Drinking or drugs on the job

P bar Y Safety Consultants Alberta Canada

Drugs are just as bad the Question is why and what does your policy state

Drinking on the JOB


The fact• The fact that some people use substances such as alcohol or illicit drugs, or that

some people misuse prescription drugs is not new. The awareness that the abuse of substances may affect the workplace just as the workplace may affect substance abuse is, however, increasing in acceptance. Many aspects of the workplace today require alertness, and accurate and quick reflexes. An impairment to these qualities can cause serious accidents, and interfere with the accuracy and efficiency of work. Other ways that substance abuse can cause problems at work include:

• after-effects of substance use (hangover, withdrawal) affecting job performance • absenteeism, illness, and/or reduced productivity • preoccupation with obtaining and using substances while at work, interfering with

attention and concentration • illegal activities at work including selling illicit drugs to other employees, • psychological or stress-related effects due to substance abuse by a family member,

friend or co-worker that affects another person's job performance.


Not an excuse to abuseAre there elements of work that may contribute to abuse of substances?• Various and numerous personal and social factors can play a major

role. In general, however, some work-related factors can include:• high stress, • low job satisfaction, • long hours or irregular shifts, • fatigue, • repetitious duties, • periods of inactivity or boredom, • isolation, • remote or irregular supervision and, • easy access to substances.


encouraged

• Workplaces are encouraged to establish a procedure or policy so that help can be provided in a professional and consistent manner. It is important for supervisors and managers to have a resource or procedure that they can rely on if the need arises. Employees need to know that everyone will be treated the same way. Pre-planning, as for many other occupational health and safety issues, is the best way to avoid confusion and frustration in times that are already difficult.


AlcoholLiquor, Cocktails, Spirits, Booze

• Although total consumption has decreased, alcohol remains the number one drug of abuse in America


An employee who drinks

• An employee who drinks on the job is a huge liability to your small business. The employee himself is likely to have attendance issues, tardiness problems and difficulty in maintaining an acceptable standard of performance. In addition, the employee can disrupt the entire work group with his erratic and unreasonable behavior, insult key customers and cause safety concerns.


Personal and Health Issues• One out of every ten adults has a serious problem with drugs and alcohol

or both

• Alcoholism, drug addiction and their effect is the third highest cause of death of people of all ages

• The leading cause of death for people 35 and under is accidents. The most common thread that factors into accidental death, is the presence of alcohol or drugs in the system


The personnel issues that are the most

difficult to manage reflect our lives. They are the same issues people struggle with in relationships outside of work:

* Alcohol abuse* Bullying* Mental illness


Alcohol DangersThe chronic consumption of alcoholAverage of three servings per day of

Beer (12 oz)Whiskey (1 oz)wine (4 oz)

OVER TIME MAY result in the following health hazards• Dependency Physical/Physiological• Toxic damage to liver, heart, pancreas and gastrointestinal tract and

kidneys• Fatal respiratory or heart failure following excessive use• Increased susceptibility to disease


AlcoholTypical Progression• Drinking to relieve tension• Increase in tolerance• Desire to continue drinking when others stop• Uncomfortable in situations when there is no alcohol• Occasional memory lapses after heavy drinking• Preoccupation with alcohol• Secret irritation when individual’s drinking is discussed• Lying about drinking• Hiding liquor/sneaking drinks• Feeling guilty about drinking• Increased memory blackouts


Alcohol/Drug Abuse

• Drinking on duty is more common than most people suspect.

• Drug/Alcohol abuse among oilfield workers has been a growing concern for over a decade.

• Because of where our workers are they have ready access to both alcohol and drugs.


Alcohol Abuse/Alcoholism

What is alcoholism?An addiction to alcohol characterized by the

compulsive and continued use of alcohol in spite of adverse consequences of use, such as illness, job loss, or family problems. There is no specific point where alcohol abuse become alcoholism.


The effects of alcohol abuse

• Reduced physical functioning• Decreased interest in life activities, including work • Memory loss • Mood swings, irritability, aggressive behavior• Preoccupation with drinking and making life

decisions which enable drinking • Distorted thinking and inability to make sound

decisions


The indicators of alcohol abuse

• Increased incidents of tardiness or absenteeism

• Transfer to late shift or solitary work• Deteriorating relationships with colleagues• Physical indicators: odor of alcohol, blurry

eyes, unsteady gait, clumsiness• Work injuries and accidents• DUI, especially a 2nd one


Managing the alcohol abuser

DENY!

PROMOTE!


Managing the alcohol abuser

• Intervene – tell the person you believe that their drinking is interfering with work

• If the situation is disciplinary, require the person seek treatment as part of the consequence

• Make it clear that coming to work under the influence or drinking on the job will result in the job loss

• Expect performance• Help the person get help


very hard to pin down

• It is very hard to pin down a definitive definition of alcoholism.

• For example, are the people in the picture on the left alcoholics?

• An impossible question to answer by just looking at them

• We would need to know a lot more about them, their habits, personalities and even their genetic make-up to make even an educated guess.

• Alcoholism is a complex disorder with many facets to it.


zero tolerance policy

• Determine if the workplace has a zero tolerance policy for alcohol on the job, if there are protocols on when an employee should be tested and what standards exist for establishing reasonable suspicion of alcohol use.


Observe

• Observe the employee's behavior. Determine whether any signs of alcohol use exist, such as slurred speech, balance and coordination problems, a distinctive smell of alcohol on the employee's breath and emotional or irrational behavior


Talk to the employee

• Talk to the employee. Remain calm and nonjudgmental. Don't make accusations, but mention the employee's unusual behavior. If you suspect the employee is currently under the influence, now is not the time to address any associated performance issues. Instead, emphasize your concern for the employee's well-being. If you suspect drinking may be an issue but the employee is not currently under the influence, provide him with a referral to the employee assistance program and also discuss performance problems and the consequences for failure to improve.


• Send the employee home if he refuses to seek medical attention. Do not let the employee drive; instead call the employee's emergency contact to pick him up. Do not allow the employee to go home unattended -- the signs and symptoms you have interpreted to mean the employee is drunk could also be an indicator of a more serious medical problem.


• Binging on alcohol is so ubiquitous in some western societies that we've kind of accepted it. Accepted is perhaps the wrong word, 'become immune to' is maybe a better one (or three).

• We may shake our heads and murmur about the state of the world when we see some young person falling around the street, but the truth is we've seen it before, we'll see it again so why worry about it.

• There are also those who see binging on alcohol as a so-called rite of passage for young people. They're young, they want to have fun, experiment. Why fuss about it, they'll grow out of it.

• Everything changes when we become parents ourselves, then binge drinking develops into a clear and present danger. Suddenly drinking too excess gets the attention it deserves.

• And we are right to be worried. It's true that many young people will grow out of getting drunk, however, a minority will not and will go on to develop alcohol abuse issues and/or become alcohol dependent.

• It's not just the young who engage in excessive alcohol consumption, all age groups are prone to binging on alcohol. All are damaging their health (physical AND mental) with their behavior.


Alcohol Progression cont….

• Tremors and early morning drink• Promises and resolutions fail repeatedly• Loss of other interests• Unable to discuss problems• Family, work, money problems• Avoid family, friends, drink alone• Physical and moral deterioration• Urgent need for morning drinks• Persistent remorse


"Am I an alcoholic?"

• If you have to ask yourself this question then the chances are you have problems with drinking.

• However you can have a drinking problem but not necessarily be an alcoholic.

• Let me explain...the guy on your left obviously has had a few, and is most definitely having a problem with alcohol...at the moment.

• Yet this does not mean he is an alcoholic, there are alcoholism signs and symptoms that indicate, to you or a physician, whether somebody might be drinking alcoholically.


• If you have a problem with drinking (you abuse alcohol) it means that you use alcohol in such a way that it is harmful to you.

• What I mean is that the way you use (abuse) it harms you in some way. It could be affecting....

• Your physical health• Your mental health• You relationships• Your job• ....and yet you continue to drink despite these problems.• These are NOT signs of alcoholism but signs that you have a

problem with drinking.


• If you are an alcoholic (alcohol dependent) then your consumption of drink harms you as it does the problem drinker.

• However, there are also other warning signs of alcoholism that may indicate alcohol dependency and alcoholic behavior such as.........

• You only visit places, people and events where you know there will be drink available.• When you don’t drink for a short period of time (up to 24 hours) you begin to suffer

alcohol withdrawals. These can include such symptoms as the ‘shakes’, sweating, rapid heartbeat, anxiety etc. and range in severity depending on how alcohol dependent the individual has become.

• In order to get rid of these symptoms the alcoholic drinker will drink. A vicious circle.• The alcoholic will see his tolerance for drink increase (at least in the adaptive stage of

alcoholism). Which means he/she needs to drink more to get the desired effect (the high/buzz-whatever you want to call it).

• The alcoholic craves alcohol. Unless you feel or have felt this craving for a substance it is difficult to explain how it feels. Perhaps it is best to describe it as an unending obsession, a need for alcohol that consumes you. Nothing else matters.

• One common characteristic of the alcoholic is the constant broken promises made to himself/herself to give up or cut down on drinking. Waking up in the morning surrounded by the mess of the previous day’s abuse the dependent drinker swears off drink. Yet not long after they find themselves drunk again. A cycle of self-loathing for their weaknesses continues. A very bad feeling that the alcoholic copes with by……………drinking some more.

http://www.the-alcoholism-guide.org/alcoholic-behavior.html

http://www.the-alcoholism-guide.org/alcohol-withdrawal-symptoms.html


Department Drug/Alcohol Required Tests

• Pre employment• Random• Post Accident• Return-to-duty testing• Follow-up testing• Reasonable suspicion

This is a urine drug screenAll tests are reviewed by a Medical Review Officer


Positive Results

• Results of .02 - .039– The driver can’t leave premises without being

driven by another person

– Can’t perform safety sensitive duties including driving until the next shift (min of 8 hours and a reading below .02)


Positive Results

• Results greater than 4.0– Employee can’t leave without being driven by

another person

– Employee must be referred to a SAP


Offer the employee

• Offer the employee the opportunity to participate in a rehabilitative treatment program if the test results indicate he was drinking on the job. Some employers offer a "last chance agreement" when they would otherwise have terminated the employee. Under the last chance agreement, the employee must participate in a rehabilitation program -- where compliance with the program is reported to the employer -- and improve his performance on the job to remain employed.


Reasonable Suspicion

• The supervisor’s or employer’s determination that reasonable suspicion exists must be made on concurrent, articulable observations concerning the appearance, behavior, speech, or body odors of the driver

• Specific training is required under 655.43

• Employee may be tested for either drugs or alcohol or both


Return to Duty Testing

• Required after a positive drug or alcohol test

• Must be performed BEFORE employee returns to safety sensitive duty


Risks are presentRisks are present from those who drink before they arrive at work, go off at lunchtime and drink before returning to work and even those who drank too much the night before. These risks don't only affect the employer and his/her bottom line, but the rest of the employees, as well.• Alcohol related issues include:• Safety• Absenteeism and tardiness• Poor performance• Bad behavior• Impacts on the morale of co-workers• Negative image for the company• Naturally, when drinking at work occurs, the employer can safely take

action against the offending employee.


• The above attitude to drinking at work is relatively rare and most companies will terminate the work contract of any employee found drinking at work. It is usually irrelevant as to the amount of alcohol consumed by the employee as any amount will detract from performance. Whether one beer or a six-pack, the employee will most often find himself hat-in-hand, without a job from that moment on.

• If the employee caught drinking on the job is part of a union or has a particularly good contract with an employer, they might be lucky enough to keep their job but there will still be stern consequences. At the very least, record of the incident will go in the employee's personnel file and usually there will be a written reprimand.

• Some companies may have a suspension process set up, such as you often find with the police or fire department. In those cases, the employees will face a suspension, usually without pay, for a certain period of time before being able to return to work.


Why Drug Test?

• People involved with drugs are: – 33% less productive than other employees– 5 times more likely to file a workers compensation

claim– 3.6 times more likely to be injured or injure a co-

worker– 2.5 times more likely to have excessive absences– 3 times more likely to be late for work


Isolated Problems?

Attendance

Behavior

Accidents

Performance


OpiatesHeroin, Smack, “Pain Pills”Codeine, Demerol, Vicodin

• Depressant:– Opiates – derived from the resin of a poppy plant

– Morphine, Codeine, and Vicodin are legally prescribed for pain– Heroin has no approved medical use in the US.

– Methods of abuse: I– Heroin can be injected (mainlining), snorted or smoked

• Chasing the Dragon – heating heroin on aluminum foil the heroin will boil and vaporize and the user will then inhale the fumes

• Codeine and Morphine are usually injected or pills


Opiates Effect - Mental

• Depend on the opiate used, the dose and the way the drug is taken– Short lived state of euphoria sometimes called “rush” described as

similar to a sexual experience– After the “rush” the narcotic kicks in

• Drowsiness, slurred speech, slowed heart rate, breathing and brain activity

• “nod” a stuporous condition bordering on passing out

• Addiction:• Opiates have an unusually high potential for abuse and addiction


Opiates Effects - Physical

• Skin Infections• Inability to stay awake• Irregular heart rate/blood pressure• Irregular menstrual cycles in women• Depressed: appetite, thirst, reflexes• Increase tolerance for pain• Decreased sexual pleasure


Opiates Signs and Symptoms

• Lethargy• Lack of motivation• Drowsiness• Flushed Appearance• Shallow Breathing• Needle marks and/or open sores on body


MarijuanaPot, Dope, Grass, Weed

• Depressant, Stimulant, and hallucinogenic– No approved medical use in the US– FDA has approved synthetic THC capsules for treatment of

nausea and appetite loss of chronically ill patients

• THC – delta-9-tetra-hydrocannabinal– Is the “drug” in marijuana

• Comes from the hemp plant, with odd # of leaves

• In “ready to smoke form”, looks like dried, chopped oregano


Marijuana

• Inexpensive– Cost is $1 - $2 per joint of $100 - $300 an ounce

• Methods of use:– Usually smoked-joint, rolled cigarettes, can be

smoked w/pipe or bong– It can be ingested through food (brownies)


Marijuana Effects - Mental

• Euphoric Feeling

• Increased sense of well being

• Lack of motivation

• Lowered inhibition

• Talkativeness


Marijuana Effects – Physical• Dry mouth and throat• Increased appetite• Dulled reflexes

• Increased heart rate• Damage to lungs and pulmonary system– 1 marijuana cigarette is equal to 25 commercial cigarettes

• Impaired sexual development and fertility; including abnormal sperm production and menstrual irregularities


MarijuanaWorkplace Issues• 3 or more joints a week smoker is never free from the effects

of marijuana acting on the brain

• Changes in mental functions are so subtle the user doesn’t know he/she can no longer safely work

• A 500 – 800% increase in THC potency makes smoking 3 to 5 joints a week today equivalent to 15 – 40 joints a week 10 to 15 years ago

• Combining alcohol or other depressants/stimulants with marijuana can produce a quadruple effect, increasing the impairing consequences of both


PCPAngel Dust, Acid, Krystal Joints, Peace Pills

• Acts like a Depressant; but isn’t• Acts like a Stimulant; but isn’t• Acts like a Hallucinogen; but isn’t• Acts like a Narcotic; but isn’t

• All 4 classes of drugs combined


PCP Mild DosagePhysical/Mental Effects• Impaired coordination• Slurred speech• Relaxation• Distortions of body image, time and space• INTENSE EUPORIA• ANXIETY – even at low doses

• Can develop into panic, paranoia, and depression• Severity of is determined by users mental state prior to

use


PCP – Moderate DosagePhysical/Mental Effects• More intense physical reaction– Heart rate increase– Blood pressure increases– Body temperature rises– Nausea

– Anesthetic effect kicks in• No pain• Drowsiness• Zombie walking blank stare and disjoined walk


PCP Large DosagePhysical/Mental Effects

• Blood pressure drops – drastically• Breathing becomes shallow and irregular• Muscles are rigid• Eyes vibrate• Great risk for erratic and violent behavior due

to increasing panic• User can experience convulsions and slip into

a coma possible end result - DEATH


PCP Dangers• “Bad trips”, unpleasant psychological reactions that

may include panic, confusion suspicion, anxiety and loss of control

• Flashbacks, the user may experience psychedelic effects long after use of the drug ends

• Chronic users report problems with memory, speech and concentration– Can last for 6 months to 1 year AFTER last use


PCP – Signs and Symptoms

• Severe mood swings• Visual or aural hallucinations• Emotional disorders• Schizophrenic behavior


CocaineC, Coke, Blow, Snow, Flake, Rich Man Drug

• Stimulant– Derived from the leaves of the coca plant– Prescribed by a physician as an anesthetic

• Approximately 50 billion people have tried cocaine


CocaineMethods of Use• Inhale– Snorted through a thin straw like object from a smooth

surface– Effects take several minutes to kick in

• Smoke– Freebasing: mixing and smoking powdered cocaine with

sodium bicarbonate. The high lasts 5 – 10 minutes and is followed by a severe low

– Crack: An inexpensive purified form of cocaine which is processed into small chunks. Crack is smoked when the rock is heated and the vapors are inhaled. Intense euphoric effect is noted within 10 seconds and last about 10 – 15 minutes


Cocaine Effects• Brief intense euphoria and competence• Stimulates central nervous system• Elevated blood pressure, body temperature, pulse, and

respiratory rate• Dilates the pupils• Causes extreme excitability and anxiety• Feeling of well-being – followed by depression• Produces sleeplessness and chronic fatigue• Runny nose, horse voice• Profuse sweating and dry mouth• Paranoia and hallucinations


Cocaine – Sign and Symptoms

• Dilated pupils• Paranoia• Erratic Behavior• Loss of appetite• Restlessness• Irritability• Needle marks/open body sores


CocaineWork Related Issues• No Show

• Miss deadlines

• Excessive excuses

• Highs and lows in productivity

• Borrowing money or complaints of money problems


AmphetaminesSpeed, Uppers, Black Beauties, Pep Pills, No Doz, Ecstasy

MethamphetaminesMeth, Ice, Crank, Crystal, Chalk

• Stimulant– Chemically manufactured drugs which stimulate the central

nervous system

• Caffeine, no-doz, colas & chocolates are mild amphetamines

• Some cold pills have amphetamines as an ingredient


AmphetaminesEffects• Produces feelings of alertness and euphoria

• Increase heart rate and blood pressure

• Dilates pupils

• Enables the user to go without sleep for relatively long periods of time

• Causes distorted thinking


AmphetaminesPatterns of Use

• Pills

• Inhaled

• Injected


AmphetaminesDangers• Dizziness, headaches, blurred vision and sweating• Loss of coordination, tremors, convulsions, physical

collapse• Decreased appetite can cause anorexia and

malnutrition• Sudden blood pressure increase from injections

resulting in fever, stroke or heart failure• Nervousness, irritability and drastic mood swings• Panic/paranoid thoughts• Hallucinations


Ecstasy• Similar to Methamphetamine, methylenddioxyamphetamine

(MDA) and mescaline• Known to cause brain damage

– Attacks serotonin that has a direct roll if regulating mood, aggression, sexual activity, sleep and sensitivity to pain

• Increasingly popular• Produces feelings similar to LSD without hallucinations• Increases visual and acoustic sensory perceptions• Heightens ones sense of well-being• Cases of over-exertion, followed by heart failure, convulsions

and/or death have occurred


Reasonable Suspicion Testing Cont.

• Must be observed by a supervisor or company official trained in accordance with 49 CRF 655.43

• Alcohol testing-must be based on specific, contemporaneous, articulable observations concerning the appearance behavior, speech, or body odors of the driver

• Controlled substances testing-all of the above applies, but the decision to test maybe based on observations of the withdrawal effects of chronic drug abuse


Things to Remember and Questions to Ask in Reasonable Cause Situations

• Was the employee treated with dignity?• Did the interview take place in a setting that

respected the employee’s privacy?• Did the employee understand the facts pertaining to

the issue?• Were the facts presented in an objective manner?• Was the drug test conducted with integrity and

quality?


Company substance abuse policy should emphasize that the program is confidential and be jointly created by both labour and management.• Elements of the policy would include:• statement of the purpose and objectives of the program • definition of substance abuse • statement of who is covered by the policy and/or program • statement of the employee's rights to confidentiality • that arrangements have been made for employee education (e.g., a

substance-free awareness program) • that arrangements have been made for training employees,

supervisors, and others in identifying impaired behaviour and substance abuse.

• provision for assisting chronic substance abusers • outline of how to deal with impaired workers • if necessary, statement of under what circumstances drug or alcohol

testing will be conducted • provision for disciplinary actions


Reasonable Suspicion Testing Cont.

• It is NOT your responsibility as managers/supervisors to diagnose

• Your responsibility is to

– Provide a safe environment for all employees

– Take action, which may include• Referral for help• Drug/alcohol testing


• Discipline the employee for performance problems as a separate issue from the alcohol issues, even though the two are likely related. If you suspect alcohol is a factor, but the employee does not admit it or refuses treatment, you can still pursue discipline -- up to and including dismissal from employment -- for failure to adhere to performance, conduct and attendance standards.


• Impairment of the reflexes can easily result in an accident occurring. You could injure yourself or others without meaning to. Not only would you have to face the consequences of possible termination of employment, you could face permanent disability from injuries. Even worse, what if the permanent disability was to happen to a co-worker due to your impaired functioning? You would have to live with that guilt for the rest of your life. You could even be sued by the co-worker or the insurance company as a result of your drinking on the job.


R U Preventing or Aiding in a incident

Follow your Company Written Policies in these matters

Drinking or drugs on the job

Law

Transcript of Drinking or drugs on the job