DRUG AND ALCOHOL
AWARENESS FOR MANAGERS
Presented by
Cigna Employee Assistance Program
• Understand the problems associated with substance abuse in the workplace
• Learn the signs and symptoms of substance abuse
• Discuss ways to respond to employee substance abuse
• Identify resources available to you to help employees
• Know the benefits of your Employee Assistance Program (EAP)
SEMINAR GOALS
How do drugs and alcohol affect the workplace?
• Of the 20.4 million adults with substance abuse or
dependence, 12.3 million (60.4%) are employed full-time
• Alcoholism is estimated to cost employers $81 billion per year in lost productivity
• Up to 40% of workplace deaths and 47% of injuries can be linked to alcohol
• Between 10% and 20% of workers who die on the job test positive for alcohol or drugs
• Alcohol and drug abusers have higher job turnover and absenteeism than non-abusers
IMPACT ON THE WORKPLACE
• Fewer accidents
• Fewer disciplinary actions
• Reduced losses due to
absenteeism, theft and fraud
• Improved employee morale and productivity
• Lower costs due to fewer errors
BENEFITS OF A DRUG-FREE WORKPLACE
MAIN GROUPS OF COMMONLY USED DRUGS
• Depressants
• Narcotics (or Opiates)
• Stimulants
• Hallucinogens
• Designer Drugs
STAGES OF DRUG AND ALCOHOL USE
1. Use or experimentation 2. Recreational use
3. Abuse
4. Dependence or addiction
IS SUBSTANCE DEPENDENCE A DISEASE?
The disease concept means that substance dependence is:
• Primary
• Predictable
• Progressive
• Chronic
• Potentially fatal, or terminal
• Treatable
Alcoholism and drug addiction meet American Medical
Association criteria to be considered a disease.
• Pay attention to warning signs in safety and performance
• Document your observations
• Hold employees accountable for their actions
• Avoid enabling
• Consult your HR department
• Call the EAP
Become part of the solution
• Flushed face; bloodshot or glazed-over eyes
• Moody, irritable, drowsy, depressed or confused behavior
• Lack of inhibition (swearing, risk-taking, etc.)
• Performance problems
• Sleepy or slow reactions
• Exaggerated behavior
• Emotional swings
• Agitation
• Aggression
• Alcohol-like odor on breath
• Lack of coordination
• Thick, slurred speech
POSSIBLE INDICATORS OF SUBSTANCE USE
POLL
• Documenting behavior
• Getting additional perspectives
• Consultation with HR
• Consultation with the EAP
• Questioning the employee
What do you consider to be most important in determining “reasonable suspicion” of substance use?
If you suspect a substance use problem:
• Consult with your HR department
• Focus on the employee’s performance and observable behavior
• Document performance issues and behaviors
RESPONDING TO “REASONABLE SUSPICION”
If you suspect the employee is under the influence at work:
• Check your company policy regarding testing an employee
• Arrange transportation for the employee
• Call the EAP for a management consultation
• The decision to test for drugs and alcohol usually follows an accumulation of events - keep objective records of your observations
• Observations must be:
- Specific and clearly stated
- Based on appearance, behavior, speech, and/or body odor of the employee
• Be familiar with the signs of alcohol and drug use, and their effects on workplace performance
• Know your employees’ skills, abilities, personalities, and usual performance so that you can recognize changes
• Consult your HR regarding policies and procedures
DECIDING TO TEST FOR REASONABLE SUSPICION
• Consult with your HR manager about your concerns
• Tell the employee that you are concerned about the specific behavior or physical appearance you have observed
• Ask the employee to explain what you have observed
• Remove the employee from duty Talking with the employee about reasonable suspicion
COMMUNICATION
What is Enabling?
When someone (usually unintentionally)
helps a person with a drug/alcohol
problem to continue their use
• Denial of or ignoring their problem
• Taking on some of the employee’s work
• Covering up or making excuses
• Avoiding or non-constructive confrontation
• Failure to report suspected use
EXAMPLES OF ENABLING IN THE WORKPLACE
Enabling can prevent a person from getting life-saving help.
• Never diagnose or accuse an employee of drug or alcohol use
• Never discuss your suspicions with unauthorized persons
• Do not make assumptions, either verbally or in writing, regarding your suspicions of drug or alcohol use
• Don’t focus on getting a confession of drug or alcohol use
• Never moralize, counsel, lecture, or psychoanalyze
AVOID COMMON MISTAKES
• Never become angry when confronting an employee about performance issues
• Don’t make threats
• Never use the suspicion of drug or alcohol use as a reason to discipline those suspected more harshly than others for the same behavior
• Never allow impaired employees to operate vehicles or perform safety-sensitive functions
• Never overlook a problem or fail to act
AVOID COMMON MISTAKES
TIPS FOR SPEAKING WITH YOUR EMPLOYEE
• Validate the relationship
• Clearly state the problem
• Explain the consequences of the problem
• State the changes required in specific terms with timeframes
• State the consequences of failing to meet the expectation or outcomes
TYPES OF HELP AVAILABLE
• Employee Assistance Program (EAP)
• Web-based resources and assessment tools
• Support groups (12 Step – AA, NA, Al-Anon)
• Doctors, counselors, clinical social workers
• Inpatient treatment for detoxification
• Intensive outpatient programs
• Inpatient/residential programs
HOW CAN THE EAP HELP?
Consultation and referral services
• Management consultations
• Informal management referrals
• Formal management referrals
• Continuation of employment referral
• Fitness for Duty evaluation (fee-for-service)
• Face to face sessions
• Confidential
• Prepaid
• Unlimited telephonic consultation
• Available 24 hours a day, 7 days a week
• Household benefit
• Work/Life support such as eldercare, childcare and pet care
• Financial services
• Legal services
BENEFITS OF THE EMPLOYEE ASSISTANCE PROGRAM (EAP)
Benefits vary by employer. Please check with your HR for your specific EAP benefits.
About.com. (2003). How to Stop Enabling an Alcoholic. Retrieved from http://alcoholism.about.com/cs/dyna/ht/enabling.htm
Foundation for a Drug Free World. (n.d.). Depressants. Retrieved from http://www.drugfreeworld.org/drugfacts/prescription/depressants.html
Forbes. (2012). “Spice” and K2 vs. “Bath Salts”: The Other Designer Drug Scare. Retrieved from
http://www.forbes.com/sites/melaniehaiken/2012/06/13/spice-vs-bath-salts-the-other-designer-drug-scare/
Substance Abuse and Mental Health Services Administration. (2008). Results from the 2007 National Survey on Drug Use and Health: National Findings. Retrieved from http://www.oas.samhsa.gov/NSDUH/2k7NSDUH/2k7results.cfm
REFERENCES
"Cigna” is a registered service mark and the “Tree of Life” logo and “GO YOU” are service marks of Cigna Intellectual Property, Inc., licensed for use by Cigna Corporation and its operating subsidiaries. All products and services are provided by or through such operating subsidiaries and not by Cigna Corporation. Such operating subsidiaries include Connecticut General Life Insurance Company, Cigna Health and Life Insurance Company, Cigna Behavioral Health, Inc., and HMO or service company subsidiaries of Cigna Health Corporation. All models are used for illustrative purposes only.
832816a 08/12 © 2012 Cigna Some content provided under license.
