Drug-Free Safety Program (DFSP)Supervisor Training

Margie Roop, LPCC-S; CEAP: SAPLifeServices EAP1-800-822-4847

The Role of the Supervisor

• To ensure the job gets done appropriately, timely, & according to company policies & procedures• To ensure a safe working environment• To ensure there is good morale amongst the

team• To company objectives & mission get the job

accomplished!

The Role of the Supervisor

Is not to……

• Enable or do for the employee what THEY could do themselves.• Get involved in an

employee’s personal life.• Counsel an employee on

their personal issues.• Show favoritism

Who’s YOUR favorite?

The Role of the Supervisor

Also, to not:• Cover-up or ignore the mistakes and/or policy violations

of your employees• Talk to other supervisees about your supervisees.• Have others do for the employee what they SHOULD do

themselves (enabling.)

• Ignore the signs & symptoms of someone who has violated your company’s prohibition against substances in the workplace!

Signs & Symptoms of someone who MAY have violated your P &P prohibiting substance in the

workplace?

Really?

• Smell of alcohol• Staggering• Slurring or stammering

their words• Repeating self• Glazed &/or darting eyes• Pinpoint or dilated pupils• Sweating profusely• Smell of marijuana

That, too?

• Trips & falls• Violent outbursts• Sleeping• Weepiness• Forgetfulness• Paraphernalia or bottles

or strange containers smelling of alcohol

“Common” work characteristics of those most likely violating your P & P’s on substance abuse in the workplace!

• Attendance issues: Monday/Friday syndrome (or around scheduled days off as well as around the holidays.• Tardy to work, from lunch or breaks• Incomplete or “glossed-over” work assignments• Slow productivity in the morning; same at end of day• Overuse/abuse of vacation & sick time; failure to request

time off appropriately (“last minute syndrome”)• If requesting FMLA, failure to provide needed paperwork

in timely fashion; abuse of this type of leave (company starts to wonder how they can go so long without a paycheck).

How is your team operating?

Optimally? Scattered? Conflicted? Disjointed?

Substance Abusers:

I never thought of that!

• Inconsistent contributors to the team• Unreliable• Over-reactive• Argumentative• Passive• Need reminders• OK with “status quo”

You’re right!

Substance abusers:

May share personal problems about:• Money concerns• Medical problems• Marital woes• Legal issues• Emotional problems (depressed, anxiety)

What to do?

• 1. Observe & document!• All policy violations that you see or are reported to you• Suspicious behaviors• Absenteeism• Tardiness• Mistakes; poor productivity• Emotional outbursts• Team-related issues: morale, failure to respect others,

failure to cooperate, argumentative, need for close supervision, need constant reminders• All physical signs & symptoms!

What to do!

2. Intervene• Speak with employee

privately; involve another supervisor, if at all possible.• Mention all observed

behaviors.• Decide if you have

reasonable suspicion of policy violation involving substances.

Reasonable Suspicion• You need “more than a

hunch!”• Must be observed.• Must be able to

articulate the facts: date, time, who/what you saw, heard, smelled, etc…• Witnesses?• Did you do your

homework?

3. Refer the Employee

• If deemed reasonable suspicion, send for substance testing.• If positive for prohibited substances, determine if Last

Chance opportunity is appropriate.• If given a Last Chance, refer to your EAP for assessment

and referral for recommended education or treatment.• When employee returns to work, offer support and

encouragement.• Treat employee the same way as before the incident.• Ensure that employee adheres to all follow-up testing

requirements.

Confidentiality at all times!

• The ONLY persons who need to know about the incident: immediate supervisor, human resources, and/or director (over supervisor).

• Keep all documents locked away.• Do not discuss case with anyone outside of

those designated above.• Do not answer inquiries of witnesses involved,

other than to say that management is handling the issue.

Use the EAP to make informal referrals!

Never knew I could do that!

• When employees share a personal problem with you.

• When an employee appears stressed out: ask, “are you OK?” Chances are, they’ll tell you what’s gong on!

• When work productivity slips, but doesn’t rise to a Last Chance Agreement.

EAP as a support!

Use the EAP to make Management Referrals.

When other interventions have failed.

• Used in place of a possible termination

• Behavior warrants being seen by a professional to evaluate for other unknown causes >>>>>>>>>>>>>>>

• All other discipline is not working, but employee is viewed as valuable to the organization!

He did what?

Be aware of Resources!

LifeServices EAP: 1-800-822-4847 24/7; always a Master’s Level counselor available to speak with the employee or YOU as the manager!

Have an awesome day!

Life is a journey to be ENJOYED!!