink remain social drinkers. Those with alcoholic tendencies progress to the next stage.
Symptomatic drinking occurs when the sensation caused by drinking becomes more important than the social ritual. Symptomatic drinkers don’t need to be in a social environment to drink. They often drink alone. Although there is no actual addiction at this stage, there is a decrease in the effects of alcohol. More and more must be consumed to achieve the same relaxing effect.
Addictive drinking is the physical result of prolonged symptomatic drinking. The body develops a need for alcohol that the drinker can no longer control. Alcohol doesn’t produce the good feelings it once did, but the alcoholic can’t live without it. Attempts to stop drinking may have bad side effects, including delirium tremens, also called DTs, or convulsions. So the alcoholic keeps drinking.
Ask trainees why they think people abuse alcohol—for example, family history, heredity, emotional problems, addictive personality, or to escape stress from internal and external pressures.

17. Early Warning Signs Inexplicable fall-off of work efficiency
Frequent tardiness
Excessive use of sick days
Sudden decisions to use vacation time
Involvement in accidents, near misses, and errors
Heavy use of breath sweeteners
Slide Show Notes
Although detecting alcohol problems isn’t always easy, there are some early warning signs that can alert you to the possibility of an employee’s alcohol problem.
An otherwise inexplicable fall-off of work efficiency in terms of volume, accuracy, or promptness is often an early warning sign of substance abuse problems.
So is frequent tardiness—often explained with increasingly elaborate, but hard to check, excuses.
Excessive use of sick days is also a common warning sign of substance abuse. These absences often occur on a Friday or a Monday.
Some employees with alcohol problems may come to you and ask to use vacation time—right away.
Another indication that you might be dealing with an employee substance abuse problem is an increased involvement in accidents and near misses and/or an increase in the employee’s error rate.
Another hint of the problem may be heavy use of breath sweeteners. Alcoholics, particularly those who drink during the working day, are heavy users of various sorts of breath mints to kill the smell of alcohol.

18. Early Warning Signs (cont.)
Fatigue
Weight loss
Facial changes
Mental slowdown
Slide Show Notes
Other early warning signs of alcohol problems may involve physical and mental characteristics, such as:
Fatigue. The alcoholic is usually always tired, even after a weekend or when just back from vacation. Inability to get enough sleep is a chronic complaint of alcoholics, who frequently become insomniacs.
Weight loss. As liquor becomes more important to the alcoholic, food becomes less so. As a result, alcoholics frequently lose weight.
Facial changes. An alcoholic’s skin will often become slack and have an unhealthy look. Also, there may be more than the normal complement of cuts, bumps, and bruises resulting from accidents and domestic squabbles.
Mental slowdown. Along with loss of physical energy, the alcoholic will demonstrate a gradual diminishing of mental processes. There may be, even on the part of normally sharp individuals, an inability to grasp the meaning of facts that are clear to everyone else, to respond intelligently, and to communicate clearly.
Be aware that one or two of these signs alone does not necessarily indicate an alcohol problem, but a combination of several signs indicates it’s time to speak with the employee about the possibility of an alcohol problem.
Point out that one or two of these signs alone do not necessarily indicate an alcohol problem. There could be other explanations for such behavior or appearance. But a combination of several of these signs indicates that it is time to talk to the employee and be prepared to take further action.

19. Impairment in Functioning
Low tolerance for frustration
Impulsiveness
“Know it all” attitude
Anxiety
Oversensitivity
Slide Show Notes
As alcoholism progresses, drinkers become more impaired. Although many of the following characteristics may also be found in nonalcoholics, they are more pronounced—even exaggerated—in alcoholics.
Alcoholics have a low tolerance for frustration. They do not take disappointments or annoyances lightly. Failure to receive credit for a job well done or a delay in getting an expected raise or promotion can be cause for loud anger or quiet depression.
They may be impulsive and insist on doing things right away. When an impulsive person works with other people, tension and morale problems may surface.
Alcoholics may present a “know it all” attitude to obscure a deep feeling of inferiority. But when opposed they usually back down.
Most people have anxieties, but alcoholics have them to a greater degree than others—and far more consistently. Alcoholics tend to be “worrywarts” for whom a change in routine or procedure generates an anxious reaction.
People with alcohol problems are frequently oversensitive. They are easily bruised by what they perceive to be slights or put-downs. They may brood about these things and blurt them out angrily weeks or months later, for no apparent reason.

20. Impairment in Functioning (cont.)
Isolation
Defiance
Mood swings
Rationalization
Dependency
Slide Show Notes
In addition, alcoholics usually isolate themselves. They drink alone and usually in places where they are not likely to be seen by co-workers. At social gatherings, alcoholics may not drink at all, leading people to believe that they don’t drink alcohol.
Due to oversensitivity, anxiety, and other phobias that alcoholics may have, they feel rejected by society. Therefore, these people often develop a defiant attitude.
Mood swings are common, depending on the circumstances. Problem drinkers can be cooperative or cause bottlenecks, be thoughtful spouses or family tyrants, depending on successes or failures as they perceive them.
After denial, alcoholics’ second line of defense is the attempt to rationalize, or transfer blame on to others. Spouses are favorite targets, but there are lots of others—“stupid” people making the rules, “uncooperative” co-workers, the workload, and so on.
In many ways alcoholics are immature and almost childlike in their dependence on others for support and help. However, the defensive personality on the outside will often show hostility toward those who try to help.

21. Drug Abuse Profile of a drug abuser Forms of drug abuse
Safety concerns
Productivity and quality concerns
Slide Show Notes
Although drug abuse is not a new problem in the workplace, recent years have seen a substantial growth in drug problems on the job.
As with alcohol abuse, drug abuse may be found in all types of people within an organization and at all levels. Drug abusers seek escape from pressures and stress, turning to drugs to smooth out the ups and downs in their lives that may be more severe and erratic than they are in the lives of other people.
Drug abuse can take many forms, from use of illegal drugs to abuse of prescription drugs. A little later we’ll look at some of the most common drugs involved in cases of workplace substance abuse.
Drug abuse can cause serious problems on the job. Among the most critical of these are safety problems. Because of the possible effects of drug use, such as reduced physical coordination, slowed reflexes and mental responses, altered time and space perceptions, drowsiness, confusion, and overconfident, reckless behavior, drug abuse is likely to lead to unsafe acts that cause accidents in the workplace.
Furthermore, a drug abuser’s productivity and quality of work are also likely to be affected because of impaired judgment, carelessness, fatigue, poor memory and concentration, and so on.

22. Early Warning Signs Otherwise inexplicable changes in performance
Excessive tardiness and absenteeism
Increased number of accidents or near misses
Changes in appearance
Attitudinal and behavioral extremes
Slide Show Notes
As with alcohol abuse, there are some early warning signs of drug abuse. Once again, a caution: These warning signs could be symptoms of other types of problems as well. As you can see, many are the same or similar to the signs of alcohol abuse.
One of the key indicators of drug abuse is an otherwise inexplicable change in an employee’s job performance. The quality, productivity, or timeliness of the employee’s work declines for no apparent job-related reason.
Another classic indicator is excessive tardiness and absenteeism, especially on Mondays. The employee takes a lot of sick days or suddenly asks to take vacation time.
An increased number of accidents and near misses is a warning sign you absolutely cannot ignore.
You may also notice changes in the employee’s appearance. The employee may look unhealthy, lose weight, pay less attention to clothing and personal hygiene, or seem tired all the time.
Extremes of attitude and behavior are also common. The drug abuser’s demeanor may fluctuate widely—ranging from frenetic activity and nonstop conversation to silence, even drowsiness.

23. Early Warning Signs (cont.)
Mood swings
False confidence
Mental slowdown
Secrecy
Slide Show Notes
Drug abusers, like alcoholics, also experience mood swings. One moment they can be cooperative, pleasant co-workers, and the next they may be confrontational, angry, or even violent.
They may display signs of false confidence—even to the point of recklessness.
You may also notice a mental slowdown. As drug abuse progresses, the mental processes of the abuser deteriorate. The person may at times appear disoriented, or you may notice indecision, poor reasoning, or a rash of foolish errors.
Finally, as with alcoholism, secrecy is a hallmark of drug abuse. Since the use of most drugs is illegal, the drug abuser might be even more furtive than the alcoholic.

24. Common Drugs Marijuana Cocaine Heroin
Amphetamines (a.k.a. “speed” or “uppers”)
Prescription drugs
Slide Show Notes
Here are a number of commonly used street drugs that might be involved in workplace substance abuse:
Marijuana is a widely used drug. It is relatively cheap, easily obtainable, and can be smoked with relative ease, even around the workplace.
Cocaine in its many forms, including crack, is also pretty available and much more addictive.
Heroin use in the workplace is less common. But many heroin addicts are able, at least for a time, to hold on to a job.
Amphetamines are a common drug, widely used for everything from dieting to keeping awake on the night shift. Amphetamines come in many varieties and are relatively easy and inexpensive to obtain.
Finally, there are many prescription drugs that employees may be able to obtain from healthcare providers. These include sleeping medications, relaxants, and painkillers. Although legally obtained, these drugs may quickly become addictive and may pose hazards when employees are under their influence while working and while driving.
Make sure you know whether your organization uses drug testing to monitor employees for substance abuse, and if so, what the procedures are and what drugs you screen for.
If your company uses drug testing to monitor employees for substance abuse, discuss the testing program and talk about the drugs you screen for.

25. Detecting Substance Abuse
Questions?
Slide Show Notes
Now it’s time to ask yourself if you understand the information presented in this section. Do you understand the signs of alcohol and drug abuse and the effects of that abuse? It is important for you to recognize the signs and effects of alcohol and drug abuse so that you can help employees get the assistance they need.

26. Be Prepared to Act Never ignore a problem
Talk to the employee privately
Give the employee an opportunity to respond
Slide Show Notes
In this part of the session, we’ll look at what you should do if you suspect that one of your employees is abusing drugs or alcohol on the job or working under the influence.
Perhaps the most important point is that you should never ignore signs that an employee might have a substance abuse problem.
When you suspect a problem, talk to the employee privately and confidentially. In your discussion:
Explain your concerns in terms of safety and performance.
Describe specific incidents that show why you’re concerned and explain how they could affect other people and tasks. This is where your careful documentation comes in.
Finally, keep the focus on behavior, not personal issues. Don’t attack the employee or make accusations about substance abuse.
Give the employee an opportunity to respond. Expect the employee to deny that there’s a problem—but also keep an open mind about the source of the problem. It could be something else.

27. Be Prepared to Act (cont.)
Alert the employee to programs within and outside the organization that can help
Emphasize that employee must meet established standards
Warn about possible discipline
Monitor performance and behavior
Slide Show Notes
At this point, alert the employee to programs within and outside the organization that can help with personal problems of any kind. Assure the employee of your support if he or she seeks help.
Reemphasize, however, that whether or not the employee chooses to get help, he or she must meet established standards. Agree on a plan for improved performance and a timetable for monitoring progress.
Warn the employee that continued substance abuse on the job will lead to discipline under the organization’s policy.
Monitor the employee’s performance and behavior closely, documenting everything carefully.
Divide the group into pairs. Have each pair role-play a meeting between a supervisor and a suspected substance abuser. Ask them first to role-play a situation in which alcohol is involved and then switch roles and role-play a drug-related situation. Ask each trainee to critique the other’s performance as the supervisor.

28. How to Handle a Crisis Signs of a crisis
Call in your manager or another supervisor
Quietly remove the employee
Recommend a medical evaluation
Slide Show Notes
Sometimes you may face a crisis situation when you identify an employee who appears to be under the influence of drugs or alcohol. Here’s what you need to know:
Signs of a crisis may include slurred speech, staggering walk, odor of alcohol, belligerent attitude, reckless behavior, and so on. In such a situation you need to act quickly to protect the safety of the employee and co-workers.
The first thing to do in a crisis situation is to call in your manager or another supervisor to observe and evaluate the employee’s condition.
If together you agree that there is a problem, quietly remove the employee from the work area. Take the employee to a location where you can talk privately.
If the employee’s condition is serious and you feel that this person could be a danger to himself or herself or to co-workers, you should request the employee’s oral consent to be taken to a designated hospital for a fitness-to-work evaluation.

29. How to Handle a Crisis (cont.)
If the employee refuses medical evaluation
Document the incident
Slide Show Notes
If the employee refuses medical evaluation, arrange to have the employee taken home. Do not allow the employee to drive. Depending on the employee’s condition, you may need to make sure that there will be someone at home to take care of the employee. Advise the employee that he or she will be contacted later about returning to work, disciplinary action, or other action concerning the incident.
Document the incident carefully as soon as possible after the situation has been brought under control. Make a detailed record of all actions, observations, statements, and other pertinent facts. Date, time, location, and witnesses to the incident should be included in your report. Copies of your report should be delivered to your immediate supervisor and the human resources department.
Make sure you know and follow your organization’s emergency procedures for dealing with crisis situations of this kind.
Discuss your organization’s emergency procedures for dealing with crisis situations of this kind. Ask trainees who have had to deal with a substance abuse-related crisis to describe what happened, how they responded, and how the situation was resolved.

30. Substance Abuse Checklist
Familiar with our policy? YES NO
Understand requirements of Drug-Free Workplace Act? YES NO
Remind employees about policy? YES NO
Distribute and post information about substance abuse? YES NO
Slide Show Notes
Now let’s review what we’ve covered today by looking at a substance abuse checklist. Use this checklist to help you see where you need to focus more attention in your effort to deal effectively with the problem of workplace substance abuse.
Are you familiar with the company’s policies regarding the use, possession, or sale of drugs or alcohol on the premises?
Do you understand the terms and requirements of the Drug-Free Workplace Act?
Do you remind your employees about company policy on a regular basis (at least once a month)?
Do you distribute and post information about substance abuse as requested by Human Resources?
You may want to print this checklist to help you stay alert to the problems of substance abuse in the workplace and what you need to do to deal with them.
Print out and distribute copies of this checklist to trainees. As you review the questions, ask trainees to check “yes” or “no” in response to each question. Discuss the results when you’ve completed the entire checklist.

31. Checklist (cont.)
Know how to refer employees with abuse problems? YES NO
Know what to do in an alcohol- or drug-related emergency? YES NO
Familiar with the symptoms of alcohol abuse? YES NO
Slide Show Notes
Do you how and to whom to refer employees with substance abuse problems?
Do you know what to do in an alcohol- or drug-related emergency?
Are you familiar with the symptoms of alcohol abuse?

32. Checklist (cont.) Familiar with the symptoms of drug abuse? YES NO
Document incidents that might be alcohol- or drug-related and maintain confidentiality? YES NO
Slide Show Notes
Are you familiar with the symptoms of drug abuse?
Do you document incidents that might be alcohol- or drug-related, including date, time, and the names of witnesses, while maintaining confidentiality?

33. Key Points to Remember
Substance abuse threatens the safety and security of our company and employees
Never ignore suspected abuse
Take immediate action under our policy to get abusers the help they need and to protect your other workers and the organization
Slide Show Notes
Here are the key points you should remember from this training session:
Substance abuse threatens the safety and security of our company and employees.
Never ignore suspected abuse.
Finally, take immediate action under our policy to get abusers the help they need and to protect your other workers and the organization.
This concludes this training session.
Give trainees the quiz, if appropriate.