Greenbriar Treatment Center

Transcription

1 Presented By: Ryan West, MS, CFI Corporate Trainer Provided By: Greenbriar Treatment Center

2 Presenters Greenbriar Treatment Center Ryan West, MS, CFI Corporate Trainer Justifacts Credential Verification, Inc. Aaron Cotter Senior Sales Manager

3 22.4 million illicit drug users, 68.9% are employed (figure doesn t include 66 million binge/heavy drinkers) 5x workers compensation claims 3x more likely to be involved in a workplace accident employee turnover up 30% absenteeism increases 1,000% Approximately 10% of any given workforce abuses drugs 2013 NSDUH & 2014 NIH reports

4 According to Quest Diagnostic s annual drug testing index, preemployment reasonable suspicion drug tests drug generate tests generate the highest the positivity highest positivity rates. rates.

5 22.7 million people needed D&A treatment in 2013, only 2.5 million received treatment That s only 11%! The earlier treatment is received, the better the prognosis for a full recovery

6 The average return on investment for an effective drug-testing program is estimated to be 100 times its cost.

7 operationalizing current drug trends reasonable suspicion common adulteration causes of non-reporting tips signs for of front-line impairment supervisors and withdrawal handling processing the the confrontation impaired employee No one is immune from addiction; it afflicts people of all ages, races, classes, and professions. - Patrick J. Kennedy

8 Operationalizing Reasonable Suspicion

9 The greatest problem with reasonable suspicion testing is the vagueness in defining what circumstances warrant a drug test.

10 Reasonable suspicion D e f i n e d An objective, unbiased approach to spotting illicit drug use in the workplace, where a person trained to spot certain signs would reasonably conclude that an employee is impaired by a specific substance.

11 SIGNS of impairment must be Specific Contemporaneous Articulable

12 SIGNS of impairment must be Specific Attributable to predictable SIGNS of a specific drug or class of drugs.

13 SIGNS of impairment must be Contemporaneous Occurring right now.

14 SIGNS of impairment must be Articulable Expressed in spoken or written form; beyond gut feelings.

15 Objective Physical SIGNS Dilated or constricted pupils Smell of alcohol Smell of marijuana Runny nose, constant sniffing Bloodshot, watery eyes Track marks on the body Frequent itching, scabbing Excessive sweating

16 Objective Behavioral SIGNS Unusual behavior in their office / break room Extreme drowsiness or nodding off Slurred, rambling, pressured speech Confusion or memory problems Belligerent, combative attitude Sharp mood swings Unsteady gait, poor balance Unusual appearance Hyperactivity or euphoria

17 As of December 2014, the commonly abused substance is marijuana. alcohol.

18 Alcohol: Odor of alcohol on breath, unsteady gait, difficulty balancing, impaired fine motor skills, slurred speech. Heroin: Sedated/sleepy, fresh needle marks on body, track marks on inner arm, constricted pupils, droopy eyelids. Marijuana: Bloodshot eyes, poor concentration, impaired perception of time, loss of energy, impaired perception of distance. PCP: Unpredictable behavior, spaced-out, disoriented, impervious to physical pain, seems paranoid. Cocaine: Dramatic weight loss, financial problems, frequently sniffing, absent from work duties, erratic behavior.

19 Measuring Behavioral SIGNS through Job Performance Has the employee had any safety issues? been calling off a lot lately? been frequently tardy or absent? reported personal financial issues? been performing below expected numbers?

20 When documenting the acronym. SIGNS S ee I mpairment G ather Facts N ever Accuse S end for testing

21 A reasonable suspicion checklist is the best tool for defining reasonable suspicion in YOUR workplace and reducing supervisor bias in reasonable suspicion cases.

22 Reasonable Cause Checklist

23

24

25 RECAP: Handling On-the-Job Impairment Ask yourself Would I feel comfortable with this employee working along side me and their co-workers? If the answer is No and is supported with observable, specific, and articulable SIGNS, you have reasonable suspicion for impairment.

26 Why don t supervisors report???

27 Top 10 Causes for Non-Reporting Afraid of mislabeling an employee Projecting own use Concerned it will turn ugly Don t have enough time Lack competency / proper training The employee is their friend The employee is too nice The employee is productive One s business is their own Company will not support decision

28 Honorable Mention of being WRONG

29 Overcoming Your For Taking Action

30 Afraid of mislabeling an employee Remember the N in SIGNS: Never accuse. Stick to the facts, and let the employee know what the facts are.

31 Projecting own use 90% of alcohol and medicinal users of drugs do not have a problem. The 10% who do, show up for work and put their best foot forward.

32 Concerned it will turn ugly Sometimes unavoidable, but remember they are likely angry because they re caught. You are armed with the facts. Stick to them.

33 Don t have enough time Reasonable suspicion cases are not on our to-do-lists. Failure to respond only compounds the problem and could cost a life.

34 Lack competency / proper training Primarily the burden of leadership to ensure gaps are filled. Seek knowledge yourself. Comfort follows competency.

35 The employee is a friend Friends don t let friends drive drunk. Safety is paramount. Few people give thanks during a reasonable suspicion case. The thank you will come later.

36 The employee is too nice Not every user will experience mood swings or attitude changes. Some users are the most happy, because they get to use their favorite drug while getting paid.

37 The employee is too productive Not every user will suffer a change in productivity. Some users are even more productive, because they get to use their favorite drug while getting paid.

38 One s business is their own Certain rights are given up when a person reports to work. Employee and customer safety is more important than hurting someone s feelings.

39 Uphold the mission and core values of your company Know your drug and alcohol policy inside and out, take action Be prepared to explain your D&A policy to your employees Embrace your role in your company s drug-free workplace program IMPORTANT!!! If you don t know your policy, your employees won t care to follow it.

40 Handling the Confrontation: The angry, crying, and overly polite employee

41 Observation & Confirmation (use SIGNS ) Documentation of observations Intervention: Site removal & Employee interview Referral for drug and alcohol testing Follow-up

42 The Angry Employee

43

44 The Crying Employee

45

46 The Overly Polite Employee

47

48

49 Contact Aaron Cotter 5250 Logan Ferry Road Murrysville, PA Ph: (800) Ryan West 6200 Brooktree Rd. Suite 201 Wexford, PA Ph: (724)

50 HRCI Credits #275895

51 Keep HR Out of the Courtroom: Protecting Your Hiring Process from Lawsuits June 9 th at 3:00 PM